The Federal Bank Limited (Officers’) Service Rules

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 INDEX

SI. Contents Page No

No
1. Introduction 3

2. Discipline and Disciplinary Action 16

3. Grades and Categorization of Posts 25

4. Transfer 43

5. Leave 52

6. Leave Travel Concession 99

7. Allowances 116

8. Medical Facilities 159

9. Loans 184

10. Miscellaneous 234

11. Appendix 258

12. Schedules 262

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1 Introduction

1.1 : Title, commencement and application

1.1.1 These rules may be called ' The Federal Bank Limited (Officers’) Service Rules’.

1.1.2 These rules comprise of the rules already in force with its periodical
modifications / amendments made till 01/06/2025.

1.1.3. These rules shall apply to all officers of The Federal Bank Limited and to such
other employees of the Bank to whom they may be made applicable by specific
covenant to that extent and subject to such conditions as stipulated in the covenant.

1.1.4 In these rules, unless the subject or context otherwise requires:

a. words imparting the masculine gender shall be taken to include females; and

b. words in the singular shall include the plural, and vice versa.

1.2 Definitions

1.2.1 "The rules" means these rules and includes the schedule and annexures
appended to these rules.

1.2.2 "Bank" means The Federal Bank Limited.

1.2.3 "Board" means the Board of Directors of the Bank.

1.2.4 "MD & CEO" means the Managing Director & Chief Executive Officer of the
Bank.

1.2.5 "Disciplinary Authority" means the authority which is competent to initiate

disciplinary proceedings and to impose on an officer any penalties specified in rule
2.3.

1.2.6 "Enquiring Authority" means any person appointed by the Disciplinary Authority
for enquiring into the truth of any imputation of misconduct or misbehavior against
an officer.

1.2.7 "Appellate Authority" means the authority specified in the schedule to dispose
of appeals.

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1.2.8 "Reviewing Authority" means the competent authority specified in the
schedule.

1.2.9 "Competent authority" means the authority appointed by the MD & CEO for the
purposes of these rules.

1.2.10 "Salary disbursing authority" means the principal officer or the officer in
charge of the branch, office, or department where from the salary of the officer
concerned is disbursed or any other officer of the Bank so designated by the MD &
CEO or by any other competent authority for the purpose.

1.2.11 "Officer" means a person who holds a supervisory, administrative or

managerial post in the Bank or any other person who has been appointed and is
functioning as an officer of the Bank by whatever designation called and includes
such a person whose services are temporarily placed at the disposal of any other
organization for the time being, but shall not include casual, work charged or
contingent staff or the award staff.

1.2.12 "Award staff" means the persons covered by the "Award" as defined in the
Industrial Disputes (Banking Companies) Decision Act, 1955.

1.2.13 "Person" shall include any company or association or body of individuals,

whether incorporated or not.

1.2.14 "Family", unless otherwise specified for the purpose of any other rule, means-

a. in the case of male officer, his wife, whether residing with him or not, but does
not include a legally separated wife and in the case of female officer, her
husband, whether residing with her or not, but does not include a legally
separated husband;

b. children or step children of the officer, whether residing with the officer or
not, and wholly dependent on such officer but does not include children or step
children of whose custody the officer has been deprived of by or under any
law; and

c. any other person related to by blood or marriage, to the officer or his spouse
and wholly dependent upon such officer.

1.2.15 "Relative" for the purpose of these rules shall, unless the subject or context
otherwise requires, means and includes (a) spouse; (b) father; (c) mother (including

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step-mother); (d) son (including step-son); (e) son’s wife; (f) daughter (including
step-daughter); (g) daughter’s husband; (h) brother (including step-brother); (i)
brother’s wife; (j) sister (including step-sister); (k) sister’s husband; (l) brother
(including step-brother) of the spouse; and (m) sister (including step-sister) of the
spouse.

1.2.16 "Pay" means the basic pay.

1.2.17 "Salary" means the aggregate of the basic pay and dearness allowance.

1.2.18 “Grander primary”: Grander Primary consist of Basic Pay, Dearness Allowance
(DA), Special Allowance, Professional Qualification Pay (PQP) and Fixed Personal Pay
(FPP) components as provided under The Federal Bank (Officers’) Service Rules, 2002
as amended from time to time and a gratuitious reward component granted based on
the performance of the individual and level of the job.

Explanation. The gratuitous component will not form part of pay, salary and
emoluments.

1.2.19 Emoluments means the aggregate of salary and allowances, if any. However,
emoluments shall not include the gratuitous component in Grander Compensation
Package.

1.2.20 "Schedule" means the schedule appended to these rules.

1.2.21 "Calendar year" means the period commencing from the 1 stday of January of a
year and ending with the 31stday of December of the same year.

1.2.22 "Year" means a continuous period of twelve months.

1.3 General

1.3.1 Every officer shall, at all times take all possible steps to ensure and protect
the interests of the Bank and discharge his duties with utmost integrity, honesty,
devotion and diligence and do nothing which is unbecoming of a bank officer.

1.3.2 Every officer shall maintain good conduct and discipline and show courtesy and
attention to all persons in all transactions and negotiations.

1.3.3 If an officer honestly believes that acting in accordance with a direction given
to him by his official superior will not be in the best interests of the Bank, the
officer may withhold action on the direction, and, if he so does, shall immediately

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inform the superior and his next higher authority that he is withholding action on the
direction, giving the reasons therefore. If in response to his communication, the
officer receives a fresh direction from the superior or his higher authority, the
officer shall act in accordance with the fresh direction.

1.3.4 Every officer shall take all possible steps to ensure the integrity and devotion
to duty of all persons for the time being under his control and authority.

1.4 Observance of secrecy

Every officer shall maintain the strictest secrecy regarding the Bank's affairs and the
affairs of its constituents and shall not divulge, directly or indirectly, any
information of a confidential nature either to a member of the public or to an
outside agency or to any other employee of the bank not entitled to such
information unless-

a. divulging of such information is in accordance with the law or in accordance

with the practices and usages customary amongst banks;

b. he is compelled to divulge such information by judicial or other authority

empowered to gather such information under authority of law;

c. instructed to do so by a superior officer in the discharge of his duties.

1.5 Employment of relatives of officers

1.5.1 No officer shall use his position or influence directly or indirectly to secure
employment for any person related, whether by blood or marriage, to the employee
or to the employee’s wife or husband, whether such a person is dependent on the
employee or not.

1.5.2 An officer shall not, in the discharge of his official duties, knowingly:

a. consider, grant or authorize the grant of or deal with any credit or other
facility involving a current or contingent risk to the Bank to, or

b. entertain any proposal from, or enter into or authorize entering into by or on

behalf of the Bank any contract, agreement, or arrangement in any matter
with-

Any person if any relative of the officer is employed by or has an interest in that
person or in the facility, proposal, contract, agreement or arrangement. The officer

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shall inform his immediate superior officer of such facility, proposal, contract,
agreement, or arrangement, which shall thereafter be dealt with or disposed of
according to the superior’s instructions:

Provided, however, this rule shall not apply where the person is a company or firm in
which the interest of an officer or his relative is limited to share holding of not more
than 2(two) per cent of its paid-up capital.

1.5.3 If and when an officer knows that a relative of his:

a. is proposed to be employed by a person to whom the Bank has extended any

credit or other facility involving a current or contingent risk to the Bank; or

b. is proposed to be employed by a person who has sought any such facility and
the proposal or application is with the Bank or under its consideration pending
approval or disbursement, the officer shall promptly inform the principal
officer of the HR Employee Relations and Operations accordingly.

1.6 Taking up outside employment

1.6.1 No officer shall, except with the previous written consent of the Bank, engage
directly or indirectly in any profession, trade, or business, or undertake any other
employment, or canvass business for any insurance company or commission agency in
which a relative of the officer has an interest:

Provided, however, an officer may, without such consent and unless directed
otherwise by the competent authority, undertake honorary work of a social or
charitable nature, or occasional work of literary, artistic, scientific, cultural,
educational, religious, or social character, which does not interfere with the
discharge of his official duties.

1.6.2 No officer shall, except in the discharge of his official duties and without the
previous written consent of the Bank, take part in the registration, promotion, or
management of any bank, company, or co-operative society other than a co-
operative or other society formed for the benefit of employees of the Bank or for the
pursuit of literary, scientific, cultural, religious, or charitable objectives.

1.6.3 No officer shall, except with the previous written consent of the competent
authority, accept any fee or remuneration for any work done by him for any public
body or private person.

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1.6.4 Every officer shall report to the principal officer of the HR Employee Relations
and Operations if any member of his family is engaged in a trade or business or owns
or manages an insurance agency or commission agency.

1.7 Contribution to the press and other media

1.7.1 No officer shall, except with the previous written consent of the competent
authority, own wholly or in part or conduct or participate in the editing, printing,
publishing or managing of any newspaper, magazine, or other publication.

1.7.2 No officer shall, except in the bona fide discharge of his authorized official
duties or otherwise with the previous written consent of the competent authority,

a. participate in radio or television broadcast, or other public audio or visual

presentation, or seek or agree to publication of any letter or article either in
his own or assumed name or anonymously or in the name of any other person in
any newspaper, magazine or other periodical; or

b. disclose, make public or publish or cause to be published or pass on to any

other person any document, paper, or information which may come to his
knowledge or into his possession in his official capacity, and which has not
already been published or released to the public by the Bank; or

c. publish or cause to be published any book or other printed matter of which he

is the author; or

d. deliver a talk or lecture at public meetings or other forums

Provided, however, no such written consent is required for such broadcast,

presentation, publication, or talk or lecture of a purely literary, artistic, scientific,
cultural, educational, religious, or social character, but the officer shall keep the
competent authority informed thereof.

1.8 Demonstrations

No officer shall engage or participate in any demonstration which is prejudicial to

the sovereignty and integrity of India, the security of the state, friendly relations
with foreign states, public order, decency, or morality, or which involves contempt
of court, defamation, or incitement to an offence.

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1.9 Prohibition against joining certain associations

No officer shall:

a. join, or continue to be a member of, or otherwise be directly or indirectly

associated with, an association the objectives or activities of which are
prejudicial to the sovereignty and integrity of India and public order or
morality; or

b. join, or continue to be a member of, or otherwise be directly or indirectly

associated with, any trade union of non-officer staff of the Bank or of any other
bank or of other organization.

1.10 Prohibition against participation in politics and standing for election

No officer shall, without the explicit written permission of the Bank, take an active
part in politics or in any political function or demonstration, or stand for election to
a local self-governing body or a legislative body. Where an officer has sought such
permission, the competent authority will convey the Bank’s decision to the officer
concerned within ten days from receipt of the request.

1.11 Giving evidence

1.11.1 Save as provided in rule 1.11.3 no officer shall, except with the previous
approval of the competent authority, give evidence in connection with any enquiry
conducted by any person, committee or authority.

1.11.2 Where any approval has been accorded as above, no officer giving such
evidence shall criticize the policy or any action of the Central Government or of a
State Government or of Reserve Bank of India or of the Bank.

1.11.3. Nothing in these rules shall apply to any evidence given.

a. at any enquiry before an authority appointed by the Central Government,

State Government, Parliament or a State Legislature; or

b. in any judicial enquiry; or

c. at any departmental enquiry ordered by the competent authority.

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1.12 Public demonstrations in honor of bank officers

1.12.1 No officer shall, except with the previous written consent of the competent
authority, receive any complimentary or valedictory address or accept any
testimonial or attend any function or entertainment held in honor of the officer or
any other employee of the Bank:

Provided, however, this rule shall not apply to:

a. a substantially private or informal function held in honor of the officer or

other employee to bid him farewell on his recent or ensuing retirement or
transfer; and

b. acceptance of a simple and inexpensive entertainment in honor of the officer

or any other employee of the Bank arranged by an association of the Bank’s
employees.

1.12.2 No officer shall either directly or indirectly exercise pressure or influence on

any employee of the Bank to induce or compel any employee to subscribe towards
any farewell entertainment.

1.13 Seeking to influence

No officer shall bring or attempt to bring any political or other outside or any form of
influence to bear upon any superior authority to further his interests in respect of
matters pertaining to his service in the Bank.

1.14 Absence from duty and leaving station

No officer shall absent himself from his duty or be late in attending office or leave
the station without having first obtained the permission of the competent authority:

Provided that in the case of unavoidable circumstances where availing of prior

permission is not possible or is difficult, such permission may be obtained later
subject to the satisfaction of the competent authority that such a permission could
not have been obtained.

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1.15 Undertaking journey abroad

An officer desirous of leaving the country on leave shall inform HR Administration

Division under intimation to the controller concerned before undertaking such
journey.

1.16 Acceptance of gifts

1.16.1 Save as otherwise provided in these rules, no officer shall accept or permit
any member of his family or any person acting on his behalf to accept any gift.

Explanation: The expression 'gift' shall include free transport, boarding, lodging or
other service or any other pecuniary advantage when provided by any person other
than a relative or a personal friend having no official dealings with the officer

Note: A casual meal, lift in a vehicle or other social hospitality shall not be deemed
to be a gift.

Note: As a normal practice an officer shall not accept any gift or lavish or frequent
hospitality from any person or institution having official dealings with the officer.

1.16.2 Under any circumstances, an officer shall not accept any gift having a value
exceeding Rs.10,000/- during a financial year.

1.16.3 No officer shall give or take or demand or abet the giving or taking of dowry.

Explanation: - For the purpose of this rule, 'dowry' has the same meaning as in the
Dowry Prohibition Act 1961 (Act 28 of 1961).

1.17 Lending and borrowing

1.17.1 No officer shall in his individual capacity borrow or permit any member of his
family to borrow or otherwise place himself or a member of his family under a
pecuniary obligation either by guaranteeing or otherwise to a broker or a money
lender or a subordinate employee of the Bank or any person, association of persons,
firm, company or institution, whether incorporated or not, having dealings with the
Bank.

1.17.2 No officer shall in his individual capacity incur debts at a race-meeting.

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1.17.3 No officer shall in his individual capacity lend money to a constituent of the
Bank or have personal dealings with such constituent in the purchase or sale of bills
of exchange, government paper or any other securities:

Provided that rules 1.17.1 to 1.17.3 will not prohibit an officer to give to or accept
from a relative or personal friend a purely temporary loan of a small amount free of
interest, or operate a credit account with a bonafide tradesman or make an advance
of pay to his private employee:

Provided further that rules 1.17.1 to 1.17.3 will not prohibit an officer to obtain a
loan from a co-operative credit society/financial enterprises owned by State
Governments and housing loans from a scheduled commercial bank/housing co-
operative society/other financial institutions approved by National Housing Bank/any
companies approved by the Bank from time to time or stand as a surety in respect of
a loan taken by the spouse or another employee from those institutions. Certificate
to enable employees to take such loans or stand as surety for such loans shall be
obtained from the competent authority.

1.18 Speculations in stocks, shares and investments

1.18.1 No officer shall speculate in any stock, share, or securities or commodities or

valuables of any descriptions or shall make investments which are likely to embarrass
or influence him in the discharge of his duties:

Provided that nothing in this rule shall be deemed to prohibit an officer from making
a bonafide investment of his own funds in such securities as he may wish to buy.

1.18.2 No officer shall make investment in the acquisition of shares/ debentures etc
in his name or in the name of spouse or dependent children or any other person, out
of quota reserved for the friends and associates of the directors of a company, as
also out of the employee's quota:

Provided that nothing in this rule shall be deemed to prohibit an officer from making
investment in the employee’s quota offered by the Bank to the officer concerned.

1.19 Advance drawal of salary

No officer shall draw his salary in advance or overdraw his account with the Bank
against security or otherwise without the previous written consent of the competent
authority:

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Provided that an officer proceeding on leave travel concession, if he requests, may
be permitted by the salary disbursing authority to draw in advance salary falling due
for payment during the period of the leave subject to a maximum of one month’s
salary:

Provided further that an officer relieved on transfer to join another branch/office

where salary date falls due after the date of relieving but before his joining the new
branch/ office may be permitted to draw advance salary from the branch/ office
from where he is relieved.

1.20 Subscriptions

No officer shall, except with the previous written consent of the competent
authority, ask for or accept contributions to or otherwise associate himself with the
raising of any funds or other collections or donations in cash or in kind in pursuance
of any objective whatsoever.

1.21 Indebtedness

An officer shall so manage his private affairs as to avoid habitual indebtedness or

insolvency. An officer against whom any legal proceedings are instituted for the
recovery of any debt due from him, or for adjudging him as an insolvent shall
forthwith report the full facts of the legal proceedings to the Bank.

1.22 Movable, immovable and valuable property

1.22.1 All officers of the Bank shall submit a statement of their assets and liabilities
as on 31st March, on or before 15th May every year. Statement in C 503 should be
sent in a sealed cover addressed to the principal officer of HR Employee Relations
and Operations.

1.22.2 An officer shall be deemed to have committed the misconduct of accepting

bribe or illegal gratification from any constituent or any other person or colleague if
he is in possession of assets which he cannot satisfactorily account for, or pecuniary
resources or property disproportionate to his known sources of income.

Explanation: - For the purpose of this rule ‘known sources of income’ means income
received from any lawful source and such receipt has been intimated and disclosed
in accordance with rule 1.22.1.

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1.23 Vindication of acts and character of an officer

No officer shall, except with the previous written consent of the Bank, have recourse
to any court or to the press for the vindication of any official act which has been the
subject matter of adverse criticism or an attack of a defamatory character:

Provided that nothing in this rule shall be deemed to prohibit an officer from
vindicating his private character or any act done by him in his private capacity and
where any action for vindicating his private character or any act done by him in
private capacity is taken, the officer shall submit a report to his immediate superior
regarding such action.

1.24 Consumption of intoxicating drinks and drugs

1.24.1. An officer shall strictly abide by any law relating to intoxicating drinks or
drugs in force in any area in which he may happen to be posted for the time being.

1.24.2 It is also the duty of the officer to see that

a. he takes due care that the performance of his duty is not affected in any way
by the influence of any intoxicating drink or drug,

b. he does not appear in public place in a state of intoxication, and

c. he does not habitually use any intoxicating drink or drug to excess.

1.25 Sexual harassment at workplace

1.25.1 No officer shall indulge in any act of sexual harassment of any woman at her
workplace.

1.25.2 Every officer who is in charge of a workplace shall take appropriate steps to
prevent sexual harassment to any woman at such workplace.

Explanation: For the purpose of this rule, ‘sexual harassment’ means any unwelcome
sexually determined behavior (whether directly or by implication) and includes:

a. physical contact and advances;

b. demand or request for sexual favors;
c. sexually colored remarks;
d. showing pornographic materials; and
e. any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

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1.26 Repeal and saving

1.26.1 Any direction, instruction or provision in an agreement or resolution

corresponding to any of the rules herein contained and in force immediately before
the commencement of these rules and applicable to the officers to whom these rules
are applicable is hereby repealed to the extent they are repugnant to the rules
herein contained.

1.26.2 Notwithstanding such repeal:

a. any order made or action taken under the provisions so repealed shall be
deemed to have been made or taken under the corresponding provisions of
these rules;
b. nothing in these rules shall be construed as depriving any person to whom
these rules apply of any right of appeal which had accrued to him under any of
the provisions so repealed;
c. an appeal pending at the commencement of these rules against an order
made before the commencement of these rules shall be considered and orders
thereon shall be made in accordance with these rules;
d. any proceedings which have already been initiated but not yet been
completed at the commencement of these rules shall be continued and
disposed of as far as may be, in accordance with the provisions of these rules,
as if such proceedings were proceedings under these rules.

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2 Discipline and Disciplinary Action

2.1 Authority to institute disciplinary proceedings and impose penalties.

The MD & CEO or any other authority empowered by him by general or special order
may act as Disciplinary Authority and initiate disciplinary proceedings and impose
any of the penalties specified hereunder on any officer.

2.2 Misconduct

The following acts/omissions on the part of an officer shall constitute misconduct.

a. dereliction of duty;
b. neglect of work/negligence in the performance of duty;
c. willful insubordination or disobedience of any lawful and reasonable orders of
the superior or the management;
d. acting prejudicially to the interest of the Bank;
e. incurring debts to an extent considered by the management as excessive;
f. engaging in any trade, profession, or business falling outside the scope of his
duties except with prior permission of the management;
g. unpunctual or irregular attendance, absence without leave or overstay of
sanctioned leave;
h. breach of any rule, regulation, direction or instruction for carrying on the
business or administration;
i. any breach of provisions under the rules;
j. drunkenness or riotous, disorderly or indecent behavior in the premises of the
Bank;
k. giving or demanding or accepting bribe or illegal gratification to and from any
constituent or any other person or colleague;
l. any act/omission involving dishonesty such as theft, cheating, forgery,
falsification of records, misappropriation etc;
m. Abetment or instigation of any of the acts/ omissions aforesaid.

2.3 Penalties

The following are the penalties which may be imposed on an officer for acts of
misconduct or for any other good and sufficient reasons.

i) Minor penalties

a. censure;

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 b. withholding of increments of pay with or without cumulative effect;
c. withholding of promotion;
d. Recovery from pay or such other amount as may be due to him for the whole
or part of any pecuniary loss caused to the Bank by negligence or breach of
rules.
e. Reduction to a lower stage in a time scale of pay for a period not exceeding 3
years, without cumulative effect.

ii) Major penalties

a. Reduction to a lower stage in the time scale of pay.

b. reduction to a lower grade/scale or post,
c. compulsory retirement;
d. removal from service;
e. Dismissal from service.

Explanation: The following shall not amount to a penalty within the meaning of
‘penalty' as above.

a. withholding of one or more increments of an officer on account of his failure

to pass a prescribed departmental test or examination in accordance with the
terms of appointment to the post which he holds;
b. stoppage of pay of an officer at the efficiency bar in a time scale, on the
ground of his unfitness to cross the bar;
c. non-promotion, whether in an officiating capacity or otherwise, of an officer,
to a higher scale/ grade or post for which he may be eligible for consideration
but for which he is not selected after consideration of his case;
d. reversion to a lower grade/scale or post, of an officer officiating in a higher
grade/scale or post, on administrative grounds;
e. reversion to his previous grade/scale or post, of an officer appointed on
probation to another grade/scale or post, during or at the end of the period of
probation, in accordance with the terms of his appointment or rules or orders
governing such probation;
f. reversion of an officer to his parent organization in case he had come on
deputation;
g. termination of the service:-
1. Of an officer appointed on probation during or at the end of the period
of probation, in accordance with the terms of his appointment, or the rules or
orders governing such probation;

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 2. Of an officer appointed in a temporary capacity otherwise than under a
contract or agreement, on the expiration of the period for which he was
appointed, or earlier in accordance with the terms of his appointment;
3. Of an officer appointed under a contract or agreement, in accordance with
the terms of such contract or agreement; and
4. of an officer on abolition of post;

h. retirement of an officer on his attaining the age of superannuation in

accordance with the rules and orders governing such superannuation
i. termination of employment of a permanent officer by giving one month's
notice or on payment of one month's pay and allowances in lieu of notice;
j. termination of employment of an officer on medical grounds, if he is declared
unfit to continue in Bank's service by the Bank's medical officer

2.4 Procedure for imposing major penalties

2.4.1 Whenever the Disciplinary Authority is of the opinion that there are grounds for
enquiring into the truth of any imputation of misconduct against an officer, it may
itself enquire into, or appoints any other officer of the Bank or professionally
experienced person from outside, to enquire into the truth thereof.

2.4.2 Where the Disciplinary Authority itself enquires or appoints an Enquiring

Authority for holding an enquiry, it may, by an order appoint another officer to be
known as `Presenting Officer/ Management Representative' to present on its behalf
the case in support of the articles of charge.

2.4.3 The officer may take the assistance of another officer in defending him in the
enquiry. If an officer desires to avail himself of the services of an advocate for
defending in the enquiry, request in this regard shall be made to Disciplinary
Authority through Enquiry Officer for prior permission. If Disciplinary Authority
permits the officer to engage an advocate, expenses for doing so shall be met by the
officer. An officer will not be allowed to act as Defense Representative in more than
three enquiries at a time.

2.4.4 On the date fixed for the enquiry, the oral and documentary evidence by which
the articles of charge are proposed to be proved shall be produced by or on behalf of
the Disciplinary Authority. The witnesses produced by Presenting Officer shall be
examined by Presenting Officer and may be cross examined by or on behalf of the
officer.

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2.4.5 The evidence on behalf of the officer shall then be produced. The witnesses
produced by officer shall then be examined by or on behalf of the officer and may be
cross examined by the Presenting Officer.

2.4.6 The Enquiring Authority may, after the officer closes his evidence, and shall, if
the officer has not got himself examined, generally question him on the
circumstances appearing against him in the evidence for the purpose of enabling the
officer to explain any circumstances appearing in the evidence against him.

2.4.7 Whenever any Enquiring Authority, after having heard and recorded the whole
or any part of the evidence in an enquiry, ceases to exercise jurisdiction therein,
and is succeeded by another Enquiring Authority, the Enquiring Authority so
succeeding may act on the evidence so recorded by its predecessor, or partly
recorded by its predecessor and partly recorded by itself:

Provided that if the succeeding Enquiring Authority is of the opinion that further
examination of any of the witnesses whose evidence has already been recorded is
necessary in the interest of justice, it may recall, examine, cross examine and re-
examine any such witnesses.

2.4.8 On the conclusion of the enquiry the Enquiring Authority shall prepare a report
based on evidence in the enquiry.

2.4.9 The Enquiring Authority, where it is not itself the Disciplinary Authority, shall
forward to the Disciplinary Authority the records of enquiry which shall include:-

a. the report of the enquiry prepared by Enquiry Authority;

b. the written statement of defense, if any, submitted by the officer;
c. the oral and documentary evidence produced in the course of the enquiry;
d. written briefs or oral submissions taken on record, if any; and
e. The orders, if any, made by the Disciplinary Authority and the Enquiring
Authority in regard to the enquiry.

2.5 Action on the enquiry report

2.5.1 The Disciplinary Authority, if it is not itself the Enquiring Authority, may for
reasons to be recorded by it in writing, remit the case to the Enquiring Authority for
fresh or further enquiry and report and the Enquiring Authority shall thereupon
proceed to hold further enquiry according to the provisions stated hereinabove.

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2.5.2 The Disciplinary Authority shall, if it disagrees with the findings of the
Enquiring Authority on any article of charge, record its reasons for such
disagreement and record its own findings on such charge, if the evidence on record
is sufficient for the purpose.

2.5.3 If the Disciplinary Authority, having regard to its findings on all or any of the
articles of charge, is of the opinion that any of the penalties specified hereinabove
should be imposed on the officer it shall make an order imposing such penalties.
Officer shall be provided with a copy of the findings.

2.5.4 If the Disciplinary Authority, having regard to its 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 concerned.

2.6 Procedure for imposing minor penalties

2.6.1 Where it is proposed to impose any of the minor penalties specified in rule
2.3.(i), the officer concerned shall be informed in writing of the imputation of lapses
against him and given an opportunity to submit his written statement of defense
within a specified period not exceeding 30 days or such extended period as may be
granted by the Disciplinary Authority and the defense statement, if any, submitted
by the officer shall be taken into consideration by the Disciplinary Authority before
passing orders.

2.6.2 Where, however, the Disciplinary Authority is satisfied that an enquiry is

necessary; it shall follow the procedure for imposing a major penalty as laid down
hereinabove.

2.6.3 The record of the proceedings in such case shall include:-

a. copy of the statement of imputations of lapses furnished to the officer;

b. the defense statement, if any, of the officer; and
c. The orders of the Disciplinary Authority together with the reasons therefore.

2.7 Special procedure in certain cases

Notwithstanding anything contained in these rules, the Disciplinary Authority may

impose any of the penalties specified hereinabove if the officer has been convicted
on a criminal charge, or on the strength of facts or conclusions arrived at by a
judicial trial. However, before passing final orders in the matter the officer shall be
given an opportunity to make his written submissions.

20
2.8 Suspension

2.8.1 An officer may be placed under suspension by the competent authority

a. where a disciplinary proceeding against him is contemplated or is pending; or

b. Where a case against him in respect of any criminal offence is under
investigation, enquiry or trial.

2.8.2 In case of suspension as per rule 2.8.1(a), charge-sheet shall be issued to the
officer as early as possible and if there is more than three months delay in issuing
the charge-sheet, the officer may move Disciplinary Authority to review suspension
and pass appropriate orders.

2.9 Subsistence allowance during suspension

2.9.1 An officer who is placed under suspension shall, during the period of such
suspension be entitled to receive payment from the Bank by way of subsistence
allowance as stipulated below:

a. For the first 12 months of suspension subsistence allowance shall be 50% of

basic pay and allowances the officer was drawing at the time of suspension.
b. After the first 12 months subsistence allowance payable shall be 50% of basic
pay and full allowances the officer was drawing at the time of suspension:

Provided when domestic enquiry is delayed for reasons attributable to the officer
concerned or his representative, the officer under suspension will continue to
receive subsistence allowance only at the rate of 50% of the basic pay and allowance
even after 12 months from the date of suspension.

Explanation: Dearness allowance and other allowances excepting conveyance

allowance and special allowances will be included in computing subsistence
allowance. Dearness allowance will be payable at the current DA rate.

2.9.2 During the period of suspension an officer shall not be entitled to occupation of
rent free house or receipt of allowances such as conveyance or entertainment,
cleansing etc. or special allowances or re-imbursement of telephone/ mobile
charges. If a suspended officer request for permission to retain Bank’s quarters,
Disciplinary Authority shall consider the same and pass necessary orders taking into
account the hardship that is likely to be caused to the officer.

21
2.10 Pay, allowance and treatment of service on termination of suspension

2.10.1 Where the Disciplinary Authority holds that the officer has been fully
exonerated or that the suspension was unjustifiable, the officer concerned shall be
granted the full pay including stagnation increment, if applicable, to which he would
have been entitled, had he not been suspended, together with any allowance of
which he was in receipt immediately prior to his suspension or may have been
sanctioned subsequently and made applicable to all officers.

2.10.2 In all cases other than those referred to in Rule 2.10.1, the officer shall be
granted such proportion of pay and allowances as the competent authority may
direct:

Provided that the payment of allowances under this sub rule shall be subject to all
other conditions to which such allowances are admissible:

Provided further that the pay and allowances granted under this sub rule shall not be
less than the subsistence allowance admissible under these provisions.

2.10.3 In a case falling under Rule 2.10.1 the period of absence from duty shall, for
all purposes, be treated as a period spent on duty.

2.10.4 In a case falling under Rule 2.10.2 the period of absence from duty shall not
be treated as period spent on duty unless the Disciplinary Authority specifically
directs, for reasons to be recorded in writing, that it shall be so treated for any
specific purpose.

2.11 Appeals

2.11.1 An officer may appeal against an order imposing upon him any of the
penalties specified hereinabove. The appeal shall lie to the Appellate Authority.

2.11.2 An appeal shall be preferred within forty five days from the date of service of
the order appealed against. The appeal shall be addressed to the Appellate Authority
and submitted to the authority whose order is appealed against. The authority whose
order is appealed against shall forward the appeal together with its comments and
the records of the case to the Appellate Authority. The Appellate Authority shall
consider whether the findings are justified or whether the penalty is excessive or
inadequate and pass appropriate orders. The Appellate Authority may pass an order
confirming, enhancing, reducing or setting aside the penalty or remitting the case to

22
the authority which imposed the penalty or to any other authority with such
direction as it may deem fit in the circumstances of the case:

Provided that if the enhanced penalty which the Appellate Authority proposes to
impose is a major penalty specified hereinabove and an enquiry as provided has not
already been held in the case, the Appellate Authority shall direct that such an
enquiry be held in accordance with the provisions and thereafter consider the record
of the enquiry and pass such orders as it may deem proper:

Provided further that if the Appellate Authority decides to enhance the punishment
but an enquiry has already been held, the Appellate Authority shall give a show
cause notice to the officer as to why the enhanced penalty should not be imposed
upon him and shall pass final order after taking into account the representation, if
any, submitted by the officer.

2.12 Review

2.12.1 Notwithstanding anything contained in the above provisions, the Reviewing

Authority may call for the record of the case and after reviewing the case pass such
orders thereon as it may deem fit within six months of the date of final order:

Provided that if the Reviewing Authority decides to enhance the punishment, the
Reviewing Authority shall give show cause notice to the officer as to why the
enhanced penalty should not be imposed upon him and shall pass an order after
taking into account the representation, if any, submitted by the officer:

Provided further that if the Reviewing Authority is of the view that enhanced
penalty warranted in the case is a major penalty specified hereinabove and an
enquiry as provided has not already been held in the case, the Reviewing Authority
shall direct that such an enquiry be held in accordance with the provisions and
thereafter consider the record of the enquiry and pass such orders as it may deem
proper.

2.12.2 An officer who has been imposed with a punishment and is aggrieved by the
order of the Appellate Authority may file a review petition within forty five days
from the date of service of order of the Appellate Authority.

2.13 Special leave- Travelling allowance to Defense Representative

If an officer appearing as Defense Representative in a domestic enquiry is from the

same state, he shall be eligible for duty leave and travelling allowance as applicable
to travel on duty. When adjournments are granted at the instance of Defense
23
Representative, he shall not be paid travel fare for the next sitting. Defense
Representative engaged from outside the state will be eligible for duty leave and
travelling allowance only if Disciplinary Authority authorizes the same. Disciplinary
Authority will permit the Defense Representative from other states to have duty
leave and travelling allowance only if convinced that it is not reasonably possible for
the officer to get experienced Defense Representative from within the State.

Explanation: - ‘State’ shall mean the state where the charge-sheeted officer is
posted at the time of domestic enquiry.

2.14 Termination for prolonged absence

When an officer absents himself from work for a period of ninety or more days,
without submitting any application for leave or for its extension or without any leave
to his credit or beyond the period of leave sanctioned originally/subsequently or
when there is satisfactory evidence that he has taken up employment elsewhere or
when the management is reasonably satisfied that he has no intention of joining
duties, the management may at any time thereafter give a notice to the officer at
his last known address calling upon him to report for duty within thirty days of the
date of the notice stating, interalia the grounds for coming to the conclusion that
the officer has no intention of joining duties and furnishing necessary evidence,
where available. Unless the officer reports for duty within thirty days of notice or
gives an explanation for his absence within the said period of thirty days satisfying
the management that he has not taken up another employment or avocation and
that he has no intention of not joining duties, service of the officer will be deemed
to have been terminated from the Bank’s service on the expiry of the said notice. In
the event of the officer submitting a satisfactory reply, he shall be permitted to
report for duty without prejudice to the bank's right to take any action under the law
or rules of service.

2.15 Serving of notice, memo, charge-sheet, order etc.

In the case of an absent officer if any notice, memorandum, charge-sheet, order,

communication, intimation etc., is sent to him at his last known address by
registered post with acknowledgement due it shall constitute, good service. If the
officer refuses to accept any notice, charge-sheet, order, written communication or
written intimation when it is sought to be served on him, it shall be deemed to be
good service on him if the refusal takes place in the presence of at least two persons
including the one who seeks to effect service.

• Note: Wherever instructions are issued regarding Fed-e-HRM

implementation, the relevant rules are amended to that extent.
24
 3. Grades and Categorization of Posts - Appointments - Seniority -
Promotions – Termination
3.1 Grades and categorization of posts

3.1.1 The grade and scale of pay of officers of the Bank shall be as follows:

Top executive grade

Scale VII - Rs. 156500- 4340/4 – 173860

Scale VI - Rs. 140500- 4000/4 - 156500

Senior management grade

Scale V - Rs. 120940- 3360/2- 127660- 3680/2- 135020

Scale IV- Rs. 102300- 2980/4- 114220- 3360/2- 120940

Middle management grade

Scale III - Rs. 85920- 2680/5- 99320- 2980/2- 105280

Scale II - Rs. 64820- 2340/1 -67160– 2680/10- 93960

Junior management grade

Scale I - Rs. 48480- 2000/7- 62480-2340/2 – 67160- 2680/7 – 85920

However, for officers who are covered and paid by the Grander Compensation
Package, the scale of pay and increments as above are kept as a record for the
purposes of calculation of their terminal benefits, leave encashment and other
benefits/ deductions referred elsewhere in this service rules.

Officers in Scale IV and above are covered under the Grander Compensation
Package.

Designations
• Executive Vice President
• Senior Vice President
• Vice President
• Deputy Vice President-II
• Deputy Vice President-I
• Assistant Vice President
• Associate Vice President
• Scale III Senior Manager
25
 • Scale II Manager
• Scale I Assistant Manager

3.1.2 Nothing in rule 3.1.1 above shall be construed as requiring the Bank to have at
all times officers serving in all these grade/scales.

3.1.3 The increment specified in the various scales of pay set out herein above shall,
subject to the approval of the competent authority, accrue on an annual basis and
shall be granted with effect from the first day of the month in which it falls due,
unless otherwise specified. However, the accrual and grant of increment to officers
covered under the Grander Compensation Package will be as decided by the
competent authority from time to time.

3.1.4 Date of increment of an officer is liable to be postponed for reasons like

unauthorized absence, extraordinary leave on loss of pay or strike. If such
postponement either in the first instance or on cumulative basis shifts actual date of
increment to any subsequent calendar month, the increment will be granted with
effect from the first day of that subsequent month to which actual date of accrual of
increment is postponed.

3.2 Stagnation movement

3.2.1 Officers in scale l, II and llI shall be allowed to earn further increments in the
next higher scale one year after reaching the maximum in their respective pay
scales, provided they are permitted to cross the stage of ‘efficiency bar’.

3.2.2 (a) With effect from 01.11.2022, Officers in Scale I who have moved to Scale of
Pay in Scale II after reaching maximum of the higher scale will be eligible for seven
stagnation increments. These stagnation increments will be released after every two
completed years of service, of which first two shall be Rs 2680/- each and next five
shall be Rs 2980/- each.

• Provided further that Officers in Scale-I who are already in receipt of five
stagnation increments shall be eligible for the monetary benefit of the sixth
stagnation increment of Rs. 2980/- two years after the release of the fifth stagnation
increment or w.e.f. 1st November 2022, whichever is later.
• Provided further that those Officers in Scale-I shall be eligible for the monetary
benefit of the seventh stagnation increment four years after release of the fifth
stagnation or w.e.f. 1st November 2022, whichever is later.

3.2.2 (b) Officers in Scale II who have moved to Scale of Pay for Scale III after

26
reaching maximum of higher scale will be eligible for seven stagnation increments
with frequency of two years each, of Rs. 2980/- each.

• Provided further that Officers in Scale-II who are already in receipt of five
stagnation increments shall be eligible for the monetary benefit of the sixth
stagnation increment of Rs. 2980/- two years after release of the fifth stagnation
increment or w.e.f. 1st November 2022, whichever is later.
• Provided further that those officers in Scale-II who are already in receipt of
five stagnation increments shall be eligible for the monetary benefit of the seventh
stagnation increment four years after release of the fifth stagnation increment or
w.e.f. 1st November 2022, whichever is later.

3.2.2 (c) Officers in substantive Scale III i.e. those who are recruited in or promoted
to Scale III will be eligible for total eight stagnation increments, with frequency of
two years each, of which first four shall be Rs. 2980/- each and next four shall be of
Rs. 3360/- each.

• Provided further that Officers in Scale-III who are already in receipt of six
stagnation increments shall be eligible for the monetary benefit of the seventh
stagnation increment of Rs. 3360/- two years after release of the sixth stagnation
increment or w.e.f. 1st November 2022, whichever is later.
• Provided further that those Officers in Scale-III who are already in receipt of six
stagnation increments shall be eligible for the monetary benefit of the eighth
stagnation increment four years after receiving the sixth stagnation increment or
w.e.f. 1st November 2022, whichever is later.

3.2.2 (d) However, for officers who are covered and paid by the Grander
Compensation Package, the stagnation increments as per periodic settlements are
kept as a record for the purposes of calculation of their terminal benefits, leave
encashment and other benefits/ deductions referred elsewhere in this service rules.

3.2.2 (e) Earning of increments in the next higher scales as above will not amount
to promotion to that scale and the officers in receipt of such increments are not
eligible for any privileges, perquisites, or posts in the said scales.

3.2.3 (a) Such of those officers in scale I and scale II who had declined promotion
when offered, refused to participate in the promotion process when called for or
refused to co-operate in any exercise for promotion/higher assignment will not be
eligible to move to the next higher stage and /or to draw professional qualification
pay.

27
3.2.3 (b) Such of those officers in scale III and above who had declined promotion
when offered, refused to participate in the promotion process when called for or
refused to co-operate in any exercise for promotion/higher assignment will not be
eligible to draw professional qualification pay and/or stagnation increments.

3.2.3 (c) However such of those officers:

i). who had declined to accept higher assignments at any time in the past while
being in scale I;
ii). who had refused to participate in the promotion process, or who had refused to
cooperate in any exercise for promotion on or before 31/12/92 shall be exempted
from the penal provisions as above.

3.2.3(d) If any of these officers who are accordingly exempted from the penal
provisions as above, has subsequently refused/declined promotion when offered,
refused to participate in the promotion process when called for or refused to co-
operate in any exercise of promotion/higher assignment i.e. on or after 01/01/93,
the penal provisions shall be applicable in their cases from the date of such
refusal/non co-operation.

3.2.3 (e) The Bank may give officers in all scales who would like to be exempted
from participating in the promotion process, for one reason or other; chance to seek
such exemption from competent authority. Granting of exemption shall be at the
absolute discretion of the competent authority and will be on a case-to-case
examination of the requests. If permission is granted to an officer exempting him
from participating in a promotion process, the penal provisions mentioned in rules
3.2.3(a) and 3.2.3(b) will not be made applicable to him. However, if an officer
refuses to participate in the promotion process when called for or refuses to co-
operate in any exercise for promotion/higher assignment without seeking exemption
from the Bank or does so after his request for exemption being rejected by the
competent authority, penal provisions as above will be made applicable to him.

3.2.3 (f) If an officer in scale I or II, on whom penal provisions as above are made
applicable at any time is subsequently promoted to higher scale, he will be treated
as eligible for moving to next higher stage and for drawing professional qualification
pay.

3.2.3 (g) If an officer in scale III and above on whom penal provisions as above are
made applicable at any time is subsequently promoted to higher scale, he will be
treated as eligible to draw professional qualification pay/stagnation increments.

3.2.4 An officer already in receipt of stagnation increment/professional qualification

pay prior to his refusal of promotion/refusal to co-operate in any exercise required
28
 for promotion/refusal to accept posting as principal officer of a branch/office, he
will continue to draw the increment/ allowance subsequent to such refusal. He
however will not be eligible for stagnation increment or professional qualification
pay which falls due after such refusal.

3.2.5 In a case where an officer opted for reversion from a higher scale/grade to
lower scale/grade and if such request is granted by the Bank, he will be eligible for
stagnation increment/professional qualification pay drawn by him prior to his
promotion, but will not be granted any stagnation increment/professional
qualification pay that might have fallen due after the date of promotion to the
scale/grade from which he was reverted.

3.3 Efficiency bar

3.3.1 The movement of officers in scale I and scale II to the higher stages in the next
scales after reaching maximum in their respective scales shall be subject to their
crossing the stage of ‘efficiency bar’ which shall apply in the following cases:-

a. Where an officer is under suspension; or

b. Where disciplinary action has been initiated against an officer; or
c. Where an officer has earned an ‘unsatisfactory’ rating from the Reviewing
Authority in the reporting year preceding the date on which the officer is due
to cross the efficiency bar and the same has been conveyed to the officer.

3.3.2 Where efficiency bar is in terms of item no. (b) under rule 3.3.1 above, the
case of the officer concerned shall be reviewed every year well before the next due
date for crossing the efficiency bar. Where the disciplinary proceedings initiated
against the officer are concluded by issue of advisory memo or when the officer
isexonerated of the charges on conclusion of the disciplinary proceedings he may be
allowed crossing of efficiency bar from the original due date. The delay in crossing
the efficiency bar under this provision shall not be more than three years after which
if the disciplinary proceedings are still not concluded the increments shall be
released with retrospective effect provided the delay caused in conduct and
conclusion of the proceedings is not attributable to the officer or his representative.

3.3.3 Where the efficiency bar has been applied in terms of item no.(c) under rule
3.3.1 above, but the rating improves subsequently, the increment shall be released
after one year.

3.4 Categorization

3.4.1 Having regard to the responsibilities and functions exercisable, every post of
29
 an officer in the Bank shall be categorized by the MD & CEO as falling in any one of
the grades or scales and such categorization may be reviewed by the MD & CEO from
time to time.

3.4.2 For the purpose of categorization of posts, every branch of the Bank shall be
classified by the Bank generally on the lines of the criteria approved by the Board in
this regard as small, medium, large, very large or exceptionally large category. The
criteria for classifying the branches shall be notified by the Bank from time to time.

3.5 Appointments

3.5.1 All appointments in, and promotions to, the officer grade shall be made by
competent authority in accordance with the policies and procedures in existence
from time to time.

3.5.2 An officer directly appointed in scale I shall be on probation for a period of two
years. An officer recruited in specialists cadre may have a lesser period of probation
as the competent authority deems fit.

3.5.3 An employee of the Bank promoted as an officer in scale I and officers

promoted from lower scale to higher scale shall be on probation for such period as
decided by the competent authority.

3.5.4 An officer directly appointed in scale II and above shall be on probation for
such period as may be decided by the competent authority.
3.5.5 Bank may appoint any officer on contract basis on such terms and conditions as
decided by the competent authority.

3.5.6 An officer shall be confirmed in the service of the Bank, if in the opinion of the
competent authority the officer has satisfactorily completed probation.

3.5.7 An officer on probation will continue to be so until he is confirmed by written

orders.

3.5.8 If in the opinion of the competent authority an officer has not satisfactorily
completed probation, the officer's probation will be liable to be extended by further
period not exceeding one year.

3.5.9 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 to be confirmed
in the service of the Bank:

30
 a. in the case of direct appointee, his service will be terminated by giving him
one month's notice or payment of one month's emoluments in lieu thereof; and
b. In the case of a promotee from Bank's service, he will be reverted to the scale
or grade or cadre from which he was promoted.

3.6 Seniority

3.6.1 Seniority of an officer in his present scale shall be computed from the date of
his appointment in or promotion to that scale.

3.6.2 Seniority of all officers in the service of the Bank will be published by the Bank
from time to time.

3.6.3 Where there are two or more officers of the same length of service in any
scale, their inter-se seniority shall be computed with reference to their seniority in
the immediately preceding scale or the previous cadre to which they belonged in the
Bank's service.

3.6.4 Where two or more officers as indicated in rule 3.6.3 above have the same
length of service in such preceding scale or such previous cadre, their inter-se
seniority shall be determined with reference to their seniority in the immediately
preceding scale or cadre as the case may be. If any two or more officers still remain
with same length of service, then their inter-se seniority shall be fixed on the basis
of date of birth.
3.6.5 The inter-se seniority of officers directly recruited in a batch to any scale shall
be reckoned with reference to the rank allotted to them at the time of such
recruitment.

3.6.6 In the case of an officer whose probation on appointment in or promotion to a

scale has been extended, his seniority shall be fixed just below all the officers, if
any, recruited or promoted in the same batch along with him. If the probationary
period of such officers is extended for different periods, seniority of the officer
whose probation is extended to longer period will be treated just below the officer
whose probation is extended for shorter period.

3.7 Promotion

3.7.1 Promotion to different scales of officers in the Bank shall be made in

accordance with the policy laid down by the Board from time to time.

3.7.2 Promotion from one scale to another scale shall be on all India basis.

31
 3.7.3 The following factors will be taken into account for promotion from one scale
to another:
a. Performance
b. Potential

3.7.4 (a) Promotions are to be effected on the basis of ranking which will be in
accordance with the aggregate marks obtained by the officer in the selection process
and considering other factors like the suitability to hold higher roles, recent
performance, interpersonal orientation, execution orientation, conduct and / or any
such other contributions and also based on the outcome of the discussions with
respective appraisers/ reviewers/ controllers. The total mark of 100 is apportioned
for the purpose as hereunder: -

Promotion Performance PA Score* LS Score#

Weightage

Scale I to II 70 0 30

Scale II to III 70 20 10

Scale III to IV 70 20 10
* Potential Assessment Score, # Leadership Stature Score

3.7.5 Performance will be rated on the basis of personal records, performance

appraisal and other relevant materials.

3.7.6 Potential will be assessed on the basis of personal interview / potential

assessment profiling and /or various aspects like personality, job knowledge,
communication skills, general awareness and the aptitude and willingness to shoulder
higher responsibilities etc.

3.7.7 The marks obtained by officers on various factors on which they are to be
judged will be aggregated after being adjusted in the manner prescribed above and
the officers will be empanelled in the final merit list in the order of aggregate marks
and also with reference to the provisions of clause 3.7.4(a) above.

3.7.8 Notwithstanding the order of merit of an officer, if the committee specially

constituted for the purpose considers in its judgment that such officer is not
promotable on grounds arising out of perversity of performance reported and/or the
interview assessment, and/or such other reasons, the committee may, after
recording specific reasons for reaching such judgment either exclude the name of the
officer from the merit list or hold his promotion in abeyance.

32
 3.7.9 The following shall be the eligibility criteria in terms of service for
participating in promotion process:
a. For promotion from scale I to scale II an officer should have completed
minimum three years of service in scale I.
b. For promotion from scale II to scale III an officer should have completed
minimum three years of service in scale II.
c. For promotion from scale III to scale IV an officer should have completed
minimum three years of service in scale III.
d. Fast Track Channel promotion from Scale II to III and from Scale III to AEVP for
Officers who have completed minimum two years of service in Scale II / Scale
III with high PMS rating.
e. Fast Track Channel promotion from Scale II to III for Chartered Accountants /
Officers with CA qualification who have completed minimum two years of
service in Scale II.
f. The period of service specified above shall be inclusive of the period of
probation undergone, if any, by the officer concerned in his present scale.

3.7.10 The cut-off date to compute the length of service shall be reckoned as on 30th
September of the financial year in which the promotion process is initiated.

Specialist category

3.7.11(a) Such of those specialist officers in scale I and above having comparable
seniority as that of generalist officers who are eligible to participate in the
promotion process would be allowed to participate in the process under specialist
category.

3.7.11(b) Such of those specialist officers in scale I,II and III having a minimum of five
years of experience in officer's cadre and out of which a minimum of five, three and
two years of experience in scale I, II and III respectively (i.e. in their present scale)
will be permitted to seek conversion to general cadre and those who express their
willingness for conversion accordingly and having comparable seniority as that of
generalist officers will be permitted to participate in the promotion process under
general category. If promoted, they will be absorbed in the generalist category.
Granting of conversion to those who have sought the same, if they are not promoted,
would be at the absolute discretion of the Bank, subject to administrative
exigencies. Conversion granted, if any, will be based on the seniority of the specialist
officers seeking such conversion.

In the case of an officer belonging to general cadre gets promoted to higher scale
through the separate channel he / she will be absorbed in the specialist cadre from

33
the date of promotion and the officer will not have the freedom to revert back to
general cadre in future. Generalist officers who got promotion under separate
channel will be assigned with duties applicable to generalist officers or specialist
officers or both, at the discretion of the Bank.

Effect of disciplinary action on promotion process

3.7.12(a) Officers in respect of whom disciplinary action has been taken in the past
will not normally be promoted / permitted to participate in the promotion process
for a period of two years from the date of infliction of punishment. In case where
minor penalties have been imposed, the MD & CEO or the committee appointed by
the MD & CEO would, however, review and take a decision in regard to eligibility for
promotion having regard to the gravity of the misconduct and service record.

3.7.12(b) Officers in respect of whom disciplinary action is in progress will not be

permitted to take part in promotion process if they are under suspension.

3.7.13 Such of those officers in scale I and above who declined promotion when
offered, refused to participate in the promotion process when called for, refused to
co-operate in any exercise for promotion/higher assignment, refused to accept
placement subsequent to promotion without sufficient and convincing reasons
acceptable to the Bank, shall be debarred from participating in the process of
promotion for a period of three years, besides being liable for any other action that
may be found expedient by the Bank. However, in the case of officers who are
eligible to participate in the promotion process only under fast track, their action of
not applying for or not participating in the process will not be treated as refusal, as
participation under fast track is purely optional.

3.7.14 Cutoff date to reckon the completion of the respective periods for debarring
any of the officers from participating in the promotion process on account of
punishment imposed, refusal to participate in the promotion process in any of the
previous years, refusal to accept promotion after having participated in the
promotion process or to accept placement subsequent to promotion etc. will be
treated as 30th September of the financial year in which the promotion process takes
place or the date of announcement of promotion process, whichever is earlier.

3.7.15 Notwithstanding the norms for categorization of posts and placement of

officers, the Bank may at its sole discretion retain/post any officer of a lower scale
to a post in higher scale or vice versa having regard to the exigency of service
and/or any administrative and/or other reasons.

3.7.16 Any officer in scale I, II or III who feels that his case for promotion has not
been properly dealt with, will have the right to appeal directly to the MD & CEO
within three months from the date of publication of the merit list. The MD & CEO
shall examine the appeal and dispose it of within three months from the date of
expiry of the period for appeal. The MD & CEO may take the assistance of senior

34
officers or committee of senior officers for the purpose. If the appeal is allowed the
officer shall be given the protection of seniority vis-a-vis his juniors promoted in the
batch.

3.7.17 Head of HR Department of the Bank shall be competent authority for

promotion to scales I, II, III and IV. Promotions of officers in scale V and above shall
be effected by MD & CEO.

3.7.18 Filling up of any posts consequent to retirement, resignation, termination,

cessation of employment, transfer, demotion, promotion etc., of permanent
incumbent shall not be automatic and will be done at the discretion of management.
Creation of new or additional posts in any scale or abolition of existing posts in any
scale will be done at the discretion of the management.

3.8 Officers completing JAIIB will be eligible for one increment in their scale of pay
and officers completing CAIIB will be eligible for two increments in their scale of
pay.

3.8.1 Officers who were in the services of the bank as on 01.11.2022 have already
completed CAIIB/CAIIB II shall be eligible for 2nd additional increment from
01.11.2022 or date of passing CAIIB/CAIIB II whichever is later.
3.8.2 Officers who are completing JAIIB after reaching the top / maximum of scale
shall be released with first instalment of PQP from the date of passing.
3.8.3 In case where an Officer, acquire JAIIB (CAIIB I or CAIIB (CAIIB II) after
reaching top / maximum of the scale of Pay (in case of JAIIB/ CAIIB) or after
reaching the stage which is 1 stage less than maximum of scale of Pay (in case of
CAIIB/CAIIB II), and has not earned increment(s), otherwise entitled on account of
acquiring such qualification, when there were no increments to provide in the
scale of pay of those employees, the stagnation increment in such cases may be
advanced by one year or two years as the case may be.
3.8.4 Officers who were in the services of the bank as on 01.11.2022 have already
completed CAIIB/CAIIB II and drawing PQP-II shall be eligible for PQP-III one year
after the release of PQP-II or 01.11.2022 whichever is later.
3.8.5 Officers who have completed JAIIB (CAIIB-I) / CAIIB (CAIIB-II) and has
reached the maximum in the scale of pay on or before 01.11.2022 and has not
received the 1 st stagnation increment on or before 01.11.2022, shall be eligible
for PQP-I w.e.f. 01.11.2022 and release of subsequent instalment of PQP shall be
with reference to the date of release of PQP I under this clause.

3.9 Fitment formula on promotion to higher scale of pay

3.9.1 At the time of fitment of an officer on promotion in higher scale of pay, the
35
 number of increments he would have earned for passing each part of CAIIB /JAIIB
examination shall be first reduced from the existing pay of the officer concerned,
prior to his fitment in the higher scale of pay. In case where an officer reached
the maximum in the existing scale of pay at the time of promotion and he has
passed JAIIB /CAIIB part I or both parts of CAIIB, his notional basic pay will be
arrived at assuming that he is a non- CAIIB.

3.9.2 Thereafter, one increment will be notionally added in the old scale from
which the officer is being promoted and his pay will be fixed at the appropriate
stage in the new scale which is equal to or just above it. Where in the pre-
promoted scale, the officer has already reached the maximum; the notional
increment to be added would be equal to the last increment drawn by him in the
scale.

3.9.3 After such fitment in the higher scale of pay, one or two increments will be
added to the basic pay so fixed in respect of JAIIB/ part I or both parts of CAIIB as
the case may be. If however no increments are available in the scale or only one
increment is available in the scale, the officer shall be eligible for professional
qualification pay in lieu of such increment(s).

3.9.4 An officer who has earned fixed personal pay prior to his promotion to
higher scale will continue to draw the same quantum of fixed personal pay even
after his promotion and the amount thereof remain frozen for the entire period
of service.

3.9.5 Normally where an officer is promoted from one scale to another, the date
of his increment shall be the anniversary date of increment in previous scale of
pay. Where, however, an officer had reached the maximum in the previous scale
of pay or on promotion gets an increase in the basic pay equivalent to two or
more increments in the previous scale of pay the date of increment shall be the
anniversary date of promotion. However, if the basic pay after reduction of
JAIIB/CAIIB increments is not at the maximum, then the date of increment shall
be the anniversary date of last increment. Provided further that if an officer is
promoted to higher scale after reaching the maximum in the previous scale of pay
but before drawing stagnation increment, the date of his increment in the higher
scale will be the anniversary date of promotion or due date of stagnation
increment in the previous scale whichever is earlier.

3.10 Fitment formula on promotion of clerks to officer's cadre in scale I

3.10.1 A clerk on promotion would be fitted in the officer's scale of pay as per
the following table:

36
 Basic pay in the clerical cadre Fitment at corresponding stage in the
junior management grade scale I
up to and including 35020 48480
37020 48480
39020 50480
41020 50480
43360 52480
45700 54480
48040 56480
50380 58480
52720 60480
55060 62480
57400 64820
61800 69840
64480 72520
67160 75200
(including one stagnation increment)
69840 77880
(including two stagnation increments)
72520 80560
(including three stagnation increments)
75200 83240
(including four stagnation increments)
77880 85920
(including five stagnation increments)
80560 85920
(including six stagnation increments)
83240 85920
(including seven stagnation increments)

3.10.2 The promotee officer after fitment as above, will draw his next
increment in the officer's scale on the anniversary date of his last increment in the
clerical cadre and thereafter he will draw his further increments every year on the
same date. However, in view of the clubbing of stages in the fitment table, the
employees in the lower clubbed stage of clerical scale of pay will get their next
increment after promotion only on the anniversary date of promotion.

