There is a lot of talk about the new PLI scheme that banks have created for senior personnel. A few days ago, UFBU wrote to IBA requesting that banks delay the introduction of the new PLI scheme. The IBA has now been directed by the Chief Labour Commissioner to request that banks halt the new PLI Scheme. The new PLI scheme, according to bank employees, is discriminatory. Scale IV and higher officers will receive nearly double their wage, while Scale 1, Scale 2, and Scale 3 officers will receive the standard PLI.
Grade
PLI Ceiling as % of Annual Basic Pay
EDs and MDs of Nationalised Banks, DMDs, MDs, and Chairman of SBI
100%
Scale VII and Scale VIII
90%
Scale V and Scale VI
80%
Scale IV
70%
Please refer to the letter No. Nil dated 26.03.2025 of UFBU addressed to you, endorsing a copy thereof to this office along with others in connection with conciliation proceedings dated 18th and 21st March 2025 in File No. 21(17)/2025-IR of CLC(C). The contents of the letter of UFBU are self-explanatory.
For not adhering to certain RBI regulations, Punjab & Sind Bank has been fined ₹68.20 lakh by the Reserve Bank of India (RBI). The penalty was imposed in accordance with Sections 47A(1)(c), 46(4)(i), and 51(1) of the Banking Regulation Act of 1949.
Based on the bank's financial status as of March 31, 2023, RBI carried out a Statutory Inspection for Supervisory Evaluation (ISE 2023) in 2023.
The following areas showed non-compliance with RBI's instructions during the inspection:
Failure to disclose significant Exposures: In order to track significant common exposures across banks, the bank failed to disclose borrowers with non-fund-based exposure of ₹5 crore and above to the Central Repository of Information on Large Credits (CRILC).
Inconsistencies in Savings Bank Accounts: In violation of RBI regulations on financial inclusion, the bank permitted some holders of Basic Savings Bank Deposit Accounts (BSBDAs) to open additional BSBDAs.
After detecting these violations, RBI issued a show-cause notice to Punjab & Sind Bank, asking for an explanation. The bank submitted its reply, additional clarifications, and oral representations during a personal hearing. However, after reviewing the bank’s responses, RBI determined that the charges were valid, leading to the imposition of the penalty.
The Government of India has authorized the establishment of new senior-level roles in Public Sector Banks (PSBs), a major move intended to bolster the banking industry. It is anticipated that this action will improve asset management, increase the effectiveness of nationalized banks, and give bank workers better career options.
Shri Pankaj Chaudhary, the Minister of State for Finance, gave information on the newly created roles and the updated process for determining the number of senior positions in nationalized banks during the Rajya Sabha discussion of the decision. In five nationalized banks where the position was previously unattainable, the government has authorized the creation of the Chief General Manager (CGM) position. These financial institutions are:
1. Bank of Maharashtra 2. Central Bank of India 3. Indian Overseas Bank 4. Punjab & Sind Bank 5. UCO Bank
Until now, these banks did not have a Chief General Manager (CGM) post, which serves as an important leadership position just below the Executive Director (ED) level.
The CGM post has already been available in other Public Sector Banks (PSBs), and its introduction in these five banks will ensure a more uniform administrative structure across the banking sector. The new CGM positions in these banks will be introduced from October 2024 onwards.
Apart from introducing CGM posts, the government has also revised the methodology for calculating the number of senior-level positions in PSBs. This revision affects the following positions:
Chief General Manager (CGM), General Manager (GM), Deputy General Manager (DGM), Assistant General Manager (AGM)
The number of these posts has been determined based on the business size of each bank as of March 31, 2023. The revision aims to ensure that banks have the right leadership structure to manage their operations efficiently.
Let’s have a look at the number of posts – how many CGM, GM, DGM, AGM posts are available in different banks. The maximum number of posts are available in Punjab National Bank and Bank of Baroda. The number of posts vary according to the size of business of Bank.
Bank Name
CGM
GM
DGM
AGM
Punjab & Sind Bank
4
16
48
144
Bank of Maharashtra
8
32
96
288
UCO Bank
8
32
96
288
Indian Overseas Bank
8
32
96
288
Central Bank of India
8
32
96
288
Bank of India
12
48
144
432
Indian Bank
11
44
132
396
Union Bank of India
20
80
240
720
Canara Bank
21
84
252
756
Punjab National Bank
22
88
264
792
Bank of Baroda
22
88
264
792
This new structure will ensure that banks have sufficient leadership at different levels to handle their growing operations effectively.
The Indian banking sector has been growing rapidly, with increasing loan disbursements, rising customer demand, and digital banking advancements. To keep up with this growth, banks need strong leadership and better management structures.
Earlier, the number of senior positions was not aligned with the expanding business size of banks. This led to workload imbalances, slower decision-making, and operational inefficiencies.
