Empowering farmers through CANPAL support

EMPOWER 2015
THE CANARA BANK OFFICERS' ASSOCIATION (Regd.)

(AFFILIATED TO AINBOF & AIBOC)
Cover page - Report
CANPAL Activity at LATUR in Maharashtra

Latur in Maharashtra is known for farmers' suicides. A farmers' meet has been organised
by CANPAL at Latur to express our support to the farmers and also a confident building measure.
A booklet detailing our Bank's agricultural schemes in Marati Language, has been
released by CANPAL during the farmers' meet.
Our General Secretary & Officer Director Sri. G.V.Manimaran, our Bank's Board of
Director Sri Sunil Hukumchand Kochetaji and a large number of farmers participated.
Booklet prepared by CANPAL CBOA Our G S distributing the Our Director Mr.Kochetaji
in Marati containing our booklets to the farmers addressing
Bank's Schemes for the farmers
"Empower 2015" (updated till 30.09.2015)

(For reference purpose only)
A Publication of
THE CANARA BANK OFFICERS' ASSOCIATION (Regd.)

Madurai Region
Compiled by
V.Ramaraj
Editor, Friend & Guide, CBOA.
OUR CENTRAL NEGOTIATING TEAM MEMBERS (CNT)
SL. NO. NAME DESIGNATION IN CBOA STATIONED AT
1. Sri A N Krishna Murthy Chairman Bangalore

2. Sri K S Singh President Patna
3. Sri J Vanagamudi Vice-President Coimbatore
4. Sri A S N Reddy Vice-President Vijayawada
5. Sri M U Kulkarni Vice-President Mangalore
6. Sri G V Manimaran General Secretary Chennai
7. Sri Ashwani Kumar Juneja Joint General Secretary Rohtak
8. Sri R K Bhardwaj Joint General Secretary Bhopal
9. Sri C.K Sudhakaran Joint General Secretary Trivandrum
10. Sri Suresh D Kokal Organising General Secretary Mumbai
LIST OF YOUNG CNT MEMBERS WHO ATTEND J. C. ON ROTATION BASIS

1. Sri Anshuman Singh CC Member (Young) Lucknow
2. Sri Ravikumar CC Member (Young) Gulbarga
3. Smt. Sarika Patwa CC Member (Women Representative) Ahmedabad
CENTRAL LIAISON
Sri J.S. Jagadeesh Joint General Secretary Bangalore
IMPORTANT WEBSITES
Canara Bank Officers' Association www.cboa.co.in
Light Circle www.lightcircle.org
All India Bank Officers Confederation www.aiboc.org
Canara Bank www.canarabank.com
Reserve Bank of India www.rbi.org.in
Indian Banks Association www.iba.org.in
Ministry of Finance, Govt of India www.finmin.nic.in
FOREWORD
CBOA has been pioneering its efforts in empowering its members through
enabling and equipping them with the updated version of the guidelines and the
provisions of day to day affairs both in the Banking and personal arena. The
benefits accrual has been enjoyed by one and all. The current document is yet
another milestone in the process of enhancing the capabilities of our brothers
and sisters.
It is unique in the History of Banking and also in Trade Union movements that an Organization of
Officers has taken upon themselves the task of knowledge up gradation of its members which is
generally perceived as a HRD effort of the Bank or for that matter any employer organization. Here it
is a matter of pride that we have cast on ourselves the responsibility of responding to the changes of
time in the Industry as well as in the society around.
A sound and updated knowledge level shall be the most valuable asset and the most critical input in
terms of contribution towards business development and customer service. Besides the thorough
knowledge shall considerably enhance the involvement and confidence levels of the People working
for the Development and Growth of the Bank. Such an Individual or Group can catalyze the normal
efforts in terms of pro active and reactive efforts in all the areas of Banking, more so in Marketing,
Business Development and better adoption of systems and procedures for safety and security of the
Institution and its assets.
This handbook on your hand prepared by V Ramaraj, Editor, Friend & Guide, CBOA, carrying the
information regarding the Welfare Schemes & achievements of CBOA, AIBOC, our Bank, Officers'
Service matters, Tips for POs, Retirees etc, will be much useful to the Officers.
With the voluntary adoption of taking the Bank to greater heights through all round efforts of all
concerned effectively employing the CANPAL, we can set a new trend and standards of involvement of
the staff.
'CANPAL', a voluntary forum consisting of serving & retired Officers, has been formed by our CBOA
with the objective of dedicating ourselves to our beloved Bank to excel in every parameter as a
voluntary service to our Bank.
CBOA with its strong 22000 membership through its innovative platform 'CANPAL' invented by the
'THINK TANK' launched its project 'THUS WE CAN' with an objective to reach 10 lac crore total
business and 10000 crore net profit.
I invite every one of you to actively participate in CBOA's functioning and also in the development of
our Bank through CANPAL.
Do your duty and own your rights.
Together, We can do, We will do.
Chennai with best wishes, G V Manimaran

30.09.2015 General Secretary
Unparallel & incomparable achievements
Car Loan
Car loan to officers increased to 10

lacs for new and 6 lacs for old.
Loan on confirmation irrespective
of the basic pay.
35% net take home.
8.5% ROI simple for entire limits.
Two wheeler Loan
Limit enhanced to one lac
Relaxations in RBI HL for Staff
1. Higher loan quantum up to 5 years

salary
2. Minimum NTH up to 35%
3. Relaxation in 3 years of minimum
service provided the employee is
confirmed in the service.
4. In case of composite loans, utilisation
of loan amount towards purchase plot is
up to 60% of eligible or sanctioned loan
limit.
5. Income of close relatives shall be
taken in to account for computing the
eligibility provided such relatives are
joining as co borrower which is also
demanded to be considered in case of
Staff housing loan also.
SL. NO. CONTENTS PAGE NO.
03. MODIFIED GUIDELINES OF EMPLOYEES' HOUSING

LOAN (EHL) 45
04. PERFORMANCE LINKED CASH INCENTIVE SCHEME 46
05. LONG TERM POLICY FOR PROMOTION 47
06. SCHEME FOR COMPASSIONATE APPOINTMENT 62
07. CONVEYANCE ALLOWANCE TO DEAF & DUMB
EMPLOYEES 70
08. DUAL FAMILY PENSION TO FAMILY OF DECEASED
RE -EMPLOYED EX-SERVICEMEN IN OUR BANK 71
09. MODIFICATION IN EMPLOYEES' HOUSING LOAN (EHL) 71
10. MODIFICATION IN SPECIAL VEHICLELOAN SCHEME
FOR PURCHASE OF NEW TWO WHEELER BY EMPLOYEES
OF THE BANK DURING THE PROBATIONARY PERIOD 72
11. BUSINESS DEVELOPMENT EXPENSES TO POS DURING
PROB. PERIOD 72
12. BUSINESS DEVELOPMENT EXPENSES TO BRANCH
INCHARGE 73
13. REIMBURSEMENT OF PACKING CHARGES TO POS
DURING PROB.PERIOD 73
14. ALLOTMENT OF SURPLUS VACANT BANK QUARTERS 74
15. INCENTIVE SCHEME FOR SPOT RECTIFICATION
DURING RBIA 75
16. STAFF MEETING 76
17. MODIFICATION IN THE SCHEME FOR REIMBURSEMENT
OF CLEANING EXPENSES 76
18. LEAVE FARE CONCESSION (LFC) TO VISIT ABROAD 76
19. REPORTING BY OFFICER EMPLOYEES IN CASE OF
ARREST/DETENTION BY POLICE/CBI ETC. 77
20. NEW FURNITURE SCHEME 78

21. SPECIAL VEHICLE LOAN SCHEME 80
22. MODIFICATION IN CONVEYANCE SCHEME 81
23. CASHLESS FACILITY SCHEME FOR
HOSPITALISATION TO OUR EMPLOYEES 82
24. REVISED POLICY ON SABBATICAL LEAVE 83
25. POLICY ON STAFF ACCOUNTABILITY 84
26. AMENDMENT TO POLICY ON STAFF ACCOUNTABILITY 88
27. POLICY ON RIGOUR OF PENALTY 89
28. POLICY ON RIGOUR OF PENALTY MODIFICATION 89
29. REVISED SCHEME OF REWARD FOR RESISTING DACOITS /
ROBBERS 90
VI. QUICK VIEW 92-136

01. HOLIDAY HOMES & GUEST HOUSES 92
02. TIPS FOR PROBATIONARY OFFICERS 107
03. TA RULES FOR P OS 110
04. JAIIB & CAIIB 111

05. FACILITIES TO RETIREES 112
06. FACILITIES TO THE NOMINEE / LEGAL HEIRS OF
DECEASED EMPLOYEE 122
07. FACILITIES TO OFFICERS POSTED TO NORTH
EASTERN REGION 126
08. RETENTION OF QUARTERS 127
09. AUTHORITY TO PASS CHEQUES / VOUCHERS 128
10. FREIGHT CHARGES 129
11. MONETARY LOSS ON REVERSION / DECLINING
PROMOTION 130
12. RETURN OF MOVABLE, IMMOVABLE & VALUABLE
PROPERTY 132
13. REVENUE POWERS DELEGATED TO VARIOUS
AUTHORITIES 134
14. READY RECKONER 136
VII. OFFICERS' SERVICE CONDITIONS 137-410

A. REGULATIONS GOVERNING OFFICERS 137-159
01. CANARA BANK (OFFICERS') SERVICE REGULATIONS. 1979 137
02. CANARA BANK OFFICER EMPLOYEES' (CONDUCT)

REGULATIONS, 1976 144
03. CANARA BANK OFFICER EMPLOYEES' (DISCIPLINE
& APPEAL) REGULATIONS - 1976 155
B. PAY & ALLOWANCES 159
C. OTHER MONETARY BENEFITS /

INCENTIVE SCHEMES 159-191
01. CONVEYANCE SCHEME - PETROL / MONETARY LIMITS 159
02. ENTERTAINMENT / BUSINESS DEVELOPMENT
EXPENSES 165
03. SUBSCRIPTION TO NEWSPAPER 168
04. NEWSPAPER TO THE BRANCH 169
05. MEDICAL AID 169
06. RESIDENTIAL TELEPHONE FACILITY TO MANAGERS 170
07. MEMBERSHIP OF CLUBS 172
08. CANTEEN SUBSIDY 173
09. PRESENTATION OF MILESTONE AWARDS 174
10. COMPUTER EDUCATION INCENTIVE SCHEME 177
11. INCENTIVE SCHEME FOR OFFICERS & CLERICAL STAFF
FOR TAKING UP PG / DIPLOMA / CERTIFICATE COURSES 178
12. RESIDENTIAL ACCOMMODATION - QUARTERS FACILITY 180
13. CLEANING EXPENSES 183
14. INCENTIVE SCHEME TO HONOUR ALERT EMPLOYEES 184
15. GROUP PERSONAL ACCIDENT INSURANCE POLICY 185
16. EMPLOYEES' SUGGESTION SCHEME 189
D. POLICIES / SCHEMES RELATING TO
OFFICERS 191-290
01. TRANSFER POLICY & RURAL / SEMI-URBAN SERVICE 191
02. TA RULES FOR OFFICERS 197
03. LFC RULES FOR OFFICERS 237
04. LEAVE RULES & SABBATICAL LEAVE 260
05. HOSPITALISATION EXPENSES REIMBURSEMENT 267
06. ANNUAL PERFORMANCE APPRAISAL SYSTEM 274
07. TIPS FOR HANDING OVER CHARGE / TAKING OVER
CHARGE 282
08. OUTSIDE ASSIGNMENTS 288
09. LFC FOR WORKMEN-FOR GUIDANCE OF MANAGERS 289
E. REPORTING BY OFFICERS/OTHER
GENERAL MATTERS 291-329
01. REPORTING OF PERSONAL MATTERS 291
02. REPORTING BY OFFICERS ABOUT ARREST /
DETENTION BY POLICE / CBI 298
03. REPORTING OF FRAUDS, THEFTS, BURGLARIES,
ROBBERIES & DACOITIES 299
04. GHOSH COMMITTEE RECOMMENDATIONS RELATING
TO FRAUDS & MALPRACTICES IN BANKS 303
05. VIGILANCE MATTERS 303

06. WHISTLE BLOWING I 310
07. WHISTLE BLOWING II 311
08. WHISTLE BLOWER POLICY 312
09. COMPUTER LITERACY FOR EMPLOYEES 312
10. IDENTITY CARD 314
11. PHOTO FOR OFFICE RECORDS 318
12. THIRD PLACE OPERATION / LEAVING HEADQUARTERS
BY MANAGERS / OFFICERS 319
13. EMPLOYEES PROCEEDING ABROAD 321
14. HELMETS TO OFFICERS 323
15. PREVENTION OF SEXUAL HARASSMENT IN WORK PLACE 323
16. REVISED CAR SCHEME FOR BRANCHES 324
17. VOLUNTARY BLOOD DONATION BY OUR EMPLOYEES 328
18. PREFERENTIAL R O I ON DEPOSIT OF STAFF 328
F. FUNCTIONAL ASPECTS :
IMPORTANT GUIDELINES 330-369
01. CATEGORISATION OF BRANCHES 330
02. SECURITY CONSCIOUSNESS AT BRANCHES
(TEN-COMMANDMENTS) 331
03. TEN COMMENDMENTS FOR SECURITY IN
COMPUTERISED ENVIRONMENT 332
04. GUIDELINES - IMPLEMENTATION OF INFORMATION
TECHNOLOGY SECURITY POLICY 333
05. DEMOCLES' SWORD FOR OFFICERS IN BANKS 334
06. DUTIES & RESPONSIBILITIES OF SPECIAL ASSISTANTS 336
07. DUTIES OF CLERICAL CADRE 337
08. DETERMINATION OF SENIORITY OF SUB STAFF FOR

ENTRUSTMENT OF DAFTARY DUTY 339
09. DUTIES & RESPONSIBILITIES OF ARMED GUARDS 339
10. TEMPORARY ENTRUSTMENT OF SUPERVISORY DUTIES 341
11. FUNCTIONS OF KEY BRANCH PERSONNEL 348
12. SIGNATURE OF THE BANK OFFICIALS ON LOAN PAPERS 352
13. LIMIT FOR LOCAL PURCHASE 353
14. DELEGATION OF POWERS TO INCUR REVENUE
EXPENDITURE 355
15. C V C JURISDICTION - MODIFICATION 362
16. CODE OF CONDUCT FOR PROHIBITION ON INSIDER
TRADING 362
17. EROSION OF INCOME - ACCOUNTABILITY ON
INSPECTING OFFICERS 362
18. OBSERVANCE OF WORKING HOURS 363
19. CUSTOMER SERVICE - PUNCTUALITY AND DISCIPLINE 363
20. CONTINUED ABSENCE OF EMPLOYEES / VOLUNTARY
CESSATION OF EMPLOYMENT 364
21. CASH REMITTANCE - ARMED GUARDS 366
22. CASH REMITTANCE - ENGAGING COOLIES FOR LIFTING
CASH BOXES 367
23. RUBBER STAMP OF AUTHORISED SIGNATURIES 367
24. MASTER KEY OF SAFE DEPOSIT LOCKERS 368
25. POSTING & RELIEF FOR TRAINING 368
26. USAGE & SETTLEMENT OF CREDIT CARDS ISSUED TO
STAFF MEMBERS 368
G. LOANS AND ADVANCES RELATING

TO STAFF 369-405
01. IMPORTANT GUIDELINES WITH REGARD TO
SANCTIONING OF LOANS & ADVANCES INCLUDING
FESTIVAL ADVANCE TO EMPLOYEES 369
02. DPN LOAN TO EMPLOYEES OF THE BANK 370
03. CONVEYANCE LOAN SCHEME - CAR - FOR OFFICERS 372
04. CONVEYANCE LOAN SCHEME - CAR REPAIRS 374
05. MODIFICATIONS IN LHV SCHEME 375
06. CONVEYANCE LOAN SCHEME - TWO WHEELERS -
OFFICERS 376
07. CONVEYANCE LOAN SCHEME - TWO WHEELERS -
WORKMEN 379
08. CAR LOAN SCHEME - EMPLOYEES (OFFICERS &
WORKMEN) 382
09. HOUSING LOAN TO EMPLOYEES (EHL) 384
10. MODIFICATION IN HL SCHEME 386
11. LATEST GUIDELINES ON EMPLOYEES HOUSING LOAN 387
12. HOUSING LOAN TO RETIRED EMPLOYEES 390
13. HOUSING FINANCE SCHEME (APPLICABLE TO
CUSTOMERS 391
14. AGRICULTURAL LOANS TO BANK EMPLOYEES 392
15. GUIDELINES FOR GRANTING LOANS & ADVANCES
TO EMPLOYEES 393
16. DELEGATION POWERS FOR SANCTION OF LOANS /
ADVANCES TO STAFF MEMBERS 398
17. LOANS & ADVANCES TO OFFICERS AGAINST APPROVED
SECURITIES 399
18. FESTIVAL ADVANCE TO EMPLOYEES 400

19. EMPLOYEES LOANS & ADVANCES - SETTLEMENT OF
PF / GRATUITY / PENSION ETC. 401
20. ADVANCES TO RELATIVES OF EMPLOYEES 403
H. SPF / SWF 405-410

01. STAFF PROVIDENT FUND 405
02. GOLDEN JUBLIEE STAFF WELFARE FUND 408
V VIII. RETIREMENT / VRS / SVRS /
RESIGNATION / TERMINATION MATTERS 411-419
01. BIDDING GOODBYE / TERMINAL BENEFITS 411
02. SCHEME OF VOLUNTARY RETIREMENT FOR
EMPLOYEES 414
03. HRD SYSTEM OF ENTRY & EXIT INTERVIEW 416
04. RESIGNATION 416
05. TERMINATION OF AN OFFICER 416
06. EMPLOYEES UNDER SUSPENSION 417
07. ACCEPTANCE OF EMPLOYMENT AFTER RETIREMENT
BY AN OFFICER EMPLOYEE 418
08. QUARTERS RENTAL CEILING - A COMPARATIVE
ANALYSIS 419
IX. ANNEXURES / CHARTS 420-427

A.SPECIMEN APPLICATION FORMS /
FORMATS 420-422
01. CBOA MEMBERSHIP APPLICATION 420
02. CBOA BENEVOLENT FUND - MANDATE / NOMINATION
FORM 421
03. C B - RETIRED - O A MEMBERSHIP APPLICATION FORM 422
B. CHARTS 423-427
01. AMENDENT TO THE SCHEDULE TO THE CANARA BANK
OFFICER (EMPLOYEES' (DISCIPLINE & APPEAL
REGULATIONS, 1976) 423
02. DISCIPLINARY ACTION PROCEEDINGS (FLOW CHART) 424
03. INDEX OF IMPORTANT CIRCULARS 425
04. ENTITLEMENT OF PROB. OFFICERS AT A GLANCE 427
05. SALARY REVISION - COMBINED FITMENT CHART 428
06. OFFICERS' - ENTITLEMENT AT A GLANCE 429
07. EXECUTIVES' - ENTITLEMENT AT A GLANCE 430
AINBOF CBOA
CANPAL
AIBOC
I. ABOUT OUR ORGANISATION
THE CANARA BANK OFFICERS' ASSOCIATION

Registered under Trade Unions Act, 1926 at Mumbai.
(Affiliated to AIBOC)
CENTRAL OFFICE
402-406, 4th Floor, Himalaya House, P.B. No. 262,
79, Mata Ramabai Ambedkar Marg, FORT, Mumbai - 400 001.
Tel : 2261 7872, 2270 5750 Fax : 2261 8306 Gram : CIBIOA
e-mail : cboa@vsnl.net or cboabom1@hotmail. com or cboa@hathway.com
Website : www.cboa.co.in
Patna Office Chennai Office

"Sambay Villa" 216, Royapettah High Road,
Road No.6, Rajendra Nagar Opp. Deccan Hotel, Royapettah,
PATNA - 800 016. CHENNAI - 600 014.
Tel : 0612 - 2320856 Tel : 044 - 28113151 / 2811 2454
E mail : kssingh8009@gmail. com E mail : cboachennai@yahoo.in
THE CANARA BANK OFFICERS' ASSOCIATION (CBOA) is in existence since 1966

and is the only Recognized Association representing Officers. More than 22,000 Officers
all over India have enrolled themselves as members of this Great Organisation, THE
CANARA BANK OFFICERS' ASSOCIATION.
IT IS THE CBOA that is affiliated to AIBOC, the largest National Organisation of

Officers with absolute majority in Banks and representing 91% of the Officers in the
Banking Industry.
IT IS THE CBOA that holds periodical Joint Conferences with the Bank
Management to lay down policies on promotion, transfers and other service matters of
interest concerning the Officers community.
IT IS THE CBOA that has no political alignment
CBOA Zindabad 1 Empower 2015

IT IS THE CBOA that has sponsored and created a Thrift Society at Chennai and
a Welfare Fund at Mumbai, granting death relief to members besides assistance to its
members on Hospitalisation.
IT IS THE CBOA, that has been publishing its periodical e-magazine FRIEND &
GUIDE (www.cboafriendandguide.org), a knowledge magazine called Light Circle
(www.lightcircle.org), "CBOA's Digest," promotion guides for JMG Scale I, MMG Scale II
and III promotion from Chennai at periodical intervals and systematic classes/mock
interview sessions at all the important centres all over India for the benefit of members/
non-members.
IT IS THE CBOA that has the nominee in the Apex Body i.e. Bank's Board
CBOA has completed more than 4 decades of its existence and continues its
unending crusade for securing more lasting facilities for all the Officers in Canara Bank.
OUR MEMBERSHIP STRENGTH
Year No of Members
2000 10560
2010 13098
30.9.2013 16194
30.6.2015 21067
Our General Secretaries since inception
Sl No Name (M/s) Tenure

From To
1 V P KAMATH 1970 1975
2 J V RAO 1976 1979
3 V P KAMATH 1980 1983
4 J V RAO 1984 1985
5 H S GAJANAN RAO 1986 1989
6 B SUDHAKAR SHETTY 1990 1996
7 S K KOHLI 1997 2010
8 R K AWASTHI 2010 2012
9 G V MANIMARAN 2012 2013
10 G V MANIMARAN 2013

CBOA's WELFARE SCHEMES FOR MEMBERS
THE SCHEME
Objective
To Provide funds, as a welfare measure, for the purpose of meeting the timely
requirements of our members and take care of them at times of distress .
To promote the feeling of brotherhood and make the members realise the importance
of being in an organisation like CBOA - which cares for its members.
To honour the retired members of the organisation by presenting them a memorable

gift on their laying down office after long years of commitment / dedication and
togetherness.
ELIGIBILITY
Members of CBOA only are eligible under the WELFARE SCHEMES of the
Organisation.
TYPES OF WELFARE SCHEMES
A. DEATH RELIEF SCHEME

Quantum : Death Relief amount under the Scheme is presently Rs.50,000/-.
Condition : Amount is payable to spouse or in their absence to 1st Son / Daughter

of the member who died in harness.
There should not be any arrears of subscription .
Mode of Claim : Regional Secretary should place a claim on Welfare Secretary ,

Central Office , Mumbai - giving full details.
Receipt : Regional Secretary to submit stamped receipt from claimant after making
payment , for audit purpose.
( Bank's Death Relief Scheme : Rs.1,50,000/-)

B. HOSPITALISATION SCHEME
Quantum :
Total amount spent by the Maximum amount Maximum amount
Member as shown in reimbursable in respect reimbursable in respect
Sanction proceedings of hospitalisation of of hospitalisation of
of the Bank the Member Spouse of the Member
Rs.35001/- to Rs.50000/- Rs.10,000/- Rs.5,000/-

Rs.50001/- to Rs.100000/- Rs.15,000/- Rs.7,500/-
Rs.100001/- to Rs.200000/- Rs.30,000/- Rs.15,000/-
Rs.200001/- and above Rs.50,000/- Rs.25,000/-
It is a common experience that officer who undergoes major operation or who is

hospitalised for a long duration , incurs substantial amount from own sources inspite
of normal reimbursement of Medical Expenses by the Bank. The scheme was earlier
applicable to only for member's hospitalisation expenses and not that of his dependents.
Condition : No arrears in the subscription towards the organisation. Claims shall

be scrutinised and processed by the Welfare Secretary, Central Office, Mumbai.
The maximum amount reimbursed to a member during his / her entire service is
Rs.50,000/-
Mode of Claim : Members should send their claims through the Regional Secretary
along with the copy of the sanction proceedings received from HRM or HOSA Section
as the case may be.
C. HONOURING RETIRED MEMBERS

QUANTUM :
a. A suitable memento worth Rs. 5000/- shall be given to all the officers retiring
on superannuation irrespective of the tenure of their membership in the association.
b. In case of any member who is demitting his office on VRS/ Resignation the
memento shall be given as follows:-

CBOA ZindabadEmpower 2015
5
CBOA - BENEVOLENT FUND
1. The Scheme :
The Scheme shall be run under the Caption of "CBOA - BENEVOLENT FUND".
2. Objects :
i. To promote social, cultural, educational and other interest and activities of all
the officers of Canara Bank in India.
ii. To provide in case of need financial assistance to any officer of Canara Bank in
India or to the members of his family.
iii. To do such other act or acts as are incidental or conducive to attainment of the
above objectives.
3. Management :
i. Fund will be under the direct control of the Canara Bank Officer's Association
(Regd).
ii.An account in the name and style of "CBOA - Benevolent Fund" shall be opened
in any of the branches of Canara Bank.
iii. The account of the fund shall be operated upon by any of following two office ..
bearers of the Canara Bank Officers' Association Jointly: viz., Treasurer, Vice President,
General Secretary and Deputy General Secretary.
4. Accounts :
The Treasurer shall place the "Receipts & Payments" Statement of the fund before
the General Body of the Canara Bank Officer's Association for approval.
5. Membership :
All the existing members of the Canara Bank Officers' Association who are remitting
their monthly subscription under the 'check off' facility or otherwise and all future
members shall be automatically covered under the Fund subject to lodging of requisite
mandate with the Bank.

6. Members' Contribution :
Every member shall pay a sum of Rs.100/-(Rupees One Hundred only) per month
as 'Contribution to the Fund'. They shall lodge a Mandate with the Bank to deduct
Rs.100/- per month towards the Fund from their salary and allowances under 'check
off' facility arranged with the Bank. This check off will be effective from the salary payable
to Members from month of March 2007.
The members can also make yearly contribution in advance.
7.Cessation of Membership :
A member shall cease to be a member of the Fund in the event of any of the following:
a) For non-payment of the monthly contribution for three consecutive months.
b) When a member ceases to be member of the Canara Bank Officers' Association

under its rules and byelaws. viz.,
1. When he / she ceases to be an officer of the Bank by death, resignation,

retirement, removal or dismissal - subject to proviso with regard to removal / dismissal
from the Bank for participation in legitimate trade union activities.
2. Whe he / she is removed or expelled from the membership of the Association as

provided under the rules and byelaws of the Association.
8. Readmission :
Any member of the Fund who ceases to be a member of the Fund, for any reason,
may be readmitted, subject to his eligibility to be a member of the Canara Bank Officers'
Association as per the Rules & Byelaws. Such member shall pay all the arrears.
9. Operation of the Scheme :
a) In the case of 'death in harness' of a member a sum of Rs.4,50,000/- (Rupees

four lakhs fifty thousand only) shall be paid to the nominee / s of the member from the
corpus of the Fund.
b) The relief under the scheme shall be payable as a reimbursement of expenses

such as :

i. Marriage / Education expenses of children;
ii. Medical expenses of member, his / her parents and other dependents of the
deceased member-which are incurred during his / her life time;
iii. Expenses incurred by family members towards funeral, last rites of the deceased
member etc.
c) The claim shall be made in the prescribed format to the Treasurer.
d) In order to be eligible for the relief under the Scheme, the member should not be
in arrears of Subscription to the Canara Bank Officer' Association and Contribution
towards the Fund.
e) The members are advised to fill the 'Nomination Form' while signing the mandate
for deduction of contribution to the Fund in order to obviate the necessity of producing
Succession certificate by the claimants.
f) In the matter of interpretation of any of these rules, decision of the Central

Committee of the Canara Bank Officers' Association shall be final.
10. Legal proceedings :
No legal proceedings shall be instituted or commenced without the approval and

sanction of the Central Committee of the Canara Bank Officers' Association.
11. Jurisdiction :
All legal proceedings shall be only within the jurisdiction of the Courts in the city
of Mumbai.
12. Amendments :
The Rules and Regulations of the Fund are subject to amendments by the Central
Committee of the Canara Bank Officers' Association.
13. Dissolution :
The Central Committee of the Canara Bank Officers' Association shall be empowered
to dissolve and adjust the Fund. On such dissolution all monies to the credit of the
Fund shall be disposed off in accordance with the directions given by the dissolution
Meeting of the Central Committee of the Canara Bank Officers' Association.

ESTD 1974 Phone : 044 28112454
Telefax : 044 28113151
CANARA BANK OFFICERS COOPERATIVE THRIFT AND CREDIT SOCIETY LTD CR 3
No 216, Royapettah High Road, Royapettah, Chennai 600 014
email: cboschennai@bsnl.in
It is managed by Canara Bank Officers Association for the welfare of the Officers
community. The Society welcomes all the Officers of Canara Bank to be its member and
benefitted with its Loan and Welfare Schemes. The only condition is that the Officer
should not be a member of any other Co-operative Society.
# A DD for Rs 110/- in favour of the Society has to be sent (Rs 100/- towards
value of 10 shares @ Rs 10 each & Rs 10/- towards enrolment fee)
# Thrift Contribution per month is Rs 400/- for an Officer.
Performance Highlights of the Society
1. Consistently securing coveted A Grade in inspection since inception in 1974.
2. Earning profit since beginning.
3. Declaring Dividend every year since inception.
4. No borrowing from Apex Bank & managing with owned funds, thus lending at
lowest rate.
5. Instant sanction of loan by circulation to Board of Directors.
6. Interest on Thrift Deposit @ 7% p.a.
7. Dividend on Share capital @ 10% p.a.
8. Family Welfare Assistance Rs 50,000/- (on death).
9. A/c Guest Room facility for the members at low tariff (Rs. 500 per day)
10. A memento worth Rs 5000/- will be given to the member who is withdrawing
his membership after his superannuation.
Various loan Schemes available at Thrift Society

Scheme Loan amount Rate of Interest Repayment Renewal
Surety Loan Rs 2,50,000/- 10% p.a. 90 months Once in 6 months
Deposit Loan 90% of deposit 9% p.a. 60 months Once in 6 months
Gold loan Rs 1,00,000/- 9.5% p.a. 24 months
Festival Loan Rs 25,000/- 10% p.a. 25 months
Vehicle Loan Rs 50,000/- 48 months
Please log on to our website www.cboa.co.in for Membership Application Form &
Loan application Form.

Rental Ceiling for quarters
(w e f 01.07.2015) Scale I Scale II Scale III
Other places in Goa (except Panaji

which falls under the category
of State Capital 11000 11500 12000
Area II (Population 1 lac & above

but below 10 lacs) 10000 10500 11000
Area III (All other centres) i.e below

one lac population 6500 7000 7500
Lodging / Hostel / PG Accommodation to Officer Employees

(HO Cir 340/2015)
The confirmed Officers can stay in Lodge / Hostel / PG Accommodation. The POs
recruited hereinafter shall also be extended with the facility to stay in Lodge / Hostel /
PG Accommodation till they are on probation if the Bank is unable to provide
accommodation and may suitably opt to continue under this facility or for quarters
facility upon their confirmation.
The reimbursement, both for confirmed officer employees and for the POs joining
hereinafter, shall be fixed at 60% of rental reimbursement applicable to the place of
posting or the actual cost whichever is lower, subject to deduction of standard rent as
per Canara Bank Officers Service Regulations, 1979.
New Furniture Scheme Historical Achievement (HO Cir 303/2013):
Because of the efforts taken by CBOA, the new Furniture Scheme has been
introduced for providing furniture / fixtures to the Officers w.e.f. 24.06.2013:
Scale Mon etary Ceilin g / limit
JMGS I Rs 1,00,000
MMGS II & III Rs 1,75,000

It is introduced in the Bank for the first time after 107 years its existence. It is a
historical & Himalayan achievement of CBOA.
Introduction of Policy on Staff Accountability to safe guard Officers (HO

Cir 72/2012):
The Policy on Staff Accountability has been made only in our Bank in the entire
Banking industry. The entire credit goes to our beloved organization CBOA. The main
aim of the Accountability policy is not to discourage exercise of initiative and decision
making.
Enhancement in limit & relaxations in eligibility norms etc in Employees

Housing Loan scheme (HO Cir 403/2012, 270/2013 & 230/2015):
# Limit enhanced to Rs 50.00 lacs; Margin= 10%; ROI= 8%
# Net Take Home= 25%
# Up to maximum of two houses / flats can be acquired within the overall limit
# 40% loan amount towards purchase of land & 60% loan amt towards
construction.
# Take over liability from other institutions / HFS of the bank for acquiring second
unit
# Construction of 2nd housing unit on the same existing house is permitted.
# When both husband & wife are employed, both can avail jointly / individually.
# HL liabilities are permitted to be continued for a period up to 15 years from the

date of ceasing to be in services of the bank or till attaining 75 years of age
whichever is earlier on the same terms and conditions of the Employees Housing
Loan Scheme.
# The restriction stipulated on the availability of minimum residual service i.e. 18

months, is removed and all the employees, irrespective of the residual service,
may be permitted to avail EHL for house / flat which is under construction.

Modifications in LHV scheme (HO Cir 73/2013):
# Purchase of brand new / used passenger vehicles also like Toyota Innova, Maruti
Ertiga, Maruthi van for personal use.
# Max Loan amount Rs 6.00 lacs
# Condition of minimum gap of 4 years between two loans, is removed.
# Both two wheeler & four wheeler can be availed at a time.
# LHV liabilities are permitted to be continued for a period up to 5 years from the
date of ceasing to be in services of the bank on the same terms and conditions of the
Employees LHV Scheme.
Further modifications in LHV scheme as per HO Cir 198/2013:
Continuation of limits/ liabilities under car loan on the existing terms and conditions
of the respective schemes viz., car loan scheme for officers and car loan to officer and
workmen employees, for a period of 5 years from the date of cessation of service is
applicable to existing loans also.
Car loan scheme to employees - Modification in scheme guidelines
(HO Cir 571/2014):
# All the Officer employees including POs with 6 months service
# No ceiling on limit.
# Margin: 20% invoice value of the ne vehicle
Special Vehicle Loan Scheme for Probationary Officers (HO Cir 434/2013):
As per the Special Vehicle Loan scheme, the Officers & employees of the Bank are
eligible to purchase one Brand new two-wheeler during their probationary period. Max
loan amount: Rs 60,000/-, ROI: Base Rate till confirmation, Repayment: 84 months.
Modification in Special Vehicle Loan Scheme (HO Cir 72/2014)
Stipulation to note lien on caution deposit obtained from Probationary
Officers (POs) as additional security to the loan for purchase of brand new two-wheeler
is waived
Housing Loan to Retired Officers (Cir 358/2015):
Those employees who retired from the services of the bank on superannuation but
could not avail either EHL or housing finance scheme available to customers from our
bank or any other bank during active service and do not own a house in their service
period due to various reasons are eligible to avail housing loan under this scheme.
Limit= Rs 30.00 for Officers; ROI= 8.5% p.a. simple; Repayment upto 75 years

Informing the Annual Confidential Assessment Report (APAR) rating:
Due to the efforts taken by CBOA & AIBOC, the APAR rating will not be confidential
and it will be informed to individual officers from 2013 onwards.
Upward revision in reimbursement of monthly conveyance expenses (HO
Cir 96/2012):
Till 28.02.2012, the P Os got reimbursed of conveyance expenses upto Rs 100 p.m.
for Metro & Rs 75/- p.m. for other places respectively. We took the matter in the Joint
Conference and made the limit as Rs 1000/- p.m. for Metro / Area I & Rs 800/- p.m.
for other areas. Now, the P Os can get the conveyance reimbursement upto the above
limit during the probationary period whether they own a vehicle or not.
Further, the confirmed Officers were earlier eligible for reimbursement of lump sum
only till crossing the Basic Pay of Rs 19,400/- (Revised Basic of 31,705). Now, our
organisation has helped the Probationary Officers to get fuel reimbursement at petrol
limits (instead of lump sum) w.e.f. 01.03.2012 immediately after their confirmation
without crossing the Basic Pay of Rs 19,400/- (Revised Basic of 31,705).
Mass recruitment:
CBOA is continuously urging the Bank to recruit Officer employees in large
numbers. 11,000 P Os are recruited by the Bank since 2009. 2000 P Os are going to
be recruited shortly
Increased Promotional opportunities within short span:
Earlier there was a waiting of 7 10 years for getting eligibility for any promotion
from one Scale to another. Because of the strenuous efforts of our organisation, the
Officers now get eligibility after completing three years in any Scale to move to next Scale.
Last year, 1000/550/200 vacancies are declared for the promotions to scale II/III/IV
respectively.
Special Promotion for Scale I to Scale II:-
In order to provide adequate manpower in the new branches, our demand has been
considered by the Bank and a special promotion test has been conducted in the month
of Sep 2013 for Scale I to Scale II promotion with 450 vacancies.
PACKING CHARGES TO POs DURING THEIR PROBATION PERIOD (HO Cir
598/2014):
The facility of reimbursement of packing charges of Rs. 2000/- (Rupees Two
Thousand only) is extended to direct recruit probationary officers on transfer during
their probation period for the expenses related with packing, local transportation etc.,
with effective from 01.10.2014.

Introduction of BDE to Probationary Officers / Managers / Senior Managers
(HO Cir 478/2014):
Our organization has demanded & achieved the facility of reimbursement of Business
Development Expenses to the Direct Recruit Probationary Officers during their
probationary period also as under:
JMG Scale I = Rs 3000
MMG Scale II = Rs 3500
MMG Scale III = Rs 4000
Upward revision in BDE to Branch Heads (HO Cir 589/2014)

Because of the efforts of CBOA, the Business Development Expenses to the Officer
employees in JMGS-I, MMGS-II and MMGS-III who are heading the Branches w.e.f
01.10.2014 hereunder:
JMG Scale I = Rs 7000
MMG Scale II = Rs 8000
MMG Scale III = Rs 9000
Opening of more number of holiday homes by the Bank:

It is our custom to demand and achieve in every Joint Conference in the matter of
opening of holiday homes at all important centers. During 2013 & 2014, holiday homes
were opened at Rameswaram, Srirangam, Shirdi, Vishakapatnam, Bhubaneshwar &
Kolkata
Opening of CBOAs holiday home:
In addition to the CBOAs holiday home at Chennai, the CBOAs holiday homes
have been opened at Trivandrum and Kolkata.
Redesignation of Rural Officers:
The Rural Officers of our Bank are designated as Agricultural Extension Officers.
This will enable them to get rich exposure of Semi Urban, Urban & Metro branch
experience instead of restricting their exposure to rural area only for ten long years.
Newspaper subscription during Probationary period:
The Direct Recruit Probationary Officers are eligible for getting reimbursement of
90% newspaper subscription without any ceiling every month even during probationary
period.

Removal of Basic Pay restriction for availing car loan under Conveyance
scheme:
At present, the Officer employees whose basic pay is above Rs 31,705/- are only
eligible for availing Conveyance Loan for buying four wheeler at concessional rate of
interest. Our organization has demanded in the Joint Conference for removal of basic
pay restriction for availing car loan. The Management has agreed to examine the same.
Providing transit quarters in all the cities:
Our organization has demanded in the Joint Conference to provide transit quarters
in all the cities where Circle Offices are situated. The Management has agreed to advise
the Circles to provide transit quarters wherever possible.
Assured Home state transfer after three years:
It is ensured by our organization every year that all the Officer employees are
transferred to their home state after completion of three years. Fair & transparent transfer
policy is prevailing in the Bank for the Officer employees.
Extending Cleaning expenses facility to all:
Our organization has demanded in the Joint Conference for extending the facility
of reimbursement of cleaning expenses to all the Officer employees. The Management
has agreed to examine the same.
Providing Laptops & Mobile sets to all Branch Heads:
Our organization has demanded in the Joint Conference & achieved for providing
Laptops & Mobile sets to all Branch Heads.
Extension of mobile phone facility to Section heads/ Inspection/Marketing:
The Bank has acceded to the demand of CBOA and extended the mobile phone
facility to the Section Heads of Administrative Units, all the Inspecting Managers and
the entire workforce in Marketing Set up. It is CBOAs endeavor to get reimbursement
of mobile phone charges to all the Officers of the Bank in the days to come.
Opportunity to the retired officers for Audit Work:
With our continuous efforts, we could secure one opportunity for our retired officers.
A scheme for Empanelment of Retired Officials of Canara Bank for Audit Work has been
introduced by the Bank. Applications were invited from retired officials of our Bank in
Scale II and III for audit work.
Allotment of surplus vacant bank owned quarters (HO Cir 82/2014):
Due to CBOAs efforts, our Bank has started allotting surplus vacant bank owned
quarters to officers who are posted to other places in order to facilitate them to retain
their family either for education or treatment purposes at the transferor place.

Increase in Staff Meeting expenditure: (HO Cir 183/2014):
Expenditure permitted on staff meetings has been increased from Rs.10/- to Rs.20/
- per person per staff meeting w.e.f 01.04.2014.
Cleaning expenses to Personal lease quarters also (HO Cir 560/2014):
The facility of reimbursement of expenses incurred towards purchase of cleaning
materials as enumerated in HO Cir.No.128/2010 dated 07.04.2010 to the Officer
Employees who have been permitted to stay in quarters on personal lease basis also
Conversion of Marketing Officers on contract basis:
It is the CBOA converted all Marketing Officers on contract basis to permanent
officers of Canara Bank. It is an unprecedent in the Indian Banking Industry.
Home State Transfers in 2015:
In response to our representation, the Bank has released the communication this
year in time permitting the Officers to opt for request transfers to Home State on
completion of 3 years till 04.08.2015
Revision in LFC Encashment amount:
In response to our request, the LFC encashment amount has been revised as
mentioned below on account of revision in Railway Fare:-
For Scale I / II / III Rs 8,720/- per person
For Scale IV / V / VI / VII Rs 17,400/- Per person
Revision in reimbursement of JAIIB/CAIIB exam fees:
The Bank has acceded to our demand and the reimbursement of JAIIB/CAIIB
Exam Fees (50%) and cost of study materials (100%) are revised as under:
JAIIB: Exam Fees Rs.1349, Study Materials- Rs.1265 (Hindi), Rs.1095 (English)
CAIIB: Exam Fees Rs.1517, Study Materials- Rs.1200- Rs.1350
The above will be reimbursed for those who pass the JAIIB / CAIIB examinations
in consecutive 2 attempts.
Accessing Cannet from home through internet (HO Cir 289/2015):
We have demanded for the facility of accessing Cannet & HRMS from home through
internet. Now, our Bank has permitted the Officer employees to access Cannet from
home through internet.
Publishing guide for promotion test:
It is the CBOA, that has been publishing promotion guides for JMG Scale I, MMG
Scale II and III promotion from Chennai at periodical intervals.

Conducting coaching classes for promotion:
Systematic classes/mock interview sessions at all the important centres all over
India for the benefit of members/non-members.
Think Tank:
It is the CBOA formed the THINK TANK a structured body for the youth to suggest
innovative ideas to brave the emerging challenges.
Youth Conclaves:
It is the CBOA conducting YOUTH CONCLAVES in order to give due share in the
governance of the ASSOCIATION.
CANPAL:
Canpal, a voluntary forum has been started by CBOA to involve the serving & retired
officers for the development of the bank in all the parameters.
NO LEVY ON THE BIPARTITE SALARY ARREARS:
It is the CBOA which has taken the historical decision of NO LEVY on the salary
arrears respecting sentiments of the members.
CBOA's GENEROSITIES
In Dec 2013:-
Unprecedented rains wreak havoc in Uttarakhand. The death toll went up to 130.
Kedarnath was wiped out in flash floods. Our CBOA has donated Rs 5 lakhs to the
Chief Minister of Uttarakhand for the relief works.
In Jan 2015:-
The Jammu & Kashmir floods a national level disaster says the Prime Minister.
The toll in the J & K rains touched 160. 2600 villages affected. Our CBOA has extended
financial assistance to the tune of Rs 6 lakhs to the affected Officer employees and
Workmen who are working at our branches in the State of Jammu & Kashmir towards
flood relief, which is an unprecedent in the Indian Banking industry.

BRAIN STORMING SESSIONS
CBOA has the highest faith in democracy and transparency. In order to involve all
the members in framing the H R Policies, Brain Storming sessions are conducted almost
in all the Regions.
The members gave valuable suggestions with justifications for framing the
Promotion & Transfer Policies with the Bank.
Our General Secretary had participated almost in all the Brain Storming sessions
and interacted with the participants.
LEADERSHIP CUM DEFENCE WORKSHOPS
Learning is a never ending lifelong exercise. To update the knowledge of the

functionaries in respect of leadership and defence matters, Leadership cum Defence
Workshops were conducted by our CBOA at the following centres:
Sl. Regions participated Date Place of Workshop Coordinator
No From T0 M/s
1 Trivandrum, Ernakulam
& Calicut 17.10.14 18.10.14 Trivandrum C.K.Sudhakaran
2 Bangalore Metro, Bangalore
Rural, Mysore, Shimoga, Hubli,
Mangalore & Gulbarga 14.11.14 16.11.14 Mysore J S Jagadeesh
3 Mumbai, Pune, Nagpur,
Raipur & Ahmedabad 28.11.14 30.11.14 Pune R R Bagale
4 Chennai, Madurai,
Coimbatore, Trichy &
Salem 05.12.14 07.12.14 Trichy C Krishnakumar
5 Hyderabad, Vijayawada,
Vizaq, Warangal & Tirupathi 07.12.14 09.12.14 Hyderabad A S N Reddy
6 Agra, Varnai, Lucknow &
Meerut 12.12.14 14.12.14 Lucknow Dhananjay Singh
7 Chandigarh, Jalandhar,
Jaipur & Simla 12.12.14 14.12.14 Jalandhar S P Singh
8 Patna, Purnia, Ranchi,
Bhubaneswar, Guwhati,
Kolkata & Durgapur 26.12.14 28.12.14 Patna A K Das
9 Delhi, Gurgaon & Karnal 26.12.14 28.12.14 Gurgaon A K Juneja
10 Bhopal, Indore & Dehradun 02.01.15 04.01.15 Gurgaon A K Juneja

THINK TANK
What is 'Think Tank':

Lot of young boys and girls are in our Bank throughout the country whose talents
are very vital for the growth of the Bank and development of the Organisation. These
youth love to work for the Orgnisation. As such, a platform is provided to them called
CBOA THINK TANK under which they can pool their talent and work for the
Organisation.
Who is Think Tank:
The young generation in the bank who believe that the future is bright and by
assuming the role of CHANGE AGENTS to synchronize the Bank and Trade Union with
fast metamorphosing financial worls, they could usher the country to become super
power
Why CBOA THINK TANK
* Our bank today has got around 11000 officers out of about 21500 officers and
about 6000 employees joined with higher educational qualifications and highest hopes.
* About 4600 officers are retiring in another three years who will be displaced from
the new recruits from now on or from the clerks recruited after 2009 who will be again
replaced by the new generation.
* It is apparent that in another three years the young officers number recruited
after 2009 will rise to a minimum of 15000 I.e., 2/3rd of the total strength.
* This force is only going to lead the bank and the trade union.
* As a progressive and democratic Organisation, Canara bank officers' Association
believes that the future leaders are going to emerge from this lot only to steer both the
industry and the trade union movement.
* As an officers movement, possessing the rich policies of leading the trade union
by the serving officers and develop quality officers to lead the bank, CBOA believes that
it is the responsibility of a reputed trade union to develop a strong second line.
* As these future leaders of both industry and trade union are experiencing a
shortage of exposure, we are attempting to hasten the process by organising them.
OBJECTIVES OF THINK TANK
DEMONSTRATE i.e. DEMONSTRATE THE YOUTH
DIGITALISE i.e. DIGITALISE THE BANK
DEVELOP i.e. DEVELOP THE CBOA
DISPLAY i.e. DISPLAY THE RESULT

HOW TO ACHIEVE THE OBJECTIVES OF THINK TANK?
All the youths are congregating under the banner of CBOA THINK TANK
CONCLAVE
ORGANISING OF THINK TANK YOUTH CONCLAVES:
In order to achieve the objectives, the 'Think Tank Youth Conclaves' were conducted
at the following centres with the prime idea of training, moulding & motivating the young
men & women officers in all trade union activities:
Sl No Place of Conclave Held Regions participated Statewise details

From To
1 CHENNAI 07.02.2015 08.02.2015 AP, Telangana, Goa, TN, Kerala &

Karnataka
2 VARANASI 14.02.2015 15.02.2015 UP, Jharkhand & Bihar
3 KOLKATA 21.02.2015 22.02.2015 Chattisgarh, Orissa, WB, Assam,

Tripura, Manipur, Nagaland
4 AHMEDABAD 28.02.2015 01.03.2015 Maharastra, MP, Rajasthan & Gujarat
5 GURGAON 07.03.2015 08.03.2015 Haryana, UP, HP, Chandigarh,

Punjab, Uttarakhand & J K
Each Circle was represented by 5 Think tankers below the age group of 40. A total
of 500 Think Tankers attended the conclaves across the length and breadth of the
country. These 500 youth are going to work as ambassadors of CBOA and spread the
message of CBOA.
Each conclave was bubbling with enthusiasm and creativity. The energy levels of
our youth are incomparable.
Five important topics were given for deliberations at all five places.
Totally, the innovative idea of our CBOA was total success and purposeful

CANPAL
Motto:
Helping hands never hesitate to stretch beyond boundaries.
Objectives:
Dedicating ourselves to our beloved bank to excel in every Business Parameter as

voluntary service to our bank.
Members:
Any officer of Canara Bank, retired as well as serving prepared to work towards
the objectives of CANPAL voluntarily.
Organizational setup:
Every village, town and city can organise their respective units named after CANPAL
with village name to be monitored and guided by the Central office of CANPAL in
Chennai.
Activities:
1. Identifying potential resource persons among the members.
2. Collecting and compiling the database consisting of business men, burocrats and
educationists etc., known to our workforce who can contribute business to the bank.
3. Assisting the branches in designing branch specific strategies to approach the

business with objectivity, through analysing data.
4. Assisting branches in excelling in business through organizing visits and camps.
5. Extending special assistance through activity specific task force to bail out the
branches facing temporary crisis related to Inspection, documentation and legal etc.,
6. Organizing area specific educative camps on banking related subjects utilising

the services of experts among CANPALS. The activities are only indicative.

Registration Process:
1. Interested village/town unit will send SMS to 09790698497 / 9445256590

Central office, Chennai expressing their desire to start CANPAL along with the name of
coordinator and co-coordinator.
2. Central office, Chennai will allot a registration number which will be a permanent
identity of the particular group.
3. Central office, Chennai will also send an e mail id created for the unit office which
indicates their town with a password which the unit office could change.
4. Central office, Chennai will also send the application forms to the unit office.
5. Copy of Filled in applications along with the photo either in soft or hard copy
will be sent by the unit office to Central office, Chennai in a bunch of ten each.
6. Central office, Chennai will capture all the data of the application in the central
office.
7. Central office, Chennai will allot an ID NO. for every member which indicates the
group no. And membership no.
8. A photo ID card will be prepared and sent to the individual member along with
a covering letter by the central office.
9. The coordinator / co- coordinator will send a monthly report which also will be
recorded in the central office.

THUS WE CAN
It is a memorable day in my life. CBOA with its strong 21000 membership through
its innovative platform 'CANPAL' invented by the 'THINK TANK' launched its project
'THUS WE CAN' at Mangalore with an objective to reach 10 lac crore total business and
10000 crore net profit.
We take oath on this day to exert every inch of our energy towards achieving our
self- imposed goal of placing our great bank CANAR A BANK as No. 1 in the banking
industry. The 11000 youths under the guidance of 10000 seniors believe that it can
be done. We can do it and we will do.
We occupy 4th position among the Nationalised Banks as per the financial key
figures for the financial year 2014-15.
To ensure that our Bank is continuing to be a performing bank in the Industry,
Steps to be taken,
* To increase the low cost deposits
* To reduce the NPA
* To increase the Retail lending
* To recover all the loss assets
* To ensure good customer service
* To keep the premises with an attractive ambience and comfortable
* To increase the card base
* To increase the Housing loan numbers.
Above all,
Rs 10 lac crores total business and Rs. 10,000 crores net profit are our ultimate
objectives.
Mangalore G V Manimaran
10.07.2015 General Secretary

II. AINBOF
ALL INDIA NATIONALISED BANKS OFFICERS' FEDERATION

(Registered under Trade Unions Act 1926)
(Regn No: 25127/West Bengal)
C/o Bank of India,

Parliament St. Branch
PTI Bldg. 4, Sansad Marg, New Delhi:110001
Tel. Nos. 011-23730108 Fax:23719431
Email-id: ainbof.sectt@yahoo.com
In order to safeguard the interests of the Officers of Nationalised Banks, a forum

called All India Nationalised Banks Officers' Federation has been formed.
Its 3rd Triennial Conference of All India Nationalised Banks Officers' Federation
was held at New Delhi on 20th and 21st Sep 2014. The same was inaugurated by
Com S.R.Sengupta, the founder President and former General Secretary of AIBOC.
On 21st Sep 2014, Delegates Session was held wherein more than 1000 delegates
from all over India participated representing all Nationalised Banks.
Sri Harvinder Singh, General Secretary of Federation of Bank of India Officers
Association and Sri G.V.Manimaran, General Secretary of Canara Bank Officers
Association have been unanimously elected as President and General Secretary of
AINBOF for the next term. Sri Harvinder Singh is presently holding the position of
General Secretary of All India Bank Officers Confederation (AIBOC).
Speaking on the occasion, Sri G V Manimaran, General Secretary, AINBOF said,
"Nothing is more pleasing to me other than the cheers and smiles of officers'
community across length and breadth of Banking Industry and I will go to any miles
to see my officers Community is cheerful.
He also gave a call to the Youth to become the new Face of the Trade Union and
their induction in Trade Union is very essential. He also mentioned that it will be the
endeavour of the AINBOF to bring the decent wage increase for the officers' community.
Our Office Bearers elected in the 3rd Triennial Conference of AINBOF:
Name Position in AINBOF
Sri G V Manimaran General Secretary
Sri K S Singh Joint General Secretary
Sri C Krishnakumar Secretary
Sri P Shanmugam Treasurer

III. AIBOC
ALL INDIA BANK OFFICERS CONFEDERATION

Bank Nationalization was not only a major event in the economic life of our country
but proved to be a turning point in the history of Bank Officers movement also...
The All India Bank Officers Confederation (AIBOC) is a Symbol of hope and
aspiration to Managerial Class all over the world. When the supervisory workers were
exploited on the plea that they are part of the Management and cannot form Unions,
AIBOC came into existence.
AIBOC, founded on 6 October 1985, is one of the prominent trade union

organizations of India and is an apex body consisting of trade union organizations of
Officer employees of many banks operating in India. In Banking industr y, it
encompasses Public Sector, Private Sector, Regional Rural Banks and Co-operative
Banks.
AIBOC represents around 200,000 Officer employees working in different banks

in India, and has its registered office at New Delhi, with offices in many cities of India.
AIBOC started a Womens Wing during 1995 in order to channelise the energies
of the women officers who are also dedicated to trade union/social service activities etc.
Now all the Affiliates and State Units of AIBOC have set up Womens Wings. Three
National conventions, first at Mumbai in 1996 and second at Hyderabad in 1999 and
third at Bangalore in 2003 have been significant milestones in the activities of Womens
Wing.
AIBOC is fully aware of its commitment to the society. Attempts are on to attune
our members as well as our affiliates towards this end. Various social services have
been undertaken through our units and affiliates at different parts of our country in
various areas.
For effective communication and dissemination of information, AIBOC is bringing

out a monthly journal Common Bond which has become quite popular among Officers
not only in the Banking Industry but the financial sector as a whole.
AIBOC has acted as a catalyst in forging unity of bank employees and in forming
United Forum of Bank Unions (UFBU) in 1997, comprising of all Bank Employees Unions
and Officers Organisations
Our CBOA is affiliated to AIBOC, the largest National Organisation of Officers with
absolute majority in Banks and representing 91% of the Officers in the Banking Industry.

IV. ABOUT OUR BANK
1906 Bank begins on 1st July as the Canara Hindu Permanent Fund Ltd,
at 75 A, Dongerkery Street, Mangalore. Sri Ammembal Subba Rao Pai
appointed President of the Fund
1907 The Profit & Loss Account shows a net Profit of Rs.2420/-
(for first 9 months)
1909 Sri Ammembal Subba Rao Pai (the banks Founder) passes away
on 25 July
1910 The Canara Hindu Permanent Fund Ltd, reconstituted and renamed as
The Canara Bank Ltd
1942 Deposits reach the rupee crore mark
1963 Banks new Administrative Office building at 112, J C Road, Bangalore
inaugurated by Sri Jayachamarajendra Wodeyar, Maharaja of Mysore
1969 Fourteen major banks in the country, including Canara Bank, nationalized
on 19 July
1970 The Canara Bank Officers Association recognized
1977 Aggregate deposits crossed the Rs.1,000 crore mark
2005-06 Core Banking solution rolled out at Frazer Town branch, Bangalore
on 20.3.2006
2005-06 Bank crossed the Rs.2,00,000 crore mark in global business
SEVERAL MEMORABLE MILESTONES
A. In June 2006, the Bank completed a century of operation in the Indian banking
industry.
B. One among the Top 500 Banks at the International level.
C. A Premier position in the comity of Indian Banks.
D.Unbroken record of profits since its inception
E. Continuous payment of dividend to the Govt of India since nationalization
F. Issuing credit card for farmers & Providing Agricultural Consultancy Services.
BORN TO LIVE FOR OTHERS
"A good bank is not only the financial heart of the community,
but also one with an obligation of helping in every possible manner
to improve the economic conditions of the common people"
- Late Sri Ammembal Subbarao Pai
Born on 19 November 1852, at Mulky near Mangalore, Sri Ammembal Subba Rao
Pai underwent early schooling at Government High School, Mangalore, and it was the
early demise of his mother that is believed to have profoundly influenced him to take to
studies seriously.
After passing his F.A Examination, his father sent him to Madras to take up higher
studies. Following his graduation from the Presidency College, he joined the Madras
Law College. Here he came into contact with Justice Holloway, whose remarkable
personality proved to be a rewarding experience to him.
In 1876, following the demise of his father, he returned to Mangalore and

successfully practiced Law. It is said that he often attempted to persuade amicable out
of court settlements for his clients, although this sometimes cost him his fee. In 1891
four teachers, whom he had met in Madras, approached him with a proposal to start a
school in Mangalore.
Shortly thereafter in 1894, with a view to encouraging the education of girls he

started the Canara Girls High School, indeed an evolutionary step considering the
prevalent values and attitude of the people towards women's education at that time.
Concerned about the high interest rates being charged by money lenders to the
poor people of South Canara, Pai founded the Canara Hindu Permanent Fund Ltd (now
Canara Bank) on 1 July 1906, not longer after the formation of Corporation Bank in
the same area.
Among his important contributions to the GSB community was the setting up of
the Poor Boys's Education Fund under the aegis of Goud Saraswat Brahmin Parishad
of which he was one of the founders. Throughout his life, Sri Ammembal Subba Rao
Pai suffered from severe gout, an affliction to which he finally succumbed on 25 July
1909.
We salute our Founder

V. WHAT'S NEW
SALARY REVISION FOR OFFICERS 10TH BPS / JOINT NOTE
Scales of Pay
Scale - 23700 980 30560 1145 32850 1310 42020
7 2 7
Scale II - 31705 1145 32850 1310 45950
1 10
Scale III - 42020 1310 48570 1460 51490
5 2
Scale IV - 50030 1460 55870 1650 59170
4 2
Scale V - 59170 1650 62470 1800 66070
2 2
Scale VI - 68680 1960 76520
4
Scale VII - 76520 2120 85000
4
Fitment:
Fitment shall be stage-to-stage, i.e. on corresponding stages from 1st stage
onwards and the increments shall fall on the anniversary date as usual.
2) Stagnation Increments
a. Officers in JM Grade Scale I who have moved to scale of pay for MMG Scale II in
terms of Regulation 5(b) after reaching maximum of the higher scale shall be eligible
for four stagnation increments for every three completed years of service of which first
two shall be Rs 1310/- each and next two Rs 1460/- each.
b. Officers in MMG Scale II who have moved to scale of pay for MMG Scale III in
terms of Regulation 5(b) after reaching maximum of higher scale shall be eligible for
three stagnation increments of Rs 1460 /- each for every three completed years of
service and a fourth stagnation increment of Rs 1460/- two years after receipt of third
stagnation increment.

Provided that officers who have completed two years or more after receipt of the
third stagnation increment will get the fourth stagnation increment with effect from
1.5.2015.
c. Officers in substantive MMG Scale III i.e. those who are recruited in or promoted
to MMG Scale III shall be eligible for four stagnation increments of Rs 1460/- each for
every three completed years of service and a fifth stagnation increment of Rs 1460/-
two years after receipt of fourth stagnation increment provided that the officers who have
completed two years after receipt of the fourth stagnation increment will get the fifth
stagnation increment w.e.f 1.5.2015.
d. Officers in SMGS-IV shall be eligible for one stagnation increment of Rs 1650/-
three years after reaching the maximum of scale w.e.f. 1.5.2015. \
3) Dearness Allowance
On and from 1.11.2012, Dearness Allowance shall be payable for every rise or fall
of four points over 4440 points in the quarterly average of the All India Average Working
Class Consumer Price Index (General) Base 1960=100 at 0.10% of Pay.
4) House Rent Allowance (w.e.f. 1.11.2012)
I II
i) Major A Class Cities and Project Area Centres in Group A 9 % of Pay
ii) Other places in Area I, and Project Area Centres in Group B
and State of Goa 8% of Pay
iii) Other places 7% of Pay
Provided that if an officer produces a rent receipt, the House Rent Allowance payable
to him/her shall be the actual rent paid by him/her for the residential accommodation
in excess over 0.75% 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 in Column II above.
Note: The claims of officer employees for House Rent Allowance linked to the cost
of their ownership accommodation shall also be restricted to 150% of House Rent
Allowance as hitherto.
5) City Compensatory Allowance (w.e.f. 1.11.2012)
Area Rate Maximum
Amount
i) Places in Area 1 and in the State of Goa 4% of Basic Pay Rs 870 p.m.
ii) Places with population of five
lakhs and over and State Capitals and
Chandigarh, Puducherry and Port Blair 3% of Basic Pay Rs 600 p.m.

6) Special Allowance (w.e.f. 1.11.2012)
With effect from 1.11.2012, officers shall be paid Special Allowance as under:
Scale I-III - 7.75% of Basic Pay + applicable Dearness Allowance thereon
Scale IV-V - 10% of Basic Pay + applicable Dearness Allowance thereon
Scale VI-VII - 11% of Basic Pay + applicable Dearness Allowance thereon
Note : The special allowance with applicable DA thereon shall not be reckoned for
superannuation benefits, viz, pension including NPS, PF and Gratuity
7) Provident Fund (w.e.f. 1.11.2012)
(a) The officers who are presently covered under the Bank Employees? Pension
Regulations, 1995/96 shall continue to contribute 10% of the Pay towards Provident
Fund and there shall be no matching contribution.
(b) Officers of State Bank of India will continue to be covered by Contributory
Provident Fund Scheme as hitherto.
(c) Officers who are presently covered under Contributory Provident Fund Scheme
who did not opt for Pension Scheme available under Joint Note dated 27th April, 2010
shall continue under the Contributory Provident Fund Scheme as hitherto.
8) Pension (including State Bank of India)
With effect from 1st November 2012, the Pay drawn under this Joint Note by the
officers who are members of the Pension Fund shall be taken into consideration for
the purpose of calculation of pension as per the Pension Fund Rules/ Regulations in
force.
Note: Officers in service of the Banks as on 1st November 2012 and who have retired
thereafter but before 25th May 2015 and who had opted for commutation of pension
will have an option not to claim incremental commutation on revised basic pension.
9) Medical Aid (other than State Bank of India)
On and from 1st November 2012, reimbursement of medical expenses shall be as
under:
a) Officers in JMG & MMG Scales Rs 8,000/-p.a.
b) Officers in SMG & TEG Scales - Rs 9,050/-p.a.
10) Hospitalisation Expenses (other than State Bank of India)
In substitution of the clause (9) of the Joint Note dated 27/04/2010, the
reimbursement of hospital expenses under Regulation 24(1) (b) (i) of the Officers? Service
Regulation 1979/1982 , shall be as detailed in Annexure IV of this Joint Note.

11) Recovery of House/Furniture Rent
(i) House rent recovery shall be @ 0.75 % 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.
(ii) Furniture rent recovery shall be @ 0.15% of the first stage of the scale of pay in
which the officer is placed.
12) Fixed Personal Pay (w.e.f. 1.11.2012)
Fixed Personal Pay together with House Rent Allowance shall be at the following
rates and shall remain frozen for the entire period of service.
Increment DA as on Total F.P.P. payable where bank's

Component 1.11.2012 accommodation is provided
(Rs ) (Rs) (Rs )
(A) (B) (C)
1310 143 1453
1460 159 1619
1650 180 1830
1800 196 1996
1960 214 2174
2120 231 2351
Note:
(i) F.P.P. as indicated in C above shall be payable to those officer employees who
are provided with bank?s accommodation.
(ii) F.P.P. 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.
(iii) The increment component of F.P.P. shall rank for superannuation benefits.
(iv)Only officers who were in the service of the bank on or before 1.11.93 will be
eligible for F.P.P one year after reaching the maximum scale of pay they are placed.
13) Professional Qualification Pay (PQP) (w.e.f. 1.11.2012)
(A)Officers shall be eligible for professional qualification pay as under :
(i) Those who have passed only CAIIB Part I / JAIIB Rs 670/- p.m. one year after
reaching top of the scale.

(ii) Those who have passed both parts of CAIIB
a. Rs 670/- p.m. one year after reaching top of the scale.
b. Rs 1680/- p.m. two years after reaching top of the scale.
(B) An Officer employee acquiring JAIIB/CAIIB (either or both parts) qualifications
after reaching the maximum of the scale of pay, shall be granted from the date of
acquiring such qualification the first installment of PQP and the release of subsequent
installments of PQP shall be with reference to the date of release of first installment of
PQP.
14) Other Allowances
(i) Deputation Allowance (w.e.f. 1.6.2015)
Deputation Allowance shall be at the following rates:
An officer deputed to serve outside - 7.75% of Pay with a maximum of

the bank Rs 4000/- p.m.
An officer deputed to an - 4% of Pay with a maximum of

organization at the same place or Rs 2000/- p.m.
to the training establishment of
the bank
(ii)Hill and Fuel Allowance (w.e.f. 1.11.2012)

Place Rate
(a) Places with an altitude of 1000 2% of Pay subject to a maximum of
metres and above but less than 1500 Rs 750/-p.m.
metres and Mercara Town
(b) Places with an altitude of 1500 2.5% of Pay subject to a maximum
metres and above but less than of Rs 1000/- p.m.
3000 metres
(c) Places with an altitude of 3000 5% of Pay subject to a maximum of
metres and above Rs 2000/- p.m.

(iii) Halting Allowance (w.e.f. 1.6.2015)
Grade / Scales of Officers Metro Major 'A' Area I Other
Class Cities Places
(Rs ) (Rs ) (Rs ) (Rs )
Officers in Scale VI & above 1800 1300 1100 950
Officers in Scale IV & V above 1500 1300 1100 950
Officers in Scale I/II/III 1300 1100 950 800
(iv) Special Area Allowance (w.e.f. 1.11.2012)

At places where special area allowance is payable in terms of Regulation 23(ii) of
Officers? Service Regulations, 1979/1982, the said allowance shall be payable at rates
as in Annexure V.
(v) Mode of Travel and Expenses on Travel
It is reiterated that the following provision shall continue to apply wherever an officer
is required to travel on duty:
(a) An officer in Junior Management Grade is entitled to travel by 1st Class or AC
2tier Sleeper by train. He may, however, travel by air (economy class) if so permitted
by the Competent Authority, having regard to the exigencies of business or public
interest.
(b) An officer in Middle Management Grade is entitled to travel by 1st Class or AC
2tier Sleeper by train. He may, however, travel by air (economy class) if the distance to
be travelled is more than 1000 kms. He 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.
(c) An officer in Senior Management or Top Executive Grade is entitled to travel by
AC 1st Class by train or by air (economy class).
(d) An officer in Senior Management or Top Executive Grade may travel by car
between places not connected by air or rail provided that 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.
(e) Any other officer may be authorised by the Competent Authority, having regard
to the exigencies of business, to travel by his own vehicle or by taxi or by the Bank?s
vehicle.
The remaining provisions as in Sub-regulations (2) & (3) of Regulation 41 of Officers?
Service Regulations shall remain unchanged.
Note: Entitlement by Steamer Delux Cabin

(vi) Leave Travel Concession (w.e.f. 1.6. 2015)
(a) During each block of 4 years, an officer shall be eligible for leave travel concession
for travel to his place of domicile once in each block of two years. Alternatively, he may
travel in one block of two years to his place of domicile and in another block of two
years to any place in India by the shortest route.
(b) Alternatively, an officer, by exercising an option anytime during a 4 year block
or two year block, as the case may be, surrender and encash his LTC (other than travel
to place of domicile) upon which he shall be entitled to receive an amount equivalent to
the eligible fare for the class of travel of which he is entitled up to a distance of 4500
kms (one way) for officers in JMG-Scale-I and MMG Scale II & III and 5500 kms (one
way) for officers in SMG- Scale IV & above.
(c) An officer opting to encash his LTC shall prefer the claim for himself / herself
and his / her family members only once during the block / term in which such
encashment is availed of. The facility of encashment of privilege leave while availing of
Leave Fare Concession is also available while encashing the facility of LTC.
(d) The mode and class by which an officer may avail of Leave Travel Concession
shall be the same as the officer is normally entitled to travel on transfer and other terms
and conditions subject to which the Leave Travel Concession may be availed of by an
officer, shall be as decided by the Board from time-to-time. Provided that w.e.f. 1st May
2010 an officer in Junior Management Grade 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 1st Class fare by train for the distance
traveled whichever is less. The same rules shall apply when an officer in Middle
Management Grade Scale II and Middle Management Grade Scale III while availing LTC
where the distance is less than 1000 kms.
(vii) Definition of Family:
For the purpose of medical facilities and for the purpose of leave fare concession,
the expressionfamily of an employee shall mean
a) the employee's spouse, wholly dependent unmarried children (including step
children 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.
b) The term wholly dependent family member shall mean such member of the
family having a monthly income not exceeding Rs 10,000/- p.m. If the income of one
of the parents exceeds Rs 10,000/- p.m. or the aggregate income of both the parents
exceeds Rs 10,000/- p.m., both the parents shall not be considered as wholly dependent
on the officer employee.
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/parentsin-
law are wholly dependent on her.

Note: For the purpose of medical expenses reimbursement scheme, for all
employees, any two of the dependent parents/ parents-in-law shall be covered.
15) Project Area Allowance
On and from 1st November 2012, Project Area Compensatory Allowance shall be
payable at the following rates:
Project Areas falling in Group A Rs 400/- p.m.
Project Areas falling in Group B Rs 350/- p.m.
16) Mid Academic Year Transfer Allowance
On and from 1st June 2015, Mid Academic Year Transfer Allowance shall be payable
at Rs 1100/- p.m. subject to other conditions.
17) Split Duty Allowance
On and from 1st November 2012, Split Duty Allowance shall be payable at Rs
200/- p.m.
18) Compensation on Transfer (w.e.f. 1.6.2015)
An officer on transfer will be eligible to draw a lumpsum amount as indicated
below for expenses connected with packaging, local transportation, insuring the baggage
etc.
Grade/Scale of Officer (Rs )
Officers in Scale IV and above 20,000/-
Officers in Scale I, II and III 15,000/-
19) Maternity Leave (w.e.f. 25.5.2015)
(a) 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.
(b) Within the overall period of 12 months, leave may also be granted in case of
miscarriage/abortion/MTP.
(c) Within the overall period of 12 months, leave may also be granted in case of
hysterectomy upto a maximum of 60 days.
(d) Leave may also be granted once during service to a childless female officer for
legally adopting a child who is below one year of age for a maximum period of six
months subject to the following terms and conditions: -
(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
employee 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 overall entitlement of 12 months during the entire
period of service.
20) Paternity Leave
With effect from 1.6.2015, male officer employees with less than 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 shall
be applied upto 15 days before or upto 6 months from the date of delivery of the child.
21) Holidays
In terms of understanding dated 23rd February 2015, reached between IBA
and Officers' Associations every second and fourth Saturday of the month will be a
holiday and other Saturdays will be full working days. IBA has initiated steps to get
clearances from the Reserve Bank of India and Government of India. The change will
be effective after approval by the Reserve Bank of India and Notification of the change
issued by the Government of India.
22) Privilege Leave
On or from 1.6.2015 under Regulation 33(4) of Officers Service Regulation 1979
Privilege Leave may be accumulated up to not more than 270 days except where leave
has been applied and it has been refused. However, encashment of Privilege Leave shall
be restricted up to a maximum of 240 days.
Further, in modification of Regulation 33(5) of Officers' Regulations, 1979 an officer
desiring to avail of privilege leave shall ordinarily give not less than 15 days'notice of
his intention to avail of such leave.
23) Special Sick Leave
With effect from the 1.6.2015, Special Sick Leave up to 30 days may be granted
to an officer employee once during his/her entire period of service for donation of
kidney/ organ.
24) Date of Effect
For payment of arrears, the benefits under various provisions as above shall
be from 1st November 2012, unless otherwise specified against the relevant provisions.
(For further details, HO Cir 342/2015 may be referred)

RENTAL CEILING FOR THE QUARTERS
Our Board of Directors are pleased to permit enhancement in rental ceiling for the
quarters of eligible officers in JMG Scale I, MMG Scale II & III, SMG Scale IV & V and TEG
Scale VI with effect from 01.07.2015 as under :
Sl. Area Scale I Scale II Scale III Scale IV Scale V Scale VI

No. Rs. p.m. Rs. p.m. Rs. p.m. Rs. p.m. Rs. p.m. Rs. p.m.
1. Delhi (including Noida, 20000 21000 22000 26000 28000 32000
Ghaziabad &
Gurgaon) and Mumbai
2. Bangalore, Kolkata, 17000 17500 18000 22500 25000 30000

Chennai, Hyderabad,
Secunderabad, Ahmedabad,
Chandigarh, Paridabad,
Pune.
3. All State Capitals, Area I 13000 13500 14000 18000 20000 26000
and All places with
population of 10 Lacs and
above including Portblair
4. Other places in Goa (except 11000 11500 12000 14000 16000 20000
Panaji, Which falls under
the category of "State
Capital")
5. Area II (Centres with 10000 10500 11000 13000 15000 18000

population of l Lac and
above but below 10 Lacs)
6. Area III (All other centres 6500 7000 7500 12000 14000 Case to
i.e., population of below case
1 Lac basis

In this regard the following may please be noted:
1. In case Bank (owned / leased) quarters are available, the officer has to necessarily
occupy the same and shall not be entitled to claim rental reimbursement. Further, in
case a subsisting lease is prematurely terminated, even at the behest of the landlord,
such cases shall be permitted only by the Circle Head [by Head of G A Wing, HO in
respect of Officers in HO] after due diligence and duly ensuring that such termination
of lease is not for availing the benefit of the rental enhancement now permitted.
2. The revised rental ceiling will be applicable only in the following cases:
a. Newly taken quarters on or after the effective date OR
b. For renewal of the existing lease after the expiry on or after the effective date
OR
c. To reimburse the excess rent presently being paid by the officer employee over
and above the existing limits to the subsisting lease up to the revised rates or actual
rent paid whichever is lower.
3. In respect of quarters of Officers / Managers / Sr. Managers working in Urban
Agglomeration of Cities the rental ceiling shall be as applicable to the respective cities.
4. The accommodation taken by the officers posted to the North East Region and
falling under the Government guidelines for two way quarters facility will continue to
be considered at 60% of the prevailing rates of rental reimbursement fixed at
Area I to III as revised from time to time.
5. Fixing up of quarters either on Personal Lease or on Bank Lease should have
prior approval from the concerned Sanctioning Authority.
6. The rental ceiling mentioned above are only the maximum permissible limits.
However, it shall be endeavour of all the concerned to fix the accommodation at
the lowest and most reasonable rates.
7. For other details, Branches / Offices may refer Manual of Instructions on
Premises Matters (Updated till 31.3.2010) Chapter II Quarters / subsequent
communications in this regard and be guided by the same.
II. LODGING/HOSTEL/PAYING GUEST ACCOMMODATION TO OFFICER
EMPLOYEES:
The Bank had earlier permitted the Probationary Officers (POs) to stay in Lodge /
Hostel / Paying Guest (PG) Accommodation subject to reimbursement of their claim
restricted to the rental ceiling applicable to the place of posting or actual rent paid
whichever is lower, against Bills. The same has been reviewed and following modifications
/ additions are permitted by the Board of Directors while extending the facility of Lodging
/ Hostel / PG Accommodation to confirmed Officers as well as to the POs recruited
hereinafter, subject to the following conditions.
1. The confirmed Officers may opt for staying in Lodge / Hostel / PG Accommodation
instead of availing full-fledged quarters subject to the condition that no Bank owned
quarters / Bank leased quarters are available at the Centre.
2. Similarly the POs who join the Bank hereinafter shall also be extended with the
facility to stay in Lodge / Hostel / PG Accommodation till they are on probation if the
Bank is unable to provide accommodation and may suitably opt to continue under this
facility or for quarters facility upon their confirmation.
3. The reimbursement, both for confirmed officer employees and for the POs joining
hereinafter, shall be fixed at 60% of rental reimbursement applicable to the place of
posting or the actual cost whichever is lower, subject to deduction of standard rent as
per Canara Bank Officers' Service Regulations, 1979.
4. The officers presently staying in personal lease quarters shall be entitled to opt
for this facility only after expiry of the subsisting personal lease or on transfer.
5. The request to stay in Lodge / Hostel / PG Accommodation shall be handled as

in the case of Personal Lease and the accommodation shall be visited, verified and
certified by the Branch / Section In-Charge under whom the officer employee is working.
While making such verification the following shall be noted:
a. The Lodge / Hostel / PG Accommodation shall be a regular one and shall not
be a temporary or makeshift. It shall not be a single flat or house shared by multiple
occupants on their own and shall be run as a Lodge / Hostel / PG by the landlord /
owner.
b. The accommodation is suitable for the occupation of the officer, safe and with
good ambience.
c. Rent quoted shall be cross checked to ensure that it is not exorbitant or

unnecessarily inflated to avail the full benefit of the quantum of reimbursement.
6. The reimbursement inclusive of tax as applicable shall be based on

production of proper receipt. However, it shall be exclusive of food charges, laundry
charges, electricity / water charges etc.
7. The revised rates shall be payable only in case of:
a. Newly taken Lodging / Hostel / PG Accommodation on or after the effective

date OR
b. For renewal of the existing accommodations on or after the effective date OR

c. To reimburse the excess rent presently being paid by the officer employee
over and above the existing limits to the subsisting accommodation to the extent of 60%
of the enhanced limit or actual rent paid whichever is lower OR
d. Existing POs on their confirmation and opting to stay in Lodge / Hostel /
PG Accommodation upon confirmation or till the expir y of subsisting lease

whichever is later.
(HO Circular 340/2015 dated 04.07.2015)
Modified guidelines of Employees' Housing Loan (EHL)

1. Quantum (Rs in Lacs)
Existing Modified
Category Sub Clerical Officers Sub- Clerical / Officers Executives

Staff Staff ordinate Special (Upto Sc IV SC VI
staff Assts. Sc III) &V & VII
Max. Loan
Amount 12.00 18.00 30.00 20.00 30.00 50.00 60.00 75.00
In other words, the net take home pay of the employee under no circumstances be
less than 25% of his / her gross salary.
2. Additional Housing Loan (AHL)
Employees who have already availed EHL/AHL previously may avail the balance
eligible amount (i.e., differential between the limit already sanctioned to the employee
under EHL and the revised limits) as AHL (Additional Housing Loan)
3.Repayment
Existing guidelines Modified guidelines @
Towards Towards Total Towards Towards Total
Principal Interest Principal Interest
210 150 360 240 120 360
months months months months months months
@ (for fresh loans only)

4. Eligible amount for purchase of plot in case of proposals for purchase
of site and construction of house thereon
40% of the loan sanctioned for purchase of plot is stipulated if the loan is
sanctioned for purchase of a plot and construction of house thereon irrespective of the
cadre viz., this guideline is applicable to both officer employees and workmen
employees.
** Applicable in case of loans sanctioned on or after 30.04.2015
5. Continuation of HL liability on cessation from the services of the bank
The clause regarding continuation of HL liability on cessation from the services of
the Bank modified as under: Loan (EHL) for a period upto 15 years from the date of
retirement (including voluntary retirement) from the services of the Bank or the
ex- employee attaining the age of 75 years, whichever is earlier.
(For further details, Ho Circular 230/2015 may be referred)
PERFORMANCE LINKED CASH INCENTIVE SCHEME
# A modified Performance Linked Cash Incentive scheme is announced for the

financial year 2014-15:
# Performance linked Cash Incentive Scheme to Employees/ Officers was introduced

in our Bank in 2006-07 vide H.O. Circular 06/2007 dated 5th January 2007. The
scheme was evolved in terms of the Government guidelines and approved by the Board
of Directors and came into effect from the financial year 2006-2007.
# The objective of the scheme was to motivate our employees to contribute higher
in increasing our market share & profitability.
# The Scheme was evolved to create a healthy competition among the branches/
offices for greater level of participation under focus areas such as CASA, Priority credit,
Retail Lending, NPA Management, Profitability and HR development and also to
promote team effectiveness in achieving the organizational objectives, by rewarding the
performers through cash incentives as a recognition of their good performance.
# The scheme was modified vide H.O. Circular No. 178/2014 dated 29.03.2014
for the financial year 2013-14. It has been further modified for the financial year 2014-
15.
(For details, HO Circular 593/2014 dt 27.10.2014 may be referred)

LONG TERM POLICY FOR PROMOTION
TO MMG SCALE-II, MMG SCALE-III & SMG SCALE-IV
1. APPLICABILITY
The Long Term Promotion Policy enumerated below shall be applicable to all Officers
including Specialist officers in Junior Management Grade Scale-I, Middle Management
Grade Scale-II & Middle Management Grade Scale-III.
Specialist Officer would be an officer who has been recruited to the Specialist post
directly and shall include
a. Law Officers
b. Hindi Officers
c. Security Officers
d. Technical Officers / Engineers
e. Junior Economists
f. Chartered Accountants
g. Financial Analysts including Equity Research Analysts
h. Computer Programmers / Technical Field Officers (IT)
i. Systems Managers / Analysts / Administrators
j. Network Administrators
k. Software Managers
l. Telecom Engineers
m. Marketing Officers / Managers
n. Data Base Administrators
o. SME & Agri Business Marketing Officers / Managers
p. Finance Officers / Managers
q. Credit Managers
and all other posts where recruitment is directly made as Specialist Officers.
2. PERIOD
This Long Term Promotion Policy shall be in force for three years from 01.04.2015.
Promotions from Junior Management Grade Scale-I to Middle Management Grade Scale-
II, Middle Management Grade Scale-II to Middle Management Grade Scale-III and Middle
Management Grade Scale-III to Senior Management Grade Scale-IV shall be, as per this
Policy from the current application onwards (i.e., 01.04.2015).
3. VACANCIES
All Vacancies likely to arise in the respective financial year shall be taken into
account for the purpose of promotion exercise. Promotions shall be made according
to the availability of the vacancies in the respective grade/scales.
4. RELEVANT DATE
The relevant date shall mean the date for deciding the eligibility criteria in terms
of the Qualifying service. For all the promotion processes the relevant date shall be 1st
of April.
5 . BASIS
All Promotions shall be made on the basis of merit with weightage to performance,
knowledge, potential & other traits specified in this policy.
6. SC/ST OFFICERS
In the case of Scheduled Caste / Scheduled Tribe Officers, if they are senior enough
among the Officers who have undergone the process of Promotion in the Zone of
Consideration for Promotion, so as to be within the number of vacancies for which the
Select List has been drawn up, they will be promoted if they are not considered unfit
for promotion. This concession shall be applicable for promotions from Junior
Management Grade Scale I to Middle Management Grade Scale II and Middle
Management Grade Scale II to Middle Management Grade Scale III. The term unfit for
promotion shall have the same meaning, as prescribed under the relevant paragraphs
for norms for Promotion to Middle Management Grade Scale-II and Middle Management
Grade Scale-III, as the case may be.
The Bank will follow the guidelines issued by the Department of Financial Services,
Ministry of Finance, Government of India from time to time regarding concession and
other benefits to be extended to Scheduled Caste / Scheduled Tribe Officers for
Promotion from one scale to another.
7. NORMS FOR PROMOTION FROM JMG SCALE I TO MMG SCALE II (FOR
ALL OFFICERS INCLUDING SPECIALIST OFFICERS)
(I) MODE OF PROMOTION
a) THERE WILL BE TWO CHANNELS OF PROMOTION VIZ., i) N O R M A L
CHANNEL
ii) MERIT CHANNEL
All Officers who conform to the eligibility norms have to submit their willingness to
undergo the promotion process in any of the above or both the channels depending
upon their eligibility.
The candidates who have opted to undergo the promotion process shall undergo
Written Test / On-line test and Interview process prescribed by the Bank for being
considered for Promotion, subject to the laid down guidelines in this policy.

b) VACANCIES
Every Year the Bank may declare vacancies arising in Middle Management Grade
Scale II to be filled by promotion and the same will be apportioned between the channels
as mentioned in 7 (I) (c) below.
c) ELIGIBILITY & APPORTIONMENT OF VACANCIES
The minimum eligibility criteria for promotion to Middle Management Grade
Scale II.
under various channels are as follows : -
CHANNELS MINIMUM QUALIFYING MINIMUM MARKS IN OPAS / APAR APPORTION- MENT
SERVICE IN JMG SCALE I OFVACANCIES
NORMAL
CHANNEL 5 YEARS - NA - 60%
MERIT
CHANNEL 3 YEARS SHOULD HAVE SECURED AVERAGE
OF 75%
MARKS OF OPAS / APAR WITH MINIMUM
OF 60% OF MARKS FOR THE EACH
PRECEDING 5 YEARS/ AVAILABLE YEARS. 40%
For Normal Channel, the officers who have put in more than 2 years of continuous
Rural Branch service as Officers are eligible for further relaxation of 6 months in the
qualifying service for each additional completed year of Rural Branch service beyond
two years as an officer, subject to a maximum of two years.
For the purpose of computation of additional completed years of Rural Branch
Service,365 days in rural branch as an officer shall be treated as one completed year of
service.
7. (II) METHOD OF SELECTION
a) The following factors will be taken for evaluation:
SL CHANNELS OF PROMOTION
NO. TRAITS NORMAL CHANNEL MERIT CHANNEL
MAXIMUM MARKS
1 PERFORMANCE 30.00 30.00
2 WRIT TEN TEST / ONLINE TEST 30.00 35.00
3 INTERVIEW 40.00 35.00
TOTAL 100.00 100.00
b) PERFORMANCE
For both Normal & Merit Channel
For awarding the marks under this trait for promotion, the average of the APAR of
the 3 qualifying years will be taken in to consideration.
The actual marks secured will be converted as percentage marks for each year. The
said percentage marks for the 3 qualifying years will be totaled, average will be arrived
at and 30% of such marks for promotion under Merit Channel & Normal Channel shall
be awarded for performance.
c) WRITTEN TEST / ONLINE TEST:
i) ALL OFFICERS INCLUDING SPECIALIST OFFICERS
A common Written Test / On-line test will be conducted for both Generalist &
Specialist Officers, which will be objective in nature, covering the subjects on
General Banking, Banking Law and Practice, Manuals of Instruction, Circulars, Memos,
Other communications issued by the Bank from time to time & Computer Awareness.
The Test carries 100 marks.
Out of total 100 marks for Written Test / On-line test, the Officers shall secure a
minimum qualifying marks of 40 to qualify in respect of Normal Channel and 55 Marks
in respect of Merit Channel. In respect of Scheduled Caste / Scheduled Tribe Officers,
the minimum qualifying marks shall be, 35 in Normal Channel & 50 in Merit Channel
respectively.
Officers securing marks below the minimum qualifying marks as above shall be
treated
as unfit for promotion.
For awarding the weightage for marks secured in the Written Test / On-line test,
for every 1 mark secured 0.35 weightage for promotion under Merit Channel and 0.30
weightage for promotion under Normal Channel will be extended for the purpose of
ranking.
d) INTERVIEW
The methodology of evaluation of potential will be by way of Interview
The interview will carry 100 marks under both Merit Channel and Normal Channel.
The marks will be awarded by assessing the potential of the candidate. The potential
means the competency of the concerned Officer to take up managerial responsibilities
and will be evaluated by a Committee of executives to be nominated for the purpose of
which, one will belong to Scheduled Caste / Scheduled Tribe category.

