Gramin Bank Employees request Management to provide AC in branches

The Baroda UP Bank Employees Union, which is affiliated with the All India Regional Rural Bank Employees Association (AIRRBEA), has issued an urgent request to the bank management to install air conditioners in branches throughout Uttar Pradesh. This plea comes as the region grapples with a severe heat wave that is significantly impacting the health and productivity of bank employees.

The union’s letter highlights the extreme discomfort and health risks faced by employees due to soaring temperatures. Bankers are experiencing headaches, migraines, vomiting, and other heat-related illnesses, which make it challenging for them to perform their duties effectively. The union argues that air conditioning is not a luxury but a necessity for maintaining a safe and efficient work environment.

The heatwave this summer has become a life-threatening issue for both government officials and the general public. During the 2024 Lok Sabha elections, several polling officials in Bihar and Uttar Pradesh lost their lives due to heat-related conditions. In Uttar Pradesh alone, 33 poll personnel succumbed to the extreme heat during the seventh phase of the Lok Sabha election held in 13 constituencies.

Another issue raised in the letter is the discrimination in the installation of air conditioners. While some branches have had air conditioners installed, they are primarily located in officers’ cabins, neglecting the clerical workforce. A union member expressed concern and stated that this unequal treatment within the same bank is unfair and needs to be rectified immediately. The union insists that the issue should be resolved promptly to ensure fair and equal working conditions for all employees.

In their appeal, the union commended the dedication and resilience demonstrated by bank employees, who have continued to provide exceptional service despite the harsh working conditions. This commitment was evident in the recent FY24 annual results, where the bank achieved impressive financial performance. The union believes that providing a conducive work environment, including the installation of air conditioners, is vital for sustaining this high level of service and employee morale.

Public Sector Banks to soon launch new schemes for women

Public-sector banks (PSBs) are set to launch customized financial schemes specifically designed for women, particularly entrepreneurs and startup founders. These schemes aim to address the challenge faced by women in accessing funding through existing channels. The department of financial services has instructed banks to develop strategies to support women customers as part of the Enhanced Access and Service Excellence (EASE 7.0) reforms agenda. EASE 7.0 focuses on various aspects such as risk assessment, management of non-performing assets, financial inclusion, customer service, and digital transformation.

Recognition of Women’s Influence in General Elections

Women played a significant role in the recent general elections, with approximately 312 million women voters. According to pollsters, more women turned out to vote than men, and a larger number of women voted for the National Democratic Alliance (NDA), which is poised to form the new government.

Key Features of EASE 7.0 Reforms

The latest EASE reforms include the introduction of special banking services for women entrepreneurs and the organization of ‘loan melas’ (loan fairs) for those seeking financial support for their ventures. PSBs will also facilitate programs to connect women founders with startup incubators to assist them in scaling their ventures. Additionally, banks will organize camps to provide financial education to women, encourage them to become part of the banking system, help them access the benefits of various government schemes, and educate them about investing and financial planning.

Focus on Empowering Women Entrepreneurs

The head of a public sector bank, speaking on the condition of anonymity, stated that women support programs would be the central theme of EASE 7.0. They expressed confidence in the potential of their female customer base to advance and become successful entrepreneurs. Public-sector banks are eager to provide support through new and innovative financial products.

Importance of EASE Reforms

The EASE reforms have been a significant priority for the banking industry since FY19. Managed by the EASE steering committee of the Indian Banks’ Association, these reforms aim to enhance the capabilities of PSBs and meet the evolving demands of the industry. The reforms also establish a common platform for large and mid-size banks to adopt and reinforce best practices to improve customer service at PSBs.

Evolution of EASE Reforms

The EASE reforms have progressed through several versions. The initial versions focused on establishing a strong foundation and addressing operational and capability gaps. Subsequent versions focused on building new capabilities through digital innovations and analytics, improving performance through data and technology, and enhancing the digital customer experience. EASE 6.0 (FY24) concentrated on delivering excellence in customer service through technology and capability building.

