Maargadarshika With Circulars-Compressed

jk"Vª fgr AA m|ksx fgr AA Jfed fgr AA
CANARA BANK OFFICERS' ORGANISATION (Regd.)

(Affiliated to NOBO and BMS)
ekxZnf'kZdk
Founder : Canara Bank Founder : BMS

Late Shri Ammembal Subba Rao Pai Late Shri Dattopant Thengadi Ji
oUns ekrje~
oUns ekrje~
lqtyke~ lqQyke~] ey;t 'khryke~
'kL; ';keyke~ ekrje~AA oUns ekrje~ A
'kqHkz T;ksRluka iqyfdr ;kfefue~

QqYy dqlqfer æqeny 'kksfHkuhe~
lqgkfluhe~ lqeèkqj Hkkf"k.khe~
lq[knke~ ojnke~ ekrje~AA oUns ekrje~ A
lIr dksfV dksfV daB dydy fuukn djkys

n~folIr&dksfV HkqtSèksZr [kjdjokys
vcyk dsuks ek¡ ,rks cys
cgqcyèkkfj.khe~
uekfe rkfj.khe~
fjiqnyokfj.khe~ ekrje~AA oUns ekrje~ A
rqfe fo|k rqfe èkeZ

rqfe âfn rqfe eeZ
Roa fg çk.kk% 'kjhjs
ckgqrs rqfe ek¡ 'kfä
ân;s rqfe ek¡ Hkfä
rksekjb çfrek xfM efUnjS efUnjsA oUns ekrje~ A
Roa fg nqxkZ n'kçgj.kèkkfj.kh

deyk deynyfogkfj.kh
ok.kh fo|knkf;uh] uekfe Roke~] uekfe deyke~
veyke~] vrqyke~] lqtyke~ lqQyke~ ekrje~AA oUns ekrje~ A
';keyke~] ljyke~ lqfLerke~] Hkwf"krke~

èkj.khe~] Hkj.khe~ ekrje~AA oUns ekrje~ A
oUns ekrje~ A oUns ekrje~ A oUns ekrje~ A

Hkkjr ekrk dh t;
CANARA BANK OFFICERS' ORGANISATION
(AFFILIATED TO BMS / NOBO)
Abaji Puranik Bhavan, No.114/8, 3rd Floor, Subedar Chatram Road
Opp. Hotel Hoysala, Sheshadripuram, Bengaluru - 560020
FOREWORD
VANDE MATARAM.
We have profound pleasure to hand you the “MAARGADARSHIKA” on the occasion

of our 17th All India Triennial Conference, being held at Lucknow, the City of Culture.
CBOO is a Nationalist Trade Union of Officers in the Banking Industry, affiliated to

NOBO, the Banking Wing of Bharatiya Mazdoor Sangh, the largest (No.1) Central
Trade Union, dedicated to the Welfare of the NATION, INSTITUTION and
MEMBERS in the same order. Therefore, our every activity begins and ends with
VANDE MATARAM. Bharat Mata is supreme to us. Our Goal is to work for
the attainment of Param Vaibhavam (Pinnacle of Greatness) of our
Motherland, the principle objective of Rashtriya Swayamsevak Sangh.
CBOO is a non-political organisation, and is not controlled by any political party.

It has the sole objective of the welfare of the Officers.
In the Banking Industry, it is of paramount importance that we acquire knowledge

about various Banking Activities as well as the systems and procedures of
the Bank and work strictly as per the guidelines of the Bank. The documentation
available in our Bank is one of the finest and compiled in great detail, fully using the
experience of more than 112 years of existence. The Canbank men & women have
always been knownas the most knowledgeable work-force in the Banking Industry.
We wish to congratulate Sri Atul Kapoor, our Vice President, in making wonderful
efforts in compiling this booklet and Sri Anshul Dutta, in designing the booklet.
We feel proud to place it before you and sure that all of you shall go through
the booklet and be benefitted by the contents.
K SUBRAMANI V K GOYAL
GENERAL SECRETARY PRESIDENT
LUCKNOW
24-11-2018
BHARAT MATA KI JAI

Jfed xhr
ekuork ds fy, mik dk fdj.k txkus okys ge A
'kksf"kr] ihfM+r] nfyr tuk dk HkkX; cukusokys ge AA
ge vius Je lhdj ls Ålj esa Lo.kZ mxk nsxs A

dadM+&iRFkj lery dj d‚Vks esa Qwy f[kyk nsaxsA
lrr ifjJe ls vius gs oSHko ykus okys ge A
'kksf"kr] ihfMr] nfyr tuksa dk HkkX; cukus okys ge AA
vU; fdlh ds eq¡g dh jksVh gjuk viuk dke ugÈ A

ij vius vfèkdkj xaok dj dj ldrs vkjke ugÈ A
vius fgr vkSjksa ds fgr dk esy feykusokys ge A
'kksf"kr] ihfM+r] nfyr tuk dk HkkX; cukusokys ge AA
jksVh] diM+k] edku] f'k{kk vko';drk thou dh A

O;fä vkSj ifjokj lq[kh gks rHkh eqfä gksrh lPph A
g¡lrs&g¡lrs jk"Vªdk;Z esa 'kfä yxkus okys ge A
'kksf"kr] ihfM+r] nfyr tuks dk HkkX; cukusokys ge AA
Hkkjr ekrk dk lq[k xkSjo çk.kksa ls Hkh I;kjk gS A

;qx&;qx ls ekuo fgr djuk 'kkÜor èkeZ gekjk gSA
thou 'kfä mlh ekrk dks p<+kus okys ge A
'kksf"kr] ihfM+r] nfyr tuksa dk HkkX; cukusokys ge AA
ekuork ds fy, m"kk dh fdj.k txkus okys ge A

'kksf"kr] ihfM+r] nfyr tuksa dk HkkX; cukusoky ge AA
INDEX
SL.NO. PARTICULARS PAGE NO.
1 INTRODUCTION 2
2 SHRI DATTOPANT THENGADI 4
3 PRINCIPLES 5
4 THE SPIRIT OF SERVICE 6
5 TA RULES 9
6 LFC RULES 14
7 FAQs ON DISCIPLINARY MATTERS 18
8 LEAVE RULES 35
9 CUSTOMER SERVICE 41
10 PUNCTUALITY 42
11 DOs & DONTs 44
12 CUBE 46
13 CADRE 48
14 CHARGE TAKING OF THE BRANCH 49
15 DUTIES OF CLERICAL STAFF 57
16 LENDING PRECAUTIONS 63
17 INCENTIVE FOR JAIIB/CAIIB 68
18 RETURN OF MOVABLE/IMMOVABLE PROPERTY 69
19 TERMINAL BENEFITS 71
20 IMPORTANT CIRCULARS 78
21 FIVE PRINCIPLES OF HAPPINESS 79
22 CBOO ENROLMENT FORM/MANDATE 86
23 CBREO ENROLMENT FORM 88
24 BE A GOOD MANAGER
25. LIVE A LIFE THAT MATTERS
************
1
INTRODUCTION
CBOO is a Nationalist trade union of officers in the Banking Industry. At the national level, we are
affiliated to NOBO, the Banking Wing of Bharatiya Mazdoor Sangh, the largest (No.1) Central
Trade Union in the country duly recognized by Govt. of India.
Ours is a Nationalistic Organisation dedicated to the Welfare of the NATION, INSTITUTION and
MEMBERS in the same order. Therefore, our every activity begins and ends with VANDE
MATARAM. Bharat Mata is supreme to us. Our Goal is to work for the attainment of Param
Vaibhavam (Pinnacle of Greatness) of our Motherland. This ideology is different from the
Western Model of attainment of Super power status to their countries. In this direction, we
draw our inspiration from Rashtriya Swayamsevak Sangh.
CBOO is a non-political organisation, and is not controlled by any political party. It has the
sole objective of the welfare of the Officers. CBOO believes that ‘Work is Worship’.
BHARATIYA MAZDOOR SANGH & NOBO

At a juncture, when the entire working class in our country were misguided and controlled by the anti-
national, anti-social and anti-cultural thoughts propagated by the Communists & Socialists, Shri
Dattopant Thengadi ji, founded Bharatiya Mazdoor Sangh with a view to give a new direction to the
entire Trade Union Movement. Sri Thengadi ji exploded the myth of antisocial theory of class war
propagated by the Communists. He advocated Varga Samarasya, and propagated that the
attainment of our Goal of highest national objective is through the three principles –Thyag,
Tapasya and Balidan.
Hkkjrh; et+nwj la?k dh LFkkiuk Hkksiky esa egku fopkjd Lo- nÙkksiUr BsaxMh }kjk ç[;kr Lo=ark lsukuh yksdekU;
cky xaxkèkj fryd ds tUefnol 23 tqykÃ 1955 dks gqÃA Hkkjr ds vU; Je laxBuksa dh rjg ;g fdlh laxBu ds
foHkktu ds dkj.k ugÈ cuk oju ,d fopkjèkkjk ds yksxksa dk lfEefyr ç;kl dk ifj.kke FkkA ;g ns'k dk igyk
et+nwj laxBu gS ] tks fdlh jktuSfrd ny dh Jfed bdkÃ ugÈ] cfYd et+nwjksa dk] et+nwjksa ds fy,] et+nwjksa }kjk
lapkfyr vius esa Lora= et+nwj laxBu gS A LFkkiuk ds i'pkr æqr xfr ls mUufr djrs gq, vkt ;g ns'k esa lokZfèkd
lnL; la[;k okyk et+nwj laxBu gS A
vU; et+nwj laxBuksa dk ukjk gS & nqfu;k ds et+nwjksa ,d gks!
Hkkjrh; et+nwj la?k dk ukjk gS & et+nwjksa nqfu;k dks ,d djks!A
vU; et+nwj laxBuksa dk ukjk gS & pkgs tks etcwjh gks] ekk¡x gekjh iwjh gks!
Hkkjrh; et+nwj la?k dk ukjk gS & ns'k d fgr esa djsaxs dke] dke ds ysaxs iwjs nke~ !
BMS dh D;k igpku & R;kx] riL;k vkSj cfynku

National Organisation of Bank Officers (NOBO) is the Banking Wing of BMS for Officers.
Likewise, National Organisation of Bank Workers (NOBW) is the Banking Wing for Workmen.
Both NOBO & NOBW play a key role in Wage Negotiations at the industrial level under
thebanner of United Forum of Bank Unions (UFBU).
2
CANARA BANK OFFICERS’ORGANISATION (CBOO)
Our Organisation was formed in the year 1977 on Vijayadashmi Day with a view to protect the dignity
and honour of the Officers of the Bank and to give a direction to the Trade Union Movement of
Officers by adopting constructive methods in solving the problems without affecting individual
interests of the Officers besides that of the Institution and the Nation.
CBOO represents the grievances, if any, of its members to the Bank’s Management by
taking up the matter till the highest level. We believe in peaceful representation and negotiation.
CBOO provides due Defence Assistance to its members whenever they face disciplinary action by
the Bank.
CBOO publishes and provides various communications related to service conditions, knowledge
sharing and promotion materials, from time to time.
CBOO has been working with the minimum funds required for the day-to-day expenses and
besides, using the available funds, collected through the monthly subscription, for the welfare
schemes for the benefit of the members.
CBOO conducts the activities of the organisation in a democratic and transparent manner. The
Office-bearers are elected in the Triennial Conference, duly takingthe views of the members.
CBOO is committed to the philosophy of Strong India, Strong Industry and contended Workforceas
the basic edifice of progressive and responsive Trade Union.
************
Knowledge is Power
3
Shri Dattopant Thengadi (Dattatreya Bapurao Thengadi)

(November 10th, 1920 –October 14th, 2004)
Shri Dattopant Thengadi was born in a humble village called Arvi (Wardha, Maharashtra) in the year
1920 (10th November) on the auspicious day of Deepawali. He was a professionally trained
lawyer, visionary, philosopher and organizational man par excellence. He showed his
leadership quality at an early age of 15 years by becoming the president of the ‘Vanar Sena’
at Arvi and president student union, Municipal High School, Arvi. He actively took part in
Freedom Movement and was a member of Hindustan Socialist Republican Association (HSRA) in
1936-38. He worked as organizing secretary of Indian National Trade Union Congress (INTUC) in
1950-51, and was also associated with Postal & Railway Workers Union (Communist Party).
He always kept pace with time by establishing various organizations in different spheres, and
maintained the core philosophy of Hindu Dharma and Bhartiya Darshan. Thengadi Ji, founded,
nurtured and energized some of the well-known organizations of today: Bharatiya Mazdoor
Sangh (1955), Bharatiya Kisan Sangh(1979), Swadeshi Jagran Manch (1991), Samajik
Samarasata Manch, Sarva- panth Samadar Manch and Paryavaran Manch; also a founder
member of Akhil Bharatiya Vidyarthi Parishad, Akhil Bharatiya Adhivakta Parishad, Akhil
Bharatiya Grahak Panchayat and Bharatiya Vichara Kendra.
He was the member of the Rajya Sabha for two terms during 1964-76, also served as its vice-
chairman in 1968-70, always left his indelible imprints on all the tasks he handled as
parliamentarian. Shri Thengadi Ji showed his leadership capabilities by organizing the anti
Emergency movement in 1975, by way bringing together various political streams.
A widely traveled man, an erudite orator, expert in the social, economic and political issues,
his soft but forcefully presentations of the issues always kept the audience spellbound.
Disenchanted with both the western models of development, namely, Capitalism and Socialism, he
propounded the ‘Third Way’of socioeconomic development based on the ideology of ‘Sanatan
Dharma’. He authored many books which grew not only from his ideological conviction but also
from his first hand experience, some of his widely read and referred works are: The Third
Way; Modernization Without Westernization; What Sustains Sangh?; Our National
Renaissance-It's Directions and Destination; Nationalist Pursuit; The great sentinel and The
Perspective.
4
PRINCIPLES TO FOLLOW
ॐ losZ HkoUrq lqf[ku%A losZs lUrq fujke;k%A
losZs Hkækf.k i';Urq A ek df'pr~ nq%[k HkkfXHkosr~ AA
Ø TO PROMOTE UNITY AMONGST THE MEMBERS
Ø TO WORK FOR THE WELFARE OF THE MEMBERS
Ø TO HAVE EMPATHY FOR THE NEEDS OF THE MEMBERS
Ø TO ENSURE DIGNITY OF MEMBERS
Ø TO SPREAD KNOWLEDGE AND PREPARE THE MEMBERS TO DISCHARGE

THEIR DUTIES EFFECTIVELY AND SECURELY
Ø TO REMOVE FEAR THROUGH AWARENESS AND PROVIDE A SENSE OF

SECURITY
Ø TO HAVE TWO-WAY COMMUNICATION WITH MEMBERS
Ø TO ENSURE GOOD WORKING CONDITIONS & ENVIRONMENT
Ø TO PROVIDE ASSISTANCE IN DISCIPLINARY MATTERS
Ø TO DEVELOP TRUST & BONDING AMONGST THE MEMBERS
Ø TO TAKE CARE OF EACH OTHER
Ø TO PROMOTE THE PHILOSOPHY ‘BANK FIRST –SELF NEXT’
Ø TO DEVELOP THE LEADERS FOR THE FUTURE
Ø TO DISCHARGE DUTY TOWARDS SOCIETY, NATURE & COUNTRY
Ø TO INCULCATE GOOD HUMAN VALUES IN THE MEMBERS
5
The Spirit of Service

Our willingness to serve than be served is sometimes the only difference between heaven & hell.
Legend has it that the valiant ruler of Mewar, Maharana Pratap, was once sitting with a humble
attendant of his. The year was 1580 when he was overpowered in an ongoing conflict with the
Mughals. Though five years later, Maharana would reclaim most of his empire, presently
however, he had been keeping a low profile and rebuilding his army. In this period of hostility and
uncertainty, living on frugal means, he was sent two mangoes by one of his subjects. His servant cut
the mangoes in eight parts and arranged them on a plate. They looked luscious, inviting and ripe. “Tell
me how it tastes,” Maharana Pratap said giving the first piece to the servant.
“Hukum,”he said, after relishing a bit, “it is most delicious!”And he requested another piece. A bit
surprised, Maharana handed him one more which the servant gobbled down in a flash and pleaded for
more. The king was taken aback at this unusual behavior but out of care for a man who had been
serving him for ages, he obliged.
“Please,”he begged, “I’m starving. Give me the rest and I’ll personally go and fetch new mangoes for
you.”
In practically no time, one after another, he ate seven pieces while the king’s expression changed from
that of amusement and compassion to disbelief and disgust.
“You thankless rascal!” Maharana thundered. “You are unfit to serve me.” And with that, he
put the last piece of the mango in his mouth only to spit out the next moment.
6
“You call this sour and bitter mango delicious?” he exclaimed. “It tastes horrible!”
“I seek thy forgiveness,”the servant said. “For years, you have fed me and my family. Through thick and thin,
you have protected us. I can’t give you anything in return but at least, I could avoid you tasting those
sour mangoes.”
It is fair to expect love in return of love. It is normal to desire acknowledgement of our efforts or recognition of
our talents and work. Friendships and relationships thrive when people reciprocate in kind.
The spirit of service, however, is an entirely different matter. Service expects nothing in return
other than the well-being of the one we are serving.
True service requires absolute selflessness, something even beyond altruism, for in service, the benchmark
is not on whether you are acknowledged or special. Instead, your goal is to devote everything you’ve got to
serve the cause that matters to you. And there lies the paradox, the more we devote ourselves
wholeheartedly to our mission, without worrying about recognition, the greater success and satisfaction we
derive from walking the path.
Sometimes, people ask me what is surrender and how do we surrender to a cause/person? Service is
surrender. Without surrender true service is not possible and without service surrender dies a quick death.
Surrender is that feeling at heart that makes us let go. It helps us ease and relax. It makes us understand that we
don’t have to control everything that is going on in our lives and we can’t. And service is then devoting
wholeheartedly to what we do control: our actions, words and response to whatever comes our way.
Moshe Kranc cites a beautiful parable (variations of which are found in every culture) in The Hasidic
Masters’ Guide to Management:
I once ascended to the firmaments. I first went to see Hell and the sight was horrifying. Row after row
of tables were laden with platters of sumptuous food, yet the people seated around the tables were pale and
emaciated, moaning in hunger. As I came closer, I understood their predicament.
Every person held a full spoon, but both arms were splinted with wooden slats so he could not bend either elbow
to bring the food to his mouth. It broke my heart to hear the tortured groans of these poor people as they held
their food so near but could not consume it.
Next I went to visit Heaven. I was surprised to see the same setting I had witnessed in Hell –row after row of
long tables laden with food. But in contrast to Hell, the people herein Heaven were sitting contentedly talking
with each other, obviously sated from their sumptuous meal.
As I came closer, I was amazed to discover that here, too, each person had his arms splinted on wooden slats that
prevented him from bending his elbows. How, then, did they manage to eat?
As I watched, a man picked up his spoon and dug it into the dish before him. Then he stretched across the table
and fed the person across from him! The recipient of this kindness thanked him and returned the favor by
leaning across the table to feed his benefactor.
7
I suddenly understood. Heaven and Hell offer the same circumstances and conditions. The critical
difference is in the way the people treat each other.
I ran back to Hell to share this solution with the poor souls trapped there. I whispered in the ear of one starving
man, ‘You do not have to go hungry. Use your spoon to feed your neighbor, and he will surely return the favor
and feed you.’
‘You expect me to feed the detestable man sitting across the table?’said the man angrily. ‘I would rather starve
than give him the pleasure of eating!’
When our attention shifts from worrying about ourselves to adding value to the lives of those around us
and serving a greater cause, our inherent goodness rises to the surface. All becomes possible then.
Good things become great in due course. Good people become great people with the passage of time. This is
the natural progression. For, goodness does not focus on making a name but making a difference. And
that’s what service does: it makes a difference.
The ability to care for and serve others is what distinguishes an ordinary person from an
enlightened one.
Peace.
Swami
ABOUT ME
My achievement is not what I have,
My introduction is not what I do,
It is but who I am.
A nobody.
I sing I laugh I dance I clap,

A speck of dust in the infinite creation,
A vast ocean in the tiny dew drop,
A Himalayan stream,
The still mountain,
I am That.
So are you.
Compassion is my religion and love, my only
philosophy.
8
TRANSFER OF OFFICERS / MANAGERS - IMPORTANT ASPECTS

[CONSOLIDATED CIRCULAR ON T.A. MATTERS –1/2004]
Ø The charge should be properly handed over / taken over.
Ø You are expected to shift your family/belongings immediately on relief / reporting on transfer. If it
is not possible to shift your family / belongings immediately, you should obtain prior permission of
DEPUTY GENERAL MANAGER to shift family / belongings at a later date. In your letter, please
note to mention the specific reason as to why it is not possible to shift the family immediately, e.g.
non-availability of quarters at the transferee place, children's education, transfer of spouse,
health problems, if any, etc. (MAXIMUM PERMISSIBLE PERIOD -- 60 days from the date
of relief, or 30 days from the date of fixing quarters).
Ø Like-wise, sometimes the circumstances may necessitate the shifting of family/belongings

prior to date of relief, to secure school admission of the children, etc. This is also permissible
with the prior permission of the DEPUTY GENERAL MANAGER.
Ø If you are occupying the Bank's quarters and in case, you wish to retain the quarters at the
transferor place, PRIOR PERMISSION from the DEPUTY GENERAL MANAGER has to be
sought, by mentioning the reasons, e.g. Non-availability of quarters at transferee place,
children's education, etc. (MAXIMUM PERMISSIBLE PERIOD - 30 DAYS)
Ø ELIGIBILITY TO TRAVEL :
JMG SCALE I: BUS / TRAIN - FIRST CLASS OR AC II TIER
MMG SCALE II / III: BUS / TRAIN - FIRST CLASS OR AC II TIER
- AIR - ECONOMY CLASS - if distance>1000 km.
- OWN CAR / TAXI - with prior permission < 500 km.
Managers in Scale II & III should avail the facility of low cost airlines and low-cost
economy class Air Ticket (for more than 1000 Kms). In case, the said assignment is later
cancelled on account of administrative/ official exigencies, the reservation / cancellation
charges shall be borne by the Bank.
Reasonable Service Charges incurred, supported by bills / vouchers, for booking the air
tickets/train tickets are reimbursable over & above the air/train fare, subject to a maximum
of Rs 50/- per ticket. Claim for Service Charges for booking the tickets should be
supported by vouchers.
9
Ø For travel by higher mode / class (e.g. Taxi/Car, subject to prior permission from
DGM), the amount will be reimbursed THE LEAST of the following:
a) Notional II AC class train fare by shortest route

b) Rs. 7.50 per km. for Taxi
c) Rs.7/- (Less than 1000 cc ) // Rs.9/- per km.(1000 cc & above) for own car (348/2011)
d) Actual expenses incurred.
The RC of own car/taxi and proof of journey (Petrol Bill/Toll Tax Receipt) should be
submitted with the TA Bill.
Ø JOINING TIME on transfer is permissible for a period of 7 days within 60 days from the date
of relief OR 30 days from the date of occupation of quarters, whichever is earlier. It can be
availed at a stretch OR can be availed in 2 stages, subject to PRIOR PERMISSION from the
DGM. Weekly Holiday / Public Holiday immediately following the date of relief excluded
for treating either journey period or joining time, but not for both.
Ø a) Transfer from Home State to Other States :
The Officer shall be eligible to travel twice with TA benefits, i.e. once for initial
reporting at the transferee branch and second time for shifting the family and
belongings (Not Belongings alone). This is subject to PRIOR PERMISSION from the
DEPUTY GENERAL MANAGER.
This facility is NOT available while on transfer from other State to Home State.
b) Transfer within contiguous States:
TA by eligible mode / class and journey period for the second journey is permissible if Officer
does not own his house and quarters are not readily available, by obtaining prior
permission of DGM. However, for shifting personal belongings alone at a later date,
facility of second journey is not permissible.
Ø In the absence of train tickets, a declaration has to be submitted furnishing the following
information
(a) Serial No. & PNR No. of ticket (b) Issuing Station (c) Date of issue
(d) Class of Travel (e) Train Number (f) No. of persons travelled
(g) Date of journey (h) Fare / amount
10
HALTING ALLOWANCE (w.e.f. 01-06-2015)

(1/2004, 79/2005, 170/2005, 211/2010 & 342/2015)
[Rs.]
Grade / Scales of Officers Metro cities Major ‘A’ Area-I Other Places
Class cities
Officers in Scale-VI & above. 1800 1300 1100 950
Officers in Scale-IV & above. 1500 1300 1100 950
Officers in Scale-I/II/III 1300 1100 950 800
[Only Luxury tax/GST, if applicable, is permitted. No Service Charges]
LODGING EXPENSES w.e.f.01-03-2008
(1/2004, 79/2005 & 170/2005 & 68/2008)
(Amount in Rs)
MAXIMUM ROOM TARIFF PERMISSIBLE
GRADE OF OFFICER Eligibility
MAJOR ‘A’ AREA-I OTHER
CLASS CITIES PLACES
SCALE VI & VII 4* HOTEL 6,800.00 3,400.00 3,000.00
SCALE IV & V 3* HOTEL 4,000.00 2,400.00 2,000.00
SCALE II & III -NON-AC 2* HOTEL 2,400.00 1,600.00 1,200.00
SCALE 1 -NON-AC 1* HOTEL 1,600.00 1,200.00 800.00
(LODGING EXPENSES ARE NOT PAYABLE DURING THE PERIOD OF TAKING OVER CHARGE)
[AREA I CENTRES –PUNE, KANPUR, NAGPUR, JAIPUR, LUCKNOW, SURAT, VISAKHAPATNAM,
PATNA, VADODARA, KOCHI, INDORE, BHOPAL, LUDHIANA, COIMBATORE, MADURAI, AGRA,
VARANASI]
Ø While submitting TA bills on transfer, the following aspects should be taken care of :
a) SHIFTING OF BELONGINGS - CEILING:
BASIC PAY WITH FAMILY WITHOUT FAMILY
23700-31705 3000 KGS 1500 KGS
31706 & ABOVE FULL WAGON 2500 KGS
Rates applicable to shifting of freight by Goods Train should be taken as a
BENCHMARK
[UP TO 300 km x 2.80 x 12= 10080/- if approved transporter.]
- For transportation by Approved Transport.
: up to 1000 kms. - Rs.2.80 per km. per ton
above 1000 kms. - Rs.2.00 per km. per ton
11
The full wagon carries 12000 kgs. Load, which shall be permissible for Approved
Transport. If Unapproved Transport is used, reimbursement shall be made only for 50%
of eligible load @ Goods Train Freight Charges.
[List of Approved Transporters is available in CANNET/HRMS]
b) COMPENSATION ON TRANSFER (w.e.f. 01-06-2015) (HO CIR 342/2015)

[Rs.]
Grade / Scales of Officers AMOUNT
Officers in Scale-IV & above. 20000
Officers in Scale-I/II/III 15000
The declaration should be submitted in the TA Bill.
c) Stamped receipt issued by the Lorry Operators should be submitted along with the Lorry
Receipt for sanctioning freight charges. In case of approved transport operators,
their respective IBA No. should be invariably mentioned in the LR.
d) A copy of the transfer orders should be enclosed.
e) Local Conveyance - Distance travelled should invariably be mentioned.
[TAXI is not a mode of Local Conveyance for Officers up to Scale III.]
Ø When an Officer on transfer opts for quarters but not provided with quarters/does not
own a house at the transferee place, he is eligible for reimbursement of Halting
Allowance for the period of Taking Over Charge, from the date of arrival, subject to
maximum number of days, as mentioned below : [ 24 hours = 1 day ]
a) Scale I Officers/2nd line Managers in branches/

Officers incl. Managers/Sr. Managers in VLB : 4 days
b) Scale I Managers / Managers / SMs in charge of
Small branches/or posted to CO/RO/RSTC/RI : 7 days
c) Managers/SMs in charge of Large/Medium branches/
Accounts Section/Currency Chest, etc. : 10 days
d) SMs of ELBs / Executives Scale IV & above : 10 days
[No HA payable for the leave period during TOC period]
[HA is permissible @ place of visit, even for journey period]
Ø If an Officer owns a car, he is eligible to claim the cost of its transportation by train at
goods train rates, on production of receipt. Alternatively, if the car is driven by road, the
Officer is eligible to claim reimbursement at the rates specified in H. O. Cir. 66/2004 dt.
29/3/2004.# [There is no provision to reimburse the expenses incurred for shifting of car
by lorry as Additional Entitlement, even to the extent of Goods Train Rate.]
12
Ø Two-wheelers can be shifted as additional entitlement.
# a) Four Wheeler - 1000 cc & above - Rs. 9.00 per km

- Less than 1000 cc- Rs. 7.00 per km
b) Scooter/Motorcycle - Rs. 4.50 per km
c) Mopeds - Rs. 3.00 per km
[RC and proof of journey (Petrol Bill/Toll Tax Receipt) should be submitted with the TA Bill.]
Ø Porterage expenses are not payable except in case of TRANSFER and that too
involving Train Journey, Max. Rs. 200/-.
Ø At the instance of Bank if a transfer is affected within the same city / town, and officer is
required to shift the belongings, the actual expenses incurred by the officer will be
reimbursed on the basis of declaration subject to the following limit:
Officers in JMG :: Rs. 800/- in Major 'A' Class Cities

& MMG Scales Rs. 600/- in other places
Rs. 1000/- in the case of transfer to Delhi from Ghaziabad,
Noida, Faridabad, Gurgaon & vice versa.
All the columns in T.A. Bill should be filled up in HRMS with all the required particulars, failing
which the claim will be disallowed by HRM Section besides delay in sanction.
Please also note that T.A. Claim which is not bonafide is treated as a GROSS MISCONDUCT
as per the CBOSR 1979 and attracts Disciplinary Action and imposition of very serious
punishments including DISMISSAL.
THE ABOVE INFORMATION IS ONLY ILLUSTRATIVE AND SUGGESTIVE. PLEASE BE

GUIDED BY THE LATEST CIRCULARS/GUIDELINES. REFER H.O. CIRCULARS: 2/89;
115/93; 178/93; 160/97; 188/99; 1/2004; 79/2005; 170/2005; 342/2015 & 229/2016.
13
IMPORTANT GUIDELINES ON LEAVE FARE CONCESSION ( LFC )
ENTITLEMENT
MANAGERS / SENIOR MANAGERS
I Class by Train/II AC Sleeper, if the distance between the place of work and
destination/native/domicile place by shortest route is 1000 kms. or less. Even if the
journey is undertaken by Air, for the purpose of reimbursement, the notional AC II
sleeper fare by train between destinations by the shortest route may be reimbursed.
OR
AIR, by Economy Class, if the distance to be travelled by the shortest route is more than 1000
kms. For children below the age of 1 year, maximum of 10% of fare charged for adult
member by the Indian Airlines, provided travelled by air and the amount is actually paid.
For children above 1 year but below 12 years, the entitlement will be 50% of the fare
normally charged for the adult member.
H. O. Cir. 241/2000: The Officers have to fly by Domestic Airlines only.

TRAVEL BY FOREIGN AIRLINES IS NOT ELIGIBLE EVEN WITHIN THE ENTITLEMENT.
OFFICERS JMG I
I Class by train OR AC Sleeper II, if actually travelled.
However, they may travel by Air by Economy Class, if the distance is more than 1000 kms., but
the reimbursement will be made within the entitlement of notional AC I Class Train Fare.
For children below 5 years, entitlement will be NIL. For children above 5 years, but below 12
years, 50% of the entitlement of the Officer.
GENERAL GUIDELINES
1. While on LFC, Officers may travel by CAR/TAXI, for which prior permission not required.
However, reimbursement will be made within the overall entitlement, subject to :
Rs. 7.50 per km. if travelled by Registered TAXI
OR
Rs. 7 per km. (Car below1000 CC) / Rs. 9 per km. (above 1000CC), in case of private Car,
OR
the AMOUNT ACTUALLY INCURRED
OR
II AC Class TRAIN FARE, whichever is less.
[Travel by Taxi –Taxi Bill, RC Copy, Toll Tax Receipts/Petrol Bill of destination &
Travel by Own Car - RC Copy, Toll Tax Receipts/Petrol Bill of destination; to be submitted]
2. For undertaking journey separately/independently by family members, prior permission
has to be obtained from DGM through HRM Section.
14
3. Extension of LFC Blocks is not permissible.

4. LFC under 'LFC to go to native place' may be availed for the following:
a. Travel from place of work of the officer to the native place and return. Here LFC may
be availed independently by the family members and the officer. However, such
availing of LFC should be within sub-block / block concerned, with prior permission
from DGM.
b. By eligible family members of the Officer who are staying at native place for travel
from native place to the place of work of the officer and return provided the officer
accompanies family members either on onward or return journey, by availing LFC.
c. By children of the Officer who are left behind at the transferor place for
prosecuting studies, from place where children continue to prosecute studies to
native place of the officer or to the place of work of the officer.
5. However, if the LFC journey is undertaken by DIFFERENT/LOWER mode & class
of travel or by CIRCUITOUS ROUTE, the entitlement will be calculated taking into account
only II AC Class Train Fare by the SHORTEST ROUTE.
6. Whenever LFC is availed under Native Place Block, after reaching the native place, the
Officer and the family members can not be permitted to visit other places under LFC.
7. Similarly, once returned to the place of work, the LFC is treated to be completed.
8. To avail LFC under Rest & Recuperation Block, the Officer has to give a specific
place of Destination. For any change in the destination, prior permission to be
obtained from HRM Section, even in the case of emergency situation warranting change
of destination.
9. To avail LFC on PL/CL, prior notice of 15days is must.
10. If the LFC journey is undertaken by Taxi/ Own Car, the following has to be
submitted along with the LFC Bill :
a. Name & Address of the Vehicle Owner,
b. Exact Destination,
c. Distance covered,
d. Period of journey,
e. Places visited with date in order of visit,
f. REGISTRATION NUMBER OF THE VEHICLE.
g. Copy of Registration Certificate
h. Number of persons travelled,
i. STAMPED RECEIPT for the amount paid/Petrol Bill (Car)/Toll Tax Receipts
11. In case the spouse of the Officer is employed in our Bank, the Officer is entitled
to avail for self and his/her eligible family members either under his/her entitlement
or spouse’s entitlement. The Officer cannot avail LFC under both blocks, i.e. his/her
Block and spouse LFC Block.
15
12. LFC is treated as having been availed, once onward journey commences.
13. To draw LFC Advance prior to 60 days from the date of onward journey, specific
prior permission to be obtained from HRM Section.
14. The LFC bill with the required particulars has to be submitted within 7 days from the date
of reporting for duty after completion of LFC.
15. Onward journey tickets booked should be submitted to the Branch/Section
Manager for verification within 7 days from the date of withdrawal of LFC Advance.
ENCASHMENT OF LEAVE FARE CONCESSION
1. For the purpose of encashment of LFC, the Officer Employee has to avail any category of
leave, as applicable to availment of LFC, in terms of HO Circular 320/91. The facility of
encashment of Privilege Leave while availing of LFC is also available while encashing the
facility of LFC.
2. Both the amount of LFC encashment and PL encashment shall be disbursed only on the
date of relief for proceeding on leave. Amount has to be debited to SA and particulars to
be furnished in INPUT Form 3 to HRM Section.
3. For the purpose of payment of LFC encashment, Railway Fare prevailing as on the date of
relief for proceeding on leave is reckoned as benchmark. However, the amount of
entitlement is advised by HO from time to time.
4. Encashment of LFC is applicable for family as a whole. As such, the request of the
employees to permit LFC Encashment for self and permission to undergo LFC journey by
family members and vice versa is not permitted.
The wholly dependent brothers/sisters of the Officers do not come under the definition
of "Family". The definition of family as per HO Cir 342/2015, For the purpose of LFC:
w The employee’s spouse, wholly dependent unmarried children (Including step
children and legally adopted children) wholly dependent physically and mentally
challenged brother/sister with 40% or more disability, widowed daughters and
dependent divorced/ separated daughters, sisters including unmarried/ divorced/
abandoned or separated from husband/ widowed sisters as also parents wholly
dependent on employee.
w The term wholly dependent family member shall mean such member having monthly
income not exceeding Rs.10000.00.
w A married female employee may include her natural parents or parents-in-law but not
both.
5. Encashment of Leave Fare Concession is subject to deduction of admissible tax at
source.
6. Leave Fare Concession for a travel to native place/place of domicile is not encashable i.e.
in a block of 4 years, an Officer Employee can encash ONLY ONE Sub Block i.e. for R&R.
7. The permissible amount of encashment of LFC as at the prevailing Railway Fares is as
follows :
16
SCALES ENTITLED CLASS DISTANCE ENCASHABLE AMOUNT

PER PERSON
JMG SCALE I II AC 9000 KMs (4500 KMs ONE Rs.8720.00 #
MMG SCALE II & III WAY)
SMG SCALE IV & AC I CLASS BY 11000 KMs (5500 KMs ONE Rs.17400.00 #
ABOVE TRAIN WAY)
# Upon revision of Railway Fare, the same shall undergo a change and shall be advised by HO.
8. In case of children aged 5 years & above but less than 12 years, the encashment permissible is
half the amount specified above. HRMS package takes care of the same.
9. In case the spouse is employed in our Bank, the Officer is entitled to avail LFC Encashment for
self and his eligible family members either under his/her entitlement or under entitlement
of his/her spouse but not under both.
10. Encashment of LFC, once sanctioned, cannot be modified.
PRIVILEGE LEAVE ENCASHMENT
1. 30 days shall be taken as a month for encashment purpose.

2. Salary Payable as on the date of relief for proceeding on leave with LFC shall be taken
into account for disbursing PL encashment.
3. For the purpose of encashment of PL, Basic Pay + SI + DA + CCA + PQA + HRA, wherever
actually paid and permanent in nature shall be computed as SALARY. Wherever HRA is not paid,
Notional HRA shall be paid for PL encashment.
4. PL encashment is treated as having been availed as on the date of commencing of
onward journey under LFC. PL encashment may be paid within 7 days prior to the date of
commencement of onward journey.
IN CASE LFC JOURNEY IS NOT ESTABLISHED AND LFC CLAIM OF THE OFFICER IS NOT
SANCTIONED, THE OFFICER IS NOT ELIGIBLE FOR ENCASHMENT OF PL AND
AMOUNT PAID BY WAY OF PL ENCASHMENT WILL BE RECOVERED.
Please also note that any false LFC Claim which is not bonafide is treated as a GROSS
MISCONDUCT and attracts Disciplinary Action and imposition of very serious punishments,
including DISMISSAL.
For further details, the Handbook on Staff Matters should be referred and the Liaison
Officer may also be contacted for necessary guidance / help.
THE ABOVE INFORMATION IS ONLY ILLUSTRATIVE AND SUGGESTIVE.
PLEASE BE GUIDED BY THE LATEST CIRCULARS / GUIDELINES ON THE SUBJECT.
REFER H.O. CIRCULARS: 320/91; 178/93; 316/96; 241/2000; 211/2010; 342/2015 & 229/2016.
17
Frequently Asked Questions (FAQ)

Canara Bank Officer Employees’(Conduct, Discipline & Appeal)
Regulations 1976
1. What constitutes Misconduct?

Ans: Violation of any Regulation from 3 to 23 & 24 (A) of Canara Bank Officer Employees’
(Conduct) Regulations1976, as amended, constitutes Misconduct for an Officer.
2. Whether lack of efficiency, failure to attain highest standard of administrative ability will
constitute misconduct?
Ans: No. As per decision of Supreme Court in the case of Union of India Vs J Ahmed 1979 IILLJ 14,
“lack of efficiency, failure to attain the highest standard of administrative ability while
holding a high post would not themselves constitute misconduct. If it is so, every Officer
rated average would be guilty of misconduct. Charges in this case as stated earlier clearly
indicate lack of efficiency, lack of foresight and indecisiveness as serious lapses on the part of
the respondent. These deficiencies in personal character or personal ability would not
constitute misconduct for the purpose of disciplinary proceedings.”
3. What are the conducts unbecoming of a Bank Officer as per Conduct Regulation 3(1)?
Ans: In spite of criticism of Apex Court that the term “conduct unbecoming of a Bank Officer” is vague
and is of a general nature, our Regulations did not elaborate the term anywhere. However, some
of the acts of omission & commission, as the case may be, which constitute Conduct
unbecoming of a Government servant, as per Govt notifications are
i) failure to intimate the concerned authority about his conviction and related
circumstances
ii) failure to look after maintenance of one’s family
iii) discourteous behaviour or adopting dilatory tactics in dealing with MP/MLA
iv) making baseless allegations against superiors
v) dishonesty in private life, etc.
4. What is the definition of Principles of Natural Justice?

Ans: The term - Principles of Natural Justice, derived from the expression “Jus Natural” of
the Roman Law, does not have force of law as they may or may not form part of statute but they
are necessarily to be followed.
Principles of natural justice are those rules which have been laid down by the Courts as being
the minimum protection of the rights of the individual against the arbitrary procedure that
may be adopted by a judicial, quasi-judicial and administrative authority while making an order
18
affecting those rights. These rules are intended to prevent such authority from doing
injustice.
Natural Justice recognizes three principles:
(i) Nemo debet essc judex in propria causa.

Nobody shall be a judge in his own cause or in a cause in which he is interested. This principle is
more popularly known as the Doctrine of Bias. That is the authority sitting in judgment
should be impartial and act without bias. To instill confidence in the system, justice should not
merely be done but seen to be done.
(ii) Audi alterem partem
The second principle of natural justice literally means―to hear the other side. This is necessary
for providing a fair hearing and no doubt the rule against bias would also be a part of the
procedure. A corollary has been deduced from the above two rules and particularly the
audi alteram partem rule, namely “qui a liquid statuerit parte in audit a alteram actquam licet
dixerit, haud acquum facerit‘”that is, he who shall decide anything without the other side
having been heard, although he may have said what is right, will not have been what is
right or in other words, as it is now expressed, justice should not only be done but should
manifestly be seen to be done.
Notice is the first limb of this principle. It must be precise and unambiguous. It
should appraise the party determinatively the case he has to meet. Time given for the
purpose should be adequate so as to enable him to make his representation. In the absence of
a notice of the kind and such reasonable opportunity, the order passed becomes wholly
vitiated. Thus, it is but essential that a party should be put on notice of the case before any
adverse order is passed against him.
(iii) Speaking orders or reasoned decisions
The third aspect of natural justice requires speaking orders or reasoned decisions. It is now
universally recognized that giving reasons for a certain decision is one of the fundamentals of
good administration and a safeguard against arbitrariness. The refusal to give reasons
may excite the suspicion that there are probably no good reasons to support the
decision. Hence reasons are useful as they may reveal an error of law, the grounds for an
appeal or simply remove what might otherwise be a lingering sense of injustice on the part of the
unsuccessful party. When the order to be passed is an appealable order, the requirement of
giving reasons would be a real requirement.
19
Reason is the soul of the law, and when the reason of any particular law ceases, so does the
Law itself.
Generally, all the Courts have held that a decision arrived at without following natural
justice is void (Suresh vs. State AIR 1970 MP 154); (Jawala Prasad vs. State AIR 1977 Raj
187) etc.
5. What is the definition of Accountability?
Ans: The term accountability is well defined in the Accountability Policy, HO Cir 72/2012, as
follows:
Every employee is duty bound to discharge work faithfully in accordance with:
a. Systems and procedures laid down,
b. Rules and Regulations in force,
c. Guidelines whether general or specific; &
d. To work within the authority delegated or when such authority is exceeded, with the
approval of appropriate authority.
Due diligence (or absence of negligence) must be seen to have been exercised in one's
discharge of duty at the originating level where the responsibility cast is direct or at the
supervisory / controlling level where the responsibility, though indirect, becomes
constructive or constitutional to bear.
The actions with malafide intention even if within the delegated authority or actions
without due diligence or actions exceeding delegated authority without the approval of the
appropriate authority will not qualify for indemnity or absolution from staff accountability
even though there may not be any monetary loss to the bank.
Additionally, staff accountability is equally required to cover lapses on administrative

matters where gross negligence or ill motivation is manifest vis-à-vis non-observance/
compliance of laid down norms and procedures both internal as well as by externa l
authorities such as RBI, IBA, CVC, etc..
6. When Disciplinary action is initiated?
Ans: Commission of misconduct attracts Disciplinary action. However, from the source
like Regular Inspection Report, Audit Report, complaint, charge taking report of the new
incumbent, unusual transactions, property Returns disclosing prima facie irregularities on the
part of an Officer, the Disciplinary Authority is to decide whether disciplinary action is to be
initiated against the Officer, who had allegedly committed misconduct.
20
7. Whether Disciplinary action is stated to be initiated with the issuance of a Show Cause Letter?
Ans: No. Disciplinary action is stated to be initiated with the issuance of Charge
sheet/Statement of Imputations of lapses by the Disciplinary Authority.
8. Whether issuance of a show cause is a pre-condition for issuance of a charge sheet?
Ans: No. Charge sheet can be issued straightaway without issuance of a show cause letter
before-hand. However, the same is against the Principles of Natural Justice.
Calling for the explanation on the facts of the matter and nature of the action proposed to be
taken is a sine qua non of a fair hearing. Then only the person gets a fair opportunity
to defend, correct or contradict. The notice/explanation must be with reference to the
charges on which the proceedings are to be held. The person against whom
proceedings are held cannot be punished for a charge different from the one for which
notice had been given.
In Petrofiles Co-operative Ltd. Vs. Collector (1992(59) ELT 144)), the Tribunal adversely
commented on the order in which duty had been demanded in terms of a particular
notification though in the show cause notice duty had been demanded in terms of
another notification.
9. Whether show cause is to be issued by the Disciplinary Authority (DA)?

Ans: No. Manager or any other authority, under whom the Officer is working may issue such
letter. If show cause letter is issued by the higher authority in the capacity of Disciplinary
Authority, the same can be protested for the reason that the DA is having a preconceived mind
to initiate Disciplinary action.
10. What is the purpose for issuance of a show cause and time for its disposal?
Ans: Show cause is issued to ascertain whether a prima facie case exists, which warrants
disciplinary action against the Officer for the alleged misconduct. The reply to show cause
submitted by the Officer is placed before the DA for his decision as to whether the show cause
is to be converted to Charge sheet, or be dropped with caution. In terms of Circular No.
CHO/PMG/25/97 dated 24-12-1997, a show cause is to be disposed of within 45 days of its
issuance irrespective of the reply received or not from the Officer.
NB: Since a show cause memo is a warning signal, a spark which may grow wild and
may burn the entire house, it is suggested to contact the Organisation immediately as a pre-
emptive approach for sharing and discussing the problem, so that the Organisation may
guide with all its expertise to come out of the problem and to write a suitable reply.
21
11. What is the need for conducting the Investigation?

Ans: The need for conducting Preliminary Inquiry/Investigation is explained in Accountability
Policy, as follows:
i. There may be certain other matters, which may require preliminary Inquiry or
investigation to know the facts of the case and the persons responsible for the same.
l Up to Rs. 10.00 lac NPA, in individual accounts, NF-606/NF-607, as the case may be, shall
be taken as the base for identifying the staff lapses and wherever required, copies of
documents may be collected for proceeding further in the matter. However the Circle Head may
investigate into the matter, if felt necessary.
l Rs 10.00 lac & above up to Rs. 1.00 Crore NPA per borrowal account/per party -
Branch in charge, if he is not the sanctioning authority, shall conduct preliminary Inquiry
and submit a Preliminary Inquiry Report in prescribed format. Where branch in-charge is the
sanctioning authority, an official deputed for the purpose by the Controlling office will
give the Preliminary Inquiry Report in prescribed format. On the basis of the Preliminary
Inquiry Report so submitted, the Circle Head/Competent Authority may take a view whether the
Preliminary Inquiry Report prima facie reveal any actionable lapses. In case the Circle
Head/Competent Authority is of the opinion that the Preliminary Inquiry Report prima facie
reveals any actionable lapses, further Regular investigation may be conducted to identify
individual lapses. Preliminary Inquiry Reports need not be placed before the Vigilance
Screening Committee (VSC).
Only the Investigation report, if any, submitted thereafter shall be placed before the VSC as per
procedure.
l NPA above Rs 1.00 Crore in individual account/per party, the Circle shall get a
preliminary Inquiry done and submit a Preliminary Inquiry Report in the prescribed
format to the Circle Head/ Competent Authority for identifying the lapses, if any. In case the
Circle Head/ Competent Authority is of the opinion that the Preliminary Inquiry Report
prima facie reveal any actionable lapses further Investigation may be conducted to identify
individual lapses. The Preliminary Inquiry Reports need not be placed before the VSC. Only
investigation report, if any, submitted thereafter shall be placed before the VSC as per
procedure.
l Investigation of large value frauds where the amount involved is Rs 1.00 Crore and
above shall be conducted by specially trained officials. A panel from the officials who are
working in the branches/ user sections and with proper aptitude shall be identified and
22
trained on the methodology of investigation process, forensic audit etc and used for such
investigations. The investigator, while on such investigation, shall work under the direct
supervision of CVO and C & MD.
ii. Where an account suffers quick mortality or where fraud/corruption charges are
alleged or where a sudden spurt in advances/NPA noticed prima facie indicating
recklessness and/or chronic/blatant abuse & misuse of powers is evident or in cases where
quick mortality has been suppressed, then invariably a detailed investigation is to be
conducted and the Investigation report shall be placed before the VSC as per procedure.
iii. Complaints: Wherever the complaints are specific in nature and Vigilance angle is
discernable, the matter may be investigated and the report be placed to the VSC as per
procedure. In this regard the CVC guidelines with respect to various types of complaints
shall be adhered to.
iv. For loans sanctioned under the powers of DGM and above, if the account slips to NPA,
the same shall be reported to Vigilance Wing on quarterly basis. A Preliminary Inquiry
shall also be conducted by the Circle in all such cases and a copy of the Preliminary
Inquiry Report shall be sent to the Vigilance Wing. If necessary, investigation may also
be conducted by the Circle to collect further information/details.
The definition of ‘Quick Mortality’ for the purpose of this policy shall be the same as
defined in Credit Policy Section, Risk Management Wing Circular 252/2001 dated
15.12.2001 as furnished below or as modified/amended by them from time to time.
“DEFINITION:
Borrowal accounts suffering quick mortality for the purpose of this exercise shall be defined as:
I. All accounts of borrowers where the aggregate liability is Rs. 15 lacs and above, &
II. These borrowal accounts becoming NPAs within a period of 12 months from the date of
FIRST DISBURSEMENT in respect of limits sanctioned to the concerned borrowers for
the FIRST TIME.”{HO Cir 166/2018}
12. What is the difference between Charge Sheet and Statement of Imputations or lapses?
Ans: When Major Penalty proceeding is initiated against an Officer, regular Charge sheet is
issued. However, in case of Minor Penalty Proceedings, a Statement of Imputations or
lapses is issued.
23
13. What is Major Penalty Proceedings?
Ans: In case of Major Penalty Proceeding, Disciplinary action is initiated with intent to hold
detailed enquiry to find out the truth in the alleged misconduct as well as to impose
Major Penalty on the Charge Sheeted Officer. (Regulation 6 of DAR).
14. What is Minor Penalty Proceeding?
Ans: In case of Minor Penalty Proceeding, Disciplinary action is initiated generally for
procedural lapses with intent to impose Minor Penalty for alleged Misconduct & in such
proceedings, normally no enquiry is held. (Regulation 8 of DAR).
15. What are the Minor Penalties?
Ans:
a) Censure;
b) Withholding of increments of pay with or without cumulative effect;
c) Withholding of promotion;
d) Full or part Recovery of pecuniary loss caused to the Bank by negligence or breach of order;
e) Reduction to a lower stage in the time scale of Pay for a period not exceeding three years
without cumulative effect and not affecting Officer’s pension.
[Regulation 4(a) to (e) of DAR]
However, as per judgment of Apex Court, the penalty of Withholding of increments with
cumulative effect is a major penalty & cannot be imposed without conducting detailed
enquiry.
16. What are the Major Penalties?
Ans:
f) Save as provided for in (e) above, Reduction to a lower stage in the time scale of Pay for a
specified period, with further directions as to whether or not the Officer will earn
increments of pay during the period of such reduction and whether on expiry of such period,
the reduction will or will not have the effect of postponing the future increments of pay
(with or without cumulative effect);
24
g) Reduction to a lower grade or post;

h) Compulsory Retirement;
i) Removal from service, which shall not be a disqualification for future employment;
j) Dismissal which shall ordinarily be a disqualification for future employment.
[Regulation 4(f) to (j) of DAR]
17. Whether Minor penalty can be imposed even if Major Penalty Proceeding is initiated?
Ans: Yes. But Major penalty cannot be imposed when Minor Penalty Proceeding is initiated.
18. What is the difference in form & content of a Charge-Sheet vis-a-vis M.P.P. (Statement of
Imputations of lapses)?
Ans: A regular Charge-Sheet under Regulation 6 contains Memorandum, Statement of

Allegations, Articles of Charge and Statement of Imputation to Article of Charge, together with
list of documents by which and the list of witnesses, by whom the charges are intended
to be proved. All such documents are signed by the Disciplinary Authority.
The M.P.P. (Statement of Imputations of lapses) under Regulation 8(1), on the other hand,
contains Memorandum and a Statement of misconduct, allegedly committed by the
Officer asking for a written statement of defence within a specified period. Disciplinary
Authority is the signatory of such documents.
19. What is the Bank’s policy for applying RIGOUR in respect of Officers for promotion?
Ans: The guidelines on RIGOUR are implemented vide HO Cir 46/2010 and 150/2012, as
follows:
a) In case of punishment under Minor Penalty, NO rigour of punishment needs to be
prescribed for the purpose of promotion. However, wherever punishment of
“withholding of promotion” under Regulation 4(c) of DAR is imposed, the period
ordered by DA for withholding the promotion shall be the rigour period.
b) In case an Officer is imposed with the punishment of Major Penalty under Regulation
4(f) of DAR, the rigour of punishment for the purpose of promotion shall be ONE YEAR from
the date of imposition of the punishment.
c) An Officer imposed with the punishment of reduction in Grade or Post under

Regulation 4(g) of DAR, the rigour of punishment for the purpose of promotion shall be TWO
25
YEARS from the date of imposition of the punishment.

By this, the Officer who is undergoing the RIGOUR OF PENALTY as on the date of
Departmental Promotion Committee [DPC] shall not be promoted.
20. Who is/are the Authority(s) to institute Disciplinary Proceedings?
Ans: Disciplinary Authority (DA) as per Schedule of Discipline & Appeal Regulations may
institute Disciplinary proceedings. However CMD/ED, or any other authority, empowered
by either of them by way of general or special order, may institute or direct the DA to
institute Disciplinary Proceedings against an Officer. (Regulation 5 of DAR)
21. What is vigilance angle?
Ans: Briefly speaking, existence of vigilance angle is perceived in cases characterized by

l Commission of criminal offence, demand/acceptance of illegal gratification, cheating,
forgery, abuse of official position to render pecuniary gain to self or others;
l Irregularities reflecting adversely on honesty and integrity of the Officer;
l Gross/willful negligence, recklessness, causing undue loss or concomitant gain to
individual/parties, flagrant violation of systems and procedure.
(Special Chapter on Vigilance Management in PSB, published by CVC)
22. What are the misconducts to be categorized as Non-vigilance cases?
Ans: The cases of unauthorized absence, irregular attendance, disobedience and

insubordination, riotous or disorderly behavior, manhandling, shouting with abusive
language, causing loss by damaging/destroying Bank’s properties, may be categorized
as Non vigilance cases.
23. When Penalty can be imposed on an Officer?
Ans: Generally, Management cannot punish any employee/Officer for alleged act of
misconduct unless it is proved in the Disciplinary proceedings conducted complying with
the principles of Natural justice affording reasonable opportunity to the charged
employee/Officer.
However, in case of Officer, penalty can be imposed on an Officer for any act of
misconduct, or for any other good and sufficient reasons. (Regulation 4 of DAR) Causing
misappropriation of fund in a Co-operative society, outside the scope of employment, is
considered as good and sufficient reason for imposing punishment.
26
24. Who can impose Penalty

Ans: Disciplinary Authority or any Authority, higher than DA may impose penalty on an Officer.
[Regulation 5 (3) of DAR]
25. What is the procedure for initiating and conducting Major penalty proceeding?
Ans: The procedure is detailed in Regulations 6 (1) to 6 (21) and 7 of Canara Bank Officer
Employee (Discipline & Appeal) Regulations, 1976.
In brief, an enquiry named departmental/domestic enquiry, is required to be held to find

out the truth in the alleged misconduct observing the Principles of Natural justice, giving
reasonable opportunity to the Charge sheeted Officer to defend his case. Burden of
proving the charges are on the Management. The Management should not only lead evidence
first but must also prove affirmatively that the Officer was guilty of the charges framed.
However, enquiry is required to be held for the charges/allegations not admitted by the
Charged Officer in the written statement of defence, in reply to the Charge sheet.
26. Who will be the Inquiring Authority?
Ans: The DA himself may act as an Inquiry Authority (IA) or he may appoint any other person, who is
or has been a Public servant to act as an Enquiry Officer. Similarly, the DA appoints a Public
servant to act as Presenting Officer (PO) to present the case in the enquiry on behalf of
the Bank in support of the Articles of Charges. [Regulation 6(2) & (6) of DAR].
Accordingly, a retired Executive of the Bank (Scale IV & above) may be appointed as
IA.
However, the IA should be higher in rank to the Charged Officer and should act
impartially. If the IA belongs to a member of rival union, allegation of biasness should be raised
at the commencement of enquiry from the defence side.
27. Whether the Charge sheeted Officer, himself can defend his case as a defence
counsel?
Ans: Yes, he himself can defend his case in the enquiry or he may engage a serving Officer to act
as his defence counsel, subject to consent of such serving Officer. [Reg 6(7) of DAR].
However, it is suggested to contact Organisation immediately on receipt of a charge
sheet, for engagement of a competent Defence counsel to defend the case not only in the
enquiry but also for writing reply to Charge sheet etc since the Charge-sheeted Officer
will be emotionally depressed and it may not be possible for him to concentrate in the
27
matter with analytical eye and logical mind. Keeping this objective in view, the
Organisation has been imparting training from time to time in different locations of the
country for forming a pool of able Defence Counsels in all Circles. However, the
Regulation does not provide for engaging a retired Officer to act as defence counsel,
despite repeated communications from Organisation as well as recommendations from
Expert Committee formed (ARC) by GOI.
28. Whether Charge-sheeted Officer can engage a lawyer as defence counsel?
Ans: Normally, he is not allowed to engage a lawyer to act ashis defence counsel, unless the PO
appointed by the Management is a legal practitioner or the DA having regard to the
circumstances of the case, so permits. [Regulation 6 (7) of DAR]
29. Whether Charge-sheeted Officer can offer himself to be a defence witness?
Ans: Yes, the Charge-sheeted Officer may be his defence witness also in the enquiry. But it is better
for the Officer not to offer himself as defence witness, since he will be subjected to Cross
Examination by the PO, when there is every possibility to depose anything, which may go
against his own interest.
30. Whether defence counsel is eligible for TA/HA and special leave for attending enquiry?
Ans: Yes, provided he belongs to the same state in which the Charge sheeted Officer is employed.
31. After completion of oral enquiry, how the PO & Defence counsel will file their respective
oral/written brief of arguments?
Ans: After completion of production of evidences from both sides, the IA may hear the brief of
arguments from PO and Defence Representative (DR) or may permit them to file their
respective written briefs within stipulated dates. In the first instance the PO has to file
his written brief. The Defence Representative (DR) is entitled to have a copy of the PO’s brief
to submit his written brief thereafter, within the date stipulated by IA.
[Clause12.3.5(x) of Special chapter on Vigilance Management in PSB]
32. Whether it is obligatory on the part of Management to provide a copy of the Enquiry
Report to the Charge-sheeted Officer advising him to submit representation on the
enquiry findings before awarding penalty?
Ans: Yes, as per Supreme Court judgment in the case of Union of India Vs Md Ramzan Khan &
others, AIR 1991 SC 471, where the Enquiry Officer is not the DA and all or any of the
charges has been held as proved, it is obligatory for the DA to send a copy of the Report to the
Charged Officer asking his representation within a specified date, on enquiry findings.
However, the DA has the power to disagree with the findings of the IAin respect of any/all the
charges held as ‘NOT PROVED’ by the DA and Tentative Findings are provided to the
CSO. But in such situation, the DA has to communicate the rationale/reasons for his
disagreement to the Charged Officer asking his comments.
28
33. Whether DA can order for a re-enquiry?

Ans: Yes, the DA can remit the case for further enquiry, if he considers that the really grave
lacunae or procedural defects which vitiates the enquiry. [Regulation 7 (1) & (2) of DAR].
However, the fact that the enquiry has gone in favour of the Charged Officer or the
evidence led in the enquiry has gaps, should not be a reason for remitting the case for
further enquiry (Dwarka Chand Vs State of Rajasthan AIR 1959 Raj 38)
34. Whether the Charged Officer is entitled to get a show cause and personal hearing
before the DA on proposed penalty?
Ans: No, unlike award staff, there is no provision to issue second show cause to the Charged
Officer asking his representation on proposed penalty or to give him an opportunity of
personal hearing on proposed penalty.
35. What is the Final order?
Ans: The order issued by the DA in disposal of the disciplinary action is called the Final order. It
should be a speaking order with reasoned findings on each allegation and charges and
the charge wise penalty awarded by him. However, if the DA having regard to his findings on all
or any of the articles of charge, is of the opinion that no penalty is called for, it may
pass an order exonerating the Officer employee concerned [Regulation 7(4) of DAR].
In case Officer submits an appeal against Final order of the DA, and the Appellate
Authority passes an order in disposal of the appeal, the Order of the Appellate Authority is
treated as Final order.
36. What is the time limit for initiation of Disciplinary action after the date of committing alleged
misconduct by an Officer?
Ans: It is four years from the date of the event or completion of two Regular inspection
Report, whichever is earlier except the case involving fraud, criminal offence, malafide,
etc. (HO Cir.72/2012)
37. What is the time limit for disposal of a disciplinary action case?
Ans: As per extant guidelines, time limit for disposal of Vigilance RDA (Regular Departmental
Action) case is 6 months from the date of issuance of Charge-sheet and four months
for Non-vigilance RDA case.
38. Whether prosecution and departmental action may proceed simultaneously against an Officer?
Ans: Unlike Staff under Award, both RDA (Regular Departmental Action) and Prosecution Case
may be proceeded simultaneously against an Officer, provided in the Bank’s charge-sheet the
Officer is charged for violation of Conduct Regulations and in the Police/CBI case, the Charge
29
indicates criminal misconduct i.e. offence under IPC or PC Act. In case of same charges,
the defence may raise protest in view of double jeopardy.
39. If an Officer is acquitted in criminal proceedings, whether the Bank can initiate
disciplinary action?
Ans: Yes, especially when the acquittal is due to the result of giving benefit of doubt to the
Officer by the Hon’ble Court.
40. What will be the consequences, if an Officer is convicted by a Criminal Court for an
offence involving moral turpitude?
Ans: Section 10(1)(b)(i) of the Banking Regulation Act 1949 prohibits the Bank to retain
employment of a Bank employee if he is convicted for an offence involving moral
turpitude. In such a situation, the Employer issue a show cause notice to such Officer
asking his explanation as to why he will not be terminated from Bank’s service. The
Employer should also give him a personal hearing before issuance of the termination
order. However, conviction outside India of a Bank Employee cannot be taken notice for
suspending/imposing any punishment on him. (Union of India Vs S K Mukherjee 1977 IILLJ
460)
41. What is moral turpitude?
Ans: Briefly, moral turpitude means anything done contrary to justice, honesty, modesty or
good morals.
42. Whether the charged Officer has the right to make an appeal against the final order of the DA
awarding penalty?
Ans: Yes, the appeal is to be made within 45 days from the date of receipt of the order. The appeal is
to be addressed to the Appellate Authority, but to be submitted to the authority against whose
order the appeal is made. The Appellate Authority has the power to retain, reduce or enhance
the penalty imposed by the DA. However, in case of enhancement of penalty, the
Appellate Authority is required to issue show cause to the Officer for his representation
on proposed enhanced penalty and is required to give him an opportunity of personal hearing.
(Regulation 17 of DAR)
30
Keeping in view the judgments of Supreme Court in the matter of R P Bhatt Vs Union
of India, 18853 SLR SC 745 an appeal should highlight the violation, if any, of
disciplinary procedure in the entire course of disciplinary action, the erroneous findings, if any,
of the IA & DA which are not based on evidences produced in the enquiry and whether
the punishment is commensurate with the gravity of misconduct proved.
The Appellate Authority has to dispose of the appeal within 90 days from the date of
receipt of the appeal excepting vigilance cases and where RDA (Regular Departmental
Action) has been initiated as per recommendation of CBI/CVC.However, he has to record the
reason for non disposal of the appeal after 90 days.
43. Whether an Officer being aggrieved with the order of the Appellate Authority may submit
a Review petition to the Reviewing Authority?
Ans: Yes, but the Reviewing Authority has the power to review the Final order either on his
own motion or otherwise, within six months from the date of the Final order, provided
any new material or evidence which could not be produced or was not available at the time of
passing the Final Order and which has the effect of changing the nature of the case, has come
or has been brought to his notice. (Regulation 18 of DAR)
The Reviewing authority has the power to retain, enhance or reduce the penalty imposed by
the DA or Appellate Authority. However, in case of enhancement of penalty, the
Reviewing Authority is required to issue show cause to the Officer for his representation
on proposed enhanced penalty and is required to give the Officer an opportunity of
personal hearing.
44. If Bank Officers are public servant, whether they can approach to Industrial/National
Tribunal for remedy against disproportionate penalty imposed on them?
Ans: Although, as per section 21 of IPC, the Bank Officers are Public servant, they are not
covered under Industrial Disputes Act 1947 and therefore any Officer, being aggrieved by any
disciplinary action against him, can approach only the appropriate High Court under
Article 226 of the Constitution for issue of a writ for quashing the order in terms of which action
is taken. In normal circumstances, the Court will not entertain any writ petition unless
the Officer exhausted all the remedies of appeal & review, available in the disciplinary
procedure.
45. When an Officer may be placed under suspension?

Ans: Under following circumstances, an Officer may be placed under suspension by the
Competent Authority (Regulation 12 of DAR)
31
l Contemplation/pendency of Disciplinary action

l A case against the Officer in respect of criminal offence is under investigation/
inquiry/trial.
46. What is deemed suspension?
Ans: An Officer shall be deemed to have been placed under suspension [Regulation 12 (2)
of DAR]
l With effect from the date of his detention, if he is remanded in custody more than 48 hours
from the date of his conviction for an offence for which he is sentenced to a term of
Imprisonment exceeding 48 hours.
l Where a penalty of dismissal/removal/compulsory retirement awarded to a suspended

Officer is set aside by the order of Appellate/Reviewing Authority/Hon’ble Court, from the date
of original order of dismissal/Removal/Compulsory retirement.
47. Whether suspension is a punishment?
Ans: Suspension is not a penalty, but an administrative action. However, often it turns punitive due to
un-mindful suspension of the Officer by the Management and its continuance without
review, although GOI directed for review of each suspension case at least once in six months.
48. What is the subsistence Allowance and how it is calculated?

Ans: As the Officer does not get salary and allowances for the period he remains under
suspension, therefore for his sustenance, the subsistence allowance is paid. The rate
of subsistence allowance is as under:
a. For the period of suspension, half of the Basic pay, which the Officer was receiving on the
date prior to the date of suspension irrespective of the enquiry;
b. For the period of suspension, dearness allowance and other allowances excepting
conveyance allowance, entertainment allowance and special allowance will be calculated
on the reduced pay as specified in Clause (a) and at the prevailing rates or at rates applicable to
similar category of Officers. However, allowances like CCA, HRA, Split Duty Allowance, Half
Yearly Closing Allowance not linked to basic pay will be paid at the usual rates.
49. What are the facilities available/not available to suspended Officer?
Ans: Suspended Officers are entitled to Medical aid, Hospitalization expenses and may
continue to avail Bank’s accommodation subject to recovery of 10 to 12.5% of either
subsistence allowance or Basic pay, prior to the date of suspension, whichever is lower.
32
l They are not entitled to Leave, increment & PF contribution during the period of
suspension.
l Statutory deductions like Income Tax/Profession tax has to be made from Subsistence
Allowance.
l Loan installments due to Bank are to be recovered, but quantum may be reduced at
the discretion of the Competent Authority.
50. Whether there is scope of making appeal against the order of suspension?
Ans: Yes, within 45 days of receipt of suspension order, the Officer can submit appeal for
revocation of suspension. The appeal is to be addressed to the Appellate Authority, but to be
submitted to the Competent Authority, against whose order the appeal is made.
(Regulation17 of DAR)
51. How various kinds of Penalty can be interpreted?