For awarding the weightage for marks secured in Interview, for average 1 marks
secured, 0.35 weightage for promotion under Merit Channel and 0.40 weightage for
promotion under Normal Channel will be extended for the purpose of Ranking.
7. (III) RANKING
Channel wise Ranking list of the candidates who have come out Successful in the
Written Test / On-line test will be drawn taking into account the marks secured in the
interview, performance appraisal & Weightage for Written Test / On-line test marks.
The vacancies earmarked for each channel shall be filled up as per ranking list
drawn for each channel. If more number of Officers secure equal marks, then Officers
who come within the ranking taking into account inter-se seniority will be promoted.
The vacancies will be filled as described above subject to concession extended to

SC / ST Officers in terms of the applicable guidelines of Department of Financial Services,
Government of India.
8. NORMS FOR PROMOTION FROM MMG SCALE II TO MMG SCALE III (FOR
a) THERE WILL BE TWO CHANNELS OF PROMOTION VIZ.,

i) NORMAL CHANNEL
ii) MERIT CHANNEL
All Officers who conform to the eligibility norms have to submit their willingness to
undergo the promotion process in any of the above or both the channels depending
upon their eligibility.The candidates who have opted to undergo the promotion process
shall undergo Written Test / On-line test and Interview process prescribed by the Bank
for being considered for Promotion, subject to the laid down guidelines in this policy.
b) VACANCIES
Every Year the Bank may declare vacancies arising in Middle Management Grade
Scale III to be filled by promotions and the same will be apportioned between the
channels as mentioned in 8 (I) (c) below.
c) ELIGIBILITY & APPORTIONMENT OF VACANCIES
The minimum eligibility criteria for promotion to Middle Management Grade Scale
III under the said channels are as follows : -

CHANNELS MINIMUM QUALIFYING MINIMUM MARKS IN OPAS / APAR APPORTION- MENT
SERVICE IN JMG SCALE I OFVACANCIES
NORMAL
CHANNEL 5 YEARS - NA - 60%
MERIT
CHANNEL 3 YEARS SHOULD HAVE SECURED AVERAGE
OF 75%
MARKS OF OPAS / APAR WITH MINIMUM
OF 60% OF MARKS FOR THE EACH
PRECEDING 5 YEARS/ AVAILABLE YEARS. 40%
For the Normal Channel, the officers who have put in more than 2 years of
continuous Rural Branch service in Officer Cadre are eligible for further relaxation of 6
months in the qualifying service for each additional completed year of Rural Branch
service beyond two years as an officer employee, subject to a maximum of two years.
For the purpose of computation of additional completed years of Rural Branch
Service, 365 days in rural branch as an officer employee shall be treated as one
completed year of service. However, if the candidate has availed this concession on
Promotion to MMG Scale II, then the same is not applicable.
(II) METHOD OF SELECTION
a) The following factors will be taken for evaluation:
SL CHANNELS OF PROMOTION
NO. TRAITS NORMAL CHANNEL MERIT CHANNEL
MAXIMUM MARKS
1 PERFORMANCE 30.00 30.00
2 WRIT TEN TEST / ONLINE TEST 30.00 35.00
3 INTERVIEW 40.00 35.00
TOTAL 100.00 100.00
b) PERFORMANCE
For both Normal & Merit Channel
For awarding the marks under this trait for promotion, the average of the APAR of
the previous 3 qualifying years will be taken in to consideration.

The actual marks secured will be converted as percentage marks for each year. The
said percentage marks for the 3 qualifying years will be totaled, average will be arrived
at and 30% of such marks for promotion under Merit Channel & Normal Channel shall
c) WRITTEN TEST / ONLINE TEST
i) ALL OFFICERS INCLUDING SPECIALIST OFFICERS
Specialist Officers, which will be objective in nature, covering the subjects on
General Banking, Banking Law and Practice, Manuals of Instruction, Circulars, Memos,
Other communications issued by the Bank from time to time & Computer Awareness.
The Test carries 100 marks.
Out of total 100 marks for Written Test / On-line test, the Officers shall secure a
minimum qualifying marks of 40 to qualify in respect of Normal Channel and 55 Marks
in respect of Merit Channel. In respect of Scheduled Caste / Scheduled Tribe Officers,
the minimum qualifying marks shall be, 35 in Normal Channel & 50 in Merit Channel
respectively.
Officers securing marks below the minimum qualifying marks as above shall be
treated as unfit for promotion.
For awarding the weightage for marks secured in the Written Test / On-line test,
for every 1 mark secured 0.35 weightage for promotion under Merit Channel and 0.30
weightage for promotion under Normal Channel will be extended for the purpose of
ranking
INTERVIEW
i) NORMAL AND MERIT CHANNEL
The methodology of evaluation of potential will be by way of Interview.
The interview will carry 100 marks under both Merit Channel and Normal Channel.
The marks will be awarded by assessing the potential of the candidate. The potential
means the competency of the concerned Officer to take up higher managerial
responsibilities and will be evaluated by a Committee of executives to be nominated for
the purpose of which, one will belong to Scheduled Caste / Scheduled Tribe category.
secured, 0.35 weightage for promotion under Merit Channel and 0.40 weightage for
promotion under Normal Channel will be extended for the purpose of Ranking.
8. (III) RANKING
Channel wise Ranking list of the candidates who have come out Successful in the
Written Test / On-line test will be drawn taking into account the marks secured in the
interview, performance appraisal & Weightage for Written Test / On-line test marks.

The vacancies earmarked for each channel shall be filled up as per ranking list
drawn for each channel. If more number of Officers secure equal marks, then Officers
who come within the ranking taking into account inter-se seniority will be promoted.
The vacancies will be filled as described above subject to concession extended to
SC / ST Officers in terms of the applicable Government guidelines.
9.NORMS FOR PROMOTION FROM MMG SCALE-III TO SMG SCALE-IV (FOR
a. THERE WILL BE ONLY ONE CHANNEL OF PROMOTION :: MERIT CHANNEL
The candidates who have submitted the willingness letter shall undergo Written Test
/ On-line Test, and those who come out successful in the Written Test / On- line Test
are required to undergo the Group Discussion and Interview Process prescribed
by the Bank for being considered for Promotion, subject to the prevailing guidelines.
b.VACANCIES
Every Year the Bank may declare vacancies arising in Senior Management Grade
Scale IV to be filled by promotions.
c. ELIGIBILITY
The minimum eligibility criteria for promotion to SMG Scale IV is as follows: -
CHANNELS MINIMUM QUALIFYING MINIMUM MINIMUM MARKS IN APAR
SERVICE IN MMG SCALE III RURAL / SEMI URBAN
BRANCH SERVICE
MERIT SHOULD HAVE SECURED AVERAGE
CHANNEL 3 YEARS 3 YEARS OF 75%
MARKS OF OPAS / APAR WITH

MINIMUM OF 60% OF MARKS FOR
THE EACH PRECEDING 5 YEARS /
AVAILABLE YEARS.
The minimum Rural / Semi-urban Branch Service of 3 years as stipulated above

shall not be applicable to Specialist Officers.
An officer in Middle Management Grade Scale-III, who has completed
minimum qualifying service & completed the minimum requisite rural/semi-urban
branch service as above, as on the relevant date, shall be eligible to undergo the process
of Promotion to Senior Management Grade Scale IV.

The eligible Officers in Middle Management Grade Scale-III complying to the
eligibility norms as above, as on the relevant date, shall exercise his/her option to
undergo the promotion process.
9 (II) METHOD OF SELECTION
The following factors will be taken for evaluation:
SL. NO. TRAITS MARKS ALLOCATED

1 PERFORMANCE 50.00
2 WRITTEN TEST / ON-LINE TEST NO WEIGHTAGE
2 GROUP DISCUSSION 20.00
3 INTERVIEW 30.00
TOTAL 100.00
9 (III)
a) PERFORMANCE
For awarding the marks under this trait the average of the APAR of the previous 3
qualifying years will be taken in to consideration. The actual marks secured will be
converted as percentage marks for each year. The said percentage marks for the 3
qualifying years will be totaled, average will be arrived at and 50% of such marks shall
b) WRITTEN TEST / ON-LINE TEST :
Specialist Officers, which will be objective in nature.
The Written Test / On-line Test will consists of two parts.
Part I
The Written Test / On-line Test carries 100 marks covering the subjects on General
Banking, Banking Law and Practice, Manuals of Instruction, Circulars, Memos, other
communications issued by the Bank from time to time.
Part II
Consists of 50 marks questions on Computer Literacy & Computer Knowledge.
Out of total 150 marks for Written Test / On-line Test, the Officers shall secure a
minimum of 40 marks in Part I and 20 Marks in Part II. Officers securing marks below
the minimum qualifying marks in any of the parts shall be treated as unfit for
promotion
c) GROUP DISCUSSION
The Group discussion will carry 20 marks for promotion to SMG Scale IV. The
marks will be awarded by assessing the performance of the candidate in the group
discussion.
d) INTERVIEW
The methodology of evaluation of potential will be by way of Interview.
The interview will carry 100 marks for promotion to SMG Scale IV. The marks will
be awarded by assessing the potential of the candidate. The potential here means the
competency of the concerned Officer to take Senior Management responsibilities and
will be evaluated by a Committee nominated by the Bank for the purpose.
secured, 0.30 weightage will be extended for the purpose of Ranking.
9. (IV) RANKING
Ranking list of the candidates who have come out Successful in the Written Test /
On- line test and test on Computer Literacy & Computer Knowledge, shall be drawn
taking into account the marks secured in the Performance Appraisal, Group
Discussion and Interview.
The vacancies earmarked shall be filled up as per ranking. If more number of Officers
secure equal marks, then Officers who come within the ranking taking into account inter-
se seniority will be promoted.
10. There is a mandatory requirement of 3 years of Branch Head Service for being
eligible for Promotion from SMG Scale-IV to SMG Scale-V. As such, the officers promoted
to SMG Scale-IV and not completed 3 years of Branch Head Service has to undergo
the requisite Branch Head Service before they become eligible for Promotion to SMG
Scale V.
11. The Officer employees who have not completed the requisite Branch Head Service
of 3 years shall on promotion to MMG Scale-III be posted to head Branches.
12. GENERAL PROVISIONS
a) The Zone of Consideration for promotion should be strictly maintained at 1:3
ratio.
In case fresh candidates equal to the number of anticipated vacancies are not
available by keeping zone of consideration at 3 times the anticipated vacancies, the zone
of consideration may be extended to 4 times the number of anticipated vacancies
(subject to fulfilling the other eligibility conditions). Further, all officers who are eligible
on the cut-off date of experience requirement would be included in the zone of
consideration.
b) For the purpose of Computing the qualifying years of service in the
Feeder Cadre the following shall be excluded.
i) The Suspension Period, if any, which is treated as one not spent on duty. ii) The
period of Sabbatical Leave, if any.
iii) Absence Without Leave (AWL) for more than 90 days.
c) The Officer employees on Sabbatical Leave shall not be eligible to participate in
any promotion exercise during the Sabbatical Leave period, even if otherwise eligible.
d) The officers recruited under Specialists Category, it shall be mandatory that prior
to joining the main stream cadre, such officers should necessarily remain in the
specialized cadre for at least five completed years of service. Thereafter, the Officer should
gain experience of at least two years in field operations. There will be exemption from
posting to rural areas for these officers.
e) A Specialist Officer shall be deemed to be a General Banking Officer on his / her
promotion to SMG Scale IV.
f) The ranking list will be first drawn under Merit Channel followed by normal
Channel wherever applicable. If sufficient candidates are not available to fill up the
number of vacancies in a particular channel, then those unfilled vacancies will be filled
from the ranking list of other channel.
g) It shall be the responsibility of every Officer to submit his / her
AnnualPerformance Appraisal Report (APAR) in the prescribed format / in HRMS
package.
h) The APAR norms shall be as per prevailing Government of India guidelines and
modifications effected from time to time.
i) In case an Officer employee is alleged to have resorted to unfair means /
copying in the Written / On-line Test, he / she shall be debarred from the
promotion process for that particular application, apart from initiating
disciplinary action against him / her.
13.CONDITIONS / EXEMPTIONS / RELAXATION FROM UNDERGOING RURAL
/ SEMI URBAN SERVICE
There is a mandatory requirement of 3 years of Rural / Semi-Urban Branch
service for Generalist Officers promoted to MMG Scale-II / MMG Scale-III. The
officers not completed the requisite rural / semi-urban branch service of 3 years shall
be provisionally permitted to undergo the process of promotion to next higher scale.
If they are promoted, their promotion shall be provisional and subject to
their undergoing the requisite Rural / Semi-urban Branch Service of 3 years as
post promotion condition. However, there is a mandatory requirement of 3 years of Rural
/ Semi-urban Branch service for Generalist Officers, for promotion to SMG Scale-IV.

The provisions of Rural Branch Service shall not be applicable to Specialist Officers
except AEOs.
Temporary exemption from undergoing rural / semi-urban service to the Officers

posted abroad may be given. However, such officers who have not
completed the requisite Rural / Semi-urban Branch Service will be required to complete
the same as soon as they return from abroad.
Following exemptions/relaxation may be given in the eligibility criteria regarding

rural / semi-urban branch service for promotions to MMGSII, MMGSIII in tune with
the Government guidelines issued from time to time :
(i) Officers belonging to PWD Category, who are having the disability of 65%
and above are in receipt of conveyance allowance as per Government guidelines & who
have been specifically exempted by the Competent Authority.
(ii) Officers who have been recruited under Sports Quota and if he / she is
representing the State / Country at National and International level.
In all the other cases they are required to undergo the requisite rural/ Semi- urban
branch Service as detailed in the policy. provided, they have not been specifically,
exempted for undergoing Rural/Semi-urban branch Service by the Competent
Authority. However, the Board of Directors may waive the same if the shortfall is less
than 90 days at their discretion.
(iii) Managers / Senior Managers promoted in the previous applications and not
completed the requisite Rural / Semi-urban Branch Service shall be released to undergo
the Rural/Semi-urban branch Service immediately and no individual request for
exemption / relaxations will be entertained.
14. APPEAL PROCEDURE
Any Officer aggrieved by non-promotion and who is desirous of preferring an Appeal
may prefer an appeal within 30 days from the date of announcement of results. The
appeal must be on specific grounds with supporting facts to the Appellate/
Competent Authority.
A Committee of three General Managers nominated by the Managing Director &

CEO to process the appeal and submit recommendations to him. The Managing Director
& CEO may consider the appeal taking into account the recommendations
submitted to him by the Committee and may, if necessary, review or modify the decision
of the Committee. The decision of the Managing Director & CEO shall be final and the
same shall be communicated to the concerned officer. In case the appeal is considered,
the candidate will be considered for promotion irrespective of the availability of vacancy.

15. DIS A BILIT Y CL AUSE ON ACCOUNT OF SUSPENSION A ND/OR
CHARGESHEET:
(a) Such of those Officers against whom Chargesheets are pending and/ or who
are under suspension or against whom criminal proceedings are pending will be
assessed, but results will be withheld till the final outcome.
(b) If he/she is exonerated or if it is subsequently decided not to proceed with the

said charge sheet/Criminal proceedings and if he/she comes within the ranking,
he/she will be considered for promotion from the date on which he / she would have
otherwise been considered on the basis of his/her ranking but for the chargesheet/
Criminal proceedings. Arrears of salary, etc., in such cases shall be decided by the
competent authority keeping in view the government guidelines in this regard.
(c) If any penalty / punishment including Censure, reduction in stage/s,

withholding of future increment/s etc., is imposed after enquiry or if convicted
by the Criminal Court, promotions withheld if any, will not be released.
(d) While computing the qualifying period of service, the period of Suspension shall
be ignored unless he/she is exonerated of the Charges or the competent authority
specifically directs to treat the period as on duty.
However, awarding the performance appraisal marks for an officer employee who
was under suspension during the qualifying period of service shall be as under :
i. If period of suspension was for less than 6 months in a particular appraisal year
reckoned for the purpose of eligibility, the performance of that year will be taken into
account for the purpose of appraisal.
ii. If the period of suspension is more than 6 months in a particular appraisal year
reckoned for the purpose of eligibility, the performance pertaining to the previous
qualifying period reckoned for the purpose of eligibility shall be taken in to account.
iii. If the period of suspension has been treated as on duty by the Competent
Authority or if the officer employee is exonerated of the charges, and incase APAR is
NOT available for appraisal year reckoned for the purpose of eligibility, the available
APA marks will be averaged and converted for the required number of years
proportionately.
16. In case of Direct recruit Probationary Officers/ Managers / Senior Managers

where the APA rating is not available for the required number of years due to
probationary period, excepting the cases of suspension, sabbatical leave etc., mentioned
above, the available Ongoing Performance Appraisal System/APAR marks will be
averaged and converted for the required number of years proportionately.

17. In case of Sabbatical Leave, if APAR is not available for a particular year, APAR
score pertaining to the previous period reckoned for the purpose of arriving at qualifying
years of service for promotion shall be taken into account.
18. Reckoning the period of APAR score for the purpose of eligibility under Merit
Channel and/or for the purpose of weightage under performance shall be for the
qualifying
years immediately preceding the Relevant date.
19. Any Officer who declines to go on posting to higher scale shall not be considered
for promotion in the subsequent two years from the relevant date. This disability clause
applies to both who either seeks reversion after reporting in transferee place or before
getting relieved from the transferor place.
The Officers considered for promotion from JMG Scale-I to MMG Scale-II, can seek
reversion to the Feeder Cadre within 90 days from the date of declaration of Final Results.
The vacancies arising on account of such reversions shall be filled by the Candidates
who are next in the ranking list of the respective Channels.
20. In addition to the above, the following disability clauses shall also apply as
circulated vide our Circular No. 62/2008 Dated 13.03.2008 of PM Section, HO. The
gist of the above circular is as follows :
i. In sub-regulation (1), under clause (c), after the proviso and before the Note the
following proviso shall be inserted, namely :
"Provided further that such increment/s in the next higher scale / stagnation
increment/s shall not be allowed to an officer who refuses promotion when offered"
ii. In sub-regulation (2), in clause (d) of the Explanation, after note (ii), the following
note shall be inserted, namely :
"(iii) An Officer shall not be eligible for Professional Qualification pay as above, if
he/she refuses to accept promotion when offered."
21. The Written test / Online test for all the processes of promotion may be
conducted by the Bank or through an outside agency.
22. In case of promotion to MMG Scale II, MMG Scale III & SMG Scale IV, if
Group performance is not Satisfactory / sufficient number of suitable candidates are
not available in any particular Channel or both, the Managing Director & CEO is
authorized to reduce the number of vacancies for the promotion under the respective
channels / to provide relaxation in qualifying marks in Written Test / On-line Test to
ensure adequate number of suitable candidates for Interview.

23. For interpretation of any clause contained in the policy shall be done in
consultation with majority Officers Association and placed before the Managing Director
& CEO for approval.
24. The Bank may decide for introduction of Negative Marks for wrong answers in
Written
Test / On-line Test as per the requirement if need be.
25. RIGOUR OF PENALTY FOR OFFICER EMPLOYEES FOR PROMOTIONS TO

MMG SCALE II, MMG SCALE III AND SMG SCALE IV.
i) The same shall be in terms of Circular NO. 150/2012 Dated 15.05.2012 of IR
Section, Head Office, Bengaluru subject to any modifications therein.
ii) In case of punishment under Minor Penalty, NO rigour of punishment needs to

be prescribed for the purpose of promotion. However, wherever punishment of
Withholding of promotion under Regulation 4 (c) of Canara Bank Officer Employees'
[Discipline & Appeal] Regulations, 1976 is imposed, the period ordered by the
Disciplinary Authority for withholding the promotion shall be the rigour period. By this,
the Officer employee who is undergoing the rigour of penalty as on the date of
Departmental Promotion Committee [DPC] shall not be promoted.
iii) In case an officer employee is imposed with the punishment of Major Penalty
under Regulation 4 [f] of Canara Bank Officer Employees' [Discipline & Appeal]
Regulations, 1976, the rigour of punishment for the purpose of promotion shall be ONE
YEAR from the date of imposition of the punishment. By this, the officer employee
who is undergoing the rigour of penalty as on the date of Departmental Promotion
Committee [DPC] shall not be promoted.
iv) An officer employee imposed with the punishment of reduction in Grade or Post
under Regulation 4 [g] of Canara Bank Officer Employees' [Discipline & Appeal]
Regulations, 1976, the rigour of punishment for the purpose of promotion shall be TWO
YEARS from the date of imposition of the punishment. By this, the officer employee who
is undergoing the rigour of penalty as on the date of Departmental Promotion Committee
[DPC] shall not be promoted.
(Refer MEMO NO. 24/2015 DATED 26.03.2015)

SCHEME FOR COMPASSIONATE APPOINTMENT
1. NAME OF THE SCHEME:

The Scheme is called as SCHEME FOR COMPASSIONATE
APPOINTMENT effective from 05/08/2014.
2. COVER AGE
2.1 To a dependent family member of a permanent employee of our Bank
who-
a) dies while in service (including death by suicide)
b) has retired on medical grounds due to incapacitation before reaching the
age of 55 years. {Incapacitation is to be certified by a duly appointed Medical Board
in a Government Medical college / Government District Head Quarters Hospitals/
Panel of Doctors nominated by the Bank (i.e. General Manager, Human Resources Wing)
for the purpose.}
c) has been missing and has left over service of more than two years.
2.2 For the purpose of the Scheme, employee would mean and include only an
employee appointed on a regular basis against permanent vacancy, who was serving
full time or part time on scale wages, at the time of death/retirement on medical grounds,
before reaching age of
55 years and does not include any one engaged on contract/ temporary/
casual or any person who is paid on commission basis.
3.DEPENDENT FAMILY MEMBER:
3.1 The term dependant family member means
3.1.1 Spouse; or
3.1.2 Wholly dependent son(including legally adopted son); or
3.1.3 Wholly dependent daughter (including legally adopted daughter);or
3.1.4 Wholly dependent brother or sister in the case of unmarried employee
4. AUTHORITY COMPETENT TO MAKE COMPASSIONATE APPOINTMENT:
4.1 Managing Director & Chief Executive Officer (MD & CEO)
4.2 Executive Director holding charge of MD & CEO
4.3 Board of Directors in special types of cases.
4.4 While dealing with proposals for appointment on compassionate grounds
in otherwise eligible cases, where disciplinary action was pending against the

deceased employee / employee retired on medical grounds or if the deceased employee
was involved in serious financial irregularities, embezzlement of funds, committing
frauds, etc., bank will continue to abide by the guidelines issued by the Government
of India, requiring consideration and decision in each case by the Board of the Bank
/ Authority appointed by the Board i.e. MD & CEO.
5. POSTS TO WHICH APPOINTMENTS CAN BE MADE
The appointment under the scheme shall be made in the Clerical and Sub- staff
cadre only.
6. ELIGIBILITY
6.1 The family is indigent and deserves immediate assistance for relief from
financial destitution; and
6.2 Applicant for compassionate appointment should be eligible and suitable
for the post in all respects under the provisions of the relevant Recruitment
Rules.
7. EXEMPTIONS
7.1 Compassionate Appointment under the Scheme are exempted from observance
of the following requirements:
7.1.1 Normal Recruitment Procedure i.e., without the agency of selection like
IBPS/Employment Exchange, Recruitment Board of Bank, etc.
7.1.2 The ban orders on filling up of posts issued by Government of India or any
controlling authority.
8. RELAXATIONS
Upper age limit could be relaxed wherever found to be necessary. The lower age
limit shall, however, in no case be relaxed below 18 years of age.
(Note-1 : Age eligibility shall be determined with reference to the date of application
and not the date of appointment;
Note-2 : Authority competent to take a final decision for making compassionate
appointment in a case shall be competent to grant relaxation of age limit also for
making such appointment).
9. TIME LIMIT FOR CONSIDERING APPLICATIONS
9.1 Application for employment under the Scheme from eligible dependent
will normally be considered upto five years from the date of death or retirement on
medical grounds and decision to be taken on merit in each case.
9.2 However, Bank can consider request for compassionate appointment even when
the death or retirement on medical grounds of the employee took place long
back, even five years ago. While considering such belated requests, it shall,
however, be kept in view that the concept of compassionate appointment is largely related
to the need for immediate assistance to the family of the employee in order to relieve it
from economic distress. The very fact that the family has been able to manage somehow
all these years shall normally be taken as adequate proof that the family had some
dependable means of subsistence. Therefore, examination of such cases would call for
a great deal of circumspection. The decision to make appointment on compassionate
grounds in such cases shall, therefore, be taken only at the Board level.
10. DETERMINATION/AVAILABILITY OF VACANCIES
10.1 Appointment on compassionate grounds shall be made only on regular
basis and that too, only if regular vacancies meant for that purpose are available.
10.2 Compassionate appointment can be made upto a maximum of 5% of vacancies

falling under direct recruitment quota in clerical cadre or vacancies identified in the
sub-staff category. The Bank may hold back 5% of vacancies in the aforesaid categories
to be filled by appointment on compassionate grounds. A person selected for
appointment on compassionate grounds shall be adjusted in the recruitment roster
against appropriate category, viz., SC/ST/OBC/General Category, depending upon
the category to which he/she belongs.
10.3 Widow appointed on compassionate ground upon re-marriage will be allowed

to continue in service, even after re-marriage.
11. WHERE THERE IS AN EARNING MEMBER
In cases where any member of the family of the deceased or medically
retired employee is already in employment and is not supporting the other members
of the family of the deceased employee, extreme caution has to be observed in
ascertaining the economic distress of the members of the family of the deceased
employee so that, the facility of appointment on compassionate grounds is not
circumvented and misused by putting forward the ground that the member of the
family already employed is not supporting the family.
12. MISSING EMPLOYEE
Cases of missing employees are also covered under the Scheme for
compassionate Appointment subject to the following conditions:-
12.1 A request to grant the benefit of compassionate appointment can be

considered only after a lapse of two years from the date from which the Employee has
been missing provided that;
(i) An FIR to this effect has been lodged with the Police,
(ii) The missing person is not traceable, and
(iii) competent authority feels that the case is genuine.

12.2 This benefit will not be applicable to the case of an Employee;
(i) Who had less than two years to retire on the date from which he has been missing
; or
(ii) Who is suspected to have committed fraud, or suspected to have joined any
terrorist organization or suspected to have gone abroad.
12.3 Compassionate appointment in the case of a missing employee also will not
be a matter of right as in the case of others and it will be subject to fulfillment of all the
conditions, including the availability of vacancy, laid down for such appointment under
the scheme;
12.4 While considering such a request the results of the Police
investigation will also be taken into account.
12.5 The following documents are required in case of a missing Employee;
Certified Copy of Complaint and First Information Report lodged with the Police.
Certified Copy of Final Report submitted by the Police confirming that employee is
not traceable.
Indemnity bond cum Affidavit as per prescribed format in Annexure IV on
appropriate stamp paper as per law.
Affidavit of two prominent local persons as per the prescribed format as per
Annexure VI.
12.6 A decision on any such request for compassionate appointment shall
be taken by the MD & CEO of the Bank.
13. PROCEDURE TO BE ADOPTED WHERE AN EMPLOYEE APPLIES FOR
RETIREMENT/ RESIGNATION ON MEDICA L GROUNDS DUE TO
INCAPACITATION BEFORE REACHING THE AGE OF 55 YEARS:
13.1 It shall be noted that mere disability does not mean incapacitation.
The incapacitation of the employee shall be to such an extent that he/ she is
permanently unfit to perform any duty even if alternative post/ position/ posting is
considered.
13.2 The employee who intends to retire/ resign on medical grounds may submit
application to HRM Section at the concerned Circle through the Branch/ Office where
the employee is presently working as per the format required by the Bank specifically
mentioning the nature of illness/ sickness, name of the treating doctor, details of
hospitalization, reimbursement claimed etc.
13.3 In cases where the employee is not able to submit the application for
retirement/ resignation on his/her own due to total incapacity and if the same is certified
by the treating Doctor, the application for retirement/ resignation on his / her behalf
can be submitted jointly by all the legal heirs of such employee.

13.4 If the Medical Board in a Government Medical College or
Government District Head Quarter Hospitals or Panel of Doctors nominated by the
General Manager, HR Wing, as the case may be, certify that the employee is incapacitated
and not fit to continue the service, the request for resignation/ voluntary retirement of
such employee shall be placed to the Competent Authority as per Service Regulations/
Pension Regulations to decide the application as per norms.
13.5 However, it shall be made clear to the employee that mere resignation/
voluntary retirement on account of incapacitation will not be a case for considering
the request for compassionate appointment under the scheme.
13.6 The request for appointment on compassionate grounds shall be examined
only after relief of the employee on resignation/ voluntary retirement on account of
becoming permanently and totally incapacitated while in harness.
14. PAYMENT OF EX-GRATIA:
The Bank can have both the options i.e. compassionate appointment or
payment of lumpsum ex-gratia amount. However, any of these two options can
be used only when the other conditions of compassionate appointment are met. In
such case the quantum of exgratia shall be as under:-
QUANTUM OF EXGRATIA:
The exgratia amount shall be calculated @ 60% of the last drawn gross salary (net
of taxes) for each month of remaining service of the employee (i.e. up to the age of
superannuation in terms of extant service rules / conditions) at the time of his / her
exit subject to the cadre-wise ceiling of Maximum Amount, mentioned as below,
will be payable.
The cadre-wise ceiling on exgratia amount payable will be as follows:
CATEGORY MAXIMUM AMOUNT
Officers Rs 8.00 Lakhs
Clerical Staff Rs 7.00 Lakhs
Subordinate Staff Rs 6.00 Lakhs
15. UNDERTAKING FOR MAINTENANCE OF THE FAMILY OF THE
DECEASED EMPLOYEE:
The person appointed on compassionate grounds under the Scheme, shall give an
undertaking in writing in a prescribed format as per Annexure V that he/she will
maintain properly the other family members who were dependent on the deceased
employee in question, and in case it is proved subsequently (at any time) that the family
members are being neglected or are not maintained properly by him / her, his or her
appointment may be terminated forthwith. This clause shall be incorporated as
one of the conditions in the offer of appointment applicable only in the case of
appointment on compassionate ground.

16. REQUEST FOR CHANGE IN POST/PERSON
When a person has been appointed on compassionate ground to a particular post,
the set of circumstances, which led to such appointment, shall be deemed to
have ceased to exist. Therefore
a) He/she should strive in his/her career like his/her colleagues for future
advancement and any request for appointment to any higher post on considerations of
compassion shall invariably be rejected.
b) An appointment on compassionate ground cannot be transferred to any other
person and any request for the same on consideration of compassion shall invariably
be rejected.
17. SENIORITY
A person appointed on compassionate grounds in a particular year may be placed
at the bottom of all the candidates recruited/appointed through direct recruitment,
promotion, etc. in that year, irrespective of the date of joining of the candidate on
compassionate grounds.
18. TERMINATION OF SERVICE
The compassionate appointment can be terminated on the ground of non-
compliance of any condition stated in the offer of appointment after providing an
opportunity to the compassionate appointee by way of issue of show cause notice
asking him / her to explain why his/her services should not be terminated for non-
compliance of the condition(s) in the offer of appointment and it is not necessary to follow
the procedure prescribed in the Disciplinary Action and Procedure therefor.
In order to check its misuse, the power of termination of service for non- compliance
of the conditions in the offer of compassionate appointment vests only with the
MD & CEO of the Bank.
19. GENERAL RULES PROCEDURE:
1. The official from the Branch / concerned section shall meet the members
of the family of the employee in question immediately after the death to advise and
assist to them in getting appointment on compassionate ground. The applicant shall
be called in person at the very first stage and advised in person about the requirements
and formalities to be completed by him / her. A letter in this regard as per the prescribed
format in Annexure III shall be handed over by them to the dependant family against
the acknowledgement.
2. An application for appointment on compassionate ground shall be considered
by the Committee of officers consisting of three officials; one Chairman and two
members in the rank of Deputy General Manager / Assistant General Managers i.e.
Deputy General Manager, HR Wing (Chairman) and one Executive each from Recovery
Wing and GA Wing. Assistant General Manager / Divisional Manager HR Wing shall
be the convener.

3. The Committee shall meet as and when required to consider and examine
the requests received under the scheme.
4. The applicant may also be granted personal hearing by the Committee,
if felt necessary, for better appreciation of facts of the case. In such cases the applicant
shall bear the costs i.e. travelling etc.
5. The recommendation of the Committee shall be placed before the Competent
Authority for a decision. If the Competent Authority disagrees with the committee's
recommendation, the case may be referred to the higher authority for a decision.
However, wherever Board of Directors is the Competent Authority, decision of the Board
of Directors is final.
6. Appointment made on grounds of compassion shall be done in such a way that
persons appointed to the post do have the essential educational and technical
qualifications and experience required for the post consistent with the requirement of
maintenance of efficiency of administration.
7. An application for compassionate appointment shall, however, not be rejected
merely on the ground that the family of the employee has received the benefits under
the various welfare schemes. While considering a request for appointment on
compassionate grounds, a balanced and objective assessment of the financial condition
of the family has to be made taking into account its assets and liabilities (including the
benefits received under the various welfare schemes mentioned above) and all other
relevant factors such as the presence of an earning member, size of the family etc.
8. Compassionate appointment shall be made available to the person concerned
if there is a vacancy meant for compassionate appointment and he or she is
found eligible and suitable under the scheme.
9. Compassionate appointment will have precedence over absorption of surplus
employees and regularization of temporary employees.
10. The definition of dependant as defined under Bipartite Settlement/ Joint
Note from time to time shall be applicable while ascertaining the dependency of family
members.
11. An application is to be submitted in the prescribed format as per Annexure
II in writing along with documents mentioned as follows and duly signed by all the
legal heirs of the deceased employee / eligible dependants of employee retired on
medical grounds before reaching the age 55 years/ missing employee, proposing the
name of the eligible dependent of the employee who is to be offered appointment
on compassionate grounds.
Proof of death of the ex employee, along with certified copies of documents showing
relationship of the applicants with the deceased employee.
Order of the Court appointed guardian who is authorized to submit application
on behalf of a minor/s (in case the applicant/s is/ are minor in case no
natural guardian is available as per law).

Copies of proof of age, certificates confirming the educational qualifications, mark
list, recent pass port size photograph and testimonials of such eligible dependent
candidate.
Copies of photo identity card of all the legal heirs.
12. The Branch in charge / Section/ Office in-charge as the case may be where
the deceased employee was last working shall verify the documents with the original
and certification to that extent shall be super-scribed on the copies of documents.
13. The HRM Section, Circle Office shall examine the same and ensure that the
application/ documents submitted by the dependant family is as per prescribed format
and contains all the required details. If not the dependant family shall be duly informed
in writing for submitting the details within 30 days duly informing that if the details
are not received the request for compassionate appointment would be lodged and Bank
will not be sending any reminder in this regard. The HRM Section, Circle Office, shall
acknowledge the request for compassionate appointment received by them.
14. The HRM Section, Circle Office shall forward the papers so received, along with
their views to Personnel Management Section, Human Resources Wing, Head Office
within a month of receipt of papers complete in all respects at their end.
15. If the appointment on Compassionate Grounds is permitted, the posting
will be considered any where in the State as per the requirement of the Bank
duly keeping in mind the preference indicated by the applicant. However, no
representation from the Compassionate Appointee will be entertained for any change of
placement/ posting once intimated.
16. The Compassionate Appointee shall be treated to have joined the service of
the Bank only from the date he / she actually reports to the branch/ office as indicated
in the appointment order.
17. In case the Compassionate Appointee does not join the branch/ office on or before
the date indicated in the appointment order, unless otherwise specifically permitted by
the Bank in writing he / she shall not be permitted to join the duties and the appointment
order issued to him/ her shall stand automatically cancelled and no further
appointment shall be considered under the scheme thereafter.
18. The scheme shall be subject to the Government guidelines issued from time
to time.
19. To claim any benefit available to SCs/ STs, the Compassionate Appointee
shall immediately after appointment produce the Caste Certificate issued by the
competent authority as per the prescribed format/ Government guidelines.
20. The applicant dependent who apply under the Scheme cannot claim
appointment to a particular post as a matter of right. The Bank will be examining the
suitability of the candidate to either of the posts.

21. The suitability of the candidate shall be examined by a team consisting
of one Executive and HRM Manager of the concerned Circle/ HOSA to either of the
posts.
22. Once the request for Compassionate Appointment is rejected by the Competent
Authority and rejection in writing is informed to the dependant family /applicant no
further request/ representations, even with a request for appointment to a substituted
dependant shall be considered and the same shall be lodged.
23. This scheme is applicable w.e.f. 05/08/2014, and the cases where the death
occurred on or after 05/08/2014 shall only be covered under this scheme of
Compassionate Appointment.
24. Pending Applications as on 04/08/2014 or the applications submitted on or
after 05/08/2014 w.r.t. death / or other eligible circumstances occurred on or before
04/08/2014 for ex-gratia / compassionate appointment as the case may be shall be
continued to be examined in terms of HO Circular No 35/2005 dated 14/02/2005 &
262/2007 dated 24/09/2007.
25. In case of death caused on account of resisting dacoits / robbers in case of
bank robberies or on account of terrorist attacks, the dependants of the deceased
employee will continue to be governed as per the provisions of Circular No.243/2013
dated 30.05.2013.
26. The cases for exgratia which have already been disposed / settled as per earlier
scheme shall not be reopened.
27. The MD & CEO or in his absence the Executive Director holding charge, shall
have powers for giving any clarification, interpretation, modification, revising the
modalities, of the scheme, for the effective and proper implementation of the Scheme.
(For further details & formats, HO Circular 143/2015 may be referred)
CONVEYANCE ALLOWANCE TO DEAF AND DUMB

EMPLOYEES
AT PAR WITH BLIND AND ORTHOPEADICALLY HANDICAPPED EMPLOYEES
As per the extant Government guidelines as communicated vide Box item to

HO Circular 27/2009 dated 12.03.2009, the blind and orthopedically
handicapped employees are being paid Conveyance Allowance at 5% of the Basic Pay,
subject to maximum of Rs.400/-.
Now, we have been informed that the Government of India, Ministry of Finance
has reviewed the matter and it has been advised to extend the above facility
of Conveyance Allowance to the Deaf and Dumb employees also.
(HO Circular 349/2014)

Dual family pension to family of deceased re -employed Ex-
Servicemen in our Bank
The Government of India, Ministry of Defense vide their letter No01 (05)/
2010-D (Pen/Policy) dated 17.01.2013 have circulated revised instruction vide which
families of Armed Forces Pensioners who got re-employment in Central Government
departments or State Government/ PSUs/ Autonomous bodies/ Local Funds of Central
/State Government after getting retired/ discharged from military service and were in
receipt of military pension till death would be entitled to draw two Family Pensions,
i.e. the Family Pension from Military side in addition to the Family Pension, if any,
authorized by the re-employer for re-employed civil service subject to fulfillment of other
prescribed conditions thereof.
Department of Financial Services, Ministry of Finance, Government of India vide

their letter F No.4/1/2013 Welfare dated 08.05.2013 h the letter (No01 (05)/2010-D
(Pen/Policy) dated 17.01.2013) shall be applicable to the Armed Forces personnel who
got discharged/ retired/ invalided out from service with effect from 24th September,
2012 or thereafter. Benefit of these provisions shall also be allowed past cases however
the financial benefit shall be granted from 24.09.2012.
It may be noted that the above provision is not a fresh pension option and is only
applicable to family of such deceased re-employed ex-servicemen in our Bank, wherein
re- employed ex-serviceman is/was already a pension optee.
Further, the practice of obtaining an option for drawing family pension either from
the defense or from the Bank is discontinued hereinafter.
MODIFICATION IN EMPLOYEES' HOUSING LOAN (EHL)

SCHEME (HO Cir 59/2014)
Continuation of HL liability after cessation from services of the bank
MAINTENANCE OF MARGIN OF 40% ON THE ORIGINAL PROJECT COST WHILE

PERMITTING CONTINUATION OF EHL OF THE EMPLOYEES FROM THE DATE OF
RETIREMENT (INCLUDING VOLUNTARY RETIREMENT) WAIVED wef 20.01.2014.

MODIFICATION IN SPECIAL VEHICLE LOAN SCHEME FOR
PURCHASE OF NEW TWO-WHEELER BY EMPLOYEES OF
THE BANK DURING THE PROBATIONARY PERIOD
(HO Cir 72/2014)
STIPULATION TO NOTE LIEN ON CAUTION DEPOSIT OBTAINED FROM

PROBATIONARY OFFICERS (POs) AS ADDITIONAL SECURITY TO THE LOAN FOR
PURCHASE OF BRAND NEW TWO-WHEELER IS WAIVED
BUSINESS DEVELOPMENT EXPENSES TO POs DURING

PROB. PERIOD
The benefit of reimbursement of Business Development Expenses (BDE) to direct

recruit Probationary Officers/ Managers/ Senior Managers during their period of
probation has been permitted as per the details mentioned hereunder:
Scale BDE per FY

Direct recruit Probationary Officer in JMG Scale I 3,000
Direct recruit Probationary Manager in MMG Scale II 3,500
Direct recruit Probationary Senior Manager in MMG Scale III 4,000
In case any Probationary Officer/ Manager/ Senior Manager posted as branch in-
charge, he / she shall be eligible for reimbursement of Business Development Expenses
at par with the confirmed Officer/Manager/ Senior Manager as the case may be.
During the first Financial year of service, Probationary Officer/Manager/Senior

Manager shall be entitled for Business Development Expenses on pro-rata basis for each
completed calendar month in that Financial Year (the service of 15 days or more in the
first calendar month will be treated as one month).

BUSINESS DEVELOPMENT EXPENSES TO BRANCH
IN CHARGE
The competent authority has permitted upward revision in the limits of Business
Development Expenses to the Officer employees in JMGS-I, MMGS-II and MMGS-III who
are heading the Branches w.e.f 01.10.2014 hereunder (HO Circular 589/2014):
Category of officers Existing Revised
JMG Scale I Rs 6000 Rs 7000
MMG Scale II Rs 7000 Rs 8000
MMG Scale III Rs 8000 Rs 9000
REIMBURSEMENT OF PACKING CHARGES TO POs

DURING PROB. PERIOD
The competent authority has permitted to extend the facility of reimbursement of

packing charges of Rs. 2000/- (Rupees Two Thousand only) to direct recruit
probationary officers on transfer during their probation period for the expenses related
with packing, local transportation etc., with effective from 01.10.2014.
However, direct recruit probationary officers are not eligible for Packing Charges in
the case of their first posting to the allotted Cicle after training, Request transfer & Local
Transfer.

ALLOTMENT OF SURPLUS VACANT BANK OWNED
QUARTERS
The facility of allotment of surplus vacant bank owned quarters to the officers' who
are posted to other places in order to facilitate them to retain their family either for
education or treatment purposes at the transferor place has been permitted by the
competent authority on the following terms and conditions:
1. Such request from the Officers shall be limited to facilitate them to retaintheir
Family either for Education or Treatment purposes only.
2. Family mentioned above shall mean spouse, dependent children &parents
only.
3. The Officer so allotted with the quarters shall not sub-let the same.
4. The norms of area of quarters vis-a-vis cadre to determine the eligibility shall be
applicable while considering such allotment.
5. In case an Officer has not availed quarters facility at the transferee place, then
the surplus vacant Bank owned quarters may be allotted under this scheme at the
transferor place by recovering the Standard Rent. Further, HR A will not be payable to
the Officer at the transferee place.
6. In case an Officer has availed quarters facility at the transferee place, the surplus
vacant Bank owned quarters may be allotted at the transferor place, subject to recovery
of the rent at the rate at which rental reimbursement (i.e., rental ceiling) is being extended
by the Bank at the transferor place apart from effecting recovery of standard rent for
the quarters facility availed at the transferee place. Rental recovery is to be revised as
and when the Bank revises the rental reimbursement ceiling.
7. However, if an Officer of higher cadre is allotted with the surplus vacant Bank
owned quarters which is normally used to be allotted to a lower cadre Officer, the
recovery shall be made at the rate of rental reimbursement (i.e., rental ceiling) applicable
to the lower cadre Officer at the transferor place.
8. The rental recovery shall be effected through monthly salary payable to the Officer.
9. The quarters provided shall be unfurnished and the Bank shall be under no
obligation to furnish the same. Charges towards electricity, water etc., shall be borne
by the concerned Officer.
10. If the Officer has any dues/outstanding towards such payment (Rent, Water,
Electricity etc.), the same is liable to be recovered out of any amount due to him
including salary & terminal benefits. The Officer shall execute an undertaking to this
extent while availing this facility.

11. This facility shall be purely temporary in nature and the quarters so allotted
shall be vacated by the Officer either on completion of Education / Treatment i.e., the
purpose for which it is allotted OR within 15 days of making a demand by the Bank,
whichever is earlier.
12. The Circle Head is empowered to deal with such individual cases based on
merits.
13. Premises Section, Circle Office shall ensure rental recovery from salary through
the concerned HRM Section, monitor payment of other dues and inspect the quarters
periodically to ensure that the same is occupied by the Family of the Officer only.
14. If the facility is misutilized, the same shall be viewed seriously and such Officer
shall be liable for disciplinary action as per extant norms of the Bank apart from rental
recovery at market rate.
All such permissions given are to be reviewed by the Circles on half yearly basis as
on 30th June and 31st December and the details are to be forwarded to HO in the format
as per Annexure
INCENTIVE SCHEME FOR SPOT RECTIFICATION

DURING RBIA
# Scheme is restricted to branches only.
# Incentive to be shared among all the staff members of the branch.
# Regular inspecting officers including field executives are eligible for incentive.
# The scheme is effective from 01.04.2013
(For details, HO Circular 111/2014 dated 25.02.2014 may be referred)

Staff Meeting
Guidelines:
# Staff Meeting is the oldest, formal HRD system next to Training.
# One Staff Meeting a month is mandatory.
# It aims at 'Open Culture', 'Family Feeling', 'Group Synergy' and 'Talent
Recognition'.
# Agenda can reflect variety, topicality of issues and branch specific priorities.
# Expenditure permitted on staff meetings has been increased from Rs.10/-
toRs.20/- per person per staff meeting w.e.f 01.04.2014.
(For details, HO Circular 183/2014 dated 01.04.2014 may be referred)
Modification in the Scheme for Reimbursement of

cleaning expenses
The Bank has permitted to extend the facility of reimbursement of expenses incurred
towards purchase of cleaning materials as enumerated in HO Cir.No.128/2010 dated
07.04.2010 to the Officer Employees who have been permitted to stay in quarters on
personal lease basis also at the same rate and terms and conditions.
The above said modification is effective from 01.10.2014.
(For details, HO Circular 560/2014 may be referred)
LEAVE FARE CONCESSION (LFC) TO VISIT ABROAD
Leave Fare Concession (LFC) Reimbursement of LFC expenses incurred for visiting
abroad HO Circular No. 356/2006, dated 29/12/2006
Existing guidelines: Where an Officer intends to visit place/s outside India by
availing LFC, fare incurred for travel both within and outside India are reimbursable
provided such fare come within overall entitlement from the place of work to the last
point in India enroute abroad by eligible mode and class of travel by shortest route.
Revised guidelines: The Officers / employees shall not be entitled to visit overseas
countries / centres as part of LFC. The revised guidelines shall applicable with immediate
effect.
REPORTING BY OFFICER EMPLOYEES IN CASE OF
ARREST/DETENTION BY POLICE/CBI ETC
Of late, number of cases is reported that Officer Employees who are arrested by
police, upon release, rejoin duty and submit leave application without disclosing the
fact of their arrest and get the leave sanctioned.
Bank has already issued guidelines to be followed in case of arrest/detention of

the employees by police/CBI for what so ever reason, vide our HO Circular 144/2000
dated 17.07.2000.
However, we are reiterating the guidelines once again for the notice of all the officer
employees as under:
It shall be the duty of an Officer Employee who is arrested/detained by Police/

CBI etc., for whatsoever reason/s to intimate the fact of his arrest/detention, with details
such as date and time of arrest, name of police station, description of offences
alleged, the circumstances connected therewith etc., to the respective HRM Section of
the CO and also the in charge of the Department / Branch promptly even though he
might have been, subsequently released on bail / or otherwise.
Failure on the part of the Officer Employee to inform the concerned authorities as
stated above will be recorded as suppression of material information and shall render
him liable to disciplinary action on this ground alone apart from the action that may
be called for on the outcome of the police case if any against him.

NEW FURNITURE SCHEME
Due to our continuous follow up & efforts, the historical New Furniture Scheme
has been introduced by the Bank with effect from 24.06.2013.
Eligibility: The scheme will be applicable to the Officers residing in Banks

accommodation / leased residence / residence owned by the Officers and / or residence
taken by the Officers on rent.
a) All confirmed Officers in Scale-I to Scale-VII are eligible.
b) Promotee Scale-I Officers on probation are eligible to avail the scheme.
c) Direct Recruit Probationary Officers (including Specialist Officers) who are posted
to a Branch/Office on regular posting during probation are eligible to avail the facility
under the scheme, subject to execution of the BOND for the total cost of the furniture
items purchased.
Whereas, Direct Recruit Probationary Officers posted to different Branches / Offices

for on the Job training periodically are not eligible to avail the facility till their
confirmation.
d) Officers on contract are not entitled to avail the facility under the scheme.
e) If the Husband and Wife are Officer employees of the Bank, both are eligible under
the scheme as per their Scale.
Officers who are having a Service of less than 5 years from the date of implementation
of the scheme can opt to continue in the existing scheme (if they do not want to avail
the New Scheme) subject to the following conditions:
a) To carry the Banks furniture items to the transferee place upon transfer within
their eligibility of transportation of household goods and no additional claim for
transportation of Banks furniture/fixtures will be entertained. However, actual transit
insurance premium paid for Banks furniture items will be reimbursed by the Bank.
b) Bank will undertake the repairs and maintenance of the furniture/fixtures

provided to them as done hitherto and they are not eligible for claiming Maintenance
expenses as applicable to New Scheme detailed under clause 4.0.
c) Can avail the facility of Transfer of furniture items held by them as per the New
Scheme detailed under clause 5.0 and 5.1 OR surrender the items in full OR part to
the Bank.
d) Officer to exercise the option by submitting a letter as per ANNEXURE-I.

Monetary Ceiling/limit [inclusive of Taxes
Scale Monetary Ceiling /limit
JMGS I Rs 1,00,000
MMGS II & III Rs 1,75,000
SMGS IV Rs 2,25,000
SMGS V Rs 3,00,000
TEGS VI Rs 4,25,000
TEGS VII Rs 4,50,000
* The Officers will be eligible for an annual reimbursement of maintenance

expenses equivalent to 5% of the total Original Cost Price of furniture / fixtures held
by them (rounded off to the nearest 100 rupees) after 3 years from the date of purchase.
* As on 31st March every year, officers shall submit the Possession Certificate (as
per ANNEXURE V) to the concerned Branch / CO / HO.
Transfer of furniture to officers on Retirement / Voluntary Retirement Exit/
Compulsory Retirement / Removal / Discharge / Dismissal:
If the furniture/fixtures have not completed 5 years from the date of purchase, then
the ownership of the furniture / fixtures will be transferred to the officer by recovering
the outstanding Book Value as on 31st March of the furniture / fixtures.
If the furniture/fixtures have completed 5 years from the date of purchase, then
the ownership of the furniture / fixtures will be transferred to the officer without any
recovery (free of cost) and the Book value as on 31st March to be written off from the
Banks record.
However, in the unfortunate event of death of any Officer while in service, the family
of the deceased officer will be given the furniture / fixtures already purchased by that
officer free of cost and the Book Value as on 31st March of the same will be written off
from Banks record, irrespective of the period of purchase of the furniture / fixtures.
The Probationary Officers who have been provided with furniture items resigns from
the Bank during the probationary period, the entire amount availed by them for
purchase of furniture will be recovered.
(HO Circular 303/2013 dated 26.06.2013 may be referred for further details)

SPECIAL VEHICLE LOAN SCHEME
Because of our strenuous efforts in the Board, the Special Vehicle Loan scheme
for extending loans to employees of the Bank for purchase of one Brand new two-wheeler
during their probationary period has been introduced.
Salient Features:
* Quantum of the loan Rs.60,000/- or 90% of the cost of the vehicle whichever is
less
* Rate of interest at on-going Base Rate
* Repayment period fixed at 84 EMIs
* Margin:10%
* Net Take Home Salary: His/ her net take home salary after providing for statutory
deductions, deductions to loans, if any, including proposed vehicle loan, all other
deductions on the basis of his/ her mandate lodged with the Bank shall not be less
than 40% of his/ her gross salary.
* Sanctioning Authority: Branch in-charge.
* Disbursement: Directly to the dealer/ seller along with the margin amount
* Security: Hypothecation of the two-wheeler purchased by availing loan
* Lien may be noted on Caution Deposit of Rs.25000 obtained from the Pos to
minimise the possible risk.
* Probationary Officers on confirmation in the services of Bank, may opt for

conversion of loan under this scheme to staff LHV scheme.
* Similarly, probationary clerks after confirmation and on reaching Basic Pay of

Rs.8400/- may opt for conversion of the loan to staff LHV scheme.
* In case he/ she leaves the Bank, the loan shall be cleared or in case sufficient
proof of income on re-employment is available, continuation on terms applicable to
customers may be explored on case to case basis.
(HO Circular No 434/2013 dated 29.8.2013 may be referred for further details)

MODIFICATION IN CONVEYANCE SCHEME (HO Cir.96/2012)
Sl. Modification/Revision
Particulars Existing Rates
No. permitted w.e.f. 01.03.2012
1. Reimbursement Monetary Limits Petrol limits permitted as under :-
of Conveyance Petrol Limits (in liters)
Metro & Area I Area II & III
expenses to
Confirmed Metro Area I Area II Area III
Rs.700 Rs.500
Officers in JMG 45 40 35 35
Scale - 1 drawing
Basic Pay of
less than
Rs.19,400/- and
owning vehicle.
2. Reimbursement Monetary Limits Monetary Limits
of Conveyance
expenses under Scale Metro & Area II Scale Metro & Area II
consolidated Area I & III Area I & III
basis to JMG-I Rs.400 Rs.300 JMG-I Rs.1000 Rs.800
Confirmed
Officers who do MMG- MMG-
Rs.500 Rs.350 Rs.1100 Rs.900
not own vehicle. II II
MMG- MMG-
Rs.600 Rs.400 Rs.1200 Rs.1000
III III
3. Reimbursement Monetary Limits Monetary Limits

of Conveyance
expenses to Scale Metro & Area II Scale Metro & Area II
Probationary Area I & III Area I & III
Officers in JMG JMG-I Rs.100 Rs.75 JMG-I Rs.1000 Rs.800
Scale-I, MMG
Scale-II and III MMG- MMG-
Rs.100 Rs.75 Rs.1100 Rs.900
and Promotee II II
Officers in JMG MMG- MMG-
Scale-I during Rs.100 Rs.75 Rs.1200 Rs.1000
III III
their
Probationary
Period whether
owning vehicle
or not

CASHLESS FACILITY SCHEME FOR HOSPITALISATION
TO OUR EMPLOYEES
Our employees who require hospitalization for themselves or for their dependents
on an emergency for any ailment which requires hospitalization may not be in a position
to immediately meet / raise sufficient funds for the purpose of admission to specialized
hospitals. To mitigate such hardship caused to our employees, our Bank has permitted
a Scheme for empanelling hospitals for the purpose of extending cashless facility for
Hospitalisation to employees, the gist of which is briefly as under:-
* The Bank will enter into a tie-up arrangement with reputed hospitals for cashless
facility in the matter of treatment of our employees and their dependants as inpatients.
* An employee, subject to the conditions / stipulations mentioned in detail in the

annexure I to the Circular, if he so requires, is entitled to get himself / his dependents
admitted to any of the empanelled hospitals for treatment of any illness/ disease requiring
hospitalization without payment of any fee / expense.
* Immediately on discharge and on submission of the bills as per the procedure

through HRMS package, the respective HRM Section shall sanction the eligible amount
as per his eligibility under the Bipartite Settlement/ Joint Note and make payment to
the concerned hospital as per their bills within thirty days from the date of receipt of
bills by the Bank.
* In case the eligible amount sanctioned to the employee is less than the bill
submitted, HRM Section shall debit the employees account to that extent and remit
the total amount to the hospital.
* While requesting for availing the cashless facility for Hospitalisation, the employee
shall give a letter as per Annexure III to the Circular interalia undertaking that, he shall
immediately make available the funds for the excess amount payable by him over and
above his eligibility as per the Bipartite Settlement / Joint Note.
* The HRM Sections at Circle Offices will be the nodal section for this purpose and
shall monitor the empanelment/ depanelment of the hospitals and effective functioning
of the Scheme.
* The full details of the scheme is furnished in the Annexure I.
* The list of the Hospitals already empanelled by the Circles is furnished in the
Annexure IV.
(HO Circular 87/2011 dated 21.03.2011 may be referred for further details)

REVISED POLICY ON SABBATICAL LEAVE
The Bank had introduced Special Leave Scheme for sanctioning Leave on Loss
of Pay to Employees / Officers for specific purposes and the same had
been communicated Vide Circular No. 20/2000, dated 14/02/2000, with
subsequent modifications from time to time.
The revised Sabbatical Leave Scheme in our Bank is w.e.f. 01/04/2012.
The salient features of the revised scheme are mentioned as below:
I) PURPOSE: 1. For prosecuting higher studies both inland as well as abroad, 2.

Health grounds of self / dependent family members, 3. Joining the spouse 4. Taking
care of the family or children.
II) ELIGIBILITY: All the employees who have put in a minimum of 5 years of active
service and confirmed in the services of the Bank are only eligible to apply under
this Scheme.
III) PERIOD OF LEAVE: The minimum period for which leave to be availed under
this scheme shall be 1 year at a time continuously and can be extended upto 2
years. The maximum period of leave permissible under the scheme is only 2 Years (24
Months) and restricted to 2 times in the entire service of the employee.
However, Women employees can avail Sabbatical Leave for a period of atleast
3 months at a time and the leave shall not be taken more than once in a year.
Before expiry of the sanctioned leave, employees cannot rejoin for duty without prior
permission from the Competent Authority.
IV) OTHER CONDITIONS:
All unsecured liabilities are to be cleared before proceeding on leave and

arrangements should be made for payment of monthly installments & interest payments
towards the secured loans.
The decision of the Competent Authority to accept / reject the applications

for Sabbatical Leave is final.
(HO Circular 157/2012 may be referred for further details)

POLICY ON STAFF ACCOUNTABILITY
The Policy on Staff Accountability has been introduced only in our Bank in the
entire banking industry. It is a remarkable milestone in the history of our beloved
organization CBOA. The new policy has removed the fear psycho from the minds of
the Officer employees.
The main aim of the Accountability policy is not to discourage exercise of initiative
and decision making.
Kapoor Committee Recommendations:
It is necessary that the Banks functionaries who exercise lending powers do not
become risk averse and develop the skills required for a shrewd and judicious
assessment of credit risks. Since risk assessment skills are developed by repeated exercise
of credit judgment, it is essential that functionaries exercising credit sanctioning powers
are given the necessary confidence that their bonafide decisions will not be called into
question.
The above recommendation has been fully taken into account while framing the
Policy on Staff Accountability
The Policy has been approved by the Board on 17.02.2012.
Salient features:
Accountability Defined:
Every employee is duty bound to discharge work faithfully in accordance with:
a. Systems and procedures laid down,
b. Rules and Regulations in force,
c. Guidelines whether general or specific; &
d. To work within the authority delegated or when such authority is exceeded, with
the approval of appropriate authority
Accountability can be identified from the following sources:-
a) Inspection Report of the Branches/ Controlling Offices;
b) Report of Internal/ External Concurrent Auditors/ Statutory Auditors, RBI
Inspectors;
c) Charge taking report from the new incumbent;
d) Branch visits/interface Review of NPAs, Inspection Reports, periodical returns,
Year-end statements, etc.

e) Complaints;
f) Whistle blowing
g) Any other source;
Areas of Accountability:
Irregularities or lapses may originate from any of the following areas of operation:
a) Credit Management;
b) Non-Credit Areas including irregularities/lapses which lead to commission of
Frauds and may include theft, embezzlement, cheating/ forgeries etc;
Need for Preliminary Inquiry/Investigation:
There may be certain other matters, which may require preliminary Inquiry or
investigation to know the facts of the case and the persons responsible for the same.
Erosion of Income:
In case of instances of Erosion of Income on account of Technology/System related
matters then generally no staff accountability will lie on the part of the branch officials.
However incase the technology malfunction/system failure which resulted in the
erosion of income was on account of any omission/commission on the part of the officials
in DIT Wing / EDP/ Technology monitoring/ overseeing Section then staff lapses shall
be looked into on the role of these officials in the matter.
In respect of other instances of erosion of Income, if the entire amount is recovered
then generally no staff accountability will lie on the officials concerned. However if the
Erosion of Income is for an amount of more than Rs 1 lakh, then the same shall be
recorded in the personal file of the officials concerned and if such instances are repeated
for more than three (3) occasions then accountability will be fixed on the official concerned.
ASPECTS TO BE CONSIDERED IN EXAMINING ACCOUNTABILITY - DISTINCTION
BETWEEN VIGILANCE AND NON-VIGILANCE CASES:
Essentially, lapses fall into three broad categories:
a. Procedural lapse or casual negligence in the ordinary discharge of ones duties
and not involving financial / legal liabilities for the Bank:
b. Gross or culpable negligence:
c. Lapses with malafide intentions
In arriving at the view to be taken, the cardinal principles of fair play, transparency
and judicially balanced views have to be exhibited. Thereafter, punishment contemplated
commensurate with the offence or irregularity will be imposed in accordance with the
laid down procedures/ regulations.

Quick Mortality:
Borrowal accounts suffering quick mortality for the purpose of this exercise shall
be defined as:
I. All accounts of borrowers where the aggregate liability is Rs 5 lacs & above and
II. These borrowal accounts becoming NPAs within a period of 12 months from the
date of First Disbursement in respect of limits sanctioned to the concerned borrowers
for the first time.
Other provisions :
* Disciplinary action once decided to be taken, generally to be got completed within
a time frame of six months.
* Multiplicity of the charge sheets should be avoided as far as possible.
* For staff due for superannuation, Disciplinary Action, if contemplated, must be
initiated without any delay.
* In the event of the death of an employee under any circumstances, at any time
before the imposition of the punishment, for the purpose of staff lapses, the Departmental
proceeding initiated/contemplated against him shall stand abated and his family will
be entitled to all eligible terminal benefits.
* Parallel departmental enquiry will be conducted in cases where external agencies
e.g. CBI, Police; are involved, in consultation with them, wherever necessary.
* A list of all employees (Workmen/ Officers/ Executives) who are retiring in the
ensuing 1 year as on the 1st of January & 1st of July every year should be prepared
by HRM Section and submitted to Human Resources Wing, Head Office. This statement
should be submitted not later than 30th January/31st July every year.
* Clearance has to be obtained from Branches/ Offices where the employee was
last working for the preceding 4 years of his retirement. The clearance should be given
by the permanent / acting branch in charge.
* Final clearance should be sent 3 months prior to the date of retirement of the
employee/s to Human Resources Wing, Head Office.
* In the eventuality of any matter being revealed after the issue of the respective
* Certificates as mentioned in the papers are put up to the Competent Authority
for taking a suitable decision in the matter.
* If any staff lapses are identified / revealed against the retiring employee in a
matter pertaining to a period prior to the date of the respective Certificates issued by
the Circle, the matter will be viewed from staff angle against all the concerned officials

including the officials / Executives at Circle Office for the delay / non-reporting / non-
identification of the lapses at the appropriate time.
PROCEDURE FOR FIXING STAFF ACCOUNTABILITY & INVESTIGATIONS:
The purpose of conducting an investigation is to find out whether there is any truth
in the allegation / complaint or report which would warrant any further action including
Disciplinary Action. It is basically a FACT FINDING exercise for collecting all necessary
details / materials.
Officials working in or attached to HRM Sections shall not be entrusted with
Investigations.
Internal regular inspection
No disciplinary proceeding will ordinarily lie against any official for any lapse not
detected within two successive internal regular inspection of the same account or 4 (Four)
years from the date of event or occurrence of the lapse, whichever, is later. However, the
above time limit will not apply to cases of where the involvement of the employee is
identified in:
a. Frauds
b. Cases where malafides are inferable
c. Other criminal offences as per the law of the land.
Residuary provisions :
* The Chairman & Managing Director of the bank and in his absence the Executive
Director may from time to time issue instructions or clarifications in case of doubt, as
may be considered necessary or expedient for the implementation of this policy.
* Any decisions taken, punishments imposed prior to the effective date of this policy
shall not be reopened on account of this policy.
* In cases where, staff accountability is yet to be finalised, the same shall be
examined as per the new policy.
* This policy shall be read in conjunction with the Manual of Instructions, Circulars
and updation of instructions from time to time and if there is any divergence, the manual
etc., shall have overriding effect on the provisions of this policy.
* It may be mentioned here that the imposition of a punishment on an official
would not influence his future career prospects including promotion beyond the period
of rigor.
(For details, refer HO Cir. 72/2012)

Amendment to Policy on Staff Accountability
(HO Cir No 254/2012)
As per the orders of the Competent Authority following clause has been inserted as
Clause No 13.6 under the Staff Accountability Policy:
13.6 Non adherence to the instructions / directions of Superior Authority including
Board of Directors / Management Committee of the Board / Other Sub Committees
constituted by or under the orders of the Board shall be considered as staff lapse and
accordingly steps shall be initiated
Amendment to Policy on Staff Accountability
(HO Cir No 267/2013)
The Competent Authority has ordered for following amendment to the Policy on Staff
Accountability by way of insertion of new Chapter 3 A:
3A COMMITTEE CONCEPT:
3A.1 The rules laid down under this policy for individual Sanctioning Authority, Official/
Authority appraising/ recommending and Reviewing Authority shall mutatis mutandis be
applicable to the committee concept, whether it is credit or non credit matter.
3A.2 The Government of India, Ministry of Finance, while communicating the guidelines
for setting up of committees at various levels in Nationalized Banks vide their letter F No.13/
1/2006-BO.1 dated 03.04.2012 has observed:
It has been felt that setting up of such a structure in the PSBs would expedite disposal
of matters, improve the quality of decision making and reverse the growing trend of upward
delegation in the Banks.
Therefore, whenever a decision is taken by the Credit Approval Committee or any other
committees duly constituted by the Competent Authority, it is expected that such decisions
are taken collectively by its members based on their expertise, experience, knowledge and
wisdom, in the best interest of the bank. As such generally the accountability shall not be
fixed in respect of decision taken by the Credit Approval Committee or any other committee
duly constituted by the Competent Authority, except under the following cases like:
a) frauds committed with the involvement/ connivance of the members of committee;
b) decision influenced by personal/ vested interest;
c) decision based on extraneous factors not relevant to the business interest of the
bank;
d) decision tainted with ulterior motive;
e) decision which are not bonafide; and
f) decision taken under influence/ pressure from outsiders, though such decision is
not in the interest of the bank and in violation/ deviation of the critical mandatory norms
whichseriously affects the banks interest.
In the cases like above the members of such committee shall be accountable collectively
as well as individually.
POLICY ON RIGOUR OF PENALTY
(HO Cir 46/2010)
a) In case of punishment under Minor Penalty, NO rigour of punishment is
prescribed for the purpose of promotion. However, wherever punishment of Withholding
of promotion under Regulation 4 (c) of Canara Bank Officer Employees [Discipline &
Appeal] Regulations, 1976, is imposed, the period ordered by the Disciplinary Authority
for withholding the promotion shall be the rigour period.
b) In case an Officer employee is imposed with the punishment of Major penalty
under Regulation 4 [f] of Canara Bank Officer Employees [Discipline & Appeal]
Regulations, 1976, the rigour of punishment for the purpose of promotion shall be ONE
YEAR from the date of imposition of the punishment. By this, the Officer employee
would not be eligible for promotion if he had not completed the period of rigour of one
year as on the cutoff date prescribed for eligibility for promotion for that application.
c) An Officer employee imposed with the punishment of reduction in Grade or Post
under Regulation 4 [g] of Canara Bank Officer Employees [Discipline & Appeal]
Regulations, 1976, the rigour of punishment for the purpose of promotion shall be TWO
YEARS from the date of imposition of the punishment. By this, an Officer employee
would not be eligible for promotion if he had not completed the period of rigour of TWO
YEARS as on the cutoff date prescribed for eligibility for promotion for that application.
The above rigour policy has come into effect from 01.01.2010
POLICY ON RIGOUR OF PENALTY MODIFICATION

The existing clauses (a), (b) & (c) in Circular No.46/2010 dated 04.02.2010 are
modified and same shall be read as under:- (HO Cir 150/2012)
a) In case of punishment under Minor Penalty, NO rigour of punishment needs to
be prescribed for the purpose of promotion. However, wherever punishment of
withholding of promotion under Regulation 4 (c) of Canara Bank Officer Employees
[Discipline & Appeal] Regulations, 1976 is imposed, the period ordered by the
Disciplinary Authority for withholding the promotion shall be the rigour period. By this,
the Officer employee who is undergoing the rigour of penalty as on the date of
Departmental Promotion Committee [DPC] shall not be promoted.
b) In case an Officer employee is imposed with the punishment of Major penalty
under Regulation 4 [f] of Canara Bank Officer Employees [Discipline & Appeal]
Regulations, 1976 , the rigour of punishment for the purpose of promotion shall be
ONE YEAR from the date of imposition of the punishment. By this, the Officer employee
c) An Officer employee imposed with the punishment of reduction in Grade or Post
under Regulation 4 [g] of Canara Bank Officer Employees [Discipline & Appeal]
Regulations, 1976 , the rigour of punishment for the purpose of promotion shall be
TWO YEARS from the date of imposition of the punishment. By this, the Officer employee
Revised scheme of Reward for resisting dacoits / robbers
Revised scheme of reward for resisting dacoits / robbers in case of Bank robberies
compensation to Bank employees who are killing in Bank robberies, terrorist incidents
including left-wing extremism w.e.f.29.4.2013 (HO Cir. 243/2013)
The following benefits/incentives are available under the revised scheme :
1. In case of death an employee as a result of or during Bank robbery or attacks
by terrorists, including left-wing extremism on Bank employees, the family of deceased
will be given compensation by the Bank as follows :
In case of death of officers : Rs.20 lakhs
In case of death of Clerial/Substaff : Rs.10 lakhs
2. The Bank will look after educational expenses of the children of the deceased
upto and inclusive of graduation.
3. The Bank will give immediate employment to one member of the family of the
deceased in accordance with the guidelines of compassionate appointment. In case none
is able to immediately take up employment, the entitlement will be held in abeyance till
one of the members of the family becomes eligible for and is in a position to take up
such appointment.
In case compassionate employment is not taken up, the pay and allowance last
drawn by the deceased may be extended to the family till one of the children of the family
reaches 21 years of age or till the date on which the deceased should have retired in
normal course, whichever is earlier. Such payment of pay and allowance will be available
only if the dependent is not gainfully employed elsewhere.
4. The loans for housing etc, which might have been availed of by the employee
may be transferred to the family member if any compassionate appointment is given,
irrespective of his/her normal eligibility. If compassionate employment is not sought by
the family, the interest part may be waived and only principal be recovered from the
compensation/other dues payable.
5. In respect of the persons other than the bank employee who may get killed as a
consequence of or during robberies and / or attack of terrorists, the bank will paya
lump sum compensation of Rs.3 lakhs to the family of the deceased.
6. In case of Bank employees / customers / members of public who actively resists
bank robberies and terrorists' attack on banks, the bank may consider a cash reward
not exceeding Rs. 2 lakhs. In addition, the bank employees may be given an out of turn
promotion, if they satisfy the minimum conditions of eligibility prescribed for direct
recruits to the post bu without reference to the number of years of service rendered.
Employees not covered for criterion for promotion may be allowed three advance
increments in their existing grade on a permanent basis.

7. All expenses for treatment of injury casued during or at the time of resisting bank
robbery / terrorist attack on banks, including hospitalization of the victims (Bank
employees/members of public/customers) shall be borne by the Bank.
8. The cash reward mentioned in clause (6) above, will be in addition to the
compensation, if any, to which the person may be entitled to under the provisions of
various Acts/Rules governing him/her.
9. These guidelines shall be uniformly applicable throughout the country including
North-East and in left-wing extremist areas.
10. The Govt. of India further advised the Banks not to have any parallel scheme
in this regard and hence the existing scheme of reward for resisting decoities and
robberies in Bank as advised vide our HO Cir.418/91 stands withdrawn from the date
of orders of Board.
Total Number of employees

as on
Cadre 12.10.2013 31.10.2014 30.06.2015
General Managers & CGM 47 50 43

Deputy General Managers 119 119 105
Asst. General Managers 350 365 348
DM / CM 819 955 892
Senior Managers 2409 2442 2294
Managers 5031 5705 5433
Officers 11812 14235 14732
Special Assistants & Clerks 18054 20675 19569
Substaff & PTE 8573 8635 10090
TOTAL 47214 53181 53506
VI. QUICK VIEW

VI. QUICK VIEW
HOLIDAY HOMES & GUEST HOUSES
CBOA's HOLIDAY HOMES
CHENNAI HOLIDAY HOME TRIVANDRUM HOLIDAY HOME KOLKATA HOLIDAY HOME
Address: Address: Address:

CBOA Regional Office CBOA Bhavan CBOA
No. 216, Royapettah High Rd Chirakulam Road Kolkata Guest House
Opp. Deccan Hotel, Royapettah Mullassery Lane 12B, Mahim Halder Street,
Chennai 600 014 Trivandrum 695 001 Kolkata 700 025
Details of Accommodation:
2 A/c Rooms available Details of Accommodation: Details of Accommodation:
Tariff: Rs 500/- per day per room 3 Rooms available 2 Double Bed Rooms with A/C
Tariff: Rs 300/- per day per room Tariff: Rs 500/- per day per room
For booking, please contact

Ph : 044 28112454 For booking, please contact For booking, please contact
Fax: 044 28113151 Sri Antony Francis - 094464 38003 Sri Swapan Haldar, R S, Kolkata
email: cboachennai@yahoo.in Sri R S Kumar - 094460 56314 Mobile: 094336 30367
Phone: 0471 2473964 Email: haldar.swapan@yahoo.com
AIBOC's GUEST HOUSE AT DELHI
Address: For booking: Rent & mode of payment:
7/13, 1st Floor, The Office Secretary, Rs. 300/- per day.
Old Rajendra Nagar, All India Bank Officers' Booking charges to be credited to:
(Near Water Tank) Confederation,
New Delhi-110060 C/o Bank of India, Parliament A/c no. 601610110005803
Street Branch, Bank of India
A Flat with 3 bedrooms PTI Building,4, Sansad Marg, Parliament Street Branch
New Delhi- 110001. New Delhi
Caretaker : Mr. Lalit Fax No. :011-23719431 IFSC:BKID0006016
Mob: 08512850518 E-mail ID :
Landline: 011-25720817 aiboc.guesthouse@gmail.com

CANARA CARE HOME
HO Circular 305/2013 At Vellore (Tamilnadu) At Mumbai
Address:
Employees across the country are Canara Care Home Address:
visiting Vellore and Mumbai for No.33 Arcot road, Canara Care Home,43-a,
treatment of self/ dependants Sathuvachary, Indrapuri Co-op Housing Society
which are known for better Vellore-09 Ltd,
treatment of Cancer / Kidney / Maharani Laxmi Bai Chouk,
Heart related ailments. Rooms: 4 in number- 1 hall-1 Sion (W), Mumbai-400 002
common kitchen
Those employees who are in need Flat No. 07, 15 (2 Flats)
of accommodation facility at For local assistance:
Vellore and Mumbai for medical Vellore Main Branch Landmark: Sion Circle,
treatment of chronic ailment of IRCS Building Near Cinemax.
self/ dependants can make use of Town Hall Road
the above facility. Vellore- 632 004 Nearest location:
Phone : 0416- 2221080 Sion Bus Depot
Max: 30 days Sion Railway Station.
Important Hospitals:
Max 3 persons including the Christian Medical College & For Booking:
patient Hospital Canara Bank, Premises & General
Section, Circle Office, Mumbai.
One unit one family For Booking: DP Code 7775
Premises & Estate Section, Phone No.022-22185266;
Circle Office,Chennai. 22185241-46 (Ext 432)
Phone : 044- 24349350; 24326011 emcomcity@canarabank.com
pecochn@canarabank.com
STAFF WELFARE FUND's HOLIDAY HOME AT BANGALORE
Address: For booking: Rent & mode of payment:
5/4-1, 10 th Cross The Manager 8 rooms (Rent @ Rs 30/- per day) &
Canara Bank Colony Golden Jubilee Staff Welfare Fund 4 suites (Rent @ Rs 60/- per day)
(Near Swimming Pool) Canara Bank, HO Annexe
Jayanagar III Block East 14, Naveen Complex , M G Road IBA has to be sent to DP Code 413
Near LIC Colony Bangalore 560 001 of Town Hall Branch, Bangalore.
Bangalore 560 011
Phone: 080 25584829 Max: 5 days; Members working
Phone: 080 22446115 email: hoswf@canarabank.com outside Bangalore City are eligible.
Ex employees are not eligible.

