STOP BLAMING UFBU

STOP BLAMING UFBU           

 ================== 

The Wrestling Bout for updation of pension is over. The referee (Hon'ble SC) will  declare the winner  on the basis of facts and law placed before it. 

What I emphasize is that we need the active support of the negotiating unions even if the judgement would be favourable.  

Even if the SC holds the view that Reg. 35(1) provides for  updation of pension, since no formula for updation of pension is prescribed in Appendix-I, it has to be provided for by way of an amendment, unless the SC gives a clear direction to update our pension as per the formula adopted in RBI.

Supreme court can not amend the statute. Hence there would be a need to negotiate and finalise the formula. 

Because the UFBU  represents the future pensioners, who are now in service, the  formula for updation  will have to be negotiated between IBA and UFBU to make it applicable to the future pensioners.

We would have no other go but to look at UFBU for updation of pension in the worst event of a negative decision by SC. IT  WOULD  REQUIRE A JOINT STRUGGLE BY UFBU AND THE RETIREES' UNIONS TO ACHIEVE PENSION UPDATION.

Therefore while waiting for the judgement let us stop  blaming UFBU leadership. 🙏

Govt. plans to reduce stake in 4 Public Sector Banks. k

IDBI BANK SOLD OUT 64%

IDBI BANK SOLD OUT

What actually happened today — *October 14, 2026*:

The Cabinet Committee on Economic Affairs (CCEA) approved the *strategic restructuring / sale of IDBI Bank to Canada's Fairfax Financial Holdings*:

- *Buyer:* M/s 10955230 Canada Inc, subsidiary of Fairfax Financial Holdings (Prem Watsa group)

- *Stake being sold: 60.72%* for *Rs 52,878 crore at Rs 81/share*

   - Govt of India is selling *30.48%*

   - LIC is selling *30.24%*

- *Govt is NOT selling its entire stake:*

   - Govt will retain *15%*

   - LIC will retain *19%*

   - Together they still hold *34%*

- The govt has called it a "strategic restructuring" rather than a full disinvestment for this reason

- It is being termed the *largest-ever FDI in India's financial sector*, and the biggest disinvestment since Air India. 0057502b

Other conditions:

- Fairfax will have to make an open offer to minority shareholders

- Fairfax will have to reduce its stake from ∼60% to 26% (RBI promoter norm) over 15 years after a lock-in period

- It also has to exit / merge its existing 40% stake in CSB Bank

- The share purchase agreement is expected to be signed by end of FY26, subject to RBI approval

So IDBI will come under Canadian control, but Govt + LIC still remain as significant shareholders with 34% — it's not a 100% foreign-owned bank yet, and the deal is approved, not fully closed.

Govt announces Bonus for Railway Employees, Staff to get 78 days salary as Bonus

The Union Cabinet has approved the Productivity Linked Bonus (PLB) equivalent to 78 days’ wages for eligible Indian Railways employees. This annual festive bonus serves as a token of appreciation ahead of the Durga Puja, Dussehra, and Diwali holidays

The bonus rewards the staff for a stellar performance during the 2025–26 financial year, during which the national transporter loaded a record 1,670 Million Tonnes of cargo and carried nearly 7.41 Billion passengers.

While over 11.4 lakh Group C staff members are covered, the PLB explicitly excludes Railway Protection Force (RPF) and Railway Protection Special Force (RPSF) personnel. RPF/RPSF personnel are instead governed by separate central government ad-hoc bonus rules.

Employees want more Bonus

There has been growing friction between railway employee unions and the current formula. Organizations like the Indian Railways Technical Supervisors’ Association (IRTSA) have formally urged the Ministry of Railways to update the decades-old ceiling. They argue that with a real minimum wage of ₹21,000 for unskilled workers, the calculation cap should be raised to at least ₹18,000 plus Dearness Allowance (DA), which would lift the annual festive bonus closer to ₹46,184.

How bonus is calculated?