Ans: In brief, when the Basic pay of an Officer is reduced by certain stage on account of major
penalty with cumulative effect, the same is to be restored to the stage wherefrom it was brought
down after expiry of punishment period.
52. Whether Disciplinary action can be continued even after the date of superannuation of an
Officer?
Ans: Yes, by invocation of Regulation 20(3)(iii) of OSR1979, the service of the Officer is
extended for the limited purpose of completion of departmental enquiry. For this
extended period the Officer is not entitled to any salary & allowances except his own
contribution to PF and Provisional pension till the Final order is issued by the DA. The
Bank has issued guidelines vide Circular No.72/2012, advising completion of
Disciplinary action well before the date of retirement of an Officer as well as making the
Disciplinary Authority/Controlling Authority accountable on their failure to do so for any
irregularity surfaced before 6 months of the date of retirement of the concerned Officer.
53. Whether disciplinary action/Suspension can be continued even after death of an Officer?
Ans: Disciplinary action is abated on the death of an Officer. The liability being personal in
nature ends with his death and does not pass on to his legal heirs of the deceased.
Consequently, the charges remain unproved and the employee is deemed to have been
found not guilty of any misconduct.
33
“In the event of the death of an employee under any circumstances, at any time before the
imposition of the punishment, for the purpose of staff lapses, the Departmental
proceeding initiated/contemplated against him shall stand abated and his family will be
entitled to all eligible terminal benefits.” –Cir 72/2012 para 5.4 p19 Similarly on the death of a
suspended employee, he shall be deemed to have been never placed under suspension and
will be entitled to pay and allowances for the period of suspension.
54. Whether consultation with Central Vigilance Commission (CVC) is necessary for
disciplinary cases against Bank Officers?
Ans: Yes, in terms of Regulation 19 of DAR, for the vigilance disciplinary cases involving
Officers of SMGS V & above, two stages consultation with CVC for nature of penalty
proceeding and quantum of penalty are necessary. This is applicable for junior Officers
also in composite cases where the senior most Officer(s) involved is/are in SMGS V &
above.
[Abb: DA –Disciplinary Authority; IA –Inquiring Authority; PO –Presenting Officer;

DAR - Canara Bank Officer Employees (Discipline & Appeal) Regulations 1976]
Accountability Policy: H.O. Cir. 72/2012; 194/2017; 85/2018 & 352/2018
ALL OFFICERS SHOULD DEFINITELY GO THROUGH THE FOLLOWING

SERVICE REGULATIONS, VERY CAREFULLY,
AS THESE ARE OUR SERVICE CONDITIONS:
1. CBOSR 1979 & CBOER 2001 REGULATIONS
2. CBOE CONDUCT REGULATIONS 1976
3. CBOE D&R REGULATIONS 1976
THE SAID REGLATIONS ARE AVAILABLE IN CANNET
{The suggestions to improve the write-up may please be sent@ atulkapoorchd@gmail.com}
34
IMPORTANT GUIDELINES ON LEAVE RULES

CHAPTER –VII (CANARA BANK OFFICERS’ SERVICE REGULATIONS, 1979)
31. KINDS OF LEAVE
Subject to the grant of leave being determined by the exigencies of service, an Officer shall
be eligible for the following kinds of leave:
(a) Casual Leave
(b) Privilege Leave
(c) Sick Leave
(d) Special Sick Leave
(e) Maternity Leave
(f) Extraordinary Leave on Loss of Pay
(g) Special Casual Leave and Special Leave
32. CASUAL LEAVE
(1) An Officer shall be eligible for casual leave on full emoluments for 12 working days in a
year provided that not more than 4 days casual leave may be availed of at any one time.
(2) Casual Leave not availed of in any year may be suffixed or prefixed to sick leave in the following
year.
Provided that casual leave not availed in the year 1997 or in any subsequent year may
be suffixed or prefixed to sick leave in the following three years.
33. PRIVILEGE LEAVE (Subsequent Modification mentioned elsewhere)
(1) An Officer shall be eligible for Privilege Leave computed at one day for every 11 days of
service on duty provided that at the commencement of service no Privilege leave may be
availed of before completion of 11 months of service on duty.
(2) An Officer on Privilege leave shall be entitled to full emoluments for the period of leave.
(3) The period of Privilege Leave to which an Officer is entitled at any time shall be the period which
he had earned, less the period of leave availed of.
(4) On and from 01.01.1990, Privilege Leave may be accumulated up to not more than 240
days except where leave has been applied for and it has been refused.
(5) An Officer desiring to avail of Privilege Leave shall ordinarily give not less than one month's
notice of his intention to avail of such leave.
35
34. SICK LEAVE

(1) On and from 01.01.1989, an Officer shall be eligible for 30 days of Sick Leave for each
completed year of service subject to a maximum of 18 months during the entire service.
Such leave can be accumulated up to 540 days during the entire service and may be
availed of only on production of medical certificate by a medical practitioner acceptable to
the Bank or at the Bank''s discretion nominated by it at its cost.
(2) In respect of the period of Sick Leave, an Officer shall be eligible to receive one half of the full
emoluments, provided that if an Officer so desires, the Bank may permit him to draw full
emoluments in respect of any portion of the sick leave granted to him twice the amount
of such period on full emoluments being debited against sick leave account.
(3) The Bank may require any Officer desiring to resume duty on the expiry of sick leave, to produce
medical certificate saying that he is fit for duty.
35. ADDITIONAL SICK LEAVE (Subsequent Modification mentioned elsewhere)

On and from 01.01.1989, where an Officer has put in a service of 24 years, he shall be eligible to
additional sick leave at the rate of one month for each year of service in excess of 24 years
subject to a maximum of 3 months of additional sick leave.
Provided that in case of additional sick leave availed on or after 29th June 1999, commutation
of additional sick leave may be allowed in accordance with the Sub Regulation (2) of
Regulation 34.
36. MATERNITY LEAVE (Subsequent Modification mentioned elsewhere)

Leave up to a period of three months at a time may be granted by way of maternity leave
including in respect of post natal period or at the time of miscarriage or abortion, so
however, that no more than 12 months of such leave shall be availed during the entire
period of service of the Officer.
(1) On and from 1st day of April 2000, leave up to a period of 6 months at a time may be granted
by way of Maternity Leave including in respect of post-natal period or at the time of
miscarriage or abortion or medical termination of pregnancy:
Provided that not more than 12 months of such leave shall be available during the
entire period of service of the Officer.
(2) Leave may also be granted once during service to a childless female employee for
legally adopting a child which is below one year of age till it reaches the age of one year, subject
to maximum period of two months on the following terms & conditions
(i) Leave will be granted for adoption of only one child.
36
(ii) The adoption of a child should be through a proper legal process and the employee
should produce the adoption deed to the Bank for sanctioning such leave
37. EXTRAORDINARY LEAVE
An Officer shall be eligible for extraordinary leave on loss of pay for not more than 360 days
during the entire period of service. Such leave may not be availed of except for sufficient
reasons on more than 90 days at a time, provided that in very special circumstances, the Board
may grant extraordinary leave on loss of pay to an Officer up to a total period of 720 days.
37A. SPECIAL CASUAL LEAVE AND SPECIAL LEAVE
An Officer may be granted special casual leave and any special leave as may be
decided by the Board in accordance with the guidelines of the Government.
38. LAPSE OF LEAVE
Save as provided below, all leave to the credit of an Officer shall lapse on resignation,
retirement, death, discharge, dismissal or termination for any reason.
Provided that where an Officer retires from the services of the Bank, he shall be eligible
to be paid a sum equivalent to the emoluments of any period, not exceeding 240 days of
privilege leave that he had accumulated.
Provided further that where an Officer dies while in service, there shall be payable to his
legal representative, a sum equivalent to the emoluments for the period not exceeding 240
days of privilege leave to his credit as on the date of his death.
Provided also that where an Officer leaves or discontinues his services by resignation
on or after the 1st April, 2001 after giving due notice under Sub Regulation (2) of
Regulation 20, he may be paid a sum equivalent to the emoluments in respect of
privilege leave to the extent of half of such leave to his credit on the date of cessation of
service, subject to a maximum of 120 days.
39. RECALL FOR DUTY
An Officer on leave may be recalled to duty by the Competent Authority whenever the
Bank deems fit to do so. But if the Officer is at that time out of station, he shall be eligible to be
paid the actual expenses incurred by him and the members of his family for coming back to
37
the station and if the Officer and the members of his family go back to the same station
from which he was called for the return journey also.
40. FURNISHING THE LEAVE ADDRESS TO THE BANK
An Officer who has been sanctioned leave and leaves his place of duty shall furnish to the Bank,
the address at which he can be contacted while out of station.
49. JOINING TIME
(i) An Officer shall be eligible for joining time on one occasion, and not exceeding seven days,
exclusive of the number of days spent on travel, to enable him
(a) To join a new post to which he is appointed while on duty in his old Post
OR
(b) To join a new post on return from leave.
(ii) During the joining time, an Officer shall be eligible to draw the emoluments as applicable to
the place of transfer.
(iii) In calculating the joining time admissible to an Officer, the day on which he is relieved from
his old post shall be excluded, but public holidays following the day of his relief shall not
be included in computing the joining time.
(iv) No joining time shall be admissible to an Officer when the transfer does not involve
a posting to a different place.
(v) No joining time will be admissible to an Officer when his posting is of a temporary
nature, irrespective of the fact that the posting is to a place or station other than the one
at which he is permanently posted.
MANDATORY LEAVE
All staff members should avail 10 days’ Leave mandatorily during a calendar year.
The detailed guidelines/policy is enumerated in HO Cir. 260/2018.
SABBATICAL LEAVE
The Sabbatical Leave can be availed for the following purposes:

1. For prosecuting higher studies both inland as well as abroad.
2. Health grounds of self / dependent family members.
3. Joining the spouse
4. Taking care of the family or children.
The detailed guidelines are available in HO Cir 157/2012.
38
MODIFICATIONS IN LEAVE RULES AS PER IX BIPARTITE SETTLEMENT -

H.O. CIRCULAR 342/2015
(19) MATERNITY LEAVE (w.e.f. 25.05.2015)
(a) Maternity leave, which shall be on substantive pay, shall be granted to a female officer 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 up to a maximum of 60 days.
(d) Leave may also be granted once during service to a childless female officer for legally
adopting a child who is below one year of age for a maximum period of six months subject to
the following terms and conditions:
(ii) The adoption of a child should be through a proper legal process and the
employee should produce the adoption-deed to the Bank for sanctioning such
leave.
(iii) The leave shall also be available to biological mother in cases where the child is
born through surrogacy.
(iv) The leave shall be availed within overall entitlement of 12 months during the entire
period of service.
20) PATERNITY LEAVE
With effect from 01.06.2015, male officer employees with less than two surviving children
shall be eligible for 15 days paternity leave during his wife's confinement.
This leave may be combined with any other kind of leave except casual leave. The leave shall be
applied upto 15 days before or up to 6 months from the date of delivery of the child.
22) PRIVILEGE LEAVE

On or from 01.06.2015 under Regulation 33(4) of Canara Bank Officers’ Service Regulation
1979, Privilege Leave may be accumulated up to not more than 270 days except where
leave has been applied and it has been refused. However, encashment of Privilege Leave shall
be restricted up to a maximum of 240 days.
Further, in modification of Regulation 33(5) of Canara Bank (Officers') Service Regulations,
1979, an officer desiring to avail of privilege leave shall ordinarily give not less than 15 days' notice of
his intention to avail of such leave.
39
23) SPECIAL SICK LEAVE

With effect from the 01.06.2015, Special Sick Leave up to 30 days may be granted to an officer
employee once during his/her entire period of service for donation of kidney/ organ.
FAQ –LEAVE
l Probationary Officers are eligible for CL. During the first calendar year, POs are entitled
for CL at the rate of 1 day for each completed month or part thereof.
l Even if an Officer joins on the last day of a month, he is entitled for 1 days’ CL.
l CL cannot be availed for more than 4 days at a time (excluding intervening holidays &
Sundays). Prefix & Suffix of holidays is permitted. Intervening holidays will not be treated
as leave.
l Unavailed CL can be utilised at full pay as Sick Leave in the following 3 calendar years, where
after it will lapse.
l An Officer is eligible for full 12 days’CL in the year of retirement, irrespective of the month of
retirement.
l CL cannot be combined with any other category of leave, including UCL.
l No medical certificate is required for 1 days’ UCL.
l PL is granted to POs after completion of 11 months of service.
l Availment of PL is restricted to exigencies of service. An Officer, other than a member of
Executive Committee of a Registered Trade Union of Bank Employees, is not entitled to avail
PL on more than 3 occasions in a calendar year, except on medical grounds. However, the
PL on more than 3 occasions in a calendar year can be permitted by the Sanctioning
Authority (as per his discretion) as a special case.
l In case of resignation, 50% of accumulated PL can be encashed, subject to a max of
120 days.
l Prefix & suffix of holidays is permitted to Sick Leave, provided Medical Certificate does not
cover the prefixed, suffixed holidays.
l ML can be availed during the first year of service itself. It can be combined with any other
category of leave, except CL. Medical Certificate from a recognized hospital authority
must be submitted for availing ML.
For further details, the Handbook on Staff Matters should be referred and the
Liaison Officer may also be contacted for necessary guidance/help.
THE ABOVE INFORMATION IS ONLY ILLUSTRATIVE AND SUGGESTIVE. PLEASE

BE GUIDED BY THE LATEST CIRCULARS/GUIDELINES ON THE SUBJECT. REFER
H.O. CIRCULARS: 342/2015 & 245/2011.
************
40
CUSTOMER SERVICE
BACK TO BASICS
If you ask “What can I do for you”to a customer walking in your branch or standing at the counter, you
can do wonders for your Branch as well as the Bank. The best experience for any person is
when he is recognized. Apply this to yourself & you understand that nothing can substitute
GOOD CUSTOMER SERVICE.
A satisfied customer is your best Marketing Tool and your best Brand Ambassador.
If the needs of the existing Customer of your branch are not taken care, the retention of old
& good customers shall be very difficult. And no matter how many new customers are brought in, it
will be very difficult to retain them if the customer service is not up to the desired level.
We being in a SERVICE INDUSTRY, the Customer Service is the main variable factor and for ages, it
has been our strong point and the difference with other players. It was generally heard “Canara Bank
means Best Customer Service”. We grew to this stature with our Customer Service, prompt and
courteous.
Create Customer Delight with your Customer Service and you will know the impact for yourself…
The knowledge is must to meet the desired needs of the customer effectively. Try to know our
Products, our Policies and Guidelines and learn to deliver PROMPT & COURTEOUS
CUSTOMER SERVICE.
It is not that we did not innovate. We did. But it all happened with Customer Interaction, i.e.
receiving all suggestions & complaints with positive intent and Customer Confidence. New
products were designed as per the need of Customers.
The customers suggested the products, they took keen interest in the Bank, they introduced
Good Customers. Everything was Customer Centric.
More Customer Friendly does not mean not following the guidelines of the Bank, it means prompt
and courteous timely delivery of your products in a way that the Customer feels he is welcome
on our premises.
It has been the experience that the existing customers give better business leads which are
converted into a good business for the Bank, safe and sound, with least NPAs. Whereas what
we are trying to do is to ignore our strong base and looking for new leads from new & unknown
sources, which are more prone to risk and loss.
41
CIRCULAR NO. : 35/2016

INDEX : STF - 10
HUMAN RESOURCES WING DATE : 20.01.2016
INDUSTRIAL RELATIONS SECTION
AHIS
HEAD OFFICE : BENGALURU-560 002
SUB: CUSTOMER SERVICE –PUNCTUALITY AND DISCIPLINE
*****
We have through various communications advised all the staff members to maintain
punctuality and discipline and ensure prompt & courteous customer service. It goes without
saying that being a service industry, we are duty bound to give the best customer service and
increase our customer base. Further, customers expect improved behavioral attitude from us and
punctuality in commencing business at the branch/ office.
It is therefore incumbent on each and every employee of the Bank to be self-disciplined, courteous
and helpful to our customers so as to earn their goodwill/ extended patronage thereby
enhancing satisfaction which would contribute towards Bank's Corporate Goals and Objectives.
Enhanced Customer Satisfaction being the key to our success and growth, were it rate hereunder the
areas which needs to be focused upon by the staff in their day to day functioning:
1. All employees have to maintain discipline and be punctual in attending the office.
Each employee to reach the office at least 15 minutes in advance of commencement of

business hours.
2. Every employee, without exception, shall be at his place of work and commence the allotted
work at the time fixed and notified, work for full hours and give maximum output.
3. Every employee is expected to maintain good conduct and discipline and render courteous
service to all customers in all transactions and negotiations with the Bank.
It would be the responsibility of the Branch / Office In-charge has to closely monitor these
aspects and ensure that all staff members attend to office in time and at the commencement
of the business hours, counters are properly manned.
42
Non-adherence to working hours and coming late to office or leaving the office early without
permission will be viewed seriously, besides exposing such staff to disciplinary action.
Branch / Office In-charge is also required to promptly report any act of indiscipline to the Controlling
Offices for initiating necessary remedial measures. If any staff member is found to be
repeatedly coming late, the Bank will initiate disciplinary action apart from not permitting such late
comers to report for duties on such days treating it as "No Work No Pay".
It would be needless to mention that the provisions with regard to improvement in the working and
rendering prompt customer service have been made as part of Service Conditions of
employees in the Bipartite Settlement as well as in Bank Officer Employees' (Conduct)
Regulations. Any violation of these instructions shall constitute a MISCONDUCT and delinquent
shall be liable for disciplinary action.
We hope, all our employees shall rise to the need of the hour and will render prompt and courteous
services to the customers.
This may be circulated amongst all the employees of the Bank.
C.P. GIRI
GENERAL MANAGER
TO: ALL BRANCHES/OFFICES OF THE BANK
43
DO'S & DONT'S
IT IS WISELY SAID THAT THE PREVENTION IS BETTER THAN THE CURE.
THE FOLLOWING SALIENT POINTS BASED ON OUR EXPERIENCE SHOULD ALWAYS

BE TAKEN CARE OF BY OFFICERS/MANAGERS TO AVOID PROBLEMS, WHICH MAY
PUT THEIR INTEREST IN JEOPARDY AT A LATER STAGE:
Ø Proper Charge should be taken while taking over the branch. The Loan Papers
and the Security Items should be thoroughly checked based on the Balancing
Reports.
Ø The RBIA should be taken very seriously and an effort should be made to attend the
remarks should be attended then & there. An attempt should be made to ensure that
no remarks appear in Part B and if at all, any remarks are observed by the IO,
same should be taken very seriously and attended on utmost priority. No false replies
should be given at all.
Ø The reportings to Higher Authorities whether in the form of Returns/Statements or

otherwise should give the true picture without concealing any information. We
come across the instances of NIL SUBMISSION of PRR Returns, while many
irregularities are existing. The Statements which should necessarily be thoroughly
scrutinised by Officer/ Manager before signing/submission include PRR 18, 5 &
6, PRR 2, PRR 12, etc.
Ø Security Items should be thoroughly scrutinised/checked upon receipt from the

suppliers and effective control over its movement should be observed. Any
lapse in the handling of this area falls under the purview of Vigilance and may
prove fatal. The grill gate of the Double Lock should always be kept locked. The
Double Lock Keys as well as the Master Key of the Lockers should be held attentively.
Ø The passwords in the computerised environment, should be maintained secretly.

Youcannot escape Accountability on account of misuse
Ø The guidelines of the Bank and regulations of BSCBI to be followed.

Ø The best prevention and remedy is RANDOM CHECKING of various areas which are
risk/fraud-prone, may it be, Balancings, Bankers, Interest Paid Vouchers, Slip
Bundles, Cash Paid Vouchers (should be stitched immediately and kept inside the
Double Lock only), etc.
44
Ø Movement of Cash should be strictly as per the Bank's guidelines only and the
staff should not be allowed to use own conveyance, etc. The Cash should be
handed over to the Cashier against due acknowledgement only.
Ø The ATM Cash should be safely loaded, the admin password should be kept
secret and the ATM Cash should be tallied regularly.
Ø Incomplete Loan Papers should never be kept. It is always advisable to complete

the Loan Documents before disbursement and Loan papers Movement Register to
be entered. The Loan Papers should always be kept in Double-Lock and Fire-Proof
Almirah.
Ø Submission of Stock Statements and Charging of Penal Interest amounts to leakage of

income and entails accountability and as such, should be closely followed up.
Insurance of Movables/Immovables, Godown Inspections should be kept up-to-
date. Break in Insurance and Under Insurance should be avoided.
Ø The proper upkeep of Premises, Records, help in effectively handling the day-to-day
situations besides avoiding future problems. The AMC of the different equipments
should be kept up-to-date. The Inventory List should be thoroughly checked and
maintained.
Ø The Security aspects of the branch premises should be reviewed regularly and
proper functioning of CCTV should be ensured at all times. The functioning of Distress
Alarm/Fire Alarm should be checked regularly.
Ø Effective supervision with regard to Discipline, Punctuality, Leave Management,

Wearing of Livery/Uniform, I Card, etc. must be ensured.
Ø Timely and proper Appraisal of the Work Performance of the Officers/Employees

should be done fairly and without prejudices.
---------------------------------------
Warning: We have not been employed by the Bank to work as per our COMMON
SENSE, rather we have to work as per the guidelines of the Bank and the defined systems &
procedures of the Bank.
45
CUBE
As you see above, it is a cube.
And if wish to find its quality, we try to find out as to how strong it is and
what is it made of.
If it is made of Iron, we know that it is very strong. But why?
46
Suppose it is made of Iron, but it is hollow, as below, whether it will be

strong enough?
We immediately know the answer. No. It cannot be strong enough. We

understand very well that it has to be full from inside.
It is filled with molecules and the strength of the cube will depend on as to
how strong the molecules are and most importantly, how strongly they are
bonded with each other.
R;kx riL;k cfynku

47
1. DO YOU WANT NAME ?

2. DO YOU WANT FAME ?
3. DO YOU WANT POWER ?
4. DO YOU WANT MONEY ?
5. DO YOU WANT IMPORTANCE ?
6. ARE YOU WILLING TO SACRIFICE YOUR TIME AND LEAVE ?
7. ARE YOU WILLING TO SACRIFICE YOUR MONEY ?
8. ARE YOU WILLING TO RISK YOUR JOB ?
9. ARE YOU INTERESTED IN SOCIAL SERVICE ?
10. ARE YOU INTERESTED IN TRADE-UNIONISM ?
If your answer to any of the questions 1 to 5 is YES and/or

the answer to any of the questions 6 to 10 is NO,
then you CANNOT be a good cadre of any Trade Union Organisation.
CADRE is one who is willing to do anything for the organisation and does not expect
anything in return.
CADRE is one who is willing to do any type of work, manual or intellectual, for the
organisation. He believes in dignity of labour.
CADRE is one who can shed individuality and identify with a TEAM.
CADRE is one who can mingle with the general members, be a good listener, be a
good salesman of the organisation and a good conduit for passing on the messages and
feed-back between masses and leaders.
CADRE is one who is available for organisational work at odd hours and on Sundays/
holidays.
CADRE is one who provides thrust and motivation in collective organisational actions
like demonstrations, postering, agitations, processions, dharanas, deputations and
strikes, etc.
CADRE is one who keeps himself abreast of the developments and continuously
updates his knowledge of conditions of service of the members, laws of the country
concerning working class and trade-unions and other related matters.
CADRE is one who is available to the members at the beck of call and helps them in their
official as well as their personal life, e.g. fixing of quarters, hospitalisation, etc.
CADRE IS THE KINGPIN & LIFELINE OF THE ORGANISATION.

48
CHECK LIST FOR TAKING CHARGE OF A BRANCH
INTRODUCTION
Identify the vital areas of branch functioning and make a study of them in relation to the task which
you are expected to perform. In this endeavour, if you have the opportunity, please utilise the
knowledge and experience of the outgoing Manager.
In addition, you also have another vital and vibrant source i.e., staff.
STUDY THE FOLLOWING BASIC DOCUMENTS/AREAS:
a) Branch Management Planner - Updations

b) Executive’s quarterly branch visit reports
c) Inspection reports both regular and surprise
d) Reports of any special investigation or of RBI
e) Branch Performance Review reports and Budget settlement sheets
f) Correspondence from Government and Governmental agencies
g) Pending correspondence and Credit Reports
h) Government schemes implemented by the branch
i) Performance Appraisal Report i.e. goals set and performance achieved/appraised
j) Register of desirable / undesirable parties
k) Complaints Register
l) Complaints under RTI Act
m) Diary of Phone Numbers
Now, please consider the functional areas in isolation and give a micro look into them.
A FEW FUNCTIONAL AREAS:
1. FIGURES OF BUSINESS
ACTUALS TARGETS ALLOTTED (in Lakhs)
Advances :
Deposits :
Foreign Business :
Other Parameters :
49
2. CASH
a) Physical checking and signature in Double Lock Register-cum-Cash
Abstract/ CAM/ATM
b) Standard Cash Limit
c) Cut notes
d) Single lock keys
e) Banker’s Account with SBI or Associates / other banks –Tally with latest PRR 14 & the SBI
Pass Sheet Balance
f) Surprise checking of cash by Senior Manager if not a key holder
g) Cash Sorting Machine/Cash Counting Machine/U.V.Lamp/Fake Currency
3. DOUBLE LOCK ARRANGEMENT
a) Procedure
b) Name of the person who holds double lock keys – whether permission obtained from
RO if the keys are not held by the Branch Manager
c) Duplicate key (including Locker Cabinet’s master key) where kept and its safe-custody
receipt/file and when last exchanged
d) Lodging of the Signatures of the new Incumbent with the Bank/Branch where the Duplicate
keys are kept.
4. ADVANCES
a) Grade/Size of the branch and discretionary powers
b) Pending Credit Reports –Due Date Register –Month-wise
c) List of TODs granted –whether reported to higher authorities
d) List of Important Parties with Phone Numbers
e) Credit report due and notices to be sent
f) Good credit informants
g) Glance operation of running accounts
h) Insurance Register –whether maintained up-to-date
i) EMT Register
j) Position of Stock Statements/QOS/HOS/PIPR/CMF/MTR
k) List of Special Watch Accounts
5. DEPOSITS
a) List of good depositors
b) List of prospective parties –contacted and prospects
c) Inoperative accounts
6. BALANCINGS
a) Arrears
b) Pending differences, if any
c) PRR 18/18A/19, etc.
d) Interest Dump
e) JPT Rolls
50
7. INSPECTION
a) Date when last held and important remarks
b) Whether inspection report is replied properly
c) Whether any DO/RO letter/explanatory letters received by the branch
d) List of remarks carried forward / rounded in anticipation
e) List of remarks rounded on the basis of RO’s permission
f) Income Leakage detected in RBIA/ Steps taken to recover
8. DOCUMENTATION OF LOAN PAPERS
a) Any loan papers pending

b) Scrutiny of loan papers, with reference to the Balancing Report
c) Verification of existing EMT documents, with reference to the EMT Register
d) VSL –Lien Marking to be checked
e) Obtaining of acknowledgement of debt – list of time barred loans if any and loans for
which AOD is due, PRR 12
f) Interest Rate Circulars
9. STAFF MATTERS
a) Names and addresses and phone numbers if any, specimen signatures, initials
–C.L.Register
b) LEAVE –Whether updated / sanctioned in HRMS
c) Staff report-confidential file and performance appraisal file
d) Adequacy of clerical/supervisory and staff allocation of work
e) List of employees and their performance and ranking
f) Whether livery supplied to peons –Livery Register to be verified.
g) Festival advance/Medical bill reimbursement - whether proper record is maintained /
Whether updated in HRMS
h) Job rotation cards
i) Work distribution
j) Work review sheet
k) Regulations under Shops & Establishment Act –whether all statutory dues are paid for the
running financial year
l) Certificate from the Labour Inspector of the area obtained?
m) Permission to stay at 3rd place, if applicable
n) Quarters –Bank Lease/Personal Lease –Permission of RO/CO
10. PRIORITY SECTOR ADVANCES & SMALL BORROWERS
Number of loans and amount outstanding and pending applications in

a) Advances to priority sector
b) Advances to weaker sections
51
c) DIR loans, IRDP loans, SGSRY loans

d) Small Scale Industries / MSME
e) Agricultural Loans –Check for Scale Of Finance for the STATE at least for the previous 3
years
f) Retail Lending Schemes (CANARA BUDGET –Arrangement/Package with any Department/
Details
g) Housing Loans under Priority
(whether all applications received from Govt. Agencies have been inwarded in Inward
Loan Register for Govt. Sponsored Schemes)
11. RECOVERY POSITION

a) Overall recovery position of the branch (DCB position)
b) Recovery prospects and NPA figures (target v/s actuals)
c) Whether there is proper follow-up
d) CANCARD TODs
12. GOLD LOAN
a) Name of the Jewel Appraiser –security given by them –verification of their agreement
–Availability of PAN Card
b) Gold loans scrutiny with physical verification of security
c) Figures under gold loan and checking of balancing
d) Weighing Scale –Whether properly calibrated & working
13. SECURITY REGISTER / SECURITY ITEM
a) Verification of securities in safe –Tally Safe Custody Items physically

b) Verify security register – Verify Balancings of security items / High Value Security Items
physically
c) Verify inward register for loan papers – New B 132 and ensure number of loan papers
held in double lock tally with the balance shown in New B 132
d) Verify all KDRs/FDRs/NSCs & other securities physically in all VSLs / kept as collateral for
other loans/advances,
e) Verify Locker Register with the lockers kept & sealed keys of vacant lockers
14. GODOWN / FARM INSPECTION
a) Inspection of godowns (KCC, OCC, PC, PL etc) –Visit the godowns alongwith predecessor
where huge limits or operations are less when compared to the limits sanctioned,
b) Inspection by Outside Valuer as per guidelines–Names of Approved Valuer
c) Farm inspection with location and nature of loan
d) Inspection of Mortgaged Properties
52
15. STICKY ADVANCE (LPD)
a) List of sticky advance –Statement of Watch / Special Watch A/cs

b) Suit filed accounts and their position –PRR 33 series
c) Name and address of Panel Advocates
d) Stamp Duty of the State
e) Permissible Fees to the Advocates for filing of suit, etc.
f) Go through LPD Register and file
g) Whether correct classification has been made regarding NPA accounts –Any quick mortality
cases
h) DICGC/ECGC/CGTMSE claim preferred accounts and their position
16. PREMISES –FURNITURE
a) Branch and Quarters

b) Insurance –Rent –how much and due date of payment and to whom to be paid
c) Scavanger/Watchman –Name and amount to be paid monthly –nature of their work
d) Lease deed/lease agreement –scrutiny –white wash when done –whether necessary
conditions are fulfilled
e) Lease Deed of Manager’s/Officers’quarters
f) Introduction to landlord
g) List of furniture and fittings –Inventory Register
h) AMCs –Due Dates –of the Computers/Servers/ACs/UPS/CCTV, etc.
i) Stock and Stationery maintenance
j) Post Bag/Telegraphic address, Name / Timing board
k) Suggestion box/first aid box/Complaints Box
l) Enquiry board and other boards
m) Gun taken In-Out Register
n) Verify Gun Licence –Validity Period –Verify Area for which it is issued?
o) Balancing of Live Cartridges
p) Fire Extinguishers/Water Cooler/AC – Maintenance Register – When serviced/due date
of next service –Copy of AMC
q) Hiring of Generator –Copy of Agreement/Due Date
17. LOCKER
a) Locker position –whether new cabinet orders –go through the file
b) Number of vacant lockers and their verification with locker keys
c) Locker rent for each size
d) Any locker rent is due –Acknowledgement taken / to be taken
53
18. a) List of clearing agents, limits/ sub-limits
b) List of approved transport operators, limits / sub-limits
19. Foreign Business –PC, Bills, NRE, FCNR etc
20. Names of NNND agents –security agreement etc
21. Power of Attorney to be got registered with SBI/RBI/LIC etc
22. Standing instructions
23. Verify GPAs of all Officers –whether available –Register maintained?
24. DEATH CLAIMS - Simple (death) claims –pending settlement
25. SUNDRY ASSETS

a) Legal expenses
b) Telephones
c) Other items, particularly long pending items, PRR 5 & 6
26. Library books/Manuals
27. Branch vehicle/vehicles –log book, petrol limit, garage etc
28. Filing system for letters, HO Circulars etc
29. List of pending statements (important)
30. Meet Legal Advisors (Panel Advocate), Police Officials, Local Government Officials, such
as District Collector, ADC, Tehsildar, BDO etc as well as important customers
31. Remittance of TDS
32. Quarterly Filing of TDS Returns / IT Challans
33. Net Banking Password
34. CIBIL (Commercial/Corporate)
35. Password - FCR/FCC + CERSAI + E-Token Holders’details + SFMS
36. ATM Complaints File

54
IMPORTANT REPORTS TO BE SEEN BY BRANCH–IN-CHARGE

= DAY BOOK
= FLASH / RBI
= PSR 29 (AGRICULTURE)
= PSR 71 (RETAIL LENDING)
CLEARING RELATED REPORTS
= ST038 –Outward Clearing Extract

= ST639 –Inward Clearing Summary
= ST661 –Consolidation of Returned Instruments
CASA RELATED REPORTS

= CH192 –CASA Overdrawn report
= CH602 –Overdrawn OD / OCC Accounts
= CH621 –SB TOD Accounts
= CH658 –TODs granted Today
= CH704 –Signature not captured
= Deduplication of Customers ID
GENERAL LEDGER ALERT REPORTS
= GL604 –GL Alert Report

= GL616 –GL Negative Balance Alert Report
CASH TRANSACTION REPORTS
= TP5049 –Cash Transaction Position (Receipts / Payments)

(TP603 - Cash Payment Waste TP604 - Cash Receipt Waste
= TP5053 –Teller Transaction Report
= TP6009 –Report on Verified Transactions –(Teller B transactions) –To be kept in Double Lock
OTHER THAN CASH TRANSACTIONS

= ST644 –Totals –Teller product wise
= TP6002 –Transfer extract (For Slip Tallying)
= TP6007 –Auto Reversed Transactions
= TP5029 –Teller Inter branch Transaction Report (Inward / Outward separately)
= BA121 - NEFT Inward / Outward Trans Report
= ST635 –Staff Transaction Report
55
ATM RELATED REPORTS
= AT600 - ATM Failed transaction Report

(If Forced Posting is “Y”branch has to debit the a/c)
= AT607 - ATM50 transactions put through manually
SMS RELATED REPORTS
= SM5003 –Login Exception Report

= SM6000 –List of login users for the day
= SM6004 –SMS Event Log
= SM6009 –User Logged other than Home branch –Other branch teller transactions in yr branch
= SM5008 –User Sign On / Sign off Report
NON FINANCIAL TRANSACTIONS
= BA001 –Unauthorised Non-financial Transactions

= ST662 –Unprinted Items (170011)
OTHER IMPORTANT REPORTS
= 124910 –List of pending IBAs payable

= 110020 –Comm –Ser. Tax HO 124/11
(To know the shortfall / difference in Service Tax collection at branch level)
= 430001 / 170075 / CH704-Unscanned signatures
NPA RELATED REPORTS
= 280070 –Auto NPA

= 280072 - Monthly slippages
= 280077 - Auto Movement of NPA a/c
= 280080 - A/cs slipped to NPA
= 280085 - CIM15 details
= 280086 - Details manually maintained NPA movement
= 280027 - NPA list
MANAGER HAS TO ENSURE THAT ALL MANDATORY REPORTS ARE

GENERATED AT THE END OF THE DAY AND PRESERVED
56
Duties of Clerical Staff

SINGLE WINDOW OPERATOR – A (SWO-A)
The following duties shall form part of the normal duties of the clerical cadre and for the
performance of which no special pay shall be payable.
(a) Acknowledgments of inward mail received.
(b) Receipt of cheques, drafts, dividend warrants, pay orders and other like instruments other than bills and
giving acknowledgment in the counterfoil.
(c) Delivery of cheque books subject to authorisation by competent authority.
(d) Issue cash receipt.
(e) Issue of ESI stamps wherever applicable or may become applicable.
(f) Recounting of currency notes by cash department staff.
(g) Ensuring the proper contents in covers and envelopes including registered ones before dispatch.
All clerks shall also perform all duties and functions of their cadre, either online or manually, which does not
involve any passing or supervisory function of an officer of the bank. The clerk will wherever and whenever
required, function as a Single Window Operator and perform the following duties duties:
a. Passing and cash payment of all cheques/withdrawal forms/banker’s cheques/ gift cheques/ etc. upto
and including Rs. 10,000/-
b. Passing independently clearing and transfer cheques, vouchers, etc. (whether credits or debits) upto
c. Receipt of cash and issuance of pre-signed drafts/ gift cheques/ travelers cheques/ pay orders/ bank
orders, etc. upto and including Rs. 15,000/-
DUTIES OF SINGLE WINDOW OPERATOR - B (SWO-B)
In addition to the duties of SWO-A as stated above , the duties of Single Window Operator - B will include:
a. Passing and cash payment of all cheques/ withdrawal forms/ bankers’ cheques/ gift cheques, etc. up
to and including Rs. 20,000/-
b. Passing independently clearing and transfer cheques, vouchers, etc. (whether credits or debits) up to
c. Receipts of cash and issuance of pre-signed drafts/ gift cheques/ travellers’ cheques/ pay
order/ bank orders, etc. upto and including Rs. 25,000/-
DUTIES OF HEAD CASHIER II (HC-II)
In addition to the duties of clerical cadre, the duties of HC-II will involve holding bank’s cash, key and/or other
valuables in safe custody jointly with an officer and being accountable for them and being responsible for the
running of the cash department:
1. Opinion Compilation;
2. Verification of vernacular signatures/endorsements;
3. Countersigning cheques and/or drafts (on selves or correspondence), payment orders, deposit
reaccepts, etc.
4. Attending to Government Treasury work;
5. Discharging/endorsing bills, cheques, etc.;
6. Being in charge of clearing and godown departments, etc.;
7. Passing independently clearing and transfer cheques, vouchers, etc. (whether credits or debits) upto
and including Rs. 50,000/- and cash vouchers up to Rs. 50,000/- jointly with an authorized person.
57
DUTIES OF SPECIAL ASSISTANTS(SA)

The duties of Special Assistants will be accountable and responsible for running of the department/section
under them and their duties will involve looking after and checking the work of other clerk or clerks and sub
staff and will include:
1. Passing independently, manually or online, cash instruments up to Rs. 35,000/- and clearing and
transfer cheques, vouchers etc., (whether credits or debits) up to and including Rs. 1,50,000/-. Passing will
include verification of signatures and scrutiny as to the correctness of endorsement on and other particulars
of such instruments. There shall be no limits for verification of signatures, passing authenticated
credit vouchers/ entries and verifying authenticated vouchers in the ledgers, books, computer print-
outs etc.
2. Accept, verify and post cash/ transfer/clearing cheques and other instruments, as the case may be, in
appropriate of accounts/ ledgers, either manually or online and give due acknowledgements.
3. Signing vouchers, checks, drafts, mail transfers, pay orders, advices such as non payment advices, inter
branch fate calling advices, bill schedules, demand notices, statement certificates etc.,
4. Checking all vouchers, advices, statements, cheques, drafts etc., bill and books of accounts including
current savings and other ledgers, cash, postal and revenue stamps, franking machine balances,
exchange, discount, brokerage calculations and initialing by way of authenticating them for accuracy/
correctness;
5. Checking, manually or online, current, savings and other accounts.
6. Checking the coding and decoding of telegram (Excluding cheque symbols or ciphers)
7. Discharging, endorsing cheques, bills, etc,
8. Perform when required in a computerized set up, system control functions either jointly with an officer and
independently, upon specific authorization in this regards;
9. Briefly explain, the features so bank’s various products and services to customers, to reply their queries
and to refer interested to appropriate personnel.
10. Inspecting godown (only in banks where such work is already done by the workman)
For the purpose of efficient and effective functioning of the section or department the special assistant shall
ensure that all acts, things and steps necessary therefore are taken by himself or by the clerks placed under him
and shall ensure that, wherever necessary:
a. Reminders are sent on time and follow up
b. Pass sheets/books are filled up and issued promptly
c. Deposits are renewed on due dates or reminders sent to the parties
d. Standing instructions are complied with
e. Bills are accepted and due dates diarised/ advised and followed up
f. Interest, commissions and service charges are collected
g. Proceeds of bills are received or remitted promptly;
h. Confirmation of balance of accounts of the customers and its follow up.
i. All securities relating to the department/section of which the special assistant is in charge are secured
and/or kept in proper custody and properly handed to authorized person at the close of the day.
j. Balances promptly taken, tallied and reported and followed up and also returns submitted;
k. Advices and/or duplicate advices/summaries are issued/responded promptly, whenever called for;
l. Checking the proper recording of entries and all relevant particulars in th regard to accounts opened
under due authorization.
58
DUTIES OF UNIVERSAL TELLER: (UT)

In addition to the duties of clerical cadre, dutiesof UT shall be as under:
1. Receive cheques/ withdrawal forms/ demand drafts/ bankers’ cheques, process, verify that the
instrument is correctly drawn, verify customers account details, operational instructions and correctness
of endorsements;
2. Verify customer’s signature, post transactions in branch computer system and authenticate/
independently pass and make payment of cheques/ withdrawals forms/ demand drafts/ bankers’
cheques up to and including Rs.35,000/-;
3. Receive Cash and whenever necessary, stamp, sign and issue counter slips/ acknowledgements up to
and including Rs.40,000/-;
4. Accept cash from Head Cashier, maintain and manage records, tally cash and hand over remaining cash
to Head Cashier and generation of relevant/ required reports;
5. Update pass books;
6. Accept instruments for transfer, give due acknowledgements, process, post and authenticate/pass
independently up to and including Rs.1,00,000/-;
7. Prepare print and issue remittance instruments i.e. DD/MT/BC and relative advices wherever
required, paste protective tapes and punch values where applicable and sign them independently up to
and including Rs.25,000/-.
8. For DD/MT/BC beyond Rs.25,000/- the Universal Teller will be required to print and only sign as
second signatory.
9. Accept instruments for clearing/collection and givedue acknowledgements;
10. To briefly explain the features of Bank’s various products and services to customers, to reply their
queries and to refer interested customers to appropriate specialized sales personnel.
DUTIES TELEPHONE OPERATORS: (TO)

In addition to the duties of clerical cadre , TO’s duties will involves operating a telephone PBX board with a
minimum of three external lines on regular assignment.
DUTIES TELEX OPERATORS: (TXO)

In addition to the duties of clerical cadre , TXO’s duties will involve operating a telex machine on
regular assignment, .
DUTIES OF AGRICULTURAL ASSISTANTS:
In addition to the duties of clerical cadre, Agriculture Assistant’s duties will be as under:
(1) To assist in the bank's lending and/or operations for agricultural development and/or financial assistance
to small enterprises (other than small scale industries) such as vegetable/fruit vendors, artisans,
self employed persons including beneficiaries under the DRI scheme.
(2) To distribute and collect application forms and assist the farmers/small borrowers in filling up the forms.
(3) To scrutinise application forms, title deeds, farm plans etc. to ensure that applications are complete in all
respects and the particulars furnished in the forms are prima facie in order and for this purpose he may be
required to visit the farms for verification and for collection of relevant data.
(4) To take necessary steps to ensure that the periodical details, as called for, are received from the
farmers/small borrowers in time.
59
(5) To keep in constant touch with farmers and to bring any adverse features to the management's notice.
(6) To verify farms, all farms machinery, equipments, tractors, live stocks, pump sets etc. at
stipulated intervals.
(7) To verify proper utilisation of the bank's loans or the progress in work in respect of which loans
are granted and to furnish reports on such verifications.
(8) To make efforts and effect recoveries upto amounts not exceeding Rs. 12,500/- from farmers/small
borrowers from their place of work; residence, subject to the necessary arrangements being made in
regard to fidelity and transit insurance and personal risk insurance by bank.
Note :
Banks will evolve appropriate procedure about issuance of provisional receipts etc. of the cash not
exceeding Rs.12,500/- collected on a day by an agricultural assistant from the agricultural/small
borrowers/depositors.
(9) To assist in the deposit mobilisation efforts by encouraging farmers/small borrowers to deposit
their savings in the bank.
(10) To collect information about the condition of crops in the villages.
(11) To collect necessary data from determination of village adoption for financing of agriculture, like
farmers' land holdings, availability of infrastructural facilities, source of irrigation, use of tractors, pump
sets, etc. credit facilities, available in village, recovery performance and the like.
(12) To maintain liaison with land Record and Registration Offices and other Governmental/
Developmental agencies for expeditious handling of the banks' work.
Note:
With a view to making optimum use of the technical skill of the agricultural/ development assistant,
normally he may not be entrusted with the usual clerical work, but where necessary, he may be asked to
do the clerical work.
DUTIES OF STENOGRAPHERS:
In addition to the duties of clerical cadre, the duties of Special Assistant will involve taking dictation
in shorthand and/or type letters, statements, documents etc. and also attend to secretarial work.
Duties of subordinate staff In addition to the duties of the sub ordinate staff cadre they will be required to
perform the following duties :
DUTIES OF CASH PEON:
1. To take money orders, to buy stamps etc., which involves carrying of cash not exceeding Rs. 5000/- and
to carry insured letters etc. to post office;
2. to Stitch currency note bundles;
3. to stitch and seal parcels and packets containing currency notes;
4. to transit cash from the bank to an office outside or vice versa, if unaccompanied by a watchmen/
Armed Guard.
60
DUTIES OF DAFTARY:
1. Obtaining acceptance of bills of exchange, hundies etc., drawn on local parties or banks and /or
collecting payments thereof.
2. Collecting payments for cheques or postal order etc., from banks or post office counters. They may
also required to collect cash not exceeding Rs. 5,000/- at a time against various instruments.
3. Simple binding of books and registers;
4. Press-copying;
5. Filing independently letters and other papers in respective files as per indications marked thereon;
6. Assisting in issuing stationery;
7. Stacking under guidance, old records in orderly manner and assisting in giving them out when required;
and
8. Undertaking the whole process of sorting, arranging; numbering, tallying the total number of and
stitching the vouchers.
DUTIES OF HEAD PEON:

Required to assist in supervision of various matters pertaining to subordinate staff like:
1. Cleanliness of the office premises;
2. Cleanliness of the uniforms;
3. Leave arrangements;
4. Arrangements for safe-keeping of keys; and
5. Distribution of duties amongst the subordinate staff.
LIFTMEN:
Required to operate the lifts on regular assignment.
WATCHMEN:
Other than "Armed Guards" who are required to perform watch and ward duties, i.e. to watch or look after the
premises or a department for the purpose of its safety, security and guard against infiltration and removal of the
bank's property by any unauthorized persons AND/OR to watch and guard as above, the movement of cash
from one place to another inside the bank premises or outside, where an armed guard is not employed
at the Branch/Office.
ARMED GUARDS:
Required to perform watch and ward duties i.e. to watch or look after the premises or department for the
purpose of its safety, security and guard against attack or assault or infiltration and against removal of
the Bank's property by any unauthorized persons AND/OR to watch and guard as above the movement of cash
from one place to another whether inside or outside the Bank, for which purpose they are required by the Bank
to carry any of the following weapons:-
(i) Gun, Pistol or any other fire arm; or
(ii) Dagger, sword, khukri, or spear; or
(iii) Any other licensed weapon.
61
Note:
'Retainer' : Peon (other than watchmen) whose names are registered in the Bank's licence as 'Retainers
' will, when they perform "Armed Guard" duties, be en titled to special pay for "Armed Guards" pro-rate.
BILL COLLECTORS:
1. Obtaining acceptance of bills of exchange, hundies etc. drawn on local parties or banks and/or
collecting payments thereof:
2. Collecting payments for cheques or postal orders, etc. from banks or post office counters;
3. They may also be required to collect cash not exceeding Rs. 4000/- at a time against various instruments.
AIR-CONDITIONING PLANT HELPERS:
Persons who under the supervision of the technician attend to routine maintenance of and minor repairs to Air
conditioning plants.
ELECTRICIANS:
Their work involves carrying out semi-skilled electrical work like routine maintenance of electrical
equipments, effecting minor repairs to electrical fixtures and applications.
DRIVERS:
Required to drive, maintain and effect minor repairs (not requiring a technician's skill) to motor cars,
motor vans, station wagons, scooters, motor cycles or other motor vehicles.
****
62
Banish your doubts!
Most of us spend a great deal of energy every day of our lives doubting our abilities – to our
great detriment. We doubt ourselves at practically every turn; we doubt our abilities to write well,
speak to a group, come up with a new idea or solution, overcome an obstacle, market a product or
service, or negotiate with a difficult person.
Many times, we question our self-worth, how much we deserve to be paid, or how valuable or talented
we are to an organization. We doubt our ability to overcome rejection, start over, or confront a
challenge.
Banish doubt from your life –all of it. This doesn’t mean you should start doing foolish things or
making childish decisions. It means you should start trusting in yourself. True obstacle lies within the
doubt itself –and all doubt lies within your own thoughts.
It’s silly to hold on to any doubt in your life. It does no good. All doubt is a waste of energy
and interferes with your natural ability to do things.
Whatever doubts are lingering in your mind, let them go.
LENDING - PRECAUTIONS
The first and foremost aspect of banking/lending is VERIFICATION of the credit-worthiness of

the borrower.
Generally, we believe the information furnished by the borrower and in good faith, accept the same.
However, it is an experience that many a times the information furnished by the prospective
customers is exaggerated.
The key to finding out the correct position is by doing the due diligence. And unless we
SUSPECT THE INFORMATION/DOCUMENTS FURNISHED BY THE CUSTOMER /BORROWER,
we shall not be able to do proper verification.
I am not telling that you have to be negative, but you have to do the diligence.. unless you
feel that the borrower is not giving the correct information, you will not make an attempt to find out the
correct details.
The analytical mind starts working only when we feel that whatever is being seen by the eyes may not
be correct.
I am not saying that all the customers are fraudsters, but what else is the modus operandi to identify
the fraudster. Please think over…
63
The Diligence on your part to visit the borrower’s place, neighbours, business, etc. and getting other
details from CIBIL, other Banks, etc., is only going to get you some information which may
help you to take the credit decision.
Today, it has become very easy to fabricate the documents, like PAN Cards, DLs, Voter Cards, etc.
by using the technology and we have very limited means to verify the veracity and
authenticity of the concerned documents.
Please go through/peruse the documents very carefully, for any aberrations, and cross-check
the details through personal enquiries.........
There are many cases where the property turns out to be non-existent at a later stage or it
has turned out in a few cases, that the property mortgaged and the property shown to the
branch officials were different and in a few cases, the house is constructed on other than the
mortgaged plot, which we believed in good faith. It is found that while doing the property
visit, we do not verify the boundaries mentioned in the LSR given by the Panel Advocate with the
property shown by the borrower at the time of pre-sanction visit and finally we land in a problem.
In the present circumstances, the only reliable way to safety is DUE DILIGENCE in verifying the
antecedents of the customers.
Many a times, it is observed that there is laxity on the part of the branches in following the
guidelines, which subsequently leads to lot of problems, for the Bank as well as the Staff....
A simple Savings Account opened without due diligence may land you in problem, as has been the
case in many branches....
While opening the Accounts, it is very necessary to follow the Bank's Guidelines on KYC (KNOW
YOUR CUSTOMER) very seriously. You will agree that the frauds can be checked/reduced
IF THE KYC IS DONE WITH DUE ALERTNESS AND VIGILANCE. The first stage for wrong
identification of the customer - depositor as well as the borrower is KYC verification only.
It is in the interest of all of us to follow the KYC guidelines very scrupulously and avoid the
exposure of the Bank as well as the Staff to subsequent problems. Please spare some time to
visit/revisit the guidelines of the Bank. It is also advisable to verify the documents, viz. PAN
CARD, AADHAAR CARD, VOTER CARD, etc. ONLINE, wherever possible.
PRECAUTION IS ALWAYS BETTER....

We do not understand the implications of certain omissions…
PLEASE UNDERSTAND....IF YOU DO NOT FOLLOW THE PRESCRIBED/DEFINED

CONDITIONS...YOU DO NOT HAVE THE SANCTIONING POWERS, THOUGH DELEGATED
TO YOU.
64
AND THE RECOMMENDING OFFICER AS WELL AS THE SANCTIONING AUTHORITY IS

NOT AUTHORISED TO RECOMMEND / SANCTION AND LIABLE TO BE QUESTIONED....
For example:
1. CIBIL score is below 700..
2. Credit Investigation not done...
3. Pre Sanction Visit not done..
4. Property Visit not done...
5. Mortgage Transaction not done...
6. Lien not created...
7. CERSAI not done...
8. Activity is beyond 16 kms from the branch...
etc. etc..........
For all the above and other prescribed conditions, you should be creating sufficient
documentary evidence and MENTION THE SAME IN YOUR CREDIT REPORT as well as place
it on record....
I also find that in many cases, we do not calculate the NTH (Net Take Home) income of the
prospective borrower…
We fail to stipulate the margin as per the scheme guidelines…
The problem arises when the CIBIL is subsequently taken and the score turns out to be lower than
the permitted score (700)…. or the NTH turns out to be less than the stipulated 40% or
whatever it is…..
Housing Loan is disbursed for construction of house without verifying the construction and by merely
obtaining the bills or the Architect’s Certificate….. and subsequently, it happens that the house is
not at all constructed / not fully constructed and the housing loan stands fully disbursed….
Gone…..
In these situations, what is the excuse available to us….
The Bank has stipulated certain conditions and guidelines with respect to the Loans &
Advances…. We have to necessarily follow them, to safeguard the interest of the Bank as well as to
take care of our own interest…
I really find it very awkward to find the query of
1. You have not extracted the CIBIL Report before sanctioning the loan.
2. You have not prepared NF 588.
which means that you have not taken care to properly identify the customer.
65
THE BANK HAS VERY WELL LAID DOWN THE GUIDELINES FOR SANCTIONING THE LOAN
AND THE MOST PRIMARY CONDITION IS TO
1. EXTRACT THE CIBIL REPORT OF THE BORROWER (INDIVIDUAL, GUARANTOR
OR THE COMMERCIAL CIBIL OF THE FIRM AND ITS PARTNERS)
AND
2. CONDUCTING THE CREDIT INVESTIGATION AND RECORDING THE SAME IN NF-588.
IN THAT CASE, WHAT IS THE ISSUE WITH US? Can’t we understand:

CIBIL: Branches/Offices shall note that if CIR is not drawn at the time of sanction and so
recorded in the credit proposal, it will be construed a staff lapse.
NF-588: NF 588 Credit Investigation report (to be obtained for all credit facilities) from two
informants for loans upto Rs. 50000/- and three informants if the loan amount is more than
Rs. 50000/-.
PLEASE TRY TO UNDERSTAND THE SITUATION IN OTHER WORDS…

WHEN YOU ARE NOT FOLLOWING THE PRE-SANCTION STIPULATIONS OF THE BANK,
IT MEANS THAT THE SAID SANCTION PROCESSED/PERMITTED BY YOU IS
BEYOND YOUR DELEGATED POWERS & YOU ARE NOT AUTHORISED TO SANCTION THE
LOAN…
THE OMISSION OF DRAWING CIBIL / NTH NOT AVAILABLE ARE SUCH DOCUMENTARY
SITUATIONS, FOR WHICH NO JUSTIFICATION CAN BE GIVEN, WHEN QUESTIONED….
AND IN THAT CASE, YOU WILL NECESSARILY LAND INTO A PROBLEM….
The apparent small deviation, in fact, becomes a very serious lapse and may invite severe
punishment….
Can we not avoid?
While processing the loan, we interact with the customer and assess the character,
capacity and capability.
We should keep in mind as to how to recover the said loan after disbursement and
what could be of help.
The Bank has devised various formats to help us in properly assessing the CREDITWORTHINESS
and the REPAYING CAPACITY as well as the CREDIT NEED of the customer.
One of the important formats devised for the purpose is NF 589, wherein we fill up the details of the
assets / liabilities of the borrower as well as the guarantor.
It is often observed that the said format is filled up by the processing officials very very
casually many a times.
66
The details of the assets, viz. the details of the property owned (location, address, size,
value) are not enquired and filled up.
The copy of Title Deeds to verify the property is also not obtained…
The details of other assets owned by the customer are also not incorporated therein…
Subsequently, when needed to file the court case to attach the property, the Bank finds it
difficult to ascertain the Net Worth / Assets of the borrowers and hence, not able to recover the dues…
As such, IT IS VERY IMPORTANT TO OBTAIN AND INCORPORATE ALL THE AVAILABLE

DETAILS IN A COMPREHENSIVE MANNER, so as to help the Bank in recovering the rightful dues of
the Bank from the defaulting customers….
Let us incorporate the following information in NF-589:
i. Customer’s full name and address including Phone Number and Mobile Number
ii. Aadhaar Number
iii. PAN Number
iv. Any other contact number is case of need
v. Copies of documents evidencing his net worth
WHY CAN'T WE DO THIS BEFORE COMMENCING THE PROCESSING OF THE PROPOSAL...
WHAT IS SUCH A BIG THING...

THAT WE EXPOSE OURSELVES TO UNWARRANTED QUESTIONS LATER...
AND ALSO EXPOSE THE BANK AS WELL AS OUR OWN SELF TO RISK...
CAN WE THINK ABOUT IT?
TO SAFEGUARD THE INTEREST OF THE BANK AS WELL AS OUR OWN SKIN.
Please remember that 'A stitch in time saves Nine'.
The best thing is to take safe-guards and precautions rather than facing the difficulties at a
later date........
************
67
INCENTIVE FOR PASSING JAIIB & CAIIB
Indian Institute of Banking & Finance (IIBF) is a premier institute in banking and finance
education for those employed as well as seeking employment in the banking sector, aiming for
professional excellence.
It conducts JAIIB, CAIIB, Diploma & Certificate examinations.
The Bank Employees who are members of the IIBF, are eligible to appear for JAIIB & CAIIB
examination.
The details of the incentives/increments granted by the Bank for passing JAIIB/CAIIB are
given below:-
INCREMENT FOR PASSING JAIIB AND CAIIB
One Additional Increment for passing JAIIB examination and
One Additional Increment for passing CAIIB examination
is being granted in the scale of pay to the Officer Employees from the date of declaration of
results.
REIMBURSEMENT OF EXAMINATION FEES AND COST OF STUDY KIT
The employees successfully complete JAIIB/CAIIB examinations within two consecutive

attempts, shall be eligible for reimbursement of 50% examination fee and also cost of study kit.
MEMBERSHIP FORM & EXAM APPLICATION
In respect of membership form, exam application form and the rules & syllabus
for JAIIB / CAIIB examination, please log on to the website www.iibf.org.in
68
RETURN OF MOVABLE, IMMOVABLE AND VALUABLE PROPERTY

Canara Bank Officer Employees’(Conduct) Regulations, 1976
REGULATION 20(1) - Statement of Assets & Liabilities:
Every officer employee, on his first appointment, and every other employee of the bank, on
promotion to a post of an officer employee in the bank, shall submit a return of his assets and
liabilities giving full particulars regarding –
a) The immovable property inherited by him or owned or acquired by him or held by him on
lease or mortgage, either in his name or in the name of any member of his family or in the
name of any other persons;
b) Shares, debentures and cash including bank deposits inherited by him or similarly owned
or acquired or held by him;
c) Other movable property inherited by him or similarly owned or acquired or held by him; and
d) Debts and other liabilities incurred by him directly or indirectly:
Provided that in the cases of an officer employee who is already in service in the bank on the
date these regulations come into force, shall submit a return in terms of this regulation within
three months of coming into force of these regulations, the return being with reference to the
assets and liabilities as enumerated above of the officer employee on the date these regulations
come into force.
REGULATION 20 (2) - Return of Movable, Immovable & Valuable Property:
Every officer employee shall every year submit a return of his movable, immovable and valuable
property including liquid assets like shares, debentures as on 31st March of that year to the
bank before the 30th day of June of that year.
REGULATION 20 (3) – Transaction concerning immovable property:
No officer employee shall except with the previous knowledge of the competent authority
acquire or dispose of any immovable property by lease, mortgage, purchase, sale, gift or otherwise
either in his own name or in the name of any member of his family:
Provided that the previous sanction of the competent authority shall be obtained by the officer
employee if any such transaction is –
a) with a person having official dealings with the officer employee; or

b) otherwise than through a regular or reputed dealer.
69
REGULATION 20 (4) - Transaction concerning movable/valuable property:

Every officer employee shall report to the competent authority every transaction concerning
movable property owned or held by him either in his own name or in the name of a member of his
family if the value of such a property exceeds Rs. 25,000/-:
Provided that the previous sanction of the competent authority shall be obtained if any such
transaction is –
a) with a person having official dealings with the officer employee or
b) otherwise that through a regular or reputed dealer
Movable / valuable property means purchase / sale of jewellery / vehicles / durable articles or
investment / redemption in LIC / shares / debenture / NSC / NSS / PPF /Fixed deposits etc.
Time limit (HO Circular 262/93):
All the transactions required to be reported under Regulation 20(4) shall be reported within
30days of the date of such transactions.
Reporting of Investments in Shares, Debentures etc (HO Cir 155/94)
All the Officer employees in case their transactions in sale, purchase or both in Shares,
Securities, Debentures or Mutual Fund Schemes etc exceed Rs25,000/- during the financial year, the
details are to be submitted in a Return to be submitted before 30th June of every year (along with
the annual Property Return)
Submission of Returns:
Officers in Scale I to III- Circle Office/Inspection Wing, HO/HOSA, HO Executives in Scale IV to

VII - PM Section, H R Wing, Head Office
ALL THE ABOVE REPORTINGS ARE TO BE MADE IN HRMS PACKAGE.
REGULATION 20(5) –Submission of statement on specific order:
The bank may at any time, by general or special order, require an officer employee to furnish
within a period to be specified in the order a full and complete statement of such movable or
immovable property held or acquired by him or on his behalf or by any member of his family as
may be specified in the order. Such a statement shall, if so required by the bank, include the
details of the means by which or the sources from which such property was acquired.
70
IMPORTANT GUIDELINES ON TERMINAL BENEFITS

STAFF PROVIDENT FUND
(1) Every Officer shall become a member of the Provident Fund constituted by the Bank,
unless, he is already a member of that fund and shall agree to be bound by the rules governing
such fund.
(2) The Provident Fund rules framed shall provide that on and from 01.11.1993.
(a) In case of an Officer governed by the Pension Scheme, contribution to the

Provident Fund shall be made only by the Officer at the rate of 10% of pay without any
matching contribution on the part of the Bank.
Provided that no adjustment on account of Provident fund contributions already made for
the period 01.07.1993 to 31.10.1993 shall be made.
(b) In case of an Officer not governed by the Pension Scheme, contribution to

Provident fund by the Officer and a matching contribution by the Bank shall be made at the
rate of 10% of pay.
Provided that no adjustment on account of Provident Fund contributions already made

for the period 01.07.1993 to 31.10.1993 shall be made.
(3) Officers joining the Bank‟s service on or after 29.09.1995 shall be governed by the Pension
Scheme.
Provided that the following categories of Officers shall not be covered by the Pension
Scheme:
(a) 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 the Pension Scheme in response to Banks
notice to that effect.
(b) 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 the Pension Scheme.
71
(4) *In respect of an Officer who is a member of the Pension Fund, who retires or dies while in
service or otherwise ceases to be in employment on or after the 1st of May 2005, „Pay‟ for
the purpose of pension shall be the pay last drawn by the Officer employee prior to his
retirement / death.
NOTE: “Pay”for the purpose of Provident Fund and Pension shall mean Basic Pay including
stagnation increments, officiating allowance, professional qualification pay and increment
component of Fixed Personal Pay.
*pending amendment to Regulation 42
Ø Members contribution available at the time of relief shall be given
Ø No Tax on the SPF amount receivable.
Ø PF optees shall be given Bank’s contribution also.
Ø The rate of interest for SPF amount shall be decided at the end of every financial year.
Ø The retiring employee may retain the Provident Fund settlement amount partly / fully with the
Fund. This has to be intimated in writing before the settlement is made. The retained
amount will earn interest, as applicable, to regular employees and can be withdrawn in
one stretch at any time by the employee's request. [SPF Regulation 23(B)].
72
PENSION
Basic Pension:
Basic Pension is equal to 50% of the Average Basic Pay drawn by the employee during the
last 10 months of the service. The Basic Pay includes BASIC+STAGNATION INCREMENTS +
PQP + FPP (ranking for PF)
Average emoluments No of years of service with a max of 33 years

__________________ X _____________________________________
2 33
Total Pension = Basic Pension + DA
Commutation:
Ø Commutation = 1/3 of Basic Pension X 12 X Commutation factor

Ø Commutation factor = 19.62for those retiring on superannuation.
Ø No Income Tax on commuted amount.
Ø Commuted Pension shall be restored after 15 years
Dearness Relief:
Ø Dearness Relief shall be calculated on the Basic Pension before Commutation.

Ø Dearness Relief shall be revised on 1st Feb and 1st August
Qualifying Service:
If the period of service of an employee includes broken period of service of less than one year but
more than six months it shall be treated as one year and if such broken period is less than six
months it shall be ignored.
In the case of VRS Optees:
The qualifying service of an employee retiring voluntarily shall be increased by a period not
exceeding five years for pension benefit.
73
AGE AS ON MULTIPLY YOUR AGE AS ON MULTIPLY YOUR AGE AS ON MULTIPLY YOUR

NEXT BASIC PAY AT NEXT BASIC PAY AT NEXT BASIC PAY AT
BIRTHDAY THE TIME OF BIRTHDAY THE TIME OF BIRTHDAY THE TIME OF
RETIREMENT BY RETIREMENT BY RETIREMENT BY
THIS FACTOR TO THIS FACTOR TO THIS FACTOR TO
GET GET GET
COMMUTATION COMMUTATION COMMUTATION
AMOUNT AMOUNT AMOUNT
50 26.50 60 20.26 73 12.02

51 25.90 61 19.62 74 11.44
52 25.32 62 18.96 75 10.88
53 24.70 63 18.30 76 10.34
54 24.10 64 17.64 77 9.80
55 23.46 65 17.00 78 9.30
56 22.84 66 16.34 79 8.80
57 22.20 67 15.70 80 8.34
58 21.56 68 15.06 81 7.88
59 20.92 69 14.44 82 7.44
70 13.82 83 7.04
71 13.20 84 6.64
72 12.60 85 6.26
In the case of Ex Servicemen
An employee who has rendered military service before appointment in the Bank shall continue
to draw the military pension, if any in which case his former military service shall not count as
qualifying service.
Downloading of forms for applying pension:
Pension application forms which are available in Cannet >> HRD >> Applications, are to be
downloaded and duly filled forms are to be forwarded to the concerned HRM Section of Circle
Office along with the joint photo of the employee with spouse Crediting of pension to joint account:
Pension can be credited to a joint SB account in the name of retired employee along with his / her
spouse
74
GRATUITY
(1) 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.
(2) The amount of Gratuity payable to an Officer shall be one months pay for every completed year
of service, subject to a maximum of 15 months pay.
Provided that where an Officer has completed more than 30 years of service, he shall be
eligible by way of Gratuity for an additional amount at the rate of one half of a months pay for
each completed year of service beyond 30 years.
Provided further that pay for the purpose of Gratuity for an Officer who ceased to be in service
during the period 01.07.1993 to 31.10.1994 shall be with regard to scale of pay as specified in
Sub Regulation (1) of Regulation 4.
Provided also that pay for the purpose of Gratuity of an Officer who ceased to be in service
during the period 01.04.1998 to 31.10.1999 shall be with regard to scale of pay as
specified in Sub Regulation (2) of Regulation 4.
NOTE
If the fraction of service beyond completed years of service is 6 months or more,
Gratuity will be paid pro-rata for the period.
As per Gratuity Act

(Statutory Gratuity payable as per “The Payment of Gratuity Act, 1972) For every completed
year of service or part thereof in excess of 6 months, the employer shall pay Gratuity
to the employee at the rate of 15 days wages on the basis that a worker earns a month’s
wage for attending to work on 26 working days.
Ø Pay + DA X 15/26 X No of years of service.
Ø Pay= Basic + PQP + FPP + other Spl Allowances ranking for PF
Ø If fraction of service is in excess of 6 months, Gratuity shall be payable for one year
service.
Ø Maximum Rs. 20.00 Lakhs.
Ø No Income Tax up to Rs 10.00 Lacs.
75
As per CBOSR / Gratuity Fund
One month’s Pay for every completed year of service, subject to a maximum of 15 months Pay shall
be the Gratuity payable as per the Bank’s Scheme of Gratuity.
Where an Officer has completed more than 30 years of service, he shall be eligible by way of Gratuity
for an additional amount at the rate of ½ month’s Pay for each completed year of service beyond 30
years.
Pay for the purpose of Gratuity as per CBOSR 1979 shall include Basic Pay, Permanent
Special Allowance, if any and Personal Allowance, if any. DA shall not be included.
Under this scheme, there is no upper ceiling and any amount paid in excess of Rs. 10 lakhs is taxable.
Ø Pay x No of years of service
Ø One month pay for one year of service
Ø Max 15 months’Pay upto 30 years of service
Ø Above 30 years, ½ month’s pay per year of service
l Statutory Gratuity or Gratuity as per our Bank’s scheme of Gratuity, whichever higher,
is payable on Retirement (VRS / Superannuation).
l No Gratuity is payable to Officers on resignation before completion of 5 years of service.
l Officers who resign on or after completion of 5 years but before completion of 10 years are
eligible for Statutory Gratuity.
l In case of Officers who resign after completion of 10 years, either Statutory Gratuity or
Gratuity as per our Bank’s scheme of Gratuity, whichever higher, is payable.
l There is no restriction as to the minimum service required for payment of gratuity in

case of Deceased/Disabled Officers.
76
PL ENCASHMENT
v Max 240 days
v 30 days shall be taken as a month for Encashment purposes.
v Income Tax exemption up to Rs. 3 Lakhs
v Officers residing in Bank's Quarters, notional minimum HRA payable at the place
of work shall be taken into account for the purpose of PL Encashment
v In case of resignation, 50% of the accumulated Privilege Leave can be encashed subject to a
maximum of 120 days.
For further details, the Handbook on Staff Matters should be referred and the Liaison
Officer may also be contacted for necessary guidance/help.
THE ABOVE INFORMATION IS ONLY ILLUSTRATIVE AND SUGGESTIVE. PLEASE BE

GUIDED BY THE LATEST CIRCULARS/GUIDELINES.
************
77
IMPORTANT CIRCULARS
1. IX BIPARTITE –HO CIR 342/2015
2. STAFF ACCOUNTABILITY POLICY –HO CIR 352/2018
3. RIGOUR –HO CIR 150/2012
4. ORAL INSTRUCTIONS –HO CIR 146/2017
5. WHISTLE BLOWER POLICY –HO CIR 651/2016
6. SPECIAL ASSISTANTS –POWERS –HO CIR 200/2017
7. LEAVE DURING PROBATION –HO CIR 59/87
8. POLICY ON USE OF SOCIAL MEDIA –HO CIR 247/2015; 147/2017
9. PROMOTION POLICY –SCALE 2, 3 & 4 - MEMO 24/2015
10. PROMOTION POLICY –CLERICAL TO JMG SCALE I - MEMO 19/2015
11. JOINING TIME ON TRANSFER –HO CIR 247/2016
12. CAPACITY BUILDING INCENTIVE –HO CIR 94/2018
13. HIGHER EDUCATION INCENTIVE –HO CIR 398/2017; 23/2012
14. TALENT BANK SCHEME–HO CIR 389/2018
15. BLOOD DONATION INCENTIVE –HO CIR 35/2003
16. GPAI POLICY 2018-19 –HO CIR 454/2018
17. COOBLIGATION BY OFFICERS –HO CIR 372/89
18. BUSINESS DEVELOPMENT EXPENSES –HO CIR 113/2004; 177/2008; 478/2014; 589/2014
19. CONVEYANCE EXPENSES –HO CIR 96/2012; 471/2017
20. CLEANING EXPENSES –HO CIR 128/2010; 560/2014
21. NEWSPAPER EXPENSES –HO CIR 325/2011
22. RENTAL CEILINGS –HO CIR 340/2015
23. FURNITURE SCHEME –HO CIR 303/2013
24. MAINTENANCE OF FURNITURE –HO CIR 187/2016
25. BRIEF CASE TO OFFICERS –HO CIR 720/2016
26. FACILITIES TO MARKETING OFFICERS –HO CIR 25/2010
27. MOBILE FACILITY TO MANAGERS –HO CIR 762/2016
28. HOUSING LOAN –HO CIR 230/2015
29. CAR LOAN SCHEME –HO CIR 479/2017
30. CAR LOAN –POs –HO CIR 571/2014
31. DPN LOAN TO EMPLOYEES –HO CIR 478/2017
32. FESTIVAL ADVANCE –HO CIR 392/2016
33. COMPASSIONATE APPOINTMENT SCHEME –HO CIR 143/2015
34. PACKING CHARGES TO POs –H O CIR 598/2014
35. EMPLOYEES’ SUGGESTION SCHEME –H O CIR 233/2010
36. PERMISSION TO STAY AT THIRD PLACE –H O CIR 269/2003
78
FIVE PRINCIPLES OF HAPPINESS

OM SWAMI
In all human endeavors, in everything that we do, often our real goal is to eventually experience
happiness. Which, at times, we mistake for fireworks and spurts of energy in the form of pleasures.
When you are really unhappy though, even pleasures hold little meaning. You can’t enjoy food
when you are unwell, for example. So, is there a secret to happiness? Yes, there is.
The secret of happiness is that there is no secret. It’s all out in the open. You think, speak and
act in a manner that fosters happiness and you’ll be increasingly happy.
When we search for happiness in mysticism, meditation, chanting and so on, we are bound to be
disappointed ultimately. For, these things are merely designed to raise our awareness and make
us more adaptive, which in turn helps us to be more at peace. To expect that some cherry of
happiness will drop from the sky while you are meditating is simply absurd. Unless of course, there’s
a crow flying overhead with a little something in its mouth (which won’t be the cherry of happiness, I
can tell you. Maybe for the crow…)
Happiness is a skill. It is something one has to acquire and cultivate. If you put in the hard work,
you will see the results.
So, while there’s no secret of happiness, there are some guidelines. Here’s my two cents’
worth; five principles of happiness:
79
1. Be Sincere
Whether you are dealing with yourself or others, just be sincere. Falsities or
ostentatiousness of speech and conduct will rob you of your peace and the other
person will see through it anyway. Just be normal, be real. To behave in an artificial
manner is the most burdensome thing you can do. It’s even more tragic when we
start mistaking our own false behavior as genuine.
A blind man who lived near the Zen master Bankei heaped praises on him after Bankei had
died. He spoke volumes about his personality, character and charisma.
“But, forgive me for saying this,” his friend questioned. “You are blind. You couldn’t
even see what all he might be doing or how he was acting?”
“Sincerity, my friend, it’s sincerity,”the blind man answered.