BRIEF DETAILS ON BANK's HOLIDAY HOMES
OVERSEEING OFFICE /
Sl. NAME, ADDRESS & PARTICULARS OF
BRANCH & TELEPHONE DESTINATION
No. TELEPHONE NO. ACCOMMODATION
NO.
1. AGRA There are 4 AC rooms Canara Bank Taj Mahal (4 kms), Agra
with usual amenities on P & E Section, Fort (3 kms), Sikandara
Hotel Swarajya Palace I Floor and 1 AC room for Circle Office (13 kms), Dayal Bagh
2/363A Mall Road 71, Nehru Nagar Temple (10kms),
Executives.
Pratappura Crossing Agra 282002 Fatehpur Sikri (45 kms),
(in front of hotel Kiran Mathura & Brindavan
Deep) (Adjacent to Tel: (0562) (60 kms), Bharatpur Bird
Guruji Motors) 2854787 / 2525750 Sanctuary (80 kms)
Agra 282 001 DP Code (7075)
pecoagra@canarabank.
Tel: 0562-2464802 com
2. BANGALORE 9 A/C Double bed rooms Canara Bank Vidhan Soudha, Attara
(of which 1 reserved of P & E Section, Kacheri, Archelogical
4th Floor - No. 81/1 Executives) Circle Office Museum, Nehru
South End Road, Bangalore Metro, Planetorium, Musical
Basavangudi M.G.Road, foutain, Aquariam,
(Old Shanti Theatre) Bangalore- 560 001. Visvesaraya Industrial
(Near to NTT Data) and Technological
Bangalore 560004 Tel: 080-25586318 Museum, Cubbon Park,
DP Code 7575 Lalbag , Tipu's Fort &
Tel: 080-26910962 pecobangalore@canara Palace, Bull Temple, Gavi
bank.com Gangadareshwara Cave
temple, Mahalakshmi
Layout Hanuman Temple,
ISKCON Temple, Jamia
Masjid, Infant Jesus
Church and St. Mary's
Church.Yediyur Lake,
Jayanagar Shopping
Complex.
3. BHUBANESWAR 5 A/c Double rooms Canara Bank Chandragiri-Udayagiri

(out of which one P & E Section, Caves, 11th Century
Pantha Nivas reserved for Executives) Circle Office Temple of Lord Lingaraj,
OTDC Limited I Floor, Red Cross Bhavan Rajarani Temple, Peace
Lewis Road Pt. Jawaharlal Marg Pagoda of Dhauli, The
Bhubaneswar 751 014 Bhubaneswar 751 022 Nandankanan Zoological
Park, Science Park,
Tel: (0674) 2432515 Tel: (0674) 2391501 Planetarium, State
Fax: (0674) 2435738 Fax: (0674) 2393012 Museum
DP Code: 7525
Email: pecobhu@
canarabank.com

4. CHENNAI 10 rooms. 2 reserved for Canara Bank Fort St. George, Marina
Executives. P & E Section, Circle Beach, St. Mary's Church,
st nd
No. 10, (1 & 2 Floor), Office Chennai. San Thome Church, Light
Rengan Street, T Nagar, House Tower, China
Chennai-600 017. Bazzar, Esplanade,
Tel: 044-24348182 Tel: 044-24349350 St. Andew's Church,
DP Code 7200 Govt. Museum & Art
pecochn@canarabank. Gallery, Kapaleeshwara
com Temple, Parthasarathy
Temple, Central
Indusrtrial Institute,
Victoria Technical
Institute, Guindy Park,
Snake Park, Kalakshetra,
Theosophical Society and
Banyan Tree at Adayar,
Mahabalipuram, VGP
Golden beach/Wonder
land.
5. DARJEELING 4 Double bedrooms (with Canara Bank A ring side of the

attached bath). Common No.74, Gandhi Road Himalayas and the
Plot No: 631, Holding drawing room and dining (Near Hotel Shambhu) Kanchanjunga. Ghoom
No 495/2, Cart Road, room. Sightseeing trips Darjeeling 734101 (2438 mts), Senchal
Rajbari, Rose Bank will be arranged at (2449 mts), Tiger Hill
Location prevailing rates & jeep is Tel: 0354-2252072 (2555 mts) and Tongla
Darjeeling 734101. provided for trip from DP Code 3713 cb3713@c (3070 mts), Rangeet
Holiday home to city anarabank.com Valley, Lloyd Botanical
Tel: 0354-2251515 Gardens, Natural History
Mob: 094342 06030 Distance between Branch Museum, Ava Art Gallery,
& Holiday Home : 1.5km Observatory Hill,
Dhirdham Temple,
Zoological Park.
6. G U R U V A YU R 6 Rooms, of which one Canara Bank Guruvayur Sri Krishna
for Executives Guruvayur 680 101 Temple
I Floor, Thrissur District, Kerala Guruvayur Parthasarathy
Poonthanam Guest Temple
House Tel: 0487-255 6380 Punnathurkotta -
Chavakkad Road DP Code 0838 Elephant Yard
West Nada, Guruvayoor cb0838@canarabank. Chavakkad Beach
TEL: (0487) com Thrissur
2560100 /2560200 Near by Landmark :
Guruvayoor Temple

7. DELHI 11 rooms. Canara Bank Parliament House, Red
No.9000-9011, Fort, India Gate, janathar
IInd Floor, No. 5/8 , Deshbandhu Gupta Road, Mantar, Quatab Minar,
Deshbandhu Gupta Road, Paharganj Tughlakabad, Humayan's
Paharganj, New Delhi 110 055 Tomb, Purana Quila,
New Delhi - 110 055 Tel: (011) Saint Christis Shrine,
23588772 / 23589879 Lodi Tomb, Safdarjung
DP Code 2021 Tomb, Shamsi Talab,
cb2021@canarabank. Ferozshah Kotla, Jama
com Masjid, Ashoka Pillar,
Mutiny Memorial,
NOTE: Rashtrapati Bhavan,
The application is Nehru Memorial Museum,
required to be sent to Laxminarayana Temple,
Paharganj Branch along Raj Ghat, National
with the branch advice Philatelic Museum,
which should be drawn Crafts Museum And Dolls
on CO Delhi (DP 7400). Museum, Siva statue near
Airport.
8. GOA 6 Double Bed AC rooms Canara Bank Beaches:Calangute,Baga,

on I & II Floors incl. one P & E Section Circle office, Aguada,Arambol,
LE MAGNIFIQUE room for Executives Mathias Plaza, I Floor, Vagator, Mandrem,
No.406/230, Plot No.90, 18th June Road, Panaji Anjuna, Dona Paula,
Nova Cidade Behind PDA Goa 403001 Miramar, Colva, benaulim
Colony,
Alto Porvorim,Bardez Tel: (0832) Nature: Mayem Lake,
GOA 403521 2232726/2224254/ Dhudhsagar Waterfalls,
2420056 Bhagwan Mahaveer
Tel: 0832-6511651 Fax: 2225123 Wildlife Sanctuary
lemaginfique@ DP Code 7935
lemagnifiquegoa.com pecogoa@canarabank. Churches: Basilica of Born
com Jesus (Old Goa),Church
Of Our Lady of
Immaculate Conception
(Panaji)
Temples: Shree Mahalasa

Narayani Temple
(Mardol), Shri Mangueshi
Temple (Manguheshi)

9. H A R I D W A R 5 AC rooms (of which, Canara Bank Mansa Devi (2 kms),
1 reserved for Executives) Railway Road Branch Chandra Devi (3 kms),
Hotel Jahanvi Dale (Near Mahilla Hospital) Hari ki Pauda (3kms),
Bye Pass Road (3 rooms on the First Haridwar
Bharat Mata Mandir
Kankhal Floor & 2 rooms on the
(5 kms), Patanjali
Haridwar. Second Floor) Tel: (01334)
227208 /220331 YogPeeth (12kms)
Tel: (01334) DP Code 2225
249408 / 244932 / 244934 cb2225@canarabank.com
info@hoteljahanvidale.
com
10. H Y D E R A B A D No. of Rooms: 4 - All air Canara Bank Salar Jung Museum,
conditioned (1 reserved P & E Section, Circle Hussain Sagar Lake,
D No. 11-06-872/1,to 6 for Executives ) Office Charminar, Mecca
Taurus Pride Complex P B No.1008, Ruby House Mosque, Golconda Fort,
Opp to pearl Residency Opp. MLA Quarters Public gardens,
Red Hills Himayatnagar, Faulknuma Palace, Birla
Lakdikapul HYDERABAD - 500 029. Planetarium and Nehru
HYDERABAD 500004 Zoological Park.
Tel: 040-23436921
Tel: 040 23436900 DP Code 7700
pecohyderabad@
canarabank.com
11. J A I P U R 5 Double Bed rooms of Canara Bank 1. Hawa Mahal - The Wind
which 1 AC room to be P & E Section, Circle Palace Stunning Semi
HOTEL WELCOME reserved for Executives Office SPL-1A, GopinathOctogonal Monument of
9/1, New Colony, Marg Rajput architecture
Near Panch Batti M I Road, JAIPUR 2. City Palace The palace
M I Road JAIPUR 302 001 Distance : 0.5 kms fromin the heart of old city is
(RAJASTHAN) Holiday Home a super blend of Rajput
and Mughal architecture
Tel: (0141) 2214402/ Tel: (0141) 2363494/ 3. Central Museum Also
2372270 2367595/2376821 known as Albert Hall
Fax: 0141 2379974 DP Code 7425 Museum has a large
hotelwelcome@ pecojaipur@canarabank. collection of royal
rediffmail.com com weaponry
4. Jantar Mantar
Observatory within city
palace complex
5. Laxminarayan Temple
or Birla Mandir
6. Amber Fort Stands
atop a range of craggy
hills to the north of
Jaipur

12. K A N Y A K U M A R I 7 rooms of which Canara Bank, Main Road Kanyakumari Temple,
1 Executive suite Kanyakumari 629702. Gandhi Mantapam,
Canara Bank Holiday (all double occupancy). Vivekananda Rock
Home, Govt. Hospital Rd, Tel: 04652 246249 Memorial, Vivekananda
Kanyakumari-629702 DP Code 1026 Kendra,
cb1026@canarabank. Padmanabhapuram
Tel: 04652- 247549 com Palace, Ramswamy
Temple (both 45 kms
away) and Suchindram
Temple (15 kms),
Thiruvananthapuram
(90 Kms).
13. K A T R A 6 Double Bed Rooms Jammu Main Branch Located on Jammu-Katra

out of which 1 room is (Around 50 kms from Main Road Adjacent to
HOTEL KASHMIR reserved for Executives Karan Bhavan Holiday Katra Bus Stand Close to
RESIDENCY Home) Main Shrine Board Office
Main Road Shalimar Road 5 minutes walk from
KATRA 182 301 JAMMU 180 001 yatra slip counter, taxi
(JAMMU AND KASHMIR) stand and main bazar.
Tel: (0191)
Tel: 01991 232920 2573107/2576622/
Fax: 01991 232921 2543262
DP Code 100
cb0100@canarabank.com
14. K O D A I K A N A L 8 Double Bed Rooms - Canara Bank Kodaikanal Lake with

1 reserved for Executives Kodaikanal Boat House, Pillar Rocks,
Lone Star, Euretta Lane, Dindigul District 624 101 Coaker's Walk, The
Near Prakash Kurinji Andavar Temple,
Construction, Tel: 04542 242405 Solar Laboratory,
Observatory Road, DP Code 0945 Shrenbaganur Musuem,
Kodaikanal - 624 101 cb0945@canarabank.com Green Valley, Caps Valley,
Shola Falls, Tiger Shola,
Chettiar Park, Bryant
Park, Silver Cascade Falls.
15. K O L K A T T A 4 rooms (out of which Premises & Estate Section Nearest Branch
1 reserved for Executives) Circle Office,
34A, South End Park No.21, Camac Street, Canara Bank
Kolkata 700 029 KOLKATA 700 016 Gariahat Branch
(Opp: AMRI Hospital Tel (033) 22831501/ (DP Code 0150)
Beside Dhakuria Bridge) 22831524 Tel : (033) 24605860/
Fax (033) 22831500 24407236
Email : pecokol@
canarabank. com

16. LONAVALA / KHANDALA 6 rooms of which 3 rooms Canara Bank Rajmachi Point, Duke's
with 4 beds and other 3 Lonavala Branch Nose, Kune Point,
Hotel Inn One-O-Five rooms with 2 beds each. Dr.Parmar's Building Lohagad Fort, Lonavala
Resort Fritchly Hill, Plot No. 8, 'G' Ward, Lake, RayWood Park,
Mumbai Pune Road, Lonavala-410401 Tiger's Leap, Tungaril
Near Raheja Resorts, Lake, Valvan Dam, Yoga
Lonavala - 410302. Tel: 02114-273011 Institute, Karla Caves,
Pune District. DP Code 0273 Ekvira Goddess Temple,
Tel: 02114 -272333 cb0273@canarabank.com Tambe Nature Cure and
Bushi Dam.
17. M A DI KE R I 5 Double Bed rooms on Canara Bank Madikeri Fort, Raja Seat,
Ground Floor (of which Madikeri Main Talakaveri,Abbey Falls,
GANGA Chain Gate 1 reserved for Executives Golden Temple, Dubare
Near Housing Board Tel:08272 229302/225417 Forest,Nisarga Dhama,
Madikeri Town 571 201 DP Code 0517 Nagarahole
Kodagu District cb0517@canarabank. Important Landmarks :
Karnataka State com Chain Gate
Tel: 08272 229561
18. M A DU R A I 9 rooms of which 2 A/C Canara Bank Meenakshi Amman

rooms reserved for Temple,
P & E Section, Circle Office
Canara Bank Holiday Executives P.B. No. 243 St.Mary'sThirumalainaicker
Home, Meenakshi A Palace,
Campus, East Veli Street,
partments Madurai - 625 001 Tiruppuramkundram
No. 74, Ramnagar III Temple, Gandhi Museum,
Street Bye Pass Road Tel: 0452-2337060 Govt. Museum,
Madurai 625 010 DP Code 7800 Azhagarkovil,
pecomdu@canarabank. Kodaikanal, Palani,
Tel: 0452 2302066 com Thekkadi, Rameswaram,
Courtallam.
19. M A H A B A L E S H W AR 3 rooms with triple Canara Bank 1. Arthur Point

Stone House occupancy P & E Section, Circle 2. Baghdad Point
Vishnu Cottage Office 3. Bombay Point
Malcom Path FP 790 (Part), 4. Wilson Point
MAHABALESHWAR Near Mangala Theatre 5. Sydney Point
Dist. Satara Shivaji Road, 6. Panchgani
Shivajinagar 7. Lingmala waterfalls
PUNE 411 045 8. Savithri Vena Lake
Tel: 020 25530622 9. Pratapgad
DP Code 7650 10.Tapola
pecopne@canarabank.
com

20. M A N A L I 9 rooms (2 Executive Canara Bank, 131132, Rohtang Pass, Solang
Rooms + 7 Double Himalayan Shopping Valley, Hadimba Temple,
HOTEL SHANDELA Bed Rooms) Arcade Vashisht Temple (Hot
Near HP SEB Office Opp Nagar Parishad, Water Spring). Manikaran
Canara Bank The Mall, Manali (Hot Water Spring) Van
Manali 175 131 (HP) 175131 Vihar, Wildlife Sanctuary,
Kullu District Naggar Castle
(HIMACHAL PRADESH) Tel: 01902 250033
DP Code 3451
cb3451@canarabank.
com
21. M O U N T A B U 4 AC rooms Canara Bank Nakki Lake, Dilwara

2 on Ground Floor Udaipur Main Branch Temple, Sunset Point,
HOTEL HILL TOP & 2 on I Floor 9-C, Madhuban Guru Shikhar, Peace Park,
Near Old Toll Tax Barrier Udaipur Achalgarh, Toad Rock,
Mount Abu (Dist.Sirohi) Brahma Kumaris-Om
RAJASTHAN Tel:(0294) 2415254 / Shanti Bhavan, Gyan
Tel: 02974-238133 2415255 / 2415256 Sarovar, Honey Moon
Fax: 0294-2415254 Point, Adhar Devi
DP Code 0169
cb0169@canarabank.
com
22. M U M B A I 7 rooms of which One Canara Bank Gateway of india,

reserved for Executives P & G Section, Circle Chhatrapati Shivaji
No. 35, Mukund Nivas Office Terminus, Hutatma
Flat Nos. 15 & 16, III Floor 13th & 14th Floor, Chowk, Marine Drive,
Sion West Maker Tower 'E', Pherozeshah Mehta
Great Mumbai Dist. Cuffe Parade, Colaba Gartdens, Elephanta
MUMBAI 400 022 Mumbai- 400 005. Caves, Kanhari Caves,
Tel: 022-24074749 Bombay Natural History
Tel: (022) 22185266 / Society, Nehru Centre,
22185241-46 (Ext:432) Nehru Planetarium,
DP Code 7775 Nehru Service Centre,
pgcomumbai Nehru Science Centre,
@canarabank.com Prince of Wales Museum,
Victoria Museum and
Albert Museum.
23. M U S S O U R I E 5 Rooms (4 double bed Canara Bank Gun Hill, Bhatta Falls,
rooms and 1 rooms with (DP Code 5495) Kempti Falls, Dhanolti
Hotel Sunny Cot, Above 4 beds) 59-60, Kulri Road (26kms) , Tehri Dam
Bata show room ,The 1 Double Bedroom Mussoorie 248 179 (80kms, 45 kms from
Mall, Kulri, earmarked for Tel No : 0135-2636924 Dhanolti) and Lal Tibba.
Mussorie - 248179 Executives Mob No: 9456591118
Tel: 0135-2632789 cb5495@canarabank.
com

24. M Y S O R E 5 rooms of which 2 Canara Bank The Ambar Vilas (City
rooms with 2 beds, P & E Section,Circle Palace), Maharaja Palace,
No.689, Double Road, 2 rooms with 3 beds Office No.26A, Guest J C Art Gallery, Mysore
Opposite to Water Tank and 1 room with 2+3 House Road, Nazarbad Zoo, Rail Museum,
Saraswathipuram, beds. Mysore - 570 010 Devaraj Market,
Mysore Jaganmohan Palace,
Tel: (0821) St. Philomena's Cathedral.
2528245 / 2528291 Regional Railway
Fax: 0821 - 2528217 Museum, Filklore
DP Code 7955 Museum, Archeological
mysprem@canarabank. Museum, Zoo,
com Chamundi Hill, Rajendra
Vilas Palace, Brindavan
Gardens, and Central
Food Technilogical
Research Institute,
Srirangapatna and
Ranganthittu Birds
Sanctuary
Somanathapura.
25. N A I N I T A L Five Rooms of which one Canara Bank The Lake , Naina Devi
for Executives (DP Code 5871) Temple, Cheena Peak,
M/s Hotel Shalimar New Deodars, Sukhatal, Bhim Tal Lake, Kilbury
The Mall, Nainital Malital Picnic Spot.
Nearby Landmark: Nainital 263 001
Opp. Muncipal Library
Tel No : 05942-232181
Tel:05942 235432 Mobile : 9456591181
cb5871@canarabank.
com
26. O O T Y 8 rooms Canara Bank, Situated at 3.5 Kms

P.B No. 18, from the Lake.
No 121 Vijayanagaram, Ooty Branch. 2 Kms from Railway
Farm Road, Station / Bus Stand.
Off Ettines Road Tel: (0423) 2444087 Shopping Centres -
Ooty /2447155 Commercial Street Ooty,
DP Code 1234 Behind Alankar Theatre.
cb1234@canarabank. Flanked by Hotel Saphire
com and Hotel Khems.

27. PURI 4 Rooms of which 1 Canara Bank 1.Lord Jagannath Temple
AC room to be reserved Holding No.874 2.Sunargourang
HOTEL ROOPAM for Executives Grind Road 3.Puri Golden Beach
Baliapanda Road PURI 752 001 4.Konark (35 kms)
Marine Drive, 5.Bhubaneshwar (65 kms)
PURI 752002 (ORISSA) Tel:06752 223561 6.Chilka (120 kms)
7. Light House,
Tel:(06752) Birla Guest House
230650, 231222
28. R A ME SW AR A M 5 Double bed AC rooms Canara Bank Ramanathaswamy

in the II Floor out of Mohammed Sathak Temple, kothanda Ramar
HOTEL SRI SARAVANA which 1 room reserved Centre, Temple, Gandamadana
A/C 1/9A, South car for Executives. 12-A,G H Road Parvatham, Pachamuka
Street near State Bank of Ramanathpuram 623 501 Hanuman Temple,
India Tel:(04567) 220201/ Villundi Theertham,
RAMESWARAM 623 526 224221 Jada Theertham
Ramanathapuram Dist. DP Code 2808
TAMIL NADU cb2808@canarabank.
Tel : 04573 223367 com
29. SHIMLA 7 Rooms managercb2808@ Fugu, Glen, Kufri,

canarabank.com Annandale, Prospect Hill,
C/o Sri. Gian Singh, Jakoo Hill, Mashobra
Prime Rose No.1 , Canara Bank (all scenic spots),
Near Sun & Snow Hotel, Jain Ashram, The Mall, Chadwick Falls,
Panchayat Bhavan Bus Shimla - 171 001. Scandal Point,
Stand Rashtrapathi Nivas,
Shimla - 171 001 Phone: 0177 2802139 Shyamala Devi Temple,
DP CODE 1964 Tara Devi Temple,
cb1964@canarabank. Tatta Pani (Sulphur
com Springs is 53 kms away).
30 SHIRDI 4 AC Double Rooms Canara Bank Sai Baba Temple, Shani

(out of which 1 reserved P & E Section, Circle Shinganapur, Nasik
SAI PALACE BUDGET for Executives) on 3rd Office Trimbakeshwar, Yeola
HOTEL Floor. F P 290 (Part)
Near Sai Baba Temple (Near Mangala Theatre)
Pimple Wadi Road Shivajinagar 411005
SHIRDI PUNE
Taluk : Rahata Dist :
Ahmednagar Tel: 020 25530622
Tel:02423 258181-85 Fax: 020 25530608
Fax:02423 258186 DP Code 7650
shirdi@saipalace.hotels. pecopne@canarabank.
com com

31. SRIRANGAM 4 Triple bedrooms and Canara Bank Uchi Pillaiyar Koil-
1 Double bedroom (of P & E Section, Circle Rockfort, Gunaseelam,
Vamanna Royal ,#204, which, 1 reserved for Office Trichy kallanai Dam, Uthamar
East Uthira Street, Executives). Koil, Tiruvellarai, Birla
Srinangam Trichy 620006 TEL: 0431 2468214 Planetorium,
DP CODE 7825 Samayapuram,
Tel:0431 pecotci@canarabank. Mukkombu, Tiruvanaikoil
2435667 / 2434114 com
info@sreevamana.com
32. TIRUPATHI 6 Double Bed Rooms CANARA BANK Govindarajaswami

OVERSEEING BRANCH temple,
NO 52, MIG, TUDA ROYAL TIRUPATI 517 501 Srinivasa-mangapuram,
NAGAR, Alamelu-mangapuram,
R C ROAD, Tel: (0877) Kapila Thirtham,
TIRUPATHI 2240211 / 2242130 Chandragiri Fort,
Tel: 0877 - 2243618 DP Code 1965 Sri Kalahasti, Talakora,
Kanipakam, Narayanavan
33. TRIVANDRUM 4 Rooms (out of which 1 CANARA BANK, Sri Padmanabha Swamy
reserved for Executives) P & E Section, Circle, Temple, Museum,
Mannil House, DBRA 86 Office, P.B. No. 5604, Sri Chitra Art Gallery,
(TC 11/1566) Behind TC 26/173(i), M.G Road, Planetarium, Museum of
Cliff House, (Chief Trivandrum - 695 039. Science and Technology,
Minister's residence) Zoo, Kovalam Beach,
Nanthancode, Tel: (0471) Veli, Neyyar Dam,
Kowdiar P O 2331340 / 2331051 Akkulam Lake,
Trivandrum DP Code 7300 Srikrishnapuram Palace,
Ponmudy( 55 Kms),
Ph : (0471) 2313631 Kanyakumari - 90 Kms.
34. UDAIPUR 5 AC rooms on the Canara Bank City Palace, Moti Magri,
II Floor 9-C, Madhuban Saheliyon Ki Badi, Pichola
HOTEL SITA Udaipur Lake, Fatehsagar Lake,
#135, Saheli Marg
Sukhadia Circle, Vintage
Opp. NCC Office Tel: (0294) 2415254/
Car Museum, Nehru Park,
Chetak Circle 2415255/2415256
Udaipur 313 001 Fax: 0294-2415254 Loka Kala Mandal, Karni
(RAJASTHAN) DP Code 0169 Mata Ropeway,
Sajjangarh Palace,
Tel : (0294)-5120678 cb0169@canarabank. Kumblagarh Palace,
com Gulab Bagh, Rajiv Park,
Srinathji Temple,
Eklingee Temple,
Rankanpur,
Halidi Gati

35. VISAKHAPATNAM 4 rooms on the 3rd Floor Canara Bank Submarine Museum.
(1 reserved for P & E Section, Yarada Beach,
301 Sandeep Apartments, Executives ) Circle Office Rishikonda, Kailasagiri
Plot 57 B, Kirlampudi Vishakhapatnam Hills, Simhachalam
Layout Temple, R K Beach,
VISAKHAPATNAM 530003 Tel:0891- 2547914 Shopping Harbour,
Tel: 0891-2547945 Fax: 0891- 2547911 Dolphin Nose, Zoo Park,
DP Code 7725 Vizag Museum
pecovsp@canarabank.
com
36. VARANASI 6 rooms (1 reserved for Canara Bank Vishwanath Temple,

Executives) P & E Section, Dashshwamedh Ghat
The O.K. International Circle Office Ganga Aarti, Sankat
D-47/188A, Ramapura Varanasi - 221 002. Mochan Temple, Manas
Luxa, Varanasi - 221 001. Ph : 0542 - 2510036 Mandir, Assi Ghat,
Tel : 0542-2452591 - 594 Kaal Bhairav Temple
pecovrnsi@canarabank.
com
Other Details for Bank's holiday homes:
* Employees & Ex employees are eligible to stay in Bank's Holiday Homes with
advance booking
* Dependents should accompany the concerned employee / ex employe
* One room per family will be the criteria for allotment
* ID Card Identification letter from the branch / office has to be invariably carried
by the employee
* Maximum 5 days
*Uniform Rent for all holiday homes ( Memo No 5/2003 dated 27.01.2003) :
1. Rs 30/- per individual per day
2. Rs 50/- per family per day per room provided with up to 2 bed
3. Rs 60/- per family per day per room provided with more than 2 beds
* Holiday Homes' addresses & other details are available in Cannet & also in our
website www.cboa.co.in
* On line booking facility is available in HRMS for Chennai & Bangalore
* Rental charges for dependents and close relatives, who are not eligible for
reimbursement under LFC, will be as per HO Circular 259/2004 dated 07.10.2004.
Take pride
Because of our CBOA's efforts, all the rooms are provided with A/C and
LCD TV almost in all the Holiday Homes

REQUEST LETTER FOR BOOKING OF HOLIDAY HOME
From: To:
Name & Staff No The Senior Manager / Manager
Designation Canara Bank
Canara Bank
Branch/Office
Postal Address
Dear Sir,
SUB: REQUEST FOR BOOKING OF HOLIDAY HOME AT _______________________
I request you to make available a unit of the above Holiday Home for a period of _____
days (maximum 5 days). I furnish herebelow the preferred data on which I require the
Holiday Home and also three other alternate dates in the order of preference. You may
allot the Holiday Home for any one of the dates depending on the availability of
accommodation.
Preferred Date: From ________________ to ________________
ALTERNATE DATE I ALTERNATE DATE II ALTERNATE DATE III
From _________________ From _________________ Any 3 or 5 days during my
To ____________________ To ____________________ leave period from_________
To__________
The list of family members (if any), who would accompany me to the Holiday Home is
given below:
SL NO NAME SEX AGE (IN YEARS) RELATIONSHIP

(a) I am availing LFC for the above, vide proceedings No____________ dt _______________
(b)I may be permitted to avail the facility of Holiday Home without LFC as I am availing
other category of leave or on holiday.
(c)I confirm having remitted a sum of Rs ____________________ towards rent in Sundry

Liabilities Holiday Home Rent Account at ______________________________ Branch (DP
Code __________)
Please tick ( )whichever is applicable
I hereby confirm that particulars given above are true to the best of my knowledge
and belief.
Yours faithfully,
Place :
Date : Signature
(For Office use)
Forwarded through: Branch/Office _____________________________________________
For CANARA BANK
Date: Senior Manager / Manager

Tips for Probationary Officers
23700 980 30560 1145 32850 1310 42020
Scale of Pay
7 2 7
Automatic Movement Officers in Scale-I, 1 year after reaching the maximum in t heir respective
& Stagnation increment scale, shall be granted further increments including stagn ation increment(s)
in the next higher scale subject to their crossing the ef ficiency bar as per
guidelines of the Government.
The Stagnation increments are payable on completion of 3 y ears after

reaching the maximum in Scale - II
# Max 4 stagnation increments
Annual Increment Increment accrues on an annual basis and shall be grante d on thefirst day
of the month in which the anniversary date (Date of Joini ng) falls due
Probation Two years. Confirmation test will be there
Special Allowance 7.75% of Basic Pay + applicable DA thereon
Dearness Allowance # DA payable is linked to Consumer Price Index

# 0.10% per slab over 4440 points (1 slab = 4 points)
st
# DA is revised on 1 Feb, May, Aug & Nov
Passing JAIIB / CAIIB Incentive / Increment for passing JAIIB & CAIIB
One additional increment for passing JAIIB examination an d one additional

increment for passing CAIIB examination are being granted in the scale of
pay to the Officer Employees from the date of declaratio n of results.
The employees successfully complete JAIIB / CAIIB examin ations within two
consecutive attempts , shall be eligible for reimbursement of 50 %
examination fee and also cost of study kit.
House Rent Allowance House Rent A llowance
Major Cities 9.00% of Pay

Area I 8.00% of Pay
Other Places 7.00% of Pay
# Minimum HRA on declaration basis

# 150% HRA is payable on production of Rent Receipt
# 150% HRA is payable on capital cost basis for occupat ion of own house

Medical Aid - 8,000/- per annum. Payable for the calendar year.
- It can be accumulated for three years.
st
- An Officer who joins the Bank even on 31 December,
is entitled for full amount for that calendar year
Hospitalisation - The Scheme Covers Employee + Spouse + Dependent Children + 2

Expenses dependent Parents /parents-in-law.
New Medical - No age limit for dependent children/ parents but their monthly income
Insurance Scheme does not exceed Rs. 10,000/- per month
- Sum assured for Officers: Rs 4.00 lacs per annum
Half yearly closing An officer employee if posted at a branch where books are closed on
Allowance 31st Mar & 30th Sep, Closing allowance of Rs 250/- for each of the
two closings
Split Duty Allowance Rs 200/- per month w.e.f. 01.11.2012
Hill & Fuel allowance Altitude > 1000 mts but <1500mts 2% of Pay Max Rs 750/- p.m.
Altitude > 1500 mts but <3000mts 2.5% of Pay Max Rs 1000/- p.m.
Altitude > 3000 mts 5% of Pay Max Rs 2000/- p.m.
Project Area Allowance Project Area Centres in Group A Rs 400/- p.m.
Project Area Centres in Group B Rs 350/- p.m.
New pension scheme The P Os shall contribute 10% of pay and Dearness Allowance towards
the Defined contributory Pension Scheme and Bank shall make a matching
contribution.
Holiday Home Eligible to stay in Holiday Home with advance booking
Rent per day Rs 30 / Rs 50 /Rs 60
Dependents should accompany the concerned P O
List of Holiday Homes with the addresses is available in Cannet
On line booking facility is available in HRMS for Chennai & Bangalore
Retirement On attaining the age of 60

REGULATION 20(1):
Statement of Assets & Liabilities has to be submitted at the time of first

appointment.
REGULATION 20(2):
Return of Movable, Immovable & Valuable Property has to be submitted

every year as on 31st March of that year to the bank before the 30th day of
June of that year.
REGULATION 20(3):
Transaction (lease, mortgage, purchase, sale, gift or otherwise) concerning

immovable property either in his/her own name or in the name of any
Property Return
member of his/her family has to be reported immediately.
REGULATION 20(4):
Transaction concerning movable/valuable property exceeding Rs 25,000/-

has to be reported within 30 days
The previous sanction of the competent authority shall be obtained if any

such transaction is
a)with a person having official dealings with the officer employee
or
b)otherwise that through a regular or reputed dealer
All the above reportings are to be made in HRMS

package.
Officers are being governed by the provisions of the

following Regulations:
1.Canara Bank (Officers') Service Regulations, 1979

2.Canara Bank Officer Employees' (Conduct) Regulations, 1976
Regulations 3.Canara Bank Officer Employees' (Discipline & Appeal) Regulations, 1976
Please refer our Cannet >> HRD >> Regulations for the provisions in respect
of the above.

TA RULES FOR P Os (HO CIRCULAR 1/2004)
39.1 The Direct Recruit Probationary Officers are not eligible for shifting charge/
s in connection with transfer on account of their posting for undergoing on the
job training till they are finally allotted to a Circle. Thereafter the officer shall be
eligible for all transfer benefits as applicable in the case of other officers on subsequent
transfers.
39.2 However, the direct recruit Probationary Officers shall be eligible for TA
for self only for transfers effected during on the job training phase. However, other
expenses shall not be payable.
39.3 In the case of a direct recruit Prob. Officers, when they are transferred
from one branch / Office to another for on the job training during their probationary
period, they are required to avail the joining time if any, immediately after their relief
from the transferor place. Otherwise, the same shall lapse.
39.4 The Probationary Officers shall not be eligible for quarters during the
training period. However, they can claim House Rent Allowance either on production
of rent paid receipt/ investment basis if they possess a house at the place of posting.
Reimbursement of lodging expenses on production of relevant rent receipt shall be
subject to rental ceiling as applicable to the place of posting.
39.5 In the case of direct recruit Probationary Officers who are posted on first
appointment directly to Staff Training College / Regional Staff Training College, they
are entitled for halting allowance as per clause 18.1 or reimbursement of actual hotel
expenses, as per Clause No.19 for the period of training if they are from outstation. In
such a case, HA payable will be computed from the date & time of reporting at Staff
Training College / Regional Staff Training College
39.6 However, in the case of direct recruit Probationary Officers, if it is

mentioned in the appointment orders that on completion of the initial training at
Staff Training College/Regional Staff Training College, they are required to report at
a branch/ office situated in the place where Staff Training College /Regional Staff
Training College is located, in such cases the Officer shall not be eligible for any Halting
Allowance / reimbursement of actual hotel expenses, for the period of training.
39.7 Where a direct recruit Probationary Officer, who was earlier residing in
the place where the STC/RSTC is located, even if the Officers home town is other
than such place, the Officer shall not be eligible for the halting allowance /
reimbursement of actual hotel expenses for the period of training.
39.8 Such of those direct recruit Probationary Officers who are claiming HA
or reimbursement of actual hotel expenses as per clause 18.1 or 21.1 should give a

declaration in their TA bills that they are not local candidates and that they are from
outstation & should also furnish the address of their home town when they are posted
to STC/RSTC.
39.9 Direct Recruit Probationary Officers on initial posting from STC to

branches/offices, are not eligible for fare for family members, reimbursement of expenses
for transporting personal effects / other expenses.
39.10 The concept of taking over charge and payment of Halting Allowance for
the taking over period is not applicable in case of direct recruit Probationary Officer
posted to Branches / Offices for on the job training.
JAIIB & CAIIB
Indian Institute of Banking & Finance (IIBF) is a premier institute in banking and
finance education for those employed as well as seeking employment in the banking
sector, aiming for professional excellence. It conducts JAIIB, CAIIB, Diploma & Certificate
examinations. The Bank Employees who are members of the IIBF, are eligible to appear
for JAIIB & CAIIB examination. The details of the incentives / increments granted by
the Bank for passing JAIIB / CAIIB are given below:-
INCENTIVE / INCREMENT FOR PASSING JAIIB AND CAIIB
One additional increment for passing JAIIB examination and one additional
increment for passing CAIIB examination are being granted in the scale of pay to the
Officer Employees from the date of declaration of results.
REIMBURSEMENT OF EXAMINATION FEES AND COST OF STUDY KIT
The employees successfully complete JAIIB / CAIIB examinations within two
consecutive attempts, shall be eligible for reimbursement of 50 % examination fee and
also cost of study kit.
MEMBERSHIP FORM & EXAM APPLICATION
In respect of membership form, exam application form and the rules & syllabus
for JAIIB / CAIIB examination, please log on to the website www.iibf.org.in.
COACHING CLASS
Coaching classes for JAIIB & CAIIB are being conducted on Sundays at State Bank
of India in major cities.

FACILITIES TO RETIREES
Sl. Nature of Facility Details
No.
Members contribution available at the time of
relief shall be given
No Tax on the SPF amount receivable
PF optees shall be given Bank's contribution also
Tha rate of interest for SPF amount shall be

1. Provident Fund decided at the end of evey financial year.
The retiring employee may retain the Provident Fund

settlement amount partly / fully with the Fund. This
has to be intimated in writing before the settlement
is made. The retained amount will earn interest,
as applicable, to regular employees and can be
withdrawn in one stretch at any time by the
employee's request. [SPF Regulation 23(B)]
AS per Gratuity Act
Pay + DA X 15/26 X No. of years of Service.
Pay = Basic + PQP + FPP + other spl. Allowance

ranking for PF
If fraction of service is in excess of 6 months,

Gratuity shall be payable for one year service.
2. Gratuity Maximum Rs.10.00 Lakhs.
No Income Tax up to Rs. 10.00 Lakhs.
As per CBOSR / Gratuity Fund
Pay X No. of years of service
One month pay for one year of service
Max. 15 months' Pay upto 30 years of service
Above 30 years, 1/2 month's pay per year of service

Pay = Basic + PQP + Increment Component of FPP +
other Spl. Allowances ranking for PF
If fraction of service is six months or more, Gratuity

shall be payable on pro-rata basis.
No ceiling on Gratuity amount
No Income Tax upto Rs. 10.00 Lacs.
In respect of Workmen, the Gratuity shall be

calculated as per the Fund Rule on the average of
last 12 months Pay.
Gratuity shall be payable as per the Gratuity Act

or as per CBOSR / Fund Rule whichever is
beneficial to the employee
Emoluments = Basic + PQP + Increment component

of FPP + other Spl. Allowances on permanent nature
ranking for PF
Average emoluments : Average of last ten months'

emoluments
Basic Pension =
Average emoluments No. of years of service with a

X max. of 33 years
2 33
3. Pension Commutation :
Commutation = 1/3 of Basic Pension X 12 X

Commutation factor
Commutation factor = 9.81 for those retiring on

superannuation.
No Income Tax on commuted amount.
Commuted Pension shall be restored after 15 years

Dearness Relief :
Dearness Relief shall be calculated on the Basic

Pension before Commutation.
st st
Dearness Relief shall be revised on 1 Feb and 1 Aug.
Qualifying Service : If the period of service of an

employee inclueds broken period of service of less
than one year but more than six months it shall be
treated as one year and if such broken period is less
than six month it shall be ignored.
In the case of VRS Optees : The qualifying service of

an employee retiring voluntarily shall be increased by
a period not exceeding five years for pension benefit.
4. PL Encashment
Eligible to stay in Holiday Home with advance booking
Rent per day Rs. 30 / Rs. 50 / Rs. 60

5. Holiday Home
Facility Dependents should accompany the concerned
ex-employee
VRS / SVRS optees are also eligible

Identity Cards are issued to the retired employees
The retired employees shall submit an application in

the format provided in HO Cir. 230/2004 along with
two stamp size photos to the HRM Section of the
6. Identity Cards Circle last worked.
The cost of the photographs is to be borne by the

retired employees
VRS / SVRS optees are also eligible

Preferential rate of interest of 1% (over & above the
nornal interest payable for Savings Bank and Term
7. Preferential rate of Deposits) is payable to the ex-employees retired on
interest on Deposits superannuation / VRS / SVRS (HO Cir. 101/99,
76/2001, 15/2009)
If the SPF & SWF balance amount released on

retirement is invested in term deposits within 30 days
8. Value Dating of from the date of branch advice, the facility of value
Deposits dating of deposits from the date of branch advice
will be extended to the retired employees.
HL and LHV liabilities are permitted to be continued

for a period upto 15 years & 5 years respectively
from the date of ceasing to be in services of the bank
on the same terms and conditions of the Employees'
Housing Loan Scheme / Employees' LHV Scheme
(HO Cir. 403/2012 & 73/2013 & 230/2015).
9. Continuation of
limits / liabilities Continuation of other limits / liabilities of the
employees after their retirement (including voluntary
retirement) may be considered / permitted by the
Competent Authorities, subject to the terms &
conditions, as applicable to customers, after duly
assessing & satisfying about their repayment capacity.
The tenability of OD facilities sanctioned to the

ex-employees of our Bank, for the purpose of personal
requirements against the approved securities, shall be
for a period of 2 years from the date of sanction.
(HO Cir. 196/2004)

Concession in Service Charges is extended to the
ex-employees, who are eligible for preferential rate of
interest on deposits. (HO Cir. 381/2011)
No annual fee for Debit Card, No charges for

premature closure of RD within one year, No service
10. Concession in charge for AWB / CBS / RTGS / NEFT / Netbanking
Service Charges (HO Cir. 301/2013)
For instruments drawn on other Banks, charges

levied by other Banks are to be borne by the
ex-employees. (HO Cir. 153/1997)
Waiver of Service/Processing Charges on DD facility

granted to ex-employees of the Bank jointly with their
close relatives. (HO Cir. 164/2001)
Medical expenses / Premium towards Mediclaim

Policy up to Rs.2,500/- shall be reimbursed to the
11. Facility under Staff employees, who retired on superannuatrion. VRS /
Welfare Measure SVRS / optees are also eligible after attaining the
age of 60 years. (To be claimed from the Circle
last worked).
The employees retiring on superannuation on or

12. Memento after 31.10.2011 are eligible to buy a gift article /
memento for Rs. 10,000/- (HO Cir. 350/2011)
15 months pension subject to a max. of Rs. 2.00 Lacs.
40% Net take home pension after the loan repayment.

13. Canara Pension Loan
Repayment Period : 36 months (Cir. 345/2011)
Rate of Interest = Base Rate + 2.80%

Concession in Room / Bed charges for retired /
retiring employees.
Address of the Hospital :

The Canara Bank Relief and Welfare Society,
14. Hospital Facility Banashankari, 27th Cross, II Stage,
Bangalore - 560 070.
(HO Cir. 43/95 dated 11/02/1995 - Box item

on 2nd page)
The retired employees can avail the facility of
dispensaries functioning at Head Office and Circle
Office.
15. Dispensary Facility
Treatment and medicines will be provided for minor
health problems.
"Vishranthi", the news letter issued by Pension Fund,

Head Office, Bangalore, is available at our Bank's
"Vishranthi"
16. website : www.canarabank.com >> announcements >>
News letter
For Ex-employees >> Vishranthi.
(HO Cir. 247/2002 - Box)
The retired employees can borrow books from Head
Office library, subject to the following conditions :
This facility is restricted to our retired employees

residing in Bangalore.
Only two books will be issued at a time.

17. Lending of Books
A book can be retained for a maximum period of two
weeks, where after it has to be retured to the library.
Renewal will be done in exceptional cases and is

subject to the condition that there are no indents for
the books from others. (HO Cir. 248/94)
As per the procedure in vogue, whenever ex-employees
are called for to attend the court, enquiry, etc. on
18. TA / HA for attending behalf of the Bank, they are eligible to claim
Court, Enquiry, etc on reimbursement as follows :
behalf of the Bank
after retirement Fare for travelling by mode and class of transport for
which they were eligible before ceasing to be
employees of the Bank;

Local Conveyance, if eligible, for the cadre / grade of
the ex-employee;
Halting Allowance, as was permissible immediately

prior to the date of ceasing to the employees of the
Bank; and
Actual hotel expenses (in lieu of full day's Halting

Allowance, in the case of Officers only)
However, in case of ex-officers, who attend the court/

enquiry in the same city/town, half a day's
permissible Halting Allowance in that place will be
payable, in addition to reimbursement of local
conveyance incurred, if eligible.
No Income Tax upto Rs.3.00 lacs for senior citizens
above 60 years
No Income Tax upto Rs.5.00 lacs for super senior

citizens above 80 yrs.
Concessions given by Special Savings Scheme in Post Office. (ROI 9.2%,

19. the Government to Period 5 years)
the senior citizens
40% rail concession for male above 60 years & 50%
concession for women above 58 years & special
queue for senior citizens.
Concession in domestic flights of Air India for those

above 65 years.
No Tax on SPF amount
No Tax on Commutation
20. Incom Tax No Tax on Gratuity upto Rs. 10.00 Lacs

Calculations
No Tax on PL Encashment upto Rs. 3.00 Lacs
Pension is treated as Salary, Hence taxable

FOR OFFICERS ONLY
Retention of quarters/residential accommodation,
if provided to the Officers, at the last place of work,
is permitted for a maximum period of two months,
subject to house rent recovery and furniture rent
recovery.
Telephone is provided to the residence/quarters of the

Officers for a maximum period of two months, subject
to the Officer agreeing to reimburse the telephone
21. Retention of Quarters
bills. (HO Cir. 456/86)
& Telephone Facility
The retiring Officer has to give a written request in
advance to the HRM Section of concerned Circle
Office.
The amount of Gratuity & Commutation of Pension

shall be released to the Officers only after getting the
vacant possession of the quarters and settling of
telephone bills, etc.
The Officers, who have availed furniture facility under
old scheme, are eligible to purchase the furniture
items at concessional rates, as per norms, when they
retire on superannuation / VRS / SVRS.
FURNITURE IN USE RATE

For 5 years & above but 50% of the original cost or
22. Purchase of funiture less than 7 years book value, whichever is
items as per Old higher
Scheme
For 7 years & above but 40% of the original cost or
less than 10 years book value, whichever is
higher
For 10 years & above 25% of the original cost or
book value, whichever is
higher
If the furniture/fixtures have not completed 5 years
from the date of purchase, then the ownership of the
furniture / fixtures will be transferred to the officer
23. New Furniture by recovering the outstanding Book Value as on
Scheme 31st March of the furniture / fixtures.

If the furniture/fixtures have completed 5 years from
the date of purchase, then the ownership of the
furniture / fixtures will be transferred to the officer
without any recovery (free of cost) and the Book Value
as on 31st March to be written off from the Bank's
record.
The Officers, who retire on superannuation only,
are eligible for reimbursement of TA, shifting personal
belongings / baggage and other expenses for self &
dependent family members, as applicable on transfer.
The reimbursement shall be, as applicable, from the

last station, at which the Officer is posted, to the
24. TA for shifting family / place, where he proposes to settlement on retirement.
belongings
No advance TA shall be permissible and reimburse-
ment of expenses incurred is to be claimed from the
respective HRM Section of the Circle.
TA expenses have to be claimed from the Circle last

worked, within six months from the date of
retirement. (HO Cir. 1/2004)
Litigation expenses shall be reimbursed in case of

motivated false complaints made against the retired
25. Legal Aid
officials on matters arising out of bonafide execution
of Bank's work while in service.
Retired Officials are posted as Recovery Agents /

Inquiring Authority.
26. Opportunity to work
in the Bank on
contract basis A scheme for Empanelment of Retired Officials in
Scale II & III of Canara Bank for Audit Work has been
introduced by the Bank
In case Regulation 20(3)(iii) of Canara Bank (Officers')

Service Regulations 1979, is invoked, the Officer will
be ceased to be in service as on the date of
superannuation, but disciplinary proceedings
27. Invocation of shall continue.
Regulation 20(3) (iii)
Only his contribution towards PF & Provisional
Pension (in case of Pension Optee) shall be given on
his retirement

If a person (PF / Pension optee) who immediately
before his retirement was holding the post of an
28. Commercial
Employment after Officer and wishes to accpt any job in private
retirement concern / commercial employment before the expiry
of one year from the date of his/her retirement,
he/she shall obtain the previous sanction of the Bank
to such acceptance. (Regulation 4 of Canara Bank
Officer Employees' (Acceptance of Jobs in Private
Sector Concerns after Retirement) Regulations, 2001/
Regulation 50 of Canara Bank (Employees')
Pension Regulations, 1995.
In order to felicitate the retiring Member of the

Honorarium
29. organization, a memento worth Rs.5000/- shall be
from CBOA
honoured on the date of his / her retirement
In case of VRS / Resignation, if the membership is

for more than 2 years & less than 5 years memento
worth Rs.2,500/= shall be given. If it is more than
5 years, Rs.5,000/= worth memento will be given.
A memento worth Rs.5,000/- will be given to the

Memento from member of Thrift Society who is withdrawing his
30. Thrift Society membership after his superannuation .subject to
approval from the Central Registrar of Co-operative
Society, New Delhi.
WHOM TO CONTACT
SECTION PHONE E MAIL ID ADDRESS
SPF & Gratuity 080 - 25321985 hospf@canarabank.com 14, Naveen

Section, HO
complex,
SWF Section, 080 - 25584829 hoswf@canarabank.com M G Road,
HO
HO Annexe,
Pension Fund, 080 - 25323801 hopenfund@canarabank.com Bangalore-560 001
HO

FACILITIES TO THE NOMINEE / LEGAL HEIRS OF
DECEASED EMPLOYEE
a. SPF, Gratuity, Pension & PL Encashment:
Payment of Provident Fund contribution amount available at the time of death,
(Banks Contribution towards Provident Fund in case of PF optee) Gratuity, Family
Pension & Encashment of PL upto 240 days shall be as per rules.
b. Death Relief Fund of GJSWF:
Golden Jubilee Staff Welfare Fund has got a scheme to pay Rs 50,000/- to assist
the bereaved family members of the SWF member, who dies in harness. On receipt of
communication regarding death of the member, dying in harness, a sum of Rs 15,000/
- will be released by the Branches to the kith & kin of the deceased and raise a BAR on
the Fund. The remaining amount of Rs 35,000/- will be released to the legal heirs
subsequently on receipt of representation from them or adjusted towards any loan
liability.
Scholarship of Rs 500 to 1500 per annum depending on the class of study, is being
paid by the SWF to the children of deceased SWF members for continuing their
education
c. Death Relief under Staff Welfare Measures:
The Death Relief, under Staff Welfare Measures, will be released in the event of death
of an employee in service, provided the insurance coverage is not available as per the
GPAI Policy, etc.
At present, the amount of Death Relief is Rs 1.50 Lakh. This facility is permitted by
the Bank on an annual basis from 1st April to 31st March, every year.
d. Insurance cover under GPAI:
The insurance cover under Group Personal Accident Insurance (GPAI) Policy is
available to all the employees working in the State of Jammu & Kashmir as well as rest
of India for death due to accident. The details of sum insured are as under:-
For Death
Category Rest of India Jammu & Kashmir
Rs Rs
Substaff / PTE 1,25,000 1,50,000
Clerks /Special Assistants 1,50,000 3,00,000
Officers in JMG Scale-I 3,00,000 5,50,000
Officers in MMG Scale II & III 4,00,000
Executives in SMG Scale-IV & V 6,00,000 9,50,000
Executives in TEG Scale VI & VII 7,00,000

e. Compensation for death during robbery & attacks by terrorists:
1. In case of death an employee as a result of or during Bank robbery or attacks

by terrorists, including left-wing extremism on Bank employees, the family of deceased
will be given compensation by the Bank as follows :
In case of death of officers : Rs.20 lakhs
In case of death of Clerial/Substaff : Rs.10 lakhs
2. The Bank will look after educational expenses of the children of the deceased
upto and inclusive of graduation.(HO Cir. 243/2013)
f. Compassionate ground appointment for death :
The SCHEME FOR COMPASSIONATE APPOINTMENT is effective from

05/08/2014 vide HO Circular 143/2015
COVERAGE
To a dependent family member of a permanent employee of our Bank who-
a) dies while in service (including death by suicide)
b) has retired on medical grounds due to incapacitation before reaching the

age of 55 years. {Incapacitation is to be certified by a duly appointed Medical Board
in a Government Medical college / Government District Head Quarters Hospitals/
Panel of Doctors nominated by the Bank (i.e. General Manager, Human Resources Wing)
for the purpose.}
c) has been missing and has left over service of more than two years.
g. Lumpsum exgratia:
PAYMENT OF EX-GRATIA as per HO Cir 143/2015:
The Bank can have both the options i.e. compassionate appointment or
payment of lumpsum ex-gratia amount. However, any of these two options can
be used only when the other conditions of compassionate appointment are met. In
such case the quantum of exgratia shall be as under:-

QUANTUM OF EXGRATIA:
The exgratia amount shall be calculated @ 60% of the last drawn gross salary (net
of taxes) for each month of remaining service of the employee (i.e. up to the age of
superannuation in terms of extant service rules / conditions) at the time of his / her
exit subject to the cadre-wise ceiling of Maximum Amount, mentioned as below,
will be payable.
The cadre-wise ceiling on exgratia amount payable will be as follows:
CATEGORY MAXIMUM AMOUNT
Officers Rs 8.00 Lakhs
Clerical Staff Rs 7.00 Lakhs
Subordinate Staff Rs 6.00 Lakhs
h. Retention of quarters:
The family members of a deceased Officer may be considered to retain the existing
quarters for a maximum period of six months from the date of death of the Officer,
subject to recovery of charges which were being recovered from the Officer, while he/
she was in the services of the Bank. The terminal benefits will be settled only after vacating
the quarters. (Refer HO Circular 262/89)
i. Purchasing of furniture under old scheme:
Furniture may be provided to the family of the deceased Officer at book value
or at 25% of the original cost whichever is higher, provided the furniture had been in
use for atleast 7 years and the family opts to take the entire lot. (Refer HO Circular 113/
1993)
j. Provision under New Furniture scheme:
In the unfortunate event of death of any Officer while in service, the family of the
deceased officer will be given the furniture / fixtures already purchased by that officer

free of cost and the Book Value as on 31st March of the same will be written off from
Banks record, irrespective of the period of purchase of the furniture / fixtures. (303/
2013)
k. Preferential rate of interest on deposits:
Preferential rate of interest on deposits and benefits of Ashraya Deposit scheme shall
be extended to the eligible spouse of the deceased employee/ deceased retired employee.
(Refer HO Circulars 101/99, 110/2005, 27/2006 & 17/2007)
l. Insurance Coverage for Credit card holder:
Free Personal accident Insurance Coverage for 2 lacs is available to the Credit card
holder and spouse against the risk of death due to accident & Rs 4 lacs coverage is
available for death while travel by air
m. Coverage under Uni Home Care Policy of United India:
In case, Uni Care Home Policy is taken for the Housing property, then full coverage
is available for the insured amount both for the property and the insurer against the
risk of death due to accident
n. CBOAs Death Relief Scheme:
Under this scheme, an amount of Rs 50,000/- is being paid to the spouse or in

their absence to 1st Son / Daughter of the member who died in harness
o. CBOAs Benevolent Fund:
In the case of death in harness of a Benevolent Fund member a sum of Rs

4,50,000/- (Rupees four lakh fifty thousand only) shall be paid to the nominee/s of
the member from the corpus of the Fund.
p. Thrift Societys Family Welfare Assistance:
In the case of death of a member of Canara Bank Officers Co-Operative Thrift

and Credit Society Ltd, Family Welfare Assistance upto a sum of Rs 50,000/- shall
be paid to the family members of the deceased member.

FACILITIES TO OFFICERS POSTED TO NORTH
EASTERN REGION
1. Dual quarters facility is available.
Such officers who are transferred from other parts of the country to North Eastern
Region and who retain the accommodation allotted to them or who are allotted
accommodation at the place of posting or at a place of their choice may be given free
furnished single accommodation appropriate to their status at the new place of posting
in North Eastern Region.
2. Rental Limit : The accommodation taken by the officers posted to the North East
Region and falling under the Government guidelines for two way quarters facility will
continue to be considered at 60% of the prevailing rates of rental
reimbursement fixed at Area I to III as revised from time to time. ( HO Cir 340/2015)
3. Shifting the family and belongings to the place of their choice, if the family is not
accompanying.
4. Mid academic year transfer allowance of Rs.1,100/- p.m.(wef 1.6.2015) for the
entire period of their posting in the north Eastern Region irrespective of the date of
transfer provided the children of such officers do not join the officer at the new place of
posting.
5. On completion of 2 years of service at North Eastern Regions, may indicate their

preferences regarding the next posting through the Circle Office, Guwahati, giving 3
places of their choice. The Bank will consider them for posting to one of the places
indicated by them subject to availability of appropriate posts in such places.
6. An Officer would be entitled to Leave Fare Concession once in a year to the place
where his family is residing.
7. Officer employees posted from other areas to North Eastern Region are eligible
for Adhoc & Temporary incentives @ 12.5% of basic pay subject to a maximum of
Rs.1500/-, but not eligible for Special Area Allowance.
8. The state of Sikkim is included within the purview of North Eastern Region states
for employee benefits. As such, officers working in the state of Sikkim are also eligible
for the above benefits.

RETENTION OF QUARTERS
On transfers:
An Officer on transfer, shall vacate Banks quarters within 7 days of the relief.
In case, the Officer is not in a position to vacate the quarters within 7 days of relief,
prior permission from the Competent Authority has to be obtained. Retention of quarters
beyond 7 days cannot be claimed as a matter of right. Such requests shall be examined
by the Competent Authority on merits provided satisfactory reasons are furnished.
The decision of the Competent Authority shall be final in such cases (HO Cir No 1/2004)
On mid academic year transfers:
In the case of transfers effected on or after 1st July, i.e., in the middle of an academic
year, the Officer having school / college going children, may request for retention of
quarters at the transferor place. The same shall be normally considered at the discretion
of the Bank. If permission is accorded by the Competent Authority the same shall be
valid till the end of the academic year or till the children continue to prosecute the
studies, whichever is earlier (HO Cir No 1/2004)
On death of the Officer:
The family members of a deceased Officer may be considered to retain the existing
quarters for a maximum period of six months from the date of death of the Officer,
subject to recovery of charges which were being recovered from the Officer, while he/
she was in the services of the Bank. The terminal benefits will be settled only after vacating
the quarters. (HO Circular No 262/89)
On transfer to North Eastern Region:
In case, family is not shifted, the officers who are transferred from other parts of
the country to North Eastern Region, can retain the accommodation allotted to them
or at a place of their choice for the family and such officers may be given free furnished
single accommodation appropriate to their status at the new place of posting in North
Eastern Region.
On retirement:
Retention of quarters/residential accommodation, if provided to the Officers, at the
last place of work, is permitted for a maximum period of two months, subject to house
rent recovery and furniture rent recovery.
The amount of Gratuity, Banks contribution towards Provident Fund /
Commutation of Pension shall be released to the Officers only after getting the vacant
possession of the quarters and settling of telephone Bills, etc.
On termination or Compulsory Retirement:
Officers who are compulsorily retired / terminated and who have submitted appeal
to the Competent Authority against compulsorily retirement / termination, as per
procedure may continue in the quarters until the matter is finally disposed of.(Manual
on Premises Matters)
AUTHORITY TO PASS CHEQUES / VOUCHERS
I. Withdrawals in SB Accounts through Withdrawal Order Forms (WOF)

(HO Cir 13/2009)
Withdrawals above Rs.15,000/- through WOF shall be authorized by specified

authorities only:
Category of Branch To be authorized by
In ELB/VLB Manager in-charge of the Department
In Large branches Branch-in-charge or Line Manager
In Small/Medium branches Branch-in-charge
II. Powers to pass cash cheques / Clearing / Transfer cheques (Manual on

Current & SB)
Cadre Cash Cheques Clearing Transfer
Special Assistants /
Temporary Supervisors Rs 50,000 1,50,000 1,50,000
Senior Managers / Managers may at their discretion
entrust to Officers such powers as may be necessary for
Officers passing cash, clearing and transfer cheques and vouchers,
depending upon the size of the branch and local
requirement.
Managers / Senior No restriction need be placed on the powers of Manager /
Managers Senior Manager for passing of cheques etc
III. Authority to pass Staff Cheques (HO Cir 119 /2003)
Cadre Limit
Supervisor Rs 5,000
Officer Rs 10,000
Manager / Senior Manager Above Rs 10,000

IV. Withdrawal of cash from operative SB and CA/C at host branch (HO
Cir 274/2011)
a. Payment of cash upto Rs.50,000/- per occasion in Savings Bank and
Current Account only to the drawer against self cheques, at all host branches.
b. Payment of cash upto Rs.50,000/- per occasion to OD accounts of Staff for the
drawer only against self-cheques, at all host branches.
c. Cash payment to third parties at base branch only.
V.Computer Operator B facility was made available vide CBS guideline
50/2006 under CBS environment with following tasks (HO Cir 383/2011)
TRANSACTION TASK CODE LIMIT

CASA Cash Cheque Withdrawal 1013 Rs 20000/-
CASA Cash Deposit 1401 Rs 25000/-
CASA Transfer Transactions 1006 Rs 25000/-
FREIGHT CHARGES
ELIGIBLE WEIGHT:
When the baggage is transported through an unapproved transport operator and

the reimbursement will be as follows:
Basic Pay Range (Rs.) Where the Officer has family Where the Officer has no family
(if family is shifted) (if family is not shifted)
23,700/- p.m. to
31,705/- p.m. 3000 kgs 1500 kgs
31,706/- p.m. and
above 6000 kgs 2500 kgs.
When the baggage is transported through an approved transport operator and

the reimbursement will be as follows:

Basic Pay Range (Rs.) Where the Officer has family Where the Officer has no family
(if family is shifted) (if family is not shifted)
23,700/- p.m. to
31,705/- p.m. 3000 kgs 1500 kgs
31,706/- p.m. and
above 12000 kgs 2500 kgs
REVISION IN RATE OF REIMBURSEMENT OF EXPENSES INCURRED FOR

TRANSPORTATION OF PERSONAL EFFECTS: (AIBOCs Cir No 43 dated 28.04.2011)
With AIBOCs continued follow-up, we are successful in getting revision in rates
by the IBA. The following are the revised rates with effect from 01.04.2011:
I. Officers on transfer from one place to another:
Distance in Kms Rate in Rs per ton/per Km.
1. Upto 1000 KMs Rs 2.80

2. Beyond 1000 KMs Rs 2.00
II. Minimum threshold limit of Distance:

The officers transferred to shorter distance upto 300 Kms, reimbursement may
be permitted upto the amount chargeable for 300 Kms. i.e., 300 x weight x Rs 2.80.
III. Officers who are transferred into and out of hilly terrains may be reimbursed
two times the applicable rate for the distance covered in hilly terrain and the
balance distance at normal rates.
MONETARY LOSS ON REVERSION / DECLINING

PROMOTION
1. REVERSION FROM JMG SCALE I TO CLERICAL CADRE / CLERICAL TO

SUBSTAFF CADRE:
(A) In terms of Clause 2 (c) of HO Circular 135/1995 and VI Bipartite
Settlement,
(i) Refusal to accept promotion at any stage or reversion within a year of promotion,
wherever permissible under Banks rules will not disentitle an employee from getting
stagnation increment/s.

(ii) An employee shall not be eligible for stagnation increment/s, if he, after
accepting promotion, seeks, and is granted, reversion after one year from the date of
promotion.
Explanation: In case, a JMG Scale I Officer opts for reversion to Clerical cadre before
completion of one year from the date of promotion, there will be no monetary loss. If he
/ she opts for reversion after one year from the date of promotion, he / she shall not be
eligible for the seven stagnation increments available in Clerical cadre.
2. REVERSION FROM MMG SCALE III TO MMG SCALE II / MMG SCALE II
TO JMG SCALE I:
(A) In terms of HO Circular 62/2008 and Regulation 5 of CBOSR, 1979,
Provided further that such increment/s in the next higher scale/stagnation
increment/s shall not be allowed to an Officer who refuses promotion when offered
and an Officer shall not be eligible for Professional Qualification Pay, if he refuses to
accept promotion when offered
(B) In terms of MEMO NO 7/2006 dated 24.01.2006
In terms of Clause No 12, any Officer who declines to go on posting to higher scale
shall not be considered for promotion in the subsequent two promotion processes.
This disability clause applies to both who either seek reversion after reporting in
transferee place or before getting relieved from the transferor place.
Explanation: In case, a Senior Manager (Scale III) opts for reversion to MMG Scale
II, he / she cannot move beyond the Basic Pay of Rs 28,100/- i.e the last stage in Scale
II & he / she shall not be eligible for the following:-
a. Four increments available in the next higher scale by way of automatic movement
b. Three Stagnation increments available in Scale II
c. PQP payable after reaching the maximum scale of pay for having passed JAIIB
/ CAIIB
In case, a Manager (Scale II) opts for reversion to JMG Scale I, he / she cannot move
beyond the Basic Pay of Rs 25,700/- i.e the last stage in Scale I & he / she shall not be
eligible for the following:-
a. Three increments available in the next higher scale by way of automatic movement
b. Four Stagnation increments available in Scale I
c. PQP payable after reaching the maximum scale of pay for having passed JAIIB
/ CAIIB
THINK TWICE BEFORE OPTING FOR REVERSION / DECLINING PROMOTION

RETURN OF MOVABLE, IMMOVABLE AND
VALUABLE PROPERTY
Canara Bank Officer Employees (Conduct) Regulations, 1976

REGULATION 20 (1) - Statement of Assets & Liabilities:
Every officer employee, on his first appointment, and every other employee of the
bank, on promotion to a post of an officer employee in the bank, shall submit a return
of his assets and liabilities giving full particulars regarding
a) The immovable property inherited by him or owned or acquired by him or held
by him on lease or mortgage, either in his name or in the name of any member of his
family or in the name of any other persons;
b) Shares, debentures and cash including bank deposits inherited by him or
similarly owned or acquired or held by him;
c) Other movable property inherited by him or similarly owned or acquired or held
by him; and
d) Debts and other liabilities incurred by him directly or indirectly:
Provided that in the cases of an officer employee who is already in service in the
bank on the date these regulations come into force, shall submit a return in terms of
this regulation within three months of coming into force of these regulations, the return
being with reference to the assets and liabilities as enumerated above of the officer
employee on the date these regulations come into force.
REGULATION 20 (2) - Return of Movable, Immovable & Valuable Property:
Every officer employee shall every year submit a return of his movable, immovable
and valuable property including liquid assets like shares, debentures as on 31st March
of that year to the bank before the 30th day of June of that year.
REGULATION 20 (3) Transaction concerning immovable property:
No officer employee shall except with the previous knowledge of the competent
authority acquire or dispose of any immovable property by lease, mortgage, purchase,
sale, gift or otherwise either in his own name or in the name of any member of his family:
Provided that the previous sanction of the competent authority shall be obtained
by the officer employee if any such transaction is
a) with a person having official dealings with the officer employee; or
b) otherwise than through a regular or reputed dealer.

REGULATION 20 (4) - Transaction concerning movable/valuable property:
Every officer employee shall report to the competent authority every transaction
concerning movable property owned or held by him either in his own name or in the
name of a member of his family if the value of such a property exceeds Rs.25,000/-:
Provided that the previous sanction of the competent authority shall be obtained if
any such transaction is
a) with a person having official dealings with the officer employee or
b) otherwise that through a regular or reputed dealer
Movable / valuable property means purchase / sale of jewellary / vehicles / durable

articles or investment / redemption in LIC / shares / debenture / NSC / NSS / PPF /
Fixed deposits etc.
Time limit (HO Circular 262/93):
All the transactions required to be reported under Regulation 20(4) shall be reported
within 30 days of the date of such transactions.
Reporting of Investments in Shares, Debentures etc (HO Cir 155/94)
All the Officer employees in case their transactions in sale, purchase or both in
Shares, Securities, Debentures or Mutual Fund Schemes etc exceed Rs 25,000/- during
the financial year, the details are to be submitted in a Retun to be submitted before
30th June of every year (along with the annual Property Return)
Submission of Returns:
Officers in Scale I to III - Circle Office/Inspection Wing, HO/HOSA, HO
Executives in Scale IV to VII - PM Section, H R Wing, Head Office
ALL THE ABOVE REPORTINGS ARE TO BE MADE IN HRMS PACKAGE.

REGULATION 20 (5) Submission of statement on specific order:
The bank may at any time, by general or special order, require an officer employee
to furnish within a period to be specified in the order a full and complete statement of
such movable or immovable property held or acquired by him or on his behalf or by
any member of his family as may be specified in the order. Such a statement shall, if
so required by the bank, include the details of the means by which or the sources from
which such property was acquired.

REVENUE POWERS DELEGATED TO VARIOUS
AUTHORITIES
(H.O. CIRCULAR 21/2011 dated 22/01/2011)
POWERS DELEGATED FOR CAPITAL EXPENDITURE TOWARDS CIVIL /

ELECTRICAL RENOVATION EXPANSION WORKS IN RESPECT OF
BANKS OWN / LONG LEASED BUILDING (LEASE PERIOD > 25 YEARS)
S No NAME OF THE AUTHORITY EXISTING REVISED
1 C & MD 20,00,000 50,00,000
2 ED 10,00,000 35,00,000
3 GM / DGM, GA Wing 7,00,000 20,00,000
4 GM, CO 4,00,000 20,00,000
5 DGM, heading Circle 2,50,000 15,00,000
6 AGM, heading Circle 1,50,000 10,00,000
REVENUE POWERS DELEGATED TO VARIOUS AUTHORITIES

REGARDING PREMISES MATTERS
No NAME OF THE AUTHORITY EXISTING REVISED
1 C & MD 10,00,000 50,00,000
2 ED 7, 50,000 30,00,000
3 GM/ DGM heading GA Wing 3,00,000 15,00,000
4 GM heading Circle 2,00,000 15,00,000
5 DGM heading Circle 2,00,000 7,50,000
6 DGM CO (in circles headed by GM) 1,50,000 7,50,000
7 AGM Circle Head 1,00,000 2,00,000
8 DGM (Branches) AGM CO / AGM GA Wing 50,000 50,000
9 AGM (Branches) 35,000 35,000
10 DM / CM 20,000 20,000
11 Sr. Mgr / Manager of Premises Section, HO/COs 10,000 10,000
12 Sr. Mgr/ Mgrs in Admn. Units other than premises
Section Cos / HO 5,000 5,000
13 Sr. Manager in ELBs / FDs/ VLBs 2,200 2,200
14 Sr. Mgr/ Mgr heading branches and services units
like A/cs Section, Clearing Section, Currency
Chest, RSTCs , F & I Sec 1,500 1,500
15 II line Managers in all branches incl.Managers in
Scale III and faculty of STC / RSTCs 1,000 1,000
16 Scale I Managers heading branches 1,000 1,000
REVENUE POWERS DELEGATED TO VARIOUS AUTHORITIES (OTHER THAN
PREMISES, COMPUTERS, PRINTING AND STATIONERY)
1 C & MD Business Meetings 7,50,000 20,00,000
Others 3,00,000 10,00,000
2 ED Business Meetings 5,00,000 15,00,000
Others 2,00,000 5,00,000
3 GM (HO) Business Meetings 3,00,000 5,00,000
Others 1,00,000 2,50,000
4 GM/ DGM heading Circle 75,000 1,50,000
5 AGM heading Circle 50,000 1,00,000
6 DGM (Branches / Administrative units) 50,000 50,000
7 AGM (Branches / Administrative units) 25,000 25,000
8 DM / CM 10,000 10,000
9 Sr. Mgr/Manager of P & PR Sec & Premises
Sec, HO/COs 5,000 10,000
10 Sr. Mgr/ Mgrs in Admn. Units other than
premises Sec Cos/HO 2,500 2,500
12 Sr. Mgr/ Mgr heading branches and services
units like A/cs Section, Clearing Section,
Currency Chest, RSTCs , F & I sec 1,000 1,000
13 II line Managers in all branches incl.
Managers in Scale III and faculty of STC
/ RSTCs 1,000 1,000

READY RECKONER
CONVEYANCE TO WORKMEN EMPLOYEES
(HO Cir. 386/2013 w.e.f. 01.09.2013)
All the confirmed clerical and subordinate staff (Sub Staff & HKP) are eligible.
Cadre Owning vehicle Not owning vehicle
Special Assistants 13 Lit Rs. 500
Single Window Operator A & B 10 Lit Rs. 400
Sub Staff & HKPs 7 Lit Rs. 300
MEDICAL AID
CADRE AMOUNT W.E.F. HO CIR.
Executives in Scale IV & above Rs. 9,050 01.11.2012 342/2015
Officers in Scale I / II / III Rs. 8,000 01.11.2012 342/2015
Workmen Rs. 2,200 01.11.2012 323/2015
FESTIVAL ADVANCE* (W.E.F. 01.01.2011) ( HO Cir 31/2011)

CADRE AMOUNT
* For those who joined on or before 06.12.90. One
Officer Rs. 30,000 month salary excluding HRA & CCA subject to a
Clerk Rs. 20,000 maximum of the limit.
Substaff Rs. 15,000
HOLIDAY HOME RENT (W.E.F. 1.4.2003) (HO Cir 259/2004)

(On line booking facility is available in HRMS for Chennai & Bangalore)
a) Rs. 30/- per individual per day
b) Rs. 50/- per family per day per room provided with upto 2 beds.
c) Rs. 60/- per family per day per room with more than 2 beds
OTHER LIMITS
SCHEME AMOUNT W.E.F. HO CIR
Canteen Subsidy Rs. 75.00 per head 01.09.2012 264/12
Staff Meeting Rs. 20.00 per head 01.04.2014 183/14
Study Circle - Expense Rs. 5.00 per head 01.06.2003 M 47/03
Study Circle - Honorarium Rs. 200.00 / Rs. 500.00* 01.06.2003 M 47/03
Milestone Award Rs. 5000 01.04.2011 247/11
Spl. Staff Metting - Milestone Rs. 6.00 per head 28.02.1990 60/90
* if the staff strength is above 50

VII. OFFICERS' SERVICE CONDITIONS
A. REGULATIONS GOVERNING OFFICERS
CANARA BANK (OFFICERS') SERVICE REGULATIONS,1979

CHAPTER I
Regulation 1.
Short Title & Commencement
1. Called Canara Bank (Officers') Service Regulations, 1979.
2. Shall come into force w.e.f. 01-07-1979.
Regulation 2.
Officers to whom the Regulations apply
1. Shall apply to all officers of the Bank and to such other employees of the Bank
to whom they may be made applicable by the competent authority to the extent and
subject to such conditions as such authority may decide.
2. Shall apply to all officers transfered / posted / deputed outside India except to
such extent as may be specifically or generally prescribed by the competent authority.
3. Shall NOT apply to employees appointed / engaged in any country outside India
and permanently serving there.
Regulation 3.
Definitions
CHAPTER II
Regulation 4.
Grade & Scale of Pay.
Regulation 5.
1. Increment
1. Increment on an annual basis, on the first day of the month in which it falls due.
1(C). amended w.e.f. 24.11.2007
2. Grant of further increments in the next higher scale (for Scale I & II) subject to
crossing the efficiency bar.
2(D). amended w.e.f. 24.11.2007
3. Stagnation Increments
CBOA Zindabad Empower 2015
137
5.1. Clause (C) - additional proviso as per Cir. 62/2008.
5.2. Additional increment for passing each part of CAIIB (P Q P)
5.2.(D). - additional note (iii) as per Cir. 62/2008.
5.3. Fixed Personal Allowance
Regulation 6.
1. Review of categorisation of Posts of an officer.
2. Categorisation of branches as small,medium, large, VLB, ELB.
- Latest changes as per Cir. 43/2009, are effective from the year 2009.
CHAPTER III
Regulation 7.
Categorisation of various posts of officers into JMG, MMG, SMG & TEG.
Regulation 8.
Fitment in the scale of pay.
Regulation 9.
Adjustment Allowance.
Regulation 10.
Personal Allowance.
Regulation 11.
Absorption against future increment & increases.
Regulation 12.
Option for existing officers.
Regulation 13.
Appeal against fitment
CHAPTER IV
Regulation 14.
Appointments in & promotions to the officer grade.
Regulation 15.
Probation
1. Direct recruit - 2 years.
2. Promoted Officer - 1 year.
3. Officer appointed in any other grade probation period as decided by Bank.
138
Regulation 16.
Confirmation / Extension of Probation
16.3. if opined as unfit for confirmation,
16.3.a. in case of direct appointee, service may be terminated by one month's notice
or payment of one month's emoluments.
16.3.b. If promotee, he may be reverted to the grade or cadre from which he was
promoted.
Regulation 17.
Promotions to all Grades
i. in accordance with the policy laid down by the Board from time to time
ii. Applicable to JMG -I Officers promoted
Regulation 18.
Seniority / Inter-se Seniority
Regulation 19.
Age of retirement
Regulation 20.
i. Termination of Service
ii. Resignation / discontinuance of service by an officer - Notice period
iii, Resignation by officer against whom disciplinary proceedings is pending.
CHAPTER V
Regulation 21.
Dearness allowance
i. "Pay" for the purpose of DA shall mean Basic Pay including Stagnation
Increments.
ii. P&A shall also rank for D.A. w.e.f. 1-11-94.
Regulation 22.
House Rent Allowance
i. Recovery of Standard Rent for Bank's accommodation.
ii. HRA rates / HRA on Rent Receipt Basis.

139
Regulation 23.
Other Allowances:
i. CCA
ii. Special Area Allowance
iii. Project Area Compensatory Allowance
iv. Mid Academic year Transfer Allowance
v. Deputation Allowance to outside the Bank, To Training Establishment of the Bank.
vi. Officiating Allowance
vii. Closing Allowance
viii. Split Duty Allowance
ix. Diem Allowance
x. Hill & Fuel Allowance

CHAPTER VI
Regulation 24.
Perquisites
1.a. Medical Aid
May accumulate unavailed medical aid so as not to exceed 3 times the max. amount
2. Hospitalisation expenses
Self 100% Family members 75% . Domiciliary Treatment etc.
3. Officers placed under supension also eligible.

Regulation 25
Residential Accommodation
Regulation 26
Bank's Car for personal purposes.
Regulation 27
Loan for purchase of conveyance
Regulation 28
Loan for purchase of Houses

140
Regulation 29
Entertainment expenses / Club membership
Regulation 30
Preferential ROI on deposits.
CHAPTER VII
Regulation 31
Leave. Kinds of Leave
Regulation 32
Casual Leave
i. Max. Casual Leave 12 days in a year. Availment max.4 days at a time.
Regulation 33
Privilege Leave
i. Eligible for PL of one day for every 11 days of service on duty. No PL may be
availed before completion of 11 months of service on duty.
ii. Full emoluments payable for PL.
iii. PL entitlement period which is earned less the period of leave availed of.
iv. Accumulation of PL not more than 240 days except where leave has been applied
for and it has been refused.
v. Notice of not less than one month required for availing PL.
Regulation 34.
Sick Leave
i. Eligible 30 days of SL for each completed year of service, max. 18 months or 540
days on production of medical certificate.
ii. SL will be on half pay payable; commutation of SL with full pay permissible.
iii. Fitness certificate to be produced while resuming duty.
Regulation 35
Additional Sick Leave
Eligible after completing 24 years of service one month for each year of service in
excess of 24 years subject to a maximum of three months. Commutation allowed.

141
Regulation 36
Maternity Leave
At a time - upto 6 months
Not more than 12 months during the entire service.
Leave may also be granted in case of miscarriage / abortion / MTP. In case of
hysterectomy - max. 45 days.
Regulation 37
Extra-ordinary Leave
Eligible for Extraordinary Leave on loss of pay for not more than 360 days during
the entire service. At a time not more than 90 days for sufficient reason.
Board may grant upto 720 days under very special circumstances.
Regulation 37-A
Special Casual Leave & Special Leave
As decided by the Board in accordance with the Government guidelines.
Regulation 38
Lapse of Leave
All leave shall lapse 1. on the death of the Officer.
2. if he ceases to be in the services of the Bank
Regulation 39
Recall for Duty
An Officer on leave may be recalled to duty by the Competent Authority if it is deemed
fit to do so.
Regulation 40
Furnishing Leave Address to the Bank
An Officer who is on sanctioned leave and leaving his place of duty shall furnish to
the Bank his address at which he can be contacted, while out of station.
CHAPTER VIII
Regulation 41
Mode of Travel and Expenses on Travel
(1). Eligible mode of claim of Travel
(2). Travel by own vehicle / taxi etc.

142
(3). Expenses for Transport / Porterage
(4). Halting Allowance Rates
a. Half HA for > 4 hours & less than 8 hours of absence.
b. Hotel Expenses - lodging, boarding, lodging & boarding & diem allowance.
Regulation 42
Transfer Travelling Allowance etc.
1. Family eligible to travel by the same mode / claim as that of Officer on transfer.
2. Expenses for transporting Baggages / container service / transporting own
car / 2 wheelers.
3. Packing expenses - Lumpsum amount.
4. HA for Journey Period
Regulation 43
TA on Retirement
Regulation 44
LFC
Terminal Benefits
CHAPTER IX
Regulation 45
Provident Fund & Pension
Regulation 46
Gratuity
CHAPTER X
Regulation 47
Transferability
Every Officer is eligible for transfer to any office or branch of the Bank or to any
place in India.
Regulation 48
Availability for Bank's Duties
Every Officer shall be available for Bank's duties at any time of the day.
Regulation 49
Joining Time
143
CHAPTER XI
Regulation 50
Power of MD to implement regulations.
Regulation 51
Government decision to be construed as initial decision of the Board.
Regulation 52
Interpretation of Service.
Regulation 53
Revocation of earlier regulations etc.
Any rule, regulation, order, agreement, resolution or other instrument or any usage,
custom, convention or practice, governing any matter dealt with in any of these
regulations including allowance, perquisites and facilities, shall on the date when such
regulation comes into force and unless the contrary is provided in regulations shall cease
to have effect in regard to such matter.
Provided that these shall not affect the validity of anything done or any claim arising,
prior to that date in pursuance of such agreement rule, regulation, resolution, other
provision or usage, custom, convention or practice.
Regulation 54.
Interpretation
If any question arises as to the application or interpretation of any of these
regulations, it shall be referred to the Board for its decision.
CANARA BANK OFFICER EMPLOYEES' (CONDUCT)

REGULATIONS, 1976
In exercise of the powers conferred by section 19 of the Banking Companies

(Acquisition and Transfer of Undertakings) Act, 1970 (5 of 1970), the Board of Directors
of Canara Bank in consultation with the Reserve Bank and with the previous sanction
of the Central Government hereby makes the following regulations, namely:-
1. Short title commencement and application :
1. These regulations may be called Canara Bank Officer Employees' (Conduct)
Regulation, 1976.
2. They shall come into force on 1st November 1979.
3. They shall apply to all Officer employees of the Bank, recruited in India
whether working in India or outside India but shall not apply to:
144
i. the Chairman of the Bank;
ii. the Managing Director of the Bank;
iii. any wholetime Director, if any;
iv. those who are in casual employment or paid from the contingencies;
v. award staff.
2. Definitions :
In these regulations unless the context otherwise requires:
a. "Act" means the Banking Companies (Acquisition and T ransfer of
Undertakings) Act, 1970 (5 of 1970);
b. "Award Staff" means the persons covered by the "award" as defined in the
Industrial Disputes (Banking Companies) Decision Act, 1955 (41 of 1955);
c. "Bank" means Canara Bank;
d. "Board" means the Board of Directors of the Bank;
e. "Competent Authority" means the authority appointed by the board for the
purpose of these regulations;
f. "Family" means:
i. in the case of male Officer employee his wife, whether residing with him or not,
but does not include a legally separated wife and in the case of woman Officer employee
her husband, whether residing with her or not, but does not include a legally separated
husband.
ii. Children or stepchildren of the Officer employee, whether residing with the
Officer employee or not, and wholly dependent on such Officer employee but does not
include children or stepchildren of whose custody the Officer employee has been deprived
of by or under any law; and
iii. any other person related to, by blood or marriage, to the Officer employee or
to his spouse wholly dependent upon such Officer employee;
g. "Government" means the Central Government;
h. "Managing Director" means the Managing Director of the Bank;
i. "Officer employee" 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 a
person whose services are temporarily placed at the disposal of the Central Government
or a State Government or any other Government undertaking or other public sector
bank or the Reserve Bank of India or any other organisation but shall not include casual
work charged or contingent staff or the award staff;

145
j. "Public Sector Banks" means;
i. a corresponding new Bank specified in the First Schedule to the Act;
ii. a corresponding new bank specified in the First Schedule to the Banking
Companies (A & T Undertaking) Act 1980;
iii. the State Bank of India constituted under the State Bank of India Act, 1955
(23 of 1955);
iv. a subsidiary Bank constituted under the State Bank of India (Subsidiary
Banks) Act, 1959 (38 of 1959); and
v. any other bank which the Central Government may determine to be a public
sector bank for the purpose of these regulations, having regard to its manner of
incorporation.
3. General :
1. Every Officer employee 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 an Officer employee.
2. Every Officer employee shall maintain good conduct and discipline and show
courtesy and attention to all persons in all transactions and negotiations.
3. No Officer employee shall, in the performance of his official duties or in the
exercise of powers conferred on him, act otherwise than in his best judgement except
when he is acting under the direction of his official superior.
Provided wherever such directions are oral in nature, the same shall be confirmed
in writing by his superior official.
4. Every Officer employee 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.
4. Observance of Secrecy :
Every Officer employee 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
i. divulging of such information is in accordance with the law or in accordance
with the practices and usages customary amongst banks.
ii. he is compelled to divulge such information by judicial or other authority;
iii. instructed to do so by a superior officer in the discharge of his duties.

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5. Employment of members of Family of Bank Officers in Firms enjoying
the bank's clientage and grant of facilities to such concerns :
1. No Officer employee 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.
2. No Officer employee shall, except with the prior permission of the competent
authority permit his son, daughter or any other member of his family to accept
employment in any private undertaking with which he has official dealings or in any
other undertaking having to his knowledge official dealings with the bank:
Provided that where the acceptance of the employment cannot await prior
permission of the competent authority or is otherwise considered urgent the matter shall
be reported to the competent authority within three months from the date of receipt of
offer of employment and the employment may be accepted provisionally subject to the
permission of the competent authority.
3. No Officer employee shall, in the discharge of his official duties, knowingly
grant or authorise the grant of any advance or banking facilities to or enter into or
authorise entering into by or on behalf of the bank any contract, agreement, arrangement
or proposal in any matter or give or sanction any contract or loan to any undertaking
or person if any member of his family is employed in that undertaking or under that
person or if he or any member of his family is employed in that undertaking or under
that person or if he or any member of his family has interests in such matters or
contracts in any other manner and the officer employee shall refer every such matter or
contract or loan to his superior officer and the matter or contract or loan shall thereafter
be disposed of according to the instructions of the authority to whom such reference is
made.
Explanation : A person is not deemed to have any interest in an undertaking
for the purpose of this sub-regulation, if he is only a shareholder having not more than
2 percent of the paid up capital of the undertaking in his name.
6. Taking up outside employment :
1. No officer employee shall, except with the previous sanction of the bank, engage
directly or indirectly in any trade or business or undertake any other employment:
Provided that an officer employee may, without such sanction, undertake
honorary work of a social or charitable nature or occasional work of a literary, artistic,
scientific, professional, cultural, educational, religious or social character, subject to the
condition that his official duties do not thereby suffer; but he shall not undertake, or
shall discontinue such work if so directed by the competent authority after recording
reasons for the same.
Explanation : Canvassing by an officer employee in support the business of
insurance agency or commission agency, owned or managed by a member of his family
shall be deemed to be a breach of this sub-regulation.
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2. Every officer employee shall report to the bank if any member of his family is
engaged in a trade or business or owns or manages an insurance agency or commission
agency.
3. No officer employee shall without the previous sanction of the bank, except in
the discharge of his official duties, take part in the registration, promotion or
management of any bank or other company which is required to be registered under
the Companies Act, 1956 (1 of 1956) or any other law for the time being in force or any
cooperative society for commercial purposes;
Provided that an officer employee may take part in registration, promotion or
management of a co-operative society registered under the Co-operative Societies Act,
1912 (2 of 1912) or any other law for the time being in force, or of a literary, scientific
or charitable society registered under the Societies Registration Act, 1860 ( 21 of 1860)
or any corresponding law in force.
4. No officer employee shall accept any payment, in the form of fee, remuneration,
honorarium and the like in cash or kind for any work done by him for any public body
or any private person without the sanction of the Competent Authority.
5. No officer employee shall act as an agent of, or canvass business in favour of,
an Insurance Company or Corporation in his individual capacity.
7.Contribution to Newspapers, Radio etc.:
1. No officer employee shall except with the previous sanction of the competent
authority, own wholly or in part or conduct or participate in the editing or management
of any newspaper or any other periodical publication.
2. No officer employee shall except with the previous sanction of the competent
authority or except in the bonafide discharge of his duties participate in radio broadcast
or contribute any article or write any letter either in his own name or anonymously or
in the name of any other person to any newspaper or periodical or make public, or
publish or cause to be published or pass on to others any document, paper or
information which may come into his possession in his official capacity.
3. No officer employee shall except with the preious sanction of the competent
authority publish or cause to be published any book or any similar printed matter of
which he is the author or not or deliver talk or lecture in public meetings or otherwise.
Provided that no such sanction is however, required if such broadcast or
contribution or publication is of purely literary, artistic, scientific, professional, cultural,
educational, religious or social character.
8. Demonstrations :
No officer employee shall engage himself or participate in any demonstration
which is prejudical to the interests of 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.

148
9. Joining of associations prejudical to interests of the country :
No officer employee shall join, or continue to be a member of an association, the
objects or activities of which are prejudicial to the interest of the sovereignty and integrity
of India or public order or morality.
10. Giving evidence :
1. Save as provided in sub-regulation (3) no officer employee shall, except with
the previous approval of the competent authority, give evidence in connection with any
enquiry conducted by any person, committee or authority.
2. Where any approval has been accorded under sub-regulation (1), no officer
employee giving such evidence shall criticise the policy or any action of the Government
or of a State Government or of the bank.
3. Nothing in this regulation shall apply to any evidence given:-
i. at an enquiry before an authority appointed by the Government, State
Government, Parliament or a State Legislature; or
ii. in any judicial enquiry; or
iii. at any departmental enquiry ordered by the Competent Authority.
11. Public demonstrations in honour of bank officers :
1. No officer employee shall, except with the previous sanction of the Competent
Authority, receive any complimentary or valedictory address or accept any testimonial
or attend any meeting or entertainment held in his honour, or in the honour of any
other employee of the bank.
Provided that nothing in this sub-regulation shall apply to:-
a. a farewell entertainment of a substantially private and informal character held
in honour of the officer employee or any other employee of the bank on the occasion of
his retirement or transfer or any person who has recently quitted the service of the bank;
and
b. the acceptance of simple and inexpensive entertainment arranged by
association of employees of the bank.
2. a. No officer employee shall either directly or indirectly exercise pressure or
influence on any employee of the bank to induce or compel him to subscribe towards
any farewell entertainment.
b. No officer employee shall collect subscription for farewell entertainment from
any intermediate or lower grade employee for the entertainment of any employee
belonging to any higher grade.
12. Seeking to influence : HO Cir. 45/2010 dt. 4.2.2010
No officer employee shall bring or attempt to bring any political or other outside
influence to bear upon any superior authority to further his interests in respect of
matters pertaining to his service under the bank.

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13. Absence from duty :
1. No officer employee 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.
2. No officer employee shall ordinarily absent himself in case of his sickness or
accident without submitting a proper medical certificate.
Provided that in the case of temporary indisposition or sickness of a casual
nature, the production of a medical certificate may, at the absolute direction of the
competent authority, be dispensed with.
14. Acceptance of Gifts :
1. Save as otherwise provided in these regulations, no officer employee shall
accept or permit any member of his family or any person acting on his behalf to accept
any gift.
Explanation : A. In so far as it relates to the acceptance of gift by any member
of the family of the officer employee from the members' near relative or from a personal
friend having no official dealings with the officer employee, the same shall be excluded
from the purview of "Gift" in the said Regulation. Consequently, there would be no need
to obtain prior permission or approval of the Competent Authority in such cases.
B. 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
near relative or a personal friend having no official dealings with the officer employee.
2. On occasions such as marriages, anniversaries, funerals or religious functions
when the making of gifts is in conformity with the prevailing religious or social practice,
an officer employee may accept gifts from his near relatives but he shall make a report
to the competent authority if the value of the gift exceeds Rs.500/- .
3. On such occasion as specified in sub-regulation (2) an officer employee may
also accept gifts from his personal friends having no official dealings with him but he
shall make a report to the competent authority if the value of such gift exceeds Rs.200/
-.
4. In any other case, the officer employee shall not accept any gifts without the
sanction of the competent authority if the value of the gifts exceeds Rs.75/-.
Provided that when more than one gift has been received from the same person
or concern within a period of 12 months the matter shall be reported to the competent
authority if the aggregate value thereof exceeds Rs.500/-.

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Note : As a normal practice an officer employee shall not accept any gift from any
person or institution having Official dealings with the officer employee.
Dowry:
14 (5). No officer employee shall:-
a. give or take or abet the giving or taking of dowry;
or
b. demand, directly or indirectly from the parents or guardian of a bride or
bridegroom, as the case may be, any dowry.
Explanation : A. For the purpose of this Regulation, "Dowry" has the same
meaning as in the Dowry Prohibition Act, 1961 (28 of 1961).
B. The amendment will come into force w.e.f. 23/4/1981.
15. Lendings and borrowings :
No officer employee shall in his individual capacity:-
i. borrow or permit any member of his family to borrow or otherwise place himself
or a member of his family under a pecuniary obligation to a broker or a money lender
or a sub-ordinate employee of the bank or any person, association of persons, firm,
company or institution, whether incorporated or not, having dealings with the bank;
ii. buy or sell stocks, shares or securities of any description without funds to
meet the full cost in the case of purchase of scrips or delivery in the case of a sale;
iii. incur debts at a race meeting;
iv. lend money in private capacity 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; and
v. guarantee in his private capacity the pecuniary obligations of another person
or agree to indemnify in such capacity another person from loss except with the previous
permission of the competent authority.
Provided that on officer employee may, 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 an officer employee may obtain a loan from a co-operative
credit society of which he is a member or stand as a surety in respect of a loan taken
by another member from a co-operative credit society of which he is a member.
16. Advance drawal of Salary :
No officer employee shall draw his salary in advance or over draw his account
with the bank against security or otherwise, without the previous sanction of the
competent authority.
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17. Subscriptions :
No officer employee shall, except with the previous sanction of the competent
authority, ask for or accept contributions to or otherwise associate himself with the raising
of any funds or other collections in cash or in kind in pursuance of any objective
whatsoever.
18. Speculations in Stocks and Shares and Investments :
No officer employee 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 regulation shall be deemed to prohibit an officer
employee from making a bonafide investment of his own funds in such securities as he
may wish to buy.
Note : Frequent purchase or sale or both of shares or securities or other
investments shall be deemed to be speculation for the purpose of this regulation.
19. Indebtedness :
An Officer employee shall so manage his private affairs as to avoid habitual
indebtedness or insolvency. An officer employee 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.
20. Movable, Immovable and valuable property :
1. Every officer employee, on his first appointment, and every other employee of
the bank, on promotion to a post of an officer employee in the bank, shall submit a
return of his assets and liabilities giving full particulars regarding:-
a. the immovable property inherited by him or owned or acquired by him or held
by him on lease or mortgage, either in his name or in the name of any member of his
family or in the name of any other person;
b. shares, debentures and cash including bank deposits inherited by him or
similarly owned or acquired or held by him;
c. other movable property inherited by him or similarly owned or acquired or
held by him; and
d. debts and other liabilities incurred by him directly or indirectly:
Provided that in the case of an officer employee who is already in service in the
bank on the date these regulations come into force, shall submit a return in terms of
this regulation within three months of coming into force of these regulations, the return
being with reference to the assets and liabilities as enumerated above of the officer
employee on the date these regulations come into force.

