வங்கியை சீர்திருத்தும் இயக்கம் என்று நாம் இந்த இயக்கத்தை ஆரம்பித்திருக்கிறோம். அந்த இயக்கத்தை துவக்கும் நிகழ்வாக தலைமையலுவலகத்திற்கு 10.5.2012 அன்று, நமது இரு சங்கங்களின் செயற்குழு உறுப்பினர்கள் mass deputation சென்று, memorandum அளிப்பது என்று முடிவு செய்திருந்தோம். அதனை மிகச் சிறப்பாகவும் எழுச்சியாகவும் நடத்தி முடித்திருக்கிறோம். (புகைப்படங்களையும், வீடியோ காட்சிகளையும் சென்ற பதிவில் பார்த்திருப்பீர்கள்.)
ஊழியர்கள் மத்தியிலும் அலுவலர்கள் மத்தியிலும் பரவலாக இந்த இயக்கத்திற்கு ஆதரவு பெருகி வருகிறது. சில விமர்சனங்களும் முன் வந்திருக்கின்றன. அதில் முக்கியமானவை இரண்டு.
1. ஒரு சேர்மன் பணிக்காலம் முடிந்து, ஐ.ஓ.பிக்கு போகிற வேளையில், வேண்டுமென்றே அவரை அவமதிக்கும் முகமாக இப்படி ஒரு எதிப்பைக் காடுக்கிறார்கள். இப்படிச் செய்வது PGBEA மற்றும் PGBOUவின் வழக்கம்.
2. ஒரு புதிய சேர்மன் வங்கிக்குள் காலடி எடுத்து வைக்கிற வேளையில், இப்படி செய்வது என்பது, புதிய சேர்மனை மிரட்டுவது போலாகிறது.
இந்த விமர்சனங்கள் நமது இயக்கத்தின் நோக்கத்தை அறியாதவையாகவும் அல்லது திசை திருப்புவதாகவும் இருக்கின்றன. புதிய சேர்மன், பழைய சேர்மன் என்று நபர் சார்ந்து நாம் விஷயத்தை முன்வைக்கவில்லை. நிர்வாகம்தான் நமக்கு பிரதானம். அப்புறம் யாரும் வராத அல்லது போகாத நாள், நட்சத்திரம் பார்த்து ஒரு இயக்கத்தை தொழிற்சங்கங்கள் ஆரம்பிப்பதில்லை.
நமது இரண்டு சங்கங்களின் கூட்டுச் செயற்குழு கூடி விவாதித்ததில், இந்த வங்கியும், நாமும் கடந்த சில வருடங்களில் மிகக் கடுமையாக பதிக்கப்பட்டு இருப்பதை உணர்ந்தது. மொத்த systemமும் நோய்வாய்ப்பட்டு, இருப்பதாக விமர்சனம் செய்தது. அதிகரிக்கும் பணிச்சுமை, ஒழுங்கு நடவடிக்கைகள், பணிபுரியும் சூழல், பணி ஓய்வு பெறுகிறவர்களின் பரிதாப நிலைமை எல்லாம் ஊழியர்கள் மற்றும்ம் அலுவலர்கள் மத்தியில் ஒரு பயத்தையும், பதற்றத்தையும் உருவாக்கியிருப்பதை உனர்ந்தது. பதவி உயர்வு, புதிய பணிநியமனம், மாறுதல்கள் எல்லாம் நகர முடியாமல் struck ஆகிக் கிடப்பதையும், அதனால் வர இருக்கிற குழப்பங்களை புரிந்துகொண்டது. இதனை சரிசெய்ய நிர்வாகம் எந்த முனைப்பும், பார்வையும் இல்லாததால், PGBEAவும், PGBOUவும் இந்த இயக்கத்தை ஆரம்பித்திருக்கிறது.
கலகம் செய்யாமல் நியாயம் பிறக்காது. நடைமுறையில் இருக்கும் அத்தனை குளறுபடிகளையும் கேள்விகளுக்குள்ளாக்குவதன் மூலம் நிர்வாகத்தை சரிசெய்வதுதான் இந்த இயக்கத்தின் அர்த்தமும், புரிதலும் ஆகும்.
நம்மை ஆள்பவர்களே சீர்திருத்தங்களை அறிவிக்கிறார்கள். vision 2020, vision 2015 என்று தங்கள் தொலைதூரப்பார்வையை அறிவிக்கிறார்கள். அதுபோல உழைக்கும் மனிதர்களாகிய நாம் நமக்கென்று முன்வைக்கும் visionதான் இந்த இயக்கம். நமது தன்மானத்தையும், சுயமரியாதையையும் நிலைநிறுத்துவது, பணிச்சூழலை பாதுகாப்பானதாக ஏற்படுத்துவது, நிம்மதியான பணி ஓய்வை நிச்சயமாக்குவது, வணிக வங்கிக்கு இணையான அத்தனை உரிமைகளையும், சலுகைகளையும் பெறுவது, ஒழுங்கு நடவடிக்கைகளை ஒழுங்குபடுத்துவது, பதவி உயர்விலும் மாறுதல்களிலும் வெளிப்படைத்தன்மையை ஏற்படுத்துவது என்பது நமது vision. இதன் பொருட்டே நமது இயக்கம்.