“I judge a man’s character by the sound of his voice. Ordinarily when I hear someone
congratulate another upon his happiness or success, I also hear a secret tone of envy.
When condolence is expressed for the misfortune of another, I hear pleasure and
satisfaction. In my experience, however, Bankei’s voice was always sincere. Whenever
he expressed happiness, I heard nothing but happiness, and whenever he expressed
sorrow, sorrow was all I heard.”
When you are sincere you are strong and dependable naturally. When your actions,
thoughts and words are in sync with your intentions, you are being sincere.
Mean what you say and say what you mean. Your words will carry lot more weight.
The Universe will take you more seriously then.
2. Read
Except when in intense solitude or sadhana, I don’t recall a time when I went to bed without
reading something. No matter, how tiring my day might have been, I may just read only one
page, but I make sure that I do it. Reading is like traveling the world without spending
80
as much time or money. When you read a book, you are not just reading the work of
someone who put it together in a few hundred hours. Instead, you are getting a
lifetime’s worth of wisdom in a little package. Even if you chance upon just one thought-
provoking sentence in a good book, the way I see it, it’s paid for the whole book.
What is quite important though is the kind of literature you read. Read good stuff.
Works that inspire you and help you grow as a person. Surfing the web or browsing articles
online before you go to bed does not count. Web browsing is like being in your dinghy in
the middle of a choppy ocean in pitch dark while reading a book is more like walking the
quiet countryside with a little lamp in your hand.
Ideally, the last activity before you fall asleep should be a soothing, distraction free
and relaxing activity. You can meditate too but reading has its own charm.
I have observed that kids who are introduced to reading good books, even as a
matter of discipline at an early age, grow into mature thinkers and confident adults.
Take up reading. You will never regret it. Read good literature.
3. Exercise
This is self-explanatory. Exercise every day or 6 days in a week. Maybe 3 days

followed by a gap of one day and then another 3 days. Either you do it in an
intense burst of 15 min or you do it over 30 min gently until you see beads of sweat
on your body, research shows both methods are equally effective.
Exercising leads to better physical and emotional fitness. When we exercise, our
brain releases many neurotransmitters that help us feel light, happy and stress-free.
Most notably, norepinephrine, serotonin and, briefly dopamine too. These are the
same happy chemicals our brain releases in many other pleasurable activities. Exercising
slows down ageing, it stops your muscles from wasting away and grants you
longevity.
81
Whether you do yoga, running, aerobics, cycling, weights or any other kind, just make
sure you sweat a bit (sitting in front of your TV with air-conditioning turned off or eating
Thai red curry to sweat won’t work). Even athletes who play demanding sports are
prescribed exercise to build endurance and strength.
What exercise does, only exercise can do. There’s no substitute. Get up, breathe,
stretch.
Start exercising. Build it into your routine. Just do it. Sweat.
4. Stop complaining
We have arrived at the most important point. Most of us are compulsive complainers. We
complain about weather, food, economy, others, leaders, anything really. If we bang
into a pole while walking carelessly or stub our toe against some lifeless piece of
furniture, for a moment, we believe that it’s that pole or table that’s out of place.
That, someone should have taken better care. What’s worse is that we are often
complaining to people who can’t do anything about it. If your new washing machine is
broken, complaining to your friend won’t fix it. It’s the vendor you have to deal with.
Within a span of just 24 hours, an average person eats three meals but complains at least
thirty times. Weather is awful, food is not good, he never replies on time, my life
sucks, she should know better, no one loves me or cares about me, I hate my job and so on.
It is extremely detrimental to our spiritual growth as well as emotional well-being.
When complaining becomes a habit, everything just feels less. You want that little bit
more, that little extra and the struggle starts.
When I was thinking of ways to be complaint-free, I had thought about maintaining a
journal or setting a reminder somehow. That was until I read Rev. Will Bowen’s idea.
Bowen is a pastor in a US church and he started this movement of not complaining
for 21 straight days by wearing a purple bracelet. Once you go three weeks without
complaining, he claims and research supports, it sort of becomes your habit, you start to be
more positive and happy.
82
“Put a no-complaint bracelet on your wrist,” he said to his congregation, “and every
time, you complain, simply take it off and put it on the other wrist.”
This builds incredible mindfulness. “Give it to the other person as well, you can also
remind each other.” He adds that we should also avoid harsh criticism, gossiping and
sarcasm besides not complaining. You can buy any silicon or other bracelet online that’s
easy to remove and put back on. It’ll cost you less than a cup of coffee but will do wonders
to raise the baseline of your happiness and positivity overall.
So, next time the salt in your meal is less, don’t complain. Be grateful that you at least
have food to eat. Grab that shaker and put some salt.
“Pass me the salt, please.” This is a good request. (Please, can you pass me the salt?
is even better. Polite speech keeps you calm.)
“There’s no salt!”This is a complaint.
What you’re supposed to do when you don’t like a thing is change it. If you can’t
change it, change the way you think about it. Don’t
complain.~Maya Angelou
5. The Fifth Principle
The fifth principle is something no one can tell you. It’s your personal guideline or
commandment you set based on your own nature, circumstances and goal. Your fifth
principle could be to pray, to meditate or go fishing, for example. Whatever it may
be, it’s something you’ve discovered for yourself.
Write down your own principle.

Three construction workers always ate their lunch together. Each one of them
brought from home the same lunch every day and they were getting sick and tired.
83
“If one more time, I’ve to eat the same sandwich,”the first one said one day, “I’m going to
jump off this building.”
The next person opened his lunch box and complained, “If tomorrow I’ve to eat this pasta
again, I’ll kill myself.”
The third man saw his tiffin and yelled, “Oh for cryin’ out loud! If one more time I’ve
to eat this salad, by God, I’m going to jump.”
The next day, they sat down for lunch as usual. The first worker opened his box and
let out a big sigh. “Thank God, it’s rice today.”
The second one saw his lunch box and exclaimed joyously, “Finally! I love these
bread-rolls.”
“Damn it!” The third one said banging his box against his forehead.
“Same old salad!”
Without another word, he jumped off the building and died.

Distraught, his friends confronted his wife at the funeral.
“Why couldn’t you just give him something else for lunch? Now look.
The poor guy killed himself.”
“That’s what I don’t understand,” the wife said. “He always made his own lunch!”
Somewhere, we all pack our own lunch. It’s entirely in our hands to either be
graceful about things we find disagreeable and look at the brighter side (and yet be
industrious to bring change) or keep on complaining. Our happiness is in our hands and
a lot of it depends on how and where we direct our time and energy.
Excessive web surfing, social media or TV, and complaining are killers of happiness, as
are the toxins of jealousy, envy, and hatred.
84
Occasionally you may indulge in non-productive activities or just lazing around, for we
all have known the joy of procrastination.
Overall though, follow the five principles above and be your own witness to the
transformation you’ll undergo within a matter of a few weeks. As with learning any other
skill, if you are willing to put in the time with patience and determination, there’s no
reason why happiness can’t be championed.
A post with practical tips as this is unlikely to leave you feeling as warm as would a
philosophical one perhaps, but if happiness depended on philosophy alone, our
history wouldn’t be full of depressed thinkers and philosophers. Hence, at the
expense of an evocative and emotive read (which is not my specialization anyway), I
chose to share my views on the practical aspects of happiness. It may seem trifling but
I never forget that when you sit down to read my post,
you are trusting me with 7 minutes of your time. I try my best to do justice to that faith
you place in me as a reader.
Adopt these principles and you’ll find yourself smiling more often. If these don’t work,
don’t worry, I have… let me see… 743 other principles of happiness in my diary that I’ll
be happy to share (just kidding).
Oh, and get that bracelet.
Peace.
Swami
www.omswami.com
85
Place:…………….……………
Date:…………………………..
To
The General Secretary,
CANARA BANK OFFICERS’ ORGANISATION
114/6, III Floor, Subedar Chatram Road,
OPP: Hotel Hoysala, Seshadripuram,
BENGALURU - 560 020.
Dear Sir,
I, …………………………………………….........………………...…………… being an Officer employee of Canara Bank
and presently working at………………………………………………………..office/branch do hereby request you
to enroll me as an ordinary member of Canara Bank Officers’ Organisation (Regd). I have read the Rules
and Bye Laws of Canara Bank Officers’ Organisation (Regd), and agree to abide by the same as amended
from time to time.
NAME
STAFF NUMBER
DESIGNATION SCALE
PRESENT POSTING & DP CODE
DATE OF JOINING THE BANK
DATE OF BIRTH
BLOOD GROUP
RESIDENCE ADDRESS
NATIVE PLACE
MOBILE NUMBER
E-MAIL ID @
Yours Faithfully,
SIGNATURE
(For Office Use Only)
Membership No. ……………………….. Admitted on ………………………

AUTHORITY LETTER
To
The Manager/Senior Manager
CANARA BANK
………………………………………………..
Dear Sir,
Sub: Authorisation for deduction of Subscription of Canara Bank Officers’ Organisation

00000from the monthly Salary and Allowances.
I request you to deduct from my monthly salary and allowances, a sum of Rs.150/- (Rs.
One Hundred Fifty Only) and remit the same to SB A/C no. 0412111010540 of CBOO - Canara Bank
Officers’ Organisation maintained at our Majestic Branch, No. 12, KG Road, Bengaluru: 560 009.
The Authorisation shall continue to be effective till I revoke the same and such revocation shall be
effective from the same month if the revocation letter is received on or before the 15th of the month
and from the succeeding month, if the same is received after 15th of the month.
My earlier mandate, if any, in favour of any other union may be treated as revoked.
Please also note to stop the deduction of Rs.100/- (Rupees One hundred only) on
account of monthly contribution towards (CBOA Benevolent Fund) from my
monthly salary and allowances with immediate effect.
Yours faithfully,
SIGNATURE
NAME
STAFF NUMBER
DESIGNATION
PRESENT POSTING & DP CODE
PLACE: ………………………………… RECEIVED/NOTED
DATE: …………………………………
CC to: General Secretary, Canara Bank Officers’ Organisation,

No. 114/6, III Floor, Subedar Chatram Road, OPP: Hotel Hoysala MANAGER/ SR. MANAGER
Seshadripuram, BANGALORE: 560 020
ONE TIME LIFE MEMBERSHIP
Rs. 4000/- (Officers) Rs. 2000/- (Workmen)
PHOTO
To
The General Secretary,
CANARA BANK RETIRED EMPLOYEES' ORGANISATION (Regd.)
Place:…………………………
(Affiliated to BMS & Forum of Retired Bank Employees)
114/1, III Floor, Subedar Chatram Road, Date:…………………………
OPP: Hotel Hoysala, Seshadripuram,
BENGALURU - 560 020.
Dear Sir,
I,……………………………………………………………………………… being a retired employee of Canara Bank do hereby request
you to enroll me as a LIFE MEMBER of Canara Bank Retired Employees’ Organisation (Regd). I have read the Rules
and Bye Laws of Canara Bank Retired Employees’ Organisation (Regd), and agree to abide by the same as amended from
time to time.
I am enclosing herewith a Demand Draft/Cheque No…………………… dated ……………………….. for Rs. ……………………
towards subscription for Life Membership.
I furnish here under other details:
NAME
STAFF NUMBER
DESIGNATION AT THE TIME OF SCALE

RETIREMENT
LAST POSTING & DP CODE
DATE OF BIRTH
DATE OF RETIREMENT MODE OF RETIREMENT
BLOOD GROUP
RESIDENCE ADDRESS
RESIDENTIAL PHONE NO.
NATIVE PLACE
MOBILE NUMBER
E-MAIL ID @
Yours Faithfully,
SIGNATURE
(For Office Use Only)

Membership No. ……………………….. Admitted on ………………………

BE A GOOD MANAGER
MANAGER STARTS WITH MAN –SO, YOU HAVE TO BE A GOOD MAN FIRST
–THEN ONLY YOU CAN BECOME A GOOD MANAGER
GOOD MAN MEANS –A GOOD HUMAN BEING
GOOD MANAGER MEANS –LEARN AND EARN GOOD KNOWLEDGE
–MOTIVATE OTHERS
–UPHOLD YOUR DIGNITY
HONESTY KNOWLEDGE
DISCIPLINE –BE CONSIDERATE TO SUBORDINATES
TEAM WORK –PROTECT THE SUBORDINATES
–GIVE RESPECT / GET RESPECT
–LIVE BY GOOD PRINCIPLES
–LEAD BY EXAMPLE
– PRIORITISE THE WORK….
IMPORTANT TO WORK FOR THE BANK….IN THE INTEREST OF THE BANK…

FOLLOW SYSTEM & PROCEDURES OF THE BANK / FOR THE BANK…. PUNCTUALITY
KNOW YOUR DUTIES AND RIGHTS…. NEATNESS DECISIVENESS
KNOW YOUR WORK AND WORK WHAT YOU KNOW…. POSITIVE ATTITUDE
THERE IS NO SUBSTITUTE TO THE KNOWLEDGE…
STRONG SUPERVISION… BY RANDOM VERIFICATION OF THE PERSONS/PROCESSES…
FIRM & FAIR ADMINISTRATION-PROPER HANDLING OF STAFF/ CUSTOMERS/ SUPERIORS…
NO SHORTCUTS. . NO LAXITY.. DUE DILIGENCE AT ALL TIMES. .
EYES & EARS TO BE OPEN.. TO GET THE MARKET INFORMATION AT ALL TIMES. .
PROPER & TIMELY ADHERENCE TO GOVT. GUIDELINES/STATUTORY REQUIREMENTS, VIZ.
TDS REMITTANCE, 15 G/H, FILING OF RETURNS..
TAKING CARE OF DOUBLE LOCK KEYS, AODs, EXPIRED LIMITS . .
UNDERSTAND THAT –ANY DEVIATION FROM THE DEFINED GUIDELINES
–AND YOU DO NOT HAVE ANY DELEGATED POWERS
–AND YOU ENTER INTO THE ZONE OF GROSS MISCONDUCT
ALWAYS REMEMBER
YOUR JOB (SALARY) IS MOST IMPORTANT FOR YOU & YOUR FAMILY
AND NOBODY IS BETTER THAN YOU TO PROTECT IT
NO AALAS
NO LAALACH
So what will matter? How will the value of your

Live A Life That Matters days be measured?
Ready or not, someday it will all come to an end. What will matter is
There will be no more sunrises, not what you bought, but what you built;
no minutes, hours or days. not what you got, but what you gave.
All the things you collected, whether treasured or What will matter is not your success,
forgotten, will pass to someone else. but your significance.
Your wealth, fame and temporal power will What will matter is not what you learned,
shrivel to irrelevance. but what you taught.
It will not matter what you owned What will matter is every act of integrity,
or what you were owed. compassion, courage or sacrifice that enriched,
empowered or encouraged others to emulate
Your grudges, resentments, frustrations, and your example.
jealousies will finally disappear.
What will matter is not your competence,
So, too, your hopes, ambitions, plans, and but your character.
to-do lists will expire.
What will matter is not how many people you
The wins and losses that once seemed so important knew, but how many will feel a lasting loss
will fade away. when you're gone.
It won't matter where you came from, or on what What will matter is not your memories, but the
side of the tracks you lived, at the end. memories that live in those who loved you.
It won't matter whether you were What will matter is how long you will be
beautiful or brilliant remembered, by whom and for what.
Even your gender and skin color will be irrelevant. Living a life that matters doesn't happen by
accident. It's not a matter of circumstance
but of choice.
Choose to live a life that matters.
ft;ks vkSj thou nks
jDrnku gS egknku
4
WE'VE REACHED
L I K E S O N FA C E B O O K - T H A N K Y O U
R;kx !! riL;k !! cfynku !!
CANARA BANK OFFICERS’ ORGANISATION (Regd.)

(Affiliated to NOBO and BMS)
“MAARGADARSHIKA”
released during the
17 TH ALL INDIA TRIENNIAL CONFERENCE

th
held on Saturday, 24 November, 2018 at Lucknow
Inauguration by
Dr. Dinesh Sharma
Honorable Deputy Chief Minister
Guest of Honour Guest of Honour
Smt. Sanyukta Bhatia Sri Umesh Kumar Sharma
Mayor, Lucknow General Manager Canara Bank CO Lucknow
Guest of Honour Guest of Honour

Sri Virjesh Upadhyay Sri Viraj V Tikekar
General Secretary, Bharatiya Mazdoor Sangh General Secretary NOBO
V K Goyal Dr. Neeraj Bora Subramani K

President MLA, UP General Secretary
Chairman Reception Committee
(AFFILIATED TO BMS/ NOBO)
IMPORTANT CIRCULARS
1. IX BIPARTITE – HO CIR 342/2015
2. CBOSR 1979 & CBOER 2001 REGULATIONS
3. CANARA BANK OFFICER EMPLOYEES’ CONDUCT REGULATIONS 1976
4. CANARA BANK OFFICER EMPLOYEES’ DISCIPLINE & APPEAL REGULATIONS 1976
5. STAFF ACCOUNTABILITY POLICY – HO CIR 352/2018
6. RIGOUR – HO CIR 150/2012
7. ORAL INSTRUCTIONS – HO CIR 146/2017
8. WHISTLE BLOWER POLICY – HO CIR 651/2016
9. SPECIAL ASSISTANTS – POWERS – HO CIR 200/2017
10. LEAVE DURING PROBATION – HO CIR 59/87
11. POLICY ON USE OF SOCIAL MEDIA – HO CIR 247/2015; 147/2017
12. PROMOTION POLICY – SCALE 2, 3 & 4 - MEMO 69/2018
13. PROMOTION POLICY – CLERICAL TO JMG SCALE I - MEMO 19/2015
14. JOINING TIME ON TRANSFER – HO CIR 247/2016
15. CAPACITY BUILDING INCENTIVE – HO CIR 94/2018
16. HIGHER EDUCATION INCENTIVE – HO CIR 398/2017; 23/2012
17. TALENT BANK SCHEME– HO CIR 389/2018
18. BLOOD DONATION INCENTIVE – HO CIR 35/2003
19. GPAI POLICY 2018-19 – HO CIR 454/2018
20. COOBLIGATION BY OFFICERS – HO CIR 372/89
21. BUSINESS DEVELOPMENT EXPENSES – HO CIR 113/2004; 177/2008; 478/2014; 589/2014
22. CONVEYANCE EXPENSES – HO CIR 96/2012; 471/2017
23. CLEANING EXPENSES – HO CIR 128/2010; 560/2014
24. NEWSPAPER EXPENSES – HO CIR 325/2011
25. RENTAL CEILINGS – HO CIR 340/2015
26. FURNITURE SCHEME – HO CIR 303/2013
27. MAINTENANCE OF FURNITURE – HO CIR 187/2016
28. BRIEF CASE TO OFFICERS – HO CIR 720/2016
29. FACILITIES TO MARKETING OFFICERS – HO CIR 25/2010
30. MOBILE FACILITY TO MANAGERS – HO CIR 762/2016
31. HOUSING LOAN – HO CIR 230/2015
32. CAR LOAN SCHEME – HO CIR 479/2017
33. CAR LOAN –POs – HO CIR 571/2014
34. DPN LOAN TO EMPLOYEES – HO CIR 478/2017
35. FESTIVAL ADVANCE – HO CIR 392/2016
36. COMPASSIONATE APPOINTMENT SCHEME – HO CIR 143/2015
37. PACKING CHARGES TO POs – H O CIR 598/2014
38. EMPLOYEES’ SUGGESTION SCHEME – H O CIR 233/2010
39. PERMISSION TO STAY AT THIRD PLACE – H O CIR 269/2003
ADWO
2
3
4
a)
b)
5
6
7
8
9
10
11
12
13
14
15
CANARA BANK (OFFICERS‟)
SERVICE REGULATIONS, 1979
In exercise of the powers conferred by Section 19 read with sub-section (2) of Section 12 of
the Banking Companies (Acquisition and Transfer of Undertakings) Act, 1970 (5 of 1970),
the Board of Directors of Canara Bank in consultation with the Reserve Bank of India and
with the previous sanction of the Central Government hereby makes the following
regulations, namely:-
CHAPTER - I
PRELIMINARY
1. SHORT TITLE AND COMMENCEMENT
(1) These regulations may be called Canara Bank (Officers‟) Service Regulations,
1979
(2) These regulations shall come into force on the first day of July, 1979.
2. OFFICERS TO WHOM THE REGULATIONS APPLY
(1) These regulations shall apply to all Officers of the Bank and to such other
employees of the Bank to whom they may be made applicable by the Competent
Authority to the extent and subject to such conditions as such Authority may
decide.
(2) They shall also apply to Officers transferred / posted / deputed outside India
except to such extent as may be specifically or generally prescribed by the
Competent Authority.
(3) They shall, however, not apply to employees appointed / engaged in any country
outside India and permanently serving there.
3. DEFINITIONS
In these regulations, unless there is anything repugnant to the subject or context:
(a) “appointment date” means, the 1st of July 1979 ;
(b) “Bank” means Canara Bank ;
(c) “Board” means the Board of Directors of the Bank ;
(d) “Competent Authority” means the Authority designated for the purpose by the
Board ;
(e) “Emoluments” means, the aggregate of salary and allowances, if any ;
(f) “Family” means and includes the spouse of the Officer (if the spouse is also not
an employee of the Bank) and the children, parents, brothers and sisters of the
1
Officer wholly dependant on the Officer but shall not include a legally separated
spouse ;
(g) “Government” means the Central Government ;
(h) “Guidelines of the Government” shall mean such guidelines as may be issued by
the Government and shall include the recommendations made in the Report of
the Committee constituted by the Government‟s Resolution No. F 4(26)/72/IR
dated 19th July, 1973, as accepted by Government together with modifications
or alterations thereof as may, from time to time have been or be made by the
Government ;
(i) “Managing Director” means the Managing Director of the Bank ;
(j) “Officer” means a person fitted into or promoted to or appointed to any of the
grades specified in Regulation 4 and any other person, who immediately prior to
the appointed date, was an Officer of the Bank, and shall also include any
specialist or technical person as fitted or promoted or appointed and any other
employee to whom any of these regulations has been made applicable under
Regulation 2 ;
(k) “Pay” means basic pay including stagnation increment ;
(l) “Salary” means the aggregate of the pay and Dearness Allowance ;
(m) “Year” means a continuous period of twelve months;
(n) “Calendar Year” means the period commencing from the 1st day of January of a
year and ending with the 31st day of December of the same year.
2
CHAPTER - II
GRADES AND CATEGORISATION OF POSTS
4. GRADES AND SCALES OF PAY
(1) On and from 01.11.1987, the scales of pay specified against each grade shall be as
under
(a) TOP EXECUTIVE GRADE
Scale VII : Rs 6400-150-7000

Scale VI : Rs 5950-150-6550
(b) SENIOR MANAGEMENT GRADE
Scale V : Rs 5350-150-5950
Scale IV : Rs 4520-130-4910-140-5050-150-5350
(c) MIDDLE MANAGEMENT GRADE
Scale III : Rs 4020-120-4260-130-4910

Scale II : Rs 3060-120-4260-130-4390
(d) JUNIOR MANAGEMENT GRADE
Scale I : Rs 2100-120-4020
(2) On and from 01.07.1993, the scales of pay specified against each grade shall be
revised as under : -
Scale VII : Rs 12650-300-13250-350-13600-400-14000

Scale VI : Rs 11450-300-12650
Scale V : Rs 10450-250-11450
Scale IV : Rs 8970-230-9200-250-10450
Scale III : Rs 8050-230-9200-250-9700

Scale II : Rs 6210-230-8740
Scale I : Rs 4250-230-4940-350-5290-230-8050
3
(3) With effect from 01.04.1998, the scales of pay specified against each grade shall be
as under :
Scale VII : Rs 19340-420/2-20180-520/1-20700-600/1-21300

Scale VI : Rs 17660-420/4-19340
Scale V : Rs 16140-380/4-17660
Scale IV : Rs 13900-340/1-14240-380/5-16140
Scale III : Rs 12540-340/5-14240-380/2-15000

Scale II : Rs 9820-340/11-13560
Scale I : Rs 7100-340/16-12540
NOTE : Every officer who is governed by the scales of pay as in force as on

31.03.1998 shall be fitted in the scale of pay set out as in this Sub
Regulation as on 01.04.1998 on stage to stage basis i.e on
corresponding stages from first stage onwards in the respective scales
& the increments shall fall on the anniversary date as usual except
where provided otherwise.
(4) *With effect from 1.11.2002 the scales of pay specified against each grade shall be
as under:
Scale VII : Rs 29340-680/2-30700-900/1-31600-1000/1-32600

Scale VI : Rs 26620-680/4-29340
Scale V : Rs 24140-620/4-26620
Scale IV : Rs 20480-560/1-21040-620/5-24140
Scale III : Rs 18240-560/5-21040-620/2-22280

Scale II : Rs 13820-500/1-14320-560/10-19920
Scale I : Rs 10000-470/6-12820-500/3-14320-560/7-18240
Fitment: Fitment shall be state-to-stage, i.e. on corresponding stages from 1st stage
onwards and the increments shall fall on the anniversary date as usual.
5. Nothing in Sub Regulations (1), (2), (3) and (4) shall be construed as requiring the
Bank to have at all times, officers serving in all these grades.
*pending amendment to Regulation
4
5. INCREMENTS
*(1) Subject to the provisions of Sub regulation (4) of the Regulation 4, on and from
01.11.2002, the increments shall be granted subject to the following sub-clauses:
a) The increments specified in the scales of pay set out in Regulation 4 shall, subject to the
sanction of the Competent Authority, accrue on an annual basis and shall be granted on
the first day of the month in which these fall due.
b) Officers in Scale-I and Scale-II, 1 year after reaching the maximum in their respective
scales, shall be granted further increments including stagnation increment(s) in the next
higher scale only as specified in (c) below subject to their crossing the efficiency bar as
per guidelines of the Government.
c) Officers including those referred to in (b) above who reach the maximum of the Middle
Management Grade Scales II and III shall draw stagnation increment (s) for every three
completed years of service after reaching the last stage of the Scale II or Scale III as
the case may be subject to a maximum of two such increments of Rs.560/- each for
Officers in the last stage of Scale II and one such increment of Rs.620/- for Officers in
the last stage of Scale III.
Provided that on and from 01.11.1994 Officers in substantive Scale III i.e., those who
are recruited in or promoted to Scale III shall be eligible for second stagnation
increment three years after having received the first stagnation increment.
NOTE : Grant of such increments in the next higher scale shall not amount to
promotion. Officers even after receipt of such increments shall continue to
get privileges, perquisites, duties, responsibilities or posts of their substantive
Scale I or Scale II as the case may be.
2. An additional increment each shall be granted in the Scale of pay for passing Part I of
CAIIB / Junior Associate of Indian Institute of Bankers and Part II / Certified Associate of
Indian Institute of Bankers examination.
EXPLANATION :
(a) In the case of an Officer who has passed Part I or Part II of Certified Associate
of Indian Institute of Bankers Examination as an Officer before the appointed
date, the additional increment or increments as the case may be, shall be given
effect to from the appointed date provided that he has not received any
increment or received only one increment, for passing both parts of the said
examination.
(b) On and from 01.11.1987, Officers who reach or have reached the maximum in
the pay scale and are unable to move further except by way of promotion shall,
subject to Government guidelines, if any, be granted Professional Qualification
Allowance in lieu of additional increments in consideration of passing CAIIB
examination as under :-
5
Those who have passed (i) Rs 100/- per month after one year of which, Rs 75/-
only Part I of CAIIB shall rank for superannuation benefits
Those who have passed (i) Rs 100/- per month after one year, of which, Rs
both parts of CAIIB 75/- shall rank for superannuation benefits
(ii) Rs 250/- per month after two years, of which,
Rs 200/- shall rank for superannuation benefits
(c) On and from 01.11.1994, other things being equal, the quantum of
Professional Qualification Allowance shall stand revised as under :
Those who have passed (i) Rs 120/- per month after one year on reaching top
only Part I of CAIIB of the scale
Those who have passed (i) Rs 120/- per month after one year on reaching top
both parts of CAIIB of the scale
(ii) Rs 300/- per month after two years on reaching top
of the scale
Provided that Officers who are eligible to draw Fixed Personal Allowance in terms of
Regulation 5 (3) (b) shall draw Professional Qualification Allowance one year / two
years after receipt of such Fixed Personal Allowance respectively for Part I and II as
the case may be.
(d) On and from 01.11.1999, other things being equal, the quantum of Professional
Qualification Pay shall stand revised as under :-
Those who have passed (i) Rs 150/- per month after one year on reaching
JAIIB or Part I of CAIIB maximum of the scale
(i) Rs 150/- per month after one year on reaching

Those who have passed maximum of the scale
JAIIB & CAIIB or both (ii) Rs 360/- per month after two years on reaching
parts of CAIIB maximum of the scale
Provided that Officers who are in Scale I & Scale II and are granted further
increments in the next higher scale as in Sub Regulation (1) (b) shall draw
Professional Qualification Pay after one / two years, as the case may be, on
reaching the maximum in such higher scales.
(e) *On and from 01.11.2002, other things being equal, the quantum of
Professional Qualification Pay shall stand revised as under :-
Those who have passed (i) Rs 300/- per month one year after reaching
JAIIB or Part I of CAIIB maximum of the scale
(ii) Rs 300/- per month one year after reaching
Those who have passed maximum of the scale
JAIIB & CAIIB or both (iii) Rs 750/- per month two years after reaching
parts of CAIIB maximum of the scale
6
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 instalment of PQP and the release of subsequent
instalments of PQP shall be with reference to the date of release of first instalment of
PQP.
Provided further that in case where an Officer, as on 2nd June 2005, 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 form 1 st
November 2002 or the date of acquiring such qualification/s, whichever is later,
released PQP as provided herein above.
NOTE:
(i) If an Officer who is in receipt of Professional Qualification Pay is promoted to

next higher scale, he shall be granted, on fitment in such higher scale,
additional increment(s) for passing JAIIB / CAIIB to the extent increments are
available in the scale and if no increments are available in the scale, the
Officer shall be eligible for Professional Qualification Pay in lieu of
increment(s).
(ii) On & from 01.11.1994, Professional Qualification Allowance / Professional

Qualification Pay as the case may be, shall rank for Dearness Allowance,
House Rent Allowance & superannuation benefits.
3 (a) All Officers who are in the Bank‟s permanent service as on 01.11.1993 will get
one advance increment in the scale of pay. Officers, who are on probation on
01.11.1993, will get one advance increment one year after confirmation.
NOTE: There shall be no change in the date of annual increment because of

advance increment.
(b) An Officer who is at the maximum of the scale or who is in receipt of stagnation
increment(s) as on 01.11.1993 will draw a Fixed Personal Allowance from
01.11.1993, which shall be equivalent to an amount of last increment drawn
plus dearness allowance payable thereon as on 01.11.1993, plus house rent
allowance, at such rates as applicable in terms of Regulation 22. The Fixed
Personal Allowance given hereunder together with House Rent Allowance, if
any, shall remain frozen for the entire period of service :-
TOTAL FPA PAYABLE WHERE

INCREMENT DA AS ON
BANK‟S ACCOMMODATION IS
COMPONENT 01.11.1993
PROVIDED
A B C
Rs 230/- Rs 5.79 Rs 236/-
Rs 250/- Rs 6.30 Rs 257/-
Rs 300/- Rs 7.56 Rs 308/-
Rs 400/- Rs 10.08 Rs 411/-
7
(c) On and from 01.11.1999 other things being equal, the Fixed Personnel Pay with
House Rent Allowance, if any, shall be as given hereunder :-
TOTAL FPP PAYABLE WHERE

INCREMENT DA AS ON
PROVIDED
A B C
Rs 340/- Rs 4.28 Rs 345/-
Rs 380/- Rs 4.78 Rs 385/-
Rs 420/- Rs 5.29 Rs 426/-
Rs 600/- Rs 7.56 Rs 608/-
(d) *On and from 1st November 2004, Fixed Personal Pay together with House
Rent Allowance shall be at the following rates and shall remain frozen for
the entire period of service.
TOTAL FPP PAYABLE WHERE

INCREMENT DA AS ON
PROVIDED
A B C
Rs 560/- Rs 23/- Rs 583/-
Rs 620/- Rs 25/- Rs 645/-
Rs 680/- Rs 28/- Rs 708/-
Rs 1000/- Rs 41/- Rs 1041/-
NOTE:
(i) Fixed Personal Allowance / Fixed Personal Pay as indicated under column
(C) in Clause (b), (c) and (d) shall be payable to those Officer employees,
who are provided with Bank‟s accommodation.
(ii) Fixed Personal Allowance / Fixed Personal Pay for Officers eligible for
House Rent Allowance shall be (A) + (B) + House Rent Allowance drawn
by the concerned Officer employees when the last increment of the
relevant scale of pay as specified in Sub Regulation (2), (3) and (4) of
Regulation 4 is earned.
(iii) On and from 1st November 1999 there shall be no change in the schedule
of release of Professional Qualification Pay as in Explanation (c) under Sub
Regulation (2) on account of release of Fixed Personal Pay :
Provided that where any instalment of Professional Qualification Pay which

on account of the earlier provisions have been shifted by a year and is
scheduled for release on or after 01.11.1999, it shall be released to the
Officer on and from this date and second instalment of Professional
Qualification Pay, if any, shall be released on 01.11.2000.
(iv) The increment component of Fixed Personal Allowance / Fixed Personal

Pay shall rank for superannuation benefits.
(e) An Officer who has earned the advance increment as in (a) above shall draw
the quantum of Fixed Personal Allowance / Fixed Personal Pay as mentioned
in (b) or (c) or (d) above, one year after reaching the maximum of the
scale.
8
6. CATEGORISATION
1. Having regard to the responsibilities and functions exercisable, every post of an

Officer in the Bank shall be categorized by the Board or any Authority specified
by the Board in this behalf as falling in any one of the Grades or Scales
mentioned in Regulation 4, and such categorisation may be reviewed by the
Board or such Authority.
Provided that the categorisation of the posts in existence on the appointed date
shall be done before the expiry of two years from that date in accordance with
guidelines of the Government, if any, and shall in respect of the posts in the
Senior Management and Top Executive Grades be done by a Committee of the
Managing Director and such other persons as may be appointed by the
Government for the purpose.
2. For the purpose of categorisation of posts under Sub Regulation (1), every
branch of the Bank shall be classified by the Bank, in accordance with the
criteria to be approved by the Board of the Bank.
9
CHAPTER III
FITMENT OF EXISTING OFFICERS AND PROMOTEES

IN THE NEW GRADES AND SCALE OF PAY
7. CATEGORISATION ON THE APPOINTED DATE
Subject to the provisions of Regulation 6, the various posts of Officers in the Bank on
the appointed date shall be categorized as specified in the Table below:
POSTS GRADE / SCALE IN WHICH PLACED

General Managers Top Executive Grade Scale-VII
JGM / Deputy General Managers Top Executive Grade Scale-VI
Assistant General Managers Senior Management Grade Scale-V
Divisional Manager / Chief Managers Senior Management Grade Scale-IV
Grade I & II promoted to that Grade
Middle Management Grade Scale-III
on or before 31.12.1977
Grade II promoted on 01.01.1978 or

after and Grade III Managers / Middle Management Grade Scale-II
Superintendents
All Other Officers Junior Management Grade Scale-I
Provided that any difficulties and anomalies arising out of the above categorisation shall
be referred to a Committee consisting of the Managing Director and such other persons
as may be appointed by the Government for this purpose for its decision.
8. FITMENT IN THE SCALE OF PAY
(1) Every Officer of the Bank, who immediately before the appointed date holds a post
specified in column 1 of the Table below Regulation 7 and whose post has been
categorized in the grade specified in column 2 thereof; shall be fitted in the scale of
pay applicable to that grade in such a manner that his salary in that scale shall have
relation with the aggregate pay plus dearness allowance payable to him
immediately before the appointed date in accordance with the guidelines of the
Government.
(2) Subject to Sub Regulation (3), on being so fitted in the new scale of pay such
Officer shall be eligible to draw the next increment, if any, in such new scale on the
date on which he would have been eligible to draw an increment immediately prior
to the appointed date unless intimated to the contrary
(3) Where two or more Officers of different seniorities in the scales of pay immediately
prior to the appointed date are fitted at the same stage in the new scale of pay,
different dates may be fixed for the eligibility of such Officers for the next increment
in the new scale of pay.
(4) Where in the course of aforesaid scheme of fitment, Officers have to be fitted in
different scales depending on whether they are located in the Head Office or in the
field or Metropolitan areas or other areas, the mere fact that on the appointed date
they happen to be posted at a particular place or office shall not by itself entitle
them to a fitment in a particular grade and the Bank may make suitable changes in
placements so as to fit them in an appropriate grade, having due regard to their
inter-se-seniority.
10
9. ADJUSTMENT ALLOWANCE
If the pay of an Officer after fitment in the new scale of pay in the manner referred to in
Regulation 8 is at the maximum of that scale and even then, the salary of such Officer is
lower than the aggregate of pay and dearness allowance payable to him immediately
before such fitment, together with additional increment, if any, that may be taken into
account for fitment of an Officer in the category to which he belongs, the difference shall
be paid to him by way of adjustment allowance till such time as he is promoted to a
higher scale. If salary on such promotion is still less than the aggregate of salary and
adjustment allowance payable to him immediately before such promotion, the difference
shall continue to be paid to him as adjustment allowance; so, however, the adjustment
allowance, payable after such promotion shall be absorbed in the future increments to
the extent of 33 1/3rd % of each such increment, or of 33 1/3rd % of the increase in
salary as a consequence of such increment, whichever is lower.
10. PERSONAL ALLOWANCE
(1) If the salary and allowances, if any, payable under these Regulations to an Officer
after fitment in the new scale of pay in the manner referred to in Regulation 8 is
lower than aggregate of pay and such allowances as are set out in the explanation
to this Regulation and were payable to him immediately before such fitment, the
difference shall be paid to him as a personal allowance which shall be absorbed in
the future increments to the extent of 33 1/3 rd % of each such increment or of 33
1/3rd % of the increase in the salary as a consequence of such increment
whichever is lower.
EXPLANATION:
The allowances referred to in this Regulation payable before fitment are the
following:
(i) House Rent Allowance, wherever payable

(ii) Additional CCA in Northern India branches
(iii) Onerous Duty Allowance (nature is post allowance)
(iv) City Compensatory Allowance
(v) Project Area Compensatory Allowance
(vi) Split Duty Allowance
(vii) Hill Area Allowance
(viii) Special Allowance – Andaman / Nicobar Islands
(ix) Deputation Allowance
(x) Compensatory Allowance for Education of Children
(xi) Water Scarcity Allowance
(xii) Fuel Allowance
(xiii) Temporary Compensatory Allowance upto 30.6.1980
NOTE: The House Rent Allowance, wherever payable, shall mean:

(a) Where a house rent allowance was payable to the Officer immediately before
such fitment,
OR
(b) Where immediately before such fitment in accordance with the rules of service
then applicable, an Officer had been provided with a rent free accommodation
or allowed to hire accommodation on reimbursement basis, such allowance only
as would have been payable to him under those rules as House Rent Allowance
or 10% of pay on fitment in the new scale of pay, whichever is higher, provided
that where an Officer is eligible for house rent allowance in terms of Regulation
22 the amount of personal allowance, if any, payable to him under clause (a) or
(b) above shall be set off against such house rent allowance and difference, if
any, after such set off shall alone be, payable to him.
11
(2) For the purpose of computation of the personal allowance provided in Sub
Regulation (1) above, such of the foregoing allowances excluding City
Compensatory Allowance as mentioned in the explanation above would have
ceased at any time to be payable to the Officer under the rules applicable to him
before fitment in the new scale shall be excluded.
11. ABSORPTION AGAINST FUTURE INCREMENTS & INCREASES
For the purpose of absorbing the allowances mentioned in Regulations 9 and 10, the 33
1/3% referred to therein shall be applied firstly for absorbing the adjustment allowance,
if so necessary, and then the personal allowance.
12. OPTION FOR EXISTING OFFICERS
(1) Notwithstanding anything contained in these Regulations, an Officer in the service

of the Bank immediately before the appointed date shall have the option to
continue even after that date in the scale of pay applicable to him immediately
before the appointed date by communicating to the Bank within 30 days of the
receipt of the intimation regarding his fitment in the new scale of pay.
Provided that such option shall continue to have effect only till the Officer is
promoted to a scale in the scales of pay set out in the Regulation 4 higher than the
scale of pay to which the scale of pay under his entitlement immediately before the
appointed date corresponds in accordance with Regulation.
(2) Save as provided in Sub Regulation (3), where an Officer has exercised such
option, he shall continue to draw pay and allowances according to his entitlement in
the service of the Bank immediately prior to the appointed date ;
Provided that in any case the Officer shall not be eligible for the perquisites under
such entitlement but shall be entitled only to such perquisites as are admissible to
him under these Regulations.
(3) Any Officer who has exercised option referred to in Sub Regulation (1) and
continues to draw pay and allowances according to his entitlement in the services
of the Bank immediately prior to the appointed date, in terms of Sub Regulation (2)
shall be allowed to opt for pay and allowances as applicable under these
Regulations on and from 01.02.1984. On exercising such option, he will be fitted
notionally on the appointed date into the new scale of pay in the manner referred
to in Regulation 8 and after granting him the increments he would have received in
terms of these Regulations up to 31.01.1984, he shall be fitted in the scale of pay
set out in Regulation 4 (1) as on 01.02.1984 in accordance with the guidelines of
Government issued there under.
Provided that if the aggregate of pay and allowances payable under these
Regulations to the Officer after fitment as above is lower than the aggregate of pay
and allowances that were payable to him as on 31.01.1984 before such fitment, the
difference shall be paid to him as a personal allowance which shall be absorbed in
the future increments to the extent of 33 1/3% of each such increment or 33 1/3%
of the increase in the salary as a consequence of such increment, whichever is
lower.
12
(4) Any Officer
(a) who had exercised option referred to sub-regulation (1); and
(b) who continued even after the first day of February 1984 to draw pay and
allowances applicable to him immediately before the appointed date; and
(c) who continues in regular service of the Bank on or after the first day of April,
1997, may be allowed to opt for pay and allowances as applicable under
these regulations on and from the first day of April, 1997; on exercising such
option, he will be fitted on the pay in such a manner that the pay as set out
in Regulation 4(2) along with the dearness allowance payable thereon as on
01.04.1997 is nearest to his existing salary (i.e. pay plus dearness
allowance) being drawn in terms of sub-regulation (2) on 31.03.1997.
13. APPEAL AGAINST FITMENT
(1) Any Officer aggrieved by a fitment accorded to him in the new scales of pay, may
prefer an appeal to the committee constituted by the Board for this purpose.
(2) Such appeal shall be preferred within 30 days of the receipt of the communication
of the fitment accorded to him.
(3) The Committee may, after giving an opportunity to the Officer concerned to make
his representation in the matter make such decision as it thinks fit ;
Provided that the Board may of its own motion review any such decision and where
it reviews any such decision, it shall give an opportunity to the Officer concerned to
make his representation in the matter.
13
CHAPTER IV
APPOINTMENT, PROBATION, CONFIRMATION

PROMOTION, SENIORITY AND TERMINATION
14. APPOINTMENTS
All appointments in and promotions to the Officers grade shall be made by the
Competent Authority in the light of the guidelines of the Government, if any.
15. PROBATION
(1) An Officer directly appointed to the Junior Management Grade shall be on probation
for a period of 2 years.
(2) An employee of the Bank promoted as an Officer in the Junior Management Grade
shall be on probation for one year.
(3) An Officer appointed to any other grade shall be on probation for 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.
16. CONFIRMATION
(1) An Officer shall be confirmed in the services of the Bank, if in the opinion of the
Competent Authority, the Officer has satisfactorily completed the training in any
institution to which the Officer may have been deputed for training and the in-
service training in the Bank.
Provided, that an Officer directly recruited to the Junior Management Grade may be
required also to pass a test in a language other than his mother tongue.
(2) If in the opinion of the Competent Authority an Officer has not satisfactorily
completed either or both the training referred to in Sub Regulation (1) or if the
Officer has not passed the test referred to therein, the Officer‟s probation may be
extended by a further period not exceeding one year.
(3) Where during the period of probation, including the period of extension, if any, the
Competent Authority is of the opinion that the Officer is not fit for confirmation :
(a) in the case of a direct appointee, his services may be terminated by one
months notice or payment of one months emoluments in lieu there of ; and
(b) in the case of a promotee from the Bank‟s services, he may be reverted to the
grade or cadre from which he was promoted.
17. PROMOTIONS
(1) Promotions to all grades of Officers in the Bank shall be made in accordance with
the policy laid down by the Board from time to time having regard to the guidelines
of the Government, if any.
(2) For the avoidance of doubts, it is clarified that this Regulation shall also apply to
promotions of any category of employees to the Junior Management Grade.
14
18. SENIORITY
(1) Each year, the Bank shall prepare a list of Officers in its service showing their
names in the order of their seniority on an all India basis and containing such other
particulars as the Bank may determine. A copy of such list shall be kept at every
branch or office of the Bank.
(2) Seniority of an Officer in a grade or scale shall be reckoned with reference to the
date of his appointment in that grade or scale. Where there are two or more
Officers of the same length of service in that grade or scale, their inter-se-seniority
shall be reckoned with reference to their seniority in the immediately preceding
grade or scale or the previous cadre to which they belonged in the Bank‟s service.
Where two or more Officers have the same length of service in such preceding
grade or scale or such previous cadre, their seniority shall be determined with
reference to their seniority in the immediately preceding grade or scale or cadre, as
the case may be.
(3) Subject to the provisions of Sub Regulation (2)
(a) The inter-se-seniority of Officers directly recruited in a batch to any grade or

scale shall be reckoned with reference to the rank allotted to them at the time
of such recruitment.
(b) If Officers recruited under the general category and reserved category are
allotted to any Bank, the seniority inter-se amongst the candidates so allotted
who join on the same date shall be determined in accordance with the marks
obtained by such candidates without adding notional marks for the reserved
candidates.
(c) If, however, two or more categories of Officers such as Technical Field
Officers, Agricultural Field Officers and General Officers join on the same date
and if there is no system of maintaining separate seniority list for the different
categories of Officers, seniority in the common seniority list shall be
determined on the basis of their date of birth.
(4) In the case of an Officer whose probation has been extended, his seniority shall be
reckoned just below all the Officers, if any, recruited or promoted in the same batch
along with him.
(5) Nothing in this Regulation shall affect the seniority among themselves of the
Officers as existing immediately prior to the appointed date.
19. AGE OF RETIREMENT
(1) The age of retirement of an Officer employee shall be as determined by the Board
in accordance with the guidelines issued by the Government from time to time.
Provided that the Bank may, at its discretion, on review by the special committee /
special committees as provided hereinafter in Sub Regulation (2) retire, if it is of
the opinion that it is in the public interest, an Officer employee on or at any time
after the completion of 55 years of age or on or at any time after the completion of
30 years of total service as an Officer employee or otherwise whichever is earlier ;
Provided further that before retiring an Officer employee, at least three months
notice in writing or an amount equivalent to three months substantive salary/pay
and allowances, shall be given to such Officer employees ;
15
Provided further that an Officer aggrieved by the order of the Competent Authority,
as provided in Sub Regulation (2) may within One month of the passing of the
order, give in writing, a representation to the Board of Directors against the
decision of Competent Authority, and on receipt of such representation from the
concerned Officer, the Board of Directors shall consider his representation and take
a decision within a period of three months. Where the Board of Directors decides
that the order passed by the Competent Authority is not justified, the concerned
Officer shall be reinstated as though the Competent Authority has not passed the
order.
Provided also that nothing in this Regulation shall be deemed to preclude an Officer
employee from retiring earlier pursuant to the option exercised by him in
accordance with the rules in the Bank.
EXPLANATION:
An Officer employee will retire on the last day of the month in which he completes
his age of retirement.
Provided that an Officer employee whose date of birth is on the first day of the
month, shall retire from the service on the afternoon of the last day of the
preceding month on attaining the age of retirement.
(2) The Bank shall constitute a special committee / special committees consisting of
not less than three members, to review, whether an Officer employee should be
retired in accordance with the first proviso to this Regulation. Such Committee /
Committees shall, from time to time, review the case of each Officer employee and
no order of retirement shall be made unless the special committee / special
committees recommends in writing to the Competent Authority the retirement of
the Officer employee.
20. TERMINATION OF SERVICE
(1) (a) Subject to Sub Regulation (3) of Regulation 16, where the Bank is satisfied
that the performance of an Officer is unsatisfactory or inadequate or there is
a bonafide suspicion about his integrity or his retention in the Bank‟s service
would be prejudicial to the interests of the Bank and where it is not possible
or expedient to proceed against him as per the disciplinary procedure, the
Bank may terminate his services on giving him three month‟s notice or
emoluments in lieu thereof in accordance with the guidelines issued by the
Government from time to time.
(a) Order of termination under this Sub Regulation shall not be made unless such
Officer has been given a reasonable opportunity of making a representation to
the Bank against the proposed order.
(b) The decision to terminate the services of an Officer employee under Sub
Regulation (a) above will be taken only by the Chairman & Managing Director.
(c) The Officer employee shall be entitled to appeal against any order passed
under Sub Regulation (a) above by preferring an appeal within 15 days to the
Board of Directors of the Bank. If the appeal is allowed, the order under Sub
Regulation (a) shall stand cancelled.
(d) Where an Officer employee whose services have been terminated and who
has been paid an amount of three month‟s emoluments in lieu of notice and
on appeal, his termination is cancelled, the amount paid to him in lieu of
16
notice shall be adjusted against the salary that he would have earned, had his
services not been terminated and he shall continue in the Bank‟s employment
on same terms and conditions as if the order of termination had not been
passed at all.
(e) An Officer employee whose services are terminated under Sub Regulation (a)
above shall be paid Gratuity, Provident Fund including employer‟s contribution
and all other dues that may be admissible to him as per rules notwithstanding
the years of service rendered.
(f) Nothing contained herein above will affect the Banks right to retire an Officer
employee under Regulation 19 (1).
(2) An Officer shall not leave or discontinue his services in the Bank without first giving
a notice in writing of his intention to leave or discontinue his service or resign. The
period of notice required shall be 3 months and shall be submitted to the
Competent Authority as prescribed in these Regulations.
Provided further that the Competent Authority may reduce the period of 3 months
or remit the requirement of notice.
(3) (i) An Officer against whom disciplinary proceedings are pending shall not leave /
discontinue or resign from his service in the bank without the prior approval
in writing of Competent Authority and any notice or resignation given by such
an Officer before or during the disciplinary proceedings shall not take effect
unless it is accepted by the Competent Authority.
(ii) Disciplinary proceedings shall be deemed to be pending against any employee

for the purpose of this Regulation if he has been placed under suspension or
any notice has been issued to him to show-cause why disciplinary proceedings
shall not be instituted against him and will be deemed to be pending until
final orders are passed by the Competent Authority.
(iii) The Officer against whom disciplinary proceedings have been initiated will
cease to be in service on the date of superannuation but the disciplinary
proceedings will continue as if he was in service until the proceedings are
concluded and final order is passed in respect there of. The concerned Officer
will not receive any pay and / or allowance after the date of superannuation.
He will also not be entitled for payments of retirement benefits till the
proceedings are completed and final order is passed thereon except his own
contribution to CPF.
17
CHAPTER V
ALLOWANCES
21. DEARNESS ALLOWANCE
(1) On and from 01.11.1987, Dearness Allowance scheme shall be as under :
(a) Dearness Allowance shall be payable for every rise or fall of 4 points over 600
points in the quarterly average of the All India Average Working Class
Consumer Price Index (General) Base 1960 = 100
(b) Dearness Allowance shall be payable as per the following rates:
(i) 0.67% of „Pay‟ up to Rs.2500/- plus,

(ii) 0.55% of „Pay‟ above Rs.2500/- to Rs.4000/- plus,
(iii) 0.33% of „Pay‟ above Rs.4000/- to Rs.4260/- plus,
(iv) 0.17% of „Pay‟ above Rs.4260/-
(2) On and from 01.07.1993, Dearness Allowance Scheme shall be as under :
(a) Dearness Allowance shall be payable for every rise or fall of 4 points over
1148 points in the quarterly average of the All India Average Working Class
Consumer Price Index (General) base 1960=100.
(i) 0.35% of „pay‟ up to Rs.4800/- plus,

(ii) 0.29% of „pay‟ above Rs.4800/- to Rs.7700/- plus,
(iii) 0.17% of „pay‟ above Rs.7700/- to Rs.8200/- plus,
(iv) 0.09% of „pay‟ above Rs.8200/-.
(3) On and from 01.04.1998, Dearness Allowance shall be as under :
Consumer Price Index (General) Base 1960=100
(i) 0.24% of „pay‟ up to Rs.7100/- plus,

(ii) 0.20% of „pay‟ above Rs.7100/- to Rs.11300/- plus,
(iii) 0.12% of „pay‟ above Rs.11300/- to Rs.12025/- plus,
(iv) 0.06% of „pay‟ above Rs.12025/-.
(4) *On and from 1.11.2002 to 31.01.2005,
Consumer Price Index (General) Base 1960 = 100 at the following rates :
(i) 0.18% of „pay‟ upto Rs.9,650/- plus

(ii) 0.15% of „pay‟ above Rs. 9,650/- and upto Rs.15,350/- plus
(iii) 0.09% of „pay‟ above Rs. 15,350/- and upto Rs.16,350/- plus
(iv) 0.04% of „pay‟ above Rs.16,350/-
18
(b) On and from 1st February 2005, Dearness Allowance shall be payable for
every rise or fall of 4 points over 2288 points in the quarterly average of the
All India Average Working Class Consumer Price Index (General) Base 1960
= 100 at 0.18% of Pay.
NOTE: (A) “Pay” for the purpose of Dearness Allowance shall mean basic pay including
stagnation increments.
(B) Professional Qualification Allowance/Professional Qualification Pay as

specified in Explanation (c), (d) and (e) to Sub Regulation (2) of Regulation
5 shall rank for Dearness Allowance.
22. HOUSE RENT ALLOWANCE
(1) (a) On and from 1st November 1994, where an Officer is provided with residential
accommodation by the Bank, a sum equal to 4% 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.
(b) Where an Officer is not provided any residential accommodation by the Bank,
he shall be eligible on and from 01.11.1992 for House Rent Allowance at the
following rates :
COLUMN I COLUMN II
WHERE THE PLACE OF WORK IS IN HRA PAYABLE SHALL BE
(i) Major „A‟ class cities specified as such from time to

13% of the pay per
time in accordance with the guidelines of the
month
Government and Project Area centres in Group „A‟
(ii) Other places in Area I and Project Area Centres in 12% of the pay per
Group „B‟ month
(iii) Area-II & State Capitals and Capitals of Union 10½%of the pay per
Territories not covered by (i) and (ii) above. month
9½% of the pay per
(iv) Area III
month
Provided that if an Officer produces a rent receipt, the House Rent Allowance
payable to him shall be the actual rent paid by him for his residential
accommodation in excess over 4% of the pay in the first stage of the scale of
pay in which he is placed or 150% of the House Rent Allowance payable as
per Column II above, whichever is lower.
(2) (a) On and from 01.11.1999, where an Officer is provided with residential
accommodation by the Bank, a sum equal to 2.5% 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.
19
following rates :
COLUMN I COLUMN II
(i) Major „A‟ class cities specified as such from time to

9% of the pay per
time in accordance with the guidelines of the
month
Government and Project Area centres in Group „A‟
(ii) Places in Area I and Project Area Centres in Group 8% of the pay per
„B‟ month
(iii) Area II i.e., all places not covered by (i) and (ii) 7% of the pay per
above. month
payable to him shall be the actual rent paid by him for his residential
accommodation in excess over 2.5% of the pay in the first stage of the scale
of pay in which he is placed or 150% of the House Rent Allowance payable, as
per Column II above, whichever is lower.
(3) (a) *On and from 1st November 2002 Where 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 the scale of pay in which he is placed or the standard rent for
the accommodation, whichever is less, will be recovered from him.
following rates:
COLUMN I COLUMN II
(i) Major „A‟ class cities and Project Area centres in 8.5% of the pay
Group „A‟ per month
(ii) Other Places in Area I and Project Area Centres in 7.5 % of the pay
Group „B‟ per month
(iii) Area II i.e., all places not covered by (i) and (ii) 6.5 % of the pay
above per month
payable to him/her shall be the actual rent paid by him/her for his/her
residential accommodation in excess over 1.75% of the pay in the first stage
of the scale of pay in which he / she is placed or 150% of the House Rent
Allowance payable, as per Column II above, whichever is lower.
20
NOTE:
(i) „Pay‟ for the purpose of House Rent Allowance shall mean the basic pay
including stagnation increments.
(ii) Professional Qualification Allowance / Professional Qualification Pay, as the

case may be, shall rank for House Rent Allowance with effect from
01.11.1994.
(4) Where an Officer resides in his own accommodation, he shall be eligible for a House
Rent Allowance on the same basis as mentioned in proviso to Sub Regulation (1)
(b), 2 (b) and (3) (b) as if he were paying by way of monthly rent a sum equal to
one twelfth of the higher of A or B below:
A: The aggregate of:
(i) Municipal taxes payable in respect of the accommodation; and
(ii) 12% of the capital cost of the accommodation including the cost of the
land and if the accommodation is part of a building, the proportionate
share of the capital cost of the land attributable to that accommodation
excluding the cost of special fixtures, like air conditioners ; or
B: The annual rental value taken for municipal assessment of the

accommodation.
EXPLANATION:
(1) 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 such calculation in vogue
in the Government ;
(b) 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.
(2) In this Regulation, for the purpose of Sub Regulation (1), Area I, Area II and
Area III shall mean as under :
Area I : Places with a population of more than 12 Lakh

Area II : All Cities other than those included in Area I which have a
population of 1 Lakh or more.
Area III : All Places not included in Area I and Area II.
(3) For the purpose of Sub Regulation (2) and (3) of this Regulation and
Regulation 23, Area I and Area II shall mean as under :
Area I : Places with a population of more than 12 lakh

Area II : All Places not included in Area I
21
23. OTHER ALLOWANCES
An Officer shall be eligible for the following other allowances, namely:
(i) City Compensatory Allowance
On and from 1.11.1993, if he is serving in a place mentioned in the column 1 of the

table below, a City Compensatory Allowance at the rate mentioned in the column 2
thereof against that place shall be payable.
PLACES RATES
1 2
(a) Places in Area-I and in the State of 4½% of Basic Pay subject to a
Goa maximum of Rs.335/- p.m.
(b) Places with population of 5 Lakh &
over and State Capitals & 3½% of Basic Pay subject to a
Chandigarh, Pondicherry and Port maximum of Rs.230/- p.m.
Blair not covered by (a) above
On and from 1.11.1999, if he is serving in a place mentioned in the column 1 of the

PLACES RATES
1 2
(a) Places in Area-I and in the State of 4% of Basic Pay subject to a
over and State Capitals & 3% of Basic Pay subject to a
*On and from 1.11.2002, if he is serving in a place mentioned in the column 1 of the
PLACES RATES
1 2
(a) Places in Area-I and in the State of 4% of Basic Pay subject to a

over and State Capitals & 3% of Basic Pay subject to a
(ii) Special Area Allowance
A Special Area Allowance at such places and at such rates as may be decided by
the Board from time to time having regard to the guidelines of the Government.
22
(iii) Project Area Compensatory Allowance
Provided that on and from 01.04.1997, if he is serving in an area to be specified as

project area falling in Group A or Group B, a Project Area Compensatory Allowance
at the rate of Rs 125/- per month or Rs 100/- per month accordingly as the area
has been classified as Group A or Group B.
*Provided that on and from 01.11.2002, if he is serving in an area to be specified

as project area falling in Group A or Group B, a Project Area Compensatory
Allowance at the rate of Rs 210/- per month or Rs 185/- per month accordingly as
the area has been classified as Group A or Group B.
(iv) Mid Academic Year Transfer Allowance
Provided that on and from 01.04.1997, 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, a Mid Academic Year Transfer
Allowance of Rs.300/- per month from the date he reports to the latter place up to
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.
*Provided that on and from 01.01.2004, if an Officer is transferred from one place
to another in the midst of an academic year and if he has one or more children
studying in school or college, in the former place, a Mid Academic Year Transfer
Allowance of Rs.500/- per month from the date he reports to the latter place up to
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.
(v) Deputation Allowance
On and from 01.11.1987, if an Officer is deputed to serve outside the Bank, he

may opt to receive the emoluments attached to the post to which he is deputed.
Alternatively, he may in addition to his pay, draw a Deputation Allowance of 12%
of pay maximum Rs 700/- and such other allowances as he would have drawn had
he been posted in the Bank‟s service at that place.
Provided, that where he is deputed to an organisation which is located at the same

place where he was posted immediately prior to his deputation he shall receive a
Deputation Allowance equal to 6% of his pay, subject to a maximum of Rs 350/-.
Provided further that an Officer on deputation to the Training Establishment of the

Bank as a faculty member or to Banking Service Recruitment Board shall be eligible
for deputation allowance at 6% of his pay, subject to a maximum of Rs 350/-.
On and from 01.11.1999, if an Officer is deputed to serve outside the Bank, he

Alternatively, he may in addition to his pay draw a deputation allowance of 7.75%
of pay, subject to a maximum of Rs 1,000/- per month and such other allowances
he would have drawn had he been posted in the Banks service at that place.
Provided that where he is deputed to an organization which is located at the same

place where he was posted immediately prior to his deputation, he shall receive a
Deputation Allowance equal to 4% of his pay subject to a maximum of Rs.500/-
per month.
23
Provided further that an Officer, on deputation to the Training Establishment of the
Bank as a faculty member, shall be eligible for Deputation Allowance of 4% of his
pay subject to a maximum of Rs.500/- per month.
*On and from 01.06.2005, if an Officer is deputed to serve outside the Bank, he
Alternatively, he may in addition to his pay draw a deputation allowance of 7.75%
of pay, subject to a maximum of Rs 1,500/- per month and such other allowances
he would have drawn had he been posted in the Banks service at that place.
Provided that where he is deputed to an organization which is located at the same

place where he was posted immediately prior to his deputation, he shall receive a
Deputation Allowance equal to 4% of his pay subject to a maximum of Rs.750/-
per month.
Provided further that an Officer, on deputation to the Training Establishment of the

Bank as a faculty member, shall be eligible for Deputation Allowance of 4% of his
pay subject to a maximum of Rs.750/- per month.
(vi) Officiating Allowance
On and from 01.11.1987, if he is required to officiate in a post in a higher scale for

continuous period of not less than 7 days at a time or an aggregate of 7 days
during a calendar month, he shall receive an officiating allowance equal to 6% of
his pay, subject to a maximum of Rs 250/- per month for the period for which he
officiates. Officiating Allowance will rank as pay for purposes of Provident Fund,
and not for other purposes.
On and from 01.11.1999, where an Officer is required to officiate in a post in a

higher scale for a continuous period of not less than 7 days at a time or an
aggregate of 7 days during a calendar month, shall receive an officiating allowance
equal to 6% of pay, pro-rata for the period for which he/she officiates. Officiating
Allowance will rank as pay for purposes of Provident Fund, Pension and not for
other purposes.
Provided that, where an Officer comes to officiate in a higher scale, as a

consequence solely of the review of the categorisation of posts under Regulation 6,
he/she shall not be eligible for the Officiating Allowance for a period of one year
from the date on which the review of the categorisation takes effect.
(vii) Closing Allowance
On and from financial year 1989-1990, if he is posted at a branch where books are
closed on 31st March and 30th September, a closing allowance of Rs 150/- for each
of the two closings.
Provided that on and from the financial year 1997-1998, the provisions of the Sub
Regulation shall have effect as if for the letters and figures “Rs 150/-“ the letters
and figures “Rs.250/-“had been substituted.
24
(viii) Split Duty Allowance
On and from 01.01.1990, if his working hours during a day are split with minimum
interval of 2 hours, a split duty allowance of Rs.35/- per month.
Provided that on and from the first day of April 1997 the provisions of this Sub
Regulation shall have effect as if for the letters and figures “Rs 35/- per month”,
the letters, words and figures “Rs 70/- “per month” had been substituted.
*Provided that on and from the first day of November 2002 the provisions of this
Sub Regulation shall have effect as if for the letters, words and figures “Rs 70/- per
month”, the letters, words and figures “Rs 125/- “per month” had been
substituted.
(ix) Diem Allowance
If an Officer is required to work as custodian of a vault or locker on a holiday, a

diem allowance at the rate to which he is entitled.
(x) Hill and Fuel Allowance
On and from 01.11.1987, if he is serving in a place mentioned in column 1 of the

table below, a hill and fuel allowance at the rate mentioned in column 2 there of :
PLACES RATES
1 2
(i) Places with an altitude of 1000 Meters & above 5% of pay, subject to a
but less than 1500 Meters and Mercara Town maximum of Rs 130/- p.m.
(ii) Places with an altitude of 1500 Meters & above 6½% of pay, subject to
but less than 3000 Meters maximum of Rs 160/- p.m.
15% of pay, subject to a
(iii) Place with an altitude of 3000 Meters & above
maximum of Rs 600/- p.m.
On and from 01.11.1999, if the Officer is serving in a place mentioned in column 1

of the table below, he shall receive a hill and fuel allowance at the rate mentioned
in column 2 there of :
PLACES RATES
1 2
but less than 1500 Meters and Mercara Town maximum of Rs.220/- p.m.
but less than 3000 Meters maximum of Rs.260/- p.m.
(iii) Place with an altitude of 3000 Meters & above
maximum of Rs.750/- p.m.
25
*On and from 01.11.2002, if the Officer is serving in a place mentioned in column
1 of the table below, he shall receive a hill and fuel allowance at the rate
mentioned in column 2 there of :
PLACES RATES
1 2
but less than 1500 Meters and Mercara Town maximum of Rs.400/- p.m.
but less than 3000 Meters maximum of Rs.500/- p.m.
(iii) Place with an altitude of 3000 Meters & above maximum of Rs.1150/-
p.m.
NOTE:
(a) Officers posted at places with an altitude of not less than 750 Meters and
which are surrounded by hills with higher altitude which cannot be reached
without crossing an altitude of 1000 Meters or more, will be paid hill and fuel
allowance at the same rate as is payable at centres with an altitude of 1000
Meters and above.
(b) Hill and fuel Allowance presently paid at any centre not covered by the above
classification shall stand withdrawn. The Allowance already paid between
01.11.1987 and 30.04.1989 shall not be recovered.
Provided that in respect of an Officer who was posted in such a centre prior to
1st May 1989 and remains posted at that centre even after that date, the
quantum of allowance which he was drawing as at 30th April 1989 shall be
protected and paid to him every month till the time he remains posted at that
centre in the same scale of pay.
26
CHAPTER VI
PERQUISITES
24. MEDICAL AID
(1) An Officer shall be eligible for reimbursement of medical expenses actually incurred
by him in respect of himself and his family on the following basis, namely:
(a) Medical Expenses
On & from 01.11.1994, Reimbursement of medical expenses to an Officer in

the Grade specified in Column 1 of the Table below and his family may be
made on the strength of the Officer‟s own certificate of having incurred such
expenditure supported by a statement of accounts for the amounts claimed
subject to the limit specified in Column 2 thereof :
GRADE REIMBURSEMENT LIMIT
1 2
Junior Management and

Rs 1,500/-
Middle Management Grade
Senior Management and

Rs 2,000/-
Top Executive Grade
NOTE:
(i) An Officer may be allowed to accumulate unavailed medical aid so as not
to exceed at any time three times the maximum amount provided above.
(ii) For the year 1994, the reimbursement of medical expenses under the
medical aid scheme shall be enhanced proportionately for two months i.e.
November & December, 1994.
On and from 01.11.1999, reimbursement of medical expenses to an Officer in

the grade specified in Column 1 of the Table below and his family may be
subject to the limit specified in Column 2 there of:
REIMBURSEMENT LIMIT
GRADE
PER ANNUM
1 2

Rs 2,225/-

Rs 3,000/-
Top Executive Grade
NOTE:
(i) An Officer may be allowed to accumulate un-availed Medical Aid so as not
to exceed at any time three times the maximum amount provided above.
(ii) For the year 1999 the reimbursement of Medical Expenses under the
Medical Aid Scheme shall be enhanced proportionately for two months,
i.e., November and December 1999.
27
EXPLANATION:
„FAMILY‟ of an Officer for the purpose of this Regulation shall consist of
spouse, wholly dependent children and wholly dependent parents only.
*On and from 01.02.2004, reimbursement of medical expenses to an Officer

in the grade specified in Column 1 of the Table below and his family may be
subject to the limit specified in Column 2 there of:
REIMBURSEMENT LIMIT
GRADE
PER ANNUM
1 2