The maximum payout is capped at ₹17,951 due to an active legal calculation cap. The calculation uses a predefined monthly wage cap of ₹7,000, which has 

Even if an employee’s actual monthly salary is much higher, the bonus is mathematically calculated as: (₹7,000 ÷ 30.4) × 78 ≈ ₹17,951.

Any eligible employee whose monthly salary is below ₹7,000 will have their bonus calculated using their actual lower monthly pay.

Madras High Court Says Loan Defaulter Cannot Be Stopped From Travelling Abroad Without Fraud

The Madras High Court has held that a person who has defaulted on a loan cannot be forced to remain in India only to ensure repayment of the loan when there is no allegation or evidence of fraud. The court observed that taking a loan does not mean that a citizen gives up his constitutional and legal rights, including the right to travel.

Justice V. Lakshminarayanan made the observations while hearing a review petition filed by Bank of Baroda against an earlier order that had revoked a Look Out Circular (LOC) issued against a loan defaulter.

The case concerned Kondepati Ganga Prasad, who was a promoter director of an entity that had taken a loan from Vijaya Bank. Vijaya Bank was later merged with Bank of Baroda. After the loan remained unpaid, Bank of Baroda initiated proceedings under the Insolvency and Bankruptcy Code (IBC) as a financial creditor.

The National Company Law Tribunal (NCLT) subsequently approved a resolution plan, which was implemented and the debt of the principal borrower was settled. However, the LOC issued against Prasad continued.

Prasad then approached the Madras High Court seeking removal of the LOC. During the proceedings, the Central Government informed the court that the LOC had been opened based on a request made by the bank.

The bank acknowledged that the loan account had been closed following implementation of the resolution plan but wanted the LOC against Prasad to continue. The High Court, however, revoked the LOC.

Bank of Baroda subsequently filed a review petition against the order. The bank argued that although the debt of the principal borrower had been extinguished under the resolution plan, the LOC should continue because Prasad was a guarantor.

The bank also submitted that the resolution professional had advised it to initiate bankruptcy proceedings against Prasad and that the matter was being discussed with other consortium banks.

PLI Scheme – Modification in the revised formula

Absence from Duty can’t be treated as Unauthorised Absence

The Patna High Court has ruled that mere absence from duty cannot by itself be treated as wilful or unauthorised absence, particularly when an employee provides medical records to support the absence.

This is a very important judgement related to bank employees. The case is related to a bank employee.

A Single Judge Bench of Justice Harish Kumar was hearing a petition filed by a State Bank of India (SBI) officer challenging notices through which the bank had treated him as having voluntarily vacated his service after he failed to report for duty.

The petitioner had joined SBI in 1989 and had completed more than 30 years of service. He was transferred from the Digha Branch in Patna to the Muzaffarpur Zone in June 2019 and was later placed at the disposal of the Regional Business Office in Bettiah.

The employee said that he was suffering from acute jaundice and had been advised complete rest for at least 45 days. His application for sick leave from July 1 to July 31, 2019 was approved through the bank’s HRMS portal.

He later developed severe pain in his legs and consulted an orthopaedic surgeon. The doctor advised him to take further rest until December 2019.

The bank subsequently declined the leave and treated his absence from June 29, 2019 onwards as unauthorised. It issued a notice under Rule 40(3) of the SBI Officers’ Service Rules, 1992, directing him to report for duty within 30 days. The notice stated that failure to report would result in him being deemed to have voluntarily vacated his office.

A second notice dated December 13, 2019 declared that the employee had voluntarily vacated his service with effect from December 7, 2019.

The High Court examined Rule 40 of the SBI Officers’ Service Rules. It noted that Rule 40(2) deals with an officer overstaying leave and allows the bank to take appropriate action. Rule 40(3), subject to certain conditions, allows prolonged absence to be treated as voluntary vacation of service.

However, the court said that the severe consequence under Rule 40(3) could not be imposed without first determining whether the employee’s absence was actually unauthorised or amounted to overstaying leave.