இது நீண்டதொரு பயணம். இந்த இயக்கத்திற்கான ஆதரவை பெருகச் செய்வது என்பதுதான் நமது முதற்கட்ட நடவடிக்கை. தொடர்ந்த பிரச்சாரங்கள் மூலம், எல்லாத் திசைகளிலிருந்தும் குரல்களை எதிரொலிக்கச் செய்ய வேண்டும் என்பதே நமது உடனடித் திட்டம்.
நம்மை விமர்சிப்பவர்கள் என்ன வேண்டுமானாலும் விமர்சிக்கட்டும். நாம் நமது பாதையில் தெளிவாக இருப்போம். நிர்வாகத்திடம் நாம் அளித்திருக்கும் இந்த memorandum தான் நமது பாதை. ந்ம்மை விமர்சிப்பவர்களுக்கான நமது பதில்!
Memorandum submitted to the management of Pandyan Grama Bank by Pandyan Grama Bank Employees Association and Pandyan Grama Bank Officers union on 10.05.2012
_______________________________________________________________
We, Pandyan Grama Bank Employees Association and Pandyan Grama Bank Officers Union are maintaining industrial peace and extending our cooperation for the development of the bank. It does not mean that we do not have issues or problems. There are many long pending demands from our side to be looked into and settled. We have been positive to settle them amicably. But the attitude and approach of our management is totally negative and anti-labor. The working atmosphere is damaged and the working force is in distress.
In the past five years, not a even a single monetary benefit was extended to our staff except the wage revision as per NIT award. We have placed many demands on par with our sponsor bank and negotiated with our management. But there is no positive results.
Our banking business is affected by net connectivity then and there. Many times, branches have to wait and carry on the day-to-day business even after business hours. In several cases, the staff members have to go to other nearby branches and finish the day end jobs. But there is no overtime allowance paid.
We are suffering with acute shortage of manpower. Officers and Employees are not permitted to avail adequate leave and day by day deputations of the staff become very hard. The whole situation is alarming, But the remedy is not in sight.
Workload in branches is increasing heavily with the opening of accounts under nofrill, OAP and likewise. Officers and employees are suffering to finish day to day transactions. Instead of supporting and shouldering them, management is coming down with sharp criticism and allegations.
Due to this shortage of manpower and increase of workload, controlling of the branch becomes difficult task. This is the main reason for the untoward incidents occurring in the branches nowadays. These errors are not due to the mistakes of individuals. It is the error of system. Management has not taken any initiative to check this. On the other hand, It is very busy to take disciplinary actions against the staff.
The way of treating the retiring officers by our management is arrogant. Management is fixing the retiring officers for the irregular accounts of advances they have disbursed during his entire tenure, and is deducting the money from their retiring benefits. Unions oppose it and request the management to give adequate time for the retiring staff to rectify the same. But management is giving charge sheet at the eve of the retirement date and giving them farewell with empty hand.
There is no transfer policy for the staff at present. In the absence of guidelines and formulated rules, management is transferring the staff all the time here and there. There are instances of victimisation, partiality and favouritism. It disturbs heavily the working atmosphere of the bank.
In the recent promotion from Scale II officers to Scale III officers, management has promoted some non performers and some officers who are working against the interest of the bank . It totally spoils the morale of the officers at the ground level.
The total system of the bank is very much affected and the health of institution becomes ill. No concrete steps and corrective measures are taken to to check and change the trend. No special attention is paid towards developing, expanding and strengthening of the bank.
We are firm that the first step towards improving the atmosphere begins with the acceleration of motivation and enthusiasm of officers and employees of the bank. For this, we chart out the following key factors and demand the management to take positive steps on them.
1. All our pending economical demands viz (a) Pay protection to Ex-servicemen (b) Computer operator allowance to 2008 batch recruitees (c) Newspaper allowance (d) House maintenance allowance (e) Reimbursement of 15 litres petrol to clerks (f) TA and lodging expenses to officers (g) Overtime allowance should be extended to Pandyan Grama Bank officers and employees.
2. There should be adequate manpower to branches. Officers and employees will not be responsible for any untoward incidents happened due to shortage of manpower.
3. Those who are working in excess of their term in head office should be transferred to branches. Senior managers of PAD and AIVD should have a term of two years in general.