Rs 3,750/-

Rs 5,000/-
Top Executive Grade
NOTE:
(i) An Officer may be allowed to accumulate unavailed Medical Aid so as not to
exceed at any time three times the maximum amount provided
above.
(ii) For the year 2004 the reimbursement of Medical Expenses under the
Medical Aid Scheme shall be enhanced proportionately for eleven months,
i.e., February 2004 to December 2004.
EXPLANATION:
'Family' for the purpose of this Regulation shall mean an Officer‟s spouse,
wholly dependent unmarried children [including dependent step children
and legally adopted children] and wholly dependent parents ordinarily
residing with and wholly dependent on the Officer.
(b) Hospitalisation Expenses
(i) On and from 01.11.1994, hospitalisation charges will be reimbursed to

the extent of 100% in the case of an Officer and 75% in the case of his
family members in respect of all cases which required hospitalisation.
Reimbursement on the basis of bills, vouchers etc., of expenses incurred
shall be subject to ceilings determined from time to time in accordance
with the guidelines of Government.
(ii) The Officers or members of their families (as the case may be) are
expected to secure admission in a Government or Municipal Hospital or
any private hospital i.e., hospitals under the management of a Trust,
Charitable Institution or a religious mission. But in unavoidable
circumstances, the Officers or their family members, or both may avail
themselves of the services of one of the approved private nursing homes
or private hospitals approved by the Bank.
Reimbursement in such cases should, however, be restricted to the

amount which would have been reimbursable in case the patient was
admitted to one of the hospitals mentioned above.
28
(iii) On and from 01.11.1994, medical expenses incurred in respect of the
following diseases which need domiciliary treatment as may be certified
by the recognized hospital authorities and Bank‟s medical Officer shall be
deemed as hospitalisation expenses and reimbursed to the extent of
100% in case of an Officer and 75% in the case of his family members :
Cancer, Leukaemia, Thalassemia, Tuberculosis, Paralysis, Cardiac

Ailment, Leprosy, Kidney Ailment, Epilepsy, Parkinson‟s Disease,
Psychiatric Disorder and Diabetes.
(iv) On and from 01.11.1999, in addition to diseases mentioned in Para (iii)

above, the following diseases shall also become eligible for domiciliary
treatment, other conditions remaining unchanged :
Hepatitis– B, Haemophilia and Myaestheniagravis.
NOTE:
(1) The cost of Medicines etc in respect of domiciliary treatment shall be

reimbursed for the period stated in the specialist‟s prescription. If no
period is stated, the prescription for the purpose of reimbursement shall
be valid for a period not exceeding 90 days.
(2) Notwithstanding the medical benefits (including hospitalisation etc) listed

in Sub Regulation (1) above and in complete substitution of the same,
the Board may decide to retain in an unaltered form medical benefits
(including hospitalisation etc) as available in the Bank on the appointed
date and if the Board so decides, all Officers shall be eligible for
reimbursement of medical expenses only as per the terms and conditions
obtaining in the Bank on the appointed date for grant of medical benefits
(including hospitalisations etc).
(3) Medical Aid and hospitalisation facilities shall also be admissible to the
Officers who are placed under suspension.
29
25. *RESIDENTIAL ACCOMMODATION
(1) No Officer shall be entitled as of right to be provided with residential

accommodation by the Bank.
(2) *It shall, however, be open to the Bank to provide residential accommodation on
payment by the Officer on and from 1st November 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.
*Provided that a further sum equal to 0.40% of basic pay in the first stage of the
scale of pay will be recovered by the Bank from an Officer if furniture is provided
at such residence.
Provided further that, where such residential accommodation is provided by the

Bank, the charges for electricity, water, gas and conservancy shall be borne by
the Officer.
26. BANK’S CAR FOR PERSONAL PURPOSES
(1) No Officer, other than the Officers authorized by the Board in accordance with the
guidelines of the Govt. shall be allowed the use of the Banks car for personal
purposes.
(2) The use of the Banks car for personal purposes should be subject to the rules
formulated by the Bank in accordance with the guidelines of the Govt. from time to
time.
27. LOAN FOR THE PURCHASE OF CONVEYANCE
The Bank may grant to an Officer confirmed in the Banks service loans for the purchase
of a motor car or other conveyance, subject to such terms and conditions as the Board
may decide either generally or with reference to any particular loan having regard to the
guidelines of the Government.
28. LOANS FOR THE PURCHASE OF HOUSES
The Bank may grant to an Officer confirmed in the Bank‟s service, a loan for the
purchase of land for construction of a house or for purchase or construction of a house,
flat or apartment or for extension or renovation of a house, flat or apartment, on such
terms and conditions as the Board may decide generally or with reference to any
particular loan having regard to the guidelines of the Government
29. ENTERTAINMENT EXPENSES & CLUB MEMBERSHIP FEES
The Bank may reimburse to an Officer such entertainment expenses and such fees for
membership of clubs and professional institutions as may be decided by the Board in
accordance with the guidelines of the Government.
30. PREFERENTIAL INTEREST RATES ON DEPOSITS
The Bank may allow 1% additional rate of interest over its ruling rate of interest on
Fixed Deposits, Savings Bank Deposits and Recurring Deposits in the name of an Officer,
individually or jointly with any member of his family.
30
CHAPTER – VII
LEAVE
31. KINDS OF LEAVE
Subject to the grant of leave being determined by the exigencies of service, an Officer
shall be eligible for the following kinds of leave:
(a) Casual Leave

(b) Privilege Leave
(c) Sick Leave
(d) Special Sick Leave
(e) Maternity Leave
(f) Extraordinary Leave on Loss of Pay
(g) Special Casual Leave and Special Leave
32. CASUAL LEAVE
(1) An Officer shall be eligible for casual leave on full emoluments for 12 working days
in a year provided that not more than 4 days casual leave may be availed of at any
one time.
(2) Casual Leave not availed of in any year may be suffixed or prefixed to sick leave in
the following year.
Provided that casual leave not availed in the year 1997 or in any subsequent year
may be suffixed or prefixed to sick leave in the following three years.
33. PRIVILEGE LEAVE
(1) An Officer shall be eligible for Privilege Leave computed at one day for every 11
days of service on duty provided that at the commencement of service no Privilege
leave may be availed of before completion of 11 months of service on duty.
(2) An Officer on Privilege leave shall be entitled to full emoluments for the period of
leave.
(3) The period of Privilege Leave to which an Officer is entitled at any time shall be the
period which he had earned, less the period of leave availed of.
(4) On and from 01.01.1990, Privilege Leave may be accumulated up to not more than
240 days except where leave has been applied for and it has been refused.
(5) An Officer desiring to avail of Privilege Leave shall ordinarily give not less than one
month‟s notice of his intention to avail of such leave.
34. SICK LEAVE
(1) On and from 01.01.1989, an Officer shall be eligible for 30 days of Sick Leave for
each completed year of service subject to a maximum of 18 months during the
entire service. Such leave can be accumulated up to 540 days during the entire
service and may be availed of only on production of medical certificate by a medical
practitioner acceptable to the Bank or at the Bank‟s discretion nominated by it at its
cost.
31
(2) In respect of the period of Sick Leave, an Officer shall be eligible to receive one half
of the full emoluments, provided that if an Officer so desires, the Bank may permit
him to draw full emoluments in respect of any portion of the sick leave granted to
him twice the amount of such period on full emoluments being debited against sick
leave account.
(3) The Bank may require any Officer desiring to resume duty on the expiry of sick
leave, to produce medical certificate saying that he is fit for duty.
35. ADDITIONAL SICK LEAVE
On and from 01.01.1989, where an Officer has put in a service of 24 years, he shall be
eligible to additional sick leave at the rate of one month for each year of service in
excess of 24 years subject to a maximum of 3 months of additional sick leave.
Provided that in case of additional sick leave availed on or after 29 th June 1999,
commutation of additional sick leave may be allowed in accordance with the Sub
Regulation (2) of Regulation 34.
36. MATERNITY LEAVE
Leave upto a period of three months at a time may be granted by way of maternity
leave including in respect of post natal period or at the time of miscarriage or abortion,
so however, that no more than 12 months of such leave shall be availed during the
(1) On and from 1st day of April 2000, leave up to a period of 6 months at a time may
be granted by way of Maternity Leave including in respect of post-natal period or at
the time of miscarriage or abortion or medical termination of pregnancy :
Provided that not more than 12 months of such leave shall be available during the
(2) Leave may also be granted once during service to a childless female employee for
legally adopting a child which is below one year of age till it reaches the age of one
year, subject to maximum period of two months on the following terms &
conditions
(ii) The adoption of a child should be through a proper legal process and the
employee should produce the adoption deed to the Bank for sanctioning such
leave
37. EXTRAORDINARY LEAVE
An Officer shall be eligible for extraordinary leave on loss of pay for not more than 360
days during the entire period of service. Such leave may not be availed of except for
sufficient reasons on more than 90 days at a time, provided that in very special
circumstances, the Board may grant extraordinary leave on loss of pay to an Officer up
to a total period of 720 days.
37A. SPECIAL CASUAL LEAVE AND SPECIAL LEAVE
An Officer may be granted special casual leave and any special leave as may be decided
by the Board in accordance with the guidelines of the Government.
32
38. LAPSE OF LEAVE
Save as provided below, all leave to the credit of an Officer shall lapse on resignation,
retirement, death, discharge, dismissal or termination for any reason.
Provided that where an Officer retires from the services of the Bank, he shall be eligible
to be paid a sum equivalent to the emoluments of any period, not exceeding 240 days of
privilege leave that he had accumulated.
Provided further that where an Officer dies while in service, there shall be payable to his
legal representative, a sum equivalent to the emoluments for the period not exceeding
240 days of privilege leave to his credit as on the date of his death.
Provided also that where an Officer leaves or discontinues his services by resignation on
or after the 1st April, 2001 after giving due notice under Sub Regulation (2) of
Regulation 20, he may be paid a sum equivalent to the emoluments in respect of
privilege leave to the extent of half of such leave to his credit on the date of cessation of
service, subject to a maximum of 120 days.
39. RECALL FOR DUTY
An Officer on leave may be recalled to duty by the Competent Authority whenever the
Bank deems fit to do so. But if the Officer is at that time out of station, he shall be
eligible to be paid the actual expenses incurred by him and the members of his family
for coming back to the station and if the Officer and the members of his family go back
to the same station from which he was called for the return journey also.
40. FURNISHING THE LEAVE ADDRESS TO THE BANK
An Officer who has been sanctioned leave and leaves his place of duty shall furnish to
the Bank, the address at which he can be contacted while out of station.
33
CHAPTER–VIII
REIMBURSEMENT OF EXPENSES ON TRAVEL
41. MODE OF TRAVEL & EXPENSES ON TRAVEL
(1) (a) On and from the date specified by the Board, the following provisions shall apply
whenever an Officer is required to travel on duty :
(i) An Officer in JMG Scale-I may travel by 1st Class or AC Sleeper by train. He
may, however, travel by air (economy class) if so permitted by the Competent
Authority, having regard to the exigencies of business or public interest.
(ii) An Officer in MMG Scale-II/III may travel by 1st Class or AC Sleeper by train.
He may, however, travel by air (economy class) if the distance to be travelled
is more than 500 KMs. He may, however, travel by air (economy class) even
for a shorter distance, if so permitted by the Competent Authority, having
regard to the exigencies of business or public interest.
(iii) An Officer in Senior Management Grade or Top Executive Grade may travel by
Train AC 1st Class or by air (economy class).
(iv) An Officer in Senior Management or Top Executive Grade may travel by car
between places not connected by air or rail provided that the distance does not
exceed 500 KMs. However, when a major part of the distance between the two
places can be covered by air or rail only the rest of the distance should
normally be covered by car.
(v) Any other Officer may be authorized by the Competent Authority having
regard to the exigencies of business to travel by his own vehicle or by taxi or
by the Bank‟s vehicle.
(b) *On and from 2nd June 2005 the following provisions shall apply whenever an
officer is required to travel on duty:
(i) An Officer in JMG Scale-I may travel by 1st Class or AC 2-tier Sleeper by train.
He may, however, travel by air (economy class) if so permitted by the
Competent Authority, having regard to the exigencies of business or public
interest.
(ii) An Officer in MMG Scale-II/III may 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.
(iii) An Officer in Senior Management Grade or Top Executive Grade may travel by
AC 1st Class by Train or by Air (economy class).
(iv) An Officer in Senior Management or Top Executive Grade may travel by car
between places not connected by air or rail provided that the distance does not
exceed 500 KMs. 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.
34
(v) Any other Officer may be authorized by the Competent Authority having
regard to the exigencies of business to travel by his own vehicle or by taxi or
by the Bank‟s vehicle.
(2) (i) For air or rail travel, a single fare for the Officer will be reimbursed.
(ii) For travel by road by his own vehicle, such rate on kilometre basis as may be
decided by the Bank from time to time, having regard to the type of vehicle
used, the cost to be incurred and the terrain covered, will be reimbursed.
(iii) Where hiring of a taxi is permitted, the actual taxi charges will be reimbursed.
(iv) For travel by public motor or water transport, the actual fare will be
reimbursed.
(3) Actual expenses incurred for transport and porterage will be reimbursed.
(4) (a) Halting Allowance
On and from 1st of June, 1995, an Officer in the Grades / Scales set out in
Column 1 of the Table below shall be entitled to Halting Allowance at the
corresponding rates set out in Column 2 thereof:
DAILY ALLOWANCE (RUPEES)

GRADES / SCALES OF OFFICERS
MAJOR “A” OTHER
AREA-I
CLASS CITIES PLACES
1 2
Rs Rs Rs
Officers in Scale-IV & above
250 200 175
Officers in Scale-I / II / III 200 175 150
On and from 1st day of June, 2001, an Officer in the Grades / Scales set out in
Column 1 of the table below shall be entitled to “Per Diem” Halting Allowance
at the corresponding rates set out in column 2 thereof:
MAJOR “A” OTHER

GRADES / SCALES OF OFFICERS AREA-I
CLASS CITIES PLACES
1 2
Rs Rs Rs
275 220 190
On and from 1st day of November, 2003, an Officer in the Grades / Scales set
out in Column 1 of the table below shall be entitled to “Per Diem” Halting
Allowance at the corresponding rates set out in column 2 thereof:
MAJOR “A” OTHER

CLASS CITIES PLACES
1 2
Rs Rs Rs
340 270 240
35
*On and from 1st June, 2005, an Officer in the Grades / Scales set out in
Column 1 of the table below shall be entitled to “Per Diem” Halting Allowance
at the corresponding rates set out in column 2 thereof:
MAJOR “A” OTHER

CLASS CITIES PLACES
1 2
Rs Rs Rs
600 550 500
Provided also that in the case of Officers in Scale IV and above, halting
allowance payable per diem while on outstation work at the four metros viz.,
Delhi, Mumbai, Kolkata & Chennai, shall be Rs.700/-
Provided that where the total period of absence is less than 8 hours but more
than 4 hours, Halting Allowance at half the above rates shall be payable.
EXPLANATION:
For the purpose of computing Halting Allowance „per diem‟ shall mean each
period of 24 hours or any subsequent part thereof, reckoned from the
reporting time for departure in the case of air travel and the scheduled time of
departure in other cases, to the actual time of arrival. Where the total period
of absence is less than 24 hours „per diem‟ shall mean a period of not less than
8 hours.
(b) Lodging Expenses
An Officer in the Grades / Scales set out in Column 1 of the table below may
be reimbursed the actual hotel expenses restricting to single room
accommodation charges in ITDC hotels of the corresponding star category set
out in column 2 below :
GRADES / SCALES OF OFFICERS ELIGIBILITY TO STAY

1 2
Scale-VI & VII 4* Hotel
Scale-IV & V 3* Hotel
Scale-II & III 2* Hotel (Non AC)
Scale-I 1* Hotel (Non AC)
The Board may prescribe reimbursement of additional limit in excess of the

limits prescribed above in accordance with the guidelines of the Government.
36
(c) Boarding Expenses
An Officer shall be entitled to „per diem‟ boarding expenses at the rates set out
in Sub Regulation (4) (a) above.
(d) Where lodging is provided at Banks cost or arranged through the Bank free of
cost, ¾th of the Halting Allowance will be admissible.
(e) Where boarding is provided at Bank‟s cost or arranged through the Bank free
of cost, ½ of the Halting Allowance will be admissible.
(f) Where lodging and boarding are provided at Bank‟s cost or arranged through
the bank free of cost, ¼th of the Halting Allowance will be admissible.
Provided that, in the case of an Officer claiming boarding expenses on a

declaration basis without production of bills for actual expenses incurred, he
shall not be eligible for ¼th of the Halting Allowance.
(g) A Supplementary Diem Allowance of Rs.10/- per day of halt outside

headquarters on inspection duty may be paid to all Inspecting Officers.
42. TRANSFER TRAVELLING ALLOWANCE, ETC
(1) (i) An Officer on transfer and the members of his family will be eligible to travel to
the place of posting by the same mode of travel and class of accommodation,
by the Officer as in the case of travel on tour.
(ii) When the members of the family travel by road, the entitlement will be the
actual or the 1st class rail fare for the distance covered, whichever is less.
EXPLANATION:
*“Family” for the purpose of this Regulation shall mean an Officer‟s spouse,
wholly dependent unmarried children [including dependent step children and
legally adopted children] and wholly dependent parents ordinarily residing with
and wholly dependent on the Officer.
(2) (i) On and from 1st July, 1993, an Officer on transfer will be reimbursed his
expenses for transporting his baggage by goods train upto the following limits:
WHERE HE WHERE HE HAS

PAY RANGE
HAS FAMILY NO FAMILY
Rs 4,250/- per month to Rs 6,210/- per month 3000 KGs 1000 KGs
Rs 6,211/- per month & above Full Wagon 2000 KGs
On and from the 1st day of April 1998 an Officer on transfer will be reimbursed
his expenses for transporting his baggage by goods train up to the following
limits:
WHERE AN WHERE AN
PAY RANGE OFFICER HAS OFFICER HAS
FAMILY NO FAMILY
Rs 7,100/- per month to Rs 9,820/- per month 3000 KGs 1500 KGs
37
*On and from the 1st day of November 2002 an Officer on transfer will be
reimbursed his expenses for transporting his baggage by goods train up to the
following limits:
WHERE AN WHERE AN
PAY RANGE OFFICER HAS OFFICER HAS
FAMILY NO FAMILY
Rs 10000/- per month to Rs 13,820/- per
3000 KGs 1500 KGs
month
(ii) On and from 01.01.1987, if an Officer eligible for full wagon avails of the
facility of „Container Service‟ by Railways, he will be reimbursed actual charges
for one container if he is in JMG / MMG Scale and for two containers if he is in
SMG / TEG Scale. If the baggage is transported by road between places
connected by rail, the reimbursement will be limited to the actual freight
charges against submission of bills subject to the cost not exceeding the cost
of transport of the maximum permissible quantity by goods train. If there is no
railway station or railway out-agency at the old or new place of posting, the
Officer will be paid the actual cost of transporting the baggage by road up to
the nearest railway station or railway out-agency. If both the places do not
have railway station/out-agency, the Officer will be paid actual cost of
transporting the baggage by road up to the stipulated weights by an approved
transport operator.
(iii) An Officer who owns a car will be eligible to claim the cost of transporting it by
train to the place of transfer, at goods train rate, and when the car is driven by
road, the cost of so taking it, at the rates decided by the Board.
(iv) An Officer who owns a scooter, motor cycle or any other vehicle, will be
eligible to claim the cost of transporting it to the place of transfer at goods
train rate; and if the vehicle is transported by lorry, the actual lorry charges. If
the vehicle is driven by road, the Officer will be eligible to claim at the rates
decided by the Board.
(3) On and from 01.01.1987 but before 01.04.1997, 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 :
GRADE LUMP SUM (Rs)
Top Management & Senior Management 1500/-

Middle Management & Junior Management 1000/-
On and from 01.04.1997, 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.
GRADE LUMP SUM (Rs)
Top Management & Senior Management 5000/-

Middle Management & Junior Management 4000/-
38
*On and from 1.5.2005, an Officer on transfer will be eligible to draw a lump
sum amount, as indicated below, for expenses connected with packaging, local
transportation, insuring the baggage etc.
GRADE LUMP SUM (Rs)
Top Management & Senior Management 8,750/-

Middle Management & Junior Management 7,000/-
(4) An Officer transferred to any station shall be eligible to claim halting allowance for
the period spent on journey at the same rates as in the case of travel on tour.
Provided that on & with effect from 30.10.1987, where no residential

accommodation is made available by the Bank to an Officer at the new place of
posting and where such an Officer may incur additional expenses in the process of
taking over charge, for reasons beyond his control, the Competent Authority may
consider, on merits, grant of halting allowance to him up to a maximum period of
15 days or till the time the quarters are made available to him, whichever is
earlier.
43. TRAVELLING ALLOWANCE ON RETIREMENT
On retirement, an Officer will be eligible to claim travelling allowance, baggage and

other expenses for himself and his family as on transfer from the last station at which
he is posted to the place where he proposes to settle down on retirement.
44. CONCESSION
(i) During each block of four years, an Officer shall be eligible for Leave Fare
Concession for travel to his home town once in each block of two years.
Alternatively, he may travel in one block of two years to his home town and in
other block to any place in India by the shortest route.
(ii) On and from 01.06.1991, once in every 4 years when an Officer avails of Leave
Fare Concession, he may be permitted to surrender and encash his Privilege Leave
not exceeding one month at a time. Alternatively, he may whilst travelling in one
block of two years to his home town and in other block to any place in India be
permitted encashment of Privilege Leave with a maximum of 15 days in each block
or 30 days in one block. For the purpose of leave encashment, all the emoluments
payable for the month during which the availment of the Leave Fare Concession
commences shall be admissible.
Provided that an Officer at his option shall be permitted to encash one day‟s
additional Privilege Leave for donation to the Prime Minister‟s Relief Fund subject to
his giving a letter to the Bank to that effect and authorizing the Bank to remit the
amount to the fund.
39
(iii) The mode and class by which an Officer may avail of Leave Fare Concession shall
be the same as in the case of travel on transfer, and other terms & conditions
subject to which the Leave Fare Concession may be availed of by an Officer, shall
be as decided by the Board from time to time.
(iv) *With effect from 2.6.2005, 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 LFC
(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 and II and 5500 KMs (One way) for Officers in SMG Scale
IV and above. An Officer opting to encash LFC 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 which encashing the facility of
LFC.
40
CHAPTER IX
TERMINAL BENEFITS
45. PROVIDENT FUND AND PENSION

(1) Every Officer shall become a member of the Provident Fund constituted by the
Bank, unless, he is already a member of that fund and shall agree to be bound by
the rules governing such fund.
(2) The Provident Fund rules framed shall provide that on and from 01.11.1993
(a) In case of an Officer governed by the Pension Scheme, contribution to the

Provident Fund shall be made only by the Officer at the rate of 10% of pay
without any matching contribution on the part of the Bank.
Provided that no adjustment on account of Provident fund contributions

already made for the period 01.07.1993 to 31.10.1993 shall be made.
(b) In case of an Officer not governed by the Pension Scheme, contribution to

Provident fund by the Officer and a matching contribution by the Bank shall be
made at the rate of 10% of pay.
Provided that no adjustment on account of Provident Fund contributions

already made for the period 01.07.1993 to 31.10.1993 shall be made.
(3) Officers joining the Bank‟s service on or after 29.09.1995 shall be governed by the
Pension Scheme.
Provided that the following categories of Officers shall not be covered by the
Pension Scheme:
(a) 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 the Pension Scheme in
response to Banks notice to that effect.
(b) 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 the
Pension Scheme.
(4) *In respect of an Officer who is a member of the Pension Fund, who retires or dies
while in service or otherwise ceases to be in employment on or after the 1 st of May
2005, „Pay‟ for the purpose of pension shall be the pay last drawn by the Officer
employee prior to his retirement / death.
NOTE: “Pay” for the purpose of Provident Fund and Pension shall mean Basic Pay including
stagnation increments, officiating allowance, professional qualification pay and
increment component of Fixed Personal Pay.
41
46. GRATUITY
(1) 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.
(2) The amount of Gratuity payable to an Officer shall be one month‟s pay for every
completed year of service, subject to a maximum of 15 months pay.
Provided that where an Officer has completed more than 30 years of service, he
shall be eligible by way of Gratuity for an additional amount at the rate of one half
of a month‟s pay for each completed year of service beyond 30 years.
Provided further that pay for the purpose of Gratuity for an Officer who ceased to
be in service during the period 01.07.1993 to 31.10.1994 shall be with regard to
scale of pay as specified in Sub Regulation (1) of Regulation 4.
Provided also that pay for the purpose of Gratuity of an Officer who ceased to be in
service during the period 01.04.1998 to 31.10.1999 shall be with regard to scale of
pay as specified in Sub Regulation (2) of Regulation 4.
NOTE
If the fraction of service beyond completed years of service is 6 months or more,

Gratuity will be paid pro-rata for the period.
42
CHAPTER X
TRANSFERABILITY
47. TRANSFERABILITY
Every officer is liable for transfer to any office or branch of the Bank or to any place in
India
48. AVAILABILITY ON BANK’S DUTIES
Every Officer shall be available for Bank‟s duties at any time of the day.
49. JOINING TIME
(i) An Officer shall be eligible for joining time on one occasion, and not exceeding
seven days, exclusive of the number of days spent on travel, to enable him
(a) To join a new post to which he is appointed while on duty in his old
post
OR
(b) To join a new post on return from leave.
(ii) During the joining time, an Officer shall be eligible to draw the emoluments as
applicable to the place of transfer.
(iii) In calculating the joining time admissible to an Officer, the day on which he is
relieved from his old post shall be excluded, but public holidays following the
day of his relief shall not be included in computing the joining time.
(iv) No joining time shall be admissible to an Officer when the transfer does not
involve a posting to a different place.
(v) No joining time will be admissible to an Officer when his posting is of a

temporary nature, irrespective of the fact that the posting is to a place or station
other than the one at which he is permanently posted.
43
CHAPTER XI
MISCELLANEOUS
50. POWER TO IMPLEMENT REGULATIONS
The Managing Director may, from time to time, issue such instructions or directions as
may in his opinion be necessary for giving effect to or carrying out the provisions of
these Regulations.
51. GOVERNMENT’S DECISION TO BE CONSTRUED AS INITIAL DECISION OF THE

BOARD
Wherever these Regulations require that any matter shall be in accordance with the
decision of the Board and where such a matter is covered by the recommendations
made in the Report of the Committee constituted by Government‟s Resolution No F
4(26)/72/IR dated 19.07.1973, as accepted by the Government, together with
modifications or alterations thereof as may, from time to time, have been or be made
by the Government, such recommendations shall, until varied be deemed to be
decisions of the Board.
52. INTERPRETATION OF”SERVICE”
In Interpreting any of these Regulations, unless the context otherwise requires, service
of an officer, shall be regarded as including his services in the existing Bank and also
his service in the Bank prior to the date of coming into force of these Regulations.
53. REVOCATION OF EARLIER RULES, ETC
Any rule, Regulation, order, agreement, resolution or other instrument, or any usage,
custom, convention or practice, governing any matter dealt with in any of these
Regulations including allowances, perquisites and facilities, shall, on the date when such
Regulation comes into force and unless the contrary is provided in these Regulations,
shall cease to have effect in regard to such matter :
Provided that these shall not affect the validity of anything done or any claim arising,
prior to that date in pursuance of such agreement, rule, Regulation, resolution, other
provision or usage, custom, convention or practice.
54. INTERPRETATION
If any question arises as to the application or interpretation of any of these Regulations,

it shall be referred to the Board for its decision.
NOTE:
Wherever (*) mark is indicated, it refers to pending amendment of the respective
Regulation.
44
CANARA BANK OFFICER EMPLOYEES’ (ACCEPTANCE OF JOBS IN
PRIVATE SECTOR CONCERNS AFTER RETIREMENT)
REGULATIONS, 2001
In exercise of powers conferred by Section 19 of the Banking Companies (Acquisition and

Transfer of Undertakings) Act, 1970 (5 of 1970) and in supercession of the Canara Bank
Officer Employees‟ (Acceptance of Jobs in Private Sector Concerns after Retirement)
Regulations, 1979 and as amended vide Notification No IRS 1 1615 DRD dt18.07.1995, the
Board of Directors of the Canara Bank in consultation with the Reserve Bank of India and
with the previous approval of the Central Government hereby makes the following
Regulations, namely –
1. Short title and commencement:
(1) These Regulations may be called Canara Bank Officer Employees‟ (Acceptance of
Jobs in Private Sector Concerns after Retirement) Regulations, 2001.
(2) These Regulations shall come into force from the date of their publication in the
official Gazette
2. Application:
These Regulations shall apply to all Officer Employees of the Bank except –
(i) Chairman of the Bank;

(ii) Managing Director of the Bank;
(iii) Whole time Director, if any;
(iv) Officer Employees covered under the Bank‟s (Employees) Pension Regulations,
1995;
(v) Those who are in casual employment or paid from contingency;
(vi) The Award Staff;
(vii) Officers on contract.
3. Definition:
In these Regulations unless the context otherwise requires:-
(a) „Bank‟ means Canara Bank;

(b) „Board‟ means the Board of Directors of the Canara Bank;
(c) „Competent Authority‟ means the authority empowered by the Board for the
purpose of these regulations.
(d) „Employment in private concerns‟ means –
(i) an employment in any capacity including that of an agent, under a company

(including a banking company), co-operative society, firm or individual engaged
in trading commercial, industrial, financial or professional business and includes
also a directorship of such company (including a banking company) and
partnership of such firm, but does not include employment under a body
corporate, wholly or substantially owned or controlled by the Central
Government or a State Government;
(ii) Setting up practice, either independently or as a partner of a firm, as adviser or

consultant in matters in respect which the person :-
45
(a) has no professional qualifications and the matters in respect of which
such practice is to be set up or is carried on are relatable to his official
knowledge or experience, or
(b) has professional qualifications but the matters in respect of which such
practice is to be set up are such as are likely to give his clients an
unfair advantage by reason of his previous official position, or
(c) has to undertake work involving liaison or contact with the offices or
Officers of the Bank.
Explanation: For the purpose of this clause, the expression “employment

under a co-operative society” includes holding of any office, whether elective
or otherwise, such as that of President, Chairman, Secretary, Treasurer and
the like, by whatever name called in such society.
(e) „Officer Employee‟ means a person who has held a supervisory, administrative or
managerial post in the Bank or any other person who was appointed and / or has
functioned as an Officer of the Bank at the time of his retirement by whatever
designation called.
4. Acceptance of Employment after Retirement:
(1) If a person who immediately before his retirement was holding the post of an Officer
employee and wishes to accept any job in private concern before the expiry of two
years from the date of his retirement he shall obtain the previous sanction of the
Bank to such acceptance.
(2) Subject to the provision of sub-regulation (3), the Bank may by order in writing, on
the application by a person, grant, subject to such conditions, if any, as it may deem
necessary, permission, or refuse, for reasons to be recorded in the order, permission
to such person take up the job in private concern specified in the application.
(3) In granting or refusing permission under sub-regulation (2) to a person for taking up
any commercial employment the Bank shall have regard the following factors,
namely :-
(a) the nature of the employment proposed to be taken up and the antecedents
of the employer;
(b) whether his duties in the employment which he proposes to take up might be
such as to bring him into conflict with the Bank;
(c) whether the Officer employee while in service had any such dealing with the
employer under whom he proposes to take employment as it might afford a
reasonable basis for the suspicion that such person had shown favours to
such employer;
(d) whether the duties of the commercial employment proposed involves liaison
or contact work with Bank;
(e) whether his commercial duties will be such that his previous official position
or knowledge or experience under Bank could be used to give the proposed
employer an unfair advantage.
(f) The emoluments offered by the proposed employer; and
(g) Any other relevant factor.
46
(4) Where within a period of sixty days of the date of receipt of an application under
sub-regulation (2), the Bank does not refuse to grant the permission applied for or
does not communicate the refusal to the applicant, the Bank shall be deemed to
have granted the permission applied for:
Provided that in any case where defective or insufficient information is furnished by

the applicant and it becomes necessary for the Bank to seek further clarifications or
information from him, the period of sixty days shall be counted from the date on
which the defects have been removed or complete information has been furnished
by the applicant.
(5) Where the Bank grants the permission applied for subject to any conditions or
refuses such permission, the applicant may, within thirty days of the receipt of the
order of the Bank to that effect, make a representation against any such condition or
refusal and the Bank may make such orders thereon as it deems fit:
Provided that no order other than an order cancelling such condition or granting
such permission without any conditions shall be made under this sub-regulation
without giving the person making the representation an opportunity to show cause
against the order proposed to be made.
(6) Every order passed by the Bank under this Regulation shall be communicated to the
person concerned.
The above Regulation has come into force with effect from 03.03.2001 i.e the date of
publication in the Gazette of India.
In terms of Regulation 3 (c) of the Canara Bank Officer Employees‟ (Acceptance of Jobs in
Private Sector Concerns after Retirement) Regulations, 2001 and for the purpose of these
Regulations, the Board of Directors have empowered the following authorities as the
COMPETENT AUTHORITY:-
GRADES OF OFFICERS COMPETENT AUTHORITY

a) JUNIOR MANAGEMENT GRADE SCALE I, GENERAL MANAGER,
MIDDLE MANAGEMENT GRADE SCALE II & III PERSONNEL WING
b) SENIOR MANAGEMENT GRADE SCALE IV & V EXECUTIVE DIRECTOR
c) TOP EXECUTIVE GRADE SCALE VI & VII CHAIRMAN &
MANAGING DIRECTOR
Disclaimer: Though utmost care has been taken during the preparation of this handbook on
"Canara Bank (Officers’) Service Regulations, 1979 & Canara Bank Officer Employees’
(Acceptance of Jobs in Private Sector Concerns after Retirement) Regulations, 2001", the
Bank reserves the right to rectify the inadvertent error, if any.
47
’
“ ”
“ ” “ ”
“ ”
“ ”
“ ”
1
“ ”
“ ”
“ ”
“ ”
“ ”
2
‟
3
’
4
5
6
7
“ ”
8
„ ‟
9
10
11
12
„ ‟
13
“ ”
’ ”
14
’
“ ”
“ ”
“ ” “ ”
1
“ ”
“ ”
“ ”
“ ”
“ ”
“ ”
“ ”
2
“ ” –
“ ”
“ ”
“ ”
3
‟
2
3
4
‟ ‟
‟ ‟
5
“
4
5
6
6
„ ‟
“ ”
7
8
8
9
9
10
11
10
12
11
13
‟
14
“ ”
15
12
16
13
14
17
15
18
16
19
‟
”
20
CIRCULAR NO.: 352/ 2018
INDEX : STF -14
INDUSTRIAL RELATIONS SECTION AGIZ
HEAD OFFICE : BENGALURU-560 002
SUB: POLICY ON STAFF ACCOUNTABILITY – AMENDMENTS
*******
The Policy on Staff Accountability of the Bank was introduced with an objective of
having detailed guidelines on staff accountability in different areas of bank’s
functions with reasonable degree of clarity and to spell out specifics in practical
terms, vide HO Circular 72/2012 dated 10/03/2012. Further, the same has been
modified/ reviewed from time to time and updated policy has been communicated
vide HO Circular Nos. 254/2012 dated 24/08/2012, 267/2013 dated 12/06/2013,
194/2017 dated 13/04/2017 and 85/2018 dated 15.02.2018.
Now, the policy has been reviewed and certain modifications/ changes as
permitted by the Board of Directors are incorporated in the policy. The revised
‘Staff Accountability Policy of the Bank’ is furnished in the Annexure-I to this
Circular.
Among other changes, with a view to have a better analysis of the preliminary
inquiry/ investigation/ accountability reports, the ‘Staff Accountability Screening
Committee’ (SASC) have been introduced both at Circle Offices and Head Office.
The Circles shall take steps for formation of the Committees and route reports
strictly as per the new system. A flow of chart indicating the working of the
mechanism is provided in Annexure-II to this Circular.
All staff members are requested to take note of the above.
K VIRUPAKSHA
GENERAL MANAGER

ANNEXURE-I
POLICY ON STAFF ACCOUNTABILITY
1.0 ACCOUNTABILITY - INHERENT IN EVERY BUSINESS ACTIVITY:-

1.1
The term 'Accountability' has over the years come to acquire a negative connotation in the
minds of employees and officers. However, the dictionary definition of the expression
'accountable' reads :-
"Bound to give account; responsible (for things, to persons); explicable; hence
“ACCOUNTABILITY".
Thus, far from being negative, the term 'Accountability' merely means that one is
responsible for one's actions and omissions. It is inherent in any business that every
employee whatever be his rank, is prima facie accountable / responsible for every act of his.
1.2 Accountability Defined:
Every employee is duty bound to discharge work faithfully in accordance with:
a. Systems and procedures laid down;
b. Rules and Regulations in force;
c. Guidelines whether general or specific; &
d. To work within the authority delegated or when such authority is exceeded, with the
approval of appropriate authority.
Due diligence (or absence of negligence) must be seen to have been exercised in one's
discharge of duty at the originating level where the responsibility cast is direct, or at the
supervisory / controlling level where the responsibility, though indirect, becomes
constructive or constitutional to bear.
The actions with malafide intention even if within the delegated authority or actions
without due diligence or actions exceeding delegated authority without the approval of the
appropriate authority will not qualify for indemnity or absolution from staff accountability
even though there may not be any monetary loss to the bank.
Additionally, staff accountability is equally required to cover lapses on administrative
matters where gross negligence or ill motive is manifest vis-a-vis non-observance/
compliance of laid down norms and procedures both internal as well as by external
authorities such as RBI, IBA, CVC, etc..
1.3 Accountability Detection Mechanism:

Accountability can be identified from the following sources:-
a) Inspection Report of the Branches/ Controlling Offices;
b) Report of Internal/ External Concurrent Auditors/ Statutory Auditors, RBI Inspectors;
c) Charge taking report from the new incumbent;
d) Branch visits/interface Review of NPAs, Inspection Reports, periodical returns, Year-
end statements, etc.;
e) Complaints;
f) Whistle –blowing;
g) NF 606-607 submitted by the Branch;
h) Offsite Transaction Monitoring Reports;
i) Irregularities on account of warning signal by controlling authorities;
j) Special Reports;
k) Any other source.
1.4 Areas of Accountability:
Irregularities or lapses may originate from any of the following areas of operation:
a) Credit Management;
b) Non-Credit Areas including irregularities/lapses which lead to commission of Frauds and
may include theft, embezzlement, cheating/ forgeries, any unauthorized debit & Credit/
violation of guidelines & statutory requirements / wrong usage of Credit Parking GLs or Debit
Parking GLs or any other head etc;
1.5. Need for Preliminary Inquiry/Investigation:
i. There may be certain other matters, which may require preliminary Inquiry or
investigation to know the facts of the case and the persons responsible for the same.
 Any Borrowal account Upto Rs. 10.00 lac upon slipping to NPA, NF-606/NF-607 along
with report of Branch Manager in prescribed format, as the case may be, shall be
taken as the base for identifying the staff lapses and wherever required, copies of
documents may be collected for proceeding further in the matter. However, the
Deputy General Manager of the Circle Office/ Deputy General Manager- Circle Head,
may investigate into the matter, if felt necessary by clearly recording the necessity
of Investigation in writing.
 Borrowal account/per party Rs 10.00 lac & above upto Rs. 1.00 Crore upon slipping
to NPA - Branch in charge, if he is not the sanctioning authority and not himself
having associated with the account either in mobilization, processing or sanctioning,
shall conduct preliminary Inquiry and submit a Preliminary Inquiry Report in
prescribed format. Where branch-in-charge is the sanctioning authority or had
associated with the account in mobilizing or processing, an official deputed for the
purpose by the Controlling office will give the Preliminary Inquiry Report in
prescribed format. Once the Preliminary Inquiry Report is received the same shall be
placed to Staff Accountability Screening Committee- Circle Office (SASC-CO). In case
the Preliminary Inquiry report reveals prima facie lapses, detailed investigation shall
be conducted and be placed to SASC-CO. In this regard the guidelines enumerated in
Chapter 7 of this policy shall be followed.
 NPA above Rs 1.00 Crore in individual account/per party, the Circle shall get a
preliminary Inquiry done and submit a Preliminary Inquiry Report in the prescribed
format to the Circle Head/ Competent Authority for identifying the lapses, if any.
Once the Preliminary Inquiry Report is received the same shall be placed to Staff
Accountability Screening Committee-Circle Office (SASC-CO). In case the
Preliminary Inquiry report reveals prima facie lapses, detailed investigation shall be
conducted and placed to SASC-CO. In this regard the guidelines enumerated in
Chapter 7 of this policy shall be followed.
 Investigation of large value frauds where the amount involved is Rs 1.00 Crore and
above shall be conducted by specially trained officials. A panel from the officials
who are working in the branches/ user sections and with proper aptitude shall be
identified and trained on the methodology of investigation process, forensic audit
etc., and are to be used for such investigations. The investigating officer on
completion of investigation shall submit his report to User Section / User Wing for
analyzing accountability.
Gist of the above:
Category Authorities to order for investigation
Borrowal account Upto Rs. 10.00 lac upon Deputy General Manager of the Circle
slipping to NPA
Borrowal account /per party Rs 10.00 lac & Circle Head
above upto Rs. 1.00 Crore upon slipping to
NPA.
NPA above Rs 1.00 Crore in individual Circle Head
account/per party
ii. Where an account suffers quick mortality or where fraud/corruption charges are
alleged or where a sudden spurt in advances/NPA noticed prima facie indicating
recklessness and/or chronic/blatant abuse & misuse of powers is evident or in cases
where quick mortality has been suppressed, then invariably a detailed investigation is
to be conducted and the Investigation report shall be placed before the IAC/ VSC as per
procedure.
iii. Complaints: Wherever the complaints are specific in nature and Vigilance angle is
discernable, the matter may be investigated and the report be placed to the IAC/ VSC
as per procedure. In this regard, the CVC / DFS guidelines with respect to various types
of complaints shall be adhered to.
iv. For loan accounts where amount sanctioned is Rs.15.00 Crore and above, if the account
slips to NPA, the same shall be reported to Vigilance Wing on quarterly basis. A
Preliminary Inquiry / Investigation, if required, shall be conducted and placed to Staff
Accountability Screening Committee - CO/ HO. In case the Preliminary Inquiry report
reveals prima facie lapses, detailed investigation shall be conducted and placed to
SASC-CO/HO. Thereafter, with the views of SASC-HO in the prescribed format, the
papers shall be sent to the Vigilance Wing in a routine manner for placing the same
before Chief Vigilance Officer.
The definition of “QUICK MORTALITY” for the purpose of this policy shall be the same
as defined under Circulars/ guidelines of the Bank relating to quick mortality, issued
from time to time.
2.0 CREDIT MANAGEMENT:
2.1 Accountability policy not to discourage exercise of initiative and decision making – Kapoor
Committee Recommendations:
It is necessary that the Bank's functionaries who exercise lending powers do not become risk
averse and develop the skills required for a shrewd and judicious assessment of credit risks.
Since risk assessment skills are developed by repeated exercise of credit judgment, it is
essential that functionaries exercising credit-sanctioning powers are given the necessary
confidence that their bonafide decisions will not be called into question.
The relevant recommendations made by the High Level Committee on Credit to SSI’s (Kapoor
Committee) reproduced below are relevant not only for credit to SSI’s but to credit as a
whole:
"6.114 - While fixing accountability a line should be drawn to separate malafides
decisions from normal bonafide credit decisions in order to keep the morale of the
staff high (Para 5.11.08)
6.115 - To instill confidence in the staff and encourage them to make decisions
including some bonafide mistakes, there is a need to evolve in Public Sector Banks a
system of maintaining a Balanced Score Card for assessing of performance of each
officer in taking credit decisions"
While mistakes may happen, an atmosphere of fear of being subjected to investigation at
some later date and the associated stigma is not conducive to efficient and informed
decision making.
2.2 While accountability encompasses all transactions and administrative actions, its
predominance is more visible in the credit management. Lending is a primary function of a
banker involving optimization of the risk return trade off. Hence, the possibility of failure
of loans cannot be ruled out. The very business of banking revolves around risk taking and
risks of varying degrees present themselves in almost every transaction that a banker
undertakes.
Against this backdrop, the following broad principles may be reckoned with, while examining
accountability connected with credit lapses.
2.3. Lending Process - Various Stages:
The lending starts with pre-sanction survey and continue up to the stage of supervision and
follow up till the account is taken out and segregated for the purposes of initiating recovery
proceedings. It broadly involves the following stages:
a) Checking and satisfying that existing accounts are conducted satisfactorily and KYC
norms have been adhered to while opening of accounts. Due diligence in the case of
new accounts at entry level is to be ensured;
b) Pre sanction Inspection/survey and submitting of related reports;
c) Processing and appraisal;
d) Recommendations together with stipulated terms and conditions;
e) Sanctions as per the Master Policy on Credit Risk Management of the bank from time to
time;
f) Disbursement after completing the usual formalities like documentation, creation of
securities, registration of charge, bringing in margin, obtaining of approvals /
clearances, adherence to mode of disbursals including the compliance of laid down
stipulations/sanction terms;
g) Post disbursement follow up/supervision as per usual guidelines and in the process,
reporting of the unhealthy features observed by the Branch functionaries to the
respective Controlling Offices;
h) Overall monitoring and control including review of advances as per laid down
periodicity.
2.4. Appraisal, Processing & Recommendation:
i. Appraisal is generally carried out by the User Section. At times, techno-economic
appraisal is also carried out by Technical Field Officer at Circle office/Head Office.
Proper scrutiny as to the acceptability of the proposal within the framework of
policy/ guidelines of the bank & adhering to the norms prescribed in that regard
/verification of financial statements, projections, status and credentials of the
promoters obtained from the market or other sources, the correctness of the data and
other basic aspects of the proposal as stipulated from time to time shall be ensured
by the official who is appraising / processing the credit proposals/preparing the credit
report including take over accounts and shall be primarily responsible for the same. In
case of takeover of accounts, besides ensuring compliance of terms and conditions
applicable for takeover of accounts, due diligence of promoters will also be ensured
as in all other cases.
If the appraisal is done by an outside agency, like Agricultural Consultancy Services
(ACS), NABARD etc., or if it is a joint appraisal, due weightage shall be given while
examining the staff accountability.
ii. The official who scrutinizes the proposal/Credit report and recommends to the
Sanctioning Authority shall ensure that the strengths and weaknesses of the proposal
have been brought out clearly and ensure that the proposal is put up to the
Sanctioning Authority as per the laid down Rules/Regulations/Loan Policy of the Bank.
iii. The official/authority recommending a proposal/credit facility(ies) shall ensure the
compliance of the important aspects of the proposal stated above, specifically giving
views on acceptability of the promoters & the proposal being within the framework of
policy / guidelines of the bank and adhering to the norms prescribed in that regard.
He would ensure that deviations from prescribed norms/procedures are clearly
brought out with justifications and recommendations shall be made based on clear
assessment of bankable projects/ business.
By this, the following circumstances may emerge:
a. Deficiencies have been pointed out and the proposal has been recommended by
the recommending authority with justifications.
b. Deficiencies have been pointed out and the proposal has been recommended by
the recommending authority without justifications.
c. Deficiencies have been pointed out and the proposal has NOT been
recommended by the recommending authority.
d. Deficiencies have NOT been pointed out and the proposal has been
recommended by the recommending authority.
In the circumstances described in (a) & (c), generally no accountability shall fall on
the concerned officials who had appraised processed/prepared/recommended the
proposal. However in the circumstances described in (b) & (d) above, accountability
shall also be fixed on the concerned officials who had appraised/processed/
prepared/recommended the proposal.
iv. Officials in credit department, viz. Officers and Credit Manager, in his absence the
Senior Manager of the Branch, shall ensure proper identification of the proposed
borrower, compliance of KYC norms, eligibility criteria for the particular credit
facility/loan, verification of documents furnished by the proposed borrower,
obtaining the LSR wherever required from the Bank’s Panel Advocate, obtaining the
Valuation Report from the Bank’s Panel Valuer, verification of details furnished in NF-
589, authenticity of ABS, previous dealings of the party with other financial
institutions etc. In short, the processing officials shall be responsible for the
correctness / Completeness of the information furnished in the Credit Report.
v. If the above are complied with, generally no accountability shall fall on the
concerned officials who had appraised/processed/prepared/recommended the
proposal, in the event of the account becoming NPA.
2.5. Sanctioning Authority:

Whenever the decision of the sanctioning authority was in tune with the procedures/lending
policy of the bank/systems in vogue, normally no accountability will lie against the
Sanctioning Authority. It is to ensure that the officials who exercise delegated powers do
not become risk averse and fail to develop the skills required for an effective and judicious
assessment of credit risks. However, if the concerned Sanctioning Authority has either over
ruled the observation of the processing/recommending official without recording justifiable
grounds and/or exceeded his authority without reporting to higher authority with all
relevant details for ratification/approval/review, in such cases, the Sanctioning Authority
alone should be held accountable and not others.
The clause of Staff Accountability Policy shall not limit the role & responsibility of the
Sanctioning Authority which they are otherwise supposed to observe.
2.6 Documentation:
Loan / Security documents, obtained & executed should be on proper/prescribed formats,
complete, valid, enforceable, having all covenants duly incorporated and duly vetted in the
eligible cases. For the deficiencies, if detected subsequently, the officials assigned with the
duty of execution of loan documents shall be responsible.
The Officials, who had prepared and verified the documents as indicated in the NF-482,
(Certificate of Loan Papers), shall be held responsible for the correctness of the documents
obtained which should be proper, in prescribed format, valid, enforceable, duly filled in etc.
The Official who signed the NF 482 shall be held responsible for the compliance of all the
sanction terms and conditions. An official affixing his signature either singly or jointly on a
loan document/ proposals etc., in his official capacity shall be responsible for same.
2.7 Post Sanction Follow Up:
System of supervision & monitoring of credit as laid down by the Bank should be
meticulously followed. It should be ensured that disbursement(s) was/ were permitted as
per terms of sanction.
Post sanction inspection of the unit & securities be carried out as per prescribed intervals/
periodicity as per guidelines issued in this regard from time to time. Supervision and follow
up should be carried out to ensure that the account is operated at viable level. If the
account faces some temporary problems, practical solution(s)/ suggestion(s) can be
contemplated/ implemented by the respective Sanctioning Authority. Conduct and
operational/ financial performance, detecting signals/ symptoms of sickness and
deteriorations, if any, taking place should be closely monitored and timely corrective
actions must be initiated to check slippage of accounts to NPA category.
Necessary steps shall be taken to keep a check/ watch on aspects like accumulation of
statutory liabilities, creditors, debtors, raw-material, stocks-in-process, finished goods, etc.,
for taking appropriate steps to safeguard bank’s interest. After slippage to NPA/ Quick
Mortality, adequate steps shall be taken to upgrade the account / ensure recovery of Bank’s
dues, as the case may be, to safeguard the interest of the Bank.
Monitoring of the loans and advances shall be the duty of the officials in the credit
department who shall monitor and/or bring to the notice of higher officials and in case of
branches to the branch in charge in writing about diversion of funds by cash withdrawal,
transfer to sister/allied concerns, payments towards non-business purposes etc. It is also
the duty of the officials in credit department to ensure the compliance of systems and
procedures, maintenance of records, follow up, stock inspection and submission of stock
verification report, etc.
Disbursements shall be authorized by the Credit Manager/Senior Manager and it is the duty
of the officer conducting the post sanction inspection to ensure that end use is ensured and
assets are created wherever applicable. The Sanctioning Authority at the branch level or the
branch officials if he/they was/were the recommending authority (ies) shall be responsible
to ensure the verification of the assets created out of the bank’s finance and keep on record
the verification report for every new sanction.
Wherever adhoc facilities/adhoc over lines is permitted, it shall be the duty of the official
who had permitted the adhoc facilities/adhoc over lines to ensure that the
ratification/approval has been sought and obtained as per procedure. It is the duty of the
branch in charge and/or the officer assigned with the role to ensure that Exceptional
Transgressions Report is perused, authenticated and action initiated. In case of oral
instructions the following shall be observed:
a. Generally where an officer is giving instruction for taking action in any case in respect of
matters on which he or his subordinate has power to decide, he shall ordinarily do so in
writing and refrain from giving any oral instructions.
b. An officer shall, in the performance of his official duties, or in the exercise of the
powers conferred on him, act in his best judgment except when he is acting under the
lawful direct written instructions of an official superior to him. He shall obtain the
directions in writing before carrying out the instructions.
c. The superior authority giving any oral instructions shall confirm the same in writing
immediately either himself or through his office quoting the guidelines/ instruction
under which he has exercised such power by Fax or e-mail. It shall also be obligatory on
the part of official who receives such oral instruction to act on such oral instructions
only after receipt of confirmation supporting the instructions in writing through e-Mail or
Fax.
Further timely recovery measures, monitoring the conduct of the account even after it slips
to NPA which include unit inspection / security inspection, keeping insurance/ECGC/ CGSME
cover etc., in force, keeping the debt in force by taking periodic AOD/ revival letter/
balance confirmation, filing of suit within limitation / initiation of SARFAESI proceedings,
taking all other applicable recovery steps promptly in accounts marked for recovery, prompt
execution of recovery certificates/EP’s etc., and all such measures to protect the interest
of the bank, shall be the responsibility and duty of the officials assigned with this task. If
the account faces some temporary difficulties, practical solutions can be contemplated/
implemented within the framework of rules.
2.8 Renewal of credit limits:
a) Where the limit is renewed with or without enhancement - Unless irregularities of

serious nature are observed in the renewal itself, accountability/lapses may not be
attributed to the recommending official/sanctioning authority only for having renewed
the facility, even though there were operational deficiencies in the account, if the
decision to renew the facility with or without enhancement was a proactive step
to save the account from becoming NPA by revival of the unit/rehabilitation etc.
b) Where the limit is renewed without enhancement – Unless irregularities of serious

nature are observed in the renewal itself, accountability/lapses may not be attributed
to the recommending official/sanctioning authority only for having renewed the
facility, provided the same has been done with proper justification, even though there
were deficiencies in the operations of the account.
c) Where the limit is renewed with enhancement :
 Even if there are deficiencies in the operation of the account, if the enhancement/
extension of limit was intended for the revival of the unit and thereby save the
account from becoming bad, no staff accountability should fall on the
recommending official/sanctioning authority even if the deficiencies/ irregularities
were such that the decision would have been different if the account was
considered for sanction for the first time.
 If the limit is renewed with enhancement in an account which was standard at the
time of renewal, subsequent lapses if noted in the account, shall not be attributed
to the officials who had originally appraised/sanctioned the limit, if they have not
continued in the same post and enhanced the limit.
Definition of “irregularities of serious nature” for the purpose of Renewal shall be:
unsatisfactory conduct of accounts like, Non-availability of prime security/collateral
security, closure of the unit, non-availability of adequate DP, reckless deviations,
return of Cheques, non routing of turn-over through the loan accounts etc.
2.9 Reviewing Authority:
When once a sanction made is reviewed by the respective Reviewing Authority, it may be
deemed that the sanctions made are in order from the policy angle provided the
observations made while perusing/taking note are rectified. Any pre sanction lapses from
the policy angle pertaining to such sanctions where the Review has been done, that are
noticed at a later stage may not be proceeded with provided the same is devoid of malafides
or any objectionable element.
This communication from the Reviewing Authority shall be conveyed within 30 days from the
date of receipt of reporting of such sanction of the credit, unless there is any adverse
comment or further clarification is required from the Sanctioning Authority on any aspect of
sanction. Therefore, if sanction is reviewed by the reviewing authorities, the need to look
into accountability angle up to that stage on the part of the sanctioning authority for lapses
from policy angle is treated as closed unless lapses of serious nature such as suppression of
material facts/ fraud were later observed.
Though it may not be necessary that the Reviewing Authority step into the shoes of
sanctioning authority and resort to a re-appraisal of the sanction made, it would be the
prerogative of the Reviewing Authority to point out the deficiencies in the proposal while
reviewing the sanction. Further, the Reviewing Authority should specifically point out
instances of reckless lending, blatant abuse of powers, if noticed. As long as the Reviewing
Authority has observed that the decision taken is within the policy guidelines/parameters
issued by the Bank and within the powers delegated to sanctioning authority, the
accountability lapses on the part of the Reviewing Authority having taken note of the
sanction need not be further pursued.
If deficiencies are apparently visible, but the Reviewing Authority had not taken cognizance
of the same, then he may also be held accountable for dereliction of duty for not observing
the apparent deficiencies while reviewing the sanction. But the same will in no way
mitigate or absolve the persons who had processed/recommended/sanctioned the proposal,
as it is their primary duty to ensure and protect the interests of the Bank by exercising
proper due diligence.
2.10 Suppression of material information/non-reporting:

Any suppression of material information in the credit reports, control return, non-reporting
of overdrawings and any other adverse features which should have been promptly brought to
the notice of sanctioning/controlling authority, non-compliance of sanction terms without
proper reasons and without approval from the sanctioning authority are to be looked into for
staff accountability on the part of the officials who are responsible for such
suppression/non-disclosure/non-compliance.
2.11 Consortium Advances:
In the case of consortium advances, the appraisal, sanction, treatment of NPA etc. is left to
the member banks. Accordingly, the staff accountability will also be looked into like any
other loans/advances. However, the Authority concerned may take a view regarding staff
accountability if the Leader/majority of the members of the Consortium is/are of the view
that the account had gone bad for the reasons beyond the control of Bank officials and no
malafides are suspected on the part of the bank officials.
2.12 Accountability on NPA's due to external factors;

2.12.1 If the cause of the NPA is by and large due to external factors, i.e. beyond the
control of the bank (e.g., change in Government Policy, environmental norms
suddenly imposed by pollution control agency, strike in factory, Dockyard strike,
natural calamities, delays in realisation due to postal strike, breakdown in the
communication system, non release of government subsidy/ grant, increase in rate
of interest, takeover of land or securities by the government agencies, etc.) it will
generally not attract staff accountability. Reporting officials shall have to make all
efforts to elaborate these reasons and suggest measures to contain the loss
whether potential or real.
2.12.2 Staff accountability shall be examined, whenever a borrowal account slips to NPA
(Fresh Slippage/Quick Mortality) category. In cases where detailed investigation /
examination of staff accountability is already under process based on Special
Reports / otherwise, such cases need not be taken up afresh for investigation.
However, a view can be taken and recorded with justification for the need of
additional/ supplementary investigation to ensure that staff accountability aspect
has been considered at all levels.
2.12.3 Generally investigation will not be considered/conducted to examine Staff

accountability in NPA accounts (other than quick mortality accounts) with
aggregate sanctioned limits up to Rs. 10.00 lacs. In such cases the Deputy General
Manager of the Circle should decide about conducting a preliminary verification
and incase no serious lapses/ irregularities are noted, except normal/acceptable
business decisions, the matter need not be probed further and can be closed from
staff angle after placing it to Circle Head. However, investigation shall be
conducted on detection of reckless lending, impersonation, fraud, misutilization of
government subsidies or in view of Complaints/Audit Reports received from
Internal/ External/ Statutory/ Concurrent/ RBI Reports / CBI References etc.
2.12.4 While permitting the proposals for write off / waiver of unapplied interest /
compromise, the concerned authority has to ensure that it is as per the extant OTS
Scheme of the Bank.
2.13 ECGC Claim settled accounts: -
In the accounts where the ECGC has settled the claim, the Competent Authority may take a
view regarding staff accountability taking into account the fact of the settlement of the
claim by the ECGC
2.14 Loan Failures and Accountability:
When loan failures occur, as they at times do, it becomes necessary for the Bank to examine
the causes for the failure and record them in its institutional memory so that such failures
can be avoided in future. Only if such failures are the result of direct acts or omissions on
the part of the staff, the accountability aspect has to be examined. Wherever it is found
that staff lapses by way of acts or omissions have not contributed to the failure of the credit
facility, the mere presence of such lapses should not become a cause for proceeding against
the employee concerned.
The mere presence of procedural lapses should also not become a cause for proceeding
against the employee concerned in a failed loan account where adequate realizable
securities are available and/or in accounts which are closed/fully recovered/ standard,
unless evidence of fraud/malafide emerges.
2.15 Willful default by borrowers:
In case of willful default by the borrower or in a situation, where the manner in which
diversion of funds was done by the borrower was such that it was not possible for bank
officials to notice the signals in routine business, no accountability shall generally be fixed.
However, if the diversion of funds was apparent and the official handling the account was
grossly negligent in facilitating the borrower to divert the funds for purposes other than the
one for which sanction was given by the bank, the official concerned handling the account
and/or the department in charge, should be held accountable.
2.16 Fixing of Staff Accountability in officials working in Foreign branches/Offices:

Fixing of staff accountability and initiation of disciplinary action against those officials
deputed to branches/offices/exchange companies abroad shall be as per this policy and as
per the extant disciplinary procedure applicable to them.
2.17 Lapses at RO / CO/ HO:
Regional Office’s / Circle Office’s get first hand information on the functioning of the
branches under their control. Any laxity in internal control, sudden spurt in advances,
frequent deviation from the set guidelines and exceeding of delegated powers without
obtaining ratification from the competent authority at the branches, which come to light on
perusal of the control returns/periodical visit reports of the Circle Office’s- Regional Office
Executives/ Inspection & Audit reports/charge take over reports submitted by in-coming
Branch Head, needs immediate corrective action. If they fail to take corrective steps on
time, the same can be treated as supervisory lapses and the concerned Regional Offices/
Circle Offices officials should be held accountable.
Likewise, if the concerned Wings/Sections at Head Office fail to act on receipt of

information from Circle Offices or any other sources recommending corrective action in such
cases, officials at the concerned Wings/Sections at Head Office shall also be held
accountable.
2.18 Reporting And Confirmation:
In the normal course of discharging their functions, Bank officials, may on occasions be
required to exceed their powers / discretion in organizational interests. After such a
transaction has taken place, it should be immediately reported to the competent authority
for ratification.
The Competent Authority will grant or reject such requests for ratification within a
reasonable time, say 15 days of the receipt of the report. In case queries / clarification are
necessary for grant of such confirmation, the Competent Authority may take some more
time say, another 15 days, for taking the final action in this regard.
The Competent Authority, should, however ensure that, in all circumstances, such decision
is taken & communicated within a period of one month (30 days) of the receipt of the
original report. Otherwise, the transaction in question shall be deemed to have been ratified
by the Competent Authority and he shall be held responsible for any deviations reported but
not commented by him. However, this shall not absolve the official concerned if any
suppression/ misrepresentation have been observed in the reporting. The order “Noted” by
the Competent Authority shall be treated as ratification.
It is the responsibility of the official concerned who is exercising his/her power to ensure
that timely reporting is made and reasonable follow-up is made with the Competent
Authority to obtain ratification.
In respect of MC/Board matters, the above time norms shall not apply. However, the
decision shall be communicated within a reasonable time.
2A. NON PERFORMANCE:
Avoidance of decision taking/ delay in decision making under notion that “no work no
accountability.” Non fulfillment / non achievement of expected business parameters and
also avoiding of taking bonafide business decision without justifiable reasons, shall fall under
the ambit of accountability.
3.0 NON CREDIT AREAS:
3.1 The ambit of accountability in non-credit areas could be at: -
Branch level:-
a. Non-compliance with 'Know your customer' and Anti-Money Laundering (AML) related
policy and procedural guidelines of RBI / Bank for opening & servicing accounts, and thus
exposing the Bank to legal & financial risks.
b. Non-compliance of the guidelines issued by DIT Wing with regard to functioning of CBS
branches with particular reference to backups, pass words etc.
c. Lack of control over security stationery items & expenditure.
d. Non submission / delayed submission of control returns.
e. Lack of control in long outstanding items of sundry asset accounts/other impersonal
accounts/ Nostro accounts/ Bankers account etc.
f. Rude behaviour with the customers of the Branch.
g. Erosion of Income.
h. Permitting write offs in accounts without specific authority or in violation of guidelines.
i. Non presentation of documents received for collection, both in inward and outward.
j. Releasing documents received under collection without payment (or acceptance in case
of Usance documents).
k. Persistent tendency to delay customer service, reflected by frequent customer
complaints.
l. Non-adherence to Bank's human resources management policies and procedures and
obligations under labour legislations.
m. Non- compliance of other IT security guidelines including operational aspects.
n. Unauthorized debit to customers account.
o. Use of Expired A/c / other impersonal accounts for transfer of funds to own or other
accounts for self enrichment.
p. Creation of dummy a/c’s for passing through unauthorized transactions.
q. Irregularities in purchase of various items.
r. Permitting unauthorized access to the system to outsiders.
s. Failure to inspect ATM cash as per laid down norms.
t. Failure of all types to comply with statutory obligations.
u. Non transmission of LCs and BG Confirmatory Advice through SFMS- Accountability to be
fixed.
v. Wrong reporting on account of data without integrity leading to punitive measures on the
Bank.
w. Wrong reporting / false confirmation of compliance by the branches to the inspection
observations whether in the credit or non-credit matters shall be treated as a misconduct
and accountability have to be fixed.”
x. Violation of provisions of Social Media Policy of the Bank shall be treated as a misconduct
and accountability have to be fixed.”
The above list is only indicative and not exhaustive and shall cover non-compliance/violation
of any guidelines issued by the bank from time to time.
3.2 Fixing of staff accountability in certain areas:
a. Forged/fraudulent Cheques:
Where the signature appearing on the forged/fraudulent cheque apparently and with the
naked eye tallies with the specimen signature lodged with the bank and is other-wise in
order and payable in the normal course of business, the staff accountability shall be
examined taking into consideration the circumstances of the case, negligence, involvement
of the official concerned etc.
b. Fake documents:
Generally no staff accountability need be fixed in the event of a fraud being perpetrated
based on fake/fabricated/forged title deeds, if ordinary precautions expected of a prudent
banker have been exercised by the officials concerned including:
i. Obtention of proper LSR where the Advocate has confirmed having verified the
original title deeds and has confirmed the title, the flow of title, marketability of
the property and all documents as per the LSR have been obtained;
ii. Property proposed to be mortgaged has been visited and its existence is verified
and confirmed;
iii. The mortgagers have been properly identified and their presence has been
confirmed while executing the mortgage papers.
c. Erosion of Income:
In case of instances of Erosion of Income on account of Technology/System related matters

then generally no staff accountability will lie on the part of the branch officials.
However incase, the technology malfunction/system failure which resulted in the erosion of
income was on account of any omission/commission on the part of the officials in DIT Wing /
EDP/ Technology monitoring/ overseeing Section then staff lapses shall be looked into on
the role of these officials in the matter.
In respect of other instances of erosion of Income, if the entire amount is recovered then
generally no staff accountability will lie on the officials concerned. However, if the Erosion
of Income is for an amount of more than Rs 1 lakh, then the same shall be recorded in the
personal file of the officials concerned and if such instances are repeated for more than
three (3) occasions then accountability will be fixed on the official concerned.
d. Technology related matters:
Technology also involves frequent resetting of parameters due to changes in interest rates,
service charges and other business needs etc., which is being done by the DIT Wing/Wing
handling such matters. In such cases, the persons are expected to carry out such work with
utmost care and ensure that there are no mistakes in the changes and such changes are
properly validated by the supervisors. This is one of the key areas, as the parameter
changes are made at the global level and will affect the entire bank. The income leakages in
such cases will be huge. Since, it affects the income of the bank and also its reputation and
may lead to customer complaints, the officials both at the Branch/ User level as well as at
DIT Wing/Wing handling such matters have to carry out such work with due diligence and
utmost care and have to be made responsible for such parameter changes.
However, sometimes inspite of effecting the changes as required, the system behaves
erratically and may not give the expected output resulting in loss/gain of income to the
bank. For such systemic failures, the concerned officials generally shall not be made
accountable.
 AMC/ATS:
 Officials entrusted with entering/renewing AMC/ATS shall carry out them and
ensure that there is continuous support available from vendors. Such officials shall
be responsible if there is non-availability of support from vendors due to absence
of AMC/ATS.
 Wherever AMC/ATS is not arranged, it should be brought to the notice of the
appropriate authorities well in time.
 Deduction of appropriate TDS and remittance thereof.
 Officials entrusted with the task of releasing payments shall be responsible for
deducting appropriate and applicable TDS.
 TDS so deducted should be remitted in accordance with the rules of tax
remittance.
 System-related issues:
 No employee shall generally be accountable for any system-related/attributable
problems/issues.
 DIT Wing shall decide basing on the technical inputs available on-site/from
vendors, the nature of the problem/issue – whether it is system-
related/attributable.
 Such problems/issues shall be brought to the notice of DIT Wing immediately for
rectification.
 DIT Wing shall initiate steps for rectification of such problems/issues by taking up
with the vendors.
e. Non-escalation of irregularities/deviations/unethical practices observed to higher

authorities and/or being a silent spectator:
Staff accountability may also be examined in cases where employees by their acts of
omission/ commission fail to escalate irregularities/deviations/ unethical practices etc., to
the Circle Head and for being a silent spectator to an issue/matter which has ultimately
resulted in damage to the bank’s interest/property.
The accountability shall be fixed by the User Section at Circle Office/Head Office in non-
credit areas after investigation as per procedure.
3.3 Administrative Office level:

a. Inaction for more than a month on serious irregularities/matters other than credit.
b. Awarding contracts / accepting tenders without complying with the laid down norms.
c. Not providing required guidance, when sought by Branches / subordinate offices, on
specific issues.
d. Lack of regular follow up / monitoring on issues requiring such follow up.
e. Exceeding delegation of powers in respect of incurring revenue/capital expenditure;
f. Non-compliance of Regulatory compliances;
3A COMMITTEE CONCEPT:
3A.1 The rules laid down under this policy for individual Sanctioning Authority, Official/Authority
appraising/ recommending and Reviewing Authority shall mutatis mutandis be applicable to
the committee concept, whether it is credit or non credit matter.
3A.2 The Government of India, Ministry of Finance, while communicating the guidelines for
setting up of committees at various levels in Nationalized Banks vide their letter F
No.13/1/2006-BO.1 dated 03.04.2012 has observed:
“It has been felt that setting up of such a structure in the PSBs would expedite disposal of
matters, improve the quality of decision making and reverse the growing trend of upward
delegation in the Banks.”
Therefore, whenever a decision is taken by the Credit Approval Committee or any other
committees duly constituted by the Competent Authority, it is expected that such decisions
are taken collectively by its’ members based on their expertise, experience, knowledge and
wisdom, in the best interest of the bank. As such generally the accountability shall not be
fixed in respect of decision taken by the Credit Approval Committee or any other committee
duly constituted by the Competent Authority, except under the following cases like:
a) frauds committed with the involvement/ connivance of the members of committee;

b) decision influenced by personal/ vested interest;
c) decision based on extraneous factors not relevant to the business interest of the bank;
d) decision tainted with ulterior motive;
e) decision which are not bonafide; and
f) decision taken under influence/ pressure from outsiders, though such decision is not in
the interest of the bank and in violation/ deviation of the critical mandatory norms
which seriously affects the bank’s interest.
In the cases like above the members of such committee shall be accountable collectively as
well as individually.
3A.3 As also laid down in guidelines Circulated vide HO Cir No.182/2012 dated 22.06.2012 for
“Formation of Credit Approval Committee”, the decisions of the committees are expected to
be unanimous. Whenever, unanimous decision cannot be arrived at, the reason for
disagreement and the basis of decision should be specifically mentioned in the minutes. As
such, in cases referred as exception under 3A.2 above, if a member of the committee has
recorded in the minutes, his disagreement with reasons and the committee takes a decision
overlooking such disagreement, while fixing the accountability on the members of the
committee, the benefit of recording the disagreement by the particular member which if
considered could have averted the wrong decision of the committee, should be extended to
such member of the committee and he shall be eschewed from the accountability.
3A.4 In case of suppression of material facts at the time of submission of proposal and not
reporting the adverse development if any to the Committee, the accountability will rest on
the Officials responsible for the same.
4.0 FRAUDS: -
Frauds in a bank can scarcely take place in isolation if systems and procedures are followed.
Where they are not, temptation to commit frauds manifests itself. In a bank where more
than one person works, frauds can seldom take place if those around the fraudster are not
complacent or indifferent or passive spectators. Empirical evidence confirms the fact that
frauds are allowed to be perpetuated for these simple reasons stated above.
There is a shift in the modus-operandi in the commitment of frauds from the first person
singular to the third person plural, from across the counter to remote controlled techniques,
from crude methods to highly sophisticated methods, and so on.
At the end of it all, it simply boils down to neglect, whether casual, willful or even
conspired negligence to follow established norms & procedures among staff at lateral levels
and more so at supervisory levels.
These relate to areas like:

a. Improper identification of new customers facilitating opening of fictitious accounts.
b. Allowing huge cash withdrawals in newly opened accounts on realisation of Cheques,
drafts, Dividend Warrants for large sums whether drawn on the account holder or
third parties.
c. Not being vigilant on unusual transactions.
d. Not keeping watchful track of borrowers with tendency to divert funds, misuse
facilities, wrong reporting of stocks/debtors and noncompliance of sanctioned terms
under one pretext or another.
e. Ineffectiveness in cash management or its movement.
f. Failure to safeguard security items as per prescribed norms.
g. Non- Ensuring job rotation without justification.
h. Misappropriation of customers'/Banks' funds.
i. Withdrawal of funds without having sufficient balance in the account and destroying
the relevant records.
j. Misutilisation of LFC facility/ TA advance/Housing loans.
k. Submission of false caste certificate.
The above list is only indicative and not exhaustive.
Bank transactions are so numerous and varied that fraud can be perpetrated in any of the
areas. Normally, a Bank fraud is a deliberate act of omission and / or commission by any
person carried out in the course of banking transaction or in the books of account
maintained manually or under computer system in Banks, resulting into wrongful gain to any
person for a temporary period or otherwise, with or without any monetary loss to the Bank.
Frauds could be committed by the Employees, or by employees in collusion with outsiders or
by outsiders.
Where there is a prima facie case of fraud, forgery, falsification of records, accommodation,
suppression of material facts, bribery etc., by an employee acting independently or in
connivance with an outsider the matter must be viewed seriously and accountability fixed
accordingly, without reference to the loss that may be suffered by the Bank, for the Bank
basically relies on the faith and confidence in each employee.
However, in fraud cases which have been perpetrated by the outsider without the wilful
involvement of an employee, the lapses/negligence on the part of the employee which
contributed the perpetration of the fraud need not necessarily be viewed from vigilance
angle.
It may be borne in mind that negligence arises when there is a duty and duty is defined in
terms of the laid down rules and procedures. Thus, the negligence / omission / commission
should be examined with reference to the laid down rules and procedures and it is expected
that the guidelines/circulars issued from time to time in Credit/Non-credit/Fraud areas are
complied with in its true letter and spirit.
5.0 TIME LIMIT FOR INITIATION OF DISCIPLINARY PROCEEDINGS AND ROLE OF INSPECTING
OFFICIALS:
5.1 Our Bank has a system of internal inspection for non-borrowal/borrowal account under which
they are subjected to close scrutiny. The Inspecting officials would scrutinize pre-sanction
appraisal, documentation and disbursement of loans/advances and post sanction follow-up.
If any irregularity is missed out by Inspectors in the first inspection, it is reasonable to
expect that the remaining undetected irregularities will be detected in the second
inspection and necessary staff accountability, if any, would be examined in the matter.
Normally, the second inspection would be completed within 3-4 years.
In case any irregularity is detected subsequent to the second inspection, the inspecting
officials concerned may be held accountable if the irregularity was one which was subsisting
at the time of the first inspection and was overlooked/ ignored or otherwise undetected by
the inspecting officials who conducted the first inspection. Similarly, if the lapses have been
detected after the second inspection, the inspector who had conducted the second
inspection shall also be accountable for not pointing out the lapses during their inspection or
do not highlight carryover of audit comments not rectified by them.
5.2 No disciplinary proceeding will ordinarily lie against any official for any lapse not detected
within two successive internal regular inspection of the same account or 4 (Four) years from
the date of event or occurrence of the lapse, whichever, is later.
However, the above time limit will not apply to cases of where the involvement of the
employee is identified in:
a. Frauds.
b. Cases where malafides are inferable.
c. Other criminal offences as per the law of the land.
5.3 If there is a long time gap of say more than 6 months between the examination of staff
accountability and the subsequent submission of NF 607/compromise or write off proposal in
an account, there should be specific comments on the' staff accountability aspect covering
the intervening period, particularly in relation to increase in outstanding, dilution of
securities, lack of follow up and reporting or any other relevant matters along with the
conclusion of the examining authority.
5.4 Disciplinary action once decided to be taken, generally to be got completed within a time
frame of six months.
Multiplicity of the charge sheets should be avoided as far as possible. The Competent
Authority initiating departmental action should, as far as possible, ensure that all matters
pertaining to the particular branch/office based on which the departmental action is being
initiated/contemplated have been covered in a single charge sheet.
For staff due for superannuation, Disciplinary Action, if contemplated, must be initiated
without any delay.
In the event of the death of an employee under any circumstances, at any time before the
imposition of the punishment, for the purpose of staff lapses, the Departmental proceeding
initiated/contemplated against him shall stand abated and his family will be entitled to all
eligible terminal benefits.
5.5 Parallel departmental enquiry will be conducted in cases where external agencies e.g. CBI,
Police; are involved, in consultation with them, wherever necessary.
6.0 FIXING OF STAFF ACCOUNTABILITY FOR RETIRING EMPLOYEES:
6.1 A list of all employees (Workmen/ Officers/ Executives) who are retiring in the ensuing 1
year as on the 1st of January & 1 st of July every year should be prepared by HRM Section and
submitted to Human Resources Wing, Head Office. This statement should be submitted not
later than 30th January/31st July every year.
6.2 Clearance has to be obtained from Branches/ Offices where the employee was last working
for the preceding 4 years of his retirement.
The clearance should be given by the permanent / acting branch in charge duly taking into
consideration the following:
a. The branch in charge is required to verify the last inspection report of the branch and
if it is closed nothing need to be seen up to that point and only subsequent period
needs to be checked by him with respect to the KRA of the official concerned.
b. If the inspection report is not closed; whether the pending issues are in relation to the
KRA of the concerned official.
c. Apart from the above, any reporting regarding the official to the higher authority/
Circle Office regarding his involvement in any matter.
6.3 This clearance has to be obtained by HRM Sections 6 months before the date of
superannuation of the employee/s and a Certificate duly signed by the Circle Head is to be
sent to Human Resources Wing, Head Office within 15 days of the effective date.
6.4 Final clearance should be sent 3 months prior to the date of retirement of the employee/s
to Human Resources Wing, Head Office.
6.5 In the eventuality of any matter being revealed after the issue of the respective Certificates
as mentioned in Clause 6.3 or 6.4 above, the Circles should accord ‘TOP PRIORITY’ to such
cases and it is the responsibility of the Circle Head to ensure that the papers are put up to
the Competent Authority for taking a suitable decision in the matter.
6.6 All necessary steps like conducting investigation calling for explanation etc., should be done
within a time bound schedule to ensure that the matter is brought to a logical conclusion
before the date of retirement of the concerned employee. Such matters should be under the
personal monitoring / follow-up of the Overseeing Executive of HRM Section.
6.7 If any staff lapses are identified / revealed against the retiring employee in a matter
pertaining to a period prior to the date of the respective Certificates issued by the Circle,
the matter will be viewed from staff angle against all the concerned officials including the
officials / Executives at Circle Office for the delay / non-reporting / non-identification of
the lapses at the appropriate time.
7.0 PROCEDURE FOR EXAMINING STAFF ACCOUNTABILITY, CONDUCTING INVESTIGATIONS/ RE-