152
2. Every officer employee shall every year submit a return of his movable,
immovable and valuable property including liquid assets like shares, debentures as on
31st March of that year to the bank before the 30th day of June of that year.
3. No officer employee shall except with the previous knowledge of the competent
authority acquire or dispose of any immovable property by lease, mortgage, purchase,
sale, gift or otherwise either in his own name or in the name of any member of his family.
by the officer employee if any such transaction is:-
a. with a person having official dealings with the officer employee;
b. otherwise than through a regular or reputed dealer.
4. Every officer employee shall report to the competent authority every transaction
concerning movable property owned or held by him either in his own name or in the
name of a member of his family if the value of such property exceeds Rs.25,000/-.
if any such transaction is:-
a. with a person having official dealings with the officer employee
or
b. otherwise than through a regular or reputed dealer.
5. The bank may at any time, by general or special order, require an officer
employee to furnish within a period to be specified in the order a full and complete
statement of such movable or immovable property held or acquired by him or on his
behalf or by any member of his family as may be specified in the order. Such a
statement shall, if so required the bank, include the details of the means by which or
the sources from which such property was acquired.
21. Vindication of acts and character of an officer employee :
No officer employee shall, except with the previous sanction 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 regulation shall be deemed to prohibit an employee
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 employee shall submit a report to his immediate
superior within a period of 3 months from the date such action is taken by him.
22. Restrictions regarding marriage :
1) i. No officer employee shall enter into, or contract a marriage with a person
having a spouse living and
ii. No officer employee, having a spouse living, shall enter into, or contract a
marriage with any person.
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Provided that the bank may permit an Officer employee to enter into, or contract,
any such marriage as is referred to in clause (i) or clause (ii) if it is satisfied that:-
a. such marriage is permissible under the personal law applicable to such officer
employee and the other party to the marriage; and
b. there are other grounds for so doing.
2. An officer employee who has married or marries a person other then Indian
Nationality shall forthwith intimate the fact to the Bank.
23. Consumption of intoxicating drinks and drugs :
An Officer employee shall:-
a. strictly abide by any law relating to intoxicating drinks or drugs in force in any
area in which he may happen to be for the time being;
b. not be under the influence of any intoxicating drink or drugs during the course
of his duty and shall also take due care that the performance of his duties at any time
is not affected in any way by the influence of such drink or drugs;
c. refrain from consuming any intoxicating drink or drug in a public place;
d. not appear in a public place in a state of intoxications;
e. not use any intoxicating drink or drug to excess.
Explanation : For the purpose of this rule 'public place' means any place or
premises (including clubs, even exclusively meant for members where it is permissible
for the members to invite non-members as guests, bars and restaurants, conveyance)
to which the public have or are permitted to have access, whether on payment or
otherwise.
24. Acts of misconduct :
A breach of any of the provisions of these regulations shall be deemed to constitute
a misconduct punishable under the Canara Bank Officer Employees (Discipline and
Appeal) Regulations, 1976.
24-A. Prohibition of Sexual Harassment of Working Women:
Definition of what constitutes 'Sexual Harassment' in work place. Detailed guidelines
separately dealt with.
25. Interpretation
If any question arises as to the application or interpretation of any of these
regulations, it shall be referred to the Board for its decision.
26. Repeal and Saving
1. Every rule, regulation, bye-law or every provision in any agreements or resolution
corresponding to any of the regulations herein contained and in force immediately before
the commencement of these regulations and applicable to the officer employees to whom
these regulations are applicable is hereby repealed;
2. Notwithstanding such repeal any order made or action taken under the provisions
so repealed shall be deemed to be made or taken under the corresponding provisions
of these regulations.
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CANARA BANK OFFICER EMPLOYEES' (DISCIPLINE &
APPEAL) REGULATIONS - 1976
Gist
1. These Regulations are made in exercise of the powers conferred by Section 19 of
the Banking Companies (Acquisition and Transfer of Undertakings) Act 1970 (5 of 1970).
They come into force on 1st November 1976.
2. These regulations shall apply to all Officers employees of the Bank, but shall
NOT apply to:
i. The Chairman of the Bank
ii. The Managing Director
iii. any wholetime Director, if any
iv. Those who are in casual employment or paid from contingencies
v. The Award Staff and
vi. The Officers on contract.
3. Definitions :
4. Penalties:
The following are the penalities which may be imposed on an Officer employee, for
acts of misconduct or for any other good and sufficient reasons.
Minor Penalties:
a. censure;
b. withholding of increments of pay with or without cumulative effect;
c. withholding of promotion; Rigour of penalty for Officer Employees for promotion
- Rigour Policy comes into effect from 01.01.2010 (HO Cir. 46/2010)
d. recovery from pay or such other amount as may be due to him of the whole or
part of any pecuniary loss caused to the Bank by negligence or breach of orders.
e.reduction to a lower stage in time scale of pay for a period not exceeding 3 years,
without cumulative effect and not adversely affecting the Officers' pension. (Cir. 111/
98)
Major Penalties: (Modified / amended vide Cir. 111/98)
f. reduction to a lower stage in time scale of pay for a specified period with further
directions as to whether or not the officer will earn increments of pay whether on expiry
of such period the reduction will or will not postpone future increments of his pay.

155
g. reduction to a lower grade or post.
h. compulsory retirement
i.removal from service which shall not be a disqualification for future employment.
j. dismissal which shall ordinarily be a disqualification for future employment.
Regulation 5
Authority to institute disciplinary proceedings and impose penalties.
Regulation 6
Procedure for imposing major penalties.
Regulation 7
Action on the Inquiry report.
Regulation 8
Procedure for imposing minor penalties.
Regulation 9
Communication of Orders.
Regulation 10
Deals with issuance of a common disciplinary proceedings for 2 or more officers
Regulation 11
Special procedure in certain cases
Regulation 12
Suspension
1. An officer employee 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,
inquiry or trial.
2. An officer employee shall be deemed to have been placed under suspension by
an order of the Competent Authority
a. With effect from the date of his detention, if he is detained in custody, whether
on a criminal charge or otherwise, for a period exceeding fortyeight hours;
b. With effect from the date of conviction, if in the event of a conviction for an offence,
he is sentenced to a term of imprisonment exceeding fortyeight hours and is not forthwith
dismissed or removed or compulsorily retired consequent to such conviction.

156
Explanation:
The period of fortyeight hours referred to in clause (b) of this subregulation shall
be computed from the commencement of the imprisonment after the conviction and for
this purpose, intermittent period of imprisonment, if any, shall be taken into account
3. Where a penalty of dismissal, removal or compulsory retirement from service
imposed upon an officer employee under suspension is set aside in appeal or on review
under these regulations and the case is remitted for enquiry or action or with any
directions, the order of his suspension shall be deemed to have continued in force on
and from the date of the original of dismissal, removal or compulsory retirements and
shall remain in force until further orders.
4. When a penalty of dismissal, removal or compulsory retirement from service
imposed upon an officer employee under suspension is set aside or declared or rendered
void in consequence of or by a decision of a court of law, and the Disciplinary Authority,
on consideration of the circumstances of the case, decides to hold further inquiry against
him on the allegations on which penalty of dismissal, removal or compulsory retirement
was originally imposed, the officer employee shall be deemed to have been placed under
suspension by the Competent Authority from the date of the original order of dismissal,
removal or compulsory retirement and shall continue to remain under suspension until
further orders.
5. a. An order of suspension may or deemed to have been made under this
regulation shall continue to remain in force until it is modified or revoked by the authority
competent to do so.
b. An order of suspension made or deemed to have been made under this regulation
may at any time be modified or revoked by the authority which made or is deemed to
have made the order.
Regulation 13.
Leave during suspension.
No leave shall be granted to an officer employee under suspension.
Regulation 14
Subsistence Allowance during suspension:
1. An officer employee who is placed under suspension shall during the period of
such suspension and subject to sub-regulation (a) & (b) entitled to receive payment from
the Bank by way of subsistence allowance at the following rate namely:
a. For the period of suspension, half of the basic pay which the officer employee
was receiving on the date prior to the date of suspension irrespective of the enquiry,
b. Allowances: For the entire period of suspension Dearness Allowance and other
allowances excepting conveyance allowance, entertainment allowance and special
allowance will be calculated on the reduced pay as specified in Clause (a) and at the

157
prevailing rates or at rates applicable to similar category of officers. However, allowances
like CCA, HRA, Split Duty Allowance, Half yearly Closing Allowance not linked to basic
pay will be paid at the usual rates.
2. During the period of suspension, an officer employee shall not be entitled to
occupation of a rent free house or free use of the Bank's car or receipt of conveyance or
entertainment allowance or special allowance.
3. No officer of the Bank shall be entitled to receive payment of subsistence allowance
unless he furnishes a certificate that he is not engaged in any other employment,
business, profession or vocation.
4. If, during the period of suspension an officer employee retires by reason of his
attending the age of superannuation, no subsistence allowance shall be paid to him
from the date of his retirement.
Regulation 15.
Pay, allowances and treatment of service on termination of suspension:
1. Where the competent authority holds that employee has been fully exonerated
or that the suspension was unjustifiable, the officer employee concerned shall be granted
the full pay 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 officer employees.
2. In all cases other than those referred to in subregulation (1) the officer employee
shall be granted such proportion of pay and allowances as the Competent Authority
may direct:
Provided that payment of allowance under this subregulation shall be subject to
all other conditions to which such allowances are admissible:
Provided further that the pay and allowances granted under this subregulation shall
not be less than the subsistence and other allowances admissible under regulation 14.
3. a. In a case falling under subregulation (1), the period of absence from duty shall,
for all purposes be treated as a period spent on duty:
b. In a case falling under subregulation (2), the period of absence from duty shall
not be treated as a period spent on duty unless the Competent Authority specifically
directs for reasons to be recorded in writing, that it shall be so treated for any specific
purpose.
Regulation 16
Employees on deputation from Central Govt, State Govts, etc.
Regulation 17
Appeal Procedures

158
Regulation 18
Review by Reviewing Authority
Regulation 19
Consultation with C.V.C.
Regulation 20
Service of orders, notices, etc.
Regulation 21
Power to relax time-limit and condone delay
Regulation 22
Repeal and Saving
Note :
Please refer Booklet 2005 Canara Bank Officer Employees' (Conduct) Regulations
1976 & (Discipline & Appeal) Regulations 1976 - issued by the Bank to all the officers
recently, for further details on above regulations.
B. PAY & ALLOWANCES
Please refer "Salary Revision for Officers" under Chapter V - What's new.
C. OTHER MONETARY BENEFITS /

INCENTIVE SCHEMES
CONVEYANCE SCHEME - PETROL / MONETARY LIMITS
(Cir.201/2004 & 96/2012)
THE SCHEME
MINIMUM BASIC PAY CONCEPT HAS BEEN REMOVED
Officers are eligible to claim for reimbursement of conveyance expenses incurred
while discharging Official duties.
In terms of Regulation 41 (2) (ii) an Officer who travels in own vehicle for Bank's
work is eligible to claim reimbursement of travelling expenses at rates prescribed.
Reimbursement of conveyance expenses payable to Officer employees has been

broadly classified as follows:

159
A. Confirmed Officers owning a vehicle.
B. Confirmed Officers who do not own vehicle and claim reimbursement of

conveyance expenses on consolidated basis.
C. Conveyance expenses to Probationary Officers / Probationary Managers.
The details of monetary / fuel limits for reimbursement of conveyance expenses are
furnished herebelow :
CONVEYANCE FOR OFFICERS (wef 1.3.2012)

Particulars Officers in Metro Area I Area II Area III
Confirmed Officers owning vehicle (irrespective of any basic pay)
For Car Scale III 65 Lit 60 Lit 55 Lit 50 Lit
For Car Scale I & II 45 Lit 40 Lit 35 Lit 35 Lit
For two wheeler Scale I, II & III 45 Lit 40 Lit 35 Lit 35 Lit
Confirmed Officers Scale III 1200 1200 1000 1000

not owning vehicle Scale II 1100 1100 900 900
Scale I 1000 1000 800 800
Probationary
Officers whether Scale III 1200 1200 1000 1000
owning vehicle Scale II 1100 1100 900 900
or not Scale I 1000 1000 800 800
Vehicles driven by DIESEL :

If the Officer uses a vehicle driven by diesel, the reimbursement of conveyance
expenses shall be restricted to the eligible normal petrol limits. Eg: If an Officer is eligible
for 45 litres of petrol and if he / she uses diesel for his / her vehicle instead of petrol,
then the reimbursement shall be restricted to cost of 45 litres of Diesel. (HO Cir 112/
2005 - Box item)
C.OPTION :
Eligible Officers have to opt for the following ;
a. For claim under 'owning vehicle scheme'
b. For claim under 'not owning vehicle scheme'
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An Officer employee who has opted for reimbursement of conveyance expenses as
applicable to "not owning vehicle scheme" may opt to claim conveyance under "owning
vehicle scheme" if the Officer purchases the vehicle and shall continue to be covered
under the scheme till the Officer disposes off the vehicle.
An Officer claiming reimbursement under 'Owning Vehicle Scheme' may opt to
change the option by duly informing the Bank and future reimbursement may be
claimed under 'Not Owning Vehicle Scheme'.
If a Scale III Manager having two wheeler purchases a four wheeler, he / she may
be reimbursed eligible conveyance expenses as applicable to four wheeler so long as he
/ she owns the four wheeler.
D. REIMBURSEMENT :
1. Eligible Officers may claim actual amount incurred on conveyance on the basis
of declaration submitted to the Sanctioning Authority at the end of every month.
2. The proforma of declarations to be submitted by the Officers has been furnished
in HRMS Package.
3. The reimbursement made on consolidated basis, is subject to the specific
condition that the claims made are within the specified limits and represent the actual
expenses incurred by the Officers.
4. The Officers claiming reimbursement under Petrol limit have to produce receipts
/ vouchers along with monthly declaration. Claims of officers for Diesel cost for using
diesel driven vehicle is permissible upto the same limits as petrol (Cir.106/2005 dt 27-
4-05).
5. Cost of motor oil is not reimbursable.
6. Wherever the Officers produce Vouchers / Receipts with regard to the "SPEED /
OTHER TYPE OF COSTLIER PETROL", the reimbursement shall be restricted to the cost
of normal petrol.
7. Officers claiming reimbursement of conveyance expenses under this scheme will
not be eligible for any other reimbursement for local conveyance expenses. However,
Officers eligible under this scheme will be eligible for travelling expenses as per the rules
in force for travel beyond 8 kms.
8. The declaration received preferring claim for amounts in excess of fixed limit
should not be entertained and are to be returned to the claiming officer.
9. Whenever there is a change in Petrol Rates during a month, the reimbursement
shall be made at the prevailing rate for the actual amount of Bills / Vouchers produced
on the relevant dates for the applicable limit.

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E. SANCTIONING AUTHORITY :
SCALE / GRADE SANCTIONING AUTHORITY
Officers in Jr. Management Gr. Sr. Manager / Manager in charge of the
Scale I & Second Line Managers in Branch / Office / Section, 1st Line Sr.
MMG Scale II / III Manager / in ELB / VLB
Officers in Scale I, II & III in charge Divisional Managers (O) / Divisional

of Branches / Section in the Circle Office Managers (A) / AGM as the case may be
1st Line Sr. Managers / Managers AGM / CM in charge of the branch

in ELBs / VLBs
F. PERIOD WITHIN WHICH THE REIMBURSEMENT IS TO BE CLAIMED :

If the claim for the expenses incurred during any particular calendar month is not
made within a reasonable period, say 7 days in the succeeding month, the same shall
automatically lapse. However, reasonable delay may be condoned by the Sanctioning
Authority.
G. DEPUTATION / TRAINING :
Local Deputation / Training
Wherever Officers are deputed for training and the training centres is within the
radius of 8 kms. from the place of work, they are eligible to claim reimbursement of
expenses under this scheme.
If Officers posted for training / deputation beyond 8 kms. from the place of work,
they may claim actual conveyance expenses in terms of Circular No.1/2004. In such
cases, the reimbursement under the scheme shall be made on pro-rata basis by
excluding the actual period of Training / Deputation from the number of days in the
calendar month.
Deputation to Outstation Branches / Offices :
The Officers on deputation to outstation branches / offices are not eligible to claim
the reimbursement under this scheme for the period of their deputation.
H. LEAVE PERIOD :
Wherever eligible Officers proceed on leave (other than Casual Leave / Joining Time)
reimbursement under this scheme will be on pro-rata basis only.
In such cases, the reimbursement of Conveyance expenses is not permissible for
the proceeding and succeeding weekly holiday / public holiday of the leave period.

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OFFICERS / MANAGER WORKING IN TMS SET-UP
The Officers / Managers working in the TMS Set-up have an Option to claim the
reimbursement of Conveyance Expenses under this Scheme or Actual Conveyance
Expenses incurred by them in terms of Circular No. 1/2004.
If an Officers / Manager opts to avail the reimbursement of Conveyance Expenses
as per this Scheme, no additional reimbursement will be permitted over and above the
Petrol / Monetary limit specified under this scheme for their visits within 8 kms. radius
from their Head quarters. However, for the visits beyond 8 kms. they may claim
reimbursement of Conveyance expenses as per Circular No. 1/2004.
If an Officer / Manager opts to claim reimbursement of actual conveyance expenses
as per Circular No. 1/2004, no reimbursement as per this scheme for his / her visits to
local branches / offices will be considered and the reimbursement of local conveyance
for his / her visits to local branches will be considered subject to the following
conditions :-
a. Officers / Managers owning Vehicle :
The reimbursement of Conveyance at the rate decided by the Board from time to
time presently being Rs.2.00 per km for Mopeds and Rs.2.80 for Scooter / Bike etc.,
for their visits to local branches will be considered. Officers who have to maintain a
log-book for their visits to local branches which will be verified by the Section-in-charge
of BC / TBC Section / Cell concerned at Circle Office level. The journey undertaken
from residence to Head quarters / First point of work and return journey to residence
from Head quarters / Last point of work directly shall be excluded for the purpose of
reimbursement.
b. Officers / Managers not owning Vehicle :
Officers / Managers who do not own a vehicle may claim the reimbursement of actual
local conveyance exensese by using cheaper mode of transport furnishing the full details
of local visits monthly which will be verified by the Manager-in-charge of BC / TBC
Section / Cell.
This proforma for claiming the reimbursement of actual Conveyance Expenses in
terms of Circular No.1/2004 is furnished as Annexure - II to this Circular.
I. GENERAL :
1.The scheme is meant for claiming reimbursement of conveyance expenses incurred
for official purpose on a monthly consolidated basis and the limit is non-cumulative.
2. Officers of the bank eligible for banks vehicle (two wheelers / four wheelers) will
not be eligible for reimbursement under this scheme even if they do not avail the facility
/ surrender the Vehicle and such vehicles should be used for Bank's work even beyond
the radius of 8 kms. However, if the Office vehicle is under repair for a continuous period
of 1 month or more, reimbursement under this scheme as applicable to that category
of Officers may be made for completed month only.

163
3. Surrendering of the Office Vehicle by the Officers for availing the reimbursement
of Conveyance expenses under this scheme is not permissible.
4. Managers/ Senior Managers who are claiming reimbursement of conveyance
expenses as per the recent guidelines for use of Four Wheeler as per Circular No. 179/
2004 are not eligible for conveyance under this scheme.
5. Officers in JMG Scale I who own vehicle and who officiate in the place of Managers
during their leave period will be eligible under this scheme and they may be reimbursed
conveyance expenses if not already eligible, on pro-rata basis subject to limits specified
for Officers in JMG Scale - I drawing a Basic Pay of Rs.19,400/- and above.
6.The amounts being recovered from the customers towards conveyance for godown
inspection etc. may be continued as is being done hitherto & appropriated to General
Charges - Conveyance.
7. Journey from residence to branch / office and vice-versa is not treated as official.
8. Official / Bank work may be undertaken by eligible officers before and / or after
office hours also, for development / recovery and any other official work.
9. The eligible officers can claim reimbursement of expenses incurred for official
purposes. However, as long as the claim is within the fixed limit, the sanctioning
authority does not have to verify / call for records. They have to pass the claims of the
officer on the basis of declaration submitted by the officer subject to limits specified.
10. It is advisable that the Officers maintain records regarding the details of the
journey undertaken for Income Tax purpose.
11. The reimbursment made under this scheme is liable for deduction of Income
Tax as per the rules prevailing from time to time.
12. An Officer having both two wheeler and four wheeler cannot claim
reimbursement for both vehicles. The Officer may use either a two wheeler or four
wheeler by exercising option for claiming reimbursement.
13. An Officer / Manager, who does not know driving / does not possess a valid
driving license, when posted to a branch / office, eligible for Bank vehicle is expected to
learn the driving/obtain license within a reasonable period. In case he / she is not
inclined to learn driving / obtain valid driving license, he / she should not be reimbursed
conveyance expenses in terms of this Circular. However, the above stipulation is not
applicable to the Officer of the age of 50 years or more. In such cases he / she may
claim actual conveyance expenses in terms of Circular No. 1/2004 duly submitting the
TA / Conveyance bill to Divisional Manager (Operations) with full details of local visits
made and results thereof.
14. The Inspecting Officers who have opted to seek reimbursement of conveyance
allowance as per Circular No. 1/2004, are eligible for reimbursement of conveyance
allowance from their residence to Branch / Office and vice versa for the visits undertaken
by them for the purpose of Inspection of the Branch / Office situated locally. However,
they are not eligible to claim reimbursement of conveyance expenses for inspecting a
branch / office situated in the same premises of their Head quarters.
15. Officers under suspension are not eligible for reimbursement of conveyance
expenses.
164
ENTERTAINMENT / BUSINESS DEVELOPMENT EXPENSES
(Cir. No. 177/2008)
THE SCHEME
Normal entertainment expenses incurred by the eligible officers for providing items
like Coffee, Tea, Softdrinks, Snacks etc. are reimbursed at the rates specified.
One Quarter of the limit is reimbursable against simple declaration and the
remaining is reimbursable against production of bills. The limit is fixed for a year and
the amount could be utilised on a monthly, pro-rata basis.
CATEGORY OF OFFICERS AMOUNT PER ANNUM
TEG SCALE - VII Rs.25,000
TEG SCALE - VI Rs.20,000
SMG SCALE - V Rs.12,000
SMG SCALE - IV Rs.10,000
MMGS - III Rs.8,000
MMGS -II Rs.7,000
JMGS - I Rs.6,000
This consolidated circular is in supersession of earlier guidelines.

Procedure for reimbursement of entertainment / business development
expenes:
The Business Development Expenses is meant to cover the period from April to
March, every year.
Claims towards reimbursement of business development expenses should be on

production of receipts. However, where this is not possible, to the extent of 25% of the
overall limit, claims could be on submission of a declaration as per proforma given in
Annexure - I. The remaining 75% shall be reimbursed subject to production of bills /
vouchers.
Any limit unavailed in a year cannot be carried over to the subsequent year/s and
the same shall be treated as lapsed.
In case, for any genuine reasons, the Officers are not in a position to avail the
reimbursement during the year on account of pressing official exigencies, but incurs
the expenditure during the month of February / March of a financial year, such

165
expenses can be claimed in the month of April, on production of appropriate bills only
i.e. the bills should be pertaining to the expenses made during the month of February
/ March only. However, reimbursement beyond the month of April cannot be considered
for the claim pertaining to previous financial year.
Procedure for Accounting :
All the branches / offices shall maintain a register for recording the reimbursement
permitted to Officers, individually. Permissible Expenditure is to be debited to General
Charges - Business Development Expenses. (Permissible expenditure is an expenditure
incurred for providing items like tea, coffee, soft drinks, snacks etc., only). The triplicate
of the debit slip should be separately filed along with the bills / declaration of the
officers.
Whenever the officer is transferred, the transferor branch / office has to intimate
the particulars of the balance of the entertainment / business development limit available
for that particular financial year to the transferee branch / office.
Reimbursement of expenses shall be permitted by the I Line Managers in respect

of Officers and II Line Managers including Managers in Scale - III. In the case of I Line
Managers, the expenses can be permitted by themselves.
In respect of Officers in Scale - IV and above, the expenses can be permitted by the
Officers themselves.
GENERAL :
1. In case of transfer from Operations to Administration and vice-versa, only
proportionate amount of Business Development Expenses for the period actually worked
in branches / Administrative units in the corresponding year shall be reimbursed as
applicable to respective units, as separate limits are stipulated for Administration and
Operations. The cut off date, for this purpose, shall be the date of relief from branches
/ offices.
2. Whenever Officers in JMG Scale - I are posted to head Extension Counters as

in-charge, they are eligible for reimbursement / Business Development Expenses, as
applicable to Officers in JMG Scale - I, working at Branches.
3. The total reimbursement per year shall not exceed the Annual Limit Fixed.
4. Limits mentioned above are the overall limits permitted for both business
development and entertainment expenses put together.
Note : Direct Recruit Probationary Officers are not eligible for Business Development
Expenses during the probationary period.

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BUSINESS DEVELOPMENT EXPENSES TO POs DURING PROB. PERIOD
The benefit of reimbursement of Business Development Expenses (BDE) to direct

recruit Probationary Officers/ Managers/ Senior Managers during their period of
probation has been permitted as per the details mentioned hereunder:
SCALE BDE per FY

Direct recruit Probationary Officer in JMG Scale I 3,000
Direct recruit Probationary Manager in MMG Scale II 3,500
Direct recruit Probationary Senior Manager in MMG Scale III 4,000
In case any Probationary Officer/ Manager/ Senior Manager posted as branch in-
charge, he / she shall be eligible for reimbursement of Business Development Expenses
at par with the confirmed Officer/Manager/ Senior Manager as the case may be.
During the first Financial year of service, Probationary Officer/Manager/Senior
Manager shall be entitled for Business Development Expenses on pro-rata basis for each
completed calendar month in that Financial Year (the service of 15 days or more in the
first calendar month will be treated as one month).
BUSINESS DEVELOPMENT EXPENSES TO BRANCH IN CHARGE
The competent authority has permitted upward revision in the limits of Business
Development Expenses to the Officer employees in JMGS-I, MMGS-II and MMGS-III who
are heading the Branches w.e.f 01.10.2014 hereunder:
Category of officers Existing Revised

JMG Scale I Rs 6000 Rs 7000
MMG Scale II Rs 7000 Rs 8000
MMG Scale III Rs 8000 Rs 9000

167
SUBSCRIPTION TO DAILIES / MAGAZINES
(HO. Cir. 1/2002 & 325/2011)
The Scheme
Purchase of any one of the National / Regional / Local Daily/ Financial Newspaper
by the Officers and claiming reimbursement, is permitted by the Bank.
ELIGIBILITY
1. All officers in any Grade / Scale (including Probationary Officers)
2. Subscription (without air surcharge) to any one of the National / Regional /

Local / financial Daily (Economic Times, Financial Express, Business And Political
Observer, Business Standard etc.)
Reimbursement will be permitted to subscribe to either
A. Newspaper or B. Business Magazines (Business India, Business World &

Business Today)
Reimbursement of subscription paid towards Newspaper
Officers subscribing to newspaper, reimbursement will be restricted to only one
Financial /National / Regional / Local Daily (without air surcharge)
REIMBURSEMENT
1. Reimbursement is made by means of debit to General Charges -
Subscription & Presents Account.
2. Reimbursement is once in three months. No bill / receipt is required.
3. Out of the cost of the paper, 10% has to be recovered towards the sale of old
Newspapers, rounded off to the lowest rupee, at the time of passing the bill.
4. Return of the old newspaper is not expected.

REIMBURSEMENT OF SUBSCRIP TION PA ID TOWA RDS BUSINESS
MAGAZINES
All officers including Scale I Officers are permitted reimbursement of subscription
paid to Business Magazines - Business India, Business world, India Today, Business
Today - in lieu of Newspaper, subject to a maximum of Rs. 60/- per month.
Annual subscriptions paid to the above magazines subject to the limit of

Rs. 720/- Per annum is also permitted.

168
NEWSPAPER TO THE BRANCH
Branches (Large/Medium/Small), Clearing Sections/Lead Bank Offices/Currency

Chests/Extn. Counters/Accounts Sections/Units of branches housed at different
buildings headed by Sr. Managers/Managers can subscribe to only one daily - National
/ Regional / Financial Daily.
Sale Proceeds of old newspapers can be credited to General Charges -Subscription

& Presents Account.
For any addition of any journal or newspaper subscription, the matter has to be
referred to House Magazine & Library Section, Personnel wing, Head Office, Bangalore.
Permission for such periodicals specially required by branches are given for a
period of One Year Only. Renewal is to be sought again for subsequent years .
(HO Cir 395/91 & 198/88)
MEDICAL AID
(Cir 342/2015)
With effect from 1-11-2012, reimbursement of medical expenses shall be as under:
a. Officers in JMG and MMG Scales Rs. 8000/- p.a.
b. Officers in SMG and TEG Scales Rs.9050/- p.a.
An officer and his family members (spouse, wholly dependent children and wholly
dependent parents) are eligible for reimbursement of medical expenses actually incurred,
on the strength of self-declaration by the Officer (Declaration specimen - see annexure).
An officer may accumulate unavailed medical aid, to the extent of 3 times of the
above eligible amount. Beyond that, the same will get lapsed.
During the first calendar year of service in the Bank, every employee is entitled to
reimbursement of Medical Aid upto the maximum limit, irrespective of the date of joining
the Bank.
Officers under suspension are also eligible to draw medical aid.

169
RESIDENTIAL TELEPHONE FACILITY TO MANAGERS
A. ELIGIBILITY
i) BRANCHES :
Managers / Senior Managers in charge of all existing branches / proposed branches.
The Credit Managers of branches, where the Average Advances is more than
Rs.25.00 crores.
ii) CIRCLE OFFICES :
In-charge Manager / Senior Manager of :
Premises Section
HRM Section
MIPD Section
Security Cell
Recovery Section (Head of the Section)
Head of Core Credit Groups / LBA
Secretariat of the Circle Head
DRT Cell
iii) SERVICE UNITS :
Manager / Senior Manager in-charge of Foreign Departments, Funds & Investment

Sections, Account Sections, Clearing Sections, Currency Chests and MICR centres. (In
case the Service Unit is headed by an Executive, the designated Senior Manager /
Manager of the Service Unit is eligible).
iv) Executives in Scale IV and above are eligible for telephone at their quarters.
v) EXISTING PROVISIONS :
The residential telephones already permitted, on need cum merit basis, to Managers
/ Senior Managers heading at HO / CO and Specialized branches, on obtaining specific
permission from the Chairman & Managing Director, shall continue.

170
Telephone provided by the landlords :
Reimbursement of the telephone expenses to the eligible Managers in cases where

telephones are provided by the landlord is permitted subject to the following conditions.
a. The call limits fixed for residential telephone facility is 500 calls p.m. (for Scale I,
II, III) which is exclusive of free calls allowed by BSNL/MTNL.
b. Charges beyond this ceiling are to be recovered from the concerned Executive /
Manager.
c. Call charges up to the prescribed limit and rent will be reimbursed subject to
production of bills.
d. There should not be any dues to the previous billing cycle at the time of taking
possession of the house. An undertaking from the eligible Sr. Manager / Executive is
to be obtained to clear all the bills at the time of vacating the quarters and obtain no
due certificate from the landlord.
e. The telephone provided shall be under the exclusive use of the occupant officer
and shall not have any extensions or plug and socket arrangement with other portions
/ occupants.
Other condition :
Fresh telephone connections in Bank's name will be provided only to the in-charge
Managers / Senior Managers in-charge of branches, at their specific request. In all other
cases reimbursement of Telephone expenses will be permitted subject to the call limits
fixed.
As call limits are fixed, barring of STD facility is not insisted, both in respect of Bank
owned telephones and under reimbursement shceme.
Review of residential telephones facility as per norms will be made by Circle office
during April / May every year.

171
MEMBERSHIP OF CLUBS (HO Cir. 338/89)
ELIGIBLE OFFICERS ELIGIBLE FOR MEMBERSHIP OF
01. DM/AGM/DGM/GM One Social Club &

One Service Club &
Bankers Club
02. Sr.Manager/Manager (including
Scale-I officer posted as
Managers of Small branches)
holding independent charge of One Social Club or
branches, Sr. Managers of One Service Club &
ELB/VLB and Sr. Managers/ Bankers Club
Managers of Merchant Banking
Bureau
03. Sr. Managers/Managers of Bankers Club only

Regional Office
04. Sr. Managers/Managers of One Social Club or
Customer Service Centres / One Service Club
Welfare Offices
05. Sr. Managers/Manager Press Club &
incharge of PR Cell at Bankers Club
Circle Office/Regional Office
ADMISSION FEE:
Actual fee to eligible officers is reimbursable subject to a maximum of Rs. 1000/
-
ANNUAL SUBSCRIPTION PAID TO THE CLUB:
Reimbursement permissible to eligible officers on the basis of bills / vouchers.
Apart from Admission Fee & Annual Subscription Charges, no other expenses/
charges are reimbursable.
PROCEDURE FOR OBTAINING SANCTION:
Eligible Officers and Executives of VLB / ELB & Circle Office & Divisional
Manager (operation) should obtain sanction from Deputy General Manager of Circle

172
Office and eligible officers of other branches and Regional Offices should obtain
sanction from concerned Divisional Manager.
Only after obtention of prior sanction as above, branches / offices can debit
the expenses to General Charges.
MEMBERSHIP OF CLUBS AT NEARBY PLACES :
Normally membership of clubs should be confined to same place / city where
officer is posted.
The Deputy General Manager of Circle Office may at his discretion permit
Managers to become members of club at nearby places.
No TA / HA is permissible for visiting such outstation clubs.

OTHER CONDITIONS
Reimbursement of fees for membership of clubs can be made to eligible officers
during an accounting year, only if effective membership of club is available for a
period of more than 9 months.
CANTEEN SUBSIDY
(H.O. Cir. 198/2001, 93/2007, 264/2012)
I. Eligibility
All branches , irrespective of the staff strength , are eligible for canteen subsidy.
II. Quantum
The Subsidy amount at the rate of Rs 75/- per month, per employee shall be
released by the Bank to the caterer directly (w.e.f. 1/9/2012).
III. Mode of payment
Canteen subsidy shall be paid directly to the caterer who supplies coffee / tea /
cool drinks or other eatables at the price lower than the price quoted by other caterers
in the locality.
IV. Provision of facilities
1. Bank may provide space in the premises for preparation of tea and coffee in
the Branch itself.
2. Eatables must, however be prepared outside the Branch premises and brought
inside for distribution / sales to staff members.

173
3. Loan facility at concessional rate of interest shall also be made available for
the caterer for purchase of utensils and other essentials, provided the caterer
agrees to supply tea / coffee / cool drinks and other eatables at a price lower than the
prices quoted by other caterers in the locality.
4. Price quoted by the caterer is to be approved by the concerned authority of

the Branch.
V. General
.1. While computing Canteen subsidy, the number of employees at the Branch
as on the first day of every month as per the acquittance will be taken into account.
2. With regard to Extension Counters, the parent branch can claim subsidy
excluding the employees posted to Extension Counters.
PRESENTATION OF MILESTONE AWARDS

(H.O. Cir. 60/90, 133/90,. 130/2000, 247/2011)
THE SCHEME
Canara Bank has introduced a scheme to honour employees of the Bank after
completion of 25 years of meritorious service by presenting a MILESTONE AWARD.
ELIGIBILITY
I. Service Aspects
The honour should be bestowed on an employee on completion of 25 years of

service, provided no penalty/punishment (other than "Censure" or "Warning") has been
imposed upon him/her during the immediately preceding three years or the rigour of
penalty was in operation, whichever was longer. The Award could be released after the
debarment period was over.
II. Leave Aspects
The leave record of the Officer should be non-assailable in the sense that he should
have availed any leave strictly as per norms and should have been sanctioned leave by
the concerned authorities.

174
THE AWARD
A. Nature of the Award
The award will be in the form of any one article, like wrist watch, silver, salver
or any other article of the officers choice.
B. Cost of the Award
The cost of the award should not exceed Rs. 5000/- w.e.f. 1.4.2011.
(HO Cir. 247/2011 )
C. Presentation of the Award
1. The award will be presented in the monthly staff meeting.
2. The award shall be presented as per the following time schedule :
For officers who become Award may be presented during

Eligible for the award during the staff meeting of
1st October to 31st March April - Every Year
1st April to 30th September October - Every year
3. In case of Officers retiring before the months specified for bestowing the
award, they may be awarded the MILESTONE AWARD in the staff meeting during the
month in which they are retiring.
D. Meeting Expenses
A maximum amount of Rs. 6/- Per employee present on that day may be
incurred, as a part of the expenditure towards refreshment. The amount is inclusive
of the permissible expenditure for the staff meeting.
GENERAL ASPECTS
1. Absorption of Expenditure
The amount of the article and the staff meeting expenses may be debited to
General Charges-Staff Welfare Account and the bills will be lodged with the (third copy)
of the GC slip at the branch itself.
2. Intimation by HRM Section
(a) HRM Section will inform the branch of the grant of the Milestone award to the
Officer of the branch concerned, one month in advance.
(b) All the names of the eligible Officers to receive the award during the above
mentioned 6 months block period will be informed by HRM Section.

175
3. Article Costing more than the Eligible Sum :
(a) If an eligible Officer desires to have an article which costs more than the eligible
sum given as milestone award, the officer may be presented the same, but subject to
reimbursement of the differential cost in advance.
(b) An endorsement to this effect should be made on the back of the bill which
shall be preserved at the Branch.
4. Cash Award
The award will be presented in the form of an article only and in no case, cash
will be given to the Officer.
5. Counting of Service
The award is bestowed on an officer for twenty five years of meritorious

service in the Bank, but the service rendered by the Officer in the erstwhile Bank
may be given full weightage for the purpose of grant of award subject to
i) all other terms and conditions and
ii) that the Officer concerned has not received any such award whilst in the services
of the erstwhile Bank.
6. Disciplinary Action Pending
In the case of eligible officers against whom disciplinary action is pending, giving
the award shall be withheld.
7. Officer - on - contract /Trainee / Ex-serviceman employees
Service of the Officers who had initially joined as officer-on-contract/officer

trainee and who have been absorbed in regular service of the bank as Officer subseqently,
for the purpose of granting the award their service may be computed from the
initial date of appointment as officer-on-contract/officer trainee. In the case of Ex-
serviceman employees, the past service rendered in the Armed forces will not be
reckoned for granting this award.
8. Date of Implementation
The scheme has come into force from February 1990.

176
EDUCATION INCENTIVE SCHEMES
COMPUTER EDUCATION INCENTIVE SCHEME

( FOR THE EMPLOYEES OF THE BANK )
H.O. Cir. 85/97
SCHEME Open to all confirmed employees - Clerical and Officers

PURPOSE To undergo Computer Training through approved Training Institutes.
MINIMUM HOURS OF TUITION
Minimum of 70 Hours of Tuition. Employee should be able to complete the
examination within 6 months of enrolment. Courses should be part - time and outside
the employees working hours.
There is no provision to grant Special leave, deputation, retention at the same/
present place for the completion of the course, temporary transfer to the place of
training, loan / advance for payment of the course fees or any other facility under
the scheme.
INCENTIVE
Reimbursement of 100 % course fee incurred subject to a maximum of Rs. 2,000/
- provided Minimum marks of either 60 % or its Equivalent grade is scored in the
examinations.
Employees are eligible for the incentive under the scheme only once in their entire
career.
In case of leaving the services of the Bank within 5 years after availing the incentive
the same has to be reimbursed.
ADDITIONAL INCENTIVE
Employees who secure more than 70 % marks /equivalent grade are eligible for a
cash Incentive of Rs. 500/-
INELIGIBLE COURSES
Correspondence Courses are not eligible for incentives.
CLAIMING INCENTIVES
Eligible employees claiming reimbursement have to submit their application as
per format enclosed to HO Cir. 85 / 97 .

177
Certified copies of course completion Certificate, grade / mark certificate,
prospectus indicating the amount of tuition fees, number of hours of tuition, practical
training on computers, stamped receipt for having paid the fees/letter of undertaking
etc will have to be forwarded to Staff Section concerned who will be permitting the
reimbursement of the incentive amount.
On receipt of sanction from Staff Section concerned, the amount shall be reimbursed
by the branch of the permissible course fee by debiting ' General Charges - Staff Welfare
expenses under Scheme'.
INSTITUTIONS
CMC Ltd. / DATAPRO INFOWORLD LTD./ APTECH LTD. / FIRST COMPUTERS
/ COMPUTER POINT EDUCATION / REGIONAL ENGINEERING COLLEGES of
any University recognised by UGC and Colleges affiliated to such recognised Universities.
INCENTIVE SCHEME FOR OFFICERS AND CLERICAL

EMPLOYEES FOR TAKING UP POST GRADUATE
COURSES / CERTIFICATE / DIPLOMA COURSES
(Cir 311/2006, 23/2012)
Vide circular 188/99 dated 24.8.1999, bank has informed of the five Diploma
Courses conducted by Indian Institute of Banking & Finance, Mumbai, (formerly IIB
Mumbai). for which the Bank has instituted Incentive for reimbursement of examination
fees on successful completion of the course.
INCENTIVES EXTENDED FOR TAKING UP SPECIALISED COURSES
In the annexure the details of the Post Graduate Diploma / Diploma / Certificate
courses along with the eligibility conditions, under Group I. Under Group II, the details
of the course leading to ICWA, ACS and Post Graduate Degree are furnished.
Eligible Officers / Clerical employees who undertake the Course and come out
successful shall be extended with the following incentives:
* Courses leading to Certificate / Diploma / PG Diploma, including Diploma
Courses conducted by Indian Institute of Banking & Finance, Mumbai and Certificate
Course in NSDL shall be reimbursed fees towards Registration, Tutition (remitted to
University / Institute) and Examination on successful completion of the course along
with cash incentive of Rs.3000/- as mentioned under Grade I in the Annexure.
* Courses like ICWA, ACS and Post Graduate Degree Courses like MBA, MCA shall
be reimbursed fees paid towards Registration, Tuition (charged by the University /
Institutes) and Examination. Also, cash incentive of Rs.5000/- shall be paid, provided
the employee secures an average of 60% or more marks or equivalent grade as
mentioned under Group II in the Annexure.
178
* If any Officer / Clerical employee is awarded cash incentive for any Certificate /
Diploma/ PG Diploma Courses, he / she will not be entitled for any further cash incentive
under the Scheme. However, where an Officer / Clerical employee undergoes Post
Graduate Degree Courses or courses like ICWA, ACS, subsequent to Certificate / Diploma
/ PG Diploma courses, he / she shall be paid the differential amount of cash incentive,
only.
* On successful completion of the Course the Officer / Clerical employee shall be
considered for a placement suitable to the additional qualification acquired.
* We have Incentive Scheme open to Officers working in I S Audit Setup, for taking
up course leading to Certified Information System Audit (CISA) wherein Examination
cum Membership Fees i.e. US$ 425 (approximately Rs.19,000) are reimbursed by the
Bank, for pursuing the course. However, the Officers who are reimbursed incentive
under this scheme are not eligible for any other incentives, mentioned in this circular.
Conditions :
* All confirmed Officers and Clerical employees of the Bank are eligible under the
Scheme.
*. On completion of the specialised course, the Officer / Clerical employee has to
serve the Bank for a minimum period of three years failing which he / she will have to
refund the amount reimbursed by the Bank towards fee / incentive.
* The Officer / Clerical employee should complete the Course within the time limit
set by the Institutes for claiming fee reimbursement / incentive.
* Officers / Clerical employees desirous of taking up the courses shall have to inform
the HRM Staff Sections concerned, in advance.
* Only on successful completion of the specialised course, Officers / Clerical
employees can claim reimbursement of fees / incentive by submitting the application
along with a certified copy of the Course completion certificate, to respective HRM Staff
Section concerned.
* Pursuing the Courses should not come in the way of discharging their duties in
the Bank.
The eligible Officers and Clerical employees who will be completing the course(s)
on or after the date of issue of this circular, shall be eligible for incentive under the
scheme. Such Officer / Clerical employee who are presently undergoing the course shall
inform the Staff Sections concerned within seven days of receipt of this circular, to be
eligible under the Scheme.
(For details of the courses, please refer HO Cir. 260/2003, 311/2006, 23/2012)

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RESIDENTIAL ACCOMMODATION (QUARTERS FACILITY)
( Chapter VI, Regulation 25 of Canara Bank Officers Service Regulations 1979)
Officers are not entitled as a matter of right to be provided with Residential

Accommodation by the bank. It is however open to the Bank to provide Residential
accomodation on payment by the officer.
ELIGIBILITY
1. All confirmed officers including officers in scale I eligible.
2. Officers provided with Quarters are also eligible for Furniture.
INELIGIBILITY
1. No officer shall be eligible to be provided with quarters by the Bank at the
centre/station where he / she has a house in his / her own name OR in the name of
his spouse OR in the name of the dependent child.
Note
The same centre / station means the houses situated within the limits of Municipal
Corporation, Municipality, Panchayat.
2. Such officers are entitled to HRA as per the provisions of the CBOSR.
3. If the officer has a house outside the limits mentioned above , the bank shall not
take such a house on Lease and provide self occupation.
4. If the officers had already leased their houses to the bank at present and
which are situated outside the limits mentioned above for their own occupation, no
quarters will be provided. They will be eligible only for HRA as per the provisions of
CBOSR. (HO Cir 138/89)
5. The matter of providing Banks quarters facility to the officers who own a house
at the place of work has been reviewed and the policy guidelines evolved by Head
Office are:
In cases where the officer owning a house at the place of work request for quarters
facility, for the reason that, the own house is below status then, in all such cases, the
own house of the officer has to be invariably offered to the Bank for occupation by
the other eligible officers.
The rent for such house offered to the bank will be paid on No Loss - No profit
basis subject to the maximum rental ceiling applicable to the occupant officer.
In case the owner officer is not willing to offer his own house to the bank on "No
Loss - No Profit basis" or at the applicable Rental Ceiling, whichever is lower, then
he shall not be entitled for the Banks quarters facility

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Payment for Quarters
The payment for the residential accommodation shall be the least of the following:
a) a sum equal to 1.20% of the Basic Pay in the first stage of the scale of pay of the
officer in which he is placed or
b) the standard rent for the accommodation.
Recovery for Furniture
In case furniture is provided by the bank, at the accommodation given by the bank
to the officer, a further sum equal to 0.25% of the Basic Pay in the first stage of the
scale of pay of the officer will be recovered from the officer by the Bank.
Charges for Electricity etc.,
Where residential accommodation is provided by the Bank, the charges for electricity,
water, gas and Conservancy shall be borne by the officer concerned.
Fixing of Employees Own House As Banks Quarters
Fixing of Rent beyond rental Ceiling of the Occupant Officer , for the employees
houses taken on Bank lease , which were constructed / purchased under Banks
Housing Loan Scheme is not permissible.
Even if the occupant Officer is agreeable to bear the excess / differential amount
of rent, over and above the rental ceiling , such fixing of Rent / quarters shall not be
permitted.
Fixing of Rent - Fixing of Quarters on Personal Lease by Officers/Managers
The Lease period for the quarters fixed on personal lease may be permitted to be
renewed every year . The rent fixed should however be uniform for a period of three
years from the date of commencement of the personal lease .
In the case of shifting of such a quarters , so fixed on Personal Lease, by the
occupant Officers, please note the following :
1. In case of quarters fixed on personal lease are surrendered before the expiry of
3 years from the initial date of fixing of such quarters for genuine reasons, the Officers
are permitted to fix alternate quarters.
2. The rental reimbursement by the Bank will be the actual rent fixed for alternate
quarters or the prevailing rental ceiling whichever is less.
3. In case the surrendered quarters is subsequently taken on personal / Bank
lease by any other Officer / Manager - No enhancement in rent will be permitted for
such a quarters for a period of 3 years from the initial date of fixing of the quarters.

181
PERMITTING AUTHORITY :
Deputy General Manager of the Circle and Assistant General Manager of GA WING
, Head Office, may permit fixation of quarters as above for genuine reasons and on a
case to case Basis.
Fixation of Area - Quarters For Officers
1. REQUIREMENT:
A. Plinth area worked out by taking measurement between the exterior face of
outer walls - for centres namely Delhi, Mumbai, Calcutta, Chennai and Bangalore.
B. For other centres. the carpet area is taken into account.
Scale Minimum required accommodation / area
Scale I One Bed room, Hall Kitchen & Toilet ( Plinth area 500 - 600 sq. ft.)
Scale II & III Two Bed rooms, Hall, Kitchen & Toilet ( Plinth area 700 - 800
sq. ft.)
Scale IV & V Three Bed rooms,Hall,Kitchen & Toilet with safe vehicular parking
facility / garage ( Plinth area 1000 sq. ft.)
Scale VI & VII Three Bed rooms ,Hall, Kitchen & Toilet with safe vehicular parking
facility / garage ( Plinth area 1400 - 1500 sq. ft.)
Revision in Rental Ceiling w.e.f. 01.07.2015 ( HO Cir 340/2015)
Sl. Area Scale I Scale II Scale III

No. Place / Centre / Classification Rs. p.m. Rs. p.m. Rs. p.m.
1 DELHI(INCLUDINGNOIDA,
GHAZIABAD & GURGAON) AND 20000 21000 22000
MUMBAI
2 BANGALORE, KOLK ATA, CHENNAI,
HYDER ABAD, SECUNDER ABAD, 17000 17500 18000
AHMEDABAD, CHANDIGARH,
FARIDABAD, PUNE
3 ALL STATE CAPITALS, AREA-I AND
ALL PLACES WITH POPULATION 13000 13500 14000
OF 10 LACS AND ABOVE
INCLUDING PORTBLAIR

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Sl. Area
No. Place / Centre / Classification Scale I Rs. p.m. Scale II Rs. p.m. Scale III Rs. p.m.
4 OTHER PLACES IN GOA (EXCEPT

PANAJI, WHICH FALLS UNDER 11000 11500 12000
THE CATEGORY OF STATE
CAPITAL)
5 AREA-II (CENTRES WITH
POPULATION OF 1 LAC AND 10000 10500 11000
ABOVE BUT BELOW 10 LACS)
6 AREA III (ALL OTHER CENTRES) 6500 7000 7500
i.e., POPULATION OF BELOW 1 LAC
CLEANING EXPENSES
Scheme for Reimbursement of expenses incurred towards purchase of

cleaning material to Officer Employees (HO Cir. 128/10)
The scheme is for reimbursement of the expenses by the Officer Employees towards
purchase of cleaning material to upkeep the ambience of the quarters provided by the
Bank. The details are furnished below :
LIMITS :
S. No. Designation Allowance per month (maximum)
1. JMG Scale - I Rs.300
2. MMG Scale - II & III Rs.400
3. SMG Scale IV & V Rs.600
4. TEG Scale - VI Rs.800
5. TEG Scale - VII Rs.1000
CONDITIONS :
1. The reimbursement is restricted only to Officers staying in the quarters allotted
by the Bank i.e. Bank owned quarters and Bank leased quarters.
2. Reimbursement shall be made towards the cost of cleaning materials only.
3. The reimbursement is on non-cumulative basis and against the invoice/bills.

183
4. The reimbursement shall be claimed before 10th of the succeeding month.
5. The Officer will be responsible for proper upkeep of the quarters allotted by the
Bank i.e. Bank owned quarters and Bank leased quarters.
THE SANCTIONING AUTHORITY :
1. Up to Scale - III Senior Manager / Manager in charge of the branch/office

and in respect of VLBs/ELBs, the Senior Manager/
Manager (Administration)
2. Branch Heads Self-Sanctioning
3. Executives in
Administrative Units Concerned HRM Sctions / HOSA Section
The Scheme is effective from 01.04.2010

Modification : Personal leased quarters are also available for cleaning expenses vide
H.O. Cir. 560/2014
INCENTIVE SCHEME TO HONOUR ALERT STAFF

(FOR TIMELY DETECTION OF FRAUDS)
(HO CIR. NO: 154/2000 , 207/2001,90/2003, 229/03, 255/2007)
01. Incentive to staff for detection and prevention of fraud

The above scheme will be in operation and shall continue on an ongoing
basis with effect from 1.7.2001.
02. a. Upto Rs. 10000/- - Appreciation Letter by Circle Head
b. Rs. 10001/- - Rs. 100000/- - Cash reward of Rs.1500/- +
Appreciation letter signed by Circle
Head
c. Rs.100001/- - Rs. 500000/- - Cash reward of Rs.5000/- +
Appreciation letter signed by ED
d. Above Rs. 5 Lacs - Cash reward of Rs.7500/- +

Appreciation letter signed by
C & MD

184
For Inspecting officers, cash reward as applicable to other employees (beyond
their normal duties).
e. If the culprit is caught at the branch, the reward will be the same as shown
above under a-d and with a maximum of Rs.5,000/-.
03. If more than one employee claims, the reward amount shall be shared equally.
04. Only such cases reported to R & R Section, Inspection Wing, HO are eligible
for the award scheme.
05. Employee / officer detecting or reporting at first instance only is eligible for
the award. The photographs of such vigilant employees will be published in SHREYAS.
06. R & L Section, Circle Office has to place note to GM, R & R Section, Inspection
Wing for releasing the cash award who in turn will recommend to C & MD.
07. In respect of frauds under Advances, the following types of fraud alone
reckoned for the incentive under the scheme:
a. Prevention / detection of accomodation cheques / kite flying operations /

discounting of fake bills / documents
b. Impersonation, if detected within 3 months of awarding credit facility
c. Detection of spurious stocks in pledge / hypothecation.
GROUP PERSONAL ACCIDENT INSURANCE POLICY

FOR EMPLOYEES
(Cir. 572/2014)
Two policies have been taken for employees of our Bank under the above category.
They are:
i. GPAI Policy available for employees working in Jammu & Kashmir.
ii. Policy for employees working in Rest of India.
The policies were due for renewal on 31-8-2014 and two policies have been renewed
for a further period of one year from 1-9-2014 to 31-8-2015. The details of sum insured
and other procedural details of the policies for the information of branches / offices are
furnished below..

185
1. Details of Policy taken in respect of Jammu & Kashmir & Rest of India:
a. Insurance Cover available for Death & Temporary / Partial / Total disability :
For Temporary / Partial /

For Death Total disability
Category Rest of India Jammu & Rest of India Jammu &
Kashmir Kashmir
Sub-staff / PTE 1,25,000 1,50,000 Not applicable Not applicable
Clerks/Spl. Assts. 1,50,000 3,00,000 --do-- --do--
Officers in Scale I 3,00,000 50,000
5,50,000 1,00,000
Officers in Scale II & III 4,00,000 1,00,000
Exes. in Scale IV & V 6,00,000
9,50,000 2,00,000 2,00,000
Exes. in Scale VI & VII 7,00,000
Further, the insurance cover available to Executives / Visiting Executives in respect

of Jammu & Kashmir is in addition to the insurance cover available for death for Rest
of India and it shall include any type of accidental death as per Group Personal Accident
Clause. However, in case of temporary / partial / total disability suffered in Jammu &
Kashmir, the claim will be settled only as per the policy in respect of Jammu & Kashmir.
GENERAL CONDITIONS:
1. The insurance cover available to workmen / officer employees for death is for 24
hours i.e., on & off duty. It covers death on account of sustaining any bodily injury
resulting solely or directly from accident caused by external, violent and visible means.
However death due to natural causes and suicide are not covered.
2. In case of officers, in addition to insurance cover for death, all the officer staff are
covered for the following additional risks for the injury caused on account of accident:
a. Temporary total disablement : Whenever officers cannot attend duties due to
accident, they are eligible for weekly compensation benefits @ 1% of the capital sum
insured for the period of leave availed for convalescence / treatment for the injury /
disablement caused on account of the accident. However, the maximum amount shall
not exceed Rs.3000/- per week. The compensation so payable shall not be for more
than 100 weeks in respect of any one injury calculated from the date of commencement
of disablement and in no case shall exceed the capital sum insured as applicable to the
insured person.

186
b. If permanent / partial disability is caused on account of an accident,
compensation at different rates is available. The nature of disabilities and the percentage
of compensation are furnished in Annexure I.
3. The weekly benefit as in (a) above shall be claimed if the leave exceeds three days
i.e., 4 days and above.
In terms of the provisions of the above circular an officer who meets with an accident
while on duty opts to prefer GPAI claim for weekly compensation, then weekly
compensation settled by the Insurance Company will have to be retained by the Bank,
If the Officer is sanctioned with Special Leave. Alternatvely, if the Officer avails leave at
his / her credit, then compensation will be passed on to him / her.
From the above, it is clear that sanction of Special Leave is directly related to weekly
compensation sanctioned by the Insurance Company. As such, the special leave being
sanctioned to officers in connection with accident shall be restricted to the extent of
weekly compensation claim settled by the Insurance Company. We understand that some
of the Circles are sanctioning special leave beyond the weekly compensation settled by
the Insurance Company. We hereby reiterate that in such cases the absence of employees
beyond the weekly compensation settled, appropriate category of leave has to be
permitted / debited.
4. The policy shall cover employees of the Bank deputed to outside organisation /
banks within / outside the country also.
5. The claim should be by way of a letter lodging our claim with the Insurance
Company within 10 days from the date of accident and prefer the claim to the following
address :
THE NEW INDIA ASSURANCE COMPANY LIMITED
DIVISIONAL OFFICE - 4
24, II FLOOR, SABARI COMPLEX, RESIDENCY ROAD, BANGALORE - 25.
6. Thereafter, the claim is to be preferred within 30 days of the accident in the
prescribed claim form provided by the Insurance Company along with the following
documents :
A. Death Claim:
i. Death Certificate )
ii. Post-mortem Report ) Originals along with English translated
iii. FIR ) version, if the same is in other language
iv. Employment Certificate )

187
B. Accident Claims (Applicable in case of Officers in Scale I & above) :
I. Doctor's Certificate mentioning the nature of injury, duration of treatment,
percentage of disablement, X-ray report from the attending doctor and duration of leave
granted.
II. Leave proceedings
III. Employment Certificate
Note 1:
An Officer who meets with an accident while on duty opts to prefer GPAI claim for
weekly compensation, then the weekly compensation settled by the Insurance Company
will have to be retained by the Bank, if the officer is sanctioned with special leave.
Alternatively, if the officer avails leave at his / her credit, then compensation will be
passed on to him / her.
Note 2:
Since our HOSA Section is the Nodal Section, a copy of the claim form has to be
endorsed to them for their records and follow-up.
7. The claim forms should be complete in all respects leaving no column blank and
should be obtained in duplicate. The claim form along with the original certificates
should be submitted to Insurance Company along with a covering letter retaining the
duplicate with Circle Office along with copies of the documents / certificates.
8. Circles to ensure that the intimation / lodging of the claim and submission of
the claim form are done strictly as per the time prescribed and there should not be any
scope for delay.
9. In case of death claim, the claim paper is to be signed by all the legal heirs and
the claim amount is to be shared by all the heirs as per death claim settlement.
10. If any of the legal heirs wishes to renunciate his / her share of claim amount in
favour of other claimant/s, letter of renunciation is to be obtained.
11. In case of death due to accident, the Insurance Company will also pay expenses
for shifting the dead body from the place of accident to the place of residence at the
rate of 2% of the capital sum insured or Rs.2,500/- whichever is less. For this purpose,
the original tickets / receipts / vouchers giving full particulars must be provided.
12. The benefits available under the above policy are in addition to the existing
benefits under hospitalization scheme of the Bank.
For any clarification, Branches / Offices may take up the matter with the concerned
Circle Office.

188
EMPLOYEES' SUGGESTION SCHEME - REVISED
(Cir. No. 233/2010)
(This is in supercession of all other related guidelines, Circulars issued earlier)
01. ELIGIBILITY :
a) INDIVIDUALS :
All cadres of employees (including executives) of the Bank individually or as a team
are eligible to participate.
b) NOTES PLACED BEFORE CMC :
Suggestions placed before CMC (Circle Management Committee) are also eligible.
However, the copy of original note / letter submitted by the employee/s containing details
such as name, staff number and designation of the employee who placed the suggestion
before CMC is also to be sent along with the decision of the CMC.
02. SUGGESTIONS COVERAGE :
Suggestions to cover any area of the Bank functioning which increases the efficiency
/ business, quality of assets / liabilities / customer satisfaction, innovative products
and services, fraud prevention initiatives, improves profitability and customer service
and suggestions with trust on IT related areas.
3. MODE OF SENDING SUGGESTION :
a) Suggestions may be submitted by way of e-mail inspwingom@canbank.co.in duly
highlighting the advantages and cost benefits, if any.
b) All the suggestions received will be acknowledged by O & M Section, Inspection
Wing, HO.
c) The suggestions are to be sent in individual capacity and the same need not
necessarily be routed through branch / office.
d) Employees may also place the suggestion in web portal of our Cannet under
"Discussion Forum" which is akin to the one already available for CBS and where active
participation is noticed. This will be an interactive portal where staff members can
improve upon the suggestion ported.
4. AWARD / RECOGNITION - METHODOLOGY AND STRUCTURE :
METHODOLOGY :
i. SCREENING COMMITTEE OF GMs :
All suggestions received will be referred to a Screening Committee consisting of 4
GMs. The GMs Committee shall include GMs from SP&D Wing, RM Wing, DIT Wing
and Inspection Wing.

189
The suggestions which are accepted by the GMs' Committee would be forwarded
to the concerned Section / Wing for taking necessary steps for implementation / issuing
guidelines.
ii. CASH AWARDS :
Suggestions accepted by the Bank will be awarded with cash prize of Rs.3000/-
and Rs.5000/- for individuals and teams respectively. There is no ceiling for the number
of suggestions accepted for cash awards.
iii. ANNUAL AWARDS :
Apart from the individual awards, among the suggestions accepted during the
financial year, the GMs' Committee will select Top 6 suggestions for annual awards /
consolation prize, apart from the cash awards mentioned under para (ii) above :
I Prize : Rs.10,000/-
II Prize : Rs.7,500/-
IIIPirze : Rs. 5,000/-
3 Consolation Prizes : Rs.3,000/- each
These awards are to be presented to the winners at the Branch Managers'
Conference / Function organized / Staff Meeting at CO / HO level. The winners are
eligible for claiming related expenses (by eligible mode of travel) as per the applicable
TA/HA rules. In case of teams, only the facilitator or one of the team members can attend
the function at CO /HO.
iv. SPECIAL AWARDS :
Accepted suggestions which result in substantial reduction in expenditure or in
preventing frauds, are eligible for Special Awards. Such Awards will be decided by the
GMs' Committee.
v. AWARD FOR ACTIVE PARTICIPATION :
Bank will also, at its discretion, award the staff members who have actively
participated in the ESS during the previous year with a 'Participation Certificate' signed
by the General Manager, Inspection Wing and a suitable monetary reward as decided
by the GMs' Committee, after obtaining approval from ED.
vi. AWARD TO TEAMS :
Individual appreciation letters will be issued to all the team members. The cash
award amount is to be equally distributed among team members.
vii. APPRECIATION LETTER :
Appreciation letter to the employees / Team whose suggestions have been accepted
shall be issued by O&M Section, Inspection Wing, HO. Copy of the appreciation letter
shall be sent to the respective HRM Sections at CO/HO to note in personal records of

190
the employees concerned. Besides, a copy of the appreciation letter will be endorsed to
concerned Circle office / Section at HO, with a request to felicitate the concerned
employee/s at the Branch Managers' Conference / Meeting organized at CO level / Staff
Meeting (HO). In case of teams, only the facilitator or one of the team members can attend
the function at CO / HO. Eligible TA / HA will be provided to the winners.
5. PUBLICATION IN "SHREYAS" / ESS NEWS LETTER :
On an ongoing basis, the names / photographs of winners will be published in our
Bank's house magazine, "SHREYAS".
Besides name of the winners, the gist of accepted suggestions would be published
in ESS News Letter.
Also, a Memo covering all the accepted suggestions during the year will be issued
by O&M Section, Inspection Wing, HO.
D. POLICIES / SCHEMES RELATING TO

OFFICERS
TRANSFER POLICY & RURAL/SEMI-URBAN SERVICE
The matter of formulating the transfer policy for officers was discussed in the 21st
meeting held on 1st, 2nd and 3rd August 1973 between the representatives of the Bank
and the representatives of Canara Bank Officers Association , the minutes of which
have been circulated by the Bank vide MEMO NO. 406 /73 dated 06th August 1973.
Since the above happens to be a milestone event in the history of the organisation
and as the MEMO relating to 1973 is very rarely available at branches , we reproduce
the same for the benefit & Information of our Members.
MINUTES OF THE MEETING HELD ON TRANSFER POLICY
While transfers of Officers are effected , having regard to the exigencies of the
administration it would be difficult to lay down any hard and fast rules in the matter .
It was mutually agreed upon that the following guidelines may be kept in view
regarding the transfers of Officers :
(A) Generally cases of Officers for transfer from a branch / office can be considered
only after they have completed a period of 3 to 5 years except on promotion or on
request by the concerned officer.
(B) Officers who have worked as such for more than 2 years outside their homestate
may be considered for transfer to their homestate , if they communicate their desire for
the same . However this shall not be considered as a request transfer if the distance is
1200 Kms or more between the two places.

191
192
(C) Officers who have worked in rural areas, as such for over 2 years ,are to be
considered for transfer to better places or higher areas , if they so desire subject to
their overall performance being found satisfactory.
(D) Officers in Rank D are to be transferred periodically from branches to
administrative units and vice versa in order to have greater mobility.
(E) Officers in Rank D , working in administrative units have to be given periodical
rotation once in about 3 years from one section to another when they are not due to
be transferred to branches.
(F) In branches , having two or more sections , officers are to be given periodical
rotations once in a year to work in various sections for having mobility.
(G) Requests of officers for transfers on ground of sickness and other compassionate
grounds have to be considered sympathetically.
(H) While filling up vacancies of officers in the North Indian States , whenever it
becomes necessary to transfer officers from other states , officers may be drawn from
various zones, in an equitable manner. When selection of officers is to be made for
being posted , the officers younger in age may be preferred having regard to the other
circumstances such as languages known , family responsibilities , etc.
(I) No Officer can be retained in the same branch / office in which he is working at
the time of his promotion as officer unless he has come to that branch or office within
one year immediately preceeding the date of promotion.
(J) Officers who are working in the administrative units at the time of promotion
are to be posted to the branches and vacancies in the administrative units are to be
filled up by transfer of Officers from branches. However , those officers who have not
worked for more than one year in the administrative unit at the time of their promotion
may be retained there.
(K) While transferring Officers when they are promoted as such, if it becomes
necessary to transfer to outside places , such of them who have remained in the same
place for a longer period are to be transferred having regard to the other circumstances.
It has also been agreed that if within one year from the date on which an officer
makes a request for transfer , the same is not acceeded to, such request shall lapse on
expiry of one year unless the concerned officer renews his request again. Any transfer
effected after the request for transfer has so lapsed , even if the place to which the
concerned officer is transferred is one which he had indicated in his request , the same
shall not be treated as request transfer , for the purposes of travelling allowance etc .
After discussion , it was mutually agreed to effect the following modification in the
guidelines agreed with THE CANARA BANK OFFICERS' ASSOCIATION in the 97th
Joint Conference held on 24-12-1986 at Mangalore :
(A) Generally cases of officers for transfer from a place can be considered only after
they have completed a period of 3 to 5 years except on promotion or on request by
the concerned officer.
Empower 2015
(B) Officers who have put in more than 3 years active service outside their homestate,
may be considered for transfer to their homestate, if they communicate their desire for
the same . However this shall not be considered as a request transfer.
ACTIVE SERVICE :
For the purpose of computing active service , leave availed to the extent of leave
entitlement earned during the period of work outside the home state shall be included.
Any leave availed beyond such entitlement for a period not exceeding 30 days may
also be included at the discretion of the General Manager , Personnel Wing , provided
such additional leave availed is due to compelling and bonafide reasons. Leave availed
beyond the above stipulated leave shall be excluded for the purpose of computation of
" ACTIVE SERVICE ".
(C) Officers who have worked in rural areas as such for over 3 years are to be
considered for transfer to better places or higher areas , if they so desire , subject
to their overall performance being found satisfactory.
(D) Normally Officers , who are aged 52 years and above will not be posted
outside the homestate except on promotion.
(E) The above modified guidelines shall be effective prospectively.
In view of the above revised guidelines , clause (A) , ( B ) , ( C ) , & clause ( E ) of the
guidelines agreed in the 21st Meeting stands deleted and all other transfer policy
guidelines agreed in the said meeting remains unaltered. Further , except to the above
extent , norms / guidelines already agreed in various joint conferences regarding
eligibility of TA / HA on request transfer also remains unaltered.
The Guidelines on Transfer Policy agreed with the Association is applicable only
in respect of Officers in SCALE I , II & III. (REPRODUCED BY CBOA)
REQUIREMENT OF RURAL / SEMI - URBAN POSTING FOR

OFFICERS
CANARA BANK (OFFICERS") SERVICE REGULATIONS, 1979 (HO Cir.82/99
dt 06/04/1999)
Ministry of Finance, Government of India after having examined the relevant
provision had advised the following modification with regard to compliance of rural /
semi-urban services by officers:
The policy guidelines as approved by the board are furnished herebelow :
1.The services rendered in branches in rural / semi urban centres shall only be
computed for the purpose of compliance of requisite service. The service rendered at
rural / semi - urban branches included under the urban agglomeration centres shall
not be counted for the purpose of stipulated service, even if such centres are classified
as rural/ semi - urban based on the population of the centre.

193
2. Classification of the branch shall be as advised by RBI from time to time on the
basis of the population of the centre.
3. Branches classified as rural/ semi-urban situated at the peripheral of metro/
urban centres but not within the urban agglomeration shall be treated as such and
the service rendered in such centres shall be reckoned as requisite service.
4. The service rendered by an officer in scale I or scale II or scale III in rural/

semi - urban branches or both put together for a period of 3 years shall be treated as
the requisite service .
5. Only the service in the usual place of work i.e. the branch where the officer is
attached , will be taken into account for the purpose of the service . In other words the
period of service on special assignment such as inspection, audit, etc., shall not be
treated as requisite service even though the centre is classified as rural / semi - urban.
6. The requisite service need not be for a continuous period of 3 years. However
such services can be calculated in terms of completed months
Reckoning of the services rendered by the Officers on deputation to Other
Organisation:
The services rendered on deputation at RUDSET, NERD projects and other
organisation irrespective of the fact whether the place of work is classified as rural/semi-
urban shall not be construed as requisite service however the services rendered at RRBs,
Farmers Co-operative Societies (FCS), District Industries Centre (DIC) shall be counted
as requisite service provided the actual place of posting is at rural/semi-urban centre
and at a branch in the case of RRBs.
I) In the case of services rendered at Extension Counters, the classification of the

main Branch to which the Extension Counter is attached shall be the basis for
computation of requisite service i.e. if the main branch is situated in a rural/semi-urban
centre the services rendered at extension counter shall also be treated as requisite service
even if the extension counter is situated in centres other than rural / semi-urban centre
but outside the urban agglomeration. Similarly if the main branch is situated in urban
metro centres and the extension centre is situated in rural / semi - urban centres the
services rendered at extension counter shall not be treated as requisite service
Specialist officers
The specialist officers such as Law Officers, Technical Field Officers, Junior
Economists, Chartered Accountants, Financial Analysts, Computer Programmers,
Security Officers, OL Officers, System Managers etc., recruited as such and continuing
as such shall be exempted from compliance of rural/semi/urban service so long as they
continue as specialist officers and opt for promotion under separate career path in vogue
in the Bank.

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However specialist officers recruited and continuing as such shall be required to
undergo the requisite service in case they opt for switch over to generalist officer.
Lady officers
Lady officers shall also undergo the requisite rural/ semi urban service. Officers
belonging to physically handicapped category - On a Case to case basis, the officers
belonging to physically handicapped category may be considered for exemption from
compliance of Rural / Semi-urban service provided the competent authority is satisfied
with the background of the individual case.
Officers working in specialised areas
The competent authority may consider extending relaxation to the officers working
/ handling specialised nature of work / job such as FOREX DEALINGS, EDP, CPPD.,
INVESTMENT, MERCHANT BANKING OR SUCH OTHER DEPARTMENT, as such from
the compliance of rural / semi urban service subject to the following :
a. In case the officers working in the above department have not compiled with the
requisite service before promotion, the compliance of requisite service may be relaxed
by the competent authority so long as they continue in the same setup.
b. If the officers have already completed five years at the time of promotion in a
specialised setup, the relaxation shall be by exception. Otherwise all officers will be
required to undergo the requisite service immediately on promotion in case they have
not compiled with the requisite service before promotion .
c. In case the officer has not completed five years tenure in the specialised area
subject to the permission from the competent authority, the relaxation can be considered
to the extent of period permitted.
d. The officers, if permitted relaxation from compliance of Rural / Semi urban service
by the competent authority, shall be required to comply with the requisite service before
they become eligible for promotion to the next higher scale / grade.
Sports persons
The officers recruited under sports category or otherwise shall be exempted from
compliance of requisite service by the competent authority, so long as they remain active
in the sports / games field / coaching at national / international level in the recognised
games. However the officers will be required to acquire the exposure in rural / semi
urban centres as and when they cease to play at the level indicated, if the officer is
working in the relevant scales.
The games indicated by Bank/s sports board of Indian Bank association would be
treated as recognised games .

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Reckoning the service on account of change of classification of the centre on
population group:
When an officer is posted to a rural/semi-urban branch on promotion for

compliance of requisite service and if the centre is reclassified as urban during the course
of the terms the entire service of three years put in by him at the above centre shall be
treated as requisite service for the purpose under the guidelines.
Waiver of shortfall in requisite service
An officer is required to acquire rural / semi urban branch exposure of a minimum
of three years before becoming eligible for consideration to promotion to SMG Scale IV.
As such all officers except those who have been specifically exempted under the policy
as enumerated shall undergo the requisite service for the full term of three years.
However in case of any administrative exigencies, the officers could not complete the
requisite service of three years and there is a shortfall not exceeding 90 days the shortfall
in such cases could be waived by the competent authority on case to case basis
depending upon the merits of individual cases. The competent authority for the purpose
shall be the Board of Directors.
Competent Authority
The competent authority wherever the context so provides under the Policy shall
be the Chairman and Managing Director.
Procedure for providing opportunity for compliance of requisite service :-
It shall be the endeavour of the bank to post all the Officers / Managers to the rural/
semi - urban branches thereby providing opportunities to acquire exposure in rural/
semi-urban branches before they become eligible for consideration for promotion to SMG
IV.
The officers selected for promotion to MMGS II and MMGS III shall be posted to
rural/semi-urban branches immediately on promotion in case they have not complied
with the requisite service earlier.
Even if the officer have complied with the requisite service of 3 years the bank can,
be at its discretion, post the Officers/Managers at rural/semi-urban branches depending
upon the administrative requirement and exigencies.
All the officer employees are requested to make a note of the policy guideline and
ensure that they comply with the requisite service at the earliest as it will be a stipulation
hereafter to become eligible for consideration for promotion to SMGS IV.

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TA RULES FOR OFFICERS
TA / HA / LODGING / LOCAL CONVEYANCE / ON TRANSFER /

SHIFTING - FAMILY / BELONGINGS / OFFICIAL DUTY /
JOINING TIME / TAKING OVER TRAINING /
CHARGE / MID-ACADEMIC DEPUTATION /
TRANSFER. INSPECTION
(Source Cir. 01/2004 dt 1.1.04 & 170/2005)
1.ELIGIBILITY AND MODE OF TRAVEL AS PER CBOSR 1979

1.1 JUNIOR MANAGEMENT GRADE SCALE - I
An officer in Junior Management Grade may travel by I Class or AC II Sleeper by
train. The competent Authority may permit the Officer employee in JMG Scale - I to
travel by air (economy class) having regard to the exigencies of business or public interest.
1.2 MIDDLE MANAGEMENT GRADE SCALE - II & III
An officer in Middle Management may travel by I Class or AC II sleeper by train.
The officer may travel by air (economy class) if the distance to be travelled is more than
1000 kms. The Competent Authority may permit the Officer employee in MMG Scale -
II & III to travel by air (economy class) even for a shorter distance, having regard to the
exigencies of business or public interest.
Officers in MMG Scale II / III posted for training faculty assignments / inspection
work may travel by Air (economy class) if the distance between the two places of travel
is more than 1000 kms (HO Cir. 202/2004 dated 11.8.2004).
1.3 SENIOR MANAGEMENT GRADE - IV & V AND TOP EXECUTIVE GRADE
SCALE - VI & VII
1.3.1. An officer in Senior Management or Top Executive Grade may travel by
train AC I Class or by air (economy class).
1.3.2. An officer in Senior Management or Top Executive Grade may travel by
car between places not connected by air or rail provided that the distance does not
exceed 500 kms. 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.
2. REIMBURSEMENT OF EXPENSES ON TRAVEL
2.1. TRAVEL BY AIR
2.1.1. An officer eligible to travel by air (and an officer who is not eligible but
specifically permitted by the Competent Authority having regard to the exigencies of
business or public interest to travel by air) while on official duty should normally
undertake air travel by utilising the services of Indian Airlines, by economy class.
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2.1.2. When the journey is undertaken by Indian Airlines (National carrier), the
fare in full is reimbursable.
2.1.3. In case of travel by Private Airlines where the sector is serviced by Indian
Airlines, the Officer shall be eligible for reimbursement of fare by economy class charged
by Indian Airlines or actual fare incurred by economy class by Private Airlines, whichever
is less. The excess if any, will have to be borne by the Officer. Where Indian Airlines
are not available and any Private Airlines are operating, the reimbursement will be
restricted to actual fare incurred for travelling by Private Airlines in Economy class.
Reimbursement of expenses incurred in full when the travel is undertaken by
private Airlines to avoid overnight stay on account of flight timings (H.O. Cir.79/2005).
The journey if undertaken by Executive class, the reimbursement shall be
restricted to the fare as applicable to the economy class.
2.1.4. In case of travel by Foreign Airlines, the Officers shall not be reimbursed
the air fare for such travel, even if the fare claimed is less than the fare charged by
Domestic Airways / National Carriers.
2.1.5. In the absence of prior permission from the Competent Authority, in case,
an Officer not eligible to travel by air, undertakes the journey by air, reimbursement
shall be restricted to notional AC II sleeper by train, by shortest route or the actual
expenses incurred whichever is less.
2.1.6. Helicopters are not treated as eligible mode of transport.
2.1.7. Service Charges
Maximum Rs.50/- per head per ticket in case of travel by Air Deccan only.
For booking air tickets, if Indian Airlines / Private Airlines do not have their Office
at the local centre, reasonable service charge will be reimbursed. However, supporting
bills / vouchers have to be produced while claiming the reimbursement.
2.1.8. Wherever Airlines are having their offices at the centre, no service charges
for booking air ticket is permissible.
2.2. TRAVEL BY TRAIN
2.2.1. Officers in JMG Scale - I and MMG Scale - II & III undertaking journey
by train, are eligible for reimbursement of actual fare i.e.., I Class / AC II Sleeper if the
journey is undertaken by AC II Sleeper, by shortest route.
2.2.2. The Officers in Senior Management and Top Executive Grades are eligible
for the reimbursement of actual fare, ie., I Class / AC II Sleeper or AC I Class as the
case may be, depending upon the class actually travelled by shortest route.
2.2.3. The Officer undertaking journey by circuitous route, for any reasons
whatsoever, shall be eligible for reimbursement of I Class train fare by shortest route or
expenses actually incurred whichever is less.

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2.2.4. Reservation charges, berth charges, etc. are reimbursable over and above
the normal fare as per eligibility. The reservation tickets, if any, issued separately, are
to be submitted along with the bill.
2.2.5. Whenever the journey is undertaken by train and the Officer is not in a
position to furnish the relevant details as mentioned under proof of journey (Annexure
- I), the reimbursement shall be restricted to II Class train fare or Re.0.50 per KM,
whichever is less.
2.2.6. Where an Officer undertakes journey by circuitous route by different mode
and class of travel, the fare applicable to the shortest route by the lowest mode actually
travelled only will be reimbursed. Further the reimbursement of either actual fare or
his/her eligibility whichever is less will require the permission from the Competent
Authority.
2.2.7. If the Officer actually undertakes the entire journey by Shatabdhi Express
/ Rajdhani Express by shortest route, the fare incurred may be reckoned for the purpose
of reimbursement. If the journey is undertaken by shortest route, partly by Shatabdhi
/ Rajadhani Express and partly by other trains, the reimbursement will be restricted
to fare charged by Shatabdhi / Rajdhani Express plus the eligible fare by eligible class
and mode by other train or actual incurred whichever is less.
2.2.8. Service Charges
Reasonable service charges incurred, supported by bills / vouchers, for booking
the train tickets are reimbursable over and above the train fare. The limit for service
charges at present for booking train tickets are as follows:
At metro centres, maximum of Rs.40/= per head / per ticket for booking train
tickets or actual expenses, whichever is less, shall be reimbursable.
At all other centres, maximum service charges reimbursable will be Rs.30/= per
head / per ticket or actual expenses, whichever is less.
The above reimbursement of service charges is applicable for booking tickets
through internet also. However, the employees has to produce Xerox copy of the ticket
along with declaration for having booked ticket through internet.
2.3. TRAVEL BY TAXI
2.3.1. The Officer in Senior Management and Top executive Grade can travel by
taxi between places not connected by air or rail, provided that the distance does not
exceed 500 kms. However, when a major part of the distance between the two places
can be covered by Air or Rail, only the rest of the distances should normally be covered
by Taxi.
However, where both the places are connected by air or rail or where a major
part of the distance to be travelled can be covered by air or rail and the Officer if desires
to cover the entire distance by taxi, prior permission of the Competent Authority is
necessary.

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The reimbursement of fare for travel for Taxi shall be
a. The actual expenses incurred (or)
b. Taxi fare (as advised by the Bank from time to time) by shortest route,
whichever is less. Rs.7.50 per k.m. / Rs.8.50 for Tata Sumo Taxi.
2.3.2. For Officers in JMG and MMG Scales, taxi is not an eligible mode of
transport.
However, subject to prior permission from the Competent Authority, having regard
to the exigencies of the business, the Officers in JMG Scale - I and MMG Scale - II & III,
may travel by taxi. In such cases, the reimbursement will be considered as follows:
a. Actual expenses incurred (or)
b. Notional fare by Train as per eligibility (or)
c. Taxi fare (as advised by the Bank from time to time) by shortest route
whichever is less.
2.3.3. Normally, taxi operators charge for to and fro journey even though the
vehicle is engaged for only one way travel. In such cases, reimbursement shall be
restricted to fare applicable to one way fare only. Further waiting charges / driver's
bata / night halting charges, etc. shall not be reimbursable.
2.3.4. In case of travel by a registered taxi, stamped voucher / receipt containing
the following details should be obtained from the travel agency / taxi owner / driver.
a. Name and address of the vehicle owner
b. Name of the driver
c. Registration Number of the vehicle
d. Destination / Date and time of commencement of journey
e. Distance covered
f. Date & Time of return journey
g. Total number of persons travelled
h. Amount paid / expenses incurred
(in figures) Rs........................
(in words) Rupees.............................................
Place : Signature of the Driver /
Owner
Date : of Travel Agency

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2.3.5. However, in the absence of prior permission from the Competent Authority,
for the journey undertaken by taxi / own vehicle / private vehicle, road mileage of
Re.0.50 per km by shortest route shall be reimbursed.
2.4. TRAVEL BY BUS
2.4.1. In case of journey by bus, actual bus fare or first class fare by train by
shortest route, whichever is less shall be reimbursable. In such cases, the tickets should
be produced along with the TA Bill. However, if tickets are not submitted for any reason
the reimbursement of fare shall be restricted to Rs.0.50 per KM for the road mileage by
the shortest route on submission of declaration by the Officer.
2.4.2. Service Charges:
In the case of travel by bus, reasonable service charges supported by bills /
vouchers are reimbursable for booking the bus tickets.
2.5. TRAVEL BY OWN VEHICLE
2.5.1. The competent Authority having regard to the exigencies of business may
authorise an Officer to travel by own vehicle. The use of personal vehicle for official
purpose should as far as possible, be confined within the local (city / town / panchayat)
limits. The reimbursement shall be permitted on the basis of the declaration by the
Officer.
Use of own vehicle if permitted beyond local limits by the Competent Authority,
the reimbursement shall be at the rate mentioned below:
a. First Class / II AC Sleeper by Train by shortest route (or)
b. Actual expenses incurred (or)
c. Rate stipulated by the Bank from time to time for different category of vehicles.
The rate fixed by the Bank at present for different types of vehicles are as follows:
(HO Cir. 348/2011)
TYPE OF VEHICLE REIMBURSEMENT W.E.F. 1.10.2011

1. Four Wheeler of 1000 cc or more
engine capacity Rs.9.00 per KM
2. Four Wheeler of less than 1000 cc

engine capacity Rs.7.00 per KM
3. Motor Cycle & Scooter Rs.4.50 per KM
4. Mopeds Rs.3.00 per KM

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2.5.2. For use of own vehicle for official purpose at the place of work, within a
radius of 8 kms from the branch / office, the reimbursement will be as per the monthly
conveyance scheme in vogue in the Bank.
2.6. TRAVEL BY PRIVATE VEHICLE
2.6.1. The Officers have to obtain prior permission from the Competent Authority,
for journey by private vehicle for official purposes, both for local as well as outstation
visits. In such case, the Competent Authority having regard to the exigencies of business
may accord permission to Officers to travel by Private Vehicle. Further, the use of private
vehicle should be confined to local limits (i.e. city / town / panchayats) as far as possible.
2.6.2. Whenever the journey is undertaken by private vehicle (Four Wheeler) the
reimbursement shall be at the prescribed rate per Km as decided by the Bank, from
time to time.
Or
II AC Sleeper train fare by shortest route
Or
actual expenses incurred, whichever is lower.
2.6.3. Further, in support of the claim, bills / vouchers for petrol, diesel, oil along
with the registration number of the vehicle, name and address of the owner are also to
be furnished as in clause 2.3.4
2.7. TRAVEL BY WATER TRANSPORT
2.7.1. Whenever the Officers undertake journey by water transport, the actual
fare by deluxe class shall be reimbursed subject to production of supporting tickets /
vouchers.
3. TRAVELLING ALLOWANCE ON TRANSFER
3.1.1. ELIGIBILITY FOR JOURNEY ON TRANSFER:
i. Officers on transfer will be eligible to travel to the place of posting by the same
mode of travel and class of accommodation as in the case of travel on duty.
ii. The dependent family members are also eligible to travel by the same mode
and class of accommodation.
When the members of the family of the Officers travel separately by road i.e., not
along with the officer, the entitlement will be the actual fare for the distance covered or I
Class train fare by the shortest route whichever is less.
iii. In case the Officer is permitted to travel by air by the Competent Authority
due to administrative exigencies, such permission shall be restricted to the Officer only
and cannot be extended to the family members.