The court made a distinction between simple absence from duty and wilful or unauthorised absence. It observed that merely because an employee was not physically present at the place of posting, it could not automatically be concluded that the absence was deliberate or without justification.

The court said that when an employee claims to be absent because of medical reasons, the competent authority must consider the reasons given by the employee and examine the medical documents submitted in support of the claim.

The High Court noted that the petitioner had submitted medical prescriptions and reports. The bank had not specifically disputed or established that these medical documents were not genuine.

The court also observed that even if the initial leave approval had been granted by an authority that was not competent to sanction it, the bank should have forwarded the leave application to the competent authority for consideration. It could not simply treat the entire period of absence as unauthorised.

The High Court also referred to the Supreme Court’s judgment in Krushnakant B. Parmar. The court noted that absence caused by compelling circumstances such as illness, an accident or hospitalisation cannot automatically be considered wilful absence or a lack of devotion to duty.

The court held that the bank’s action did not meet the requirements of fairness and reasonableness under Article 14 of the Constitution. It also found a violation of the principles of natural justice because the employee was not given a fair and meaningful opportunity to explain his alleged unauthorised absence before the serious consequence of voluntary vacation of service was imposed.

Why it's time for Indian Banks to finally adopt a five day working week

🔥 ৫-দিনের ব্যাংকিং — এখন এটি শুধুমাত্র ইউনিয়নের একটি চাহিদা নয়, এটি একটি যৌক্তিক প্রয়োজনীয়তা! 🏦

ভারতীয় ব্যাংকিং শিল্পের জন্য সোমবার থেকে শুক্রবার পর্যন্ত কাজের সময় নেওয়ার সময় কি এখনও আসেনি?

📌 সাম্প্রতিক বিস্তারিত নিবন্ধে, ৫-দিনের ব্যাংকিং বিষয়ে বেশ কিছু গুরুত্বপূর্ণ তথ্য উপস্থিত রয়েছে:

✅ ১.৮ মিলিয়ন ব্যাংক কর্মীদের সুস্থতা এবং কাজ-জীবন সম্পূর্ণ করা

✅ ২০২৪ সালে একটি পিয়ার-রিভিউয়াড গবেষণায়, ৮২.২% ব্যাংক কর্মীরা মাঝামাঝি-উচ্চ বার্নআউট অভিজ্ঞতা করেছেন।

যারা ৮ ঘন্টা বেশি কাজ করে তারা বার্নআউট এবং চাপের সম্পূর্ণ বেশি ঝুঁকি সহকারে আছে।

✅ আরএবি এবং সেন্ট্রাল সরকারের অফিসগুলি ১৯৮৫ সাল থেকে ৫ দিনের সপ্তাহে কাজ করছে।

স্টক এক্সচেঞ্জ এবং আর্থিক নিয়ন্ত্রকদের সম্প্রদায় জীবন সম্পূর্ণ কাজের সপ্তাহ রয়েছে। এলআইসি একটি ৫-দিনের সপ্তাহে কাজের সপ্তাহ গ্রহণ করেছে।

📱 অন্যদিকে, ডিজিটাল ব্যাংকিং গ্রাহকদের শারীরিক শাখাগুলিতে নির্ভর

যখন আরবিআই করতে পারে ৫ দিন, সরকার ৫ দিন, স্টক এক্সচেঞ্জ ৫ দিন, এলআইসি ৫ দিন...

তাহলে ব্যাংকারদের জন্য কেন ৬ দিন?

"দেশের সবার জন্য ৫ দিন, কিন্তু ব্যাংকারদের জন্য মাত্র ৬ দিন?"

এখন আমাদের শুধু নিশ্চয়তা দরকার নেই।

এখন আমাদের শুধু একটি প্রস্তাব দরকার নেই।

এখন আমাদের শুধু একটি কমিটি দরকার নেই।

🔥 চাইয়ে — বাস্তবায়নের তারিখ!