EASE 7.0: Exclusive Focus on Women

EASE 7.0 will exclusively concentrate on women empowerment, ensuring that PSBs provide comprehensive financial support to women. The aim is to enable women to thrive as entrepreneurs and achieve success in their ventures. Efforts will be made to facilitate women’s access to financial services and empower them through various financial products and support mechanisms.

Consumer Forum imposes Fine on HDFC Bank for doing insurance without customer permission

The District Consumer Disputes Redressal Commission has imposed a fine on HDFC Bank for insuring a consumer without his consent. The bank has been ordered to return the premium amount along with interest, as it was considered wrong to deduct the premium amount and transfer it to the insurance company. Additionally, both the bank and the insurance company have been asked to deposit Rs. 25,000 each in the Consumer Welfare Fund.

Background of the Case

Rajkumar Saini of Jagguka Wali Dhani had opened an account in the Nawalgarh branch of HDFC Bank. The bank insured him without taking his consent. When Rajkumar Saini found out about the insurance policy, he requested to cancel it within the allowed time frame. However, the bank and the insurance company did not pay attention to his request. After 48 days, even though there was only Rs. 49 in his account, the bank transferred Rs. 15,675 of the premium amount to Aditya Birla Capital Sunlife  Insurance Company. As a result, the account holder’s balance went into the negative and the account was put on hold.

Decision of the Consumer Commission

Rajkumar Saini filed a complaint with the District Consumer Disputes Redressal Commission. The commission, presided over by Manoj Meel (District Commission President) and Neetu Saini (member), considered the bank’s actions unfair. They ordered HDFC Bank and the insurance company to deposit Rs. 25,000 each in the Consumer Welfare Fund. Furthermore, they directed the bank to return the premium amount of Rs. 15,675 with interest to Rajkumar Saini. Additionally, the bank was ordered to pay Rs. 7,500 for mental agony and Rs. 3,300 for complaint expenses.

Commission’s Directive for Compliance

The commission also directed HDFC Bank and the insurance company to clearly display the terms and conditions of insurance policies and the claim process in bold letters at their workplaces. This is to ensure that customers are well-informed and can easily understand the policies. The commission requested that a compliance report be sent to them within 15 days.

DA FOR BANKER Increase only 4 slab From May to July 2024

DA FOR BANKER Increase only 4 slabFrom May to July 204

AT LAST CPI PUBLISHED AND DA FOR BANKER INCREASE ONLY 4 SLAB I.E .24%  OF BASIC

DETAILS CHART WILL BE PUBLISHED AFTER 10 PM

CPI(IW) RELEASED FOR 3 MONTHS FEB-APRIL 24 ON DATE BY GOI THRU PRESS RELEASE,FOR ACTIVE EMPLOYEES WEF MAY 24 INCREASE IN DA RATE IS 0.24%(MAY 24 is 15.97% MINUS FEB 24 is 15.73) OF REVISED 12 BPS PAY....

Female Bank Employee resigns after being insulted in Bank, Read her story

Recently, a bank employee named Nitika Kumari shared a post on Linkedln about the workplace toxicity. She mentioned about the humiliation she faced in bank and the toxic work culture prevailing in banks.

What she said?

I have been working in HSBC GSC HYD for more than a year and as this journey comes to an end now, I would like to share my experience with you all.
The first thing that comes in our mind while joining any new company is about their workplace environment and their HR policies.

There have been quite a few incidents that happened during the last one year which I neglected thinking “Isn’t this what corporate life feels like?” I neglected everything to the point where it became unbearable for me and made me go through some serious mental health issues and panic attacks.

The most recent incident that I would like to share with you all is when I was ethnically humiliated by one of my colleague.
The incident happened on 22 April 2024 when I was subjected to ethnically insensitive remarks by my colleague Ajmeera Ashok. The exacts words which was used by him is ‘EK CHAMAAT MAARENGE, BIHAR PAHUCH JAOGI’ which exactly means – I will slap you so hard, you will go back to Bihar.