3.10.3 Those who were drawing a basic pay in the clerical stage lower than the
stage given in the above table, will be fitted at the minimum of the officer's scale

37
(48480/-) and will draw their next increment on the anniversary date of promotion.
In case he has received an advance increment as on 01/11/93 in clerical scale, one
increment will be added after fitment in the officer's scale.

3.10.4 Those who have completed more than one year at basic pay of Rs. 64480,
67160, 69840, 72520, 75200, 77880, 80560, or 83240 will be given their next
increment immediately on fitment at the corresponding stage in the officer's scale
and will draw their annual increments on the anniversary date of promotion.

3.10.5 If the promotee officer has passed JAIIB/CAIIB part I or both parts of
CAIIB prior to his promotion, notional basic pay will be arrived at assuming that he is
a non-CAIIB. He shall then be fitted in the officer's scale in accordance with the
above table and appropriate one or two increments in the officers' scale shall be
added to the basic pay so fixed, on account of JAIIB/CAIIB. The date of increment
will be determined as per rule 3.9.2 above, if after reduction of increments in the
clerical scale, the basic pay falls in the lower clubbed stage. If the pay so arrived at
is lower than the pay corresponding to his basic pay as a clerk, in the above table he
shall be given fitment in terms of the table.

3.10.6 In the case of a promotee officer who has earned advance increment in
clerical scale prior to promotion but not earned fixed personal pay, his basic pay in
clerical scale shall first be reduced by one stage. He shall then be given fitment in
terms of the above table and thereafter an increment will be added to his basic pay
in officers' scale. In such case, he will be eligible for fixed personal pay one year
after reaching the maximum in the officers' scale of pay.

3.10.7 A promotee officer who has earned fixed personal pay will continue to
draw the same quantum of fixed personal pay even after promotion and the amount
thereof remain frozen for the entire period of service.

3.10.8 The length of period completed by a promotee officer at a particular

basic pay in the clerical scale will be notionally computed by taking into account the
date on which the annual/stagnation increments would have been released to him,
had he not passed JAIIB/CAIIB or earned advance increment.

3.10.9 If at any time, the basic pay of a promotee officer happens to be lower
than the basic pay corresponding to the one he would have earned had he been
promoted at a particular stage in the clerical scale of pay, the officer concerned will
be treated as eligible for the higher basic pay as shown in the fitment table.

38
3.10.10 If despite the fitment as given above, the aggregate of basic pay and
such allowances which qualify for superannuation benefits drawn as an officer on
promotion is less than that drawn as a clerk at the time of promotion, the difference
will be protected by way of temporary personal allowance to be wiped off, in three
years, at the rate of 1/3 of temporary personal allowance.

3.11 Retirement/Termination /Resignation

3.11.1 The age of retirement of an officer shall be determined in accordance with

the following conditions:

a. after an officer has reached the age of 57 years, he may be retired after
giving him two months’ notice in writing that his efficiency has been found by
the Bank to have been impaired;
b. subject to the aforesaid provisions, an officer shall continue to be in the
service of the Bank till he is 60 years old;
c. aforesaid provisions shall not preclude an officer of the Bank from retiring
earlier on or after completion of 30 years of service with the Bank or 55 years
of age;
d. An officer will normally retire on the last day of the month in which he
completes his age of retirement. However, such of those officers who
complete their age of retirement on 1st day of a month will be deemed to
have retired on the last day of the previous month.

3.11.2(a). In the case of officers in scale IV and above, retiring within three months
and working in an administrative office, sanctioning powers applicable to his position
shall be exercised by his immediate superior, if such superior is available at the same
office. If otherwise, such official retiring within three months shall exercise the
powers jointly with his immediate subordinate officer and submit the full details of
sanctions to the controller concerned on the date of sanction itself. However, senior
executives and top executives at HO level including MD & CEO and Executive
Director are permitted to exercise the delegated powers during the period of three
months, prior to retirement also. The proposals sanctioned by them during the
period shall be put up immediately to the next higher authority.

3.11.2(b) In the case of an official holding charge of a branch, who is retiring within
three months, he shall exercise powers jointly with his immediate subordinate
officer and submit full details of sanctions to the controller concerned on the date of
sanction itself.

39
3.11.2(c) The rules 3.11.2(a) and 3.11.2(b) shall also apply in the case of officers
who have submitted notice of resignation/voluntary retirement from service of the
Bank, from the date of submission of notice of resignation/voluntary retirement.

3.11.3 No officer shall resign from the service of the Bank otherwise than on the
expiry of three months’ notice in writing of such resignation or paying three month’s
pay and allowances, with the permission of the Bank, in lieu of notice and settling all
outstanding dues he owes to the Bank.

3.11.4 The Bank may terminate the services of any officer by giving one month's
notice in writing or by paying him one month's pay and allowances in lieu thereof.
The following are, inter-alia, the circumstances under which such terminations are
liable to be effected:

a. decisions taken by the officer in his capacity as an officer has put the bank to
monetary loss though no misconduct as such can be proved against him;
b. the officer employed on the basis of a particular expertise or skill or
qualification, ceases to possess such an expertise or skill or qualification, for
any reason whatsoever;
c. the officer, for three consecutive years in annual appraisal of his
performance, has received ratings of less than average and despite the
appraisal reports of the first two years having been communicated to him
there has been no improvement or insufficient improvement in his
performance;
d. situation is such that due to violence, insurgency, general indiscipline or
insubordination, holding an enquiry against the officer is not possible;
e. the evidence to be relied upon to prove the misconduct gets destroyed or the
principal witness(es) becomes unavailable for reasons beyond management's
control.; or
f. There is such other cause as would reasonably lead the Bank to believe that
the retention of the officer would prejudice the Bank's interest.

3.11.5(a) An officer against whom disciplinary proceedings are pending shall not
resign from the service in the Bank without the prior approval in writing of
competent authority and any notice of resignation given by such an officer before or
during the disciplinary proceedings shall not take effect unless it is accepted by the
competent authority.

3.11.5(b) Disciplinary proceedings shall be deemed to be pending against any officer

for the purpose of rule 3.11.5(a) if he has been placed under suspension or any
notice has been issued to him to show cause why disciplinary proceedings shall not

40
be instituted against him and will be deemed to be pending until final orders are
passed thereon.

3.11.5(c) 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 thereof. The officer concerned will not receive any pay
and / or allowance after the date of superannuation. He will also not be entitled for
payment of retirement benefits till the proceedings are completed and final order is
passed thereon except his own contributions to provident fund. Such disciplinary
proceedings shall normally be completed within a period of six months from the date
of superannuation.

3.12 Voluntary retirement scheme (Bank’s scheme)

3.12.1 An officer may be permitted by the MD & CEO or an officer authorized by him
in this behalf, to voluntarily retire from the Bank's service at any time after
completion of 55 years of age or 30 years of total service as an officer or otherwise,
whichever is earlier, provided three months’ notice, in writing is given to the Bank.

3.12.2 MD & CEO or an officer authorized by him may reduce the period of three
months’ notice or remit the requirement of notice entirely at his discretion.

3.12.3 An officer desirous of retiring voluntarily from the Bank's service in

accordance with the rules formulated herein shall have to specify the reasons for
such retirement in his notice.

3.12.4 An officer may withdraw the notice of voluntary retirement subsequently only
with prior approval of MD & CEO, or an officer authorized by him, provided such
withdrawal is made before the expiry of the notice.

3.12.5 Subject to the rules laid down herein, an officer who has served on the Bank a
notice of voluntary retirement shall retire on the last day of the month in which the
notice period expires unless the MD & CEO or an officer authorized by him, issues an
order to the contrary before the expiry of the period of notice.

3.12.6 It shall be at the absolute discretion of Bank to permit or decline to permit an

officer to retire voluntarily from the service of the Bank.

3.12.7 Notwithstanding anything contained herein an officer shall not be permitted

to voluntarily retire

41
 a. if disciplinary proceedings are pending or contemplated against him for the
imposition of a major penalty and the disciplinary authority having regard to
the circumstance of the case is of the view that the imposition of penalty of
removal or dismissal from the service would be warranted in his case or where
such proceedings are pending or contemplated against him in regard to his
misconduct which in the opinion of the disciplinary authority has resulted in or
likely to result in monetary loss to the Bank; or
b. If prosecution is contemplated or may have been launched in a court of law
against him.

3.12.8 An officer who has served the Bank with the notice of voluntary retirement
from the service of the Bank may apply for eligible leave standing to his credit
during the notice period. The authority competent to sanction his leave may grant
him leave so applied and permit it to run concurrently with the period of notice.
However in no event the period of leave shall go beyond the date on which he stands
to voluntarily retire.

3.12.9 An officer retiring voluntarily shall be eligible to be paid a sum equivalent to

the emoluments (i.e. salary and allowances) of any period of privilege leave that has
been accumulated as on the date of retirement and to claim travelling allowance,
baggage and other expenses to 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 or to the place of his domicile as per Bank's records whichever is nearer.

3.12.10 An officer desirous of retiring voluntarily from service of the Bank shall
settle his liabilities to the Bank, prior to the date of such retirement.

Voluntary retirement under "Federal Bank (Employees’) Pension Rules"

3.12.11 In addition to the above scheme, an officer who have opted for pension may
also be permitted to voluntarily retire from the service of the Bank after giving three
months’ notice on completion of twenty years of qualifying service as per the
Federal Bank (Employees’) Pension rules.

Note: Wherever instructions are issued regarding Fed-e-HRM implementation, the

relevant rules are amended to that extent.

42
4 Transfer

4.1 Transfer

4.1.1 An officer appointed in the service of the Bank is liable to be transferred to

any of the branch/office of the Bank as and when found expedient by the competent
authority in the interest of the Bank.

4.1.2 Every officer shall be available for Bank's duties at any time of the day.

4.1.3 Officers who are transferred as per their preference from one place to other
before completion of a minimum period of three years of continuous service at a
particular centre (two years in the case of those working in northeastern region) will
not normally be eligible for joining time and other such transfer benefits.

4.1.4 Those transferred from one place to another on promotion from clerical cadre
or on promotion from scale to scale will be treated as eligible for TA/HA/joining
time/ reimbursement of incidental expenses on transfer etc as applicable to the
higher cadre/scale with effect from the date on which they are relieved from the
branch/office/post on promotion/transfer, subject to other rules in force.

4.1.5 a) An officer on transfer and members of his/her family whose stay at the new
place of posting is of a permanent nature will be eligible to travel to the new place
of posting by the same mode and class of travel as specified in clause 4.9 hereunder.
Travelling allowance in respect of the spouse of an officer would not be admissible,
if he/ she employed in another organization proposes to join the center on transfer,
either at the same time or at a later stage.

4.1.5 b) The members of family of an officer who do not travel with him/her on
his/her transfer may join him/her at his/her new place of posting within a period of
6 months from the date of his/her date of relieving for which no prior sanction is
required to be obtained from HR Employee Relations and Operations. Baggage/own
vehicle may also be transported to the new place of posting within a period of six
months from the date of relieving. For extension of period beyond 6 months,
permission shall be obtained from Competent Authority. Such requests shall be
submitted to HR Employee Relations and Operations.

4.1.6 "Family" for the purpose of the rules under this chapter IV will have the same
meaning as given in rules 8.1.1. TA on transfer in respect of family is permitted

43
only in cases where the stay of the family with the officer at the new place of
posting is of a permanent nature.

4.1.7 Officers who are transferred within the same station/urban agglomeration/
places treated as part of one metropolitan centre are not eligible for any transfer
benefits. However, in such cases where change of residence is necessitated to
comply with the Bank’s requirements, he shall be eligible to be reimbursed the
expenses incurred for transportation of baggage and the ‘lump sum payable on
transfer’. Such officers shall not be eligible for any other transfer benefits.

4.2 Reimbursement of expenses for transportation of baggage and own vehicle

4.2.1 An officer on transfer will be reimbursed the expenses for transporting his
baggage by goods train up to the following limits:
Basic pay (Rs) When the officer is accompanied When the officer is not
by family for full term stay accompanied by family
48480- 67160 3000 kgs 1500 kgs
Above 67160 12000 Kgs 2500 kgs

4.2.2 If goods are transported by public carrier of goods, the reimbursement will
be the actual freight charges paid not exceeding the freight charges for transporting
permissible baggage, which is calculated on the basis of the following rates.

Distance Per Ton Per Km rate

Up to 1000 kms Rs 8.50
Above 1000 kms Rs 6.50
Note:
1. The rates will be applied on slab basis, subject to a minimum threshold distance
of 300 kms, as illustrated below.

a) An employee who is transferred to places within 300 kms will get the amount
equivalent to that of 300 kms.
b) An employee who is transferred to a place 1500 kms away will get the expense
at the rate of Rs 8.50 for 1000 kms and at the rate of Rs 6.50 for the rest 500
kms, as the rate are applied on slab basis.

4.2.3 Employees who are transferred in to and out of hilly terrains will be
reimbursed with twice the rate applicable for the distance covered in hilly terrain
and the rest of the distance at normal rates.

44
4.2.4 In all cases of transportation by a mode other than by goods train, the
following conditions shall be complied with:
a. A detailed list of items along with approximate weight of each item shall be
prepared and got certified by the manager / another officer of the
branch/office from where the officer is transferred.
b. The name and address of the owner and registration number of the vehicle by
which the goods/own vehicle are transported and the date of transporting
should be incorporated in the said list.
c. The list should also indicate the details of the premises where the items will
be kept on transfer to facilitate inspection/verification if necessary.
d. The list of items prepared in the above manner incorporating all the required
details shall be submitted along with the TA bill to the sanctioning authority.

4.2.5 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 as part of transfer travel the expenses will be reimbursed in accordance with
rates applicable to travel by own car.

4.2.6 An officer who owns a scooter, motor cycle or any other vehicle and
transports the same to the new place of posting 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 a public carrier, the actual freight charges not exceeding the charges
for transporting the same by goods train will be payable. If the vehicle is driven by
road subsequently or in advance, reimbursement shall be at 150% of the goods train
rate. For transportation of own vehicle by public carrier/ goods train/by road within
6 months from the date of relieving, no prior sanction from HR Employee Relations is
required.

4.2.7 An officer who is having both motorcar and two-wheeler and transport the
same by a public carrier, the two-wheeler will be considered as a part of household
item and the reimbursement will be as applicable to household items only. In such
cases, even when the two-wheeler is driven by road, the officer will not be eligible
to claim reimbursement of expenses for the two-wheeler.

4.2.8 Such of those inspecting officers who have taken quarters at centres other
than headquarters shall be reimbursed the actual freight charges subject to the
maximum amount that would have been incurred for shifting the permissible
quantity of household articles to headquarters. Inspecting officers on their transfer
to branch/office elsewhere can claim reimbursement of freight expenses as per rules
from the place of their headquarters to the place of their new posting.

45
4.3 Lump sum payable on transfer/Transfer compensation

4.3.1 The amount of Transfer Compensation payable to Officers in Scale I, II & III to
meet incidental expenses for packing, local transportation, coolie, insurance of
baggage etc. on transfer is enhanced to Rs. 40,000/-. Officers in Level IV and above
are eligible for a payment of Rs. 50,000/- as Transfer Compensation, where actual
and effective shifting of family/residence takes place and further the transfer is not
effected at the request of the officer before completion of the normal tenure.
Officers requesting for transfer from Northeastern region in accordance with the
rules will not be debarred from claiming incidental expenses on transfer. If he
commutes daily from previous place to the new place of posting, incidental expenses
will not be admissible.

4.3.2 However, in the case of Officers transferred outside their home State beyond a
distance of 1000 kms and shifting their family to the place of posting for continuous
stay during their tenure, an additional amount will also be paid as Transfer
Compensation. Accordingly, the maximum amount of Transfer Compensation payable
(basic amount + additional amount) would be as follows: Considering the difficulties
faced by the officers who are posted outside their home state and those who are
shifting their family to the place of posting outside their home state for continuous
stay during the tenure, the following lump sum amount (basic amount plus additional
amount) will be paid to those officers as mentioned below inclusive of the base
amount of Rs. 40000/- or Rs. 50000, subject to compliance of other applicable
stipulations thereto.
Situation Scale I, II &III Scale IV & above

If the distance from the place of transfer to Rs. 40,000/- Rs. 50,000/-
the place of posting is upto and inclusive of
1000 kms
If the distance from the place of transfer to Rs. 46,000/- Rs. 57,000/-
the place of posting outside home State is
above 1000 kms and up to and inclusive of
2000 kms
if the distance from the place of transfer to Rs. 52,000/- Rs. 65,000/-
the place of posting outside home State
exceeds 2000 kms

Officers who are transferred back to their home State from other States will be
entitled only to the basic amount of Transfer Compensation (i.e. Scale I, II & III -
Rs.40,000/- and Level IV & above - Rs. 50,000/-).

46
4.3.3 Unless otherwise indicated, officers transferred from one place to another
would be eligible for Transfer Compensation, provided they have actually shifted
their place of stay consequent to the transfer. Officers transferred from one place to
another and who are otherwise eligible for Joining Time and Halting Allowance for
the reason that the distance from the place of stay to the new place of posting
through the shortest route is more than thirty kilometers from their residence will not be
eligible for Transfer Compensation, if there is no shifting of residence. Transfer
Compensation will not be admissible in the case of transfers within the same
Panchayath/Municipality/ Corporation/ Metropolitan/Urban agglomeration limits or places
treated as part of one Metropolitan Centre, even if shifting of residence is involved.

4.4 Period for taking over of charge of branches.

Officials taking charge of branches will be permitted reasonable number of days to

take charge of the branch subject to a maximum of 5,7,10 and 15 working days in
the case of small and medium branches, Large branches, Very Large branches and
Exceptionally Large branches respectively. Subject to other rules in force, lodging
expenses will be paid to officers during the period of taking over of charge. Halting
allowance will be payable for such period of taking over of charge if residential
accommodation is not provided to the officer concerned during this period. Halting
allowance for the period of taking over of charge of a new branch / office will be
admissible, only to the officers who avail of the facility of residential
accommodation after the period of taking over of branch / office. However, in cases
where the Officer is already provided with leased accommodation / quarters or if he
is drawing HRA on rent receipt basis, or if he / she is staying in his / her own house,
he / she is not eligible for halting allowance for the period of taking over charge.

4.5 Halting allowance

4.5.1 An officer transferred to any station shall be eligible to claim halting allowance
for the days of journey, joining time, and the period for taking over charge of
his/her post as specified by the competent authority at the rate as in the case of
travel on duty. No joining time is permitted on transfer, if the transfer is within the
same station/urban agglomeration or if there is no change in place of stay.
4.5.2 Halting allowance for the period of taking over of charge of branches will be
paid to officers if residential accommodation is not provided to the officer concerned
during this period. Officers who draw HRA on rent receipt basis or HRA for staying in
own house/flat and those provided with residential/leased accommodation by the
Bank during the period of taking over of charge will not be eligible for halting
allowance.

47
4.5.3 Halting allowance will be payable for the joining time up to a maximum of
seven working days and the journey time at the rate as applicable to the place to
which the officer is transferred. No hotel expenses will be given for the joining time.
4.5.4 Halting allowance for joining time on transfer, wherever admissible, will be
paid to the officers concerned irrespective of whether or not the facility of leased
accommodation is provided to them, during the period of joining time.

4.6 Lodging expenses

4.6.1 Subject to other rules in force, lodging expenses will be paid to officers
during the period of taking over of charge of branch.
4.6.2 Lodging expenses for the period of taking over of charge of branch will be
payable to officers, if residential accommodation is not provided to the officer
concerned during this period. Officers who draw HRA on rent receipt basis or HRA for
staying in own house/flat and those provided with residential/leased accommodation
by the Bank during the period of taking over of charge will not be eligible for lodging
expenses.
4.6.3 Officers posted as Principal Officers of branches proposed to be opened at new
centres will be treated as eligible to claim reimbursement of lodging and boarding
expenses from the Bank during the period of field work, for a period not exceeding
15 days, in case residential accommodation is not provided to them at the centre. In
case residential accommodation is provided at the centre, the officers concerned
will be treated as eligible for Halting allowance for a period not exceeding 15 days.

4.7 Lodging Reimbursement/Halting allowance on transfer

With effect from 01.04.2024, an Officer on transfer will be eligible for either (a)
Reimbursement of 15 days lodging & boarding charges or (b) 15 days Halting
allowance from the date of joining at new place, subject to other applicable norms.
However, Lodging/Halting allowance on transfer will not be available to Officers
who draw HRA on Rent Receipt basis or HRA for staying in own house/flat and those
provided with residential/leased accommodation by the bank during the period.

4.8 Joining time

4.8.1 An officer on transfer shall be eligible for joining time on one occasion, and
not exceeding seven working days, exclusive of the number of days spent on travel,
to enable him to join a new post to which he is appointed while on duty in his old
post, or to join a new post on return from leave provided the distance to the new
branch /office is more than 30 kms from the residence of the Officer.

48
4.8.2 During joining time an officer on transfer shall be eligible for salaries and
allowances at the rate applicable to the place to which he is transferred.
4.8.3 In calculating the joining time admissible to an officer the day on which he is
relieved from his old post and public holidays following the day of relieving shall be
excluded. Public holidays as applicable at the place from where the officer is
transferred, will be reckoned for calculating admissible joining time.
4.8.4 No joining time will be admissible to an officer when his posting is of
temporary nature, irrespective of the fact that posting is to a place or station other
than the one at which he is permanently posted.
4.8.5 Joining time may be availed of by an officer either at the place from where he
is transferred or at the new place of his posting.
4.8.6 No joining time is permitted on transfer if the transfer is within the same
station/urban agglomeration/places treated as part of one metropolitan centre or if
there is no change in place of stay.
4.7.7(a) Normally joining time shall be availed of at the time of transfer itself. When
it is not possible for the branch/office to relieve the officer earlier or when the
officer is required to report at the new office immediately, due to exigency of
service, the officer concerned may be allowed to avail of joining time, with eligible
halting allowance, at a later date.
4.7.7(b) When the permission to avail of joining time at later date is given at the
request of the officer and for his own convenience and not due to exigency, no
halting allowance will be payable for the period of joining time.
4.7.7(c) In both the above cases, such joining time subsequent to joining the new
branch/office should be availed of within six months of joining the new office.

4.7.8 Joining time can be availed only in one stretch and not in parts.

4.7.9 Joining time only can be availed of at a later date, as above, and journey time
if eligible should be availed of before joining the new branch.

4.9 Relaxations

In partial modification to the aforesaid rules, Officers will be treated as eligible for
joining time and attendant benefits such as halting allowance (but not for incidental
charges) if the distance through the shortest route to the place of the transferee
branch/ office is more than 30 Km from the residence, even if the transfer is on
request and without change of residence. However, those who are transferred as per
their preference from one place to another before completion of a minimum period
of 3 years of continuous service at a particular centre (2 years in the case of those
working in North Eastern Region) will not normally be eligible for joining time and
other such benefits. The officer concerned will be required to declare the actual
49
distance between the place of residence and place of posting while submitting
claims. In the case of transfer within the same centre / urban agglomeration,
benefits attendant to transfers like joining time / halting allowance / freight /
incidental expenses will not be admissible.

4.10 Mode of travel and expenses on travel

4.9.1. An officer on transfer and members of his/her family whose stay at the new
place of posting is of a permanent nature will be eligible to travel to the new place
of posting by the same mode and class of travel as specified in rule 7.17.
4.9.2 In the case of family members of inspecting officers, they may travel to the
place of posting or to the place where quarters is taken. However reimbursement of
expenses will be subject to the maximum permissible, for travel to headquarters
only.
4.9.3 Where an officer or his family travels by a class/mode lower than the one
allowed to him, he shall be entitled to claim travelling allowance/expenses only at
the rate actually paid/incurred.
4.9.4 The reimbursement would be allowed only for journey by the normal and
direct route. For travel by deviated route prior permission from competent authority
shall be obtained.
4.9.5 Journey time admissible shall be the minimum number of days required for
the officer concerned to reach the place to which he is transferred by the eligible
mode of travel by the direct and shortest route or the actual number of days taken
for the journey by a different mode, whichever is lesser.
4.9.6 An officer relieved from one branch/office to another on a particular day
would be treated to have proceeded to the place to which he is transferred by the
earliest available train/flight etc for the purpose of calculating the journey time
admissible to him and the admissible joining time would be counted after allowing
the journey time as above.

4.11 Traveling Allowance on Retirement

On retirement from the service of the Bank on superannuation, an officer will be
eligible to claim traveling allowance for himself / herself and for his / her
dependent family members (as applicable for transfer from one centre to another)
from the centre in which he / she was working at the time of retirement to the place
of domicile. Expenses incurred for transportation of household goods and for
transportation of retired Officer’s own vehicle would also be reimbursed, as per
norms applicable for transfer of Officers. No other expenses would be
reimbursable on retirement. No amount would be paid in advance in such cases and
the reimbursement would be on submission of bills / vouchers.

50
4.12 Traveling allowance / halting allowance to those transferred on promotion

Those transferred from one place to another on promotion from lower scale to
higher scale will be treated as eligible for TA / Halting Allowance / joining time /
reimbursement of incidental expenses on transfer etc. as applicable to the higher
Scale with effect from the date on which they are relieved from the branch / office
/ post, on promotion / transfer, subject to other rules in force, even if their
promotion to the higher Scale is effective only from a subsequent date.

51
Leave

5.1 General

5.1.1 Subject to the grant of leave being determined by the exigencies of service, an
officer is eligible for the following kinds of.

a. Casual leave/ Unavailed casual leave

b. Privilege leave
c. Sick leave
d. Maternity leave
e. Paternity Leave
f. Special leave/Special casual leave
g. Extra ordinary leave on loss of pay

Leave Application & Sanction Order

5.1.1 An officer who desires to obtain leave of absence, other than Casual Leave,
shall apply through Fed-E-HRM to the Principal Officer of the branch/office. In the
case of Principal Officer, the application shall be submitted to respective Zonal
Office/Controller. Such application for leave shall be made not less than fifteen
days before the date from which the leave is to commence, except in urgent cases
or unforeseen circumstances including illness when it is not possible to do so. The
competent authority shall process the application in Fed-E-HRM and issue orders on
such application as soon as practicable and in cases of an urgent nature,
immediately. If the leave asked for is granted, an order showing the date of
commencement of the leave and the date on which the officer will have to resume
duty shall be issued to him. An officer, who has been sanctioned leave, should
furnish to the Bank the Address, email ID and Telephone number at which he can
normally be contacted while on Leave and shall keep the said authority informed of
any change in the address previously furnished.

5.1.2 If an Officer, after proceeding on leave, desires an extension thereof, he

shall apply through Fed- e- HRM or make application in writing to the competent
authority. Such application shall state the full postal and email address of the
Officer and shall be made in sufficient time to enable the competent authority to
consider the application and send a reply to him before the expiry of leave desired
to be extended. Officer shall check the Fed-E-HRM application status to know about
the sanction or rejection of leave. Alternatively, an email or written reply

52
 either of the grant or refusal of extension shall be sent to the Officer at the
address given by him before the expiry of the leave originally granted to him.

5.1.3 If leave is refused or postponed, the reason for the refusal or postponement, as
the case may be, shall be mentioned in the order and a copy of the order be given to
the applicant.

5.1.4 No leave or extension of leave shall be deemed to have been granted unless an
order to that effect is passed and communicated to the officer concerned.

Recall for Duty

5.1.5 An officer on leave may be recalled by competent authority whenever Bank

deems fit to do so. When an officer is called back from leave, the Bank will pay him
travelling expenses as applicable to travel on duty, from the place where he was
spending his holiday to the place of work. The officer will also be entitled to claim
travelling expenses of his wife and children provided they have accompanied him
while going to the place where the officer was spending holiday or have gone to such
place within a week of his going there and have accompanied him while returning
from such place or have returned to the place of work within a week of his return to
that place. If the officer and members of his family go back to the same station from
which he was called, he is entitled for traveling expenses for the return journey also
as applicable to travel on duty.

If the officer is availing Leave Travel Concession during that period it will be allowed
to be carried over. However, the Bank will as far as possible offer him leave, so as to
enable him to avail of Leave Travel Concession during the same span of LTC block. In
addition to travelling expenses in such cases, the officer concerned will be eligible
for Halting Allowance as may be applicable to him for the journey to his place of
work. Advance against LTC, if any shall be adjusted by the officer immediately on his
reporting for duty.

Lapse of Leave

5.1.6 Leave earned by an officer lapses on the date on which he ceases to be in

service provided, however, that

a. Where an officer’s services are terminated owing to retrenchment, he

shall be paid his pay and allowances for the period of Privilege Leave at
his credit subject to a maximum of 255 days.
c. If an officer dies in service, his Legal heirs will be paid salary for the
Privilege Leave accrued to him at the time of his death subject to the

53
 maximum of 255 days.
d. The emoluments payable at the time of Death or Retirement will be
taken into account for the purpose of rules 1.6.b & 1.6.c

Leave for officers under Suspension

5.1.7 No leave shall be granted to an officer under suspension. However, if any

suspension period is treated as period spent on duty by specific order of Disciplinary
Authority, the officer will be eligible to accumulate Privilege Leave in excess of 270
days subject to the condition that such accumulated leave in excess of 270 days
should be proportionate only to the period spent under suspension by the officer,
until such time the Bank is in a position to grant him Privilege Leave. Other
provisions related to accumulation of Privilege Leave are also applicable in such
cases.

Attendance Report of Inspecting Officers (Mobile) attached to Internal

Audit Department /H.O

5.1.8 All inspecting Officers conducting Detailed Internal Inspection at

Branches/Offices should submit the attendance certificate in the printed format
supplied to them on the date of conclusion of the inspection, covering the period
from the date of commencement of Inspection to the date of conclusion of
inspection. The attendance of Inspecting Officers on mobile duty is recorded in the
Internal Audit Department based on the above reports. The Attendance Report
referred above is applicable for reporting leave availed during the period of
Inspection. In cases such as attending training programme, attending court on
official capacity, attending written test/interview etc, tour programme in C89D is to
be submitted to Internal Audit Department and got approved. If any Inspecting
Officer is not present in the branch on account of official journey, it is to be
incorporated in the attendance report. The absence / leave during the period of
inspection is to be got certified by the officials of branch/office in which inspection
is conducted.

Attendance Report of Inspecting Officers (Mobile) attached to Zonal Offices

5.1.9 Inspecting Officers attached to Zonal Office shall proceed on leave with
prior intimation to Internal Audit Department. If permitted by Internal Audit
Department, information regarding leave shall be given to Zonal Office. Inspecting
officials shall register their presence in the Attendance Register maintained by the
Branch/Office under Inspection. Report of attendance of Inspecting Officers shall be
sent to Internal Audit Department with a copy to Zonal Offices concerned.

54
Leave & LTC applications submitted by Inspecting officers shall be forwarded to
Internal Audit Department through the Zonal Office concerned. All types of leave to
Inspecting Officers attached to Zonal Offices will be sanctioned by Internal Audit
Department. Internal Audit Department shall maintain the leave records and the
Zonal Offices concerned shall maintain a “Mirror Leave account”. Sanction orders for
leave will be issued by Internal Audit Department and copies will be forwarded to
respective Zonal Office of the Inspecting Officer.

5.1.10 Officers for marketing/recovery functions – Attendance and Leave

Marketing Officers/Recovery Officers should mark their attendance in all the

branches they visit on a day-to-day basis, showing the time of reporting at the
branch.

Wherever Marketing Officers/Recovery Officers visit Zonal Office, they shall mark
their attendance in the Zonal Office, showing time of reporting.
In case they are on the field for a full day and not able to report to any of the
branches/Zonal Office and to mark their attendance, a separate report shall be sent
to the Zonal Office or Parent Branch/Office showing complete details of their work
on such day. Otherwise, they shall be treated as on leave on such days. The Zonal
Office or Parent Branch/Office shall examine the report judiciously.
In case of leave, Marketing Officers/Recovery Officers should forward the leave
applications to the Zonal Office or Parent Branch/Office, without any delay.
The Zonal Office or Parent Branch/Office should follow up the leave/absence of
Marketing Officers/Recovery Officers with all the branches they are allotted to, and
set right the records on a fortnightly basis. Unregularised leave/ absence, if any,
shall be taken up with the officer concerned.
The Zonal Office/Parent Branch/Office shall maintain the leave records of
Marketing Officers/Recovery Officers, as in the case of other officers attached to
the office.
Branches, which the Marketing Officers/Recovery Officers visit on any day and mark
attendance, shall submit a report to the Zonal Office/Parent Branch on a fortnightly
basis for maintenance of leave records.

Tour programmes, TA bills etc of Marketing Officers/Recovery Officers shall also be

processed by the Zonal Office or Parent Branch/Office, as per applicable norms.

Zonal Office/Parent Branch/Office means the Zonal Office/Branch/Department,

which disburses Salaries and allowances to the officers concerned.
55
5.1.11 General Instructions

1. Leave of any kind cannot be claimed as of right. When the exigencies of the
service so require, discretion to refuse or revoke leave of any kind is reserved
by the Bank.

2. Unless he is permitted to do so by the authority which granted him leave, an

officer will not be entitled to return to duty before the expiry of the period of
leave granted to him.

3. An officer proceeding on leave shall hand over the charge of his post at the
close of last working day preceding the day on which he proceeds on leave. His
leave shall be considered to commence from the next succeeding working day
and end on the last working day preceding that upon which he reports for duty.

4. An officer shall, before proceeding on leave, intimate to the Competent

Authority, his Address and contact Telephone Number/Mobile Phone Number
while on leave and shall keep the said authority informed of any change in the
address previously furnished.

5. An officer on leave shall, unless otherwise instructed to the contrary, return for
duty to the place at which he was last posted at the time of granting leave.

6. An officer who overstays his leave (except under circumstances beyond his
control, for which he must tender explanation) shall not be paid his pay and
allowances for the period he overstays and shall further render himself liable to
such disciplinary action as the Bank may deem fit.

7. The Competent Authority may require an officer who has availed himself of
leave for reasons of health to produce a medical certificate of fitness before he
resumes duty even though such leave was not actually granted on a medical
certificate.

8. An officer who has submitted notice of resignation is not eligible for any kind of
leave during the notice period, except Casual Leave.

9. Officers availing Extra Ordinary Leave on loss of pay, remaining absent from
duty unauthorized and /or participating in illegal strikes shall not be eligible for
pro-rata leave for such days of absence from duty.

56
10. On promotion from clerical cadre, an officer will be permitted to carry over
accumulated leave balance as on the date of promotion.

11. The term ‘substantive pay’ wherever it occurs, means the aggregate of

a. Basic Pay including Special Pay and Special allowances.

b. DA, CCA, FPP, PQP

c. House Rent Allowance, if any (but excluding Special allowance drawn as

locum tenens and officiating allowance, if any) which the officer would
have drawn had he been on duty.

12. Calendar year means the period 1st January to 31st December, each year.

13. No Loan will be granted to an officer who is on unauthorized absence and

whose absence remains unregularised.

14. All medical certificates/other certificates, submitted by an officer in support of

his leave applications shall be duly signed by the officer indicating the purpose
for which it is submitted.

15. An officer who intends to avail himself of leave for reasons of health shall
produce medical certificate from a medical practitioner acceptable to the Bank
or at the Bank’s discretion, from a medical practitioner nominated by the Bank,
at its cost. Such medical certificate should be forwarded to the Bank without
any delay indicating the probable period of absence. At the time of rejoining
duty, the officer has to produce a certificate of fitness from the medical
practitioner acceptable to the Bank. However in the cases of casual
leave/unavailed casual leave on medical grounds such certificate of ill
health/fitness are not normally insisted

5.1.12 Report on Leave in Annual Performance Appraisal Reports of Officers.

The following aspects are to be considered and suitable comments covering

these points shall be furnished in the Annual Performance Appraisal Reports of
officers.

1 Attendance, Punctuality, Leave record, Absenteeism etc. of the Officer.

57
 2. Tendency to avail leave without permission/intimation and subsequently
getting regularized.
3. Adverse features such as excessive absenteeism /availment of leave, non-
compliance of Leave rules etc.
4. Any other irregular features with regard to the availment of leave of the
officer adversely affecting the functioning of the branch/office.

Reporting/reviewing authorities shall make their comment comprehensively

covering all the above aspects in PMS report.

5.2 Privilege Leave

5.2.1 Eligibility

An officer shall be eligible for Privilege Leave computed at one day for every
eleven days of service on duty. Such calculation is to be done only for the
limited purpose of calculation of entitlement. The officer will be eligible to
avail of such leave only after completion of 11 months of completed service.
Privilege Leave can be accumulated up to a maximum of 270 days.

5.2.2 If Privilege Leave applied for by an officer has been refused or an officer has
been recalled for duty and if Privilege Leave balance is likely to exceed 270
days consequent to refusal of Leave, such Officer will be entitled to
accumulate Privilege Leave in excess of maximum of 270 days. Such excess
leave accumulated on account of refusal of leave or recalling to duty before
expiry of leave will lapse if the officer does not avail the same when he is
permitted to avail it of. However, Encashment of privilege leave shall be
restricted up to a maximum of 255 days.

Note: - In a case due to rejection on account of exigency of service, if the

balance of Privilege Leave exceeds more than the stipulated maximum limit of
270 days, such rejection has to be made by HR Employee Relations &
Operations Division. Branches / Departments / Zonal Heads are not
empowered to reject the Privilege Leave applied for in such cases. Officers
will not be permitted to accumulate Privilege Leave beyond the limit of 270
days, unless request for Leave is declined by HR Employee Relations &
Operations Division.

No leave shall be granted to an Officer under suspension. However, if any

suspension period is treated as period spent on duty by specific order of
Disciplinary Authority, the Officer will be eligible to accumulate privilege

58
 leave in excess of 270 days subject to the condition that such accumulated
leave in excess of 270 days should be proportionate only to the period spent
under suspension by the Officer, until such time the Bank is in a position to
grant him privilege leave. Other provisions related to accumulation of
privilege leave are also applicable in such cases.

5.2.3 Method of crediting Privilege Leave

The entitlement of Privilege Leave to an Officer is to be calculated at the rate

of 1 day for 11 days completed service. The officer will, however, get credit
of Privilege Leave only after 11 months of active service. Privilege Leave shall
not be credited on pro-rata basis. He has necessarily to wait for completion of
a period of 11 months’ service after one occasion of credit of Privilege Leave
for the next credit of Privilege Leave.

5.2.4 The date of credit of Privilege Leave will be reckoned as follows: -

a. In the case of officers who joined : On completion of every 11

the Bank as Trainees months from the date of
confirmation.
b. In the case of officers who were : On completion of every 11
absorbed as Probationers in the months from the date of joining.
Bank.

5.2.5 The period of Privilege Leave to which an Officer is entitled at any time shall
be the period, which he has earned less the period of leave availed of.

While calculating number of days of Privilege Leave to be credited, total

number of the following leave/absence should be deducted from active service.
i. Privilege Leave
ii. Sick Leave (actual number of days of absence and not the number of
Leave accounted)
iii. Maternity Leave/Paternity Leave
iv. Unavailed Casual Leave
v. Special Leave for Office Bearers/ Executive committee members of
Officers Association/Union
vi. Days of absence without Leave/ Unauthorized absence
vii. Strike days

59
 viii. Extra Ordinary Leave on loss of pay
ix. Sabbatical Leave
x. All other types of Leave except those mentioned in Para 2.6 below

5.2.6 The following types of leave, however, need not be deducted from active service.

i. Casual Leave
ii. Special Casual Leave for Family planning/ Blood donation
iii. Compensatory Leave
iv. Number of days of Leave Encashment made in connection with LFC
v. Number of days of Duty Leave
vi. Joining time
Vii. Mandatory leave

5.2.7 While computing Privilege Leave, total period of service after deducting the
leave as stated in Para 2.6 a. shall be divided by eleven which will give the
number of days of Privilege Leave earned. Fraction of a day of earned leave,
if any, shall be taken as full day. For example, if the earned Privilege Leave
is 30.06, 31 days of Privilege Leave should be credited.

Note: While arriving at the Privilege Leave balance as on the due date of
credit of Privilege Leave, Branches / Offices often follow a practice of taking
the balance shown in the Leave register as the base. By this procedure, there
is a chance of exceeding the permissible Privilege Leave accumulation limit of
270 days, in some cases. The leave balance appearing in the Leave register
may not be the actual leave balance as on the due date of credit of Privilege
Leave mainly because of the accounting of leave already sanctioned for a
period beyond the due date of credit of Privilege Leave.
For example;

An officer who had a Privilege Leave balance of 263 days as on 20/12/2015

applied for 30 days’ Privilege Leave from 20/01/2016 to 18/02/2016. The
leave was sanctioned and accounted on 20/12/2015. His next credit of
Privilege Leave was due on 30/01/2016 and he had not availed any other
leave except the Privilege Leave sanctioned as above during the previous 11
months. The correct accounting of leave in that case should be as illustrated
below: --
Though the Privilege Leave balance appearing in the register as on
30/01/2016 (before crediting the Privilege Leave) is 233; the actual Privilege
Leave balance as on 30/01/2016 is 253 since he has actually availed only 10
60
 days Privilege Leave (i.e. from 20/01/2016 to 29/01/2016) before the date of
credit of Privilege Leave. Hence a maximum of 17 days Privilege Leave can
only be credited to his leave account in order to keep the Privilege Leave
balance within the accumulation limit of 270 days as on 30/01/2016.

5.2.8 Number of chances of Privilege Leave

An officer other than a member of executive committee of a registered Trade
union of Bank Officers, will not be entitled to take Privilege Leave on more
than three occasions in a calendar year, but there will be no limitation as to
the number of days for which leave may be taken on these occasions. In
determining the number of such occasions, the following occasions shall not
be included:-

i. When an officer has proceeded on Privilege Leave and is recalled to duty by

the Bank, the leave already availed by him.

ii. When an officer avails of Privilege Leave for a period of more than 4 days at a
time on grounds of sickness on production of a medical certificate

iii. Privilege Leave taken on sick grounds when there is no credit in the sick leave
account of the Officer

5.2.9 Notice Period

Ten days’ notice should be given for availing of Privilege Leave. In urgent
cases or in unforeseen circumstances, Privilege Leave can be sanctioned
waiving notice period, by the Leave Sanctioning Authority at Branch /
Department / Office level. Notice period can be waived only in exceptional
circumstances, and only when the officer tenders his request explaining the
reasons for taking leave without notice. The Leave Sanctioning Authorities
should be personally convinced about the genuineness of the case and such
authorities should mention in the sanction order, that the leave is sanctioned
waiving notice period. Notice period cannot be waived for regularizing an
unauthorized absence.

5.2.10 The requirement of notice period is not applicable in the case of Executive
committee Members /Office bearers of registered Trade union of Bank
Officers.

5.2.11 An Officer on Privilege Leave shall be entitled to full emoluments for the
period of leave.

61
5.2.12 Period of Probation will not be extended on account of availing of Privilege
Leave available to the credit of Probationary Officer. If any other type of
leave is combined with Privilege leave, intermittent holidays between the two
types of leave will also be counted as leave period.

5.2.13 All Officers of the Bank, irrespective of the cadre and designation, shall avail
themselves of Privilege Leave at least for a period of 15 days at a stretch,
in a calendar year. Leave sanctioning authority shall ensure, while sanctioning
such leave, that by proper planning and co-ordination, works of the
Branch/Office can be carried out without issues.

Requests from Branches/Offices/employees for accumulation of Privilege

Leave beyond 270 days, for reasons whatsoever, will not normally be
considered favorably. All the Officers shall plan their leave in advance,
keeping in mind their personal issues, work situation of the Branch/Office, in
consultation with the authorities concerned. Availing of Privilege Leave as
above during the months of March, June, September and December shall be
avoided in view of the additional efforts required to be taken for business
growth/consolidation.

5.3. CASUAL LEAVE

5.3.1 An officer shall be entitled to Casual Leave on full emoluments up to a

maximum of 12 days in each calendar year provided that not more than 4 days
may be taken continuously, and that Holidays and Sundays may be combined
with such leave.
5.3.2 A total of two days of Casual leave may be availed for half a day on four
occasions in a year out of which two occasions would be in the morning and
two occasions in the afternoon.
• Casual Leave under this category can be availed after applying 24 hours in
advance.
• At the time of carrying over the balance in Casual Leave to Unavailed Casual
Leave account, the fraction in the balance if any, will be ignored.

5.3.3 Casual Leave may not be granted in combination with any other leave. Casual
Leave shall be earned by an officer during the first calendar year of service on
a pro rata basis at the rate of one day for each completed month or part
thereof.

5.3.4 An officer who takes Casual Leave and then extends it so as to result in an
absence of five or more working days is to be granted as Privilege Leave only
to the extent, he has Privilege Leave at his credit. Any such absence beyond
62
 the number of days of Privilege Leave at his credit is to be treated as Extra
Ordinary Leave on loss of pay and allowances. If Casual Leave is extended
beyond four days, it may also be treated as Sick Leave or Extra Ordinary Leave
on loss of pay as the case may be for the entire period at the discretion of the
Competent Authority.
5.3.5 Casual Leave shall be non-cumulative except as provided in paragraph 3.12
below. Ordinarily, prior permission of the sanctioning authority shall be
obtained before taking such leave. When this is not possible, the said
authority shall be informed as soon as practicable in writing or, if writing is
not possible, orally or through any person, of the officer’s absence from work,
reason thereof and of the probable duration of such absence. In any event,
leave application in Fed-E-HRM shall be submitted to such authority latest on
the day the officer resumes duty.

5.3.6 Casual Leave is only intended to meet Special or unforeseen circumstances for
which provision cannot be made by exact rules.

5.3.7 Public Holidays and weekly off falling within the period of Casual Leave will
not be treated as part of Casual Leave.

5.3.8 Casual Leave shall not be granted either alone or followed by holidays, in
combination with any other kind of leave.

5.3.9 Casual Leave may be taken on grounds of sickness without production of a

medical certificate, provided the total period of sickness does not exceed 4
days. However, it will be in order for the Bank to require an officer to
produce a medical certificate of fitness before resuming duty even when the
leave was granted on the grounds of sickness without production of a medical
certificate.

5.3.10 Any absence from duty without satisfying the requisite conditions under which
leave may be taken or obtaining such leave on false grounds would justify the
Bank after giving the officer an opportunity to explain, in not treating the
officer as on Casual Leave but as being absent without leave on loss of pay
and allowances.

5.3.11 An officer on Casual Leave shall be entitled to pay and allowances, as if he

was on duty.

5.3.12 When an officer is on Extra Ordinary Leave on loss of pay or is unauthorizedly

absenting for the whole year, he will not be eligible for any Casual Leave for
63
 that year of service. If an officer has rendered service for part of the year,
the Casual Leave for that year should be available only on pro-rata basis.
5.3.13 Unavailed Casual Leave

a. Casual Leave not availed of by an officer in a calendar year may be allowed to

be availed of only on sick grounds on full substantive pay as Unavailed Casual
Leave in the following five years. However, accumulations of Unavailed Casual
Leave if any, relating to the period up to 31.12.1983 or up to the date of
promotion to officers’ cadre, whichever is later will be retained and does not
get lapsed as above. Fraction in Casual Leave Balance, if any, will be ignored
at the time of carrying over as Unavailed Casual Leave.
b. On and from 01.11.2020, production of medical certificate need not,
henceforth, be insisted upon in case the period of such UCL at a stretch is not
exceeding four days. Unavailed Casual Leave availed by officers need not be
counted as a chance of Leave on sick grounds.
c Like in the case of Casual Leave, intervening holidays of Unavailed Casual
Leave need not be considered as leave. Unavailed Casual Leave shall not be
granted in continuation with Casual Leave.
d The Casual Leave not availed of in a calendar year shall be separately
accounted under Unavailed Casual Leave.

5.4 SICK LEAVE

5.4.1 An officer is entitled to Sick Leave at the rate of 30 days for each completed
year of service* subject to a maximum of 720 days during his entire service.

(*Completed year of service shall mean one year of continuous service

including period spent on duty and any kind of leave other than Extra Ordinary
Leave on loss of pay, Sabbatical Leave, Strike and unauthorized absence
affecting service.)

5.4.2 Sick Leave shall be on half substantive pay, provided that an officer, if he so
requests, shall be permitted to avail of Sick Leave on full substantive pay,
such leave on full substantive pay being entered as twice the number of leave
taken, in his Sick Leave account.
5.4.3 Female Officers/a single male parent can avail sick leave for the sickness of
their children of 8 years and below subject to production of medical
certificate.

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5.4.4 Employees can avail sick leave for the sickness of their Special Child of 15
years and below for a maximum period of 10 days in a calendar year subject
to production of medical certificate.
5.4.5 Women employees can avail one day sick leave per month without production
of Medical Certificate.
5.4.6 In case of employees of the age of 58 years and above, sick leave may be
granted towards hospitalization of the spouse at a center other than the place
of work and for a maximum period of 30 days in a calendar year.

5.4.7 All leave on sick grounds (for all diseases) other than Casual Leave and
Unavailed Casual Leave (duration not exceeding four days in a single stretch),
shall be granted on production of a medical certificate acceptable to the Bank
or at the Bank’s Discretion from a Medical Practitioner nominated by the Bank
at its cost.

When an officer absents from duty for reasons of health and intends to take sick
Leave, medical certificate should be forwarded without any delay, indicating
probable period of absence and informing address during the leave period and
contact Telephone/Mobile Phone number. Any officer who has absented for
reasons of health shall be permitted to resume duty only on production of a
medical certificate of fitness acceptable to the Bank.

5.4.8 In a calendar year, leave on sick grounds may be granted up to 2 days in a

single stretch or on two occasions with duration of 1 day each without
insisting Medical Certificate/ Fitness Certificate, on genuine grounds. This
shall be in addition to the existing facility extended for sanctioning Unavailed
Casual Leave.

5.4.9 Eligibility of Sick Leave for Extra Ordinary Leave on Loss of pay affecting
service, Illegal Strike and Unauthorized absence.

The period of Sabbatical leave, unauthorized absence, Illegal strike, Extra

Ordinary Leave on loss of pay affecting service cannot be treated as service for
claiming any benefits and officers are not entitled for Sick Leave for such
period.
For example, if the total absence of an officer for 60 days in a calendar year
was treated as unauthorized absence/illegal strike/Extra Ordinary Leave on loss
of pay affecting service, then only 25 days of Sick Leave and not 30 days be
credited for that particular year.

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5.4.10 Applications for Leave on sick grounds shall be disposed of by the Branches as
below:-
Type of application
To be referred to
A Officers in Branches other than Principal Officer
a. Leave on Sick grounds up to 3 chances in a
calendar year
i. Applications for privilege leave within 3 : Branch Head
chances (Privilege leave on sick grounds
for less than 5 days shall be counted as
a chance)
ii. Applications for Sick Leave : Branch Head
b. Leave on sick grounds exceeding 3 chances
but up to 6 times in a calendar year
i. Applications for privilege leave within 3 : Zonal Office
chances (Privilege leave on sick grounds
for less than 5 days shall be counted as
a chance)
ii. Applications for sick leave : Zonal Office
c. If the leave on sick grounds exceeds Six times : HR Employee Relations
in a calendar year & Operations
B Principal Officer of Branches
a. Leave on Sick grounds up to 6 chances in a
calendar year
i. Applications for privilege leave within 3 : Zonal Head
chances (Privilege leave on sick grounds
for less than 5 days shall be counted as
a chance)
ii. Applications for Sick Leave : Zonal Head
C Officers in Zonal Office/Departments/RCH/CRCH
a. Leave on Sick grounds up to 3 chances in a
calendar year

66
 i. Applications for privilege leave within 3 : Zonal/Department/RCH
chances (Privilege leave on sick grounds /CRCH Head as the case
for less than 5 days shall be counted as may be.
a chance)

ii. Applications for sick leave : Zonal/Department/RCH

/CRCH Head as the case
may be.
b. If leave on sick grounds exceeds 3 chances in : HR Employee Relations
a calendar year & Operations
C Applications for leave on sick grounds (sick : HR Employee Relations
leave, privilege leave and unavailed casual & Operations
leave) for 30 days or more at a stretch, even
if the leave on sick grounds is first time in a
calendar year

The delegation for sanctioning various leaves are detailed in Annexure 1

Note: - Medical Certificates submitted by officers in support of their Leave on
sick grounds shall normally be issued by a doctor practicing near the work place
or Place of stay of the official concerned. When the Medical Certificates
produced are from Doctors practicing at centres different from the place of stay
or place of work of the officers concerned, leave sanctioning authorities, while
sanctioning Leave on sick grounds shall ascertain the reasons for the same and
make a note of it in the leave application.

5.5. MATERNITY LEAVE

5.5.1 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. In case of delivery of twins,
the period of Maternity Leave shall be up to 8 months, within the overall limit
of 12 months during the entire period of service. In case of delivery of more
than two children in one single delivery, Maternity Leave may be granted up
to 12 months. Maternity Leave will be available for pre-natal and post-natal
period or at the time of miscarriage or abortion, on production of medical
certificate.

5.5.1 a Leave application should be accompanied by a supporting medical certificate

incorporating expected date of delivery (EDD). Maternity leave will be
sanctioned only 42 days prior to the EDD.
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5.5.2 Maternity Leave for Miscarriage/MTP /Abortion/Hysterectomy

Maternity leave shall be granted for Miscarriage/MTP/Abortion for a period

not exceeding six weeks (42 days) at a time and such leave including Maternity
Leave for deliveries (accouchements) should not exceed 12 months in the
entire service. Maternity Leave for Miscarriage/MTP/Abortion is admissible
only from the date of such Miscarriage/MTP/Abortion.

Leave application in the prescribed form along with a medical certificate

from a qualified gynecologist stating, inter alia, the number of days of rest
required as a consequence of such miscarriage/MTP /abortion should be
submitted for this purpose. In special/exceptional cases involving medical
complications associated with miscarriage/MTP/abortion, Maternity Leave
may be granted beyond 6 weeks if advised by a qualified gynecologist, but up
to 6 months only on any one occasion, within the overall limit of 12 months
during the entire period of service.

5.5.3 Within the overall period of 12 months, leave may also be granted in case of
Hysterectomy up to a maximum period of 60 days. In the case of officers who
have availed and exhausted Maternity Leave of 12 months, leave of 15 days
shall be sanctioned over and above the same, subject to production of medical
certificate.

5.5.4 Competent Authority may grant leave of any other kind other than Casual
Leave to the officer in combination with or in continuation of Maternity
Leave, if the request for its grant is supported by medical certificate
acceptable to the Bank.

5.5.5 A female officer shall be eligible for Maternity Leave even in the first year of
service. However, if Maternity Leave is availed during the period of probation,
the probationary period is liable to be extended to that extent.

5.5.6 Maternity Leave may be granted for In vitro fertility (IVF) treatment subject
to production of medical certificate, within the overall limit of 12 months.

5.5.7 Special Maternity Leave up to 60 days shall be granted in case of still born or
death of the infant within 28 days of birth.

5.5.8 Maternity Leave may also be granted once during the entire service to a
female officer for legally adopting a child who is below one year of age, for a
maximum period of nine months, subject to the following terms and
conditions:
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 i) Leave will be granted for adoption of only one child.

ii) The adoption of a child should be through a proper legal process and the
officer 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 the overall entitlement of 12 months
during the entire period of service.

5.5.9 Within the overall period of 12 months, leave may also be granted in case of
hospitalization on account of the following gynecological ailments/treatments
up to a maximum of 30 days.
i) Abnormal Uterine Bleeding (AUB)
ii) Ovarian Tumor
iii) Tubectomy/Tubectomy reversal
iv) Post-Partum Depression (PPD)
v) Post-Partum Hemorrhage (PPH)
vi) Acute Pelvic Inflammatory Disease (Acute PID)
vii) Dysfunction Uterine Bleeding; Dysfunction (DUB)

5.5.10 PATERNITY LEAVE

With effect from 01.06.2015, male employees with up to 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 may be availed up to 15 days before or up to 6
months from the date of delivery of the child. Paternity Leave as above shall
be allowed to Officers with up to two surviving children for legally adopting a
child who is below one year of age. Leave application along with supporting
documents shall be forwarded to HR Employee Relations & Operations.

5.6 EXTRA ORDINARY LEAVE ON LOSS OF PAY

5.6.1 Extra Ordinary Leave on loss of pay may be granted to an officer in the
absolute discretion of the Bank when no ordinary leave is in his credit.

5.6.2 The duration of Extra Ordinary Leave on loss of pay shall not exceed 24
months during the entire period of any officer’s service.
69
5.6.3 Competent Authority may grant Extra Ordinary Leave on loss of pay in
combination with, or in continuation of leave of any other kind, except Casual
Leave, admissible to the officer.

5.6.4 No pay and allowances are admissible during the period of Extra Ordinary
Leave on loss of pay and the period spent on such leave shall not be counted
for increments.

5.6.5 Provided that, in cases where the sanctioning authority is satisfied that the
leave was taken on account of illness or for any other cause beyond the
officer’s control, he may direct that the period of Extra Ordinary Leave on
loss of pay may be counted for increments. Extra Ordinary Leave on loss of
pay sanctioned to the extent of the period of hospitalization, if any, shall be
counted for increment.

5.6.6 Provided further that in the case of officers who are Office Bearers of
Registered Trade Unions, increment may be deferred only to the extent that
Extra Ordinary Leave on loss of pay exceeds 2 months in any incremental year.

5.6.7 In exceptional circumstances, Extraordinary Leave on Loss of Pay may be

sanctioned to an Officer not exceeding 3 months on any one occasion (up to 4
months in extreme medical circumstances) and up to a maximum of 24 months
during the entire period of service. The Officers will not be losing any
seniority on account of availing Extraordinary Leave on medical grounds.

5.6.8 In view of the fact that the increments in the case of officers is released on
the first of the calendar month in which the date of increment falls due, such
Anniversary date will be postponed to the extent of Extra Ordinary Leave on
Loss of pay and notionally determined. The effect of postponement would be
given when the notional date of increment shifts to the next calendar month.
The increment date in each year will be computed by taking into account the
leave on loss of pay during the year. In effect, the postponement unless
condoned will have cumulative effect throughout the career of the officer.

5.7. SPECIAL CASUAL LEAVE FOR FAMILY PLANNING

The following leave facilities are available to the officers who undergo Family
Planning operations:

5.7.1 6 days Special Casual Leave for male officers undergoing Vasectomy operation
70
5.7.2 14 days Special Casual Leave for female officers who undergo non
puerperal/puerperal tubectomy operation.

5.7.3 One day’s Special Casual Leave to female officers who had IUCD insertions on
the day of such insertion.

5.7.4 Up to 7 days Special Casual Leave to male officers whose wives undergo non
puerperal /puerperal tubectomy operation subject to the production of a
medical certificate from the doctor who performed the operation to the
effect that the presence of the officer was essential for the period of leave to
look after his wife during her convalescence, after operation.