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3.1.2. DEFINITION OF FAMILY (HO Cir. 342/2015)
The family for the purpose of Travelling Allowance will be limited to the spouse
as also children, parents, brothers and sisters residing with and wholly dependent on
the Officer employee.
a. The term wholly dependent parent / brother / sister / children shall mean
such relatives having an income / aggregate income not exceeding Rs.10,000/= per
month.
b. Dependent family members of an Officer should ordinarily be residing with
the Officer.
c. If income of one of the parents exceeds Rs.10,000/= per month or the aggregate
income of both the parents exceeds Rs.10,000/= per month, both parents will not be
considered as wholly dependent on the Officer. In such cases, the Officer's brothers
and sisters will also be considered as dependent of the parents only, even though they
are residing with the Officer & / or not having individual income of Rs.10,000/= per
month.
d. The above definition of family holds good in case of unmarried female Officer
employees also.
e. In case of a married female Officer, the criteria for inclusion of wholly dependent
parents / parents-in-law / brothers / sisters in the definition of family will be as under:
i. Parent / parents-in-law / Brothers / Sisters of the female Officer ordinarily
residing with the Officer;
ii. The female Officer is the only earning member in the family;
iii. If other earning members are married daughters of parents / parents-in-law
in which case the Bank may consider on merits the claims of the Officer for inclusion of
parents / parents-in-law / brothers / sisters.
3.1.3. The Officer while claiming Travelling Allowance in connection with Transfer
for dependent family members may submit a declaration on the following lines;
PROFORMA OF DECLAR ATION
"I hereby declare that the members of my family included in the TA bill submitted
in connection with my transfer from..........................branch / office to........................branch
/ office are wholly dependent on me.
We have travelled by the transport, class and mode for which the fare is claimed
and all the statements contained in this bill are true to the best of my knowledge.
I further declare that
a. The income of either of my parents or their aggregate income does not exceed
Rs.10,000/ p.m.

203
b. Income of my wholly dependent Son / Daughter / Brother / Sister does not
exceed Rs.10,000/= p.m. and they are ordinarily residing with me".
Place : Signature of the employee

Date : Name and Staff No.:
3.2. TR AVELLING ALLOWANCE ON TR ANSFER - Shifting of Family and
belongings:
3.2.1. CROSS COUNTRY TRANSFER:
The Officers as well as their family members are eligible to travel to the transferee
place by eligible mode and class of travel.
In the normal course, the Officer should shift his family and belongings to the
transferee place immediately on relief from the transferor branch / office.
However, for the reasons such as non-availability of quarters for immediate
occupation at the transferee place etc. the Officer employee can shift family and
belongings at a later date, within the time limit specified below. In such cases, the Officer
shall be eligible for travelling allowance / journey period, by eligible mode twice i.e. once
in connection with reporting and second time while shifting the family and belongings.
The Officer employee in such cases has to shift his family and belongings within
60 days from the date of relief from the transferor branch / office or within 30 days
from the date of occupying the quarters at the transferee place, whichever is earlier.
3.2.2. In case for any valid reason, the Officer could not shift his family and
belongings within 60 / 30 days as mentioned above, the Competent Authority, at his
absolute discretion, may consider extension of further time for shifting his family and
belongings. In such cases the eligibility for TA for the second journey shall be subject
to the discretion of the Competent Authority on merits and the Officer cannot claim TA
benefit for self as a matter of right.
3.2.3. The facility of travelling twice, in connection with the transfer, shall not be
extended for transfers from the State to Home State and the Officer owns a house /
quarters is readily available for occupation at the place of posting.
3.3. TRANSFERS WITHIN THE STATE & TRANSFER TO CONTIGUOUS STATE
3.3.1. The Officers shall be eligible to travel to the transferee place by eligible
mode and class of travel and shift their family & belongings to the transferee place
immediately on relief from the transferor place.
3.3.2. However, if the quarters are not readily available for occupation at the
transferee place, the Officer may, with specific and prior permission from the Competent
Authority, shift his family and belongings at a later date but within 60 / 30 days as
the case may be. In such cases, the Officer will be eligible for TA by the eligible mode /
class and journey period for the second journey also.

204
3.3.3. In case, family and belongings are not shifted within 60 / 30 days as the
case may be, the Officer shall not be eligible for TA for self and journey period while
shifting family and belongings beyond the stipulated time limit of 60 / 30 days
3.4. SHIFTING PERSONAL EFFECT AND BELONGINGS ONLY;
No TA for to and fro journey for the second time will be paid in case the Officer
does not shift the family and shift only personal effects / belongings.
4. SHIFTING OF FAMILY TO / FROM OTHER PLACES
4.1. SHIFTING OF FAMILY FROM TRANSFEROR PLACE TO NATIVE PLACE /
THIRD PLACE:
4.1.1. The Officer with the permission of the Competent Authority may shift his
family to Native Place / Third Place. The reimbursement of expenses in such cases shall
be the least of the following by eligible mode and class of travel by shortest route, as
provided under CBOSR 1979.
i. Transferor place to Transferee Place.
ii. Transferor place to Third Place / Native Place.
iii. Actual expenses incurred.
In case the family members travel by road, the reimbursement of TA as above
will further be restricted to the actual fare incurred for the distance covered or First
Class train fare by shortest route from transferor place to native place / third place.
4.2. SHIFTING OF FAMILY FROM THIRD PLACE / NATIVE PLACE TO THE
TRANSFEREE PLACE:
4.2.1. The family members of an Officer left at a place i.e. other than place of
work, before the issuance of transfer orders, may travel from the place other than place
of work (third place) to the transferee place subject to prior permission from the
Competent Authority.
4.2.2. For the purpose of reimbursement of TA in such cases, the least of the
following, by eligible mode and class of travel, by shortest route, as provided for under
CBOSR, 1979 shall be considered:
i. Transferor place to transferee place.
ii. The place of stay to the transferee place.
iii. Actual expenses incurred.
In case the family members travel by road, the reimbursement of TA as above
will further be restricted to the actual fare incurred for the distance covered or first class
train fare by shortest route from the place of stay to the transferee place.
4.3. An Officer on transfer shall not be eligible for TA for self at the time of shifting
family members to third place / native place or initially to third place / native place
and thereafter to transferee place.
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4.4. Eligibility for TA benefits to family members in subsequent transfers:
The Officer employee, in case has shifted the family to a third place / native place
by obtaining prior permission from the Competent Authority, can claim reimbursement
of TA expenses for family members for subsequent transfers as per his eligibility under
CBOSR 1979, subject to the following:
Fare by eligible mode and class by shortest route from transferor place to
transferee place. (or)
Fare by eligible mode and class from native place / third place to transferee place
by shortest route. (or)
Actual expenses incurred, whichever is less.
4.5. SHIFTING OF PERSONAL BELONGINGS:
Other places i.e. native place / third place other than transferee place:
An Officer with prior permission from the Competent Authority may shift his
personal belongings or a part there of from transferor place to Native Place / Third Place.
If permitted the Officer shall be entitled for reimbursement of actual freight charges for
shifting the personal belongings as permissible under CBOSR 1979 (refer clause No.5)
subject to the following:
i. The expenses are within the overall entitlement as eligible for transportation
from transferor place to the transferee place.
ii. The belongings are shifted from the place where family is shifted and not from
any other place.
4.6. SHIFTING OF PERSONAL BELONGINGS FROM NATIVE PLACE / THIRD
PLACE TO TRANSFEREE PLACE:
4.6.1. In case the Officer employee has shifted personal belongings or part of
personal belongings to a third place / native place with permission, can claim the
expenses for shifting the same to the transferee place for subsequent transfer, subject
to the prior permission from the Competent Authority. If permitted, the expenses shall
be reimbursed subject to the following:
i. The expenses are within the overall entitlement as eligible for transportation of
personal belongings from transferor place to transferee place.
ii. Actual expenses for transportation of personal belongings from native place /
third place whichever is less subject to eligibility for transportation of personal belongings
as per CBOSR 1979.
4.7. For shifting family & belongings at a later date i.e. subsequent to relief of
the Officers, the Officer has to obtain prior permission of the Competent Authority.
Otherwise, expenses incurred in connection with shifting of family and personal
belongings shall not be permitted.

206
4.8. SHIFTING OF FAMILY AND BELONGINGS PRIOR TO THE RELIEF OF THE
OFFICER:
4.8.1. An Officer intending to shift family and / or belongings to the transferee
place, prior to relief from the transferor place, but after issuance of transfer orders for
personal convenience, may do so with the prior permission of the Competent Authority.
However, if any modifications / cancellations of the transfer orders is effected due
to administrative exigencies, the Officer shall not be eligible for any expenses
subsequently incurred for further shifting of family and / or belongings to the modified
place of posting. Further, in case of administrative exigencies, the Bank cancels the
transfer orders, the Officer shall not be eligible for TA freight charges for shifting family
and / or belongings back to the place of posting.
4.8.2. If the family / belongings are shifted before relief, the Officer shall not be
provided with quarters at transferee place till the actual reporting of the Officer and he
will have to make own arrangements for storing the personal belongings and stay of
the family members.
4.8.3. Request for shifting the family and / or personal belongings prior to
issuance of the transfer orders shall not be considered.
5. REIMBURSEMENT OF EXPENSES FOR SHIFTING BELONGINGS.
5.1. TRANSPORTATION OF PERSONAL EFFECTS / BELONGINGS:
An Officer on transfer, is eligible for reimbursement of expenses incurred for
shifting personal belongings to the transferee place as provided in the CBOSR 1979, as
furnished below:
5.2. PLACES CONNECTED BY RAIL:
5.2.1. If the transferor and transferee places are connected by rail, the baggage
may be transported by goods train and the reimbursement shall be:
Basic Pay Range (Rs.) Where the Officer Where the Officer
has family has no family
23,700/- p.m. to 31,705/- p.m. 3000 kgs 1500 kgs
Above 31,705/- p.m. Full Wagon 2500 kgs
5.2.2. The Officer on transfer may avail of the facility of 'Container Service'
provided by the Railways for transporting personal effects. Further, reimbursement of
expenses of container service is permissible, only if the facility is availed.
An Officer eligible for full wagon, in JMG Scale - I, MMG Scale - II & III, avails of
the facility of 'Container Service' by railways, will be reimbursed actual charges for one
container.
Executives in SMGs Scale IV & V and TEG Scale VI & VII shall be reimbursed
the actual charges for two containers.

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5.2.3. Reimbursement towards handling charges / local transportation charges
in the case of transportation by Container Service will be made considering it as part of
freight charges only, provided such amounts have been specified by the concerned
authorities in the bills issued by them towards the charges for 'container service' availed
by them.
5.2.4. The baggage if transported by passenger / express / mail train the
reimbursement will be restricted to actual freight charges incurred or cost of freight by
goods train in broad gauge, for permissible quantity, whichever is less.
5.3. PERSONAL BELONGINGS TR ANSPORTED BY ROAD THOUGH THE
PLACES ARE CONNECTED BY RAIL:
5.3.1. The baggage / personal belongings, if transported by road between places
connected by rail, the reimbursement will be limited to the actual freight charges subject
to the cost not exceeding the cost of transport of the maximum permissible quantity by
Train as given in clause no. 5.2.1.
For the purpose of reimbursement of actual charges, the maximum permissible
quantity shall normally be 60 quintals by goods train where the Officer is eligible for
reimbursement of full wagon transportation expenses.
However, keeping in view the difficulties faced by the Officers, in such cases the
maximum limit for reimbursement of expenses shall be upto 120 quintals at goods train
rate, provided belongings are transported through an approved transport operator.
The reimbursement shall be upto 60 quintals at goods train in case the goods
are transported through Unapproved Transport Operators.
5.4. PLACES NOT CONNECTED BY RAIL:
5.4.1. Between the places not connected by rail, the baggage may be transported
through an approved transport operator and the reimbursement will be as follows:
Basic Pay Range (Rs.) Where the Officer Where the Officer
has family has no family
23,700/- p.m. to 31,705/- p.m. 3000 kgs 1500 kgs
Above 31,705/- p.m. 12000 kgs 2500 kgs
In case the goods are transported through Approved Transport Operator and weight
is not mentioned in the lorry receipt, the entitlement shall be calculated subject to120
quintals of goods train rate for the maximum permissible weight.
In exceptional cases, for Officers drawing a basic pay of Rs.19,401/- and above
and have family, if the expenses incurred for transporting the belongings through an
approved transport operator are beyond such maximum, the eligible amount shall be
restricted to freight for 120 quintals of goods train rate.
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5.4.2. The baggage if transported by an unapproved transport operator, the
reimbursement of expenses shall be restricted to the rate by goods train for the
permissible weight.
5.5. PLACES PARTLY CONNECTED BY RAIL:
For places partly connected by rail, the reimbursement of expenses for
transporting the baggage shall be arrived (total of a & b given below).
a. For the distance connected by rail, reimbursement of expenses in terms of
clause 5.2 shall be made.
b. For the distance not connected by rail, reimbursements of expenses in terms
of clause 5.4 shall be made.
5.6. 'Approved Transport Operator', shall mean the transport operator whose
name finds a place in the list maintained & circulated by Risk Management Wing, HO
from time to time for the purpose of discounting bills.
5.6.1. In case an Officer shifts belongings through transport operator, whose
name does not finds a place in the Bank's approved list, the claim for reimbursement
of freight shall be considered only to the extent applicable to the unapproved transport
operator, even though name of such transport operator finds a place in the approved
list of IBA.
5.6.2. The Officer has to ensure that the Lorry Receipts issued by the approved
transport operators or their authorised agents, contain IBA Code No. besides the address
and Telephone / Telex No. of the issuing branch office / authorised agent. In case the
approved transport operator does not have the practice of mentioning the address and
telephone / telex number in the Lorry Receipt issued by him, the concerned Officer
may obtain a certificate / letter from the approved transport operator confirming that
the Lorry Receipt has been issued by him and submit the same along with the TA bill.
5.7. Officer, permitted for double quarters / retention of family at third place
consequent to transfer / not accompanied by dependent family members, shall be eligible
for reimbursement of expenses for transportation of personal belongings as applicable
to one without family.
5.8. TRANSPORTATION OF PERSONAL BELONGINGS IN PARTS
5.8.1. Prior permission from the Competent Authority is to be obtained for
transportation of personal belongings in parts / to other place / native place etc.
However, for transporting the personal effects to any place other than the transferee place,
the Officer shall not be eligible for journey period, TA, HA, etc.
In case of shifting the personal belongings in parts, the Officer should indicate
in the TA bill, in connection with TA for self at the time of reporting, that a portion of
the personal effects shall be shifted at a later date, duly enclosing a copy of permission
obtained from Competent Authority to this effect.

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5.8.2. The Officer on transfer, do not transport the entire baggage / personal effects
to the transferee place but prefers either to leave a portion of the baggage at the place
of transfer or transport it to some other place convenient to the Officer, the actual
expenses incurred for transporting such personal effects will be reimbursed subject to
the Officer's entitlement calculated for transporting the entire personal effects from the
place of transfer to the transferee place (refer clause No. 4.5).
5.8.3. For shifting a part or all belongings to a different locality within the same
city / town, reimbursement of such shifting will be made subject to limits specified in
clause No.10 for local transfers, provided such expenses are within the overall entitlement
for transporting personal belongings from the place of transfer to transferee place.
5.8.4. Reimbursement of expenses for re-transportation of personal belongings,
initially to third place and thereafter to transferee place at a later date is not permissible.
5.8.5. Where both husband and wife are employees of the Bank and are
transferred, both can claim reimbursement of transportation expenses of personal
belongings subject to the limits of individual employees, provided evidence for having
transported the personal belongings by two separate consignments are submitted.
However, on the single consignment of personal belongings, both cannot claim freight
charges as it amounts to double claim.
5.8.6. In case the spouse of an Officer is an employee of any other Bank /
Organisation / Institution etc. and eligible for transfer benefits such as reimbursement
of TA / freight charges, etc., the Officer should declare that there is no claim or no claim
will be made by the spouse on the same baggage from the other Bank / Organisation /
Institution etc.
5.8.7. Clearing agent's charges incurred for transhipment of goods at
intermediary stations from one common carrier to another common carrier for onward
transhipment to the transferee place will be considered within the overall entitlement
for reimbursement of freight charges.
6. TRANSPORTATION OF OWN CARS / TWO WHEELERS
6.1. SHIFTING BY TRAIN:
In case, the Officer owns a car /scooter / motor cycle, he will be eligible for
reimbursement of cost of transporting the vehicle by train to the transferee place at the
goods train rate, on production of money receipts. The reimbursement expenses in this
regard will be over and above the freight charges entitled for shifting the personal
belongings.
6.2. SHIFTING BY LORRY:
In case, the scooter / motor cycle or any other vehicle (other than four wheeler)
is transported by lorry, the actual lorry charges shall be paid on production of relevant
receipt / voucher. The reimbursement so permitted will be over and above the
reimbursement entitled for shifting the personal belongings.

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6.3. However, for shifting own car by lorry, the expenses shall be reimbursed if
it is within the overall entitlement for shifting personal belongings.
6.4. DRIVEN BY ROAD:
In case the car / two wheeler is driven by road, reimbursement shall be at the
rate fixed by the Board from time to time. The reimbursement so eligible will be over
and above the entitlement for reimbursement for shifting the personal belongings.
The current rate if reimbursement is as follows:
Type of Vehicle Rate per km in Rupees
Moped 3.00
Scooter / Motor cycle 4.50
Four Wheeler (engine capacity
1000 cc & more) 9.00
Engine capacity less than 1000 cc 7.00
6.5. An Officer shall not be eligible for reimbursement expenses for shifting
personal vehicle from third place to transferee place or from transferor place to third
place, as there is no provision for the same.
7. PORTERAGE
Whenever an Officer on transfer undertakes travel by a mode other than air and
incur an expenditure towards, porterage, reimbursement of actual expenses shall be
considered subject to a maximum of Rs.200/- on declaration basis.
8. REIMBURSEMENT OF OTHER EXPENSES
8.1. An Officer on transfer shall be eligible for reimbursement of lump-sum
amount as indicated below for expenses connected with packing, local transportation,
insurance / charges for loading and unloading of personal belongings, by giving a
declaration for having incurred the same:
Grade Lumpsum
(with effect from 1/6/2015)
TEG Scale VI & VII and SMG Scale IV & V Rs.20,000/-
MMG Scale II & III and JMG Scale I Rs.15,000/-
8.2 Where, both husband and wife are Officer employees and transferred, the
eligibility for other expenses shall be considered separately if the Bank has reimbursed
expenses towards shifting of personal belongings for both the Officer employees
individually, having satisfied that the personal belongings are transported in separate

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consignments. In other case, the eligibility for reimbursement of other expenses shall
be considered only to the Officer who has been reimbursed the freight charges towards
shifting the personal belongings.
9. OCTROI
9.1 Reimbursement of Octroi expenses shall be made subject to a maximum of
Rs.1500/- or actuals incurred, whichever is less, on production of original receipts
issued by the authorities concerned.
10. REIMBURSEMENT OF EXPENSES ON TR ANSFER WITHIN THE SAME
CITY / TOWN
10.1. If as a result of transfer at the instance of the Bank within the same city /
town, an Officer is required to shift the belongings, the actual expenses incurred will be
reimbursed on the basis of the declaration given by the Officer subject to the following
limits:
Scale / Grade Maximum Limits
Officers in MMG & JMG Scales Rs.800/- in major A Class Cities
(Scale I, II, III) Rs.600/- in other places
Rs.1,000/- in the case of transfers to
Delhi from Ghaziabad, Noida, Faridabad,
Gurgaon & vice versa
Officers in SMG & TEG Rs.1,200/- at all centres
10.2. The reimbursement of expenses for shifting personal effects / belongings

may also considered if the shifting is made at the instance of the Bank / with prior
permission from the Competent Authority.
a. Shifting from one quarters to another on personal lease, after expiry of 3 years
lease period.
b. Shifting from quarters occupied on personal lease to the Bank's quarters and
vice versa.
c. Shifting from one quarters to other owned by the Bank or Bank's quarters /
quarters on personal lease to own residence.
10.3. The reimbursement of expenses for the above purpose shall be for meeting
the expenses incurred for shifting of Bank's furniture as well as personal belongings
and has to be claimed from the Premises Section of Circle Office / Head Office.
10.4. If the transfer is effected at the request of the Officer, reimbursement of
expenses for shifting belongings locally shall not be permissible.

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11.ELIGIBILITY FOR TRAVELING ALLOWANCE BENEFITS FOR TRANSFER
ON REQUEST:
11.1. Whenever a transfer is effected at the specific request of an Officer, he shall
not be entitled for reimbursement of traveling expenses such as travel / transport of
personal effects and Halting Allowance etc.
11.2. In the entire service of an Officer employee, requests for transfer with TA
and other benefits will be acceded to only upto a maximum of 3 occasions. The transfers
effected under Clause No. 11.3 (a) & (b) below shall be excluded for the purpose of
computing three occasions.
11.3. The transfers effected under the following cases will be treated as a transfer
in routine course and TA / HA benefits as eligible for normal transfer will be paid to
Officers
a. Who has put in 3 years & more active service outside the home state and after
completion of the term, requests for a transfer back to home state and where such
requests are acceded.
b. Working in Northern Eastern Region, on completion of a tenure of 2 years of
service in that region, requesting for a transfer to a place of his choice, out of three places
indicated by them and where such transfers are considered to.
11.3.1. However, in respect of Officers working in branches coming under North
Eastern region under option scheme on promotion, 3 years of active service shall be
treated as a term.
11.4. An Officer working outside the home state, requests for a transfer to home
state, before completion of 3 years active service, and if such requests are acceded to,
the Competent Authority, at his absolute discretion, depending upon the merits of the
case, may consider TA and other benefits on such transfers. Such, transfers are
permitted by the Competent Authority waiving the active service norms on special
footings and hence the same cannot be treated as one among the 3 occasions for the
entitlement of TA / HA benefits on request transfers by the Officers.
Further, the transfers waiving the active service norms, without TA / HA benefits,
whenever permitted by the General Manager, Personnel Wing, Head Office, such benefits
cannot be extended by any other authorities.
12. LOCAL CONVEYANCE
12.1. LOCAL CONVEYANCE IN RESPECT OF OFFICIAL VISITS / TRAINING /
MEETINGS / WORKSHOP CONDUCTED AT OUR ST C / RSTCs / OTHER
INSTITUTIONS SITUATED AT OUTSTATION CENTRES.
12.1.1. Officers shall be reimbursed reasonable conveyance expenses from
residence / place of work to the Railway Station / Airport / Bus Station at the Head

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Quarters for onward and return journeys. Further local conveyance from the place of
stay to the place of work and vice-versa while on outstation duty are also reimbursable.
12.1.2. The Officers should travel by public transport / cheaper mode of
transport. Whenever local train facilities are available, the same should be utilised as
far as possible. Full particulars, such as date of travel, mode of conveyance, approximate
distances covered, amount paid etc. should clearly be mentioned in TA bill.
12.1.3. An Officer posted / deputed to outstation duty and permitted to stay
and operate from Head Quarters or nearby places at his request by the Competent
Authority, has to use cheaper mode / public transport for operating from place of stay
to place of work.
13. PAYMENT OF CONVEYANCE ON DEPUTATION FOR TRAINING / MEETING
/WORKSHOP CONDUCTED AT OUR STC / RSTCs / OTHER INSTITUTIONS
LOCALLY SITUATED:
13.1. Actual conveyance expenses incurred by the Officers deputed to the STC
/ RSTCs situated in the same city / town for training shall be reimbursed at branch /
office upon submission of attendance certificate & a declaration for having incurred the
expenses.
13.2. In respect of posting for training / workshop / meetings etc., at other
organisations / Institutions etc., the expenses are to be claimed from the branch / office
by submitting a declaration for having incurred the expenditure.
13.3. In the above cases, reimbursement shall be restricted to a maximum of 1/
4th of the halting allowance payable at the respective place or actual expenses whichever
is less. Details such as the date of travel, mode of conveyance, approximate distance
covered to and fro destination, amount paid etc. should be given in the declaration.
13.3.1. Whenever personal vehicle is used for official purposes, with prior
permission of the Competent Authority, reimbursement will be restricted at the rates
applicable for use of personal vehicle as mentioned in clause 6.4 subject to a maximum
of 1/4th of the Halting Allowance payable at the respective place.
13.3.2. Officers claiming local conveyance expenses as per the scheme shall be
governed by the scheme for their visit upto 8 kms radius from the branch / offices and
as such, Officers shall not be eligible for claiming additional or separate local conveyance.
14. REIMBURSEMENT OF EXPENSES FOR TRAVEL ON DUTY WITHIN THE
SAME CITY / TOWN:
14.1. For the travel from the place of work to any other place in the same city or
town on office duty, the Officer shall not be eligible for reimbursement of the expenses
if Bank's vehicle is provided. In case the Bank's vehicle is not provided, the Officer shall
be eligible for reimbursement of expenses. The sanctioning authority for this purpose
shall be the concerned Divisional Manager / Assistant General Manager. In case, the
Officer is required to travel for official purpose very frequently, the reimbursement may
be claimed on a monthly basis.
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14.2. Officer claiming local conveyance as per the Monthly Conveyance Scheme
shall be governed by the rules of the Conveyance Scheme. For the local visits beyond 8
kms radius from the branch / office, the Officers can claim reasonable conveyance
expenses separately.
15. LOCAL CONVEYANCE ON DEPUTATION / POSTING TO EXTENSION
COUNTERS
15.1. Extension counters are treated as a part of the main branch for all accounting
purposes. The Officers posted to extension counters for a specific period and required
to report directly at extension counters daily are not eligible for any local conveyance
for travel from residence to extension counters and vice-versa.
15.2. However, where the extension counter is situated outside the municipal /
corporation limits and the Officer makes use of public transport to reach extension
counter, bus fare applicable from the residence to extension counter or parent branch
to extension counter, whichever is less shall be reimbursed for the to and fro journeys.
15.3. Officer reporting at the Main / parent branch and then required to report
at Extension Counter is eligible for local conveyance for travel from the parent branch
to the Extension Counter and vice-versa by the cheapest mode of conveyance i.e. public
transport.
15.4. Where the Officer is required to work at the Extension counters, for short
periods, in the leave vacancy of an Officer working in an extension counter, actual
conveyance expenses by the cheapest mode of transport from the residence to the
extension counters and vice-versa shall be reimbursed.
15.5. Whenever an Officer is claiming reimbursement of Conveyance Expenses
on actual basis, reimbursement as per the monthly conveyance scheme of the Bank,
i.e. reimbursement on declaration basis shall not be applicable on those days.
16.CONVEYANCE EXPENSES INCURRED BY OFFICERS ON INSPECTION
DUTY IN THE COURSE OF INSPECTION
16.1. GENERAL
In case the Inspecting Officer incurs conveyance expenses for visiting party's
godown / factory / unit etc., for checking the securities during the course of Inspection
of a branch, the expenses shall be reimbursed as follows:
16.2. As far as possible, the Inspecting Officer shall make use of the Bank's
vehicle.
16.3. In case the Bank's vehicle cannot be made use of, the branch may make
arrangements by engaging cheaper mode of public transport. Alternatively, the
Inspecting Officer may travel by public transport on their own and claim reimbursement
from the branch. The expenses so incurred by the Inspecting Officer is to be reimbursed
by the branch, debiting General Charges-Conveyance, after obtaining permission from
RO. The expenses are to be recovered from the party subsequently and credited to the
Bank's account.

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16.4. DUTY AT OUTSTATION PLACES - ELIGIBILITY FOR CONVEYANCE
EXPENSES
The local conveyance incurred by Inspecting Officer for travel from place of stay /
hotel / residence to the branch to which the Officer is posted for inspection duty & vice-
versa, if eligible, should be claimed in the monthly TA bill to be submitted to the
respective sanctioning authority.
16.5. An Inspecting Officer when permitted by the Competent Authority to
operate from a nearby place or the Headquarters, has to make use of the public
transport for commuting from the place of stay to the place of work and vice-versa.
17. ELIGIBILITY FOR REIMBURSEMENT OF CONVEYANCE EXPENSES WHEN
CONDUCTING INSPECTION OF LOCAL BRANCHES / OFFICES SITUATED AT
HEAD QUARTERS
17.1. The Inspecting Officer has discretion to opt for conveyance allowance either
on declaration basis i.e. actual basis as per the Monthly Conveyance Scheme in vogue.
The option once exercised, cannot be changed so long as the Officer works at a particular
place of posting.
17.2. If opted to avail the reimbursement on actual basis, the same has to be
claimed submitting the details in the monthly TA bill to the sanctioning authority.
17.3. The Inspecting Officer who has opted for reimbursement as per Conveyance
Scheme, may claim the reimbursement of expenses on monthly basis by submitting
the bills to respective Zonal Inspectorates.
17.4. The Officers permitted by the Competent Authority to fix up quarters at
third places other than place of work / Head Quarters, reimbursement of conveyance
charges for commuting from the place of stay to the place of work or vice-versa is not
permissible.
18. HALTING ALLOWANCE
18.1. An Officer on outstation duty, is eligible for Halting Allowance by way of
daily allowance. The Halting Allowance payable to Officers in various grades / scales
are as follows:
Halting Allowance w.e.f. 01.06.2015
Places Scl I, II, III Scl IV & V Scl VI & VII
4 Metros* 1300 1500 1800
Other Major Cities 1100 1300 1300
Area I 950 1100 1100
Other Places 800 950 950

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a. MAJOR "A" CLASS CITIES : Delhi, Mumbai, Hyderabed / Secunderabad,
Kolkata, Chennai, Bangalore and Ahmedabad
b. AREA 1 : Pune, Kanpur, Nagpur, Jaipur, Lucknow, Surat, additional cities w.e.f.
1.3.2001 Agra, Bhopal, Coimbatore (including Sulur), Gandhi Nagar, Goa (Entire State),
Indore, Kochi, Ludhiana, Madurai (including Thirunagar), Patna, Vadodara, Varanasi,
Visakapatnam (including Gajuvaka)
c. OTHER PLACES : Places other than a & b.
18.2. Definition of 'DAY' for Halting Allowance
18.3. Where the total period of absence on outstation duty is less than 24 hours,
'day' shall mean a period not less than 8 hours. For the purpose of computing Halting
Allowance, 'per diem' (per day) shall mean each period of 24 hours or any subsequent
part thereof.
18.4. The period for the purpose of computation of Halting Allowance, shall be
reckoned from the reporting time for departure, in case of air travel and the scheduled
time of departure in other cases, to the actual time of arrival at the airport / railway
station / bus station as the case may be and back to headquarters.
18.5. HALTING ALLOWANCE FOR A FRACTION OF A DAY
18.5.1. If the total period of absence on outstation duty is less than 8 hours,
but more than 4 hours continuously, halting allowance at half the rates mentioned in
18.1 shall be payable. If such period is 4 hours or less, no halting allowance shall be
payable.
18.5.2. For deputation / official visits to place which are within the urban
agglomeration, municipal / panchayat limit of the place of work, no Halting Allowance
is payable.
18.5.3. Further, wherever higher CCA is paid at a centre at par with the adjoining
bigger city treating it as the contiguous part / composite area of that city, no HA shall
be payable to an Officer for operating between such two places, for eg: between Delhi &
Ghaziabad, Faridabad, Noida, Gurgaon (UA) and vice-versa.
The transfer from Ghaziabad, Faridabad, Noida Complex and vice-versa will be
treated as transfer within the same centre and therefore officers will not be eligible for
TA/ HA, joining Time and journey period on account of such transfers. However, eligible
expenses for shifting the family and or / belongings will be reimbursed as applicable to
local shifting.
For Officers visiting Ghaziabad, Faridabad and Noida from places other than
Delhi / New Delhi they will be reimbursed HA as applicable to Delhi.
18.5.4. TA bills should contain the dates and timings of the departure and arrival.
In the case of daily travel on deputation, journey particulars should be furnished on
the day to day basis.

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18.5.5. Halting Allowance for each day will be paid as applicable to the place of
visit / the place of transfer. The Officer shall be eligible for HA for total stay outside the
place of work as enumerated in clause 18.1 above.
18.5.6. For the period of early arrival and over stay at the place of visit, an Officer
shall not be eligible for Halting Allowance and other expenses unless & until specifically
permitted for.
18.5.7. An Officer is required to submit a declaration for having incurred the
expenses in connection with outstation visit, which shall be the basis for reimbursing
the eligible halting allowance.
19. REIMBURSEMENT OF LODGING EXPENSES (Regulation 41(4) (b) of
CBOSR 1979) H.O. Cir. 68/2008 dt 17/3/2008.
19.1. An Officer on outstation duty is eligible for reimbursement of actual lodging
expenses and all types of taxes incurred, against production of bills & vouchers for stay
in ITDC hotels depending on his eligibility and grade, as under w.e.f. 1/3/2008 :
GRADE OF OFFICER ELIGIBILITY MAXIMUM ROOM TARIFF PERMISSIBLE
MAJOR 'A' OTHER
CLASS CITIES AREA - 1 PLACES
TOP EXECUTIVE GRADE
SCALE VI & VII 4* HOTEL Rs.6800 Rs.3400 Rs.3000
SENIOR MANAGEMENT
GRADE SCALE IV & V 3* HOTEL Rs.4000 Rs.2400 Rs.2000
MIDDLE MANAGEMENT 2* HOTEL

GRADE SCALE II & III (NON-AC) Rs.2400 Rs.1600 Rs.1200
JUNIOR MANAGEMENT 1* HOTEL

GRADE SCALE I (NON-AC) Rs.1600 Rs.1200 Rs.800
19.2. The maximum room tariff permissible as specified above are inclusive of
all service charges but exclusive of taxes such as luxury / taxes of any other nature
etc.
19.3. Luxury tax / other taxes on tariff etc., as applicable to the max. permissible
room tariff shall be reimbursable.
19.4. Where an Officer is permitted by the Competent Authority to stay at a
nearby place other than the place of work, reimbursement of actual lodging expenses
shall be as applicable to the place of visit or place of stay, whichever is less.

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19.5. Wherever ITDC hotels of eligible star category are available, an Officer
employee shall normally stay in such hotels. If ITDC hotels of eligible star category are
not available or accommodation is not available in ITDC hotels of eligible star category,
the Officer can stay in any other hotel and claim reimbursement of actual lodging
expenses incurred to the extent of maximum permissible tariff in ITDC hotel of eligible
star category, as applicable to the place of visit.
19.6. Officers in JMGS - I & MMG Scale - II / III if stayed in AC accommodation,
such claims shall be reimbursed to the extent of the entitlement of the Officer or the
actual expenses incurred.
19.7. If at a centre ITDC hotel of eligible Star category is not available but there
is an ITDC hotel of higher category, an Officer who is eligible for a lower starred category
may stay in that hotel or in any other hotel and claim reimbursement of actual lodging
expenses incurred within the maximum permissible tariff of an ITDC Hotel of eligible
star category or the tariff of the ITDC hotel of higher category at that centre, whichever
is lower.
19.8. ITDC Hotels are allowing 20% discount on room tariff to employees of
Public Sector Undertakings and therefore, an Officer should insist for discount whenever
the Officer stays in ITDC hotels.
20. TARIFF FOR LODGING AT DELHI / MUMBAI / KOLKATA / TO EXECUTIVES
IN SCALE - VI & VII
An Officer in Top Executive Grade Scale - VI & VII, if unable to stay in ITDC
hotels in Delhi, Mumbai, and Kolkata within the tariff limit of ITDC hotels, is eligible for
reimbursement of actual lodging expenses for staying in other hotels not exceeding 125%
of the tariff of the entitled class at these centres.
21. REIMBURSEMENT OF EXPENSES FOR BOARDING :
21.1. An Officer on outstation duty is eligible for reimbursement of actual
boarding expenses incurred (including all taxes), towards boarding, against production
of relevant bills subject to a maximum amount per day specified below depending on
their Grade:
Boarding Charges w.e.f. 01.06.2015
Places Scl I, II, III Scl IV & V Scl VI & VII
4 Metros* 1300 1500 1800
Other Major Cities 1100 1300 1300
Area I 950 1100 1100
Other Places 800 950 950

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21.2. Reimbursement of lodging and/or boarding expenses will be made only where
the outstation duty is 8 hours or more and involves night stay / overnight journey.
However, in exceptional cases, where it is felt necessary, the reimbursement of lodging
and / or boarding expenses will be made where night stay / overnight journey is not
involved but period of outstation duty is 8 hours or more.
22. ENTITLEMENT OF HALTING ALLOWANCE TO OFFICERS WHO CLAIM
LODGING OR BOARDING ON ACTUAL BASIS.
22.1. Halting Allowance payable to Officers on outstation duty who claim actual
hotel expenses for boarding and / or lodging supported by bills / vouchers is as follows:
22.2. Where lodging and / or boarding expenses are claimed, actual (full day's)
HA is not payable. In such cases HA is payable as under:
a. Where lodging is provided at Bank's cost / arranged through the Bank free of
cost, 3/4th of the Halting Allowance will be admissible.
b. Where boarding is provided at Bank's cost / arranged through the Bank free
of cost, 1/2 of the Halting Allowance will be admissible.
c. Where lodging and boarding are provided at Bank's cost / arranged through
the Bank free of cost, 1/4th of the Halting Allowance will be admissible.
d. Wherever an Officer claims Boarding Expenses on declaration basis, with or

without incurring towards lodging, shall be reimbursed boarding expenses to the extent
of HA applicable to that place. However, a separate declaration to the above effect should
accompany the TA bill in addition to furnishing the same in the TA bill under the
boarding column.
Halting Allowance shall not be paid if boarding expenses are claimed on

declaration basis.
22.3. During the journey period on duty, reimbursement of hotel expenses will
not be permissible for stay at intermediary places, unless & until it is absolutely
necessary & reason should be assigned for in the TA bill along with a representation to
the Competent Authority for consideration of the claim.
In such cases, reimbursement of hotel expenses incurred at intermediary cases

shall be purely at the discretion of the sanctioning authority, provided, the Competent
Authority satisfies the purpose of stay.
23. HA / TA WHEN ON LEAVE WHILE ON OUTSTATION DUTY
23.1. No TA / HA will be paid when an Officer on outstation duty takes any
category of leave for personal reasons.

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23.2. An Officer constrained to avail casual leave due to illness or privilege leave
on medical grounds or LOP on sick grounds or sick leave while on outstation duty, no
HA / lodging expenses shall be eligible in the absence of hospitalisation. However, if
the leave sought for at the outstation is on medical grounds and not more than 2 days
and where the Officer has not left the station, such cases will be considered on merits,
at the discretion of the Bank for payment of halting allowance / lodging expenses on
the basis of declaration.
24. DIEM ALLOWANCE PAYABLE TO INSPECTING OFFICERS
If Inspecting Officers are on outstation duty and are claiming halting allowance,
lodging and / or boarding expenses, they shall be eligible in addition to the Halting
Allowance / Hotel Expenses, set out in clauses 18.1 for a supplementary diem allowance
of Rs.10/- per day. Such Supplementary Diem Allowance shall be payable only for
the day/s of night halt outside headquarters on Inspection duty / Investigation work /
study of deposit growth etc.
25. VISITS IN CONNECTION WITH DEPARTMENTAL ENQUIRY
25.1. An Officer who depends another Officer against whom departmental enquiry
has been initiated, is eligible for TA and HA provided the Officer comes from an outstation
branch within the same State where the delinquent Officer is also working. However
no TA /HA shall be paid when defence representative travels beyond the state where he
is working / posted and also when the enquiry is adjourned at the instances of the
delinquent Officer or the defence representative. The necessary attendance certificate
should be obtained from the Enquiry Authority and submitted along with the TA bill.
25.2. Inquiring Authority / Enquiry Officer are permitted to incur Rs.50/- per
day towards tea/coffee expenses on the day of conducting enquiry.
26. DEPUTATION TO NEARBY BRANCHES
26.1. Whenever Officer employees are deputed to a nearby place where hotel /
lodging facilities are available, they have to stay at the deputed place. However, if they
are permitted to operate from their original place for their convenience, they shall not
be paid TA / Conveyance for their daily travel. They shall be paid only eligible HA, as
applicable to the place of work / place of stay, whichever is less.
26.2. In case the deputation is to a nearby place where no hotel / lodging facilities
are available, Officer employees may be permitted to operate from the place of work.
Expenses for daily travel and local conveyance by cheapest mode of transport along
with eligible HA shall be reimbursed.
26.3. In case the deputation is to place where no hotel / lodging facilities are
available, Officer employees may be permitted to operate from a nearest place where

221
hotel / lodging facilities are available. Expenses for daily travel and local conveyance
by cheapest mode of transport along with eligible lodging and / or boarding expenses
will be reimbursed.
26.4. In case of deputation to a place which is quite far from the place of work
and if the deputation is for a longer period, the Officer employees must stay at the
deputed place. However, in exceptional cases, when an Officer employee is permitted
to operate from the place of work, due to personal reasons, the Officer shall not be paid
TA / local conveyance for daily operation, except one way onward / return fare & eligible
local conveyance. However, eligible HA shall be reimbursed.
26.5. The permission to stay and operate from third places while on deputation
is to be obtained from Divisional Managers / Assistant General Managers of Regional
Offices.
26.6. Whereever Officers are permitted to operate from the place of work or from
a third place, the permission is to be given as per the format furnished as per Annexure-
II of this circular.
27. PAYMENT OF HALTING ALLOWANCE ON TRANSFER:
27.1. Halting Allowance will be paid for the actual journey period as applicable
to the place of transfer at the time of reporting. (Refer Clause No.18)
27.2. No halting allowance is payable for the journey undertaken for shifting the
family at a later date.
27.3. For the purpose of halting allowance 'day' shall have the same meaning as
mentioned in clause 18.1.
28. PERMISSIBLE TIME LIMIT FOR TAKING OVER CHARGE:
28.1. The Officers in all grade, on transfer, are permitted specified number of days,
to get apprised of the matters relating to the new assignment in connection with taking
over charge. The above period is meant to go through the relevant files / books /
registers / inspection report, etc. so far as to get themselves familiar with the matters,
facilitating to take over of the charge.
28.1.1. The maximum permissible number of days for taking over charge as
applicable to Officers in each grade / scale are furnished below:

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CATEGORIES OF OFFICERS NO. OF DAYS
PERMISSIBLE FOR
TAKINGOVER CHARGE
a) Officers in JMG Scale - I / Second Line
Managers / Managers in Scale - III in branches /
Offices and Officers in JMG Scale - I posted to 4 days
proposed branch to attend preliminary work
b) i. Senior Managers / Managers in HO / CO / RO / ID /

Inspection Wing / ZIs, STC / RSTCs CLC, other
administrative units (not covered in (a) to (c) & Senior 7 days
Manager / Manager posted to proposed new branch
/ office to attend to preliminary work
ii. Officers in JMG Scale - I in-charge of small branches

Senior Manager / Managers in-charge 7 days
of small branches.
c) i. Senior Manager / Manager in charge of

medium branches 10 days
ii. Senior Managers / Managers in charge of

Large branches / Clearing Section / Foreign 10 days
Dept. / Cur. Chests, A/c Sections
iii. Senior Managers of ELBs / VLBs 10 days
iv. Officers in Scale - IV and above 10 days
Note: The incoming Officer / Line Manager Scale - III has to get apprised with regard
to nature of assignment to be handled in the transferee branch / office in connection
with taking over charge. The number of days indicated above is meant for
completion of the process of taking over charge.
28.1.2. The period of taking over charge should commence from the date of arrival
of the Officer to the transferee office / branch and shall not exceed the days specified
under any circumstances.
28.1.3. The number of days leave availed, Sundays and other public holidays
shall be excluded for the purpose of arriving at the permissible days for taking over
charge.

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29. ELIGIBILIT Y FOR H A LTING ALLOWANCE DURING TAKING OVER
CHARGE PERIOD:
29.1. In case no residential accommodation is made available by the Bank to
the Officer at the transferee place and hence, the Officer incurs additional expenses for
the reasons beyond his control, during the process of taking over charge, the Bank on
merit, consider granting Halting Allowance as applicable to him at the new place of work,
not exceeding the maximum number of days permissible for taking over charge.
29.2. An Officer owning a house at the transferee place is not eligible for payment
of Halting Allowance as the Officer is expected to occupy the same straight away on
arrival. Similarly Officers who have been allotted the quarters but do not occupy the
same for personal reasons are also not entitled for Halting Allowance during the period
given in Annexure - III.
29.3. The Officer claiming Halting Allowance for the period of taking over charge
is required to submit a declaration or bills / vouchers for having incurred additional
expenses for the purpose of claiming Halting Allowance as per Proforma given in
Annexure - III.
29.4. An Officer is entitled for HA from the date of reporting at the transferee
branch / office till the date of taking over charge or the date of providing quarters,
whichever is earlier, excluding the number of days leave availed, subject to a maximum
permissible period. However, the Bank may consider payment of Halting Allowance for
intervening Sundays / holidays provided the total number of days claiming Halting
Allowance including holidays, etc does not exceed the maximum permissible days for
taking over charge.
29.5. An Officer shall not be eligible for reimbursement of Halting Allowance
beyond the stipulated days even if the quarters is not made available at the transferee
place or for any reason/s, whatsoever.
29.6. During taking over charge period, if quarters are not provided, in addition
to the HA, the Officers shall be eligible for minimum HRA as applicable to the place.
However, if the Officer stays in a lodge / hotel, lodging expenses shall be reimbursed,
subject to the maximum of rental applicable to that place. Further, if reimbursement
of rental ceiling is extended, recovery at 1.2% of the initial stage of the Basic Pay shall
be recovered towards HRR.
29.7. Further, an Officer employee is not entitled to Halting Allowance, during
the period of taking over charge in respect of request transfers. However, if transfers
are effected on request with TA and other benefits, the Officer shall be reimbursed HA
during the taking over charge period, as available in the normal transfer.
30. STAY IN HOTEL / LODGE BEYOND THE TAKING OVER CHARGE PERIOD
30.1. In case quarters is not provided by the Bank or the Officer is not in a position
to fix up a quarters on Bank / personal lease and hence, prefers to stay in a hotel /
lodge beyond the taking over charge period, the Officer shall be eligible to seek

224
reimbursement of lodging expenses subject to the rental ceiling fixed to the quarters at
the place of work, as applicable to the Scale. In such cases, the recovery towards HRR
of 1.2% of the first stage of the Basic Pay in the scale in which the Officer is placed shall
be effected and will not be eligible for HRA for this period.
30.2. The sanction for reimbursement of lodging expenses in such cases is to
be obtained from HRM Section.
30.3. The reimbursement of lodging expenses permissible under the above clause
for the Officer where quarters are not provided / could not fix-up quarters on Bank /
personal lease, shall be considered for a reasonable period of 3 months only. All efforts
have to be made by the Officer concerned to fix-up the quarters at the earliest. If quarters
are not fixed up within the reasonable period of 3 months, the Officer shall be eligible
for minimum HRA only.
31. PROOF OF TRAVEL / JOURNEY / EXPENSES TO BE SUBMITTED ALONG
WITH THE TA BILL:
31.1. In respect of travel / journey
31.2. For claiming travel expenses, an Officer should produce the original tickets.
However, in respect of travel by train, in the absence of original train tickets, the Officer
should furnish the details of the journey undertaken by furnishing the details as per
proforma given in Annexure-I.
31.3. In the absence of ticket jacket in case of air travel, no fare shall be
reimbursed. In case, the Officer is unable to produce the air ticket jacket for any reason
whatsoever, a certificate from the Air Lines through which journey has been undertaken
will have to be submitted along with TA bill. Further, reimbursement of air fare shall
not be considered on mere production of boarding pass / bill issued by the travel agent.
31.4. While submitting the TA bills in connection with transfers, copy of transfer
order has to be enclosed.
31.5. In respect of travel relating to enquiries, defence representative and such
other visits, the TA bill should accompany the specific permission of the Competent
Authority / copy of the proceedings along with enquiry officer's / Court's certificate of
attendance.
Officer employee who are eligible to travel by air for attending training/inspection
work/outstation duties etc. are advised to utilise the facility of APEX fare, in case the
said assignment is later cancelled on account of administrative/official exigencies, the
reservation/cancellation charges shall be borne by the Bank.
31.6. In respect of deputation to branches, original relieving letter from the branch
to which the Officer is deputed, containing the following particulars:
a. Date and time of reporting at the branch.
b. Date and time of relief from the branch.

225
c. Place of stay during deputation i.e., whether the Officer has been operating daily
from his permanent residence / head-quarters or staying at the deputed place during
the period of deputation.
d. Particulars of leave availed during the deputation period, if any.
31.7. Wherever proof of journey is not established, the Officer shall be reimbursed
to the extent of Re.0.50 per KM or actual expenses, whichever is less.
31.8. IN RESPECT OF FREIGHT / SHIFTING CHARGES
For reimbursement of expenses for transport of personal effects, receipts issued
by railway/ lorry authorities (way bill) to be produced.
Excepting cash bills, all the other receipts should be stamped for requisite value,
as applicable, bear the signature, full address of the persons issuing the receipts. If
any receipt is issued in any regional or local languages, it should contain English version
for processing the TA bill.
All enclosures to the TA bill, such as journey tickets, vouchers, lorry receipts
etc., shall bear the signature of the Officer on the reverse with name and staff number.
31.9. LODGING EXPENSES:
Claim for Hotel (Lodging) expenses should be supported by bills. The bills
produced for stay in private dwelling / houses etc. should be disallowed and in such
case only eligible HA shall be considered.
31.10. BOARDING EXPENSES:
Claim for Boarding expenses can be made either by submitting bills or on a
declaration basis. Further, when boarding expenses are claimed supported by bills such
bills should give break-up of date-wise expenses for breakfast, lunch, dinner etc. duly
specifying the items consumed. Claims for items purchased in bulk (which are stored
and consumed at a later date / time) shall not be permitted for reimbursement. Claims
for items such as bottles of Holicks, Boost, Soap, Toothpaste, Laundry, Dry Fruits,
Mineral Water etc. shall be disallowed.
Whenever specific permission is given by the Competent Authority for travel by
taxi / higher mode of transport, wherever applicable, such permissions are to be enclosed
to the TA bill.
32. VACATION OF QUARTERS AT TRANSFEROR PLACE:
32.1. An Officer on transfer, shall vacate Bank's quarters within 7 days of the
relief.
32.2. In case, the Officer is not in a position to vacate the quarters within 7 days
of relief, prior permission from the Competent Authority has to be obtained. Retention
of quarters beyond 7 days cannot be claimed as a matter of right. Such requests shall
be examined by the Competent Authority on merits provided satisfactory reasons are
furnished. The decision of the Competent Authority shall be final in such cases.
226
32.3. It may also be noted that granting of permission to shift family and / or
belongings at a later date does not imply permission for retention of quarters at transferor
place. For retention of quarters specific prior permission of the Competent Authority is
necessary.
Note : Whenever permission has been accorded for retention of quarters at
transferor place by the Competent Authority beyond 7 days, such permission shall not
exceed 30 days from the date of relief. Further, in such cases, recovery towards quarters
as per norms shall be effected.
32.4. Whenever Officers are permitted retention of quarters at their last place of
work or stay at third place and they visit such places on official duty, they shall not be
eligible for TA / HA. However, reasonable conveyance expenses, if any, incurred at the
place of stay in connection with official duty, will be reimbursed.
32.5. Failure to vacate the quarters within the time permitted for retention, will
render the Officer to appropriate actions including recovery of market rent etc.
33. RELIEF ON TRANSFER & JOURNEY PERIOD
a. Actual period spent on journey shall alone be treated as journey period. If
the journey is undertaken by circuitous route, notional journey period by shortest
route shall only be permitted.
b. If the journey is undertaken on working days during working hours, journey
period is permissible. In other words, if the travel is undertaken other than on working
days and / or outside working hours, no notional journey period is permissible.
c. If Officers are required to travel in the night / next day morning before
commencement of working hours, they may be relieved a.o.h. on that day.
d. If the Officers are commencing travel during office hours they are to be relieved
sufficiently in advance on the date of travel so that they will have reasonable time to
reach place of stay and commence travel.
e. If the Officers reach place of work / destination during working hours, Senior
Manager / Managers have to insist them to report for duty on the same day during
office hours. This is, however, subject to permitting them reasonable time to reach the
place of stay on arrival. Otherwise, the absence on that day should be treated as joining
time / leave of appropriate category.
f. Public Holidays / Weekly Holidays immediately following the date of relief shall
be excluded for computing either Joining Time or Journey Period but not for both.
g. Officers are required to commence journey immediately on relief by eligible
mode of conveyance.
h. Night travel by bus on the date of relief need not be insisted wherever the
distance between the two places is comparatively more. Only when the distance between
the two places is commutable within one or two hours and frequent transport facilities
are available in such case, the Officers may be insisted for return journey on the same
day.

227
i. If the train facility is available, journey should be commenced immediately on
relief even if it involves night journey.
34. JOINING TIME ON TRANSFER
34.1. An Officer shall be eligible for joining time of 7 days exclusive of the number
of days spent on travel, for joining duty at the transferee place. However, no joining
time shall be permissible in case of local transfers (i.e. in the same city / town including
the areas under urban agglomeration of main centres / within same municipal /
panchayat limits).
34.2. An Officer shall be eligible for joining time when asked to report at the
transferee place on return from leave.
34.3. In calculating the joining time, the day on which the Officer is relieved from
the earlier place shall be excluded. Only public / weekly holidays immediately following
the date of relief shall be excluded in computing the joining time. In other words,
intervening public holidays and weekly holidays shall be included in computing the
joining time.
34.4. Joining time spent at the transferee place shall be treated as on duty.
34.5. Joining time can be availed in two instalments with prior permission from
the Competent Authority, within stipulated time for shifting family and belongings.
34.6. The Officer shall not be eligible for any joining time for temporary transfers
eventhough such transfers are to places other than the Officer's place of permanent
posting.
34.7. When the joining time is availed before reporting at the transferee place,
an Officer shall be eligible to draw the emoluments as applicable to the place of transfer.
35. MID-ACADEMIC YEAR TRANSFER ALLOWANCE:
35.1. An Officer transferred from one place to another, in the middle of an
academic year, i.e. the order issued on or after 1st July of the year, shall be eligible for
an allowance of Rs.1100/- per month provided he has one or more children studying
in school / college in the transferor place. The Mid Academic Year Allowance is payable
from the date when the Officer reports at the transferee place to the end of the academic
year or till the time the children cease studying in the transferor place whichever is
earlier.
35.2. However, in the case of transfers effected on or after 1st July, i.e., in the
middle of an academic year, the Officer having school / college going children /
dependent school / college going family members, may request for retention of quarters
at the transferor place. The same shall be normally considered at the discretion of the
Bank. If permission is accorded by the Competent Authority the same shall be valid
till the end of the academic year or till the children continue to prosecute the studies,

228
35.3. After examinations are over, the Officer is expected to shift the family
immediately. Failure to do so, the Officer shall be liable to reimburse to the Bank full
rent for the quarters, for the period beyond the completion of the academic year till the
vacation of quarters. The Officer should give an undertaking letter to this effect at the
time of requesting for retention of quarters.
35.4. Wherever retention of quarters is permitted, the Officers are not eligible for
mid-academic year transfer allowance.
36. DRAWING ADVANCE TA
An Officer may draw advance TA in connection with the journey on official visits/
transfer, not exceeding the estimated expenditure. For the purpose of drawing the TA
advance, a request in F-119 has to be submitted furnishing details of expenses to be
incurred. However, if the Officer chooses not to avail advance TA before the
commencement of the journey / during the period of deputation / on official duty in
outstation, in such cases, the Officer shall be eligible to seek reimbursement only on
sanctioning of the bill.
Officers who have drawn advance while proceeding on outstation duties, in case
utilize Cancard facility to meet the expenses, the amount of advance which has been
met by utilising Cancard should be remitted to Sundry Assets Advance TA immediately
on reporting for duties.
36.1. ADJUSTMENT OF EXCESS TA ADVANCE
An Officer who has drawn excess amount by way of advance, shall reimburse to
the Bank the excess amount drawn immediately on reporting back for duties. The
forwarding authority should ensure that the excess TA is reimbursed by the Officer.
Further, the forwarding authority is required to certify in the Bill that the Officer has
reimbursed the excess amount. If the Officer employees does not remit the excess TA
advance drawn, the same shall be recovered from the salary for the ensuing month.
36.2. In case any portion of the claim is disallowed, the Officer shall remit the
amount immediately. The representation, if any, shall be forwarded only after the
disallowed portion is reimbursed.
36.3. Failure on the part of the Officer employees to refund the excess TA /
disallowed portion will attract appropriate action including disciplinary action besides
recovery of the same from the salary with clean rate of interest.
36.4. Advance towards conveyance expenses on official duties within the same
city / town is not permissible.
36.5. When an Officer intends to shift family and belongings at a later date,
advance towards expenses estimated in connection with the journey for reporting shall
only be drawn. Advance towards expenses in connection with shifting of family and/
or belongings at a later date shall be drawn at the time of shifting. The Branches/offices
are advised to make a note of the above and disburse only the reasonable estimated
amount.

229
TA ADVANCE DRAWN BY INSPECTING OFFICERS
1. a. Branches shall make payment of Advance TA drawn by Inspecting Officers
during the course of inspection by debiting to SUNDRY ASSETS - TA ADVANCE PAID
TO INSPECTING OFFICERS.
b. Individual account may be opened for each Inspecting Officer who draws
advance Travelling / Halting Allowance.
2. The branch shall, on the
a. Last day of each CALENDAR MONTH and
b. Concluding day of Inspection,
raise a Consolidated BAR covering the advance TA drawn by each of the

Inspecting Officer.
3. The Inspecting Officer/s who is / are conducting Inspection of the branch shall
ensure compliance of the above system of raising consolidated BAR by the branch on
the last day of each of the Calendar month and on the concluding day of Inspection,
thus ensuring NIL balance under "Sundr y Assets - TA ADVANCE DR AWN BY
INPECTING OFFICERS" of the Branch.
4. The team of Inspecting Officers, along with the INSPECTION REPORT, shall
submit a certificate to the respective Regional Inspectorate confirming that the branch
has raised the BAR as per this system and no entry under "SUNDRY ASSETS - TA
ADVANCE DRAWN BY INSPECTING OFFICERS" is pending at the Branch.
Branches shall note that all other procedural aspects of permitting TA advance and
followup of BARs thereof etc., remain unchanged.
(HO Cir.55/97 dated 21.3.1997)
37. SUBMISSION OF BILL / SANCTIONING AUTHORITY

37.1. All Officer employees should submit their TA bills within 15 days of their
resuming duties / reporting at the transferee / parent branch so that the TA advance
drawn do not out stand under Sundry Assets for more than 30 days.
37.2. Where the Officer is unable to submit TA bill within 15 days, for reason
like bills / vouchers / tickets lost / misplaced, goods not received for furnishing Lorry
Receipts / Railway Receipts etc., the Officer has to seek prior permission from the
sanctioning authority within 15 days of resuming duties by explaining the reasons.
Wherever such permission is accorded by the sanctioning authority, a copy of the same
is to be enclosed with the TA bills while submitting to sanctioning authority.

230
GRADE / SCALE TO BE SUBMITTED TO
Direct recruit Prob. Officers (applicable HRM Section / SA Section,
during the period of On the job Training) Inspection Wing /
HOSA Section, H.O.
JMGS - I, MMGS II & III, HRM Section / SA Section,

SMGS IV & V in Circles. Inspection Wing /
HOSA Section, H.O.
TEG Scale VI & VII HOSA Section, H.R. Wing, H.O.
37.3. The bills relating to the following visits are to be submitted to respective
Circles:
a. Recovery, Business Development, Inspection (Pre/Post Sanction visits / Field

work).
b. Court Work.
c. Regular Godown Inspection Visits.
d. Periodical exchanging of Duplicate Keys.
e. Branch Managers Conference.
f. Review Meeting.
g. Enquiry / Investigation / CBI Enquiry etc.
h. Deputation Visits.
i. TA Bills of Sports Persons.
j. Visits relating to preliminary work for Branch Opening.
k. AEOs monthly tour programme / other periodical works.
l. TA bills of Inspecting Officers.
m. Deputation to Branches / Offices at outstation places.
n. Test / Interviews / Valuation, etc.
37.4. The bills in respect of foreign travel, irrespective of grade / scale are to be
submitted to HOSA Section, Personnel Wing, HO, Bangalore.

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38. COMPETENT AUTHORITY:
Grade / Scale Competent Authority
Officers in Scale I to Scale V working Deputy General Manager
in branches / offices in Circle / ID of the Circle
Officers in Scale I / II / III / IV in Assistant General Manager

Head Office HOSA Section, H.O. Bangalore.
Officers in Scale I to V working Deputy General Manager

in Zonal Inspectorate Inspection Wing, H.O.
Officers in Scale V in H.O. / Scale VI General Manager, Personnel Wing,

and VII in Circles / ID / H.O. H.O. / Executive Director / Managing
Director.
39. GENERAL
39.1. Whenever the Officer employees travel by lower mode / class, then
reimbursement of expenses shall be restricted to actual expenses.
39.2. The Officer, if permitted to travel by higher mode of transport (i.e. by air) by
the Competent Authority, shall be eligible for reimbursement of actual expenses. In
such cases, a copy of the permission letter should be submitted along with the TA bill.
In all other cases, if the Officer employee travels by higher / costlier mode, the
reimbursement shall be restricted to the fare by the eligible mode and class of travel by
shortest route or actuals, whichever is less.
39.3. For air or rail travel, a single fare for the Officers shall be reimbursed. As
per CBOSR 1979, there is no provision for payment of fractional fare, deficiency
allowance or breakage allowance.
39.4. For booking / collecting journey tickets i.e. air, train, and other mode of
transport including public transport, no TA / HA / Local conveyance shall be
reimbursed.
39.5. An Officer posted / deputed for outstation duty has to commence the return
journey immediately on completion of the work at the place of visit / deputation /
training etc. The Officer unable to travel by eligible mode and class of travel, has to
commence the return journey by any mode and class of travel, not by costlier mode.
39.6. During outstation duty, an Officer has to stay at the place of work, as far
as possible.
39.7. In the case of transfer, travel by Bank's Car is not permissible.

232
39.8. Officers on official duty at outstation places / Inspection / training if stay
together are advised to use common local conveyance on sharing basis so as to keep
the expenses to the minimum. The reimbursement of conveyance expenses may be
claimed by furnishing the name/s and staff number/s of Officer/s accompanied in local
travel.
39.9. Officers of different scale / grade stay together in a room on sharing basis,
reimbursement of lodging expenses shall be restricted to maximum of the entitlement
of the respective scale/grade in which they are placed. However, bill relating to lodging
should contain the details of names of the co-occupants.
39.10. For postings / training abroad, the entitlement for travel and other
expenses, wherever permitted by the Competent Authority, shall be informed to the
individual Officer at the time of such postings.
39.11. The Officers, in their own interest, are advised to retain a photocopy of
the bills/vouchers submitted along with TA bills till the sanction proceedings are received.
39.12. Travelling expenses comprise of a sizable segment of our establishment

charges. Hence, it is necessary to ensure that travelling on duty is undertaken only
where an exigency of Bank's business exists. Travelling on duty by Officers should be
undertaken only where the tour programme is permitted by the immediate superior to
the Officer, not below the rank of Divisional Manager. In the case of Officers in Zonal
Inspectorate, travel should be undertaken as per the programme given by the Inspection
Wing.
39.13. The Officers are advised to go through the Circular and adhere to the
Regulations and the guidances thereto. While submitting the TA bills, all relevant /
supported vouchers / bills / receipts / copy of the permission obtained from the
Competent Authority, wherever necessary, should invariably be enclosed which will
facilitate processing of the bills quickly by the sanctioning authorities. Compliance of
the instructions contained in the Circular will result in avoiding raising queries / seeking
clarifications etc, besides clearing off the entries in the books of the Bank relating to
advances drawn.

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ANNEXURE - I
PROFORMA OF DECLARATION TO BE SUBMITTED BY THE OFFICERS FOR

JOURNEY BY TRAIN
From : To :
Name CANARA BANK
Staff No. HRM Section /
Branch / Office SA Section Insp. Wing HO /
HOSA Section HO.
Circle Office
..........................................................
Sub : Particulars of Tickets relating to Train journey undertaken in

connection with............................................................................
(Mention the purpose of visit)
a. Train Number and Name of the Train :
b. Ticket Number and PNR No. if any :
c. Date of Journey and Class of Travel :
d. Date of purchase & place of issue :
e. Fare including reservation charges :
f. Destination :
g. No of persons travelled :
PLACE :
DATE : SIGNATURE

234
ANNEXURE - II
CANARA BANK
Circle Office :................................
Ref No : Date :
Permission to operate from the place of work or from third place to the deputed
place.
1. Name :
2. Staff No. & Designation :
3. Branch / Office :
4. Deputed to :
5. Permitted to operate from:
6. a. Whether lodging facility is available at the
deputed place :
b. When lodging facility is available reason for
permitting to operate from the place of work /
third place :
7. Whether places are directly connected by train / bus :
8. If not, other mode of conveyance available to reach
the place :
9. Where no train / bus available, what is the reasonable /
actual one way fare charged from deputed place to the
place of operation by the following mode per KM :
a. Share Trekker
b. Share Taxi
c. Cycle Rickshaw
d. Rickshaw
e. Other mode, if any
DIVISIONAL MANAGER

235
ANNEXURE - III
From : To :
Name The Deputy General Manager
Staff No CANARA BANK
Branch / Office HRM Section /
SA Sec. Inspection Wing, H.O. /
Circle Office..............................
The AGM / General Manager
CANARA BANK
HOSA Section, Head Office
B A N G A L O R E.
Through
The Senior Manager / Manager

CANARA BANK
........................Branch / Office
Dear Sir,
Sub : CBOSR 1979 - Regulation 42 (4) - HA during the period of taking
over charge on transfer.
Ref : Proceedings of General Manager
1. Date of relief from the transferor Branch / Office :
2. Date of arrival at the transferee place :
3. Date of reporting at the transferee branch/office :
4. Date of providing quarters :
5. Whether, involved in the process of taking over charge?
If so, : From: To: No. of days:
6. Leave availed, if any :
Yours faithfully,
DATE : SIGNATURE OF THE OFFICER

It is hereby certified that the information furnished in column No. 3, 4, 5 & 6 above
are correct. Forwarded to HRM Sec. Circle Office / SA Sec. Inspection Wing / HOSA Section,
Personnel Wing, Head Office, Bangalore.
Senior Manager / Manager

236
LFC RULES FOR OFFICERS
( HO CIR : 320/91, 178/93, 356/2006, 211/2010 )
ELIGIBILITY
1. Every officer, including a probationary officer, after completion of eleven months
of active service becomes entitled to avail leave fare concession facility for self / family
to visit :
(A) Home town
(B) Any place in India within the block.
2. Officers on contract are not eligible for LFC facility.
BLOCK
1. An LFC block consists of four years duration and is divided into two sub-blocks
of 2 years each.
2. In a LFC block of 4 years, an officer alongwith his eligible family members is

eligible to avail LFC to visit Home town/Native place or Place of Domicile (in lieu of
native place) ONCE in a sub block of 2 years each by the Shortest Route.
3. Alternately, in a 4 year block, in one sub block of 2 years, the officer may avail
LFC to go to native place/home town or place of domicile (in lieu of native place) by
shortest route and in the other sub block of 2 years, they may avail LFC to go to any
place in India by Shortest Route.
4. The position is explained as follows : ie. An officer may
A. Go to home town/native place/place of domicile in lieu of native place-Twice

in four years - in every sub block of two years - both by shortest route.
B. Go to home town/native place/place of domicile in lieu of native place, Once

in a sub-block of two years & to any other place in India in the next sub-block of two
years-both by shortest route.
COMMENCEMENT OF LFC BLOCK
1. NEW RECRUITS
A. The LFC block commences from the date of joining the service of the bank/
appointment/recruitment.
B. LFC can be availed only after 11 months of active service.

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2. PROMOTEE OFFICERS
A. The 4 year block in officers cadre will commence after the expiry of the
current LFC block (which commenced before the date of promotion to officers cadre)
for which he has availed LFC as a Workmen employee.
B. In case the promotee officer has not availed LFC for the current block of LFC
or which commenced before the date of promotion to Officers cadre , he has the
following two options:
1. Avail LFC under workmens entitlement for the current block, as if he is a

workmen employee for all purposes (LFC block, entitlement etc. ).
2. Surrender LFC as a workmen employee and avail under entitlement as an

officer employee of the Bank. In such cases, the four year LFC block in the officers
cadre will commence from the date of promotion to officers cadre.
ENCASHMENT BLOCK
The encashment block will run concurrently with that of the LFC block.
AVAILMENT OF BLOCK
1. If the officer is working in Hometown, the officer can avail LFC only once in
FOUR YEARS.
2. If the officer is working in a place other than the home town, the OFFICER
can avail LFC
A) to visit home town in both the blocks or
B) avail to visit any place in the first two year block and home town in the second
two year block and vice-versa.
ELIGIBILITY FOR FEMALE OFFICER EMPLOYEES
1. Unmarried female officer employees : Unmarried female officer employees
can avail LFC with parents, brothers and sisters who are wholly dependent on her
and who are ordinarily residing with her.
2. Married female officer employees : Married female officer employees can

avail LFC with spouse,dependent children, either dependent parents or parents-
in-law, but not both.
3. FEMALE EMPLOYEE AND SPOUSE EMPLOYED IN THE SAME BANK:
A. Husbands block will be considered for LFC purposes. Wifes LFC term will
run concurrently with that of her husband.

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B. A married female employee can use her own block (in her own right) to claim
LFC for self and for her parents or parents-in-law.
4. OPTION AVAILABLE FOR FEMALE MARRIED EMPLOYEES :
Married female officer employees can opt to claim LFC as follows :
A. Female officer employee can claim for self and wholly dependent parents while
her husband will claim for self, his children, his parents, brothers, sisters OR
B. Husband of the female officer employee will claim for self,spouse, their
children and his wholly dependent parents,brothers and sisters.
If the option(B) is exercised, the married female officer employees parents are
not eligible.
5. The calculation of eligible amount under LFC is as follows :
Husbands eligibility or wifes eligibility-whichever is beneficial will be considered.
6. Married female officer employee can avail encashment facility once in 4 years.
Encashment block will run concurrently with that of her husband.
DEFINITIONS
A. SHORTEST ROUTE
1. Officers eligible for AIR travel : A. If the place of work and destination/native
place are directly connected by AIR :
Air travel by flight directly connected between place of work and destination/native
place will be shortest route. If place of work and place of destination/native place
are not directly connected by Air , the shortest route is the SHORTEST ROUTE by
train.
Note:
i) If the place of work and destination are not directly connected by air a reasonable
deviation to get the air facility will be permitted provided the sanctioning authority is
satisfied with the reasonableness of the deviation.
ii) A. In case there is a AIRLINK from the place of work to place enroute destination
or B. Airlink is available from a place (enroute destination) to destination, the officer
may travel by AIR between places connected by air by SHORTEST ROUTE.
2. Officers are not eligible for Air Travel :
The shortest route would be shortest route by train from place of work to place
of destination .

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B. Definition of Family (HO Cir 342/2015):
For the purpose of medical facilities and for the purpose of leave fare concession,
the expression family? of an employee shall mean
a) the employee's spouse, wholly dependent unmarried children (including step

children 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
b) The term wholly dependent family member shall mean such member of the
family having a monthly income not exceeding Rs 10,000/- p.m. If the income of one
of the parents exceeds Rs 10,000/- p.m. or the aggregate income of both the parents
exceeds Rs 10,000/- p.m., both the parents shall not be considered as wholly dependent
on the officer employee.
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/parentsin-law
are wholly dependent on her.
Note: For the purpose of medical expenses reimbursement scheme, for all employees,
any two of the dependent parents/ parents-in-law shall be covered.
C. DESTINATIONS - DIFFERENT
1. The exact place of visit of Officers and eligible family members could be different
when the LFC availed is to go to ANY PLACE IN INDIA.
2. FAMILY members may visit some place and officers may visit some other place.
3. The entitlement for the purpose of reimbursement will be calculated

independently.
NOTE
1. Whenever LFC is availed by family members and Officers independently, the sub-
lock/block for which the LFC is availed by the officer and family must be the same.
i.e. LFC availed by officer To Go To native place in a sub block-the family

members should also avail LFC To Go To Native place only. The family members in
the above example should not avail LFC to go to any place in India.
2. Whenever LFC is availed by officer and eligible family members on different

dates,the facility of travelling by own car/taxi will not be available TWICE.

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In such cases, if the members of family travel separately by road, the entitlement
will be ACTUAL FARE OR FIRST CLASS RAIL FARE FOR THE DISTANCE whichever
is lower.
3. Family members are free to avail (A) LFC prior to or (B) at a later date but
within the sub-block/block.
4. Prior permission for family availing LFC independently must be obtained.
5. Return journey by family should be completed within 4 months from the date
of undertaking onward journey.
6. If LFC availed together, return journey by family : If they are unable to complete
journey,the same should be completed within 4 months from the date of officer
rejoining duty. Advance for return journey, if permitted earlier, to be recovered.
D. LEAVE
1. LFC may be availed by proceeding on
a. Casual Leave / b. Privilege Leave / c. Sick Leave / d. Extra ordinary leave

on Loss of Pay on medical grounds (when no other category of leave is available) / e.
Special leave for Mountaineering/Trekking / f. Maternity Leave.
2. LFC cannot be availed on
a. Duty Leave b. Joining Time leave c. Any public Holidays

Note:
OFFICERS IN TEG/SMG
1.Officers in Top Executive Grade and Senior Management Grade scales may travel
by taxi between places not connected by AIR or RAIL.
2. The distance in such cases should not exceed 500 kms.
3.If the major part of the distance could be covered by RAIL or AIR then, only the
rest of the distance would only normally be permitted to be covered by Taxi,in the above
cases.
4. Actual reasonable taxi charges at the rates permitted by the competent

authority from time to time for one way for actual travel will only be reimbursed.
E. ENTITLEMENT
B. OFFICERS IN JMG / MMGS
1. W.e.f. 1st May 2010, an officer in JMG Scale-I while availing LFC will be entitled
to travel by Air in the lowest fare economy class in which case the reimbursement will

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be the actual fare or the fare applicable to AC Ist Class fare by train for the distance
travelled which ever is less. Same rule applies for officers in MMGS - II & III while availing
LFC where the distance is less than 1000 kms.
2. They are eligible to travel by I-Class by train or II-Class A/c sleeper, if the route
is direct, shortest.
3. If the journey is undertaken by different/lower modes and class of travel or by

circuitious route, the entitlement will be calculated taking into account only I-Class
fare.
4. If the part of such a journey is covered by II-Class A/c Sleeper by shortest route,
reimbursement of differential fare between I-Class by train and II class A/c sleeper will
be made for that part of the journey in addition to their entitlement of I-class Rail Fare.
To claim AC II tier fare, the Officer should have actually travelled AC II tier.
5. Officers working in Andaman & Nicobar Islands :
Eligible for travel by Air-May undertake travel by Air between Portblair and
Chennai / Kolkata and vice versa.
6. ENTITLEMENT FOR CHILDREN :
A. In case of Officers not eligible for travel by AIR

AGE OF CHILDREN ENTITLEMENT
I. For children below 5 years Nil
II. 5 Years and Above but less than 12 years 1/2 of the entitlement of the officer
B. In case of Officers eligible for travel by AIR
AGE OF CHILDREN ENTITLEMENT

I. IF THEY TRAVEL BY AIR 10% of the charge levied by IA for adults
Children below 2 years or actuals whichever is less is reimbursed
Children above 2 years but below 50% of the charge levied by IA for adults
12 years or actuals whichever is less is reimbursed
II. IF THEY DO NOT TRAVEL BY AIR 10% or 50% of the Fare Normally Charged
for adult member will be taken into
consideration for reimbursement

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C. The Reimbursement for other mode of transport for children normally is as per
chart given herebelow :
REIMBURSEMENT FOR CHILDREN :
Mode Less than 5 years 5 years and above 12 Years and above
of Travel but below 12 years
TRAIN Nil Actual fare Actual fare
BUS Actual fare Actual fare Actual fare
SHIP Actual fare incurred for Actual fare for Actual fare
full adult/eligible full adult/eligible
class of fare whichever class of fare
is less whichever is less
7. ENTITLEMENT FOR FAMILY MEMBERS RESIDING AT A PLACE OTHER

THAN THE PLACE OF WORK
Whenever LFC is availed by both to go to ANY PLACE in India or NATIVE PLACE,
the entitlement for eligible family members who are not staying with the officer shall be
(A) or (B) whichever is lower :
A. Entitlement by eligible mode and class of travel:
i. From the place of work of the officer to the exact place of destination/place
of visit or native place by shortest route.
ii. From the place of stay of the eligible family members to the exact place of
destination/place of visit or native place by shortest route.
B. LFC under LFC TO GO TO NATIVE PLACE
LFC to go to Native Place may be availed for the following :
I. i. Travel from place of work of the officer to the Native place and back.
ii. LFC may be availed independently by the family and the officer.
iii. Such LFC should be availed within the sub-block/block concerned.
II. LFC by the eligible family members of the officer who are staying at Native Place
For travel from native place to the place of work of the officer and back, provided
the officer accompanies the family members either on onward journey or return journey
by availing LFC.
III. LFC by children of the officers who are left behind at the Transferor place for
continuing their studies :

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For travel from place where children continue to study to Native place of the officer
or to the place where the officer is working.
8. CHANGE IN PLACE OF DESTINATION
1. Claim for reimbursement of fare incurred will be rejected, if an officer fails to
touch the exact place of destination for which he is permitted LFC.
2. If the officer could not visit the exact place of destination due to unavoidable
reasons/circumstances, the officer may be permitted to change the destination.
3. Request for such a change should be made to the LFC Sanctioning Authority
on or before the submission of the bill.
9. CANCELLATION
1. LFC permitted should normally be availed.
2. If the officer could not avail the sanctioned LFC due to unavoidable
circumstances, the officer has to take up the matter with HRM Section of the Circle
Office, concerned.
3. LFC permitted will be treated as not availed and the officer be permitted to
avail LFC at a later date but within the same block/sub block if
I. The advance drawn is paid back within 7 days from the date of drawal OR
II. If tickets were purchased out of the advance, then the advance is returned within
7 days from the date of cancellation of the tickets.
10. REIMBURSEMENT
A. Officers are free to travel by any route, mode and class of travel by approved
mode of transport. Reimbursement amount is calculated on the basis of the eligible
class fare for place of visit viz. , HOME TOWN or ANY PLACE in India.
B. There is no restriction on the distance travelled.
C. Reimbursement is restricted to actual fare incurred or entitlement by mode
and class of travel entitled to travel by shortest route from place of work to destination/
native place/place of domicile in lieu of native place and return as the case may be
whichever is lower.
D. Members can travel in a lower class than the class for which they are eligible,
to keep the claim within the overall eligibility.
E. If the place of destination is not accessible by train/air as per eligibility, the
officer will be free to travel by other means of transport. Such distance will be notionally
taken as if covered by road and reimbursement will be restricted to the extent of
entitlement by the eligible mode and class of travel or actual fare incurred, whichever is
lower.

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F. Officer to indicate place of destination in the application while applying for LEAVE
FARE CONCESSION.
G. Officer is free to travel by any mode and class of approved mode of
transport :
1. Bus 2. Train 3. Air 4. Taxi 5. Private Car
6. Own car 7. Ship 8. Tata Sumo
( Tata Sumo should have been registered as TAXI. & Persons undertaking LFC
should be five or more ie. Employee plus four or more dependent family members).
H. An officer is prohibited to travel on LFC by 1. Two wheeler 2. Own two wheeler
3. Autorickshaws
I. Reimbursement of fare will be made to the extent of the lower of the two
mentioned herebelow: 1. Actual fare incurred under LFC journey (or) 2. Entitlement by
shorterst route from place of work of the officer to the exact place of destination (indicated
by the officer in the LFC application form) by mode and class of travel to which the
officer is eligible.
NOTE :
Helicopter travel, provided by some State Tourism Development Corporation will
not be treated as Air Link Between Two places and expenses incurred by such journey
will be restricted to the entitlement calculated by the shortest route between such places.
J. LFC BY SPECIFIC VEHICLES :
1. PRIVATE CAR/TOURIST TAXI
I. Application for LFC should mention about travel by Tourist Taxi/Car
II. Reimbursement will be the lowest of the following :
A. Reimbursement made at the rate per kilometre decided by the Board
for use of own car for official work OR
B. Entitlement as per eligible mode and class of Travel OR
C. Actual expenses incurred for Petrol/Diesel and Oil.
III. Drivers Bata and Waiting Charges will not be reimbursed.
2. VAN
I. Application for LFC should mention about the travel by Van.
II. Matador Van is a registered Taxi.
III. In case LFC journey is undertaken by an Officer by Matador Van, entitlement
fare shall be subject to reasonable one way taxi fare which shall be reimbursed.

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3. BY OWN CAR
I. Application for LFC should mention about the travel by own car
II. The car should be registered in the name of the officer availing LFC or in the
name of his spouse.
III. Petrol Bills for proof of travel is to be submitted.
IV. Reimbursement is restricted to the lower of the two
i. Reimbursement is restricted to the extent of entitlement by eligible mode
and class of travel (or)
ii. At the rate per kilometer decided by the Board of Directors from time
to time for use of own car for Official Work.
V. Drivers Batta will not be reimbursed.
4. BY FERRY BOAT/CAMEL/PONY
I. Permitted to places not connected by any other mode of travel, especially
Hilly Regions.
II. Reimbursement shall be restricted to the least of the following: A. Actual
charges as evidenced by a stamped receipt B. Maximum as fixed from time to time on
paise per kilometre basis.
III. Evidence of travel must be produced.

IV. Claim should be within the overall limit of the officer
5. LOCAL SIGHT SEEING BY TOURIST BUSES
I. Local sight seeing charges are not reimbursable.
II. In Major Indian cities of Ahmedabad, Bombay, Bangalore, Calcutta, Delhi,
Hyderabad and Chennai, the expenses incurred for local sight seeing for visit on a
single day and for one occasion will be reimbursed if the following conditions are satisfied
i. Travel is undertaken by ITDC/State Tourism Development Corporation/
State Transport Corporation Bus
ii. Such expenses come within the overall entitlement of the Officer
6. LOCAL CONVEYANCE
Local conveyance expenses incurred at intermediatory places : ie. Travel from
Airport to Bus station/railway station or from one bus station/railway station to another
bus station/railway station/airport from where the Officers are going to board and
continue their LFC journey will be reimbursed, provided

246
i) Such type of local conveyance is incurred for continuation of journey and the
officers board the next available transport.
ii) Such reimbursement is permissible if it comes within the entitlement
iii) Other local conveyance incurred : Other than the one incurred for travel from
residence to board the conveyance and vice-versa (for commencement of LFC and
completion of LFC) will not be eligible for reimbursement under LFC.
NOTE : A. The reimbursement of LFC is restricted to actual bills as
above or the overall eligible fare whichever is less.
B. The following are reimbursed over and above the entitlement :
i) Reservation charges/superfast charges/sleeper charges/
reasonable service charges for booking tickets (against Both for
Production of receipts ) ONWARD &
Booking of Air-tickets of Indian Airlines: (where there RETURN
is no local office) booking agents reasonable service JOURNEY
charges - Supported by bills and vouchers
ii) Local conveyance
The travel from residence to the Airport/Railway Station/Bus Station and vice-
versa can be claimed subject to
A maximum of Rs. 50/- per LFC per eligible member in the case of Officers eligible
to travel by AIR. B. Maximum of Rs. 25/- per LFC per eligible member in the case of
others. C. Officers in Middle Management Grade Scale-II and III are eligible for
local conveyance expenses incurred subject to a maximum of Rs. 50/- Per LFC per
eligible member only when they are eligible for travel by Air (where the distance to be
travelled is more than 1000 kms)
This reimbursement is over and above the normal entitlement.
C. LFC & CHILDREN OF THE OFFICER EMPLOYEES :
I. TRAVEL BY BUS :
Children below the age of 12 years, if conductor charges full fare, reimbursement
ing :
i) Bus fare incurred
ii) Paise per kilometre as fixed from time to time iii) Entitlement of Officer for
self
II. TRAVEL BY AIR :
Officers who are not eligible for travel by Air where the destination is
not accessible by train/steamer and the officer undertakes journey by AIR alongwith
Children, the expenses incurred for children who in the normal course are not eligible
for any fare, will be reimbursed at the least of the following :

247
i. At the rate per kilometre as fixed from time to time
ii. Entitlement of the officer for self iii. Actual expenses
GENERAL
Where children are not entitled for any fare, but the officer incurs fare for travel,
the same will be reimbursed provided it comes within the overall entitlement on the
basis of treating the family as a Unit.
D. TRAVEL BY RAJDHANI/SHATABDHI EXPRESS:
Fare paid without going into the aspect of supply of food, will be reimbursed
provided it is within the entitlement.
For the purpose of reimbursement of LFC expenses incurred, entitlement
for onward & Return journey will be combined.
COMMENCEMENT OF JOURNEY
1. Journey under LFC should be commenced on or before the expiry period
of the LFC block. Leave may commence even after the expiry of the block.
2. The onward and return journey should be within four months from the date of
commencement of the journey.
3. After the commencement of journey, the member or dependents can touch
the place of work but should not stay overnight in the place of work, when it is
deemed that his/her LFC has come to an end.
DEPENDENTS TR AVEL
1. Officers can avail LFC for self and their dependents separately within the
Block. Officers can now avail LFC for self, and for the dependents at a later date
or vice-versa within the currency of the block.
2. Officers and dependents may travel on two different dates and to two
different destinations but eligibility is restricted to the farthest place of visit by the
shortest route for self and dependent. In case of dependents, the travel should be
either from the place of work of the officer, or from the place of home town only.
3. The officer should inform the sanctioning authority about the separate
travel by the dependent at the time of availing LFC.
HOME TOWN
Reimbursement is restricted to the least of the following :
A. From place of work by direct/shortest route to his/her home town (or)
B. Actual Claim

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ADVANCE PAYMENT
1. Advance may be permitted but only after the sanction is received.
2. Advance may be permitted for self and eligible family members after obtaining
request letter (TA/LFC advance form).
3. Officer to produce the tickets i. Within seven days from the date of drawing the
advance (OR) ii.Before commencement of journey, whichever is early
4. On producing the onward journey tickets, advance may be permitted to the
extent of entitlement without restrictions to the officer concerned.
5. In case of travel by conducted tours, advance towards onward and return
journey may be made available before availing LFC itself-without going into the
aspect of production of onward journey tickets.
6. Advance for onward journey may be permitted 30 days prior to the date of
commencement of leave for LFC.
7. If advance is required earlier to 30 days, the employee/officer should
specifically request circle office and only after obtaining prior permission from HRM
Section,Circle office concerned,the advance shall be permitted.
8. Advance for return journey may be permitted to the extent of production of
tickets purchased for onward journey subject to entitlement.
9. In case of travel by taxi too,the return journey fare may be reimbursed.
10. i. In case eligible family members avail LFC before or after the officer himself
avails LFC for self, appropriate advance towards onward journey may be permitted
but after obtaining an undertaking from the officer to the effect that he would produce
evidence for travel within 30 days from the date of permitting the advance.
ii. Advance towards Return Journey fare may also be permitted but after
producing the tickets purchased for onward journey to the Bank not later than 30
days from the date of permitting the advance for onward journey.
11. In the case of eligible family members undertaking return journey at a later
date but within four months from the date of onward journey, advance for onward
journey only will be permitted initially.
12. Advance for return journey in their cases will be permitted 30 days before
their undertaking return journey.
13. FAMILY AS A UNIT
i. Whenever LFC is availed by the Officer and eligible family members to the
same place of destination/visit,for the purpose of reimbursement, entitlement for all
eligible family members shall be combined.