INVESTIGATIONS AND REPORTING MECHANISM
7.1 An investigation is a systematic, minute, and thorough attempt to learn the facts, veracity
or truthfulness of complaints or information received. There are various sources of
information. It may arise out of complaints / letters / memorandum containing allegations,
inspection reports, press reports, reporting of accounts turning to NPA etc.
It is essential that the officers deputed for the above purpose conduct the investigation in an
impartial, fair and objective manner. The conclusions given by them, apart from being
factual and relevant, shall also bring out all the details which have evidentiary value. It is,
therefore, necessary that the Officers who are deputed for investigation shall conduct the
investigation and submit the report without any bias.
It is of utmost importance to bear in mind that the investigation is only a fact finding task
including the reasons for account going bad in case of advances related matter. It enables
the authorities to come to a conclusion whether there is a prima facie case for initiating
further action. Hence, it should not be the sole objective of the investigating officer to get
some employee punished by any means but to see that only the lapses / irregularities are
brought to light.
7.2 Officials working in or attached to HRM Sections shall not be entrusted with Investigations.
Officials who are working in the branches/ user sections shall be trained on the methodology
of investigation process and shall be used for the purpose of conducting investigations. A
panel of such officials shall be maintained by the HRM Sections of each Circle for the
purpose of investigation.
7.3 It shall be the responsibility of the HRM Section from the stage of entrusting the matter for
investigation upto the stage of finalizing / crystallizing the staff lapses and initiating
appropriate action in coordination with the concerned User Section. They should ensure
either themselves or through the Investigating Officer the identity of the person accountable
for the lapses through the KRA’s and/or the actual work done/not done by the officials
concerned.
7.4 As and when a matter is to be investigated, the concerned User Section should approach the
HRM Section with full details and the HRM Section based on the nature of case / subject
matter to be investigated should identify the Officer with the requisite experience in that
particular field from within the Panel maintained by them and entrust the investigation to
him under intimation to the User Section.
HRM Section at Circles shall inward all references made by the User section for departmental
investigations; record the developments/action taken subsequent to investigation till its
logical end.
7.5 The entrustment of the Preliminary Inquiry/ Investigation is to be done by HRM Sections at
Circle only, with the knowledge of the Competent Authorities as indicated in this policy.
While entrusting the Preliminary Inquiry/ Investigation, HRM Section should ensure that a
specific date is mentioned on or before which the Investigating Officer is required to submit
his Report. Normally, a period of 2 to 3 days may be specified for submitting Preliminary
Inquiry report and 1-2 weeks may be specified for submission of Investigation Report.
In respect of CO / HO sanctions or even for non financial matters, wherein the role of Circle
Office Officials including the role of Circle Head needs to be looked into, the investigation
shall be ordered through Inspection Wing by:
Circle Head Upto Scale VI GM HR Wing

If Circle Head Scale VII Executive Director.
Against HO Matters MD & CEO in his
involving Scale VI & VII. absence Executive
Director.
Generally, investigation will not be considered/ conducted to examine Staff accountability

in NPA accounts with aggregate sanctioned limits up to Rs. 10.00 lacs unless it is quick
mortality accounts. In such cases the DGM of the Circle should decide about conducting a
preliminary verification and in case no serious lapses/ irregularities are noted, except
normal/acceptable business decisions, the matter need not be probed further and can be
closed from staff angle by the Circle Head. However, investigation shall be conducted on
detection of reckless lending, impersonation, fraud, misutilization of government subsidies
or in view of Complaints/Audit Reports received from Internal/ External/ Statutory/
Concurrent/ RBI Reports / CBI References etc.
7.6 On receipt of the Preliminary Inquiry / Investigation Report, the HRM Section should
examine the report to ensure that it is submitted in the prescribed format covering all the
requisite information for the purpose of taking a conscious decision. In case the HRM Section
feels that the report is incomplete or otherwise not in order, the HRM Section itself should
advise the Investigating Officer to either redo the preliminary inquiry / investigation or
submit a Supplementary Report with the requisite information.
7.7 On receipt of the Investigation Report, the HRM Section after satisfying itself that the Report
is complete in all respects should retain original with them and furnish a copy of the Report
to the User Section for finalizing the staff lapses if any.
7.8 For the purpose of taking a pragmatic and a balanced view with regard to the determination
of staff accountability, each Circle shall form a “Staff Accountability Screening Committee -
Circle Office” (SASC-CO) consisting of the following members which shall screen and
scrutinize the Preliminary Inquiry Report / Investigation Report and determine the staff
lapses.
 The Executive overseeing the User Section.

 The Executive overseeing Risk Management Section.
 The Executive from the Circle other than the Disciplinary Authority/Vigilance Officer.
 The Section Head of the HRM Section.
The User Section on receipt of the copy of Preliminary Inquiry Report / Investigation Report
shall prepare a Self Contained Note in the prescribed format and place the same before the
SASC-CO. The SASC-CO shall examine whether:
 The irregularities observed in the preliminary inquiry report/ investigation report are
supported by cogent evidence AND/ OR adequate to stand through the process of
probable enquiry, if any.
 The preliminary inquiry report/ investigation contain only lapses, if any.
 In case the report reveals “Nil staff lapses” the same is supported by unambiguous
reasoning.
If the SASC-CO feels that the Self Contained Note / Preliminary Inquiry Report /
Investigation Report placed to them is incomplete / lacks required details / information they
may get the said details from the Investigating Officer by way of either fresh investigation/
supplementary investigation/ additional clarification as they may deem fit through HRM
Section.
In case of preliminary inquiry, if there are prima facie staff lapses they shall get the matter
thoroughly investigated and report shall be obtained within one or two weeks.
After getting the required details from the investigating officer, the matter shall be placed
to SASC-CO again.
Once the SASC-CO ensures that the Self Contained Note / Preliminary Inquiry Report /
Investigation Report is complete in all respects the following circumstances will emerge:
a. The case with respect to an account/ matter involving liability of less than Rs.1.00
Crore, not reveals any staff lapse or revealing only inconsequential and trivial
misdemeanors: The SASC-CO shall advice the User Section for placing the matter before
Circle Head for taking a view as per Clause No.7.9 infra.
b. The case with respect to an account/ matter involving liability of less than Rs.1.00
Crore, revealing lapse: The SASC-CO shall advise User Section for placing the matter
before Circle Head for forwarding Self Contained Note and draft Explanation calling
letters to HRM Section and for placing the matter before IAC.
c. The case with respect to an account/ matter involving liability of more than Rs.1.00
Crore: Irrespective of the fact whether staff lapses revealed or not the SASC-CO shall
advise User Section to forward the Self Contained Note, views of SASC-CO and
Investigation Report along with Annexure to SASC- HO as per clause No.7.10 infra
through HRM Section to Industrial Relations Section, HR Wing, Head Office.
7.9 After following the above procedure mentioned under Clause No.7.8 supra, in case of an
account/ matter involving liability of less than Rs.1.00 Crore, or after following the
procedure enumerated under Clause No.7.10 for accounts/ matter involving more than
Rs.1.00 Crore, if the investigation does not reveal any staff lapse against the officials, or if it
reveals only inconsequential and trivial misdemeanors and not lapse, the Circle Head can
close the matter with or without a word of caution, provided that case apparently does not
involve the following:-
a. Frauds
b. Cases where malafides are inferable
c. Other criminal offences as per the law of the land.
d. Vigilance angle as defined under CVC Manual.
7.10 If the case is with respect to an account / incident involving liability of Rs.1 Crore and
above, after following the procedure enumerated in Clause No.7.8 supra, irrespective of the
fact whether staff lapses revealed or not, the Self Contained Note/ Preliminary Inquiry
Report/ Investigation Report along with Annexure and minutes of SASC-CO shall be
forwarded to Industrial Relations Section, HR Wing, Head Office. The Industrial Relations
Section, Head Office, shall place the Self Contained Note/ Preliminary Inquiry Report/
Investigation Report and minutes of SASC-CO, so received before “Staff Accountability
Screening Committee- Head Office” (SASC-HO) consisting of five General Managers at Head
Office, to be constituted as per the orders of Managing Director & CEO in his/her absence
Executive Director. The minimum quorum shall be 3 members. The SASC-HO shall examine,
whether:
 The irregularities observed in the preliminary inquiry report/ investigation report are
supported by cogent evidence AND /OR adequate to stand through the process of
probable enquiry, if any.
 The preliminary inquiry report/ investigation contain only lapses.
 In case the report reveals “Nil staff lapses” the same is supported by unambiguous
reasoning.
If the SASC-HO feels that the Self Contained Note / Investigation Report placed to them is
incomplete / lacks required details / information, they may get the said details from the
Investigating Officer by way of either fresh investigation/ supplementary investigation/
additional clarification as they may deem fit through SASC-CO/HRM Section. In such case
Circle shall ensure that the report/ clarification called for is submitted within one or two
weeks.
In case of preliminary inquiry, if there are prima facie staff lapses they shall get the matter
thoroughly investigated through SASC-CO/HRM Section and Circle shall ensure that
investigation is completed and report is submitted within one or two weeks.
After getting the required details by way of fresh investigation/ supplementary

investigation/ additional clarification, as the case may be, from the investigating officer
through HRM Section / SASC-CO, the matter shall be placed to SASC-HO again.
Once the SASC-HO ensures that the Self Contained Note / Investigation Report is complete in
all respects the following circumstances will emerge:
a. The case with respect to an incident other than advances or relating to advances related
matter where sanctioned amount is less than Rs.15.00 Crores, not reveals any staff lapse
or revealing only inconsequential and trivial misdemeanors: The SASC-HO shall advice the
HRM Section/ SASC-CO for placing the matter before Circle Head through User Section for
taking a view as per Clause No.7.9 supra. In case of HO matters the same shall be placed
to General Manager HR up to Scale VI officials and to ED for Scale VII officials for taking
view as per clause No.7.9 supra.
b. The case with respect to an incident other than advances or relating to advances related
matter where sanctioned amount is less than Rs.15.00 Crores, revealing lapse: The SASC-
HO shall advise HRM Section / SASC-CO / User Wing for placing the matter before Circle
Head through User Section for forwarding Self Contained Note and draft Explanation
calling letters to HRM Section and for placing the matter before IAC.
c. The case with respect to advances related matter where sanctioned amount is more than
Rs.15.00 Crores: Irrespective of the fact whether staff lapses revealed or not the SASC-
HO shall forward the Self Contained Note, their views and Investigation Report along
with Annexure to Chief Vigilance Officer, Vigilance Wing, for scrutiny in terms of clause
No.7.11 infra.
7.11 If the preliminary inquiry / investigation is with respect to advances related matter where
sanctioned amount is more than Rs.15.00 Crores, after scrutiny of the preliminary inquiry
report/ investigation report by SASC-CO (if the case pertains to a Circle) and SASC-HO,
irrespective of the fact whether the report reveals any staff lapse or not / any vigilance
angle or not the Preliminary Inquiry/ Investigation Report shall be forwarded to Chief
Vigilance Officer in a routine manner for scrutiny along with self contained note and views
of SASC-HO in a prescribed format. On scrutiny of preliminary inquiry report/ Investigation
report / staff accountability report, wherever it is desired that additional information /
supplementary investigation is required, same shall be got conducted by the Chief
Vigilance Officer, through HR Wing, Head Office. In case ultimately if the Chief Vigilance
Officer is of the view that there are prima-facie staff lapses and the matter may attract
vigilance angle, he may advise the HR Wing for placing the matter to IAC and in turn HR
Wing shall advise the concerned Circle. If there are no staff lapses, he may advise the
Circle / HR Wing to treat the scrutiny as dealt with.
7.12 Once the procedure as enumerated in clauses 7.8, 7.10 & 7.11 is followed and if the
Investigation Report reveals any irregularities / lapses, the User Section/ User Wing shall
forward the draft of the letter calling for explanation from the concerned officials to HRM
section to enable them to call for explanation. The lapses of officials who are responsible
for preventive vigilance shall be looked into.
7.13 HRM section, on receipt of the draft explanation letter, shall verify whether all the relevant
points are covered in the same and issue the same and ensure that the reply is received
within the time stipulated. Normally, seven days time may be given for submission of reply
to the explanation calling letter, with a maximum of 2 weeks from the date of calling for
explanation.
7.14 On receipt of the reply HRM Section should forward the copy of the reply to the USER
Section while preserving the original.
7.15 Matter should not be kept pending indefinitely waiting for the reply from the officials. If
the reply is not received from any officials within the stipulated time, this information may
be conveyed to the User Section, who shall proceed further in the matter treating that the
concerned official has failed to submit the reply.
7.16 The User Section on receipt of the copy of the reply / information of non-submission of reply
of the concerned officials shall critically analyze the lapses / irregularities observed in
respect of each official vis-à-vis the reply given by him and taking into consideration full
facts of the case, the situation at work place and other extenuating circumstances and
taking a view of the matter in its entirety, shall place the matter before Circle Head for
finalizing the views against each of the lapses.
7.17 Once the views on each lapses are finalized, to enable HRM Section to proceed in the
matter, the User Section shall furnish their detailed specific views / comments with
necessary papers to HRM Section by way of self contained note duly indicating the nature of
the lapses to be proceeded against each official.
7.18 User Section should invariably furnish the necessary details of financial implications such as
whether it is a quick mortality account / NPA, present liability, availability of enforceable
security, value of the security, steps taken for recovery and present position, Chances of
recovery etc while transferring the papers to HRM Section.
7.19 HRM Section on receipt of the above self contained note and other details / papers from
User Section should immediately process the same and place the matter before the IAC at
Head Office.
7.20 There should not be any investigation being conducted in a Circle without the concurrence
of HRM Section, and all the subsequent, clarification, re-investigation, supplementary
investigation, if any, shall also be conducted/ routed through, HRM section and at Head
Office, it shall be through IR Section, HR Wing. In Head Office, if any Wing is of the view
that investigation is required for any matter under their follow up, they have to take up with
IR Section, HR Wing, duly explaining the necessity of investigation and IR Section, HR Wing,
shall place to the competent authority as per the policy for ordering investigation through
Inspection Wing. However, the CVO may continue to exercise his existing powers as provided
under CVC rules.
7.21 Generally in case of fraud matters and fast tracked cases the overall time for completing all
the due process and placing the Office Note before IAC shall be completed within 3 months
from the date of classification of fraud. In relation to other fast tracked cases it shall be
within three months from the date of incident coming to light.
In other matters, including where the account turns to NPA, which is neither a fraud case
nor a fast tracked case, the IAC Note factoring the actionable lapses observed, shall be
placed within the overall time of 6 months from the date of NPA or incident coming to light.
The Managing Director & CEO is empowered to issue guidelines with respect to the fast
tracked cases and time norms to be followed in each and every stage within the overall time
limit. The delay if any at each and every stage should be recorded with the specific and
valid reasons. The Circle Head shall monitor the staff accountability matters and the
adherence to the time norms shall be ensured by way of periodical review meets as decided
by the Circle Head.
8.0 ASPECTS TO BE CONSIDERED IN EXAMINING ACCOUNTABILITY - DISTINCTION BETWEEN

VIGILANCE AND NON-VIGILANCE CASES;
8.1 Essentially, lapses fall into three broad categories:
a. Procedural lapse or casual negligence in the ordinary discharge of one's duties and not
involving financial / legal liabilities for the Bank;
b. Gross or culpable negligence;
c. Lapses with malafide intentions.
In arriving at the view to be taken, the cardinal principles of fair play, transparency and
judicially balanced views have to be exhibited. Thereafter, punishment contemplated
commensurate with the offence or irregularity will be imposed in accordance with the laid
down procedures/ regulations.
8.2 8.2. The Chief Vigilance Officer in the Organisation has been authorised to decide upon the
existence of vigilance angle in a particular case. The Central Vigilance Commission has
defined vigilance angle vide their office order No.23/04/04 dt. 13.4.04 as follows:
"Vigilance Angle" is obvious in the following acts:
i) Demanding and / or accepting gratification other than legal remuneration in respect

of an official act or for using his influence with any other official
ii) Obtaining valuable thing without consideration or with inadequate consideration
from a person with whom he has or likely to have official dealings or his
subordinates have official dealings or where he can exert influence.
iii) Obtaining for himself or for any other person any valuable thing or pecuniary
advantage by corrupt or illegal means or by abusing his position as a public servant.
iv) Possession of assets disproportionate to his known sources of income.
v) Cases of misappropriation, forgery or cheating or other similar criminal offences.
vi) Gross or willful negligence; recklessness in decision making; blatant violations of
systems and procedures; exercise of discretion in excess, where no ostensible /
public interest is evident
vii) Recurrent instances of sanction of Overdrafts in excess of discretionary powers /
sanctioning limits without reporting.
viii) Frequent instances of accommodation granted to a party against norms
ix) False LFC/TA Bills, Hospitalization Bill, etc
The SASC-CO & SASC-HO while dealing with the scrutiny of staff accountability reports under
clause No.7.8 & 7.10 supra shall also take into consideration of the above.
8.3 It is also stated that vigilance activity in financial institutions is an integral part of the
managerial function. The raison d’être of such activity is not to reduce but to enhance the
level of managerial efficiency and effectiveness in the organisation. Therefore, while
accountability has to be examined in respect of losses caused to the organisation, every loss
pecuniary or non- pecuniary, need not necessarily become the subject matter of a vigilance
enquiry. It would be quite unfair to use the benefit of hindsight to question the technical
merits of managerial decisions from vigilance point of view. A distinction has to be drawn
between a business loss, which has arisen as a consequence of a bonafide commercial
decision, and an extraordinary loss, which has occurred due to any malafide, motivated or
reckless performance of duties. While the former has to be accepted as a normal part of
business and need not be proceeded with, the latter has to be viewed adversely and dealt
with under the extant disciplinary procedures.
8.4 Where there is a prima facie case of a fraud, forgery, falsification of records, suppression of
material facts, bribery, etc., the matter must be viewed seriously and accountability fixed
accordingly, without reference to the loss that may be suffered by the bank, for, the bank
basically relies on the faith and confidence in each of the employee.
8.5 In addition to the above, irregularities viz. gross or willful negligence, recklessness in
decision making, blatant violations of systems and procedures, exercise of discretion in
excess where no ostensible/public interest is evident, failure to keep the controlling
authority/superiors informed in time, failure to report to the Controlling Authority with the
intention to suppress/conceal information etc., are to be looked into to come to a
conclusion whether there is reasonable ground to doubt the integrity of the officer
concerned.
8.6 Any undue/unjustified delay in the disposal of the case, perceived after considering all
relevant factors, would reinforce a conclusion as to the presence of vigilance angle in a
case.
8.7 Circles have to refer all investigation reports to SASC-CO/ SASC-HO as the case may be as
per the procedures mentioned in chapter 7 of this policy, and wherever staff lapses have
been identified shall place the matter before Internal Advisory Committee (IAC) constituted
at Head Office for the purpose of examining existence of ‘vigilance angle’ or otherwise
through Industrial Relations Section, HR Wing, Head Office Bangalore. The IAC shall be a 5
member committee to be constituted as per the orders of MD& CEO through HR Wing, Head
office. Minimum three members are required for quorum. The IAC in turn will send their
views to Chief Vigilance Officer. The Vigilance Wing shall give their advice within reasonable
time to the Disciplinary Authority. The DA shall examine the advice / recommendations of
CVO and take steps for further action. In case DA disagrees with CVO’s recommendations for
the reasons to be stated in writing, the CVO shall place the matter before MD &CEO, and if
the difference persists, the matter to be reported to CVC by the CVO for taking a final call.
8.8 As per CVC guidelines, the CVO is required to get the accountability reports in a routine
manner irrespective of the fact whether there is vigilance angle or not in all case of High
Value NPA accounts (where the sanction is for Rs.15 Crore and above accounts). Therefore,
CO/HO should refer all such accountability report to the CVO for scrutiny within reasonable
time through SASC-CO/ SASC-HO as prescribed under Chapter 7 of this policy.
9.0 DEALING WITH NON-VIGILANCE CASES:

On examination of the staff accountability, if it is found that there were no vigilance aspects
and the lapses leading to pecuniary loss to the bank were non-vigilance, it has to be
determined as to the extent to which each lapse and the individual to whom the lapse is
attributed contributed to the failure. The Investigation report shall clearly delineate these
aspects with precision and accuracy adhering to the facts on record. The report may then be
referred for further necessary departmental action. Finalising the departmental action
essentially involves a decision on how the lapses attributed to the various functionaries are
to be viewed — whether to condone, caution, treat leniently or initiate appropriate penal
action. In doing this, a reference may be made to the overall record and contribution of the
official to whom lapses have been attributed in the report on accountability.
10.0 ROLE OF CONTROLLING OFFICES:
10.1 Controlling Offices have an important role to play having first hand information on the
functioning of the Branches under their jurisdiction. Laxity in Internal Control, sudden spurt
in advances figure, deviation in the set guidelines / exceeding of delegated powers at the
Branches as made known on perusal of the Control Returns / periodical visit to the Branch
need to be dealt with in time. Failure to review control returns (including inspection report,
charge taking reports and BCS) at monitoring level could be treated as contributory lapses.
10.2 Procrastination / delay in taking / conveying decisions without justifiable reasons, tendency
to give telephonic instructions without confirming the same subsequently in writing,
awarding contracts / accepting tenders without complying with the laid down norms, not
providing required guidance when sought by Branches on specific issues, lack of regular
follow-up / monitoring on issues requiring such follow-up, etc., could also be treated as
contributory lapses.
11.0 ROLE OF INSPECTING OFFICIALS:

Branches / administrative offices are subjected to various inspections at periodic intervals.
Inspecting Officials are enjoined to bring to light cases of serious lapses in monitoring and
administration of the credit portfolio, internal control detected during the course of branch
inspection. Concealment, suppression or omission of facts in the Inspection Report will
render them accountable. At the same time, inspection report must also appear to be free
of motivation to witch-hunt which if comes to light will be dealt with equally if not more
seriously. Reports submitted should be based on facts/records and not on individual opinion/
perception/ presumption or assumption.
12.0 GENERAL GUIDELINES WITH REGARD TO IMPOSITION OF PUNISHMENTS BY THE
DISCIPLINARY AUTHORITIES:
While imposing a punishment, the disciplinary authority should ensure that the punishment
imposed is commensurate with the gravity of the misconduct proved against the employee.
He may also take into account at this stage the following other criteria:
a. The extenuating circumstances, as they emerge from the inquiry; and
b. The track record of the charged employee.
It should also be ensured that the punishment so imposed is not academic or ineffective; for
example, there is no point in imposing a penalty of withholding of an increment, if the
employee has already been drawing pay at the maximum of the pay scale. Similarly, there
is no point in imposing a penalty of withholding of promotion for a specified period if the
officer is not due for promotion.
12.1 Recovery of loss caused to the bank:
12.1.1 Generally recovery of loss from the employees should not be ordered/resorted to
unless he has benefited from his act either monetarily or otherwise.
If an employee is involved in a fraud and has directly or indirectly benefited from

his fraudulent acts of omission/commission, the punishment should be stiff and
severe like Dismissal or Removal which entails the forfeiture of his pension.
The financial loss caused should also be recovered from him and/or from his
terminal benefits invoking Regulation 19 of the Provident Fund Rules or under
Regulation 43, 48 and 49 and under the other relevant provisions of the Canara
Bank Employees’ Pension Regulations, 1995, and the relevant clauses/ provisions/
sections of the Gratuity Fund Rules/Canara Bank (Officers’) Service Regulations,
1979/Payment of Gratuity Act etc.
However, before adjusting the amount from his terminal benefits a show-cause
notice should be issued to him by the Circle Head informing him the quantified loss
caused to the bank in the matter and asking him to show cause as to why the
amount so quantified should not be recovered/forfeited from his PF/Gratuity
/terminal benefits.
Incase the terminal benefits are not sufficient to recover the loss caused to the
bank from employees who have committed the fraud/ misappropriation/
embezzled, steps should be taken to file a civil suit against such employees in
order to recover the loss suffered by the Bank due to the fraud committed by them
by following the guidelines given hereunder:
a. In all fraud cases which have resulted in loss to the Bank and where there is a
direct or indirect involvement of the employees, the Circle should take
necessary steps to file a civil suit for recovery of the amount of loss caused to
the Bank.
b. After recovering the available amounts from the terminal benefits by the HRM
Section concerned, the papers shall be transferred to the concerned
Recoveries & Legal Section for filing a suit to recover the balance amount of
loss as per law.
c. Not only at the time of taking the decision to file the suit, but also as on the
date of filing the suit, Circles should ensure / get confirmation that the
employee is having sufficient means and assets either by way of movable or
immovable property to make good loss and that the chances of recovery are
bright. Circles to also ensure that Attachment before Judgment [ABJ] is
obtained to protect the assets from alienation.
d. It should also be confirmed by the Circle that all relevant and necessary
records / witnesses are available for the purpose of filing a suit and obtaining
the decree in favour of the Bank.
e. After verifying the availability of the assets of the employee, the suit claim
may be restricted only to the extent of availability of recoverable assets and
the matter may be taken up with IR Section, Human Resources Wing, Head
Office for waiver of the balance amount, if any, at the appropriate time.
f. Wherever the cases are investigated or with the CBI / Police authorities, the
decision to file the suit may be taken by the R & L Section of the Circle in
consultation with IR Section, Human Resources Wing, Head Office, Bangalore
with regard to the availability of original documents, period of limitation and
other relevant factors.
g. Wherever the Circle feels that it is not feasible or advisable to file the suit,
the matter may be taken up by way of a self contained note to IR Section,
Human Resources Wing, Head Office, for necessary permission.
12.1.2 In a case where, other than that of fraud or involving honesty/integrity, the
charges proved (with or without loss to the bank,) against the employee are serious
enough for the Disciplinary Authority to decide that his continuation in the services
is not in the best interest of the bank, the Disciplinary Authority may impose the
punishment of Compulsory Retirement instead of Dismissal or Removal. The raison
d’être of such a decision is to extend some retiral benefits like Pension/Provident
Fund and Gratuity to the compulsorily retired employee unlike in a case of
Dismissal or Removal. As such the terminal benefits need not be adjusted towards
loss, if any, caused to the bank in such cases.
12.2 Apart from fraud matters, wherever the loss has been caused to the bank due to negligence
on the part of the employees e.g. in the case of wrong postings /wrong crediting of
cheques/DD’s or through deliberate acts of fraud committed by outsiders where our
employees are victims of circumstances Circles should first make all possible efforts to
recover the loss/amounts from the customers / unintended beneficiaries/fraudsters.
Recovery from the employees concerned for their negligence should be only as a last resort
when it is confirmed that recovery is not possible from the customer / unintended
beneficiary. Such recovery also, incases of negligence, generally should be for a reasonable
amount taking into account the quantum of loss vis-à-vis the degree of the negligence.
13. POWER TO ISSUE INSTRUCTIONS & RESIDUARY PROVISIONS:
13.1 The Managing Director & CEO of the bank and in his absence the Executive Director may
from time to time issue instructions or clarifications in case of doubt, as may be considered
necessary or expedient for the implementation of this policy.
13.2 This Staff accountability policy shall come into effect from the date of the Board Resolution
approving the policy and shall have prospective application only.
13.3 Any decisions taken, punishments imposed prior to the effective date of this policy shall not
be reopened on account of this policy.
13.4 In cases where, staff accountability is yet to be finalised, the same shall be examined as per
the new policy.
13.5 This policy shall be read in conjunction with the Manual of Instructions, Circulars and
updation of instructions from time to time and if there is any divergence, the manual etc.,
shall have overriding effect on the provisions of this policy.
13.6 Non adherence to the instructions / directions of Superior Authority including Board of
Directors/ Management Committee of the Board / Other Sub Committees constituted by or
under the orders of the Board shall be considered as staff lapse and accordingly steps shall
be initiated.
14.0 It may be mentioned here that the imposition of a punishment on an official would not
influence his future career prospects including promotion beyond the period of rigor.
&&&&&&&&&&&&&&&&
c)
1
CIRCULAR NO.: 146/2017

INDEX : STF - 8
INDUSTRIAL RELATIONS SECTION AJNA
HEAD OFFICE : BENGALURU - 560 002
SUB: TRANSPARENCY IN DECISION MAKING – FORMULATING GUIDELINES WITH

RESPECT TO ORAL INSTRUCTIONS GIVEN BY HIGHER OFFICIALS.
*****
We draw attention of branches/ offices to Circular No.1/2016 dated 01.01.2016

wherein guidelines with respect to “Oral Instructions given by Higher Officials to bring
transparency in decision making” advised by the Ministry of Finance vide their letter
No. F. No.8/6/1/2012/Vig. (Pt.1) dated 13.07.2015 and as permitted by the Board of
Directors was furnished.
Now, the guidelines have been reviewed and adopted for the financial year 2017-18
without any changes, with the permission of Board of Directors.
The policy guidelines with respect to Oral Instructions given by Higher Officials to
bring transparency in decision making is reiterated as under:
1. Generally where an officer is giving instruction for taking action in any case in
respect of matters on which he or his subordinate has power to decide, he shall
ordinarily do so in writing and refrain from giving any oral instructions.
2. An officer shall, in the performance of his official duties, or in the exercise of

the powers conferred on him, act in his best judgment except when he is
acting under the lawful direct written instructions of an official superior to
him. He shall obtain the directions in writing before carrying out the
instructions.
3. The superior authority giving any oral instructions shall confirm the same in
writing immediately either himself or through his office quoting the guidelines/
instruction under which he has exercised such power by Fax or e-mail. It shall
also be obligatory on the part of official who receives such oral instruction to
act on such oral instructions only after receipt of confirmation supporting the
instructions in writing through e-Mail or Fax.
Employees are requested to scrupulously follow the above guidelines.
C P GIRI
GENERAL MANAGER
_________________________________________________________________________________
INDEX : S T F : 45
INDUSTRIAL RELATIONS SECTION AJAX
HEAD OFFICE : BENGALURU-560002
SUB: WHISTLE BLOWER POLICY - REPORTING IRREGULAR PRACTICES IN ANY

OPERATIONAL AREAS INCLUDING FRAUDS & MALPRACTICES AT BRANCHES/
OFFICES - BASED ON “PUBLIC INTEREST DISCLOSURES & PROTECTION OF
INFORMER (PIDPI) RESOLUTION”.
*******
The 'Whistle Blower Policy' has been introduced to streamline and consolidate all the
existing guidelines and to enable the various stake holders/ persons to report
unethical practice, frauds, if they observe in any operational area vide our HO
Circular 100/2015 dated 04.03.2015. The policy guidelines were reiterated vide our
Cir. No.418/2016 dated 27.07.2016.
The policy is put in place as a part of maintenance of Corporate Governance and

towards achieving greater transparency, with an objective to provide a framework to
persons to act as whistle blowers. It aims to protect such whistle blowers wishing to
raise a concern about any allegations of corruption or of misuse of office that could
jeopardize the interest of the Bank.
Now, the policy has been reviewed and modifications/ changes as permitted by the
Board of Directors are adopted in the policy. The revised 'Whistle Blower Policy’ is
furnished in the annexure to this Circular.
This is in supersession of all our earlier guidelines in the matter.
C P GIRI
GENERAL MANAGER
TO : ALL BRANCHES/OFFICES OF THE BANK

ANNEXURE TO CIR. NO. 651/2016 DATED 25.11.2016
WHISTLE BLOWER POLICY - REPORTING IRREGULAR

PRACTICES IN ANY OPERATIONAL AREAS INCLUDING FRAUDS &
MALPRACTICES AT BRANCHES/ OFFICES
- BASED ON “PUBLIC INTEREST DISCLOSURES & PROTECTION

OF INFORMER (PIDPI) RESOLUTION
PREAMBLE
The Government of India, Ministry of Personnel, Public Grievances and
Pensions, Department of Personnel and Training published in the Gazette on
21st April, 2004 the “Resolution” viz. GOI Resolution on the Public Interest
Disclosure & Protection of Informers (PIDPI) and issued guidelines thereon
authorizing the Central Vigilance Commission (CVC), as the Designated Agency
to receive written complaints for disclosure on any allegation of corruption for
misuse of office and recommend appropriate action. Bank, being a Banking
Company established under the Central Act is coming under the jurisdiction of
the CVC for the said purpose. In accordance with the aforesaid Resolution of
the Government of India, the CVC has formulated norms for acceptance of
complaints under the PIDPI Resolution and for keeping identity of the
complainant secret. As a Public Sector Bank coming under the purview of
PIDPI Resolution as modified vide OM No.371/4/2013 AVD-III dated
14.08.2013, 03.09.2013, Gazette Notification dated 29.08.2013 and OM
NO.371/4/2013-AVD-III dated 16.06.2014, Bank is required to give wide
publicity to the procedure for handling complaints under PIDPI Resolution to
the Employees, Officers and general public the norms thus laid down by the
CVC and this Policy is intended to provide for the same.
1 OBJECTIVE
As a part of handling complaints, maintenance of Corporate Governance and

towards achieving greater transparency, 'Whistle Blower Mechanism' is being
put in place to enable the various stake holders/ persons to report unethical
practice, frauds, if they observe in any operational area. The policy has been
put in place to provide a framework to persons to act as whistle blowers. It
aims to protect such whistle blowers wishing to raise a concern about any
allegations of corruption or of misuse of office, that could jeopardize the
interest of the Bank.
WHISTLE BLOWER POLICY - CANARA BANK

2 PROCEDURE TO BE FOLLOWED BY WHISTLE BLOWERS:
2.1 Notwithstanding anything contained in the Official Secrets Act, 1923,
any public servant other than those referred to clause (a) to (d) of
Article 33 of the Constitution or any other person including any non –
governmental organization, may make a written disclosure to the
Designated Authority.
2.2 The complaint should be in a closed/secured envelope and should be
addressed to the General Manager & Chief Vigilance Officer (GM &
CVO), Vigilance Wing of the Bank who is the “Designated Authority” at
the following address:
The General Manager & Chief Vigilance Officer,
Canara Bank,
Vigilance Wing, Head Office,
112, J C Road, Bengaluru-560 002.
The complaints can also be addressed to Chairman of the Audit
Committee in exceptional cases.
3 ROLES AND RESPONSIBILITIES:
3.1 Procedure for handling of complaints under the Public Interest

Disclosure and Protection of Informers (PIDPI) Resolution dated
21.4.2004 to be followed by the designated authority (CVOs or
Ministries/Departments).
3.1.1 The 'Designated Authority' i.e. GM & CVO shall authorize an

officer not below the level of Deputy General Manager /
Assistant General Manager for receiving complaints under the
PIDPI Resolution.
3.1.2 The envelope should be super scribed with “Complaint under
The Public Interest Disclosure”. If the envelope is not
superscribed as mentioned above, it will not be possible to
protect the complainant under the above resolution and the
complaint will be dealt with as a normal complaint. The
complainant should give his/her name and address, telephone
number, email id, in the beginning or end of the complaint or in
an attached letter. The disclosure or complaint contain as full
particulars as possible and shall be accompanied by supporting
documents or other materials.
3.1.3 All such envelopes will be opened by an authorized official (i.e.,
Senior Most Assistant General Manager/Deputy General Manager
in Vigilance Wing) in the presence of GM & CVO.

3.1.4 The identity of the complainant would be confirmed by the
Senior Most AGM/DGM in the Vigilance Wing by writing a letter
to him/ her. Sample of the letter is at Annexure-I.
3.1.5 The Whistle Blower/ Complainant will be required to confirm
within 30 days of receipt of letter that he had sent the
complaint and also confirm / certify that he had not made
similar / identical allegations of corruption/ misuse of office to
any other authority to qualify as a “Whistle Blower”
complainant. While sending such confirmation envelope should
be super scribed with “Complaint under The Public Interest
Disclosure”. If the envelope is not superscribed as mentioned
above, it will not be possible to protect the complainant under
the above resolution and the complaint will be dealt with as a
normal complaint.
3.1.6 After the identity is confirmed, the AGM/DGM of Vigilance Wing
so authorized will ensure that the identity of the complainant is
removed from the body of the complaint and the dummy
complaint given a number along with central registry diary
number with which the original complaint can be traced back.
Further action on complaint will be initiated by following the
procedure as laid down in PIDPI Resolution / Guidelines issued by
Government /CVC from time to time.
3.1.7 The original complaint would be kept in a safe/almirah duly
ensuring dual custody. The custody of the almirah will remain
with the AGM/DGM and at no time that complaint can be
accessed without proper authority from the `Designated
Authority'.
3.1.8 The dummy complaint so made would be submitted to the
'Designated Authority' who would take the decision whether the
matter requires to be looked into further and report is to be
called in the matter from any quarters. (Separate files may be
opened for each complaint).
3.1.9 While considering the complaints the “Designated Authority”
would take no action on complaints relating to administrative
matters like recruitment, promotion, transfers and other
related issues. However, in case of serious complaints of
irregularities in these matters, the same shall be brought to the
notice of Managing Director & CEO of the Bank for taking
appropriate action.
3.1.10 In such cases, where a decision has been taken to call for a

report, a maximum time limit of 2 weeks may be given. In case
no reply is received within two weeks, a reminder should be sent
at the level of the "Designated Authority". If no reply is still
received, the second reminder after 2 weeks should be sent at
the level of the Secretary. If no reply is still received, the
"Designated Authority' may call for an explanation and
recommend administrative action for deliberate delay.
3.1.11 On receipt of the report, the concerned AGM/DGM of Vigilance
Wing will put up the matter to the 'Designated Authority' who
shall investigate into the complaint and prepare an investigation
report within two weeks.
3.1.12 Meanwhile, the "Designated Authority" shall ensure that no
punitive action is taken by any concerned Administrative
authority against any person on perceived reasons/suspicion of
being "whistle blower".
3.1.13 The AGM/DGM should maintain a separate list for the
complaints received under the `PIDPI Resolution' and enter the
information in the computer system and monitor their progress
periodically and put up the same to the 'Designated Authority
every 2 weeks.
3.1.14 Wherever the complainant has alleged victimization/harassment
the `Designated Authority' should ensure that if the identity of
the complainant somehow becomes known, he/she should not be
harassed/ victimized by way of frequent transfers etc.
3.1.15 In case a complainant seeks protection and reports that his life
is in danger, the 'Designated Authority' would examine the same
and send his recommendation to the CVC and provide security
cover to the Whistle Blowers.
4 DISQUALIFICATIONS:
4.1 While it will be ensured that genuine Whistle Blowers are accorded
complete protection from any kind of unfair treatment, any abuse of
this protection will warrant appropriate action/ disciplinary action.
Protection under this policy would not mean protection from
disciplinary action arising out of allegations made by the Whistle Blower
which are found to be false or bogus or done with a malafide intention.
4.2 Pursuant to a complaint, if the investigation reveals the involvement of
the Whistle Blower himself/ herself in the act and /or irregularity, no
protection including that of non-disclosure under this policy shall be
available to the Whistle Blower under any circumstances and he/she
shall be liable to be proceeded against as per norms, for his/her

involvement in the act and / or irregularity.
5 REVIEW OF FUNCTIONING OF THE WHISTLE BLOWER MECHANISM/

REPORTING STRUCTURE/ MONITORING:
A quarterly report with the number of complaints received under this Policy
by the GM & CVO along with the outcome shall be placed before the Board of
Directors of the Bank by Vigilance Wing.
6 PUBLICATION:
The Policy will be posted on the Bank’s website and Intranet and a copy of
the Policy shall be displayed by all Branches / Offices of the Bank at a
prominent place inside the Bank’s premises, where customers / general
public frequent.
7 ORDER OF PREVALENCE:
This shall be in supersession of all earlier Circulars, instructions issued on the
subject matter.
8 OPERATION:
This policy shall be in force till such time it is repealed.
9 GENERAL PROVISIONS/ EXCEPTIONS :
9.1 Anonymous/ pseudonymous complaints will not be entertained.
9.2 The text of the complaint should be carefully drafted so as not to give
any details or clue as to the identity of the whistleblower. However,
the details of the complaint should be specific and verifiable.
9.3 The identity of the complainant will not be revealed unless the
complainant himself/ herself has made the details of the complaint
either public or disclosed his/ her identity to any other office or
authority.
9.4 The Designated Authority shall not entertain or inquire into any
disclosure in respect of which a formal inquiry has been ordered under
Canara Bank Officer Employees’ (Discipline & Appeal) Regulation, 1976
or Chapter XI of Canara Bank Service Code, or any such disclosure which
is subjudice or being enquired by law enforcing agencies.

10 REGULATORY PRESCRIPTION:
This Whistle Blower Policy is based on the Government of India Resolution on

“Public Interest Disclosures & Protection of Informer” (PIDPI) in the Bank as
communicated by CVC and also in compliance clauses of listing agreement of
SEBI.
11 MAKING MODIFICATIONS / ISSUING CLARIFICATIONS:

The Managing Director & CEO or in his absence, the Executive Director, shall
be competent to make any changes, issue clarification with respect to the
policy in tune with the Government Guidelines/ Central Vigilance
Commission Guidelines issued from time to time.

ANNEXURE-I
CONFIDENTIAL
Speed post/Registered post
To,
Sir,
……………….
……………
Please refer to your complaint dated received in this Department on ……………….. under "Public
Interest Disclosure & Protection of Informer Resolution (PIDPI)".
2. As per policy, a complainant is required to confirm that he/she has actually sent the said
complaint to the Ministry/Department. You are, therefore, requested to confirm within 30 days of
receipt of this letter, that you have sent the above-mentioned complaint.
3. You are also requested to furnish a certificate to the Department as per format enclosed that you
have not made similar/identical allegations of corruption/misuse of' office to any other authorities
to qualify as a 'Whistle Blower' complainant.
4. The reply may be addressed to the undersigned by name.
Yours faithfully.
Encl: Certificate.

CERTIFICATE
It is certified that I have not made similar/identical allegation of corruption/misuse of office to any
other authorities to qualify as a Whistle Blower complainant.
Date: Signature
Name of the Complainant
Address

Duties of Clerical Staff
SINGLE WINDOW OPERATOR – A (SWO-A)
The following duties shall form part of the normal duties of the clerical cadre and for the performance of
which no special pay shall be payable.
(a) Acknowledgments of inward mail received.

(b) Receipt of cheques, drafts, dividend warrants, pay orders and other like instruments other than bills and
giving acknowledgment in the counterfoil.
(c) Delivery of cheque books subject to authorisation by competent authority.
(d) Issue cash receipt.
(e) Issue of ESI stamps wherever applicable or may become applicable.
(f) Recounting of currency notes by cash department staff.
(g) Ensuring the proper contents in covers and envelopes including registered ones before dispatch.
All clerks shall also perform all duties and functions of their cadre, either online or manually, which does not
involve any passing or supervisory function of an officer of the bank. The clerk will wherever and whenever
required, function as a Single Window Operator and perform the following duties duties:
a. Passing and cash payment of all cheques/withdrawal forms/banker’s cheques/ gift cheques/ etc. upto and
including Rs. 10,000/-
b. Passing independently clearing and transfer cheques, vouchers, etc. (whether credits or debits) upto and
c. Receipt of cash and issuance of pre-signed drafts/ gift cheques/ travelers cheques/ pay orders/ bank
DUTIES OF SINGLE WINDOW OPERATOR - B (SWO-B)
In addition to the duties of SWO-A as stated above, the duties of Single Window Operator - B will include:
a. Passing and cash payment of all cheques/ withdrawal forms/ bankers’ cheques/ gift cheques, etc. up to
b. Passing independently clearing and transfer cheques, vouchers, etc. (whether credits or debits) up to and
c. Receipts of cash and issuance of pre-signed drafts/ gift cheques/ travellers’ cheques/ pay order/ bank
DUTIES OF HEAD CASHIER II (HC-II)
In addition to the duties of clerical cadre, the duties of HC-II will involve holding bank’s cash, key and/or other
valuables in safe custody jointly with an officer and being accountable for them and being responsible for the
running of the cash department:
1. Opinion Compilation;
2. Verification of vernacular signatures/endorsements;
3. Countersigning cheques and/or drafts (on selves or correspondence), payment orders, deposit reaccepts,
etc.
4. Attending to Government Treasury work;
5. Discharging/endorsing bills, cheques, etc.;
6. Being in charge of clearing and godown departments, etc.;
7. Passing independently clearing and transfer cheques, vouchers, etc. (whether credits or debits) upto and
including Rs. 50,000/- and cash vouchers up to Rs. 50,000/- jointly with an authorized person.
Page 1 of 5
DUTIES OF SPECIAL ASSISTANTS (SA)
The duties of Special Assistants will be accountable and responsible for running of the department/section
under them and their duties will involve looking after and checking the work of other clerk or clerks and sub-
staff and will include:
1. Passing independently, manually or online, cash instruments up to Rs. 35,000/- and clearing and
transfer cheques, vouchers etc., (whether credits or debits) up to and including Rs. 1,50,000/-. Passing
will include verification of signatures and scrutiny as to the correctness of endorsement on and other
particulars of such instruments. There shall be no limits for verification of signatures, passing
authenticated credit vouchers/ entries and verifying authenticated vouchers in the ledgers, books,
computer print-outs etc.
2. Accept, verify and post cash/ transfer/clearing cheques and other instruments, as the case may be, in
appropriate of accounts/ ledgers, either manually or online and give due acknowledgements.
3. Signing vouchers, checks, drafts, mail transfers, pay orders, advices such as non payment advices, inter
branch fate calling advices, bill schedules, demand notices, statement certificates etc.,
4. Checking all vouchers, advices, statements, cheques, drafts etc., bill and books of accounts including
current savings and other ledgers, cash, postal and revenue stamps, franking machine balances,
exchange, discount, brokerage calculations and initialing by way of authenticating them for accuracy/
correctness;
5. Checking, manually or online, current, savings and other accounts.
6. Checking the coding and decoding of telegram (Excluding cheque symbols or ciphers)
7. Discharging, endorsing cheques, bills, etc,
8. Perform when required in a computerized set up, system control functions either jointly with an officer
and independently, upon specific authorization in this regards;
9. Briefly explain, the features so bank’s various products and services to customers, to reply their queries
and to refer interested to appropriate personnel.
10. Inspecting godown (only in banks where such work is already done by the workman)
For the purpose of efficient and effective functioning of the section or department the special assistant shall
ensure that all acts, things and steps necessary therefore are taken by himself or by the clerks placed under
him and shall ensure that, wherever necessary:
a. Reminders are sent on time and follow up

b. Pass sheets/books are filled up and issued promptly
c. Deposits are renewed on due dates or reminders sent to the parties
d. Standing instructions are complied with
e. Bills are accepted and due dates diarised/advised and followed up
f. Interest, commissions and service charges are collected
g. Proceeds of bills are received or remitted promptly;
h. Confirmation of balance of accounts of the customers and its follow up.
i. All securities relating to the department/section of which the special assistant is in charge are secured
and/or kept in proper custody and properly handed to authorized person at the close of the day.
j. Balances promptly taken, tallied and reported and followed up and also returns submitted;
k. Advices and/or duplicate advices/summaries are issued/responded promptly, whenever called for;
l. Checking the proper recording of entries and all relevant particulars in th regard to accounts opened
under due authorization.
DUTIES OF UNIVERSAL TELLER: (UT)
In addition to the duties of clerical cadre, duties of UT shall be as under:
1. Receive cheques/ withdrawal forms/ demand drafts/ bankers’ cheques, process, verify that the instrument is
correctly drawn, verify customers account details, operational instructions and correctness of endorsements;
2. Verify customer’s signature, post transactions in branch computer system and authenticate/ independently
pass and make payment of cheques/ withdrawals forms/ demand drafts/ bankers’ cheques up to and
including Rs.35,000/-;
Page 2 of 5
3. Receive Cash and whenever necessary, stamp, sign and issue counter slips/ acknowledgements up to and
including Rs.40,000/-;
4. Accept cash from Head Cashier, maintain and manage records, tally cash and hand over remaining cash to
Head Cashier and generation of relevant/ required reports;
5. Update pass books;
6. Accept instruments for transfer, give due acknowledgements, process, post and authenticate/pass
independently up to and including Rs.1,00,000/-;
7. Prepare print and issue remittance instruments i.e. DD/MT/BC and relative advices wherever required,
paste protective tapes and punch values where applicable and sign them independently up to and including
Rs.25,000/-.
8. For DD/MT/BC beyond Rs.25,000/- the Universal Teller will be required to print and only sign as second
signatory.
9. Accept instruments for clearing/collection and give due acknowledgements;
10. To briefly explain the features of Bank’s various products and services to customers, to reply their queries
and to refer interested customers to appropriate specialized sales personnel.
DUTIES TELEPHONE OPERATORS : (TO)
In addition to the duties of clerical cadre , TO’s duties will involves operating a telephone PBX board with a
minimum of three external lines on regular assignment.
DUTIES TELEX OPERATORS : (TXO)
In addition to the duties of clerical cadre , TXO’s duties will involve operating a telex machine on regular
assignment, .
DUTIES OF AGRICULTURAL ASSISTANTS:
In addition to the duties of clerical cadre, Agriculture Assistant’s duties will be as under:
(1) To assist in the bank's lending and/or operations for agricultural development and/or financial assistance
to small enterprises (other than small scale industries) such as vegetable/fruit vendors, artisans, self-
employed persons including beneficiaries under the DRI scheme.
(2) To distribute and collect application forms and assist the farmers/small borrowers in filling up the forms.
(3) To scrutinise application forms, title deeds, farm plans etc. to ensure that applications are complete in all
respects and the particulars furnished in the forms are prima facie in order and for this purpose he may be
required to visit the farms for verification and for collection of relevant data.
(4) To take necessary steps to ensure that the periodical details, as called for, are received from the
farmers/small borrowers in time.
(5) To keep in constant touch with farmers and to bring any adverse features to the management's notice.
(6) To verify farms, all farms machinery, equipments, tractors, live stocks, pumpsets etc. at stipulated
intervals.
(7) To verify proper utilisation of the bank's loans or the progress in work in respect of which loans are
granted and to furnish reports on such verifications.
(8) To make efforts and effect recoveries upto amounts not exceeding Rs. 12,500/- from farmers/small
borrowers from their place of work; residence, subject to the necessary arrangements being made in regard
to fidelity and transit insurance and personal risk insurance by bank.
Note :
Banks will evolve appropriate procedure about issuance of provisional receipts etc. of the cash not
exceeding Rs.12,500/- collected on a day by an agricultural assistant from the agricultural/small
borrowers/depositors.
(9) To assist in the deposit mobilisation efforts by encouraging farmers/small borrowers to deposit their
savings in the bank.
(10) To collect information about the condition of crops in the villages.
(11) To collect necessary data from determination of village adoption for financing of agriculture, like farmers'
land holdings, availability of infrastructural facilities, source of irrigation, use of tractors, pump sets, etc.
credit facilities, available in village, recovery performance and the like.
(12) To maintain liaison with land Record and Registration Offices and other Governmental/Developmental
agencies for expeditious handling of the banks' work.
Page 3 of 5
Note :
With a view to making optimum use of the technical skill of the agricultural/ development assistant,
normally he may not be entrusted with the usual clerical work, but where necessary, he may be asked to
do the clerical work.
DUTIES OF STENOGRAPHERS :
In addition to the duties of clerical cadre, the duties of Special Assistant will involve taking dictation in
shorthand and/or type letters, statements, documents etc. and also attend to secretarial work.
Duties of subordinate staff
In addition to the duties of the sub ordinate staff cadre they will be required to perform the following duties :
DUTIES OF CASH PEON:
1. To take money orders, to buy stamps etc., which involves carrying of cash not exceeding Rs.5000/- and to
carry insured letters etc. to post office;
2. to Stitch currency note bundles;
3. to stitch and seal parcels and packets containing currency notes;
4. to transit cash from the bank to an office outside or vice versa, if unaccompanied by a watchmen/Armed
Guard.
DUTIES OF DAFTARY :
1. Obtaining acceptance of bills of exchange, hundies etc., drawn on local parties or banks and /or collecting
payments thereof.
2. Collecting payments for cheques or postal order etc., from banks or post office counters. They may also
required to collect cash not exceeding Rs. 5,000/- at a time against various instruments.
3. Simple binding of books and registers;
4. Press-copying;
5. Filing independently letters and other papers in respective files as per indications marked thereon;
6. Assisting in issuing stationery;
7. Stacking under guidance, old records in orderly manner and assisting in giving them out when required; and
8. Undertaking the whole process of sorting, arranging; numbering, tallying the total number of and stitching
the vouchers.
DUTIES OF HEAD PEON :
Required to assist in supervision of various matters pertaining to subordinate staff like:
1. Cleanliness of the office premises;

2. Cleanliness of the uniforms;
3. Leave arrangements;
4. Arrangements for safe-keeping of keys; and
5. Distribution of duties amongst the subordinate staff.
LIFTMEN:
Required to operate the lifts on regular assignment.
Page 4 of 5
WATCHMEN:
Other than "Armed Guards" who are required to perform watch and ward duties, i.e. to watch or look after the
premises or a department for the purpose of its safety, security and guard against infiltration and removal of the
bank's property by any unauthorized persons AND/OR to watch and guard as above, the movement of cash from
one place to another inside the bank premises or outside, where an armed guard is not employed at the
Branch/Office.
ARMED GUARDS:
Required to perform watch and ward duties i.e. to watch or look after the premises or department for the purpose
of its safety, security and guard against attack or assault or infiltration and against removal of the Bank's
property by any unauthorized persons AND/OR to watch and guard as above the movement of cash from one
place to another whether inside or outside the Bank, for which purpose they are required by the Bank to carry
any of the following weapons:-
(i) Gun, Pistol or any other fire arm; or

(ii) Dagger, sword, khukri, or spear; or
(iii) Any other licensed weapon.
Note:
'Retainer' : Peon (other than watchmen) whose names are registered in the Bank's licence as 'Retainers' will,
when they perform "Armed Guard" duties, be entitled to special pay for "Armed Guards" pro-rate.
BILL COLLECTORS:
1. Obtaining acceptance of bills of exchange, hundies etc. drawn on local parties or banks and/or collecting
payments thereof:
2. Collecting payments for cheques or postal orders, etc. from banks or post office counters;
3. They may also be required to collect cash not exceeding Rs.4000/- at a time against various instruments.
AIR-CONDITIONING PLANT HELPERS:
Persons who under the supervision of the technician attend to routine maintenance of and minor repairs to Air-
conditioning plants.
ELECTRICIANS:
Their work involves carrying out semi-skilled electrical work like routine maintenance of electrical equipments,
effecting minor repairs to electrical fixtures and applications.
DRIVERS:
Required to drive, maintain and effect minor repairs (not requiring a technician's skill) to motor cars, motor
vans, station wagons, scooters, motor cycles or other motor vehicles.
****
Page 5 of 5
INDEX : STAFF :: 11
INDUSTRIAL RELATIONS SECTION AGUT
SUB: POWER OF SPECIAL ASSISTANTS IN CBS SYSTEM-NEW VERIFICATION PROCESS

*******
The powers and duties of Special Assistants has been specified in Bi-partite Settlement at
Industry level and Internal Settlement at Bank level from time to time.
In terms of the above, Special Assistants will be accountable and responsible for passing
independently, manually or online, cash instruments upto Rs.50,000/- and clearing and
transfer cheques vouchers etc., (whether credits or debits) upto and including
Rs.1,50,000/-. Passing will include verification of signatures and scrutiny as to the
correctness of endorsements on and other particulars of such instruments. There shall be
no limits for verification of signatures, passing of authenticated credit vouchers/entries
and for verifying authenticated vouchers in the ledgers, books, computer print-outs etc.
A need was felt to align the CBS System in tune with the above authorisation limits of
Special Assistants as defined under Bipartite Settlements/ Internal Settlement. In this
regard DIT Wing will be moving these changes to production w.e.f 19.04.2017.
The workflow in the matter as provided by the DIT Wing is as under:
WORK FLOW FOR 2ND LEVEL AUTHORISATION FOR SPECIAL ASSISTANTS:
1. A New field in SMM13 – Template Transaction Limits – has been provided for
maintaining authorization limit for Template – 65 which is used for Special Assistants.
The same is parameterised and will be maintained at DIT level only.
2. Presently Authorization limits for template 65 (special assistants) fixed as Rs.50,000/-
for Cash withdrawals / Cheque Withdrawals and Rs.150,000/- for Transfer entries.
3. If any transaction verified by Special Assistant for the amount exceeding the limits
mentioned above, will appear for next authority i.e. officer and above in FP – 4499
(new screen) for authorization.
4. Transaction will be automatically submitted after completion of authorization only.
5. A new report – SM110 for the transactions sent for authorization (for both authorized
and unauthorized records) has been provided in option 7775/7778.
This may circulated among all the employees of the Bank.
C.P. GIRI
GENERAL MANAGER

HUMAN RESOURCES WING INDEX : STF : 11

HEAD OFFICE : BANGALORE-560 002 DATE : 18.05.2015
AHAP
Sub: Policy on “Use of Social Media/Electronic Media/Internet Blogs etc., by the

employees – Do’s and Dont’s.
*******
As permitted by the Board of Directors, the Policy on “Use of Social Media/Electronic

Media/Internet Blogs etc., by the employees – Do’s and Dont’s” has been framed with
a view to sensitize the employees/ex-employees to be more responsible while
communicating/airing their views on the Social Media / Public Domain about the
Policies of the Bank, its employees, its customers or of any nature which has direct or
indirect bearing on the reputation/goodwill of the Bank. As being employees/ex-
employees of the Bank, general public look upon them as ambassadors of the Bank
and often their opinion can be construed as an official view of the Bank, which may
be prejudicial to the interest of the Bank.
The Policy on “Use of Social Media/Electronic Media/Internet Blocks etc., by the

employees – Do’s and Dont’s is furnished as an annexure to this Circular.
Any violation of the policy shall be considered as an act warranting disciplinary action
under the relevant Regulations/Code.
The Policy shall come into effect from immediate effect.
C.P. GIRI
GENERAL MANAGER

1
ANNEXURE TO HO CIR.NO.247/2015 DATED: 18.05.2015
“POLICY ON USE OF SOCIAL MEDIA/ ELECTRONIC MEDIA/ INTERNET

BLOGS ETC., BY THE EMPLOYEES –DO’S & DONT’S”
Regulation 3 (1) & (2) of Canara Bank Officer Employees‟ (Conduct) Regulations,
1976 reads as under;
1. Every officer employee shall, at all times take all possible steps to ensure and
protect the interest of the bank and discharge his duties with utmost
integrity, honesty, devotion and diligence and do nothing which is
unbecoming of an officer employee.
2. Every officer employee shall maintain good conduct and discipline and show
courtesy and attention to all persons in all transactions and negotiations.
Similarly, Regulation 3 (j) & (m) of Chapter XI of Canara Bank Service Code
applicable to the Award Staffs provides as under:-
j) willful damage or attempt to cause damage to the property of the Bank or

any of its customers;
m) doing any act which is prejudicial to the interest of the Bank.
All the employees are advised to take note of the above Regulations and ensure
that they comply with the Policy on “Use of social media/ electronic media/ internet
blogs etc., by the employees–Do‟s & Dont‟s” and do not indulge or do any act,
including the following, which would be in violation of the above Regulations.
1. No employee of the Bank shall create / form / promote any group/

community on any internet site which uses the name of or logo of Canara
Bank and or shall become member of any such group or community, unless
such group is expressly created by the Bank.
2. Use of Social Media/ creating profiles/ blogs are permissible for personal use.
However, if any employee of the Bank is creating any social network profile/
group he/she should create such profile/ group in his/her real name in
individual capacity and such profile shall not be in the name of Canara Bank
or contain the name of Canara Bank or its logo past or present.
3. Even on a social networking profile / group created in their own name and
individual capacity they shall ensure a proper behavior and shall not post/
2
write/ express anything on any internet site or social media that may harm
the reputation/ goodwill of Canara Bank or anything relating to any work of
its employees / ex employees in Canara Bank. It shall be ensured that
confidential information must not be divulged and unless authorized, views
must not represent the official view.
4. No employee shall participate in any polling including online or campaigns,

groups, related to Canara Bank, unless it is as per the instructions of the
Bank.
5. No employee shall post/ express any remarks/ views on any internet site or
social media which may be defamatory to the Bank or its employees/ ex
employees of acts done or decision taken by them in their official capacity.
6. No employee shall criticize or comment on the Management of the Bank or

the business process or strategies of the Bank or policies of the Bank on any
internet site or social media.
7. No employee shall disclose any information about any employee/ ex

employee or customer of the Bank including their personal details on any
internet site or social media in any manner whatsoever either directly or
indirectly.
8. No employee shall use the name „Canara Bank‟ while expressing any views in
any of the internet sites/ social media.
9. No employee shall canvass for any donation, lottery or indulge in third party
marketing/ business promotional activities/ affairs in the name of Canara
Bank on any internet site or social media.
10.No employee of the Bank:
a. Shall express any view on any internet site or social media about the
working of Canara Bank or business of Canara Bank or generally about
Canara Bank, its management, polices or any of its employees, either in
his/ her own name or anonymously or in the name of any other person
including his/ her family members and relatives.
b. Shall post/ express any views or opinion on behalf of the Bank or by

using his/ her official position in the Bank either in his/ her own name or
3
anonymously or in the name of any other person including his/ her

family members and relatives.
c. Shall publish any official information/ circulars/ memorandum / manual

/ documents, any other communication etc. which are of the record of
the Bank on any internet site/ social media or in the form of Book, e-
publication or e-paper or in any electronic form either in his/ her own
name or anonymously or in the name of any other person including his/
her family members and relatives.
d. Shall comment on confidential financial information such as Bank‟s

future business performance, business plans, about alliances, or
prospects anywhere in the world, in conversations including with friends.
11.It may be noted that violation of any of the above shall be treated as
(i) an act prejudicial to the interest of the Bank by a workmen employee

and or causing damage;
(ii) unbecoming of an Officer employee of the Bank;
(iii) an act which is relevantly defined to cover the violation of above said
“Do & Dont‟s” under any regulation/ code in force.
-and shall be liable for disciplinary action as per the respective Regulations/
Rules or any other action permissible as per law.
12.The Ex Employees also shall adhere to the above and violation, if any, will be
dealt appropriately as per relevant regulations, since future good conduct is
an implied condition for continuance of pension under the Canara Bank
Employees‟ Pension Regulations, 1995.
13.Notwithstanding anything contained herein above, the recognized majority

Union / Association of employees/ officers of Canara Bank may use or
continue to use their name containing the name of Canara Bank in their
social media/ web blog/ web page/ website subject to following:-
a) They shall not use the logo of the Bank.