5.7.5 Sundays and other holidays falling in between the period of Special Casual
Leave will be taken into account and shall be counted as leave for calculation
of maximum days of leave permissible.

5.7.6 Special Casual Leave connected with sterilization may either be prefixed or
suffixed to regular leave or to Casual Leave and not both at a time.

5.7.7 An officer is not entitled to Special Casual Leave after Maternity Leave, if the
sterilization operation was done during the Maternity Leave.

5.7.8 Special Casual Leave for family planning operation shall be admissible only
from the date of such operation.

5.8 SPECIAL CASUAL LEAVE FOR BLOOD DONATION

An officer donating blood at the blood bank / hospital, would be eligible for
Special Casual Leave for the day, on production of a certificate to that effect.
Such Special Casual Leave may be granted for the day on which the officer
donates blood. If the blood is donated after office hours, Special Casual Leave
may be availed of on the next day. However, if the next day happens to be a
holiday or Sunday or weekly off, officers will not be eligible for Special Casual
Leave on the next working day. No Special Casual Leave will be eligible for
donating blood on a Sunday/holiday.

5.9 SPECIAL HOLIDAY TO INSPECTING OFFICERS

A holiday of one day will be granted to inspecting officers after completion of

outside Home State assignments. This facility will be available only when the
inspecting officers come back to their Home States after completing their
assignments outside their Home States.
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5.10 SPECIAL SICK LEAVE

With effect from 01.06.2015, Special sick leave up to 30 days may be granted
to an Officer once during his/her entire period of service for donation of
kidney/organ.

5.10. Special Leave to Defense Representative

If an Officer appearing as Defense Representative in a domestic enquiry is

from the same State, he shall be eligible for Duty Leave and Travelling
Allowance as applicable to travel on duty. Defense Representative engaged
from outside the State will be eligible for Duty Leave and Travelling Allowance
only if Disciplinary Authority authorizes the same. Disciplinary Authority will
permit the Defense Representative from other States to have Duty Leave and
Travelling Allowances only if convinced that it is not reasonably possible for
the officer to get experienced Defense Representative from within the State.

“State” shall mean the State where the charge-sheeted officer is posted at
the time of Domestic Enquiry.

Officers who are Defence Representatives in departmental enquiry

proceedings shall be granted one day Special Leave for the purpose of
preparing the defence submissions of an Officer. Such Special Leave shall be
granted for a maximum of ten occasions in a year.

5.11. BEREAVEMENT LEAVE

Employees will be eligible for Bereavement Leave on the demise of the family
members (spouse, children, parents, and parent-in-law) for a maximum period
of 5 days in a single stretch. The intervening holidays will form part of the
leave and bereavement leave should be availed within a maximum period of
15 days of the demise. This leave will not be considered as "Active Service" for
the purpose of Privilege Leave calculation.
5.12. REGULARISATION OF ABSENCE ON ACCOUNT OF INJURIES SUSTAINED IN THE
COURSE OF DUTY

If Bank’s officers sustain injury during the course of duty and seek to
regularize their absence from duty as Special Leave on that ground, the
following procedure shall be followed: -

5.12.1 An officer sustaining injury while on duty shall immediately report or cause to
report the incident to the Manager/Officer in charge of the Branch / Office to

72
 which he is attached and shall submit a report in the proforma given in
Annexure 2.

5.12.2 If the injury/accident is serious enough and he is likely to absent from duty
and make claims for any reimbursement, he shall also report the injury to the
nearest hospital and shall submit without any delay to the Manager/Officer in
charge, medical certificate evidencing the first examination by a competent
doctor from such hospital. The Manager/Officer in charge shall take steps to
provide medical attention to the injured officer from hospital and send a
report to the HR Employee Relations & Operations Division in the matter
indicating nature of injury, its cause, seriousness, likely cost of treatment and
probable period of absence from duty along with copy of proforma report
submitted by the officer. In the case of such absence exceeding 7 days,
certificate from a Government doctor not below the rank of District Medical
officer shall be submitted.

5.12.3 Where the injured person needs abstention from work on the day of
examination, or thereafter, the medical certificate shall contain the
recommendation of the doctor to that effect and the certificate shall be
submitted to Manager/Officer in charge on the same day.

5.12.4 Every officer who absents from duty for one or more days on account of
sustaining injury while on duty shall produce a medical certificate of fitness at
the time of resuming duty and without such certificate he shall not be
permitted to report for duty.

5.12.5 In case injured officer is not able to report for duty within 7 days of injury and
or substantial expenses are likely to be incurred for treatment, certificate(s)
indicating this shall be submitted to the Manager/Officer in charge without
any delay and Manager/Officer in charge shall direct the officer injured while
on duty to appear before a Medical Board/ Doctor suggested by the Bank for
this purpose and obtain a second medical opinion.

5.12.6 Injured officer shall co-operate with Manager/ Officer in charge for such
medical examination and if no such direction is received within 7 days, the
injured officer shall subject himself to medical examination by a Government
doctor not below the rank of a District Medical Officer and forward the
certificate obtained from him to the Manager/Officer in charge for onward
transmission to HR Employee Relations & Operations Division.

5.11.7. Medical certificates issued by private hospitals authorized to handle vehicle

accident cases shall also be considered for the purpose of granting otherwise
73
 admissible Special Leave to officers who have met with vehicle accident in the
course of their duty, if the officer concerned was admitted to such a hospital
for inpatient treatment. Actual days of hospitalization and rest not exceeding
seven days alone would be granted on the strength of such certificates. For
granting of Special Leave for rest beyond seven days, certificates issued by a
medical officer not below the rank of a District Medical Officer would be
required to be submitted.

5.11.8. Applications for Special Leave on account of injuries sustained in the course
of duty shall be forwarded to HR Employee Relations & Operations Division for
disposal. Leave of absence from duty and other medical claims shall be
entertained only if the officer concerned has complied with aforesaid
provisions and in all other cases such claims are liable to be rejected.

5.13. ABSENCE OF OFFICERS DURING THE PERIOD OF CURFEW, RIOTS,

PROHIBITORY ORDERS, NATURAL CALAMITIES, FLOODS, etc.

i. Where a Branch / Office is kept closed for the day

If a Branch / Office remains closed on account of a curfew order, riots,

prohibitory orders, natural calamities, floods, etc during the entire working
hours, the officer should be given Special Casual Leave for the day.

ii. Where a Branch / Office is kept closed for part of the day

If the Branch / Office is kept closed for part of the working hours, due to
curfew, riots, prohibitory orders, natural calamities, floods, etc., the officers
who attend office during the hours the office is kept open should be treated as
having attended the office for the full day. The absence of officers who do not
attend office during the time it is open should be adjusted against their
appropriate Leave account.

iii. Where a Branch / Office remains open

Where an officer is unable to attend office on account of imposition of curfew,

riots, prohibitory orders, natural calamities, floods, etc., at the place of
residence or at the place which falls on way to the Branch / Office, his absence
could be treated as Special Casual Leave. Special Casual Leave in such cases
would be permissible only if it is physically impossible for the officer to report
for duty. No Special Casual Leave should be given if it was possible for him to
reach the office by a circuitous route avoiding curfew bound area or if special
permission has been given by the Government Authorities to move through the
74
 curfew bound areas for to and fro journeys to the Branch / Office on production
of identity cards etc. The absence of officers who are not eligible for Special
Casual Leave should be adjusted against their appropriate Leave account.

Applications for Special Casual Leave as stipulated in rule 12.i and 12.iii shall be
forwarded to Zonal Office concerned for sanction.

Where the absence of officers is required to be adjusted from their appropriate

leave account, applications for such leave may be sanctioned by the authority
competent to sanction leave as per Annexure 1. The Privilege Leave sanctioned
for the days of curfew may not be counted as an occasion while computing the
number of chances an officer had availed of Privilege Leave in any particular
calendar year.

5.13 Absence of Officers due to or any other cause beyond the control of the
Bank

If the closure of a Branch / Office is necessitated for reasons of any cause

beyond the control of the Bank, only appropriate leave including Casual Leave,
but not Special Leave, should be granted to the officers.
Applications for leave may be sanctioned by the authority competent to
sanction such leave as per Annexure 1.

5.14. Absence of officers on the day(s) where there was call for strike, bundh
etc., from unions/ associations connected with banking industry.

1. If there is a call for strike by any union/association of bank officers and an officer
remains absent on the strike day, he should be deemed to be on strike and his wages
for the day should not be paid on the principles of "No work No Pay". This is in
addition to any other action that may be taken by the Management for participation
in strike as envisaged under the service rules.
In case where an employee who is a member of any trade union attends
Branch/Office on a day of strike and is marked as present, he/she shall be eligible
for pay on such day. Such employees need not submit any declaration regarding not
participating in the strike.

2. If on the day of strike, a particular Branch / Office remains unopened, the

absence of officers who were not on strike, but could not attend Branch / Office for
the reason that the Branch / Office remained unopened, may be regularized as
Special Casual Leave subject to fulfillment of the following conditions:
i. If the officer is a member of the union/association which has given a call for
75
strike, he should advise the Bank in writing before the strike day that although he is
a member of the union / association which has given a call for strike, he has no
intention to go on strike.
ii. A letter by the officer, even if he is covered by (i) above, stating that he was
not on strike and he had come to attend the Branch / Office in the usual manner but
could not do so as all the doors were locked/closed. Those who are not members of
the Association shall mention in the letter that they are not the members of the
Association, which gave the call for strike.
iii. If it is established that even one or two officers were able to enter the office
and the doors were opened at any time before the close of business hours, Special
Casual Leave shall not be given to those who did not enter the Branch / Office for
attending duty.

3. The absence of officers who joined the strike/Bundh and abstained from duty/ did
not comply with conditions laid down in rule 14.2.i & 14.2.ii would be treated as
unauthorized and on loss of pay and allowances for the day(s).

4. Where any Branch / Office functioned for some time and had subsequently to
be closed down by decision of the Management, the officers who had attended office
during the time of such functioning should be deemed to be on duty for the day. No
Leave or wages need be cut in their case. But where the office was not closed by the
Management and only some officers were persuaded/pressurized by the
strikers/sympathizers to leave the office or to stop working, they should be
subjected to wage cut if they are members of the Union/Association, which gave
strike notice or the absence should be treated as eligible leave if they are not
members of the Union/Association which sponsored the strike.

5. In case where the officer is already on pre sanctioned leave for genuine
reasons including for the day(s) of strike/bundh, the absence on the intervening
day(s) of strike/bundh shall be regularized only on obtaining a declaration from the
officer that he had no intention to participate in the strike and did not participate in
the strike/bundh.

6. It shall be the duty of the Managers/Officers in charge to ensure functioning

of office on all working days. Keeping the offices closed without functioning even
on declared days of strikes/bundhs without sufficient justifications shall be deemed
as dereliction of duty on the part of officials concerned.
Application for leave for absence from duty on the days of strike, Bundh, etc. may
be sanctioned by the competent authority empowered to sanction the leave, strictly
as per the instructions mentioned above. In case where an officer is found eligible
76
for Privilege Leave for the days of strike/Bundh, the Privilege Leave sanctioned may
not be counted as an occasion while computing the number of chances an officer
availed of Privilege Leave in any particular calendar year. An officer found eligible
for leave may, if he so desires, get the absence regularized as Casual Leave also
instead of Privilege Leave. The question of treating the absence on the days of
strike, Bundh etc, as Sick Leave will arise only if the officer besides complying with
the aforesaid provisions also complies with provision for taking Sick Leave.

5.15. Absence from duty to participate in/to prepare for Dharna/ Agitation by the
Bank’s Officers

The following instances shall be referred to HR Employee Relations Division for

appropriate actions.

i) Officers absenting from duties to participate in dharna or other agitation

measures and subsequently applying for leave for regularizing such absence
citing reasons like ‘domestic affairs, illness, etc’.
ii) Applying for and getting sanctioned leave in advance showing the purpose as
‘Personal/Domestic affairs etc. and actually participating in dharna or other
agitation programmes.

Period of agitation are abnormal occasions when exigencies do not permit sanction
of leave for such purpose. Sitting Dharna in front of any Office or Branch of the Bank
during working hours /remaining absent from duty along with other officers’ amount
to concerted cessation of work by Officer and it constitutes Strike. As such,
management cannot sanction any leave of absence from duty to its officers to
engage in any agitation activities against the management. If any officer has
misrepresented and got leave sanctioned for such purposes, full particulars should be
promptly furnished to HR Employee Relations Division to take appropriate action.
During periods of agitation, if an officer from any other Branch / Office is found
organizing or engaging in dharna or other type of agitations against the Bank, this
shall also be brought to the notice of HR Employee Relations Division to check up
whether or not any leave has been sanctioned to the officer concerned. In the case
of officers on pre-sanctioned leave, their absence on the intervening days of
dharna/agitation can be regularized only after obtaining from them a declaration of
their non-participation in dharna/ agitation.

5.16. Absence of officers due to Bundh, Morcha, Strike, Rail / Road Block etc.,
organized by various Political/Religious and other parties, unconnected with
the Banking Industry

While forwarding leave applications from Officers to regularize the absence due to
77
Bundh, Morcha, Strike, Rail /Road Block etc organized by various political/religious
and other parties, unconnected with banking industry the following instructions are
to be complied with.

i. In all cases where the bundh etc. is supported/co-sponsored or actively assisted

by bank officers or their affiliated union/association, action should be taken against
officers who absent themselves from duty by effecting wage cut on the basis of the
principle ‘No Work No Pay’ in addition to any action the Management may decide to
take as per the service rules.

ii In all cases where the bundh etc, is not supported/co-sponsored or actively

assisted by bank officers or their affiliated union/association, if an absenting officer
gives a letter stating that he was not a member of any union/organisation which
gave a call for the bundh etc., and he did not participate in the bundh etc. but was
prevented from attending office due to non availability/disruption of transport
facilities, physical obstruction or other legitimate reasons, his appropriate leave
account may be debited.

iii. No Special Leave will be sanctioned to officers on days of bundh, morcha,

strike, rail/Road block etc. organized by political/religious and other parties
unconnected with banking industry even if the Branch / Office was kept closed for
the day and consequently officers could not enter the Branch / Office.

In a case, where an officer is found eligible for Privilege Leave for the days of
strike/bundh, the Privilege Leave sanctioned shall not be counted as an occasion
while computing the number of chances an officer availed Privilege Leave in any
particular calendar year, if so sanctioned by the competent authority. An officer
found eligible for leave may, if he so desires, get the absence regularized as Casual
Leave also instead of Privilege Leave.

Privilege Leave without counting as chance shall not be extended in all cases. The
Bank cannot encourage a situation where the officers would prefer to remain absent
from duties, by availing of a Privilege Leave without counting as chance, rather than
facing little discomforts/inconvenience of travel to report for duty.

The Principal Officer of the Branch /Office shall recommend Privilege Leave without
counting as chance, only in deserving cases, taking into account the prevalent
situation and the efforts taken by the officer concerned to report for duty.

The leave applications received from officers for Privilege Leave without counting as
a chance, for regularizing the absence on the days of Bundh/Hartal/Strike etc. shall
be forwarded by the branches to respective Zonal Offices for sanction. Zonal

78
Offices/ Departments shall in turn seek concurrence from HR Employee Relations &
Operations Division on each occasion, before sanctioning such leave. Considering the
merits of each case, HR Employee Relations & Operations Division will take
appropriate decision in the matter.

The absence on the days of strikes, Bundh etc. may be sanctioned as Sick Leave,
only if the officers, besides complying with the aforesaid provisions, also complied
with requisite provisions for taking sick Leave.

5.17. VISIT TO FOREIGN COUNTRIES

No officer shall leave the country without specific permission obtained from HR
Employee Relations & Operations Division.

Applications for leave submitted by officers, for the purpose of going abroad, shall
be forwarded to HR Employee Relations & Operations Division, with the specific
recommendations and comments of the Officer in charge/Controller concerned.
Accordingly, Branches / Zonal Offices / Departments shall not sanction leave to
officers for the purpose of going abroad, at their end.

5.18. ABSENCE IN CONTINUATION OF TRAINING PROGRAMME

Officers who are deputed for training programme etc. shall return to their place of
work immediately on completion of their duty/training. Staying back after the
Training Programme and submitting leave applications on resuming duty to
regularize the absence as Casual Leave /Privilege Leave is not permitted. Officers,
who are not returning to their place of work after Training Programme and submit
Medical Certificate claiming that the absence was due to sickness, shall comply the
following instructions.

Absence without obtaining sanction of leave in advance is unauthorized and hence

officers desiring to stay back after the Training Programme should obtain sanction of
leave in advance. An officer who stays back after the training on sick grounds should
inform his address, nature of illness, period for which he is advised rest etc. to HR
Employee Relations & Operations Division and to the Branch / Office where he is
working. The aforesaid information should be passed on to HR Employee Relations &
Operations Division/ Branch / Office at the earliest. The Bank may direct the officers
concerned to appear before a Doctor/Medical Board suggested by the Bank to have a
medical checkup, if found necessary.

Absence on the part of officers in continuation of the training programme will be

regularized as leave only if the leave sanctioning authority is satisfied with the
79
genuineness of the reason furnished by the officer and he has complied with other
provisions of leave rules. If the reason furnished by the officer is not convincing or if
he has not complied with provisions of leave rules, his absence may be treated as
Unauthorized and disciplinary action may also be initiated against him in appropriate
cases.

Leave sanctioned in advance, by Competent Authority, subject to compliance of

leave rules, for a period prefixing / suffixing the period of training, need not be
referred to HR Employee Relations & Operations Division.

5.19. LEAVE SANCTIONED PRIOR TO TRANSFERS

5.19.1 Leave sanctioned to an officer while in one Branch / Office and not availed of
will stand automatically cancelled when orders are issued to the officer for
Transfer to another Branch / Office. On such occasion, the officer concerned
will have to take up the matter afresh with the leave sanctioning authority of
the existing / new Branch / Office and only if the sanctioning authority
permits, the officer shall proceed on leave.

5.19.2 By transfer, when the leave sanctioned earlier gets cancelled, if the officer
becomes eligible to accumulate Privilege Leave beyond the maximum limit or
LTC block etc. is likely to get extended, it shall be brought to the notice of
leave sanctioning authority of the subsequent Branch / Office as well as to HR
Employee Relations & Operations Division without any delay. If this is not
done promptly and instructions sought in the matter, benefits of accumulation
of leave/extension of LTC block etc. will not be available to such officer.

5.20. ACCOUNTING OF LEAVE OF OFFICERS ON DEPUTATION

a) Leave of officers on deputation from one Branch / Office to another is

accounted by the Parent Branch / Office of the officer concerned.
b) Leave applications of such officers should be forwarded to the Parent
Branch / Office, as and when the leave is applied for.
c) The Parent Branch / Office should communicate sanction/rejection in all
cases, to the officer concerned.

d) No omission should happen in the matter of submission of leave application

by the officer concerned.

e) Officer concerned should ensure that sanctioned leave is accounted by the

Parent Branch / Office and follow up receipt of the Leave Sanction Order.

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 f) Parent Branch / Office should verify with the Branch / Office to which the
officer is deputed, at the end of every Month and confirm that no leave of the
officer is left unaccounted.

g) The Parent Branch / Office shall disburse salaries and allowances to the
officer, only after ensuring that no leave/ absence of the officer remains
unregularised.

h) The Branch / Office to which the officer is deputed shall, like in the case of
other officers, ensure that no leave/ absence of officers on deputation
remains unregularised and report cases, if any, of unregularised/ unauthorized
absence to the Parent Branch / Office / Zonal Office concerned, for necessary
action.

5.21. DISBURSEMENT OF SALARY FOR THE PERIOD OF UNAUTHORISED ABSENCE

5.21.1 Salary should not be disbursed to officers for the period of their unauthorized
absence from duties where regularization of such absence is pending.

5.21.2 Salary disbursing officials may note that an officer earns salary for a day
only if he is on duty or he is sanctioned appropriate leave for the day. If he is
on leave, the salary payable will depend upon the type of leave and the salary
admissible for it. Thus for Privilege Leave, though one may be eligible for
full pay, salary payable will differ in the case of Sick Leave on half pay and
extra ordinary Leave on loss of pay. Salary payable for the period of
unregularised absence, therefore, can be known only after sanctioning leave,
if any, and hence no salary should be disbursed for such periods.

5.21.3 Any absence without getting leave sanctioned in advance is unauthorized

and officer will become eligible for salary for such period of absence only
when he submits application for leave in accordance with rules, and orders
passed in writing by Competent Authority sanctioning leave. Salary shall not
be paid to an officer for the period of unauthorized absence unless and until
leave is sanctioned for such period. Salary disbursing authorities shall take
note of this and avoid paying salary for the period of unauthorized absence.

5.21.4 Authorities empowered to sanction leave are required to dispose of leave

applications, especially those pertaining to unauthorized absences as
expeditiously as possible to avoid inconvenience to officers.

5.22 PUNCTUALITY IN ATTENDANCE

Every officer shall be at his place of work and commence the allotted work at

81
 the time fixed and notified for each Branch / Office for the purpose. Further,
he shall work for the full hours prescribed and give the maximum output.
Anyone who fails to come in time for the work or who fails to complete a
day’s work does not earn salary for the day. No officer shall, therefore,
make any claim for grace period to come for duty.

The official authorized to maintain attendance register should put a cross

mark in red ink in the column under date if the officer does not turn up at the
prescribed time and send the attendance register to the Manager/Controller.

Attendance of employees has to be invariably marked in Fed-e-HRM on a

daily basis.

Latecomers, if permitted to join duty, have to sign over the cross mark,
indicating the time of arrival. If an officer is permitted to come late by the
Controller/Manager on any particular day for special reasons, in his case
instead of the cross mark an indication will be given by the Manager to that
effect by putting the letter ‘PCL’ in pencil under the date column. (PCL
means Permitted to Come Late). However, this permission should be given
only in exceptional circumstances. When an officer who is given permission to
come late signs the attendance, he shall do so indicating the time of arrival.
When an officer is frequently late in attendance, the matter shall be taken up
with HR Employee Relations & Operations Division.

5.23. PROBATIONARY OFFICERS -LEAVE PROVISIONS

Casual Leave

A newly appointed Probationary Officer is to be given credit of Casual Leave

on the date of joining the Bank on probation at the rate of one day for each
month for the remaining part of the calendar year and fraction of a month be
treated as full month for calculating Casual Leave entitlement. (For example
a newly appointed probationer, who joined the Bank on 14 th February, is
credited with 11 days Casual Leave). Casual Leave to a Probationary Officer
may be sanctioned according to exigencies.

Unavailed Casual Leave

Entitlement and sanctioning of Unavailed Casual Leave to Probationary Officer

is as applicable to Confirmed Officer.

Privilege Leave

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The Probationary Officer is entitled for Privilege Leave on completion of 11
months from the date of joining. Privilege Leave shall not be sanctioned on
pro-rata basis. All other instructions given in clause no 2.1 to 2.13 are
applicable to Probationary officers also.

Sick Leave

As per provisions in this regard, Sick Leave may be sanctioned to Probationary

Officer at the rate of 2 ½ days on ‘half substantive pay’ for each completed
month of service. However, they will not be eligible for Sick Leave on pro rata
basis after completion of first eleven months of their service. If the officer
requests, he may be permitted to avail of Sick Leave on ‘full substantive pay’
being entered as twice the number of leave taken in his Sick Leave account.
For example, if date of joining of the employee is 21.03.2015, for the first 11
months of his service Sick Leave is credited on pro rata basis at the rate of 2
½ days on half substantive pay for each completed month of service.
Therefore, up to 21.02.2016 he will be entitled with 27.50 Sick Leaves and for
the remaining 10 months of the year 2016, he will be entitled with 25 Sick
Leaves and the same will be credited in January 2017. Thereafter Sick Leave
will be credited on yearly basis at the rate of 30 leaves for every completed
year of service.
Maternity Leave

Probationary officers are eligible for Maternity Leave as in the case of

confirmed officers. However, the period of probation will be extended by
the period of Maternity Leave taken during the period of probation.

Casual Leave, Unavailed Casual Leave, Privilege Leave and Sick Leave
(including Sick Leave on pro-rata basis during the first eleven months of
service) can be sanctioned at branch level. Requests for any other type of
leave including Loss of pay leave received from any probationer shall be
referred to HR Employee Relations & Operations Division.

Probation period is liable to be extended to the extent of period of

leave/absence in the following cases.

a.Extraordinary Leave on loss of pay,

b.Unauthorized absence
c.Maternity Leave etc.
d.If they happen t o be absent for any reasons including
Strike/Bundh etc.
(Probation will not be extended due to availment of any leave except Extra
83
 Ordinary Leave on loss of pay /unauthorized absence/Sabbatical Leave if the
Probation is by promotion)

The period of probation of an Officer on their initial appointment in the Bank

will not be extended in the following cases.

1. Casual Leave
2. Unavailed Casual Leave
3. Sick Leave on pro-rata basis
4. Privilege Leave

5.24. Special Leave to office bearers of Officers’ Association

The office bearers of Federal Bank Officers’ Association are eligible for Special
Leave altogether for attending meetings and conferences. The Special Leave
available to each of the functionaries of Federal Bank Officers’ Association, will
be decided by the Bank from time to time.

5.25. Official travel and duty Leave

While travelling on outstation duty, it shall be borne in mind that the journey
is undertaken in such a way that there is no early departure from or late arrival
at Head Quarters than what is normally required. Excess number of days if any
spent at destination or on the way for various reasons like non- availability of
ticket, non-availability of direct mode of transport or personal purposes etc,
shall normally be adjusted from the eligible Leave of the employee.

An employee shall apply duty leave through Fed-E-HRM where an employee is

absent from Office for the whole period of working hours in a day on account
of outstation duty.

5.26. REPORTING DETAILS OF UNREGULARISED ABSENCE

Branches / Offices are required to report the absence of employees at all

levels, remaining to be regularized to HR Employee Relations & Operations
Division without any delay so that salary is not disbursed to such employees for
the period of their unauthorized absence.

5.27. PRESERVATION OF LEAVE RECORDS

Leave and attendance registers are part of service records of the Officers, and
therefore, the same shall necessarily be preserved during the entire service of
the Officers.

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 The Attendance Register and Leave Register shall be kept in the personal
custody of the Principal Officer of the Branch / Office at all times. In the
Branches / Offices headed by official in the rank of Scale III and above, the
responsibility may be delegated to any other officer, preferably the next
senior most officer, by office order. If no such delegation is made by office
order, the Principal Officer shall be responsible for safe custody of the same.
When a new Attendance Register/ Leave Register is taken for use, the previous
Attendance Register/ Leave Register shall be kept in joint custody of any two
officials, until completion of the Internal Inspection of the relevant period.

The Leave Register may be handed over to the section clerk, for entering the
details of leave and for updating the same with credit of leave etc. The Leave
Register shall be taken back after such entry of leave/ updation, at the close
of office hours, on the same day.

Principal Officer of Branches / Offices shall ensure that the leave and
attendance records (including those related to previous years) are properly
maintained and preserved.

5.28 RECTIFICATION OF INSPECTION COMMENTS PERTAINING TO MEMBERS OF

STAFF IN RESPECT OF LEAVE/ABSENCE.

The following guidelines/instructions are given for compliance by all

concerned for rectification of the inspection comments related to leave
/absence of Officers.

1. Absence on any date shall not be regularized against leave earned

subsequently. (For eg: absence on any date in 2015 or previous years shall not
be accounted against Casual Leave balance of 2016 etc.). If any absence
pertaining to previous years is adjusted as Casual Leave, it shall be ensured
that the official had not availed more than 12 Casual Leave including the
leave under reference during the particular year and that such Unavailed
Casual Leave had not been subsequently availed of by the official.

2. If Privilege Leave is sanctioned to regularize any absence, it shall be ensured

that the official had not availed of 3 chances of Privilege Leave during the
relevant calendar year, including the Privilege Leave sanctioned under
reference and sufficient balance of Privilege Leave remains to the credit of
the Officer till the date of sanctioning such leave.

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3. If an officer had availed of 12 Casual Leave and 3 chances of P L during a
calendar year and if any absence pertaining to that year has to be accounted,
Privilege Leave or Casual Leave shall not be sanctioned. Absence on such days
shall be treated as on loss of pay. Salaries and allowances paid for such days
shall be recovered and application in C 48 shall be forwarded to HR Employee
Relations & Operations Division for sanctioning Extra Ordinary Leave on loss of
pay.

4. In the case of absence pertaining to very old dates where the availment of
Privilege Leave chances etc. cannot be ascertained, such cases shall be
referred to HR Employee Relations & Operations Division.

5. In the case of comments such as "Sanction Order for the leave availed is not
available for verification", Branches/Offices shall confirm that the concerned
leave/absence is properly accounted. In the case of Extra Ordinary Leave on
Loss of Pay, Unauthorized absence, Sick Leave on Half Pay etc, dates of such
leave/absence shall be specifically mentioned in the progress report along
with a confirmation to the effect that proportionate salary was recovered/not
paid for the days.

6. In case of comments such as "not initialing the attendance column”, the

branches/offices shall verify the vouchers/registers/records of the particular
dates to ascertain the presence of the Official. If the presence of the official
cannot be ascertained, any eligible leave shall be applied through Fed-E-HRM
subject to compliance of the Leave Rules.

7. In the case of comments such as "Casual Leave sanctioned in combination with

Privilege Leave/Sick Leave/Unavailed Casual Leave etc.", the whole period of
the leave including intervening holidays, if any, has to be accounted as any
eligible leave other than Casual Leave subject to compliance of the Leave
Rules and instruction No. 3 above in this regard.

8. In the case of comments that intervening holidays/Sundays between two

periods of leave are not accounted, any eligible leave has to be accounted for
the holidays/Sunday. The instruction No. 7 above is applicable in these cases
also.

9. If a comment cannot be rectified, such comments shall be reported to HR

Employee Relations & Operations Division with full details of the comment,
name of the employee, PF No. and the reason why the comment cannot be
rectified.

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 While preparing the progress report on leave matters the above points shall
be noted and necessary confirmation shall be included in the remarks column,
wherever required.

5.29 COMPENSATORY LEAVE FOR INVIGILATION AND SPECIAL DUTIES DURING

HOLIDAYS

1) An officer required to work on special duty or invigilation during holidays,

will be entitled for Compensatory Leave for the actual number of days for
which he was on duty. Such leave is to be availed of in the following week /
month itself but not later than 3 months after the date of performing duty.
The function of an officer required to be performed as part of his duties by
virtue of his office will not be treated as `Special Duty'. Officers in the rank of
scale V and above will not be eligible for Compensatory Leave.

2) Depository Participant Services Divisions at various centres function on all

NSDL working days and therefore the holidays applicable to the division shall
be that of the NSDL. As a consequence of the functioning of the division on all
NSDL working days and the holidays applicable to the division are that of the
NSDL, if the officers at the division are getting less number of holidays than
that of the Bank Holidays applicable to the State/Union Territory concerned
during a calendar year, they will be compensated by sanctioning
Compensatory Leave on this account. Such Compensatory Leave applicable
during a particular calendar year shall be availed of before 31st March of the
next Calendar Year and shall not be permitted to accumulate further. The
permission given to sanction Compensatory Leave is exclusively for
compensating less number of holidays than that of the Bank Holidays
applicable to the State/Union Territory concerned. Officer in charge of the
division is empowered to sanction such Compensatory Leave to officers
attached to the division, and head of the Treasury Department in the case of
officer in charge of the division, subject to other rules in force.

5.30. SABBATICAL LEAVE

Bank has a scheme of Sabbatical Leave for Officers enabling them to take
leave for a fixed long period. All confirmed Officers with minimum effective
service of 3 years are eligible to apply for leave under the scheme.
However, Specialist Officers and Officers on deputation abroad are not
eligible.

Sabbatical Leave may be applied for the following purposes:

87
 1. Child Care

2. Higher Studies of employee including Research

3. Medical Treatment of employee including their spouse, dependent parents

and Children as per rules in force.

4. Pursue creative efforts of employee.

Employee can apply for Sabbatical Leave for a minimum period of 12 months
and a maximum of 3 years. The Scheme is applicable only once in the entire
service of the employee. Request, if any, for extension of leave beyond the
sanctioned period will not be considered under any circumstances.

The intention of granting Sabbatical Leave for pursuing higher studies

including research is that, employee can enhance their knowledge, acquire
skills and competencies which in turn will help them to discharge their duties
more effectively and make them capable of contributing in developmental/
business activities of the Bank. Employee, who intent to avail Sabbatical
leave for pursuing higher studies including research shall execute an
agreement before proceeding on leave to the effect that they are liable to
compensate the Bank to the extent of Rs. 2 lakh, if the employee is resigning
during the Sabbatical leave period or within two years from the date of
expiry of the Sabbatical Leave period.

Other Terms & Conditions for Sabbatical Leave.

1. Employees who wish to apply for Sabbatical Leave shall submit appropriate
certificates / documents / proof etc like age of children in the case of child
care, Medical certificates for leave under sick grounds for self or dependents,
admission letter for higher studies and credentials of achievement to pursue
creative efforts. The application for availing Sabbatical leave shall be
submitted at least 2 months prior to commencement of the leave.
2. The salary drawn prior to commencement of Sabbatical leave will be
protected, subject to other rules in force, at the time of resuming the service
in the Bank. Changes in DA and other salary components will be made
effective from the time of joining back for duty.
3. Employee availing Sabbatical leave will not be entitled to draw any amount
from the Bank by way of salary, perquisites, LTC, Medical Aid, Leave
encashment, Reimbursement of Hospitalization expenses or any other
benefits. However, the benefits of wage revision, if any, implemented with
retrospective effect from the period prior to the commencement of leave
under the Scheme, will be given to the employee.
4. The period spent under Sabbatical leave will not be treated as effective
88
 service for the purpose of eligibility of promotion, seniority and or any other
benefits. In case, an employee who is promoted and is on probation avails
Sabbatical Leave, his probation will get extended and he is liable to lose his
seniority.
5. No other type of leave other than Maternity leave shall be suffixed or prefixed
to the Sabbatical leave. However, when the employee is otherwise on
sanctioned sick leave or privilege leave on sick grounds and is applying
Sabbatical leave, such instances will be considered for sanction on a case-to-
case basis at the sole discretion of the Bank.
6. Employee will not be entitled for accrual of any kind of leave during the
period of Sabbatical leave. However, Privilege Leave accrued and the balance
of Sick Leave as on the date of proceeding on Sabbatical Leave will be
protected. Unavailed casual leave outstanding in the case of Award Staff will
be protected, whereas in the case of Officers only those accumulated prior to
promotion from clerical cadre, will be protected, as per extant rules. Current
eligible LFC/ LTC block of two-year/ four-year will be extended up to the
period of Sabbatical Leave. Employee will not be eligible for LFC/LTC during
the period of Sabbatical leave. In case where an Officer avails Sabbatical
leave while working in a once in a year LTC center, his/her block will
automatically changed to four year block from his/her last availed once in a
year block and the period of block will be extended up to the period of
Sabbatical Leave.
7. All Secured Staff Loans such as Housing Loan, FHSS, Special Housing Loan,
Vehicle Loan etc. outstanding at the time of availing Sabbatical Leave shall be
rescheduled so that deduction towards EMI will start from the date on which
the employee has to resume duty after the period rendered under Sabbatical
Leave. As rescheduling/ restructuring of unsecured loans will change the
status of the account as NPA, the employee concerned will have to close such
loans before commencement of Sabbatical Leave. However, in the case of
ODLS, the employee concerned will have the option to continue the loan by
undertaking to service the monthly interest during the period of Sabbatical
leave.
8. During the period of Sabbatical leave, employee will not be eligible for any
fresh loans under Staff Loan Scheme.
9. Employee has to make arrangement by way of deposit with the Bank for
payment of GSLI, Labour Welfare Fund amount, Profession Tax and any other
statutory payments. They shall make their own arrangements to remit LIC
premium, KSFE chitty, Installments of loan availed from other Institutions etc
for which salary certificate is issued by the Bank.
10. The employee will not be eligible for leased accommodation/ Bank’s quarter
facility from the date of proceeding on leave. Any sanction for retention
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 permitted, prior to commencement of Sabbatical leave, will automatically get
cancelled from the date of commencement of Sabbatical leave. Advance Rent Loan
has to be closed prior to commencement of Sabbatical leave.
11. The employee, during the period of Sabbatical Leave, is not eligible to
participate in the promotion process, even if they are otherwise eligible.
12. Advance salary / Account Receivable etc outstanding, if any, in the name of
the employee shall be regularized before proceeding on leave.
13. Leave once sanctioned will be irrevocable during the sanctioned period.
However, Bank reserves the right to recall the employee during the leave
period without assigning any reason by giving one-month notice. This is
applicable even in case where an employee has joined a course for higher
studies.
14. In the case of unfortunate event of death of the employee during the leave
period, terminal benefits will be paid to the nominee/ legal heirs as per rules
of the Bank after adjusting the liabilities as per rules in force.
15. Employee, during the period of Sabbatical Leave, is entitled to opt for
Voluntary Retirement Scheme, if he/ she is otherwise eligible. However, the
period rendered under Sabbatical Leave will not be considered for effective
service/ terminal benefits. The employee can resign from the services during
the period of Sabbatical Leave, subject to compliance with the terms of the
agreement executed while availing Sabbatical Leave for higher studies
including Research, and also in compliance with the other usual norms as
applicable while submitting the notice of resignation.
16. Employee under suspension or against whom disciplinary proceedings are
initiated/ pending are not eligible to apply Sabbatical Leave.
17. Employees desirous of availing Sabbatical leave have to necessarily clear the
inspection comments outstanding in their name prior to commencement of
the leave.
18. During the period of Sabbatical Leave, the employee shall not engage directly
or indirectly in any profession, trade or business or undertake any other
employment.
19. Employees who wish to apply for leave under this Scheme shall discuss the
matter initially with their Principal Officer of the Branch/ Office, as the case
may be.
20. Application in the prescribed format should be forwarded through the
Principal Officer of the Branch/ Office to HR Department, at least two months
prior to commencement of the proposed Sabbatical leave.
21. Employee shall proceed on Sabbatical Leave only after complying with the
terms and conditions mentioned in the sanction order issued by the
Competent Authority.
22. Employee during the period of Sabbatical Leave shall ensure that that any
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 change in material information or circumstances, like change in address etc
shall be communicated in writing to HR Department.
23. Employee, on Sabbatical leave, shall make himself/ herself available to the
Bank for any Departmental enquiry, investigation, court cases etc, or in
respect of disciplinary proceedings pending or serious irregularities, if any
which came to light subsequently. On his/ her failure to do so he/ she would
be liable for appropriate action as deemed fit by the Bank including the
cancellation of sanction of Sabbatical leave.
24. The employee shall submit application for rejoining which shall be received at
HR Department 30 days prior to the date of expiry of the sanctioned
Sabbatical Leave period. On expiry of the leave he/ she shall normally report
at the Branch/ Office last worked unless otherwise specifically instructed by
the Bank. TA / other facilities will not be extended by the Bank for joining the
duty after Sabbatical Leave.
25. Under no circumstances employee will be permitted to delay his/her return
beyond the period of sanctioned Sabbatical Leave. In case where the
employee does not return to work after the sanctioned period of Sabbatical
Leave, the Bank reserves the right to initiate appropriate disciplinary action,
including termination from the services of the Bank without notice.
26. The approval of the application for Sabbatical Leave is at the sole discretion
of the Bank. Bank retains the right to decline the request of the employee
without assigning any reasons. Bank also reserves the right to alter, modify or
change the terms, conditions or any of the stipulations contained in the
Scheme at its sole discretion.

5.31. Mandatory Leave

As per Reserve Bank of India directive, employees posted in sensitive positions

or areas of operations (viz., treasury, risk modeling, model validation, etc.)
are covered under a ‘Mandatory Leave’ policy. Officers working in the
following areas are covered under Mandatory Leave Policy.
Departments Sensitive area of operation
Treasury Front ➢ Statutory (CRR/SLR management)
Office ➢ All dealers
Integrated Risk ➢ Risk Modeling
Management ➢ Model validation
Department
Information ➢ System Administrators at Data centre
Technology ➢ System Administrators at Disaster Recovery
Department Centre
➢ Security Operations Centre Administrator

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 Currency chest ➢ Supervisory roles
Operations ➢ Vostro reconciliation
Department ➢ Inward remittances reconciliation
➢ CBS user management
➢ Import LC opening
➢ Inland LC opening

Employees working in the above areas shall compulsorily avail leave for at least 10
working days in a single spell during a calendar year under the existing leave rules of
the Bank. Employee will have to avail the leave without any prior intimation.
Employees shall not have access to any physical or virtual resources related to
his/her work responsibilities during the mandatory leave period, with the exception
of corporate email.

5.32. Other points to be noted:

i. All leave applications shall be submitted through Fed-E-HRM. Where the

applications are to be forwarded to higher authorities, Principal Officer shall
specifically type the recommendation in the remarks column.
ii. Physical leave application (C-48) need not be submitted for the following
leave types:
a. Casual leave
b. Privilege Leave ( other than on sick grounds) within 3 chances
c. Unavailed Casual Leave where Medical/Fitness Certificate is not
mandatory
d. Special Casual Leave under Curfew/strike
e. Special leave for office bearers/ executive committee members of
employees union
f. Joining time.

iii. In case of difficulties faced by any of the employees to submit the leave
application in the system, Branches/ Offices shall enter the same, on behalf
of the employee, through Manager Self Service – Time Management –
Absence Request. In such cases, signature of the employee shall be obtained
on the physical copy (printout of the application from the system) and the
same shall be duly filed.
iv. The requests for following types of leaves require physical leave application
and related documents in addition to application through Fed-e-HRM.
a. Sick Leave on full pay/half pay
b. Privilege leave on sick grounds.
c. Privilege leaves exceeding 3 chances in a calendar year.
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 d. Extra Ordinary Leave on Loss of pay
e. Maternity Leave/Paternity leave.
f. Sabbatical Leave.
g. Compensatory leave
h. Special Leave for injury while on duty.
i. Special Casual leave for Blood Donation, Election, IUCD insertion, Non
Puerperal Tubectomy Operation, Vasectomy Operation, Wife - Non
Puerperal Tubectomy Operation etc

v. C-48 shall be submitted for availing leave on Sick grounds (other than Casual
Leave and Unavailed casual leave) along with Medical & Fitness Certificate.
Branches/Offices shall ensure that the date of receipt of Medical and Fitness
Certificate are clearly indicated on C-48.
vi. Where ever the leave application is to be referred to higher authorities, the
same shall be forwarded without any delay from the Branch/Office.

ANNEXURE 1

Delegation to sanction various leaves.

Officers working in Branches other than Principal Officers

SL Leave type Sanctioning authority
No
1 Casual Leave
a For LFC/LTC HR Employee Relations & Operations
b For going abroad HR Employee Relations & Operations
C All other Casual Leaves Principal Officer of Branches
2 Unavailed Casual Leave Principal Officer of Branches
3 Privilege Leave
a For LFC/LTC HR Employee Relations & Operations
b For going abroad HR Employee Relations & Operations
C Privilege leave without counting Principal Officer of Branches after
as a chance for regularizing obtaining confirmation from Zonal
absence on days of Hartal Office
All other cases of PL within 3 Principal Officer of Branches/Offices
d chances in a calendar year

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 e PL exceeding 3 chances in a HR Employee Relations & Operations
calendar year
4 Maternity Leave HR Employee Relations & Operations
5 Paternity Leave HR Employee Relations & Operations
6 Compensatory Leave HR Employee Relations & Operations
7 Sabbatical Leave HR Employee Relations & Operations
8 Extra Ordinary Leave on Loss HR Employee Relations & Operations
of Pay
9 Special Casual Leave for Zonal Office
Election/Curfew/Blood
Donation/Union Association
Strike/Natural
Calamities/Riots/Prohibitory
orders
10 All other Special Casual Leave HR Employee Relations & Operations
11 All Special Leaves HR Employee Relations & Operations
12 Leave on Sick grounds
i. Up to 3 chances in a Principal Officer of Branch
calendar year
ii. Exceeding 3 chances and Zonal Office
up to 6 chances in a
calendar year
iii. Exceeding 6 chances in a HR Employee Relations & Operations
calendar year
13 All leave applications of 30 days and above at a stretch shall be
sanctioned at HR Employee Relations & Operations irrespective of the
above delegations.

Principal Officer of Branches

SL Leave type Sanctioning authority
No
1 Casual Leave
a For LFC/LTC HR Employee Relations & Operations
b For going abroad HR Employee Relations & Operations
C All other Casual Leaves Zonal Office
2 Unavailed Casual Leave Zonal Office
3 Privilege Leave
a For LFC/LTC HR Employee Relations & Operations
For going abroad HR Employee Relations & Operations
b

94
 C Privilege leave without counting Zonal Office
as a chance for regularizing
absence on days of Hartal
d All other cases of PL within 3 Zonal Office
chances in a calendar year
e PL exceeding 3 chances in a HR Employee Relations & Operations
calendar year
4 Maternity Leave HR Employee Relations & Operations
5 Paternity Leave HR Employee Relations & Operations
6 Compensatory Leave HR Employee Relations & Operations
7 Sabbatical Leave HR Employee Relations & Operations
8 Extra Ordinary Leave on Loss HR Employee Relations & Operations
of Pay
9 Special Casual Leave for Zonal Office
Election/Curfew/Blood
Donation/Union Association
Strike
10 All other Special Casual Leave HR Employee Relations & Operations
11 All Special Leaves HR Employee Relations & Operations
12 Leave on Sick grounds
i. Up to 6 chances in a Zonal Office
calendar year
ii. Exceeding 6 chances in a HR Employee Relations & Operations
calendar year
13 All leave applications of 30 days and above at a stretch shall be
sanctioned at HR Employee Relations & Operations irrespective of the
above delegations.

Officers working in Zonal Office/Departments/CRCH/RCH

SL Leave type Sanctioning authority

No
1 Casual Leave
a For LFC/LTC HR Employee Relations & Operations
b For going abroad HR Employee Relations & Operations
C All other Casual Leaves Zonal/Department/CRCH/RCH Head
2 Unavailed Casual Leave Zonal/Department/CRCH/RCH head
3 Privilege Leave
a For LFC/LTC HR Employee Relations & Operations
For going abroad HR Employee Relations & Operations
b
95
 C Privilege leave without counting as Zonal/Department/CRCH/RCH Head
a chance for regularizing absence after obtaining concurrence from HR
on days of Hartal Dept
d All other cases of PL within 3 Zonal/Department/CRCH/RCH Head
chances in a calendar year
e PL exceeding 3 chances in a HR Employee Relations & Operations
calendar year
4 Maternity Leave HR Employee Relations & Operations
5 Paternity Leave HR Employee Relations & Operations
6 Compensatory Leave HR Employee Relations & Operations
7 Sabbatical Leave HR Employee Relations & Operations
8 Extra Ordinary Leave on Loss of HR Employee Relations & Operations
Pay
9 Special Casual Leave for Zonal/Department/CRCH/RCH head
Election/Curfew/Blood
Donation/Union Association Strike
10 All other Special Casual Leave HR Employee Relations & Operations
11 All Special Leaves HR Employee Relations & Operations
12 Leave on Sick grounds
i. Up to 3 chances in a calendar Zonal/Department/CRCH/RCH Head
year
ii. Exceeding 3 chances in a HR Employee Relations & Operations
calendar year
13 All leave applications of 30 days and above at a stretch shall be sanctioned at
HR Employee Relations & Operations irrespective of the above delegations.

Leave applications of Zonal/Department/CRCH/RCH Heads

SL No Leave type Sanctioning authority

1 Casual Leave
a For LFC/LTC HR Employee Relations & Operations
b For going abroad HR Employee Relations & Operations
C All other Casual Leaves Reporting authority/Controller’s Office
2 Unavailed Casual Leave Reporting authority/Controller’s Office
3 Privilege Leave
a For LFC/LTC HR Employee Relations & Operations
b For going abroad HR Employee Relations & Operations
Privilege leave without counting Reporting authority/Controller’s Office
C as a chance for regularizing
absence on days of Hartal

96
d All other cases of PL within 3 Reporting authority/Controller’s Office
chances in a calendar year
e PL exceeding 3 chances in a HR Employee Relations & Operations
calendar year
4 Maternity Leave HR Employee Relations & Operations
5 Paternity Leave HR Employee Relations & Operations
6 Compensatory Leave HR Employee Relations & Operations
7 Sabbatical Leave HR Employee Relations & Operations
8 Extra Ordinary Leave on Loss of HR Employee Relations & Operations
Pay
9 Special Casual Leave for Reporting authority/Controller’s Office
Election/Curfew/Blood
Donation/Union Association
Strike
10 All other Special Casual Leave HR Employee Relations & Operations
11 All Special Leaves HR Employee Relations & Operations
12 Leave on Sick grounds
i. Up to 3 chances in a calendar Reporting authority/Controller’s Office
year
ii. Exceeding 3 chances in a HR Employee Relations & Operations
calendar year
13 All leave applications of 30 days and above at a stretch shall be sanctioned at
HR Employee Relations & Operations irrespective of
the above delegations.

• When an employee avails of Privilege Leave for a period of more than 4 days at
a time on grounds of Sickness, it shall not be counted as chance of Privilege
Leave. It shall be counted as a chance on Sick grounds and the leave
application shall be disposed off accordingly.
• Leave applications of employees in Branches are to be routed through the
Principal Officer with specific comments while forwarding to Zonal Office/HR
Department, wherever required.
• Leave applications of Principal Officers of Branches are to be routed through
the Zonal Head with specific comments while forwarding to HR Department
• Principal Officer of large Branches/ Zonal/Department/CRCH/RCH Heads may
at his discretion delegate the power to recommend/sanction leave applications
to Second line Officer/Officer not below the rank of Scale IV through specific Office
order.
• Leave applications of Zonal/Department/CRCH/RCH Heads are to be routed
through the Controller’s Office with specific comments while forwarding to HR
97
 Department
• Reporting authority/Controller may at his discretion delegate the power to
recommend/sanction leave applications to Second line Officer/Officer not
below the rank of Scale IV through specific Office order.

Note: Wherever instructions are issued regarding Fed-e-HRM implementation, the

relevant rules are amended to that extent

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6 Leave Travel Concession

6.1 Eligibility

6.1.1 All officers in the service of the Bank and their family * will be entitled to avail
themselves of Leave Travel Concession subject to the terms and conditions
stipulated by the Bank
(*'Family' for this purpose will mean and include the Officer’s spouse, wholly
dependent unmarried children (including stepchildren 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 the Officer)
In the case of physically and mentally challenged children irrespective of age, they
shall be construed as dependents even after their marriage subject to however
fulfilling the income criteria for dependent.

6.1.2 During each block of four years, an officer shall be eligible for Leave Travel
Concession for travel to his hometown once in each block of two years.
Alternatively, he may travel in one block of two years to his hometown and in other
block to any place in India by the shortest route, i.e.

a). travel to his hometown (place of domicile as declared by him at the time of
joining the Bank) twice in four years i.e. at every two years in the block of four years
by the shortest and direct route.

Or
b). travel to his home town/place of domicile, once in the block of two years and
to any place in India in the other block of two years (in the same block of four years)
by the shortest and direct route.

Or
c). travel to any place in India by the shortest and direct route once in the block
of four years.
Note: Officers in scale I will have the option to avail of the Leave Travel
Concession as applicable to clerical staff in lieu of their normal eligibility for Leave
Travel Concession. The option shall be exercised under four-year block only.
(Notional eligibility is to and fro II AC train fare for 4700 kms)

6.1.3 (a). Officers are required to submit a declaration, as per the format shown
in Annexure 3 / 4, while submitting application for LTC / Encashment of LTC.
99
Sanction of LTC/ Encashment of LTC in respect of family members will be solely on
the basis of the declaration submitted by the applicant Officers and the particulars
furnished by him/her in the application. An Officer submitting a declaration,
which is wrong either partially or fully, or furnishing false particulars in the
application for LTC/Encashment of LTC is liable to be treated as misconduct and it
would render him/her liable for appropriate actions thereof.
6.1.3(b). Leave Travel Concession may be availed of by an officer in respect of
deserted daughters provided they are residing with and wholly dependent on the
officer.

6.1.3(c) The term 'parents' shall include stepmother, but not step father.

6.1.3(d) The term 'wholly dependent Children or Parents’ shall mean such relative
having a monthly income not exceeding Rs. 18000/-. If income of one of the parents
exceeds Rs. 18000/- per month or aggregate income of both the parents exceeds Rs.
18000/- per month, both the Parents shall not be considered as wholly dependent on
the officer.

Note: It will be open for the Bank to insist on producing documents of proof
(like Ration Card, Electoral Card, Certificate from a competent authority/body etc.)
and/or to conduct necessary enquiries, in case it is found necessary, by the
Sanctioning Authority, to ascertain the claim of an employee that his/her Children/
Parents are dependent on him/her.

6.1.3(e) Officers may include any two of the dependent father, mother, father in
law, mother in law as dependent satisfying the income criteria as stated above.
Officer will have the choice to substitute either of the dependents or both once in a
calendar year. The declaration as per the format in Annexure 5 will have to be
submitted in such cases also.

6.1.3 (f) Physically challenged children of Officers, to be defined as dependents

irrespective of age or marital status, subject to income criteria.

6.1.4 If the officer and his/her spouse are employees of the Bank, Leave Travel
Concession can be availed independently. However, in the case of Foreign LTC
scheme and once in a Year LTC scheme implemented by our Bank only one of them
will be eligible for Leave Travel Concession as per his/her entitlement.
Accompanying spouse can avail Leave Encashment facility in such cases subject to
other norms.

6.1.5 The mode and class by which an officer may avail of Leave Travel Concession
shall be as given below.
100
 Scale of Officer Eligible Mode & Class of Travel on LTC
Scale I AC 1st Class by any train including Premium Trains like Rajdhani/
Shatabdi/ Tejas/ Vande Bharat/ Amrit Bharat, etc. (except
luxury trains).
Scale II & III AC 1st Class on any train including Premium Trains
Air Economy class if the direct and shortest distance to be
travelled is more than 500 kms.
Scale IV and Train A/C First Class
above Air - Economy Class
provided an officer in scale I while availing LTC will be entitled to travel by air in the
lowest fare economy class in which case the reimbursement will be the actual fare
or the fare applicable to AC Ist class fare by train for the distance traveled
whichever is less. The same rules shall apply when an officer in scale II and III while
availing LTC where the distance is less than 500 kms.

6.1.6 Subject to other rules and regulations, inspecting officers are permitted to
start their journey under Leave Travel Concession either from their place of
residence or from their Headquarters. However, once they choose either residence
or headquarters for the purpose of starting journey under Leave Travel Concession,
the choice shall continue to be the same during their running tenure as Inspecting
officer.
6.1.7 LTC facility shall be allowed for an escort who accompanies an Officer with
benchmark disabilities on the journey subject to following conditions:
• Prior Approval of the competent authority is obtained on each occasion.
• The nature of the physical disability of the Officer is such as to necessitate an
escort for the journey. In case of doubt, the decision of the head of the HR
Department will be final.
• The Officer with such benchmark disabilities does not have an adult family member
as dependent to accompany him/her.
• The Officer with such benchmark disabilities and the escort shall avail of the
concession, if any, in the Rail/Bus fare as might be extended by Railways/State
Roadways authorities in such cases.
• Any other person who is entitled to LTC as dependent does not accompany the
Officer with such benchmark disabilities on the journey.

6.2 Computation of block for Leave Travel Concession

• For new appointees

6.2.1 For officers who are appointed as trainees on or after 1.10.1984 the first block
of four years shall commence from the date of their confirmation in the service. For
101
those who are appointed as probationary officers on or after 1.10.1984 the first
Leave Travel Concession block of four years shall commence from the date of their
appointment/ joining duty as probationer.

• For officers in the service of the Bank as on 30/09/1984

6.2.2 For such of those officers who had exercised option to avail Leave Travel
Concession under two year or four-year block as per the previous Leave Travel
Concession rules, their Leave Travel Concession block under the revised rules, shall
commence on the expiry date of the opted Leave Travel Concession block of two
years or four years as the case may be. Officers who had surrendered their Leave
Travel Concession blocks on implementing the revised rules shall have their Leave
Travel Concession block commence from 1.10.1984 onwards.

• Officers promoted from clerical cadre

6.2.3 Those officers promoted from clerical cadre on or after 1.10.1984 shall have
their Leave Travel Concession block of four year period commence from the date of
expiry of their last availed Leave Fare Concession block as applicable to clerical
cadre.
6.2.4 Leave Travel Concession-once in a year facility

For such of those officers who are entitled for Leave Travel Concession once in a
year, as stipulated hereafter, their block period shall commence from the date on
which they have joined the branch / office in the eligible centres and on transfer
from such centre to a centre where they are not eligible for Leave Travel Concession
once in a year, their new block of Leave Travel Concession shall commence from the
date of joining the new branch/ office.

Note: An officer transferred from a centre where he is eligible for once in a year
LTC to another centre which is 1000 kms away from his home town, his LTC block
will not change upon joining the new centre

6.2.5 If an officer, after joining a centre where he is eligible for once in a year LTC
facility, opts for regular four year block, he will not be eligible to avail of Leave
Travel Concession once in a year block during the running tenure he remains at the
same centre or at a different centre where once in a year Leave Travel Concession is
admissible

6.2.6 An officer is eligible to avail himself of "Leave Travel Concession once in a year
facility" for his parents, only if the parents ordinarily reside with the officer and they
are wholly dependent on the officer.
102
Probationary Officers

6.2.7 Probationary officers are entitled to avail themselves of Leave Travel

Concession provided they have completed at least Eleven months active service.