I did follow the protocol and informed my manager Ayeesha Talukdar about the whole incident but nothing came out of it, except for a team meeting where I was told that my colleague did not physically assault me, it was just a hatred comment which I can let go of.

I reached out to the concerned HR team and filed a POSH Complaint for the same, after weeks of the incident, on 3 May, I received an email from the HR team to give feedback for the same without any updates on what action was taken.

I did let go of everything thinking that anyways I will be leaving the office soon as I am currently in my notice period when another incident happened.

I was on a smoke break when VINAY KUMAR RAJULDEV, AMO from the UK CDD team approached me and made objectifying remarks on me. The comment he made was ‘Tmhare jaisi ladki hum aaj tk ni dekhe hai, akele pura UK team ka naam kharab kr k rkhi hai.’ which means – He has never seen a girl like me, I have ruined the name of their team. I did ask him the reason for saying such things to which he replied ‘tmhare alawa kisi UK team ki ladki ko hm ni dkhe hai cigarette pite huye’ which means – he has never seen any girl from the UK team smoking cigarettes. Later while going back inside the office, I saw him eating tobacco and spitting on the wall inside the office premises.

My LWD is 13 June 2024 and I hope this post reaches to everyone who are currently working in HSBC and to the people who are planning on joining HSBC GSC HYD before I leave.

Bombay High Court says woman should not be denied maternity leave for having child already before job

In a recent case, the Bombay High Court ruled that the birth of a first child before joining the service is not relevant for considering maternity leave eligibility after joining the service. The case involved the Airports Authority of India Workers Union and the Under Secretary, Ministry of Labour. The court held that the objective of the Maternity Benefit Regulation under the AAI Regulations is not to curb population but to provide maternity benefits on two occasions during the service period.

Background of the Case

The petitioner, Kanakavali Raja Armugam, got married in July 1997 and gave birth to one child from her first marriage. After her husband passed away in 2000, she was given compassionate appointment with the Airports Authority of India (AAI) as a junior attendant in 2004. She remarried in 2008 and gave birth to two more children. When she applied for maternity leave after delivering her third child in 2012, her application was rejected by the AAI on the grounds that she already had more than two surviving children. The petitioner argued that the 2003 Regulations should not be applicable to her since she only gave birth to two children after being appointed and her first child was born before her appointment.

Arguments Presented

The petitioner contended that the 2003 Regulations should not apply to her because she only gave birth to two children after joining the service. She argued that the objective of maternity leave is to provide benefits to female employees and that the AAI was not justified in rejecting her application for maternity leave.

On the other hand, the respondent argued that according to the 2003 Regulations, the number of children born to the petitioner should be considered, and since she already had two surviving children at the time of giving birth to her third child, she was not eligible for maternity leave.

Court’s Observations and Decision

The court observed that the objective of the maternity leave provision under the 2003 Regulations is to enable the employee to nurse her child, regain her energy, and regain her level of efficiency. The court noted that the regulation allows female employees with less than two surviving children to be granted maternity leave twice during their service period. The court interpreted the condition of “two surviving children” in the context of the regulation and concluded that it means the female employee needs to give birth to the two surviving children only during the service period. The court emphasized that the objective of the regulation is to provide maternity benefits, not to curb population. Therefore, the birth of the first child before joining the service is not relevant for considering the claim of maternity leave after joining the service.

The court also referred to Article 42 of the Constitution of India, which provides for securing just and humane conditions of work and maternity relief. The court noted that the right to reproduction has been recognized as an important facet of a person’s right to privacy, dignity, and bodily integrity under Article 21. The court relied on the Supreme Court’s decision in the case of B. Shah Vs. Presiding Officer, Labour Court, Coimbatore, which held that legislation for maternity leave is intended to achieve the object of doing social justice to women workers.