249
ii. Entitlement will be computed by taking family as a unit and reimbursement
of fare incurred will be permitted to the extent of least of the following :
a) Total fare incurred OR b) Entitlement for family as a unit
iii.For computing entitlement for family as a unit the Officer and eligible family
members may travel by a different mode and class of travel and also by a different
route. The exact place of destination should be the same and all members of family
and the officer should avail LFC together that too within the leave period of the officer.
14. EXPENSES NOT ELIGBILE FOR REIMBURSEMENT UNDER LFC
A. Local sight seeing expenses within city/centre
B. Local transportation charges enroute
C. Porterage/coolie charges
D. Travel agent booking charges
15. SUBMISSION OF BILLS
A. The LFC bill should be submitted within 7 days from the date of rejoining
duty.
B. In case of dependents, if they undertake travel at a later date without the
officer concerned then the bill should be submitted within ten days of their return.
C. In case the LFC claim happens to be less than the advance drawn,the advance
drawn in excess of the claim should be remitted by the officer employee concerned,
immediately on rejoining duty. A certificate to this effect should be given in the LFC
bill itself by the Senior Manager/Manager incharge of the branch.
D. If the officer is unable to reimburse the excess advance drawn while
submitting the bill, a report to be made to circle office while forwarding the BILL.
E. Such an excess advance should be however recovered from the salary payable
for the current month, even though report has been made to HRM Section of circle
office.
F. DESPATCH OF LFC BILLS
i. LFC bill should be sent by registered post in the case of outstation branch
and
ii. By Local delivery in the case of local branches
iii. Obtain acknowledgement from the HRM Section for sending the bill by local
delivery.
iv. Preserve acknowledgement obtained from HRM Section safely until the Bill is
sanctioned, if the bill is sent by local delivery.

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PROOF OF JOURNEY
SL.No MODE OF TRAVEL DOCUMENTS TO BE SUBMITTED
1 Train Complete details of Train numbers,name of Train,

PNR numbers & date travelled, date purchased,
issued station,amount of train fare with breakup
details, destination, number of persons travelled
(in combined ticket), class of travel,excess
of fare paid etc.
2 Bus All the original tickets evidencing travel
3 Air Original air ticket
4 Travel by Stamped receipt containing details like names &

Registered Address of vehicle owner exact destination,
Taxi distance covered,period of journey, places
visited withorder of visit, registration number of
vehicle amount paid,drivers batta Charges, night
halt charges, number of persons travelled
5 Travel by Officers declaration giving the following details
own car of travel by own car like registration number of
the vehicle, exact destination, distance travelled,
Period of journey, places visited with dates in the
order of visit, type of vehicle with engine capacity
6 Travel by Officers declaration giving the details of travel
private Car by private car like the details listed in (5) above
along with petrol bills in respect of expenses
incurred for petrol/diesel and oil
7 Travel by Ticket/receipt issued should contain registration
bus-operated Number of the bus, if full particulars are not
by private available in the ticket, a declaration with
travel agency details like date of journey, issuing station,
destination, number of seats occupied, charges per
seat, total amount paid and registration number
of the bus.

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8. CIRCULAR TOUR
I. BY TRAIN :
The consolidated money receipt issued by the railway authorities OR the xerox
copy of the ticket evidencing Circular Tour.
II. BY BUS :
A. Officers are permitted to undertake LFC travel by conducted tours
conducted by travel agents.
B. The conducted tours must be conducted by approved/reputed travel agents.
C. The tickets should clearly indicate the details of fare and distance travelled,
charges for lodging/boarding, charges for guide, Bus number, date of undertaking
journey, permit number, distance covered for local conveyance and amount paid
towards darshan fee/entry fee included in the Bill.
D. Reimbursement will be only towards fare, provided it is within the entitlement
by eligible mode and class travel as per guidelines in force from place of work to the
exact place of destination indicated by the officer and Return.
E. Even for conducted tours,the exact place/destination should be mentioned
by the Officers availing LFC.
F. Travel by conducted tours organised by private agencies/persons will not
be eligible for reimbursement.
G. A copy of the permit obtained from Regional Transport Authority alongwith
the list of passengers travelled should be submitted.
H. The officer should submit the list of places visited with dates of visit in the
order of visit.
III. BY GOVT. AGENCIES/UNDERTAKING /GOVT. AUTHORISED TOURIST
OPERATORS:
A. A stamped receipt issued by the appropriate authorities conducting the
circular tour.
B. A certificate from the appropriate authorities conducting the circular tour
covering all relevant facts like distance covered, place visited, actual cost of travel, actual
cost of boarding and lodging involved and details of any other miscellaneous expenses
involved and included in the receipt.
C. A list of the persons travelled under the Circular tour programme.
NOTE :
1. Xerox copy of air ticket/computerised boarding passes containing names
or certificates from travel agents are not acceptable.

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2. If original air ticket is lost/misplaces/surrendered for part cancellation, a
certificate of Travel from the concerned Airlines is to be submitted.
3. Officer, if he travels by own car, he has to produce petrol bills bearing his
car number from the place of his final visit and from other centres.
4. If there is no petrol bunk at the place of destination / native place, petrol
bills for having touched the nearest place may be produced.
5.Proof of visit to native place :
i. Based on the mode of travel, the officer has to produce proof of having touched
the native place/place of domicile/place of destination. Otherwise the entire claim
will be rejected.
ii. If the native place/place of domicile/destination is not accessible by
approved mode of transport viz. ,Steamer, air,bus, rail, the officer may submit proof
of travel having touched the nearest place to native place/place of domicile/
place of destination and also furnish a declaration in confirmation of having touched
his native place/place of domicile/place of destination.
GENER AL ASPECTS
1. 30 DAYS NOTICE should be normally given for availing LFC.
2. LFC if sought to be availed on Sick Leave or Casual Leave, 30 days notice will
not be insisted. But prior sanction is a must.
3. LFC availed on medical grounds, certificate from Doctor should insist on
change of place/weather.
4. LFC is treated as availed, once onward journey is commenced.
5. LFC if availed by family members and officers independently, return journey
should be completed within 4 months from the date of undertaking onward
journey by them.
6. Prior pemission necessary for officer for his family members availing LFC
prior to/after the officer himself availing LFC for self.
7. Non availing of LFC by officer for self is not a bar for his family members availing
LFC in a particular block/sub-block.
8. If family members do not undertake either onward journey or return journey
or they do not produce proof of onward as well as return journey, their claim will
not be considered even to the extent of one way Journey Fare/Proof of Journey
established.
9. SPOUSE if employed in our Bank, the Officer is entitled to avail LFC for self
and his eligible family members

253
Either under his/her entitlement or Under entitlement of his/her spouse But not
under both.
10. LFC availed to go to native place block/sub-block.
Officers are not permitted to operate after touching the native place. And also from
the place of work after the Return Journey. Expenses incurred for operating from
Native place/place of work will be rejected.
11. LFC availed to go to any place in India :
Officers are free to operate from destination or third place but not from place of
work.
If while availing LFC, officers are forced to touch/return the place of work due to
unavoidable reasons, fare incurred for LFC JOURNEY undertaken subsequent to
touching place of work/stay at place of work will be considered depending on merits
of individual cases.
12. Officer availing LFC will, if he/she so requests be advanced any salary falling
due during his/her leave period.
Such advance payment of salary (salary means the normal net take home salary)
shall be made on the date of relief.
Payment of advance salary shall be by debiting Sundry Assets-Sundry Debtors
and the same to be adjusted on payment of regular salary for the month on the due
date of salary.
13. LFC claim which is not bonafide will be treated as gross misconduct.
It attracts Disciplinary action.
If established, liable for imposition of appropriate punishment, including
dismissal from the services of the Bank.
PHYSICALLY HANDICAPPED OFFICER EMPLOYEES
Such an officer drawing permanent allowance for their disability are eligible
to take one companion alongwith them when they avail LFC alone (without family/
dependent).
CHANGE OF HOME TOWN
Officers are eligible to change the place of domicile once in their service. For
female officer employees, the place of Home town changes to that of her husband
immediately after marriage. Change of home town could be for any of the following
places:
1. The officer requires his / her physical presence for discharging various
domestic and social obligations and if so,the member has been visiting that place
frequently.

254
2 . The officer owns residential property in the place if he/she is a member of a
joint family having such a property there.
3. His/her near relatives are permanently residing there.
4. Prior to this service, the officer had been living there for some years.
The officer should forward his/her request for change of place of domicile through
the Regional/Divisional office with their recommendations to Circle Office.
Only circle office can permit change of place of domicile. Future LFC for home town
could be availed to go to this changed place only.
TRAVEL OUTSIDE INDIA
Officers can visit place outside India. In such cases, the reimbursement is
restricted to travel upto the last place of visit within Indian Border by direct/shortest
route in the eligible Mode and class of travel or actual claim amount whichever is less.
It is not necessary that the Officer should touch such a last place/town in India,
during his leaving India for Foreign Travel. But entitlement shall be calculated upto
the last point in India enroute abroad by eligible mode of travel and class.
LFC-SHIFTING OF FAMILY
In case of officers, who have shifted their family to the place of work on transfer
and subsequently shifted them to the native place/third place for personal reasons,
the family members will not be eligible to visit the officers place of work either under
LFC to go to native place or under LFC to go to any place in India. However, they will
be eligible to visit a third place under LFC to go to any other place in India and their
entitlement will be in terms of LFC rules (Ho. Cir : 178/93). LFC rules modification -
HO CIR 178/93 dt: 01/06/1993. Consolidated circular on LFC for officers HO CIR:
320/91 dt: 16/09/91.
PRIVILEGE LEAVE ENCASHMENT
ELIGIBILITY
A. Encashment block will run concurrently with LFC block.
B. Once in a block of 4 years, or sub-block of 2 years, PL encashment can be availed
by Officers
C. Maximum encashment :
i) 30 days Privilege Leave while availing LFC in a 4 year block (or)
ii) A maximum of 15 days Privilege leave while encashing LFC in a 2 year block
COMMENCEMENT OF PL ENCASHMENT BLOCK
1. DIRECT RECRUITS
Encashment block will commence from the date of appointment.

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2. PROMOTEE OFFICERS
A. 4 Year PL encashment Block or 2 year encashment block will commence after
the expiry of the current block (which commenced before promotion to officers cadre
for which he availed PL encashment asa workman employee).
B. Those who have not availed PL encashment facility as a workmen employee
for the block commenced before promotion to officers cadre, the 4 years PL encashment
block or 2 year Encashment block will commence from the date of promotion to officers
cadre.
GENERAL :
1. PL may be encashed while availing LFC by proceeding on Casual Leave/
PL/Sick leave/Special leave for Mountaineering/Maternity Leave.
2. Prior sanction from sanctioning authority is a must.
3. Salary payable as on the date of relief for proceeding on leave with LFC will be
the basis for disbursing PL encashment.
4. 30 Days shall be taken as a month for encashment purposes.
5. For the purpose of encashment of PL, Basic pay + DA + CCA + PQA + HRA and
such other allowances which are permanent in nature and payable for the month
shall be admissible. It is calculated as on the date of relief for availing LFC.
6. Officers residing in Quarters, Notional HRA at the place of work without reference
to the rent paid receips (minimum HRA) shall be taken into account for the purposes
of PL encashment.
7. Personal allowance, if any, paid shall also be taken into account.
8. Encashment may be calculated and paid one week prior to the commencement
of LFC/journey.
9. Encashment is treated as having been availed as on the date of
commencement of Onward journey under LFC.
10. PL encashment is allowed only when officer avails LFC for self and not at the
time when the dependents travel.
11. If LFC journey is not established and LFC claim is not sanctioned, he cannot
be permitted to encash the privilege leave and the same is to be recovered.
12. If LFC bill is rejected for technical reasons, amount disbursed towards leave
encashment need not be recovered as LFC is treated as availed.
Deduction of Tax at Source - SALARIES LFC TAX EXEMPTION
Rule 2B of the IT Act 1961 with reference to section 10(5) has been amended by
the government and the same is reproduced herebelow:
4 i) Where the Journey is performed on or after 1st day of October 1997 by AIR,
an amount not exceeding the air economy fare of the National carrier by the shortest
route to the place of destination.
256
ii) Where places of origin of Journey and destination are connected by R AIL and
the Journey is performed (on or after 1st Day of October 1997) by any mode of transport
other than by Air - an amount not exceeding the air-conditioned first class rail fare by
the shortest route to the place of destination and
iii) Where places of origin of Journey and destination or part thereof are not
connected by rail and the Journey is performed ( on or after 1st day of October 1989)
between such places, the amount ELIGIBLE FOR EXEMPTION shall be
a) Where recognised public transport system exists, - an amount not exceeding the
FIRST CLASS OR DELUXE CLASS as the case may be on such transport by the shortest
route to the place of destination
b) Where recognised public Transport system exists, - an amount equal to the Air
conditioned FIRST CLASS fare for the distance of the journey by the shortest route, as
if the journey had been performed by Rail.
B) after sub-rule (3) the following sub rule shall be inserted namely :
4) The exemption referred to in sub rule (1) mentioned above shall not be available
to more than two surviving children of an Individual, after 1st October 1998.
The above sub rule (4) shall not be applicable in respect of (a) children born before
1st October 1998 and (b) (also in case of ) multiple births after one child. (HO CIR. 41/
98 DT 14/02/1998)
LEAVE FARE CONCESSION
Taxability of the reimburesment received by the Officers
i. LFC reimbursement received by an employee for himself and his family is exempt
vide rule 2B U/s. 10(5) of the I.T. Act. The exemption referred below shall be available
in respect of two journeys in a block of four calendar years commencing from the
calendar year 1994-1997.
ii. While calculating taxable portion total fare incurred for the to and fro journey
has to be recognised for the purpose of Income Tax. Taxable portion of LFC in respect
of clause A,B, and C( ii) is difference between the amount reimbursed by the bank for
to and fro journey and AC Second Class Rail fare by the shortest route.
Mode of Travel Amount Exempt
A. Where the journey is performed by Rail Amount of Air conditioned II class
train fare by shortest route or
amount spent, whichever is less.
B. Where the places of origin of journey Amount of Air Conditioned II class

destination are connected by rail and train fare by the shortest route
journey is performed by any other or the amount spent whichever is
mode of transport. less.

257
C. Where the places of origin of journey and destination ( or part thereof) are not
connected by rail:
i. Where a recognised Public First Class or Deluxe class fare by
Transport system exists. shortest route or the amount spent
whichever is less.
ii. Where no recognised Public Air Conditioned II Class rail fare by

Transport system exists. the shortest route (as if the journey
should been performed by Rail) or
amount actually spent whichever is
less.
L.F.C. ENCASHMENT (H.O. Cir. 170/05 dt. 4/7/05)

a. Any category of leave as applicable to LFC in terms of circular 320/91 should
be availed.
b. Along with LFC encashment, PL encashment is also permitted. Both the
disbursement are permitted on the date of relief / proceeding on leave.
c. For encashment of LFC, the Train fare prevailing on the date of relief / proceeding
on leave is reckoned. For PL encashment, salary payable as on the date of relief /
proceeding on leave shall be reckoned.
d. Application for LFC encashment to be submitted to HRM Section in the prescribed
format as per Appendix. Disbursement to be made only after sanction, by debiting SA,
Input to be sent to establishment section, and SA entry to be ajusted after receiving
Branch Advice from them.
e. LFC encashment for self and permission to undergo LFC journey by family
members and vice versa is not permitted. Encashment is applicable for family as a
whole.
f. Wholly dependant brothers / sisters do not come under the "Family" definition.
Spouse, Children and wholly dependent parents are covered under the "Family"
definition.
g. If the spouse is employed in our Bank, an officer can avail LFC encashment for
self and family members either under his or her eligibility, but not under both.
h. Extension of LFC block is permitted only for availing LFC, but not for LFC
encashment.
i. LFC encashment once sanctioned, cannot be modified.
j. LFC encashment is subject to deduction of admissible tax.
k. LFC to native place / place of domicile is not encashable. In a block of four years,
an employee can encash only one sub block meant for "Rest & Recuperation".

258
l. Permissible encashment of LFC at the prevailing Railway rates are furnished here
below :
Scales Entitlement Distance Encashment amount per person
JMG Scale I, 9000 Kms

MMG Scale II & III AC II Tier by Train (4500 Kms Rs. 8720.00*
one way)
SMG Scale IV & AC I Class by 11000 Kms
Above Train (5500 Kms Rs. 17400.00*
one way)
* Amount changes whenever the Train fare is revised. In case of Children aged
above Five years, but below Twelve years, encashment is permissible half the amount
specified.
Leave Travel Concession (w.e.f. 1.6. 2015 HO Cir 342/2015)
(a) During each block of 4 years, an officer shall be eligible for leave travel concession
for travel to his place of domicile once in each block of two years. Alternatively, he may
travel in one block of two years to his place of domicile and in another block of two
years to any place in India by the shortest route.
(b) Alternatively, an officer, by exercising an option anytime during a 4 year block
or two year block, as the case may be, surrender and encash his LTC (other than travel
to place of domicile) upon which he shall be entitled to receive an amount equivalent to
the eligible fare for the class of travel of which he is entitled up to a distance of 4500
kms (one way) for officers in JMG-Scale-I and MMG Scale II & III and 5500 kms (one
way) for officers in SMG- Scale IV & above.
(c) An officer opting to encash his LTC shall prefer the claim for himself / herself
and his / her family members only once during the block / term in which such
encashment is availed of. The facility of encashment of privilege leave while availing of
Leave Fare Concession is also available while encashing the facility of LTC.
(d) The mode and class by which an officer may avail of Leave Travel Concession
shall be the same as the officer is normally entitled to travel on transfer and other terms
and conditions subject to which the Leave Travel Concession may be availed of by an
officer, shall be as decided by the Board from time-to-time. Provided that w.e.f. 1st May
2010 an officer in Junior Management Grade 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 1st Class fare by train for the distance
traveled whichever is less. The same rules shall apply when an officer in Middle
Management Grade Scale II and Middle Management Grade Scale III while availing LTC
where the distance is less than 1000 kms.

259
LEAVE RULES & SABBATICAL LEAVE
(HO Cir 160/84)
a.Calculation
CL: 12 days in a calendar year. Probationary Officers are eligible for 12 days CL
per annum provided, where the officer joined during the calendar year he would be
entitled at one day per month for first calendar year.
PL: 1 day after every 11 days service. The total number of days of leave availed
(except CL and Leave Encashed ) during the year is deducted from the total number
of days in a year. The period so arrived at is divided by eleven. (Any Residual
fraction is taken as One Full Day). Privilege Leave is granted to Probationary Officer
after completion of 11 months.
SL: 1 month for every calendar year of service. 30 days on (half pay basis) for
each completed year of service subject to a maximum of 18 months during the entire
service. During first year of service, it can be availed on pro-rata basis subject to
sanction from the sanctioning authority. No credit is eligible after 18 years of service
(including service as award staff)
Extraordinary Leave : 360 days for entire service.
Additional S.L. : Officers who have put in a service of 24 years shall be eligible
for ASL @ one month for each year of service in excess of 24 years - max. 3 months
ASL.
b.Availability
CL: Not more than 4 days per occasion (excluding intervening public holidays
and Sundays)
PL: Availment of PL restricted by exigencies of Service.
SL: On medical grounds against production of certificate from a medical
practitioner acceptable to the Bank. It can be availed on half pay basis. However it
can be availed on Full pay basis by debiting twice the number of days of leave availed.
Extraordinary Leave : When no other leave is available , Officer should have
completed a minimum of 5 years of service in our Bank, to avail the said leave.
ASL : On medical grounds just as SL,
c. Emoluments
CL: Full emoluments
PL: Full emoluments
SL: Half pay and allowance. Full emoluments shall be given on application
with sick leave account being debited for twice the number of days of leave

260
Extraordinary Leave : NO emoluments.
ASL : Half pay and allowance.
d. Accumulation
CL: Unavailed CL can be utilised at full pay as sick leave in the following three
calendar years. Thereafter it would lapse.
PL: 240 days Max.
SL : 18 months in entire service
e. Prefix & Suffix of Holiday
CL: Allowed
PL : Allowed
SL/ASL: Allowed provided medical certificate does not cover the prefixed, suffixed
days
f. Accrual of leave prior to 1.7.79
CL: UCL as on 30.6.79 would be availed as SL in future.
g.Retirement
CL : Will lapse. ELIGIBLE for 12 days CL during the year of retirement irrespective
of the month of retirement.
PL: Emoluments will be paid for number of days of PL available as on date of
retirement (including prorata for the year of retirement.) (Max.240 Days)
SL/ASL: Not eligible for any credit of leave (because already completed 24 years of
service)
h.Death
CL: Will lapse
PL: Will lapse. However legal representative will get emoluments for PL
accumulated, (Max..240 Days)
i. Combining with other Leave
CL: NO. (But with joining time leave allowed)
PL: PL, SL, UCL can be combined. No combining of CL permitted
SL/ASL: PL, SL, ASL, UCL can be combined. NO combining of CL permitted.
(Sec. CIR 92/92 dt. 21/4/92 and Sec. CIR. 255/93 dt. 18/10/93 of CO., MDU.)
(HO.CIR. 160/84 dt. 31.3.84 - Norms of Leave Rules)

261
NOTE
i. Privilege leave - Entire balance can be encashed (max. 240 days) at the time of
retirement / voluntary Retirement / Compulsory Retirement / No PL encashment is
available for Dismissal. In case of resignation, 50% of PL available can be encashed
(Maximum of 120 days).
ii. Position of UCL of the clerical period on promotion to officer cadre :
Unavailed casual leave, not availed as on the date of promotion to officer cadre
from the clerical cadre, shall be maintained separately and it will not lapse. It can be
availed as Sick leave based on Sick leave guidelines. No medical certificate required for
availing UCL for ONE day.
iii. UCL(O) has to be availed in the following three years. Otherwise it will lapse.
UNAVAILED CASUAL LEAVE CAN BE GRANTED FOR ONE DAY UNDER MEDICAL
GROUNDS WITHOUT PRODUCTION OF MEDICAL CERTIFICATE.
j. Modifications in Leave Rules as per HO Cir 342/2015
Maternity Leave (w.e.f. 25.5.2015)
(a) 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.
(b) Within the overall period of 12 months, leave may also be granted in case of
miscarriage/abortion/MTP.
(c) Within the overall period of 12 months, leave may also be granted in case of
hysterectomy upto a maximum of 60 days.
(d) Leave may also be granted once during service to a childless female officer for
legally adopting a child who is below one year of age for a maximum period of six
months subject to the following terms and conditions: -
(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
employee 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 overall entitlement of 12 months during the entire
period of service.

262
Paternity Leave
With effect from 1.6.2015, male officer employees with less than 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 shall
be applied upto 15 days before or upto 6 months from the date of delivery of the child.
Privilege Leave
On or from 1.6.2015 under Regulation 33(4) of Officers Service Regulation
1979, Privilege Leave may be accumulated up to not more than 270 days except where
leave has been applied and it has been refused. However, encashment of Privilege Leave
shall be restricted up to a maximum of 240 days.
Further, in modification of Regulation 33(5) of Officers' Regulations, 1979, an officer
desiring to avail of privilege leave shall ordinarily give not less than 15 days' notice of
his intention to avail of such leave.
Special Sick Leave
With effect from the 1.6.2015, Special Sick Leave up to 30 days may be granted to
an officer employee once during his/her entire period of service for donation of kidney/
organ.
k. Joining Time
A. Eligibility: Joining time leave is available only if the transfer involves posting
to a different place.
B. Period : Seven Days including the intervening holidays and Sundays.
C. Availment : Joining time has to be availed within 30/60 days from the
date of reporting at the New place of posting
D. Time Restriction : It may be availed within six months after obtaining
permission from the sanctioning authority. Such a permission has however to be
obtained by submitting application within three months from the date of reporting.
E. Temporary transfer : An officer on temporary transfer is not eligible for any

Joining time.
F. Combining with other leave: Joining time can be availed / clubbed with any
other type of leave.
l. Extraordinary Leave On Loss Of Pay
A. ELIGIBILITY : Extraordinary leave on loss of pay can be availed upto ninety
days at a time under normal circumstances but not more than 360 days during the
entire service.

263
B. SPECIAL CLAUSE : Under very special circumstances like
1. Higher studies abroad 2.
Medical treatment abroad 3 .
Joining spouse abroad
extraordinary leave can be availed upto 720 days. Adequate proof to be submitted
for the above.
C. Study leave for Ph.D. courses shall be three years.
D. The sanctioning authority shall be the Board of Directors of the Bank.
E. SERVICE: The period of extraordinary leave shall not be counted as Active
Service.
m. Categories Of Special Leave
1. SPECIAL LEAVE FOR UNDERTAKING MOUNTAINEERING EXPEDITIONS /
TREKKING
I. TREKKING
a. Special Leave shall be granted for Trekking Expeditions provided the trekking
expeditions are approved by the Indian Mountaineering Foundation.
b. The other regulations are as furnished herebelow under Mountaineering
Expeditions.
II MOUNTAINEERING EXPEDITIONS
a. Special leave Facility shall be granted for mountaineering expedition provided
the expedition is approved by the Indian Mountaineering Foundation.
b. Special leave Facility for Mountaineering expedition shall not exceed 30 days
on one occasion and not more than 3 occasions in the Officers entire career, with a
gap of at least two years between two expeditions.
c. Each such expedition shall have the approval of the Indian
Mountaineering Foundation and a certificate should be produced for having
participated in the approved expedition.
d. If necessary, verification is made from the Indian Mountaineering
Foundation and leave sanctioned subject to confirmation.
e. The Bank shall consider requests for the Special Leave for
mountaineering / trekking expeditions solely at its discretion, taking into account leave
position / staff strength of the branch / office. (Cir 133/89, 50/90)

264
2. SPECIAL ON DUTY LEAVE FOR SPORTS PERSONS
I. Certain facilities like special Leave, on duty leave, TA, HA are being provided
to our Officers when they represent the Staff Recreation Clubs recognised by
the Bank, District, State, Zone, Country in Games/ Sports.
II. Similarly, the facility of on duty leave is permitted to our employees / officers
when their services are requisitioned as Coaches, Umpires, Referees, etc. by the State /
National Associations for Inter State, Zonal championship, International Championship.
(Cir 160/94, 499/85, 280/87, 68/89)
III. FACILITIES TO SPORTS PERSONS
a. Recognised GAMES
The Governing Council of Banks Sports Board, Indian Banks Association,
Mumbai have reviewed the list of recognised games as furnished:
1. Football 6. Volley ball 11. Cricket 15. Table tennis
2. Power lifting 7. Weight lifting 12. Kabbadi 16. Chess
3. Carrom 8. Hockey 13. KHO-KHO 17. Basket Ball
4. Athletics 9. Wrestling. 14.Body Building
5. Acquatics 10. Shuttle Badminton
b. Seventeen games are the recognised games for the purpose of
A. Recruitment
B. Granting facilities such as increments, Promotions, Special leave, TA/HA etc.
c. Officer employees who represent the Bank / State / Country or whose service
are requisitioned as Coaches, umpires, Referees etc., in the above mentioned games only
are eligible for facilities in our Bank subject to the rules formulated in this regard. 45
days non-cumulative Special Leave will be granted to them.
(Cir 342/93)
IV. ON DUTY LEAVE
a. Officers Representing State / Zone / Country in Senior Nationals or Senior
Inter-state Championships, Inter - Zonal and International Championships /
Tournaments are eligible for on duty leave.
b. They are not eligible for TA/ HA
c. This will have to be borne by the concerned State / Individual
d. COACHING CAMPS : Sports Persons in the bank are eligible for ON DUTY LEAVE
upto a maximum of 15 days / 30 days per occasion for attending coaching camps after
selection of State / National Teams respectively.
e. For attending camps before selection of teams or for attending selection
trials for selection of State / National teams, prior sanction from the Sports Council
at Head Office, Bangalore is to be obtained.

265
f. The above facility may be extended to sports persons for all games with effect
from 1.4.95 irrespective of the game being recognised by Bank Sports Board / Our
Bank.
g. Special leave : Officers representing Bank Teams / Banks Sports Board teams
are eligible for /Special Leave upto a maximum of 45 days in a calendar year. Officers
participating in tournaments for veterans are not eligible for any facility in the bank.
h. Special leave / on duty leave is to be sanctioned against submission of individual
leave application and participation certificate.
i. Facilities to coaches, Referees, Umpires, Volunteers Etc.:
A. Officers nominated as coaches, referees, umpires etc., are eligible for on duty
leave for Senior/National / Inter - State Championships and Inter- Zonal / International
tournaments.
B. No TA/ HA Benefits will be extended
C. They are not eligible for on duty leave for veteran / Junior / Mini Inter - State
and National Championships and All India Invitation Tournaments / Public Sector
Tournaments Etc.,
D. Further leave will not be permitted for attending clinics / courses etc.,
E. Officers nominated as volunteers / officials for Banks Sports Board / Regional
Sports Board tournaments are eligible for Special leave and TA / HA / OPE as per rules.
F. Officer Employees who are nominated as Managers of teams are not eligible
for any facility in the Bank.
3. SPECIAL LEAVE FOR OTHER PURPOSES
A. An employee participating in tours sponsored by Govt. bodies in recognition of
outstanding performance in University Examinations is granted 45 days special leave.
B. For participation in Special Service Camps of Non-political and recognised social
service organisations they are granted a maximum of 45 days Special Leave.
C. For participation in cultural activity sponsored by State/Central Government -
a maximum of 45 days Special Leave is permitted.
D. 45 days non-cumulative Special leave is also available to employees who are
EC members / Office bearers of State/ National / Zonal level Sports Associations and
whose services are wanted by the Secretary of such Associations.
(HO Cir 133/95, 234/91)
4. SPECIAL LEAVE SCHEME (SABBATICAL LEAVE)
The revised Sabbatical Leave Scheme in our Bank is w.e.f. 01/04/2012 vide HO
Circular No 157/2012.
For details, please refer the Chapter Whats New

266
HOSPITALISATION EXPENSES REIMBURSEMENT
(HO Cir 193/2010 dt. 29/5/2010)
(TO WORKMEN EXMPLOYEES)
Consequent upon IX Bipartite Settlement the provisions regarding reimbursement

of hospitalisation expenses to workmen employees in terms of the IX Bipartite
Settlement are furnished here.
Schedule for Reimbursement of Hospitalisation Expenses
1. Hospitalisation expenses will be revised to workmen staff in the bank to the extent
of 100 percent in case of self and 75 percent in case of dependent members of family
subject to the procedure for reimbursement of hospitalisation expenses as enumerated
hereunder.
a) Hospitalisation charges to the extent stated above will be reimbursed in case of
all aliments and major accidents which require hospitalisation.
b) A workman or his dependent family member(s) will be considered to have been
hospitalised only if they are admitted as indoor patient(s) in the hospital in respect of
diseases/accidents as mentioned above in sub-para (a). However, cases where the patient
is admitted as an out-patient and discharged the same day after surgical procedures
involving advanced techniques may also be considered for reimbursement of
hospitalisation exepenses.
c) Medical expenses incurred for the hospitalisation will be reimbursed on the
strength of bills/vouchers to the extent of 100% in case of self and 75% in case of family
members subject to limits prescribed hereunder.
2. For the purpose of medical facilities :
The expression 'family' of an employee shall mean the employee's spouse, wholly
dependent unmarried children (including step children and legally adopted children),
wholly dependent physically challenged brother/sister with 40% or more disability, as
also parents ordinarily residing with and wholly dependent on the employee.
a) The term 'wholly dependent child/parent, wholly dependent brother/sister' shall
mean such member of the family having a monthly income not exceeding Rs.3,500/-
p.m. If the income of one of the parents exceeds Rs.3,500/- p.m. or the aggregate income
of both the parents exceeds Rs.3,500/- p.m., both the parents shall not be considered
as wholly dependent on the employee.
b) 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 ordinarily residing with and wholly dependent on her.
3. The reimbursement of hospitalisation expenses will be restricted to the following
charges:

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No. Details Extent of reimbursement
3.1 (a) Hospital Registration Fees 100% for self and 75% for dependent
family members of the amount actually
incurred or Rs.220/- whichever is lower
(b) Suurcharge/tax on hospital Proportionate to the extent of the bill
bills passed by the bank
3.2 Charges for bed per day 100% for self and 75% for dependent
(excluding boarding charges) family members of the amount actually
incurred or Rs.450/- whichever is lower
3.3 ICU/CCU/Neo-natal Nursery 100% for self and 75% for dependent
family members of the amount actually
incurred or Rs.550/- per day, whichever is
lower. This is in addition to bed charges.
3.4 Diagnostic material charges, As per Annexure-B hereto
X-Rays, Pathological tests,
ECGs, etc.
3.5 Medicines, drugs, injections 100% or 75% as the case may be of actual
(including disposable syrings), expenses
bandage and dressing materials,
etc. except tonics/vitamins
(However tonics/vitamins which
are prescribed by the attending
doctor and certified as essential
for the period of hospitalisation,
may be considered for
reimbursement).
3.6 Operation charges, etc As per Annexure-C hereto

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3.7 Physician's and Consultant's fees per visit :
100% for self and 75% for dependent family
members of the amount actually incurred or
the amount as mentioned below against
each item, whichever is lower
Major 'A' Class cities
viz. Mumbai, Chennai
Delhi, Kolkata, Other Places
Ahmedabad,
Bangalore &
Hyderabad
Rs. per visit Rs. per visit
VISIT AT THE CHAMBER
First Consultation 220/- 130/-
Subsequent
Consultations 85/- 70/-
VISIT AT RESIDENCE
In case of emergency
leading to
Hospitalisation 330/- 210/-
Second Consultation 250/- 165/-
Subsequent
Consultations 165/- 110/-
VISIT MADE BY SPECIALISTS AT THE HOSPITAL:-SPECIAL VISIT
During the day time 140/- 95/-
During the night time 330/- 165/-
Routine visits 140/- 95/-

269
4. The workmen or members of their families (as the case may be) are expected to
secure admission in a Government/Municipal Hospital or any 'Private' hospital (i.e.,
hospitals under the management of a Trust, Charitable Institution or a religious mission).
The reimbursement will be restricted to the percentage applicable to the workman/
dependent family member, i.e. 100% or 75% of the charges applicable to the lowest
paying bed in such hospitals according to hospital rules or the maximum amounts
mentioned above, whichever is lower.
5. Normally, the workman and members of family should avail of services of hospital
as mentioned in paragraph 4 above. However, if he/she feels, that it is unavoidable to
seek services of a private nursing home/hospital, he/she can do so in one of the
hospitals/nursing homes, approved by the Bank. Reimbursement in such cases will,
however, be restricted to the extent of the amount which would have been reimbursable
in case of admission to a public or private hospital as mentioned in paragraph 4 above.
6. Medical expenses incurred within 30 days of 'pre' and post-hospitalisation period

on medical advice, on account of the ailment/disease for which the person was
hospitalised, will be considered as hospitalisation expenses for reimbursement purpose.
However, in cases of hospitalisation involving special or major operations, medical
expenses incurred for a period not exceeding 45 days of post-hospitalisation will be
considered for reimbursement, subject to medical advice.
7. Charges for engaging a nurse/attendant will not be reimbursed. However, nursing

charges, if any, charged by hospital authorities in respect of days spent in ICU/CCU/
neo-natal nursery may be considered for reimbursement on the basis of certificate issued
by the hospital authorities and in consultation with bank's Medical Officer.
Reimbursement in such cases shall be 100% for workmen and 75% for family members
of the actual charges.
8. Hospitalisation charges in connection with maternity will not be reimbursable.

However, the expenditure incurred by an employee in cases involving operative
interference because of complicated labour and caesarean operation and subsequent
hospitalisation thereto will be reimbursed under the hospitalisation scheme to the extent
of expenditure incurred in excess of normal maternity charges and consequent
hospitalisation thereto subject to the condition that such reimbursement shall be 75%
of the amount actually incurred or the limits as per Annexure-C hereto, whichever is
less.
9. The purchase of drugs/medicines will be restricted to approved chemists and

arrangements will be made by banks wherever possible to make direct payments to the
chemists.
10. Banks will have discretion to refuse payment of bills in cases where they are
not satisfied about the genuineness of the bills.
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11. Ambulance Charges
Ambulance charges for removing the workman or his dependent family member
from residence to the hospital / nursing home or from hospital / nursing home to
residence on discharge or from one hospital/nursing home to another hospital / nursing
home, within the urban agglomeration or municipal limits may be reimbursed in full.
Actual expenses incurred on conveyance by mode other than ambulance shall be

reimbursed subject to the maximum as under:
i) By public taxi - Actuals subject to maximum of Rs.165/- per trip
ii) by autorickshaw - Actuals subject to maximum of Rs.85/- per trip
In case the patient is to be moved to a hospital/nursing home outside the urban

agglomeration/municipal limits, then the expenses incurred on conveyance may be
reimbursed at the rate of Rs.6.00 per kilometer, with a maximum of Rs.1100/- per trip
or the amount actually incurred, whichever is the least.
Normally, services of an ambulance should be availed of. Where ambulance is not

available or the facility of ambulance is not established, public mode of transport i.e.
taxi / autorickshaw could be used. The bank shall consider such claims on merits and
facts.
Abuse of the facility will be dealt with treating such claims as acts of gross
misconduct.
12. Domiciliary Treatment
Medical Expenses incurred in respect of the following diseases which need

domiciliary treatment as may be certified by the recognised hospital authorities and
bank's medical officer shall be deemed as hospitalisation expenses and reimbursed to
the extent of 100% in the case of a workman and 75% in the case of his family.
Cancer, Leukaemia, Thalassemia, Tuberculosis, Paralysis, Cardiac Ailment, Pleuresy,

Leprosy, Kidney ailment, Epilepsy, Parkinson's Disease, Psychiatric disorder, Diabetes,
Hepatitis-B, Hepatitis-C, Haemophilia, Myastheniagravis, Wilson's disease, Ulcerative
Colitis, Epidermolysis bullosa, Venous Thrombosis (not casued by smoking), Aplastic
Anaemia, Psoriasis, Third Degree Burns, Rheumatoid Arthritis, Hypothyrodism and
Hyperthyrodism.
Note :
(i) The cost of medicines etc. in respect of domiciliary treatment shall be reimbursed
for the period stated in the Specialist's prescription. If no period is stated, the prescription
for the purpose of reimbursement shall be valid for a period not exceeding 90 days.
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(ii) Expenses incurred on radiotherapy and chemotherapy in the treatment of cancer
and leukaemia shall be considered for reimbursement under domiciliary treatment to
the extent of 100% in case of a workman and 75% in the case of his family.
13. The medical aid and reimbursement of expenses under the hospitalisation
scheme under this Settlement will also be available for medical treatment under the
recognised systems of medicines, viz., Ayurvedic, Unani, Sidha, Homeopathy and
Naturopathy if such treatment is taken in a clinic/hospital recognised by the Central /
State Government. Further, reimbursement shall be limited to such expenses within the
prescribed ceilings as would have been reimbursable in case the treatment was taken
in a Government/Municipal hospital, subject to the overall limits under the scheme,
i.e., 100% of approved expenses for self and 75% in case of family.
14. Package Charges :
Some hospital are charging on the basis of 'package' for specialised treatment for
diseases pertaining to heart, kidney, coronary, etc. These package charges generally
include all charges pertaining to a particular treatment/procedure including admission
charges, accommodation charges, ICU/CCU charges, monitoring charges, operation
charges, anesthesia charges, operation theater charges, procedural charges / Surgeon's
fee, cost of disposables, cost of consumbles like catheters, guide wires, etc., surgical
charges and cost of medicine used during hospitalisation, related routine investigations,
physiotheraphy charges etc.
In the following cases, package charges will be reimbursed to the extent of 100%
in the case of self and 75% in the case of dependent members of family, subject to the
limits specified below :
(a) Coronary Bypass Surgery : Rs.1,60,000/-
(b) Coronary Angiography : Rs.16,500/-
(c) Angioplasty / Stentoplasty : Rs.80,000/-
(d) Kidney Transplant : Rs.1,80,000/-
(e) Liver Transplant : Rs.2,20,000/-
Note :
(i) For the above ailments, workmen employees can claim either as per schedule of
expenses prescribed or package charges whenever the treatment is taken under package
charge scheme.

272
(ii) In the case of stentoplasty, cost of medicated stents(s), wires/balloon, implanted
during surgery may be reimbursed at the rate of 75% for family members and 100%
for workman himself at rates not exceeding the rates applicable to lowest paying bed of
AIIMS, New Delhi, in addition to the package indicated above.
(iii) Liver transplant charges are not reimbursable in cases where damage to the
liver has been caused by alcoholism.
For Schedule of charges, please refer HO Cir. 193/2010.
Hospitalisation expenses for Officers & Executives
On and from 1st May 2010, reimbursement of hospitalisation expenses under
Regulation 24 (1(b)(i) of Officers' Service Regulations, 1979/1982, shall be in terms of
the Hospitalisation Scheme laid down under Bipartite Settlement dated 27th April 2010
for workmen employees, subject to following limits :
Scale of Officer Limits
Junior Management Grade Scale I i. Bed Charges
and Middle Management Grade Scale II & III Self - Rs.700/- per day
Family - Rs.525/- per day
ii. Other Charges :
At the scale of 125% of the limits laid
down under the Hospitalisation
Scheme applicable to workmen
employees
Senior Management Grade Scale IV & V i. Bed Charges
and Top Executive Grade Scales VI & VII Self - Rs.900/- per day
Family - Rs.675/- per day
ii. Other Charges :
At the scale of 150% of the limits laid
down under the Hospitalisation
Scheme applicable to workmen
employees
Medical Insurance Scheme (HO Cir 342/2015)

The reimbursement of Hospitalisation Expenses shall be as per the Medical
Insurance Scheme provided in the Joint Note. A separate Circular will be issued in this
regard. Till the new scheme is made effective and gets implemented, the existing
provisions as per Joint Note dated 27.04.2010 will continue to operate.
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GENERAL GUIDELINES (FOR WORKMEN / OFFICERS / EXECUTIVES)
# Claims should be submitted within 6 weeks from the date of discharge or date of
rejoining duty whichever is later.
# Certificate / discharge summary in support of admission to hospital to be
submitted from the Nursing Home / Hospital.
# Original bills / vouchers must be submitted. Xerox copy / True copies will not
be accepted. All the bills / vouchers should be dated.
# Cash paid receipt should be submitted with every bill. Also, advance amount
receipt should be submitted.
# Doctors's prescriptions should be submitted or Doctor's endorsement with seal
on the reserve of the medicine bill may be obtained.
# Claim for Ambulance charges should contains full particulars viz., from & to
places, date, distance, amount paid and name and address of Ambulance service. Proper
cash receipts to be produced.
# Employees placed under suspension are also eligible for Hospitalisation Expenses.
ANNUAL PERFORMANCE APPRAISAL (APA) SYSTEM FOR

OFFICERS IN SCALE I, II AND III FOR THE YEAR
2009-2010
(HO Memo:12/2010 & 7/2011)
Synopis
1. The existing Annual Performance Appraisal (APA) System came into vogue w.e.f.
2008-2009.
2. Evaluation Under APA System will be under 4 broad parameters.
3. Each broad parameter has sub parameters.
4. The marks awarded/rating matrix under each parameter is as follows :
Sl. No. Rating Matrix
a. Extra-ordinary Above 90%
b. Outstanding 81% to 90%
c. Good 61% to 81%
d. Average 40% to 61%
e. Below Average Below 40%

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5. The overall rating would be communicated to the employee from the year 2013.
The Performance Appraisal System for Officers in Scale I, II and III is in vogue since
1986. Ongoing Performance Appraisal System (OPAS) for Officers in Scale I, II and III
was modified w.e.f. 2003-2004 (HO Memo 7/2004 dated 6.2.2004)
In order to bring about greated objectivity and fairness in ratings, certain

modifications were made in the OPAS and renamed as Annual Performance Appraisal
(APA) System w.e.f. the financial year 2008-2009. Detailed guidelines about the
new APA system was brought out through our earlier Memo 21/2009 dated 23.3.2009.
In the APA system, for Officers posted as Branch-in-charge, Business Dimensions

and Qualitative aspects of business are covered with 70% weightage. In respect of Officers
posted as other than Branch-in-charge or in Administration and who are assigned with
line functions, the performance assessment is based on Key Responsibility Areas with
70% weightage.
Managerial Dimensions are assigned 20% weightage and judicious use of

discretionary powers and Outstanding Performance including creative/innovative quality
is given 10% weightage. The qualitative assessment aspect focuses on attributes which
reflects the potential of the Officers.
The APA form (NF 735 (Mod) includes detailed guidelines on "Yardsticks for
evaluation" on various parameters so as to make the appraisal system more objective.
Soft copy of Annual Performance Appraisal form (NF 735 (Mod) is furnished in CANNET
as ANNEXURE-I to this Memo. Arrangements have been made to supply Goal Setting
Form and APA Forms to all branches/offices.
The detailed guidelines regarding the appraisal system/processes have been given
vide HO Cir. 250/91 dated 25.7.91 and subsequent Circulars/Memos issued in this
regard.
There is no change in the basic objectives of the Appraisal System. Officers may
refer 'Handbook on Performance Appraisal' for clarifications, illustrations, illustrative
KRAs, etc., subject to changes mentioned in the Memo.
The evaluation pattern is illustrated below :

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Sl. No. Parameters Marks
1. Business Dimension and qualitative aspects of business (Officers
posted as Branch-in-charge
OR 70
KRAs (Officers other than Br-in-charge or in administration)
2. Managerial dimensions and Managerial experience 20
3. Judicious exercise of discretionary powers 5
4. Outstanding performance including creative and innovative quality 5
TOTAL 100
Each broad parameter has sub parameters. Marks can be awarded in fractions up
to 2 decimal points. Rating is awarded under each parameter as under :
Sl. No. Rating Matrix

a. Extra-ordinary Above 90%
b. Outstanding 81% to 90%
c. Good 61% to 81%
d. Average 40% to 61%
e. Below Average Below 40%
The process, key dates and responsibilities in the APA system are given below :
Sl. No. End Date Activity Responsibility
GOAL SETTING
1 30th April Goal Setting exercise to be completed for Appraisers
current year and a written confirmation
of completion of process to be sent to
respective HRM Sections at Circle Office
APPRAISAL
2 20th April Submission of Appraisal as at 31st March Appraisers
of previous year to Appraiser

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3 30th April Evaluation of performance of Appraisees Appraisers
and to forward the APA forms to
Reviewing Authority
4 15th May Review of the Appraisals submitted by the Reviewing
Appraiser and to send the reviewed APA Authority
forms to respective HRM Sections at
Circle Offices
5 15th June Moderation of Appraisals wherever Respective HRM
required Section, CO / HROD
Personnel Wing, HO
6 20th June The Officers whose overall rating is Respective HRM
'AVERAGE' or 'BELOW AVER AGE', Sections, CO
a communication to be sent to them with
an advice to improve
7 20th June Appraisals to be sent to HR&OD Section Respective HRM
for placing before the HO-Review Sections, CO
Committee, wherever required (Only
Extraordinary Rating in respect of
Officers in Scale I, II and III)
8 30th June Review by Committee at HO HR & OD Section,
Personnel Wing, Ho
9 30th June Recording the observations/ratings of the HR & OD Section,
HO-Review Committee on the APA form Personnel Wing, Ho
and return to respective HRM Sections,
Circle Office.
MID-YEAR REVIEW
10 31st Oct Mid-Year Review of performance of all Appraisers

Officers for the current year to be
conducted for all Officers and written
confirmation of process completion to be
sent to respective HRM Sections at
Circle Offices

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HRM Section to be read as HRM Section, CO / HOSA Section, Personnel Wing, HO
/ SA Section, Inspection Wing, Ho as applicable.
We reiterate that it is the duty of the respective appraisal authorities viz., Reporting
Authority, Appraiser and Reviewing Authority to ensure completion of the each activity
within the stipulated time lines.
GOAL SETTING
At the begining of the year, the respective Appraiser has to set the goals/fix KRAs
to all the Appraisees working with them in NF 782.
In respect of officers heading the branches, the areas covered under the business
dimensions will be their goals. As regards officers assigned with line functions at
branches, the areas to be covered upon the functions performed by the officer, including
the various business parameters covered under Business Dimensions applicable to them.
The areas to be covered by officers in administration depend upon the functions
performed by them, the duties expected and the objectives/goals/targets/tasks
identified/fixed with unit/Department/Service Unit.
HALF YEARLY REVIEW
A non-rated Mid Year Review of performance should be conducted by the Appraiser
in one-in-one discussion with Appraisee, with an objective to take appropriate measures
for course correction in case of weak performance against any set Goals/KRA &
recognise good performance.FEEDBACK PROVIDED SHOULD BE A CONSTRUCTIVE
& SPECIFIC. The process is to be completed within the scheduled time lines.
There shall not be submission of any half yearly review report by the Appraisee
and evalution etc., by the Appraiser. However, a written confirmation for having completed
the process in respect of all Appraisees has to be sent by the concerned Appraiser to
respective HRM Sections at Circle Office.
ANNUAL APPRAISAL
All the officers have to submit the Annual Appraisal in APA Form (NF 735 (Mod) to
the authority concerned within the stipulated time duly recording their performance /
achievement / facts etc. The APA form has to be prepared in duplicate. Appraisee to
submit original APA form to the respective Appraiser.
The Appraiser has to evaluate the performance of the Appraisee with reference to
the set goals / KRAs, self appraisal submitted by the Appraisee, the present position of
the department, inspection remarks/report of the branch/office etc. He has to award
marks/ratings and record his views and remarks in the appraisal form and forwardthe
report to the Reviewing Authority fo review.
The Reviewing Authority, on receipt of the appraisal reports from the appraisers,
shall review the same, record his remarks, award marks/rating and send the APA form
to the respective HRM Section of Circle Office.

278
Wherever the overall rating of an officer is 'OUTSTANDING', he/she should be
brilliant and good to the Bank. The Appraiser should specify the reasons as to why the
officer is rated Outstanding.
In case the Appraiser/Reviewing Authority decides to award an overall rating of
'EXTRA-ORDINARY', they should specify the achievements of such officer, which could
not be achieved by any other person. Such an officer should be flawless, should have
no complaint against him and is always useful & helpful for the cause of Bank. His
record should be totally unblemished, besides being 'ace' achiever in life.
The guidelines for rating an Officer as "Outstanding" or "Extraordinary" is given
in Annexure - II.
UNILATERAL APPRAISAL
Wherever Appraisees fail to submit their APA report within the stipulated time, the
Appraiser concerned should write a letter to the Appraisee, informing that his/her
performance shall be rated UNILATERALLY, owing to the failure on the part of the
appraisee to submit performance appraisal within the stipulated time norms. The letter
should be delivered to the Appraisee against acknowledgement. A format of the said
letter is given in Annexure - III. The acknowledged copy of the letter will be part of APA
report of concerned Appraisee.
Then the Appraiser has to evaluate the performance of the appraisee
UNILATERALLY duly recording the details of goals set / KRAs, performance against
set goals / KRAs in APA form (NF 735 (Mod) itself and forward the same to the Reviewing
Authority.
The Reviewing Authority shall review UNILATERALLY only when acknowledged copy
of letter addressed to the Appraisee is available alongwith APA report.
Wherever the performance of the appraisee has been UNILATERALLY appraised,
the Appraiser and the Reviewing Authority shall not award either 'OUTSTANDING' or
'EXTRA-ORDINARY' ratings to such appraisees.
MODERATION AUTHORITY
Moderation Authority has been set up at various levels to ensure a check on
aberrations, if any, in the marks/ratings awarded by the Appraiser/Reviewing Authority.
The role of the Moderation Authority will be to independently evaluate appraisals where:
i) The overall rating is 'OUTSTANDING' or 'EXTRAORDINARY' and
ii) There is variation of +/- 10% or more is total marks or two steps or more in
overall rating between the Appraiser and Reviewing Authority.
With the advent of the new APA System, the Moderation Authority has been
reconsituted for Officers in Scale II and Scale III. The committee now comprise of the
concerned Circle Head, the Neighbouring Circle Head and a representative from HO in

279
the rank of Scale V/VI. For Officers in Scale I, the Moderation Authority will be the
respective Circle Head. Details regarding the Moderation Authority are given in Annexure
IV.
The Moderation Authority specified has to independently evaluate the appraisals

by obtaining any additional information/data from the Appraiser/Reviewing Authority/
Unit/Branch/Office, which in his opinion, is necessary for evaluating the appraisal and
thereafter, confirm the marks/ratings or change the same by duly recording the reasons.
The decision of Moderation Authority will be final.
SPECIFIED AUTHORITIES FOR APPRAISAL
For ready reference of our Officers at branches/offices, details of specified authorities

for appraisal are furnished in Annexure - IV.
REVIEW COMMITTEE AT HEAD OFFICE
The appraisals where the overall rating is awarded as 'EXTRA-ORDINARY' by

Reviewing Authority or by Moderation Authority during the Modernation process will
be subjected to a review by a Committee at Head Office. The Committee will look into
the specific reasons justifying the award of such marks and the decision of the Committee
in this regard shall be final.
Only when the overall rating under APA system is 'AVERAGE' or 'BELOW
AVERAGE', the rating would be communicated to the employee with an advice
to improve.
UPDATING OF PERSONAL RECORDS
The ratings/marks/remarks of various specific authorities to be updated in PINSC/

HRMS and other service records and APA form to be filled in respective personal files of
the appraisee at HRM Section of Circle Office.
FORMS OF APPRAISAL
Separate forms for Goal Setting (NF 782) and Annual Performance Appraisal (NF
735 (Mod) are to be used.
There is no change in the existing NF 782. Goal Setting form (single copy) to be
prepared duly signed by both the Appraiser and Appraisee and to be related with the
branch/office. The Appraiser has to send a written confirmation of completion of goal
setting process, to respective HRM Secion, Circle Office.
Appraisee to prepare his/her appraisal in APA Form (NF 735 (Mod) in duplicate.
Original to be submitted to Appraiser for evaluation and retain duplicate copy for his/
her records. Original APA forms to be sent to respective HRM Section of Circle Office

280
after final appraisal. Appraiser & Reviewing Authority need not retain a copy of the
appraisal report.
The new Annual Performance Appraisal (APA) form (NF 735) consists of following :
1. Part I -Bio-data profile
2. Part II - Business Dimension (Operations) - (for officer posted as Branch in-

charge)
3. Part III - Self Appraisal for all officers in Scale I, II and III
4. Part IV - Overall Assessment
5. Part V - Qualitative Performance Appraisal Report
6. Part VI - Appraisal by Reviewing Authority
7. Part VII - Moderation of Overall Assessment
8. Part VIII - Evaluation by Review Committee
9. Yardstick for evaluation on various parameters (for Branch in-charge)
10. Yardstick for evaluation on various parameters (other than Branch in-charge)
Printing Section, Head Office shall supply the forms to HRM Sections of Circle Office
only. HRM Sections of Circle Office in turn shall despatch the required number of forms
to their branches/offices. As only required number of forms are procured and
supplied, the forms have to be used judiciously.
Fixing of KR As to OFFICERS - Performance under Financial Inclusion

Parameters HO Cir. 153/2010 dt. 4/5/2010
The Government of India and RBI have given utmost importance to Financial
Inclusion. In order to achieve this, RBI has advised the Banks to provide banking
services to all the un-banked villages having population of 2000 and above, either
through ICT based model, by engaging Business Correspondent or by opening branches
in these villages.
Due to the importance attached to FIP, the Bank has been advised to include the
criteria on financial inclusion in the performance evaluation of the field staff. Hence, the
performance under the financial inclusion parameters will be treated as KRA to the
officers.

281
TIPS FOR HANDING OVER CHARGE / TAKING OVER
CHARGE
(HO Cir 125/84 & 27/89)
INTRODUCTION:
Identify the vital areas of branch functioning and make a study of them in relation
to the task which you are expected to perform. In this endeavour, if you have the
opportunity, please utilise the knowledge and experience of the outgoing manager. In
addition you also have another vital and vibrant source i.e. staff.
Study the following basic documents / areas:
a. Performance Record, AER and RR,
b. DM's quarterly Branch visit reports.

c. Inspection reports both surprise and regular.
d. Reports of any special investigation or of RBI.

e. Branch performance Review Reports and Budget settlement sheets.
f. The implementation of the system of Housekeeping and Sectoral Book keeping.

g. Correspondence from Government and Governmental agencies.
h. Pending correspondence and Credit reports.

i. Government schemes implemented by the branch.
j. Performance Apprisal Report i.e. goals set and performance achieved/appraised.

k. Register of desirable/undesirable parties.
l. Complaints Register.
Now, please consider the functional areas in isolation and give a micro look into
them.
A few functional areas:
1. Advances, Deposits and Foreign busines (Figures in lakhs).
2. Cash:
i. Physical checking and signature in Double Lock Register-cum Cash Abstract.
ii. Standard Cash limit.

iii. Cut Notes.

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iv. Sinlge lock keys.
v. Account with SBI.
vi. TT discounting limit - SBI and other Banks.

vii. Surprise checking of cash by Senior Manager if not a key holder.
3. Double lock arrangement:
i. Name of the person who hold double lock keys.
ii. Duplicate key where kept and its receipt / file and when last exchanged.
4. Credit Report:
i. Grade of the branch and discretionary powers.
ii. Pending Credit reports.
iii. List of parties to be deleted with reasons.

iv. Credit reports due and notices to be sent.
v. Good credit informants.

vi. List of parties with large limits.
5. Deposits:
i. List of good depositors.
ii. List of prospective parties - contacted and prospects.
iii. Inoperative accounts.

6. Projection and Targets.
7. Balancing:
i. Arrears.
ii. Pending differences, if any.

8. Inspection:
i. Date when last held and important remarks.
ii. Whether Inspection report is replied properly.

iii. Whether any DO letter / explanatory letters received by the branch.
9. Documentation of loan papers.
i. Any loan papers pending.

283
ii. Scrutiny papers.
iii. Obtaining of acknowledgement of debt-list of time-barred loans if any and loan
for which AOD is due.
10. Staff:
i. Name and addresses and phone numbers, if any, specimen signatures, initials.
ii. Staff Report - confidential file and performance appraisal file.
iii. Adequacy of clerical / supervisory staff-allocation of work.

iv. Whether livery supplied to peons.
v. Festival advance / Medical Bill reimbursement - whether proper record is

maintained.
vi. Job Rotation Cards.

vii. work distribution.
viii. Work Review Sheet.

ix. Regulations under Shops and Establishment Act.
11. Priority Sector Advance and Small Borrowers:
No. of loans and amount outstanding and pending applications in:-
i. Advance to priority Sector.

ii. Advance to weaker sections.
iii. DIR loans, IRDP loans, SEEUY, SEPUP, PMPY, SJSRY etc.
iv. Small Scale Industries.
v. Loans under 20 point programme.

vi. Agricultural loans.
vii. Recovery prospects.

12. Recovery Position:
i. Overall recovery position of the branch (DCB position).
ii. Whether there is proper follow-up.

13. Gold Loan:
i. Name of the Jewel Appraisers - security given by them - verification of their
agreement.

284
ii. Gold loans scrutiny with physical verification of security.
iii. Figures under gold loan and checking of balancing.
14. Security Register / Security items:
i. Verification of securities in safe.
ii. Verify security register.

iii. Verify Inward Register for loan papers - New B 132 and ensure number of loan
papers held in Double lock, tally with the balance shown in New B 132.
iv. TT Check cypher sheets and cancode books.
v. Verify Lock Register with the Lockers kept.

15. Godown / Farm:
i. Inspection of godowns (KCC, OCC, PC, PL etc.,).
ii. Farm Inspection with location and nature of loan.
16. Sticky Advance (LPD):
i. List of sticky advances.
ii. Suit filed accounts and their position.
iii. Name and address of legal adviser/s.

iv. Go through LPD Register and files.
v. DICGC claim preferred accounts and their position.

17. Premises..................Furniture:
i. Branch and Quarters.
ii. Insurance - Rent - how much and due date of payment and to whom to be paid.
iii. Scavenger / watchmen - Name and amount to be paid monthly nature of their
work.
iv. Lease deed / lease agreement - scrutiny - white wash when done - whether
necessary conditions are fulfilled.
v. Introduction to landlord.
vi. List of furniture and fittings inventory.
vii. Stock and stationery maintenance.

viii. Post Bag / Telegraphic address, Name / Timing board.

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ix. Suggestion Box / First aid box.
x. Enquiry Boards and other boards.
18. Lockers
i. Locker position - whether new cabinet ordered - go through the file.
ii. No. of vacant lockers and their verification with locker keys.
iii. Locker rent for each size.
iv. Any locker rent is due - Acknowledgement taken / to be taken.
19. A. List of Clearing agents - Limits / Sub-limits.
B. List of Approved Transport Operators, Limits/Sub-limits.
20. Foreign Business - PC, Bills, NRE, FCNR etc.,
21. Names of NNND Agents - Security Agreement etc.,
22. Power of Attorney - To be got registered with SBI / RBI / LIC etc.,
23. Standing Instructions
24. Simple (Death) Claims pending settlements.
25. Sundry Assets.
i. Legal expenses.
ii. OYT
iii. Other items.
26. Library Books / Manuals:
27. Branch Vehicle / Vehicles, Log Book, Petrol Limit, Garage etc.,
28. Filing system for letters, Circulars etc.,
29. List of Pending statements (Important)
30. Meet Legal Advisors, Police Officials, Local Government Officials such as
District Collector, Tahsildar, BDO etc., as well as important customers.
A) ABSENCE OF THE BRANCH-IN-CHARGE FOR A SHORT DURATION
i) The Concept
In case the Manager in charge of the branch proceeds on leave, Deputation/Training
/ outstation/official duties, charge is to be handed over to the next Manager/Officer
of the branch and for this purpose of recording the handing over and taking over of
charge, the last few pages of the Double Lock Register may be used. Format to be
used for recording the above aspects (HO Cir. 27/89 Dt. 24.01.1989).

286
ii. A rubber stamp may be made as per the format provided here below and affixed
in the Register.
Date Signature of Signature of person Signature of Signature of

the person Receiving Charge person person
Handing Over Receiving I Receiving II
charge Set of key, No. Set of key, No.
I have this day I confirm that I have

After/Before taken complete charge
Office hours of this office from Sri.
handed over ___________________
Complete charge and I confirm that I have
of this Office To checked the contents
Sri.___________ of the safe thoroughly
and have obtained all
necessary information
regarding the securities
held by the Bank, details of
loan parties (including
parties whose names have
been deleted from our Credit
List or who are to be
Avoided etc) at this end.
Signature of Signature of Signature of I Signature of II

Outgoing Incoming set key holder set key holder
Manager Manager
B. ON TRANSFER
The prescribed Form, for taking over charge in triplicate, is to be prepared duly
incorporating the particulars of keys etc., and signed by both the incoming and outgoing
Manager. One copy of this Form is to be sent to Circle Office.

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OUTSIDE ASSIGNMENTS
1. Officers shall not directly or indirectly engage themselves in
A. Any trade B. Business C. Profession
2. Officers shall also not act as a Director/Manager/Secretary/Officer of any Company

without previous permission in writing of the Competent Authority.
3. Any permission is generally given only when such outside assignments do not interfere
with the normal duties of the officer in the Bank and such assignments do not act as
a hindrance in discharging their normal functions as an Officer.
4. Remuneration
A. Remuneration received by the officer on such outside assignments is subject to

reimbursement rules (to be made by the Bank) and it generally does not exceed
one third of such net income.
B. The amount so reimbursed is to be credited to Commission - Miscellaneous

account
5. Exemption from Reimbursement
Total exemption from reimbursement is available for the following income received
by the Officer
A. Assignment/work pertaining to Banking profession (specific request made by

the officer for taking such assignment).
B. Assignments accepted in relation to Banks, like invigilation work for CAIIB

examination or correction of CAIIB papers.
C. Contributing articles and engaged in work of literary/artistic nature as long as

such work does not come in the way of discharging ones normal duties in the
BANK.
6. Reporting
A statement of income received from such work/assignment for the previous year
and the amount reimbursed to be submitted to HRM Section of circle Office concerned
during the first week of January every year.

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LEAVE FARE CONCESSION TO WORKMEN EMPLOYEES
In terms of HO Circular 338/2015 & 10th Bipartite Settlement, w.e.f. the date of
the settlement i.e.25.05.2015, the Leave Fare Concession payable will be actual return
railway fare or steamer fare incurred by the workman and members of his family subject
to the following.
1. PERMISSIBLE DISTANCE:
a) For availment of leave fare concession under a 2 year block for visit to any place
within India, the maximum permissible distance shall be 2500 kms [one way] for the
Subordinate staff and 2000 kms [one way] for non-subordinate staff.
b) For availment of leave fare concession under a 4 year block for visit to any place
in India, the maximum permissible distance shall be 5000 kms [one way] for
Subordinate staff and 4000 kms [one way] for Non-subordinate staff.
2. DEFINITION OF 'FAMILY':
a. For the purpose of leave fare concession, the expression 'family' of an employee
shall mean the employee's spouse, wholly dependent unmarried children (including step
children 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
b. The term wholly dependent family member shall mean such member of the family
having a monthly income not exceeding Rs.10,000/- p.m. If the income of one of the
parents exceeds Rs.10,000/- p.m. or the aggregate income of both the parents exceeds
Rs.10,000/- p.m., both the parents shall not be considered as wholly dependent on
the employee.
c. A married female employee may include her natural/legal 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.
3. CLASS OF FARE:
With effect from 01.06.2015 the class of fare to which the workmen and the member
of his family would be entitled, shall be as follows:-
SUBORDINATE STAFF:
AC III Tier for the journey by mail/express train.
By Steamer - II Class Cabin

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NON-SUBORDINATE STAFF:
II AC for the journey by mail/express train.
By Steamer -1 Class Cabin
Note: The above entitlement shall also be applicable for travel on duty.
Provided further that where the non-subordinate employee and/or members of his
family undertake travel by air either to his place of domicile or to any other place for
rest and recuperation within India, he shall be entitled to be reimbursed the actual air
fare so incurred or the II AC class fare by train by a direct route in case of travel to a
place of domicile or to the extent of the maximum admissible distance in case of travel
to any other place for rest and recuperation, during the two year/four year block
respectively, whichever is less.
4. GENERAL PROVISIONS:
a. An employee and/or members of his family, when availing leave fare concession
may undertake travel by any mode of surface transport between places and the employee
will be eligible to claim in respect of such journey his actual expenditure or the notional
train fare by the entitled class for the admissible distance, whichever is less, within his
overall entitlement.
For the purpose of this sub-clause, travel by any approved mode of surface transport
would mean such travel undertaken through any public transport or transport
(including taxi) operated by agencies / tour operators approved by appropriate
Government authorities or motorcar owned by employee with permission of the Bank.
b. By exercising an option anytime during a block of 2 years or 4 years, as the
case may be, an employee can either undertake travel availing of leave fare concession
and claim reimbursement upto his entitlement or to encash the facility for the concerned
block. The option so exercised shall be irrevocable for the block concerned. On opting
to encash the facility, he will be entitled to receive a lump sum equivalent to notional
train fare for the admissible distance (depending on a 2 year or 4 year block) by the
entitled class, subject to deduction of admissible tax at source. Leave Fare Concession
for travel to place of domicile is not encashable. An employee opting to encash his LFC
shall prefer the claim for himself and his family members only once during the block /
term in which such encashment is availed of. The facility of encashment of privilege leave
while availing of Leave Fare Concession is also available while encashing the facility of
LFC.
c. All employees will be given an opportunity to exercise an option within 90 days
from the date of this Settlement to avail LFC under two years / four years block as the
case may be. If no option is exercised within the stipulated period, the earlier option
will continue to be operative.
The above modified/improved provisions relating to LFC are with effect from
01.06.2015 and branches/offices are requested to be guided by the same.

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E. REPORTING BY OFFICERS / OTHER
GENERAL MATTERS
REPORTING OF PERSONNEL MATTERS

1. Change in Personal Details:
A. CHANGE IN NAME
Change in name arises on the following occasion :
1) Employees decide to change their names voluntarily
2) Female Employees, consequent to their marriage, change their name
1) Voluntary Change of Names by Employees
Indian Banks Association has stipulated the following procedure to be followed
by the employees for effecting change in their names in the records of the Bank :
a) The employee who wishes to change /alter his/her name shall publish a notice
in
(i) local gazette and also
(ii) in a local newspaper stating
what his / her present name is and

by what name he / she wants to be called hereafter.
b) The employee shall also give intimation of such change in the name to the Home
Department of the State Government
c) After completion of the above formalities and after expiry of the period of one
month, there would appear to be no need to receive any permission from the State
Government or any authority. Hence, once the procedure is complied with by the
employee, change in name may be noted in the records of the Bank.
2) Change in names of Female Employees ( on account of marriage)
(a) Retention of First Name
If the female employee, on account of her marriage, retains her first name and
substitutes her fathers name and / or surname, only a letter from the employee
requesting to note change in name is sufficient.
(b) Change of First Name
If the female employee, consequent to her marriage, changes her first name also,if
it is customary in their religion / caste, a letter from the employee requesting to note
the change in the name is enough, for effecting change in our records.

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(c) Procedure for change of Name
(i) The request letter of the employee accompanied by documentary proof wherever
necessary for change in name shall be forwarded to the HRM section concerned of circle
office by the branch in charge.
(ii) Change in Name has to be noted in the personal records of the employees by
the HRM section and on receipt of confirmation from HRM section, the change in name
of employees is noted in the branch / office records.
B. CHANGE IN MARITAL STATUS
(i) Staff Sections at circle offices maintain personal records of all employees in their
circles. To enable updating the bio-data of employees at Circle office level, all
employees are requested to inform staff sections wherever there is any change in
the Marital Status of employees.
(ii) The requests of employees for change in Marital Status (married / widow (er)/
Divorcee) shall be supported by Documentary evidence like
a) Copy of Marriage / Invitation / Marriage certificate
b) Copy of Death Certificate of Spouse
c) Copy of Divorce order etc.,
(iii) Such requests of employees along with documentary evidence, either in
original or attested copy, shall be forwarded by the branch in charge to the respective
staff sections of Circle office concerned.
C. CHANGE IN EDUCATIONAL QUALIFICATION
(i) Requests of employees for noting down the change in Educational Qualifications
shall be accompanied by the original mark sheet / statements / certificates in support
of his / her qualification, along with a copy of the same, which shall be submitted by
the employee to the Branch-in-charge.
(ii) The request letter, on its receipt at the branch, shall be verified by the Branch
in charge duly verifying the original Marksheet / Statements / Certificates. After
attesting the copy of the above documents, the originals shall be returned to the
employee.
(iii) The request letter of the employee along with the attested true copies of
the marksheet / statement / certificates shall be forwarded to the respective HRM
sections of the circle office concerned.
D. CHANGE IN RELIGION / CASTE / LANGUAGES KNOWN ETC.,
Any request of the employee for noting change in Religion / Caste / Languages
known or for noting any special training undergone shall be duly supported by
documentary proof, which shall be duly forwarded by the Branch in charge to
respective HRM sections of circle office concerned.

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2. LOANS / ADVANCES TO EMPLOYEES: NON - COMPLIANCE OF SANCTION
TERMS AND CONDITIONS
Non fulfillment of the sanction Terms and Conditions before availment of Loan
including the non-payment of agreed instalments shall have to be reported to the Branch
where the concerned employee is working or his salary is credited, to direct the
employee to set right the terms and conditions of sanctions within 3 months and a
confirmation may be obtained for having noted the same. (HO CIR. 58/88 dt. 4/3/
1988)
3. FREQUENT RETURN OF CHEQUES OF STAFF

TheManager / Branch in-charge should report the following to the HRM Section
on the day of dishonour of the cheque.
1) Name of the Employee & Staff No.:
2) Nature of A/c : OD/SB
3) Cheque No.:
4. Date of the cheque:
5. Amount of the Cheque:
6. Payee's Name:
7. Nature of Negotiation: Through Clearing/OSC/CDB/Across the counter
8. Balance at the date of dishonour of cheque:
The same report is applicable to dishonour of the discounted cheque.
The same report to be made irrespective of the amount/occasion.
In case an employee's cheque book facility is withdrawn by Circle Office, the Branch
Manager has to collect all unused cheque leaves from the employee and also obtain the
full details of the cheques issued by the employee pending presentation.
In case the employee's operative account is to be closed, the Branch Manager has
to take due care in obtaining the unused cheque leaves and also obtain full particulars
of cheques issued by the employee pending presentation.
As a precautionary measure, at the time of the transfer/ relief of the employee, the
branch should inform the transferee branch particulars about withdrawal of cheque
book facility/ closure of operative account, etc., if any.

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A copy of the Sectional Memo on the above subject issued by HRM Sections of Circle
Office in January every year may be made available in 10 HO file of the Branch/Office
for any reference.
4. CHANGE IN RESIDENTIAL ADDRESSES OF EMPLOYEES
Branches / Offices are to maintain a register for noting down the residential
addresses of all its staff members and whenever there is a change in such addresses,
the same should be recorded and updated in the register.
Branches should inform such changes to HRM Section, Circle office.
5. COLLECTION OF FUNDS BY EMPLOYEES FROM CUSTOMERS / OUTSIDERS
1. Collection of funds by the employees in whatever form or for whatever purpose
from the public / customers will be a clear misuse of their office and the concerned
employees will render themselves liable for disciplinary action.
2. This is equally applicable to Officer and Workmen Employees.
3. Directions from the Government have been already informed to employees
or trade unions that they are prohibited from collecting funds in any manner
whatsoever and in pursuance of any objective whatsoever. Employees should
therefore not collect donations, advertisement tariffs or raise funds in any form
whatsoever from customers/ outsiders.
4. The trade unions may accept contribution only from the willing employees
which may form the fund for trade union purpose.
5. Supreme Court of India has also observed in the matter regarding collection
of funds and CBI has in a recently concluded case, in another nationalised Bank,
ruled that collection of funds from customers is cognizable offence under Section
13(2), 13(1) (d) of the Prevention of Corruption Act.1988.
6. Thus, collection of funds by employees for any purpose whatsoever in violation
of Banks instructions constitutes a Major Misconduct attracting Disciplinary Action.
Hence any collection of Funds by Employees from customers / outsiders will

have to be reported to respective HRM sections of Circle office concerned.
(HO CIR.324/ 96)
6. STRIKE / BANDH DAY - PARTICIPATION BY EMPLOYEES
GRANTING OF LEAVE ON STRIKE / BANDH DAYS
1. Branches / Offices may receive number of leave applications from employees
requesting leave under various categories covering the STRIKE/BANDH day.
2. To ensure normal customer service on STRIKE/BANDH day(s), generally no leave

will be granted including Leave on medical grounds to employees if he/she belongs

294
to the union which has given the strike call. In addition, their absence should be treated
under the principle of No Work No Pay and they should be served with F.1112.
3. HOWEVER, if any employee is compelled to avail leave on STRIKE/

BANDH day, for unavoidable and exceptional reasons, such requests have to be
forwarded to HRM section concerned with the specific recommendations of the branch/
office manager and leave will be considered on merits of the case at their end.
4. In respect of employees who do not belong to the union which has given the
call for strike, such leave applications also have to be forwarded to HRM section
and the same will be granted only if the reasons are found satisfactory.
5. Managers in charge may note that under no Circumstances they should sanction
leave to any employee at branch level for the STRIKE/BANDH day and list of
participants in the strike may be carried accordingly for reporting purpose.
7.Acquisition of Shares / Debentures by our Employees under Promoters
Quota
Officer employees from their date of joining the Bank till date, in case they have
acquired /purchased promoters / employees quota of shares / convertible debentures
in their individual name or in the name of the Spouse or dependent children will
have to furnish the complete details in the format.
Wherever spouse, dependent children have acquired the said shares or other
securities out of their own funds, the same may be specifically indicated therein.
All officer employees who have details to report of such acquisition/
purchase of privately placed quota of shares / debentures etc., whether they are on
deputation or not will have to provide the details to Circle Office, HRM Section
concerned.
(HO Cir 136/94)
Acquisition of Promoters Quota of Shares
Officers should not procure shares / convertible debentures under the Promoters
quota or under the (relevant Company) Employees quota.
While reporting the share transactions, officers are required to specify clearly
the mode of acquisition of shares / convertible debentures such as Market Purchase,
Direct Allotment by the Company.
In case of direct allotment by the Company, they have to declare that such shares
are not acquired under Promoters quota / employees quota.
All transactions Of the Officers Exceeding Rs. 25,000/- are to be reported within
30 days of the date of such transactions by the officers concerned in the format as
per HO CIR. 334/94 and 151/2001 (Format appended at the end).

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If there is any delay in reporting beyond the period of 30 days, the officer employee
is required to explain the reason for such a delay
(HO Cir 262/93, 151/2001)
8. VARIATIONS IN THE SIGNATURES OF AUTHORISED SIGNATORIES
Officers are to verify their signatures with those lodged with the Bank and ensure
that their signatures do not vary while signing drafts / MTs , Branch Advices and avoid
complaints from customers and branches.
Where there are substantial difference in signature, matter should be taken up with
the concerned HRM Section for granting fresh signing power number. Till the issue of
Fresh signing power, signature has to be made as lodged earlier.
While forwarding the Specimen signature (fresh) in form NF 694, ensure that the
following information is also furnished:
1. Name (Including spelling should be given as provided in the application at the
time of joining the Bank; if changed and information given to concerned HRM Section,
then the changed name and spelling to be furnished.)
2. Staff number
3. Old signing power number.
4. Designation
5. Specimen signature in Jet Black Ink in the cage provided for.
6. Form NF 694.
7. All four specimen signature - to be identical.
8. NF 694 countersigned by the Authorised Signatory and forwarded to HRM
Section at Circle Office.
9. MOVEMENT OF POWER OF ATTORNEY
MONITORING THE MOVEMENT OF POWER OF ATTORNEY BOOKLETS
1. Branches are at times, directed to hand over the GPAs to Courts / advocates or
sent to companies for registration and are invariably to be noted in the movement
Regiser.
2. As far as possible, advocates may be requested to lodge certified copies alongwith
the original in courts and the original may be obtained back.
3. Whenever an Officer reports at the branch / office on transfer, immediate steps
are to be initiated to obtain the GPAs from the transferor branch and on receipt noted
in the Movement Register.
4. GPAs lodged with other external agencies are to be followed up till its return
and its receipts noted in the movement register.

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5. A certificate as on 31st of August of every year, is to be sent by the branches to
HRM Section confirming that the PA booklets of all officers working in the branches tally
with the number mentioned in the movement register.
10. REPORTING OF UNDESIRABLE PRACTICES:
Bank is a public sector undertaking and deal with public money. The Banking
activities have become very much diversified and Complex. There is an imperative
need to be alert and vigilant and for developing a well defined machinery for timely
detection of irregularities , frauds and malpractices.
Such undesirable activities , if they are not curbed at their inception, will be a
drain on the resources of the Bank and exposes the Bank to financial RISK and Losses.
Every Officer employee of the Bank has a responsibility to ensure that the
systems and procedures are followed in the departments handled by them and also
to prevent any undesirable practices followed in the Branch /Office they are working .
Though the Bank has introduced several measures like Inspection, Control Returns,
visits / surprise visits, by Controlling authorities, etc., inorder to have a few more
communication channels to bring to light undesirable activities and also keeping in
view the rationale behind the recommendations, it has been decided to implement
the recommendations of GHOSH Committee, under the Chairmanship of Sri.A.GHOSH,
Former Deputy Governor of RBI which enquired into the various aspects relating to
Frauds and Malpractices in Banks.
The following guidelines are issued to the Branches / Offices for immediate
compliance
1. While the employee must obey the lawful and reasonable instructions of
the Branch / Office incharge , it is their duty to report to the Controlling authority any
departure from the rules and regulations which they consider detrimental to the Banks
interest and any defects in the Banks security of which the Controlling Authority is
unaware.
2. Officers working in Branches / Offices are requested to discuss such instances
with the Branch incharge in the first instance and if still they feel that the working is
not in the best interest of the Bank , a report should be sent to the concerned
Controlling authority, Viz., Circle Office /ID, MUMBAI, Head Office, etc., with a copy
to the Branch /Office in charge who will immediately send his views / comments
to the Controlling Office on this.
3. A copy of the report should also be sent to the General Manager, Inspection
Wing, Head Office, Bangalore.
4. Focus should be on areas which are vulnerable to irregularities, frauds
and malpractices so as to prevent the same. If any such irregularity is noticed and
reported, it would serve as a deterrent to other employees. Therefore, this should
not be construed as a channel for ventillating individual grievances.
5. If any Officer employee being aware of the irregular practices, fails to report
the same to the Controlling Authorities, he will also be held accountable for the same.
However, officers are requested to avoid making any false and frivolous allegations.
Officers may take note of the above guidelines and scrupulously follow the same.
( HO CIR. 288 / 97 dated 18th December 1997)
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REPORTING BY OFFICERS ABOUT ARREST /
DETENTION BY POLICE / CBI
Indian Banks' Association has informed that it has come to their notice that
whenever Officer Employees are arrested by police, they remain absent from duties and
upon release they rejoin duty and submit leave application without disclosing the fact
of their arrest.
DUTY OF THE OFFICER EMPLOYEE
In view of the above, it shall be the duty of an Officer Employee who is arrested /
detained for any reasons, to intimate the fact of his arrest / detention and the
circumstances connected therewith to his immediate superior or the Head of the
Department / Branch, promptly even though he might have been subsequently released
on bail / or otherwise.
DISCIPLINARY ACTION
It is further informed that the failure on the part of the Officer Employee to so inform
his superiors will be regarded as suppression of material information and may render
him liable to disciplinary action on this ground alone, apart from the action that may
be called for on the outcome of the police case if any, against him.
REPORTING OF ARREST
Having regard to the above, it is informed that henceforth, if any Officer Employee
has been arrested / detained by Police / CBI for whatsoever reason may be, he / she
has to necessarily report the fact of the arrest / detention to the immediate superior /
the branch incharge even though he / she would have been subsequently released on
bail / or otherwise.
FAILURE TO INFORM
Failure on the part of the Officer Employee to inform his superior will be recorded
as suppression of material information and may render him liable to disciplinary action
on this ground alone apart from the action that may be called for on the outcome of
the police case, if any against him.
Officer employees should take note of the above guidelines and scrupulously
adhere to the same.
(HO Cir 144 / 2000 dated 17th July 2000)

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REPORTING OF FRAUDS, THEFTS, BURGLARIES,
ROBBERIES & DACOITIES
(Consolidated/revised H.O. Cir. 81/2009, 177/2010)
This Circular is in supersession of the earlier circulars issued on the Subject.
PART - A
1. PEPORTING OF FRAUDS :
Branches have to report all cases of actual/suspected frauds immediately on
detection (with in 24 hours) in the format given the Annexure I. Copies of fraud reports
are to be endorsed to the concerned RegionalOffices/Circle Office(R&L Section of the
Circle) . R & L Section of the Circle need not report separately fraud cases in FMR I.
However, all the required additional details are to be collected from the branches and
furnished to us by R & L Section of the Circle.
Fraud reports should be submitted in all cases of Fraud perpetrated through
misrepresentation, breach of trust, manipulation of books of accounts, fraudulent
encashment of instruments like cheques, drafts and bills of exchange, unauthorized
handling of securities charged to the bank, misfeasance, embezzlement, misappropriation
of funds, conversion of property, cheating, shortage, irregularities etc. Fraud reports
should also be submitted in cases where Central agencies have initiated criminal
proceedings suo motto and/or where the Reserve Bank has directed that they be
reported as Frauds.
All the columns in the fraud report are to be filled by properly without leaving them
blank.
Observations of the Concurrent Auditor/Inspecting Officials are to be furnished in
the fraud report without fail.
Details of Modus Operandi have to be explained clearly and to be furnished as
Annexure. Modus Operandi described should be consistent with the details furnished
in the fraud report. The amount involved has to be stated correctly.
Fraud reports should be signed by the branch in-charge and in case of VLB/ELB
by the Chief Manager/Assistant General Manager/Deputy General Manager.
Departmental Investigation is to be conducted immediately to fix staff accountability
and a copy of the report has to be furnished to R&R Section, Vigilance Wing along with
Circle's views on staff lapses.
2. FRAUDS COMMITTED BY UNSCRUPULOUS BORROWERS :
A large number of Frauds are committed by unscrupulous borrowers including
Companies, Partnership Firms, Proprietory Concerns and / or their Directors / Partners
by various methods including the following :
i) Fraudulent discount of instruments of kite flying in clearing effects.

299
ii) Fraudulent removal of pledged stock / disposing of hypothecated stocks without
the Bank's knowledge/inflating the value of stocks in the stock statement and drawing
excess Bank Finance.
iii) Diversion of funds outside the borrowing units, lack of interest or criminal neglect
on the part of borrowers, their partners, etc., and also due to managerial failure leading
to the unit becoming sick and due to laxity in effective supervision over the operations
in borrowal accounts of the Bank functionaries rendering the advance difficult of
recovery.
In respect of frauds in borrowal accounts involving an amount of Rs.5.00 lakh and
above, additional information as prescribed in Annexure - II is also to be furnished.
3. ATTEMPTED FRAUDS :
Branches / Offices have also to report cases of attempted frauds (Frauds Prevented)
to our Section under copy to the concerned Regional Office and Recovery & Legal Section
of respective Circle Office. The report should be by way of a letter (not in the fraud report
format) giving full details like Modus Operandi and how the fraud was averted etc. Police
complaint is to be lodged in respect of attempted frauds also as per guidelines.
4. REPORTING OF COLLECTION CASES :
To ensure uniformity and to avoid duplication, frauds involving forged instruments
may be reported only by the paying banker and not by the collecting banker. However,
in the case of collection of an instrument which is genuine but the amount is collected
fraudulently by a person who is not the true owner, the collecting bank, which is
defrauded, will have to file fraud report with the RBI. In case of collection of instrument
where the amount has been credited before realization and subsequently the instrument
is found to be fake/forged and returned by the paying bank, it is the collecting bank
who has to file FMR - 1 with RBI as they are at loss by parting the amount before
realization of the instrument.
5. CLASSIFICATION OF FRAUDS :
Frauds have been classified as under based mainly on the provisions of the Indian
Penal Code :
a) Misappropriation and Criminal Breach of Trust.
b) Fraudulent encashment through Forged Instruments, manipulation of books of
accounts or through fictitious accounts and conversion of property.
c) Unauthorised Credit Facilities extended for reward or for illegal gratification.
d) Negligence and cash shortages.
e) Cheating and Forgery.
f) Irregularities in Foreign Exchange.
g) Any other type of fraud not coming under the specific heads as above.