6.3 Reimbursement

6.3.1 An officer will be reimbursed with the actual to and fro journey fare
equivalent to the mode and class by which he is eligible to travel by the 'shortest
and direct route' to the destination. The officer is free to travel by any route, mode,
class of travel subject to the condition that he should travel by the approved mode
of transport and reimbursement will be restricted to the actual fare incurred or
entitlement by the mode and class of travel while on LTC by the shortest and direct
route from the headquarters to farthest destination declared in LTC application,
whichever is lower. However, in the case of Leave Travel Concession to visit place of
domicile the journey should necessarily be undertaken through the shortest and
direct route. Shortest route means the distance between place of destination and
the place of his posting by the shortest route by rail. In the case of the officers who
are eligible for airfare and who travel by air to their destination, the shortest route
would mean the shortest route by air and not by rail.
6.3.2 If the place of destination/home town is not accessible by train the officer
will be free to travel by other modes of transport but such distance not covered by
rail will be considered as if covered by rail and the reimbursement of fare will be
restricted to the mode and class by which officer is entitled to travel or the actual
fare of the transport by which he has travelled, whichever is lower.
6.3.3 An officer will be free to travel by transport other than by which he is eligible
to travel, but in such cases reimbursement would be limited to actual fare incurred
by him to reach his destination or fare admissible by rail/ air as per his entitlement,
whichever is less. The entire distance may be travelled by road at the officer’s
option, in which case the Officer shall be reimbursed the actual road transport fare
or road mileage @ Rs.11.00* per Km or eligible railway fare, whichever is lower.
However, if the journey is undertaken partly by train and partly by road, then the
officer will be eligible for reimbursement of train fare for that part of distance
which is covered by train, and road mileage @ Rs.11.00* per Km or actual road
transport fare, whichever is less, for that part of journey which of necessity has to
be covered by means of transport other than train. Maximum amount reimbursable
will be the notional train fare for the total distance covered by Train and Bus.

6.3.4 While it will be open for the officer to break the journey at the places he likes
or change the mode of travel, the reimbursement of to and fro fare will be
permissible only from the place of his posting to the place of destination as declared
103
by him at the time of applying for Leave Travel Concession by the shortest route, by
the mode and class by which he is eligible to travel irrespective of the number of
stages or mode in which the journey is undertaken.

6.3.5 LTC by Conducted Tour

An officer may avail Leave Travel Concession by joining conducted tours organized
by travel agents. If the tour is to visit more than one place, the officer will be
required to declare the place of destination. The reimbursement will be restricted to
the extent of mode and class by which he is entitled to travel for the distance from
the place of his posting to the place of destination declared by him or actual charges
paid by him excluding lodging and boarding charges, other incidental charges etc., if
any, whichever is lower.

The above norms are applicable in respect of domestic and foreign travel under LTC.
Wherever necessary, break up details should be obtained from the arranger of the
tour (tour operator) and only the actual travel expenses will be reimbursed, subject
to the maximum eligibility of the Officer.
The maximum amount reimbursable will be the normal fare applicable for the mode
of travel undertaken or the fare for the eligible distance by admissible mode of
travel or the fare for travel charged by the tour operator (excluding other charges),
whichever is lower.

When an Officer proposes to undertake either full or part of the journey under LTC
by package tour / conducted tour, prior permission should be obtained from HR-
Employee Relations & Operations by furnishing necessary details in the application
for LTC.

6.3.6 Railway fare will include railway fare plus charges for reservation, and
sleeping berth charges but will not include charges of travel agents, bed rolls,
Service Charges, etc. The actual reservation charges and sleeping berth charges will
be reimbursed irrespective of the number of stages in which the journey was
undertaken.

6.3.7 Reimbursement of fares by premium trains as mentioned above (except luxury

trains) is admissible to all officers.

6.3.8 Where an Officer has applied for LFC/leave as per stipulated time and the
same is sanctioned and when advance booking of train tickets is not possible, tickets
purchased under Tatkal/Premium tatkal will be reimbursed.

6.3.9 GST Charges levied on Train Fare shall be over and above the entitlement. In
view of prevailing dynamic fare system, the cost of train tickets charged on the date
104
of booking will be reimbursed.

6.3.10 An officer undertaking journey by own car will be reimbursed at the same rate
as applicable to travel on duty for the actual distance to the declared destination or
notional fare by railway as per entitlement by shortest route to the declared
destination whichever is less. Officers shall be reimbursed expenses at the rate
applicable to own car even if the journey is undertaken in a car owned by the spouse
of the officer concerned.

6.3.11 An officer undertaking journey by taxi will be reimbursed at the rates

notified by the concerned Road Transport Authority (RTA) for the actual distance so
travelled to the destination or notional fare by railway, as per entitlement by
shortest route to the declared destination, whichever is less.

6.3.12 An officer undertaking journey by own car/taxi shall produce satisfactory

evidence as regards their journey to the declared destination by own car/ taxi.
Driver’s batta, Entry Tax, Charges for Temporary Permit, Parking Charges, etc. will
not be reimbursed.

6.3.13 While officers proceeding on Leave Travel Concession undertake journey/part

of their journey in Tata Sumo or Tempo Trax, reimbursement will be restricted to
the rate applicable for taxi car or the notional eligibility of the officer through the
shortest route for the journey or the actual fare, whichever is less, subject to all the
other applicable stipulations.
6.3.14 The fare eligible (for travel by train) for reimbursement under LTC or
encashment of LTC in respect of dependent parents who are Senior Citizens (aged 60
years and above) is the fare at special rate applicable to them. In such cases, claims
shall be considered for sanction only at such rates, even if the person concerned has
not availed of the benefit, which is otherwise admissible to him/her.

6.3.15 Children of 5 to 12 years of age are charged half the adult fare for journey by
train. Reimbursement in such cases under LTC shall be considered for sanction,
subject to the train fare applicable to the age of the child passenger.

6.3.16 Since no ticket charges are levied for travel of children aged below 5 years
by rail (where the eligible mode of the officer for travel under LTC is train) the cost
of tickets incurred for journey of such children by air will not be taken into account
for the purpose of reimbursement, even though the total expenses incurred are
within the notional eligibility of the Official concerned.

6.3.17 Local conveyance expenses from place of headquarters to nearest railway

station/bus stand/airport/docks and vice versa, as also the similar expenses at the

105
place of destination to the place of stay and vice versa, will be reimbursed as per
rules under Leave Travel Concession subject to the following:

a) Such local conveyance should be in the permitted mode of travel and the
claim thereof should be supported by vouchers/receipts.
b) Such local conveyance should cover only journeys between the place of
headquarters to nearest railway station where the train he is travelling in has
got a stop/bus stand/ airport/docks and vice versa, and should not cover any
other local journeys. In case the officer has to undertake backward journey to
the nearest railway station/airport to board the train/flight for convenience,
such reimbursement will be restricted to a maximum distance of fifty kilometers
from the headquarters. In such cases, the train ticket charges from the said
nearest railway station/airport to the destination will also be considered for
sanction.
c) Such local conveyance between nearest railway station where the train he
is travelling in has got a stop/nearest bus stand/airport/dock and the place of
stay and vice versa, at the place of destination will be considered only if the
place of stay is within the panchayath/ municipal/ corporation limits of the
destination mentioned in the Leave Travel Concession application.
d) Other ancillary or incidental charges such as conveyance charges for sight-
seeing in the city or town, toll tax, pilgrim tax, porter/coolie charges etc. are
not reimbursable under Leave Travel Concession.

6.3.18 Local conveyance charges incurred by an officer in connection with Leave

Travel Concession at the places other than the place of head quarter and place of
destination will not normally be reimbursed.
(** However an Officer travelling from North Eastern Region to other parts of the
country via Kolkata where eligible mode of travel is flight from North Eastern Region
to Kolkata and train from Kolkata to Place of destination, is eligible for local
conveyance charges for the travel between Kolkata Airport and Railway Station)

6.4 LTC Encashment.

An Officer, by exercising an option anytime during a 4 year block or a two year

block, as the case may be, surrender and encash his Leave Travel Concession (other
than travel to place of domicile), upon which he will be entitled to receive an
amount equivalent to the eligible fare, for the class of travel by train to which he is
entitled, up to a distance of 5500 kms (one way) for Officers in Scale I, II & III, and
6500 kms (one way) for Officers in Scale IV and above. An Officer opting to encash
his Leave Travel Concession shall prefer the claim for himself and his family
members; only once during the block/ term in which such encashment is availed of.

106
The facility of Encashment of Privilege Leave while availing of Leave Travel
Concession will also be available while encashing the facility of Leave Travel
Concession. As per 10th Bipartite settlement employees are allowed to encash LFC
without availing leave.

Note:

i. Option for LTC to visit to any place in India can only be encashed.
ii. Application to encash LTC shall be made in C48A.
iii. Details of family members shall be furnished in the application.
iv. Declaration with regard to dependents as per the annexure 3 or 4 shall be
enclosed.
v. If an officer opts for LTC encashment, his family members cannot travel
separately under LTC in the same block and vice versa.

6.5 Leave encashment

Once in every four years, when an officer avails himself of Leave Travel Concession
and proceeds on leave, he may be permitted to surrender and encash Privilege Leave
not exceeding one month at a time. One month for this purpose shall mean thirty
days irrespective of the month in which encashment is made. Alternatively, he may
while travelling in one block of two years to his home town and in the other block to
any place in India, be permitted encashment of Privilege Leave subject to a
maximum of fifteen days in each block or thirty days in one block. In addition to
this, from the calendar year 2020, Privilege Leave encashment shall be permitted at
the rate of 5 days for each calendar year at the time of any festival of the Officer's
choice. Officers who have completed 55 years of age as on 01.01.2020 and above
shall be entitled to encash at the rate of 7 days for each calendar year, till
retirement as a one-time measure. All the emoluments payable for the month during
which the availment of leave under Leave Travel Concession commences will be
taken into account to compute the Leave Encashment salary payable to an officer.
'Emoluments' for the purpose will be aggregate of salary and allowance, (inclusive of
BP, DA, CCA, HRA, PQP, Faculty allowance, Special allowance etc.) but not rent paid
to quarters provided by Bank, or Mid-academic year transfer allowance, or
Officiating Allowance drawn as locum tenant. In the case of officers occupying
quarters/ leased accommodation provided by the Bank, an amount equivalent to HRA
on certificate basis (Minimum HRA) shall be considered for calculation of
emoluments.
Where an officer is not availing of Leave Travel Concession in respect of himself /
herself but is availing of it only in respect of his / her family, the Officer will not be
107
entitled to encash leave.

Leave encashment salary amount disbursed to Officers should be strictly as per their
eligibility for the number of days of encashment and month in which LTC is availed.
Under no circumstance, excess amount is to be paid as Leave Encashment salary. If
Leave Encashment salary disbursed is more than the eligible amount, interest at the
rate as applicable to Non priority personal loans shall be collected for the excess
amount drawn from the date of disbursal to date of remittance to P & L account.

6.6 Advance payment of TA on LTC

6.6.1 In the case of outward journey the fare permissible may be advanced to an
officer after sanction of Leave Travel Concession facility by the HR- Administration
Division and on submission of undertaking by the officer to produce tickets before
commencement of the journey. Similar advance may be given for the return journey
also provided he submits written undertaking to submit the claim for the return
journey to the Bank within fifteen days after resumption of duty.

6.6.2 The fare permissible in this case means the fare based on the proposed
journey details subject to his maximum eligibility. For officers, the maximum
eligibility will be the eligible fare in eligible mode for the distance between the
place of work and the destination by the shortest and regular route.

6.6.3 The officer shall submit Leave Travel Concession bill within fifteen days from
the date of resumption of duties, otherwise the amount of advance paid to him
against Leave Travel Concession together with interest at maximum rate as
applicable to non-priority personal loans will be recovered from the salaries of the
subsequent months .

6.6.4 Maximum permissible amount that can be advanced to Officers proceeding on

LTC shall be as follows:

i) Officers in Scale I

Actual fare of lowest economy class air travel or AC first class fare by rail whichever
is less in case they are travelling by air. AC first class train fare in case travel by
train.
ii) Officers in scale II & III
If the distance of travel is 500 kms or more, economy class air fare. If the distance is
less than 500kms, actual fare of lowest economy class air travel or AC first class fare
by rail whichever is less in case they are travelling by air. AC first class train fare in

108
case travel by train.
ii) Officers in Scale IV and above

AC 1stClass charges by rail or by air (economy class).

Airfare need be advanced only if the officer actually proposes to undertake the
journey by air. Otherwise, the eligibility should be arrived at by considering his
actually proposed mode of travel or eligibility by rail whichever is less.

6.6.5 Other Conditions for drawing Advance TA on LTC

6.6.5.(a)The advance TA as mentioned above shall not in any case be paid before
getting the LTC duly sanctioned.

6.6.5.(b) Officer shall request for advance through the Fed-e-HRM LFC application by
updating the fare in the Journey details.

6.6.5.(c) On approval of the LTC application, sanctioned advance amount will be

centrally credited to the Officer’s account by debit to Account Receivable account of
the Branch/Office to which the Officer is attached. No other amount shall be paid as
advance from Branch/Office in this connection.

6.6.5(d) The outstanding in the Account Receivable should be closely followed up. If
the claim bill is not submitted within the stipulated period necessary steps to
recover the amount outstanding in the Account Receivable shall be initiated.
6.6.5 (e)If in case the claim amount happens to be less than the amount drawn as
advance on account of cutting short the journey or for other such reasons, the
excess drawn should be remitted back immediately but in any case before submitting
the claim bill within the stipulated period.

6.6.5 (f) If the LTC bill duly sanctioned is less than the advance drawn, the excess
drawn from Account Receivable account over the sanctioned amount should be
remitted immediately. Even if the officer proposes to make further representation in
the matter, the letter for reconsideration shall be forwarded only after settling the
Account Receivable account in full.

6.6.5.(g) If the advance amount drawn in excess of the actual eligibility/ sanctioned
bills amount, is not remitted back immediately, the excess amount drawn along with
interest at rate applicable for non-priority personal loans for the applicable period
will be recovered from the salary/any other amounts payable to the officer without
further notice.

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6.6.5 (h) If the submission of claim bill is delayed beyond the stipulated period (15
days) for submission, then also interest as above is liable to be charged on the
advance drawn under account receivable.

6.6.5 (i) If the sanction of the bill is not received within a reasonable period it
should be taken up with the sanctioning authority. The responsibility of the
Officer/Branch does not end with submitting/forwarding the bills to the concerned
authority. It has to be ensured that the account receivable is regularized within a
reasonable period.

6.6.5 (j) Non-submission of the claim bill within the stipulated period will in itself be
a sufficient reason for rejection of the LTC claims.

6.6.5 (k) In cases where advance amount has been drawn by an Officer under
account receivable in connection with LTC, the non-submission of the claim Bill/non-
remittance of the excess amount if any, within the stipulated period will be treated
as a misconduct and appropriate action is liable to be initiated against the Officer.

6.7 General

6.7.1 An officer intending to avail of Leave Travel Concession/ LTC encashment shall
apply through Fed-e-HRM sufficiently in advance. The LTC application shall be
submitted and got approved before commencement of Leave/Travel on LTC. The
Officer shall declare the place of his destination in the application form while
applying for the Leave Travel Concession.
6.7.2 Leave Travel Concession will be granted to an officer whenever he proceeds on
any kind of leave. An Officer can avail LFC Encashment without availing leave.

6.7.3 Leave Travel Concession may be availed of by the members of the family for
Travel prior to or after the date on which the officer himself avails of the same
provided the period between the date of commencement of the journey by the
family and the date on which the officer himself commences his journey does not
exceed six months. The period between the date of commencement of the outward
journey under LTC and date of return journey shall not exceed four months. On
expiry of such period of six months/four months, Leave Travel Concession not
availed of by an officer for himself (unless his leave is refused by the Bank in the
meantime) or for his family will lapse. An Officer may claim Leave Travel Concession
for eligible members of his family for travel from his place of domicile to the place
of his work and back without accompanying them in travel.

6.7.4 If the journey under LTC is made separately by the Officer and Dependent

110
family members, the place of destination shall be the same.

6.7.5 In the case of refusal of leave to an officer, the family members together may
travel to a place other than the place the officer may go, on account of refusal of his
leave (provided the family travels together). This facility would, however, not be
available when Leave Travel Concession is availed of for traveling to place of
domicile.

6.7.6 In order to claim reimbursement of Leave Travel Concession expenses, an

officer shall make a declaration giving necessary details of travel regarding the place
of destination etc., to the sanctioning authority to pass necessary orders regarding
reimbursement of amount of Leave Travel Concession as per entitlement of the
officer.

6.7.7 Except where a particular block of Leave Travel Concession is extended in

writing by the appropriate authority in the exigencies of Bank's work, the unavailed
block of Leave Travel Concession shall lapse. The appropriate authority while passing
orders for extension of Leave Travel Concession block shall also specify the period of
such extension.

6.7.8 An officer provided with the Bank's car should not use Bank's car for
undertaking journey while availing Leave Travel Concession without prior permission
of the Bank.
6.7.9 Commencement of leave and commencement of journey by the Officer should
be within the same block period. Commencement of journey by dependent family
members may not be within the block but within the period as stipulated under
Clause no 6.7.3.

6.7.10 Journey under Leave Travel Concession shall be deemed to have been
completed once the officer returns to headquarters.

(Eg: In the case of an Officer working in Aluva proceeding under LTC to New Delhi
and coming back to Thiruvananthapuram via Aluva deemed to have completed
journey once he reaches Aluva. The TA for the journey from Aluva to
Thiruvananthapuram and back will not be reimbursed.)

6.8 Incidental Expenses on LTC

6.8.1. If an officer undertakes journey under Leave Travel Concession in a lower

mode of transport than the eligible mode of transport, 50% of the difference
between the actual fare incurred/reimbursed and the notional amount calculated as
111
per his eligibility for such journey from the place of posting to the place of
destination through the shortest route, will be reimbursed, as detailed below,
towards incidental expenses in connection with such Leave Travel Concession.

6.8.1 (a) In the case of officers in scale II and above who are eligible to travel by air,
the amount of incidental expenses reimbursable will be 50% of the difference
between Notional flight fare* and the actual fare incurred/reimbursed or 50% of the
difference between Notional flight fare*and notional First AC train fare, whichever is
less, provided flight facility is available in the route travelled. If there is no flight
facility in the route travelled, the officer will not be eligible for the reimbursement
of incidental expenses.

(* Notional Flight fare is the normal fare charged by the Airlines operating in the
sector. If more than one Airlines is operating in the sector, Lowest Normal fare will
be considered as Notional Flight Fare)

6.8.1.(b) In the case of other officers, the incidental expenses reimbursable will be
50% of the difference between notional First AC train fare and the actual fare
incurred/reimbursed or 50% of the difference between notional First AC train fare
and notional II class sleeper fare, whichever is less, provided train facility is
available in the route travelled. If there is no train facility in the route travelled, the
officer will not be eligible for reimbursement of incidental expenses.
6.8.1.(c) Incidental Charges will not be admissible for Foreign Travel under LTC.

6.8.1 (d) Income tax, if any, will be deducted at source from such incidental
expenses while effecting reimbursement.

6.8.1.(e) The officers, who undertake journey in connection with LTC and who are
otherwise eligible to claim Incidental Expenses on LTC, may draw amount up to 80%
of net amount of Incidental Expenses less Income tax in advance from Account
Receivable Account.

6.8.2 Instructions to be complied while releasing Incidental Expenses in

connection with LTC

6.8.2. (a) The amount reimbursable as Incidental Expenses on LTC shall be

calculated as per existing instructions and the advance payment shall be made from
Account Receivable Account against specific written request from the officer
concerned.

6.8.2 (b) The maximum amount that can be released in advance shall be 80% of the
amount arrived at after reducing the income tax, if any, from the otherwise
112
admissible amount of Incidental expenses on LTC. Tax deduction at source shall be
made only at the time of payment of sanctioned amount.

6.8.2 (c) The amount shall be released only on the last working day prior to the
commencement of journey in connection with LTC.

6.8.2 (d) The officer shall submit the claim for TA and Incidental Expenses within
fifteen days of resumption of duties, otherwise the amount of advance paid together
with interest at maximum rate as applicable to non-priority personal loan shall be
recovered from the officer.

6.8.2 (e) LTC Encashment and Leave Encashment amount shall be disbursed by debit
to Advance Salary separately on last working day before the commencement of leave
period under LTC.

6.9. Option to avail Leave Travel Concession every year

6.9.1 Officers posted at branches/offices 1000 kilometers away from their

respective places of domicile can avail themselves of Leave Travel Concession on
completion of three months service at the new office, every year for coming to their
respective places of domicile by shortest and regular route by eligible mode of
Travel. The minimum period between two consecutive chances shall be six months. Grace
period of two months shall be allowed over the one year block for availing this facility so as
to adjust the exigencies at the branch/office when more than one officer seeks Leave Travel
Concession facility during the same period. Other terms and conditions applicable to this
facility shall be same as herein above.

Those officers who opt to avail of Leave Travel Concession facility every year shall
not be entitled to avail of Leave Travel Concession facility mentioned in rule 6.1.2
during such period and under no circumstances such officers will be eligible to go on
Leave Travel Concession (under once in a year scheme) more than once in a calendar
year. However Officers working in branches in North Eastern Region can avail LTC
facility mentioned in rule 6.1.2 subject to the condition that minimum period
between two LTCs shall be 6 months and not more than one LTC shall be availed in a
Calendar Year.

6.9.2 Such of those officers who opt to avail of Leave Travel Concession facility
every year may travel, once in every four years, to any place in India by the shortest
route provided they surrender their eligibility to travel to their respective place of
domicile in the relevant one year block, subject to the following conditions:

a) The officer should have completed three years service continuously at branches/
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offices situated more than 1000 kilometers away from their respective places of
domicile.

b) There shall be a minimum period of six months between two consecutive Leave
Travel Concessions.

c) Under no circumstances, an officer will be eligible to go on Leave Travel

Concession more than once in a calendar year.

6.9.3 The facility of Once in a year LTC / Special Leave applicable to officers who
are posted to centres situated beyond 1000 kms from their place of domicile will be
available to all those officers coming under the category except Officers who are
retained at centres situated beyond 1000 kms from their place of domicile after a
normal term upon their specific request for their own personal convenience.
However, the Bank may, at its absolute discretion, on a case to case basis, permit
such officers to avail themselves of the facility of Once in a year LTC / Special
Leave, provided the Bank is convinced that such officers have sought retention at
the centre for the purpose of education of their child (Children) or for treatment of
self / spouse / dependant child (Children) / dependant parent(s) for serious ailments
warranting the presence of such officers in the centre.
Those who are working at centres situated beyond 1000 kms from their place of
domicile and promoted to officer cadre and retained at such centres upon their
specific request for their own personal convenience.

6.10 Foreign Travel under Leave Travel Concession

Subject to other rules in force, an officer shall be eligible for Leave Travel
6.10.1
Concession for Foreign Travel under his eligible block to travel to any place in India.
Reimbursement in such cases will be limited to the lowest of the following

i. Fare applicable for journey between Kochi and New Delhi by the admissible
mode of travel.

ii. Fare for the distance between the Headquarters and place of destination.

iii. Actual fare incurred.

6.10.2 In the case of Conducted Tour, only the normal fare applicable for the mode
of travel undertaken or the fare for the eligible distance by admissible mode of
travel or the fare for travel charged by the tour operator (excluding other charges),
whichever is lower, shall be reimbursed. A Certificate from tour operator confirming
the airfare component of the package shall be submitted with the claim bill.
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6.10.3 Local Conveyance charges incurred in India will be reimbursed if the total
travel expenses including Local conveyance charges incurred is less than the Notional
fare for the journey between Kochi and New Delhi by the admissible mode of travel.
Local conveyance charges incurred at Place of destination (Foreign Country) will not
be eligible for reimbursement.

6.10.4 When an Officer proposes to undertake either full or part of the journey
under LTC by package tour / conducted tour, prior permission should be obtained
from HR Employee Relations and Operations by furnishing necessary details in the
application for LTC.

6.11 Other Instructions

6.11.1 Leave/LTC sanctioned, if any, to an officer prior to the issue of the transfer
order will stand automatically cancelled when the officer is ordered for transfer to
another Branch/Office. Application for LTC will not normally be considered for
sanction for an officer who is under orders of transfer.

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7. Allowances

7.1 Grander Allowance

7.1.1 Grander Allowance refers to the allowance payable to Officers coming under
Grander Compensation Package. The Grander Allowance constitutes the sum of all
allowances payable to the officer in the respective scale prior to migration to
Grander Compensation Package and a gratuitous component awarded based on the
performance and level of the job. The allowances are classified as Grander
Allowances A, B, C, D and E which will be paid as under.
(i) Grander Allowance A is payable at the rates of Grander Primary with respect
to the level of job, prescribed and communicated from time to time.
(ii) Grander Allowance B refers to the leased accomodation eligibilty of officers
under Grander Compensation Package for different levels at different centres.
Officers not staying in leased accomodation will be eligible for 50% of leased
accomodation eligibilty as applicable to Officers in same scale at the respective
centres. Officers staying in Bank owned Quarters will not be eligible for Grander
Allowance - B. Grander Allowance B is payable at the rates prescribed and
communicated from time to time.
(iii) Grander Allowance C: Grander Allowance C is the role allowance payable to
roles identified from time to time.
(iv) Grander Allowance D: Grander Allowance D is the professional allowance
payable cadre wise to the officials as decided from time to time.
(v) Grander Allowance E: Grander Allowance E is the own car allowance payable
to DVP and VP cadres not provided with bank’s car, as decided from time to time.

7.1.2 The quantum/nature of allowances for Officers under Grander Compensation

Package will be as decided and communicated from time to time. However, they will
be eligible for reimbursement for expenses on travel on duty, halting allowances,
lodging expenses and boarding charges as per the terms set out in this Chapter. Also,
general/specific rules relating to the existing allowances in this Chapter will be
applicable for all/corresponding Grander allowances A to E.

7.2 Dearness allowance

7.2.1. With effect from 01/11/2022, the Dearness Allowance shall be payable as 1.00
% of 'pay' per percentage point of Index.

7.2.2. Dearness Allowance shall be paid for every variation of rise or fall over 123.03
points in the quarterly average of the All-India Consumer Price Index for Industrial
Workers Base 2016=100. 0.01 % change in DA on 'pay' for change in every second
116
decimal place of CPI 2016 over 123.03 points.

7.2.3. The change in the Dearness Allowance rate will be released on a quarterly
basis on 1st May, 1st August, 1st November and 1st February based on the following:

D.A release Quarterly average of CPI points

Applicable for the month
date of the months
1st May January, February and March May, June and July
August, September and
1st August April, May and June
October
November, December and
1st November July, August and September
January
October, November and
1st February February, March and April
December

(a) There shall be no ceiling on Dearness Allowance.

(b) While working out quarterly average up to first two decimals will be
considered.
(c) All other existing provisions relating to Dearness Allowance Scheme shall
remain unchanged.

7.3: HOUSE RENT ALLOWANCE

7.3.1 Officers of the Bank is eligible for-

a. HRA on certificate basis (Minimum HRA)

b. HRA on rent receipt basis
c. HRA on self-owned accommodation basis
d. Residential accommodation provided by the Bank to Officers

7.3.2 HRA on Certificate basis (Minimum HRA)

7.3.2.a. HRA on certificate basis (Minimum HRA) will be sanctioned as per rates
indicated below.

No. Area Rate

(i) Major ‘A’ Class cities and Project Area Centers in Group A 10 % of Pay
(ii) Other places in Area I, and Project Area Centers in Group B 9 % of Pay
and State of Goa
(iii) Other places 8 % of Pay

117
‘Pay’ for this purpose shall include Basic Pay and PQP, if any.

7.3.2.b. Sanctioning Authority

Competent Authority to sanction HRA on certificate basis (Minimum HRA) in respect

of officers in Scale I in all centers will be the officer in charge of disbursement of
Salaries and Allowances to the claimant officers. In the case of officers in Scale II
and above, claims for HRA on certificate (Minimum HRA) basis will be sanctioned by
HR- Administration Division.

7.3.3. HRA payable to officers on Rent Receipt basis

7.3.3.a. Amount Payable

In the case of an Officer claiming HRA on rent receipt basis, HRA payable to him/her
will be the actual rent paid for the accommodation in excess over 0.35 % of Pay in
the first stage of the Scale of Pay in which he/she is placed with a maximum of 150 %
of the House Rent Allowance payable as per aforesaid rates mentioned above.

Rent receipts shall have to be obtained and filed in the branch/ office on a monthly
basis in all such cases.
7.3.3.b. Sanctioning Authority

Competent Authority to sanction HRA on rent receipt basis to all officers, including
Scale I is Manager/ Senior Manager/ Associate Vice President / Assistant Vice
President of HREO.

7.3.4. HRA payable to officers on self-owned Accommodation basis

7.3.4.a. Amount Payable

Officers staying in self-owned accommodation will be eligible for House Rent

Allowance on self-owned accommodation basis to the extent of 150% of the HRA on
Certificate basis, subject to a maximum of the Monthly Rental Value minus 0.35% of
the first stage of the scale of pay of the officer concerned.

7.3.4.b. The Monthly Rental Value of the relevant accommodation shall be higher of

i). (12% of the capital cost) + (Yearly building tax payable to the local body)
divided by 12.

OR

118
 ii). that assessed by the local body for the purpose of calculation of the
building tax payable.

7.3.4.c. Valid documents have to be submitted by the claimant officer to prove the
capital cost/ building tax payable to the local body/ monthly rental value assessed
by the local body.

7.3.4.d. HRA on self-owned accommodation basis on the strength of the capital cost
incurred by the claimant officer will be considered for sanction only if the claim is
duly supported by relevant materials (such as item wise bills, receipts, vouchers
etc.) to prove the actual cost of construction (capital cost). Certificates issued by
engineers/ architects/ local bodies/ other agencies/ institutions etc. stating the cost
of construction, plans/estimates, consolidated bills/receipts, declarations, copies of
Income Tax returns, certificates showing the current value of the house/ flat or the
value at the time of completion of construction (i.e., valuation certificate) etc., are
not sufficient and hence will not be accepted for this purpose.

7.3.4.e. As HRA on self-owned accommodation is admissible only in cases where

capital cost is actually incurred by the claimant officer, those who have derived the
title of the house/flat by way of ancestral share/ gift or by other such means will not
be eligible for drawing the same. However, sanction of HRA to such officers on self
owned accommodation basis will be considered on the basis of the monthly rental
value as assessed by the local body, if necessary documents showing the monthly
rental value assessed by the local body are submitted by the claimant.

7.3.4.f. In case of houses/ flats constructed by availing Housing loans from our Bank,
sanction of HRA on self-owned accommodation basis will be considered, if a
certificate issued by the Principal Officer of the branch from which the housing loan
was availed of by the claimant officer, showing the following details regarding the
construction and capital cost incurred, is submitted.

a. Details of the house/ flat (such as location, survey number and address)
b. Name/s of the owner/s
c. Amount of loan, date of sanction, date of disbursal
d. Date of completion of construction/ purchase of the house or flat
e. Date on which the owner/s has/have taken possession of the house/ flat
f. Details of estimate/ purchase price considered for sanction of the Housing
loan
g. Actual cost (not value) of construction (capital cost) at the time of
completion/ purchase of the house or flat.

119
If the amount shown against item (vii) exceeds that shown against item (vi), only the
lower of the two will be taken as the capital cost of the house/flat. However, if the
claimant officer submits actual item -wise bills, receipts, vouchers etc. for the whole
amount shown against item (vii) of the certificate to prove the actual capital cost
incurred, the same may also be considered to arrive at the HRA payable.

7.3.4.g. In cases where additional constructions have been done by the claimant
officer to his/her house/ flat, such cost will be considered for inclusion in the capital
cost only if the actual item wise bills, receipts, vouchers etc are produced for
verification.

7.3.4.h. While arriving at the capital cost of the house/flat, cost of special fixtures
such as air conditioners etc. will not be included in the same.

7.3.4.i. In cases where both the husband and wife are officers of the Bank, only one
of them will be eligible for claiming HRA on self-owned accommodation basis,
subject to other rules in force, even if both of them are staying in the same house
jointly owned by them and the other will be eligible to draw HRA on certificate basis
(Minimum HRA).
7.3.4.j. HRA as applicable to own-house accommodation will be sanctioned to
officers who are staying in the house/ flat owned by spouse/ minor children subject
to conditions above. In the case of house/ flat owned by the spouse/ minor children,
the benefit will be extended only if the officer submits a declaration to the effect
that spouse of the officer is not availing of the benefit applicable to `own-house
accommodation from any other source in respect of the same house/ flat.

7.3.4.k. Officers posted in Northeastern Region and whose family does not
accompany them to the North Eastern Region will be extended the benefit of HRA as
applicable to own-house accommodation provided their family occupies the house
owned by the officer/ spouse/ minor children. In such cases, the officer concerned
will be treated as eligible for Leased accommodation at the place of his work, for his
own single accommodation subject to the stipulation that the rental ceiling in such
cases will not exceed 75% of the otherwise eligible rental ceiling of the officer
concerned at the centre.

7.3.4.l. Sanctioning Authority Competent Authority to sanction HRA on Own

accommodation basis to all officers is an officer in scale II and above / Principal
officer of HR- Administration Division.

7.3.5. If the place of stay and the place of posting of an officer happen to be at two
different centers, the HRA payable to the officer concerned will be at rate
applicable to the place of posting.
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7.3.6. Classification of different centers for the purpose of payment of house rent
allowance to officers is given in anneure-1

7.3.7. Residential accommodation provided by the Bank to Officers - Procedure

and General Conditions

7.3.7.a. All Officers (including Officers on probation) are eligible for leased
accommodation provided by the Bank subject to rental ceilings applicable to the
center and other conditions given hereunder.

A1 Centres (Rs) A2 A2 A3 C
Scale of
New Delhi & Centre Pune Centre Centre
Office Mumbai Others
Bangalore (Rs) (Rs) (Rs) (Rs)
Scale I 30450 26800 23600 17000 20950 12800 9800
Scale II 32150 28450 25100 18050 22400 13800 10550
Scale III 35050 31800 29300 19100 23150 14150 11200
AEVP/AVP 44250 37550 32100 21250 25300 15600 12750
DVP-I 48750 41950 34900 22650 26900 17000 14250
/DVP-II
VP 53350 46200 39000 25500 29800 19850 16400
SVP 57850 50600 43250 28250 32850 22400 NA
EVP 60850 53500 46000 35300 NA NA NA

In addition to the above, the rental eligibility of some of the branches is increased
vide HR-ER & OPs circular No. 6541 dated 04.11.2016.

Maintenance charges (other than utility charges like water charges, electricity charges
etc.) and vehicle parking charges payable to societies/agencies approved by the
societies in respect of flat taken on lease will continue to be considered for sanction,
provided the total amount of rent, maintenance charges and vehicle parking charges
is within the ceiling for leased accommodation applicable at the centre. The
additional amount under Bank’s discretion (in the case of A1 centers) hitherto
considered for sanction will not be available from 01.04.2012 in the case of new lease
agreements.

7.3.7.b. Once the officer concerned identifies a house/ flat to his full satisfaction of
the amenities available in and around it, the official in charge of the branch/ office
shall personally ensure that the same suits to Banks requirements and rules in force
and the rent to be paid is reasonable, when compared to that in force in the local
circumstances.
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7.3.7.c. The officer concerned has to thereafter submit C45 to the sanctioning
authority through the officer in charge of the branch/ office, incorporating all
necessary details. C45 of Principal Officers of branches shall invariably be routed
through the respective Regional Office. On receipt of C45, the sanctioning authority
will approve the proposal for leased accommodation, if the application is found to be
in order.

7.3.7.d. On receipt of sanction from HR-Employee Relations & Operations, the

officer concerned shall take steps to get the lease agreement executed strictly as
per the approved format. The officer in charge of the branch/ office shall execute
the lease agreement on behalf of the Bank and copy of the lease agreement shall be
kept in the files of the branch/ office for verification by inspecting officials. Copy of
lease agreement need not be sent to HR-Employee Relations & Operations. The rent
payable on account of the sanctioned leased accommodation shall be included in
salary of the applicant officer by HR-Employee Relations & Operations.

7.3.7.e. It shall be the duty of the official signing the lease agreement to ensure that
the agreement fully satisfies the stipulations of the Bank, lest he/she will be held
personally liable/accountable for consequence if any, either during the currency of
the agreement or at any time thereafter. No deviations are normally permissible in
the specimen of the lease agreement to be executed. If however, for unavoidable
reasons any change in the specimen of the agreement is necessary a written request
to that effect shall be obtained from the officer concerned noting the reasons and
circumstances necessitating such changes. The officer concerned shall further
undertake to bear personally any loss/ damage that the Bank may happen to suffer
or any expenses etc. that the Bank will be required to incur on account of the
deviation to be effected. Any change in the specimen of the lease agreement shall
be effected only after obtaining the request/ undertaking from the officer concerned
as above, that too if the deviations are found to be inevitable.

7.3.7.f. Lease agreements in respect of residential accommodation provided to

officers shall be generally permitted only in Bank’s name. However, in genuine cases
where there is difficulty in obtaining leased accommodation in Banks name;
permission will be granted to execute the lease agreement in personal name. The
officers concerned will have to ensure to take necessary steps to surrender or to give
due notice to the landlord for vacating the quarters wherever required by complying
with the usual procedure and formalities. As the quarters leased out in personal
name will not be available to another officer of the Bank for stay, rent for notice
period etc., if any, shall have to be borne by the officer concerned himself.

122
7.3.7.g. At the time of renewal of the lease, fresh lease agreement shall be
executed or a letter of consent to continue occupancy shall have to be obtained
from the landlord specifying the terms and conditions, and C45 shall be got approved
afresh by the officer concerned.

7.3.7.h. No lease agreement shall be executed/ renewal be effected before

obtaining sanction from the sanctioning authority.

7.3.7.i. Whenever lease agreement is executed/renewal is effected, the official

concerned who signs the lease agreement or agrees to the renewal shall ensure strict
compliance of all the rules, regulations and stipulations prescribed for leased
accommodation.
7.3.7.j. Officer concerned who is under orders of transfer and provided with leased
accommodation by the Bank shall intimate the official in charge of the branch/
office the probable date by which he/she shall vacate the existing quarters. If an
officer stays in the quarters for any number of days after he/ she is relieved from
the branch/ office for reasons whatsoever, actual rent for such period shall have to
be met by the officer concerned. In case the officer fails to remit any such amount
and the Bank is bound to make payment to the landlord, branch/ office has to obtain
permission from HR-Employee Relations & Operations to debit P &L account, taking
sufficient care to avoid delay in making payment. If permitted, they may make
payment to the landlord and collect the amount so paid from the officer concerned.

7.3.7.k. Rent for notice period, if required to be paid in any case shall also be made
by the branch/ office only after obtaining permission from HR-Employee Relations &
Operations. In cases of transfer, where the house/ flat is occupied on personal lease,
the officer concerned shall take steps on his own to vacate the same, give notice to
the landlord or to pay any rent for the notice period.

7.3.7.l. Officer concerned who is under orders of transfer and in need of leased
accommodation facility at the new place of posting, are required to intimate the
branch/ office to which he/ she is transferred, within 10 days of the date of the
transfer order. If any branch/ office receives any such communication from an
officer, available quarters shall be provided to the officer when he/ she joins the
branch/ office. If no quarters is readily available at the new place of posting, the
officer concerned will have to make his own arrangement of stay as per rules in
force. The officer who is offered such quarters at the new place of posting after
occupation, decides to move on to another house/ flat due to personal reasons, the
same shall be done only with prior permission from the competent authority. Even if
permitted, any other expenses in this regard shall be borne by the officer concerned.

123
7.3.7.m. If the branch/ office does not get a communication requesting for quarters
from an incoming officer as above, it shall be presumed that he/ she is not in need of
quarters at the new place and hence immediate steps shall be taken to surrender the
quarters used by the previous officer and notice shall be given to the landlord without
any delay. Lack of time for giving notice to the landlord, convenience or
inconvenience of the officer/ office concerned, lack of facilities in the existing
quarters/ surroundings, failure to give/receive communication regarding need for
quarters for the incoming officer, or for that matter any other reasons similar or
otherwise will not be accepted as an excuse for not complying with the instructions.
Official in charge shall be made liable for any additional expenses required to be met
by the Bank, on account of any delay in this regard. However, in cases where the
lessor has expired or his whereabouts are not known or where there are disputes
about the ownership or where the quarters has been in continuous possession of the
Bank for a long period and the tenancy laws are in favour of further continuous
possession or in any other similar circumstances, the quarters shall not be
surrendered/ notice of vacation shall not be issued before direction to do so is
obtained from HR-Employee Relations & Operations.

7.3.7.n. If an incoming officer fails to communicate his/ her need for quarters to
his/ her new branch / office as stipulated above and the available quarters is
surrendered or notice of vacation is given by the Bank at the center, he/ she will be
eligible for leased accommodation at his/ her new place of posting only from the
date on which Bank ceases to pay rent for the existing quarters or from the date on
which the officer joins the new branch/ office, whichever is later.

7.3.7.o. If more than one quarters is available at a centre and more than one officer
is under order of transfer to the branch/ office, priority for allotting the quarters
shall be fixed on the basis of the order of seniority of the officers requesting for
quarters within the stipulated date.

7.3.7.p. Officers who opt to have Leased Accommodation from the Bank or who
claim HRA on self-owned accommodation basis, rent receipt basis or on certificate
basis are not permitted to change their options with retrospective effect. In case an
officer desires to change his/her option to claim House rent/ House Rent Allowance,
he/she will be permitted to do so with effect from the month in which the
application for such change of option is submitted to the Bank. All concerned shall
also take necessary care to submit application for house rent/ house rent allowance
in time and in no case the applications submitted later will be considered for
sanction with retrospective effect.

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7.3.7.q. Drawal /disbursal of house rent/house rent allowance without getting
sanction from competent authorities will be treated as irregular in all respects.

7.3.7.r. Officers who are not provided with leased accommodation and those who
are not staying in their own houses, but not getting any HRA, shall obtain sanction
for Minimum HRA.

7.3.7.s. Arrangement of stay in houses owned by Close Relatives of the Officer is not
envisaged in the case of HRA on Rent receipt basis and on Leased accommodation
basis. Minimum HRA will be sanctioned in such cases.

7.3.7.t Paying Guest Accommodation

Paying Guest Accommodation for Probationary Officers is introduced as per Circular

No.3967/HR ER & OPS / 2014, dated 11/03/2014 with an objective of facilitating
convenient accommodation near to the workplace.

Probationary Officers are eligible to avail of Paying Guest Accommodation in their

place of posting, within 15 km or within the same Metropolitan/Corporation/
Municipal limits where the Branch/ Office is situated. Rent receipts shall be
produced by them on a monthly basis, which shall be kept at the Branch / Office.
Expenses such as hostel mess, service and maintenance charges etc. will not be
considered for sanction. The maximum amount that can be sanctioned per month is
as follows, based on the classification of various centers for Leased Accommodation.

Area Type Max Amount that can be sanctioned

A1 Center 10150
A2 Center 7000
A3 Center 4300
C Center 3300

The amount paid as consolidated HRA for Paying Guest Accommodation will have to
be included in the taxable income of the Probationary Officer. Confirmed Officers
are not eligible to apply for Paying Guest Accommodation.

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Probationary Officers can apply for the same through Fed e HRM through the
navigation Self Service->Allowances-> Staff Quarters-> Apply for HRA claim. Upon
completion of 1 year the Probationary Officer may apply for renewal so as to
continue the facility.

7.3.8. Recovery from HRA-Standard Rent

Where an officer is provided with residential accommodation by the Bank, he shall

pay to the Bank every month a sum equivalent to 0.35 % of the first stage of the
scale of pay in which he is placed or the standard rent for the accommodation
whichever is less. In case of furnished accommodation provided by the Bank, a sum
equivalent to 0.075 % of the first stage of the scale of pay shall have to be paid to
the Bank by the officer concerned in addition to the above. Calculation of the
standard rent for this purpose shall be on the basis of the following table:

Living area Standard monthly rent (Rs)

(sq. meters)
Upto 50 183
51 to 60 241
61 to 75 279
76 to 90 387
91 to 105 520
106 to 120 632
121 to 150 773
151 to 180 924
181 to 225 1087
226 to 300 1557
301 to 400 1924
401 to 550 2290

Beyond 550 2672

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7.3.8.1 Officers to whom Bank's own flats/ residential buildings are allotted for stay
also shall have to pay to the Bank such amounts as specified above. They will not be
eligible for any HRA during the period in which they are permitted to stay in Bank's
flat/ building.

7.3.8.2 The living area for finding out standard monthly rent shall be calculated on
the basis of following norms.

1. Rooms, kitchen, bathrooms, latrine, 100% of the floor area

storerooms, enclosed veranda
2. Veranda, corridors, barsathi 25% of the floor area
3. Car porch 12.5% of the floor area
4. Courtyard (pucca) 5% of the floor area
5. In the case of out-houses
a) Rooms 25% of the floor area
b) Veranda 12.5% of the floor area

Total of the floor area shall be calculated as above to ascertain the standard
monthly rent in respect of the accommodation.

7.3.8.3 Officer who submits C45 seeking sanction of house rent shall calculate the
living area strictly on the basis of the above norms and submit a declaration
certifying the living area of the accommodation along with the application for
sanction of residential accommodation.

7.3.8.4 Where an officer or his spouse has own house at the centre of his posting or
within a distance of 15 kilometers from such centre, he will not be eligible for being
provided with residential accommodation by the Bank. If officers to whom leased
accommodation is allowed by the Bank happen to own a house/ flat in the same
centre subsequently, they will cease to be eligible for the leased accommodation
from such date. In case of an officer availing himself of housing loan from the Bank,
he will not be eligible for leased accommodation in the centre from the date of
purchase/ completion of construction of the house or from the date of completion of
fifteen months from the date of disbursal of the first stage of the housing loan,
whichever is earlier. (In case of construction of flats, the applicable period shall
be twenty-four months from the date of disbursal of the first stage of the housing
loan)

7.3.8.5 Where both the husband and wife are officers of the Bank and one of them is
provided with residential accommodation by the Bank, the other officer will be
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eligible for HRA on "certificate basis". However, if they are posted at different
centers which are not commutable on a day to day basis, both the husband and wife
who are officers of the Bank will be separately eligible for leased accommodation.

7.3.8.6 Such of those officers availing themselves of the facility of residential

accommodation from the Bank will be required to reside within a distance of 15
kilometers, from their headquarters/within the same corporation/ metropolitan
centers in which the branch/ office is situated.

7.3.8.7 All officers in scale II and above shall have to reside within a distance of 15
kilometers (in case they are availing themselves of the facility of residential
accommodation from the Bank) or within a distance of 20 kilometers (in case they
are not availing themselves of the facility of residential accommodation from the
Bank), from their headquarters/ within the same corporation/ metropolitan centers
in which the branch/ office is situated.

7.3.8.8 Officers posted at places identified as difficult centers would be permitted

to avail themselves of the facility of leased accommodation in the nearest centre
where reasonable living facilities are available, and in such cases the distance
stipulations otherwise to be followed would be relaxed to the extent as found
necessary by the Bank. List of difficult area branches is given in Annexure-6.
7.3.8.9 Inspecting officers and Implementing officers attached to Information &
Technology Department can have their quarters at a place of their choice in India,
subject to the conditions that:

7.3.8.9.a the rental ceiling admissible will be the rate applicable to the
headquarters or that applicable to the place where the residential accommodation is
taken, whichever is less;

7.3.8.9.b. quarters shall not be provided by the Bank if the officer or his spouse
owns a house/ flat and the quarters proposed to be taken by him is within the same
corporation/ metropolitan city limits where the house/flat is situated or within a
distance of fifteen kilometers of such house/ flat as the case may be; and

7.3.8.9.c such of those officers who are occupying Bank's own premises or premises
attached to office as quarters shall have to vacate them on being posted as
inspecting officers/implementing officers in Information & Technology Department.

7.3.8.10. Inspecting Officers posted at Regional Office are also permitted to

maintain their quarters for family at their place of choice in India subject to their
eligibility at the respective place of posting or that applicable to the place where
the residential accommodation is taken, whichever is less.
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7.3.8.11 Where the branch/ office and the place of quarters proposed to be taken by
the officer happen to be in two different centers, the rental ceiling applicable to the
officer shall be the lower of the rates admissible at the two centers.

7.3.8.12 Officers transferred from other parts of the country to North Eastern Region
shall be permitted to have at the previous place of posting or at any other places of
their choice, Bank's quarters for occupation of their family members, subject to the
normal rules regarding residential accommodation to officers.

7.3.8.13 Such of those officers who are transferred to North Eastern Region and who
opt to have Bank's quarters outside North Eastern Region would be eligible for single
accommodation at the place of posting at rental ceiling not exceeding 75% of the
amount prescribed for residential accommodation applicable to his scale at the
centre.

7.3.8.14 Probationary Officers are eligible for availing leased accommodation and
reimbursement of brokerage paid, if any.
7.3.8.15 No officer shall be entitled as a matter of right to be provided with
residential accommodation by the Bank. It shall, however, be open to the Bank to
provide residential accommodation wherever available as per the terms and
conditions stipulated herein. If no residential accommodation is available to be
provided or cannot be arranged at a centre, officers concerned may draw house rent
allowance as per rules.

7.3.8.16 The rent ceilings represent the upper limits and the actual rent to be paid
shall be rates prevailing in the centre subject to the prescribed limits.

7.3.8.17 Change of quarters before the expiry of the existing lease period will not be
permitted in the normal course. However, if shifting is necessitated on account of
some genuine reasons/ unavoidable circumstances, such cases will be considered
individually on merits, subject to condition that rent paid as per existing lease
period will only be paid till the end of lease period and also within eligible rental
ceiling of the officer concerned. All expenses related to shifting (including that of
Banks Telephone, if any) shall be borne by the officer concerned. In the case of
Bank's own/ permanent quarters, officers will not be permitted to go for any other
leased accommodation at Bank's cost.

7.3.8.18 Officers working in different centers who find it difficult to pay advance
rent in respect of residential accommodation provided by the Bank would be
sanctioned advance rent loans.

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7.3.8.19 An officer staying in the residential accommodation provided by the Bank
shall have to pay the water charges, electricity charges etc. in time and the Bank
will not be liable to pay any such expenses/ costs under any circumstances. Disputes
arising, if any, in this regard will make the officer concerned accountable and
answerable.

7.3.8.20 Cost of stamp papers required for executing lease agreement in Banks name
for residential accommodation to officers may be debited to Banks profit and loss
account.

7.3.8.21 Officers on transfer will be permitted to continue to avail themselves of the

facility of leased accommodation at the centre from which they are transferred
during the period of joining time till the house/ flat is vacated by them or till the
expiry of the period of joining time, whichever is earlier. Similarly, officers will be
treated as eligible for leased accommodation during the period of joining time at the
centre to which they are transferred from the date on which the quarters is occupied
by them or from the beginning of the period of joining time, whichever is later.
However, the facility will be available to the officers concerned only at one centre
at a time.

7.3.8.22 Actual amount of brokerage paid for arranging leased accommodation for
officers in A1 and A2 centers identified for fixing up the eligibility for leased
accommodation will be reimbursed to the officers concerned, subject to a maximum
of one month rent, once in two years in North Eastern Region and once in three years
in other centers. However, in case the officer concerned is transferred from one
place to another without his request/ choice, before completion of a term (five
years/three years/two years, as the case may be) he will be reimbursed the
brokerage as above in eligible centers. Maximum limit for reimbursement of
brokerage as above is one-month house rent sanctioned (excluding Banks
discretionary amount) or actual brokerage paid, whichever is the less. Officers
working in places coming under the urban agglomeration of Kochi, Kozhikode and
Thiruvananthapuram are not eligible for reimbursement of brokerage paid.

7.3.8.23 A declaration regarding the amount of brokerage paid/payable, date on

which such brokerage was reimbursed to the officer concerned by the Bank last time
and the name and full address of the broker to whom the brokerage is paid/ payable
shall be submitted to the competent authority by the officer concerned.

7.3.8.24 Applications, if any, for advance rent loan and brokerage payable for leased
accommodation shall be submitted along with C45.

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7.3.8.25 Maintenance charges (other than utility charges like water charges,
electricity charges etc.) and vehicle parking charges payable to societies/agencies
approved by the societies, in respect of the flat taken on lease shall be paid by the
Bank, provided the total amount of Rent, Maintenance charges and Vehicle parking
charges is within the overall eligibility of house rent of the officer concerned.

7.3.8.26 wherever applicable, Maintenance charges, Vehicle parking charges and

Rent shall be separately shown in the C45 submitted by the officer concerned.
Demand letter from the Society maintaining the flat/providing parking facility shall
be enclosed with C45. Proper bill/ receipt/ for the Maintenance charges/ Vehicle
parking charges shall be filed at the branch/office.

7.3.8.27 An officer, who has been provided with leased accommodation and is
transferred, house rent will be sanctioned till the date of relieving of the officer
concerned. Rent payable to landlord on occupation of quarters after date of
relieving will be proportionately recovered.

7.3.8.28 House rent recovery shall be @ 0.35% of the first stage of the scale of pay
in which the officer is placed or the standard rent for the accommodation,
whichever is less towards P&L Salaries and Allowances. Furniture rent recovery shall
be @ 0.075 % of the first stage of the scale of pay in which the officer is placed.

7.3.8.29 Principal Officers who draw HRA on rent receipt basis or HRA for staying in
own house/flat and those provided with residential/leased accommodation by the
Bank during the period of charge takeover will not be eligible for lodging expenses.

7.3.8.30 An officer, on getting transferred will be eligible only for Minimum HRA
during journey time and joining time, before his/her joining the new place of
posting, at the rate which is applicable at the former or new center, whichever is
lower. Halting allowance for joining time on transfer, wherever admissible, will be
paid to the officers irrespective of whether or not the facility of leased
accommodation is provided to them during the period of joining time. Halting
allowance for the period of charge takeover of branches will be paid to officers if
residential accommodation is not provided to the officer concerned during this
period. Officers who draw HRA on rent receipt basis or HRA for staying in own
house/flat or those who are provided with residential/ leased accommodation by the
Bank and those officers who are permitted to retain the existing stay arrangement
during the period of taking over of charge will not be eligible for halting allowance.

7.3.8.31 House rent/HRA from the date of joining the new office shall be paid to the
officer concerned only after obtaining proper sanction from the sanctioning
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authority. The proposed date of vacating quarters in the case of officers provided
with leased accommodation shall be informed in advance to HR Employee Relations
and Operations for payroll updation. Rent for the intervening period from the date of
vacation of quarters by the officer till the date of occupation by the new incumbent
shall be paid by debit to P&L Rent only after obtaining sanction from HR- Employee
Relations and Operations

7.3.8.32 In cases where the absence of the officer is due to extraordinary leave
sanctioned on loss of pay or loss of pay due to strike, house rent paid to the officer
for the leased accommodation is not included in the pay for computation of loss of
pay. Instead, only an amount equivalent to HRA payable on certificate basis
(minimum HRA) is notionally included and loss of pay computed accordingly. Since
the officer is occupying the quarters during the period of such absence, recovery
towards rent should be made as in the normal course. This procedure will hold good
both in cases where quarters are owned by the Bank and where the quarters are
provided under leased accommodation.

7.3.8.33 Where the absence is treated as unauthorized for violation of leave rules, in
cases where the quarters is provided under leased accommodation, house rent paid
to the officer is included in the pay for computation of loss of pay. However,
recovery towards rent need not be made for the period of such absence since house
rent itself for such period will stand recovered. In cases, where the quarters is
owned by the Bank, an amount equivalent to HRA payable on certificate basis is
notionally included in the pay for computing loss of pay. Recovery towards rent, in
this case, will be made for such period. It may be noted that the Bank with regard to
the facts and circumstances, on a case-to-case basis, particularly where the absence
is prolonged, may require the officer to vacate the quarters.

7.3.8.34 An officer on suspension shall not be entitled to occupation of rent free

house during the period of suspension. However, if such officer requests for
permission to retain Banks quarters, Disciplinary Authority shall consider the same
and pass necessary orders taking into account the hardship that is likely to be caused
to the officer.

7.3.8.35 Bank provides leased accommodation to officers working at different

centers for the stay of the officers concerned and the members of their family.
Similarly, Bank’s own flats are also allotted to officers at certain centers subject to
applicable stipulations. The very purpose of providing such accommodation to the
officers by the Bank is to facilitate their stay at the respective centers. Officers shall
not either allow permanent stay of others (except in cases where joint stay
arrangement with other officer is permitted) in the quarters or let out any portion of

132
the flat/ house for any purpose. Though these instructions do not bar the officers
from allowing their relatives to stay with them even if they are not dependent on
them, any type of misuse of the facility will be viewed very seriously and that the
officers concerned will be held accountable for the same.

7.3.8.36 Officers to whom the Bank has provided leased accommodation shall ensure
that payment of electricity, water and telephone charges etc are timely made and
there should not arise any instance where landlord may approach the Bank with
grievances of non-payment of charges, as this would bring disrepute to the
institution.

7.3.8.37 The clause of payment of Advance Rent by the Officer need not be
incorporated in the lease agreement unless insisted by the landlord and specifically
permitted by the Bank. If the lease agreement is executed between the landlord and
the Officer concerned, the clause of payment of Advance Rent may or may not be
incorporated in the lease agreement.

7.4. CITY COMPENSATORY ALLOWANCE

City Compensatory Allowance will be payable at the following rates, with effect
from 01.11.2022.

Area Rate
i. Places in Area I and in the Rs. 2300/- p.m.
State of Goa
ii. Places with population of 5 lakh and Rs. 1900/- p.m.
above, State Capitals, Chandigarh,
Pondicherry and Port Blair

7.5. Location Allowance for Non-CCA Centers

With effect from 01.11.2022, a fixed allowance of Rs.1200/- p.m. will be payable to
Officers posted in areas other than the areas where CCA is applicable. This fixed
allowance shall not be reckoned for payment of DA, superannuation benefits, viz,
Pension including NPS, PF and Gratuity.

7.6. SPECIAL AREA ALLOWANCE

7.6.1 Special Area Allowance will be paid to those Officers who belong to North
Eastern Region and working in branches in North Eastern Region, as specified in
Appendix I, effective from 01.11.2022.
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7.6.2 If at any of such places, Hill and Fuel Allowance is payable, only higher of the
two allowances will be paid.

7.6.3 Presently, Officers posted to North Eastern Region are required to seek
sanction from HR Employee Relations and Operations to draw North Eastern Region
allowance. Henceforth, Officers need not apply to HR Employee Relations and
Operations for North Eastern Region allowance. Branches in North Eastern Region
may calculate the eligible amount payable as NER allowance to officers at their end
itself. The allowance shall be drawn on a monthly basis. In this regard the following
points may be noted.

7.7. PROJECT AREA ALLOWANCE

Project Area Allowance payable stands revised with effect from 01.11.2017, as given
below:
a) Project areas falling in Group A Rs 600/- per month.
b) Project areas falling in Group B Rs 525/- per month.

A project area compensatory allowance is payable to an officer at the rate of

Rs.600/- per month if he is serving in areas like Jamshedpur and Vishakhapatnam
specified as project area group A and at the rate of Rs.525/- per month if he is
serving in areas like Moolamattam and Idukki specified as project area group B.
However in places where both city compensatory allowance and project area
allowance are payable, the higher allowance only will be paid.

