UPDATE
AROUND 12 NOON
Bipartite Meeting update...
*In today's meeting IBA offered 8%.
In the meantime on mandate issue above scale 4 AIBOC boycotted the meeting .
Hence today's meeting adjourned.UFBU meeting is going to start.*
UPDATE
AROUND 2.30
n today meeting Iba improved their offer to 8%. We replied it is far below our expectation and urged upon them to improve their offer. We also demanded full mandate. These issues will be pursued further. Thereafter ufbu meeting dcided to go on strike on 26th Dec. against merger of Bob Dena and Vijaya bank. Circular follows.. Chv aibea
Is this BPS methods or mere cheap bargaining without any logic & common sense ?? Unions should have asked for 60% increase~when IBA offered 2% CTC increase~~when IBA did offer 6% increase, Unions should have asked for 50% increase~~when IBA offered 8% increase, Unions should have asked for 45% CTC increase ~~ and finally once IBA offers 25% CTC increase, Unions should settle on 35% CTC increase ! What a deal process is this BPS !!! No logic no justice ...Mere bargaining !
This % game is the real problem.
If negotiations are held with transparency the Unions should demand the reasoning for initial offer of 6 % which now stands raised to 8% .
What is the independent source and data available to UFBU to ensure that ultimate settlement fulfils the agreed % .
They have to depend on IBA only.
Whether after 10 BPS they collected actual data to ensure that total wage burden was near about 15 % they had agreed and included in MOU.
Why they are not ready to put their chart of fixation of various grades as per their expectations let IBA come out with calculation to show as to what % increase the chart prepared by UFBU will lead to.
No one including leaders can vouch that ultimate chart finalised in 10 BPS brought 15 % increase .
There are multiple components and data is with various banks it's next to impossible to work out % increase
Instead first finalise chart and thereafter you can reasonably calculate range within which % increase will lead to.
It will be different for each bank as each bank is be having different mixture of employees with pay scales and even ratio i.f Workmen and Officer is different in each bank .
They deliberately bring in % issue which cannot be calculated perfectly and it is highly impossible to individual employee to verify it is complied with.
Employee at the most can work out % increase he may get in the Gross Salary of November 2018 when salary revision is implemented .
The % increase for each employee will be different and leaders will say that after adding load of other benefits it works out to near to agreed %.
This gap is used as arguing point ti fool employees
If negotiations are held with transparency the Unions should demand the reasoning for initial offer of 6 % which now stands raised to 8% .
What is the independent source and data available to UFBU to ensure that ultimate settlement fulfils the agreed % .
They have to depend on IBA only.
Whether after 10 BPS they collected actual data to ensure that total wage burden was near about 15 % they had agreed and included in MOU.
Why they are not ready to put their chart of fixation of various grades as per their expectations let IBA come out with calculation to show as to what % increase the chart prepared by UFBU will lead to.
No one including leaders can vouch that ultimate chart finalised in 10 BPS brought 15 % increase .
There are multiple components and data is with various banks it's next to impossible to work out % increase
Instead first finalise chart and thereafter you can reasonably calculate range within which % increase will lead to.
It will be different for each bank as each bank is be having different mixture of employees with pay scales and even ratio i.f Workmen and Officer is different in each bank .
They deliberately bring in % issue which cannot be calculated perfectly and it is highly impossible to individual employee to verify it is complied with.
Employee at the most can work out % increase he may get in the Gross Salary of November 2018 when salary revision is implemented .
The % increase for each employee will be different and leaders will say that after adding load of other benefits it works out to near to agreed %.
This gap is used as arguing point ti fool employees
Congratulations to our veteran leaders. Remain at least for next 10 to see natural death of trade union movement in banking industry and to see your next 10 generations to enjoy on billion rupees collected on becoming stooges of government, because Dharamraaj will not allow you to enter even in hell.
Any expert can throw light .
Whether % now offered by IBA @ 8 % is for employees of all cadres or it us based in estimated figures for Workmen staff and Officers hoto Scale 3 only for which IBA is ready to discuss salary revision.
If the scope is extended upto higher cadres also then corresponding increase will be inevitable .
May be in future meeting it will be raised to 10% covering all cadres there by it will be only marginal increase though on paper it will be additional 2 % .
Whether % now offered by IBA @ 8 % is for employees of all cadres or it us based in estimated figures for Workmen staff and Officers hoto Scale 3 only for which IBA is ready to discuss salary revision.
If the scope is extended upto higher cadres also then corresponding increase will be inevitable .
May be in future meeting it will be raised to 10% covering all cadres there by it will be only marginal increase though on paper it will be additional 2 % .
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