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IRREGULARITIES IN FOREIGN EXCHANGE :
Irregularities in Foreign Exchange transactions are to be reported as Fraud if the
intention to cheat/defraud is suspected/proved.
NEGLIGENCE AND CASH SHORTAGES :
Negligence and Cash Shortages are to be reported as Fraud if the intention to cheat/
defraud is suspected/proved. However, the following cases where fraudulent intention
is not suspected/proved at the time of detection will be treated as Fraud and reported
accordingly:
a. Cases of cash shortages more than Rs.10,000/- and
b. Cases of cash shortages more than Rs.5,000/- if detected by management/
auditor/Inspecting Officer and not reported on the day of occurrence by the persons
handling cash.
6. GUIDELINES FOR REPORTING OF FRAUDS TO POLICE/CBI
All fraud cases are to be reported to Police / CBI within 21 days of their detection
as per guidelines.
i. Cases to be referred to Police
All cases below Rs.1.00 crore are to be reported to Police as detailed below.
a) Cases of financial frauds of the value of Rs.1,00,000/- (one lakh) and above but
less than Rs.1.00 crore, which involve outsiders (private parties) & bank staff, should
be reported by Circle Office concerned to a Senior Officer of the State CID/Economic
Offences Wing of the State concerned.
b) Cases of financial frauds below the value of Rs.1,00,000/- (one lakh) but above
Rs.10,000/- (ten thousand), the cases should be reported to the local police station by
the branch concerned.
c) All fraud cases of value below Rs.10,000/- (ten thousand), involving bank officials,
should be referred to the concerned Circle Office by the branch, who would scrutinize
each case and then direct the branch concerned on whether it should be reported to
the local police station for further legal action.
ii. cases to be referred to CBI
a) Cases of Rs.1.00 crore and above upto Rs.5.00 crore
Where staff involvement is prima facie evident - CBI (Anti Corruption Branch)
Where staff involvement is prima facie not evident - CBI (Economic Offences Wing)
b) All cases involving more than Rs.5.00 crore - Banking Security and Fraud Cell
of the respective centres, which is specialised cell of the Economic Offences Wing of the
CBI for major bank fraud cases.

301
iii. Filing of Police complaint in case of fraudulent encashment of DDs /
TTs / Pay Orders/ Cheques / Dividend warrants, etc.
a) In case of frauds involving forged instruments, the paying banker has to file the
police complaint (FIR) and not the collecting banker.
b) However, in case of collection of instrument which is genuine but the amount is
collected fraudulently by a person who is not the owner, the collecting bank which is
defrauded has to file a police complaint (FIR).
c) In case of collection of instruments where the amount has been credited before
realization and subsequently the instrument is found to be fake / forged and returned
by the paying bank, it is the collecting bank that has to file a police complaint as they
are at loss by paying the amount before realization of the instrument.
All fraud cases are to be reported to police/State CID/CBI within 21 days of their
detection, Police complaint is to be lodged in respect of attempted frauds also.
For filing complaint with local police, branches/offices have to necessarily refer to
R&L Section of their respective Circle for permissionand guidelines.
For lodging complaint with CBI, Circle Offices have to obtain permission from C&MD
by placing an Office Note through Vigilance Section, Vigilance Wing HO.
In addition to the above, Chief, Vigilance Officer (CVO) in consultation with C&MD
may refer a case involving less than Rs.1.00 crore or a case which cannot be classified
on monetary limits, to the CBI, if, in the opinion of the CVO, the case is of serious nature
and / or has an inter-state or international ramifications.
7. DELAY IN REPORTING OF FRAUDS :
Delay in reporting of fraud cases will be viewed seriously by RBI/Board. Bank would
be liable for penal action as prescribed under 47A of the Banking Regulation Act, 1949
and staff accountability shall be fixed in respect of delays in reporting of fraud cases.
As per HO Circular No.60/2005 dt. 9.3.2005 of IR Section, Personnel Wing, HO any
delay in reporting of fraud / wrong reporting / failure to submit prompt replies to the
queries / details called for by the authority will be viewed seriously. Also refer IR Section,
H.O. letter Ref No. IRS/16/5435/2008 dt. 20.11.2008 in this regard.
8. CLOSURE OF FRAUD CASES :
Fraud cases can be closed only when the action as stated below are complete:
a) The fraud cases pending with CBI / Police / Court are finally disposed off.
b) The examination of staff accountability has been completed.
c) The amount of fraud has been recovered / written off.
d) Insurance claim where ever applicable has been settled.

302
e) The Bank has reviewed the systems & procedures, identified the causative factors
and plugged the lacunae and the fact of which has been certified by the appropriate
authority (Board / Audit Committee of the Board)
(Refer HO Cir. 81/2009 & 177/2010 for reporting format)
GHOSH COMMITTEE RECOMMENDATIONS RELATING TO

FRAUDS AND MALPRACTICES IN BANKS
(Cir.138/2005 dt 3/6/2005)
The following are the two recommendations:
1. It should be made circumbent on the part of the staff members to intimate in
writing about the accounts opened by him / her with another Bank and other branches
of the Bank.
2. The staff member should indicate the name of the Bank / branches where they
maintain accounts.
Branches to report such opening of accounts by staff within 30 days of opening.
It is on an ongoing basis. The nature of accounts shall be operative S.B., Current &
O.D. accounts.
VIGILANCE MATTERS
In an effort to reduce the number of vigilance cases and also to create an

awareness about preventive vigilance a few DOs and DONTs and a few vulnerable
areas have been identified and listed herein . The list is only illustrative and not
exhaustive and the same is intended to help the employees in their day to day
dealings/functions in the Bank.
LIST OF DOs
1. Develop a sense of belonging to the institution. Just as the institution cares for
you,you should also care for the institution.
2. Each one of us, being a public servant is expected to act honestly and faithfully
at all times.
3.Inculcate a sense of fair play and impartiality in your official work. It pays.
4.Courtesy in official dealings will reduce public complaints.
5. Scrupulous adherence to the rules and regulations concerning personal
conduct.
6.Get all oral instructions and decisions of the higher authorities duly confirmed/
ratified.

303
7. Record your decision in writing and ensure that decisions taken by you are
backed by reasoning and such reasoning is also duly recorded where necessary.
8. Adhere to a time schedule for each stage of the job relating to your official
dealings.
9.Monitor delays and disposals intensively to prevent inefficiency / corruption.
10.Implement job rotation particularly in respect of those who are holding
sensitive positions.
11.Assess the strength of Internal Control on an ongoing basis and suggest ways
to reduce malpractices.
12.Surprise inspections of sensitive areas/departments will prevent dishonest
activities.
13.Attend to public grievances promptly to improve the image of the
institution.
14. Keep a quiet watch over the life styles of employees as it will help in early
detection of corruption.
15. Maintain utmost secrecy regarding the Banks affairs.
16.Report promptly the irregularities of your branch/office to your superiors,
otherwise it may be construed as a malafide act.
17.Submit reports, returns, statements etc., as per rules.
18. Abide by the rules, regulations and procedures set out in Banks manuals,
circulars, memos or Instructions.
19. Respect the laws of the land and observe them in letter and spirit.
LIST OF DONTs
1. DO NOT yield to pressure of any kind while taking decisions.
2. DO NOT be arbitrary in your decisions. Your decisions should be data based
and backed by sound reasoning.
3. DO NOT take decisions in matters where your relatives or you have interest.
Such issues should be referred to colleagues for decision with a noting of your interest.
4.DO NOT delay taking decisions and/or retain the files for undue length of time
or else it would raise suspicion. Do not forget to record reasons for delays.
5. DO NOT forget to date your signature on all papers.
6.DO NOT sign any official paper/notings or other documents back-dated. This
may land you in unnecessary trouble.
7. DO NOT sign any blank documents like cheques etc.

304
8.DO NOT expect/receive any consideration for your acts.
9. DO NOT seek and receive donations and advertisements from the Banks
clients/constituents for even a good cause, lest they place you under obligation.
10. DO NOT accept or permit any members of your family to accept gifts or lavish
hospitality from clients of the Bank.
11. DO NOT use your official position or influence either directly or indirectly
to secure employment or any other pecuniary benefit to any person related to you.
12. DO NOT speculate in stocks, shares or other money market instruments.
13. DO NOT engage directly or indirectly in any trade or business or undertake
any other employment except with the previous sanction of the Competent Authority.
14. DO NOT accept any pecuniary reward for any work done for any public body
or any private person without the sanction of the Competent Authority.
15.DO NOT invest in,lend to or borrow money from a firm having official dealings
with you.
16. DO NOT conduct yourself in a manner which will adversely affect the
reputation of the Bank either in official or personal capacity.
17. DO NOT allow your family members to use your official position for personal
gains.
18. DO NOT write anonymous or pseudonymous letters about any person or
affairs of the Bank.
19. DO NOT attempt to shift the blame on others for your actions.
20. DO NOT deviate from systems, precedures, rules and regulations of the Bank.
21. DO NOT refer matters to your higher authorities where you have the
necessary authority to decide.
22. DO NOT knowingly grant or authorise the grant of any advance or banking
facilities or enter into or authorise on behalf of the Bank any contract/agreement,
arrangements or proposals in any matter or give or sanction any contract or loan to
any person or undertaking etc., without proper authority to do so. In such cases act
as per laid down guidelines.
23. DO NOT act as an agent or canvass business in favour of any insurance
Company or Corporation.
24. DO NOT lend money in your private capacity to a constituent of the Bank or
have dealings with such a constituent in the purchase or sale of Bills of Exchange,
Government paper or any other services.

305
25. DO NOT take part in the registration, promotion or management of any bank
or other Company which is required to be registered under Companies Act for
commercial purposes, without the sanction of the Bank, except in the discharge of
your official duties.
26. DO NOT participate in radio broadcasts or publish, or cause to publish any
article etc., having a bearing on affairs of the Bank or pass on to others any
document, paper or information which may come into your possession in your official
capacity, without previous sanction of the Bank, except in the bonafide discharge of
your duties.
27. DO NOT apply for any reserved quota of shares/debentures in Companies
such as promoters quota/employees quota. This is expressly prohibited.
VULNER ABLE AREAS
ADVANCES
i) Absence of pre-sanction/post-sanction inspection.
ii) Laxity in supervision and follow up measures.
iii) Non-verification of quantity/quality of the stocks pledged, scrutiny of relative
invoices, control over issue of godown keys/deliveries.
iv) Favouritism in granting loans.
v) Granting advances beyond discretionary powers without proper
permission/ratification.
vi) Suppression of facts in credit reports/control returns in order to help a customer.
vii) Advances becoming sticky due to negligent credit appraisal/follow-up.
viii) Entertaining a particular group of customers/concentration on a particular
type of credit like OCC/LHV etc., and going out of the way to accommodate a
customer.
ix) Revenue leakages due to faulty application of interest/commission with an
intention to accommodate a customer.
Appointment of Jewel Appraiser.
Appraisal of jewels in the Branch premises in the presence of Borrower and Bank's
officials.
Safe custody of gold jewels.
Reappraisal and physical verification
OPLs from Banks / Market opinion.
Pre and post sanction visits.

306
Loan to illiterates
Safe custody of loan papers and securities
Search report - verification of charges registered with the ROC.
Goods pledged / hypothecated; Quality, Quantity, Ownership, Insurance, Value /
Price.
Godown Visits; Regularity, rotation.
PL / KCC godowns; Safety - doors / windows.
Banks lien in the RC book
Scrutiny of title deeds, land records.
Ownership of securities.
Inspection of securities.
x) Granting temporary overdraft loans to get deposits.
xi) Irregularities in discount of bills not supported by proper documents
representing movement of goods or not covering genuine trade transactions.
xii) Granting advances to fictitious borrowers/overdrawings in fictitious accounts.
DEPOSIT AND OTHER ACCOUNTS
i) Opening of accounts without proper introduction.
ii) Inadequate watch over transactions in newly opened accounts.
iii) Issuing cheque-books without authentic request.
iv) Resorting to unhealthy practices in deposit mobilisation.
v) Negligence in proper control and custody of documents/security items.
vi) Allowing overdrawings on uncleared items without permission.
vii) Unhealthy practices in clearing cheques, non balancing and non reversal of
suspense entries for a long time.
viii) Undue delay in reconciliation of inter branch/inter bank transactions.
ix) Irregular practices in foreign exchange transactions.
x) Irregular practices/violation of procedural rules in receipts / payments /
remittance of cash.
xi) Non-adherence to written down procedures in dealing with dormant accounts.
xii) Delay in balancing of books/reconciliation of entries.

307
xiii) Incorrect reporting of the facts to the higher authorities and inadequate
follow up action on inspection/audit report.
xiv) Inadequate review and laxity in the scrutiny of the accounts of employees.
xv) Not effecting job rotation/transfer of employees, not keeping a close watch over
the life style of employees.
BILLS
1. Purchase of Bills accompanied by bogus, fraudulently altered documents.
2. Purchase of bills covered by LRs of unapproved Transport Operators.
3. Not taking appropriate action on returned bills.
4.Not taking proper follow up action on purchased bills.
5. Not insisting on consignee copy of LR for purchase of bills.
6. Failure to notify banks lien with Carriers or Railways.
7. Purchasing fresh bills on drawees whose bills are dishonoured or paid after
undue delay.
8.Genuineness of transactions.
9. Registration of power of Attorney in respect of Supply Bills.
10. OPLs on drawee.
11.Kite flying / accommodation bills.
12. Despatch of bills and cheque & documents by received post or through
approved couriers.
13. Non verification of drawees credentials.
CASH MANAGEMENT
1. Lack of surprise checking of cash.
2. Laxity in the observation of remittance procedures.
3. Laxity in the control over Joint Custody Operation.
4. Non observation of prescribed safety measures in connection with deposit or
withdrawal of cash from double lock and handing over/taking into custody cash from
the cashier.
5. Non recording of movement of cash between cashiers.
DEMAND DRAFTS & PAY ORDERS
1. Non verification of the signatures of the authorised officers.
2. Non verification and non follow up of branch serial number.

308
3. Non adherence to the powers of the authorising official.
4. Not taking due care while passing drafts of higher amount.
5. Non utilisation of Ultra Violet Lamp.
6. Non verification of the endorsements while passing DDs for clearing.
REMITTANCE BY TELEGRAPHIC TRANSFER
1. Improper coding and decoding of the message.
2. Failure to have a counter checking of the TT message by a Second Officer.
3. Failure to follow-up pending TTs.
4. Double payment of TTs.
5. Failure to identify the beneficiary of the TT.
6. Failure to make proper enquiry about the TTs for big amounts especially for
credit of newly opened accounts.
CLEARING
1. Non balancing and non tallying of clearing account daily.
2. Passing of credit and debit slips for clearing suspense/clearing voucher account
to tally the clearing account without locating the actual difference
3. Improper followup of items under clearing suspense account.
4. Non observance of clearing house rules relating to returning/accepting of clearing
returns after the stipulated time.
5. Improper sorting of clearing cheques.
6. Non recording of inward clearing instruments.
MISCELL ANEOUS
1. Inadequate control over postal expenditure and other expenditure accounts.
2. Non verification of the daily slips bundle by the Manager as required.

3. Not getting the daily slips bundled promptly.
4. Inadequate control over maintenance of records, issue of cheque books, security

items.
5. Absence of job rotation.

6. Inadequate control over periodical balancing, tallying of accounts, submission
of statutory and other returns.

309
CORRUPTION PRONE AREAS
i) Granting of loans/advances under priority sector schemes, more
particularity in Government sponsored schemes.
ii) Undue favoritism shown to large borrowers in the commercial and SSI sectors
in the form of granting large facilities without verifying their past dealings/
performance, antecedents, their capacity to implement the proposed projects,
observance of financial discipline etc.
iii) Unscrupulous businessmen/undesirable intermediaries operating in
connivance with the staff.
iv) Undesirable practices such as accepting costly gifts,lavish entertainment
from customers and outsiders..
v) Recruitment, transfer and posting of personnel.
vi) Purchase of stationery, furniture and fixture etc.

vii) Hiring/dehiring/acquisition of premises, furnishing of office building.
viii) Grant of Advances/loans against forged or bogus Transport receipts or inflated

stocks, through collusion.
ix) Exceeding powers in granting overdrafts and loans etc., by abuse of official
position.
x) Placing of orders for printing, repairs to furniture, costly furnishing etc.,
REPORTING IRREGULAR PRACTICES IN ANY

OPERATIONAL AREAS INCLUDING FRAUDS AND
MALPRACTICES BY AN EMPLOYEE TO HIGHER
AUTHORITIES
H.O. Cir. 279/2004
"WHISTLE BLOWING - 1"

In spite of repeated emphasis on whistle blowing or irregular practices / fraudulent
activities, the incidence of frauds is not getting reduced. It is a matter of concern that
instances of frauds involving huge amount, which have come to light recently revealed
that in certain branches, some employee(s) were continuously indulging in malpractices
for a long period and there are reasons to believe that in spite of being aware of what
was happening in the branch, the employees have not come forward to report the matter,
thereby exposing the bank to huge financial loss.

310
The employees who come across any irregular practices indulged at branches/
offices are requested to report the matter immediately to any of the following authorities:
1. Report to Vigilance Department, Head Office/Executives overseeing staff matters

at Circle Office/Executives at Regional Office/Executives at Zonal Inspectorate.
2. By way of "complaint to CVC under the public interest disclosure" in terms of

Circular 195/2004 dated 7.8.2004.
3. such information can also be furnished to Assistant General Manager, Personnel

Wing, Head Office over Telephone No. (080) 22223172.
The identity of the employees making such report shall be kept confidential.
(Other Cir. 288/97, 268/02, 195/2004)
REPORTING IRREGULAR PRACTICES IN ANY

OPERATIONAL AREAS INCLUDING FRAUDS AND
MALPRACTICES BY AN EMPLOYEE TO HIGHER
AUTHORITIES
H.O. Cir. 17/2005
"WHISTLE BLOWING - 2"

Inorder to have an effective whistle blowing mechanism and to avert / prevent
instances of frauds / unhealthy practices, it has been decided to follow the following
procedure :
1. Any employee who comes across any type of irregular practices / frauds in any
operational areas have to make the report in a confidential cover to General Manager,
Personnel Wing. Their name and full address should be mentioned in the original letter
or in a separate sheet of paper, which is to be put inside the cover meant for General
Manager, Personnel Wing.
2. The identity of the employee making such report shall be kept confidential.
3. Bank shall initiate necessary steps based on the information so furnished and
action will be initiated wherever warranted.
4. Anonymous / pseudonymous complaints will not be entertained.

311
WHISTLE BLOWER POLICY - REPORTING IRREGULAR
PRACTICES IN ANY OPERATIONAL AREAS INCLUDING
FRAUDS & MALPRACTICES AT BRANCHES/ OFFICES -
BASED ON PUBLIC INTEREST DISCLOSURES & PROTEC-
TION OF INFORMER [(PIDPI) RESOLUTION.
The 'Whistle Blower Policy' is being introduced to streamline and consolidate all
theexisting guidelines and to enable the various stake holders/ persons to report
unethical practice, frauds, if they observe in any operational area.
The policy is put in place as a part of maintenance of Corporate Governance and
towards achieving greater transparency, with an objective to provide a framework to
persons to act as whistle blowers. It aims to protect such whistle blowers wishing to
raise a concern about any allegations of corruption or of misuse of office that could
jeopardize the interest of the Bank.
This shall be in supersession of all earlier circulars / guidelines on the subject
matter. The 'Whistle Blower Policy' is furnished as an annexure to this Circular.
(H.O. Cir. 100/2015)
COMPUTER LITERACY FOR EMPLOYEES (Cir. 93/04)
1. COMPUTER LITERACY FOR DIRECT RECRUITS IN CLERICAL & OFFICERS'

CADRE:
All candidates considered for appointment in the Clerical & Officers' Cadre (JMG
Scale - I & above) should possess computer literacy, as per the criteria stipulated in
this circular.
A suitable Clause will be incorporated in the appointment orders issued to all the
direct recruits in the Clerical and Officers' Cadres that they should possess computer
literacy. However, if any candidates selected does not possess computer literacy, he /
she will have to give an undertaking to acquire the same within six months from joining
the Bank. In case the direct recruit fails to acquire the required computer literacy within
a period of six months of joining the Bank, his / her services are liable to be terminated.
2. CRITERIA TO DETERMINE COMPUTER LITERACY :
The criteria to determine computer literacy will be on the basis of a Certificate from
a reputed / recognized Computer Institute. The syllabus of the course should comprise
of computer fundamentals, MS Dos, MS Windows, Basic Concepts of Computer
Operations, MS Office (Word, Excel, Power Point, and E-Mail).

312
3. COMPUTER LITERACY FOR PROMOTEES :
In respect of employees promoted from Clerical to Officers' Cadre in JMG Scale - I,
and promotions to all the higher scales in the officers / Executives cadres, the promotees
should possess the desired level of computer literacy for which they have to comply with
any one of the following criteria :
i. Certificates from a recognized / reputed Computer Training Institute wherein the

syllabus undergone contains Computer Fundamentals, MS DOS, MS Windows, MS
Office (Word, Excel, Power Point, E-mail, etc).
ii. A suitable training course in the computer Learning Centres of the Bank covering
the above syllabus.
iii. The promotees fulfilling any of the following criteria may also be considered as
computer literates:-
a. Employees / officers who have worked in a Computerised Branch / Office for a

period of one year & above and handled departments which are computerised;
b. Employees / Officers who have acquired Computer Literacy by undergoing the

external training programme, conducted by the recognised Institutes / Institutes of
repute, etc for which the Bank had reimbursed the Course fee, as per the Scheme,
evolved in the Bank;
c. Employees / Officers who are having a Degree / Diploma in Computer Science /

Applications, Post Graduate Degree for Diploma in Computer Science / Applications,
etc from recognised / reputed Institutes; and
d. Any other course / training / diploma underwent, which satisfy the criteria of
computer literacy spelt out above and acceptable to the Bank.
Such of those employees who are promoted but do not possess computer literacy,
their promotion will be subject to their acquiring computer literacy within a period of
six months from the date of promotion. A suitable Clause shall be incorporated in the
Willingness Letter undertaking to acquire Computer Literacy within six months.
In respect of Promotion from Sub-staff to Clerical cadre also, the promotees should
acquire computer literacy within a period of six months from the date of promotion.
The promotees who undergo the Training Program "Intensive Clerical Development
Programme" will be considered as computer literate.

313
IDENTITY CARD
(HO Cir. 184/89, 212/92, 8/95, 63/97, 269/99, 81/05)
Identity cards are issued to employees to serve the following purposes:-

(1) FOR SECURITY REASONS : To prevent unauthorised movement of persons in
Branches / Administrative Offices and also to facilitate employees to prove their identity,
particularly during riots, civil commotion and other disturbances.
(2) To facilitate employees to meet various external agencies like Government
Departments and other offices, officially, and
(3) As a measure of improving Customer Service.
As per instructions of Head Office, all employees of the bank are expected to wear
identity cards while on duty. Non wearing of ID Card by employees while on duty can
be construed as a MINOR MISCONDUCT under Regulation No.5 of CBSC as per HO
Cir. 192/95.
Furnished here below is the procedure to be followed to obtain fresh identity card
/ duplicate identity card.
FRESH IDENTITY CARD
Eligibility : Employees who have not been issued with identity card so far.
Obtention : Request letter from the employee along with Stamp Size photo duly
forwarded by the Branch / Section in-charge to be sent to HRM Section concerned.
Photo Charges : Actual Photo charges or Rs.40/- whichever is lower is reimbursable
by Bank at Branch/Office / Section level by debiting GC-Miscellaneous on
production of Bills for the same by the concerned staff.
NEW IDENTITY CARD ON RENEWAL
Eligibility : Identity cards which are spoiled / mutilated and completed 5
years from the date of issue are eligible to be renewed.
Obtention : Letter -cum-Declaration (Annexure-A) along with stamp size photo and
original identity card to be forwarded to HRM section concerned.
NEW IDENTITY CARD ON PROMOTION
Eligibility : Employees promoted from Substaff cadre to Clerical, Clerical Cadre
to Officer orManager Cadre to Executives are eligible for New Identity Card.
Obtention : Request letter of staff along with stamp size photo and original identity
card to be forwarded to HRM Section Concerned.
314
DUPLICATE IDENTITY CARD
Eligibility : Employees who have lost their original identity card.
Obtention : Letter-cum-Undertaking (Annexure-B) along with stamp size photo to
be forwarded to HRM Section. Officer employees and Workmen employees have to send
a Branch Advice for Rs.33 for the purpose.
Photo Charges : Employee has to bear the photo charges, i.e., photo charges will
not be reimbursed by the Bank.
GENER AL
o On complying with the above, a blank Identity Card will be sent to the Branch
/ Office concerned.
o The Branch / Office Head should verify the Name and Staff Number of the
employee mentioned on the Identity Card.
o Blood Group of the employee shall be incorporated at the back side of the card
with pencil.
o The Section / Office/ Branch Head should countersign (without S.P.No.) on
the Identity Card.
o Details on the card like Name, Staff No & Blood Group should be written only
with pencil.
o Employees signature and signature of the Branch / Section Head should
be affixed in pen without fail.
o Kindly note not to paste the photo on blank identity card. Please send the
photo seperately in a cover along with the identity card.
o After ensuring all the above, the same should be forwarded to the respective
HRM Sections by Registered post / Courier.
o On receipt of the completed Identity card, arrangements will be made for

issuance of laminated and numbered identity card to the concerned employees.
o Employees retired on Superannuation, VRS, SVRS scheme are all eligible for
this ID card facility. But employees who has resigned from the services of the Bank are
not eligible for ID cards.

315
ANNEXURE A
DECLARATION LETTER
FROM
NAME OF THE OFFICER / EMPLOYEE
STAFF NUMBER
DESIGNATION
BRANCH / OFFICE
TO
THE MANAGER/SENIOR MANAGER
CANAR A BANK HRM
SECTION CIRCLE
OFFICE
THROUGH
THE SENIOR MANAGER / MANAGER
CANAR A BANK

Dear Sir,
SUB : ISSUANCE OF IDENTITY CARD TO ME
With reference to the above , I request you to issue me a fresh identity card. In
this connection, I declare that
THE ORIGINAL IDENTITY CARD BEARING NO.________ DATED ________ HAS
COMPLETED 5 YEARS OF ISSUE AND IS MUTILATED / SPOILED BEYOND USE. THE
SAME IS ENCLOSED HEREWITH.
Kindly do the needful.
Yours faithfully,
(_______________________)
PLACE :
DATE :
FORWARDING REMARKS OF BRANCH / OFFICE

316
ANNEXURE B
LETTER OF UNDERTAKING
FROM
NAME OF THE OFFICER / EMPLOYEE :
STAFF NUMBER :
DESIGNATION :
BRANCH / OFFICE :
TO
THE MANAGER / SENIOR
MANAGER CANARA BANK
HRM SECTION CIRCLE
OFFICE
__________________
THROUGH THE
SENIOR MANAGER / MANAGER CANARA
BANK

Dear Sir,
SUB : REQUEST FOR ISSUE OF DUPLICATE IDENTITY CARD
I request you to issue me a duplicate identity card as the original card No.
dt. is lost and is not traceable.
In the event of any person misusing the original identity card, resulting in any
financial loss or liability, I undertake irrevocably to pay/ reimburse such loss or liability
as determined by the Bank as due, on demand without protest.
I further declare that the said original identity card has not been knowingly parted
with by me.
I undertake to produce the original identity card, if it is found.
Yours faithfully,
(_______________________)
PLACE :
DATE :
FORWARDING REMARKS OF BRANCH / OFFICE.

317
PHOTO FOR OFFICE RECORDS
(HO Cir. 59/90, 66/92, 275/99, 281/99)
PHOTOS
Photographs of the employees are obtained
I. At the time of joining the Bank (for direct recruit officers)
II. At the time of promotion to Officers cadre (for promotees)
III. After completion of 15 years from the date of last submission of photographs
(for all Officers)
SUBMISSION OF PHOTOGRAPHS
Submit Latest passport size photographs - 3 numbers to HRM Section (Officers of
the Circle Office concerned / HOSA Section, Personnel Wing, Head Office/ Staff
Administration Section, ID/Mumbai).
Record the - name, staff number, branch / office presently working -details on
the reverse of the photograph, preferably in Pencil.
Record the date of submission of the photographs to the branch / office on the
face of the photograph.
One copy of the photo shall be forwarded to HROD Section, Personnel Wing, Head
Office, Bangalore by HRM Section after duly verifying the name, staff number, branch
/ office furnished on the reverse of the photograph to update the Head Office record.
Officers in Scale IV and above (Executives) are requested to submit all the three
copies of the photographs to P.M. Section, Personnel Wing, Head Office, Bangalore.
REIMBURSEMENT OF PHOTO CHARGES

Reimburse actual expenses against submission of Bills/vouchers to the debit of GC
- Miscellaneous. The maximum permitted is only Rs. 40/- . (HO Cir.275/99 )
REIMBURSEMENT OF OTHER CHARGES

No other expenses like local conveyance charges are permissible for obtaining the
photographs.

318
THIRD PLACE OPERATION / LEAVING
HEADQUARTERS BY MANAGERS /OFFICERS
(HO Cir 269/2003)
Officer employees have to necessarily stay at their place of work and they have to
obtain specific permission from the competent authority for operating from third place
if the place of work lacks in basic amenities and infrastructure.
Further, the Officer employees have to necessarily obtain permission from the
competent authority before leaving the place of work / Head Quarters (i.e., Branch-
in-charge in case of Officers including II line Managers; in case of Branch-in-charge
from Divisional Manager /Assistant General Manager of concerned DO / RO / CO).
Unauthorised operation from third place /leaving the place of work /Head
Quarters without permission, affecting the smooth functioning of the branches /
offices should be avoided by all concerned.
Necessary permission can be obtained from appropriate authorities for the purpose
of operation from third place.
Permission for Operation from Third place
1. Permission to operate from third place is given to Managers/ Officers only for
a) those who are posted in rural branches
b) in deserving cases, only on merits of individual cases
c) On a very selective basis as per the recommendations of the concerned higher

authorities
In a rural branch, where officer/s apart from the Branch-in-charge are working,
at least one officer or Manager should stay at the place of work when other officer/s is/
are seeking permission to operate from third place.
2. Those who are willing to operate from third place will have to forward their letter
seeking for permission for such operation from third place to the concerned Regional
/ Divisional Office / Circle Office.
3. Regional Office / Divisional Office have the liberty to selectively recommend for
such cases and forward the same to Circle Offices concerned .
4. Permission , if any , given by the appropriate authority shall be only for a limited
period. Normally this shall be only for a year , to be reviewed after the completion
of the period permitted.

319
SANCTIONING AUTHORITY
RURAL BRANCHES
Circle Heads shall be the authority to permit Managers / Officers to operate from
third place in the case of Rural Branches.
URBAN / SEMI - URBAN BRANCHES
The authority to permit third place operation in the case of Managers/Officers

working in Semi Urban / Urban branches shall be the General Manager of Personnel
Wing , HEAD OFFICE , BANGALORE.
REASONS FOR PERMISSION FOR THIRD PLACE OPERATION
1. Non availability of Quarters / House facility
2. Lack of public conveyance
3. Lack of medical/ educational facilities
4. Lack of other infrastructural facilities
5. Lack of Basic necessities / Amenities
CONDITIONS :
1.Permission is given is for a max. period of 1 year.
2. Permission will be given to operate from a third place which shall not be more
than 10 kilometers away from the Branch where the Officer / Manager is working.
3. The facility is reviewed continuously and the review of the progress of these
branches shall have a direct bearing on the permission granted. Permission already
granted will be reconsidered where the progress of the branch is not satisfactory.
4. The Officers/ Managers shall not consider this as a right to claim permission to
operate from third place.
(HO Cir. 269/84, 269/2003)

320
EMPLOYEES PROCEEDING ABROAD
(HO Cir 403/80)
1.Employees going abroad on leave should
A. Deposit salary and emoluments,
(i) for one month - in the case of workmen
(ii) for 3 months - in the case of officers
B. The amount so deposited would be appropriated towards pay - in - lieu of notice,
in case they opt to leave the job
a) without the permission of the Bank.
b) without giving sufficient notice for leaving the Bank job.
The employee shall give a mandate to the Bank to this effect.
2. The above amount deposited as per (A) above, shall be accounted under
suspense account at the branch.
3. Bank will sanction leave only within the earned limit and will not entertain any
request for leave on loss of pay.
4. Before going abroad, the employee should pay back all unsecured loans,
including Festival Advance.
5. If the employee does not return back to India and resume duty on expiry of the
sanctioned leave, it will be construed that
(a) the employee has no intention of rejoining the duty and
(b) the employee will be treated as having voluntarily abandoned his services of
the Bank.
6. If as per the leave application, the intention of his going abroad is not disclosed,
but proceeds abroad and does not rejoin duty after expiry of the leave, no extension of
leave shall be given / considered.
7. Employee, intending to proceed abroad, shall give an undertaking complying
with the above conditions prior to the Bank considering his / her application of leave
for his / her going abroad. This undertaking letter shall be addressed to the Deputy
General Manager / General Manager of the Circle, through the Branch authorities.
8. In deserving cases, DGM / GM of the circle concerned has the discretion to
relax the norms listed above.
9. The branch / office shall relieve the employee / officer to proceed on leave / go
abroad only after
(a) the leave is sanctioned and
(b) all the conditions are fulfilled.

10. The draft of the UNDERTAKING LETTER is reproduced .

321
From
Name : Place :
Staff no. :
Canara Bank :
------------------------Branch/Office Date:
To
The Deputy General Manager
Canara Bank , HRM Section
Circle Office, ----------------------------
Through
The Manager / Senior Manager
Canara Bank
-----------------------------Branch
Dear Sir,
I am enclosing my letter dated.....................requesting for leave of...............days for

proceeding abroad.
In this connection, I hereby undertake as under :
1. I shall report immediately for duty on expiry of leave sanctioned to me. If I do

not report back for duty on the due date, you are free to presume that I am not
interested in continuing my service in the Bank and you may terminate my services as
voluntary abandonment. I shall be bound by the same.
2. I have deposited a sum of Rs. in my suspense account with your

Branch / office representing my salary for 1 / 3 month(s) . You are free to appropriate
the same towards pay in lieu of notice, in case, I resign but am not in a position to give
one / three month(s) notice.
3. I hereby declare that I have settled in full all my dues to the Bank under
unsecured advances / facilities etc.
4. If it is found out at a later date that I owe any sums to the Bank, I undertake
to pay the same with interest at the rate prescribed by you.
5. I request you to kindly grant the leave applied for.

Yours faithfully,

322
HELMETS TO OFFICERS
1. Senior Manager / Manager / Officer provided with 2 wheelers by the Bank

are supplied with a Helmet
2. The periodicity shall not be earlier than 3 years and only where the helmet
requires replacement
3. The Helmet will be kept under the custody of the officer who uses it, till his
relief from the branch / office on transfer or otherwise
4. Old items should be auctioned and proceeds to be credited to General Charges
account, after purchase of new ones.
5. The cost limit fixed by the bank is Rs. 700/-
PREVENTION OF SEXUAL HARASSMENT AT WORK PLACE

( HO Cir. 361/2013)
This is in supersession of our earlier HO Circular 106/1998 dated 14.05.1998 &
HO Circular 102/2013 dated 12.03.2013 in the subject matter.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and
Redressal) Act, 2013 (herein after called as the Act) has come into force from the date
of Gazette Notification i.e., w.e.f. 23.04.2013 and same has been published in the Gazette
of India, Extraordinary, Part-II, Section-1, dated the 23rd April 2013 as Act No. 14 of
2013.
The Act provides for protection against sexual harassment of women at workplace
and for the prevention and redressal of complaints of sexual harassment and for matters
connected therewith or incidental thereto. The same is placed as Annexure I.
The broad guidelines / procedure for redressal of complaint/s are provided in
Annexure II. However, for more clarity, Circles shall refer The Sexual Harassment of
Women at workplace (Prevention, Prohibition and Redressal) Act,2013.
All the employees are requested to take note of the guidelines and ensure congenial
work atmosphere for women employees.
The Circles are requested to implement the Act strictly and ensure formation of
Internal Complaints Committee as per the provisions of the Act.
Further all Branches/Offices shall display copy of this Circular Annexures in their
Notice Board along with information w.r.t. constitution of Internal Complaints Committee
& its members.
A copy of this Circular is available on the Website of Bank i.e.,
www.canarabank.com.

323
REVISED CAR SCHEME FOR BRANCHES
(H.O. Cir. 179/04 & 271/2012)
The salient features of the scheme are :
1. The existing system of providing cars to the Branches has been replaced by a
"SCHEME OF REIMBURSEMENT OF CONVEYANCE EXPENDITURE".
2. a. Designated Senior Managers of all ELBs are eligible.
b. Designated Senior Managers of VLBs / FDs, Managers / Senior Managers in

charge of Branches and Manager / Senior Managers in charge of Foreign Departments,
satisfying the eligibility norms as detailed in the ANNEXURE are entitled to use their
own four wheelers for official visits, within the City / Town and claim reimbursement of
expenditure, if they are not provided with Bank's car.
3. Persons officiating in the above posts, functional Managers in VLBs / ELBs /

FDs, IInd line Managers at branches and Managers / Senior Managers already provided
with Bank cars are not eligible under the Scheme
4. Reimbursement of Conveyance expenditure shall be on monthly basis up to the

maximum mileage specified, as detailed in the ANNEXURE, on submission of declaration.
5. Reimbursement will be calculated at the rate of Rs.7.00 per KM. (HO Cir. 271/
2012)
The revised "SCHEME OF REIMBURSEMENT OF CONVEYANCE EXPENSES" is

effective from 1.8.2004.
SCHEME OF REIMBURSEMENT OF CONVEYANCE EXPENDITURE TO

BRANCHES IN LIEU OF CARS
1. ELIGIBILITY NORMS
A. BRANCHES :
i. Exceptionally Large Branches :
All exceptionally large branches are eligible.
ii. Norms for other branches including all specialized branches :
Branch should satisfy the following Business & Growth norms to attain eligibility.

324
1. BUSINESS NORMS :
PLACE OF BR ANCH RS. IN CRORES

AVER AGE BUSINESS ACHIEVED DURING THE
PREVIOUS ACCOUNTING YEAR SHOULD NOT BE
LESS THAN (As on last Friday of the year)
a. MUMBAI & DELHI 120
b. OTHER MAJOR CITIES:

BANGALORE, HYDERABAD,
& SECUNDERABAD, KOLKATA
CHENNAI, AHMEDABAD 80
c. OTHER CITIES & URBAN

CENTRES 60
d. SEMI URBAN & RUR AL

CENTRES 45
2. GROWTH NORMS :
Branch should have achieved Average business target (Average deposit + Average
advance) of the previous accounting year.
OR
Branch should have registered positive growth in average business in the previous
year, with a growth rate not less than that of respective CO / RO.
B. FOREIGN DEPARTMENTS
All the following norms to be satisfied.
1. Annual Foreign Business Turnover should not be less than Rs.1,000/- crores
for the past two accounting years, excluding turnover of designated branches.
2. Number of bills handled in the previous accounting year should not be less than
3000.
3. Growth rate of not less than 10% in absolute terms in FBT over the previous
year's figure.
II. OFFICERS ELIGIBLE :
1. Designated Senior Managers of all ELBs
2. Designated Senior Managers of VLBs & FDs satisfying the eligibility norms.

325
3. Managers / Senior Managers in charge of branches, eligible as per the eligibility
norms.
4. Eligible officers should own a car in their name to be eligible under the scheme.
III. OFFICERS NOT ELIGIBLE :
1. Persons officiating in the post of designated Managers / Senior Managers.
2. Functional line Managers of VLBs, ELBs and FDs
3. Second line Managers in branches.
4. Designated Managers, Senior Managers of branch eligible under the scheme and
provided with Bank car.
IV. SCHEME OF REIMBURSEMENT :
1. Eligible officers have to use their own cars for official visits, within the town /
city and seek reimbursement of conveyance expenses on monthly basis, subject to
maximum distance limit stipulated, on declaration basis, as under.
Reimbursement of expenditure shall be on monthly basis subject to the maximum
mileage specified, on submission of declaration, as per prescribed format.
Reimbursement will be calculated at the rate of Rs.7.00 per KM.
MAX. DISTANCE MAXIMUM

PLACE OF BR ANCH PER MONTH REIMBURSEMENT
(KMs) @ Rs.7.00 per km per month
MUMBAI & DELHI 1100 Rs.7,700/-
OTHER MAJOR CITIES :

BANGALORE, HYDER ABAD,
& SECNDERABAD, KOLKATA 900 Rs.6,300/-
AHMEDABAD, CHENNAI
OTHER CITIES &
URBAN CENTRES 800 Rs.5,600/-
SEMI URBAN &

RURAL CENTRES 700 Rs.4,900/-
Journey from residence and vice-versa may also be included within the above
permissible limit.
2. The entitlement of reimbursement during leave period / outstation visits :-

326
1. For outstation visits : The officers are eligible for reimbursement of conveyance
expenses as applicable under TA rules. Hence period of outstation visit shall be excluded
for reimbursement under the scheme.
2. Period of leave availed other than casual leave, will be excluded for arriving at
the amount of reimbursement
In other words the entitlement of reimbursement of conveyance expenses is on pro-

rata basis.
3. PROCEDURE FOR REIMBURSEMENT :
A. The reimbursement of expenses as per the scheme, shall be permitted at monthly

intervals, on the basis of declaration by the Officers, for having undertaken official visits
and incurred the expenditure.
B. Sanctioning authority :
a. Concerned Circle Office, after annual review and sanction by G.A. Wing, HO will
communicate eligibility under the scheme to the branches.
b. Such sanction will be in force for one year OR till communication of withdrawal,
c. The monthly claims will be permitted by the next higher authorities as follows :
CATEGORY SANCTIONING AUTHORITY
1. Managers / Senior Managers in

charge of branches / FDs DM RO / CO
2. Designated Senior Managers in Chief Manager / AGM of

VLBs / ELBs / FDs the concerned branch.
V. APPLICABILITY OF TAX
REIMBURSEMENT OF CONVEYANCE EXPENSES IS TREATED AS A
PERQUISITE. HENCE, LIABLE FOR TAX.

327
VOLUNTARY BLOOD DONATION BY OUR EMPLOYEES
(Cir.35/2003, 246/99, 178/98)
The following incentives are available for Voluntary Blood Donation
01. Conveyance
For donation of blood, either conveyance facility or reimbursement of the actual
fare incurred by cheapest mode of transport from the bank branch to hospital and
back on working days or from the residence to hospital and back on holidays with
prior permission of the head of the branch / office for incurring the fare is available to
the staff of the Bank with a ceiling of Rs.100/- per occasion.
02. Reimbursement
Light refreshment of Rs. 40/- without insisting on production of bills shall be
reimbursed to the staff of the Bank donating Blood.
03. Special Leave
One day special leave is granted to enable the employee to recoup from the
possible weakness. The special leave may be on the day of blood donation if it is done
before 1 pm, or the next day if it is done after 1 pm. The timing as indicated by the
employee will be taken if it is not mentioned in the certificate issued by the hospital /
blood bank. The employee has to send the request for special leave to Circle Office,
through the branch/office where she/he is working along with certificate from Hospital
/ Blood Bank for having donated blood.
04. Chairmans Trophy
Top two circles mobilising maximum units of blood will be awarded with
Voluntary Blood Donation -Chairmans Trophy. Ten employees donating maximum
units of blood during the past 5 years will also be recognised under the scheme. This
shall be announced every year by way of a Circular / Memo by bank.
PREFERENTIAL RATE OF INTEREST ON

DEPOSITS OF STAFF
(HO CIR. NO: 101/99 & 76/2001)
Preferential rate of interest (1% per annum over and above the applicable rate)
should be paid only on deposits standing in the name/s of the following categories of
employees:
01. An employee of the bank (confirmed & probationary) either singly or jointly
with any other member/s of his / her family
02. The Chairman / Chairman & MD/ED of the Bank
03. An employee of our bank on deputation
04. A part time employee with staff number
328
05. A retired employee (including an employee who has voluntarily retired)
either singly or jointly with his family members
06. Employees who have served the bank for atleast 15 years and resigned under
the scheme of voluntary retirement including special VRS
07. Spouse of a deceased employee / deceased retired employee in his / her single
name
08. Spouse of a deceased ex-employee / officer
09. An association or a fund, all members of which are our bank employees.
NOTE:
01. In all cases of joint deposits where our employee is one of the depositors, he /
she should invariably be the first named depositor, to be eligible for preferential
rate of interest and a declaration in NF 118 is to be given to the effect that the money
deposited belongs to him / her
02. For joint depositor, the word family would mean
a. Spouse of employee / retired employee (excluding legally separated spouse)
b. Children, parents, brother & sisters of employee dependant on such
employee / retired employee
03. Employees who have been terminated , dismissed, compulsorily retired due to
disciplinary action and temporary employees are not eligible for preferential rate of
interest
04. Employee employed on a contract of a specific duration is eligible for
preferential rate of interest on deposits till expiry of contract term
05. Persons employed on deputation is eligible for preferential rate of interest only
till expiry of the term of deputation
06. The additional interest shall be payable till the person continues to be eligible
for the same and in case of his ceasing to be so eligible, till the maturity of the deposit
in case of term deposit (ie) benefit of additional interest cannot be extended to existing
term deposits (including RD) even if he / she becomes an employee of bank during
the currency period of deposit. The benefit of additional interest can continue till
maturity of term deposit (including RD) even if depositor - employee ceases to be
employee of the bank during the currency of deposit
07. Minors account is not eligible for preferential rate of interest unless employee
is a joint depositor and gives declaration in NF 118.
08. In case of deposit in joint names if all joint depositors are eligible employees,
all should sign the declaration in NF 118.
09. The tenability of the OD facility sanctioned to the ex-employees of our Bank,
against the approved securities viz. LIC Policies, NSCs, KVPs and shares and debentures
be permitted for a period of TWO years. (HO Cir.196/2004)
329
F. FUNCTIONAL ASPECTS : IMPORTANT
GUIDELINES
CATEGORISATION OF BRANCHES
(HO Cir. 43/2009)
In terms of Regulation 6 (2) of Canara Bank (Officers') Service Regulations 1979,

'For the purpose of categorisation of posts under Regualtion (1), every branch of the
Bank shall be classified by the Bank, in accordance with the criteria to be approved by
the Bank.
Accordingly, the Board of Directors of the Bank, at their Meeting held on 23.01.2009,
have approved and adopted the following in the norms for categorisation of Branches :-
BUSINESS PARAMETERS CATEGORY
(AVER AGE AGGREGATE THE INCUMBENCY NORMS
DEPOSITS & ADVANCES) BRANCH
Scale I Officers (with a
Upto Rs.5.00 Crores Small Branch minimum of 4 years service
as Officer)
Above Rs. 5.00 Crores Medium Branch Scale II Officers

upto Rs.25.00 Crores
Above Rs. 25 Crores upto Rs.75 Large Branch Scale III Officers
Crores with a minimum advances
of Rs.10 Crores & above
Above 75 Crores upto Rs. 250 Very Large Branch Scale IV Officers
Crores with a minimum advances
Above 250 Crores upto Rs. 1000 Expectionally

Crores with a minimum advances Large Branch Scale V Officers
Above 1000 Crores

with a minimum advances Premier Branch Scale VI Officers
330
The above revised norms for categorisation of Branches shall be effective from the
year 2009.
Each year, in the month of May, the Bank may underake an exercise in the matter
of classification of branches on the basis of the above business parameters and upgrade
or downgrade branches taking into account two years of average business i.e. average
aggregate deposits and advances during each of the last two financial years.
SECURITY CONSCIOUSNESS AT BRANCHES -

TEN COMMANDMENTS
TEN COMMANDMENTS OF BRANCH SECURITY

1. KEYS
ENSURE CUSTODY AND HANDLING OF PREMISES AND STRONG / SAFE ROOM KEYS BY
AUTHORISED PERSONS ONLY. KEYS SHALL NOT BE HANDED OVER TO UNAUTHORISED
PERSONS FOR ANY REASON WHATSOEVER.
2. ENTRANCE
ENTR ANCE SHALL BE KEPT LOCKED AND CLOSED BEFORE AND AFTER BANKING
HOURS AND AT THE TIME OF REMOVING / RETURNING CASH INTO THE STRONG / SAFE
ROOM. DURING BANKING HOURS THE ENTRANCE WILL BE KEPT ONLY SO MUCH OPEN AS
TO ALLOW ONE PERSON TO ENTER AT A TIME.
3. STRONG / SAFE ROOM OPERATIONS
ENSURE STRICT COMPLIANCE TO SAFE PR ACTICES LAID DOWN FOR STRONG / SAFE
ROOM OPERATIONS.
4. CASH CABINS
KEEP CASH CABIN DOORS CLOSED AND LOCKED AT ALL TIMES. THESE SHOULD BE
OPENED ONLY TO ALLOW THE CASHIER TO ENTER / LEAVE THE CASH CABIN. IN ADDITION,
CASHIERS SHOULD LOCK THE CASH IN CASH DRAWERS BEFORE LEAVING THE CABIN.
5. SECURITY AND SAFETY DEVICES
SURVEILLANCE DEVICES, SECURIT Y EQUIPMENT, HOTLINES, TELEPHONES, ALARM

SYSTEM, FIRE FIGHTING EQUIPMENT AND FIRST AID KIT SHOULD BE REGULARLY CHECKED
AND KEPT IN SERVICEABLE CONDITION. THEIR LOCATION AND OPER ATION SHOULD BE
KNOWN TO ALL CONCERNED.

331
6. CASH HOLDING
KEEP CASH HOLDING AT THE MINIMUM REQUIRED LEVEL.
7. RESTRICTED AREAS
KEEP A WATCH OVER CASH CABIN AREA, STRONG / SAFE ROOM ENTRANCE AND SERVER
ROOM AND ENSURE THAT THERE IS NO UNNECESSARY / UNAUTHORISED MOVEMENT, ENTRY
OR CROWDING IN THESE SENSITIVE AREAS.
8. LIAISON WITH POLICE
MAINTAIN REGULAR LIAISON WITH JURISDICTION POLICE AND EXCHANGE INFORMATION

OF COMMON INTEREST.
9. SECURITY CONSCIOUSNESS
INCULCATE SECURITY CONSCIOUSNESS AMONGST STAFF BY BRIEFINGS, DISCUSSIONS,

AND MOCK DRILLS. INVOLVE EVERYONE IN SECURITY.
10. ARMED GUARD
ENSURE DISCIPLINE, TURNOUT, MENTAL ALERTNESS AND PHYSICAL FITNESS OF ARMED

GUARD, DO NOT EMPLOY FOR SUNDRY TASKS.
TEN COMMENDMENTS FOR SECURITY IN

COMPUTERISED ENVIRONEMNT
1. Safeguard the system from unauthorised access - physical / logical

2. Safeguard against natural disasters like fire, water.
3. Ensure proper maintenance of Software/ Hardware.
4. Adhere to systems & procedures in letter & spirit.
5. Maintain password secrecy and ensure access control.
6. Take backups regularly & promptly ensure offsite storage
7. Implement virus protection measures
8. Follow the guidelines procedurally wherever they are not taken care by the
software package.
9. Review and act upon mandatory reports.
10. Ensure cleanliness around computer systems.

332
GUIDELINES TO OFFICES/ADMINISTRATIVE UNITS/
ADMINISTRATIVE WINGS/SECTIONS OF HO/CO/RO
ON IMPLEMENTATION OF INFORMATION
TECHNOLOGY SECURITY POLICY
(H.O. Cir. 224/2010)
Our Bank has brought out the Information Technology Security Policy duly
approved by the Board with specific objectives :
1. To provide guidance and direction for the protection of the bank's computer
hardware, data and programs against accidental or deliberate damage or destruction,
to achieve adequate Security control management of Information Technology resources
in an effective and efficient manner.
2. To ensure that physical and logical security controls are properly planned,
implemented, maintained and reviewed.
3. To prevent unauthorised access, disclosure, modification, manipulation or
destruction to the Bank's Information Technology assets.
4. To ensure that IT users are aware of their respective responsibilities with regard
to IT security.
5. To ensure proper disaster recovery & management and Business Continuity.
In this regard, IT Security Guidelines V 2.1 have been formulated with the co-
ordination of DIT wing for implementation of the above policy. IT Security Guidelines
have been divided in to three parts :
1. General Guidelines
2. Procedural Guidelines to Branches / Administrative Units.
3. Technical Guidelines
IT Security Guidelines Part I comprise of general topics applicable to all. IT Security
guidelines Part 2 contains the procedural aspects for the implementation of these
guidelines throughout the Bank. IT Security Guidelines Part 3 comprises of Technical
guidelines for DIT and TM Section personnel.
These guidelines supersede all the earlier IT Security Guidelines issued vide circular
209/2005 dated 8-8-2005, 90/2006 dt. 4-4-2006 and IT Security Guidelines version
1.0 & 2.0.
These guidelines shall be implemented in the branches / offices and is
available on CANNET (in Policies Section) for reference. All the branches/offices
to take immediate steps to implement these guidelines.

333
DEMOCLES' SWORD FOR OFFICERS IN BANKS
In the present day context, frauds on banks and failure of industries/advances have
become occupational hazards. When such things happen, it is the Officer's community
which has to bear the brunt however alert, genuine, cautious and honest they may be.
Some of the pitfalls are as follows:-
AREAS HOW DONE LEADING FACTORS
CASH SHORTAGE Acquiring access by unauth- a) Security Lapses
orised persons b) Absence of Proper locking
systems
c) Transaction outside cash cabin
d) Negligence
DEPOSITS Opening of fictitious a/c, a) Improper introduction while

forgery, conversion, opening.
misappropriation, alteration b) Non monitoring large
using chemicals withdrawals and operation in
Inoperative ledgers.
c) Poor housekeeping
d) Absence of job rotation
e) Lack of control over record &
balancing, daily checks and
inward mails
REMITTANCES Stolen forms or forged forms a) Non observance of procedures

in verifying specimen signatures,
decoding and non receipt of
confirmation for TTs etc.,
b) Improper custody of forms and
instruments.
LOANS AND Improper exercise of delegated a) Ignoring Inspection observations

ADVANCE powers, permitting adhoc limits b) Improper appraisal
frequently, non reporting of c) Not ensuring end use.
deviations, non charging of d) Non obtention of feedback
penal interest, non obtention of statements.
documents, mal-implimentation e) Too much reliance on
of project. borrowers.
f) Corrupt practices.

334
AREAS HOW DONE LEADING FACTORS
ADVANCES Pledging of spurious ornaments a) Lack of proper identification
AGAINST GOLD Removal of pledged ornaments of borrowers.
ORNAMENTS from custody. b) Failure to perform prescribed
tests.
c) Slackness over custody
procedures.
COMPUTER Access to the system. a) Access of unauthorised

FRAUDS persons to sensitive facilities.
b) Non maintenance of secrecy
of password.
c)Lack of control overfloppy disks
and hardware materials.
d) Non-back up of the data
e) Lack of knowledge of
operations
f) Unauthorised usage of
unapproved software.
FOREX MATTERS Bogus L/C a) Lack of knowledge

Counterfeit TC / FC b) Non adherence to the control-
Forged documents ling systems.
Role of intermediaries c) Malafide intentions.
INCOME EROSION Improper/Non application of a) incorrect rate of applications.

charges which are legitimately b) Improper/Non-checking
due to the Bank. c) Lack of knowledge on charge-
able rates.
The above are only illustrative not exhaustive. It is expected of the Officers that
they should understand at the first instance the nature of the job, the need for taking
genuine commercial decisions without a casual approach.
In their every act, the Officers should anticipate its implications and culpable
negligence whether intentional or otherwise. To overcome this, every Officer should
a) Adhere to the procedures and the same should not be diluted on the pretext of
customer service, business development and oral instructions from superiors.
b) Proper compliance of sanction terms and timely follow up.

335
c) Avoid delay in seeking ratifications while exceeding the powers, confirmation of
oral / telephonic instructions.
d) Proper tallying of accounts.
e) Avoid reliance on any individual and favouritism.
Proper appreciation of various aspects of preventive vigilance, understanding of role
play, a close watch on environment factors affecting the Bank, judicious use of powers
including discretionary powers, following a well overhauled reporting system etc., should
go a long way in improving not only the business growth but also ensuring a fearless
functional climate for the Bank Officers.
DUTIES & RESPONSIBILITIES OF SPECIAL ASSISTANTS
HO IR Section's Box Item No. 70/2010 dated 17.09.2010
* Special Assistants and Temporary Supervisors shall pass independently cash

cheques upto and including Rs.50,000/- and clearing and transfer cheques, vouchers
etc. [whether debits or credits] upto and including Rs.1,00,000/-. Further, there shall
be no limits for passisng authenticated credit vouchers / entries and for verifying
authenticated vouchers in the ledgers / books / computer print out etc.
* Special Assistants shall count currency notes upto and including the
denomination of Rs.500/-.
* It was agreed to deploy the services of Special Assistants in other departments
such as bills, clearing, advances etc.
* All other guidelines shall remain unchanged.
HO IR Section's Box Item No. 75/2010 dated 18.10.2010
* Special Assistants and Temporary Supervisors shall pass independently,
manually or online, cash instruments upto Rs.50,000/- and clearing and transfer
cheques, vouchers, etc., [whether debits or credits] upto and including Rs. 1,50,000/-.
* Passing will include verification of signatures and scrutiny as to the correctness
of endorsements on and other particulars of such instruments. There shall be no limits
for verification of signatures, passing of authenticated credit vouchers / entries and for
verifying authenticated vouchers in the ledgers, books, computer print-outs etc.
* Further, for counting currency notes and their deployment in other departments,
guidelines contained in Cir. 131/2003 dt. 18.06.2003 shall be followed.

336
However, their powers to pass cheques / vouchers have the following
exceptions (Manual on Current & SB)
# Withdrawals exceeding Rs.5,000/- in employees' accounts (Cir. 119/2003)
# Debit slips pertaining to General Charges.
# Demand Draft of value exceeding Rs. 20,000/-.
# Debit vouchers regarding grant of loans.
DUTIES OF CLERICAL CADRE
Duties of Clerical Staff w.e.f. 1st May, 2010 (HO Cir 190/2010) :-
All members of the clerical staff who do not get any special pay as on 30th April
2010 on regular basis shall be designated as Single Window Operator 'A'. The following
duties shall inter alia form part of their normal duties:
(i) Acknowledgements of inward mail received.
(ii) Receipt of cheques, drafts, dividend warrants, pay orders and other like
instruments other than bills and giving acknowledgements in the counterfoil.
(iii) Delivery of cheque books subject to authorisation by competent authority.
(iv) Issue of cash receipts.
(v) Issue of E.S.I. stamps wherever applicable or may become applicable.
(vi) Recounting of currency notes by cash department staff.
(vii) Ensuring the proper contents in covers and envelopes including registered ones
before dispatch. All clerks shall also perform all duties and functions of their cadre, either
online or manually, which does not involve any passing or supervisory function of an
officer of the bank. He will, wherever and whenever required, function as a single window
operator where he will also receive and pay cash.
In addition, his duties will include
a. Passing and cash payment of all cheques/withdrawal forms/bankers' cheques/
gift cheques, etc. upto and including Rs.10,000/-
b. Passing independently clearing and transfer cheques, vouchers, etc. (whether
credits or debits) upto and including Rs.15,000/-
c. Receipts of cash and issuance of pre-signed drafts / gift cheques / travellers'
cheques / pay orders / bank orders, etc. upto and including Rs.15,000/-

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(b) Duties of Subordinate Staff w.e.f. 1st May, 2010 (HO Cir 190/2010):-
All the normal and routine duties of the subordinate staff cadre and for performance
of which no special pay shall be payable. In addition they shall also be required to
perform the following duties:-
1) To take money orders, to buy stamps etc., which involves carrying of cash not
exceeding Rs.5,000/- and to carry insured letters., etc. to post office
2) To stitch currency note bundles;
3) To stitch and seal parcels and packets containing currency notes;
4) To transit cash from the bank to an office outside or vice versa, if unaccompanied
by a watchman / Armed Guard
Single Window Operator 'B'(HO Cir 190/2010):-
In addition to the duties of Single Window Operator 'A', their duties will include
(a) Passing and cash payment of all cheques/withdrawal forms/bankers' cheques/
gift cheques, etc. upto and including Rs.20,000/-
(b) Passing independently clearing and transfer cheques, vouchers, etc. (whether
credits or debits) upto and including Rs.25,000/-
(c) Receipts of cash and issuance of pre-signed drafts / gift cheques / travellers'
cheques / pay orders / bank orders, etc. upto and including Rs.25,000/-
(HO Circular 190/2010 may be referred for duties of Special Assistants as
per 9th Bipartite Settlement)
Holding of the Second set of keys :
Generally, the second set of keys should be held by an Officer/Special Assistant.

In the absence of supervisory staff, the second set keys are to be held by the Clerks
entrusted with cash duties. However, in case of exigencies, the second set of keys may
also be handed over to other clerks. (Cash Manual - corrected upto 31/7/2005 - Page
No.3 Clause 2.3)
DUTIES OF CLERK CUM TYPIST
Clerk cum Typist may be entrusted with filing duties or cash duties and can also
be utilised exclusively as clerk or as Typist.
CASHIER DUTY FOR CLERK CUM TYPIST / TCFCs
Clerks / Typists are to be treated on par with other clerks for Job rotation including
cash duties.
Where clerk / Typists are posted to branches where TCFCs are working, TCFC also
should be entrusted with cash duties on par with clerk-Typists.
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DETERMINATION OF SENIORITY OF SUB STAFF FOR EN-
TRUSTMENT OF DAFTARY DUTY
i.The date of joining the Bank / Posting as a probationary sub staff shall be the
basis
ii.In case any of the sub-staff joins the branch / office on transfer on request,
then while computing seniority, the following rules shall apply:
A. Sub staff transferred at his request from one place to another loses his
seniority for the purpose of entrustment of duties attracting special allowance.
His seniority at the place for the above purpose shall count from the date of his
reporting at the transferee branch / office
B. Sub staff transferred at his request from one branch / office to another at the
same place shall lose his seniority for the purpose of temporary entrustment of duties
attracting special allowance.
Use of Bi-cycle by Sub-staff (earning cycle allowance) :
i. Sub-staff of urban / metro centres are to use the office cycle upto a distance
of 5 kms from the branch.
ii. Sub-staff of rural & semi urban centres are required to use the office cycle for
outdoor work within the panchayat / town limits of the place.
DUTIES & RESPONSIBILITIES OF ARMED GUARDS
I) The primary function of the armed guard is to provide protection to the

property of the bank against theft, pilferage, fire, sabotage, mischief, holdups and other
form of losses, protection to staff and to watch and guard the movement of cash from
one place to another whether inside or outside the bank and to take effective/protective
measures for the prevention and detection of losses by such acts. The armed guard
is the person who has to ultimately carry out and implement the security instructions
issued to the branches/offices. The foiling of robbery/dacoity and apprehension of
the culprits will essentially depend upon the alertness shown by him and his mental
preparedness.
II) The duties and responsibilities of armed guards in detail are given below:
1) He shall work under the general supervision and control of the branch manager.
2) He shall perform diligently all such lawful duties as may be assigned to him
by his branch manager/security officer or his superiors.

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3) He shall be fully conversant with the standing instructions about his duties
and responsibilities with special reference to his area of jurisdiction, layout of the
building, telephone numbers of Security Officer/Branch Manager/Fire Brigade and
the Police, to enable him to inform these officials in case of eventuality.
4) He shall wear the prescribed uniform smartly and correctly while on duty.
while on duty, he will be uninterruptedly on watch duty until he is personally relieved.
5) He shall be polite and courteous, yet firm in his dealings with the public.
6) On assuming duty, the armed guards will take charge of the protection of the
banks property/staff and initial the duty/attendance book maintained in the branch/
office. They will examine all the doors, windows, security alarm etc., in the premises
and satisfy themselves that they are properly secured/in working condition. If they
find any irregularity or anything unusual, they will report to the superiors. They will
always be alert and patrol the bank premises in such a way that they are not out of
sight of the strong room/cash cabin etc., for a longer duration than necessary.
7) It is the responsibility of the armed guards to keep the side entrance, if any
closed securely and keep only main entrance open where he is personally guarding.
After business hours the main gate will be locked from inside by the armed guard.
8) Armed guards will keep a close watch over all constituents/parties/
clients who are present inside the Bank premises. They should not be allowed
to enter the cash cabins/enclosures or go near strong rooms without any reason.
Any unusual characters noticed should be reported to the Manager/Security
officer.
9) When the strong room is opened either for keeping cash or removing cash,
the armed guard should give necessary protection and take all precautionary measures.
10) While cash is taken out of the strong room and brought to cash cabin or vice
versa, the armed guard shall accompany the cash.
11) During the process of taking out cash from the strong room and keeping it
inside the strong room, he shall not enter the strong room but only stand outside
with his back to the gate of the strong room to find any unauthorised person
approaching the strong room.
12) Armed guards will not allow any person to enter the bank premises before/
after office /business hours without specific orders of the Manager. Armed guards
should record the names of persons entering the premises after business hours and
also the purpose and obtain their signatures in the register. They should be allowed
only after obtaining permission from the Manager.
13) Armed guards will not allow banks property to be taken out of the premises
with out a gate pass issued by the concerned office/branch Manager.
14) Armed guards will raise security alarms as and when a threat to Banks
security is observed. In case of an alarm being raised, they will close and lock all
the entrances.
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While escorting cash remittance, armed guards are responsible for the following :
a) Before cash is removed from the strong room, main entrances to the branch
should be closed, so that access to outsiders is cut off.
b) Armed guards should check their fire arms and position themselves suitably.
c) When ready to leave, the armed guard should go out of the branch first. When
satisfied that there is no danger, he should signal the Cash Carrier to leave.
d) Armed guards should as far as possible not be used as carriers of cash.
e) While on the move, armed guards will be alert against fake accidents, bogus
persons posing as police officials, unexpected traffic diversions, road blocks and
suspicious vehicles following the cash vans.
f) If the vehicle has to halt for some genuine reasons, no conversation should
be entered into, with unknown person. Doors and windows should not be opened.
Bank is permitted to hold fire arms under the provisions Right of Self defence.The
branch manager is the licence holder and the armed guard is appointed as retainer
of the gun.
Should the armed guards feel at any time that they are not in a position to handle
fire arms for health reasons or otherwise, the matter should be reported to the
Manager.
Armed guards shall also comply with any other duties which may be entrusted
to them from time to time by higher authorities.
(HO Cir 190/85 dt 9/5/85)
TEMPORARY ENTRUSTMENT OF SUPERVISORY DUTIES
i) Supervisory duty shall be entrusted on the basis of the following :
a. In the Branch : Seniority of employees working in the Branch
b. In HO/CO : SectionWise seniority of employees working in the

section
ii) Seniority position of clerks of the Branches / Offices determined on the

basis of the following:
a. Service b. Educational Qualification
c. Banking Qualification d. Date of promotion from sub staff cadre
e. Weightage for graduation / CAIIB shall be as follows

341
1. 2 years service weightage for first graduation
2. 1 year service weightage for each part of CAIIB
f. In case of Seniority arrived as above being the same in respect of any two
clerks, the clerk who is senior in age shall be entrusted with supervisory duties.
FOR TEMPORARY ENTRUSTMENT

Necessity
When the existing supervisory strength in a branch falls below the sanctioned
supervisory strength, supervisory duties can be entrusted temporarily to the senior most
clerk of the branch.
Determination of seniority of clerks
I BRANCHES
A. For the sake of entrustment of supervisory duties, the seniority shall be
determined on the basis of
a. Service b. Educational Qualifications as provided for posting of special
Assistants.
B. Where the seniority of two clerks of the branch/ section are the same, the clerk
who is the senior in service shall be entrusted with supervisory duties
C. Where both of them are same in terms of service, then the clerk who is senior in
age will be eligible for entrustment of supervisory duties.
Other aspects of determining seniority position are as furnished in clause (ii) above.
II ADMINISTR ATIVE UNITS
a. Each section in each wing of Head office, Inspection Department, Circle office,
International Division shall be considered as a separate unit for the purpose of
entrustment of supervisory duties & determination of seniority.
b. At Regional offices, temporary entrustment of supervisory duties shall be on
the basis of seniority at the Regional office.
III GENERAL
a. Persons appointed as TCFC / Stenographer in the Bank can be entrusted
supervisory duties based on their seniority - after completion of 4 years of service as
TCFC / stenographer.
b. Probationary clerks cannot be entrusted with supervisory duties.

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c. When the Special Assistant strength of the bank falls below the sanctioned
strength, temporary entrustment of supervisory duty can be made even if a clerk of
the branch is promoted as officer and is available in the branch, over and above the
sanctioned strength.
d. Similarly, when a Special Assistant goes on leave for more than 3 days,
entrustment of supervisory duties shall be given-even if there is an additional officer in
the branch.
e. Supervisory duties may be entrusted to the senior most clerk of the branch when
a special assistant vacancy is sanctioned for the branch. The effective date of the vacancy
shall be the date of receipt of the communication of the sanction of the special assistant
vacancy.
f. Employees who had come on a request transfer from one state to another are
eligible for entrustment of supervisory duties, if they are otherwise eligible.
g. Supervisory Duties are not to be entrusted in place of AEO/TFO
h. When the vacancy arising in the branch is of a casual nature of not more than 3
days, then entrustment of supervisory Duties need not be made.
i. In case, the supervisory staff position is inclusive of leave reserve and where the
leave reserve is not completely utilised, then supervisory duties need not be entrusted.
j. When an officer goes on leave but the special assistant is not asked to officiate in
the place of that officer - entrustment of supervisory duties is not necessary.
k. When a second line manager is allotted to a branch but has not been posted
and an Accountant officiates in his place, Supervisory duties need not be entrusted in
such cases as there is absolutely no possibility of a situation warranting such
entrustments.
Even after the Manager is posted and reports for duty, in the absence of the
Manager, the entrustment of supervisory duties cannot be claimed as a matter of right
and it is purely at the discretion of the Management.
l. Temporary entrustment of supervisory duties cannot be made to a senior most
Clerk, whenever a Chief Manager of an VLB goes on leave.
m. In administrative units, temporary entrustment of supervisory duties need not
be made in the absence of accountants, as a rule.
n. In the branch, if the strength of the special assistants fall below the sanctioned
strength on account of the special assistant being promoted as an officer, to that extent
supervisory duties need not be entrusted till relief of such an officer.
o. Supervisory duties in the absence of an Accountant need be entrusted only when
circumstances warrant the same.

343
Note :
i. Only senior most clerk of the Branch should be entrusted with
supervisory duty attracting special allowance.
ii. To avoid complications at a later date, in case of doubt, seniority position

of employees of the branch could be ascertained from HRM Section
concerned.
iii. It is suggested that branches / officers obtain seniority position from
Staff Section as and when senior employees join the branch.
When supervisory duties should not / need not be entrusted
1. Special Assistants / officers posted on deputation or for difference location
must be treated as additional hands. Supervisory duties should not be entrusted in
the absence of such supervisory staff posted as additional hands.
2. Supervisory duties need not necessarily be entrusted in the Temporary
vacancies of special assistants, if it is likely to result in the dislocation of clerical work.
3. In the absence of a Special Assistant, whose work is partly clerical and partly
supervisory in nature the work can be distributed in such a manner that the clerical
part of his work is assigned to one of the clerks and the supervisory work to one of the
special assistants instead of entrusting supervisory duties.
4. When the Branch is provided with an additional Special Assistant, supervisory
duties should not be entrusted in the absence of an accountant, II line Manager /Senior
Manager even if the latter is in the sanctioned strength of the Branch.
5. If there is an additional Special Assistant in a branch, temporary entrustment
need not be given provided the number of Special Assistants present is less than the
sanctioned strength.
6. Supervisory duties should not be entrusted in the place of II line Manager since
the clerks are not required to perform any Managerial function.
7. Whenever an additional supervisor is posted / when there is an Accountant for
deputation purposes in the Branch, then supervisory duties should not be entrusted
in his leave place. In such cases, supervisory duties may be entrusted to one clerk when
2 supervisors go on leave.
8. Employees who are called for interview for special Assistants posting and who
do not appear for interview shall not be eligible for temporary entrustment of supervisory
duties till they attend the interview in the subsequent application.
9. Employees offered employment as Special Assistants and who decline the same
for the first time shall not be a eligible for temporary entrustment of supervisory duties
for 3 successive applications of the formula. In case, they decline the offer of employment

344
as Special Assistant for the second time, they will not be eligible for consideration for
entrustment of supervisory duties thereafter.
10. Ex-Servicemen Employees are treated on par with other employees for the
purpose of temporary entrustment of supervisory duties as per HO CIR 357/86 dated
18/9/1986 and their services in Armed forces should not be reckoned for the
determination of their seniority / Eligibility.
Reporting
a. Reporting must be month wise according to the entrustments made and not
according to the month in which the payment has been made. Combining the periods
of two or more months in a single statement must be strictly avoided.
b.The statement for a month shall cover particulars of entrustment for the full month
i.e. from 1st to 30th or 31st.
c. If there are additional supervisors in a Branch then, the leave / deputation
particulars of all supervisors must necessarily be furnished in the statement.
d. When entrustment of supervisory duties is made to a relatively junior clerk of a
branch, the leave particulars of the clerk /s senior to him, should be furnished without
fail against his / her / their respective name/s under the columns provided.
e. Care must be taken to mark the attendance correctly, without omissions, to avoid
unnecessary correspondence, failing which any recovery arising out of such mistakes
/ wrong entrustments are likely to be made from the persons responsible for such lapse
/ payment.
Important Note
We have taken every care to furnish the complete details with regard to the
temporary entrustment of supervisory duties. Please note that in case of any doubt or
controversy with regard to any of the points furnished above, kindly refer the matter to
HRM Section of Circle Office concerned to get the matter duly clarified. Entrustment of
supervisory duties & payment of the allowance,if not found in order, is considered as a
lapse on the part of the branch personnel concerned and we have come across many
instances where the recovery of such Special Allowance is effected from the branch in
charge / officers concerned. Hence please do not hesitate to get the matter clarified before
entrusting such supervisory duties / work to the clerks of the branch.
A. Payment of Supervisory Allowance
a. Pro-rata Special allowance of that payable to a Spl. Assistant is payable to the
employees on temporary entrustment of supervisory duties.
b. For Intervening holidays, the employee is entitled to get supervisory allowance

only if he performs supervisory duties on a working day preceeding the holiday &
subsequently on the succeeding working day too.
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c. When an employee is entrusted with two different duties attracting two types of
special allowances on the preceeding and succeeding working days to a holiday, he is
entitled only for the lowest of the two allowances for the intervening holiday.
B. Entrustment of supervisory duty on NPBW Days
a. Supervisory duties should not be entrusted to clerks exclusively on NPBW Days.
b. Supervisory duty may be entrusted on NPBW day when there is continuity of

entrustment on the preceeding and succeeding day of NPBW Day.
c. If there is only entrustment for a single day either on the preceeding day or
succeeding day of an NPBW Day, the employee is not eligible for supervisory allowance
on NPBW Day.
d. Branches should strictly refrain from entrusting supervisory duties to clerical

staff for interest checking, tallying of ledgers etc., exclusively on NPBW day when there
is discontinuity of entrustment on preceeding and succeeding day of NPBW days.
Circulars / Memos for reference
HO Memo No. 348/85 dt. 20/11/1985, HO Circular No. 357/86 dt. 18/09/
1986
TEMPORARY ENTRUSTMENT OF DUTIES
(Attracting Special Allowance)
1. Before Temporary entrustment of duties attracting special allowance, it should
be ensured that the clerk / Sub-staff is the senior most of the branch / office to avoid
complications at a later date.
2. While making such special allowance payments, attention to be given to the
number of days in the month during which the temporary duties were entrusted.
3. Special allowances shall be paid proportionately for the exact number of days
for which duties are entrusted temporarily.
4. In the case of cash allowance, if the cashier goes on casual Leave, cash allowance
is paid to him for such days also.
5. Employees drawing any other special allowance (Except Spl. assistant allowance
/ Audit clerk allowance / Daftary allowance / Cash Peon allowance) are paid special
allowance for the days on which they actually work and for the intervening holidays
only.
In the case of Special Assistants, Audit clerks, permanent Daftaries, cash peons,
they continue to get paid the relative special allowance even when they are on different
categories of leave with pay such as PL/SL/CL.

346
6. During the leave period of peons (getting permanent Daftar y/cash peon
allowance), the next senior most peon must be entrusted with such duties and special
allowances are to be paid accordingly in the sanctioned vacancies.
7. Cycle allowance & washing allowance are paid under other allowances and DA
is not payable on the above two allowances:
a. In the case of cycle allowance, it is to be paid on prorata basis for the actual
number of days during which the sub staff uses bicycle to go on outdoor duties.
b. Washing allowance shall not be paid for the period of leave where such leave
exceeds 30 days.Recovery, if any, due to non-performance /leave could be effected while
paying salary for the succeeding month.
8. If a clerk attends to cash work on Monday in the Leave vacancy of a regular
assignee / cashier he is eligible for cash allowance for SUNDAY also (Sunday being a
holiday), in addition to the regular cashier.
9. A Regular cashier is not eligible for cash allowance for Sunday (Sunday, being a
holiday) if he proceeds on PL/SL/LOP/ Deputation/ Training etc., from Monday.
10. In case, additional cashier is provided due to heavy rush in cash (Such
entrustment is made as per situation listed in clause 18 here below), such additional
cashier will not be eligible for cash allowance for the preceding / succeeding holidays.
He shall,however be paid cash allowance for the intervening holidays.
11. Additional cashier work can be entrusted by the Branch Manager in the following
cases :
a.Heavy Receipts / remittances by Electricity Boards / Corporate Customers.
b.Heavy Payments in the form of salary disbursements for employees of corporate
clients.
c.Pension payment occasions especially during the first week of each month
d.Any other occasion which demands such additional cashier entrustment at their
Branch to reduce the peak hour rush / Clearance of crowd at the cash counters.
Normally branches should resort to such additional cashier entrustment only with
prior permission / sanction from HRM Section. However, such entrustments made at
the need of the situation, where contacting HRM becomes practically impossible, will
have to be reported, as far as possible, immediately upon entrustment quoting clearly
the circumstances that lead to the additional cashier entrustment and also furnishing
additional particulars like the number of cash slips paid / received, volume of cash
handled, etc.
As emphasized earlier, due care to be exercised by the Officers/ Managers while
entrusting duties attracting special allowances with regard to the following:

347
a. Whether situation warrants such entrustment?
b. Whether entrustment is in order?
c. Whether determination of seniority is in order?
Such care will help many embarassments / complications/ recoveries at a later date,
either from the employee / Officers concerned.
FUNCTIONS OF KEY BRANCH PERSONNEL
KEY BRANCH PERSONNEL & THEIR DUTIES

Managers are key persons in any organisational set up. They would be responsible
for achieving business goals, ensuring proper house keeping, taking decisions
and interpreting/ implementing policy guidelines. Being strategically placed in
hierarchial level, they are expected to discharge multiple roles.
Broadly, the Senior Managers/ Managers should concentrate on the following:-
v Making detailed scanning of environment (both internal and external) to find
out where the Bank stands vis-a-vis other Bank in the command area;
v Maintaining close liaison with Corporate Offices, Government Bodies and other
important Business Establishments
vPutting forth efforts on building quality advances, proper credit appraisal,
timely assistance and prompt recovery etc.;
v Monitoring and ensuring good customer service and house keeping in the
Branch.,
v Ensuring proper delegation of work among Officers/Workmen staff so as to
make themselves (Senior Managers / Managers) free for business development,
meeting important customers, conducting image building activities and so on.
The Senior Managers/ Managers have to see the overall functioning of the
Branches in all respects through inbuilt reporting system /interaction /feedback in
this regard. If necessary, they should have periodical informal review meetings
with their Officers and other staff to review the activities of the Branch and also to
chalk out plan of action for smooth and effective functioning.
A. Duties of Branch-in-charge
1. The branch-in-charge shall be in total charge of the Branch and shall be
responsible for the achievement of the business targets of the Branch.

348
2. As overall-in-charge of the Branch setup, he shall guide and direct the line
Managers/Officers reporting to him, in matters relating to Branch operations, customer
service, credit management and compliance of guidelines issued by the Controlling
Offices.
3. He shall exercise close watch on the functioning of the various departments/
sections of the Branch so as to ensure the compliance of systems and procedures,
efficiency in operations, internal control and good customer service.
4. He shall exercise the powers as delegated to him by the Head Office and functions
advised by the Circle Office/Head Office. Wherever either the powers/functions have
not been delegated or exceed the delegation made, he shall ensure that prior
permission/sanction/ratification is obtained from the appropriate higher authority
and proper records maintained at the Branch.
5. He shall submit the Performance Budget of the Branch to the Controlling
Office and implement strategies for achievement of the settled budget under all heads.
He shall ensure adherence to the ground rules of business/business ethics and
guidelines of business development. He shall strive to maintain a proper business mix,
with a view to achieve profitability and productivity in Branch operations.
6. He shall lead the Branch team during interface sessions with the Controlling
Office and also keep the Controlling Office apprised of the performance of the Branch,
potential for business, customer service and industrial relations climate.
7. He shall, in exercising the delegated powers for sanctions of credit limits/
advances, ensure quality-lending, proper appraisal of the proposals, safeguarding
banks interest and due compliance of the sanction terms. He shall also monitor the
post sanction follow-up of advances, classification of accounts, submission of
statements/reports/replies to Controlling Office and higher authorities.
8. He shall closely monitor the post-sanction follow-up and recovery of advances-
irregular/sticky accounts; action in respect of LPD, suit filed accounts, sick industrial
accounts and such other Irregular overdue liabilities, so as to ensure prudential
asset management, recovery and recycling of funds.
9. He shall monitor the internal control of the Branch, so as to ensure a healthy
over all picture of the Branch. He shall initiate immediate corrective steps in case
certain drawbacks/deficiencies are observed and keep the Controlling Office duly
informed.
10. As the Branch-in-charge, he shall motivate and counsel the line Managers/
Officers/employees of the Branch, so as to promote harmonious industrial relations and
good work-atmosphere in the Branch. He shall exercise a watch over the conduct of
employees accounts, general behaviour of the employees towards the customers, signs
of emerging problems etc., and initiate/ recommend necessary corrective action
wherever warranted.

349
B. Duties of Line Managers - Deposits
1. He shall, along with the Branch-in-charge plan and achieve the deposit targets
of the Branches, including mobilising deposits, extending good customer service,
maintaining public relations and image of the Branch, liaison with external institutions
and compliance of Ground Rules and Code of Ethics.
2. He shall guide and direct the Officers reporting to him in the following matters:
* Close monitoring of daily operations and maintaining departmental work up
to date.
* Compliance of systems and procedures regarding opening of accounts, conduct
of accounts, premature withdrawals, closure of accounts, settlement
of claims and such other matters relating to deposit accounts.
* Extending good service at the counters, duly complying with the time norms
and customer service guidelines
* Balancing of books on due dates, prompt submission of statements /
returns.
3. He shall closely monitor the personal banking accounts including pension
accounts, teller counter, May I Help You Counter, NRI counters/deposits,
Extension Counter wherever provided.
4. He shall ensure the maintenance of proper records in respect of balancings,
submission of statements/returns, ICRs, discretionary powers exercised, customer
complaints etc. and reporting to higher authorities wherever necessary.
5. He shall exercise the powers for allowing causal over - drawings in current and
Savings Bank Accounts, revenue expenditure and such other matters as delegated by
the Head Office in terms of Head Office Circulars/communications issued from time
to time.
6. Whenever the powers have not been delegated or exceed the delegation made,
he shall ensure that permission/approval is obtained from the appropriate higher
authority. He shall ensure submission of proper reports in this regard to higher
authorities.
7. He shall be responsible for constituting and monitoring the functioning of
the Branch-level Customer Service Committee and the conduct of monthly meeting
and observance of customer day/deposit mobilisation fortnights etc., as per
communication from controlling offices.
C. Duties of Line Manager Credit
1. He shall along with the Branch-in-charge, plan and achieve the business
targets of the Branch under Priority Sector advance, special schemes etc., in terms
of the communications received from the controlling offices.

350
2. He shall ensure proper appraisal and processing of credit proposals,
conduct of pre-sanction visits, submission of credit reports to higher authorities,
compliance of sanction terms and follow up of loans and advances disbursed by the
Branch.
3. He shall ensure the maintenance of proper records in respect of credit matters

including the records on balancings, interest application & checking and submission
of statements and returns.
4. He shall exercise the powers for sanction of loans and advances strictly in
terms of the delegation made by the Head Office as per Circulars/communications
issued from time to time and place the sanctions before the Branch-in-charge, higher
authorities for review.
5. Wherever the powers have not been delegated or exceed the delegation
made, he shall ensure that sanction/permission is obtained from appropriate higher
authority.
6. He shall exercise close watch on the borrowal accounts, duly ensuring

collection of interest/instalment/service charges, timely renewal of limits, inspection
of godowns, mid-term review and classification of accounts.
7. He shall maintain close contact with borrowers and take suitable steps for
prompt recovery of advances, improving the health of borrowal accounts and
initiating timely action for recovery/reduction in overdues and achievement of recovery
targets of the branch.
8. He shall ensure balancing of books on due dates, prompt submission of

statements/returns, availing of re-finance, submission of claims and write-off, attending
court cases, taking steps for filing suit/Execution Petitions/Seizure of securities
and other recovery action, reporting irregularities to higher authorities and replies to
correspondence from controlling offices.
D. Duties of Line Manager - Administration

1. He shall assist the Branch-in-charge in maintaining satisfactory internal
control, compliance of statutory requirements, Shops and Establishment Act,
stamping and licences - and other records necessary to be maintained in respect of
staff and general administration matters.
2. He shall be responsible for ensuring proper cash management, regulating cash

holdings, maintaining bankers account, indent/remittance of cash,cash counting and
day-to-day supervision of cash department.