7.8. DISCOMFORT ALLOWANCE:

7.8.1 If an officer is required to work in shifts involving hardship or has to perform

onerous duties beyond normal working hours he shall be paid a discomfort allowance
of Rs. 75/- per month. Having regard to the gravity of discomfort, chairman may, if
it is found expedient or necessary to do so, decide to whom such allowance can be
paid and the terms and conditions of such payment.

7.8.2 System administrators of the branches who are often required to sit late, in
order to complete the routine works, will be reimbursed up to an amount of Rs.
1550/- per month towards out-of-pocket expenses on declaration basis. The officer
concerned shall draw TA bill for the amount on a monthly basis and the amount may
be accounted under the head “P/L-TA”. The powers delegated to various
functionaries for sanctioning TA as per expenditure rules will be applicable for

134
sanctioning such bills. When the system administrator is absent from the branch for
reasons other than on duty, whether consecutive or intermittent, for 20 or more
days in a month, his entitlement will be limited to 50% of monthly eligibility,
provided his absence is not for the entire working days of the month concerned.
Those officers who perform the duties of system administrator in the absence/leave
of the system administrator will be eligible for reimbursement of out of pocket
expenses for the actual number of days on which they performed such duties.
Reimbursement of out of pocket expenses to system administrators of branches shall
be made only from the date on which the base modules are made on line.

7.9 FACULTY / DEPUTATION ALLOWANCE

With effect from 01.04.2024, Deputation/Faculity Allowance will be paid at the

following rates:
(a) An Officer deputed to serve outside the bank 7.75% of Pay with a maximum
to an organization in a different place other of Rs. 7500/- per month
than the present place of posting
(b) An Officer deputed to another organization at 4% of Pay with a maximum of
the same place or to the training Rs.3750/- per month
establishment not owned by the bank

7.10 SPLIT DUTY ALLOWANCE

On and from 01.11.2017, an officer shall be entitled to split duty allowance at the
rate of Rs. 300/- per month if his duty hours are split with a minimum
interval/recess of two hours:

Provided that
a. where the hours of work of an officer is staggered (if so required by the Bank),
such staggering will not entitle him to split duty allowance unless the interval
/ recess of such officer is a minimum of two hours;
b. No split duty allowance will be paid to an officer who, at his own request, is
transferred to a branch / office where hours of work are split with a minimum
interval / recess of two hours.

7.11. MID ACADEMIC YEAR TRANSFER ALLOWANCE

Mid-academic year transfer allowance shall be payable to an officer provided –

7.11.1.a) he has one or more children studying at the place from where he is
transferred;
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7.11.1.b) he has been relieved on transfer after commencement of an academic year
or before the conclusion of an academic year;

7.11.1.c) he applied for payment of the allowance in the prescribed application form
furnishing full particulars, which is appended as annexure-7; and

7.11.1.d) he produces along with his application a certificate from the school /
college / institution where his child is studying, stating, inter alia, the
commencement and conclusion of academic year.
7.11.2 An officer on transfer shall be entitled to mid-academic transfer allowance
from the actual date of his reporting at the new place of posting till the date of
conclusion of the current academic year or the date on which the last child ceases
studying at the place from where he is transferred whichever is earlier.

7.11.3 In case the last child of the officer ceases studying at the former place of
posting before conclusion of the academic year, he will be required to inform the
Bank in writing the exact date from which the last child ceased studying. The
allowance shall not be paid after the date on which the last child ceased studying at
the former place.

7.11.4 With effect from 01.04.2024, Mid Academic Year Transfer Allowance shall be
payable at Rs. 2500/- p.m. per child with a maximum up to 2 children.

7.11.5 The child / children in respect of whom the allowance is payable should be
wholly dependent upon the officer.

7.11.6 Mid-academic year transfer allowance will not be payable, if the transfer of
an officer is at his own request or if the officer is transferred from one place to
another, both of which are taken as one unit for area wise classification.

7.11.7 If the child / children of an officer was / were studying at the time of his
transfer at a place other than the place where from he is transferred and he
continues to retain the child / children at the same place, he will not be eligible for
mid-academic year transfer allowance.

7.11.8 In case the child / children of an officer is / are staying with the officer at
his new place of posting, and continues the studies at the former place of posting,
mid-academic year transfer allowance will not be payable in respect of such child /
children.

7.11.9 In cases where both husband and wife are officers of the Bank, only one of
136
 them will be paid mid-academic year transfer allowance. If one of them is
transferred and the children continue to stay with the other officer who is not
transferred, no mid-academic year transfer allowance will be paid.

7.11.10 The mid-academic year transfer allowance shall be drawn only after
obtaining written sanction from HR- Administration Division.

7.12 HILL AND FUEL ALLOWANCE

7.12.1. Hill and Fuel Allowance will be paid with effect from 01.11.2022, at the
following rates:
Sl No Place Rate
Places with an altitude of 1000 meters and above 2% of Pay subject to a
(a)
but less than 1500 meters and Mercara Town maximum of Rs 1450/- p.m.
Places with an altitude of 1500 meters and above 2.5% of Pay subject to a
(b)
but less than 3000 meters maximum of Rs 1900/- p.m.
5% of Pay subject to a
(c) Places with an altitude of 3000 meters and above
maximum of Rs 3750/- p.m.

7.12.2 Officers posted at Br. Munnar and Shillong are eligible for hill and fuel
allowance at the same rate as is payable at centres with an attitude of 1500
meters and over but below 3000 meters.

7.13. OFFICIATING ALLOWANCE

7.13.1 When an officer who required to officiate in a post in a higher scale for a
continuous period of not less than 4 days at a time OR an aggregate of 4 days during
a calendar month, shall receive an officiating pay equal to 15% of the Basic pay of
the person officiating and the same shall be payable pro-rata for the period for
which he officiates. Officiating allowance shall rank as pay for the purpose of
provident fund/pension and not for other purposes.

7.13.2 Where an officer comes to officiate in a higher grade, as a consequence solely

of the review of the categorization of posts, he shall not be eligible for officiating
allowance for a period of one year from the date on which the review of the
categorization takes effect.

7.13.3 If the officiation is continuously for seven days or more, even if it falls in two
separate calendar months and the period of officiation in each month is less than
seven days, officiating allowance pro-rata shall be paid for the entire period of
officiating and if there is any difference in the officiating allowance payable in
different months, this shall be taken into account while computing the quantum.
137
7.13.4 Officiating allowance will be payable for a day only if an officer has taken
charge at the commencement of business and not at the close of business on that
day. Similarly, if an officer who is officiating in a higher post hands over charge at
the close of business and not at the commencement of business, he will be eligible
for officiating allowance for that day. After taking charge, an officer will be eligible
for officiating allowance for the intervening holiday/s also. When a permanent
incumbent is present in the branch on a day, no officiating arrangement shall be
made for the day.

7.13.5 Officiating allowance is payable to an officer with respect to any period only
if specific orders have been issued by the regional head of the region concerned
making officiating arrangement for the said period. No official shall have authority to
disburse or draw officiating allowance without such orders. In all cases where
officiation is required, written orders shall be issued by the regional head making
such arrangement and a copy of the order shall be forwarded to HR Employee
Relations and Operations.

7.14 PROFESSIONAL QUALIFICATION PAY

7.14.1 Officers shall be eligible for Professional Qualification Pay as under:

PQP-I - Rs.1370/- p. m., one year

Those who have passed only JAIIB
after reaching the top/ maximum of
(CAIIB-I)
the scale
PQP-I - Rs. 1370/- p.m., one year
after reaching the top/ maximum of
the scale.

PQP-II - Rs. 3425/- p. m., two years

Those who have passed CAIIB (CAIIB-II) after reaching the top/ maximum of
the scale.

PQP-III Rs. 5480/- p.m., three years

after reaching the top / maximum of
the scale.

7.14.2 Professional qualification pay will rank for dearness allowance, house rent
allowance and superannuation benefits. Calculation of dearness allowance in the
case of an officer drawing professional qualification pay shall be done by taking into
consideration the total of basic pay and professional qualification pay drawn by him.

138
7.14.3 An Officer employee acquiring JAIIB (CAIIB-I)/CAIIB (CAIIB-II)) qualifications
after reaching the maximum stage of scale of pay, will be granted from the date of
acquiring such qualification, the first installment of PQP and the release of
subsequent installments of PQP will be with reference to the date of release of first
installment of PQP.

7.15 FIXED PERSONAL PAY

7.15.1 One advance increment on account of computerization was given to all

officers who were in the service of the Bank as on 01.11.93 except those promotee
officers who had already received the benefit of such increment by way of fitment/
adjustment in officer's scale of pay. Officers who are granted advance increment as
above shall draw the fixed personal pay one year after reaching the maximum stage
in the relevant scale of pay.

7.15.2 Fixed personal pay comprising increment component plus dearness allowance
payable thereof together with house rent allowance payable, if any, shall remain
frozen for the entire period of service.

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

Scale Increment DA as on Total F.P.P. payable where

Component (Rs.) 01.11.2022 (Rs.) bank's accommodation is
provided (Rs.)
(A) (B) (C)
I 2680 200 2880
II &III 2980 222 3202

7.15.4 Fixed Personal Pay as indicated in column (C) will be paid to Officers who are
provided with accommodation by the Bank.

7.15.5 Fixed Personal Pay for Officers eligible for House Rent Allowance shall be ‘A’
+ ‘B’ plus House Rent Allowance payable on the last increment of the
relevant Scale of Pay.

7.15.6 The Increment Component of Fixed Personal Pay shall rank for superannuation
benefits.

7.15.7 For those covered under GCP, increment component of FPP shall be as
follows;
139
 Increment component of
Level
FPP (Rs.)
IV 3360
V 3680
VI 4000
VII 4340

7.15.8 HRA payable on fixed personal pay shall be the difference between the
quantum of HRA drawn by the officer concerned before and after the last increment
earned by him in the relevant scale of pay.

7.15.9 An officer who is provided with leased accommodation at the time when he
becomes entitled to fixed personal pay will not be eligible for HRA component on
fixed personal pay and such officer will not be eligible for HRA component even if he
vacates Bank's quarters subsequently. An officer who is sanctioned fixed personal pay
inclusive of HRA component shall continue to draw the same amount even if he is
provided with Bank's quarters subsequently.

7.15.10 Fixed personal pay shall be shown as a single item inclusive of increment
component, dearness allowance and HRA component wherever applicable and in no
case these items shall be segregated. The increment component of fixed personal
pay will rank for computation of provident fund, but not for any other purpose.

7.15.11 Officers (a)who are already at the maximum of their respective scale of pay
and on whom efficiency bar is imposed and (b) officers whose movement to higher
scales/ eligibility to earn stagnation increment/s is stalled owing to their declining
managerial assignment/ refusal to co-operate in any exercise for promotion will be
eligible to draw fixed personal pay.

7.15.12 Only Officers who were in the service of the Bank on or before 01.11.1993
will be eligible for Fixed Personal Pay One Year after reaching the maximum Scale of
Pay in which they are placed.

7.16. CONVEYANCE ALLOWANCE

7.16.1 Consolidated conveyance charges will be paid to all officers of the Bank
(including officers on probation) on production of self-declaration as to expenses
incurred in case they do not claim/ are not eligible to claim reimbursement of
petrol/ diesel expenses from the Bank, at the rates given below.

Officers in Scale I Rs. 4000/- per month

140
 Officers in Scale II & III Rs. 4300/- per month

Principal Officers of Branches who claim Fixed Conveyance Allowance shall be

entitled to get an additional amount not exceeding Rs.1,000/- per month, over and
above the normal eligibility, linked to the monthly Performance Scorecard of the
branch.
7.16.2. If the presence of the officer (including duty leave and intermittent holidays
as well as holidays immediately preceding and succeeding to period of presence at
office) is at least for a period of ten days in a month, he will be entitled to draw full
consolidated conveyance charges. If his presence at the officer is for a period less
than ten days in a month as aforesaid, because of his absence, he is entitled only to
50% of consolidated conveyance charges. If the officer remains absent for entire
month, he will not be eligible for consolidated conveyance charges for the month
concerned.

7.16.3 Officers who own and maintain vehicles are eligible to claim reimbursement
of petrol/ diesel charges on the terms and conditions given below:

7.16.4.a) Officers should own and maintain the vehicles in their own name.

7.16.4.b) Only cost of ordinary fuel shall be reimbursed. The rate of ordinary
Petrol/Diesel/CNG as on the last day of the month at the place, where the
Branch/Office is situated, shall be considered as the rate at which eligible quantity
of Petrol/Diesel/CNG is reimbursed.

7.16.4.c) Reimbursement shall be claimed only on or after the first day of the
succeeding month concerned.

7.16.4.d) Reimbursement of petrol / diesel charges, depending on the category of

officers, their place of posting and also the type of vehicle they own and maintain,
shall be as follows.

Four Wheelers – Litres per month

Scale of Officer
(Eligibility of Principal Officers shown in brackets)
A1 A2 A3
Scale I 98(118) 98(113) 93(108)
Scale II 103(128) 103(123) 98(118)
Scale III 113(138) 113(133) 103(123)

141
 Two Wheelers – Litres per month
Scale of Officer (Eligibility of Principal Officers shown in brackets)
A1 A2 A3
Scale I, II & III 60 (70) 60 (70) 55 (60)

Additionally, Principal Officers of Branches shall be entitled for reimbursement of

cost of fuel charges, subject to a maximum of 15 litres, which shall be over and
above the normal eligibility, as above, linked to the monthly Performance Scorecard
of the branch.

7.16.5 Cost of CNG/LNG will also be reimbursed, within the overall eligibility of the
officer concerned, as above, provided the use of CNG/LNG is in the manner specified
and approved by the Government.

7.16.6 Officers working in Kolkata/Chennai/Delhi/Mumbai are eligible to claim

reimbursement of 1st class railway season ticket charges from the nearest railway
station of their place of stay to the nearest railway station of their place of work in
lieu of payment of fixed conveyance allowance/ reimbursement of petrol/diesel
expenses for using own vehicle. Those officers working in the four Metro cities and
who are claiming Ist class train season ticket charges from their place of stay to their
office in lieu of fixed conveyance allowance/reimbursement of petrol expenses will
be entitled for an additional amount up to Rs.750/- per month. Officers who are
provided with Bank's car are not eligible for this facility.

7.16.7 An officer becomes eligible for fuel reimbursement only from the date on
which he acquires the vehicle. However, in cases where the vehicle is acquired
during the midst of a month the ceiling for petrol reimbursement prescribed under
the scheme will be available to an officer if he has acquired the vehicle on or before
15th of the month. In the case of an officer who acquires a vehicle after 15th of a
month, he will become entitled for the benefit only from the next month.

7.16.8 Officers claiming reimbursement shall stay within twenty kilometers from
office/branch or within the municipal / corporation limits, or panchayath or
cantonment area as the case may be, in which his office / branch is situated. Those
officers who stay beyond the said limit shall obtain prior permission from HR
Employee Relations& Operations for claiming reimbursement of petrol / diesel
charges.

7.16.9 The facility of reimbursement of petrol / diesel charges is meant for journeys
142
of officers from residence to office and office to residence and other places within
eight kilometers of branch / office or within the same municipal / corporation
/agglomeration /panchayath including cantonment limits as the case may be, for
official work, provided that –
a. such of those officers who own and maintain two wheelers and avail of the above
facility of reimbursement are entitled to claim actual conveyance expenses incurred
by them for remittance of cash, even within the aforesaid limits;
b. in the case of metropolitan cities, urban agglomeration centres, officers claiming
reimbursement of petrol / diesel charges are entitled to claim actual conveyance
charges subject to their entitlement for official trip beyond sixteen kilometers.

7.16.10 Officers on outstation duty from headquarters would be eligible for

consolidated conveyance allowance, subject to rules 7.14.1 and 7.14.2 and
Reimbursement of petrol/diesel charges would be permitted if the officers normally
use their vehicles to come to the office and go back from the office to residence
when they are working at headquarters and they work at headquarters at least for a
period of ten days (including intermittent holidays as well as holidays immediately
preceding and succeeding to period of presence at the office at headquarters) in a
calendar month. If they work at the office at headquarters for a period less than ten
days in a month as aforesaid, because of their absence and/or outstation duty they
are entitled only up to 50%of the eligibility for reimbursement. If the officer has not
worked at the headquarters for the entire month, he will not be eligible for
petrol/diesel reimbursement.

7.16.11 In cases where vehicle is under repair for a month or more, officers claiming
reimbursement of petrol / diesel charges can claim conveyance allowance as
provided hereinabove, with prior intimation to the sanctioning authority.

7.16.12 Petrol reimbursement at centres forming part of an urban agglomeration

will be at rates as applicable to the main centres.

7.16.13 List of places coming under Area I, Area II, and other centres for the
purpose of claiming reimbursement of petrol/diesel charges is given in annexure-8.

7.16.14 Reimbursement of conveyance allowance shall be claimed by submitting

declaration in form C 852 on a monthly basis.

7.17. THE NORMS RELATING TO PROVIDING BANK’S CAR TO SENIOR EXECUTIVES

AND PROVIDING EXPENSES UNDER OWN CAR SCHEME FOR EXECUTIVES (SCALE V
AND VI) WILL BE AS DECIDED BY COMPETENT AUTHORITY FROM TIME TO TIME.

7.18 REIMBURSEMENTS OF EXPENSES ON TRAVEL ON DUTY

143
7.18.1 The following provisions shall apply, wherever an Officer is required to travel
on duty.

7.18.1.a An Officer in Scale I will be entitled to travel by AC 1st Class by any train
including Premium Trains like Rajdhani/ Shatabdi/ Tejas/ Vande Bharat/ Amrit
Bharat, etc. (except luxury trains). He/She may, travel by air (economy class) if the
distance to be travelled is more than 1000 Kms subject to fulfilling the conditions
laid down below. He/She 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.

1. Tickets for air travel shall be booked within the next day of receipt of
intimation of duty. Tickets shall be booked through the Travel Desk portal in
Drisya under Corporate fare.
2. Overnight stay shall be avoided wherever possible.
They 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.

It may be noted that, the eligible mode of to and fro travel for Officers attending
induction training shall be First AC by train irrespective of the distance travelled.
7.18.1.b An Officer in Scale II/III is entitled to travel by AC 1st Class on any train
including Premium Trains as mentioned above. He/She may travel by air (economy
class) if the distance to be travelled is more than 500 kms. He/She 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.

7.18.1.c Officers in Scale IV and above are entitled to travel by AC 1st Class by train
or by air (economy class).

7.18.1.d Officers in Scale IV to VII may travel by car between places not connected
by air or rail, provided the distance does not exceed 500 km. However, when a
major part of the distance between the two places can be covered by air or rail, only
the rest of the distance should normally be covered by car. Rate for reimbursement
of car charges will be the rates approved by the Road Transport Authority from time
to time and as announced by the Bank by a specific notification. In the case of
Executives in Level V and above, reimbursement will be applicable only for distance
travelled in excess of 100 kms per day.

7.18.1.e The Competent Authority, having regard to the exigencies of business may
144
authorize an Officer, irrespective of the Scale, to travel by his own vehicle or by taxi
or by the Bank’s vehicle, subject to other rules in force.

7.18.2 For air or rail travel, single fare for the officer will be reimbursed.

7.18.3 Taxi / own vehicle is not ordinarily an approved mode of travel. An officer
shall not engage taxi/own vehicle without prior permission of competent authority.

7.18.4 Where hiring of a taxi is permitted the actual taxi charges will be reimbursed
as per kilometer rates prescribed by the regional transport office or the actual
expenses incurred whichever is less.

7.18.5 The officer claiming the taxi/own vehicle charges may be required by the
Bank to submit any satisfactory evidence for having undertaken the journey by own
vehicle or taxi.

7.18.6 Whenever a taxi is engaged, taxi receipts/ vouchers has to be submitted for
claiming reimbursement. However, taxi charges, eligible for reimbursement,
incurred at Newdelhi/ Mumbai/Kolkata/ Chennai, may be reimbursed even if the
claim is not supported by stamped receipt/voucher. But, the declaration noting the
registration number of the vehicle, date and time of travel, distance travelled,
places covered etc, shall be submitted.

7.18.7 In the case of officers provided with Bank's car, official journeys by road have
to be undertaken using the car provided or by other cheaper mode wherever
feasible. No claim towards taxi/own vehicle charges shall be admissible unless
specific prior approval in writing for such use has been accorded by the competent
authority.

7.18.8 For travel by road by own vehicle such rates on a kilometer basis as may be
decided by the competent authority from time to time, having regard to the type of
vehicle used and the cost to be incurred for the terrain covered, will be reimbursed.
Reimbursement rate in such cases at present is as follows.

Type of Vehicle Rate per km

Four-wheeler – Engine capacity 1000 CC and above Rs. 18.00
Four-wheeler – Engine capacity below 1000 CC Rs. 15.00
Motorcycle, Scooter & Moped Rs. 8.00

7.18.9 For travel by public motor services or water transport, the actual fare by the
normal route will be reimbursed.
145
7.18.10 Transportation/conveyance expenses incurred from the residence/ branch/
office to airport/ railway station/ bus station on the date of leaving headquarters for
official duty and vice versa on return to headquarters will be reimbursed.
Transportation/ conveyance expenses incurred at the place of official duty on the
date of arrival, from airport/ railway station/bus station to residence/ hotel will be
fully reimbursed. On the day of leaving the place of official duty, transportation/
conveyance expenses incurred from residence/ hotel to airport/ railway station/bus
station will be reimbursed. If at the outstation an officer is required to undertake
further journeys he shall opt for economically cheaper mode of transport. Taxi/ own
vehicle is permitted for local conveyance at headquarters provided, prior sanction
from competent authority is obtained. Otherwise the reimbursement would be
limited to the actual taxi fare or eligible train fare whichever is lower for the exact
distance.

7.18.11 All officers working in north eastern region are eligible to travel by air in
economy class in respect of their journeys from Kolkata to their respective north
eastern region branch and from such branch to Kolkata. The officers who are
permanently settled in north eastern regions and serving at branches outside these
states are also eligible to travel by air in economic class in respect of their journeys
between Kolkata and north eastern centres. However, the above special facility is
not extended for travel between one north eastern branch to another.

7.18.12 Porterage/coolie charges will be reimbursed at the approved rates of

airport/railway station/state transport (or RTC) bus station per luggage.

7.19. HALTING ALLOWANCE, LODGING EXPENSES AND BOARDING CHRAGES

7.19.1 Halting allowance is intended to cover ordinary daily expenses incurred by an

officer when an officer is absent from headquarters on duty.

7.19.2 When an officer is required to travel within the municipal or agglomeration or

corporation or cantonment or panchayath limits or where an officer is required to
travel outside such limits but within five kilometres from headquarters / branch /
office where he is working, no halting allowance will be payable. However, on
deputation of an Officer to another Office/Branch within the same municipal
limits/Urban Agglomeration in Metro/Major ‘A’ Class cities where the distance of
such deputation is 20 kms and more from the parent Branch/Office, Halting
Allowance will be payable.

7.19.3 No halting allowance is payable for travel within places which consist of more
than one municipality / panchayath limits, but are treated as part of one
146
metropolitan centre.

7.19.4 The place of visit (place of transfer in the case of transfers) will be taken as
the basis for determining the rate of halting allowance admissible to an officer
irrespective of the rate applicable to the area of the headquarters.

7.19.5 Where an officer is required to visit more than one place during the tour and
makes a halt for eight hours or more or stays at an intermediate place of visit, he
will be eligible for payment of halting allowance for the period involved at the rate
applicable to the place of halt in question.

7.19.6 If an officer avails of the facility of normal halting allowance in respect of any
day he will not be eligible for any other payment towards incidental expenses for
that day.

7.19.7 For the purpose of computing halting allowance 'per diem' shall mean each
period of twenty four hours or any subsequent part thereof reckoned from the
reporting time for departure in case of air travel and scheduled time of departure in
other cases, to the actual time of arrival at the headquarters. Where total period of
absence is less than twenty four hours 'per diem' shall mean a period of not less than
eight hours. If the period of total absence is more than four hours but less than eight
hours, halting allowance at half rates permissible will be payable.
7.19.8 `Hotel expenses' shall invariably include lodging expenses, but it may or may
not include boarding expenses. An officer cannot claim boarding expenses alone
under hotel expenses.

7.19.9 Period for taking over of charge of branches

Officials taking charge of branches will be permitted reasonable number of days to

take charge of the branch subject to a maximum of 5,7,10 and 15 working days in
the case of Small and Medium branches, Large branches, Very Large branches and
Exceptionally Large branches respectively. Subject to other rules in force, lodging
expenses will be paid to officers during the period of taking over of charge. Halting
allowance will be payable for such period of taking over of charge if residential
accommodation is not provided to the officer concerned during this period. Halting
allowance for the period of taking over of charge of a new branch / office will be
admissible, only to the officers who avail of the facility of residential
accommodation after the period of taking over of branch / office. However, in cases
where the Officer is already provided with leased accommodation / quarters or if he
is drawing HRA on rent receipt basis, or if he / she is staying in his / her own house,
he / she is not eligible for halting allowance for the period of taking over charge.

147
7.19.10.a. Officers on mobile duty for inspection and other officers who are on
official tour will be reimbursed boarding expenses as follows, in cases where they
claim lodging expenses also. Reimbursement will also be admissible in cases where
the Bank provides lodging facilities either in bank's own guest house or elsewhere
without boarding facilities. The officers concerned are required to submit necessary
declarations along with TA bills submitted by them, in cases where reimbursement is
claimed accordingly.

When boarding expenses are claimed, Full halting allowances applicable to the
supported by food bills(if lodging center or the amount expended for food plus
expenses are also claimed an amount equal to ¼ of the halting
allowance, whichever is lower
When boarding expenses are claimed Full halting allowance applicable to the
not supported by food bills but on the center.
basis of a declaration(if lodging
expenses are also claimed)
When boarding expenses are claimed ¾ of the normally admissible halting
not supported by food allowance applicable to the center.
bills/declaration(if lodging expenses
are also claimed)
Where boarding is provided at Bank’s Half of normally admissible halting
cost/arranged through the Bank free allowance applicable to the centre
of cost(lodging is not provided)

Where hotel accommodation charges ¼ of the normally admissible halting

and boarding charges are allowance as applicable to the center.
reimbursed/free lodging and free
boarding are provided at the place of
halt

7.19.10.b Where boarding is provided at Bank's cost/arranged through the Bank, free
of cost (lodging is not provided), half halting allowance applicable to the centre will
be paid.

7.19.10.c Where hotel accommodation charges and boarding charges are

reimbursed/free lodging and free boarding are provided at the place of halt, one
fourth halting allowance as applicable to the centre will be paid.

7.19.10.d While claiming actual hotel expenses, involving boarding and lodging,
expenses relating to boarding and lodging should be separately mentioned,
supported with relevant bills.
148
 7.19.10.e Where boarding and / or lodging expenses are claimed, bills /receipts
/vouchers are to be produced to the satisfaction of the sanctioning authority.

7.19.10.f A supplementary diem allowance of Rs.50/- per day of halt outside the
headquarters on inspection duty will be payable to all inspecting officers irrespective
of whether the claim is for halting allowance alone or for reimbursement of hotel
expenses.

7.19.10.g A development officer attached to more than one branch / office will be
eligible for full halting allowance but not hotel reimbursement for overnight stay
outside the headquarters in connection with visit to such branch / office and / or
connected areas.

7.19.11 Halting Allowance will be paid at the following rates:

Scale of Officers Metros Major A Class Area 1 Other Places
Centers (Rs) Centers (Rs) (Rs)
Scale I,II & III 2925/- 2475/- 2150/- 1800/-
Scale IV & V 3375/- 2925/- 2475/- 2150/-
Scale VI & above 4050/- 2925/- 2475/- 2150/-

7.19.12 Halting allowance for joining time: Halting allowance for joining time
on transfer, wherever admissible, will be paid to the officers concerned irrespective
of whether or not the facility of leased accommodation is provided to them, during
the period of joining time.

7.19.13 Where an officer claims lodging and boarding expenses, the limits as
regards reimbursement of boarding charges shall be as follows

Boarding charges per diem

Scale of officers Metros Major 'A' class Area-1 Other
cities centres places
Officers in scale I, II & III 2925/- 2475/- 2150/- 1800/-
Officers in scale IV &V 3375/- 2925/- 2475/- 2150/-
Officers in scale VI &above 4050/- 2925/- 2475/- 2150/-

7.19.14 Officers in various scales may be reimbursed the actual lodging expenses,
restricting to single accommodation charges subject to the ceilings given below:

149
 Level VII Level VI Level V Level IV Scale III Scale II Scale I
Centers
Maximum tariff Rs. (rates excluding tax)
Metros &
Major A 10000 8000 5500 5500 4500 4500 3500
Class Cities
Area I
8750 7000 4500 4500 3500 3500 2500
Centre

Other
6250 5000 4000 4000 3000 3000 2000
Centre

Executives in Level VI & VII are eligible to be reimbursed 125% of their entitlement
for their stay at New Delhi, Mumbai, Kolkata and Chennai.

7.19.15 Classification of area for the purpose of reimbursement of lodging

expenses, boarding charges and halting allowance are given below:

Classification Centres

a) Metro Centres Chennai, Kolkata, Mumbai and New Delhi

b) Major A class Ahmedabad, Bangalore, Hyderabad, Pune,

centres Secunderabad and Surat.
Agra, Asansol, Bhopal, Coimbatore, Faridabad,
c) Area I centers
Ghaziabad, Indore, Jaipur, Jamshedpur, Kochi,
Kannur, Kanpur, Kozhikode, Lucknow, Ludhiana,
Malappuram, Madurai, Meerut, Nagpur, Nasik,
Patna, Prayagraj, Rajkot, Thiruvananthapuram,
Thrissur, Vadodara, Varanasi, Vasai, Vijayawada,
Virar and Visakhapatanam.
d) Other centres All other places not covered under Category a, b
& c above

150
Note 1:

Branches/Offices situated at the following places, which come under the

agglomeration limits of Metro Cities, are also treated at par with Metro Cities and
falls under Category A mentioned hereinabove.

Avadi, Airoli, Ambattur, Anakaputhur, Badlapur, Gurgaon, Garia, Howrah, Kair,

Kalyan, Kalyani, Manpada, Mira Road, Nerul, Perungudi, Poonamally, Porur, Shafipur
Ranhola, Sholinganallor, Thane Louiswadi, Ulhas Nagar.

Note 2:

Branches/Offices situated at the following centers, which come under the

agglomeration limits of Major A Class Cities, are also treated at par with Major A
Class Centers and falls under Category B mentioned hereinabove.

ECIL Cross Road, Kengeri, Kukatpally, LB nagar, Malkajgiri, Pimpiri Chinchwad,

Ramachandrapuram, Sanand, Serilingampally, Taverekere, Uppal Kalan.

Note 3:

Branches/Offices situated at the following centers, which come under the

agglomeration limits of Area 1 Centers, are also treated at par with Area 1 Centers
and falls under Category C mentioned hereinabove.
All the branches and offices in Alamcode, Alathiyur, Aluva, Amballur, Andathode,
Angamally, Arakunnam, Atmakur, Athani (Ernakulam), Attingal, Balussery, Beypore,
Chaliyam, Changaramkulam, Chavakkad, Chemmad, Cherpu, Cheranalloor,
Cheruvannoor, Chittilappilly, Chowara, Chowallurpady, Chunangamveli, Edappally,
Edappal, Edathuruthy, Elenthikkara, Ernakulam City, Eroor, Gajuwaka, Girinagar,
Gosala, Guruvayoor, Irikkur, Irinjalakuda, Kalady, Kanjiramkulam, Kalamassery,
Kanjani, Kakkanad, Karakulam, Karumalloor, Karuvannur, Kazhakuttam, Kecheri,
Kodungallur, Koduvally, Kolazhy, Kondotty, Koonammavu, Kottakkal, Kottekkad,
Kumbalangi, Kundannoor, Kuniyamuthur, Kunnamangalam, Kunnamkulam,
Kuthuparamba, Kuttipuram, Manjeri, Moonupeedika, Marampally, Marathakkara,
Mattannur, Mayyil, Meppayur, Mulanthuruthy, Mundur, Muppathadam, Muttada,
Nadakkavu West, Nadapuram, Nanthencode, Narakkal, Nedumangadu, Nedumbassey,
Nellayi, Neyyatinkara, North Paravur, Olarikkara, Pachalam, Palakkal, Palluruthy,
Panoor, Pappanamcode, Pathadippalam, Pattanam, Pattimattom, Pavaratty,
Payyannur, Pazhayangadi, Peringottukara, Perumbavoor, Peyad, Pongumoodu,
Ponnani, Pookkattupady, Poonithura, Pullut, Puthencruz, Puthiyara, Puthur,
Puthuvype, Puzhakkal, Quilandy, Ramanattukara, Saravanampatti, Taliparamba,

151
Thaikkattukara, Thalakkadathur, Thalassery, Thenhipalam, Thiruvankulam,
Thottakkattukara, Thrikkakara, Tirur, Tripunithura, Ulliyeri, Vadakara, Vadakkekkad,
Vadanappally, Vadavalli, Vadodara, Vakkom, Valapattanam, Vallarpadam,
Varapuzha, Vattappara, Vazhakulam, Vengola, Vizhinjam, Wadi, Waliv and
Wellington Island.

7.19.16.a. Officers attending one-day training programmes as nominated by the Bank

will be treated as eligible for the full amount of halting allowance for the day, if
otherwise admissible.

7.19.16.b In the case of officers attending training programmes of duration of more

than one day as nominated by the Bank, the period excluding night-stay will be
reckoned while calculating halting allowance for the last day.

7.19.16.c Officers would be permitted to draw in advance, the actual fare and 80%
of the total of halting allowance / hotel reimbursement as approved in tour
programme in connection with official trips, before proceeding on such trips, subject
to other rules and regulations in force. However advance TA on transfer is restricted
only for the amount to meet the actual bus /taxi/air fare and the eligible freight
charges for transporting the quantum of personal effects that the officer is entitled
for reimbursement, at goods train rate.

7.19.16.d Officers posted as principal officers of branches proposed to be opened at

new centres will be eligible to claim reimbursement of lodging and boarding
expenses from the Bank, during the period of organizational work, for a period not
exceeding fifteen days, in case residential accommodation is not provided to them at
the centre. In case residential accommodation is provided at the centre, the officers
concerned will be treated as eligible for halting allowance for a period not exceeding
fifteen days.

7.19.16.e Officers staying at the YMCA and YWCA hostels at all centres are permitted
to club together the lodging and boarding charges incurred at the hostels and the
same shall be reimbursed as lodging charges, within the permissible limit of lodging
charges.

7.19.16.f The expenses, if any, incurred for food outside the YMCA and YWCA hostels
shall be reimbursed as boarding charges subject to maximum of full halting
allowance as applicable to that centre and 1/4th of the halting allowance as
incidental charges, if the claim is supported with relevant food bills. However if the
claim is not supported with food bills, full halting allowance as applicable to the
centre shall be reimbursed.
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7.19.16.g Officers on mobile duty for inspection of rural branches will be permitted
to stay at the nearest identified centre and they will be reimbursed the actual 2nd
class train/ bus fare from the identified centre to the branch/ office where they are
on duty. List of such rural branches, and the identified centres where officers on
mobile duty will be permitted to stay will be notified by Inspection & Audit
Department.

7.19.16.h Inspecting officers will be eligible for halting allowance for the days of
casual leave availed of by them during the period of inspection. Halting allowance
will also be given for the holidays preceding and succeeding such casual leave taken
by the inspecting officers during the period of their inspection.

7.20 LODGING AND BOARDING EXPENSES TO PRINCIPAL OFFICERS OF NEW

BRANCHES

Officers posted as Principal Officers of branches proposed to be opened at new

centres will be treated as eligible to claim reimbursement of lodging and boarding
expenses from the Bank during the period of field work, for a period not exceeding
15 days, in case residential accommodation is not provided to them at the centre. In
case residential accommodation is provided at the centre, the officers concerned
will be treated as eligible for Halting allowance for a period not exceeding 15 days.

7.21 TRAVELING ALLOWANCE / HALTING ALLOWANCE TO THOSE TRANSFERRED

ON PROMOTION

Those transferred from one place to another on promotion from lower scale to
higher scale will be treated as eligible for TA / Halting Allowance / joining time /
reimbursement of incidental expenses on transfer etc. as applicable to the higher
Scale with effect from the date on which they are relieved from the branch / office
/ post, on promotion / transfer, subject to other rules in force, even if their
promotion to the higher Scale is effective only from a subsequent date.

7.22 Halting allowance to officers - Training programmes

Officers attending one day training programmes as nominated by the Bank are
treated as eligible for the full amount of halting allowance for the day, if otherwise
admissible.
In the case of officers attending training programmes of duration of more than one
day as nominated by the Bank, the period excluding night stay will be reckoned
while calculating halting allowance for the last day.

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7.23 CLOSING ALLOWANCE

7.23.1 All officers working in Branches/Offices except officers in scale IV and above
will be paid Closing Allowance of Rs. 1500/- per quarter.

7.23.2 Where an officer posted at a branch has been absent/on leave during the
period 1st September to 10th October, or 1st March to 10th April as the case may be,
such that he has not been present at the branch even for at least twenty working
days during the period, he will not be paid closing allowance. In other words, an
officer would be paid closing allowance only if he has been present for at least
twenty working days at the branch during the period mentioned above.

7.24 CLUB ALLOWANCE

All branch managers (principal officers) and all officers in scale IV and above can
become members of one service/social club.

The maximum ceiling of Admission Fee payable will be as follows, subject to

other existing stipulations in this regard:
Amount
Principal Officers in Scale I, II & III Rs. 15000/- (one time)

The maximum ceiling of annual subscription for a calendar year, payable will be
as follows:
Metro State Capitals Other
Centres Centres
Principal Officers in Scale I, II & III Rs 13000/- Rs 10000/- Rs 9500/-

All confirmed officers of the Bank are eligible to become members of Banker’s club.
The actual amount of admission fee/subscription fee payable will be reimbursed
without ceiling. Officers eligible for club allowance shall obtain prior permission of
the competent authority for enrolling themselves in clubs.

Officers who are eligible for Club Allowances can claim 50% of the admissible annual
subscription fees as annual entertainment expenses on declaration basis irrespective
of the fact whether the Official is member of a club or not.

7.25 ENTERTAINMENT EXPENSES

7.25.1 Subject to other applicable stipulations, Entertainment expenses incurred by

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the officers incidental to their official assignments, will be reimbursed as follows:

Officers in Scale I Not exceeding Rs. 3000/- pm

Officers in Scale II Not exceeding Rs. 3300/- pm
Officers in Scale III Not exceeding Rs. 3750/- pm

7.25.2 Reimbursements of entertainment expenses may be claimed by officers by

submitting declarations in form C852 on a monthly basis.
7.25.3 When an officer is absent from office for reasons other than duty leave,
whether consecutive or intermittent, for 20 days or more in a month, his entitlement
will be limited to 50% of the monthly eligibility for reimbursement of entertainment
expenses, provided his absence is not for the entire working days of the month
concerned.

7.25.4 In addition to the monthly reimbursement as above, all branch managers

(principal officers) who are eligible for club allowance in respect of their
membership in social/service clubs may utilize 50% of the admissible social/service
club allowance for entertainment purposes, per calendar year, and claim such
expenses on declaration basis irrespective of whether he is a member of the club or
not. In cases where the entire eligible amount is paid by the officer concerned as
subscription to the club and where there is no unutilized portion for entertainment
expenses, and in cases where the admissible amount is partially paid by the officer
concerned as subscription to the club leaving only a portion of the amount for being
drawn as entertainment expenses, eligible officers will be permitted to incur
expenses up to 50% of the otherwise available social/service club allowance amount
as entertainment expenses, in addition to the club subscription amount already given
by him.

7.26 BUSINESS PROMOTION EXPENSES

7.26.1. Expenses in connection with business promotion to the principal officers (in
Scale I, II & III) of branches, will be reimbursed as follows:

(a) Branch managers (principal officers) in scale I, II and Rs. 6000/-

III in A1 centres (Ahmedabad, Bangalore, Kolkata,
Chennai, Faridabad, Gurgaon, Howrah, Hyderabad,
Mumbai, New Delhi, Noida and Secundedrabad)

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(b) Branch managers (principal officers) in scale I, II Rs. 5500/-
and III in centres other than A1 centres.

7.26.2. When the principal officer is absent or on leave from branch, whether
consecutive or intermittent for 20 days or more in a month, his entitlement will be
50% of the monthly eligibility. When the principal officer is absent or on leave for the
entire month, he will not be eligible for business promotion expenses for that
particular month. Absence on account of duty leave/deputation shall not be
considered as absence from duty for the purpose of calculating number of days.

7.26.3. In case of placements consequent to promotions, transfers etc, those officers

who held the position of principal officer of any of the branches for 10 days or more
in a month, shall be eligible for reimbursement of business promotion expenses for
the entire month. In such cases, the number of days he had held the position of
principal officer before and/or after such placements, as the case may be will be
taken into consideration for ascertaining his eligibility for the respective month.

7.26.4. Officers posted as principal officers of new branches proposed to be opened

will be eligible for reimbursement of business promotion expenses, only from the
month in which the branch is opened. The officer is eligible for business promotion
expenses for the entire month in the first month of opening of the branch
irrespective of the date of opening of the branch, provided his absence is not more
than 1/3rdof total remaining days of the month from the date of opening of the
branch.

7.26.5 Officers who hold charge of branches during the period of absence of principal
officers will be eligible for the business promotion expenses proportionately,
provided they have been directed by HR Talent Acquisition & Deployment to take
charge of the branch and to officiate as the principal officer. In other situations
where officers officiate as manager/ senior manager/ Associate Vice President /
Assistant Vice President for temporary periods business promotion expenses will not
be reimbursable.

7.26.6 Reimbursement of business promotion expenses shall be claimed by submitting

declarations in form C852 on a monthly basis.

7.27 Vehicle Maintenance Expenses

Officers who own and maintain four wheelers will be reimbursed Vehicle
maintenance expenses on a Financial Year basis as follows, subject to other
applicable stipulations:
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 Scale I Subject to a maximum of Rs 4900/- per financial year,
without any margin
Scale II & III Subject to a maximum of Rs 5850/- per financial year,
without any margin
Principal Officers (upto Subject to a maximum of Rs 7250/- per financial year,
scale III) of Branches without any margin

7.28. General

7.28.1. Officers in charge of DP divisions/ F&I branches/ service branches/ MBBs/

Currency Chests and Extension counters at Cochin International Airport,
Nedumbassery and Federal Towers Aluva will be granted principal officer status of
branches, applicable to their scale, for the purpose of entitlement of various
allowances/ facilities.

7.29 Out of Pocket expenses to Officers assigned with duties of ATM

Officers assigned with duties of proper maintenance of ATM are eligible for
reimbursement of out-of-pocket expenses of Rs. 2400/- per month. When offsite
ATMs attached to Base branch is three or more, one more officer will be assigned
with the works of managing ATMs and the out-of-pocket expenses will be extended to
him also as above.

7.30 Special Allowance

With effect from 01.11.2022, officers shall be paid Special Allowances as percentage
of basic pay with applicable D.A thereon as follows:-

Scale I 26.50%
Scale II and III 28.30%

The special allowance with applicable DA thereon shall not be reckoned for
superannuation benefits viz Pension including NPS, Provident fund and Gratuity.

7.31 Digital Promotion Allowance

Officers shall be paid with Digital Promotion Allowance as follows:

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Upto Scale III 1500/- half year

7.32 Learning Allowance

With effect from 1.11.2022, Officers upto Scale III shall be paid Learning Allowance of
Rs.850/- p.m. with applicable Dearness Allowance thereon.

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8 Medical Facilities

8.1 Medical aid

8.1.1. Reimbursement of medical expenses of an officer and his family may be made
on the strength of the declaration of Officer having incurred such expenditure
subject to the limits specified below:

Grade/Scale Reimbursement limit per annum

Officers up to scale III Rs 13,000/-

8.1.2 Probationary officers are also eligible for full medical aid in the year in which
they are appointed, irrespective of their date of appointment.

8.1.3 With effect from 01.04.2024, all employees shall be allowed reimbursement of
Rs. 500 per year towards annual eye check-up. The amount will be centrally
processed every year and credited to the account of the employee.

Medical Insurance Scheme

As per the 10th Bipartite Settlement/Joint Note signed between Indian Banks’
Association and representatives of Workmen/Officers Trade Unions, it has been
decided to introduce a new Medical Insurance Scheme in lieu of the existing Medical
Reimbursement Scheme. The Scheme is formulated in association with M/s. United
India Insurance Co. Ltd. In this background, it is decided by the Bank to implement
the New Medical Insurance Scheme to all the employees of the Bank, with effect
from 06.10.2015.

Salient Features of the Scheme

• Eligibility: The Scheme shall be applicable to all employees of the Bank and
their dependents. Newly joined employees will be duly covered under the
Scheme with effect from their date of joining the Bank.
• Sum Insured for Officers under the Scheme is Rs. 4,00,000/-
• Corporate Buffer: The Scheme provides for a Corporate Buffer. The share of
individual Bank shall be based on the premium paid by the respective Bank.
The benefits from Corporate Buffer shall be extended to those eligible
employees whose medical expenses exceed the prescribed maximum annual
limit, subject to the limits and other conditions as laid down by the Bank.

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Eligible dependents for availing benefits under the Medical Insurance Scheme.

As per the new Medical Insurance Scheme, dependents of employees are eligible to
be covered under the Scheme. Definitions of Dependents/Family members, for the
purpose of Medical Insurance Scheme, are given below.

For the purpose of medical benefits, the expression ‘Family’ of an Employee shall
mean:-

a. The employee’s spouse, wholly dependent unmarried children (including

stepchildren 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 the Employee.
In the case of physically and mentally challenged children irrespective of age, they
shall be construed as dependents even after their marriage subject to however
fulfilling the income criteria for dependent.

b. The term wholly dependent family member shall mean such member of the family
having a monthly income not exceeding Rs. 18,000/- p.m. If the income of one of the
parents exceeds Rs. 18,000/- p.m. or the aggregate income of both the parents
exceeds Rs. 18,000/- p.m., both the parents shall not be considered as wholly
dependent on the Employee. Revised monthly income criteria will be effective from
01.10.2024.

c. A married female employee may include her natural parents or parents-in- law under
the definition of family, but not both, provided that the parents / parents- in-law
are wholly dependent on her.

d. For the purpose of medical expenses reimbursement scheme, for all employees, any
two of the dependent parents / parents-in- law shall be covered. The Officer will
have the choice to substitute either of the dependents or both.

e. Physically challenged children of Officers to be defined as dependents irrespective of

age or marital status, subject to income criteria.

Please note that the Dependent details so updated shall be applicable only for
the Medical Insurance Scheme. For availing other facilities/benefits such as
LFC/LTC, Scholarship etc., the existing practice of updating dependents shall
continue.

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Procedure for submitting the claim

The format for claiming reimbursement of medical expenses under the New
Scheme is available in Drisya - HR Tools - Darpan - Forms & Stationery.
Employee shall submit the duly filled format along with relevant
documents/bills/vouchers/reports in original and forward the same to HR
Employee Relations & Operations. Branches/Offices shall invariably retain a
copy of the claim application and connected documents/bills/ vouchers /
reports for future reference. It may be noted that claims need not be
submitted through Fed-E-HRM. The claim application received at HR
Employee Relations & Operations shall be forwarded to theInsurance Company
(M/s. United India Insurance Co. Ltd.) for processing through Third Party
Administrator (FHPL TPL Ltd.). The eligible amount shall be credited to the
employees’ account by Insurance Company, after processing.

In connection with submitting the claim, please note the following:

• The claim shall be submitted within 30 days from the date of discharge in
the case of hospitalization and within 30 days from the date of incurring
the expense in the case of domiciliary treatments.
• In case of bills related to domiciliary treatments, a copy of Medical
Certificate and the prescription shall invariably be attached with the
claim.
• In case of hospitalization, the employee shall immediately on admission,
inform the matter to Third Party Administrator (TPA). The TPA (FHPL TPL
Ltd.) may be contacted in the numbers 0484 -2634308
/+917909111145/+917909111146.

Annexure

Medical Scheme for the Officers/ Employees of IBA Member Banks, parties to the
Bipartite Settlement/ Joint Note dated 25th May 2015 in lieu of the Existing
Hospitalization Scheme

The scheme covers expenses of the officers/ employees and dependent in cases
he/she shall contract any disease or suffer from any illness (hereinafter called
DISEASE) or sustain any bodily injury through accident (hereinafter called INJURY)
and if such disease or injury shall require any such insured Person, upon the advice
of a duly qualified Physician/Medical Specialist/Medical practitioner (hereinafter
called MEDICAL PRACTITIONER) or of a duly qualified Surgeon (hereinafter called
SURGEON) to incur hospitalization/domiciliary hospitalization and domiciliary
treatment expenses as defined in the Scheme, for medical/surgical treatment at any
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Nursing Home/Hospital / Clinic (for domiciliary treatment)/ Day care Centre which
are registered with the local bodies, in India as herein defined (hereinafter called
HOSPITAL) as an inpatient or otherwise as specified as per the scheme, to the extent
of the sum insured + Corporate buffer.

1.1. The Scheme Covers Employee + Spouse + Dependent Children + 2 dependent

Parents /parents-in-law.
No age limit for dependent children. (including step children and legally
adopted children) A child would be considered dependent if their monthly
income does not exceed Rs. 18,000/- per month; which is at present, or revised
by Indian Banks’ Association in due course. Widowed Daughter and dependant
divorced / separated daughters, sisters including unmarried / divorced /
abandoned or separated from husband/ widowed sisters and Crippled Child
shall be considered as dependent for the purpose of this policy. Physically
challenged Brother / Sister with 40% or more disability.

No Age Limits for Dependent Parents. Either Dependent Parents or parents-In-

law will be covered. Parents would be considered dependent if their monthly
income does not exceed Rs. 18,000/- per month, which is at present, or revised
by Indian Banks’ Association in due course, and wholly dependent on the
employee as defined in this scheme. Revised monthly income criteria will be
effective from 01.10.2024.

(The definition of family shall undergo a change as decided in due course in the
negotiations)

1.2.1 All New Officers / employees to be covered from the date of joining as per
their appointment letter. For additions /deletions during policy period,
premium to be charged /refunded on pro rata basis.

1.2.2 Continuity benefits coverage to officers / employees on retirement and also

to the Retired Officers / employees, who may be inducted in the Scheme.

1.3 Sum Insured: Hospitalization and Domiciliary Treatment coverage as defined

in the scheme per annum.
Officers: Rs. 400000
Clerical staff: Rs. 300000
Sub Staff: Rs. 300000

Change in sum insured after commencement of policy to be considered in

case of promotion of the employee or vice versa.
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1.4 Corporate Buffer: Rs. 100,00,00,000/- Corporate buffer may be appropriated
as per the premium of the bank. If the Corporate buffer of one bank is
exhausted, the remaining amount can be claimed from the unutilized
corporate buffer of the other banks. Corporate Buffer can be authorized by
the Management, through an Authorized person / Committee as decided by
IBA / Bank and informed directly to the THIRD-PARTY ADMINISTRATOR by
keeping the insurance company in the loop.
1.5 In the event of any claim becoming admissible under this scheme, the
company will pay through Third Party Administrator to the Hospital / Nursing
Home or insured the amount of such expenses as would fall under different
heads mentioned below and as are reasonably and medically necessary
incurred thereof by or on behalf of such insured but not exceeding the Sum
Insured in aggregate mentioned in the schedule hereto.

A. Room and Boarding expenses as provided by the Hospital/Nursing

Home not exceeding Rs. 4000 per day or the actual amount
whichever is less.

B. Intensive Care Unit (ICU) expenses not exceeding Rs. 7500 per day or
actual amount whichever is less.
C. Surgeon, team of surgeons, Assistant surgeon, Anesthetist, Medical
Practitioner, Consultants, Specialists Fees.

D. Nursing Charges , Service Charges, IV Administration Charges,

Nebulization Charges, RMO charges, Anaesthetic, Blood, Oxygen,
Operation Theatre Charges, surgical appliances, OT consumables,
Medicines & Drugs, Dialysis, Chemotherapy, Radiotherapy, Cost of
Artificial Limbs, cost of prosthetic devices implanted during surgical
procedure like pacemaker, Defibrillator, Ventilator, orthopaedic
implants, Cochlear Implant, any other implant, Intra-Occular Lenses, ,
infra cardiac valve replacements, vascular stents, any other valve
replacement, laboratory/diagnostic tests, X-ray CT Scan, MRI, any other
scan, scopies and such similar expenses that are medically necessary, or
incurred during hospitalization as per the advice of the attending doctor.

E. Hospitalization expenses (excluding cost of organ) incurred on donor in

respect of organ transplant to the insured.

1.6 Pre and Post Hospitalization expenses payable in respect of each

hospitalization shall be the actual expenses incurred subject to 30 days prior
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 to hospitalization and 90 days after discharge.

2. DEFINITIONS:

2.1 ACCIDENT: An accident is a sudden, unforeseen and involuntary event caused

resulting in injury -

2.2
A. “Acute condition” – Acute condition is a disease, illness or injury that is
likely to respond quickly to treatment which aims to return the person to his
or her state of health immediately before suffering the disease/illness/injury
which leads to full recovery.

B. “Chronic condition” – A chronic condition is defined as a disease, illness, or

injury that has one or more of the following characteristics –

i. It needs ongoing or long-term monitoring through consultations,

examinations, check-ups and/or tests –
ii. It needs ongoing or long-term control or relief of symptoms
iii. It requires your rehabilitation or for you to be specially trained to
cope with it
iv. It continues indefinitely
v. It comes back or is likely to come back.

2.3 ALTERNATIVE TREATMENTS:

Alternative Treatments are forms of treatment other than treatment

“Allopathy” or “modern medicine and includes Ayurveda, unani, siddha
homeopathy and Naturopathy in the Indian Context, for Hospitalisation only and
Domiciliary for treatment only under ailments mentioned under clause number

3.1 (Ref: 3.4 Alternative Therapy)

2.4 ANY ONE ILLNESS:

Any one illness will be deemed to mean continuous period of illness and it
includes relapse within 45 days from the date of last consultation with the
Hospital / Nursing Home where treatment has been taken. Occurrence of the
same illness after a lapse of 45 days as stated above will be considered as fresh
illness for the purpose of this policy.

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2.5 CASHLESS FACILITY:

Cashless facility “means a facility extended by the insurer to the insured where
the payments, of the cost of treatment undergone by the employee and the
dependent family members of the insured in accordance with the policy terms
and conditions, or directly made to the network provider by the insurer to the
extent pre-authorization approved.

2.6 CONGENITAL ANOMALY:

Congenital Anomaly refers to a condition(s) which is present since birth, and

which is abnormal with reference to form, structure or position.

a. Internal Congenital Anomaly which is not in the visible and accessible parts
of the body
b. External Congenital Anomaly which is in the visible and accessible parts of
the body

2.7 CONDITION PRECEDENT:

Condition Precedent shall mean a policy term or condition upon which the
Insurer’s liability under the policy is conditional upon.

2.8 CONTRIBUTION:
The Officers / employees will not share the cost of an indemnity claim on a
ratable proportion from their personal Insurance Policies.

2.9 DAYCARE CENTRE:

A day care centre means any institution established for day care treatment of
illness and/ or injuries or a medical setup within a hospital and which has been
registered with the local authorities, wherever applicable, and is under the
supervision of a registered and qualified medical practitioner AND must comply
with all minimum criteria as under;-

- has qualified nursing staff under its employment

- has all qualified medical practitioner(s) in charge
- has a fully equipped operation theatre of its own where surgical procedures are
carried out.
- maintains daily records of patients and will make these accessible to the
insurance companies authorized personnel.

2.10 DAY CARE TREATMENT:

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 Day care Treatment refers to medical treatment and or surgical procedure which
is:
a. undertaken under general or local anesthesia in a hospital/day care
Centre in less than a day because of technological advancement, and
b. Which would have otherwise required a hospitalization of more than a
day.

Treatment normally taken on an outpatient basis is not included in the scope

of this definition.

2.11 DOMICILIARY HOSPITALIZATION:

Domiciliary Hospitalization means medical treatment for an

illness/disease/injury which in the normal course would require care and
treatment at a hospital but is actually taken while confined at home under any
of the following circumstances:

a) The condition of the patient is such that he/she is not in a condition to be

removed to a hospital or
b) The patient takes treatment at home on account of non-availability of
room in a hospital.

2.12 DOMICILIARY TREATMENT

Treatment taken for specified diseases which may or may not require
hospitalization as mentioned in the Scheme under clause Number 3.1

2.13 HOSPITAL / NURSING HOME:

A Hospital means any institution established for in-patient care and day care
treatment of illness and/or injuries and which has been registered as a Hospital
with the local authorities under the Clinical establishments (Registration and
Regulation) Act, 2010 or under the enactments specified under the Schedule of
Section 56(1) of the said Act OR complies with all minimum criteria as under

- Has qualified nursing staff under its employment round the clock.
- Has at least 10 in-patient beds in towns having a population of less than
10 lacs and at least 15 in-patient beds in all other places;
- Has qualified medical practitioner(s) in charge round the clock;
- Has a fully equipped Operation Theatre of its own where surgical

166
 procedures are carried out;
- Maintains daily records of patients and makes these accessible to the
insurance company’s authorized personnel.

The term ' Hospital / Nursing Home ' shall not include an establishment which is a
place of rest, a place for the aged, a place for drug-addicts or place for
alcoholics, a hotel or a similar place.

This clause will however be relaxed in areas where it is difficult to find such
hospitals.

2.14 HOSPITALIZATION:

Hospitalization means admission in a Hospital/Nursing Home for a minimum

period of 24 consecutive hours of inpatient care except for specified
procedures/treatments, where such admission could be for a period of less than
a day, as mentioned in clauses 2.9 and 2.10

2.15 ID CARD:

ID Card means the identity card issued to the insured person by the THIRD
PARTY ADMINISTRATOR to avail cashless facility in network hospitals.

2.16 ILLNESS:

Illness means a sickness or a disease or pathological condition leading to the

impairment of normal physiological function which manifests itself during the
policy period and requires medical treatment.

2.17 INJURY:

Injury means accidental physical bodily harm excluding illness or disease which
is verified and certified by a medical practitioner.
However all types of Hospitalization is covered under the Scheme.