৫-দিনের ব্যাংকিং — এখনই বাস্তবায়ন করুন! 🏦✊

#5DayBanking #Bankers #BankEmployees #BankingNews #FiveDayBanking #UFBU #AIBEA #BankingIndustry #BankersUnity #BankerNilanjana

Wage comparison Bank RBI LICI

Expected DA for Bankers from Nov'26

Expected DA  Calculation Updated on 30.09.26 on the basis of CPI for the month of Aug'26 with the assumptions of CPI for the month of Sep'26 . The CPI for the month of Aug'26 announced on 30.09.26 as 154.40 with an increase of 1.20 points from Jul'26. (as per revised base year 2016) (The base year was changed from Oct 2020) 

1. Keeping in view of recent CPI announced , we may assume there would be an increase in CPI index by 1.20 point in the month of Sep'26. Accordingly, on this assumption, we may expect there would be an increase of 3.54% DA in terms of 12^th BPS on revised pay. Total 31.37% DA will become payable from Nov'26.
2. On assumptions if there is an increase in CPI index by 1.10 point in the month of Sep'26, we may expect there would be be an increase of 3.50% DA in terms of 12^th BPS on revised pay. Total 31.33 % DA will become payable from Nov'26.
3. On assumptions if there is an increase in CPI index 1.00 point in the month of Sep'26, we may expect there would be be an increase of 3.47% DA in terms of 12^th BPS on revised pay. Total 31.30% DA will become payable from Nov'26.

Govt proposal for 5 days Banking

As far as I received information regarding the 5-Day Banking:*

1. Govt has declined the proposal of 40mins extra working time in 5 days. DFS asked for an alternative as stakeholders are not ready for it.

2. There is a proposal of existing Saturday (1st and 3rd) as usual opening and on those Saturdays staff will come on rotation basis which means 5day for staff but 6day for customers.

3. There is another proposal of 7-day banking from DFS. Staff will come on a rotation basis and will work for 5 days but the bank will be opened for 7 days. (This is quite impossible because there are not sufficient staffs in small banks)

Govt is insisting on number 3, so that *merger* can get effective and staff shortage will not be any barrier to the proposal, but they are not ready to recruit more staff in the banking sector rather they are asking to promote digital system and Alternate channels.

So like bipartite settlement, a committee has been formed so that they can talk to the stakeholders for an alternative solution to implement 5 day banking asap..

Govt has also craftily included customers to the list of stakeholders, and we know that the majority of customers don't want this.

So, the first meeting of this committee is very important and let's see what comes out...

For 5 days banking 47 meeting already gone..... How many ufbu need?

For 5 days banking and PLI issue a high level meeting willl be held tomorrow

Strike Deferred

Enhancement of gratuity celling from 20 lakh to 25 lakh for banks employees

Please Speak for the Banking Workforce*

To

The MDs & CEOs

All Public Sector Banks of India

 *Subject: An Appeal from Your Junior Colleagues - Please Speak for the Banking Workforce* 

Sir/Madam,

There was a time when the leadership of nationalised banks came from outside the banking workforce. Today, many of our MDs & CEOs have risen through the very system they now lead.

This change happened because generations of bank employees built and strengthened the Public Sector Banking system.

Therefore, we believe you understand the ground realities better than anyone else.

 *Today, however, your junior colleagues are deeply pained to see our justified demands being questioned, vilified and, at times, met with threats.* 

You know the reality inside our branches.

 *There are virtually no fixed working hours.

A banker's day may begin around 10 AM and continue for another 10–12 hours. Targets, compliance, business development, audits, recovery, government schemes and customer service have all increased enormously.* 

 *And behind these numbers are human beings and families.* 

The consequences are visible in the growing stress, fatigue and health concerns across the workforce.

We cannot build a strong banking system on an exhausted workforce.

This is why 5-Day Banking is not a demand to work less.

WE DON'T WANT TO WORK LESS.

WE WANT TO WORK BETTER.