By introducing new CGM positions and revising the number of GMs, DGMs, and AGMs, the government is ensuring that banks have the right number of senior officials to handle operations efficiently.
This move is also in line with the government’s efforts to:
1. Strengthen public sector banks and make them more competitive.
2. Improve the financial health of banks by ensuring better monitoring of assets and loans.
3. Support economic growth by making banking services more efficient.
The government’s decision to introduce new senior-level positions in public sector banks is a major step toward strengthening India’s banking system. By ensuring better management, improved supervision, and stronger leadership, this move will help banks become more efficient, financially stable, and customer-friendly.
With the new Chief General Manager (CGM) positions and revised senior-level post structure, nationalized banks are expected to see better operational efficiency, improved risk management, and stronger career growth opportunities for employees.
This change will not only benefit bank employees but also enhance banking services for customers across India, ensuring that the public sector banking system remains strong, efficient, and well-managed in the years to come.
UFBU just postponed the planned Bank Strike for March 24 and 25, 2025. The strike was called because a number of demands, including adequate bank recruitment and five-day banking, had not been met. The strike was postponed following a conciliation meeting with officials from the IBA, DFS, and Bank on March 21, 2025, at the Chief Labour Commissioner's (CLC) office. Since DFS provided no concrete indication regarding 5-Days Banking, bank employees across began to criticize UFBU's decision as soon as the strike was postponed. AIBEA has now clarified its position on 5-day banking.
The implementation of weekly 5-day banking was the subject of extensive discussion. We emphasized that the matter is still pending with the Government, to whom the IBA has advised, despite the fact that our Bipartite Settlement/Joint Note was signed in March 2024, a year ago.
We clarified that disrespecting the sanctity of the bilateral settlement reached between the IBA and UFBU would be equivalent to keeping the matter open for so long. We also noted that the need for two days of weekly vacation has become essential in the current environment, when bank officers and managers labor beyond regular business hours and under a lot of stress.
IBA responded that they have recommended the subject to the Government and are seeking their approval in accordance with the Settlement/Joint Note. They promised to pursue the case with the government to obtain their proper consent when CLC pointed out that IBA should follow up with the government.
A DFS spokesman said that although the matter is being considered, no timeframe can be committed. As a result, this subject was in a virtual standstill. In order to learn the government's position and break the impasse, the Chief Labour Commissioner requested that a few high-ranking DFS officials attend the conciliation meeting.
A senior DFS Joint Secretary participated in the meeting via video conference and explained that the issue is receiving the government's serious attention, including from the Finance Minister, despite the fact that all of the DFS's top officials were preoccupied with the ongoing Parliament Session proceedings.
We expressed our dissatisfaction with the excessive hold-up in the case and requested that the government move quickly. He asked the UFBU to reevaluate our call, stating that the government is already giving the issue significant consideration, even at the level of the finance minister.
Given the growing workload, stress, and long work hours that bank employees must endure, the call for a 5-day banking workweek is both sensible and essential. The bipartite settlement between unions and the IBA is undermined by the implementation delay, as the AIBEA correctly noted. Although AIBEA has properly called for prompt action, the government's evasive answers suggest that more pressure, increased public awareness, or more agitation may be needed to hasten approval. A five-day workweek is long overdue, and workers deserve acceptable working conditions. Instead of dragging out the process, the Government and IBA now have the responsibility to fulfill their promises.
Today, a meeting of UFBU and Bank Unions was held with the government representatives. Earlier, meeting was held on 18.03.2025 but any decision would not be arrived at. So next meeting was scheduled for 21.03.2025. Today, the meeting was attended by Bank Unions, IBA and Bank Management. As per the details available, the strike has been deferred. Consensus has been reached for most of the demands.
The adjourned conciliation meeting took place today from morning. There was serious discussion on our demands. Iba and DFS were present.
Joint secretary of DFS spoke on video call and informed about the positive discussion FM and DFS secretary had on the issue of 5 Day banking. Iba proposed to further discuss issues like recruitment and PLI and other issues.
CLC informed that he will directly monitor the issues includi ng implementation of ,5 days banking. The meeting has been adjourned to be held again in the third week of April.
In view of this positive development it was felt necessary to postpone our strike for a month or two. Units are thus informed that our strike on 24th and 25th is postponed. Detailed circular being issued. UFBU.
The recent modifications to the Performance-Linked Incentive (PLI) program for top bank executives made by the Department of Financial Services (DFS), which is part of the Finance Ministry, have been vehemently challenged by the All India Bank Employees' Association (AIBEA). According to the union, the new formula is unjust, goes against earlier agreements, and causes conflict among workers.
Bank workers can receive additional financial rewards through the PLI scheme, which is dependent on their performance. In 2018, the Indian Banks' Association (IBA) first proposed a plan in which rewards would be granted according to each employee's performance.