2.18 IN PATIENT CARE:

In Patient Care means treatment for which the insured person has to stay in a
hospital for more than a day for a covered event.

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2.19 INTENSIVE CARE UNIT:

Intensive Care Unit means an identified section, ward or wing of a Hospital

which is under the constant supervision of a dedicated medical practitioner(s)
and which is specially equipped for the continuous monitoring and treatment
of patients who are in a critical condition, or require life support facilities and
where the level of care and supervision is considerably more sophisticated and
intensive than in the ordinary and other wards.

2.20 MATERNITY EXPENSES:

Maternity expenses/treatment shall include:

a) Medical treatment expenses traceable to childbirth (including

complicated deliveries and caesarean sections incurred during
hospitalization).
b) Expenses towards medical termination of pregnancy during the policy period.
C) Complications on Maternity would be covered up to the Sum Insured plus the
Corporate Buffer.

2.21 MEDICAL ADVICE:

Any consultation or advice from a medical practitioner/doctor including the issue

of any prescription or repeat prescription.

2.22 MEDICAL EXPENSES:

Medical Expenses means those expenses that an insured person has necessarily
and actually incurred for medical treatment on account of illness or accident on
the advice of a medical practitioner, as long as these are no more than would
have been payable if the insured person had not been insured.

2.23 MEDICALLY NECESSARY:

Medically necessary treatment is defined as any treatment, test, medication or

stay in hospital or part of a stay in a hospital which

- is required for the medical management of the illness or injury suffered by the
insured;

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 - must not exceed the level of care necessary to provide safe, adequate and
appropriate medical care in scope, duration or intensity;

- must have been prescribed by a medical practitioner;

- must confirm to the professional standards widely accepted in international

medical practice or by the medical community in India.

2.24 MEDICAL PRACTITIONER:

Medical Practitioner is a person who holds a valid registration from the Medical
Council of any State or Medical Council of India or Council for Indian Medicine or
the homeopathy set up by the Government of India or a State Government and is
thereby entitled to practice medicine within its jurisdiction; and is acting within
the scope and jurisdiction of his license. The term medical practitioner would
include physician, specialist and surgeon.

(The Registered practitioner should not be the insured or close family members
such as parents, parents-in-law, spouse and children.)

2.25 NETWORK PROVIDER:

Network Provider means hospitals or health care providers enlisted by an insurer

or by a Third Party Administrator and insurer together to provide medical services
to an insured on payment by a cashless facility.

The list of network hospitals is maintained by and available with the THIRD PARTY
ADMINISTRATOR and the same is subject to amendment from time to time.

2.26 NEW BORN BABY:

A new born baby means baby born during the Policy Period aged between one day
and 90 days, both days inclusive.

2.27 NON NETWORK :

Any hospital, day care Centre or other provider that is not part of the network.

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2.28 NOTIFICATION OF CLAIM

Notification of claim is the process of notifying a claim to the Bank, insurer or

Third Party Administrator as well as the address/telephone number to which it
should be notified.

2.29 OPD TREATMENT:

OPD Treatment is one in which the insured visits a clinic/hospital or associated

facility like a consultation room for diagnosis and treatment based on the advice
of medical a practitioner. The insured is not admitted as a day care or in-patient.

2.30 PRE-EXISTING DISEASE:

Pre Existing Disease is any condition, ailment or injury or related condition(s) for
which you had signs or symptoms, and/or were diagnosed, and/or received
medical advice/treatment, prior to the first policy issued by the insurer.

2.31 PRE – HOSPITALISATION MEDICAL EXPENSES:

Medical expenses incurred immediately 30 days before the insured person is

hospitalized will be considered as part of a claim as mentioned under Item 1.2
above provided that;

i. such medical expenses are incurred for the same condition for which the
insured person’s hospitalization was required and

ii.the inpatient hospitalization claim for such hospitalization is admissible by the

insurance company.

2.32 POST HOSPITALISATION MEDICAL EXPENSES:

Relevant medical expenses incurred immediately 90 days after the Insured person
is discharged from the hospital provided that;

a. Such Medical expenses are incurred for the same condition for which the
Insured Person’s Hospitalization was required; and

b. The In-patient Hospitalization claim for such Hospitalization is

admissible by the Insurance Company.

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2.33 QUALIFIED NURSE:

Qualified Nurse is a person who holds a valid registration from the Nursing Council
of India or the Nursing Council of any state in India and/or who is employed on
recommendation of the attending medical practitioner.

2.34 REASONABLE AND CUSTOMARY CHARGES:

Reasonable Charges means the charges for services or supplies, which are the
standard charges for the specific provider and consistent with the prevailing charges
in the geographical area for identical or similar services, taking into account the
nature of the illness/injury involved.

2.35 ROOM RENT:

Room Rent shall mean the amount charged by the hospital for the occupancy of a
bed on per day basis.

2.36 SUBROGATION:

Subrogation shall mean the right of the insurer to assume the rights of the
insured person to recover expenses paid out under the policy that may be
recovered from any other source. It shall exclude the medical / accident
policies obtained by the insured person separately.

2.37 SURGERY:

Surgery or surgical procedure means manual and/or operative procedure(s)

required for treatment of an illness or injury, correction of deformities and
defects, diagnosis and cure of diseases, relief of suffering or prolongation of
life, performed in a hospital or day care Centre by a medical practitioner.

2.38 Third Party Administrator

Third Party Administrator means a Third Party Administrator who holds a

valid License from Insurance Regulatory and Development Authority to act as
a THIRD PARTY ADMINISTRATOR and is engaged by the Company for the
provision of health services as specified in the agreement between the
Company and Third Party Administrator.

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2.39 UNPROVEN/EXPERIMENTAL TREATMENT:

Unproven/Experimental treatment is treatment, including drug Experimental

therapy, which is not based on established medical practice in India.

3. COVERAGES:

3.1 Domiciliary Hospitalization / Domiciliary Treatment : Medical expenses

incurred in case of the following diseases which need Domiciliary
Hospitalization /domiciliary treatment as may be certified by the attending
medical practitioner and / or bank's ’medical officer shall be deemed as
hospitalization expenses and reimbursed to the extent of 100%

Cancer , Leukemia, Thalassemia, Tuberculosis, Paralysis, Cardiac Ailments ,

Pleurisy , Leprosy, Kidney Ailment , All Seizure disorders, Parkinson’s diseases,
Psychiatric disorder including schizophrenia and psychotherapy , Diabetes and
its complications, hypertension, Hepatitis –B , Hepatitis - C, Hemophilia,
Myasthenia gravis, Wilson’s disease, Ulcerative Colitis , Epidermolysis bullosa,
Venous Thrombosis(not caused by smoking) Aplastic Anaemia, Psoriasis, Third
Degree burns, Arthritis , Hypothyroidism , Hyperthyroidism expenses incurred
on radiotherapy and chemotherapy in the treatment of cancer and leukemia,
Glaucoma, Tumor, Diptheria, Malaria, Non-Alcoholic Cirrhosis of Liver,
Purpura, Typhoid, Accidents of Serious Nature , Cerebral Palsy, , Polio, All
Strokes Leading to Paralysis, Haemorrhages caused by accidents, All
animal/reptile/insect bite or sting , chronic pancreatitis, Immuno
suppressants, multiple sclerosis / motorneuron disease, status asthamaticus,
sequalea of meningitis, osteoporosis, muscular dystrophies, sleep apnea
syndrome(not related to obesity), any organ related (chronic) condition, sickle
cell disease, systemic lupus erythematous (SLE), any connective tissue
disorder, varicose veins, thrombo embolism venous thrombosis/venous
thrombo embolism (VTE)], growth disorders, Graves’ disease, Chronic
obstructive Pulmonary Disease, Chronic Bronchitis, Asthma, Physiotherapy and
swine flu shall be considered for reimbursement under domiciliary treatment.

The cost of Medicines, Investigations, and consultations, etc.in respect of

domiciliary treatment shall be reimbursed for the period stated by the
specialist and / or the attending doctor and / or the bank’s medical officer, in
Prescription. If no period stated, the prescription for the purpose of
reimbursement shall be valid for a period not exceeding 90 days.

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3.2 Critical Illness : To be provided to the employee only subject to a sum insured
of Rs. 1,00,000/- . Cover starts on inception of the policy. In case an employee
contracts a Critical Illness as listed below, the total sum insured of
Rs.1,00,000/- is paid, as a benefit. This benefit is provided on first
detection/diagnosis of the Critical Illness.

▪ Cancer including Leukemia

▪ Stroke

▪ Paralysis

▪ By Pass Surgery

• Major Organ Transplant

• End Stage Liver Disease

• Heart Attack

• Kidney Failure

• Heart Valve Replacement Surgery

Hospitalization is not required to claim this benefit. Further the

Employee can claim the cost of hospitalization on the same from the
Group Mediclaim Policy as cashless / reimbursement of expenses for the
treatment taken by him.

3.3 Expenses on Hospitalization for minimum period of a day are admissible.

However, this time limit is not applied to specific treatments, such as
1 Adenoidectomy 20 Haemo dialysis

2 Appendectomy 21 Fissurectomy / Fistulectomy

3 Ascitic / Plueral tapping 22 Mastoidectomy

4 Auroplasty not Cosmetic in nature 23 Hydrocele
5 Coronary angiography /Renal 24 Hysterectomy
Inguinal/ ventral/ umbilica/ femoral
6 Coronary angioplasty 25 hernia
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 7 Dental surgery 26 Parenteral chemotherapy

8 D&C 27 Polypectomy

Excision of cyst/
9 granuloma/lump/tumor 28 Septoplasty
29 Piles/ fistula
10 Eye surgery 30 Prostate surgeries
Fracture including hairline fracture
11 /dislocation 31 Sinusitis surgeries
12 Radiotherapy
Chemotherapy including parental
13 chemotherapy 32 Tonsillectomy

14 Lithotripsy 33 Liver aspiration

15 Incision and drainage of abscess 34 Sclerotherapy

16 Varicocelectomy 35 Varicose Vein Ligation

36 All scopies along with biopsies
17 Wound suturing
18 FESS 37 Lumbar puncture
Operations/Micro surgical operations
on the nose, middle ear/internal ear,
tongue, mouth, face, tonsils &
19 adenoids, salivary glands & salivary
ducts, breast, skin & subcutaneous
tissues, digestive tract, female/male
sexual organs.

This condition will also not apply in case of stay in hospital of less than a day
provided –
a. The treatment is undertaken under General or Local Anesthesia
in a hospital / day care Centre in less than a day because of
technological advancement and
b. Which would have otherwise required hospitalization of more than a
day.

3.4 Alternative Therapy : Reimbursement of Expenses for hospitalization

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 or domiciliary treatment (under clause 3.1) under the recognized system
of medicines , viz, Ayurvedic ,Unani, Sidha, Homeopathy , Naturopathy ,
if such treatment is taken in a clinic /hospital registered, by the central
and state government .

3.5 MATERNITY EXPENSES BENEFIT EXTENSION

The hospitalization expenses in respect of the new born child can be covered
within the Mother’s Maternity expenses. The maximum benefit allowable under
this clause will be up to Rs. 50000/- for Normal Delivery and Rs. 75,000/- for
Caesarean Section.

Special conditions applicable to Maternity expenses Benefit Extension:

I. 9 months waiting period under maternity benefit will be waived from the
policy.

II. Pre-natal & post natal charges in respect of maternity benefit are covered
under the policy up to 30 days and 60 days only, unless the same requires
hospitalization.

III. Missed Abortions, Miscarriage or abortions induced by accidents are covered

under the limit of Maternity

IV. Complications in Maternity including operations for extra uterine pregnancy

ectopic pregnancy would be covered in the up to the Sum Insured +
Corporate Buffer

V. Expenses incurred for Medical Termination of Pregnancy

VI. Claim in respect of delivery to be given irrespective of the number of

children

3.6 Baby Day one Cover: New born baby is covered from day one. All expenses
incurred on the new born baby during maternity will be covered in addition to
the maternity limit up to Rs, 20000/-.

However if the baby contacts any illness the same shall be considered in the
Sum Insured + Corporate buffer. Baby to be taken as an additional member
within the normal family floater.

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3.7 Ambulance Charges: Ambulance charges are payable up to Rs 2500/- per trip to
hospital and / or transfer to another hospital or transfer from hospital to home
if medically advised. Taxi and Auto expenses in actual maximum up to Rs750/-
per trip.

Ambulance charges actually incurred on transfer from one center to another

center due to Non availability of medical services/ medical complication shall
be payable in full.

3.8 Pre- Existing Diseases / Ailments: Pre-existing diseases are covered under the
scheme.

3.9 Congenital Anomalies: Expenses for Treatment of Congenital Internal / External

diseases, defects anomalies are covered under the policy

3.10 Psychiatric diseases: Expenses for treatment of psychiatric and psychosomatic

diseases be payable with or without hospitalization.

3.11 Advanced Medical Treatment: All new kinds of approved advanced medical
procedures for e.g. laser surgery, stem cell therapy for treatment of a disease
is payable on hospitalization /day care surgery.

3.12 Treatment taken for Accidents can be payable even on OPD basis in Hospital up
to Sum Insured.

3.13 Taxes and other Charges : All Taxes , Surcharges , Service Charges , Registration
charges , Admission Charges , Nursing , and Administration charges to be
payable.

Charges for diapers and sanitary pads are payable if necessary as part of the
treatment Charges for Hiring a nurse / attendant during hospitalization will
be payable only in case of recommendation from the treating doctor in case
ICU / CCU, Neo natal nursing care or any other case where the patient is
critical and requiring special care.

3.14 Treatment for Genetic Disorder and stem cell therapy is covered under the
scheme.

3.15 Treatment for Age related Macular Degeneration (ARMD), treatment such as
Rotational Field Quantum magnetic Resonance (RFQMR), Enhanced External
Counter Pulsation (EECP), etc. are covered under the scheme. Treatment for
176
 all neurological/ macular degenerative disorders shall be covered under the
scheme.

3.16 Rental Charges for External and or durable Medical equipment of any kind
used for diagnosis and or treatment including CPAP, CAPD, Bi-PAP, Infusion
pump etc. will be covered under the scheme. However purchase of the above
equipment to be subsequently used at home in exceptional cases on medical
advice shall be covered.

3.17 Ambulatory devices i.e., walker, crutches, Belts, Collars, Caps, Splints, Slings,
Braces, Stockings, elastocrepe bandages, external orthopaedic pads, sub
cutaneous insulin pump, Diabetic foot wear, Glucometer (including Glucose
Test Strips)/ Nebulizer/ prosthetic devise/ Thermometer, alpha / water bed
and similar related items etc., will be covered under the scheme.

3.18 Physiotherapy charges: Physiotherapy charges shall be covered for the period
specified by the Medical Practitioner even if taken at home.

All claims admitted in respect of any/all insured person/s during the period of
insurance shall not exceed the Sum Insured stated in the schedule and
Corporate Buffer if allocated.

4. EXCLUSIONS:

The company shall not be liable to make any payment under this policy in respect of
any expenses whatsoever incurred by any Insured Person in connection with or in
respect of:

4.1 Injury / disease directly or indirectly caused by or arising from or attributable

to War, invasion, Act of Foreign enemy, War like operations (whether war be
declared or not).

4.2 a. Circumcision unless necessary for treatment of a disease not excluded

hereunder or as may be necessitated due to an accident.

b. Vaccination or inoculation.

c. Change of life or cosmetic or aesthetic treatment of any description is

not covered.

d. Plastic surgery other than as may be necessitated due to an accident or

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 as part of any illness.

4.3 Cost of spectacles and contact lenses, hearing aids. Other than Intra-Ocular
Lenses and Cochlear Implant.

4.4 Dental treatment or surgery of any kind which are done in a dental clinic and
those that are cosmetic in nature.

4.5 Convalescence, rest cure, Obesity treatment and its complications including
morbid obesity, , treatment relating disorders, Venereal disease, intentional
self-injury and use of intoxication drugs / alcohol.

4.6 All expenses arising out of any condition directly or indirectly caused to or
associated with Human T-Cell Lymphotropic Virus Type III (HTLB - III) or
lymphadinopathy Associated Virus (LAV) or the Mutants Derivative or Variation
Deficiency Syndrome or any syndrome or condition of a similar kind commonly
referred to as AIDS.

4.7 Charges incurred at Hospital or Nursing Home primarily for diagnosis x-ray or
Laboratory examinations or other diagnostic studies not consistent with or
incidental to the diagnosis and treatment of positive existence of presence of
any ailment, sickness or injury, for which confinement is required at a Hospital
/ Nursing Home, unless recommended by the attending doctor.

4.8 Expenses on vitamins and tonics unless forming part of treatment for injury or
diseases as certified by the attending physician

4.9 Injury or Disease directly or indirectly caused by or contributed to by nuclear

weapon / materials.

4.10 All non-medical expenses including convenience items for personal comfort
such as charges for telephone, television, /barber or beauty services, died t
charges, baby food, cosmetics, tissue paper, diapers, sanitary pads, toiletry
items and similar incidental expenses, unless and otherwise they are
necessitated during the course of treatment.

5. CONDITIONS:

5.1 Contract: the proposal form, declaration, and the policy issued shall
constitute the complete contract of insurance.

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5.2 Every notice or communication regarding hospitalization or claim to be given
or made under this Policy shall be communicated to the office of the Bank,
dealing with Medical Claims, and/or the THIRD PARTY ADMINISTRATOR office
as shown in the Schedule. Other matters relating to the policy may be
communicated to the policy issuing office.

5.3 The premium payable under this Policy shall be paid in advance. No receipt for
Premium shall be valid except on the official form of the company signed by a
duly authorized official of the company. The due payment of premium and the
observance and fulfillment of the terms, provisions, conditions and
endorsements of this Policy by the Insured Person in so far as they relate to
anything to be done or complied with by the Insured Person shall be a
condition precedent to any liability of the Company to make any payment
under this Policy. No waiver of any terms, provisions, conditions and
endorsements of this policy shall be valid unless made in writing and signed by
an authorized official of the Company.

5.4 Notice of Communication: Upon the happening of any event which may give
rise to a claim under this Policy notice with full particulars shall be sent to the
Bank or Regional Office or THIRD PARTY ADMINISTRATOR named in the
schedule at the earliest in case of emergency hospitalization within 7 days
from the time of Hospitalization/Domiciliary Hospitalization .

5.5 All supporting documents relating to the claim must be filed with the office
of the Bank dealing with the claims or THIRD PARTY ADMINISTRATOR within
30 days from the date of discharge from the hospital. In case of post-
hospitalization, treatment (limited to 90 days), (as mentioned in Para 2.32)
all claim documents should be submitted within 30 days after completion of
such treatment.

Note: Waiver of these Conditions 5.4 and 5.5 may be considered in extreme cases of
hardship where it is proved to the satisfaction of the Bank that under the
circumstances in which the insured was placed it was not possible for him or
any other person to give such notice or deliberate or file claim within the
prescribed time-limit. The same would be waived by the TPA without
reference to the Insurance Company.

5.5.1 The Insured Person shall obtain and furnish to the office of the Bank dealing
with the claims / THIRD PARTY ADMINISTRATOR with all original bills, receipts
and other documents upon which a claim is based and shall also give such
additional information and assistance as the Bank through the THIRD PARTY
179
 ADMINISTRATOR/Company may require in dealing with the claim.

5.5.2 Any medical practitioner authorized by the Bank / Third Party Administrator /
shall be allowed to examine the Insured Person in case of any alleged injury or
disease leading to Hospitalization, if so required.

5.6 The Company shall not be liable to make any payment under this policy in
respect of any claim if such claim be in any manner fraudulent or supported by
any fraudulent means or device whether by the Insured Person or by any other
person acting on his behalf.

5.7 DISCLOSURE TO INFORMATION NORM

The claim shall rejected in the event of misrepresentation, mis-description or

non-disclosure of any material fact.

5.8 Claims will be managed through the same Office of the Bank from where it is
managed at present. The Insurance Companies third party administrator will
be setting up a help desk at that office and supporting the bank in clearing all
the claims on real time basis.

5.9 In case of rejection of claims it would go through a Committee set up of the

Bank, Third Party Administrator and United India Insurance Co Ltd. unless
rejected by the committee in real time the claim should not be rejected.

5.10 There would be a continuity of this Scheme / benefits to the Retiring Officers
/ employees and their family and also to the Retired Officers / employees and
their family.

Executive/Annual Medical Checkup

Officers up to Scale III who have completed the age of 40 years and above are
eligible for reimbursement of Executive/Annual Medical Checkup. The spouse of the
Employee is also eligible for reimbursement within the overall limit. The eligibility
for reimbursement for different cadres is as follows.

Category Eligible amount

Scale I to Scale III Rs. 9000/- (Rs 10000/- if checkup of spouse is also done)

Executives in Scale IV, who have completed 40 years of age and all Executives in
Scale V and above shall be eligible for reimbursement of expenses incurred in
180
 connection with medical checkup, on submission of bills; subject to a maximum of
Rs. 13,000/- (combined eligibility of self and spouse) per annum. It is envisaged that
all eligible Executives, without any exception, shall utilize the facility by undergoing
detailed Medical Check-up. Residual amount, if any, available within the maximum
eligibility, after undergoing detailed Medical check-up by the Executive, may be
utilized for the Medical check-up of the spouse of the Executive.

Other terms and conditions for claiming reimbursement of expenses for Executive/
Annual Medical Checkup are as follows.

1. The eligibility will commence from the year in which the employee completes the
age of 40 years. Reimbursement of expenses related to the Executive/Annual
Medical Checkup of spouse (who has completed 40 years of age) of the employee is
also permitted within the overall limits.
2. Executive/Annual Medical Checkup of the spouse shall be conducted only on or after
the date on which the Employee has undergone Executive/Annual Medical Checkup.
However, Executive/Annual Medical Checkup of spouse shall be conducted within the
same Financial Year in which the Employee has conducted the Executive/Annual
Medical Checkup.
3. Employees shall submit separate applications for reimbursement of Executive/Annual
Medical Checkup for Self and Spouse.
4. The application of spouse shall be submitted in Fed-E-HRM only after the Employee
has availed reimbursement of Executive/Annual Medical Checkup.
5. The eligibility will be on a Financial Year basis and once an Employee has undergone
Executive/Annual Medical Checkup and availed reimbursement from the Bank,
his/her next eligibility will arise only on expiry of a minimum period of 11 months
from the date of previous Executive/Annual Medical Checkup.
6. Executive/Annual Medical Checkup under the Scheme shall be conducted in any
reputed Hospitals/Diagnostic Centers.
7. Only original cash bills in respect of Executive/Annual Medical Checkup done at a
stretch within a period of 5 days are eligible for reimbursement and all the bills shall
be claimed in a single stretch.
8. Printout of the application generated in Fed-E-HRM along with original cash bills shall
be submitted to the Sanctioning Authority within 30 days from the date of Checkup.
9. A list of indicative lab tests/investigations is given in Annexure A for the reference
of the Employees. However, Employees can also undergo any other medical tests not
covered in the list subject to their overall eligibility.

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 Points to be remembered by the Employee/Approving Authority

1) Ensure that, the first claim for a Financial Year pertains to the Employee himself/herself.

2) Only those expenses related to diagnostic purposes and consultation charges shall be
reimbursed.

Annexure A
Indicative list of lab tests/investigations normally covered in the Executive/Annual Medical
Checkup.

• Consultation fees paid to Doctor

• H B, T L C, D L C, E S R
• CBC
• Blood Urea
• Blood for Creatinine
• Blood Sugar (Fasting & Post Prandial)
• Ultra Sonography
• ECG
• Echo Cardiography
• Urine Routine
• Liver Function Test
✓ Total Protein
✓ Albumin
✓ Globulin
✓ Bilirubin Total
✓ Bilirubin Direct
✓ AST (SGOT)
✓ ALT (SGPT)
✓ ALP
✓ A/G Ratio
• Complete Lipid Profile
✓ Cholesterol Total
✓ HDL Cholesterol
✓ LDL Cholesterol
✓ Triglycerides
• T F T (Thyroid Function Test)
182
• HB 1 AC
• Chest X-Ray
• Ultrasound Complete Abdomen
• Pulmonary Function Test
• Complete Vision Examination
• Renal Function Test
• HIV
• Stool Routine
• TMT (Stress Test)

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9. Loans

9.1 General

9.1.1 Only confirmed officers are eligible for loans unless otherwise specified.

9.1.2 No loan/advance will be granted to an officer who is on unauthorized

absence/extra ordinary leave on loss of pay and whose absence remains
unregularised.

9.1.3 No loan/ advance will be granted to officers who have not submitted the
statement of assets & liabilities as on 31st March immediately preceeding the date of
application of loan/advance.

9.1.4 The total recoveries in respect of all loans (excluding Bank employees co-
operative society loan) shall not exceed 35% of the salary (BP+DA+HRA on certificate
basis + professional qualification pay + fixed personal pay) in cases where housing
loan / F H S has not been availed of. The limit will be 50% in cases where housing
loan / F H S has been availed of. However, in cases where officer has availed of loan
against provident fund also, the ceiling on recovery from salary towards loans will be
45% where housing loan / FHS is not availed of and 60% where housing loan / FHS is
availed of, subject to the condition that such deduction in excess of 35% and 50%
respectively shall be allowed exclusively for the loan against PF. Recovery towards
festival advance scheme will not be considered for arriving at the ceiling of 35% /
45% whereas it will be considered for arriving at the ceiling of 50% / 60% as the case
may be. Salary for the purpose of this rule for Officers under Grander Compensation
Package will be the Grander Primary.

9.1.5 In case it is found that loan under any of the schemes has been fully/ partly
misutilised or the officer has violated any terms of the particular scheme, the entire
loan amount is liable to be recalled forthwith and in that event the rate of interest
as applicable for non-priority personal loan with penal interest is also liable to be
charged from the date of availment apart from initiating disciplinary action.

9.1.6 No official shall sanction any loan to himself.

9.1.7 The recovery towards loan availed of shall commence from the salary for the
succeeding month irrespective of the date on which the loan is availed of. Defaulted
installments and other dues such as insurance premium, if any, debited shall attract
interest as applicable to non-priority sector personal loan and overdue interest till

184
the dues along with interest and overdue interest thereon are remitted fully.
However, in the case of housing loan the recovery towards loan availed of shall be
according to terms specified in the scheme and the arrears in housing loan to officers
will attract interest as applicable to housing loan under Federal housing scheme. For
the purpose of determining the applicable slab rate the original/ revised limit of the
loan shall be taken into account.

9.1.8 The first installment of the loan or the entire loan shall be availed of within
one month from the date of sanction order failing which the sanction will lapse. No
extension in the period of availment of the loan shall ordinarily be granted by the
Bank except in circumstances beyond the control of the officer.

9.2 Staff Housing loan scheme

Purpose of the loan

9.2.1 Unless otherwise provided under these rules, or specifically approved by the
Bank in any case, a housing loan will be granted for --

i. acquisition/purchase of house/flat which is already built and extension/renovation

of the same, if necessary, or house/flat to be built or in the process of being built;
or
ii. acquisition/purchase of land and construction of house/flat thereon; or

iii. Construction of house/flat on land already acquired/purchased; or

iv. Extension and/or renovation of the house/flat already owned:

Provided that the land/house/flat proposed to be acquired / purchased/

constructed/extended/renovated by the officer by availing of loan should be --
a. situated in India and be intended for bonafide use of the officer and his
family;
b. available with full vacant possession and without any tenant therein who
could obstruct taking possession by the officer; and
c. Ordinarily in his single name or in joint names of himself and his spouse only.
However loan will be sanctioned even if the property is in the name of his spouse
only, subject to the condition that the owner of the property should also be a
party to the loan and the plan and estimate of the building to be constructed
and the ownership of the house building should be in the joint names of the
officer and his spouse.

185
9.2.2 Basic Norms

1. Quantum of loan Officers in Scale I to III Rs.1,30,00,000/-

(Maximum amount
of loan will be the
estimated cost of
the project or the Officers in Scale IV and above Rs.1,55,00,000/-
limit applicable to
officer’s cadre,
whichever is less)

2. Rate of Interest Up to and including Rs.20 lakhs @ 5% simple per annum

Above Rs.20 lakhs up to and including Rs. 50.00 lakhs @

6% simple per annum

Above Rs.50 lakh @ 6.50% simple per annum

Above rates will be applicable for existing Staff Housing

Loan accounts w.e.f 01.06.2025)
3. Maximum period 360 months or the period left for the borrower-officer to
of loan reach the age of 70, whichever is less. (2/3 rd of the period
for repayment of Principal portion of the loan and 1/3 rd of
the period for repayment of Interest portion).
Note:
The Housing Loan account will normally be required to
be closed as and when the borrower-officer ceases to be in
the service of the Bank, on account of resignation /
dismissal / death, etc; unless permitted otherwise by the
Bank.

186
4. Eligibility All officers who are confirmed in the service of the Bank
and having a minimum of three years of continuous and
regular service are eligible to avail of Staff Housing Loan at
any point of time to the maximum extent of the amount
applicable to their cadre as revised from time to time. The
difference between the amount of staff housing loans so far
sanctioned to an officer and the amount of staff housing
loan applicable to his cadre can be availed of in not more
than three occasions.
In case both husband and wife are employees of our Bank,
request for sanction of Staff Housing Loan would be
considered, even if spouse of the applicant employee has
availed of loan under the provisions of existing Staff
Housing Loan Scheme. However, both of them will be
treated as having single eligibility and the maximum
amount that will be sanctioned as Staff Housing Loan will
be the difference between the ceiling applicable to Staff
Housing Loan (Rs. 130/155 lakh for Officers, Rs. 60 lakh for
Clerical Staff and Rs. 41 lakh for Bankman, as the case may
be) and the amount already availed of by the spouse of the
employee under Staff Housing Loan Scheme. For the
purpose of calculation of maximum permissible deduction
from salary, amount available for deduction towards staff
loans from the spouse of the applicant will also be taken
into account on request, subject to other applicable norms.

5. Purpose 1. Purchase of ready built house / flat, extension /

renovation of the same and / or purchase of house / flat,
which is under construction.
2. Construction of house / flat on the land already
owned/ purchased.
3. Purchase of land and subsequent construction of house/
flat thereon.
4. Extension of area/construction of upstairs/ renovation
/ repairs / remodelling / construction of compound wall,
car porch, well, borewell, construction of court yard, truss
roofing, etc, in respect of the existing house / flat which is
in the name of the officer or spouse or in the joint names
of the officer and his / her spouse.

187
 5. Takeover of balance outstanding under Housing Loans
availed of by our employee / spouse of our employee
(jointly or separately) from other banks/ financial
institutions, where the Sanctioning Authority is convinced
that such loans were utilised by the borrower for creation
of asset or for value addition to the asset.
6. Conversion of balance outstanding in loans availed of by
our employee / spouse of our employee (jointly or
separately) from the Bank under Special Housing Loan
Scheme or Federal Housing Scheme. (Conversion shall be
effected, only after getting specific permission / sanction
from HR Employee Relations and Operations)
7. Purchase of house plots (land) for subsequent
construction of house building thereon. (Construction
should be started within 2 years from the date of availing
of the loan for purchase of land).
6. Security Equitable mortgage by way of deposit of title deeds of the
land and house / flat constructed or to be constructed. (i.e
assets created / to be created by the proceeds of the
loan).
Note:
If equitable mortgage cannot be created, for any valid
reasons, the amount of loan should be secured by any other
suitable charge on the property. Additional security will be
insisted to be provided by the borrower-employee,
wherever necessary. Sanction of Housing Loans in such
cases will be at the absolute discretion of the Sanctioning
Authority.
7. Sanctioning Principal Officer or Officer in charge of concerned CRCH
Authority

9.2.3. General terms and conditions:

9.2.3.1. Rate of interest will be fixed depending upon the limit sanctioned (not on
the basis of the balance outstanding).

9.2.3.2. In case the officer prefers to extend the period of loan beyond his / her day
of retirement (up to 70 years of age), he / she should undertake to deposit with the
188
Bank at the time of cessation of service, an amount not less than 100% of the amount
outstanding in the Staff Housing Loan or adequate amount which would earn interest
at least equal to the installment of repayment of the loan, whichever is less, duly
charged for the Housing Loan liability
Provided Officers whose monthly loan installments are within 75 % of their
monthly pension amount will be exempted from this provision. However, if the
installment of the loan exceeds 75 % of the monthly Pension amount, then he/she
will have to deposit with the Bank at the time of superannuation, an adequate
amount which would earn interest at least equal to the portion of installment by
which the installment exceeds 75 % of the monthly Pension amount.
9.2.3.3. Lien shall be noted on the membership of the employee in Group Savings
Linked Insurance Policy (GSLI) as additional protection cover to the Housing Loan. In
the case of employees who are not members of the GSLI Scheme, Life Insurance
Policy covering the entire period of loan with a face value that can be fixed with a
premium equivalent to the contribution applicable to the cadre of the employee
towards the GSLI shall be obtained in the name of the employee and assigned in
favour of the Bank.
9.2.3.4. Land / House/ Flat purchased/ proposed to be purchased / constructed shall
be the primary security for the Housing Loan liability of the employee. Additional /
Paripassu / Second charge over the property may be permitted to be created on the
property for any genuine purpose at the absolute discretion of the Housing Loan
Sanctioning Authority.
9.2.3.5. Land / House / Flat purchased / proposed to be purchased / constructed out
of the amount of loan shall be in the name of the employee or in the name of his /
her spouse or in the joint names of the employee and his / her spouse. Wherever
spouse has partial or full right over the property, he/she should join as co-obligant
to the loan.
9.2.3.6. Staff Housing Loan will also be sanctioned for construction / extension /
renovation of the house building, and for other permissible purposes, if the landed
property owned / acquired is in the name of the employee or his / her spouse or in
the joint names of the employee and his / her spouse.
9.2.3.7. Spouse of the employee should join as co-obligant to the loan, wherever
specified by the Sanctioning Authority.

9.2.3.8.
(a) No employee who avails of a Staff Housing Loan shall sell, transfer, assign or
otherwise deal with or dispose of or mortgage, charge or in any way encumber or

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alienate the house / flat / land and his / her right, title and interest there on as long
as the loan is outstanding, without obtaining prior permission from the Sanctioning
Authority.
(b) Substitution of Security by selling / disposing of the existing house / flat
acquired by availing of Staff Housing Loan from the Bank will be permitted once in
the service of the employee, at the absolute discretion of the Sanctioning Authority,
in case he is convinced of the reasons submitted by the employee for selling /
disposing of the house / flat, subject to such terms and conditions as prescribed by
the Sanctioning Authority.
(c) Substitution of Security will be permitted on a case to case basis, only once in
the service of the employee after completion of a minimum period of five years from
the date of availing of first stage of Housing Loan by which the house / flat was
originally constructed / acquired. For further amount under Staff Housing Loan, the
employee will be eligible only for the difference of amount of Staff Housing Loans
availed of by him / her earlier and the maximum eligible limit applicable to the
respective cadre.
(d) Employees permitted by the Bank to avail of the facility of Substitution of
Security need not close the original Housing Loan account / Interest Receivable on
Housing Loan account. Even if they close the existing Housing Loan accounts, they
will be eligible to avail of only the difference between the amount of Staff Housing
Loan already availed of and the maximum amount of Housing Loan applicable to the
respective cadre, as subsequent loan.
(e) On permitting Substitution of Security, the employee may sell the property at a
price not less than the amount approved by the Housing Loan Sanctioning Authority
and the amount shall be kept as Fixed Deposit, duly charged to the Housing Loan
account. Such deposit will be permitted to be released subsequently for acquiring /
constructing another house/ flat. If Substitution of Security is permitted, the
construction of another house / flat should be started within a maximum period of
one year from the date of sale of the house / flat. In the case of purchase of ready
built house / flat, the registration of the same shall be completed within a maximum
period of one year from the date of sale of the house / flat. In case of failure to do
so, the amount of Fixed Deposit will be utilized for setting off the Housing Loan
liability.
9.2.3.9. In the case of Housing loans for acquiring flats (under construction or to be
constructed) -
a) If undivided share of the property has been registered in the name of the
borrower / co-obligant, the same should be mortgaged and the following documents
should also be obtained.

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 i. Agreement between purchaser and builder.
ii. A certificate of allotment of flat to the purchaser (on allotment of flat).
b) If undivided share of the property is not registered in the name of the
borrower/co-obligant, the Sanctioning Authority shall prescribe 100% interim
security, which will be released only after the undivided share is registered and
mortgage is created in favour of the Bank. However, the Sanctioning Authority may
waive the interim security, at his absolute discretion, if he is convinced of the
genuineness of the transaction / situation. In such case, the Sanctioning Authority
may prescribe suitable procedure to be complied with, including the following:
a. Wherever applicable and possible, branch should obtain Interim Receipt issued
by the Registrar (on submission of documents for registration and payment of
stamp duty) on the spot with authorization to collect title deeds directly from
the Registrar and the title deeds shall be collected accordingly and Equitable
Mortgage should be got created.
b. Agreement executed between purchaser and the builder shall be obtained by
the branch.
c. A certificate of allotment of flat to purchaser shall be obtained by the branch
(on allotment of the flat).
d. A power of attorney with suitable clauses authorizing the Bank to collect all
documents with respect to the flat and all such other claims, directly from the
builder shall be got executed by the borrower and registered with the builder.
e. A tripartite agreement shall be got executed.
f. An undertaking from builder to hand over the title deeds to the Bank, if
applicable, shall be obtained by the branch.
g. Builder’s capacity to ensure conveyance of firm and marketable title is to be
got confirmed by the branch.
h. Agreement in lieu of interim security shall be obtained by the branch.
i. A Letter of Authority shall be obtained by the branch in the format that will
be prescribed by the Sanctioning Authority while waiving the interim security.
j. Payment shall be made direct to the seller / builder / bank, as the case may
be.

c) In all other cases, the Sanctioning Authority may insist for other suitable
procedure / security to cover the entire amount of loan.

9.2.3.10. Equitable mortgage should normally be created while availing of the first
stage of the Housing Loan. In the case of Housing Loans for purchasing land, ready
built house / flat or for acquisition of flat construction of which is in progress,
equitable mortgage should be created within 30 days from the date of availing of

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first stage of Housing Loan. Undertaking shall be obtained from the borrower / co-
obligant to the above effect. Disbursal of further stages of the loan shall be effected
only after obtaining a Supplementary Legal Opinion confirming clear, valid and
marketable title of the property and after the mortgage is created in favour of the
Bank. Certificate of Nil encumbrance till the date of deposit of title deeds shall be
obtained.

9.2.3.11. The sale deed and/or other documents as and when obtained shall be
scrutinized by the Housing Loan Disbursing Authority to ascertain the correctness
thereof. Sale consideration/purchase price mentioned in the documents should also
be verified and ascertained. Discrepancies, if any, shall be brought to the notice of
the Sanctioning Authority then and there, and the borrower-employee should be
advised in writing to rectify such irregularities within a specified period.

9.2.3.12. Scrutiny of the documents of title to the property (encumbrance

certificate, land tax receipt, possession certificate, survey plan, title deeds etc) by
an Advocate who is in the approved panel of the Bank should be got conducted at
the cost of the borrower- employee. Legal opinion of the property shall be obtained
as per Bank’s specified / approved format.

9.2.3.13. Loan for purchase of land shall not exceed 40% of the maximum amount of
Housing Loan admissible to the employee or purchase consideration, whichever is
lower.

9.2.3.14. Staff Housing Loan will be considered for purchase of house/flat/villa

which is more than 15 years old, provided the age of the building should not go
beyond 50 years at the end of loan tenure. A stability certificate confirming the age
of the building from the external valuer / structural engineer stating that the
building is stable and will not require any major repair other than routine
maintenance for a future period of 30 years shall be obtained.

9.2.3.15. Approved plan and estimate prepared by a qualified and Government

approved Civil Engineer, sanction / no objection from local body concerned, Building
tax receipt in the case of ready built house / flat, etc should also be obtained from
the applicant and scrutinized by the branch concerned.

9.2.3.16. The borrower-employee will be free to construct the house / flat as per
the pattern and design of his / her choice, as per the approved plan and estimate
submitted to the Bank. Deviations from the plan submitted to the Bank shall be
carried out, only with the prior concurrence of the Housing Loan Sanctioning
Authority.

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9.2.3.17. Construction / Extension / Renovation, etc of the house building should be
completed within a reasonable period, which in any case, should be within three
months of disbursal of the last stage of the loan or fifteen months of disbursal of the
first stage, whichever is earlier. In the case of flat, the period of completion of
construction of the flat should be within a reasonable period, but not later than 24
months from the date of disbursal of first stage of the loan. Failure to do so would
make the borrower-employee liable to pay interest at the rate applicable to non-
priority personal loans with penal interest for the Housing Loan, from the date of
disbursal of the first stage of the loan.

9.2.3.18. In the case of purchase of flat, it would be necessary for the employee to
obtain a certificate from the society / builder stating that the society / builder has
not raised any finance from other banks / financial institutions against the flat
allotted to the employee and that they will not create any encumbrances on the flat
allotted to the employee, in future.

9.2.3.19. Loan amount for purchase of land / house / flat shall be disbursed only at
the time of registration of the documents as per payment schedule in the sale
agreement, by direct payment to the seller. All incidental expenses such as cost of
stamp duty, registration charges, etc, shall have to be borne by the borrower-
employee.

9.2.3.20. Loan amount shall be disbursed only in stages as shown below.

Housing Loans for Housing Loans for
purchase of landed construction of house on
property and construction landed property owned by
of house building thereon the applicant/spouse

For purchase of landed 50% NA

property
For foundation and basement 20% of remaining amount 30%
For works up to roof level 40% of remaining amount 40%
For finishing works 40% of remaining amount 30%

(In the case of extension of area / construction of upstairs / renovation / repairs /

remodelling / construction of compound wall, car porch, well, borewell,
construction of court yard, truss roofing, etc., the disbursements shall be on a stage
to stage basis, as decided by the Disbursing Authority, taking into account the
estimated cost of each stage of the work involved).

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9.2.3.21. Officers availing themselves of Staff Housing Loan should ensure that they
bring in the required amount of margin money at each stage of construction /
payment to builder, etc. He / She shall draw the amount only in stages as per the
progress of construction / schedule of payment to the builder, etc. A declaration
cum letter of request in specified format shall be submitted by the borrower-
employee to draw different stages of the loan amount (Annexure 9).
9.2.3.22. Loan amount for construction of the house / flat shall be disbursed only in
stages, as mentioned in (20) above, corresponding to the progress of work. Before
disbursing the loan amount for a particular stage, a specific declaration cum letter
of request shall be obtained from the borrower-employee, as per Annexure 9. The
Disbursing Authority shall conduct a site inspection and ensure proper utilization of
the loan amount already disbursed.
9.2.3.23. Officers are not expected to enter into any commercial transactions with
the customers of the Bank. Staff Housing Loans to employees for purchase of assets
from our Bank’s customers will not normally be considered for sanction.
9.2.3.24. Staff Housing Loan, will not normally be considered for sanction, for
purchase of assets from close relatives of the Officers concerned.
9.2.3.25. Staff Housing Loan to all Officers shall normally be disbursed from the
branch, which is nearest to the plot (land) in which the house/flat is
situated/proposed to be constructed/purchased. However, the Sanctioning Authority
may permit disbursal of the Staff Housing Loan from another branch, if the borrower-
employee requests accordingly for any valid reasons, provided the Sanctioning
Authority is convinced that the disbursing branch is situated within a reasonable
distance and that the branch can monitor / ascertain the progress of construction /
inspect the security without any difficulties.
9.2.3.26. The Bank will have the right to carry out periodical inspection of the land /
house / flat financed by the Bank or to call for any requisite information from the
borrower- Officer and the Officer shall be bound by the directions of the Bank.
9.2.3.27. The borrower shall utilize the loan amount, only for genuine purposes
permitted / specified under Staff Housing Loan Scheme, such as creation of assets /
value addition to the assets by additional construction/ renovation, etc.
9.2.3.28. The house shall be got insured for 100 % of the total cost of construction or
purchase consideration of house / flat, with Bank clause. The insurance premium
should be remitted by the borrower then and there.
9.2.3.29. In case it is found that loan amount under Staff Housing Loan has been
partly / fully misutilized or the Officer has violated any of the terms / conditions of
the Scheme, the entire loan amount will be recalled forthwith and in such case the

194
rate of interest as applicable to non- priority personal loan with penal interest will
be charged from the date of disbursal of the first stage of the loan. Disciplinary
action will also be initiated against the Officer in such cases.
9.2.3.30. Loan for purchase of house plots (land) for subsequent construction of
house within 2 years:
a. Loan for purchase of land for subsequent construction of house shall not exceed
40% of the Housing Loan limit applicable to the cadre of the employee or the
purchase consideration, whichever is lower.
b. Construction of the house building should be started within a maximum period of
two years from the date of availing of the loan for purchase of land and the
construction should be completed within a maximum period of 3 years from the date
of original disbursal of the Housing Loan for purchase of land.
c. Rate of Interest for purchase of land in such cases will be as per the slab as
applicable to Staff Housing Loan.
d. The repayment towards the Housing Loan availed of for purchase of land shall
commence from the next month of disbursal of the loan. Period of Housing Loan in
such cases will be fixed by taking into account the remaining period left for the
employee to reach the age of 70, (maximum 360 months, subject to other applicable
norms), excluding the month of disbursal of the loan. In case an officer avails of
Housing Loan for purchase of land to the extent of Rs.3 lakh and he/she is eligible
for a total repayment period of 360 months, the monthly installment for the Housing
Loan (land) will be Rs. 1,250/- per month (i.e Rs.3,00,000/- /240). Repayment
should start from the next month of disbursal of the loan. On completion of
repayment of the principal portion, repayment of accrued interest will start and
continue for 120 months.
e. Housing Loan availed of subsequently for construction of house will be accounted
as a separate loan, repayment terms will also be fixed separately, subject to other
applicable norms. Rate of Interest for such loans will be fixed as per the slab
applicable to Staff Housing Loans, by taking into account the amount of loan availed
of for purchase of land also.
f. In case the construction of the house is not started within a period of two years
after availing of the loan for purchase of land, the loan will be treated as non -
priority personal loan and interest at rate applicable to non - priority personal loan
and penal interest will be collected from the date of disbursal of loan. In such case,
the employee will be bound to close the loan within three months from the date of
completion of 2 years from the date of disbursal of the loan. However, the employee
will be treated to have availed of Housing Loan to the extent of loan availed of for

195
purchase of land, while computing his/her eligibility for further Staff Housing Loans
in future.
g. Amount of repayment of the loan availed of for purchase of land and interest
thereon shall be taken into account for Income Tax purpose, only after completion of
construction of the house building.

9.2.3.31. Repayment norms

a. In the case of construction of a new house building repayment will commence

from the salary of the 9thmonth after disbursement of the first installment.
b. In the case of Staff Housing Loan for purchase of ready built house / flat or house
/ flat under construction, repayment will commence from the salary of the 3 rdmonth
after disbursement of the first stage of the loan.
c. In the case of renovation / extension etc of an existing house/ flat or for loans for
takeover of Housing Loans from other banks / conversion of Special Housing Loans /
loans under Federal Housing Scheme, no repayment holiday will be permitted.
Repayment should start from the salary of the next month of disbursal of Housing
Loan.
d. Repayment will be appropriated first towards the portion of the loan carrying
higher rate of interest.
e. The branch which disburses the Housing Loan should diarise the date of starting
repayment and take necessary steps to start recovery in time. It will be the duty of
the borrower-employee also, to ensure deduction of monthly installment, from
his/her salary in time, without fail.
f. Intimation regarding disbursal of Housing Loan and the amount of proposed
monthly installment towards Housing Loan should be sent to the branch / office,
where the Officer is working, requesting to take into consideration the proposed
amount of installment of Housing Loan also in future, while computing the
employees loan liability / total deductions towards loans. The branch / office should
also be requested to incorporate a note to the effect in the Relieving Order (C 198)
of the Officer, if he / she is transferred to another branch / office before the salary
deduction towards Housing Loan is started.
9.2.3.32. Once the amount of monthly installment for repayment of Housing Loan is
fixed and repayment started accordingly, the amount so fixed shall not be reduced
under any circumstances, without the consent of the Sanctioning Authority. No
rescheduling will be permitted.
9.2.3.33. Each of the Housing Loans availed of by a Officer under the Scheme, will be
retained as separate accounts and period for repayment of principal and interest will

196
be fixed separately, i.e. independent of other Housing Loans outstanding in the
name of the Officer. Interest Receivable Accounts will also be maintained
separately.

Examples:
a) An Officer had availed of a Housing Loan of Rs. 2.00 lakh for 360 months,
Principal amount of Rs. 2.00 lakh to be repaid in 240 months and interest in 120
months.
b) He / She avails of another Housing Loan for Rs. 8.00 lakh for 192 months,
Principal amount of Rs. 8.00 lakh to be repaid in 128 months and interest in 64
months (separate Loan and Interest Receivable accounts).
The above loans will not be combined at any stage and the Housing Loan and Interest
Receivable accounts shall remain separate till the date of closure.

9.2.3.34. The repayment period of Staff Housing Loans/ Additional Housing Loans /
Supplementary Housing Loans / Second Housing Loans/ Loans for Substitution of
Security, etc, outstanding will remain as such, without any change. No rescheduling
is permitted.

9.2.3.35. Simple interest will be calculated on the outstanding balance of the loan
and the interest so calculated will be transferred to Interest Receivable Account on a
half yearly basis. No interest will be charged for the interest portion. After the
Principal amount is repaid in full, the accumulated interest will be recovered by
equal monthly installments in the remaining period of the loan. Balance outstanding
under Interest Receivable Account on completion of the repayment of Principal
amount should be divided by the number of months fixed for repayment of the
interest portion, to refix the monthly installment. The revised installment so
calculated should be reported in time so as to start deduction towards the interest
portion promptly.

9.2.3.36. Interest as applicable to Housing loans to Public under FBR6 category and
penal interest will be charged for arrears / dues, if any, in the Housing Loan
account; resulted due to default in repayment (caused by reasons whatsoever), debit
of Insurance premium etc.

9.2.3.37. The borrower- officer may, after obtaining prior permission from the
Branch in which the Housing Loan is outstanding, let out the house acquired by
availing of Housing Loan from the Bank, subject to the condition that the tenant
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would be got vacated at any time, if advised by the Bank under any circumstances.
The Branch in which the Housing Loan is outstanding may grant permission to the
borrower-employee to let out the house/ flat, if the Housing Loan account is regular
in all respects (No arrears, Inspection Comments, etc). Once an employee lets out
the house/ flat, he/ she should not claim HRA on self-owned accommodation basis in
respect of the house / flat which is let out. If a portion of the house / flat is let out,
the employee should claim HRA on self-owned accommodation basis, only after
excluding the capital cost of such portion, for computing the eligible amount of HRA.

9.2.3.38. Disbursal of the Staff Housing Loan should be started within one months
from the date of the Sanction Order, failing which, the sanction will lapse. Housing
Loan shall not be disbursed after one months from the date of the Sanction Order,
unless the Sanction Order is revalidated by the Sanctioning Authority.

9.2.3.39. The Disbursing Authority shall forward to HR Employee Relations and

Operations, a valuation report of the property and building, in C7E, after completion
of construction / 3 months after the disbursement of the last stage of the Housing
Loan. In case construction is not completed in all respects in time, the Branch should
report the position with details of works remaining to be completed, to the
Sanctioning Authority.

9.2.3.40. A certificate for having complied with the terms and conditions of the
Sanction Order should be submitted jointly by the borrower-employee and the
officials of the Branch which disburses Staff Housing Loan to HR Employee Relations
and Operations on the date of disbursement of the first stage of the loan. Conditions
which are to be satisfied / complied with subsequently shall be noted in the
certificate by the borrower-employee and the Disbursing Authority, who will be
responsible for compliance of such conditions also
9.2.3.41. Agreement for Staff Housing Loan in the prescribed format shall be got
executed by the borrower / co-obligant on the date of disbursal of the loan / first
stage of the loan.
9.2.3.42. The borrower- officer shall maintain the house / flat in good condition at
his/her own cost at all times during the pendency of the loan and ensure that the
Bank’s security is not jeopardized or damaged in any manner.
9.2.3.43. The borrower-employee shall duly and punctually pay all charges, tax,
cess, etc in respect of the house / flat from time to time.

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9.2.3.44. All general norms applicable for various loans to employees of the Bank will
be applicable to Staff Housing Loans also. The applicant officer should submit
necessary papers / documents to the Sanctioning Authority as per Annexure 10, for
considering sanction of Staff Housing Loan.
9.2.3.45. Housing Loans will be considered for sanction, only if the employee is
regular in attendance and consistent in salary earnings.
9.2.3.46. Housing Loans will be considered for sanction, only to such employees who
are disciplined in financial dealings, both inside and outside the Bank.
9.2.3.47. Sanction and disbursal of Staff Housing Loan will be subject to compliance
of all the terms and conditions prescribed above and any other terms and conditions,
as prescribed by the Sanctioning Authority from time to time.
9.2.3.48. The borrower- officer shall be bound by the amendments made / to be
made to the Staff Housing Loan Scheme, from time to time.
9.2.3.49. The difference between the amount of Staff Housing Loans so
far sanctioned to an Officer and the amount of Staff Housing Loan applicable to
him/her shall be availed of in not more than three occasions, hereafter. Officers can
avail Staff Housing Loan for conversion/set off of FHSS and Special Housing Loan as
per their eligibility. Officers should apply for Housing Loans at least six months
before the date of superannuation.
Staff Housing Loan can be sanctioned for construction of residential building in the
landed property with life interest, on a case to case basis, depending on the merits
of each case after obtaining a satisfactory legal scrutiny report, in the following
case.
• Property in the name of employee/spouse or in the joint names of both the
employee and his/her spouse, having the life interest of their parents.
All the formalities, including legal aspects and co-obligancy, in connection with
creating charge on property with life interest, have complied with.

Reimbursement of expenses: In the case of outright purchase of house/flat/villa,

the following expenses shall be considered on reimbursement basis.

• Expenses incurred such as Stamp Duty and Registration Cost

• Advance amount already paid in the case of outright purchase of villa/ house/
flat, subject to a maximum of 10% of the total project cost, which shall be
over and above stamp duty and registration cost.

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9.3 Housing Loan under Federal Housing Scheme (FHSS)
9.3.1 In addition to the loans under Staff Housing Loan Scheme, officers of the Bank
may avail themselves of loans under Federal Housing Scheme, as per the terms
applicable to the general public, subject further to the following norms:
9.3.1 .1. Loan under Federal Housing Scheme may be availed of
(a) to meet margin requirements while availing of Staff Housing Loans.
(b) to meet any other purposes, permissible under Federal Housing Scheme
as applicable to the general public.
9.3.1 .2. Quantum of loan shall be as applicable to general public and as revised
from time to time.
9.3.1. 3. The maximum period of loan under FHS will be 360 months or the period
left for the borrower-officer to reach the age of 70, whichever is less. In case the
period of loan is extended beyond the age of retirement of the officer, he / she
should undertake to deposit with the Bank at the time of cessation of service, an
amount not less than 120% of the amount outstanding in the loan under Federal
Housing Scheme or adequate amount which would earn interest atleast equal to the
installment of repayment of the loan, whichever is less, duly charged for the loan
liability.
9.3.1. 4. However, employees who have opted for Pension need not keep deposit as
above, if the installment towards all the Staff Loans permitted to continue beyond
retirement including the FHSS Loan is less than or equal to 75% of the monthly
Pension amount payable to him/her on first month of retirement. If installments of
the loans exceed 75% of the monthly Pension amount, then he/she will have to
deposit with the Bank at the time of superannuation, an adequate amount which
would earn interest at least equal to the portion of installment by which the
installment exceeds 75% of the monthly Pension amount.
9.3.1 .5. Permission/Recommendations from HR- Employee Relations & Operations:
(a) Officer concerned should seek permission from the Principal Officer / Officer in
charge of HR Employee Relations and Operations to borrow under Federal Housing
Scheme and/ or to join as co-obligant to the loan under Federal Housing Scheme, to
be availed of by his / her spouse.
(b) Complete particulars of the loan under Federal Housing Scheme, proposed to
be availed of, should be submitted to HR Employee Relations and Operations by the
Officer concerned along with a letter of request seeking permission, through the
Branch from which the loan is proposed to be availed of.
(c) Loans under Federal Housing Scheme to Officers of the Bank as principal
borrower / co-obligant shall be sanctioned by the Sanctioning Authority concerned,
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only after the officer has obtained permission from HR Employee Relations and
Operations, as above.
(d) However, all the terms and conditions for sanction and disbursal of the loan
shall be decided by the Sanctioning Authority concerned.
9.3.1 .6. All loans sanctioned under Federal Housing Scheme to an Officer of the
Bank (as Principal borrower or as co-obligant to the loan availed of by his / her
spouse) shall bear interest at the rate of one percent less than the
interestapplicable to the general public (Card Rate) for similar loans, subject to the
following conditions:

(a) Wherever salary income / other income of the borrower-officer alone is taken
into account for ascertaining the repayment capacity of loan under FHS, 100 % of
equated monthly installment of the loan should be deducted from the salary of the
officer concerned.
(b) Wherever salary income / other income of spouse of the borrower-officer is
also considered for ascertaining the repayment capacity of loan under FHS,
concession in rate of interest (not exceeding 1%) will be granted for loans availed
of by the officer as Principal borrower or as co-obligant for loans availed of by
his/her spouse, provided at least 25% of the equated monthly installment is agreed
to be recovered from the salary of the officer concerned, subject to other
conditions specified herein below.
9.3.1 .7. Whenever at least 25% of the equated monthly installment is not agreed to
be deducted from the salary of the officer (as Principal Borrower or as co-obligant),
his / her income should not be taken into account to fix the amount of loan and
concession in rate of interest (1%, as applicable to members of staff) will not be
granted. In such cases, the loan under Federal Housing Scheme may be considered
for sanction, strictly as per terms and conditions as applicable to general public, ie,
without taking into account the position that the borrower / co-obligant is employed
in our Bank.
9.3.1 .8. In case where both husband and wife are employees of our Bank, the salary
income of both of them may be taken into account to fix the amount of loan under
FHS. Recovery of repayment of installment may be effected either from the salary of
one of them in full or from the salary of both of them at a proportion as preferred by
them, subject to the applicable ceiling. Once fixed, the pattern of recovery shall not
be changed, thereafter.
9.3.1.9. An officer of the Bank will not, normally, be permitted to join as co-obligant
to loans under Federal Housing Scheme, proposed to be availed of by those other
than his / her spouse. If at all such permission is granted by HR Employee Relations
and Operations in any case, concession in respect of rate of interest applicable to
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members of staff will not be admissible in such cases.
9.3.1.10 Administrative Fees / Inspection charges may not be charged / collected in
respect of loans under FHS where the officer is the principal borrower / co obilgant
to the loan availed of by his / her spouse. However, legal scrutiny charges incurred
by the Bank, wherever applicable, shall be remitted by the borrower.
9.3.1.11. Penal charges for premature closure of loan under FHS may be waived in
respect of loans under FHS availed of by our officers, as primary borrower and in
cases where the loan was availed of by the spouse of the officer with the co-
obligation of our officers.
9.3.1.12 In cases where a loan under Federal Housing Scheme is proposed to be
disbursed to a officer (either as Principal borrower or as co-obligant) from the
branch in which he / she is working, the loan should be got sanctioned by the
Regional Office concerned.
9.3.1.13 Sanctioning of loans under Federal Housing Scheme to the officer would be
at the absolute discretion of the Sanctioning Authority concerned and subject to all
other norms applicable to the general public.