4
b) It shall be mentioned in a conspicuous manner on the page of such group,

web page, blog, website that “Views, opinion and information expressed
herein, does not necessarily reflect that of CANARA BANK.”
c) It shall not be used to criticize or critically comment of the Management of

the Bank or the business process/ strategies of the Bank or policies of the
Bank or any employee of the Bank in a manner that could be termed as
defamatory, derogatory against the Bank or its officials or in a manner
that could be read as one affecting the goodwill or reputation of the Bank
or any of its stakeholders or that which could be considered as an anti
management activity or use of abusive, unparliamentary words/
expressions unbecoming of a responsible trade union/ association.
d) The exemption provided is only for use of name of Canara Bank and other
terms of the policy will be equally applicable.
14.The General Manager, HR Wing, is empowered to extend the application of

clause 13 above to any other individual/ group/ union / association.
15.This Policy shall be in force till such time it is withdrawn or modified by the
Board of Directors.
*********
INDEX : STF : 9
Sub: Policy on “Use of Social Media/Electronic Media/Internet Blogs etc., by the

employees – Do’s and Dont’s.”
*******
The Policy on “Use of Social Media/Electronic Media/Internet Blogs etc., by the

employees – Do’s and Dont’s” was framed with a view to sensitize the employees/ex-
employees to be more responsible while communicating/airing their views on the
Social Media / Public Domain about the Policies of the Bank, its employees, its
customers or of any nature which has direct or indirect bearing on the
reputation/goodwill of the Bank with the permission of the Board of Directors.
Accordingly, HO Circular 247/2015 dated 18.05.2015 was issued in the matter.
Further, vide Cir. No.585/2016 dated 03.11.2016, staff members are advised to be
guided by the policy guidelines as enumerated in HO Circular No.247/2015 dated
18.05.2015 and to avoid unwanted sharing of Bank data which is strictly meant for
internal consumption through social media like WhatsApp, Facebook etc., which not
only compromise the data security but also may lead to negative impacts including
litigations, reputational risk etc. Further, it was advised that any violation of the
policy shall be considered as an act warranting disciplinary action under the relevant
Regulations/Code.
Now, the guidelines have been reviewed and adopted for the financial year 2017-18
without any changes, with the permission of Board of Directors.
Policy on “Use of Social Media/Electronic Media/Internet Blogs etc., by the employees

– Do’s and Dont’s are reiterated in Annexure to this Circular.
C.P. GIRI
GENERAL MANAGER

ANNEXURE
“POLICY ON USE OF SOCIAL MEDIA/ ELECTRONIC MEDIA/ INTERNET BLOGS ETC., BY

THE EMPLOYEES –DO’S & DONT’S”
Regulation 3 (1) & (2) of Canara Bank Officer Employees‟ (Conduct) Regulations, 1976
reads as under;
1. Every officer employee shall, at all times take all possible steps to ensure and
protect the interest of the bank and discharge his duties with utmost integrity,
honesty, devotion and diligence and do nothing which is unbecoming of an officer
employee.
2. Every officer employee shall maintain good conduct and discipline and show
courtesy and attention to all persons in all transactions and negotiations.
Similarly, Regulation 3 (j) & (m) of Chapter XI of Canara Bank Service Code applicable
to the Award Staffs provides as under:-
j) willful damage or attempt to cause damage to the property of the Bank or any of
its customers;
m) doing any act which is prejudicial to the interest of the Bank.
All the employees are advised to take note of the above Regulations and ensure that
they comply with the Policy on “Use of Social Media/ Electronic Media/ Internet Blogs
etc., by the employees–Do‟s & Dont‟s” and do not indulge or do any act, including the
following, which would be in violation of the above Regulations.
1. No employee of the Bank shall create / form / promote any group/ community
on any internet site which uses the name of or logo of Canara Bank and or shall
become member of any such group or community, unless such group is expressly
created by the Bank.
2. Use of Social Media/ creating profiles/ blogs are permissible for personal use.
However, if any employee of the Bank is creating any social network profile/
group he/she should create such profile/ group in his/her real name in
individual capacity and such profile shall not be in the name of Canara Bank or
contain the name of Canara Bank or its logo past or present.
3. Even on a social networking profile / group created in their own name and
individual capacity they shall ensure a proper behaviour and shall not post/
write/ express anything on any internet site or social media that may harm the
reputation/ goodwill of Canara Bank or anything relating to any work of its
employees / ex employees in Canara Bank. It shall be ensured that confidential
information must not be divulged and unless authorized, views must not
represent the official view.
4. No employee shall participate in any polling including online or campaigns,
groups, related to Canara Bank, unless it is as per the instructions of the Bank.
5. No employee shall post/ express any remarks/ views on any Internet Site or
Social Media which may be defamatory to the Bank or its employees/ ex
employees of acts done or decision taken by them in their official capacity.
6. No employee shall criticize or comment on the Management of the Bank or the

business process or strategies of the Bank or policies of the Bank on any Internet
Site or Social Media.
7. No employee shall disclose any information about any employee/ ex employee

or customer of the Bank including their personal details on any Internet Site or
Social Media in any manner whatsoever either directly or indirectly.
8. No employee shall use the name “Canara Bank‟ while expressing any views in
any of the Internet Site or Social Media.
9. No employee shall canvass for any donation, lottery or indulge in third party
marketing/ business promotional activities/ affairs in the name of Canara Bank
on any Internet Site or Social Media.
10. No employee of the Bank:
a. Shall express any view on any Internet Site or Social Media about the
working of Canara Bank or business of Canara Bank or generally about
Canara Bank, its Management, Policies or any of its employees, either in
his/ her own name or anonymously or in the name of any other person
including his/ her family members and relatives.
b. Shall post/ express any views or opinion on behalf of the Bank or by using
his/ her official position in the Bank either in his/ her own name or
anonymously or in the name of any other person including his/ her family
members and relatives.
c. Shall publish any official information/ circulars/ memorandum / manual /

documents, any other communication etc. which are of the record of the
Bank on any Internet Site or Social Media or in the form of Book, e-
publication or e-paper or in any electronic form either in his/ her own
name or anonymously or in the name of any other person including his/ her
family members and relatives.
d. Shall comment on confidential financial information such as Bank’s future

business performance, business plans, about alliances, or prospects
anywhere in the world, in conversations including with friends.
11. It may be noted that violation of any of the above shall be treated as:
(i) an act prejudicial to the interest of the Bank by a workmen employee and
or causing damage;
(ii) unbecoming of an Officer employee of the Bank
(iii) an act which is relevantly defined to cover the violation of above said
“Do & Dont‟s” under any Regulation/ Code in force.
-and shall be liable for Disciplinary Action as per the respective Regulations/
Rules or any other action permissible as per law.
12. The Ex Employees also shall adhere to the above and violation, if any, will be
dealt appropriately as per relevant regulations, since future good conduct is an
implied condition for continuance of Pension under the Canara Bank Employees’
Pension Regulations, 1995.
13. Notwithstanding anything contained herein above, the recognized Majority

Union / Association of employees/ Officers of Canara Bank may use or continue
to use their name containing the name of Canara Bank in their Social Media/
Web Blog/ Web Page/ website subject to following:-
a) They shall not use the logo of the Bank.
b) It shall be mentioned in a conspicuous manner on the page of such group, Web

Page, Blog, Website that “Views, opinion and information expressed herein,
does not necessarily reflect that of CANARA BANK.”
c) It shall not be used to criticize or critically comment on the Management of

the Bank or the Business Process/ Strategies of the Bank or Policies of the
Bank or any employee of the Bank in a manner that could be termed as
defamatory, derogatory against the Bank or its officials or in a manner that
could be read as one affecting the goodwill or reputation of the Bank or any
of its stakeholders or that which could be considered as an anti management
activity or use of abusive, unparliamentary words/ expressions unbecoming
of a responsible Trade union/ Association.
d) The exemption provided is only for use of name of Canara Bank and other
terms of the Policy will be equally applicable.
14. The General Manager, HR Wing, is empowered to extend the application of

clause 13 above to any other Individual/ Group/ Union/ Association.
15. This Policy shall be in force till such time it is withdrawn or modified by the
Board of Directors.
********
ANNEXURE TO OUR MEMO NO. 69/2018 DATED 13.12.2018
LONG TERM POLICY FOR PROMOTION TO MMG SCALE-II, MMG SCALE-III & SMG SCALE-IV
1. APPLICABILITY
The Long Term Promotion Policy enumerated below shall be applicable to all Officers
including Specialist officers in Junior Management Grade Scale-I, Middle Management Grade
Scale-II & Middle Management Grade Scale-III.
Specialist Officer would be an officer who has been recruited to the Specialist post directly
and shall include
a. Law Officers
b. Hindi Officers
c. Security Officers
d. Technical Officers / Engineers
e. Junior Economists
f. Chartered Accountants
g. Financial Analysts including Equity Research Analysts
h. Computer Programmers / Technical Field Officers (IT)
i. Systems Managers / Analysts / Administrators
j. Network Administrators
k. Software Managers
l. Telecom Engineers
m. Marketing Officers / Managers
n. Data Base Administrators
o. SME & Agri Business Marketing Officers / Managers
p. Finance Officers / Managers
q. Credit Managers
and all other posts where recruitment is directly made as Specialist Officers.
2. PERIOD
This Long Term Promotion Policy shall be in force till the application date 01.04.2020.
Promotions from Junior Management Grade Scale-I to Middle Management Grade Scale-II,
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, as per this Policy
till the application date 01.04.2020.
3. VACANCIES
All Vacancies likely to arise in the respective financial year shall be taken into account for the
purpose of promotion exercise. Promotions shall be made according to the availability of the
vacancies in the respective grade/scales.
Page 1 of 16
Personnel Management Section, H R Wing, Head Office, 112 J C Road, Bengaluru
4. RELEVANT DATE
The “relevant date” shall mean the date for deciding the eligibility criteria in terms of the
Qualifying service. For all the promotion processes the relevant date shall be 1 st of April.
5. BASIS
All Promotions shall be made on the basis of merit with weightage to performance,
knowledge, potential & other traits specified in this policy.
6. SC/ST OFFICERS
In the case of Scheduled Caste / Scheduled Tribe Officers, if they are senior enough among
the Officers who have undergone the process of Promotion in the “Zone of Consideration” for
Promotion, so as to be within the number of vacancies for which the Select List has been
drawn up, they will be promoted if they are not considered “unfit for promotion”. This
concession shall be applicable for promotions from Junior Management Grade Scale I to
Middle Management Grade Scale II and Middle Management Grade Scale II to Middle
Management Grade Scale III. The term “unfit for promotion” shall have the same meaning, as
prescribed under the relevant paragraphs for norms for Promotion to Middle Management
Grade Scale-II and Middle Management Grade Scale-III, as the case may be.
The Bank will follow the guidelines issued by the Department of Financial Services, Ministry
of Finance, Government of India from time to time regarding concession and other benefits to
be extended to Scheduled Caste / Scheduled Tribe Officers for Promotion from one scale to
another.
7. NORMS FOR PROMOTION FROM JMG SCALE I TO MMG SCALE II (FOR ALL OFFICERS
INCLUDING SPECIALIST OFFICERS)
(I) MODE OF PROMOTION
a) THERE WILL BE TWO CHANNELS OF PROMOTION VIZ.,
i) NORMAL CHANNEL
ii) MERIT CHANNEL
All Officers who conform to the eligibility norms have to submit their willingness to
undergo the promotion process in any of the above or both the channels depending
upon their eligibility.
The candidates who have opted to undergo the promotion process shall undergo
Written Test / On-line test and Interview process prescribed by the Bank for being
considered for Promotion, subject to the laid down guidelines in this policy.
Page 2 of 16
b) VACANCIES
Every Year the Bank may declare vacancies arising in Middle Management Grade
Scale II to be filled by promotion and the same will be apportioned between the
channels as mentioned in 7 (I) (c) below.
c) ELIGIBILITY & APPORTIONMENT OF VACANCIES
The minimum eligibility criteria for promotion to Middle Management Grade Scale II
under various channels are as follows:
Minimum
Apportion-
Qualifying
Channels Minimum Marks in OPAS / APAR ment of
Service in
Vacancies
JMG Scale-I
Normal
5 Years - NA - 60%
Channel
Should have secured average of 75%
Merit Marks of OPAS / APAR with Minimum of
3 Years 40%
Channel 60% of Marks for the each preceding 5
Years / available years.
For Normal Channel, the officers who have put in more than 2 years of continuous
Rural Branch service as Officers are eligible for further relaxation of 6 months in the
qualifying service for each additional completed year of Rural Branch service beyond
two years as an officer, subject to a maximum of two years.
For the purpose of computation of additional completed years of Rural Branch

Service, 365 days in rural branch as an officer shall be treated as one completed year
of service.
(II) METHOD OF SELECTION
a) The following factors will be taken for evaluation:
Channels of Promotion
S.
Traits Normal Channel Merit Channel
No
Maximum Marks
1 Performance 30.00 25.00
2 Written Test / Online Test 30.00 50.00
3 Interview 40.00 25.00
TOTAL 100.00 100.00
Page 3 of 16
b) PERFORMANCE
While awarding the marks under performance trait for promotion under all channels,
the average of best of 3 years APAR marks of the preceding 5 qualifying years (in
same scale, if available) shall be taken in to consideration.
The actual marks secured will be converted as percentage marks for each year. The
said percentage marks for the 3 qualifying years will be totaled, average will be
arrived at and 25% of such marks for promotion under Merit Channel & 30% of such
marks for promotion under Normal Channel shall be awarded for performance.
c) WRITTEN TEST / ONLINE TEST:
ALL OFFICERS INCLUDING SPECIALIST OFFICERS:
A common Written Test / On-line test will be conducted for both Generalist &
Specialist Officers, which will be objective in nature, covering the subjects on
General Banking, Banking Law and Practice, Manuals of Instruction, Circulars,
Memos, Other communications issued by the Bank from time to time & Computer
Awareness. The Test carries 100 marks.
Out of total 100 marks for Written Test / On-line test, the Officers shall secure
minimum qualifying marks of 40 to qualify in respect of Normal Channel and 50
Marks in respect of Merit Channel. In respect of Scheduled Caste / Scheduled Tribe
Officers, the minimum qualifying marks shall be, 35 in Normal Channel & 45 in Merit
Channel respectively.
Officers securing marks below the minimum qualifying marks as above shall be
treated as “unfit for promotion”.
For awarding the weightage for marks secured in the Written Test / On-line test, for
every 1 mark secured 0.50 weightage for promotion under Merit Channel & 0.30
weightage for promotion under Normal Channel will be extended for the purpose of
ranking.
d) INTERVIEW
NORMAL AND MERIT CHANNEL:
The methodology of evaluation of potential will be by way of Interview.
The interview will carry 100 marks under both Merit Channel and Normal Channel.
The marks will be awarded by assessing the potential of the candidate. The potential
means the competency of the concerned Officer to take up managerial
responsibilities and will be evaluated by a Committee of executives to be nominated
for the purpose of which, one will belong to Scheduled Caste / Scheduled Tribe
category.
Page 4 of 16
For awarding the weightage for marks secured in Interview, for average 1 marks
secured, 0.25 weightage for promotion under Merit Channel & 0.40 weightage for
promotion under Normal Channel will be extended for the purpose of Ranking.
Out of total 100 marks for Interview, the Officers shall secure a minimum qualifying
marks of 40. In respect of Scheduled Caste / Scheduled Tribe Officers, the minimum
qualifying marks shall be 35.
(III) RANKING
Channel wise Ranking list of the candidates who have come out successful in the Written
Test / On-line test and also secured the minimum qualifying marks in the Interview, will
be drawn taking into account the marks secured in the interview, performance appraisal
& Weightage for Written Test / On-line test marks.
The vacancies earmarked for each channel shall be filled up as per ranking list drawn for
each channel. If more number of Officers secure equal marks, then Officers who come
within the ranking taking into account inter-se seniority will be promoted.
The vacancies will be filled as described above subject to concession extended to SC / ST

Officers in terms of the applicable guidelines of Department of Financial Services,
Government of India.
8. NORMS FOR PROMOTION FROM MMG SCALE II TO MMG SCALE III (FOR ALL OFFICERS
a) THERE WILL BE TWO CHANNELS OF PROMOTION VIZ.,
i) NORMAL CHANNEL
ii) MERIT CHANNEL
All Officers who conform to the eligibility norms have to submit their willingness to
undergo the promotion process in any of the above or both the channels depending
upon their eligibility.
The candidates who have opted to undergo the promotion process shall undergo
Written Test / On-line test and Interview process prescribed by the Bank for being
considered for Promotion, subject to the laid down guidelines in this policy.
Page 5 of 16
b) VACANCIES
Every Year the Bank may declare vacancies arising in Middle Management Grade
Scale III to be filled by promotions and the same will be apportioned between the
channels as mentioned in 8 (I) (c) below.
c) ELIGIBILITY & APPORTIONMENT OF VACANCIES
The minimum eligibility criteria for promotion to Middle Management Grade Scale III
under the said channels are as follows:
Minimum
Apportion-
Qualifying
Channels Minimum Marks in OPAS / APAR ment of
Service in
Vacancies
MMG Scale-II
Normal
5 Years - NA - 60%
Channel
Merit Marks of OPAS / APAR with Minimum
3 Years 40%
Channel of 60% of Marks for the each
preceding 5 Years / available years.
For the Normal Channel, the officers who have put in more than 2 years of
continuous Rural Branch Service in Officer Cadre are eligible for further relaxation of
6 months in the qualifying service for each additional completed year of Rural Branch
Service beyond two years as an officer employee, subject to a maximum of two
years.
For the purpose of computation of additional completed years of Rural Branch

Service, 365 days in rural branch as an officer employee shall be treated as one
completed year of service. However, if the candidate has availed this concession on
promotion to MMG Scale-II, then the same is not applicable.
a) The following factors will be taken for evaluation:
Channels of Promotion
S.
Traits Normal Channel Merit Channel
No
Maximum Marks
1 Performance 30.00 25.00
2 Written Test / Online Test 30.00 50.00
3 Interview 40.00 25.00
TOTAL 100.00 100.00
Page 6 of 16
b) PERFORMANCE
While awarding the marks under performance trait for promotion under all channels,
the average of best of 3 years APAR marks of the preceding 5 qualifying years (in
same scale, if available) shall be taken in to consideration.
arrived at and 25% of such marks for promotion under Merit Channel & 30% of such
marks for promotion under Normal Channel shall be awarded for performance.
c) WRITTEN TEST / ONLINE TEST
ALL OFFICERS INCLUDING SPECIALIST OFFICERS:
Specialist Officers, which will be objective in nature, covering the subjects on
General Banking, Banking Law and Practice, Manuals of Instruction, Circulars,
Memos, Other communications issued by the Bank from time to time & Computer
Awareness. The Test carries 100 marks.
Out of total 100 marks for Written Test / On-line test, the Officers shall secure
minimum qualifying marks of 40 to qualify in respect of Normal Channel and 50
Marks in respect of Merit Channel. In respect of Scheduled Caste / Scheduled Tribe
Officers, the minimum qualifying marks shall be, 35 in Normal Channel & 45 in Merit
Channel respectively.
For awarding the weightage for marks secured in the Written Test / On-line test, for
every 1 mark secured 0.50 weightage for promotion under Merit Channel & 0.30
weightage for promotion under Normal Channel will be extended for the purpose of
ranking.
d) INTERVIEW
NORMAL AND MERIT CHANNEL:
The interview will carry 100 marks under both Merit Channel and Normal Channel.
The marks will be awarded by assessing the potential of the candidate. The potential
means the competency of the concerned Officer to take up higher managerial
responsibilities and will be evaluated by a Committee of executives to be nominated
for the purpose of which, one will belong to Scheduled Caste / Scheduled Tribe
category.
Page 7 of 16
secured, 0.25 weightage for promotion under Merit Channel & 0.40 weightage for
promotion under Normal Channel will be extended for the purpose of Ranking.
marks of 40. In respect of Scheduled Caste / Scheduled Tribe Officers, the minimum
qualifying marks shall be 35.
(III) RANKING
Channel wise Ranking list of the candidates who have come out Successful in the Written
Test / On-line test and also secured the minimum qualifying marks in the Interview, will
be drawn taking into account the marks secured in the interview, performance appraisal
& Weightage for Written Test / On-line test marks.
The vacancies earmarked for each channel shall be filled up as per ranking list drawn for
each channel. If more number of Officers secure equal marks, then Officers who come
within the ranking taking into account inter-se seniority will be promoted.
The vacancies will be filled as described above subject to concession extended to SC / ST

Officers in terms of the applicable Government guidelines.
9. NORMS FOR PROMOTION FROM MMG SCALE-III TO SMG SCALE-IV (FOR ALL OFFICERS
a) THERE WILL BE ONLY ONE CHANNEL OF PROMOTION :: MERIT CHANNEL
The candidates who have submitted the willingness letter shall undergo Written
Test / On-line Test, and those who come out successful in the Written Test / On-
line Test are required to undergo the Group Discussion and Interview Process
prescribed by the Bank for being considered for Promotion, subject to the
prevailing guidelines.
b) VACANCIES
Every Year the Bank may declare vacancies arising in Senior Management Grade
Scale IV to be filled by promotions.
Page 8 of 16
c) ELIGIBILITY
The minimum eligibility criteria for promotion to SMG Scale IV is as follows:
Minimum Minimum
Qualifying Rural / Semi-
Channel Minimum Marks in OPAS / APAR
Service in Urban Branch
MMG Scale-III Service
Merit Marks of OPAS / APAR with Minimum
3 Years 3 Years
Channel of 60% of Marks for the each
preceding 5 Years / available years.
The minimum Rural / Semi-urban Branch Service of 3 years as stipulated above shall
not be applicable to Specialist Officers.
An officer in Middle Management Grade Scale-III, who has completed minimum
qualifying service & completed the minimum requisite rural / semi-urban branch
service as above, as on the relevant date, shall be eligible to undergo the process of
Promotion to Senior Management Grade Scale IV.
The eligible Officers in Middle Management Grade Scale-III complying to the

eligibility norms as above, as on the relevant date, shall exercise his / her option to
undergo the promotion process.
For the promotion process w.e.f 01.04.2020, branch experience of minimum of two
years shall be required for considering for promotion from Scale-III to IV.
The following factors will be taken for evaluation:
S.No. Traits Marks Allocated

1 Performance 50.00
2 Written Test / Online Test NO WEIGHTAGE
3 Group Discussion 20.00
4 Interview 30.00
TOTAL 100.00
(III) a) PERFORAMANCE
While awarding the marks under performance trait for promotion, the average of
best of 3 years APAR marks of the preceding 5 qualifying years (in same scale, if
available) shall be taken in to consideration.
Page 9 of 16
arrived at and 50% of such marks for promotion shall be awarded for performance.
b) WRITTEN TEST / ON-LINE TEST :
Specialist Officers, which will be objective in nature.
The Written Test / On-line Test will consist of two parts.
Part I
The Written Test / On-line Test carries 100 marks covering the subjects on General
Banking, Banking Law and Practice, Manuals of Instruction, Circulars, Memos, other
communications issued by the Bank from time to time.
Part II
Consist of 50 marks questions on Computer Literacy & Computer Knowledge.
Out of total 150 marks for Written Test / On-line Test, the Officers shall secure a
minimum of 40 marks in Part I and 20 Marks in Part II. Officers securing marks below
the minimum qualifying marks in any of the parts shall be treated as “unfit for
promotion”
c) GROUP DISCUSSION
The Group discussion will carry 20 marks for promotion to SMG Scale IV. The marks
will be awarded by assessing the performance of the candidate in the group
discussion.
d) INTERVIEW
The interview will carry 100 marks for promotion to SMG Scale IV. The marks will be
awarded by assessing the potential of the candidate. The potential here means the
competency of the concerned Officer to take Senior Management responsibilities
and will be evaluated by a Committee nominated by the Bank for the purpose.
secured, 0.30 weightage will be extended for the purpose of Ranking.
Page 10 of 16
marks of 40.
(IV) RANKING
Ranking list of the candidates who have come out successful in the Written Test / On-line
test, test on Computer Literacy & Computer Knowledge and those who have secured the
minimum qualifying marks specified under Interview, shall be drawn taking into account
the marks secured in the Performance Appraisal, Group Discussion and Interview.
The vacancies earmarked shall be filled up as per ranking. If more number of Officers
secures equal marks, then Officers who come within the ranking taking into account
inter-se seniority will be promoted.
10. There is a mandatory requirement of 3 years of Branch Head Service for being eligible for
Promotion from SMG Scale-IV to SMG Scale-V. As such, the officers promoted to SMG Scale-
IV and not completed 3 years of Branch Head Service has to undergo the requisite Branch
Head Service before they become eligible for Promotion to SMG Scale V.
11. The Officer employees who have not completed the requisite Branch Head Service of 3 years
shall on promotion to MMG Scale-III be posted to head Branches.
12. GENERAL PROVISIONS
a) The Zone of Consideration for promotion should be strictly maintained at 1:3 ratio. In
case fresh candidates equal to the number of anticipated vacancies are not available by
keeping zone of consideration at 3 times the anticipated vacancies, the zone of
consideration may be extended to 4 times the number of anticipated vacancies (subject
to fulfilling the other eligibility conditions). Further, all officers who are eligible on the
cut-off date of experience requirement would be included in the zone of consideration.
b) For the purpose of computing the qualifying years of service in the Feeder Cadre the
following shall be excluded.
i) The Suspension Period, if any, which is treated as one not spent on duty.
ii) The period of Sabbatical Leave, if any.
iii) Absence Without Leave (AWL) for more than 90 days.
Page 11 of 16
c) The Officer employees on Sabbatical Leave shall not be eligible to participate in any
promotion exercise during the Sabbatical Leave period, even if otherwise eligible.
d) The officers recruited under Specialists Category, it shall be mandatory that prior to
joining the main stream cadre, such officers should necessarily remain in the
specialized cadre for at least five completed years of service. Thereafter, the Officer
should gain experience of at least two years in field operations. There will be exemption
from posting to rural areas for these officers.
e) A Specialist Officer shall be deemed to be a General Banking Officer on his / her

promotion to SMG Scale IV.
f) The ranking list will be first drawn under Merit Channel followed by normal Channel
wherever applicable. If sufficient candidates are not available to fill up the number of
vacancies in a particular channel, then those unfilled vacancies will be filled from the
ranking list of other channel.
g) It shall be the responsibility of every Officer to submit his / her Annual Performance
Appraisal Report (APAR) in the prescribed format / in HRMS package.
h) The APAR norms shall be as per prevailing Government of India guidelines and
modifications effected from time to time.
i) In case an Officer employee is alleged to have resorted to unfair means / copying in the
Written / On-line Test, he / she shall be debarred from the promotion process for that
particular application, apart from initiating disciplinary action against him / her.
13. CONDITIONS / EXEMPTIONS / RELAXATION FROM UNDERGOING RURAL / SEMI-URBAN

SERVICE
There is a mandatory requirement of 3 years of Rural / Semi-Urban Branch service for

Generalist Officers promoted to MMG Scale-II / MMG Scale-III. The officers not completed
the requisite rural / semi-urban branch service of 3 years shall be provisionally permitted to
undergo the process of promotion to next higher scale. If they are promoted, their promotion
shall be provisional and subject to their undergoing the requisite Rural / Semi-urban Branch
service of 3 years as post promotion condition. However, there is a mandatory requirement
of 3 years of Rural / Semi-urban Branch service for Generalist Officers, for promotion to SMG
Scale-IV.
The provisions of Rural Branch Service shall not be applicable to Specialist Officers except
AEOs.
Page 12 of 16
Temporary exemption from undergoing rural / semi-urban service to the Officers posted
abroad may be given. However, such officers who have not completed the requisite Rural /
Semi-urban Branch Service will be required to complete the same as soon as they return from
abroad.
Following exemptions / relaxation may be given in the eligibility criteria regarding rural /
semi-urban branch service for promotions to MMGS-II, MMGS-III in tune with the
Government guidelines issued from time to time:
(i) Officers belonging to PWD Category, who are having the disability of 65% and above are
in receipt of conveyance allowance as per Government guidelines & who have been
specifically exempted by the Competent Authority.
(ii) Officers who have been recruited under Sports Quota and if he / she is representing the
State / Country at National and International level.
In all the other cases they are required to undergo the requisite rural / Semi-urban
branch Service as detailed in the policy, provided they have not been specifically
exempted for undergoing Rural / Semi-urban branch Service by the Competent Authority.
However, the Board of Directors may waive the same if the shortfall is less than 90 days
at their discretion.
(iii) Managers / Senior Managers promoted in the previous applications and not completed
the requisite Rural / Semi-urban Branch Service shall be released to undergo the Rural /
Semi-urban branch Service immediately and no individual request for exemption /
relaxations will be entertained.
14. APPEAL PROCEDURE
Any Officer aggrieved by non-promotion and who is desirous of preferring an Appeal may
prefer an appeal within 30 days from the date of announcement of results. The appeal must
be on specific grounds with supporting facts to the Appellate / Competent Authority.
A Committee of three General Managers nominated by the Managing Director & CEO to
process the appeal and submit recommendations to him. The Managing Director & CEO may
consider the appeal taking into account the recommendations submitted to him by the
Committee and may if necessary, review or modify the decision of the Committee. The
decision of the Managing Director & CEO shall be final and the same shall be communicated
to the concerned officer. In case the appeal is considered, the candidate will be considered
for promotion irrespective of the availability of vacancy.
Page 13 of 16
15. DISABILITY CLAUSE ON ACCOUNT OF SUSPENSION AND/OR CHARGESHEET:
a) Such of those Officers against whom Chargesheets are pending and / or who are under
suspension or against whom criminal proceedings are pending will be assessed, but
results will be withheld till the final outcome.
b) If he/she is exonerated or if it is subsequently decided not to proceed with the said

charge sheet / criminal proceedings and if he/she comes within the ranking, he/she will
be considered for promotion from the date on which he / she would have otherwise
been considered on the basis of his/her ranking but for the chargesheet / criminal
proceedings. Arrears of salary, etc., in such cases shall be decided by the competent
authority keeping in view the government guidelines in this regard.
c) If any penalty / punishment including “Censure”, reduction in stage/s, withholding of

future increment/s etc., is imposed after enquiry or if convicted by the Criminal Court,
promotions withheld if any, will not be released.
d) While computing the qualifying period of service, the period of Suspension shall be
ignored unless he/she is exonerated of the Charges or the competent authority
specifically directs to treat the period as on duty.
However, awarding the performance appraisal marks for an officer employee who was
under suspension during the qualifying period of service shall be as under:
(i) If period of suspension was for less than 6 months in a particular appraisal year
reckoned for the purpose of eligibility, the performance of that year will be taken
into account for the purpose of appraisal.
(ii) If the period of suspension is more than 6 months in a particular appraisal year
reckoned for the purpose of eligibility, the performance pertaining to the previous
qualifying period reckoned for the purpose of eligibility shall be taken in to account.
(iii) If the period of suspension has been treated as on duty by the Competent Authority
or if the officer employee is exonerated of the charges, and incase APAR is NOT
available for appraisal year reckoned for the purpose of eligibility, the available APA
marks will be averaged and converted for the required number of years
proportionately.
16. In case of Direct recruit Probationary Officers/ Managers / Senior Managers where the APA
rating is not available for the required number of years due to probationary period, excepting
the cases of suspension, sabbatical leave etc., mentioned above, the available Ongoing
Performance Appraisal System / APAR marks will be averaged and converted for the required
number of years proportionately.
Page 14 of 16
17. In case of Sabbatical Leave, if APAR is not available for a particular year, APAR score
pertaining to the previous period reckoned for the purpose of arriving at qualifying years of
service for promotion shall be taken into account.
18. Reckoning the period of APAR score for the purpose of eligibility under Merit Channel and /
or for the purpose of weightage under performance shall be for the qualifying years
immediately preceding the relevant date.
19. Any Officer who declines to go on posting to higher scale shall not be considered for
promotion in the subsequent two years from the relevant date. This disability clause applies
to both who either seeks reversion after reporting in transferee place or before getting
relieved from the transferor place.
The Officers considered for promotion from JMG Scale-I to MMG Scale-II, can seek reversion
to the Feeder Cadre within 90 days from the date of declaration of Final Results. The
vacancies arising on account of such reversions shall be filled by the Candidates who are next
in the ranking list of the respective Channels.
20. In addition to the above, the following disability clauses shall also apply as circulated vide our
Circular No. 62/2008 Dated 13.03.2008 of PM Section, HO. The gist of the above circular is as
follows:
(i) In sub-regulation (1), under clause (c), after the proviso and before the Note the
following proviso shall be inserted, namely:
"Provided further that such increment/s in the next higher scale / stagnation increment/s
shall not be allowed to an officer who refuses promotion when offered"
(ii) In sub-regulation (2), in clause (d) of the Explanation, after note (ii), the following note
shall be inserted, namely:
"(iii) An Officer shall not be eligible for Professional Qualification pay as above, if he/she
refuses to accept promotion when offered."
21. The Written test / Online test for all the processes of promotion may be conducted by the
Bank or through an outside agency.
22. In case of promotion to MMG Scale II, MMG Scale III & SMG Scale IV, if Group performance is
not satisfactory / sufficient number of suitable candidates are not available in any particular
Channel or both, the Managing Director & CEO is authorized to reduce the number of
vacancies for the promotion under the respective channels / to provide relaxation in
qualifying marks in Written Test / On-line Test to ensure adequate number of suitable
candidates for Interview.
Page 15 of 16
23. For interpretation of any clause contained in the policy shall be done in consultation with
majority Officers Association and placed before the Managing Director & CEO for approval.
24. The Bank may decide for introduction of Negative Marks for wrong answers in Written Test /
On-line Test as per the requirement if need be.
25. RIGOUR OF PENALTY FOR OFFICER EMPLOYEES FOR PROMOTIONS TO MMG SCALE II, MMG
SCALE III AND SMG SCALE IV.
(i) The same shall be in terms of Circular NO. 150/2012 Dated 15.05.2012 of IR Section,
Head Office, Bengaluru subject to any modifications therein.
(ii) In case of punishment under Minor Penalty, NO rigour of punishment needs to be

prescribed for the purpose of promotion. However, wherever punishment of
“Withholding of promotion” under Regulation 4 (c) of Canara Bank Officer Employees’
[Discipline & Appeal] Regulations, 1976 is imposed, the period ordered by the
Disciplinary Authority for withholding the promotion shall be the rigour period. By this,
the Officer employee who is undergoing the rigour of penalty as on the date of
Departmental Promotion Committee [DPC] shall not be promoted.
(iii) In case an officer employee is imposed with the punishment of Major Penalty under
Regulation 4 [f] of Canara Bank Officer Employees’ [Discipline & Appeal] Regulations,
1976, the rigour of punishment for the purpose of promotion shall be ONE YEAR from the
date of imposition of the punishment. By this, the officer employee who is undergoing
the rigour of penalty as on the date of Departmental Promotion Committee [DPC] shall
not be promoted.
(iv) An officer employee imposed with the punishment of reduction in Grade or Post under
Regulation 4 [g] of Canara Bank Officer Employees’ [Discipline & Appeal] Regulations,
1976, the rigour of punishment for the purpose of promotion shall be TWO YEARS from
the date of imposition of the punishment. By this, the officer employee who is
undergoing the rigour of penalty as on the date of Departmental Promotion Committee
[DPC] shall not be promoted.

Page 16 of 16
MEMORANDUM OF SETTLEMENT DATED 14TH 14 TH MARCH, 2015 UNDER SECTION 2(p)
READ WITH SECTION 18(1) OF INDUSTRIAL DISPUTES ACT, 1947 AND RULE 58 OF
INDUSTRIAL DISPUTES (CENTRAL) RULES, 1957 ARRIVED AT BY AND BETWEEN THE
MANAGEMENT OF CANARA BANK AND THE CANARA BANK EMPLOYEES' UNION IN
THE MATTER OF PROMOTION FROM CLERICAL CADRE TO JUNIOR MANAGEMENT
GRADE SCALE-
SCALE -I:
PARTIES :
1. CANARA BANK
2. CANARA BANK EMPLOYEES' UNION
Collectively herein after called as parties.
REPRESENTATIVES OF THE MANAGEMENT:
1. SRI S S BHAT CHIEF GENERAL MANAGER

2. SRI C P GIRI GENERAL MANAGER
3. SRI G S IYER GENERAL MANAGER
4. SRI S RAMESH* GENERAL MANAGER
5. SRI V SUNDARAM DEPUTY GENERAL MANAGER
6. SRI NAIR AJIT KRISHNAN ASSISTANT GENERAL MANAGER
* Chief Liaison Officer for SC/ST Employees
REPRESENTATIVES
REPRESENTATIVES OF THE UNION:
1. SRI G V SAMBASIVA RAO PRESIDENT

2. SMT S BHUVANESWARI VICE PRESIDENT
3. SRI AJAY MANJREKAR GENERAL SECRETARY
4. DR. V K SINGH JOINT GEN. SECRETARY
5. SRI C S VENUGOPAL DY. GEN. SECRETARY
6. SRI SREEBASH DATTA DY. GEN. SECRETARY
7. SRI S RAMAKRISHNAN DY. GEN. SECRETARY
8. SRI ANIRUDH KUMAR DY. GEN. SECRETARY
9. SRI VIJAY V KADAM SECRETARY
10. SRI SUDHIR SONKER SECRETARY
SHORT RECITAL OF THE CASE:
WHEREAS, Canara Bank and Canara Bank Employees' Union have entered into
settlement dated 25.08.2010 under the Provisions of the Industrial Disputes Act,
1947 and Rule 58 of the Industrial Disputes Act (Central Rules 1957) in the matter of
promotion of Clerical Cadre To Junior Management Grade Scale-I:
1
WHEREAS, the parties to the settlement felt that there is a need to review the existing
settlement and it was agreed to enter into a comprehensive settlement on promotion
of Clerical Cadre To Junior Management Grade Scale-I. The matter was duly discussed
in the Joint Conference held on 27.11.2014 & 14.03.2015 and during Small Committee
Meetings and the following settlement is arrived at:
This settlement shall be in supersession of all the earlier settlements and shall come
into force for all promotion process from 01.04.2015 and shall generally remain in
force for a period of three years or till it is otherwise superseded. Further it is mutually
agreed that for applications as on 01.04.2014 and 01.04.2015 there will be a single
promotion process.
TERMS OF SETTLEMENT
A VACANCIES AND RESERVATIONS:
It is mutually agreed that vacancies arising from time to time in Junior
Management Grade Scale I shall be filled in by promotions from ranks and
through direct recruitment at 80% and 20% respectively or as mutually agreed
from time to time depending upon the circumstances.
It is agreed that any vacancy arising out of death, resignation etc., of the officers
taken as direct recruits shall also be available for the Bank for filling up through
direct recruitment over and above the allocation made for such recruitment. It is
also agreed that besides the vacancies set apart as above, the Bank may also fill in
through direct recruitment the post of Specialist Officers like Chartered
Accountants, Financial Analysts, Law Officers, Statisticians, Computer
Programmers, System Analysts, Technical Field Officers, Agricultural Extension
Officers, Official Language Officers etc.
From among the vacancies earmarked for the Promotion excluding the vacancies
earmarked for promotion under highly qualified and sports person category, 20%
would be filled under Interview Channel, 80% under Test cum Interview Channel.
Out of 80% under Test Cum Interview Channel half of the vacancies will be for
Merit Tier and remaining half for Merit cum Seniority Tier.
Reservations and or relaxations to employees belonging to SC/ST category shall be
provided as per Government of India directives/guidelines in force and that may
be issued from time to time for promotion.
Vacancies for each application will be declared upon mutual consultation
between the parties to the settlement.
B SCHEME:
It is mutually agreed that there shall be 2 channels for promotion to Junior

Management Grade Scale-I, viz.
I) Test cum Interview Channel.
II) Interview Channel.
It is also mutually agreed that there shall be two tier for promotion to JMG Scale-I
under Test cum Interview Channel
a) Merit Tier
2
b) Merit cum Seniority Tier
Weightage For Promotion Under Each Channel:-
TEST CUM INTERVIEW CHANNEL INTERVIEW CHANNEL
MERIT TIER MERIT CUM SENIORITY TIER
Written/ Online Test, Written/ Online Test, Service,
Qualification, Service, Qualification,
Service Record, Qualification, Service Record,
Confidential Report & Service Record, Confidential Report &
Interview. Confidential Report & Interview.
Interview.
I PROMOTION UNDER TEST CUM INTERVIEW CHANNEL
It is mutually agreed that promotion to Junior Management Grade Scale-I
under this channel shall be on the following basis:
1) FOR MERIT TIER AND MERIT CUM SENIORITY TIER – ELIGIBILITY,
QUALIFICATION AND QUALIFYING SERVICE:
a] Eligibility :
All employees in the Clerical Cadre who satisfy the following stipulation
in respect of Qualification, Qualifying Service, Written/Online Test and
Interview are eligible for being considered for promotion.
b ] Qualification as on application date:
date:
A minimum qualification of pass in SSLC/ equivalent examination.
In the case of those employees who do not satisfy the stipulation for
minimum qualification, they shall however be eligible if they have
passed Part-I of CAIIB/ AIB (London) or JAIIB examination.
c] Qualifying Service as on application date:

date:
Employees in the Clerical Cadre who satisfy the following stipulation for
qualifying service shall be eligible to be considered for promotion.
i) Employees who have put in a minimum of 5 years actual service in the
Bank
(OR)
ii) Employees with 4 years actual service in the Bank and who have
passed Part-I of the CAIIB / AIB (London) or JAIIB examination
(OR)
iii) Employees with 3 years of actual service in the Bank and who have
passed both parts of CAIIB / AIB (London) examination.
The SC/ST employees are eligible for relaxation of 2 years in qualifying

service.
Note 1: An employee shall have minimum of one year actual service

notwithstanding any relaxation mentioned herein above.
3
Note 2: The term actual service means the period of service exclusive of
aggregate of such period under suspension which is treated as not spent
on duty, unauthorized absence (AWL) beyond 90 days and sabbatical
leave, if any.
2. COMMON CONDITIONS FOR BOTH INTERVIEW CHANNEL & TEST
CUM INTERVIEW CHANNEL (MERIT
( MERIT TIER AND MERIT CUM SENIORITY
TIER).
The following conditions shall be equally applicable for both Interview
Channel & Test cum Interview Channel (Merit Tier and Merit cum
Seniority Tier).
i) In the case of employees who have been promoted from the rank of
Sub-staff, for the purpose of calculating qualifying service, their
services shall count only from the date of their promotion as Clerks;
ii) In the case of Ex-Servicemen employees who have been recruited
ii)
against the reserved vacancies in the clerical cadre the benefit of
weightage for the past service rendered by them in the Armed
Forces be extended in the ratio of 5:1, subject to a maximum of 2
years after they rendered at least 3 years of actual service in the
Bank in that cadre after re-employment. That is for every completed
5 years of service in the Armed Forces one year of weightage in the
Bank will be given, subject a maximum wieghtage of 2 years.
The services in the Canara Bank and weightage for the past service
rendered in the Armed Forces together shall be counted for
determining the qualifying service for eligibility under the respective
category for promotion and for service marks for the purpose of
promotion. The weightage as above will be available to Ex
Servicemen re-employed in the Clerical Cadre either for posting as
Special Assistant within the Clerical Cadre or for promotion to Junior
Management Grade Scale-I. Such employees are required to
exercise their option for this purpose at the time of first available
opportunity/eligibility and the option once exercised will be final
and no change would be allowed later whether or not he is
successful in that exercise. However, the option so exercised shall
hold good till such time he is successful either for posting as Special
Assistant or for promotion to JMG Scale I for whichever process he
had opted, subject to his fulfilling the other eligibility norms in
terms of the respective settlements.
This benefit of weightage for past services in the Armed Forces shall
not be available to the Ex Servicemen employee who had availed
such benefit for his promotion from Sub-Staff Cadre to Clerical
Cadre or for a Special Allowance carrying post within the Sub-Staff
Cadre and Clerical Cadre.
3) MODE OF SELECTION:
Eligible employees satisfying the Qualification and Qualifying Service as

on application date shall be administered a Written/ Online Test and the
successful candidates shall undergo the Interview Process.
4
4) PROCEDURE :
i ) Written / Online Test :
The Head Office of the Bank shall issue a Memo indicating the
eligibility criteria and the date for conducting the Written/ Online
Test. The eligible employees shall submit their willingness through
HRMS or as required by the Bank to take up the Written/ Online
Test, within the stipulated date as may be communicated in such
Memo by the Bank. If any eligible employee does not submit his/ her
willingness within such date prescribed by the Bank, it shall be
presumed that such employee is not interested in taking up the Test.
All employees who satisfy the stipulation under Qualification and
Qualifying Service and who have communicated their willingness to
take up the Written/ Online Test within the prescribed date shall
appear for the Written/ Online Test on the following subjects:
a] Banking Law and Practice.

b] Manual of Instructions/Circulars/Memos/Other Communications
issued by the Bank
c] Latest Scenario and development in the Banking
Industry/Computer literacy.
d] General English
The test will be of objective type conducted by the Bank/outside

agency.
Out of the 100 Marks for Written/Online Test, an employee shall

secure a minimum of 40 Marks to Pass for General candidates and
35 marks for SC/ST candidates.
The marks secured under written/ online test shall be intimated to

the employee.
ii)
ii ) RANKING :
a) Merit Tier :
Employees who have come out successful in the written/online

test will be ranked under this tier basing on the aggregate of
marks secured in the following parameters :
Parameters Maximum
Marks
Marks for Qualification 10
Weightage for Written/online Test 50
Marks
Marks for Service Record 10
Marks for Confidential Report 6
Interview Marks 24
Total 100
5
b ) Merit-
Merit-cum-
cum-Seniority Tier :
Employees who have come out successful in the written/online
test will be ranked under this tier basing on the aggregate of
marks secured in the following parameters :
Parameters Maximum
Marks
Marks for Qualification 10
Weightage for Written/Online Test Marks 35
Marks for Service Record 10
Marks for Confidential Report 6
Interview Marks 24
Marks for Service 15
Total 100
The ranking list will be first drawn under Merit-cum-Seniority Tier

followed by Merit Tier.
5) MARKS FOR QUALIFICATION, WEIGHTAGE FOR WRITTEN/ ONLINE

TEST, MARKS FOR SERVICE RECORD, MARKS FOR CONFIDENTIAL
REPORT, MARKS FOR INTERVIEW AND SERVICE, WHEREVER
APPLICABLE SHALL BE AWARDED AS UNDER:
a) QUALIFICATION :
For Graduation 2 Marks
For Post Graduation/ LLB or any other 3 Marks

degree in Law (3 Yrs Course) for which
graduation is a minimum Qualification
Part I CAIIB / AIB (London)/ JAIIB 2 Marks
CAIIB / AIB London 3 Marks
TOTAL 10 Marks
b ) WEIGHTAGE FOR MARKS SECURED IN WRITTEN/

WRITTEN/ ONLINE TEST:
TEST:
i) Merit Tier: 50% of the marks secured in the written test will be
taken as weightage for promotion.
ii) Merit cum Seniority Tier: 35% of the marks secured in the
written test will be taken as weightage for promotion.
c) SERVICE RECORD (FOR PRECEDING 3 YEARS) : MAX. 10 MARKS

Marks under Service Record shall be awarded as follows :
Maximum of 10 marks will be given to employees having clean
6
service record.
Out of the above, for the following instances, marks will be
deducted:
i) One Mark for Dishonour of Cheque on each occasion.
However, if the employee is chargesheeted for this, marks will
be deducted under chargesheets as mentioned in Para (iii)
below.
ii) Two Marks for each caution letter issued by HRM Section for
willful disobedience, insubordination or for any other lapse.
iii) If any employee is chargesheeted and found guilty, three
Marks for minor misconduct and five Marks for Gross
misconduct will be deducted in respect of each chargesheet.
d ) CONFIDENTIAL REPORT : (MAX. 6 MARKS)
Confidential reports for the past 3 calendar years (half yearly
reports wherever applicable) preceding the application date will
be taken into account and marks will be awarded as agreed under
settlement dated 25.08.2010.
However, for the appraisal year 2014 onwards the marks shall be
awarded as under:-
For each year
Superior 2.00
Very good 1.50
Good 1.00
Average 0.50
e) INTERVIEW :
i) Employees who have come out successful in the Written/
Online Test shall be interviewed by a Three Member
Committee, one of whom shall be a Deputy General Manager,
another any Executive and third one belonging to SC/ST may
also be an Executive or in the alternative, not below the rank
of Scale II. Marks for interview will be awarded independently
by each member and average of marks awarded by the
members will be taken to be the marks obtained by an
employee in interview.
ii) Marks for interview shall be awarded under the following
heads, subject to a maximum under each sub-head.
MAX.
MARKS
PERSONALITY 6
COMMUNICATION SKILLS 6
INITIATIVE AND COMPETENCY 6
INTELLIGENCE, ATTITUDE AND CLARITY 6
OF THOUGHT
7
TOTAL 24
f) SERVICE MARKS: (Applicable under Merit-
Merit-cum-
cum -Seniority Tier).
One Mark for each completed year of actual service in clerical

cadre as on the application date subject to a maximum of 15
marks. More than six months shall be counted as one year and
less than six months shall be ignored.
II PROMOTION UNDER INTERVIEW CHANNEL
1) All the employees in clerical cadre who have put in minimum of 18 years
of actual service in the Bank as on the application date and satisfying the
stipulation regarding qualification as specified under Test cum Interview
Channel and who have NOT exercised their willingness to undergo the
test process and who have indicated their willingness for considering
under “Interview Channel” are eligible for under going promotion
process under this channel.
2) The vacancies earmarked for this channel shall be distributed region

wise and the selection will be made on the basis of region wise ranking.
3) Regions for this purpose shall be as classified below:
Region 1 Bengaluru Metro, Bengluru Rural, Gulbarga, Hubballi,

Mangaluru, Mysuru, Shivamogga, Goa Circles & Head
Office.
Region 2 Chennai, Coimbatore, Madurai, Salem & Tiruchirapalli
Circles
Region 3 Calicut, Ernakulam, Trivandrum, Hyderabad, Tirupati,
Vijayawada, Vishakapatnam & Warangal Circles
Region 4 Ahmedabad, Mumbai, Nagpur, Pune, Raipur Circles &
Treasury Wing, Mumbai.
Region 5 Delhi, Jalandhar, Shimla Chandigarh & Jaipur Circles
Region 6 Agra, Bhopal, Indore, Gurgaon, Dehradun, Karnal,
Lucknow, Varanasi & Meerut Circles
Region 7 Bhubaneshwar, Guwahati, Kolkata, Patna, Purnea,
Durgapur & Ranchi Circles
The employees working in Zonal Inspectorates will qualify under

respective Regions.
4) It is agreed that the vacancies earmarked for promotion under this

channel will be distributed among the seven regions with mutual
discussion.
5) Employees who are eligible for being considered for the promotion
under this channel shall be called for Interview and awarded marks
under the following traits for the purpose of ranking region wise.
8
Traits Max. Marks
a) Service 42
b) Qualification 10
c) Service Record 07
d) Confidential 06
Report
e) Interview 35
Total 100
6) From the region-wise ranking list, selection will be made to the extent of
vacancies earmarked for the particular region.
7) The marks for service, qualification, Service Record, Confidential Report
& Interview shall be awarded as below :-
a) SERVICE MARKS :
1) No marks for service upto 18 years of actual service in Clerical

Cadre including the employees who are ex servicemen.
2) 2.5 marks for each completed year of actual service above 18

years of actual service subject to a maximum of 42 marks.
More than six months shall be counted as one year and less
than six months shall be ignored.
Note 1: In the case of erstwhile LCB Ltd., employees, their past

service in the LCB shall be computed at the ratio of 1.5 : 1 i.e. for
every 1 ½ years of service computed from the date of joining
ELCB Ltd., as noted in the records of Canara Bank till the date of
amalgamation shall be treated as one year of service in Canara
Bank. To the service so determined, their service in Canara Bank
shall be added, thereafter, for the purpose of enumerating the
completed years of service, fraction of more than half year will be
treated as one year and less than half will be ignored.
Note 2: The term actual service means the period of service

exclusive of aggregate of such period under suspension which is
treated as not spent on duty, unauthorized absence (AWL)
beyond 90 days and sabbatical leave, if any.
b ) QUALIFICATION:
1. For Graduation 2 Marks
2. For Post Graduation/LLB or any other 3 Marks

degree for which graduation is a
minimum Qualification
3. Part I CAIIB / AIB (London)/ JAIIB 2 Marks
9
4. CAIIB / AIB (London) 3 Marks
TOTAL 10 Marks
c) SERVICE RECORD (FOR PRECEDING 3 YEARS) : MAX.
MAX . 7 MARKS
Marks under Service Record shall be awarded as follows :

Maximum of 7 marks will be given to employees having clean
service record.
deducted:
i) One Mark for Dishonour of Cheque on each occasion.
However if the employee is chargesheeted for this, marks will
be deducted under chargesheets as mentioned in Para (iii)
below.
ii) Two Marks for each caution letter issued by HRM Section for
willful disobedience, insubordination or for any other lapse.
iii) If any employee is chargesheeted and found guilty, three
Marks for minor misconduct and five Marks for Gross
misconduct will be deducted in respect of each chargesheet.
d ) CONFIDENTIAL REPORT: MAX. 6 MARKS
Confidential reports for the past 3 calendar years (half yearly
reports wherever applicable) preceding the application date will
be taken into account and marks will be awarded as agreed under
settlement dated 25.08.2010.
However, for the appraisal year 2014 onwards the marks shall be
awarded as under:-
For each year
Superior 2.00
Very good 1.50
Good 1.00
Average 0.50
e) INTERVIEW :
Marks for interview shall be awarded under the following heads,
subject to a maximum under each sub-head.
MAX.
MARKS
1. GENERAL KNOWLEDGE & KNOWLEDGE 15

OF BANKING LAW & PRACTICE
2. PERSONALITY 5
3. COMMUNICATION SKILLS 5
4. INITIATIVE AND COMPETENCY 5
10
5. INTELLIGENCE AND CLARITY OF 5
THOUGHT
TOTAL 35
NOTE: For being considered for ranking under Interview Channel an

employee shall secure a minimum of 14 marks in the interview for
General Candidates and 12.25 marks for SC/ST Candidates. The
candidates securing below the minimum prescribed marks shall not be
ranked for promotion.
C PROMOTION OF HIGHLY QUALIFIED EMPLOYEES FROM CLERICAL TO JMG

SCALE I OFFICER CADRE :
ELIGIBILITY :
Employees who possess any of the following technical / professional

qualifications from any of the recognised Universities/Institutions shall be
considered for promotion to the JMG Scale I Officers' Cadre as given below:
1. ACA / ICWA/ CFA/ ACS

2. BE or AMIE or B Tech, M Tech.
3. LLB/ Law Graduation/ LLM.
4. MBA.
5. MCA/ MSc Computer Science.
6. BDS/ B Pharma.
Employees possessing any of the above qualifications with 2 years of actual

service as on the application date are eligible for undergoing promotion process
and such employees have to submit their willingness specifically for this channel
only. The candidates who opt for this channel cannot opt for any other channel
even if eligible.
Eligible employees satisfying qualification and service conditions shall be

administered a common Written/ Online Test as per Clause B (4) (i) of this
Settlement in which they should secure a minimum of 50 Marks for General
Category employees and 45 marks for SC/ST employees for pass.
Employees who have come out successful in the Written/ Online Test shall be
interviewed by a Three Member Committee, one of whom shall be a Deputy
General Manager, another an Executive and third one belonging to SC/ST may
also be an Executive or in the alternative, not below the rank of Scale II. Marks for
interview will be awarded independently by each member and average of marks
awarded by the members will be taken to be the marks obtained by an employee
in interview.
11
The marks for Written / Online Test, Interview, Qualification, Service Record and
Confidential Report shall be as under:
SL.NO. PARTICULARS MARKS TOTAL

FOR MARKS
SUB
HEAD
I WEIGHTAGE
WEIGHTAGE FOR WRITTEN TEST 55 55
II INTERVIEW : 24
A) Banking Knowledge 12
B) Potential 12
III QUALIFICATION : 5
Part I CAIIB / AIB (LONDON)/ JAIIB 2
CAIIB / AIB (LONDON) 3
IV SERVICE RECORD & CONFIDENTIAL 16

REPORT :
Confidential reports for maximum 2 years 6
(half years wherever applicable)
immediately preceding will be taken into
account and marks will be awarded as
agreed under settlement dated 25.08.2010.
However, for the appraisal year 2014

onwards the marks shall be awarded as
under:-
For each year

Superior 3.00
Very good 2.00
Good 1.00
Average 0.50
SERVICE RECORD 10
Marks under Service Record shall be

awarded as follows :
Maximum of 10 marks will be given to

employees having clean service record.
Out of the above, for the following

instances, marks will be deducted:
12
i) One Mark for Dishonour of Cheque
on each occasion. However if the
employee is chargesheeted for this,
marks will be deducted under
chargesheets as mentioned in Para
(iii) below.
ii) Two Marks for each caution letter
issued by HRM Section for willful
disobedience, insubordination or for
any other lapse.
iii) If any employee is chargesheeted
and found guilty, three Marks for
minor misconduct and five Marks for
Gross misconduct will be deducted
in respect of each chargesheet.
100
TOTAL
For awarding weightage for marks for written/online test, for every one mark
secured, 0.55 marks weightage for promotion will be extended.
The candidates who have been interviewed will be ranked on the basis of
aggregate of marks secured in I to IV above. The promotion will be done on the
basis of such ranking.
VACANCIES :
Not more than 7% of the vacancies declared under Junior Management Grade
Scale I for the each process subject to maximum of 70. Unfilled vacancies shall fall
back to Test cum Interview Channel and there will be no carry over of backlog.
D PROMOTION OF SPORTS PERSONS IN CLERICAL CADRE TO JUNIOR

MANAGEMENT GRADE SCALE I:
I:
1 ELIGIBILITY CONDITIONS :
Minimum Qualification: Pass in SSLC or equivalent examination.
2 QUALIFYING SERVICE AND PERFORMANCE IN SPORTS / GAMES /
INDIVIDUAL EVENTS:
CATEGORY A : (Participation at recognised International Level and securing a
position among first three winners of the event) :
i) Minimum one year service in the Bank as on date of application.
ii) Should have represented India at the recognised International
Level in any of the games specified (which are furnished hereunder
after category 'C') and have actually played / participated for the
country (not merely being in the reserves or stand-bye) and
secured a position among the first three winners of the event.
However, such recognition should have been achieved not earlier
13
than one year from the date of consideration for promotion.
OR
Should have won Arjuna Award or any other National Award/s for
excellence in Sports.
CATEGORY B: (Participation at the International Level)
i) Minimum two years of service in the Bank as on date of

application.
ii) Should have represented India atleast twice at the recognised

international level in any of the games specified (which are
furnished hereunder) and have actually participated (not merely
being a reserve or stand-bye). The last representation being not
earlier than one year from the date of consideration for promotion.
CATEGORY C: (Participation at National Level)
i) Minimum Four years service in the Bank as on date of application.

ii) Should have represented the State at least thrice in any of the
athletic / games / individual events recognised by the Indian
Council of Sports / Indian Olympic Association / State Sports
Council and should have actually participated (not merely being a
reserve or stand-bye).
iii) However, last representation should have been not earlier than
two years from the date of consideration for promotion.
iv) Representing State means participation in All India Inter-State
matches at Senior Level and it is specifically understood that
participation in any event under invitation matches is not included
in this category.
v) Representing the State at least thrice means representing thrice in

immediately preceding four years as on the date of application.
GAMES SPECIFIED :
1. Foot Ball 2. Hockey 3. Volley Ball 4. Basket Ball 5. Cricket 6. Athletics 7. Table
Tennis 8. Tennis 9. Shuttle Badminton 10. Body Building 11. Weight Lifting 12.
Acquatics 13.Kabaddi 14. Kho Kho 15. Ball Badminton 16. Chess 17. Shooting,
and such other games recognised by Indian Olympic Association.
3 MODE OF EFFECTING PROMOTIONS

P ROMOTIONS :
Employees shall be interviewed by a Three Member Committee, one of whom

shall be a Deputy General Manager, another an Executive and third one
belonging to SC/ST may also be an Executive or in the alternative, not below
the rank of Scale II. Marks for interview will be awarded independently by
each member and average of the marks awarded by the members will be
taken to be the marks obtained by an employee in interview.
14
The marks for interview, qualification and service record report shall be as
under:
The candidates will be interviewed by the Committee to assess their banking

knowledge and potential as under :
a) INTERVIEW : MARKS
Banking Knowledge 40
Potential 30
Sub Total 70
b) QUALIFICATION :
For Graduation 2
For Post Graduation/LLB or any other degree for which 3
graduation is a minimum qualification.
Part I CAIIB / AIB (London)/JAIIB 2
CAIIB / AIB (London) 3
Sub Total 10
c) SERVICE RECORD 10
Marks under Service Record shall be awarded as follows:
Maximum of 10 marks will be given to employees having
clean service record.
deducted:
i) One Mark for Dishonour of Cheque on each
occasion. However if the employee is chargesheeted
for this, marks will be deducted under chargesheets
as mentioned in Para (iii) below.
ii) Two Marks for each caution letter issued by HRM
Section for willful disobedience, insubordination or
for any other lapse.
iii) If any employee is chargesheeted and found guilty,
three Marks for minor misconduct and Five Marks
for Gross misconduct will be deducted in respect of
each chargesheet.
d) CONFIDENTIAL REPORT : 10
Confidential reports for maximum 2 years (half years
wherever applicable) immediately preceding two years will
be taken into account and marks will be awarded as agreed
under settlement dated 25.08.2010.
However, for the appraisal year 2014 onwards the marks

shall be awarded as under:-
For each year
Superior 5.00
Very good 4.00
Good 3.00
15
Average 1.00
100
TOTAL
NOTE:
i) For being considered for promotion under Sports Category, an employee

shall secure a minimum of 28 marks out of 70 allotted for Interview. In
respect of employees belonging to SC/ST, they shall secure a minimum of
24.5 marks.
ii) Thereafter, the candidates will be ranked on the basis of the aggregate of
the marks secured in D 3 (a) to 3 (d )above. The promotion will be done on
the basis of such ranking.
iii) The promotion under this category is also applicable to an employee who
is not recruited under Sports Persons category but has represented in
International/ National Level Game as specified above.
VACANCIES :
Not more than 2% of the vacancies declared in the officers’ cadre (Junior
Management Grade Scale I) in the previous year, subject to a maximum of 10
vacancies per application. Unfilled vacancies shall fall back to Test Channel
and there will be no carry over of backlog.
E GENERAL CONDITIONS FOR ALL PROMOTIONS :
a) It is agreed that the eligibility for promotion shall be reckoned in terms of

this settlement as on 1st April of the year.
b) An employee shall have rendered minimum of one year actual service

notwithstanding any relaxation mentioned herein above.
c) From the ranking list to the extent of promotion, provided for under each
Tier viz., Merit cum Seniority Tier and Merit Tier, vacancies shall be filled in
the same order. Ranking list of all eligible employees shall be maintained.
In case an employee promoted in a process opts for reversion before
joining the place of posting on promotion, such vacancies created out of
reversion may be filled up by the Bank by promoting next employee in the
rank list of the particular channel. The effective date of promotion of such
employees will be the date of order by the Competent Authority only.
Ranking list shall be valid till the commencement of promotion process for
the next year i.e. next application date.
d) It is agreed that such of those employees against whom any proceedings

on charges of misconduct / offence are pending before a domestic enquiry
or court of law and/ or who are under suspension, their promotion will be
as per the guidelines of Government of India/ CVC.
e) An employee promoted in terms of this settlement, shall be on probation

for a period of one year, which may be extended further by a period not
exceeding 12 months in multiples of 3 months.
16
f) Confirmation of an employee who has been promoted is subject to his/her
successfully completing period of probation. There shall however be no
written test for the purpose of confirmation.
g) Such of those probationers whose work and progress is not satisfactory

during the period of probation are liable for reversion to their post in the
clerical cadre in which he/she was working at the time of promotion.
h ) It is agreed that an employee aggrieved by non-promotion if he/she so

desires, shall have the right to prefer an appeal in the matter to the
General Manager, Human Resources Wing of the Bank. Such appeal shall
be preferred within 30 days from the date of publication of final results.
Any appeal submitted beyond the stipulated period will not be considered.
All appeals shall be disposed off within 6 months from the date of
publication of the results.
i ) It is agreed that the date of declaration of vacancies shall be as on 1st April

of the year. Generally, the promotion process will be completed as per
Government of India guidelines.
j) The percentage of reservation and/ or relaxations given to SC/ST category

employees and weightage given to Ex-servicemen employees for their past
service shall be as per Government of India directives/Guidelines issued
from time to time.
k) Employees who have come out successful in the written test / have been
interviewed but not promoted have to undergo the process of test /
interview along with others in the subsequent applications.
l ) The employee on sabbatical leave shall not be eligible to appear in

promotion process during the sabbatical leave period, even if otherwise
eligible.
m) For the employees who acquire Post Graduation directly separate marks for
graduation will not be reckoned while calculating the marks for
qualification.
n ) If any doubt, difficulty or dispute arises regarding the interpretation of any

of the provisions of this Settlement or any other matter arising out of it or
in connection therewith, it shall be taken up only at Head Office level and
resolved after mutual discussion with Canara Bank Employees’ Union.
17
AS PER THE ABOVE TERMS THE PARTIES HAVE AGREED AND SET THEIR HANDS AT
BANGALORE ON THIS 14TH DAY OF MARCH 2015.
For CANARA BANK For CANARA BANK EMPLOYEES’ UNION
S S BHAT G V SAMBASIVA RAO
C P GIRI S BHUVANESWARI
G S IYER AJAY MANJREKAR
S RAMESH DR. V K SINGH
V SUNDARAM C S VENUGOPAL
NAIR AJIT KRISHNAN SREEBASH DATTA
S RAMAKRISHNAN
ANIRUDH KUMAR
VIJAY V KADAM
SUDHIR SONKER
------------------------------------------------------------------
WITNESSES :
SUDARSHAN JOSHI VINOD METRI

ME TRI
Senior Manager, Secretary
Industrial Relations Section, Canara Bank Employees Union
HR Wing, Bangalore.
COPY COMMUNICATED TO:

1. The Secretary, Government of India, Ministry of Labour Employment and
Rehabilitation, New Delhi
2. The Chief Labour Commissioner (Central), New Delhi
3. The Regional Labour Commissioner (Central), Bangalore.
18
CIRCULAR NO.: 247 /2016
INDEX : STF : 19
HEAD OFFICE : BANGALORE-560 002
SUBJECT: JOINING TIME ON TRANSFER- OFFICERS
Of late we are receiving several queries seeking clarifications in the matter of eligibility
regarding joining time to officer employees. In view of the same, interalia we are
reiterating the following guidelines as advised in HO Circular 1/2004 dated 01.01.2004:
o The joining time shall be availed only with the prior permission of the Competent
Authority by applying through HRMS package.
o As per the CBOSR-1979, an Officer shall be eligible for joining time of 7 days exclusive
of the number of days spent on travel, for joining duty at the transferee place.
However, no joining time shall be permissible in case of local transfers (i.e.in the
same city / town including the areas under urban agglomeration of main centers /
within same municipal / panchayat limits).
o In calculating the joining time, the day on which the Officer is relieved from the
earlier place shall be excluded. Only public / weekly holidays immediately following
the date of relief shall be excluded in computing the joining time. However,
intervening public holidays and weekly holidays shall be included in computing the
joining time.
o Joining time can be availed in two installments with prior permission from the
Competent Authority within stipulated time for shifting family and belongings.
o The joining time shall be availed immediately or within 60 days from the date of relief
from the transferor Branch/Office or within 30 days from the date of occupying the
quarters at the transferee place, whichever is earlier. In the latter case prior
permission of the Competent Authority shall be obtained to avail the joining time at a
later date.
o However, if the officer owning a house/do not proposes to avail of Bank’s
accommodation, he shall be required to shift family and belongings at the time of
reporting itself by immediately availing the joining time and shall not be eligible for
undertaking journey for the second time or for availing joining time at a later date for
shifting family and belongings. However, on case to case basis, he may be permitted
to avail joining time in one or two installments with the prior permission of
Competent Authority.
o If the officer employee is not shifting the family and belongings to the transferee
place he shall not be eligible for joining time at a later date.
o The Officer shall not be eligible for any joining time for temporary transfers even
though such transfers are to places other than the Officer's place of permanent
posting.
All officers are requested to take note of the above for strict compliance.
C.P. GIRI
GENERAL MANAGER
TO ALL BRANCHES/OFFICES OF THE BANK

HUMAN RESOURCES & ORGANISATION INDEX : STAFF - 6
DEVELOPMENT SECTION Circular No. : 94/2018
HUMAN RESOURCES WING Date : 19.02.2018
HEAD OFFICE : BANGALORE AHER
SUB: Incentive Scheme for Capacity Building for Officers and Clerical employees
Banking, Finance and Management are interlinked with one complementing the other. To be a
successful banker, one needs to know about the intricacies of banking, the etiquettes of
Management and the technicalities of banking & finance. With the introduction of
innovative/novel streams, Banking is undergoing changes constantly and also at a fast pace. In
today’s Banking scenario, knowledge plays an important role. To augment knowledge level,
one needs to improve Competency Skills.
In terms of recent directions of RBI to Banks on Capacity Building, Banks should identify
specialized areas for certification of the staff manning key responsibilities. To begin with,
acquiring of a certificate course is mandatory in the following areas:
1 Treasury Operations Dealers, Mid-office operations
Credit Risk, Market Risk, Operational Risk, Enterprise-
2 Risk Management
wide Risk (EWIRM), Information Security, Liquidity Risk
3 Accounting Preparation of financial results, audit function
Credit appraisal, rating, monitoring, credit
4 Credit Management
administration
On successful completion of the relevant Course/s, employee shall be considered for a

placement suitable to the additional qualification/certification acquired, based on the
administrative needs.
In this direction, our Bank has taken a giant step by providing the employees with an
opportunity to learn and upgrade their knowledge base. Certain new courses have been
added, existing courses have been re-grouped and necessary modifications/revisions have
been effected. By modifying/revising the “Incentive Scheme for Capacity Building for Officers
& Clerical employees”, we have opened new horizons for upgrading their knowledge level by
providing new vistas for learning. Officers and Clerical employees, upon successful completion
of the listed courses are eligible for benefits as per the revised scheme.
The salient features of the modified/revised “Incentive Scheme for Capacity Building for
Officers & Clerical employees” is furnished in Annexure-I. The updated list of eligible courses
under Group-I, Group-II & Group-III of the scheme is furnished in Annexures-II, III and IV
respectively. The format of ‘Letter of Undertaking’ is furnished in Annexure-V to be
submitted by the eligible employees for availing benefits under the scheme. The
revised/modified Incentive Scheme for Capacity Building for Officers & Clerical employees has
been made effective from 26.12.2017.
This is in supersession of all our earlier Circulars regarding the subject matter.
K VIRUPAKSHA
GENERAL MANAGER
TO BE CIRCULATED AMONGST ALL EMPLOYEES / BRANCHES / OFFICES

ANNEXURE-I TO CIRCULAR NO. 94/2018 DATED 19.02.2018
MODIFIED/REVISED “INCENTIVE SCHEME FOR CAPACITY BUILDING FOR OFFICERS &