Five-day banking can provide employees with the much-needed two-day weekly rest while allowing better planning, productivity and work-life balance.

We therefore appeal to you:

Please speak to the DFS.

Please speak to the Government.

Please tell them the ground reality.

 *Please convey the sentiments of nearly 8 lakh bank employees and their families.* 

You are not outsiders to this system.

You have grown through this system.

You know its pressures.

You know its people.

 *Today, your junior colleagues look towards you.* 

STAND WITH YOUR WORKFORCE.

SPEAK FOR THE BANKING SYSTEM.

SUPPORT 5-DAY BANKING.

Because a stronger banking system begins with a healthier workforce.

The government never committed to a five-day workweek for banks

The government never committed to a five-day workweek for banks and the issue was not discussed during wage settlement negotiations, a finance ministry source said.

The clarification comes days before bank employees go on a nationwide three-day strike, starting September 28, in support of the demand.

Bank unions claim the industry body agreed to a five-day week, with Saturdays declared holidays, as part of a wage settlement signed in March 2024.

Link in comment

#Bank #FinanceMinistry

A meeting was conducted between AIBOA and IBA at the office of Deputy CLC in New Delhi on 23 September 2026.

#BankStrike

A meeting was conducted between AIBOA and IBA at the office of Deputy CLC in New Delhi on 23 September 2026.

During the meeting, AIBOA raised several concerns related to the demands mentioned in its strike notice. The association demanded proportionate payment of annualised pay to bank employees, from executives to the last employee on the payroll.

AIBOA also opposed the proposed privatisation of IDBI Bank. It referred to earlier government commitments to maintain 51% ownership in the bank and argued that the government could increase its holding by purchasing shares from the market. The association also raised concerns about the possible impact of foreign ownership on public sector banking, reservation provisions and facilities for differently abled employees, and demanded that the proposed privatisation be stopped.

The association also raised the long-pending demand for five-day banking. It pointed out that the issue had been discussed under earlier agreements and the 9th Joint Note signed on March 8, 2024, but the matter remains unresolved. AIBOA stated that other financial institutions such as RBI, NABARD and LIC follow a five-day working week and demanded that banks should also adopt the system. It also sought an advisory from the Government for banks to complete daily work by 6 PM.

The IBA requested AIBOA to withdraw the proposed strike and said that government has taken a lot of welfare measures for bank employees.

On five-day banking, DFS stated that the demand is under consideration by the Government, but no specific timeline could be given at present.

The DFS representative therefore appealed to AIBOA to call off the proposed strike from September 28 to 30.

However, AIBOA maintained that no satisfactory solution had been offered by IBA and DFS and that sufficient positive steps had not been taken to resolve its demands. The association therefore stated that it had no option but to continue with its proposed strike.

Banking Employees – Welfare and Working Condition currently

Banking Employees – Welfare and Working Condition currently 

1. Excessive working hours – In many banks, employees may work from around 10:00 a.m. until 10:00 p.m., resulting in poor work-life balance.

2. Maternity leave – Employees have raised concerns about whether the available maternity leave and related support are adequate for working mothers.

3. Frequent transfers – Branch transfers every three years and transfers to other states every five years can create difficulties for family life, children's education, and care of elderly parents. Frequent relocation can also make it difficult for spouses to live together.

4. Different PLI/incentive settlements – Differences in performance-linked incentive arrangements among employees can create concerns about fairness and equal treatment.

5. Working on all seven days – Employees may be required to work beyond the normal weekly schedule, including Sundays or holidays in certain situations, increasing workload and stress.

6. Promotion linked to insurance sales – Linking promotion or career progression substantially to insurance-selling targets can create pressure on employees whose primary banking responsibilities are different.

7. Limited career growth – Employees may face limited opportunities for promotion, skill development, and career progression.

8. Inadequate pay structure – Employees may have concerns about whether the salary and allowances adequately reflect workload, responsibilities, and working hours.

Government vs UFBU