9.4 Special Housing Loan

9.4.1 Special Housing Loans to Officers of the Bank will be considered for sanction
upto a maximum extent of the balance outstanding under the employee’s
contribution to the Provident Fund less the amount outstanding under the PF loan/
Special Marriage Loan, if any, availed of by him / her, subject to the terms and
conditions mentioned hereunder.

1. Eligibility All permanent Officers having a minimum period of 10 years

of confirmed service in the Bank.
2. Maximum Balance outstanding under the employee’s contribution to
amount of the PF account of the officer concerned less amount
loan outstanding under PF loan/ Special Marriage Loan, if any,
availed of by the officer.
3. Rate of Interest Rate of interest (with quarterly rests) as applicable to PF
account with the Federal Bank Employees’ Provident Fund
Trust, as revised from time to time.
4. Maximum Number of months left for the officer’s retirement from the
period of loan service of the Bank.

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5. Repayment An amount at the rate of Rs. 100/- per Rupees One lakh or
part thereof will be recovered per month from the salary of
the officer and the balance amount from the terminal
benefits of the officer concerned.
6. Purpose Loans will be considered for sanction only for -
(a) acquisition / construction of house / flat.
(b) raising margin money for construction of house / flat.
(c) conversion of balance outstanding of loan under
Federal Housing Scheme.
(d) takeover of balance outstanding under Housing Loans
availed of from other banks / financial institutions, for
acquisition/ construction of house / flat.
(e) Renovation/ Extension/Truss work etc

General Terms and Conditions :

9.4.1.1. An irrevocable letter of authority to adjust the loan amount from the
terminal benefits such as PF, Gratuity, Leave Encashment, GSLI or under any other
benefits, shall be submitted.

9.4.1.2. Nominee/s to PF shall join as co-obligant/s.

9.4.1.3. PF loan / Special Marriage Loan, if any, outstanding in the name of the
Officer shall be closed before availing of the Special Housing Loan. Alternatively, the
net amount after deducting the outstanding PF loan/ Special Marriage Loan, if any,
will be considered for sanction.

9.4.1.4. During the pendency of the loan, the Officer concerned shall not change the
nomination submitted by him / her to the PF Trust. If there are minor nominees in
the nomination already registered by the officer with the PF Trust, he / she shall file
fresh nomination in the name of major persons, before availing of the loan.

9.4.1.5. Officers will be allowed to avail of / renew Special Housing Loan and Special
Marriage Loan, only four times during the entire period of service.

9.4.1.6. Only one Special Housing Loan will be permitted to be outstanding at a time.

9.4.1.7. Monthly recovery towards the loan availed of under this Scheme will also be
taken into consideration for computing the maximum permissible loan deduction of
the Officers, i.e., 35% / 50% of the salary as the case may be. However, deductions to
the extent of 45% / 60% are not applicable for Special Housing Loan.
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9.4.1.8. Further PF loans will not be sanctioned during the pendency of Special
Housing Loan.

9.5 HOUSE MAINTENANCE LOAN

House Maintenance Loan will be considered for sanction to Officers who have availed
of Housing Loan from the Bank, for the purpose of painting/repairs, etc. Those
Officers having own house but, not availed of any housing loans from the Bank will
also be eligible for the House Maintenance Loan for the purpose of painting/repairs,
etc. The following conditions shall be applicable to House Maintenance Loan.
Maximum two House Maintenance Loans are permitted to be outstanding at a time.
After availing of the maximum loan amount, a fresh loan is permitted only on
completion of 36 months from the date of availing previous loan.

Eligibility

Officers will be eligible to avail of the facility only after 3 years from the date of
availing of Housing Loan / Additional Housing Loan. However, where the construction
of the house is completed by availing of loans from outside agencies/under FHS and
subsequently converted to Staff Housing Loan, the period of 3 years will be reckoned
from the date of availing of such loans earlier.

In cases where the officer owns a house without availing of loans for
construction/purchase of such house, he/ she will become eligible for House
Maintenance Loan only if the house owned by him/ her is at least three years old (A
declaration to the effect shall be submitted along with the loan application)

House Maintenance Loan can also be considered for repair/maintenance of the

house, if the house is owned singly by his/her spouse, provided the house is at least
three years old. A declaration to that effect and documentary evidence shall be
submitted along with the application.
The period of the loan shall not 100 months. However, after completion of a
minimum period of 3 years from the date of availing, a fresh loan can be availed of
by closing the existing loan, subject to the maximum eligibility. The loan shall be
closed in case of disposal of the house / flat for the repair / maintenance of which
House Maintenance Loan has been availed of.

Maximum Limit Rs. 9,00,000/-

Period Maximum 100 months
Interest 6% Simple

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Repayment Principal in 2/3rd period, Interest 1/3rd period
Mode of payment Savings account of the applicant
Documents Agreement for House Maintenance Loan to Staff - C 464

Sanctioning HR- Employee Relations & Operations

Authority
Papers to be 1. Hard copy of the loan application entered in Fed-e- HRM.
forwarded to HR 2. Details of works to be undertaken with approximate cost.
Employee Relations
3. Details of Housing Loan availed of.
and Operations

9.6. Loan for purchase of conveyance – Vehicle Loan Schemes

9.6.1. Car Loan Scheme

9..6.1.1 All officers who are directly recruited in the Bank who are confirmed in
service of the Bank and having a minimum of three years of continuous and regular
service in the Bank, officers who are promoted to officer cadre from clerical cadre
having a minimum of three years of continuous and regular service and all confirmed
officers in scale II and above irrespective of period of service are eligible to avail of
Staff Vehicle Loan (car).

9.6.1.2 Application for car loan from a directly recruited confirmed officer in scale I
who has not completed the stipulated minimum service will be considered for
sanction on furnishing sufficient collateral security. The minimum value of collateral
security shall be equivalent to the loan amount. On completion of the required
minimum period for becoming eligible for the loan, the collateral security may be
released.
9.6.1.3 Period : 200 months or the period left for the officer to reach the age of 70
whichever is less.

9.6.1.4 Amount: Actual cost or purchase price or depreciated value or market value
of the vehicle, whichever is the lowest, subject to a maximum as given below.
Scale I Rs. 12.00 lakhs
Scale II & III Rs. 15.00 lakhs
Applicable Road Tax amount, cost of expenses towards Insurance, Extended
Warranty, Fastag, Roadside Assistance (RSA), etc. (excluding accessories/extra
fittings) will be taken into account as part of loan within the overall limit of the
loan.

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9.6.1.5 Interest : 6.25% simple

9.6.1.6 Margin : Nil

9.6.1.7 Security : Hypothecation of the vehicle.

9.6.1.8 Mode of payment : Payment will be directly made to dealer/ supplier.

9.6.1.9 Repayment: Recovery of the principal shall be made in 140 monthly

installments and thereafter interest shall be repaid in the remaining 60 monthly
installments. Repayment towards the loan shall be first appropriated to the principal
amount. On completion of repayment of principal, installment towards repayment of
interest receivable on the vehicle loan shall be rescheduled.

9.6.1.10 Documentation: 466N, 237, 429, 286, 218, Blank Forms-C431, 432A, 432B,
434, 437, 486.

Special terms & conditions

9.6.1.11 In the case of loans for purchasing vehicles other than brand new vehicle,
the following stipulations shall be complied with:

a) Vehicle should not be more than fifteen years old from the date of original
registration.

b) The depreciation shall be calculated @ 10% for each of the first four years
and @ 15% for each of the subsequent years on the basis of diminishing value
methods. Depreciation will be calculated from the current invoice price of brand-
new vehicle of the type to be purchased.

c) Wherever re-registration or revalidation of existing registration is necessary

as per registration laws, sanctioning of loans will be subject to compliance of
such requirements. Wherever such formalities are to be complied with during the
pendency of loan period, the borrower concerned has to ensure compliance at
appropriate time.

d) 9.6.1.12. A subsequent loan can be availed of after three years of

disbursement of the earlier loan. The excess sale proceeds of the previous
vehicle is to be brought in as margin, if the subsequent vehicle loan is applied for
before completion of a minimum period of 36 months from the date of availment
of the existing loan.

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9.6.1.13. Officers who are transferred to a place outside their home state having
a minimum distance of 1000 kms from their place of posting will be permitted to
close their outstanding loan by selling the vehicle. They will be granted fresh
vehicle loan on completion of their normal term/period of service at the centre
to which they are transferred, subject to other rules in force.

9.6.1.14. The vehicle should be covered under a comprehensive insurance policy

with bank clause.

9.6.1.15. Vehicle loan for Purchase of Secondhand vehicles to the principal

officers of the branch shall not be disbursed through the same branch where the
officer is working.

9.6.1.16. Vehicles like Maruti Gypsy and Toyota Innova will also be permitted to
be purchased under the scheme on a case to case basis depending upon the
requirement of the applicant.

9.6.1.17 Loans availed of by officers, who have opted for pension, when their
remaining period of service is less than 200 months will be treated as eligible for
a repayment period of 200 months or the period left for the applicant to reach
the age of 70 years, whichever is lesser, subject to the following conditions:-
If the total of the installments of all loans, which are permitted to continue
beyond superannuation, is less than or equal to 75% of the monthly pension
payable on first month of retirement, then the requirement of security deposit is
not needed, subject to the compliance of other terms and conditions in this
regard.

If the total of installments of all loans exceeds 75% of the monthly pension, then
he/she will have to deposit with the Bank, an adequate amount, which would
earn interest at least equal to the portion of installment by which the total
installment exceeds 75% of the monthly pension amount.

9.6.1.18 Reimbursement of cost incurred for the purchase of Car / Two-Wheeler

will be permitted, subject to the following conditions:
• Request is submitted within a period of 1 month of purchase of vehicle
• Only brand-new vehicles will be considered for reimbursement
• Credit Card payments will not be considered
• Final Invoice and copy of SB Account Statement (Self) shall be submitted

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 9.6.1.19
• Where both husband and wife are employed in our Bank, both are eligible
for availing of Car loan as well as Two-Wheeler loan separately.
• Ownership of the existing vehicle need not be changed, on availing another
loan for the same type of the vehicle.
• Officers should apply for Vehicle Loans at least six months before the date
of superannuation.

9.6.2 EXECUTIVE'S VEHICLE LOAN

9.6.2.1 All Executives in Scale IV and above in the services of the Bank are eligible for
Executive Vehicle loan as per the terms and conditions given below:

Period 200 Months (maximum)

Loan Amount Invoice value of new Vehicle/depreciated value of the old
vehicle, subject to a maximum of Rs. 20.00 lakhs for Scale
IV Executives and Rs. 25.00 lakhs for Executives in Scale V
and above. Applicable Road Tax amount, cost of expenses
towards Insurance, Extended Warranty, Fastag, Road Side
Assistance (RSA), etc. (excluding accessories/extra fittings)
will be taken into account as part of loan within the overall
limit of the loan.
Interest Rate 6.25% (simple)
Security Hypothecation of the vehicle to be acquired by utilising the
loan amount.
Margin Nil
Mode of payment Payment will be directly made to dealer/seller
Repayment The loan is to be repaid in the ratio 14:6 towards principal
and interest respectively. Accordingly, where the
repayment period is 200 months, recovery of principal shall
be made in 140 monthly installments and thereafter
interest shall be repaid in the remaining 60 installments.
No further interest will be charged on the amount of such
interest. In the case of superannuation before completion
of 200 months, the repayment period will be extended by a
maximum period of 120 months from the date of
superannuation if so desired by the executive at the time
of applying for the loan.
Agreement C466 N
Sanctioning Authority Principal Officer, HR Employee Relations and Operations

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Special terms & Conditions

9.6.2.2. In the case of loan for purchasing vehicles other than brand new vehicle,
the age of the vehicle shall not exceed 5 years from the date of original
registration. The amount of loan will be 100% of the depreciated value/or market
value/or purchase price, whichever is lower, subject to a maximum of
Rs.10,00,000/-. The depreciation shall be calculated @ 10% for every year on the
basis of diminishing value method.

9.6.2.3. A second loan can be availed of only after 3 years of disbursement of the
first loan and also after closing the existing loan.

9.6.2.4. Comprehensive insurance shall be taken in the joint names of Executives

and the Bank with necessary Bank clause. Bank’s charge shall be noted in the R.C
Book by the Registering Authority.

9.6.2.5. Reimbursement of cost incurred for the purchase of Car / Two-Wheeler

will be permitted, subject to the following conditions:
• Request is submitted within a period of 1 month of purchase of vehicle
• Only brand-new vehicles will be considered for reimbursement
• Credit Card payments will not be considered
• Final Invoice and copy of SB Account Statement (Self) shall be submitted

9.6.2.6. All the executives who are provided with Bank’s vehicles are entitled to
avail themselves of Executive’s vehicle loan.
In order to avail of the facility of extending the period beyond super annuation,
the borrower has to agree, with the following conditions while applying for
loan:-

If the total of the installments of all loans, which are permitted to continue
beyond superannuation, is less than or equal to 75% of the monthly pension
payable on first month of retirement, then the requirement of security deposit is
not needed, subject to the compliance of other terms and conditions in this
regard.

If the total of installments of all loans exceeds 75% of the monthly pension, then
he/she will have to deposit with the Bank, an adequate amount, which would earn
interest at least equal to the portion of installment by which the total installment
exceeds 75% of the monthly pension amount.
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 9.6.3 Vehicle Loan (Two wheeler)

( i) Eligibility All confirmed officers

( ii) Period 84 months.

( iii) Amount a. Actual cost or purchase price or depreciated

value or market price of the vehicle whichever is
lowest subject to a maximum of Rs. 2,25,000/-.
b. Applicable Road Tax amount, cost of expenses
towards Insurance, Extended Warranty, Fastag,
Roadside Assistance (RSA), etc. (excluding
accessories/extra fittings) will be taken into account
as part of loan within the overall limit of the loan

( iv) Interest 6.25% simple

( v) Security Hypothecation of the vehicle.

( vi) Mode of payment Payment will be directly made to the supplier/ dealer.

( vii) Repayment The loan is to be repaid in the ratio of 5:1 towards

principal and interest respectively. Accordingly,
recovery of principal shall be made in not more than
70 monthly installments and thereafter interest shall
be repaid in the remaining 14 monthly installments.
Repayment towards the loan shall be first
appropriated to the principal amount. On completion
of repayment of principal, installment towards
repayment of interest receivable on the vehicle loan
shall be rescheduled.

(viii) Documentation 466N, 237, 429, 286, 218, Blank forms – C431,
432A, 432B, 434, 437, 486.

(ix) Special terms & conditions

9.6.3 .1. In the case of purchase other than brand new vehicle, the following
stipulations shall be complied with:

(i) Vehicle shall not be more than five years old from the original registration.

210
(ii)The amount of the loan will be the depreciated value or the replacement value or
market value, whichever is lowest. The depreciation shall be calculated @ 10% for
each of the first four years and @ 15% for the fifth year on the basis of the
diminishing value method. Depreciation will be calculated from the current invoice
price of brand-new vehicle to be purchased.

9.6.3 .2. A subsequent loan can be availed of after four years of disbursement of the
earlier loan. However, in cases where the officer wants to change the type of vehicle
say from scooter to car, the stipulation of four years as above need not be observed.
The excess of sale proceeds of the previous vehicle is to be brought in as margin, if
the subsequent vehicle loan is availed of within two years from the date of closure of
previous vehicle loan. Sale proceeds of the vehicle purchased by availing vehicle loan
from the Bank will not be insisted to be brought in as margin for a subsequent loan, if
the subsequent loan is applied for after completion of the original period of 84
months of the previous loan.

9 .6.3 .3 The vehicle should be covered under a comprehensive insurance policy with
bank clause

9.6.3 .4 Vehicle loan to the principal officer of the branch for purchase of
secondhand vehicle shall not be disbursed through the same branch where the officer
is working.
9.6.3.5 Reimbursement of cost incurred for the purchase of Car / Two-Wheeler will
be permitted, subject to the following conditions:

• Request is submitted within a period of 1 month of purchase of vehicle

• Only brand-new vehicles will be considered for reimbursement
• Credit Card payments will not be considered
• Final Invoice and copy of SB Account Statement (Self) shall be submitted

9.6.3 .6 Photocopy of the driving license of the officer should be submitted and if he
does not possess a pucca and valid driving license, an undertaking to produce the same
within one year of availing the loan should be given. Interest at the maximum lending
rate shall be charged from the date of disbursal of the loan till the pucca driving
license is produced in case he fails to produce the same within one year of availing the
loan.

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 9.6.4 Vehicle Repair Loan

( i) Eligibility Those officers who are otherwise eligible for car loan and
who own four-wheeler of the type eligible for being
financed under car loan scheme.

( ii) Purpose For meeting cost of repair of the vehicle including cost of
labour/ cost of replacement of spares including
tyres/batteries, retreading of tyres, painting of the
vehicle, yearly insurance renewal premium etc. (Copy of
Insurance Policy shall be filed along with other loan
documents on availing the loan)
( iii) Maximum amount Rs. 90,000/-

( iv) Rate of interest 6% simple

( v) Period of loan 60 months

( vi) Repayment The principal amount shall be repaid in 2/3 rd period and
interest in 1/3rd period. Repayment towards the loan
shall be first appropriated to the principal amount. On
completion of repayment of principal, installment
towards repayment of interest receivable on the vehicle
loan shall be rescheduled.

(vii) Eligibility for A subsequent loan under this scheme can be availed of
next loan after expiry of minimum period of three years from the
date of availing of the existing loan, subject to the
maximum eligibility

(viii) Documentation 464, 129 & 95

(ix) Special terms & conditions:

9.6.4.1 The loan will be extended only for those vehicles which have completed a
minimum period of three years from the date of registration.

9.6.4.2 The loan shall be closed in case of the disposal of the vehicle for the
repair of which the vehicle repair loan has been availed of.

9.6.4.3 The loan will be sanctioned as unsecured demand loan and direct
payment need not be insisted.
212
9.6.4.4 Loan will be sanctioned on declaration basis. Bills/vouchers need not be
filed.

9.6.5 Vehicle repair loan for executives

(i) Eligibility Those executives who are otherwise

eligible for "vehicle loan to executives"
and own four-wheeler of the type
eligible for being financed under the
scheme "vehicle loan to executives".

(ii) Purpose For meeting cost of repair of the

vehicle, including cost of labour /cost of
replacement of spares including
tyres/batteries, retreading of tyres,
painting of the vehicle yearly insurance
renewal premium etc. (Copy of
Insurance Policy shall be filed along with
other loan documents on availing the
loan)
(iii) Maximum amount Rs. 90,000/-

(iv) Rate of interest 6% simple

(v) Period of loan 60 months or the remaining period of

service of the applicant, whichever is
less.

(vi) Repayment The principal amount shall be repaid in

2/3rd period and interest in 1/3rd period.
Repayment towards the loan shall be
first appropriated to the principal
amount. On completion of repayment of
principal, installment towards
repayment of interest receivable on the
vehicle loan shall be rescheduled.

213
(vii) Eligibility for A subsequent loan under this scheme
next loan can be availed of after expiry of
minimum period of three years from the
date of availing of the existing loan,
subject to the maximum eligibility.

(viii) Documentation 464, 129 & 95.

Special terms & conditions

9.6.5.1. The loan will be extended only for repair of those vehicles which have
completed a minimum period of two years from the date of registration.

9.6.5.2. The loan shall be closed in case of disposal of the vehicle for which
the vehicle repair loan has been availed of.

9.6.5.3. The loan will be sanctioned as unsecured demand loan and direct
payment need not be insisted.

9.6.5.4. Loan will be sanctioned on declaration basis. Bills/vouchers need

not be filed.

9.6.6 Two-wheeler loan to development officers

Eligibility All development officers including

(i) probationers in the service of the Bank
attached to branches.
(ii) Amount Invoice price of the vehicle
(iii) Period 70 months
(iv) Interest Free of interest
(v) Security Hypothecation of the vehicle
(vi) Repayment By equal monthly installment by way of
deduction from salary.

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 Special terms & conditions:

9.6.6.1. The loan account should be closed as and when they are transferred to
a different assignment where field level movements and use of two wheelers for
related activities are not required. However, they may be permitted to continue
the vehicle loan account on commercial rate of interest or to convert it to loan
under officer's vehicle loan scheme.

9.6.6.2.All other stipulations, terms and conditions applicable to scooter/ motor

bike/moped loan shall be applicable to two-wheeler loans to development

9.7: Advance for purchase of furniture - Officers’ Furniture Advance (OFA)

The Bank may grant to an officer confirmed in the Bank's service, furniture
Advance free of interest for the purchase of furniture and other durable household
appliances subject to terms and conditions.

Scale I Rs. 2,70,000/-

Maximum Limit Scale II and III Rs. 3,00,000/-
Scale IV and above Rs. 3,85,000/-
Eligibility All officers confirmed in the services of the Bank.
Interest Free of interest
Repayment Maximum of 100 equal monthly installments
For purchasing furniture items /other durable household
Purpose
appliances. (Items shall be movable in nature)
 Agreement for Officers’ Furniture Advance in the
revised format (Drisya - Forms & Stationery- HR Admin
Documentation
Division)
 Declaration/Undertaking generated through Fed E HRM
Sanctioning Authority:
Category Authority
Officers (other than Principal Officers) – Principal Officer/Officer in Charge of
the
in Branches/Offices/RCH/CRCH Branch/Office/RCH/CRCH
Principal Officer of Branches– Zonal Head/ Officer in Charge of Zonal Office
Officers in Zonal Office including RHs/ARMs – Zonal Head/ Officer in Charge of
Zonal Office
Zonal/Department/RCH/CRCH Heads – Head of HR Department

215
Special Terms & Conditions:
1. Advance amount can be availed of in maximum of two occasions.
2. If both husband and wife are officers of the Bank, the spouse of the officer will
be considered as a separate entity and both of them can avail of the advance to
the extent of his/her eligibility, subject to other applicable stipulations.
3. In case of enhancement of the limit of Officers’ Furniture Advance due to
promotion to higher Scale or upward revision of limit, Officers who had availed
loans under erstwhile scheme earlier will be eligible for the difference amount
between the amount already availed of by them and their enhanced eligibility.
Such difference amount can be availed of in maximum of two occasions.
4. Purchase shall be made within a maximum period of one month from the date of
disbursal of the limit, when the advance is availed for proposed purchase.
5. Furniture Advance can be availed of on submitting a declaration incorporating
details Officers’ such as type, supplier/vendor, cost etc of items purchased or to
be purchased out of the advance.
6. Copy of Sanction Order and other related documents such as bills/ vouchers/ cash
receipts, if any, shall be kept in the Advance file.
7. Upon disbursement, the proceeds shall be directly credited to the account
(SB/ODLS) of the Officer

9.8 Festival advance scheme

The Bank may grant festival advance to officers in the service of the Bank for
celebrating festivals. The festival advance scheme in vogue is given below:

(i) Eligibility All officers confirmed in the service of the Bank.

(ii) Limit One month's BP + DA + Special allowance thereon, not

exceeding Rs. 1,25,000/-, subject to other applicable
stipulations

(iii) Period 10 months.

(iv) Interest Free of interest.

(v) Purpose For celebrating a festival.

(vi) Disbursement Festival advance will not be disbursed before fifteen

216
 days of festival concerned.

(vii) Repayment By ten equal monthly installments by way of deduction

from salary.

(viii) Eligibility for 1. Festival Advance shall not be disbursed before 15

next loan days of the festival concerned.
2. Eligibility for availing of Festival Advance during the
subsequent year will arise only after 11 months from
the date of disbursal of the previous Festival
Advance, provided the previous advance is closed.
3. Employees who have less than 6 months of service
left for superannuation are not entitled for Festival
Advance.

(ix) Documentation Application in Fed E HRM.

9.9 Loans for personal purposes

9.9.1 Demand loan scheme

(i) Eligibility All officers confirmed in the service of the Bank.

However, once an officer avails himself of Personal
Loan, he will not be sanctioned further Demand Loan till
he opts for ODLS. An Officer opting for availing ODLS,
can avail Demand Loan as per his/her eligibility

(ii) Limit Rs. 5,00,000/-

(iii) Period Maximum period of 48 months at the option of the

applicant.

(iv) Interest 7.75% quarterly rests

(v) Repayment Equal monthly installments by way of deduction from

salary.

(vi) Purpose For meeting urgent personal purposes

217
 (vii) Fresh loan Fresh loans will be permitted after expiry of a minimum
period of twelve months from the date of availing of the
immediate previous loan and after closing the same.

(viii) Documentation Application in Fed E Hrm.

9.9.2 Personal loan scheme

Personal Loan, Consumer loan (erst while scheme) and Demand Loan are clubbed to
form a single loan viz Personal Loan Scheme. Salient features of the scheme are as
follows:

(i) Eligibility Five years of continuous service in the Bank including

period of probation

(ii) Limit Rs. 11,00,000/-

(iii) Period Maximum 100 months

(iv) Interest 7.50% monthly rests

(v) Repayment Equal monthly installments by way of deduction from

salary.

(vi) Purpose Genuine urgent personal purposes. Loans will not be

granted for speculative and business purposes or for
such other types of activities/purposes (Purpose of the
loan shall be specified in the loan application)

(vii) Additional loan Not more than four personal loans will be allowed to be
outstanding in the name of an officer at any time. Limit
sanctioned (not the balance outstanding) shall be taken
into consideration to arrive at the maximum eligibility
of the officer. If an outstanding loan is closed before
completion of the period of sanction, a subsequent loan
will be considered for sanction only after the expiry of
a minimum period of 24 months from the date of
availing of the loan which has been closed prematurely.

218
(viii) Documentation Application in Fed E Hrm.

Special terms & conditions:

9.9.2.1. Sanctioning of personal loan under the scheme will be considered, only if
the officer is regular in attendance, consistent in salary earnings etc. Loan
under the scheme will be sanctioned only if the leave record of the officer is
satisfactory, at the absolute discretion of the sanctioning authority.

9.9.2.2 An irrevocable authorization (letter of authority) shall be submitted along

with C 730 for adjusting the balance outstanding in the loan account from the
provident fund and other terminal benefits in the event of cessation of service
of the officer for any reason as per the format given in annexure - 11.

9.9.2.3 Those officers who have availed of Demand Loans and subsequently apply
for Personal Loans on their attaining eligibility for Personal Loan, then the
Demand Loan outstanding will be treated as a Personal Loan outstanding while
calculating their eligibility under Personal Loan Scheme(both in terms of
Maximum number of accounts and eligibility amount under Personal Loan
Scheme). Those officers who are availing of Personal Loans will not be eligible
for any fresh Demand Loans in future.

9.9.2.4 Officers who have availed themselves of ODLS facility can switch over to
Personal Loan Scheme subject to their eligibility and on closing the ODLS limit
and Demand loan. Once an officer converts to Personal Loan Scheme, he will
not be eligible for ODLS facility in future.

9.9.2.5 No further Consumer Loan and Demand Loan will be sanctioned to those
officers who are opting for Personal Loan scheme instead of ODLS. Existing
Consumer Loan and Demand Loan need not be closed prematurily. However
sanctioned limit of such loans will be taken into account while sanctioning any
new loan under Personal Loan Scheme.

219
9.9.3 OVERDRAFT FACILITY

Maximum Rs. 4,00,000/-

Limit
Eligibility A minimum of 5 years of regular service in the Bank (including
period of probation).
Rate of 9.50% at monthly rest.
Interest
Repayment Principal - Lumpsum
Interest - Monthly interest charged to the account should be
remitted to the Overdraft account as and when
applied.
Period 24 months (Renewal will be permitted only on completion of 24
months from the date of disbursal).
Purpose The amount of Overdraft shall be used for genuine personal
purposes and to meet exigencies and contingencies. The facility
should not be used for speculative and / or business purposes or
for such other types of activities / purposes.
Security Nil
Notional An amount equivalent to 1.25% of the Overdraft limit
EMI sanctioned will be taken into account (by notional calculation)
to arrive at the maximum permissible deduction from salary
towards all loans availed of / proposed to be availed of by the
officer.
Remittance Monthly salary and all allowances payable to the officer by the
to the Bank shall be credited to the Overdraft account.
Overdraft
account
Documents C129, C95, Letter of Authority as per Annexure 11, Agreement
for Overdraft facility (C-884)
Overdue Interest at the rate of non-priority personal loans plus penal
Interest interest will be charged in the ODLS account for the period
which the account remains overdue due to non-renewal of the
account.

220
 Sanctioning Principal Officer, HR Employee Relations and Operations
Authority

Other Conditions of Overdraft Facility

I. Officers who avail themselves of the Overdraft facility should close their
Personal Loan and Consumer Loan (erstwhile scheme), if any, outstanding, with the
proceeds of the ODLS.

II. The officer should be regular in attendance, consistent in salary earnings

etc, to be eligible for the Overdraft facility.

III. An irrevocable letter of authority as per Annexure 11 shall be submitted

along with the loan application.

IV. Overdraft facility shall be disbursed only from the branch where salary of the
officer concerned is being credited on a regular basis.

V. Sanction and disbursal of Overdraft facility will be subject to all the general
norms applicable for loans and advances to officers of the Bank.

VI. The ODLS account will be allowed to be transferred to another branch only at
the time of renewal of the account i.e. after completion of 2 years from the date of
availment of ODLS or previous date of renewal.

9.10 Scheme for Advance against National Savings Certificates

(i) Eligibility All Officers including probationers in the service of the

Bank

(ii) Amount Maximum 90% of the issue value of NSC and the accrued
interest thereon.

(iii) Period Maximum period of the loan shall be the number of

months remaining for the maturity of the national savings
certificates.

221
 (iv) Rate of Rate of Interest applicable to the National Savings
Interest Certificates plus 1%, subject to a maximum of 11.50% at
quarterly rest. (When NSCs bearing different interest
rates are clubbed together to sanction the advance, the
interest chargeable for the full amount of advance will
be the highest rate of interest of the NSCs submitted as
security plus 1%, subject to a maximum of 11.50%)

(v) Security National savings certificate duly pledged in Bank's

favour.

(vi) Repayment 25% of the loan amount has to be repaid by 36 equal

monthly installments by way of deduction from salary, if
the loan amount exceeds 67.5% of the present value of
the NSC available on the date of availing the loan.
However, if the loan amount is availed within 67.5% of
the present value of NSC or if repayment of 25% of the
loan amount is made either by deduction from salary or
by part/lump sum remittance, no further deduction from
salary towards installments need be insisted. In case the
period of advance is less than 36 months, 25% of the loan
amount shall be repaid in equal monthly installments and
the balance in lump sum.

(vii) Documentation C95, 129, NSC transferred in the name of the Bank (If the
period of loan exceeds three years C 95 is not required)

9.11 Personal Computer loan scheme

(i) Eligibility All officers confirmed in the service of the Bank.

(ii) Amount Rs. 1,10,000/-

(iii) Rate of interest 5.25% Simple

(iv) Maximum period 120 months (Principal & Interest in the ratio 2:1)
of loan

222
 (v) Security Computer and accessories purchased out of the loan
amount.

(vi) Margin Nil

(vii) Repayment By equal monthly installments by way of deduction from

salary

(viii) Documentation 129 and 466N

(ix) Other terms & Within the total eligibility of Rs. 1,10,000/-, Rs.
conditions 45,000/- could be availed as a separate loan for
purchasing Mobile Phone or Tablet.
Officers who are not availing of the maximum loan
amount of Rs. 1,10,000/- at the first instance, will be
allowed to avail of the remaining portion of the
maximum limit, for the purpose of purchase of
accessories like printer, modem, stabilizer, etc. and
upgradation for the existing system on a later date. This
facility will be allowed up to a maximum of three
occasions during the entire service, subject to overall
limit. However, in these cases maximum period of 120
months will be reckoned from the date of availing of the
original loan.
A fresh loan is permitted only on completion of 5 years from the date of availment of
previous loan upon closure of the existing loan.

Reimbursement- Online Purchases: Computer Loan will be sanctioned on

reimbursement basis for purchase of laptop/desktop computer from online stores.
For claiming reimbursement, the following documents shall be submitted along with
the loan application:
• Order Details
• Tax Invoice
• Proof of payment to dealer/seller and evidence for purchase of items-
Account Statement, Payment receipts etc.

Claim for reimbursement of expenses incurred by the employee himself/herself has

to be submitted within one month. Credit card payments will not be reimbursed. The
facility for reimbursement is applicable only for online purchases. In all other cases,
the existing procedures shall be complied with and direct payment shall be effected
to the dealer, after sanctioning the loan.
223
9.12 Transfer Discomfort Loan

Officers on their transfer to centres outside/within their home states

otherwise than on their request may be granted loan for meeting expenses
incidental to transfer and the details of the scheme is given below:

(i) Eligibility Officers who are transferred to outside/within their

home state, otherwise than on request. In case of
transfer within home state, only those Officers will be
considered for Transfer Discomfort Loan who change
the place of residence with family and change the
educational institution/s of child/children, on account
of transfer.

(ii) Purpose For meeting urgent and unforeseen expenses caused by

dislocation due to transfer to outside home state.

(iii) Maximum amount Rs. 3,00,000/-

(iv) Rate of Interest 8 % Qtly rest

(v) Period of loan 36 months

(vi) Repayment In 36 equal monthly installment including interest by

way of deduction from salary.

(vii) Documentation C 95, 129

Other terms and conditions:

9.12.1. In case where both husband and wife are transferred, as stated above to the
same centre, only one of them will be eligible for the loan.

9.12.2. The application for the transfer discomfort loan shall be submitted within
three months from the date of the transfer order.

9.12.3. A subsequent loan may be considered even before expiry of 36 months from
the date of availing the previous loan on transfer of the officer concerned to
another outside home state centre without his request subject; however to
the condition that only one loan under this head will be permitted to be
outstanding at a time.

224
9.13 Advance rent loan
1. Eligibility All Officers who are confirmed in the service of the Bank and
eligible for leased accommodation. (only in cases where the
landlord has demanded rent in advance)

2. Maximum A1 & A2 centers

loan amount
1. Actual amount of advance rent payable, subject to a
maximum amount of six months rental ceiling applicable
to the scale of the officer concerned at the centre.
2. In the case of Officers working at branches / offices in
Bangalore, maximum loan amount will be actual amount
of advance rent payable, subject to a maximum amount
of twelve months rental ceiling applicable to the scale of
the officer concerned at the centre.
3. In the case of Officers working at branches/offices in
Chennai, Mumbai and New Delhi, maximum loan amount
will be actual amount of advance rent payable, subject to
a maximum of nine months rental ceiling applicable to
the scale of the officer concerned at the centre.

A3 & C Centers a n d centers coming under the Urban

Agglomeration of Kochi, Kozhikode and Thiruvananthapuram

Actual amount of advance rent payable, subject to a

maximum amount of three months rental ceiling applicable
to the cadre of the officer concerned.

Notes:

1. Classification of A1, A2, A3 & C Centers Refer Annexure

12.
2. For the purpose of fixing of rental ceiling in respect of
leased accommodation, the centers coming under the
Urban Agglomeration of Kochi, Kozhikode and
Thiruvanathapuram will be treated on par with the
centers coming under the respective Corporation Areas.

225
3. Interest Rate Nil

4. Purpose To pay rent in advance, if demanded by the landlord as a

condition to lease out the house / flat

5. Repayment Lump sum

6. Period Period of Advance Rent Loan shall be the period of lease or the
period up to the date of happening of any of the following:

1. The Officer vacating the house / flat for any reason.

2. The Officer being relieved on transfer from the branch /
office where he / she is working, unless specifically
permitted by the Bank to continue to occupy the same
house / flat.
3. On cessation of service on account of any reasons.
4. On expiry of the lease, if any of the parties to the lease
agreement is not willing to renew it.
5. Landlord requests for vacating the house / flat even
before expiry of the lease and Bank advises the Officer to
vacate the house / flat.
6. The Bank directs the Officer to vacate the house / flat for
any reason.
7. The account shall be opened in Finacle initially for 36
months. In case the residence for which Advance Rent
Loan was availed of is not shifted after 36 months, the
ARL can be continued after getting permission from HR-
Employee Relations & Operations.

7. Papers / 1. Loan application in Fed E HRM

Documents to 2. Demand Letter from the landlord incorporating name and
be forwarded address of the landlord and seeking advance rent and an
to HR undertaking to refund the advance amount to the officer
Employee concerned at the time of his / her vacating the
Relations and house/flat.
Operations 3. Letter of request by the applicant-officer as shown below.

8. Documents C 95 and C 129

9. Sanctioning Principal officer, HR Employee Relations and Operations

Authority

226
General terms and conditions:

9.13.1 The clause of payment of Advance Rent by the Officer need not be
incorporated in the lease agreement unless insisted by the landlord and
specifically permitted by the Bank. If the lease agreement is executed
between the landlord and the Officer concerned, the clause of payment of
Advance Rent may or may not be incorporated in the lease agreement.
9.13.2 Advance Rent already paid by the Officer will NOT be reimbursed by the Bank
as Advance Rent Loan.
9.13.3 No other Advance Rent Loan should be outstanding in the name of the Officer
while applying for a fresh Advance Rent Loan.
9.13.4 Application for sanction of house rent for leased accommodation should be
forwarded along with the application for Advance Rent Loan.

9.13.5 Refinements in Staff Loan Schemes - Advance Rent Loan

As per Circular No.3967/HR ER & OPS / 2014, dated 11/03/2014, Advance Rent Loan
facility is also extended to all Probationary Officers. This in turn will help to mitigate
the financial burden of our Probationary Officers that may be involved in finding a
leased accommodation at their place of posting.

The features of the Scheme are:

Eligibility All Probationary Officers

Amount 50% of the eligibility applicable to the place of
posting for confirmed Officers in the respective Scale
or 50% of the amount to be paid as Advance Rent,
whichever is less.
Other terms & Direct payment shall be made to the landlord.
conditions Reimbursement of expenses is not envisaged.
Papers to be forwarded • Hard copy of the loan application, entered and
to HR- Employee duly forwarded in Fed-e-HRM.
Relations & Operations • Demand Letter from the landlord incorporating
name and address of the landlord and seeking
advance rent and an undertaking to refund the
advance amount to the Officer concerned at
the time of his / her vacating the house/flat.
• Letter of request by the applicant-Officer (FB
08/2008, Part IV)

227
 All other terms and condition of the Advance Rent Loan Scheme remain the same.
Officers shall place the request in Fed e HRM through the navigation Self Service-
>Loan Application->Staff Loan application->Advance Rent Loan.

9.14 Gold loan

Gold loan to a confirmed / probationary Officer for personal purpose upto a

maximum amount of Rs. 10,00,000/- may be sanctioned at the branch level and the
limits sanctioned by different branches should be reckoned for arriving at the
eligibility. Declaration in the specified format appended as annexure- 13 shall be
submitted by the officer concerned. The loan may be sanctioned for a period up to
one year and the repayment has to be made in lump sum. The rate of interest
chargeable to the loan will be 7.50% (Qtrly rests). The rate per gram will be the
rate fixed by the Bank from time to time. Gold loans in excess of Rs. 10,00,000/-
(aggregate limit sanctioned in respect of all outstanding gold loans in different
branches) may be sanctioned by HR Employee Relations and Operations. If
sanctioned, gold loans in excess of Rs. 10,00,000/- shall bear interest as applicable
to the general public.

9.15 Facility for purchase of cheques

Officers of the Bank will be permitted to get cheques drawn in their favour by LIC of
India, financial institutions owned by the State Governments, HUDCO, HDFC and PF
Commissioners purchased at par.

9.16 Federal Career Solution loan/Special Vidya Loan scheme to children of

officers

Children of officers of the Bank are eligible to apply for Educational Loans from the
Bank either under Special Vidya Loan Scheme or under Federal Career Solution Loan
Scheme, subject to their eligibility in respect of the norms/stipulations of the
respective schemes, as amended from time to time.

While seeking permission to join as co-obligant for the Federal Career Solution Loan/
Special Vidya Loan and/or for creating additional charge on the property already
mortgaged to the Bank as security for Housing Loan, officers shall submit their
requests in the applicable format given in Annexure 14 and 15, to HR Employee
Relations and Operations. (Annexure 16 – Federal Career Solution Loan, Annexure 17
– Special Vidya Loan)

228
Salient features of the facility:

9.16.1 Processing fee, valuation fee and pre-closure charges in respect of Federal
Career Solution Loan and Special Vidya Loan in the name of children of officers are
waived. Margin applicable will be nil for studies in India and 10% for studies abroad.

9.16.2 The stipulation of periodical repayment of interest (quarterly/ monthly)

applied during the course completion period, is waived in respect of loans availed of
by children of the officers of the Bank, under Special Vidya Loan Scheme.

9.16.3 Where Equitable Mortgage of land is accepted as collateral security the

value of the collateral security shall not be less that 120% of the loan amount.

9.16.4 The rate of interest applicable on all loans to be sanctioned under Special
Vidya Loan Scheme w.e.f. 01/01/2021 shall be fixed @8%. The Floating Rate
mechanism, linked to MCLR, applicable to Special Vidya Loans availed by children of
employees will be dispensed, effective from 01.07.2019. Periodic changes in the
MCLR shall not be applicable from thereafter. In the case of children of officers of
the Bank, Special Vidya Loans are being granted without insisting on servicing of
interest periodically. No further concession would be admissible to Special Vidya
Loan to children of officers of the Bank, even if interest is serviced periodically, as
the loan is already enjoying a concessional rate of 8% (Fixed).

9.16.5 Rate of interest applicable for Federal Career Solution Loans availed of by
children of officers of the Bank is as follows:
Loans upto and including Rs. 4.00 Lakh (limit sanctioned) 7.00%
Loans above Rs. 4.00 Lakh (limit sanctioned) 7.50%

Above rates will be applicable for existing Federal career Solutions Loans/ Federal
Vidya Loan accounts w.e.f 01.07.2019.

9.16.6 Educational Loans to children of officers of the Bank will be disbursed, as

far as possible, from the branch where the Housing Loan of the officer is
maintained, if the same property is proposed to be taken as security for the
Educational Loan. For valid reasons, the Educational Loan may be disbursed from
another branch, subject to compliance of normal rules/ procedures.

9.16.7 Those officers who wish to extend the period of loan beyond his/her date
of retirement (up to 70 years of age) shall comply with the following conditions: -

• If the total of installments of all loans is less than or equal to 75% of monthly
229
 pension, then the requirement of security deposit is not needed, subject to
the compliance of other terms and conditions in this regard.
• If the total of installments of all loans exceeds 75% of the monthly pension,
then he/she has to deposit at the time of superannuation either an amount
not less than 100% of the outstanding amount in the Federal Career Solutions
Loan account including the undisbursed portion, if any Or an amount which
would earn interest at least equal to the portion of installment by which the
installment exceeds 75% of the pension payable, whichever is less.

9.17 Advance against LIC policy

The Bank may grant advance to officers against the security of LIC policy on the
following terms and conditions:
(i) Eligibility All officers confirmed in the service of the Bank

(ii) Amount 85% of the surrender value of the policy

(iii) Period 36 months (lump sum)

(iv) Interest 8.75% Qtly Rest

(v) Documentation C 730, 95, 129, 200, 188 and 88

9.18 Flood relief loan

The Bank may grant advance to those officers who have sustained damage/loss due
to flood, in their place of posting or at the place of residence, on the following
terms and conditions.

(i) Eligibility All officers working in flood affected areas/

districts

(ii) Amount Rs.25000/-

(iii) Period Maximum 30 monthly installments

(iv) Interest Interest free

(v) Purpose Flood Relief

(vi) Repayment Equal Monthly installment by way of

deduction from salary

(vii) Documents Loan Applications, DPN and C129

230
 (viii) Security Nil

Other terms & conditions:

9.18.1. Deduction of installment towards the loan shall not be included while
arriving at the maximum permissible deduction from the salary of the
employee towards various loans.

9.18.2. The applicant employee has to submit a declaration regarding the loss
sustained by him/ her in the flood/ heavy rain.

9.18.3. The hardcopy of the application need not to be forwarded to the sanctioning
authority. However, a scanned copy of the declaration shall have to be
invariably forwarded. However, Branches shall ensure that duly signed copy of
the loan application and the declaration are obtained and filed at the branch
on disbursal of the loan.

9.18.4. If two or more members of the same family / joint family are employed in
the bank, loan will be sanctioned to only one among them.

9.18.5. Loan application received within a month of announcing of the scheme will
only be considered for sanction.

9.18.6. The scheme shall not be extended to employees who are on unauthorized
absence, sabbatical leave, facing disciplinary proceedings.

9.19 Special Marriage Loan

A special loan scheme exclusively for the purpose of marriage of

son/daughter/sister will be considered for sanction to officers of the Bank, up
to a maximum amount equivalent to the balance outstanding under officers
contribution in the provident fund account less the amount outstanding under
the PF loan, if any, availed of by the officer subject to the following terms
and conditions.

231
(i) Eligibility All officers having ten years of confirmed service in the
Bank.

(ii) Maximum • Balance outstanding under officer’s contribution in

amount of loan the PF account of the officer concerned less amount
outstanding under PF loan, if any, availed of by the
officer.
• In the case of Special Marriage loan applied for the
marriage of son, the maximum eligible loan amount
shall not be in excess of 50% of the net balance
outstanding under Employee’s contribution to
Provident Fund Account after deducting the balance
in the SPH, if any; subject to other existing terms
and conditions.

(iii) Rate of interest Same rate of interest (with quarterly rests) as that of
the interest applicable to PF account with the PF Trust.

(iv) Maximum Till the date of retirement of the officer.

period of loan

(v) Repayment An amount of Rs.100/- per month per rupees one lakh
and part thereof will be recovered from the salary and
the balance amount from the terminal benefits.

(vi) Purpose Loans will be considered for meeting the expenses in

connection with the marriage of daughters/sisters of the
officers.

(vii) Documentation/ 1. Application in Fed E HRM

Papers to be 2. Declaration regarding the amount of expenses to be
submitted incurred.
3. Letter of authority (as per the format given in
annexure 18)
5. C 464
6. Undertaking regarding nominees (as per the format
given in annexure 19)

(viii) Special terms & 1. An irrevocable letter of authority to adjust the loan
conditions amount from the terminal benefits such as PF, Gratuity,
leave encashment, GSLI or under any other benefits
shall be submitted.

2. Nominees of PF shall join as co-obligant.

232
 3. PF loan, if any outstanding in the name of the officer
shall be closed before availing of the loan (declaration
to that effect shall be submitted along with the
application). Alternatively, the net amount after
deducting the outstanding PF loan will only be
considered for sanction.

4. During the pendency of the loan the officer

concerned will not be allowed to change the nomination
submitted by him to the PF Trust. If there are minor
nominees in the nomination already submitted by the
officer with the PF Trust he shall file fresh nomination
in the name of major nominees alone before availing of
the facility.

5. Officers will be allowed to avail of/renew the Special

Marriage/Housing Loan only four times during the entire
period of service. However, one Special Housing Loan
and one Special Marriage Loan each or two Special
Marriage Loans are permitted to be outstanding in the
name of the employee, at any time.

6. Monthly recovery towards the loan availed of under

this scheme shall also be taken into consideration for
calculating the total percentage of permissible
deduction from salary.

7. Further PF loans will not be sanctioned during the

pendency of Special Marriage Loan.

8. If the loan amount is misutilized, the entire loan

amount shall be repaid along with interest as applicable
to other Non-Priority Personal Loan. Further,
disciplinary action is liable to be initiated against the
officers concerned. End use of the funds shall be
ascertained and confirmation to that effect shall be
forwarded to HR Department by the Branch from where
the loan is disbursed

Note: Wherever instructions are issued regarding Fed-e-HRM implementation,

the relevant rules are amended to that extent.

233
10. Miscellaneous

10.1 Adhoc and temporary incentives to officers posted in north eastern region

10.1.1 Officers transferred from other parts of the country to north eastern region
shall become eligible for posting to a place of their choice after working in
the said region for a minimum period of two years. Such officers may submit
written request showing a choice of three centres. Subject to availability of
appropriate vacancy in those centres and depending upon exigencies the
request for posting to such centres for a period of three years will be
considered.

10.1.2 Officers transferred from other parts of the country to north eastern region
shall be permitted to retain at the previous place of posting or to occupy at
any other place of their choice, Bank's quarters for occupation of their family
members. Rent ceiling will be as per their eligibility.

10.1.3 Those officers who on transfer to north eastern region retain/occupy Bank's
quarters outside north eastern region would be eligible for free single
accommodation appropriate to their status at the place of posting in north
eastern region. Rent ceiling for the purpose of such accommodation shall be
75% of the amount prescribed for residential accommodation for the
scale/centre. Alternatively, if the officer does not occupy/ retain Bank's
quarters outside north eastern region, he will be eligible for quarters at his
place of posting as per the rules in force.

10.1.4 Officers transferred from other parts of the country to north eastern region
shall be permitted to draw mid-academic transfer allowance for the entire
period of their posting in north eastern region irrespective of their date of
transfer provided the school going children of such officers do not join them
at the place of posting in north eastern region.

10.1.5 An officer transferred from other parts of the country to north eastern
region shall be permitted to avail himself of leave travel concession once in a
year to visit the place where his family stays. Mode and class by which he
may avail himself of leave travel concession once in a year shall be the same
as in the case of travel on transfer. Besides, during the normal four years
block of leave travel concession, the officers shall be eligible to claim leave
travel concession for members of his family once in two years for travel from
home town/ place of domicile to the place of posting of the officer in north

234
 eastern region and back. Alternatively, he may claim leave travel concession
for family in one block of two years and in the other block he may travel
from place of work to any place in India by the shortest route. However,
under no circumstances, an officer will be eligible to go on leave travel
concession more than once in a calendar year.

10.1.6 Officers transferred from other parts of the country to north eastern region
shall be eligible for ad hoc out of turn increase in salary during the days they
work in a post in the north eastern region. The allowance shall be at the rate
of 20% of Basic Pay of the Officer concerned, with minimum of Rs.3,000/-
p.m. and maximum Rs 7,500.00 p.m. If the employee is absent for 22 days or
more in a month, the eligibility for drawing NER allowance shall be limited to
50% of the normal eligibility for the month, otherwise he / she shall be
eligible for the full allowance. If the employee is absent on all the working
days in a month, the employee will not be eligible for drawing the NER
allowance for that month.

10.1.7 Only those officers who do not belong to the north eastern region and
transferred to the region from other parts of the country are eligible for the
incentives mentioned above. North eastern region for the purpose of these
incentives shall consist of Assam, Manipur, Meghalaya, Nagaland, Tripura,
Arunachal Pradesh and Mizoram.

10.1.7.a. Such of those officers who belong to North Eastern Region posted to any
of the branches in North Eastern Region, will not be eligible for the
allowance.

10.1.7.b. Eligible Officers posted to Northeastern Region will be paid the

allowance w.e.f. the date of joining at the Branch.
10.1.7.c. North Eastern Region allowance will not be counted for DA, PF, HRA, CCA
or any other allowance.

10.2. Honouring officers on completion of 25 years of continuous service

10.2.1. Officers who have completed 25 years of continuous service in the Bank will
be honoured by the Bank by presenting them a Milestone Award.

10.2.2 Training period, if any, shall also be taken into account for calculating the
length of service and hence the period of 25 years of continuous service in
the Bank shall be counted from the date of joining of the officer concerned in
the Bank.
235
 10.2.3 The officers who are declared as eligible to receive Milestone Award will be
presented with a plaque / memento in addition to an amount of Rs. 15,000/-
that will be credited centrally to the salary account of the eligible employee.

10.3 Scheme for award of scholarships to the children of officers of the Bank

10.3.1. Eligibility

The scholarship will be awarded to the children of Officers in Scale I to III who
secure specified minimum marks in the qualifying examinations. The children will be
eligible for scholarship from the 4th standard at school level and upto postgraduate
level at college, studying for all government recognised courses in any educational
institution including parallel college. Those who are studying for professional courses
such as medicine/ engineering/management studies including MCA, MBA, MBM etc
are also eligible for the scheme. Students undergoing studies for general nursing will
also be treated as eligible for scholarship under the scheme, provided the
examinations of the courses are conducted by a state/central government.

10.3.2. Scale of scholarship

Amount of Scholarship to children studying in/for Rs. 3800/- per Academic

STD IV, V, VI & VII Year
Amount of Scholarship to children studying in/for Rs. 4800/-per Academic
STD VIII, IX, X, XI & XII Year
Amount of Scholarship to children studying in/for
Rs. 5900/- per Academic
BA, BSc, LLB, other degree Courses & Post
Year
Graduate Degree courses like MA, M Sc, M Com,
Amount of Scholarship to children studying in/for
Rs. 7500/- per Academic
Professional courses in medicine/ engineering
Year
/management studies, etc.

A one-time Scholarship of Rs. 12000/- shall be henceforth paid to children of Officers

who have successfully completed CA/ICWA/CS and other similar professional courses,
on or after 01.04.2015. Children shall not get be aged more than 26 years at the time
of certification of course under this category. Officers may submit the claim for
scholarship for the eligible children through Self Service – Allowance & Benefits –
Scholarship for CA/ICWA/CS.

236
10.3.3 General Conditions

10.3.3a. Officers are eligible to claim scholarship in respect of a maximum of two

children. However the age of such children shall not exceed 24 at the time of
studying for the course. In case of officers having more than two children, any two of
them will be treated as eligible for scholarship at a time, subject to other norms.
When an officer has more than two children, scholarship cannot be claimed for a
third child for the reason that one of the children for whom scholarship was claimed
earlier had now become ineligible for the same.

10.3.3b. The scholarship will be granted for one year initially and can be renewed
annually up to postgraduate level (but not for doctorate level course), provided, the
child obtains at least the stipulated minimum marks in each subsequent qualifying
examination. The scholarship payable to the child in the 4th standard will be based
on the stipulated marks obtained in the qualifying examinations, i.e. marks obtained
in 3rd standard.
10.3.3c. The aggregate of minimum marks required to be scored by a student to
become eligible for the scholarship from the Bank shall be as under:

(i) For children of officers (other than SC/ST) 60%

(ii) For children of officers (SC/ST) 55%

10.3.3d. In the case of subjects in humanities for intermediate / graduate/post

graduate courses, the percentage of minimum marks for this purpose will be less by
10% than the percentage stipulated above.

10.3.3e. For renewing the scholarship for each academic year, the officer has to
submit an application which shall be supported by attested true copies of original
statement of marks/ certificates issued by school/ college/institution. The
attestation shall be done both by head of the institution and by the officer
concerned.

10.3.3f. Scholarship will be sanctioned in eligible cases on the basis of the marks
scored by the students for the qualifying examination throughout the period of the
course to which they are admitted, instead of relying upon the marks of
examinations conducted during each year of the course, subject to the following
conditions.

(a) The eligibility for scholarship will be limited to the duration of the course to
which the students are admitted.

237
(b) The officers concerned should obtain and submit necessary certificates from the
institutions in which their children are studying showing that the students are
undergoing the subsequent year/s of study.

(c) The scholarship will not be admissible to a student if he is detained / not

promoted during a particular year of study.

10.3.3g. While calculating the percentage of marks for this purpose, marks secured
by the students for subjects which are considered for ranking distinction, first class
etc. only will be taken into account. Wherever marks are awarded in terms of grade,
conversion of grades into percentage should be ascertained from the institutions.

10.3.3h. In case of diploma courses, if the status of the courses is that of degree,
scholarship will be paid on the same lines as scholarship is payable to degree
courses. In other cases, lower scholarships as applicable to intermediate level (XI or
XII STD) will be paid.
10.3.3i. If both the husband and wife are employed in our Bank, only one among
them can claim scholarship for two of their children, who are otherwise eligible.

10.3.3j. Bank's scholarship is not to be granted where the child is in receipt of

another scholarship/stipend from the institution or from any other source. However,
if the amount of scholarship being received is less than the amount of Bank's
scholarship, the difference may be paid by way of scholarship by the Bank. In cases
where the children are getting loan scholarship, it will be treated that they are not
getting scholarship, as loan scholarship is to be repaid. Similarly, the amounts of
cash awards, incentives etc, if any, received by the students from other agencies
/organizations as a one-time payment will also not be reduced from the amount of
scholarship granted / to be granted by the Bank.

10.3.3k. The scholarship is payable at the discretion of the Head of HR Department

in cases where the scholar is unable to appear for examination because of illness or
other circumstances. This exemption would be available only once in the child's
academic career. It can be, however, sanctioned again for the next class subject to
the laid down rules.

10.3.3l. In case of retirement of the employee, the scholarship will be continued till
the end of the academic year of the child.

10.3.3m. Application for grant of scholarship shall be made within two months from
the date of admission of the student to the course to which he has been admitted.

238
10.3.3n. The scholarship payable to both day-scholars and boarders will be at the
same rates.

10.3.3 o. The scholarship shall be sanctioned only if the application is submitted

within the same academic year.

10.3.4. Effect of disciplinary action

10.3.4 a. Where an officer has been suspended, his child will not be eligible to draw
scholarship till the suspension is withdrawn. In other cases involving disciplinary
action, the scholarship will continue to be granted/ sanctioned to the eligible
children of officers in the usual manner.

10.3.4b. If during the currency of an academic session, an officer is suspended, the

scholarship being drawn by the child of such officer will be stopped and during the
currency of suspension sanction/grant of scholarship will not be considered.
10.3.4 c. In cases where scholarship was not granted in terms of rules mentioned
above, if the suspension of the officer is lifted, the scholarship may be
granted/sanctioned from the date it was stopped or from the date the child became
eligible for the same.