CLERICAL EMPLOYEES”
(1) All Officers / Clerical employees (including those on probation) are eligible under
the scheme and can undertake the courses listed under the Scheme.
(2) The officer/clerical employees may avail benefits for any number of Courses
furnished in Group-I, II & III during their entire service.
(3) Officers and Clerical employees desirous of taking up the courses shall have to
inform in advance to respective HR Department (i.e., P M Section, HR Wing, HO /
HRM Section, CO / HOSA Section, HR Wing, HO / SA Section, Inspection Wing, HO).
Pursuing the Courses should not come in the way of discharging their duties in the
Bank. The permission for officers/clerical employees to attend the classroom
learning/training, is subject to administrative exigencies.
(4) Upon successful completion of the courses under the scheme, the Officers /
Clerical employees are eligible for Cash Incentives and Fee Reimbursement as
under:
[a] Cash Incentive
 For successful completion of courses indicated under Group-I, the quantum
of cash incentive is Rs.6,000/- per course.
 For successful completion of courses included under Group-II, the quantum
 For successful completion of courses included under Group-III, the quantum
[b] Fee reimbursement

Upon successful completion of the each of the courses under the scheme, in
addition to the cash incentive payable as above, the Officers / Clerical
employees are also eligible for reimbursement towards Registration/Enrolment
Fee, Tuition Fees, Examination Fee and Class Room Learning/Training Fee
(remitted to University/Institute) is;
[i] Subject to a maximum of Rs.50,000/- per course, for courses under Group-I
and Group-II under the scheme.
[ii] For mandatory courses under Group-III under the scheme, shall be actuals.
[c] Further, in respect of MFM and MBA courses (other than MBA-Banking & Finance
and MBA-Finance) listed under Group-II of the scheme, the employee shall be
eligible for both reimbursement of fee and release of incentive only upon
scoring 60% or more marks.
contd….2
:: 2 ::
[d] CISA/CISM/CRISC/CSNPC/CSNFC/CISSP/Financial Risk Management [FRM],

Chartered Financial Analyst [CFA] Course are Group II & III courses, fee
component consists of Membership Fee, Exam Fee and Annual Maintenance
Fee.
[i] Presently the fee structure of these courses are as under:
(Amount in US$)
FRM CFA
CSNPC CSNFC Part-I Part- Level-I,
Details CISA CISM CRISC CISSP
(CSX-PC) (CSX-FC)
II II & III
Membership/Enrolment Fee 205 205 205 205 205 -- 300 0 450
Exam Fee 575 575 575 540 150 599 350 350 860
TOTAL 780 780 780 745 355 599 650 350 1310
Annual Maintenance Fee 45 45 45 * * 85 NIL NIL
* Applicable Annual Renewal Fee
[ii] Employees upon successful completion of CISA, CISM, CRISC, CSNPC, CSNFC,
CISSP courses, both parts of FRM Course and three levels of CFA course, by
scoring the minimum pass scores/grades stipulated by the respective
Institutions, all the above components of Fee of respective course at that
point of time in rupee equivalent is reimbursed as mentioned in Para 4 (b)
above.
[iii] Upon successful completion of CISA/CISM/CRISC and CISSP courses, an
annual maintenance fee (presently US$ 45 and US$ 85 respectively) is to be
paid by an employee to keep their certificate renewed. Further,
CSNPC(CSXPC), CSNFC(CSXFC) certifications, initially are valid for three
years, thereafter requires Annual renewals as continuous professional
education (CPE). The Bank may consider reimbursement of Annual
Maintenance Fee/Annual Renewals on a case to case basis, provided the
Bank is utilizing the services of the employee in a post where such
qualification acquired is essential. Such cases shall be referred to HR&OD
Section, HR Wing, HO for permission from the General Manager, HR Wing.
However, for such CPE/renewals/annual maintenance, no Incentive shall be
payable.
[iv] Chartered Accountancy [CA] Course has been included under Group II
Courses of the Scheme. However, only those employees who have
completed articleship/practical training prior to joining the Bank and upon
successful completion of CA course after joining Bank are eligible for
benefits as per the scheme.
contd….3
:: 3 ::
Hence the fee reimbursement and incentive shall be released upon

successful completion of all the levels of the course by scoring the minimum
pass scores/grades stipulated by the Institution. Final course registration
fees shall be reimbursed upon successful completion of all parts of the
course as mentioned in Para 4 (b) above.
(5) IIB&F has introduced 11 electives to address Career/Professional Development of
Bank employees. As per the modified CAIIB exam, the candidates appearing for
CAIIB have to invariably clear any one of the elective subjects. Out of said 11
electives, 9 electives have been brought under Group-I courses and 2 electives
under Group-II of the scheme.
Such of those employees who have already passed the CAIIB exam (including those
with elective subject as part of CAIIB) in the previous attempts and on clearing
each of the elective subject, over and above the elective as part of CAIIB, are
eligible for incentive and fee reimbursement as applicable to respective Group of
courses under which the electives have been grouped.
(6) Upon completion of either Life Insurance or General Insurance Certification,
Employees shall be eligible for Incentive of Rs.3,000/- and fee reimbursement. If
an employee who has already completed either Life Insurance or General
Insurance certification and also availed the eligible incentive, further pursues
Composite Insurance certification he/she shall be eligible for fee reimbursement
and only differential incentive which shall not exceed Rs.6,000/-.
(7) Certain Certification Courses viz., NISM-V-A, NISM-VI-DOCE, Insurance
Certifications (General, Life, Composite), Certified Financial Planner Certification,
have validity period. As a Continuous Professional Education (CPE) programs, the
respective institutes offer renewal by way of exams, accruing credits etc., and by
paying requisite renewal fees. The fee in respect of such renewals/CPEs, will be
reimbursed to the employees upon submitting necessary certificate issued by the
respective Institute within the scope of this scheme. However, for such
CPEs/renewals/annual maintenance no Incentive shall be payable.
(8) For attending class room learning/training as part of curriculum of such of those
Certification Courses under the scheme listed in Group-I & II, the employee shall
avail appropriate leave duly obtaining prior sanction and the employee shall not be
eligible for reimbursement of TA/HA etc., for attending the same.
contd….4
:: 4 ::
(9) Similarly, classroom learning/training is part of curriculum of some of the courses

listed in Group-III (Mandatory Courses approved by RBI and advised by IBA).
Initially, for attending such classroom learning/training, the employee should avail
appropriate leave duly obtaining prior sanction from the concerned HR
Department. However, considering the mandatory requirement of certification as
per RBI guidelines on Capacity Building, the officers/clerical employees upon
successful completion of mandatory courses listed in Group-III, the period of such
classroom learning/training shall be treated as one on training duty and employees
shall be eligible for reimbursement of TA/HA etc., for attending the same as per
prevalent TA Rules.
(10)The Officer / Clerical employee should complete the Course within the time limit
set by the Institutes for claiming fee reimbursement / incentive.
(11)Only on successful completion of any of the courses as per this scheme, Officers /
Clerical employees can claim reimbursement of fees / incentive by submitting the
application along with a certified copy of the Course completion certificate and
marks card/sheet, to respective HR Department.
(12)Some of the Courses under the Schemes have multi levels/parts (Level I, II etc. /
Part I, II etc.). In respect of such course, only upon successful completion of all
levels as per course syllabus, Officers / Clerical employees shall be eligible for
benefits under the scheme.
(13)On successful completion of course/s as per this scheme, employee shall submit a
‘Letter of Undertaking’ to serve the Bank for a minimum period as under, from the
date of receipt of the Incentive / reimbursement of fee, failing which he/she will
have to refund the amount received by him/her from the Bank towards
fee/incentive:
[a] two (2) years or till superannuation whichever is earlier, in respect of courses
under Group-I & II courses and
[b] three (3) years or till superannuation whichever is earlier, in respect of courses
under Group-III.
(14)On successful completion of the Course, the Officer / Clerical employee shall be
considered for a placement suitable to the additional qualification/certification
acquired, based on the administrative needs.
(15)In the case of Officer/ Workmen employees who will be completing the eligible
courses after modified/revised guidelines are brought into force, they should have
already taken up the matter with their respective HR Department, to be
considered under the Scheme.
contd….5
:: 5 ::
(16)HR Departments shall maintain a register duly recording the full details of
payments/disbursements made as per the scheme and also update the relevant
details/qualification/certification in HRMS Package.
(17)HR Departments shall submit the details of employees including fee
reimbursement, incentive paid under the scheme for the period from 1 st April to
31st March of every financial year to HR&OD Section, HR Wing, by 15th April every
year.
(18)This modified/revised scheme is made effective from 26.12.2017.
*******
ANNEXURE-II TO CIRCULAR NO. 94/2018 DATED 19.02.2018
“Incentive Scheme for Capacity Building for Officers & Clerical employees” – List of Approved Courses
GROUP-I COURSES
Sno. Name of the Course Courses Offered by
Specialised Diploma Courses
1. Diploma in Banking Technology
2. Diploma in International Banking & Finance
3. Advanced Wealth Management Course
4. Diploma in Home Loan Advising
5. Diploma in Retail Banking (New)
Certificate Courses
6. Certificate in Anti-money Laundering [AML] /Know Your Customer [KYC]
7. Certificate Examination in Customer Service and Banking Codes & Standards
8. Certificate Examination for Debt Recovery Agents
9. Certificate Examination in Micro Finance
10. Certificate Course in Digital Banking (New) Indian Institute of Banking
11. Certificate Examination in Corporate Banking (CAIIB Elective subject) and Finance (IIB&F),
12. Certificate Examination in Rural Banking (CAIIB Elective subject) Mumbai
13. Certificate Examination in International Banking (CAIIB Elective subject)
14. Certificate Examination in Retail Banking (CAIIB Elective subject)
15. Certificate Examination in Co-operative Banking (CAIIB Elective subject)
16. Certificate Examination in Financial Advising (CAIIB Elective subject)
Certificate Examination in Human Resources Management (CAIIB Elective
17.
subject)
18. Certificate Examination in Information Technology (CAIIB Elective subject)
19. Certificate Examination in Central Banking (CAIIB Elective subject)
20. Certified Bank Trainer (Specialized Blended Certificate Course)
Certified Banking Compliance Professional (Specialized Blended Certificate
21.
Course)
22. Diploma in Micro Finance AFC Institute of
Management &
23. Diploma in Clean Development Mechanism
Technology
24. Diploma in Management (DIM) IGNOU / University
25. Post Graduate Diploma in Management (PGDIM) recognized by University
26. Post Graduate Diploma in Human Resources Management (PGDHRM) Grants Commission (UGC)
/ Institutes recognized /
27. Post Graduate Diploma in Operations Management (PGDOM)
affiliated to All India
28. Post Graduate Diploma in Marketing Management (PGDMM) Council for Technical
29. Post Graduate Diploma in International Business Operations (PGDIBO) Education (AICTE), IIMs,
30. Post Graduate Diploma in Business Administration IITs
contd….2
ANNEXURE-II TO CIRCULAR NO. 94/2018 DATED 19.02.2018
:: 2 ::
GROUP-I COURSES
NISM Series V-A :Mutual Fund Distribution Certification Examination
31.
(earlier known as AMFI Mutual Fund Certification)
NISM
32. Certificate Course in NISM Series VI : DOCE Certification
33. Life Insurance Certification * IRDAI

* Incentive Rs.3,000/-**
Incentive towards Life,
34. General Insurance Certification *
General and Composite
certifications altogether shall
35. Composite Insurance Certification **
not exceed Rs.6,000/-
Fellow of Insurance Institute of India / Associate of Insurance Institute of Insurance Institute of
36.
India India
Financial Planning
37. Certified Financial Planner Certification Standards Board of India
(FPSBI)
*******
ANNEXURE-III TO CIRCULAR NO. 94/2018 DATED 19.02.2018
GROUP-II COURSES
1. ICWA (Cost Accountant) The Institute of Cost & Works Accountants of India (ICWAI)
2. ICSI (Company Secretary) The Institute of Company Secretaries of India (ICSI)
Master of Business Administration (MBA)
3. disciplines other than MBA-Banking & IGNOU / Any University recognized by University Grants
Finance and MBA-Finance Commission (UGC) / Institutes recognized/ affiliated to All India
4. Master of Financial Management (MFM) Council for Technical Education (AICTE), IIMs, IITs
Mandatory Courses identified by our Bank as per Policy on Capacity Building

Mapped to functional area
Sno Course Name Institute
identified by RBI
Certificate in International Trade Finance
1. Examination (earlier known as Certificate in Credit
Trade Finance)
Project Finance Management with IFMR, Indian Institute of Banking and
2. Finance (IIB&F), Mumbai
Credit
Chennai
Certificate Course on MSME (earlier knows as
3. Certificate Examination in MSME Finance for Credit
Bankers)
The Institute of Chartered Accounting / Risk
4. Chartered Accountancy
Accountants of India [ICAI] Management / Credit
5. MBA – Finance IGNOU / University recognized
6. MBA – Banking & Finance by University Grants
Commission (UGC) / Institutes Risk Management / Credit
Post Graduate Diploma in Financial
7. recognized / affiliated to All
Management (PGDFM)
India Council for Technical
8. MCA Education (AICTE), IIMs, IITs
Certified Information Systems Security
9. (ISC)2
Professional (CISSP)
10. Certified Information System Banker
11. Certificate Examination in IT Security Indian Institute of Banking and
Certificate Examination in Prevention of Cyber Finance (IIB&F), Mumbai Risk Management
12.
Crimes and Fraud Management
Certificate/Diploma/PG Diploma/PG Degree IGNOU / University recognised
13. courses on Business Analytics / Business by UGC, IIMs, NIMIMS, ISB
Analytics and Intelligence Hyderabad
Certificate Examination in Risk Management Indian Institute of Banking and
14. Finance (IIB&F), Mumbai
(CAIIB elective subject)
Certificate Examination in Treasury
15.
Management (CAIIB elective subject)
Treasury
Certificate Examination in Foreign Exchange
16.
Facilities for Individuals Indian Institute of Banking and
Diploma in Treasury, Investment and Risk Finance (IIB&F), Mumbai Treasury / Risk
17.
Management Management
18. Diploma in Commodity Derivatives for Bankers Treasury
19. Certificate Exam Course on Stock Market
Certificate Exam Course on Derivatives BSE Training Institute Treasury
20.
Exchange
*******
ANNEXURE-IV TO CIRCULAR NO. 94/2018 DATED 19.02.2018
GROUP-III COURSES (Mandatory Courses identified by IBA and approved by RBI)

Courses Offered by Functional area
Sno Name of the Course
Institute identified by RBI
Certified Treasury Professional (earlier known as Certified
1. Treasury Dealer Course) (Certificates issued by IIBF with FIMMDA)
(Specialized Blended Certificate Course)
IIBF
Certificate Course in Foreign Exchange (earlier called as
2. Certificate Examination in Foreign Exchange Operations) Treasury
(in association with FEDAI) Operations
Diploma / Certification Course in Integrated Treasury
3. NIBM
Management
Certificate in Quantitative Finance
4. CQF Institute
(Delivered by Fitch Learning)
Certificate Examination in Risk in Financial Services
5. (Collaboration with CISI, London) IIBF
(Specialized Blended Certificate Course)
Diploma / Certification Course in Integrated Risk
6. NIBM
Management
7. Certified Information System Auditor (CISA)
8. Certified in Risk & Information Systems ControlTM (CRISC)
Risk
9. Cybersecurity NexusTM Practitioner Certification (CSNPC) ISACA
Management
10. Cybersecurity NexusTM Fundamental Certificate (CSNFC)
11. Certified Information Security Manager (CISM)
Gujarat Forensic
12. Certified Information Security Professional (Cyber Security)
University
Financial Risk Management (FRM) Part-I & Part-II Global Association of Risk
13. Part-I – Foundations of Financial Risk
Part-II – Risk & Regulations
Professionals (GARP)
Certified Credit Professional (earlier known as Certified Credit
14. IIBF
Officer Course) (Specialized Blended Certificate Course)
15. Diploma / Certification Course in Credit Management NIBM
16. The Certificate in Small Business Banking
Moody’s Analytics
17. The Certificate in Commercial Credit Credit
18. Certified Credit Research Analyst (Level-I & II) NISM (with AIWMI)
19. The Global Trade Certificate (GTC) International Chamber of
Commerce Academy,
20. The Certified Trade Finance Professional (CTFP) Singapore (ICC Academy)
KPMG
21. The Diploma in IFRS (Dip IFR)
(by ACCA) Accounting
22. Chartered Financial Analyst Level - I,II & III CFA Institute (USA)
********
ANNEXURE-V TO CIRCULAR NO. 94/2018 DATED 19.02.2018
LETTER OF UNDERTAKING
(To be executed by the Employee)
To
The General Manager
Canara Bank
____________________ Section
CO / HO
I, _____________________________________________________________ ( ),
working as _________________________________________________ at Canara Bank,
____________________________________________________________ Branch/Office,
hereby confirm that I have gone through the salient features of “Incentive Scheme for
Capacity Building for Officers & Clerical employees” (HO Circular 94/2018 dated
19.02.2018).
I hereby undertake to serve the Bank for a minimum period * of two (2) years / three
(3) years or till superannuation, whichever is earlier, from the date of receipt of
incentive/reimbursement of fee as per the scheme upon successful completion of
_______________________________________ Course under Group-I / Group-II /
Group-III of the scheme.
* Minimum period two (2) years for Group-I & Group-II courses and three (3) years for Group-III course.
If, for any reason, I leave the services of the Bank before the said period, I hereby
undertake that I shall refund the entire amount of reimbursement towards fee &
incentive, received by me in this regard, failing which, the Bank will be
empowered/authorized to recover the amounts from any amount due/payable to me
by the Bank on account of my exit. .
_____________________________
(Signature of the employee)
Date : _________________________
HEAD OFFICE :: BANGALORE-2
INDEX : STAFF-19
HUMAN RESOURCES & ORGANISATION
HEAD OFFICE : BANGALORE
AFUV
Sub: Incentive Scheme for Capacity Building – Change in Names of Courses
Incentive Scheme for Officers and Clerical employees for taking up Post
Graduate/Certificate/Diploma Courses has been revised/modified and rechristened as
“Incentive Scheme for Capacity Building for Officers and Clerical Employees”. Officers
and Clerical employees, upon successful completion of the listed courses are eligible
for benefits. The modalities in this regard have been enumerated in our HO Circular
165/2016 dated 24.03.2016.
M/s. Indian Institute of Banking & Finance (IIB&F) has changed the names of following
two courses which have been listed under Group-I courses of subject scheme:
Sno Name of the Course (Original) Changed Name of the Course

Certificate Examination in Certificate Examination in
1
SME Finance for Bankers MSME Finance for Bankers
Certificate in Certificate in
2
Trade Finance International Trade Finance
Hence the courses renamed as above shall continue to be covered under Group-I
courses of subject scheme. Such of those eligible employees who have already
acquired certification in the renamed courses or those who have already taken up the
renamed courses, upon their successful completion shall be eligible for benefits in
terms of HO Circular 165/2016 dated 24.03.2016.
K VIRUPAKSHA
GENERAL MANAGER
FOR CIRCULATION AMONGST ALL EMPLOYEES/BRANCHES/OFFICES

HEAD OFFICE:: BANGALORE-2
HR & OD SECTION INDEX : STAFF - 1

PERSONNEL WING Circular No. : 23 / 2012
HO :: BANGALORE Date : 18.01.2012
AHAP
Sub : Incentive Scheme for Officers and Clerical employees for taking up
Post Graduate Courses/Certificate/Diploma Courses – Inclusion of
new courses
As per Circular 311/2006 dated 13.11.2006, Officers and Clerical employees who
undertake the courses mentioned in the Circular and come out successful shall be
extended certain incentives as mentioned therein.
Now, with a view to induce professionalism amongst all cadres and to encourage
acquiring latest knowledge amongst the Bank staff, the following modifications in
the existing incentive schemes have been effected (w.e.f. 5.5.2011):
a) Cash Incentive
1. For successful completion of courses indicated under Group I, the

quantum of cash incentive has been enhanced to Rs.5000/- from the
present Rs.3000/-.
2. For successful completion of courses included under Group II, the

quantum of cash incentive has been enhanced to Rs.10, 000/- from
the present Rs.5000/-.
The cash incentive payable will be in addition to the reimbursement of

Registration Fee, Tuition Fees (remitted to University/Institute) and
Examination Fee. However, in respect of courses covered under Group II, the
cash incentive/fee reimbursement shall be paid only when the employee
secures 60% or more marks or equivalent grades.
In respect of Post Graduate courses such as MBA, MCA, PG Diploma in

Management (PGDIM), etc., under Group II, the maximum course fee
reimbursable will be Rs.50,000/- (w.e.f. 5.5.2011).
NISM Series VI:DOCE Certification has now been included under the Incentive
Scheme of the Bank in place of NCFM/NCDO Certification (w.e.f. 8.12.2011).
::2::
Further, it may also be noted that fee reimbursement and cash incentive
payable is restricted to a maximum of 2 courses under each Group.
b) Introduction of new courses
In order to address the needs of Career Development Programme of

candidates, IIBF has introduced 11 electives. As per the modified CAIIB
exam, the candidates appearing for CAIIB have to invariably clear any one of
the elective subjects. However, for candidates who have already passed the
CAIIB exam in the previous attempts, they can independently apply for any
elective subjects of their choice for which introduction of cash incentives
will be considered for continuing the professional development.
Hence, the 11 elective papers have been brought under Group I of our
incentive scheme and a cash incentive of Rs.5000/- will be paid on successful
completion of any two or more verticals.
The following certification courses have now been introduced under the
Incentive Scheme of the Bank:
Life Insurance Certification for sourcing Life Insurance Business

(effective from 29.8.2011)
Certificate Course on Customer Service and Banking Codes & Standards
(effective from9.1.2012)
c) At present, the incentive for taking up courses leading to Certified

Information System Audit (CISA) and Certified Information Systems Security
Professional (CISSP) is extended to only those Officers who are working in IS
Audit set up. Since the Bank requires more employees with special
qualification in our IS Audit set up, the reimbursement scheme has been
extended to other Officers / Clerks as well.
The courses under Group I, Group II and the new courses introduced by IIBF are
given in the Annexure.
A K NAHAR
GENERAL MANAGER
HUMAN RESOURCES & ORGANISATION Index : STAFF-17
HEAD OFFICE :: BENGALURU AFYA
Sub: TALENT BANK SCHEME
Vide our Circular 16/2016 dated 07.01.2016, ‘Talent Bank Scheme’ was introduced for
developing Talent Pool by calling options from willing Officials. This scheme was
conceptualized with a view to identify and concentrate on specific sustainable critical
areas/functions in the Bank to ensure a planned growth.
In order to maintain and upgrade the Talent Pool, it is proposed to call for options from
all willing employees eligible as per the criteria mentioned in Annexure, to identify their
core area and submit their willingness to be groomed for such challenging
assignments/responsibilities.
Officers in Scale I & II, recruited or promoted on or after 31.01.2016, who are willing to
join “Talent Bank Scheme” have to submit their willingness on or before 20th August,
2018 through HRMS Package – Self Service, for any one of the following critical areas:
1. Credit
2. Forex & Treasury Operations
3. Recovery Management
The eligibility criteria and other details regarding the scheme are provided as Annexure
to this Circular.
Employees who have already been shortlisted under Talent Bank Scheme earlier, need
not apply now.
HRM/HOSA/SA Sections to forward the recommendations of the Circle Head/Wing Head

through HRMS package – Talent Bank to HR&OD Section on or before 24th August 2018.
L V R PRASAD
GENERAL MANAGER
TO BE CIRCULATED AMONGST ALL BRANCHES/OFFICES

ANNEXURE TO HO CIRCULAR NO. 389/2018 DT.10.08.2018
TALENT BANK SCHEME

The salient features of the Scheme are:
1. Officers in Scale I and Scale II who have been recruited or promoted on or after
31.01.2016 are covered under the scheme.
2. The eligibility to apply for the Scheme shall be as follows:

Scale Age as on 01.07.2018
Scale I Not more than 35 years
Scale II Not more than 40 years
3. Officers in Scale I and Scale II (other than Officers recruited under Specialist
Category) who have aspirations and urge to take up challenging tasks from the areas
mentioned below may submit their willingness through HRMS package to be considered
for ANY ONE of the following critical areas:
S No Critical Areas
1 Credit
2 Forex & Treasury operations
3 Recovery Management
4. Officers recruited under Specialist Category need not opt under the scheme.
5. Officials submitting option should necessarily give a write-up in not more than 200
words as to why he/she should be considered for the option.
6. Selection process involves scrutinizing and shortlisting of candidates based on their

qualification, performance and any outstanding contribution to the Bank by a
Committee of GMs/DGMs. The selected Officers will be groomed by providing learning
opportunity and imparting specialized training both internal as well as at reputed
external training institutes within India or Abroad, to create a contingent of Officers
who can take up assignments in specialized areas indicated in point no.(3) above.
7. Persons from the Talent Pool will be placed in challenging specialized assignments in
the functional areas specified above, anywhere in India, as and when need arises and
as decided by the Bank.
8. Mere selection under the Scheme shall not confer any right to deployment for the
special assignments.
9. The options shall be submitted by the willing Officials through HRMS package – Self
Service on or before 20.08.2018.
10. As long as he/she is in the specialized assignment, his/her request for transfer/Home
State option shall be at the discretion of the Bank and also subject to availability of
specialized need at the requested place.
************
CIRCULAR NO. : 454 / 2018
INDEX : STF : 24
INDUSTRIAL RELATIONS SECTION AHUX
HEAD OFFICE :: BENGALURU – 560 002.
SUB: GROUP PERSONAL ACCIDENT INSURANCE POLICY FOR EMPLOYEES.

*******
The Group Personal Accident Insurance Policy for employees under Staff Welfare
Measures Scheme has been renewed for a further period of one year from 01.09.2018
to 31.08.2019. We furnish here below the details of sum insured and other procedural
details for the information of branches / offices:
Details of Policy taken in respect of (a) Jammu & Kashmir & (b) Rest of India
Insurance cover available for Death & Temporary/Partial/Total disability
For Temporary/Partial/
For death
Total disability
Category
Rest of Jammu & Jammu &
Rest of India
India Kashmir Kashmir
Sub-staff/PTE 1,25,000/- 1,50,000/- Not applicable Not applicable
Clerks/Special Assistants 1,50,000/- 3,00,000/- - do - - do -
Officers in Scale I 3,00,000/- 50,000/-
5,50,000/-
Officers in Scale II & III 4,00,000/- 1,00,000/- 1,00,000/-
Exes. in Scale-IV and V 6,00,000/- 9,50,000/- 2,00,000/-
Exes. In Scale VI & VII 7,00,000/- N.A. 2,00,000/- N.A.
Further, the insurance cover available to Executives / Visiting Executives in respect of

Jammu & Kashmir is in addition to the insurance cover available for death for Rest of
India and it shall include any type of accidental death as per Group Personal Accident
Clause. However, in case of temporary / partial / total disability suffered in Jammu
& Kashmir, the claim will be settled only as per the policy in respect of Jammu &
Kashmir.
GENERAL CONDITIONS:
1. The insurance cover available to workmen / officer employees for death is for
24 hours i.e. on and off duty. It covers death on account of sustaining any
bodily injury resulting solely or directly from accident caused by external,
violent and visible means. However, death due to natural causes and suicide
are not covered.
2. In case of officers, in addition to insurance cover for death, all the officer staff
are covered for the following additional risks for the injury caused on account of
accident:
a. Temporary total disablement: Whenever the injury caused is sole and
direct cause of temporary total disablement, then, so long as the insured
person shall be totally disabled from engaging in any employment or
occupation of any description whatsoever, a sum at the rate of one percent
(1%) of the capital sum insured stated in the schedule hereto per week, but
in any case not exceeding Rs.5000/- per week in all, under all personal
accident policies covering such insured person. Provided that the
compensation payable shall not be for more than 100 weeks in respect of any
one injury calculated from the date of commencement of disablement and in
no case shall exceed the capital sum insured applicable to such insured
person.
b. If permanent / partial disability is caused on account of an accident,

compensation at different rates is available. The nature of disabilities and
the percentage of compensation are furnished in Annexure.
3. The weekly benefit as in 2 [a] above shall be claimed if the leave exceeds three
days i.e. 4 days and above.
In terms of the provisions of the above circular an officer who meets with an
accident while on duty opts to prefer GPAI claim for weekly compensation, then
weekly compensation settled by the Insurance Company will have to be retained
by the Bank, if the Officer is sanctioned with Special Leave. Alternatively, if
the Officer avails leave at his / her credit, then compensation will be passed on
to him / her.
From the above, it is clear that sanction of Special Leave is directly related to
weekly compensation sanctioned by the Insurance Company. As such, the
special leave being sanctioned to officers in connection with accident shall be
restricted to the extent of weekly compensation claim settled by the Insurance
Company. We understand that some of the Circles are sanctioning special leave
beyond the weekly compensation settled by the Insurance Company. We
hereby reiterate that in such cases the absence of employees beyond the
weekly compensation settled, appropriate category of leave has to be
permitted/ debited.
4. The policy shall cover employees of the Bank deputed to outside organization /
banks within / outside the country also.
5. Procedure for giving intimation / lodging the Claim:
A. An intimation in writing should be given to M/s. New India Assurance

Company Limited at the following address immediately on occurrence of the
accident giving rise to claim. The name, designation, scale and staff number
should be given clearly in the intimation. Further a brief description of the
accident may also be mentioned.
The New India Assurance Company Limited
2-B, Unity Buildings Annexe
P Kalinga Rao Road (Mission Road)
Bengaluru - 560 027
Tel.No.080-22236281
e-mail ID: claimshub.bro@gmail.com
B. Duly filled-in claim form should be submitted as soon as possible.
C. If the claim pertains to death following documents should be enclosed:
a. Death Certificate in original

b. Police Inquest Report, Panchanama, FIR
c. Post-mortem Report
D. If the claim pertains to Disablement, following documents should be

enclosed:
a. Doctor’s Certificate certifying the disablement

b. Fitness Certificate
c. Certificate of employment from the Bank
d. Proof of treatment
e. Leave Certificate
Please ensure that:
a. All papers are duly attested by the Bank

b. Claim form with all requirements is submitted as soon as possible in
case of death and within 15 days from the date of reporting to duty in
case of disablement.
c. Documents forwarded in local language should accompany duly
certificated English version of the same.
d. All documents are submitted in one lot.
NOTE 1: An officer who meets with an accident while on duty opts to prefer GPAI
claim for weekly compensation, then the weekly compensation settled by the
Insurance Company will have to be retained by the Bank, if the Officer is sanctioned
with special leave. Alternatively, if the officer avails leave at his / her credit, then
compensation will be passed on to him / her.
NOTE 2: Since our HOSA Section is the Nodal Section, a copy of the claim form
has to be endorsed to them for their records and for liaison.
6. The claim forms should be completed in all respects leaving no column blank
and should be obtained in duplicate. The claim form along with the original
certificates should be submitted to Insurance Company along with a covering
letter retaining the duplicate with Circle Office along with copies of the
documents / certificates.
7. Circles to ensure that the intimation / lodging of the claim and submission of
the claim form are done strictly as per the time prescribed and there should not
be any scope for delay.
8. In case of death claim, the claim paper is to be signed by all the legal heirs and
the claim amount is to be shared by all the heirs as per death claim settlement.
9. If any of the legal heirs wishes to renunciate his / her share of claim amount in
favour of other claimant/s, letter of renunciation is to be obtained.
10. In case of death due to accident, the Insurance Company will also pay expenses
for shifting the dead body from the place of accident to the place of residence
at the rate of 2% of the capital sum insured or Rs.25,000/- whichever is less.
For this purpose, the original tickets / receipts / vouchers giving full particulars
must be provided.
11. The benefits available under the above policy are in addition to the existing
benefits under hospitalization scheme of the Bank.
12. We have been informed by the Insurance Company that claims are being
preferred by our Circles / Branches with inordinate delay and that too
without necessary documents which result in rejecting the claims thereby
depriving the legal heirs / injured the benefit of the Policy. As such we
advise all the Circles / branches / offices to ensure that the information /
claims in this regard are submitted within stipulated time with all the
necessary documents, lest such matters will be viewed very seriously.
For any clarification, Branches / Offices may take up the matter with the concerned
Circle Office.
L V R PRASAD
GENERAL MANAGER

ANNEXURE
ACCIDENT COVER PERCENTAGE OF BENEFIT
a. Death 100% of the capital sum insured
b. Loss of sight of both eyes, or of 100% of the capital sum insured

the actual loss by physical
separation of two entire hands
or two entire feet, or one of the
entire hand and one entire foot,
or of such loss of sight of one
eye and such loss of sight of one
eye and such loss of one entire
hand or one entire foot
c. (i) The loss of sight of one eye, 50% of the capital sum insured
or of the actual loss by physical
separation of one entire hand or
of one entire foot
(ii) Irrevocable loss of use of a 50% of the capital sum insured

hand or a foot without physical
separation
d. Permanent total disablement 100% of the capital sum insured

from Injuries other than named
above
e. Temporary total disablement 1% of the Capital sum insured upto

100 weeks [maximum weekly benefit]
not exceeding Rs.5000/-.
For Permanent partial disablement, the compensation will be as follows:
Nature of Disablement Compensation in % of

capital Sum insured
1. Loss of toes-all 20
Great-both phalanges 05
Great-one phalanx 02
Other than great, if more than one toe lost each 01
2 Loss of hearing both ears 75
3 Loss of hearing-one ear 30
4. Loss of four fingers and thumb of one hand 40
5. Loss of four fingers 35
6. Loss of thumb both phalanges 25
– One phalanx 10
7 Loss of Index finger – three phalanges or two 10
Phalanges or one phalanx
8. Loss of middle finger – three phalanges or two 06
9. Loss of ring finger - three phalanges or two 05
10. Loss of little finger - three phalanges or two 04
11. Loss of Metacarpals – first or second, third, 03
Fourth or fifth [additional]
12. Any other permanent partial disablement [percentage as assessed by
the Company’s panel doctor]
******
Cir 372/89 Dated 28/11/1989
SUB: Co-obligation of employees/officers
As per our existing guidelines (Para 17.17 of Manual on Advances to employees) officer
employees could stand as a co-obligant to the loans/advances granted to outsiders with prior
permission from “the competent authority”.
We have reviewed the existing guidelines and decided not to accept the co-obligation/guarantees
of our officer employees for loans/advances granted to the outsiders here after. However,
workmen/officer employees can extend co-obligation /guarantee for loan/advances granted to
close relatives only. “Close relatives” for this purpose shall mean parents, spouse, brother,
sister, son and daughter only.
Further, advances to officers employees wishing to offer co-obligation/guarantee for

loan/advances even to “close relatives” should obtain prior permission from General Manager,
Personnel Wing through IR Section. To this extent our existing guidelines contained in circular
414/87 stand modified. However, in the case of workmen employee prior permission from the
IR Section is not necessary. Further, both in respect of workmen and officer employees, for the
purpose of co-obligation he/she should have 50% of gross salary as net take home salary.
In terms of Circular 215/86 and 217/89, loans/advances granted to Senior Officers (Including
for Chairman & Managing Director and the Executive Director) against shares/debentures,
agricultural loan etc are to be referred to the Board.
We advise that where the Senior Officers stand as a co-obligant to the loans/advances granted to
their close relatives, such loans/advances are required to be reported only to the board.
These guidelines will come into force with immediate effect.
Branches/offices to review existing advance granted with the co-obligation of Officers/Senior

Officers and ensure that they come within these norms.
ADWALPALKER
DEPUTY GENERAL MANAGER
CIRCULAR NO. : 471/ 2017
HUMAN RESOURCES WING INDEX : STF - 27
INDUSTRIAL RELATIONS SECTION DATE : 28.09.2017
HEAD OFFICE : BENGALURU-560 002 AJOS
SUB: Reimbursement of -
1. Conveyance Expenses to Officers in JMG Scale-I, MMG Scale-II & Scale-III
2. Conveyance expenses incurred by Award Staff in discharge of their official duties
3. Expenses incurred towards purchase of Cleaning materials to eligible officer
employees
- On declaration basis.
******
We are pleased to inform that the Competent Authority has since permitted reimbursement of
following on Declaration basis:
1. Conveyance Expenses to Officers in JMG Scale-I, MMG Scale-II & Scale-III as communicated in
HO Circular 201/2004 dated 10.08.2004 and 96/2012 dated 28.03.2012.
2. Conveyance expenses incurred by Award Staff in discharge of their official duties as
communicated in HO Circular No.386/2013 dated 13.08.2013.
3. Expenses incurred towards purchase of Cleaning materials to officer employees as
communicated in HO Circular Nos. 128/2010 dated 07.04.2010 and 560/2014 dated
09.10.2014.
The modalities shall be as under:
1. The claims shall be submitted through HRMS-ESS page on monthly basis.

2. As regards conveyance expenses, the indicative rates of petrol shall be furnished by the
Circles as done hitherto for the benefit of processing and sanctioning authorities.
3. The employee shall have vehicle in their name to claim petrol reimbursement on declaration
basis. For the employees who do not own vehicle, the existing system reimbursement on
consolidated basis will continue.
4. If an employee uses vehicle driven by diesel, the reimbursement of conveyance expenses
shall be restricted to the eligible normal petrol limits.
5. The processing authority will process the application based on the declaration submitted by
the employee in the HRMS package itself.
6. The sanctioning authority will sanction the reimbursement in HRMS package.
7. The reimbursement made under the scheme is liable for deduction of Income Tax as per rules
prevailing from time to time.
8. The eligible employee will submit declaration in HRMS package as per format within 7th of
every month.
9. The employees shall maintain bills/ proof in support of his/ her claim and in case of any
dispute, the employee shall submit the same to the Competent Authority, if called for.
10. It shall be noted that the submission/ approval of above claims shall be done invariably
through HRMS package and under no circumstances, the submission of claim/ approval shall
be done outside HRMS package.
11. All other terms and conditions of the schemes mentioned in the relevant Circulars shall
remain unchanged.
It is clarified that except for submission of claim on declaration basis and through HRMS package,
there is no change in any other guidelines including the limits.
The above changes shall come into force with immediate effect i.e. from the date of the Circular.
K VIRUPAKSHA
GENERAL MANAGER
CIRCULAR NO. : 128 / 2010
INDEX : STF - 7
DATE : 07.04.2010
PERSONNEL WING A F O T
HEAD
HEA D OFFICE : BANGALORE
SUB : Scheme for Reimbursement of expenses incurred towards purchase of cleaning

material to Officer Employees
We are pleased to inform that the Board of Directors have permitted to introduce a Scheme for
reimbursement of the expenses incurred by the Officer Employees towards purchase of
cleaning material to upkeep the ambience of the quarters provided by the Bank. The details are
furnished below:
LIMITS:
Sl Designation Allowance per month (maximum)

No.
1 JMG Scale – I Rs.300.00
2 MMG Scale - II & III Rs.400.00
3 SMG Scale - IV &V Rs.600.00
4 TEG Scale- VI Rs.800.00
5 TEG Scale- VII Rs.1000.00
CONDITIONS:
1. The reimbursement is restricted only to Officers staying in the quarters allotted by

the Bank i.e. Bank owned quarters and Bank leased quarters.
2. Reimbursement shall be made towards the cost of cleaning materials only.
3. The reimbursement is on non-cumulative basis and against the invoice/bills.
4. The reimbursement shall be claimed before 10th of the succeeding month.
5. The Officer will be responsible for proper upkeep of the quarters allotted by the Bank i.e.
Bank owned quarters and Bank leased quarters.
THE SANCTIONING AUTHORITY:
Upto Scale –III Senior Manager/Manager in charge of the branch/office and in

A respect of VLBs/ELBs, the Senior Manager/Manager
(Administration)
B Branch Heads Self –Sanctioning
C Executives in Concerned HRM Sections/HOSA Section
Administrative Units
The Scheme is effective from 01.04.2010.
This may be circulated among all the Officer employees.
A.K. NAHAR
GENERAL MANAGER

INDEX : STF:19
HUMAN RESOURCES WING
INDUSTRIAL RELATIONS SECTION DATE : 09.10.2014
HEAD OFFICE : BANGALORE-560 002
AFVO
SUB : Scheme for Reimbursement of expenses incurred towards purchase of

cleaning materials to Officer Employees.
******
We are pleased to inform that the Board of Directors have permitted to extend the
facility of reimbursement of expenses incurred towards purchase of cleaning
materials as enumerated in HO Cir.No.128/2010 dated 07.04.2010 to the Officer
Employees who have been permitted to stay in quarters on personal lease basis also
at the same rate and terms and conditions.
The above said modification is effective from 01.10.2014.
This may be circulated among all the Officer employees.
C.P. GIRI
GENERAL MANAGER
================================================================
TO: ALL BRANCHES/OFFICES OF THE BANK.



CANARA BANK CIRCULAR No. : 340/2015
PREMISES POLICY AND
INDEX : STAFF 15
ADMINISTRATION SECTION
GENERAL ADMINISTRATION WING DATE : 04.07.2015
HO: BANGALORE - 560 002 ADWO
SUB: I. ENHANCEMENT IN RENTAL CEILING TO THE QUARTERS

OF OFFICERS, MANAGERS AND SENIOR MANAGERS AND
II. FACILITY OF OPTING FOR LODGING / HOSTEL / PAYING
GUEST (PG) ACCOMMODATION TO OFFICER EMPLOYEES
I. ENHANCEMENT IN RENTAL CEILING:
Rental ceiling for the quarters of the eligible Officers/Managers/Senior Managers

was last revised w.e.f. 01.12.2012 as communicated vide HO Circular No.389/2012
dated 15.12.2012.
Our Board of Directors are pleased to permit enhancement in rental ceiling for the
quarters of eligible officers in JMG Scale I and MMG Scale II & III, with effect from
01.07.2015 as under:
Sl. Area Scale I Scale II Scale III
No. Place / Centre / Classification Rs. p.m. Rs. p.m. Rs. p.m.
DELHI (INCLUDING NOIDA, GHAZIABAD &
1
GURGAON) AND MUMBAI
20000 21000 22000
BANGALORE, KOLKATA, CHENNAI,

HYDERABAD, SECUNDERABAD,
2 AHMEDABAD, CHANDIGARH, FARIDABAD,
17000 17500 18000
PUNE
ALL STATE CAPITALS, AREA-I AND ALL
3 PLACES WITH POPULATION OF 10 LACS 13000 13500 14000
AND ABOVE INCLUDING PORTBLAIR
OTHER PLACES IN GOA (EXCEPT PANAJI,
4 WHICH FALLS UNDER THE CATEGORY OF 11000 11500 12000
“STATE CAPITAL”)
AREA-II (CENTRES WITH POPULATION OF
5
1 LAC AND ABOVE BUT BELOW 10 LACS)
10000 10500 11000
AREA III (ALL OTHER CENTRES)
6
i.e., POPULATION OF BELOW 1 LAC
6500 7000 7500
1 of 3
In this regard‚ the following may pleased be noted:
1. In case Bank (owned / leased) quarters are available, the officer has to
necessarily occupy the same and shall not be entitled to claim rental
reimbursement. Further, in case a subsisting lease is prematurely terminated,
even at the behest of the landlord, such cases shall be permitted only by the
Circle Head [by Head of G A Wing, HO in respect of Officers in HO] after due
diligence and duly ensuring that such termination of lease is not for availing the
benefit of the rental enhancement now permitted.
2. The revised rental ceiling will be applicable only in the following cases:
a. Newly taken quarters on or after the effective date OR
b. For renewal of the existing lease after the expiry on or after the effective
date OR
c. To reimburse the excess rent presently being paid by the officer employee
over and above the existing limits to the subsisting lease upto the revised
rates or actual rent paid whichever is lower.
3. In respect of quarters of Officers / Managers / Sr. Managers working in Urban
Agglomeration of Cities‚ the rental ceiling shall be as applicable to the
respective cities.
4. The accommodation taken by the officers posted to the North East Region and
falling under the Government guidelines for two way quarters facility will
continue to be considered at 60% of the prevailing rates of rental
reimbursement fixed at Area I to III as revised from time to time.
5. Fixing up of quarters either on Personal Lease or on Bank Lease should have
prior approval from the concerned Sanctioning Authority.
6. The rental ceiling mentioned above are only the maximum permissible limits.
However, it shall be endeavour of all the concerned to fix the accommodation
at the lowest and most reasonable rates.
7. For other details, Branches / Offices may refer Manual of Instructions on
Premises Matters (Updated till 31.3.2010) Chapter – II – Quarters / subsequent
communications in this regard and be guided by the same.
II. LODGING/HOSTEL/PAYING GUEST ACCOMMODATION TO OFFICER EMPLOYEES:
The Bank had earlier permitted the Probationary Officers (POs) to stay in Lodge /
Hostel / Paying Guest (PG) Accommodation subject to reimbursement of their
claim restricted to the “rental ceiling applicable to the place of posting” or
“actual rent paid” whichever is lower, against Bills. The same has been reviewed
and following modifications / additions are permitted by the Board of Directors
while extending the facility of Lodging / Hostel / PG Accommodation to confirmed
Officers as well as to the POs recruited hereinafter, subject to the following
conditions:
1. The confirmed Officers may opt for staying in Lodge / Hostel / PG
Accommodation instead of availing full-fledged quarters subject to the
condition that no Bank owned quarters / Bank leased quarters are available
at the Centre.
2 of 3
2. Similarly the POs who join the Bank hereinafter shall also be extended with
the facility to stay in Lodge / Hostel / PG Accommodation till they are on
probation if the Bank is unable to provide accommodation and may suitably
opt to continue under this facility or for quarters facility upon their
confirmation.
3. The reimbursement, both for confirmed officer employees and for the POs
joining hereinafter, shall be fixed at 60% of rental reimbursement applicable
to the place of posting or the actual cost whichever is lower, subject to
deduction of standard rent as per Canara Bank Officers’ Service Regulations,
1979.
4. The officers presently staying in personal lease quarters shall be entitled to
opt for this facility only after expiry of the subsisting personal lease or on
transfer.
5. The request to stay in Lodge / Hostel / PG Accommodation shall be handled
as in the case of Personal Lease and the accommodation shall be visited,
verified and certified by the Branch / Section In-Charge under whom the
officer employee is working. While making such verification the following
shall be noted:
a. The Lodge / Hostel / PG Accommodation shall be a regular one and shall
not be a temporary or makeshift. It shall not be a single flat or house
shared by multiple occupants on their own and shall be run as a Lodge /
Hostel / PG by the landlord / owner.
b. The accommodation is suitable for the occupation of the officer, safe
and with good ambience.
c. Rent quoted shall be cross checked to ensure that it is not exorbitant or
unnecessarily inflated to avail the full benefit of the quantum of
reimbursement.
6. The reimbursement inclusive of tax as applicable shall be based on
production of proper receipt. However, it shall be exclusive of food charges,
laundry charges, electricity / water charges etc.
7. The revised rates shall be payable only in case of:
a. Newly taken Lodging / Hostel / PG Accommodation on or after the
effective date OR
b. For renewal of the existing accommodations on or after the effective
date OR
c. To reimburse the excess rent presently being paid by the officer
employee over and above the existing limits to the subsisting
accommodation to the extent of 60% of the enhanced limit or actual rent
paid whichever is lower OR
d. Existing POs on their confirmation and opting to stay in Lodge / Hostel /
PG Accommodation upon confirmation or till the expiry of subsisting
lease whichever is later.
K N RAMAMOORTHY
GENERAL MANAGER
3 of 3
CANARA BANK CIRCULAR No. : 303/2013
PREMISES POLICY AND
INDEX : STAFF 6
ADMINISTRATION SECTION
GENERAL ADMINISTRATION WING DATE : 26.06.2013
HO: BANGALORE - 560 002 AJIR
SUB: INTRODUCTION OF NEW SCHEME FOR PROVIDING

FURNITURE / FIXTURES TO THE OFFICERS.
As per the directions of the Board of Directors, the existing policy of providing
Furniture / Fixtures to the Officers is subjected to review and a New Scheme is
recommended and placed before the Board of Directors.
The Board of Directors are pleased to permit introduction / implementation of the

New Scheme for providing Furniture / Fixtures to the eligible Officers in
JMG Scale-I To TEG Scale-VII at their quarters / residence.
The details of the New Scheme are given in the ANNEXURE.
The New Scheme comes into force with effect from 24.06.2013.
J RAGHUNADHA RAO
GENERAL MANAGER
ANNEXURE
NEW SCHEME FOR PROVIDING FURNITURE / FIXTURES

TO THE OFFICERS
1.0 Eligibility:
The scheme will be applicable to the Officers residing in Bank’s

accommodation / leased residence / residence owned by the Officers and
/ or residence taken by the Officers on rent.
a) All confirmed Officers in Scale-I to Scale-VII are eligible.

b) Promotee Scale-I Officers on probation are eligible to avail the
scheme.
c) Direct Recruit Probationary Officers (including Specialist Officers) who
are posted to a Branch/Office on regular posting during probation are
eligible to avail the facility under the scheme, subject to execution of
the BOND for the total cost of the furniture items purchased.
Whereas, Direct Recruit Probationary Officers posted to different
Branches / Offices for on the Job training periodically are not eligible
to avail the facility till their confirmation.
d) Officers on contract are not entitled to avail the facility under the
scheme.
1.1 If the Husband and Wife are Officer employees of the Bank, both are
eligible under the scheme as per their Scale.
1.2 Officers who are having a Service of less than 5 years from the date of
implementation of the scheme can opt to continue in the existing
scheme (if they do not want to avail the New Scheme) subject to the
following conditions:
a) To carry the Bank’s furniture items to the transferee place upon

transfer within their eligibility of transportation of household goods
and no additional claim for transportation of Bank’s furniture/fixtures
will be entertained. However, actual transit insurance premium paid
for Banks’ furniture items will be reimbursed by the Bank.
b) Bank will undertake the repairs and maintenance of the
furniture/fixtures provided to them as done hitherto and they are not
eligible for claiming Maintenance expenses as applicable to New
Scheme detailed under clause 4.0.
c) Can avail the facility of Transfer of furniture items held by them as
per the New Scheme detailed under clause 5.0 and 5.1 OR surrender
the items in full OR part to the Bank.
d) Officer to exercise the option by submitting a letter as per
ANNEXURE-I.
2
2.0 Norms of providing of Furniture & Fixtures to eligible Officers:
a) Officers who opt for new scheme will be permitted to purchase the
essential items of furniture / fixtures of their choice within the limits
prescribed for each Scale as detailed in clause (2.7) from any
suppliers/vendors at their place of work/quarters OR nearest big
centre if the place of work/quarters is at Rural or Semi Urban Centre.
The items to be purchased shall be from the standard list of eligible
items as per ANNEXURE – II.
b) If any officer prefers to purchase the items from the place other than
the above, he/she should obtain prior permission from the sanctioning
authority with reasons for the same.
c) However, the rates quoted for the items shall include taxes,
transportation etc., for delivering the items to the quarters of the
officer. Bank shall not pay any separate charges towards
transportation etc.
d) The total purchase cost of the Electrical/Electronic items should not
exceed 50% of the total eligible limit stipulated for the Scale of the
officer.
2.1 The Officers who have already been provided with the Bank’s furniture at
their residence will not be permitted to surrender the same except in
cases detailed in clause 1.2c).
2.2 The furniture purchased by an Officer will be verified by the concerned
Branch/C.O./H.O. Officials and a Certificate to that effect will be kept
on record at the Branch /Office.
2.3 (a) The fresh entitlement for purchase of new furniture / fixtures under
the new scheme will be arrived at by reducing the Book Value as on 31st
March of existing furniture / fixtures which are already held by the
Officers from the new monetary limit fixed for their respective scales as
detailed in clause (2.7).
(b) Alternatively, the officers can purchase the existing items provided at
their quarters at Book value as on 31st March for arriving at the fresh
entitlement under the new scheme.
While arriving at book value of the furniture / fixtures provided at the
quarters of Scale-V and above, the cost of the revenue items such as
Curtain, Carpet and Mattresses with Pillows is to be taken for the
unexpired period as detailed in Appendix-Q/XIV (Scheme of transfer of
furniture at concessional rates to retiring Officers / Executives) of MoI on
Premises and Allied Matters updated till 31.03.2010.
2.4 Once the officer purchases the essential items of furniture / fixtures as
per his / her choice within the overall / available limit of his/her
entitlement, he / she will not be permitted to surrender the same to the
Bank. He / she will carry the Bank's furniture / fixtures on his / her
transfer to the new place of posting within the eligibility of
transportation of household goods and no additional claim for
transportation of Bank’s furniture / fixtures will be entertained.
However, actual transit insurance premium paid for Banks’ furniture
items will be reimbursed by the Bank.
3
2.5 a) If an officer continues to remain in the same scale and the monetary
ceiling /limit of that scale is enhanced in between for any reason,
then the officer shall not be entitled for claiming the differential
amount for purchase of new furniture /fixtures as per the list.
However, the officer is entitled to avail the new enhanced limit
prevailing at the time of subsequent eligibility (after 10 years).
b) On promotion, an officer shall become eligible for higher monetary
ceiling fixed for his/her scale to purchase furniture / fixtures. In such
a case, he / she may purchase the additional items of furniture as per
the standard list of items within the differential amount of
entitlement available for the new scale.
2.6 During suspension, the officers are not eligible for purchase of fresh
items.
2.7 Monetary ceiling/limit fixed for purchase of furniture / fixtures in respect
of various scales of officers are as under :
Scale Monetary Ceiling/limit
[Rs. in lacs inclusive of Taxes]
JMGS I 1.00
MMGS II & III 1.75
SMGS IV 2.25
SMGS V 3.00
TEGS VI 4.25
TEGS VII 4.50
2.8 Rules for purchase of Furniture & Fixtures:
a) An Officer eligible for supply of furniture shall give an application for
purchase of furniture and fixtures as per ANNEXURE-III. The Officers will
have to submit Quotations / Proforma Invoice obtained in the name of
CANARA BANK to the Branch / Office in respect of the furniture desired
to be purchased by them as per the standard list of items and within the
eligible limit. The Branch / Office after obtaining sanction from
appropriate authority shall make the payment by debiting “SAFF
ACCOUNT”, directly in favour of the supplier/vendor.
b) Thereafter, within 30 days, the officer shall have to give a certificate to
the Bank as per ANNEXURE-IV duly enclosing the cash memo(s)/ Original
Invoice / receipted challan(s) indicating the purchase and delivery of
those items.
c) In case of failure to do so, the amount will be recoverable from the
officer together with interest at the rate prevailing for clean overdraft
and the officer will not be given the benefit of this facility in his entire
service.
d) On receipt of this certificate, the Branch / Office shall proceed for
capitalizing the items as per existing procedure.
4
3.0 a) The existing officers who have already availed the furniture facility
and are retiring within 5 years from the date of implementation of
New Scheme to submit their option within 2 Months from the date of
implementation of the scheme either to continue in the existing
scheme OR to switchover to the New Scheme. Those officers who opt
for the new scheme have to purchase the furniture /fixtures to the
full extent of his / her entitlement IN A SINGLE LOT WITHIN SIX
MONTHS from the date of implementation of the scheme.
b) The existing officers who have already availed furniture facility as per
the existing scheme and having more than 5 years of service from the
date of implementation of New Scheme will invariably fall under the
New scheme and purchase the furniture /fixtures to the extent of
his/her entitlement IN A SINGLE LOT WITHIN SIX MONTHS from the
date of implementation of the scheme.
3.1 The officers are eligible to purchase fresh set of furniture items as per
the list of the items within the limit prescribed for each scale once in
every 10 years from the date of last availment. The furniture/fixtures
already in their possession and have completed 10 years of age shall be
transferred to the officer free of cost by writing off the Book Value as on
31st March. In respect of items which have not completed 10 years, the
officers have the option either to purchase the items at Book Value OR
their fresh entitlement will be arrived at after deducting the Book Value
of such items.
3.2 Any violation / misuse of the guidelines / policy in any manner will
render the officer concerned liable for strict disciplinary action, in
addition to recovery of entire amount together with interest at the rate
prevailing for clean overdraft.
4.0 Maintenance expenses:
a) No repairs for the furniture / fixtures, minor or major, will be
undertaken by the Bank. The Officers will be eligible for an annual
reimbursement of maintenance expenses equivalent to 5% of the total
Original Cost Price of furniture / fixtures held by them (rounded off to
the nearest 100 rupees) OR the monetary ceiling/limit applicable to
the scale of the Officer whichever is less.
b) Reimbursement of maintenance expenses will be made after
completion of THREE YEARS from the date of implementation of the
scheme OR from the date of purchase of new furniture by availing
differential limit whichever is later.
c) The reimbursement shall be made on the basis of declaration
submitted by the officer claiming such reimbursement.
5
4.1 The furniture / fixtures, provided at the officer’s residence under the
scheme, will be Bank’s property till the time the ownership is transferred
to the officer as envisaged under clause (1.2c, 3.1, 5.0 and 5.1).
4.2 The Officers shall not let out or otherwise part with the possession of the
furniture / fixtures to any one in whole or in part till such time the
ownership thereof is transferred to them. The furniture / fixtures at the
residence of the officers shall be liable for inspection by the Bank officials
at any time.
4.3 Recovery towards rent for furniture/fixtures will be done from next
month onwards in case of officers availing the furniture items for the first
time OR continue to recover as done hitherto in case of Officers already
provided with furniture items, at rates prescribed by the Bank from time
to time from his/her monthly salary.
4.4 As on 31st March every year, officers shall submit the Possession
Certificate (as per ANNEXURE V) to the concerned Branch / CO / HO.
5.0 Transfer of furniture to officers on Retirement / Voluntary Retirement
Exit/ Compulsory Retirement / Removal / Discharge / Dismissal:
a. If the furniture/fixtures have not completed 5 years from the date of
purchase, then the ownership of the furniture / fixtures will be
transferred to the officer by recovering the outstanding Book Value as
on 31st March of the furniture / fixtures.
For any reason if the recovery could not be effected from the terminal
dues, the same shall be made good by the officer concerned. In the
event of failure to do so, the furniture items will have to be returned
to the Bank.
b. If the furniture/fixtures have completed 5 years from the date of
purchase, then the ownership of the furniture / fixtures will be
transferred to the officer without any recovery (free of cost) and the
Book value as on 31st March to be written off from the Bank’s record.
5.1 However, in the unfortunate event of death of any Officer while in

service, the family of the deceased officer will be given the furniture /
fixtures already purchased by that officer free of cost and the Book Value
as on 31st March of the same will be written off from Bank’s record,
irrespective of the period of purchase of the furniture / fixtures.
5.2 The Probationary Officers who have been provided with furniture items
resigns from the Bank during the probationary period, the entire amount
availed by them for purchase of furniture will be recovered.
6
6.00 Sanctioning Authority:
For permitting Advance payment, Reimbursement of Maintenance
expenses, Transferring the items and Write-off.
I. Officers in Scale I, II & III : DM/AGM at CO /

DM/AGM at GA Wing, HO
II. Executives in Scale IV : AGM at CO / AGM at GA Wing, HO
III. Executives in Scale V : DGM at CO / DGM at GA Wing, HO
IV. Executives in Scale VI : GM at CO / G M at GA Wing, HO
V. Executives in Scale VII : GM, GA Wing, HO
Nodal Section : P & E Section at Circle / H.O.

7.00 Applicability of scheme to Officers posted to Foreign Branches:
The officers who have availed the furniture items under the new scheme
have to make their own arrangements for safe keeping of the items (in
India) till their repatriation and continue to use the same thereafter.
8.00 General terms and conditions:
1. Income Tax /TDS on perquisites as per Income Tax Act shall be borne
by the officer concerned.
2. Once the new scheme of providing furniture/fixtures comes in to
force, the old scheme for this purpose shall stand withdrawn for
Officers who opt for the new scheme.
3. General Manager G A Wing, H.O., is empowered to issue procedural
guidelines / clarifications keeping the broad intent of the policy
unchanged.
7
ANNEXURE–I
Date:________
Place:________
To
The Manager
Canara Bank
______________
Dear Sir,
SUB: EXERCISING OF OPTION TO CONTINUE IN THE EXISTING FURNITURE SCHEME.
REF: HO CIRCULAR NO. ……………. DATED ………………..
I have availed the furniture facility in the existing scheme.
I hereby exercise my option to continue in the existing scheme relating to

providing furniture to the quarters.
I undertake to carry the furniture / fixtures on my transfer to the new place of

posting within my eligibility of transportation of household goods and no additional
claim for transportation will be made with the Bank.
Yours faithfully,
( )
Name :
Designation :
Staff No. :
8
ANNEXURE-II
COMMON LIST OF ELIGIBLE FURNITURE ITEMS & ACCESSORIES TO THE
QUARTERS 0F OFFICERS JMG SCALE-I TO TEG SCALE–VII:
SL NO NAME OF THE ITEMS MAXIMUM QUANTITY
1 Centre Teapoy 2
2 Peg Tables 4
3 Wooden Cots Single 6 OR double 3
4 Dining Table 1
5 Dining Chairs 6
6 Kitchen Rack / Side Board 1
7 Cloth stand 2
8 Telephone stand 1
9 Diwan with bolsters. 1 set
10 Plain Table with laminated top 1
11 Cane Teapoy 1
12 Cane armed chair 4
13 Bed side tables 2
14 Computer Table 1
15 Computer chair 1
16 Sofa set ( 1+2) 1 set
17 Writing Table 1
18 Writing chairs 2
19 Dressing Table with stool 1
20 Steel Almirahs 2
21 Curtains -
22 Carpet 1
23 Mattresses(Foam/coir) with pillows 6 Sets
ELECTRICAL/ELECTRONIC ITEMS
24 Fans (Ceiling / Pedestal / Table) 5
25 Room Heater 3
26 Room Cooler /Desert Cooler 3
27 Inverter with battery 1
28 Water purifier 1
29 Washing Machine 1
30 Refrigerator with Stabilizer 1
31 Vacuum Cleaner 1
32 Wet Grinder 1
33 Mixie 1
34 Micro oven 1
35 Boiler/Geyser 3
36 Desktop/Laptop/I-pad 1
37 Computer printer 1
38 Television Set [including LCD/LED] 1
39 Air-Conditioner With stabilizer 3
THE ABOVE LIST IS EXHAUSTIVE. HOWEVER, REIMBURSEMENT OF FURNITURE/FIXTURES

WILL BE MADE UP TO ELIGIBLE LIMIT ONLY AS APPLICABLE TO THE RESPECTIVE
SCALE/GRADE.
9
ANNEXURE–III
(To be given in Duplicate)
Date:------------
Place:------------
To
The Manager
Canara Bank
_______________________
Dear Sir,
Reg: ADVANCE FOR PURCHASE OF BANK’S FURNITURE / FIXTURES FOR

USE AT MY RESIDENCE.
In terms of Circular No………………….. Dated …………………., please sanction

Rs. ……………… (Rupees………………………….. only) equivalent to my entitlement for
purchase of new furniture / fixtures on Bank’s behalf for my own use at my
residence. In this connection, I submit as under:
i. I am posted at………………………. Branch / Office………………….. I have been staying

/ allotted Bank’s accommodation / leased accommodation / my own house /
rented house, the postal address of which is as under:
--------------------------------
--------------------------------
--------------------------------
ii. I have been permitted to retain my family in my owned house / leased house at
………………………….. vide Letter. No. dt …………………… (Copy enclosed)*.
iii. I would like to purchase the following existing items which are provided at my
quarters at Book Value as on 31st March.
Sl. No. Item Quantity Date of Purchase Original cost price
iv. I undertake to purchase the items of furniture / fixtures of my choice from

reputed vendors / dealers etc., for the residual amount (Rs…………..) of my
entitlement for this purpose from the prescribed standard list of items for
which I am enclosing necessary quotations/Proforma Invoice.
10
v. I undertake to submit ANNEXURE-IV within 30 days from the date of availing
advance payment in confirmation of having purchased the furniture / fixtures
together with a list containing the particulars of each item, viz., the name of
the item, price etc., together with the relative Cash Memo(s) / Original Invoice
/ Receipted Challans(s) duly countersigned by me.
vi. I understand that if I do not submit ANNEXURE-IV with Bills within the
prescribed period of 30 days as mentioned above, the amount will be liable to
be recovered from my salary together with interest at the rate prevailing for
Clean Overdraft and I shall not be eligible for this facility (Scheme) during my
entire service.
vii.I undertake to obtain transit insurance cover whenever Bank’s furniture /

fixtures are required to be transported upon my transfer OR for any reason
whatsoever for the book value of the furniture / fixtures as on 31st March. In
case of any loss of any kind, it will be my responsibility to get the amount of
claim from insurance company and I shall not raise any claim with the Bank to
replenish the loss.
viii.I understand that if I do not purchase the furniture and fixtures and submit a
false certificate regarding purchases made or disposed off / sublet / shift the
same unauthorizedly during the ownership of the Bank, I shall be liable to be
proceeded against under the relevant service rules.
Yours faithfully,
( )
Name :
Designation :
Staff No. :
*Strike out if not applicable.
11
ANNEXURE–IV
Date:________
Place:________
To
The Manager
Canara Bank
______________
Dear Sir,
PURCHASE OF BANK’S FURNITURE / FIXTURES FOR MY RESIDENTIAL ACCOMMODATION.
Please refer to my application dated………………….. on the basis of which I have been

permitted Rs……………… (Rupees ………………………………………….. only) for purchase of furniture
/ fixtures of my choice for my residential accommodation. The statement giving details
thereof is enclosed together with the cash memo(s) / original invoices / receipted
challans(s) duly counter signed by me. I acknowledge that the furniture / fixtures
purchased by me are Bank’s property which I shall possess and take good care of the same
as a bailee.
1. I know that the furniture / fixtures provided to me by the Bank shall remain with me for
at least 10 (ten) years or till such longer time till the ownership is transferred to me as per
rules. Further, I shall have to carry these furniture / fixtures wherever I am transferred
within my eligibility for transportation of household goods on transfer. I shall not make
any additional claim separately for its transportation.
2. In case of my retirement / voluntary retirement / exit / compulsory retirement /
removal / discharge / dismissal from service within 5 years from the date of purchase of
Bank’s furniture / fixtures, I hereby give irrevocable authority to the Bank to recover from
my terminal dues, the Book value of Bank’s furniture / fixtures as on 31st March provided
to me in lieu of transferring the ownership of such furniture / fixtures to me. In the event
of any shortfall, I undertake to make good the said amount.
3. In case I resign from the Bank during my probationary period, I undertake to reimburse
the entire amount availed by me for purchase of furniture / fixtures as per my entitlement
under the scheme.
Yours faithfully,
Name & Staff No.: Designation:
FOR OFFICE USE
Certified that I have visited the residence of Shri/Smt………………………. on ……………… and

verified the purchase of furniture and fixtures as per the list and found it in order. The list
duly signed by me in confirmation of my verification is enclosed.
_______________________________
Branch Manager / Designated Official
Date :
12
ANNEXURE–V
Date:
Place:
To
The Manager
Canara Bank
_______________
Dear Sir,
ANNUAL POSSESSION CERTIFICATE
I hereby certify that Bank’s furniture / fixtures worth Original Cost of Rs………………….
(Rupees……………………………………….. only), purchased by me as per following details remain
in my possession at the place of posting / at the place officially permitted by the
competent authority (wherever applicable).
Sl.No. List of Items Qty Date of Purchase
Name of the Employee: Signature
Staff No: Scale:
Residential address where the Bank’s furniture / fixtures are placed.
__________________________________________
__________________________________________
__________________________________________
FOR OFFICE USE
1. Tallied with Office Inventory : Rs.________________________
2. Original cost of the furniture : Rs.________________________
Branch Manager / Designated Official
13
INDEX : STF : 51
INDUSTRIAL RELATIONS SECTION AHER
HEAD OFFICE:: BENGALURU -560002
SUB: PROVIDING BRIEF CASES/ LEATHER BAG/ OFFICE BAG TO OFFICER

EMPLOYEES - REVISION IN THE EXISTING SCHEME
*******
We are pleased to inform that the Competent Authority has permitted

reimbursement of expenses incurred towards purchase of briefcase/ Leather bag/
office bag of their choice to the officer employees in lieu of existing scheme of
supply of brief case to the officer employees.
The salient feature of the revised scheme is furnished in the Annexure to this
circular.
The scheme will be effective from 01.12.2016.
C P GIRI
GENERAL MANAGER
================================================================
ANNEXURE TO CIR. NO.720/2016 DATED 19.12.2016
1. The scheme shall be effective from 01.12.2016.
2. All the Confirmed Officers in JMG Scale I to MMG Scale III are eligible.
3. All the eligible officers may purchase a Briefcase /Leather Bag/ Office Bag of their
choice and claim reimbursement from the Bank once in five years.
4. The reimbursement of expenses shall be payable on submission of claim

accompanied by Bill as a proof of purchase subject to following rates:-
a. Confirmed Officers in JMG Scale I - Rs.1500/-

b. Confirmed Officers MMG Scale II & III - Rs.2000/-
5. The reimbursement shall be restricted to actual cost of the Bag or maximum ceiling
specified above whichever is lower.
6. The periodicity shall be once in five years.
7. The sanctioning authority shall be the Senior Manager/Manager of the

branch/office. In respect of Very Large Branches / Exceptionally Large Branches,
the Senior Manager / Manager (Administration) shall be the authority for
sanctioning the bill.
8. A copy of sanction letter to be placed in the personal file of the officers.
9. During the period of suspension/ sabbatical leave/ leave on loss of pay the officer
shall not be eligible to apply for reimbursement under the scheme. However, the
period of five years shall be proportionately extended with that of period spent
under suspension/ sabbatical leave/ leave on loss of pay.
10. The reimbursement of expenses shall be through HRMS package. A provision will
be made for applying and approving in the HRMS package.
11. The employee shall claim their reimbursement through HRMS package and shall
take reimbursement only on approval in the HRMS package by the concerned
sanctioning authority.
12. Any misutilisation of the scheme shall be viewed seriously.
******
CIRCULAR No. : 762 /2016
PREMISES POLICY AND INDEX : GEN 382

ADMINISTRATION SECTION DATE : 31.12.2016
GENERAL ADMINISTRATION WING
HO: BENGALURU - 560 002 AJUN
SUB: REIMBURSEMENT OF MONTHLY MOBILE BILL TO ALL THE MANAGERS /

SENIOR MANAGERS OF THE BANK.
After demonetization of old high denomination currency notes of Rs.500/- and

Rs.1000/- there has been a considerable drift away from cash payments and shift
to digital payment. Government of India has given a call that all Banks must
promote their entire range of digital products in an aggressive way, reach out to
the customers and educate them on the usage.
Our Bank has come out with many digital products and initiatives. We have to
aggressively market these products to move towards less cash economy. Mobile
phone with data connectivity is a prerequisite for these digital products.
We are pleased to inform that the Competent Authority has permitted

reimbursement of monthly mobile bill to all the Managers / Senior Managers of the
Bank on the terms and conditions as furnished in the Annexure to empower them
to use these products and to demonstrate and convince our customers for using our
digital products.
The scheme will be effective from 01.01.2017.
B M RAO
DEPUTY GENERAL MANAGER
=======================================================================
TO: ALL BRANCHES / OFFICES OF THE BANK

ANNEXURE TO CIR NO 762 /2016 DATED 31.12.2016
TERMS AND CONDITIONS
1. The Scheme is effective from 01.01.2017.