PLI should be based on the overall success of a bank, not on the performance of individual employees, according to the United Forum of Bank Unions (UFBU), which represents bank unions. Services related to credit cards Following talks, PLI would be determined by each bank's total performance, as affirmed by the 11th Bipartite Settlement (BPS) and 8th Joint Note, which were signed in November 2020.
June 2024 saw additional revisions to this agreement, but the fundamental framework stayed the same: rewards were to be given according to on collective performance.
What has changed now?
In November 2024, the Government of India (DFS, Finance Ministry) changed the system without consulting bank unions. The new rule states that PLI for Scale IV officers and above (senior management) will now be based on individual performance instead of the collective performance of the bank.
This change only affects officers in Scale IV and above, while junior officers and clerical staff will continue to receive incentives based on the bank’s overall performance.
Why are bank unions opposing this change?
The AIBEA and other bank unions have raised strong objections to the government’s move. They argue that:
It is a unilateral decision: The PLI scheme was originally decided bilaterally between IBA and UFBU. The government did not consult bank unions before making this change.
It creates division: Under the new rule, some senior officers will receive huge incentives, while lower-level employees will get much less.
It is discriminatory: While a few officers will get a very high PLI, many deserving employees will not receive anything.
It is unfair to banks as a whole: If a bank performs poorly due to external reasons (such as fraud or government policies), the entire workforce suffers, even if some employees worked hard.
It violates previous agreements: The UFBU had already agreed on a collective PLI system in previous wage agreements, and this sudden change goes against that.
In opposition to this decision, the AIBEA and other bank unions have chosen to demonstrate. They insist that the government go back to the original collective performance model and remove the current individual-based PLI system. Bank officers and staff are currently awaiting additional talks between the government, the Indian Banks' Association, and bank unions. In the upcoming months, there might be bank staff strikes and widespread rallies if the government doesn't change its mind.
The government's new PLI system has been met with fierce criticism from bank unions. Bank unions are concerned that this may result in discrimination, inequality, and needless competition among employees, despite the government's claim that individual incentives will improve performance.
The coming weeks will be crucial in deciding whether this issue will escalate into a major confrontation between bank employees and the government.
A reconciliation conference involving the IBA, bank associations, and bank management was held today. This conference was attended by the labor commissioner and the management of all public sector banks. On March 24 and 25, 2025, Bank employees announced a strike, prompting the demand for the reconciliation meeting.
Due to demands like 5-day banking not being met, the bank associations have declared a strike. The meeting was place today, but no agreement could be reached. Therefore, the next meeting is scheduled for March 21, 2025, at 11:30 a.m.
The CLC office was the location of the meeting. The bank management, DFS, and IBA were all present. Every topic was covered. Regarding the concerns, particularly recruitment, 5-day banking, and unilateral PLI, there was no improvement.
In accordance with the November 2024 recommendation from the Finance Ministry, Punjab National Bank (PNB) has updated its transfer policy for officials. The goal of this policy is to make officer transfers across public sector banks more transparent, consistent, and equitable. While taking into account geographical considerations, tenure restrictions, employee preferences, and grievance redressal procedures, the new standards guarantee a systematic approach to postings.
Key Highlights of PNB’s Transfer Policy
Automated and Transparent Transfer Process
PNB is implementing an online system to manage officer transfers, eliminating manual interventions and reducing bias. This system will automate the entire transfer process, allowing officers to indicate their preferred locations and ensuring fairness in postings.
Tenure-Based Transfer Guidelines
To prevent stagnation and ensure operational efficiency, PNB has introduced specific tenure limits for officers:
Maximum of 3 years at a single branch
Up to 6 years within the same circle
Up to 9 years within the same zone
After 9 years, officers are expected to transfer outside their current state to ensure better workforce distribution and professional growth
Support for Women Employees
Recognizing the need for work-life balance, the policy prioritizes female officers for postings near their preferred locations. This measure aims to reduce the stress of frequent relocations and provide a supportive work environment.
Structured Grievance Redressal Mechanism
PNB will establish a dedicated grievance redressal system to handle concerns related to transfers. Officers can submit appeals for review, and genuine hardship cases will be considered to ensure fair and timely resolutions.
Regional and Linguistic Considerations:To enhance customer service efficiency, officers up to Scale-III will be preferably posted within their linguistic regions, ensuring better communication with customers. However, such accommodations will be subject to vacancy availability and administrative needs.
Timely and Systematic Transfers: Regular transfers will be completed before June each year, allowing officers to plan relocations in advance.Mid-year transfers will be minimized and will only occur in cases of promotions, disciplinary actions, or urgent administrative requirements.
Posting in Difficult Areas: Some locations will be classified as “Difficult Areas” due to factors like harsh climate, limited infrastructure, or security concerns. Officers serving in these areas will receive priority for transfers upon completing their designated tenure pps.