10.3.5 Mode of disbursement

10.3.5a. The children will be eligible for scholarship for the whole year (12 months).
The periodicity of payment of scholarship shall be once in a year in lump sum. The
amount of scholarship shall be debited to profit & loss 'staff welfare expenses' and
the same shall be credited to the account of the parent officer.

10.3.5b. The application for award of scholarship is to be made in C731.

10.4 Incentive for promoting small family norms

10.4.1. All officers who or whose spouse adopt small family norms would be eligible
for a lump sum incentive of Rs. 500/- subject to other terms and conditions in this
regard.

10.4.2 The officer claiming incentive for promoting small family norms must be
within the reproductive age group i.e.

a. In the case of male officer, he should not be over 50 years and his wife
should be between 20 to 45 years of age

239
 b. In the case of female officer, she should not be above 45 years of age and her
husband should not be over 50 years of age.

10.4.3 The sterilization operation must be conducted and sterilization certificate

must be issued by:-
a. hospitals/clinics covered under the government schemes for promoting small
family norms; or
b. Hospitals/nursing homes which are recognized under the "scheme for
reimbursement of hospitalization expenses", in vogue in the Bank.

10.4.4 The sterilization operation may be undergone either by the officer or by the
spouse.

10.4.5 In case both the husband and wife are employed in our Bank, only one of
them will be eligible to receive the amount of incentive from the Bank.
10.4.6 Request to grant the incentive shall be submitted by the eligible officer to HR
Administration Division.

10.5 Incentive for own deposits

10.5.1 Officers and retired officers of the Bank will be paid interest @ 1% above the
prevailing rate for resident savings bank or resident term deposit accounts standing
in their name or in their name jointly with their spouse and/or children or family
members who are dependent on him. This is applicable only for resident savings bank
or resident term deposit and short notice accounts. Declaration has to be given by
the depositor that the amount deposited belongs to himself. Retired officers include
officers who had taken voluntary retirement as per the terms of The Federal Bank
(Employees’) pension rules 1995 or any special voluntary retirement scheme
announced by the Bank. Dismissed/terminated officers and resigned officers will not
be considered as retired officers of the Bank for this purpose.

10.6 Reimbursement of cost of letter heads/visiting cards

10.6.1 All officers in scale I who are confirmed in the service of the Bank will be
allowed to get letter heads/visiting cards printed and they will be reimbursed cost
up to Rs 200/- in a financial year for this purpose.

10.6.2 All officers in scale II who are in charge of branches/ offices and all officers in
scale III will be allowed to incur a maximum amount of Rs.450/- per financial year
for printing of visiting cards and letter heads. Other officers in scale II will be
permitted to incur a maximum of Rs.300/- per financial year for this purpose.

240
 10.6.3 All officers in scale IV and V will be reimbursed cost of printing of visiting
cards/ letter heads not exceeding Rs 600/- per financial year.

10.6.4 Officers in scale VI and above will be eligible for reimbursement of actual
amount incurred by them for printing letter heads and visiting cards.

10.6.5 Officers in scale II, III and IV working in metropolitan centres will be
permitted to incur an additional amount to the extent of 50% of the specified limit
and officers in scale V working in metropolitan centres will be permitted to incur an
additional amount to the extent of 100% of the specified limit for this purpose, if
necessary.
10.6.6 Manager-designates on duty at the centres before opening of new branches of
the Bank will be permitted to incur expenses of printing of visiting cards at a cost
not exceeding Rs 300/- over and above their usual eligibility.

10.7 Combined eligibility for reimbursement of residential telephones/ Mobile

phone charges

10.7.1. Officers are permitted to take residential telephone connection from the
service provider of their choice and avail the benefits of special schemes offered
including Internet rent and usage charges etc within their total combined eligibility.
The charges for land phone will be reimbursed on submission of relevant bills and
charges for mobile phone will be on declaration basis subject to the following total
limit.

Category Officers Combined

eligibility
Relationship Officer in scale I & II Rs. 3,000/- pm
Principal Officer of branches in scale I & II Rs. 3,500/- pm
Officers in Scale III (working other than in Rs. 3,800/- pm
Branches and Relationship Officers)
Officers in Scale III (working in Branches) Rs. 4,000/- pm
Relationship Officers in Scale III Rs. 4,200/- pm
Principal Officers of Branches in Scale III Rs. 4,500/- pm

10.7.2 Eligible inspecting officers will be reimbursed the actual telephone rent and
the local call charges in respect of their residential telephones as follows:

241
 10.7.3 Eligible inspecting officers on mobile duty will be permitted to have
residential telephones only at their headquarters.

10.7.4 In cases where officers are permitted to use own telephone acquired under
OYT scheme as their official phone, the share of telephone rent adjusted towards
OYT deposit will also be reimbursed by the Bank.

10.7.5 Probationary Officers (who are otherwise eligible) after completion of one
year of service shall be entitled to claim combined eligibility for reimbursement of
Residential Telephone/Mobile phone call charges.

10.8 Reimbursement of mobile phone charges

10.8.1 Officers in Scale I & II who are not eligible for Combined eligibility as
mentioned above shall be eligible for reimbursement of Mobile Phone call charges
incurred for business purpose on declaration basis as given below

Scale Officers (working in Officers (working other

Branches) than in Branches)
I Rs.1,800/- pm Rs. 1,500/- pm
II Rs. 2,350/- pm Rs. 2,050/- pm
Probationary Officers after completion of one year of service shall be eligible to
claim Mobile phone call charges as above on declaration basis.

10.9 Reimbursement of cost of designation boards

10.9.1 Bank will incur cost for exhibiting the designation of Assistant Managers and
above on wooden/ plastic boards and to place the same on the working desk of the
officers concerned. Name of the officers shall also be inscribed in the boards, in the
case of officers in scale II and above. Expenses for the above purpose will be
incurred by branches after obtaining necessary sanction from the competent
authority.

10.9.2 Exhibiting the designations as above shall be done only in branches and not
in any other offices.

10.10 Reimbursement of Cost of newspaper

Officers in scale I to III would be reimbursed the cost of newspaper/s subscribed by

them at their residence as follows:

242
 Officers in scale I & II Consolidated amount of Rs. 650/- per month.
Officers in scale III Consolidated amount of Rs. 850/- per month.

Note: Probationary Officers after completion of one year’s probation are also eligible
to claim reimbursement of cost of newspapers.

10.11 Reimbursement of cost of briefcase

10.11.1 Confirmed officers in scale I to III would be reimbursed cost of one briefcase.
Reimbursement of Cost of Briefcase/ Office Bag may be claimed on declaration basis
without submitting bills. The periodicity of Reimbursement of cost of
Briefcase/Office Bag is “Once in three years”. The amount reimbursable is as
follows:

1 Officers in scale I who are confirmed in the service Not exceeding Rs. 6000/-
of the Bank.
2 Officers in scale II & III Not exceeding Rs. 6500/-

10.11.2 Lady officers who are otherwise eligible under the scheme will be
permitted to avail themselves of reimbursement of the cost of one office bag instead
of brief case at their option, subject to the maximum amount of their eligibility as
given above.
10.11.3 An officer who has availed reimbursement under the scheme is eligible to
purchase a new brief case and obtain reimbursement only after completion of three
years from the date of last availment.
10.11.4 The eligible amount shall be sanctioned to the officer concerned by the
principal officer of the branch /office in which the beneficiary is working and to the
principal officer of the branch/ office/ department, by his controller, on receipt of a
written request cum declaration from the officer concerned incorporating the details
of brief case purchased, date on which the facility was availed of earlier etc.

10.12 Reimbursement of cost of cleansing materials

10.12.1 Officers in scale I, II & III will be reimbursed an amount up to a maximum of

Rs. 1400/- per month towards cost incurred for purchasing cleansing materials, on
self-declaration basis. The salary disbursing authorities may sanction the amount to
the officers concerned by debiting "P & L - staff welfare expenses". Officers during
the period of their extra ordinary leave on loss of pay/unauthorized absence are not
eligible for reimbursement of cost of cleansing materials.

243
 10.12.2 Reimbursement of cost of cleansing materials may be claimed by submitting
declaration in form C 852 on a monthly basis.

10.13 Guest House

10.13.1 Bank is maintaining guest houses at Kolkata, Mumbai (Vile Parle and
Andheri), Ernakulam, New Delhi, Munnar, Panaji and Nedumbassery (Near Cochin
International Airport) for the stay of officers on duty/personal purposes. Guest
House at Vile Parle is exclusively for the stay of Executives in Scale IV and above
and Guest House at Ernakulam is reserved exclusively for the stay of Executives
in Scale V and above.

10.13.2 The particulars like address/location, officer in charge of guest house

and contact telephone number are given below:-
GH-New
Delhi
GH- GH- Guest House Gust
Particulars (East GH-EKM GH-Vile Parle
Kolkata Andheri Munnar House -
Patel
Panaji
Nagar)
Flat
1) 37/23,
No.103,
First
Nirman
Floor,
Mayfair Park,
East Patel
Towers, "E"(Federal
Nagar, Mount
Flat 1 G A, Enclave), Flat No.905,
New Delhi Federal ‘Federal Unique
Mayfair Opp. Akruti Erica,
– 110 008 Towers, Manor’, Building,
Road, Sunitha Shraddhanand
2) MD’S Marine P B No.215, Opp to
Address 2,Palm Hospital, Road,Vile
Transit Drive, Munnar – 685 All India
Avenue, Jija Mata Parle (E),
Home Ernakulam- 612, Idukki Radio,
Near Ice Marg, Mumbai - 400
10/17, 682031 District Altinho,
Skating Pump 057
East Patel Panaji -
Rink, House,
Nagar 403001
Kolkata- 19 Andheri
New
(E),
Delhi-08
Mumbai-
400 093.

An Officer Principal Principal Principal

An Officer Principal
at Zonal Officer, Br. Officer, Officer,
at Zonal Officer,
An officer Office, Vile Parle Branch Munnar Branch
Officer in Office, Br. Vile
at New Delhi Panaji
charge Ernakulam Parle
ZO/Kolkata

244
 011 -
25860114
033- 011- 0484- 022 - 0832-
Tel.No. 022-26107747 04865 -2230325
22801254 25885491 2385529 28353789 2228262
(Executive
GH)

10.13.3 Normally the officers visiting Kolkata, Mumbai, Ernakulam, New Delhi,
Munnar and Panaji on official tours are expected to stay at the guest house, if
the tour involves overnight stay. In the case of officers below the level of GMs
who stay at places/hotels other than at Bank’s guest houses at Kolkata, Mumbai,
Ernakulam, New Delhi and Munnar they shall furnish a self declaration at the
time of submitting TA bills, to the effect that the rooms were not available at
the guest house and hence they had to stay elsewhere.
10.13.4 Officers on duty from Inspection & Audit Department are permitted to
occupy Bank’s guest houses at Andheri (Mumbai), New Delhi, Kolkata and Munnar
subject to the following conditions,

a. Accommodation will not be available to inspecting officers during

the vacation season of April and May every year.
b. Officers in charge of the guest houses shall provide alternate
arrangements for the stay of inspecting officers whenever there is demand
for the rooms from other officers and executives.

Allotment of rooms

10.13.5 Rooms will be allotted only on request made through Fed-E-HRM. The
rooms in the Guest House can be reserved 2 months in advance by officers for
themselves and for their wholly dependent family members. Family means only
those persons who are considered eligible for the purpose of LFC/LTC claims.
Head of HR Department is the competent authority to permit officers to extend
accommodation facilities to persons who are not normally included in the
category of eligible persons such as parents, brothers/sisters/in laws, etc. An
officer is permitted to occupy only one room at a time. Officers will be
permitted to occupy room for personal purposes at particular Guest
House/Holiday Home only after the expiry of 60 days from the date of previous
stay.

10.13.6 The rooms in Guest Houses at Kolkata, Mumbai (Vile Parle and

245
Andheri), Ernakulam and New Delhi will not be normally permitted to be
occupied for a period exceeding seven days (168 hours). The rooms in Guest
house at Munnar and Panaji will be permitted to be occupied for a period not
exceeding 3 nights and 2 days (60 hours). For occupation exceeding such periods,
prior sanction shall be obtained from Head of HR Department. Request for
permission in this regard shall be routed through HR Employee Relations &
Operations. No amount will be charged from the employees if the stay is for
official purposes. If the stay is for personal purpose applicable rent shall be
remitted by the employee. In case of non occupation of the room due to any
inconveniences, the employee shall cancel the booking in Fed-E-HRM before the
actual date of occupation otherwise the employee is liable to pay the applicable
room rent for the booking period. Accommodation will not be permitted in Guest
Houses/Holiday Homes to employees working in the same centre.

10.13.7 Officer in charge of the guest house shall allot the rooms as per request
subject to the availability of room. He shall be responsible for maintenance of
the occupancy register at the guest house wherein the details such as name of
the officers, designation, branch/office, date and time of arrival at the guest
house, date and time of departure from the guest house, number of persons who
occupied the room/s will be recorded. Officer in charge has to forward the
bills/vouchers related to the maintenance of Guest House during a particular
month along with debit/credit advices so as to reach to Corporate services
Department on or before the 10th day of the succeeding months. Bills/vouchers
related to the expense incurred under repair shall be submitted to competent
authority for sanction.

Billing

10.13.8 No amount will be charged from the officers for their stay at the guest
house if they are on official duty. However, if the stay at the guest house is for
non-official purposes, an amount of Rs.200/- per day per room when rooms are
provided and Rs100/- per bed when bed wise allotments are made will be
charged. The occupant officers are eligible to be reimbursed halting allowance
as per rules for the number of days of their stay at the guest house, if they are
on official tour.

Breakfast

10.13.9 A nominal amount of Rs.10/- per breakfast and Re.2/- for tea/coffee
provided to the occupants both on official and non-official tour which shall be
remitted at the guest house against bills at Kolkata , Ernakulam, New Delhi and
Vile Parle guest houses. Occupants of guest houses at Mumbai (Andheri) may buy
246
the ingredients at their cost and prepare food items and tea in the kitchen with
the help of room boy. All the required facilities like cooking gas, utensils, etc.,
are provided in the kitchen.

10.14 Holiday Home

10.14.1 The particulars like address/location, officer in charge, contact

telephone No. etc of holiday homes at Bangalore and Mumbai are given
below:-

Bangalore Mumbai
Address/ Holiday Home Holiday Home, Flat No.102,
Location No.401, 3rd Floor, Nirman Park "E"
“Shilpa” 45, (Federal Enclave) Opp. Sunitha
Rangarao Road, Hospital, Jija Mata Marg, Pump
Shankarapuram, House, Andheri (E),Mumbai-400
Basavanagudi, 093
Bangalore - 4.
Officer in Principal officer Principal officer of branch
charge of Branch Mumbai/Vile Parle.
Bangalore
Basavanagudi
Telephone 080-22422430 022-28245196
No.
Maximum 3 days & 2 nights 3 days & 2 nights .
Period of
stay

247
Holiday home at Basavanagudi is approximately fifteen kilometers away from
Bangalore Airport, five kilometers from Lalbagh, eight kilometers from
M.G.Road and two kilometers from R.O/Bangalore. Br. Bangalore/
Basavanagudi is the branch nearest to the holiday home, at a distance of ½
kilometers. Holiday home at Mumbai is approximately six kilometers from Santa
Cruz airport and approximately three kilometers from Andheri railway station.
The nearest branch to the holiday home is branch Andheri at a distance of
three kilometers.

10.14.3 Rooms will be allotted only on request made through Fed-E-HRM. The
rooms in the Holiday Home can be reserved 2 months in advance by officers for
themselves and for their wholly dependent family members. Family means only
those persons who are considered eligible for the purpose of LFC/LTC claims.
Head of HR Department is the competent authority to permit officers to
extend accommodation facilities to persons who are not normally included in
the category of eligible persons such as parents, brothers/sisters/in laws, etc.
An officer is permitted to occupy only one room at a time. Officers will be
permitted to occupy room for personal purposes at particular Guest Holiday
Home only after the expiry of 60 days from the date of previous stay.

Allotment of rooms

10.14.4 There are three spacious bed rooms each in the holiday homes at
Bangalore and Mumbai, in addition to drawing cum dining room and kitchen.
Each bed room will be allotted to an employee/family as per request. One out
of the three bedrooms of the holiday homes is reserved for the use of officers
and the remaining two rooms are reserved for the use of award staff members.
The members of staff working in the city branches/RO in Bangalore will not be
normally permitted to occupy the holiday home at Bangalore. Similarly the
members of staff working in the city branches/Regional Office in Mumbai will
not be normally permitted to occupy the holiday home at Mumbai.

10.14.5 The room reserved for officers will be allotted to the officers only.
However, if there is/are room/s available in a different category, the officer in
charge of the holiday home can allot the rooms irrespective of the category of
the applicant. This discretion shall however, be exercised by the officer in
charge of the holiday home only on the previous day of the proposed
occupancy.

10.14.6 The rooms in Holiday Homes at Mumbai and Bangalore will be

248
 permitted to be occupied for a period not exceeding 3 nights and 2 days (60
hours). For occupation exceeding such periods, prior sanction shall be obtained
from Head of HR Department. Request for permission in this regard shall be
routed through HR Employee Relations & Operations. No amount will be
charged from the officers if the stay is for official purposes. If the stay is for
personal purpose applicable rent shall be remitted by the officer. In case of
non occupation of the room due to any inconveniences, the employee shall
cancel the booking in Fed-E-HRM before the actual date of occupation
otherwise the employee is liable to pay the applicable room rent for the
booking period. Accommodation will not be permitted in Holiday Homes to
employees working in the same centre.

Furniture

10.14.7 The holiday homes are fully furnished. Occupants shall handle the
furniture with due care and keep the room/premises neat and clean.

Billing

10.14.8 An amount of Rs.200/- per day per officer/family will be collected for
each room. The amount shall be remitted by the officer on the day they
reserve the room/s. The accounting of the remittance will be done at branch
Bangalore Basavanagudi/branch Mumbai Vile Parle.

Kitchen facility

10.14.9 As there are basic amenities at the kitchen such gas connection, gas
stove, crockery and utensils, fridge, etc., the occupants can prepare their own
food if they desire so. Service of a room boy will be available round the clock
at the holiday homes.

10.15 Terminal Benefits

10.15.1. Provident fund

10.15.1a. Officers, to whom the benefit of Provident Fund has been extended,
shall become a member of The Federal Bank Employees’ Provident Fund Trust
and shall agree to be bound by the rules governing the said fund.

10.15.1b. The Bank shall contribute to the fund in accordance with the rules of
the trust fund from time to time in respect of the PF optees.

249
10.15.1c (i) A member may nominate one or more persons the right to receive
the amount of provident fund in the event of his death, before that amount
becomes payable or, having become payable, has not been paid. Such a
nomination shall be made in prescribed form.

(ii) Where a member has a family at the time of making a nomination, the
nomination shall be in favour of one or more persons belonging to his family. Any
nomination by such officer in favour of a person not belonging to his family shall
be invalid.

(iii) If at the time of making a nomination, the member has no family the
nomination may be in favour of any person(s) but if the member subsequently
acquires a family, such nomination shall forthwith be deemed to be invalid and
the members may be allowed to make a fresh nomination of persons(s) belonging
to his family.

10.15.1d Any member who is dismissed for misconduct, fraud or any other cause
of like nature or retires from the Bank in consequence thereof; he shall be
entitled to his own contribution with interest accrued thereon and in respect of
Bank's contribution there shall be no forfeiture, excepting in the case where he
is dismissed for misconduct causing financial loss to the Bank and in such case
forfeiture shall be limited only to the extent of financial loss caused. If a
member is dismissed for fraud or misconduct, the Bank shall be entitled to
recover from the contribution made by the Bank to the individual account of
the member and the interest (simple and compound) credited in respect of such
contribution, any loss or damage so resulting to the Bank from the cause
entailing such dismissal.

10.15.1e (i) Subject to rule mentioned above the amount standing to the credit
of a member shall be payable to him on retirement, resignation or discharge, if
he shall have served the Bank for a period of at least ten years, or if he shall
have attained the age of 55 years or if he shall have been duly certified by
medical authority recognized by the trustees as incapacitated for further
service, or if his services shall have been dispensed with in consequence of
reduction or reorganization of establishment and not from any default of his
own.

(ii) If any member shall cease to service the Bank after completion of a service
of five years but less than ten years and if he shall not be entitled to payment
under rule No.10.16.1d above, he shall be entitled to receive over and above
the amount of his own contribution to the Fund, 10% of Bank's contribution with

250
 interest for each completed year of the total service. The rest of the Bank's
contribution credited to his account shall lapse to the fund.

(iii) Members who have served for less than five years shall not be entitled to
any portion of the Bank's contribution or interest except when officer dies
before the completion of five years or where he is retrenched by the Bank or
where his services are terminated on account of illness or physical disability or
for reasons beyond his control.

10.15.1f Interest in members’ account shall cease three months after the date on
which the amount becomes payable.

10.15.1 g. If a member so desires, he shall be at liberty to contribute voluntarily

to provident fund by informing the trustees in writing in prescribed form
(annexure - 20) subject to following conditions:
1. The total contribution including compulsory contribution from the members
shall not exceed 20% of pay (compulsory contribution at present is 10% of pay,
hence the voluntary contribution shall not exceed 10% of pay).

2. Amount of voluntary contribution shall be a minimum of Rs.50/- and shall be

in the multiples of Rs.50/-.

3. Member shall have option to decide his voluntary contribution once in two
years and this option can be exercised in the month of April only.

4. Once voluntary contribution is fixed by a member, he shall have to maintain

the same throughout the block of two years.

5. Bank shall not provide matching contribution for voluntary contribution made
by the member.

6. Interest payable on voluntary contribution shall be the same as in the case of

compulsory contribution and Bank’s contribution.

7. The rules for settlement/withdrawal of voluntary contribution to provident

fund is the same as that of compulsory contribution of provident fund.

8. Officers who wish to contribute towards voluntary contribution to provident

fund shall submit their application with authorization for salary deduction in the
format (annexure 20) to the trustees of The Federal Bank Employees’ Provident
Fund Trust through HR Administration Division on or before 31st March. The
application in annexure 20 shall be submitted to the officer in charge of the
branch/department along with the covering letter in annexure - 21.

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10.15.2 Gratuity

10.15.2a On cessation of service of an officer, gratuity will be calculated as per

Federal Bank Employees’ Gratuity Trust Fund rules and also as per the
provisions of the Payment of Gratuity Act 1972 as amended from time to time,
and whichever is beneficial to the officer will be paid.

10.15.2b As per Federal Bank Employees’ Gratuity Trust Fund rules, gratuity will
be payable at the rate of one month's pay for each completed year of service or
part thereof subject to a maximum of fifteen months' pay. Where, however, the
officer has put in a service of over thirty years, then an extra amount by way of
additional gratuity will be payable at the rate of additional half month's pay for
each completed year of service beyond thirty years to that extent, the maximum
provided above will stand increased. Pay for the purposes of calculating the
gratuity shall be the BP (100%) and special allowance and officiating allowance
last drawn by the officer immediately preceding death, disability, retirement,
resignation or termination of service as the case may be. In the case of
resignation, the officer should have completed ten years of service.

10.15.2 c As per Payment of Gratuity Act 1972, gratuity will be payable at the
rate of fifteen day's wages for every completed year of service or part thereof in
excess of six months subject to a maximum of Rs.20 Lakhs or as per further
amendments/changes, if any, that may be effected in the Payment of Gratuity
Act 1972 from time to time. Wages means all emoluments while on duty or on
leave in accordance with the terms and conditions of his employment and which
are paid or are payable to him in cash and includes dearness allowance but does
not include bonus, commission, house rent allowance, overtime wages and any
other allowance as may be given in the Payment of Gratuity Act 1972. The
minimum period of service required is five years continuous service except in the
case of cessation due to death or disablement.

10.15.3 Pension

10.15.3a Pension scheme has been introduced in the Bank as a second

retirement benefit in lieu of employer’s contribution of PF and it is governed by
Federal Bank (Employees’) Pension Fund Trust Deed, Federal Bank (Employees’)
Pension rules 1995 and Federal Bank (Employees’) Pension Fund rules.

10.15.3b Officers who:

(i) Were in the service of the Bank on or after the 1st day of January 1986 but
before 29.09.1995 and who opted to become a member of The Federal Bank
252
(Employees’) Pension Fund.
Or

(ii) joined the service of the Bank on or after 29.09.1995 (the notified date) but
before 01.04.2010.
Or

(iii) Officers who were in the service of the Bank prior to 29.09.1995 and
continued to be in the service of the Bank as on 27.04.2010 and exercised their
option for Pension on or before 22.11.2010.
Or
(iv) Officers who were in the service of the Bank prior to 29.09.1995 and retired
thereafter and exercised their option for pension on or before 22.11.2010
Or

(v) Families of Officers who were in service of the Bank prior to 29.09.1995 and
died while in service or died after retirement on superannuation or VSS 2006 on
or after 29.09.1995 and opted to become a member of the Federal Bank
Employees’ Pension Fund before 22.11.2010.
Or

(vi) Employees of erstwhile Ganesh Bank of Kurundwad Ltd who were in the
services of the Bank as on 27.04.2010 including those employees who retired on
superannuation after 27.04.2010 and opted to join the Pension Fund before the
stipulated date (22.11.2010).
Shall become a member of The Federal Bank (Employees’) Pension Fund and will
qualify for pensionary benefits as per The Federal Bank (Employees’) Pension
rules 1995 and as duly amended, altered or added from time to time:

Provided that officer who joins the service of the Bank on or after the notified
date at the age of thirty five years or more, may within a period of ninety days
from the date of their appointment, elect to forgo his right to pension, where
upon he will be eligible to subscribe to contributory provident fund:

Provided further that an officer who has rendered a minimum of ten years of
service in the Bank on the date of his retirement or the date on which he is
deemed to have retired only shall qualify for pension.

10.15.3 c Officers joining the services of the Bank on after 01.04.2010 shall be
eligible for the Defined Contributory Pension Scheme, the Bank will be
introducing for them. The Defined Contributory Pension Scheme proposed to be
introduced for them will be one as governed by the provisions of New Pension
253
System introduced for employees of Central Government w e f 01.01.2004 and
as modified from time to time. The scheme shall be regulated and administered
by the Pension Fund Regulatory and Development Authority (PFRDA).
10.15.4 Leave encashment

10.15.4a An officer may encash a maximum of 255 days of privilege leave

available to his credit at the time of retirement, as laid down in rule 5.2.2.

10.15.4b An officer who resigns from the service of the Bank may encash
privilege leave to the extent of half of such leave to his credit as on the date of
cessation of service subject to a maximum of 120 days.

10.15.4c An officer removed/dismissed from the service is not eligible for

encashment of PL.

10.16 Group Personal Accident Death Insurance Coverage to officers.

10.16.1 All officers of the Bank are covered under Group Personal Accident
Death Insurance Scheme. The premium of the policy is borne by the Bank. As per
the scheme the dependents of officers are paid the sum assured on unfortunate
death of an officer in an accident while in service. The coverage is as follows:
Sl no Category Coverage
1 Executives in level V and above 35,00,000/-
2 Executives in level IV 25,00,000/-
3 Officers in Scale I, II, III 21,00,000/-

10.17 Scheme for Compassionate Payment to the family of officers who die in
harness

10.17.1 The scheme provides for adhoc payment of a fixed amount of

Rs.40,000/- to the family of officer in case of his death while in service. It is
intended to give immediate relief to the family of deceased in meeting the
funeral and other related expenses. Payment under the scheme will however,
be solely at the discretion of the Bank.

10.17.2 Temporary or casual employees do not come under the purview of the
scheme.

10.17.3 The amount shall be paid to the spouse in the case of a married officer.
In case of an unmarried officer, the payment shall be made to one of the
parents. If the spouse / parents are not alive the amount shall be paid to the
nominee he has made for receipt of gratuity or in its absence nominee for
254
receipt of provident fund. Proper receipt shall be obtained from the person who
received payment.

10.17.4 Officer in charge of HR Employee Relations and Operations may sanction

payment of the amount under the scheme.

10.17.5 No other payment or advance shall be made by the Bank outside the
scope of this scheme in connection with the death of an officer while in service.

10.18 Scheme for appointment of dependants of deceased officers in the

Bank on Compassionate Grounds

10.18.1. For this purpose `officer' means - A regular officer whether confirmed
or on probation and whether working full time or part time but will not include
a temporary or casual employee or employees on contract basis.

10.18.2 `Dependent' means - A widow, a son, including adopted son, a daughter

in the case of a married officer and a brother or a sister in the case of an
unmarried officer who dies in harness or any other relative nominated by the
widow on whom she will be wholly dependent.

10.18.3 The Bank may, at its discretion, appoint in the Bank in any of the posts
mentioned hereunder, the widow or a son or daughter or a dependent as
defined herein of a deceased officer of the Bank or a near relative nominated
by the widow on whom she will be wholly dependent and who would give in
writing that he or she would look after the family of the deceased officer, if the
widow or son or daughter or a dependent as the case may be, fulfils the criteria
for appointment under the scheme. Such nomination of a near relative by the
widow shall be permitted only if the deceased officer has left behind no
children of his own eligible for appointment. Appointment under the scheme
shall be made in the subordinate or clerical cadre depending upon the
qualifications, suitability and other circumstances of the person seeking
compassionate appointment.

10.18.4 Appointments under the scheme shall not be made without the prior
sanction of the Board.

10.18.5 Request for appointment under the scheme should be received by the
Bank within one year from the date of death of the officer. In case the
dependent is a minor or does not possess suitable minimum qualification his
case can be considered within four years of the death of the officer, to enable
him to so qualify in terms of age and / or qualification, provided that the
255
dependent has made a request to the Bank within a year of the death of the
officer.

10.18.6 Applicant must be an Indian citizen.

10.18.7 The minimum age limit in all cases will be 18 years. The upper age
limit will be as per the practice from time to time for general candidates.
Where no dependent of the deceased officer within the prescribed age limit is
available for employment, the MD & CEO may, in his discretion, relax the
upper age limit up to a maximum of five years, provided however, that in the
case of the widow of the deceased officer, there will be no age limit. In case
of dependents belonging to scheduled castes / tribes, the existing concession
for scheduled castes / tribes, for the upper age limit will continue to apply but
in any case it shall not exceed five years.

10.18.8 A dependent should have passed SSC / SSLC / matriculation or its

equivalent examination to qualify for appointment in the clerical or allied
cadre in the Bank. However, in the case of widow of a deceased officer the
minimum qualification would be a pass in the eighth standard. For the posts of
stenographers, machine operators or posts requiring technical qualification,
etc., the other criteria regarding speed, accuracy or technical qualification
will be the same as in the case of general candidates.

10.18.9 Applicant will not be required to undergo any written test for
appointment under the scheme. If the appointment is to the post of typist,
machine operator, telephone operator or stenographer, the relevant tests have
to be undergone.

10.18.10 Applicant will be interviewed by a selection committee to be

appointed by the Managing Director & C E O in order to assess suitability for a
particular post.

10.18.11 Appointment can be made against specific existing vacancies or in

expectation of vacancies.

10.18.12 Appointment shall be made in the minimum of the grade applicable.

10.18.13 The selected candidate shall be required to pass medical fitness

examination as per the practice of the Bank in the case of general candidates.

10.18.14 In case a widow, son or daughter is already in employment, whether

in the Bank or elsewhere, the Bank may, at its discretion, consider giving
256
 employment to another son or daughter after taking into account the individual
circumstances of each case, i.e., the income of the member of the family
already in employment, size of the family, the assets and liabilities of the
family and other relevant considerations:

10.18.15 Provided that in case there is no other son or daughter eligible for
such appointment, the widow or son or daughter employed elsewhere and who
is otherwise eligible for appointment in the Bank may be given the option of
joining the Bank.

10.18.16 Under the scheme, no compassionate appointment in the officer

cadre will be made.

Note: Wherever instructions are issued regarding Fed-e-HRM

implementation, the relevant rules are amended to that extent.

257
 Appendix 1

Special Area Allowance

SL Allowances (in Rs,) ·.

No Pay below Pay above
Place
Rs.48,481/- Rs.
48,481/-
1 Mizoram
a) Chimptuipui District and areas beyond 25 kms from 4100 5300
Lunglei Town in Lunglei District.
b) Entire Lung lei District excluding areas beyond 25 kms 4100 5300
from Lunglei town
c) Entire Aizawl District 2700 3400
2 Nagaland 4100 5300
3 Andaman & Nicobar Islands
a) North Andaman, Middle Anda mans, Andaman, Nicobar & 4100 5300
Narcondum Islands
b) South Andaman (including Port Blair) 4100 5300
4 Sikkim 4100 5300
5 Lakshadweep Islands 4100 5300
6 Assam 1000 1200
7 Meghalaya 1000 1200
8 Tripura
a) Difficult areas of Tripura 4100 5300
b) Throughout Tripura except Difficult areas 2700 3400
9 Manipur 2700 3400
10 Arunachal Pradesh
a) Difficult areas of Arunachal Pradesh 4100 5300
b) Throughout Arunachal Pradesh except Difficult areas 4100 5300
11A Union Territory of Jammu & Kashmir
1) Kathua District: Niabat Bani, Lohi, Malhar and Machhodi 4100 5300
2) Udhampur District:
(a) Dudu Basantgarh, Lander Bhamag Illaqa, Thakrakote and 4100 5300
Nagote
(b) All Areas in Mahore tehsil other than those included in (c 4100 5300
) below
(c) Areas upto Goel from Kamban Side and Areas upto Arnas 4100 5300
from Keasi side in Tehsil Mohre
3) Dada District: Illaquas of Padder and Nia bat Nowgam in 4100 5300
Kashmir Tehsil
4) Baramulla District:
(a) Entire Gurez-Nirabat, Tangdar Sub-Division and Keran 4100 5300
Illaqua
(b) Matchill 4100 5300
5) Poonch and Rajouri District: Areas in Poonch and Rajouri 2700 3400
District excluding the towns of Poonch and Rajouri and
Sunderbani and other urban areas in the two Districts
258
 6) Areas not included in (1) to (5) above, but which are 2700 3400
within the distance of 8 kms. from the Line of Actual Control
(LOC) or at places which may be declared as qualifying for
Border Allowance from time to time by the State
Government for their own staff.
11B Union territory of Ladakh:
Leh District: 4100 5300
Noyama and Nobre
Zanskar
All other places in the District
12 Himachal Pradesh
1) Chamba District
a) Pangi Tehsil, 4100 5300
Following Panchayats and Villages in Bharmour Tehsil: 4100 5300

Panchayats: Badgaun, Bajol, Deol Kugti, Nayagam and Tunda

Villages: Ghatu of Gram Panchayat Jagat, Kanarsi of Gram
Panchayat Chauhata
b) Bharmour Tehsil, excluding Panchayats and Villages 4100 5300
included in (a) above
c) Jhandru Panchayat in Bhartiyat Tehsil, Churah Tehsil, 2700 3400
Dalhousie Town (including Banikhet Proper)
2) Kinnaur District
a) Asrang, Chitkul and Hango Kuna/ Charang Panchayats, 4100 5300
15/ 20 Area comprising the Gram Panchayats o1 Chhota
Khamba, Nathpa and Rupi,
Pooh Sub-Division, excluding the Panchayat Areas specified
above
b) Entire District other than Areas included in (a) above 4100 5300
3) Kullu District
a) 15/20 Area of Nirmand Tehsil, comprising the Gram 4100 5300
Panchayats of Kharga, Kushwar and Sarga
b) Outer-Saraj ( excluding villages of Jakat-Khana and 2700 3400
Burrow in Nirmand Tehsil) and entire District excluding
outer Seraj area and pargana of Pandrabis but including
villages Jagat-Khana and Burao o irehsil Nirmand)
4) Lahaul and Spiti District: 4100 5300
Entire area of Lahaul and Spiti
5) Shimla District
a) 15/20 area of Rampur Tehsil comprising o Panchayats of 4100 5300
Koot, Labana-Sadana, Sarpara and Chandi-Branda
Dodra-Kawar Tensil 4100 5300
Gram Panchayat of Danali in Rampur, Kasha path Ghori
Chaibis of Pargana Sarahan
a. a) Chopal Tehsil 2700 3400
b)
(i)Ghoris, Panjgaon, Patsnau, Naubis and Teen Kati of
Pargana Sarahan,
(ii) Deothi Gram Panchayat of Taklesh Area,
(iii) Pargana Barabis,
(i) Kasba Rampur and Ghori Nag o Pargana Rampur of
259
 Rampur Tehsil,

b.Shimla Town and its suburbs (Dhalli, Jatog, Kasumpti,

Mashobra, Taradevi and Tutu
(6)Kangra District:
a)Areas of Bara Bhangal and Chhota Bhangal 4100 5300
(I) Dharamshala Town of Kangra District and the 2700 3400
following offices located outside the Municipal limits but
included in Dharamshala Town:
a) Women's ITI, Dari,
b) Mechanical Workshop, Ramnagar,
c) Child Welfare and Town and Country Planning
Offices, Sakoh,
d) CRSF Office at lower Sakoh,
e) Kangra Milk Supply Scheme, Dugiar,
f) HRTC Workshop, Sadher,
g) Zonal Malaria Office, Dari,
h) Forest Corporation Office, Shamnagar,
i) Tea Factory, Dari,
j) I.P.H.Sub-Division, Dari
k) Settlement Office, Shamnagar,
I) Binwa Project, Shamnagar,

(II) Palampur Town, including HPKVV Campus at

Palampur and the following offices located outside its
municipal limits but included in Palampur Town -
a) H.P. Krishi Vishwavidhalaya Campus,
b) Cattle Development Office/Jersey Farm, Banuri
c) Sericulture Office/Inda-German Agriculture
Workshop/HPPWD Division, Bundla,
d) Electrical Sub-Division, Lohna,
e) D.P.O. Corporation, Bundla,
f) Electrical HPSE Division. Ghuaaar
(7)Mandi District:
Chhuhar Valley of Jogindernagar Tehsil, 2700 3400
Panchayats in Thu nag Tehsil:
Bagraa, Chatri, Chhotdhar, Garagushain, Gatoo, Garyas,
Janjheli, Jaryar, Johar Kalhani, Kalwan, Loth, Silibaqi,
SomachanKholanal Thachdhar
Tachi, Thana,
Following Panchayats of Dharampur Block:
Binga, Kamiah, Saklana, Tanyar and Tarakholah, Panchayats
of Karsog Tehsil - Balidhar, Bagra, Gopalpur, Khajol, Mahog,
Mehudi, Manj, Pekhi, Sainj, Sarahan and Teban,
Panchayats of Sundernagar Tehsil -
Boh􀀑, Batwara, Dhanyara, Paura-Kothi, Seri and Shoia
(8) Sirmaur District: 2700 3400
a) Following Panchayats of
i) Bani, Bakhali (Pachhad Tehsil),
ii) Bharog Bheneri (Paonta Tehsil),
iii) Birla(Nahan Tehsil),
260
 iv) Dibber (Pachhad Tehsil) and rv) Thana Kasoga (Nahan
Tehsil)
b) Thansqiri Tract
(9) Solan District: Mangal Panchayat. 2700 3400
(10) Remaining areas of Himachal Pradesh no1 included in 1000 1200
(1) to (9) above
13 Uttarakhand: Areas under Chamoli, Pithoragarh, Uttarkashi 4100 5300
Rudraprayaq and Champavat Districts
14 West Bengal: South 24 Parganas District
Sunderban Areas (south of Dampier Hodge's line), namely, 1000 1200
Bhagatush Khali (Rampura), Kumirmari (Bagna), Khali,
Sajnakhali, Gosaba, Amlamathi Canning, Kultali, Piyali,
Nalgaraha, Raidighi, Bhanchi, Pathar Pratima, Bhagabatpur,
Saptamukhi, Namkhana, Sikarpur, Kakdwip, Sagar, Mousini,
Kalinagar, Haroa, Hingalganj, Basanti, Kuemari, Kultola,
Ghushighata (Kulti)

261
Schedules

SCHEDULE-I

THE FEDERAL BANK LIMITED (OFFICERS') SERVICE RULES - 2002

Competent authorities designated for the respective rules

Engaging in any profession, trade or

business or undertaking any other
employment or canvassing business
1.6.1 for any insurance company or Controller of HR Department
commission agency in which a
relative of the officer has an
interest.

Taking part in the registration,

promotion or management of any
1.6.2 Controller of HR Department
bank, company or co-operative
society.

Accepting any fee or remuneration

1.6.3 for works done for any public body Controller of HR Department
or private person.

1.7.1 & Making contribution to the press and

Controller of HR Department
1.7.2 other media

Taking active part in politics or in

any political function or
1.10 demonstration or standing for MD & CEO
election to a local self-governing
body or legislative body.

Giving evidence in connection with

1.11.1 any enquiry conducted by a person, Controller of HRD
committee or authority.

Receiving any complimentary or

1.12. valedictory address or for accepting
any testimonial or for attending any

262
 function or entertainment held in Controller of HR Department
honour of officer or any other
employee of the Bank.

Absence from duty or be late in

The Principal officer/Controller to
1.15 attending office or for leaving the
whom the officer reports
station.

1.16.2
1.16.3 Acceptance of gifts Controller of HR Department
1.16.4

An Officer in scale II and above in

1.17.1
Issuance of any type of certificates HRAD / Principal Officer of HR
that would enable officers to incur Employee Relations and Operations
1.17.2
financial liability either directly or / Head of HR Department /
1.17.3 indirectly Controller of HR Department / MD
& CEO

Drawing salary in advance or for

overdrawing one’s account with the
Principal Officer of HR Employee
Bank.(TOD up to Rs 20,000/- in VISA
1.19 Relations and Operations / Head of
debit card is permitted by the
HR Department
Branch head where the account is
maintained)

Asking for or accepting contributions

to or otherwise associate oneself
1.20 Controller of HR Department
with the raising of any funds or
other collections

The authority to whom the full facts

of the legal proceedings initiated for
1.21 the recovery of debts or adjudging Controller of HR Department
officer as an insolvent should be
reported.

Taking recourse to any court or to

1.23 Controller of HR Department
the press for the vindication of any

263
 official act.

2.8.1 Suspension of an officer Disciplinary Authority

Pay, allowance and treatment of

2.10 Disciplinary Authority
service on termination of suspension

Appeal:

Scale / Level of Officers Appellate Authority

I, II, III, IV, V & VI Senior Vice President (HR), Executive
Vice President / President / CHRO to
whom HR department reports, SVP/
EVP / President heading Branch
Banking, and EVP. (In cases where
Senior Vice President / EVP/ CHRO
2.11 acts as Disciplinary Authority, the
Appellate Authority shall be Executive
Director / MD & CEO)
VII President/Group President/ Executive
Director/MD & CEO (In cases where
Executive Director acts as Disciplinary
Authority, the Appellate Authority
shall be the MD & CEO) (In case MD &
CEO is the Disciplinary Authority,
Board of Directors shall be the
Appellate Authority)
Review:

Scale / Level of Officers Reviewing Authority

2.12 I, II, III, IV, V, VI & VII President / Group President / Executive
Director and MD & CEO (In cases where
MD & CEO acts as Appellate Authority,
the Reviewing Authority shall be the
Board of Directors)
Termination of service of an officer MD & CEO /any other authority
2.15
for prolonged absence authorized by MD & CEO

Fixation of the grade and scale of

3.1.1 Board of Directors
pay of officers

264
 MD & CEO /any other authority
3.1.3 Release of annual increments
authorised by MD & CEO

Granting exemption to officers from MD & CEO /any other authority

3.2.3e
participating in promotion process authorised by MD & CEO

Granting permission to cross the

3.3 stage of efficiency bar in respect of Head of HR Department
officers in scale I & II

Categorisation of every post of an

3.4 MD & CEO
officer in the Bank.

Appointments in and promotions to

3.5 MD & CEO
the officer grade.

Promotion:

Promotion of officers to scale II, III

MD & CEO
3.7 & IV

Promotion of officers from scale IV

Board of Directors
& above

Retirement from Bank's service of an

officer who has reached the age of
57 years after giving him 2 months’
3.10.1a MD & CEO
notice in writing that his efficiency
has been found to have been
impaired.

Acceptance of resignation submitted by officers:

3.10.3 Executive Director/
Officers in scale I & II
Controller of HR Department
3.10.5a
Officers in Scale III & above MD & CEO

Termination of service of an officer

3.10.4 by giving one month's notice in MD & CEO
writing or by paying him one

265
 month’s pay and allowances in lieu
thereof.

Voluntary retirement of Bank's

service by an officer at any time
MD & CEO /any other authority
3.11 after completion of 55 years of age
authorized by MD & CEO
or 30 years of total service as an
officer.

Transfer of officer to any of the MD & CEO /any other authority

4.1.1
branch/office of the Bank. authorized by MD & CEO

Extension of period beyond 12

Principal officer of HR Employee
months for joining new place by
4.1.5 Relations and Operations /Head of
members of family or for
HR Department
transportation of baggage.

Controller of HR Department
Undertaking travel by deviated
4.10.4 /Principal officer of HR Employee
route on transfer
Relations and Operations

Recall to duty of an officer who is on leave:

Officers in scale I Head of HR Department

5.21
Officers in scale II, III & IV Controller of HR Department

Officers in scale V and above MD & CEO

Advance payment of outward and

6.6.1 return journey fares while availing Salary disbursing authorities
of leave travel concession.

Extension of LTC block of an officer

Principal officer of HR Employee
6.7.7 on account of the exigencies of
Relations and Operations
Bank’s work.

Sanction of HRA on certificate basis:

7.2.2 a) Officers in scale I a) Salary disbursing authorities

b) Officers in scale II & above b) Principal officer/ Officer in

266
 Scale II and above of HR Employee
Relations and Operations

Principal officer/ Officer in Scale II

Sanction of HRA on rent receipt
7.2.3 and above of HR Employee
basis
Relations and Operations

Principal officer/ Officer in Scale II

Sanction of HRA on self-owned
7.2.4 and above of HR Employee
accommodation basis.
Relations and Operations

Principal officer/ Officer in Scale II

Sanction of residential
7.2.7 and above of HR Employee
accommodation
Relations and Operations

Payment of amount of brokerage for Principal officer/ Officer in Scale II

7.2.8.22 arranging residential and above of HR Employee
accommodation. Relations and Operations

Out of pocket expenses on

TA bill sanctioning authorities as
7.7.2 declaration basis to system
per expenditure rules.
administrators.

Faculty allowance to an officer

7.7 deputed to serve as a member of the Principal, FKDC
faculty on a full time basis.

Split duty allowance to officers if Principal officer of HR Employee

7.8
their duty hours are split. Relations and Operations

Mid-academic year transfer

allowance to an officer where he has
Principal officer of HR Employee
7.9 been relieved on transfer during the
Relations and Operations
period of an academic year of his
children.

Deputation allowance to an officer

Principal officer of HR Employee
7.10 who is deputed to an outside
Relations and Operations
organization.

7.12 Officiating allowance to an officer Principal officer of HR Employee

267
 when he is required to officiate in a Relations and Operations
post in a higher grade/scale.

Professional qualification pay on Principal officer Officer in Scale II

7.13 reaching top of the scale to those and above of HR Employee
who have passed CAIIB. Relations and Operations

Fixed personal pay on account of the Principal officer/ Officer in Scale II

7.14 advance increment granted for and above of HR Employee
computerization on 1.11.93. Relations and Operations

Reimbursement of conveyance charges and petrol/diesel expenses:

An officer not below the rank of

Officers in scale IV & above working scale III of the department to which
at HO, officers directly reporting to the claimant is attached to. In the
Chairman/ED, other officers working absence of such officer at the
in departments at HO. department, a scale II officer can
sanction the claim.

An officer not below the rank of

scale III at the office. In the
Principal officer of IBD and other
absence of such officer at the
7.15 offices directly reporting to HO.
office, a scale II officer can
sanction the claim.

An officer not below the rank of

scale III at the RO authorized by
Branch managers/Principal officers
the Regional head.(Monthly
of offices
conveyance charges can be
sanctioned by second line officers)

Principal officer of the branches/

Other officers working in
offices/ Any other officer
branches/offices
authorized by Principal Officer

Car allotted by principal officer of

Providing Bank's car to senior
CSD and log book is confirmed by
7.16 executives and confirmation of
Principal officer of HR Employee
logbook details.
Relations and Operations.

268
 Travel by air in economy class by
7.17.1
officers in scale-I having regard to Controller of HR Department
(a)
exigencies of business.

Travel by air in economy class by

7.17.1 officers in scale II & scale III if the
Controller of HR Department
(b) distance is not beyond 1000
kilometers.

Engaging own vehicle/taxi when not

7.17.4 specifically permitted in expenditure Head of HR Department
rules of the Bank.

Controller of HR
Engaging taxi/own vehicle by
7.17.8 Department/Principal Officer of
executives provided with Bank's car.
HRAD

Fixing reimbursement rate for use of

7.17.9 Board of Directors
own vehicle

Halting allowance, lodging expenses

Tour programme approving
& boarding charges when officers
7.18 authority as per expenditure rules
are absent from headquarters on
of the Bank.
duty.

Closing allowance to officers working

7.22 in branches where books of accounts Principal officer of the branch
are closed.

Club allowance to principal officers Controller of HRD / Principal

7.23 and all officers in scale IV and Officer of HR Employee Relations
above. and Operations

Reimbursement of entertainment expenses incurred by the officers

incidental to their official assignments:

Officers in scale IV & above working An officer not below the rank of
at HO., officers directly reporting to scale III of the department to which
Chairman/ED, other officers working the claimant is attached. In the
in departments at absence of such an officer at

269
 HO/branches/offices such department, a scale II officer
can sanction the claim.

7.24 An officer not below the rank of

Regional heads
scale III at the R O.

An officer not below the rank of

scale III at the office. In the
Principal officers of IBD and officers
absence of such officer at the
directly reporting to HO
office a scale II officer can sanction
the claim.

Immediate second officer at the

branch/office/department may
sanction entertainment expenses of
branch manager/principal officer in
the case of entertainment expense
Branch managers/Principal officers
on a monthly basis. In the case of
of offices
entertainment expenses on annual
basis, the sanctioning authorities
shall be an officer not below the
rank of scale III at the RO.

Reimbursement of business
promotion expenses to the regional Immediate second officer at
7.25
heads and the principal officers of branch/office.
branches.

An officer not below the rank of a

scale III of the department/
Reimbursement of medical expenses branch/office to which the
on the strength of officer’s own claimant is attached to. In the
8.1
certificate of having incurred such absence of such an officer in the
expenditure. department/branch/office, a scale
II officer in the department/
branch/office.

8.2 Reimbursement of hospitalization Controller of HRD / Head of HR

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 expenses to officers and members of Department / Principal officer of
family in case of ailments and major HR Employee Relations and
accidents which require Operations /Officers in scale II and
hospitalization and reimbursement above of HR Employee Relations
of medical expenses in respect of and Operations
specified diseases which need
domiciliary treatment.

Sanction of loan to officers for Head of HR Department / Principal

9.2 acquisition of house under housing officer of HR Employee Relations
loan scheme. and Operations

Sanction of loan for maintenance of

Principal officer of HR Employee
9.5 house for the purpose of
Relations and Operations.
painting/repairs etc.

Sanction of loan for

Head of HR Department/Principal
purchase/maintenance of car and
9.6 officer of HR Employee Relations
other vehicles under different
and Operations.
vehicle loan schemes.

Sanction of interest free loan for

Principal officer/ Officer in scale II
purchase of furniture and other
9.7 and above of Staff Administration
durable household appliances under
Division
officers’ furniture loan scheme.

Sanction of interest free loan to officers for celebrating festivals under

festival advance scheme:

All officers except principal officer Principal officer of the

of the branch/office branch/office
9.8
The controller to whom he
reports/principal officer of HR
Principal officer of the
Employee Relations and Operations
branch/office
/ Officer in scale II & above of
HRAD.

Sanction of demand loan for meeting urgent personal purposes:

All officers in branches /offices Principal officer of the

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 branch/office

Regional head/Controller
All principal officers of the
concerned/Principal officer of HR
branches/offices
9.9.1 Employee Relations and Operations

Principal officer/officer in charge

Officers in scale V and above of HR Employee Relations and
Operations

Sanction of personal loan for

Head of HR Department /Principal
meeting genuine urgent personal
9.9.2 officer of HR Employee Relations
purposes under personal loan
and Operations
scheme

Head of HR Department /Principal

Sanction of overdraft facility in lieu
9.9.3 officer of HR Employee Relations
of Personal Loan and Consumer Loan
and Operations

Sanction of advance to officers against security of national savings

certificates:

All officers except principal officer Principal officer of the

9.10
of the branch/office branch/office

Principal officer of the

Second officer of the branch/office
branch/office

Head of HR Department/ Principal

Sanction of loan for purchasing
9.11 officer of HR Employee Relations
personal computer
and Operations

Head of HRD /Principal officer/

Sanction of transfer discomfort loan
Officer in scale II & above of HR
9.12 to officers for meeting expenses
Employee Relations and
incidental to transfer.
Operations.

Sanction of advance rent loan to Head of HR Department/Principal

officers in order to pay advance rent officer/ Officer in scale II & above
9.13
in respect of leased accommodation of HR Employee Relations and
provided by the Bank. Operations

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 Sanction of gold loan to officers for personal purposes:

Gold loan upto Rs.2,00,000/- to

Principal officer of the
officers except principal officer of
branch/office
the branch/office

Gold loan upto Rs.2,00,000/- to

9.14 principal officer of the branch/office Second officer of the branch/office

Gold loan in excess of Rs.2,00,000/- Principal officer of HR Employee

to all officers Relations and Operations

Facility to purchase of cheques drawn in favour of officers by LIC,

financial institutions owned by State Government, HUDCO. HDFC & PF
Commissioner:

9.15 All officers except principal officer Principal officer of the

of the branch/office branch/office

Principal officer of the

Second officer of the branch/office
branch/office

Head of HR Department / Principal

Concurrence for Sanction of career
officer or Officer in Scale IV and
9.16 solutions loan/special vidya loan
above at HR Employee Relations
scheme to children of Officers
and Operations

Head of HR Department / Principal

Sanction of federal instant relief
9.17 officer of HR Employee Relations
loan to officers
and Operations

Head of HR Department/ Principal

Sanction of advance against LIC officer/ Officer in scale II & above
9.18
policy of HR Employee Relations and
Operations

Head of HR Department/Principal
Sanction of flood relief loan to officer/ Officer in scale II & above
9.19
officers in scale I of HR Employee Relations and
Operations

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 Sanction of special purpose Principal officer of HR Employee
9.20
(housing/marriage) loan Relations and Operations

Executive Director/ Head of HR

Adhoc and temporary incentives to Department / Principal officer of
10.1
officers posted in north eastern HR Employee Relations and
Operations

Honouring officers on completion of Principal officer of HR Employee

10.3
25 years of continuous service Relations and Operations

Scheme of award of scholarships to the children of officers:

Principal officer of HR Employee

Relations and Operations (If it is
Officers in scale IV and above and
claimed with in the academic year,
all other officers working at HO/IBD
10.4 it can be sanctioned at Department
level)

Regional head(If it is claimed with

All officers working at the
in the academic year, it can be
branches/MBBs/ Regional offices
sanctioned at Branch /Office level)

Principal officer/Officers in scale II

Incentive for promoting small family
10.5 & above of HR Employee Relations
norms
and Operations

Reimbursement of cost of letter heads/visiting cards:

Principal officer of the Second officer of the branch/office

10.7 branch/office concerned.

Principal officer of the branch/

All other officers
office

Reimbursement of mobile phone charges:

All officers other than principal

10.9 Principal officer of branch/office.
officers of branches/offices

Principal Officer of branch /office Second officer of branch/office

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 Reimbursement of cost of
10.10 Principal officer of branch/office
designation board

Reimbursement of cost of newspapers

Principal Officer of the

branch/department/ An officer not
Officers other than principal officer
below the rank of scale III of the
10.11 of the branch/office
department authorized by principal
officer of the branch/department.

Second officer of the

Principal officer
branch/department

Reimbursement of cost of brief case:

An officer not below the rank of

Officers in scale IV & above working scale III of the department/
at HO, officers directly reporting to branch/office. In the absence of an
Chairman/ED, other officers working officer not below the rank of scale
in departments at III at such department/ branch/
HO/branches/offices. office, a scale II officer can
10.12 sanction the claim.

An officer not below the rank of

Regional heads
scale III at the R O.

Principal officer of IBD and other An officer not below the rank of
offices directly reporting to HO. scale III at the office.

Principal officers of branches Second officer of the branch

Reimbursement of cost of cleansing

10.13 Salary disbursing authority
materials

10.14 Reimbursement of servant's wages Salary disbursing authority

Compassionate payment to the

Principal officer of HR Employee
10.18 family of officers who dies in harness
Relations and Operations

10.19 Appointment of dependents of Board of Directors

275
 deceased officers in the Bank on
compassionate grounds

Schedule II

Notified Disciplinary Authority for Officers

Scale / Level of Officers Disciplinary Authority

I, II, III & IV Deputy Vice President-I (HR) /Deputy
Vice President-II (HR) - HR Employee
Relations & Operations
I, II, III, IV & V Vice President (HR) - HR Employee
Relations & Operations
I, II, III, IV, V & VI Senior Vice President in HR Department

I, II, III, IV, V, VI & VII EVP / CHRO in HR Department /Group

President/ Executive Director / MD & CEO

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 List of Annexures

Annexure
No. Particulars
1 Delegation for sanctioning various leaves
Format for reporting Injury / Accident happened to Officials
2 while on duty
3 Application for LTC
4 Application for Encashment of LTC
5 Format for adding dependants
6 List of Difficult Area Branches

7 Application for claiming mid academic year transfer allowance

List of places coming under Area I, Area II, and other centres for
8 the purpose of claiming reimbursement of petrol/diesel charges

Declaration cum letter of request by the borrower-employee to

9 draw different stages of Housing loan amount
List of necessary papers / documents to be submitted to the
Sanctioning Authority, for considering sanction of Staff Housing
10 Loan.
11 C95, 129, 464 & letter of authority for personal loan

12 Classification of A1, A2, A3 & C Centres for Advance Rent Loan

13 Declaration to be submitted while availing gold loan by Officers.

Format for joining as co-obligant to Federal Career Solutions
14 loan / Federal Special Vidya Loan

Format for creating additional charge on the property already

15 mortgaged to the Bank as security for Housing Loan
16 Federal Career Solutions Loan
17 Federal Special Vidya Loan
18 Format of letter of authority for Special Marriage Loan
Format for Undertaking regarding nominees for Special Marriage
19 Loan

20 Application for voluntary contribution to provident fund.

21 Covering Letter for voluntary contribution to provident fund.

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