2. The Scheme is applicable to Managers / Senior Managers who are not covered
under mobile charges reimbursement scheme to Branch –in-charge / Section
Head and others as stated there.
3. The Mobile facility may be availed by the above officials from BSNL or
any other service provider having adequate service and network coverage
in the area at their own cost.
4. The Mobile Handsets are to be purchased / owned by the officials concerned
at their own cost.
5. Reimbursement of the monthly bills pertaining to their mobile connection
i.e., rentals, call charges, data usage etc., will be made by the Bank subject
to the monetary ceiling of Rs.500/- per month or actual charges whichever
is less on submission of claim with proof on monthly basis.
6. Charges in excess of the above monetary ceiling have to be borne by the
concerned officials.
7. The Branch Head / Section Head / Overseeing Executive is the sanctioning
authority to reimburse monthly mobile bill as above.
8. This facility shall be used by the Managers / Senior Managers to market and
educate customers about our e-technology products.
9. The monthly bill can be claimed in the subsequent month only. If the Manager
/ Senior Manager is on leave / other reason, immediately on joining he/she
may claim for the previous month.
*******
CIR. NO. :: 230/2015
INDEX :: ADV:: 96
DATE :: 11.05.2015
CREDIT POLICY SECTION
AFZE
RISK MANAGEMENT WING
HEAD OFFICE : BANGALORE-560002
SUB:
- ENHANCEMENT IN THE QUANTUM OF HOUSING LOAN
- OTHER MODIFICIATIONS UNDER EHL
SYNOPSIS
 QUANTUM OF EHL ENHANCED TO SUB-STAFF, CLERICAL AND OFFICER EMPLOYEES

 AVAILMENT OF THE ELIGIBLE BALANCE AMOUNT UNDER EHL AS ADDITIONAL
HOUSING LOAN (AHL) ALLOWED
 REPAYMENT TERMS OF FRESH LOANS MODIFIED
 40% OF THE LOAN SANCTIONED FOR PURCHASE OF PLOT IS STIPULATED IF THE
LOAN IS SANCTIONED FOR PURCHASE OF A PLOT AND CONSTRUCTION OF HOUSE
THEREON IRRESPECTIVE OF THE CADRE
 HL LIMITS/LIABILITIES ALLOWED TO BE CONTINUED ON THE SAME TERMS AND
CONDITIONS OF THE EMPLOYEES 15
YEARS FROM THE DATE OF RETIREMENT (INCLUDING VOLUNTARY RETIREMENT)
FROM THE SERVICES OF THE BANK OR THE EX-EMPLOYEE ATTAINING THE AGE OF
75 YEARS, WHICHEVER IS EARLIER
Attention of branches/ offices is invited to Manual of Instructions on Housing Loan to

Employees (updated till 31.07.2011) wherein detailed guidelines on
Housing Loan (EHL) scheme are enumerated. Further improvements were effected in
the scheme guidelines of EHL and were advised vide Cir. Nos. 270/2013 dated
13.06.2013 and 59/2014 dated 27.01.2014 and 561/2014 dated 10.10.2014.
Board of Directors of the Bank have now permitted further improvement in the terms
and conditions of the . The details of the modified terms
and conditions are furnished in the annexure to this circular.
The modified provisions of EHL scheme shall come into force w.e.f. 30.04.2015.
All other guidelines to the extent not modified as per this circular shall remain
unchanged.
BHARATHI P.V.
GENERAL MANAGER
1
ANNEXURE
1. Quantum
( in Lacs)
Existing Modified
Category Sub Clerical Officers Sub- Clerical/ Officers Executives
Staff staff ordinate Special (Upto Sc IV SC VI
staff Assts. Sc III) & V & VII
Max.
Loan 12.00 18.00 30.00 20.00 30.00 50.00 60.00 75.00
Amount
However, eligible loan quantum shall be arrived at subject to satisfying the

condition that the total recoveries, including the recovery for proposed
EHL/AHL, other loans / advances, Provident Fund, Income Tax and other
deductions of statutory nature shall not exceed 75% of the gross salary of the
employee. In other words, the net take home pay of the employee under no
circumstances be less than 25% of his / her gross salary.
2. Additional Housing Loan (AHL)
Employees who have already availed EHL/AHL previously may avail the
balance eligible amount (i.e., differential between the limit already sanctioned
to the employee under EHL and the revised limits) as AHL (Additional Housing
Loan) for the following purposes :
 Repairs/ renovations/ enlargement of the existing unit. However, the

quantum ceiling under this head will be advised separately.
 purchase/ construction of 2nd housing unit
 takeover of institutional liability as per the existing norms
 conversion of Housing Loans availed under Supplemental Housing Loan
(SHL) along with EHL and / or Housing Finance Scheme of the Bank.
 Clear outside borrowings from institutional and personal sources taken for
the purpose of completing the house construction or for meeting the
differential cost for acquiring subject to the condition that the employee
should have made prior declaration in this regard and proper documentary
proof (complying with any statutory requirements) is submitted.
2
3. Repayment
Existing guidelines Modified guidelines @

Towards Towards Total Towards Towards Total
Principal Interest Principal Interest
210 150 360 240 120 360
months months months months months months
@ (for fresh loans only)
4. Eligible amount for purchase of plot in case of proposals for purchase of

site and construction of house thereon
Existing guidelines Modified guidelines **

rd
1/3 of the loan sanctioned for 40% of the loan sanctioned for
purchase of plot is stipulated if the purchase of plot is stipulated if the
loan is sanctioned for purchase of a loan is sanctioned for purchase of a
plot and construction of house plot and construction of house
thereon irrespective of the cadre viz., thereon irrespective of the cadre viz.,
this guideline is applicable to both this guideline is applicable to both
officer employees and workmen officer employees and workmen
employees. employees.
** Applicable in case of loans sanctioned on or after 30.04.2015
5. Continuation of HL liability on cessation from the services of the bank
The clause regarding continuation of HL liability on cessation from the services

of the Bank modified as under:
Existing guidelines Modified guidelines #
HL limits/liabilities is permitted to be HL limits/liabilities is permitted to be
continued on the same terms and continued on the same terms and
conditions of the Employees’ Housing
Loan (EHL) for a period upto 10 years Loan (EHL) for a period upto 15 years
from the date of ceasing to be in from the date of retirement (including
services of the Bank [i.e., those who voluntary retirement) from the
retired from the services of the Bank services of the Bank or the ex-
(including voluntary retirement)]. employee attaining the age of 75
years, whichever is earlier.
However, the repayment tenor However, the repayment tenor

(including continuation of repayment (including continuation of repayment
after retirement) shall not exceed the after retirement) shall not exceed the
repayment tenor stipulated as per repayment tenor stipulated as per
sanction terms. sanction terms.
# Applicable in case of permission accorded on or after 30.04.2015 for

continuation of the limits/ liabilities of Housing Loan.
3
CIR. No :: 479 /2017
INDEX :: ADV :: 191
DATE :: 04/10/2017
Credit Policy Section ADWO
Risk Management Wing
Head Office, Bangalore 560002.
SUB: VEHICLE LOAN SCHEME TO OFFICERS/WORKMEN- Car Loan and Two

Wheelers Loans
Synopsis
 Employee Car Loan Scheme- Modification in Guidelines regarding continuation of

liability after retirement of Employee.
 Consolidated guidelines on Vehicle Loan Scheme for Officers/Workmen Employees.
Attention of branches / offices is invited to Manual of Instructions on Advances to

Employees (other than Housing Loans) (revised upto 15.07.2013) wherein detailed
guidelines on Advances to Employees’ including various vehicle loan schemes are
enumerated. Further modifications in certain vehicle loan schemes have been conveyed
vide HO Circular Nos. 73/2013 dated 18.02.2013, 434/2013 dated 29.08.2013, 72/2014
dated 04.02.2014, 503/2015 dated 16.10.2015, 571/2014 dtd.13.10.2014, 8/2016 dated
05.01.2016 and 46/2017 dated 24.01.2017.
Earlier, employees were permitted to continue Car loan liability for a period of 5 years after
retirement, Now the Competent Authority has permitted the following modification
Existing Guidelines Revised Guidelines

Continuation of limits/liabilities under car Continuation of limits/liabilities under car
loan may be permitted at the option of the loan may be permitted at the option of the
employee on the Rate of Interest of the employee on the Rate of Interest of car
respective schemes viz., car loan scheme loan scheme for officers/workmen
for officers and workmen employees for a employees for a period of 10 years (120
period of 5 years (60 months) from the months) from the date of cessation of the
date of cessation of the service. However, service or the ex-employee attainting the
1
the total repayment period shall be within age of 70 years whichever is earlier.
maximum period permitted in respective However, the total repayment period shall
scheme. be within maximum period permitted in the
respective scheme, including the extended
period of 10 years.
As hitherto, DGM of the Circle shall The enhanced period for continuation of
continue to be the authority to permit limits/liabilities from 5 years to 10 years
continuation of the loan. shall also be applicable to the existing
accounts where continuation is already
permitted, subject to the condition stated
above, on the specific request from the ex-
employee.
As hitherto, DGM of the Circle shall

continue to be the authority to permit
continuation of the loan.
The consolidated guidelines on the Staff Vehicle Loans schemes are furnished in
Annexures:
- Annexure-I: Car Loan Scheme to Officers

- Annexure-II: Car Loan Scheme to Workmen Employees
- Annexure-III: Two Wheelers Scheme to Officers and Workmen Employees.
Branches to refer HO Cir 571/2014 dated 13.10.2014 and HO Cir 8/2016 dated 05.01.2016
in respect of Vehicle Loan schemes to employees during probation and the conversion
procedure respectively.
B K BAJAJ
GENERAL MANAGER
2
ANNEXURE-I
CAR LOAN SCHEME TO OFFICER EMPLOYEES
1. PURPOSE:
Loans under this scheme can be granted for purchase of brand new
passenger motor car (four wheeler) - car / van / jeep / utility vehicles
(SUV/MUV/LUV) or used passenger motor car (four wheeler) – of not
more than 5 years old (either diesel or petrol).
Loans under this scheme are for purchase of passenger car/vehicles for
personal use only.
2. ELIGIBILITY:
a. Officers confirmed in the services of the Bank.
b. Physically handicapped officer employees will be eligible for car loan

for purchase of special motor car for physically handicapped persons
provided the officer has completed five years of continuous service in
the Bank;
c. The net take home salary after providing for statutory deductions,
deductions to loans including proposed car loan, all other deductions
shall not be less than Rs.10,000 or 35% of gross salary, whichever
is higher
3. QUANTUM OF THE LOAN:
a. Brand new vehicles : 90% of the cost of car which includes

insurance, registration and taxes subject to a maximum of
Rs.10,00,000/-.
b. For purchase of used car: The maximum quantum of loan amount for
used cars shall be 80% of the value as per approved valuation by the
approved qualified automobile engineer or actual purchase
consideration/price or original price whichever is least, subject to a
maximum ceiling of Rs.6,00,000/-
c. The life tax of the vehicle, registration charges and insurance premium
shall be reckoned to determine the quantum of the loan in respect of
car loans.
3
4. SANCTIONING AUTHORITY:
a. The Divisional Manager of the concerned Circle Office is the

sanctioning authority.
b. The officer employee should submit application in NF.425 along with
proforma invoice / certificate from the automobile engineer.
c. The officer employee should declare in the application form as to
whether the loan application is for the first or the second occasion of
availing car loan;
d. In case the application is for availing the loan for the second time, the
particulars relating to the first loan i.e., date of earlier availment, date of
closure, amount of loan and name of the Circle which has sanctioned
the loan are to be mentioned and the same are to be verified by the
sanctioning authority before sanctioning the loan;
e. The sanctioning authority should comply with the following :
i. ascertain the date of retirement of the officer employee from the
concerned HRM / HOSA Section ;
ii. Ensure that the details furnished by the officer employee are
correct before sanctioning the loan; and
iii. send a copy of the sanction to the concerned HRM / HOSA Section
for the personal file of the officer
5. REPAYMENT:
a. Entire loan along with the interest should be repaid in not more than
180 monthly installments (120 months towards principal & 60 months
towards interest).
b. This revised repayment period shall be applicable to new loans (i.e.
loan granted after 16.10.2015) and the repayment period for existing
loans shall be continued as hitherto.
c. In case of used cars, the repayment is restricted to the residual period
i.e. the period till which RC is valid OR within the period for which the
motor car is likely to be roadworthy as certified by the qualified
automobile engineer.
d. Where the officer employee opts for a lesser period of repayment,
repayment can be fixed as per the request.
4
e. However, at the time of retirement (including voluntary retirement), the
loan can be continued at the option of the employee for a further period
of 10 years (120 months) subject to the conditions that the total
repayment period shall not exceed 180 months or the period opted by
the officer.
f. The above provision shall be applicable for existing loans also where
repayment period of 200 months is fixed.
g. It should be ensured that the Net Take Home amount shall not be less
than 35% of gross salary or Rs 10000/- whichever is higher.
6. RATE OF INTEREST:
7% p.a. (simple).
7. CONTINUATION OF LIMIT/LIABILITY AFTER RETIREMENT:

a) Continuation of limits/liabilities under car loan may be permitted at the
option of the employee on the Rate of Interest of car loan scheme for
officers employees for a period of 10 years (120 months) from the
date of cessation of the service or the ex-employee attainting the age
of 70 years whichever is earlier. However, the total repayment
period shall be within maximum period permitted in the scheme,
including the extended period of 10 years as above.
b) The enhanced period for continuation of limits/liabilities from 5 years
to 10 years shall also be applicable to the existing accounts where
continuation is already permitted for only 5 years, subject to the
condition stated above, on the specific request from the ex-employee.
c) As hitherto, DGM of the Circle shall continue to be the authority to
permit continuation of the loan.
8. OTHER:
a) Fresh loan can be considered subject to clearance of earlier loan.
b) Employees can avail loans for both two-wheeler and passenger car
separately. However, employees can purchase not more than one
vehicle under each of the loan (two wheeler and passenger car within
the respective entitlement). In other words, employees are not
permitted to purchase 2 cars within their entitlement under car loan.
Similar is the case in respect of two-wheeler loan also.
5
ANNEXURE-II
CAR LOAN SCHEME TO WORKMEN EMPLOYEES
1. PURPOSE:
Loans under this scheme are for purchase of brand new passenger motor
car (four wheeler) - car / van / jeep / utility vehicles (SUV/MUV/LUV) or used
passenger motor car (four wheeler) –of not more than 5 years old (either
diesel or petrol).
Loans under this scheme are for purchase of passenger car/vehicles for
personal use only.
2. ELIGIBILITY:
a) Workmen employees who have put in minimum of 5 years of service
and whose Basic Pay is not less than Rs.15360/- (Xth Bipartite).
Wherever there is revision in Basic Pay due to bipartite settlement,
corresponding Basic Pay shall be reckoned.
b) The net take home salary after providing for statutory deductions,
deductions to loans including proposed car loan, all other deductions
shall not be less than Rs.10,000/- or 35% of gross salary, whichever
is higher.
c) Physically handicapped workmen employees will be eligible for car loan
for purchase of special motor car for physically handicapped persons on
par with other workmen employees.
3. QUATUM OF THE LOAN:
Brand new vehicles : 90% of the cost of car which includes insurance,
registration and taxes subject to a maximum of Rs.6,00,000/-.
Used cars: The maximum quantum of loan amount for used cars shall be
80% of the value as per approved valuation by the approved qualified
automobile engineer or actual purchase consideration/ price or original
invoice price whichever is least, subject to a maximum of Rs.4,00,000/-.
The life tax of the vehicle, registration charges and insurance premium shall
be reckoned to determine the quantum of the loan in respect of car loans.
6
4. SANCTIONING AUTHORITY:
Divisional Manager of the concerned Circle Office
5. REPAYMENT:
Entire loan along with the interest should be repaid in not more than 180
monthly installments (120 months towards principal liability & 60 months
towards interest).
7% simple.
7. CONTINUATION OF LIMIT/LIABILITY:
a) Continuation of limits/liabilities under car loan may be permitted at the

option of the employee on the Rate of Interest of car loan scheme for
workmen employees for a period of 10 years (120 months) from the
date of cessation of the service or the ex-employee attainting the age of
70 years whichever is earlier. However, the total repayment period shall
be within maximum period permitted in the scheme, including the
extended period of 10 years as above.
b) The enhanced period for continuation of limits/liabilities from 5 years to 10
years shall also be applicable to the existing accounts where continuation
is already permitted for 5 years only, subject to the condition stated
above, on the specific request from the ex-employee.
c) As hitherto, DGM of the Circle shall continue to be the authority to permit
continuation of the loan.
8. OTHER:
a) Fresh loan can be considered subject to clearance of earlier loan.
b) Employees can avail loans for both two-wheeler and passenger car
separately. However, employees can purchase not more than one vehicle
under each of the loan (two wheeler and passenger car within the
respective entitlement). In other words, employees are not permitted to
purchase 2 cars within their entitlement under car loan. Similar is the case
in respect of two-wheeler loan also.
7
ANNEXURE-III
TWO WHEELERS SCHEME TO OFFICERS AND WORKMEN EMPLOYEES
1. PURPOSE:
Loan can be granted for purchase of brand new vehicles (excluding bicycles
and mopeds) or used vehicles (excluding bicycles and mopeds) of not more
than 5 years old. In case of purchase of used vehicles, the age of the
vehicle will be reckoned from the date of original registration of the vehicle
2. ELIGIBILITY:
Officers:-All officers confirmed in the services of the Bank.
Workmen: - All confirmed workmen employees in the services of the Bank.
3. QUANTUM:
Brand new 2-wheeler:
Rs 100000/- or 90% of the cost of the vehicle whichever is less.
For used 2- wheeler:
Rs 50,000/- or 80% of the cost of the vehicle (as appraised and certified by
a qualified automobile engineer) whichever is less.
The life tax of the vehicle, registration charges and insurance premium shall
be reckoned to determine the quantum of the loan in respect of two-wheeler
loans.
4. NET TAKE HOME PAY:

The net take home salary after providing for statutory deductions,
deductions towards loans including proposed vehicle loans all other
deductions on the basis of his mandate/s lodged with the Bank should not
be less than 25% of his/her gross salary.
Upto Rs 40,000/- : 7% p.a. (simple)

Above Rs 40,000/- upto Rs 100,000/- : 7.50% p.a. (simple)
8
6. REPAYMENT:
The entire loan along with interest is to be cleared in 84 monthly

installments (66 months towards principal liability & 18 months towards
interest) or before the employee ceases to be in the services of the Bank,
whichever is earlier.
---XXX---
9
CIR. NO. :: 571/2014
INDEX :: ADV:: 249
DATE :: 13.10.2014
CREDIT POLICY SECTION
AGIZ
RISK MANAGEMENT WING
HEAD OFFICE : BANGALORE-560002
SUB: Car loan scheme to employees of our Bank Workmen & Officer employees
- Modification in scheme guidelines
SYNOPSIS
 Probationary officers (Scale-I and above) with a minimum of 6 months of

continuous service are eligible to avail the loan under the scheme.
 The Rate of interest is charged at Base rate during probationary period under the
scheme.
The scheme of extending loans to officer and workmen employees for purchase of
motor car was formulated with the orders of the Board and communicated to
branches/ offices vide Cir. No.175/2003 dated 07.08.2003. Modifications regarding
eligibility, ROI etc., were effected to the scheme and communicated to branches/
offices from time to time.
Board of Directors have now permitted to extend the scheme to probationary officers
also. Accordingly, Probationary officers (Scale-I and above) with a minimum of 6
months of continuous service are eligible to avail the loan under the scheme.
Under the scheme, during the probationary period, the Rate of interest is charged at
Base rate (presently, 10.20% - compounded monthly) and on confirmation in the
services of the Bank, @ 9.5% (compounded monthly).
The detailed terms and conditions of the modified scheme are furnished in the
Annexure to this circular.
The modified scheme comes into force with immediate effect.
GENERAL MANAGER
ANNEXURE
TERMS AND CONDITIONS OF THE CAR LOAN SCHEME TO OFFICERS/WORKMEN

EMPLOYEES OF THE BANK
1. Eligibility
Officer Employees
(i) All officer employees (including those under Probationary period with a
minimum of 6 months of service), who are at present not eligible for
car loan under Conveyance loan scheme to officers.
(ii) In respect of those officer employees who are placed under suspension,
this facility should not be extended.
Workmen Employees
(i) All those workmen employees who are having basic pay of Rs.11700/-
and above per month.
(ii) In respect of those employees who are placed under suspension, this
facility should not be extended.
2. Purpose
To meet the cost of motor car to be purchased.
3. Quantum
(i) New vehicle: 80% of the invoice value
(ii)
registration of the vehicle): 80% of the value of the vehicle (determined
as per existing guidelines)
Note: No ceiling for quantum of loan is stipulated as branches have to ensure

minimum net take home pay of 40% of gross salary (after deducting the
statutory and all other deductions including the proposed car loan
instalment) See item No.7
4. Margin
(i) 20% on the invoice value in case of brand new motor cars.
(ii) 20% of the value as appraised by the qualified automobile engineer or

actual purchase consideration or the original invoice price whichever is
less in the case of used motor cars.
5. Rate of Interest
 During Probationary period Base Rate (presently 10.20% p.a.,

compounded monthly)
 On confirmation in the services of the Bank

9.5% (compounded monthly)
6. Repayment
(i) In case of brand new motor car, the entire loan amount together with
interest shall be repayable in not more than 180 Equated Monthly
Instalments (EMIs).
(ii) In case of used motor car, the entire loan amount together with interest
shall be repayable within his/ her remaining actual period of service
OR within the period for which the motor car is likely to be roadworthy
as certified by the qualified automobile engineer OR the period till
which RC is valid whichever is less.
(iii) Where the remaining service period of the employee is less than 180
months but opts for repayment period of 180 months, the EMI shall be
fixed as if he/she is having 180 months service. However, the
outstanding liability, if any, with up-to-date interest should be cleared
by the employee from own sources or shall be recovered out of terminal
benefits on his/her retirement/ resignation, etc. .
(iv) If the remaining period of roadworthiness is less than 180 months, the
above option [6(iii)] is not available.
(v) Repayment to commence from the month immediately following the

date of disbursement of the loan.
7. Net Take home salary
Minimum net take home pay shall be 40% of gross salary after deducting the
statutory and all other deductions including the proposed motor car loan
instalment.
8. Sanctioning Authority
DM of the concerned Circle Office
9. Security
Hypothecation of the motor car purchased by availing loan under this scheme .
10. Disbursement
Directly to the dealer/seller along with the margin amount

11. Documentation & Application
As applicable to conveyance loan scheme to officer employees for purchase of

motor car
12. Insurance, Monitoring, Reporting, Follow-up, etc.
for purchase of four wheelers are made equally applicable
13. Categorisation
Classified as non-priority secured loan.
14. General conditions
(i) An officer employee on reaching basic pay of Rs.19400/-, at the specific

request of the officer concerned, he/she may be permitted to transfer the
outstanding liability under this loan to conveyance loan to officers for
purchase of four wheelers (at concessional rate).
(ii) A workman employee, on his/her promotion to officer cadre and on

reaching a basic salary of Rs.19400/- p.m. and above, at his/her specific
request, may be permitted to transfer the car loan liability under the car
loan scheme to conveyance loan scheme to officers.
(iii) The repayment period stipulated at the time of original sanction is to be

maintained.
(iv) In case he/ she leaves the Bank, the loan shall be cleared or in case
sufficient proof of income on re-employment is available, continuation on
terms applicable to customers may be explored on case to case basis.
(v) All other guidelines relating to conveyance loan scheme to officer

employees for purchase of four wheeler in so far as they are applicable as
specified in Manual of Instructions on Loans/ Advances to Employees shall
be complied with.
******
CIR.NO. :: 478/ 2017
INDEX :: ADV :: 190
CREDIT POLICY SECTION DATE :: 04.10.2017
RISK MANAGEMENT WING ADWO
HEAD OFFICE: BANGALORE-560002
SUB: CLEAN DPN FACILITY TO THE EMPLOYEES OF THE BANK

- ENHANCEMENT OF EXISTING LIMITS.
Attention of branches/ offices is invited to Cir. No. 268/2009 dated

10.08.2009 and 316/2009 dated 14.09.2009 regarding Clean DPN facility to
the employees of the Bank.
On a review of the existing limits, Competent authority has permitted the

following enhancement in the Clean DPN facility.
Clean DPN- Quantum

Existing guidelines Revised Guidelines
 One and a half month’s gross  One and a half month’s gross
salary for every completed year salary for every completed year
of service with a maximum of of service with a maximum of
15 months’ gross salary 15 months’ gross salary
OR OR
The following maximum The following maximum
quantum whichever is less : quantum whichever is less :
Officer-Rs 5.00 lacs Officer-Rs 8.00 lacs
Workmen-Rs 3.00 lacs Workmen-Rs 5.00 lacs
Substaff/PTE- Rs 1.75 lacs Substaff/PTE- Rs 2.50 lacs
The consolidated scheme guidelines in respect of Clean Overdraft / DPN are

furnished in the Annexure.
Branches/ offices shall take note of the above for compliance.
B K BAJAJ
GENERAL MANAGER
ANNEXURE
SALIENT FEATURES OF CLEAN OD/DPN LOAN FACILITY SCHEME
1. Nature of facility
Clean Overdraft / DPN Loan
2. Eligibility
All confirmed employees who have completed 3 years of total service
3. Purpose
To meet any genuine requirements but should not be used for speculative
purposes
4. Net Take Home Salary
The net take home salary should not be less than 40% of the gross emoluments.
5. Quantum of Loan
One & a half month’s gross salary for every completed year of service with a
maximum of 15 months’ gross salary
OR
the following amount whichever is lower:
Officers - Rs.8.00 lakh
Workmen - Rs.5.00 lakh
Sub-staff/ PTEs - Rs.2.5 lakh
The amount over and above the existing Clean OD limit, if opted, will be
sanctioned as DPN only for those who are presently enjoying Clean OD facility.
Existing OD Limits:
Officers- Rs 2.50 lacs
Workmen-Rs 2.00 lacs
Sub staff/PTE- Rs 1.25 lacs
6. Rate of Interest
8% p.a. compounded monthly
7. Sanctioning Authority
DM (CO) for all categories of employees. However, a sanctioning authority shall
not sanction clean OD/DPN to himself / herself and such proposals are to be
placed before the next higher authority.
8. Documentation
1. Pronote and pronote covering letter NF-481
2. Authority letter to deduct any liability exceeding the limit on account of
application of monthly interest from the salary payable to him / her.
3. Letter of authority to the Bank to appropriate the terminal benefits towards
the OD liability with up-to-date interest if the employee ceases to be in the
services of the Bank due to any reason.
9. Repayment
Clean OD – It should be ensured that liability under the OD limit permitted to an
employee is always contained within the sanctioned limit only. Any liability
beyond the sanctioned limit on account of application of the monthly interest
not regularised should be recovered from the salary payable for the immediate
succeeding month. If, even after so crediting the salary for the immediate
succeeding month, the liability exceeding the limit on account of debiting the
monthly interest for an earlier month, then, the amount exceeding the limit
should be reported promptly in the monthly salary updation Input-I Sheet being
prepared by the branch / office concerned for the immediate next month.
DPN Loan – 120 EMIs
10 Tenability / Renewal of limit
The tenability of the OD facility shall be for a period of 2 years and thereafter
should be got renewed.
11 Reporting
Branches should report, out of order accounts, if any, to the HRM/HOSA Section
as at the last Friday of every month. The HRM/ HOSA section should ensure
prompt receipt of these statements from their branches / offices and initiate
appropriate action based on the same.
12 General Conditions
(i) The overdraft account under this scheme should be maintained at the salary
paying branch only. At the time of transfer of the employee, the overdraft
account also should be transferred promptly to the transferee place at a branch
where he/ she draws his / her salary
(ii) It will be mandatory for the employees to get their salary credited only to
the clean OD account.
(iii) In respect of employees who are placed under suspension, this facility
should not be extended afresh.
(iv) The employees are eligible for enhancement in the existing limit on his /
her elevation to next cadre or revision in the salary on account of wage
settlement from the effective date of such promotion or settlement
prospectively.
(v) The secured OD/VSL facility against the approved securities (viz., life
insurance policies, NSCs, shares and debentures, etc.) would continue as per
the prevailing guidelines. In these cases, branches to ensure prompt servicing of
interest regularly by the employees concerned as is being done now. And, any
irregular account in this regard should also be reported in the monthly
statement.
(vi) Recovery of outstanding liability under this clean OD/DPN account with up-
to-date interest on account of cessation from service for any reason out of
terminal benefits shall have priority over other outstanding loans / advances in
the name of the employee other than statutory deductions.
INDEX : STF : 26
INDUSTRIAL RELATIONS SECTION AGTO
HEAD OFFICE : BENGALURU
SUB: FESTIVAL ADVANCE TO EMPLOYEES
*******
We are pleased to inform that the Board of Directors with a view to bring parity in the
Festival Advances limits available to employees have permitted the Festival Advance
at the rate of one month’s gross salary also to the confirmed employees who have
joined the services of the Bank on or after 06.12.1990.
The above revision shall be effective from 12.07.2016.
Further, as one time measure it is permitted that the employees who have joined the
services of the Bank on or after 06.12.1990 and are having a subsisting Festival
Advance availed at the pre-revised rates at present, may close their subsisting Festival
Advance out of their own funds and may avail Festival Advance afresh as per the new
guidelines during the current calendar year.
In respect of employees who have joined the services of the Bank prior to 06.12.1990,
there is no change in the guidelines. Similarly, all other guidelines issued with regard
to the Festival Advance from time to time shall remain unchanged.
C P GIRI
GENERAL MANAGER

CIRCULAR NO : 143/2015
HUMAN RESOURCES WING INDEX : STF : 8
PERSONNEL MANAGEMENT SECTION DATE :20/03/2015
AHIS
HEAD OFFICE: BENGALURU – 560 002
SUB: SCHEME OF COMPASSIONATE APPOINTMENT
…………………………
We are pleased to inform that the Board of Directors, in the meeting held on
09/03/2015, have accorded permission to formulate the Scheme for
Compassionate Appointment in tune with the guidelines received from Ministry
of Finance, Govt. of India.
The Scheme of Compassionate Appointment and the application & other formats
required for the purpose of applying under this scheme are enclosed as
Annexures.
C P GIRI
GENERAL MANAGER
TO ALL BRANCHES / OFFICES OF THE BANK

ANNEXURE I to HO CIR. 143/2015
143/2015 dated 20 /03/2015.
SCHEME FOR COMPASSIONATE APPOINTMENT
1. NAME OF THE SCHEME:
The Scheme is called as “SCHEME FOR COMPASSIONATE

APPOINTMENT” effective from 05/08/2014.
2. COVERAGE
2.1 To a dependent family member of a permanent employee of our

Bank who-
a) dies while in service (including death by suicide)
b) has retired on medical grounds due to incapacitation before

reaching the age of 55 years. {Incapacitation is to be certified by
a duly appointed Medical Board in a Government Medical
college / Government District Head Quarters Hospitals/ Panel of
Doctors nominated by the Bank (i.e. General Manager, Human
Resources Wing) for the purpose.}
c) has been missing and has left over service of more than two
years.
2.2 For the purpose of the Scheme, “employee” would mean and include
only an employee appointed on a regular basis against permanent
vacancy, who was serving full time or part time on scale wages, at the
time of death/retirement on medical grounds, before reaching age of
55 years and does not include any one engaged on contract/
temporary/ casual or any person who is paid on commission basis.
3. DEPENDENT FAMILY MEMBER:
3.1 The term dependant family member means
3.1.1 Spouse; or
3.1.2 Wholly dependent son(including legally adopted son); or
3.1.3 Wholly dependent daughter (including legally adopted
daughter); or
3.1.4 Wholly dependent brother or sister in the case of unmarried
employee
4. AUTHORITY COMPETENT TO MAKE COMPASSIONATE

APPOINTMENT:
4.1 Managing Director & Chief Executive Officer (MD & CEO)
4.2 Executive Director holding charge of MD & CEO
4.3 Board of Directors in special types of cases.
4.4 While dealing with proposals for appointment on compassionate
grounds in otherwise eligible cases, where disciplinary action was
pending against the deceased employee / employee retired on
143/2015
/2015 dated 20/03/2015.
20 /03/2015.
SUB: SCHEME FOR COMPASSIONATE APPOINTMENT
medical grounds or if the deceased employee was involved in serious

financial irregularities, embezzlement of funds, committing frauds,
etc., bank will continue to abide by the guidelines issued by the
Government of India, requiring consideration and decision in each
case by the Board of the Bank / Authority appointed by the Board i.e.
MD & CEO.
5. POSTS TO WHICH APPOINTMENTS CAN BE MADE
The appointment under the scheme shall be made in the Clerical and Sub-
staff cadre only.
6. ELIGIBILITY
6.1 The family is indigent and deserves immediate assistance for relief
from financial destitution; and
6.2 Applicant for compassionate appointment should be eligible and

suitable for the post in all respects under the provisions of the
relevant Recruitment Rules.
7. EXEMPTIONS
7.1 Compassionate Appointment under the Scheme are exempted from

observance of the following requirements:
7.1.1 Normal Recruitment Procedure i.e., without the agency of

selection like IBPS/Employment Exchange, Recruitment
Board of Bank, etc.
7.1.2 The ban orders on filling up of posts issued by Government

of India or any controlling authority.
8. RELAXATIONS
Upper age limit could be relaxed wherever found to be necessary.

The lower age limit shall, however, in no case be relaxed below 18
years of age.
(Note-1 : Age eligibility shall be determined with reference to the date

of application and not the date of appointment;
Note-2 : Authority competent to take a final decision for making

compassionate appointment in a case shall be competent to grant
relaxation of age limit also for making such appointment).
2
143/2015
/2015 dated 20/03/2015.
20 /03/2015.
9. TIME LIMIT FOR CONSIDERING APPLICATIONS
9.1 Application for employment under the Scheme from eligible

dependent will normally be considered upto five years from the date
of death or retirement on medical grounds and decision to be taken
on merit in each case.
9.2 However, Bank can consider request for compassionate appointment

even when the death or retirement on medical grounds of the
employee took place long back, even five years ago. While
considering such belated requests, it shall, however, be kept in view
that the concept of compassionate appointment is largely related to
the need for immediate assistance to the family of the employee in
order to relieve it from economic distress. The very fact that the family
has been able to manage somehow all these years shall normally be
taken as adequate proof that the family had some dependable means
of subsistence. Therefore, examination of such cases would call for a
great deal of circumspection. The decision to make appointment on
compassionate grounds in such cases shall, therefore, be taken only
at the Board level.
10. DETERMINATION/AVAILABILITY OF VACANCIES
10.1 Appointment on compassionate grounds shall be made only on

regular basis and that too, only if regular vacancies meant for that
purpose are available.
10.2 Compassionate appointment can be made upto a maximum of 5%

of vacancies falling under direct recruitment quota in clerical cadre
or vacancies identified in the sub-staff category. The Bank may
hold back 5% of vacancies in the aforesaid categories to be filled by
appointment on compassionate grounds. A person selected for
appointment on compassionate grounds shall be adjusted in the
recruitment roster against appropriate category, viz.,
SC/ST/OBC/General Category, depending upon the category to
which he/she belongs.
10.3 Widow appointed on compassionate ground upon re-marriage will

be allowed to continue in service, even after re-marriage.
11. WHERE THERE IS AN EARNING MEMBER
In cases where any member of the family of the deceased or

medically retired employee is already in employment and is not
supporting the other members of the family of the deceased
employee, extreme caution has to be observed in ascertaining the
economic distress of the members of the family of the deceased
3
143/2015
/2015 dated 20/03/2015.
20 /03/2015.
employee so that, the facility of appointment on compassionate

grounds is not circumvented and misused by putting forward the
ground that the member of the family already employed is not
supporting the family.
12. MISSING EMPLOYEE
Cases of missing employees are also covered under the Scheme for
compassionate Appointment subject to the following conditions:-
12.1 A request to grant the benefit of compassionate appointment can

be considered only after a lapse of two years from the date from
which the Employee has been missing provided that;
(i) An FIR to this effect has been lodged with the Police,
(ii) The missing person is not traceable, and
(iii) competent authority feels that the case is genuine.
12.2 This benefit will not be applicable to the case of an Employee;
(i) Who had less than two years to retire on the date from which
he has been missing ; or
(ii) Who is suspected to have committed fraud, or suspected to

have joined any terrorist organization or suspected to have
gone abroad.
12.3 Compassionate appointment in the case of a missing employee also

will not be a matter of right as in the case of others and it will be
subject to fulfillment of all the conditions, including the availability of
vacancy, laid down for such appointment under the scheme;
12.4 While considering such a request the results of the Police

investigation will also be taken into account.
12.5 The following documents are required in case of a missing

Employee;
Certified Copy of Complaint and First Information

Report lodged with the Police.
Certified Copy of Final Report submitted by the Police

confirming that employee is not traceable.
Indemnity bond cum Affidavit as per prescribed format

in Annexure IV on appropriate stamp paper as per
law.
4
143/2015
/2015 dated 20/03/2015.
20 /03/2015.
Affidavit of two prominent local persons as per the

prescribed format as per Annexure VI.
12.6 A decision on any such request for compassionate appointment

shall be taken by the MD & CEO of the Bank.
13 PROCEDURE TO BE ADOPTED WHERE AN EMPLOYEE APPLIES FOR

RETIREMENT/ RESIGNATION ON MEDICAL GROUNDS DUE TO
INCAPACITATION BEFORE REACHING THE AGE OF 55 YEARS:
13.1 It shall be noted that mere disability does not mean incapacitation.
The incapacitation of the employee shall be to such an extent that
he/ she is permanently unfit to perform any duty even if alternative
post/ position/ posting is considered.
13.2 The employee who intends to retire/ resign on medical grounds may
submit application to HRM Section at the concerned Circle through
the Branch/ Office where the employee is presently working as per
the format required by the Bank specifically mentioning the nature of
illness/ sickness, name of the treating doctor, details of
hospitalization, reimbursement claimed etc.
13.3 In cases where the employee is not able to submit the application
for retirement/ resignation on his/her own due to total incapacity and
if the same is certified by the treating Doctor, the application for
retirement/ resignation on his / her behalf can be submitted jointly
by all the legal heirs of such employee.
13.4 If the Medical Board in a Government Medical College or

Government District Head Quarter Hospitals or Panel of Doctors
nominated by the General Manager, HR Wing, as the case may be,
certify that the employee is incapacitated and not fit to continue the
service, the request for resignation/ voluntary retirement of such
employee shall be placed to the Competent Authority as per Service
Regulations/ Pension Regulations to decide the application as per
norms.
13.5 However, it shall be made clear to the employee that mere

resignation/ voluntary retirement on account of incapacitation will
not be a case for considering the request for compassionate
appointment under the scheme.
13.6 The request for appointment on compassionate grounds shall be

examined only after relief of the employee on resignation/ voluntary
retirement on account of becoming permanently and totally
incapacitated while in harness.
5
143/2015
/2015 dated 20/03/2015.
20 /03/2015.
14 PAYMENT OF EX-GRATIA:
The Bank can have both the options i.e. compassionate

appointment or payment of lumpsum ex-gratia amount. However,
any of these two options can be used only when the other
conditions of compassionate appointment are met. In such case the
quantum of exgratia shall be as under:-
QUANTUM OF EXGRATIA:
The exgratia amount shall be calculated @ 60% of the last drawn

gross salary (net of taxes) for each month of remaining service of
the employee (i.e. up to the age of superannuation in terms of
extant service rules / conditions) at the time of his / her exit subject
to the cadre-wise ceiling of “Maximum Amount”, mentioned as
below, will be payable.
The cadre-wise ceiling on exgratia amount payable will be as

follows:
CATEGORY MAXIMUM
AMOUNT
Officers Rs 8.00 Lakhs

Clerical Staff Rs 7.00 Lakhs
Subordinate Staff Rs 6.00 Lakhs
15. UNDERTAKING FOR MAINTENANCE OF THE FAMILY OF THE

DECEASED EMPLOYEE:
The person appointed on compassionate grounds under the Scheme, shall

give an undertaking in writing in a prescribed format as per Annexure V
that he/she will maintain properly the other family members who were
dependent on the deceased employee in question, and in case it is proved
subsequently (at any time) that the family members are being neglected or
are not maintained properly by him / her, his or her appointment may be
terminated forthwith. This clause shall be incorporated as one of the
conditions in the offer of appointment applicable only in the case of
appointment on compassionate ground.
16. REQUEST FOR CHANGE IN POST/PERSON
When a person has been appointed on compassionate ground to a particular

post, the set of circumstances, which led to such appointment, shall be
deemed to have ceased to exist. Therefore –
a) He/she should strive in his/her career like his/her colleagues for future
advancement and any request for appointment to any higher post on
considerations of compassion shall invariably be rejected.
6
143/2015
/2015 dated 20/03/2015.
20 /03/2015.
b) An appointment on compassionate ground cannot be transferred to

any other person and any request for the same on consideration of
compassion shall invariably be rejected.
17. SENIORITY
A person appointed on compassionate grounds in a particular year may be

placed at the bottom of all the candidates recruited/appointed through direct
recruitment, promotion, etc. in that year, irrespective of the date of joining of
the candidate on compassionate grounds.
18. TERMINATION OF SERVICE
The compassionate appointment can be terminated on the ground of non-

compliance of any condition stated in the offer of appointment after providing
an opportunity to the compassionate appointee by way of issue of show
cause notice asking him / her to explain why his/her services should not be
terminated for non-compliance of the condition(s) in the offer of appointment
and it is not necessary to follow the procedure prescribed in the Disciplinary
Action and Procedure therefor.
In order to check its misuse, the power of termination of service for non-
compliance of the conditions in the offer of compassionate appointment
vests only with the MD & CEO of the Bank.
19. GENERAL RULES
PROCEDURE:
1. The official from the Branch / concerned section shall meet the
members of the family of the employee in question immediately after
the death to advise and assist to them in getting appointment on
compassionate ground. The applicant shall be called in person at the
very first stage and advised in person about the requirements and
formalities to be completed by him / her. A letter in this regard as per
the prescribed format in Annexure III shall be handed over by them
to the dependant family against the acknowledgement.
2. An application for appointment on compassionate ground shall be

considered by the Committee of officers consisting of three officials;
one Chairman and two members in the rank of Deputy General
Manager / Assistant General Managers i.e. Deputy General Manager,
HR Wing (Chairman) and one Executive each from Recovery Wing
and GA Wing. Assistant General Manager / Divisional Manager – HR
Wing – shall be the convener.
3. The Committee shall meet as and when required to consider and

examine the requests received under the scheme.
7
143/2015
/2015 dated 20/03/2015.
20 /03/2015.
4. The applicant may also be granted personal hearing by the

Committee, if felt necessary, for better appreciation of facts of the
case. In such cases the applicant shall bear the costs i.e. travelling
etc.
5. The recommendation of the Committee shall be placed before the

Competent Authority for a decision. If the Competent Authority
disagrees with the committee’s recommendation, the case may be
referred to the higher authority for a decision. However, wherever
Board of Directors is the Competent Authority, decision of the Board
of Directors is final.
6. Appointment made on grounds of compassion shall be done in such a

way that persons appointed to the post do have the essential
educational and technical qualifications and experience required for
the post consistent with the requirement of maintenance of efficiency
of administration.
7. An application for compassionate appointment shall, however, not be

rejected merely on the ground that the family of the employee has
received the benefits under the various welfare schemes. While
considering a request for appointment on compassionate grounds, a
balanced and objective assessment of the financial condition of the
family has to be made taking into account its assets and liabilities
(including the benefits received under the various welfare schemes
mentioned above) and all other relevant factors such as the presence
of an earning member, size of the family etc.
8. Compassionate appointment shall be made available to the person

concerned if there is a vacancy meant for compassionate
appointment and he or she is found eligible and suitable under the
scheme.
9. Compassionate appointment will have precedence over absorption of

surplus employees and regularization of temporary employees.
10. The definition of dependant as defined under Bipartite Settlement/

Joint Note from time to time shall be applicable while ascertaining the
dependency of family members.
11. An application is to be submitted in the prescribed format as per

Annexure II in writing along with documents mentioned as follows
and duly signed by all the legal heirs of the deceased employee /
eligible dependants of employee retired on medical grounds before
reaching the age 55 years/ missing employee, proposing the name of
the eligible dependent of the employee who is to be offered
appointment on compassionate grounds.
Proof of death of the ex employee, along with certified copies
8
143/2015
/2015 dated 20/03/2015.
20 /03/2015.
of documents showing relationship of the applicants with the

deceased employee.
Order of the Court appointed guardian who is authorized to

submit application on behalf of a minor/s (in case the
applicant/s is/ are minor in case no natural guardian is
available as per law).
Copies of proof of age, certificates confirming the educational

qualifications, mark list, recent pass port size photograph and
testimonials of such eligible dependent candidate.
Copies of photo identity card of all the legal heirs.
12. The Branch – in –charge / Section/ Office in-charge as the case may
be where the deceased employee was last working shall verify the
documents with the original and certification to that extent shall be
super-scribed on the copies of documents.
13. The HRM Section, Circle Office shall examine the same and ensure
that the application/ documents submitted by the dependant family is
as per prescribed format and contains all the required details. If not
the dependant family shall be duly informed in writing for submitting
the details within 30 days duly informing that if the details are not
received the request for compassionate appointment would be lodged
and Bank will not be sending any reminder in this regard. The HRM
Section, Circle Office, shall acknowledge the request for
compassionate appointment received by them.
14. The HRM Section, Circle Office shall forward the papers so received,
along with their views to Personnel Management Section, Human
Resources Wing, Head Office within a month of receipt of papers
complete in all respects at their end.
15. If the appointment on Compassionate Grounds is permitted, the

posting will be considered any where in the State as per the
requirement of the Bank duly keeping in mind the preference
indicated by the applicant. However, no representation from the
Compassionate Appointee will be entertained for any change of
placement/ posting once intimated.
16. The Compassionate Appointee shall be treated to have joined the

service of the Bank only from the date he / she actually reports to the
branch/ office as indicated in the appointment order.
17. In case the Compassionate Appointee does not join the branch/ office
on or before the date indicated in the appointment order, unless
otherwise specifically permitted by the Bank in writing he / she shall
not be permitted to join the duties and the appointment order issued
to him/ her shall stand automatically cancelled and no further
9
143/2015
/2015 dated 20/03/2015.
20 /03/2015.
appointment shall be considered under the scheme thereafter.
18. The scheme shall be subject to the Government guidelines issued

from time to time.
19. To claim any benefit available to SCs/ STs, the Compassionate

Appointee shall immediately after appointment produce the Caste
Certificate issued by the competent authority as per the prescribed
format/ Government guidelines.
20. The applicant dependent who apply under the Scheme cannot claim
appointment to a particular post as a matter of right. The Bank will be
examining the suitability of the candidate to either of the posts.
21. The suitability of the candidate shall be examined by a team

consisting of one Executive and HRM Manager of the concerned
Circle/ HOSA to either of the posts.
22. Once the request for Compassionate Appointment is rejected by the

Competent Authority and rejection in writing is informed to the
dependant family /applicant no further request/ representations, even
with a request for appointment to a substituted dependant shall be
considered and the same shall be lodged.
23. This scheme is applicable w.e.f. 05/08/2014, and the cases where the
death occurred on or after 05/08/2014 shall only be covered under
this scheme of Compassionate Appointment.
24. Pending Applications as on 04/08/2014 or the applications submitted

on or after 05/08/2014 w.r.t. death / or other eligible circumstances
occurred on or before 04/08/2014 for ex-gratia / compassionate
appointment as the case may be shall be continued to be examined in
terms of HO Circular No 35/2005 dated 14/02/2005 & 262/2007 dated
24/09/2007.
25. In case of death caused on account of resisting dacoits / robbers in

case of bank robberies or on account of terrorist attacks, the
dependants of the deceased employee will continue to be governed
as per the provisions of Circular No.243/2013 dated 30.05.2013.
26. The cases for exgratia which have already been disposed / settled as
per earlier scheme shall not be reopened.
27. The MD & CEO or in his absence the Executive Director holding
charge, shall have powers for giving any clarification, interpretation,
modification, revising the modalities, of the scheme, for the effective
and proper implementation of the Scheme.
10
ANNEXURE II
To HO Cir. 143/2015 dated 20/03/2015
APPLICATION FOR COMPASSIONATE EMPLOYMENT
To, Through,
The Deputy General Manager The Manager / Senior Manager

Canara Bank Canara Bank
HRM Section ……………………………..Branch / Office
Circle Office /HOSA/SAS,INSP WING (where the employee was last working)
…………………………………………..
Date :
We the dependents/Legal heirs of Late/Sri./Smt…….………. submit the application seeking

compassionate appointment. In this regard we furnish the following details:-
PART – A
I a Name of the employee (Deceased /

retired on medical grounds/ missing)
b Designation & Staff No.
c Date of birth of the deceased / retired

employee
d Date of death/ retirement on medical
grounds
e Age as on the date of exit
f Cause of Death
g Date of Joining the Bank
h Branch/ Office where last worked.
i Marital Status.
j Whether belonging to SC/ST/OBC
k Additional information in case of the

employee who retired due to Medical
incapacitation
a) Nature of illness
b) Date of Resignation / VRS

l Additional information in case of Missing
employee;
i) Date / Since when the employee is
missing, if so;
ii) Name of Police Station.
iii)Date of FIR.
iv)Date of Report of Not Traceable

submitted by the Police Authorities.
We nominate Sri/ Smt ………………. one of the dependents of Late /Sri./ Smt …………. to be
considered for Compassionate Appointment, if found eligible. His/ Her complete details are
as under:
II a Name of the candidate for appointment
b His/ Her relationship with the deceased /

employee retired on medical grounds/
missing.
c Date of birth & Age as on date
d Educational Qualifications
e Whether married or not
f Whether employed? If so, details and last
drawn salary (salary slip to be enclosed)
g Address for correspondence
h Mobile Number
i Telephone Number
J Email ID
k Place of posting preferred
III Particulars of total assets left by the ex-

employee
a Family Pension/ Pension Rs.
b Commutation if any Rs.
c Gratuity Rs.
d Provident Fund amount settled Rs.
e Life Insurance Policies(including Postal Life Rs.
Insurance) settled
f Moveable and Immovable properties and Rs.
annual Income earning there-from by the
family (Furnish description of the property
and in whose name it is held as an
annexure)
g Ex-Serviceman pension if any Rs.
h Encashment of leave Rs.
I Shares and Debentures (Market Value) Rs.
J Fixed Deposits Rs.
k PPF Rs.
l Any other assets / source of income
Total Rs.
Whether owns a house YES / NO
If yes apprx. Market value – Rs.
IV Brief particulars of liabilities if any

SlNo. Loan Outstanding Name of Financial Institution to be supported
Amount by valid documentary proof.
Total
V Particulars of all dependent family members of the deceased employee (if some are
employed, their income and whether they are living together or separately).
We furnish the details of all the dependents here under;

S. Name Relation- Date Address for Education If Designation/ Remarks
No (s) ship of communication/ Qualifi- employed/ salary and
with Birth Mobile/ cation details of emoluments.
employee Telephone employer
number
We confirm the correctness of details submitted in the application and we undertake to

abide by the terms of the scheme.
We confirm that we have nominated the name of Sri / Smt ……………….. S/O/D/O/W/O………
……………………………for appointment on compassionate grounds.
We have signed this on …………………………. at ………………………………….
PHOTOGRAPH PHOTOGRAPH PHOTOGRAPH PHOTOGRAPH PHOTOGRAPH
Name & Signature Name & Signature Name & Signature Name & Signature Name & Signature
Note: The employment has to be normally sought by spouse of the deceased employee. In
the absence of the spouse or if the spouse is not willing to take up employment, any other
eligible dependent can submit the application provided such dependent is sponsored by
spouse / other dependent/s along with the annexures and applicable enclosures.
ENCLOSURES to be submitted as proof:
1. Death Certificate
2. Certified copies of documents showing relationship of the applicants with the ex-employee
3. Date of birth proof of the candidate nominated for appointment / Certificates confirming
the educational qualification, mark list & testimonials /caste certificate
4. Copy of photo identify card of all the legal heirs
5. Order of the court in case of court appointed guardian (in case of minor)
6. In case of missing employee –
a) Certified copy of complaint and first information report lodged with the Police
b) Certified copy of final report submitted by the police confirming that employee is not
traceable
c) Indemnity bond / affidavit as per annexure VI on appropriate stamp paper as per Law.
d) Affidavit of two prominent local persons as per Annexure IV
7. In case of Compassionate Appointment sought on incapacitation grounds- Certificate of
incapacitation by the Medical board / Medical certificate
ANNEXURE III
To HO Cir. 143/2015 dated 20/03/2015
(Format of letter to be handed over by the bank to the dependent family against
the acknowledgement. )
To,
…………..
……………
………….
Subject: In the matter of Late/Sri./ Smt……….. (staff. No.………...) designation ……….
We express our heartfelt condolences for the untimely/ unfortunate demise of Sri/
Smt………... (staff no.…….) designation……………
While expressing our support during this testing time, we wish to inform that normally
legal heirs/ nominee would be eligible for the following benefits:
1. Gratuity.
2. Employees Contribution to Provident Fund.
3. Family Pension.
4. Encashment of Privilege Leave in case of balance.
5. Benefit under Staff Welfare Measures.
Further, we wish to inform that the above is subject to eligibility/ availability under the
scheme. As such, we request you to get in touch with us for details/ formalities to be
completed.
Besides the above, Bank has a scheme for Compassionate Appointment. You may also
get in touch with us for more details/ guidance.
We request you to call on us at the earliest convenient date, for further details and filling
up of application in case if you are interested in submitting request for Compassionate
Appointment.
However, please note that there is no commitment on the part of the Bank at this stage
to provide employment and your application if any submitted, shall be dealt strictly as
per the provisions of the Scheme.
With regards,
ANNEXURE IV
To HO Cir. 143/2015 dated 20/03/2015
(Format of Indemnity bond cum Affidavit to be provided on appropriate stamp

paper as applicable to Indemnity (IN CASE OF MISSING EMPLOYEE)
INDEMINITY BOND CUM AFFIDAVIT
I/We 1)…………………………………………
2)………………………………………….
3)………………………………………….
-hereby state on solemn affirmation as under:-
Sri/Smt …………. (Staff Number) ……….. was working as ……….. (designation) at

………….. of Canara Bank. I / We No.1 is ….... (relation with Employee) No.2 ……… &
No 3…………
The said Sri/ Smt ………………. Went missing from ………. On ………….. We filed a
Complaint with ……. Police Station on ……. And an FIR was registered at No…………
On verification the Police Authorities filed a Report dated…….. confirming that Sri/ Smt
…………… is not traceable.
I/ We have submitted an application dated ………… seeking compassionate

appointment to the Bank. I/ We know that same has to be processed as per the
scheme and only in case if I am/ we are found eligible Bank may consider our request.
We are swearing this affidavit to confirm that to the best of my/ our knowledge I am /we
are not aware of the whereabouts of Sri/ Smt……………..
I / We hereby understand that Bank will be taking a decision on the basis of documents/
confirmation given by me/ us as such I/ we hereby undertake to keep the Bank
indemnified in this regard against all actions, losses, suits, charges, expenses and
demands whatsoever arising out of and in respect of this.
The above information furnished are best to my/ our knowledge and I/ we have signed
on this at ….......... on …....…..
ANNEXURE V
To HO Cir. 143/2015 dated 20/03/2015
Format for declaration / undertaking to be submitted by the

nominated Candidate:
I ………………… S/o/D/o/W/o………………….. aged about …………… r/o ……………

do hereby solemnly declare as under:
I have/ along with other dependents / submitted an application dated ……. Seeking
appointment on compassionate grounds in terms of HO Cir.143/2015 dated
20/03/2015.
I know that my appointment on compassionate grounds if considered by the Bank the

same will be governed by terms and conditions of HO cir. 143/2015 dated 20/03/2015.
I hereby declare that the facts about me given in the application, to the best of my
knowledge are correct. If any of the facts herein mentioned are found to be incorrect or
false at a future date, my services may be terminated.
I hereby also declare that I shall maintain properly the other family members who were
dependent on the deceased employee mentioned against 1(a) of Part-A of this form and
in case it is proved at any time that the said family members are being neglected or not
being properly maintained by me, my appointment may be terminated.
Date : Signature of the nominee/candidate
Name : __________________________
Address : _________________________
_________________________
Shri/Smt/Kum_________________________is known to me and the facts mentioned by him

/her are correct and verified by me.
Date: Signature of witness*
Name : _________________________
Address : _________________________
_________________________
________________________
*either any employee in the Senior level of Bank or Gazetted rank official from State /
Central Government.
ANNEXURE VI
To HO Cir. 143/2015 dated 20/03/2015
(Format for Affidavit to be obtained from two prominent local persons)
I Sri……………. S/o/D/o/W/o ………………… aged about……… years, resident of

………………… do hereby solemnly affirm as under.
I know Sri/ Smt……(employee)………. who was ordinary resident of ……….. To the

best of my knowledge he/ she is missing from …………
I also know the family of Late /Sri./ Smt ……. (employee) ……. and same is consisting
of following:
Sl.No. Name Relation with

Employee
1
2
3
The above are best to my knowledge and I have signed on this at ….. on ……..
ANNEXURE VII
To HO Cir. 143/2015 dated 20/03/2015
DETAILS TO BE SUBMITTED BY THE BRANCH / OFFICE ALONG WITH

THE REQUEST OF THE DEPENDENT/S
(to be submitted in duplicate)… … … … … … … … …
From To
The Deputy General Manager
........................................... Canara Bank
(Branch / office) HRM Section
Circle Office
......................................
SUB: EMPLOYMENT ON COMPASSIONATE GROUNDS TO THE DEPENDENT /

LEGAL HEIR OF DECEASED EMPLOYEE LATE/ SRI /
SMT…………………….STAFF NO.…….) DESIGNATION ……………………………
REF: APPLICATION DATED ………………….SUBMITTED BY………………………..
We have received a request from the claimants of Late / Sri / Smt ______________________
________________________________ Staff No ___________ Designation _______________
who expired / voluntarily retired / resigned due to incapacitation /has been missing from
___________________, for appointment on compassionate grounds.
We have gone through the request letter carefully and on making discreet enquiry, we confirm
that the details furnished are true to the best of our knowledge.
(In case, the Branch/Office finds that the information furnished by the dependents/s / ex-
employee is not correct, the details of the same has to be specifically mentioned with views /
findings / comments.)
Apart from the information furnished by the dependent/s, with regard to the financial position, we
find, on our enquiry, that they have the following assets / additional income (to be furnished if
available only):
(1)
(2)
(3)
(4)
Further, we furnish the following information with regard to the terminal benefits paid / payable
to the dependent/s of the deceased employee / employee who has voluntarily retired/resigned
from the services of the Bank on account of total incapacitation / missing employee.
SL NO PARTICULARS AMOUNT
1 Staff Provident Fund Rs
2 Gratuity Rs
3 Commutation (wherever applicable) Rs.
4 Privilege Leave Encashment Rs
5 GPAI Claim, if any Rs
6 Any other amount paid by the Bank (specify) Rs
Total Rs
The details of liabilities that were outstanding to the Bank AS ON THE DATE OF EXIT of the
deceased employee / employee, who has voluntarily retired/resigned from the services of the
Bank on account of total incapacitation. Missing employee, are as follows:
AMOUNT THAT WAS

SL OUTSTANDING
NATURE OF LIABILITY OUTSTANDING
NO AS ON THE DATE OF
EXIT
1 Housing loan Rs
2 Festival Advance Rs
3 DPN Rs
4 LHV Rs
5 OD Rs
6 VSL Rs.
7 Any other liability Rs.
Total Rs
A Copy of the latest Annual property return submitted by the employee is enclosed herewith
(applicable in case of officer employees).
LAST DRAWN SALARY PARTICULARS OF THE DECEASED EMPLOYEE (NOTIONAL)
SL PARTICULARS AMOUNT (Rs.)

1 Basic
2 Dearness Allowance
3 Special Allowance
4 HRA
5 City Compensator allowance
6 Grand Total
7 Less net of taxes arrived as above
8 Last drawn gross salary (notional)
The dependent family / ex-employee is eligible for the following Pension, before commutation
(from the Bank / other Institution), at present:
PARTICULARS OF FROM OTHER

FROM OUR BANK
PENSION PAYABLE * INSTITUTION
Basic Pension Rs Rs
Dearness Allowance Rs Rs
Other allowances Rs Rs
Total Rs Rs
* In case the Pension amount shown is after commutation, then the commuted
amount should be specified separately.
VIEWS / RECOMMENDATIONS OF THE BRANCH / OFFICE
Place :
Date : Manager / Senior Manager D M / Asst.Gen. Manager / D G M
(With Office Seal)

List of Office-bearers elected at 17th General Body Meeting
held at Lucknow on 24th and 25th November 2018
RESPONSIBILITY NAME PLACE OF WORK CONTACT

PRESIDENT SRI ATUL KAPOOR CHANDIGARH 9417005021
VICE PRESIDENT SRI HAJARI LAL MEENA JAIPUR 9414312398
GENERAL SECRETARY SRI SUBRAMANI K BENGALURU 9448804684
ORGANISING GENERAL SECRETARY SRI KAMAL KANT SHARMA CHANDIGARH 7508913453
TREASURER SRI ABHISHEK B BENGALURU 9535352662
ASSISTANT GENERAL SECRETARY SRI NAVIN KUMAR SINGH RANCHI 9771520025
ASSISTANT GENERAL SECRETARY SRI CHIMAN LAL MUTNEJA CHANDIGARH 9855251122
ASSISTANT GENERAL SECRETARY SRI NITISH SAHU LUCKNOW 7266806105
ASSISTANT GENERAL SECRETARY SRI YOGESH BIDKAR MUMBAI 9167574630
ASSISTANT GENERAL SECRETARY SRI RAGHAVENDRA ACHARYA BENGALURU 9886854150
ASSISTANT GENERAL SECRETARY SRI SUNNY PHILLIP HO BENGALURU 9465967888
ASSISTANT GENERAL SECRETARY SRI BANSI BALA DELHI 7755927950
ASSISTANT GENERAL SECRETARY SRI UDAY KUMAR INSPECTION WING 7004103732
ASSISTANT GENERAL SECRETARY SRI TUSHAR KANTI SINHA RANCHI 9471500916
CIRCLE SECRETARY SRI LOKESH AHMEDABAD 8003313216
CIRCLE SECRETARY SRI VIMAL V BENGALURU 8173030011
CIRCLE SECRETARY SRI DILIP KUMAR HANSDA BHOPAL 8002100234
CIRCLE SECRETARY SRI MALLIK PARTH SARTHI BHUBHANESHWAR 7978163217
CIRCLE SECRETARY SRI KISHORE AYUSHMAN CHANDIGARH 8558095135
CIRCLE SECRETARY SRI N THANGAVEL CHENNAI 8939436080
CIRCLE SECRETARY SRI PRAKHAR DUBEY DELHI 8192096776
CIRCLE SECRETARY SRI D K SINGH GUWAHATI 9525114405
CIRCLE SECRETARY SRI BHANU PRAKASH HYDERABAD 8332972946
CIRCLE SECRETARY SRI N K MEENA JAIPUR 9950441220
CIRCLE SECRETARY SRI SUMIT KUMAR KARNAL 9215714100
CIRCLE SECRETARY SRI ARVIND TRIPATHI LUCKNOW 7080528811
CIRCLE SECRETARY SRI SATISH KARANTH MANGALURU 7795979279
CIRCLE SECRETARY SRI SRINIWAS RUDRA MUMBAI 9920955309
CIRCLE SECRETARY SRI A K SINGH PATNA 9565995859
CIRCLE SECRETARY SRI ASHISH KUMAR MISHRA PUNE 9939340305
CIRCLE SECRETARY SRI SANTOSH KUMAR SAHOO RANCHI 7004054990
CIRCLE SECRETARY SRI AJIT KUMAR TRIVANDRUM 9895670798
CIRCLE SECRETARY SRI BASANT KUMAR SINGH INSPECTION WING 8861412489
PLACE OF
RESPONSIBILITY NAME WORK CONTACT
EC MEMBER SRI NITESH SHARMA AGRA 9412455676
EC MEMBER SRI SHIV KUMAR GUPTA AJMER 9931668042
EC MEMBER SRI TRIYAKSH MISHRA ALIGARH 9015064336
EC MEMBER SRI ASHU KHANDELWAL AMRITSAR 9501018360
EC MEMBER SRI PRASHANT PARIKH BHARATPUR 9887982025
EC MEMBER SMT PALLAVI SHARMA MEHATPUR UNA 9882429370
EC MEMBER SRI PUNEET CHATURVEDI DELHI 7060791963
EC MEMBER SRI DINAR JADHAV MUMBAI 8928027688
EC MEMBER SRI D S ICHAGUTTU RANCHI 7717703395
EC MEMBER SRI SAURABH SHARMA DELHI ZI 8894760785
EC MEMBER SRI VIKASH CHANDRA ETAH 8899561903
EC MEMBER SRI RAJ BARDHAN REDDY HYDERABAD 9949043631
EC MEMBER SRI SUKHBIR SINGH JAGADHARI 8572802802
EC MEMBER SRI RITU RAJ JODHPUR 9602212978
EC MEMBER SRI AMAN GUPTA RANCHI 7488036125
EC MEMBER SRI AMIT KUMAR KIRATPUR SAHIB 9915589639
EC MEMBER SRI SAMIR K LAHIRI LUCKNOW 9450443603
EC MEMBER Ms BABITA ANAND RANCHI 7004087204
EC MEMBER SRI RAJNISH DHIR LUDHIANA 9855244776
SRI RUPESH KUMAR
EC MEMBER SACHDEVA MAUJGARH 9465510700
EC MEMBER SRI HARI LAL SARDAR RANCHI 9939632837
EC MEMBER SRI DEEPAK PATEL MUMBAI 9869272745
EC MEMBER SRI RAJIV AGNIHOTRI RSTC AGRA 9935221756
EC MEMBER SRI ANSHUL DUTTA SHIMLA 9419356484
EC MEMBER SRI SANJAY KUMAR SINGH RANCHI 8987527149
EC MEMBER SRI RAHUL SINGLA TAPAMANDI 9876136893
EC MEMBER SRI MANOJ KUMAR PANDEY ZI DELHI 8755128475
BHARAT MATA KI JAI

CBOO ZINDABAD * NOBO ZINDABAD * BMS ZINDABAD
त्याग !! तपस्या !! बलिदान !!

Maargadarshika With Circulars-Compressed

Загружено:

Сведения о документе

Исходное описание:

Оригинальное название

Авторское право

Доступные форматы

Поделиться этим документом

Поделиться или встроить документ

Параметры публикации

Этот документ был вам полезен?

Это неприемлемый материал?

Авторское право:

Доступные форматы

Maargadarshika With Circulars-Compressed

Загружено:

Авторское право:

Доступные форматы

jk"Vª fgr AA m|ksx fgr AA Jfed fgr AA

CANARA BANK OFFICERS' ORGANISATION (Regd.)

Founder : Canara Bank Founder : BMS

'kqHkz T;ksRluka iqyfdr ;kfefue~

lIr dksfV dksfV daB dydy fuukn djkys

fjiqnyokfj.khe~ ekrje~AA oUns ekrje~ A

rqfe fo|k rqfe èkeZ

Roa fg nqxkZ n'kçgj.kèkkfj.kh

';keyke~] ljyke~ lqfLerke~] Hkwf"krke~

oUns ekrje~ A oUns ekrje~ A oUns ekrje~ A

We have profound pleasure to hand you the “MAARGADARSHIKA” on the occasion

CBOO is a Nationalist Trade Union of Officers in the Banking Industry, affiliated to

CBOO is a non-political organisation, and is not controlled by any political party.

In the Banking Industry, it is of paramount importance that we acquire knowledge

BHARAT MATA KI JAI

ge vius Je lhdj ls Ålj esa Lo.kZ mxk nsxs A

vU; fdlh ds eq¡g dh jksVh gjuk viuk dke ugÈ A

jksVh] diM+k] edku] f'k{kk vko';drk thou dh A

Hkkjr ekrk dk lq[k xkSjo çk.kksa ls Hkh I;kjk gS A

ekuork ds fy, m"kk dh fdj.k txkus okys ge A

BHARATIYA MAZDOOR SANGH & NOBO

BMS dh D;k igpku & R;kx] riL;k vkSj cfynku

CANARA BANK OFFICERS’ORGANISATION (CBOO)

Shri Dattopant Thengadi (Dattatreya Bapurao Thengadi)

Ø TO PROMOTE UNITY AMONGST THE MEMBERS

Ø TO WORK FOR THE WELFARE OF THE MEMBERS

Ø TO HAVE EMPATHY FOR THE NEEDS OF THE MEMBERS

Ø TO ENSURE DIGNITY OF MEMBERS

Ø TO SPREAD KNOWLEDGE AND PREPARE THE MEMBERS TO DISCHARGE

Ø TO REMOVE FEAR THROUGH AWARENESS AND PROVIDE A SENSE OF

Ø TO HAVE TWO-WAY COMMUNICATION WITH MEMBERS

Ø TO ENSURE GOOD WORKING CONDITIONS & ENVIRONMENT

Ø TO PROVIDE ASSISTANCE IN DISCIPLINARY MATTERS

Ø TO DEVELOP TRUST & BONDING AMONGST THE MEMBERS

Ø TO TAKE CARE OF EACH OTHER

Ø TO PROMOTE THE PHILOSOPHY ‘BANK FIRST –SELF NEXT’

Ø TO DEVELOP THE LEADERS FOR THE FUTURE

Ø TO DISCHARGE DUTY TOWARDS SOCIETY, NATURE & COUNTRY

Ø TO INCULCATE GOOD HUMAN VALUES IN THE MEMBERS

The Spirit of Service

I sing I laugh I dance I clap,

TRANSFER OF OFFICERS / MANAGERS - IMPORTANT ASPECTS

Ø The charge should be properly handed over / taken over.

Ø Like-wise, sometimes the circumstances may necessitate the shifting of family/belongings

a) Notional II AC class train fare by shortest route

Ø a) Transfer from Home State to Other States :

b) Transfer within contiguous States:

HALTING ALLOWANCE (w.e.f. 01-06-2015)

[List of Approved Transporters is available in CANNET/HRMS]

b) COMPENSATION ON TRANSFER (w.e.f. 01-06-2015) (HO CIR 342/2015)

d) A copy of the transfer orders should be enclosed.

e) Local Conveyance - Distance travelled should invariably be mentioned.

[TAXI is not a mode of Local Conveyance for Officers up to Scale III.]

a) Scale I Officers/2nd line Managers in branches/

Ø Two-wheelers can be shifted as additional entitlement.

# a) Four Wheeler - 1000 cc & above - Rs. 9.00 per km

Officers in JMG :: Rs. 800/- in Major 'A' Class Cities

THE ABOVE INFORMATION IS ONLY ILLUSTRATIVE AND SUGGESTIVE. PLEASE BE

IMPORTANT GUIDELINES ON LEAVE FARE CONCESSION ( LFC )

MANAGERS / SENIOR MANAGERS

H. O. Cir. 241/2000: The Officers have to fly by Domestic Airlines only.

I Class by train OR AC Sleeper II, if actually travelled.