4.Management should inform the discrepancies and problems if any to the notice of retiring staff well in advance of six months. management should also give a working sheet of retiring benefits to them. If there is any recovery, it should be intimated to them properly.
5. There should be transfer policy in line with the sponsor bank. There should not be any partiality and victimisations.
6.Management should stop/withdraw all the vindictive actions against the officers and employees of the bank.
7.All the pending disciplinary actions should be examined and reviewed. There should be a time frame for the disposal of the disciplinary proceedings.
8. Marks obtained during the process of promotions should be published by the management.
9.Overtime allowance should be extended to all those working after 5pm in the branches and head office.
10. Leaders of PGBEA and PGBOU should be posted at head office.
Sir, We place this memorandum to understand our issues and views. We hope, you will take it in right sense and turn the bank to right direction. It will change the mood and boost the morale of the working force. There will be certainly good results to the bank.
(M.Solai Manickam) (T.Sankaralingam)
General Secretary - PGBEA General Secretary - PGBOU
In the past five years, not a even a single monetary benefit was extended to our staff except the wage revision as per NIT award. We have placed many demands on par with our sponsor bank and negotiated with our management. But there is no positive results.
Our banking business is affected by net connectivity then and there. Many times, branches have to wait and carry on the day-to-day business even after business hours. In several cases, the staff members have to go to other nearby branches and finish the day end jobs. But there is no overtime allowance paid.
We are suffering with acute shortage of manpower. Officers and Employees are not permitted to avail adequate leave and day by day deputations of the staff become very hard. The whole situation is alarming, But the remedy is not in sight.
Workload in branches is increasing heavily with the opening of accounts under nofrill, OAP and likewise. Officers and employees are suffering to finish day to day transactions. Instead of supporting and shouldering them, management is coming down with sharp criticism and allegations.
Due to this shortage of manpower and increase of workload, controlling of the branch becomes difficult task. This is the main reason for the untoward incidents occurring in the branches nowadays. These errors are not due to the mistakes of individuals. It is the error of system. Management has not taken any initiative to check this. On the other hand, It is very busy to take disciplinary actions against the staff.
The way of treating the retiring officers by our management is arrogant. Management is fixing the retiring officers for the irregular accounts of advances they have disbursed during his entire tenure, and is deducting the money from their retiring benefits. Unions oppose it and request the management to give adequate time for the retiring staff to rectify the same. But management is giving charge sheet at the eve of the retirement date and giving them farewell with empty hand.
There is no transfer policy for the staff at present. In the absence of guidelines and formulated rules, management is transferring the staff all the time here and there. There are instances of victimisation, partiality and favouritism. It disturbs heavily the working atmosphere of the bank.
In the recent promotion from Scale II officers to Scale III officers, management has promoted some non performers and some officers who are working against the interest of the bank . It totally spoils the morale of the officers at the ground level.
The total system of the bank is very much affected and the health of institution becomes ill. No concrete steps and corrective measures are taken to to check and change the trend. No special attention is paid towards developing, expanding and strengthening of the bank.
We are firm that the first step towards improving the atmosphere begins with the acceleration of motivation and enthusiasm of officers and employees of the bank. For this, we chart out the following key factors and demand the management to take positive steps on them.
1. All our pending economical demands viz (a) Pay protection to Ex-servicemen (b) Computer operator allowance to 2008 batch recruitees (c) Newspaper allowance (d) House maintenance allowance (e) Reimbursement of 15 litres petrol to clerks (f) TA and lodging expenses to officers (g) Overtime allowance should be extended to Pandyan Grama Bank officers and employees.
2. There should be adequate manpower to branches. Officers and employees will not be responsible for any untoward incidents happened due to shortage of manpower.
3. Those who are working in excess of their term in head office should be transferred to branches. Senior managers of PAD and AIVD should have a term of two years in general.
4.Management should inform the discrepancies and problems if any to the notice of retiring staff well in advance of six months. management should also give a working sheet of retiring benefits to them. If there is any recovery, it should be intimated to them properly.
5. There should be transfer policy in line with the sponsor bank. There should not be any partiality and victimisations.
6.Management should stop/withdraw all the vindictive actions against the officers and employees of the bank.
7.All the pending disciplinary actions should be examined and reviewed. There should be a time frame for the disposal of the disciplinary proceedings.
8. Marks obtained during the process of promotions should be published by the management.
9.Overtime allowance should be extended to all those working after 5pm in the branches and head office.
10. Leaders of PGBEA and PGBOU should be posted at head office.
Sir, We place this memorandum to understand our issues and views. We hope, you will take it in right sense and turn the bank to right direction. It will change the mood and boost the morale of the working force. There will be certainly good results to the bank.
(M.Solai Manickam) (T.Sankaralingam)
General Secretary - PGBEA General Secretary - PGBOU
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