351
3. He shall ensure compliance of guidelines/instructions from controlling offices in
respect of disbursement of salary, sanction of leave and other staff matters including
submission of necessary statements/returns.
4. He shall, as a key holder be responsible for the safe keeping of cash, securities,
loan papers and other documents, overseeing the operations of safe deposit lockers
wherever provided and exercising control over stock, stationery, books and forms.
5. He shall exercise the powers for revenue expenditure as delegated by Head Office
in terms of Circulars/communications and ensure proper upkeep of branch premises,
furnitures and fixtures.
SIGNATURE OF THE BANK OFFICIALS ON LOAN

PAPERS / DOCUMENTS
RBI has suggested that Banks may henceforth introduce the practice of writing the
names and designation of all Officers putting their initials / signatures on the loan papers
/ documents and indicate the reasons for agreeing / disagreeing with the
recommendations made and also the reasons which weighed with them in according
the sanction.
The words "loan papers & documents" have been used in wider sense to include,
interview format, Credit Appraisal Report, recommendations / sanction particulars
including the letters / Office Notes placed.
Even though , in practice many of our officials are putting their Name and Signing
Power Number wherever they sign the loan papers, it is generally observed that there
is no uniform guidelines in the matter and keeping in view the RBI suggestion, it is
reiterated / advised as follows for strict compliance by our branches / offices :
1. In the case of branch sanction , the appraising official as well as the sanctioning
authority has to invariably mention his / her name, designation and Signing Power
number besides their signature at the time of appraisal / sanction of loans on the
relevant records.
2. In the case of sanctions by higher authorities, the recommending Officer /

Manager has to clearly specify his / her Name / Designation / SP Number at the time
of recommending the loans / proposals.

352
3. At the sanctioning Office, at the time of processing the loan application and
making recommendations thereon, the Name, Designation and Signing Power Number
of all the Officers involved in the processing / sanctioning of the said loan and who
are signatories to the Note shall be recorded. In the Office Notes, reasons for agreeing /
disagreeing with the recommendations made has to be furnished, with the details of
Name, Designation, SP Number of the concerned officials giving their views / passing
the orders on the Notes.
4. Similarly at the time of conveying the sanctions also, the conveying authority
has to furnish his Name, Designation and SP Number in the Sanction Memorandum.
(HO Cir 135 / 2K dated 10th July 2K)
LOCAL PURCHASE OF STATIONERY ITEMS -

ENHANCEMENT IN ANNUAL LIMIT AND ADDITIONS IN
THE LIST OF ITEMS PERMITTED
(Cir. No. 318/2010 dt. 3/9/2010)
1. Branches/Offices have to make local purchase of the permitted items within the
limits and for other items, continue to indent on respective P&S Sections.
2. The Branches/Offices are requested to make judicious use of the limit now
permitted for purchase of the specified items, and no other expenditure to be debited
under this head. So also, amount spent towards purchase of Stationery items are not
to be debited underany other head of General Charges.
3. If the Branches/Offices exhaust the limit, further purchase should be made only
with the prior permission/approval from respective P & S Sections. The expenditure so
permitted by P & S Section should be within the overall Annual Budget allocated to
them by us separately every year.
4. As there is a need to curtail cost, judicious use of the power be made

notwithstanding the limits.
5. Annual limit fixedis towards expenses incurred during the respective financial
year i.e., from 1st April to 31st March.

353
Annexure to Circular 318/2010
PART A
Limit for local purchase of stationery
Sl. NO. CATEGORY OF THE BR ANCH REVISED ANNUAL LIMIT IN RS.
1. Small branches/Currency Chests/
Agri Consultancy Services 5000
2. Medium Branches, Lead Bank Offices 10000
3. Large Branches / VLBs / Accounts Section
/ Merchant Banking Division / LPCs 15000
4. ELBs / PCBs / RSTCs / ZIs / Retail Asset
Hubs / International Division 20000
5. Premises Section of Circle Offices 50000
PART B
List of stationery items permitted to be purchased by
Branches/Offices locally
1. CANDLES, SEALING WAX STICKS
2. CLIPS, PENCIL SHARPENERS, PAPER WEIGHT
3. DUSTER CLOTHES,TWINE BALLS,
4. ERASERS, PENCILS ERAZE-EX FLUID
5. KEY RINGS, KEY TAGS, LOCKS, GEM CLIPS
6. STAMP PAD, STAMP PAD INK, SPONGE WITH CUP
7. RUBBER BANDS, COTTON TAGS, CELLO TAPE
8. PENS, REFILLS, PENCIL CARBON, FOOT RULER
9. RULED / UN-RULED SHEETS, A4 PAPER
10. GUNNY SACS, GUNNY THREAD, GUM BOTTLE
11. STAPLER NO 10, STAPLER PINS, PIN BOX
12. PUNCHING MACHINE, SCISSORS, PLASTIC TRAYS
13. WATER JUG / GLASSES, WASTE PAPER BASKETS
14. PRINTER RIBBON, FLOPPIES
15. SINGLE LINE DATERS, NUMBERING SEAL
16. ERA FILES
17. ANY GENERAL ITEM FOR BRANCH USE WITH PER ITEM COST
NOT MORE THAN RS.200/-
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DELEGATION OF POWERS TO INCUR REVENUE
EXPENDITURE
(H.O. Cir. 21/2011)
1. The revised powers come into force with immediate effect.
2. The guidelines contained in the Circular are in supercession of all earlier

guidelines pertaining to delegation of powers to incur Capital and Revenue Expenditure.
3. The category of Branches VLB/ELB is as per the classification made by the Bank
from time to time.
4. In the absence of permanent incumbent, the person who is officiating in his place
can exercise the power of the permanent incumbent and as per specific instructions
from the Personnel Wing, if any.
5. For preparation and preservation of General Charges slips branches/offices may

be guided by the relevant chapters in Manual of Instructions on General Charges and
Interest Paid and Preservation, Destruction of Old Records respectively.
6. Branches/Offices have to be judicious in incurring the expenditure and ensure

that the expenditure incurred contributes for business development, better house
keeping and upkeep of premises. Branches/Offices should however function within the
overall budgeted limits provided to them.
7. While exercising the sanctioning powers, please note the following:
a) The powers specified are per item at a time.For the sake of sanction, expenditure
should not be split up.
b) Ascertain factual position, reasonableness of the cost / expenditure and end use
etc. before permitting such expenditure.
c) Branches / Offices are to be guided by Circulars/Memos/Guldelines/Instructions

issued by respective functional wings of Head Office/Circle Office from time to time.

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Annexure - I
POWERS DELEGATED FOR CAPITAL EXPENDITURE TOWARDS CIVIL /
ELECTRICAL RENOVATION EXPANSION WORKS IN RESPECT OF
BANKS OWN / LONG LEASED BUILDING (LEASE PERIOD > 25 YEARS)
S No NAME OF THE AUTHORITY EXISTING REVISED
1 C & MD 20,00,000 50,00,000
2 ED 10,00,000 35,00,000
3 GM / DGM, GA Wing 7,00,000 20,00,000
4 GM, CO 4,00,000 20,00,000
5 DGM, heading Circle 2,50,000 15,00,000
6 AGM, heading Circle 1,50,000 10,00,000
Annexure - II
REGARDING PREMISES MAT TERS
1 C & MD 10,00,000 50,00,000
2 ED 7, 50,000 30,00,000
3 GM/ DGM heading GA Wing 3,00,000 15,00,000
4 GM heading Circle 2,00,000 15,00,000
5 DGM heading Circle 2,00,000 7,50,000
6 DGM CO (in circles headed by GM) 1,50,000 7,50,000
7 AGM Circle Head 1,00,000 2,00,000
8 DGM (Branches) AGM CO / AGM GA Wing 50,000 50,000
9 AGM (Branches) 35,000 35,000
10 DM / CM 20,000 20,000
11 Sr. Mgr / Manager of Premises Section, HO/COs 10,000 10,000
12 Sr. Mgr/ Mgrs in Admn. Units other than premises
Section Cos / HO 5,000 5,000
14 Sr. Mgr/ Mgr heading branches and services units
like A/cs Section, Clearing Section, Currency
Chest, RSTCs , F & I Sec 1,500 1,500
15 II line Managers in all branches incl.Managers in
Scale III and faculty of STC / RSTCs 1,000 1,000

356
Annexure - II (A)
1. The powers to permit Revenue Expenditure for the works relating to provision of
false ceiling, wall paneling, supply of carpets curtains, vinyl / PVC marble floorings are
delegated to the Executives of scale V and above of the controlling office. The branch
officials should not exercise their delegated powers for these items.
2. Circles / Branches / Offices have to work within the allocated Capital & Revenue
budget for the Premises & Allied Matters.
3. Any structural changes / modifications / expansions in Bank's owned / Long
leased premises (more than 25 years). the proposals are to be necessarily referred to
CO/HO as per the delegated powers.
4. In respect of leased premises, if in terms of the lease agreements, the landlords
are expected to carryout the required maintenance work at their cost, the Circle Office
should obtain clearance from DGM / GM heading GA Wing before permitting any civil
/ electrical works at Bank's cost.
5. Purchase of property either on lease hold basis / free hold basis in the name of
the Bank and new constructions on the vacant plot shall have the clearance of MC /
Board, irrespective of the expenditure involved.
Annexure - III
(OTHER THAN PREMISES, COMPUTERS, PRINTING AND STATIONERY)
NO. NAME OF THE AUTHORITY EXISTING (Rs.) REVISED (Rs.)

1. C & MD - Business Meetings 7,50,000 20,00,000
- Others 3,00,000 10,00,000
2. ED - Business Meetings 5,00,000 15,00,000
- Others 2,00,000 5,00,000
3. GM (HO) - Business Meetings 3,00,000 6,00,000
-Others 1,00,000 2,50,000
4. GM / DGM heading Circle 75,000 1.50,000
5. AGM heading Circle 50,000 1.00,000
6. DGM (Administrative Units/Branches) 50,000 50,000
7. AGM (Branches/Administrative Units) 25,000 25,000
8. DM / CM 10,000 10,000

357
NO. NAME OF THE AUTHORITY EXISTING (Rs.) REVISED (Rs.)
9. Sr. Manager / Manager of Premises
Section, HO / COs 5,000 10,000
10. Sr. Manager / Managers in Admn. Units
other than premises Section COs/HO 2,500 2,500
11. Sr. Manager in ELBs / FDs / VLBs 1,500 1,500
12. Sr. Managers / Managers heading
branches and services units like
Accounts Section, Clearing Section,
Currency Chest, RSTCs, F & I Section etc 1,000 1,000
13. II line Managers in all branches incl.
Managers in Scale III and faculty of
STC / RSTCs 1,000 1,000
14. Scale I Managers heading branches 1,000 1,000
Note : While exercising the delegated Revenue Expenditure powers, the conditions
detailed in Annexure - III (A) are to be adhered to.
Annexure - III (A)

ITEMS IN RESPECT OF WHICH NO SANCTION FROM THE ADMINISTRATIVE
OFFICE IS NECESSARY IRRESPECTIVE OF THE AMOUNT
Mandatory Expenditures
1. Property tax and other taxes at the existing rates on Bank's own properties and
also on rented Bank premises, garages, godown and quarters, if payable by the Bank
shall be as per the terms of lease.
2. Rent payable in respect of premises, garages, godowns and quarters shall be at
the existing rates in terms of the lease.
3. Stamp duty and registration charges or documents in connection with rented
premises, garages, godowns, quarters and Bank's vehicles.
4. Clearing house participation fee, rent and expenses.
5. Water charges, electricity charges and meter hire charges in respect of office
premises.
6. Telephone and telex rents and payment of STD and local call charges.

358
7. Renewal charges in respect of telegraphic address, post box/bags.
8. Taxes and insurance premia in respect of Bank's bicycles, scooters, motor bike,
cars, van, jeeps and other vehicles.
9. Professional Tax.
10. Cost of revenue stamps affixed, where Bank is expected to issue receipts by
affixing revenue stamps.
11. Salary, allowances and other special allowances, Washing Allowance to Sub-
staff, payable to Officers and Workmen staff as stipulated under Bipartite Settlement &
CBOSR 1979.
Expenditures as per Guidelines from various functional Wings.
1. Renewal of subscriptions of daily newspapers, financial journals, weekly/monthly
market reports as permitted by Head Office from time to time.
2. Periodical servicing charges at the existing rates in respect of typewriters and
such other items belonging to the Bank which require regular servicing.
3. Wages paid to daily wagers at the rates stipulated by Head Office from time to
time.
4. Freight, packing & forwarding and coolie charges on account of books & forms,
stationery, furniture and cash remittance charges.
5. Postage and insurance incurred for sending currency parcels.
6. Postage expenses, telex, TT, franking maching, fascimile, VPP/VPL charges.
7. Exchange paid to Banks for transfer of funds including telephones and telegram
charges and commission incurred for the said purpose.
8. Service charges debited by other Banks in respect of our account maintained
with them.
9. Medical Reimbursement expenses.
10. Conveyance paid to the employees as per the norms stipulated by Head Office
(Other then Inspecting Officers).
11. Reimbursement of Entertainment/Business Development expenses (involving
customer/staff) - Individual/Office limit.
12. Payment towards livery including shoes to Sub-staff and providing of raincoat,
helmet, umbrella to Branches.
13. Expenses relating to certification of weighing scale, weights and measures.
14. a. Staff Meeting expenses
b. Quality Circle meeting expenses

359
15. Expenses towards taking photos - illiterates & employees.
16. Jewel re-appraisal charges.
17. Depreciation to library books.
18. Commission to NNND / BKD Agents.
19. Purchase of petrol and oil for the scooter / motor cycle / car provided to the
Branch as per the limit fixed to the Branch.
Amount exceeding the limit fixed to the Branch and items for which prior sanction
have not been obtained only are to be included in the F 953 statement. The cost of fuel
to be shown as a separate item and expenditure incurred for the servicing, repairs and
replacements should be shown separately for the purpose of sanction/approval.
20. Granting of Milestone Award to employees, including expenditure for the
meeting.
Notes :
a. Please ensure factual position, reasonableness of the cost/expenditure and end
use etc.before permitting such expenditure.
b. Please be guided by Circulars / Memos / Guidelines / Instructions issued by
respective functional wings of Head Office / Circle Office from time to time.
Annexure - III (B)

ITEMS IN RESPECT OF WHICH BRANCHES HAVE NO POWERS EVEN WITHIN
THEIR DELEGATED POWERS. IT HAS TO BE REFERRED TO THE CONCERNED
AUTHORITIES.
A. Items in respect of which prior permission from Circle is absolutely required.
1. Membership of clubs including Bankers' Club
2. Generator maintenance
3. Computer maintenance expenses
4. Publicity charges for advertisement in newspapers/periodicals
5. Charges for whitewashing of office premises, varnishing the doors, window
frames, office furniture.
6. Purchase of library books.
7. Remuneration to legal advisors or any other legal expenses other then permissible
expenditure.
8. Business development expenses beyond the delegated powers.
9. Expenses relating to Staff Recreation Club.

360
10. Grant of Hindi incentive / allowance to Stenographers/Typists.
11. Incentive for adoption of small family norms.
12. Reimbursement of CAIIB examination fee/incentive for passing DBM/

reimbursement of computer course fees / supply of text books and reimbursement of
examination fees to Sub-staff for passing SSLC / equivalent exams.
13. Payment of overtime allowance
14. Encashment of Privilege Leave.
15. Any other expenses not covered by General Sanctions.
16. Printing of books/ forms / loose leaves / security items to the extent it is
decentralised.
17. Sanctioning power for name printed cheque books :
# In cases where the cost of procurement of cheques is borne by the parties, Circle
may consider such proposals as per the existing guidelines.
# Circle heads (General Manager / Deputy General Manager / Assistant General

Manager) are further empowered to consider the facility to corporate / non-corporate
clients, where the cost of procurement of cheques to be absorbed by the Bank is upto
and inclusive of Rs.25,000/-
# In respect of proposals, where the cost of procurement to be absorbed by the Bank

exceeds Rs.25,000/- such proposals are considered at HO as per the existing procedure
/ system.
B. Items in respect of which prior permission of Head Office is absolutely

necessary :
1. Donations of funds.
2.TA Bills on account of transer, training, deputation etc., and reimbursement of

hospitalisation expenses in respect of Officers in Scale VI and above.
3. Depreciation of furniture, fixtures, premises and other Bank's property.
4. Payment of bonus to eligible employees / daily wagers.
5. Expenses relating to foreign training.

361
POWERS AND FUNCTIONS OF THE CVC IN RELATION TO
PUBLIC SECTOR BANKS - MODIFICATION
(HO Cir. 118/2004)
SYNOPSIS
I. In disciplinar y cases having vigilance angle consultation with Central
VigilaCommission is limited to officers of the level of Scale V and above.
2. The procedure with regard to composite cases involving officials who fall in the
Commission's jurisdiction along with others, the cases as a whole has to be referred to
Central Vigilance Commission.
CANARA BANK CODE OF CONDUCT FOR PROHIBITION

ON INSIDER TRADING
Trading in our Bank's share by employees - code of conduct for prohibition of

insiders trading as per SEBI rules - Details Cir. 63/2003.
EROSION OF INCOME - ACCOUNTABILITY ON INSPECTING

OFFICERS
(Cir No. 218/2003)
Action against the Inspecting Officers if further income leakage was detected in some
cases in the areas already covered by income / concurrent / continous audits.
A. Where the erosion of income is not detected and the amount involved is below
Rs.25,000/- per audit :
1st instance - Advisory letter
2nd instance - Caution letter
3rd instance - Disciplinary action.
B. Where the erosion of income is not detected and the amount exceeds
Rs.25,000/- per audit:
1st instance - Caution letter
2nd instance - Disciplilnary action

362
OBSERVANCE OF WORKING HOURS
i. Ensure that staff members attend to office in time and at the commencement of
business hours, counters are to be properly manned.
ii. If any staff is found to be repeatedly coming late, the bank will be constrained
to initiate disciplinary action in addition to, not to permit such late comers to report for
duties on such days.
iii. Owing to unavoidable circumstances, the employee may come late to the office,
slightly later than the stipulated time. In such cases, the permission of the Manager /
Senior Manager is necessary and they may consider such request at his / her absolute
discretion on Merits.
iv. Such requests should be very few in a year and it should not be entertained in
a routine manner.
v. Leaving the Branch early on the plea that they have completed their allotted work
should not be permitted. It is an undersirable practice.
vi. Employees are expected to work in the branches / offices for the full working
hours.
vii. If, on any occasion an employee has to leave slightly early for any personal
reason, he has to obtain the prior permission from the Manager / Senior Manager of
the branch and such requests can be considered by the Manager / Senior Manager at
his absolute discretion provided the work of the concerned section will not be adversely
affected.
CUSTOMER SERVICE - PUNCTUALITY AND DISCIPLINE

(H.O. Cir. 5/2005, 231/2006, 370/2013 & 262/2014)
Bank has been, from time to time, emphasising the need to maintain punctually
and discipline by employees. It is a matter of concern that Bank has been receiving
many complaints from customers complaining that due to non-availability of staff at
counters at the time of commencement of business hours, they have not been able to
get prompt services from the branchetc., and such acts on the part of some employees
project a very bad image of the Bank in the eyes of public.
In the competitive banking scenario, the need of the hour for survival is to attract
more customers apart from retaining the existing clientele base by rendering quality
and prompt services. The needs of the customers are multi-dimensional and constantly
keep changing. Keeping this objective, Bank has been time and again advising the staff
members to maintain punctuality and render good quality customer service throughout
the day duly ensuring prompt services at the commencement of business hours. It is
the duty of all employees to make all out endeavours/efforts for betterment of customer
service and contribute towards rendering services etc.
363
The following are the instructions with regard to customer service, punctuality and
discipline:
1. All employees have to maintain discipline and be punctual in attending the office.
2. Every employee without exception shall be at his place of work and commence
the allotted work at the time and notified, work for full hours and give maximum output.
3. Every employee is expected to maintain good conduct and discipline and render
courteous service to all customers in all transactions and negotiations with the Bank.
4. Non-adherence to working hours and coming late to office or leaving the office
early without permission will be viewed seriously besides exposing them to disciplinary
action.
5. Branch/Office In-charge is required to closely monitor this aspect and ensure
that all staff members attend to office in time and at the commencement of the business,
counters are properly manned.
6. Branch/Office In-charge is required to promptly report any act of indiscipline to
the Controlling Offices for initiating necessary remedial measures. If any staff member
is found to be repeatedly coming late, the Bank will be constrained to initiate
disciplinary action apart from not permitting such late comers to report for duties on
such days.
7. The provisions with regard to improvement in the working and rendering prompt
customer service have been made as part of Service Conditions of employees in the
Bipartite Settlement as well as in Bank Officer Employees' (Conduct) Regulations. Any
violation of these instructions shall constitute a MISCONDUCT and delinquent shall be
liable for disciplinary action.
All the employees to take note of the above points and extend co-operation in
maintaining punctuality, discipline and render prompt service to customers without
giving scope for complaints and unpleasant incidents.
CONTINUED ABSENCE OF EMPLOYEES /

VOLUNTARY CESSATION OF EMPLOYMENT
(Cir.157/2005)
1. If an employee absents himself for more than 8 days without applying for leave,
salary for the period of absence should not be disbursed without referring the matter
to HRM Section concerned.
2. If an employee rejoins duty or leave application is received, salary may be paid
and if any recovery is to be made after receipt of the leave proceedings, the same could
be done from the next salary due for the employee.

364
3. In case the employee submits leave application but remains absent for a long
period and the Manager is of the opinion that the employee does not have sufficient
leave at his credit, salary for the period of absence need not be paid till leave proceedings
are received from Staff Section, even though the employee rejoins duty in the mean time.
4. Staff members who do not attend to official duties are to submit their leave letter
within a reasonable time. Any absence from duty for an unduly longer period is likely
to be treated as absence without leave and hence the principle of "No Work - No Pay"
shall apply.
5. In case, the employee remains absent for quiet a long time, without submitting
a leave application, then he may be addressed a letter as per format provided herebelow
to report for duty immediately.
In terms of the VIII Bipartite Settlement, the provisions of voluntary cessation of
employment has been reintroduced with certain changes and the details of the same
are as under:(Cir. No.157/2005 dt 20.6.2005)
i. When an employee absents himself for work for a period of 90 or more consecutive
days without prior sanction from the competent Authority or beyond the period of leave
sanctioned originally including any extension thereof or when there is satisfactory
evidence that he has taken up employement in India or outside, the management at
any time thereafter may give a notice to the employee at his last known address as
recorded with the Bank calling upon him to report for work within 30 days of the date
of notice.
Unless the employee reports for work within 30 days of the notice or gives an
explanation for his absence within the period of 30 days satisfying the management
inter alia that he has not taken up another employment or avocation, the employee shall
be given a further notice to report for work within 30 days of the notice failing which
the employee will be deemed to have voluntarily vacated his employment on the expiry
of the said notice and advised accordingly by registered post.
In the event of the employee submitting a satisfactory reply, he shall be permitted
to report for work thereafter within 30 days from the date of expiry of the aforesaid notice
without prejudice to the bank's right to take any action under the law or rules/
conditions of service.
If the employee fails to report for work within this 30 days period, then he shall be
given a final notice to report for work within 30 days of this notice failing which the
employee will be deemed to have voluntarily vacated his employment on the expiry of
the said notice and advised accordingly by registered post.
ii. If an employee again absents himself for the second time within period of 30 days
without submitting any application and obtaining sanction thereof, after reporting for
duty in response to the first notice given after 90 days' of absence or within the 30 days'
period granted to him for reporting to work on his submitting a satisfactory reply to
the first notice, a further notice shall be given after 30 days of such absence giving him
30 days' time to report. If he fails to report for work or reports for work in response to

365
the notice but absents himself a third time from work within a period of 30 days without
prior permission, his name shall be struck off from the rolls of the establishment after
30 days of such absence under intimation to him by registered post deeming that he
has voluntarily vacated his appointment.
iii. Any notice under this clause shall be in a language understood by the employee
concerned. The notice shall be sent to him by registered post with acknowledgement
due. Where the notice under this clause is sent to the employee by registered post
acknowledgement due at the last recorded address communicated in writing by the
employee and acknowledged by the bank, the same shall be deemed as good and proper
service.
CANARA BANK
(HEAD OFFICE : BANGALORE)
--------------BR ANCH/OFFICE
REF: DATE:
TO REGD. POST ACK. DUE
SRI/SMT.................( )
Dear Sir/Madam,
Sub: Your unauthorised absence
You remained absent from duties since.............without submitting any leave
application.
You are aware, as per leave rules, you should have submitted leave application and
obtained our prior permission before proceeding on leave. Your unauthorised absence
not only affects the smooth functioning of the Branch/Office but also affects your leave
records.
You are therefore, advised to report for duty immediately on receipt of this letter
besides submitting leave application failing which, the matter will have to be reported
to the higher authorities for necessary action.
Yours faithfully,
Senior Manager/Manager
CC to : HRM SECTION, CIRCLE OFFICE.
CASH REMITTANCE - ARMED GUARDS
1. During transit - till cash is delivered at the receiving branch / currency chest,
the cash box should be in the continuous custody of the employees through whom it
is transmitted i.e. Cash should be in the joint custody of two employees.

366
2. The Armed guard escorting the remittance should not be used as a carrier .
If he is required to carry the cash box, he will not be in a position to use the gun
effectively. Thus Armed guard shall be deputed only as an armed escort.
3. Where the remittance is large and private conveyance or banks' vehicles (closed
vehicles) is used, sub - staff may not be necessary in view of the fact that sub-staff of
remitting / receiving branch can be made use of for loading / unloading purposes.
ENGAGEMENT OF COOLIES FOR LIFTING OF (CASH

REMITTING) BOXES DURING CASH REMITTANCE
Each cash Box with a weight of 20 To 25 Kgs normally should be lifted by a single
sub-staff of Currency chest.
Necessary assistance of branch sub-staff may also be given .
Any sub-staff ie., not necessarily cash peon of the Branch may be required to
assist the currency chest substaff while lifting the cash box.
In case of Non - availability of sub-staff, Coolie can be engaged. Keeping in view

the security requirement such situation should be normally avoided.
If the box weighs more than 25 Kg, more than one sub-staff can be engaged.
Refusal to lift cash Box attracts suitable Disciplinary Action.
AUTHORISED SIGNATORIES - UNIFORMITY IN MAKING

OF RUBBER STAMPS
At present, there is no uniformity in making Rubber Stamps of Authorised

Signatories. Some Signatories highlight their qualification & designation while making
Rubber Stamps, with their Signing Power Numbers usually made small which are
normally not legible. This leads to considerable difficulties at Accounts Section/branches
in identifying signatures appearing on the instruments presented.
In view of the above, it has been decided that the Rubber Stamps of Authorised
Signatories shall be uniformly made.
Rubber Stamps of Authorised Signatories shall contain only
a. Name b. Designation & c. Signing Power Number.

367
Name and Signing Power number alone shall be in BOLD LETTERS.
In case the Signing Power Number on the Rubber Stamps are not clear, the same
should be clearly written in BOLD on the instruments.
(Box item on page 4 of H.O Cir. 218/01 Dt. 2.11.2001)
MASTER KEY OF SAFE DEPOSIT LOCKERS
Officer/Supervisor holding the Master Key to accompany the Hirer to the Locker to
operate the lockers. Master key should not be handled by persons other than the
Officer/Supervisor , which exposes the Bank to risk.
Any deviation in the matter is viewed as Staff lapse on the part of the Officials
concerned.
(HO Cir .211/ 01 dated 14.10.2001)
POSTING & RELIEF FOR TRAINING

1. Branch Manager will not have any discretion in relief of employees posted for training.
2. Cancellation of posting shall be done only by HRM section, Circle Office concerned.
3. If there are any reasons for cancellation, the employee has to represent the matter to
the HRM Sections concerned giving valid reasons for his inability to attend the training
programme. While cancelling the training programme, the reasons given by the
employees are recorded and noted in personal files.
4. The employee posted to a training programme stands automatically relieved on a
specified date for attending the training and he will be answerable for not attending
the programme.
(HO Cir. 282/88)
USAGE & SETTLEMENT OF CREDIT CARDS ISSUED TO

STAFF MEMBERS
1. FTVs relating to employees card accounts should be debited to their operative
account to which salaries are credited .
2. Staff members are to use cards within the limit fixed.
3. Staff are also to provide sufficient balance in their accounts at branches to meet
the FTVs when presented for payment.
4. No TOD is permitted in Staff Accounts.

368
5. Instruct concerned staff members to keep adequate balance in the account to
meet FTVs.
6. Advice the employee to restrict use of card within the limit fixed.
7. In case the employee is using the card in excess of the limit, Report the matter to
HRM Section and Cancard Division for necessary action.
8. Cancard Division will initiate necessary action as and when excess usage of card
by employees is observed in Exceptional Transaction Report.
9. If cardholder staff member fails to provide sufficient funds in the account at
Branch for FTV debit/excess usage of card beyond the limit fixed is observed, branch
can take up the matter immediately with Cancard Divn for (a) Cancellation of card (b)
Black listing of card, besides reporting to HRM section.
10. Employees on transfer should inform Cancard Division the change in mailing
address / account number, immediately on transfer, without fail.
11. Any violation of the directions given by the bank resulting in
a) Excess use of credit card than the limit fixed
b) Any act of misuse of Cancard Facility by employees shall attract disciplinary
action . (HO CIR. 80 /99 DT 5/4/ 1999)
G. LOANS AND ADVANCES RELATING TO STAFF
IMPORTANT GUIDELINES WITH REGARD TO SANCTION-

ING OF LOANS AND ADVANCES INCLUDING FESTIVAL
ADVANCE TO EMPLOYEES.
(H.O. Cir. 58/88 dt 4.3.88)
1. If the employee failed to comply with the terms and conditions of sanction within
3 months from the date of availment of Housing / Vehicle Loan, no other credit facilities
(excluding advances against term deposits) are to be considered till the irregularities
are set right. The credit facility referred herein includes Festival Advance also. It may
please be noted that this is not a permission to release the limit before the compliance
of terms/condtions of sanction.
2. No enhancement of limit against security be considered. Only renewal of existing
limit may be considered.
3. Where the limits are already released and still irregularities are yet to be set right,
the above guidelines are equally applicable in such cases also.
4. Terms/conditions mentioned above shall also includes non-payment of agreed
instalments etc.,

369
DPN LOAN TO EMPLOYEES OF THE BANK
(H.O. Cir. 32/2013)
Salient features of the DPN loan scheme (HO Cir 32/2013)
Eligibility All confirmed employees who have completed 3 years of

total service
Quantum One and half months gross salary for every completed year
of loan of service with a maximum of 15 months gross salary or
the following amount whichever is less:
Officers Rs.5 lacs

Workmen Rs.3 lacs
Sub-staff/PTEs/HKPs Rs.1.75 lacs
Repayment 120 EMIs
Net Take Not less than 40% of the gross emoluments

Home Salary
Rate of Interest 9% p.a. compounded monthly
Note: All other terms and conditions as advised in Cir. Nos.100/2003 dated
06.05.2003, 246/2004 dated 28.09.2004, 83/2005 dated 30.03.2005,
268/09 dated 10.08.2009 and 316/2009 dated 14.09.2009 remain unchanged
No. Query Clarification
1. Whether enhancement on Yes. Any fresh loans / enhancement may be
account of promotion / revision permitted as DPN loan only within the eligible
in salary etc be permitted at the amount on account of promotion / revision in
time of renewal or in between salary etc., at any point of time after such
renewal? revision in salary is effected subject to
maintenance of 40% net take home salary.
2. If an employee seeks conversion On request by the employee, the same

of Clean OD into DPN loan, may be permitted. However, conversion
whether the same can be from DPN loan to Clean OD Is not permitted.
permitted?
3. If an employee clears liability Yes. If an employee closes Clean OD,

under Clean OD facility and seeks he may avail DPN loan to the extent of
DPN loan at a later date eligible amount at a later date.
whether it can be permitted?
4. If an employee closes DPN Yes. Can be permitted. However, the gap

loan and seeks further DPN loan between closure of DPN and availment of
at a later date again, whether the subsequent DPN shall be a minimum of 1 year.
same can be permitted?

370
5. If an employee seeks a part No. Only full conversion to DPN loan can be
of amount as conversion to permitted. Only one category at a time
DPN loan and retain the principle to be followed.
remaining as Clean OD?
whether the same can be
permitted
6. Whether an employee can avail Employee may seek DPN loan for additional
multiple DPN loans within the amount within the maximum eligible limit any
overall eligibility loan quantum? number of time. However, at any point of time,
only one single DPN for the total amount
availed shall persist in the books of the
Bank subject to maintenance of 40% of net
take home salary. Moreover, there must be at
least one year gap in relation to the previous
availment.
7. Whether an employee is eligible No.

for DUAL, Canbudget after
availing DPN loan
8. In case an employee is At the option of employee repayment can be

having less than 10 years of restricted to remaining period of service at the
service, whether the repayment time of sanction, else may be fixed for 10 years
of DPN loan shall be restricted to by obtaining an undertaking letter from
remaining service only? employee to clear the outstanding liability out
of terminal benefits on cessation of services
from the Bank.
9. For stipulation of EMIs for Fresh DPN loans :

DPN loans granted For those who are availing DPN loan regular
EMIs are to be fixed for maximum 10 years.
Conversion from Clean OD to DPN: Telescopic

EMIs are applicable for only those who do not
maintain 40% net take home salary at the time
of renewal and converted as DPN. However,
regular EMIs can also be fixed at the request
of the employee duly ensuring adequate net
take home salary to meet subsistence and
repayment commitment. The DPN loan,
however, shall not outstand at the time of
cessation of service and be cleared out of
terminal benefits.

371
CONVEYANCE LOAN SCHEME - CAR - FOR OFFICERS
(166/97, 135/99, 71/2002, 258/2002)
FOR FOUR WHEELER :

All Officers who are drawing a basic pay of Rs.31,705/- per month are eligible to
avail the loan under the scheme.
Physically Handicapped Officer employee drawing a basic pay of less than
Rs.31,705/- per month, will be eligible for Car Loan for purchases of Special Motor Car
marketed by M/s. Maruti Udyog Ltd, provided they have completed 5 years of continuous
service in the bank.
Quantum :
Brand New :
Rs.3,50,000/- or 80% of the cost of the vehicle whichever is less.
Used :
The maximum quantum of the loan amount for used cars shall be 80% of the value
as per
a. approved valuation by the approved qualified automobile engineer or
b. actual purchase consideration / price or
c. original invoice price - whichever is less, subject to a max. of Rs.3,50,000/-.
ROI:
1. For loans / liability upto Rs.80,000/- 8.5% simple
2. For loans / liability beyond Rs.80,000/- - 3.50 lacs 10% simple w.e.f. 1.9.2009
(Cir.268/2009)
Repayment :
Instalment for a loan of Rs.1000 is Rs.8.00
In the case of new car, the entire liability with interest is to be cleared in not more
than 200 months and if he / she is not having 200 months remaining service, the
repayment period should be restricted to the remaining period of service.
In the case of used car, the entire liability with interest is to be cleared in 200 months
or within the period for which the car is likely to be roadworthy as certified by the
qualified automobile engineer, whichever is less.
In the case of used car, if he / she is not having 200 months remaining service, the
repayment period is to be restricted to the remaining period of service or within the period
for which the car is likely to be roadworthy as certified by the qualified automobile
engineer, whichever is less.

372
If the Officer is not having remaining period 200 months service but opts for 200
months repayment, the installments should be adjusted towards the principal for the
first 130 months or the period of actual service left whichever is less. In such cases, he
/ she should clear the outstanding ostensible liability on or before the date of retirement
from his / her own fund. An undertaking letter to this effect to be obtained. This is
applicable for the used vehicle also provided the remaining period of roadworthiness of
the vehicle is 200 months or more.
The liability along with interest should be cleared out of retirement benefits.
Continuation of the loan liability can be permitted by DGM on merit - viz availability
of security, repaying capacity, overall position of total liability of the employee. If
permitted, all terms and conditions including interest is as applicable to customers.
Though interest is charged on slab basis, there shall be only one loan account for
the entire loan amount of the car loan.
Other conditions :
The average net home take salary for the immediately proceeding six months should
not be less than Rs.2000/- p.m. after deducting instalments commitments of the car
loan proposed to be availed.
HL instalments deducted from salary may be added back for arriving at the net
take home salary. However where the house is let out to the bank or outsiders, the
rental income should not be taken into consideration and only the housing loan
instalment may be added back to the net take home salary.
The second loan or subsequent loan can be permitted only if the earlier loan together
with interest is fully liquidated in the books of the bank.
Where the Officer sells his vehicle purchased with the bank loan and applies for a
fresh loan for purchase of another vehicle, apart from liquidating the earlier loan, surplus
sale proceeds must be used for purchase of another vehicle with the new loan.
If the employee repays the conveyance loan granted to him in the normal course
(normal repayment period of 200 months) and then applies for fresh loan for another
vehicle it will not be necessary for the officer to utilise the sale proceeds of the earlier
vehicle. This facility however shall not be available to those employee who liquidate the
previous loan prematurely and apply for fresh loan after 4 years.
The amount of fresh loan will be restricted to ceiling prescribed for the loan
(Rs.3,50,000) or estimated cost of the vehicle less margin whichever is lower subject to
adjustment of sale proceeds of earlier vehicle wherever applicable.

373
Sanctioning Authority :
The DGM of the Circle.
The Officer should declare in the application form as to whether the loan application
is for the first or the second occasion of availing car loan, along with full details of the
first loan.
Additional Vehicle loan scheme for purchase of car (Cir. 71/2002, 258/
2002)
Eligibility :
All Officer employees who are eligible to avail loan under bank's existing car loan
scheme at concessional rate of interest are eligible under the scheme.
To be eligible to avail the AVL, an Officer should have a minimum net take home
salary of 40% of his / her gross salary after providing for statutory deductions and all
other deductions including the proposed AVL instalment.
Purpose :
To meet the differential amount between the cost of the car and admissible loan
quantum under bank's regular car loan scheme.
Quantum of loan :
New vehicle :
Difference between 80% of the invoice and Rs.3.5 lacs. (H.O. Cir. 258/2002)
ROI:
As advised by HO from time to time.
Sanction :
By DGM of the Circle.
CONVEYANCE LOAN SCHEME - CAR REPAIRS
Purpose :
To meet the cost of repairs of the car, owned by the officer, purchased with or
without the bank loan.
Eligibility :
Confirmed Officers.
Can be granted even where the car loan or two wheeler loan is outstanding.

374
Where two wheeler loan is outstanding, the car for which the repair loan is
considered should have been purchased out of the Officer's own resources or by bank
loan but, there should be no loan outstanding at the time of granting car repair loan.
Quantum :
Rs.10,000/- or as per the quotation whichever is less. (cir. 258/2002)
Repayment :
In not more than 84 monthly instalments.
Other conditions :
Insurance claim if any received is to be credited to the bank loan account.
If the vehicle is not under lien to the bank, the officer to produce the RC book, latest
tax paid receipt, and insurance certificate for verification.
The liability to be cleared as and when the officer ceases to be the owner of the vehicle
or when he ceases to be in the services of the bank.
Subsequent loan for repairs :
A. Can be granted once in every 5 years.
B. However can be granted after 2 years subject to
i. The car to which the repairs were carried out with the earlier repair loan should
have been disposed off.
ii. The car for which the 2nd repair loan is sought should have been purchased
out of Officer's own sources and not by availing loan from the bank.
iii. The earlier repair loan should have been cleared in full.
C. After availing the repair loan under B, further repair loan can be availed only
once in every five years on similar lines and by clearing the earlier loan in full.
Sanction :
By DGM of the Circle.
Modifications in LHV scheme as per HO Cir 73/2013

#Purchase of brand new / used passenger vehicles also like Toyota, Innova, Maruti
Ertiga, Maruthi van for personal use.
#Max. Loan amount Rs.6.00 lacs.
#Condition of minimum gap of 4 years between two loans, is removed.
#Both two wheeler and four wheeler can be availed at a time.
#LHV liabilities are permitted to be continued for a period up to 5 years from the
date of ceasing to be in services of trhe bank on the same terms and conditions
of the Employees' LHV Scheme.

375
Further modifications in LHV scheme as per HO Cir198/13
Continuation of limits / liabilities under car loan on the existing terms and
conditions of the respective schemes viz. car loan scheme for officers and car loan to
officer and workmen employees, for a period of 5 years from the date of cessation of
service is applicable to existing loans also.
CONVEYANCE LOAN SCHEME - TWO WHEELERS -

OFFICERS
For T wo Wheelers : (Power driven - viz Moped, Scooter, Motorcycle and

three wheeler motor car (mini car) cir. 169/97, 250/2002)
Purpose :
Loans can be granted for purchase of brand new vehicle or used vehicle of not more
than the 5 years old.
In the case of the purchase of used vehicle, the age of vehicle will be reckoned from
the date of original registration of the vehicle.
The scheme does not envisage granting of loans for purchase of used vehicle from
close relatives.
Quantum :
For Brand New Vehicle :
Rs.60,000/- or 90% of cost of the vehicle whichever is less.
For used Vehicle :
The max. quantum of loan amount is 80% of the actual purchase consideration /
value as appraised and certified by the qualified automobile engineer / original invoice
value whichever is least subject to a max. of Rs.20,000/-.
ROI:
Repayment :
- The entire loan along with the interest is to be cleared in 84 monthly instalments.
- Monthly instalments are to be fixed in such a way that the Principal is cleared in
69 equal monthly instalments and the outstanding interest within the next 15 months.

376
- The instalments are to be credited fully towards the principal first and after the
principal is cleared in full, towards the accumulated interest.
- No interest to be charged on the interest debited. The liability of the Officer at

any time will be the total of the principal outstanding and the interest accumulated.
Sanction :
By branch-in-charge of the branch where the salary a/c is maintained.
Additional Vehicle loan for purchase of Two Wheeler : (Cir. 70/2002, 258/
2002)
Eligibility :
All Officers who are eligible to avail loan under bank's existing vehicle loan scheme
for purchase of two wheeler.
To be eligible to avail the AVL, an Officer employee should have a minimum net
take home salary of 40% of his / her gross salary after providing for statutory
deductions and all other deductions including the proposed AVL instalments.
Purpose :
To meet the differential amount between the cost of vehicle and admissible loan
quantum under bank's regular vehicle loan scheme.
Quantum of Loan : New Vehicle :
Difference between 90% of the invoice value and Rs.60,000/- (Rs.14,000/- in case
of moped) (cir.258/2002)
ROI:
Sanction :
By the branch-in-charge where the salary a/c is maintained.
For purchase of Bi-cycles and Cycles fitted with motors:
Purpose :
Loans will be granted for purchase of new cycles only.
Eligibility :
Should be confirmed in the services of the bank.
Quantum :
90% of the invoice value or Rs.1,200/- whichever is less.

377
Repayment :
The entire loan along with interest is to be cleared within 24 months and the
instalment amount for a loan amount of Rs.1,200/- will be Rs.56/- per month. The
instalments are to be adjusted towards the principal first and after clearance of the
principal in full, the same is to be adjusted towards the accumulated interest.
Cycles fitted with motor :

Loans can also be granted for purchase of cycles fitted with engine / motor which
are exempted from the payment of road tax with the RTO.
Other condition :
If the cycle is lost, the entire amount of the loan along with interest is to be recovered
immediately.
Loans for purchase of conveyance vehicle to AEOs:

Loans can be granted for confirmed AEOs for purchase of power driven two wheeler
viz. Mopeds / Scooter / Motor Cycles upto the extent of 90% of the cost of the vehicle
on the similar terms and conditions as applicable to Officers subject to certain conditions
(refer manual).
AEO's working in branches only are eligible. AEO's in Administrative Units are not
eligible.
SPECIAL VEHICLE LOAN SCHEME FOR PROBATIONARY OFFICERS
As per the "Special Vehicle Loan" scheme, the Officers & employees of the Bank are
eligible to purchase one Brand new two-wheeler during their probationary period. Max.
loan amount : Rs.60,000/-, ROI : Base Rate till confirmation, Repayment : 84 months.
(For further details, refer the chapter What's new and HO Cir. 434/2013)
MODIFICATION IN SPECIAL VEHICLE LOAN SCHEME FOR PURCHASE OF
NEW T WO-WHEELER BY EMPL OYEES OF THE BA NK DURING THE
PROBATIONARY PERIOD
(HO Cir 72/2014)
STIPULATION TO NOTE LIEN ON CAUTION DEPOSIT OBTAINED FROM

PROBATIONARY OFFICERS (POs) AS ADDITIONAL SECURITY TO THE LOAN FOR
PURCHASE OF BRAND NEW TWO-WHEELER IS WAIVED

378
CONVEYANCE LOAN SCHEME FOR WORKMEN
EMPLOYEES FOR PURCHASE OF TWO WHEELER
A. Who have joined the bank on or after 18.9.1989.

Purpose :
Loans can be granted for purchase of two wheeler including bi-cycles. Loans cannot
be granted for purchase of motor cars and repair of motor car.
Eligibility :
The employees should be confirmed in the service of the bank.
Net take home salary after providing for statutory deductions to loans including
proposed vehicle loan, all other deductions on the basis of his / her mandate lodged
with the bank should not be less than 25% of his / her gross salary.
Quantum :
For Brand New Vehicle : 90% of the cost of the vehicle subject to a maximum of
Rs.60,000/- (Cir.257/2002)
For used vehicle : Rs.20,000/- or 80% of the cost of the vehicle (as appraised and
certified by a qualified automobile engineer) whichever is less.
For brand new Bi-cycle Rs.1,200/-

Interest :
Repayment :
In the case of bi-cycle loans the entire loan along with interest is to be cleared within
24 months and their instalment amount for a loan of Rs.1,200/- will be Rs.54/- per
month.
In the case of loans for purchase of other two wheelers, the entire loan along with
the interest is to be cleared in 84 monthly instalments or before the employee ceased to
be in the service of the bank whichever is earlier.
Monthly instalments are to be fixed in such a way that the principal is cleared in
69 equal monthly instalments and the outstanding interest within the next 15 months.
No interest to be charged on the interest debited. The liability of the employee at

any time will be the total of the principal outstanding and the interest accumulated.

379
B. Who have joined the Bank before 18.9.1989
Eligibility :
Should be confirmed in the services of the Bank. Net take home salary after
providing for statutory deductions, deductions towards loans including proposed vehicle
loans, all other deductions on the basis of his mandate/s lodged with Bank should not
be less than 25% of his / her gross salary. The existing system of obtaining undertaking
letter shall continue.
Quantum :
1. For brand new vehicle :
90% of the cost of vehicle or Rs.15,000/- whichever is less.
2. For used vehicle :
80% of the cost of vehicle (as appraised and certified by a qualified automobile
engineer) or Rs.10,000/- whichever is less.
3. For brand new Bi-cycle :
Rs.1,200/-.
Interest :
Repayment :
As applicable to those joined after 18.9.1989.
Additional Vehicle Loan for purchase of Two Wheelers for workmen
Eligibility :
All employees who are eligible to avail loan under Bank's existing vehicle loan
scheme for purchase of Two wheelers at concessional rate of interest are eligible under
this scheme.
To be eligible to avail the AVL, an employee should have a minimum net take home
salary of 40% of his / her gross salary after providing for statutory deductions and all
other deductions including the proposed additional vehicle loan instalment.
Purpose :
To meet the differential amount between the cost of vehicle and admissible loan
quantum under Bank's regular vehicle loan scheme with stipulated margin.
Quantum :
1. Brand New Vehicle :
Difference between 90% of the invoice value and Rs.60,000-/ (Rs.14,000/- in case
of Mopeds).
380
Interest :
Repayment :
As applicable to regular conveyance scheme.
Sanctioning Authority :
Branch incharge where salary a/c is maintained.
Conveyance Loan Scheme for Award Staff - Permanent part time employees
Eligibility :
Loan for purchase of two wheelers to the permanent PTE of the bank shall be
extended on the same terms and conditions as applicable to other workmen employees
of the bank.
Conveyance loan scheme for Sub-ordinate Staff for purchase of Brand

New Moped
This scheme is applicable to all sub-ordinate staff who have joined the bank or
became eligible to avail the loan on or after 1.4.1994.
COMMON GUIDELINES APPLICABLE FOR CONVEYANCE LOAN SCHEME TO

OFFICER / AWARD STAFF / PERMANENT PTE.............. FOR TWO WHEELER.
1. THERE SHALL BE A MINIMUM OF 4 YEARS PERIOD FROM THE DATE OF AVAILMENT

OF EARLIER LOAN BEFORE AVAILING LOAN FOR PURCHASE OF ANOTHER TWO WHEELER
(TWO WHEELER AND CAR LOAN)
2. THE ABOVE MAY BE WAIVED IF THE LOAN IS FOR CHANGE OVER TO ANOTHER TYPE
OF VEHICLE (eg. Bicycle to Moped / Scooter / Motorcycle)
THE SECOND OR SUBSEQUENT LOAN FOR CHANGE OVER TO ANOTHER T YPE IS

PERMIT TED IF THE EARLIER LOAN WITH INTEREST IS CLEARED IN FULL.
3. IF THE EARLIER VEHICLE PURCHASED UNDER BANK LOAN IS SOLD AND THE LIABILITY
IS CLEARED IN FULL, SURPLUS SALE PROCEEDS MUST BE APPLIED FOR PURCHASE OF
ANOTHER VEHICLE WITH BANK LOAN.
IF THE EARLIER LOAN IS CLEARED IN THE NORMAL COURSE (84 MONTHS) THEN THE
SALE PROCEEDS NEED NOT BE USED FOR THE PURPOSE OF ANOTHER VEHICLE UNDER
BANK LOAN.

381
CAR LOAN SCHEME TO EMPLOYEES OF OUR BANK -
WORKMEN & OFFICERS
Modifications in guidelines
(571/2014)
TERMS AND CONDITIONS OF THE CA R LOAN SCHEME TO OFFICERS/

WORKMEN EMPLOYEES OF THE BANK
1. Eligibility
Officer Employees
(i) All officer employees (including those under Probationary period with a minimum
of 6 months of service), who are at present not eligible for car loan under Conveyance
loan scheme to officers.
(ii) In respect of those officer employees who are placed under suspension, this
facility should not be extended.
Workmen Employees
(i) All those workmen employees who are having basic pay of Rs.19115/- and above
per month.
(ii) In respect of those employees who are placed under suspension, this facility
should not be extended.
2. Purpose
To meet the cost of motor car to be purchased.
3. Quantum
(i) New vehicle: 80% of the invoice value
(ii) registration of the vehicle): 80% of the value of the vehicle (determined as per
existing guidelines)
Note: No ceiling for quantum of loan is stipulated as branches have to ensure
minimum net take home pay of 40% of gross salary (after deducting the statutory and
all other deductions including the proposed car loan instalment) See item No.7
4. Margin
(i) 20% on the invoice value in case of brand new motor cars.
(ii) 20% of the value as appraised by the qualified automobile engineer or actual
purchase consideration or the original invoice price whichever is less in the case of used
motor cars.

382
5. Rate of Interest
# During Probationary period Base Rate (presently 10.20% p.a., compounded

monthly)
# On confirmation in the services of the Bank 9.5% (compounded monthly)
6. Repayment
(i) In case of brand new motor car, the entire loan amount together with interest
shall be repayable in not more than 180 Equated Monthly Instalments (EMIs).
(ii) In case of used motor car, the entire loan amount together with interest shall be
repayable within his/ her remaining actual period of service OR within the period for
which the motor car is likely to be roadworthy as certified by the qualified automobile
engineer OR the period till which RC is valid whichever is less.
(iii) Where the remaining service period of the employee is less than 180 months
but opts for repayment period of 180 months, the EMI shall be fixed as if he/she is
having 180 months service. However, the outstanding liability, if any, with up-to-date
interest should be cleared by the employee from own sources or shall be recovered out
of terminal benefits on his/her retirement/ resignation, etc. .
(iv) If the remaining period of roadworthiness is less than 180 months, the above
option [6(iii)] is not available.
(v) Repayment to commence from the month immediately following the date of
disbursement of the loan.
7. Net Take home salary
Minimum net take home pay shall be 40% of gross salary after deducting the
statutory and all other deductions including the proposed motor car loan instalment.
8. Sanctioning Authority
DM of the concerned Circle Office
9. Security
Hypothecation of the motor car purchased by availing loan under this scheme .
10. Disbursement
Directly to the dealer/seller along with the margin amount
11. Documentation & Application
As applicable to conveyance loan scheme to officer employees for purchase of motor
car

383
12. Insurance, Monitoring, Reporting, Follow-up, etc.
For purchase of four wheelers are made equally applicable
13. Categorisation
Classified as non-priority secured loan.
14. General conditions
(i) An officer employee on reaching basic pay of Rs.31705/-, at the specific request
of the officer concerned, he/she may be permitted to transfer the outstanding liability
under this loan to conveyance loan to officers for purchase of four wheelers (at
concessional rate).
(ii) A workman employee, on his/her promotion to officer cadre and on reaching
a basic salary of Rs.31705/- p.m. and above, at his/her specific request, may be
permitted to transfer the car loan liability under the car loan scheme to conveyance loan
scheme to officers.
(iii) The repayment period stipulated at the time of original sanction is to be
maintained.
(iv) In case he/ she leaves the Bank, the loan shall be cleared or in case sufficient
proof of income on re-employment is available, continuation on terms applicable to
customers may be explored on case to case basis.
(v) All other guidelines relating to conveyance loan scheme to officer employees
for purchase of four wheeler in so far as they are applicable as specified in Manual of
Instructions on Loans/ Advances to Employees shall be complied with.
(For details, HO Circular 571/2014 may be referred)
HOUSING LOAN TO EMPLOYEES (EHL)

(Modifications as per Cir. No. 331/2010)
1. Amount of loan under EHL enhanced to all categories of employees.

2. Margin fixed at 10% of the project cost.
3. ROI will be @ 8% p.a. (simple)
4. Repayment in 240 months.
5. Amount of loan for repairs / maintenance / enlargement of existing dwelling unit
enhanced.
6 .Revised limit for PTEs
7. Ceiling of project cost in respect of officer employees dispensed with.

384
In the manual of instructions on housing loan to employees (updated till 31.7.2005)
detailed guidelines on housing loan to employees are enumerated. Further, vide Cir.
No. 217/2006 dt. 12.8.2006 branches/offices were advised regarding discontinuation
of permitting the employees to avail differential amount from HDFC, CFHL and LICHFL
on paripassu charge basis, instead permitting them to avail loan under Housing Finance
Scheme of the Bank on the same terms and conditions as applicable to customers.
Board of Directors of the Bank have permitted improvement in the scheme in respect
of the loan amount and certain other terms and conditions of the scheme.
As per the revised EHL scheme, the quantum of Housing Loan to Officers, Workmen
and sub-staff is enhanced to Rs.20 lacs, Rs.12 lacs and Rs.8 lacs respectively. Repayment
of the loan is fixed at 240 months. The ROI is 8% simple and the revised ROI can also
be made applicable to the employees who have alread availed EHL/AHL, at their option.
The modified provisions of EHL scheme shall come into force with immediate effect.
All other guidelines relating to eligibility, sanction, disbursement, minimum net take
home salary, sanctioning authority etc., to the extent not modified as per the circular
shall remain unchanged.
Quantum of Loan : Officer Employees (Reg. 28, CBOSR' 79)
1. 60 times of latest drawn monthly gross salary subject to a maximum of
Rs.20.00 lacs.
a. construction of new house on an existing plot.
b. purchasing a plot and constructing a House
c. purchase of ready built house / flat.
2. Quantum of loan for undertaking repairs / renovations / enlargement of existing
house/flat is enhanced to Rs.5.00 lacs or estimated cost of repairs / renovations /
enlargement whichever is less. Repayable in 120 months (Principal - 84, Interest - 36)
However, such loans for repairs / renovations / enlargement of existing house /
flat can be availed only where the officer has acquired the House / Flat - without availing
the housing loan as advised in the HL to employees - Manual.
ROI:
8% p.a. simple (Cir.331/2010)
Margin :
10% of the project cost (Cir.331/2010)
Repayment :
The loan together with interest thereon shall be repayable in not more than 240
months instalments. The principal should be repaid in the first, by 168 monthly
instalments and the interest in 72 monthly instalments thereafter. In case, the

385
repayments are to be effected in a shorter period, number of instalments towards
principal and interest should be in the ratio 3:1, the principal being adjusted first in
full.
Officers who do not have adequate service (20 years) to avail the facility, the benefit
of ostensible repayment period may be permitted with a stipulation to the effect that
the outstanding liability shall be cleared out of the terminal benefits, immediately on
cessation from the service of the bank.
Holiday Period :
In the case of construction of new house, the repayment will commence from the
month following the completion of the house or 18 months after the date of first
disbursement whichever is earlier. The monthly NTHS after taking into account the
monthly proposed EHL repayment instalments shall not be less than 25% of monthly
gross salary.
Modification in HL Scheme as per HO Cir. 403/2012
# Up to maximum of two houses / flats can be acquired within the overall limit.
# 1/3 loan amount towards purchase of land and 2/3 loan amount towards
construction.
# Take over liability from other institutions / HFS of the bank for acquiring second
unit.
# Construction of 2nd housing unit on the same existing house is permitted.
# When both husband and wife are employed, both can avail jointly / individually.
# HL liabilities are permitted to be continued for a period up to 10 years from the
date of ceasing to be in services of the bank on the same terms and conditions
of the Employees' Housing Loan Scheme.
Further modifications in HL Scheme as per HO Cir. 270/2013
The restriction stipulated on the availability of minimum residual service i.e. 18
months, is removed and all the employees, irrespective of the residual service, may be
permitted to avail EHL for house / flat which is under construction. In such cases,
repayment holiday period of maximum 12 months may be considered. Further, at least
one disbursement should have been taken place before retirement (including voluntary
retirement) from the services of the Bank.
Repayment of Instalment shall commence from the 13th month or in case of left
over service is less than 12 months, repayment shall commence immediately after
retirement irrespective of the completion of the project. However, the maximum repayment
period after retirement shall be 10 years.

386
HL Limits : (Rs. in lacs)
Scale / Cadre EHL SHL Total
Scale IV & above 20.00 10.00 30.00
Scale II & III 20.00 7.50 27.50
Scale I 20.00 4.50 24.50
Clerical 12.00 3.00 15.00
Substaff 8.00 2.00 10.00
MODIFICATION IN EMPLOYEES' HOUSING LOAN (EHL)

SCHEME (HO Cir 59/2014)
Continuation of HL liability after cessation from services of the bank
MAINTENANCE OF MARGIN OF 40% ON THE ORIGINAL PROJECT COST WHILE

PERMITTING CONTINUATION OF EHL OF THE EMPLOYEES FROM THE DATE OF
RETIREMENT (INCLUDING VOLUNTARY RETIREMENT) WAIVED wef 20.01.2014.
LATEST GUIDELINES OF EMPLOYEES' HOUSING

LOAN (EHL} (HO CIR. 230/2015)
1. Quantum (Rs in Lacs)
Existing Modified
Categor y Sub Clerical Officers Sub- Clerical/ Officers Executives
Staff Staff ordinate Special (Upto Sc IV SC VI
staff Assts. Sc III) &V & VII

Max.
Loan
Amount 12.00 18.00 30.00 20.00 30.00 50.00 60.00
75.00
However, eligible loan quantum shall be arrived at subject to satisfying the
condition that the total recoveries, including the recover y for proposed EHL/AHL,
other loans / advances, Provident Fund, Income Tax and other deductions of statutory
nature shall not exceed 75% of the gross salary of the employee. In other words, the net
take home pay of the employee under no circumstances be less than 25% of his / her
gross salary.
387
2. Additional Housing Loan (AHL)
Employees who have already availed EHL/AHL previously may avail the balance
eligible amount (i.e., differential between the limit already sanctioned to the employee
under EHL and the revised limits) as AHL (Additional Housing Loan) for the following
purposes :
# Repairs/ renovations/ enlargement of the existing unit. However, the quantum

ceiling under this head will be advised separately.
# purchase/ construction of 2nd housing unit
# takeover of institutional liability as per the existing norms
# conversion of Housing Loans availed under Supplemental Housing Loan (SHL)

along with EHL and / or Housing Finance Scheme of the Bank.
# Clear outside borrowings from institutional and personal sources taken for the
purpose of completing the house construction or for meeting the differential cost
for acquiring subject to the condition that the employee should have made prior
declaration in this regard and proper documentary proof (complying with any statutory
requirements) is submitted.
3. Repayment
Existing guidelines Modified guidelines @
Towards Towards Total Towards Towards Total
Principal Interest Principal Interest
210 150 360 240 120 360
months months months months months months
@ (for fresh loans only)

4. Eligible amount for purchase of plot in case of proposals for purchase
of site and construction of house thereon
Existing guidelines Modified guidelines **
1/3rd of the loan sanctioned for 40% of the loan sanctioned for
purchase of plot is stipulated if the loan purchase of plot is stipulated if the
is sanctioned for purchase of a plot and loan is sanctioned for purchase of
construction of house thereon irrespective a plot and construction of house
of the cadre viz., this guideline is thereon irrespective of the cadre viz.,
applicable to both officer employees this guideline is applicable to
and workmen employees. both officer employees and workmen
employees.

388
** Applicable in case of loans sanctioned on or after 30.04.2015
5. Continuation of HL liability on cessation from the services of the bank
The clause regarding continuation of HL liability on cessation from the services of
the Bank modified as under:
Existing guidelines Modified guidelines #
HL limits/liabilities is permitted to be HL limits liabilities is permitted

continued on the same terms and to be continued on the same
conditions of the Employees' Housing terms and Loan (EHL) for a period
Loan (EHL) for a period upto 10 years upto 15 years from the date of
from the date of ceasing to be retirement (including voluntary
in services of the Bank [i.e., those retirement) from the services of
who retired from the services of the Bank the Bank or the ex- employee
(including voluntary retirement)]. attaining the age of 75 years,
However, the repayment tenor However, the repayment tenor

(including continuation of repayment (including continuation of
after retirement) shall not exceed the repayment after retirement) shall
repayment tenor stipulated as per not exceed the repayment tenor
sanction terms. stipulated as per sanction terms.
# Applicable in case of permission accorded on or after 30.04.2015 for continuation

of the limits/ liabilities of Housing Loan.
(Ho Circular 230/2015)

389
Housing Loan Scheme for Retired Employees of the Bank
Purpose:
Housing Loan shall be considered for the following:
(i) Purchase of a ready built house/ flat.
(ii) Construction of house/ flat.
(iii) Purchase of site and construction of a house thereon. (40% limit for land cost)
II. Eligibility:
The following retired employees of the bank are eligible for the Housing loan under
the scheme:
1. All retired employees who have not availed EHL or Housing Loan from our Bank
/ or any other bank during their active service and do not own a house but retired on
superannuation. Employees who ceased to be in the services of the Bank due to
Voluntary Retirement, CRS, termination, resignation etc., are not eligible.
2. At the time of availing the loan under the scheme, the retired employees shall be
aged above 60 years and upto 65 years.
3. The loan shall be availed in the name of the retired employee and spouse and/
or one or more major children.
4. The property shall be in the name of the retired employee and/or in the name of
the spouse or jointly with one or more major children.
III. Quantum:
The quantum of loan for retired employees under various cadres shall be as under:
Officers (Scale-I and above) - Rs.30 lacs
Clerical staff - Rs.18 lacs
Sub-staff - Rs.12 lacs

IV. Rate of Interest:
8.5% (simple) p.a.
V. Security:
EMT of House property being financed.
VI. Margin:
As applicable under General Housing Loans to customers
390
VII. Repayment Period:
Maximum 15 years / till the borrower attains age of 75 years
VIII. Processing Charges:
Nil
VIII. Sanctioning Authority:
DGM of the Circle Office under whose jurisdiction the house property is situated
(For further details, HO Circular 358/2015 may be referred)
HOUSING FINANCE SCHEME (Applicable to Customers) -

Extension to EMPLOYEES of the BANK
As per existing guidelines :
1. Employees with outstanding liability under EHL are not eligible to avail loan
under HFS.
2. Employees who have cleared the liability under EHL and employees who have
not availed loan under EHL are eligible to avail loan under HFS.
Now the same is permitted even if liability is outstanding under EHL on the following
conditions:
1. HFS may be permitted to our employees to construct / acquire a SECOND
DWELLING unit in the same place where he / she is already owning a house / flat or
any other place on the same terms and conditions as applicable to customers even in
cases where the HL liability under EHL scheme is outstanding.
2. the net take home salary should not be less than 40% of the gross salary after
providing deduction of instalment for the proposed loan.
3. In case of employee whose remaining service is less than 20 years, and he / she
opts for 20 years repayment, in such cases, ostensible liability remaining at the time of
retirement is to be recovered out of his / her terminal benefits / own sources. It is to
be ensured that the terminal benefits will be sufficient to cover the ostensible liability of
this housing loan along with that of other loans. However continuation of housing
liability on retirement, VRS, resignation can be permitted at the specific request of the
employee concerned on merits of individual cases by the DGM of the Circle.
ROI:
7.5% for repayment period upto 5 years (HO Cir. 204/05)
8% for repayment period above 5 years upto 20 years.
Note : Subject to change prevailing on date of sanction/availments.

391
AGRICULTURAL LOANS TO BANK EMPLOYEES
Loans were sanctioned to only such employees owning inherited lands, with the
exception of EX-servicemen .
The above condition has been causing a lot of inconvenience to those employees
who have been allotted lands by the Government under the Special Scheme of the
Government for cultivation ( eg. SC/ STs are allotted lands by Government under Land
Reforms ACT etc) wherein the lands were allotted by the Govt. to the employee prior to
him / her joining the Bank.
The modified scheme of the Bank is as follows :
Agricultural Loans ( except for allied activities and construction of farm house )
can be permitted to the employees of the Bank who owns lands by virtue of allotment /
granted by the Government. The same terms and conditions as applicable to the Scheme
of Agricultural Loans to Bank employees shall apply.
The entire details of the scheme is available in the Annexure to the HO Circular 12
/ 2001 dated 17th January 2001.
THE SCHEME
Employees should be confirmed in the services of the Bank to be eligible for the
Loan
The landed property which the employee owns should be either inherited or should
have been granted / assigned / allotted by the Government , prior to the employee
joining the Bank .
The Land should not have been acquired .
The land should be cultivated by the members of family of the employees or by
hired labourers , in such a way that the duties of the employee at the Bank are not
affected on account of the Agricultural activity undertaken by him / her.
THE PURPOSES
The purposes for which the loan facility could be extended are
A. Development purpose B. Cultivation of Crops
C. Purchase of Tractors or power tillers D. Bullock & Cart Loans
Loans given under ( C ) and ( D ) are for the sake of Ploughing of Lands and
transport of produce.
Note : Loans are not to be given for Allied Activities like dairy ,poultry, Farm House
etc.
THE SANCTIONING AUTHORITY
Divisional Manager in Circle Offices are now permitted to sanction agricultural loans
to employees of the Bank upto their delegated powers.
392
Proposals beyond the delegated powers of the DMs shall be placed to the respective
sanctioning authority.
THE TERMS & CONDITIONS
Rate of Interest , Security Norms , Repayment and other terms & Conditions will
be the same as applicable to others / as mentioned under individual schemes.
Service Area Norms , subject to relaxations, should be adhered to .
THE FORMS
Depending upon the purpose of the loan, the application forms should be taken.
GUIDELINES FOR GRANTING LOANS & ADVANCES

TO EMPLOYEES
1. APPROVED SECURITY
I.) For the purpose of exercising the delegated powers, the following are the approved
securities
i) Term deposits of our Bank
ii) a. Gold Jewellery
b. Approved Shares / Debentures/ Bonds / Units of Mutual Funds
c. Government securities / Government Promissory Notes / National Savings

Certificates / Kisan Vikas patra / Postal Savings Certificates / Specified Post
Office Time Deposits, 10 year Postal Savings Certificates, National Deposits, 10%
Relief Bonds, Indira Vikas Patra, Resurgent India Bonds of SBI , Flexi Bonds of IDBI
and other securities included in our list of approved securities, from time to time.
d. Life Insurance Policies.
e. Postal Life Insurance Policies
f. Deposit Receipts of Canfin Homes Limited, CANBANK Factors LTD.,
II) The term deposits of bank standing in the name of the employee or in the joint
names of an employee and any of his/ her close relatives ie., father, mother, spouse,
brother, sister, son or daughter can be accepted as a security. To be eligible for
concessional interest, margin etc. the deposit should carry preferential Interest.
III) i. In the case of other approved securities specified in 1(a) ii) securities held jointly
in the name of the employee and any of his / her close relatives i.e. father, mother,
spouse, brother, sister, son or daughter can be accepted as security subject to the
fulfillment of the following conditions:
393
a. The employee should give declaration to the effect ( at the time of applying for
the loan ) that the securities have been purchased out of his / her income / resources.
However, such declaration is not necessary if the security is in the name of spouse
or jointly with employee.
b. The other joint owner of the security should not be a minor.
ii) In case the other approved securities specified in 1(I) (ii) are held separately by
the spouse of the employee it can be accepted as an approved security for granting loans
to an employee.
2. DETERMINATION OF SANCTIONING AUTHORITY

For the purpose of determining the sanctioning authority as per the delegated
powers the limits granted already and those to be sanctioned are to be aggregated and
on the basis of such aggregate limits the relevant sanctioning authority has to be
determined. However for the purpose of aggregation the following are to be excluded :
i) Loans/ advance against term deposits.
ii) Vehicle loans including CAR loans / CAR repair loans to officers.
iii) Housing loans.
iv) Advances granted under specific schemes (DUAL) for which separate powers
are delegated.
For the purpose of such aggregation
I. In the case of overdraft facility the limits sanctioned are to be considered.
II. In the case of loans repayable over a specific period.
i. If it is fully availed the liability outstanding.
ii. If it is not availed, the limit sanctioned unless the unavailed limit is cancelled.
iii. if it is partly availed, the unavailed, portion of the limit plus the liability
outstanding shall be taken into consideration.
3. LOANS TO EMPLOYEE AND SPOUSE

Where an employee wishes to avail a loan in the joint names of himself / herself
with his / her spouse, such loans shall be permitted in joint names of the spouse and
the employee, provided that such loans have been availed only for the sake of
operational convenience and for no other reason/s.

394
4. DURATION OF LIMITS / REPAYMENT PERIOD OF LOANS
a. For overdrafts : One year from the date of sanction. Not more than two
enhancements shall be permitted during this period. If the enhancement required
is more than twice, permission of DGM of the concerned circle has to be obtained.
b. Repayment period of loans : In case of loans granted against securities

other than our term deposits, for period not exceeding 36 months. If the loan required
exceeds the period of 36 months specific permission of DO /RO (in the case of VLBs
and ELBs from CO) should be obtained and such extension to be permitted on merits.
5. POWERS TO MODIFY
The Managing Director / Executive Director or General Manager (Credit Wing) are
severally empowered to permit / approve / ratify deviation in the terms and conditions
of any loan/ advance granted to employees of the bank under any particular scheme.
6. SANCTIONING AUTHORITY & REPORTING SYSTEM

I. Loans/advances against approved securities shall be sanctioned by the next
higher authority only subject to the delegation of power. Hence in all cases (except in
the case of ED/MD where the existing provision may be continued) sanctioning of loans/
advances is to be made by the next higher authority viz for scale I by scale II, scale II
by scale III etc. provided the limit sought falls within the next higher authoritys
sanctioning power. Otherwise the proposal should be sanctioned by the authority under
whose powers the limit falls. In the case of ED/MD, loans against approved securities
shall be sanctioned by GM(CCW). These guidelines are not applicable to employee loans
under specific SCHEMES like dual, LHV etc.
II. In the case of loans/advances permitted to officers in scale IV and above

against the security of shares/debentures, they are to be reported to Board (Cir 215/
86 dt. 4.6.86)
III. In respect of loans/advances to be granted to the employees working in

administrative units, the same is to be sanctioned by the branch where his/her salary
is being credited. However, it should be ensured that such facilities are sanctioned
by the appropriate authority taking into account the next higher authority. Again in
the case of gold loan if the same cannot be availed in the branch where his/her salary
is credited(as it is restricted to some branches only) it could be sanctioned by a
branch where such facilities are available
IV. Copies of the credit reports of branch sanctions need not be endorsed to DO/
RO/CO. But reporting in B-139 shall continue.

395
V. In the case of vehicle loans, reporting to HRM
Section is to be done as per loan scheme.

7. CREDIT LIMITS TO SUSPENDED & CHARGESHEETED EMPLOYEES
A) In the case of employees placed under suspension the existing credit limits
sanctioned / renewed prior to the suspension can be renewed and operations be
permitted.
B) However no fresh limits and no enhancement in the limits are to be permitted

during the period of suspension.
C) Further in case, the limit has been sanctioned but employee has not availed
the limit and in the meantime if he/she has been under suspension the sanctioned
credit limit should not be made available to him.
D) The Car Loan / such other loans are discretionary in nature and it will be in
order to reject the application of the employee for such loans against whom chargesheets
of serious nature are pending. Sanctioning authority to take a decision on a case to
case basis.
E) In the case of employees against whom chargesheets are pending and charges
are of serious nature , the sanctioning authority may refuse the loans taking into account
the gravity of the charges.
8.SANCTIONING POWERS
The sanctioning relating to advances to employees are furnished herebelow :
(I) DUAL - Manager / Senior Manager incharge of the branch. In case of employees
working in Administrative units / other offices, Manger / Senior manager of the branch,
where the Employees Salary is credited.
II) LHV -
(a) For purchase of Two wheelers including cycles -Manager/ Senior Manager
incharge of branch. In case of employees working the Administrative units/ other
offices, Manager / Senior Manager of the Branch, where the employees salary is
Credited.
(b) For CAR Loans / CAR Repair Loans to Officer Employees - DGM of the
Circle office.
III) HL including Suppl. Housing Loan : DM of the Circle office under whose
jurisdiction the House Property is situated.
IV) Agricultural Loan : DM of the Circle Office.

396
V) Festival Advance :
a) Manager / Senior Manager in charge of the branch.
b) Incase of branches headed by Executives, Managers / Senior Managers

incharge of Staff Matters and
c) Incase of employees working in CO/HO, the concerned HRM Section or HOSA

- Section.
VI) Loan / OD Against Term Deposits of the Branch : Manager / SM / DM

incharge of the Branch.
VII) Educational Loan : Branch Managers are not empowered to sanction EL to

close relatives of the employees.
VIII). GL ( To meet Escalation in Cost of House Construction )
DGM of the circle office in whose jurisdiction the property to be purchased is

situated.
IX). DPN : To all employees upto & including officers in Scale III , DM (Advances)
of the Circle office will be the sanctioning authority.
Officers in Scale IV & above : Loan shall be permitted at circle office. The
Authority shall be one scale above the officer availing the Loan. In case of GMs, Loan
shall be sanctioned by ED.
X) Festival Advance / Loans under DUAL & LHV ( for 2 wheelers) can be
permitted by the Branch - incharge to himself without referring the matter / proposal
to a higher authority.
Note
1. All the above facilities are to be granted only to Confirmed Employees.
2. CAR Loans and such other Loans are discretionary in Nature and it will be in
order to reject the application of the employee for such loans against whom charge
sheets of serious nature are pending. Sanctioning authority to take a decision on
case to case basis.
3. In the case of employees against whom charge - sheets are pending and charges
are of serious nature, the sanctioning authority may refuse the loans taking into
account the gravity of the charges, etc.
(HO Cir 306 / 98 dated 31.12.1998)

397
Delegation Powers for Sanction of loans / advances to
STAFF MEMBERS
(HO Cir 126/02 dated 4.6.2002 & 268/2014)
Delegation of powers for sanction of Loans / Advances to Employees of our Bank

against approved securities
Name of the sanctioning authority Amount in Rs.
1. Branch in charge of small / medium Large branch Rs. 50,000/-

Senior Manager (ELB) / Manager (credit ) & Sr.Manager IN VLB
2. Manager/Senior Manager heading Advances Sec at COs Rs.1.00 lac
3. Chief Managers (VLBs and other Specialised branches like

Specialised SSI, IF Branch, Spl. Agri branches, Overseas
Branches etc.) and Divisional Managers at CO Rs. 1.50 lacs
4. Assistant General Manager - ELB / PCB / CO Rs. 3 lacs
5. Deputy General Manager - CO / PCB Beyond

Rs. 3 lacs as
applicable to
customers
Note :
1. The above sanctioning powers include the powers to grant loans against gold
jewellery and under Canbudget (purchase of Books) Loan Scheme , subject to a
maximum of Rs 5,000/- each.
2. Loans /advances to lower authorities shall be sanctioned by the next higher
authority only subject to the Delegation Of Powers.
3. Officers in a particular scale cannot sanction such loans/ advances either to
himself / herself or to others in the same scale.
4. In the case of ED /MD, advances against approved securities will be sanctioned
by GM (Credit Wing)
5. Loans / advances under specific Loan schemes like CAR LOAN / DUAL /LHV
etc., Shall be sanctioned as per the guidelines contained in respective schemes.

398
6. Substitution / Replacement of shares / other securities are permitted only twice
between 2 sanctions / Renewals.
7. Credit facilities against approved securities (other than own term deposits) to the
employees beyond the monetary ceiling specified below shall be permitted only in the
form of loan with specific repayment schedule generally not exceeding 36 months :
i. ALL Workmen Employees : Not exceeding Rs.3 lacs
ii. ALL Officer Employees : Not exceeding Rs.5 Lacs
LOANS & ADVANCES TO OFFICERS AGAINST

APPROVED SECURITIES
When loans / advances are permitted to the Officer Employees against the
securities which are owned /held by the spouse of the officer employee which are not
declared in the annual return of moveable / immoveable properties by the Officer as
per Canara Bank Officer Employees (Conduct) Regulations, 1976, following additional
declaration shall be obtained :
" I further declare that, the Shares / Securities now pledged which are owned /
held by the spouse are legally owned / held by him / her and are purchased / obtained
out of his / her own income. "
The above declaration is to be obtained wherever the employee pledges / offers
to pledge the shares / securities held / owned by his / her spouse.
Where the officer employee pledges / offers to pledge shares / other securities
owned / held by him and also securities owned / held by his / her spouse, following
declaration should be obtained:
" I declare that such of the securities owned / held by me now / proposed to be
pledged to the Bank indicated above are declared / will be declared by me in the Return
of Immoveable / Moveable / Valuable property," submitted to the competent authorities.
I further declare that, the Shares / Securities now pledged which are owned /
held by the spouse are legally owned / held by him / her and are purchased / obtained
out of his / her own income ".
In case of any of the declaration is inapplicable, the same is to be struck down under
the employees authentication.
The declaration is to be incorporated in the application itself under the
employees authentication or a separate declaration may be obtained as per the
annexure provided in HO Cir. 113 / 99 Dated 3rd May 1999.
Previous HO Circular on the matter - 66 / 1999 dated 16th March 1999

399
FESTIVAL ADVANCE TO EMPLOYEES
(HO Cir. 245/2003, 31/2011 )
Eligibility :
All confirmed employees including PTE on time scale wages, can be permitted even
if any other INTEREST FREE loan is outstanding.
Amount :
One month gross pay as drawn prior to the Month of availing FA, In respect of
employees joined the bank prior to 6.12.90.
For employees joined after 6.12.1990 :
One month's emoluments which may comprise of Basic Pay + Special Pay + DA
etc. but excluding HRA & CCA - subject to a maximum of
Rs.30,000/- for Officers
Rs.20,000/- for Clerical staff
Rs.15,000/- for sub-ordinate staff
(Allowances which are not in permanent nature to be excluded).

Purpose :
Any festival celebration.
ROI:
Nil
Repayment :
10 equal monthly instalments.
Sanction :
By Manager / SM of branch. Manager / Sr. Manager of HOSA / HRM
Availment :
Once in a calendar year.

400
EMPLOYEES LOANS & ADVANCES - SETTLEMENT OF PF/
GRATUITY /PENSION ETC.
(Cir. 104/99)
A. Duties of the Advancing Branch

1. Authorisation letter in the prescribed format shall be obtained for any of
the following loans
(a) HL (b) Supplementary HL (c) Additional HL (d) LHV (e) DUAL (f )DPN
(g) any such other loans
2. Authorisation letter shall not be obtained with VSL/OD against Term Deposits
of our Bank / other Approved securities and festival advance.
3. Authorisation letter shall be obtained only once at the time of granting any one
of the loan specified under clause 1 above.
4. Authorisation letter shall have to be obtained in duplicate along with the loan
papers which should be used to adjust the money in PF/ Gratuity account.
5. This authorisation letter shall be obtained from the employee as a one time
measure in duplicate.
6. No such authorisation letter need be obtained from the nominees of the employee.
7. Original of the authorisation letter to be sent to HRM Section concerned through
Registered Post (A/D).
8. Duplicate copy of the authorisation letter to be kept alongwith the loan papers.
9. Acknowledgement must be received back from HRM Section and the Registered
Acknowledgement Card to be kept along with the loan papers together with the copy of
the authorisation letter. Branch to closely follow up the matter until the
acknowledgement is received from HRM Sections concerned.
10. Once the letter is lodged with the HRM Section & acknowledgement is received
from HRM Section, such authorisation letter need not be obtained again
(a) at the time of renewal of limits or
(b) sanction of any other loan.
11. Closure of the Loan :
Authorisation letter executed by the employee shall continue to be kept along with
the current loan papers of the employee, along with the acknowledgement received from
the HRM Section.
12. If an authorisation letter is not available at the branch along with the current
loan documents, the branch shall obtain a fresh authorisation letter and lodge the
same with the HRM Section concerned.
401
13. As far as possible, the authorisation letter should be used to adjust the money
in the PF /Gratuity account as a LAST RESORT.
B. Duties of HRM Sections Concerned
1. Original of the Authorisation letter submitted by the employee, when received
from the Branch, by registered A/D, it has to be
a) filed in the employee's personal file
b) noted in the personal records of the staff concerned
c) immediately acknowledged by HRM Section ( of the letter of the Branch)
2. Before settlement of terminal benefits, HRM Section shall ensure that
a. all the liabilities are cleared by the employee before his relief, (or)
b.the employee has obtained permission from the competent authority for
continuation of the liabilities.
Only thereafter shall the terminal benefits be paid to the employee.
C. Process of Adjustment
1. Before enforcing the undertaking /authorisation letter of the employee, a notice
is to be sent to the last known Residential Address of the employee.
2. The notice to be sent by Registered Post A /D.
3. The proof of having sent the notice to be maintained / preserved by the
Branch.
4. If within a reasonable period, the employee does not respond to the Banks
Notice, then the concerned Branch may request PF /Gratuity Section to remit the
terminal benefits to the loan account for adjustment towards overdue loan liability.
5. Such a request letter of the branch addressed to PF /Gratuity Section shall be

sent through the concerned HRM Section..
6. Only after clearance of all the liabilities, including any liability subsisting in
any other Branches, should the residual amount be paid back to the employee.
7. At present, there is a provision to continue the HL liability of the employee upon

their cessation in Service subject to permission being accorded by the competent
authority.
If employees approach such authority for continuation of the Liability even

after the cessation in service, a suitable decision has to be taken on a case to
case basis by such competent authority, regarding adjustments of terminal benefits
having regard to the repaying capacity etc.

402
D. Format
Specimen letter of authority addressed to the Bank which is to be obtained from
the borrower employee, at the time of sanction of the loan, is furnished in HO Circular
104/99 dt 20/4/99.
Scheme for extending legal and financial support to all Officer Employee
& retired Officer Employees of the Bank against whom motivated false
complaint has been made by people / agencies outside the Bank (HO Cir.
84/2010 dt. 5/3/2010)
HO had vide Circular No.345/2006 dt. 19/12/2006, furnished the details of the
Scheme for extending legal and financial support to Executives of the Bank against
whom motivated false complaints have been made by people / agencies outside the
Bank.
The Board of Directors have permitted to extend the said Scheme to all Officer
Employees and retired Officer Employees of the Bank. Hence, in supercession of the
Scheme Circulated vide Circular No.345/2006 dt. 19/12/2006, the details of the
modified Scheme, which will be applicable to all Officer Employees and retired Officer
Employees of the Bank, are furnished in the Annxure to this Circular.
Please refer to Annexure to the above Circular for details.
ADVANCES TO RELATIVES OF EMPLOYEES

(Best practices code Advances to employees - updated till 31/7/2007)
A. DEFINITION
I. For the purpose of considering credit facilty to the relatives of employees, the term
Credit Facility," shall not include loans and advances against
(a) Term deposits
(b) Govt. Securities
(c) LIC Policies
(d) Overdraft upto Rs. 25,000/- and
(e) casual purchase of cheques upto Rs 15,000/-
II. For the purpose of sanctioning powers to the relatives of employees the term
relative" includes the following :
1. Spouse
2. Father

403
3. Mother (including step mother)
4. Son ( including step son)
5. Sons wife
6. Daughter (including step daughter)
7. Daughters husband
8. Brother (including step brother)
9. Brothers wife
10. Sister ( including step sister)
12. Sisters Husband
13. Brother (including step brother) of the spouse
14. Sister ( including the step sister ) of the spouse

B. OTHER GUIDELINES
I. Branches are not having sanctioning powers to grant credit facility to the
relatives of the employees except advances against our own deposits and gold loans
for agricultural purposes upto Rs. 20000/- (HO Cir 306/98). However this is not
applicable for sanctions by DM (VLB) and AGM (ELB).
II. If such credit facility falls within the powers of a particular authority and such
proposal is from a relative of that authority, in such cases it should be sanctioned by
the next authority only. This is equally applicable in the case of Senior Officers in
Scale IV and above also.
III. Credit facilities sanctioned by any authority (except Management Committee

Of the Board) to any relatives of Senior Officers of Scale IV and above or to any firm /
Company in which they are interested or hold substantial interest as partners, directors
or guarantors, the same shall be reported to the Board (Ref. Circular 215/86 dt 4-6-
86)
IV. Powers are delegated to all branches to grant Gold Loans upto Rs 20,000/- to
the relative of employees for agricultural purposes without seeking clearance from the
Regional Office / Circle Office. (HO Cir 306/98)
Continuation of the limits / liabilities of employees after Retirement :
Continuation of the limits / liabilities of the employees after retirement (including

voluntary retirement) may be permitted subject to the same terms and conditions as
applicable to Customers by the following authorities :-

404
No. CATEGORY OF ADVANCES PERMIT TING AUTHORITY
1. DUAL, LHV, car loan, car repair loan

EHL, SHL & customer HF Scheme DGM of the Circle Office.
2. Advances against approved securities By the sanctioning authority who

has earlier permitted the limits.*
3. Advances against our own deposits Branches themselves can permit
(HO Cir. 171/86)
* Subsequent renewals can be permitted by the appropriate authorities as applicable

to the Customers.
These guidelines are not applicable in the case of resigned / dismissed
employees (HO Cir. 233/90)
H. SPF / SWF
STAFF PROVIDENT FUND (SPF)
As per CBOSR 1979 (Regulation 45), in the case of an officer who is governed by
Pension Scheme
- contribution to the Provident Fund shall be made by Officer only at 10% of pay
WITHOUT ANY MATCHING CONTRIBUTION BY THE BANK.
those NOT governed by Pension Scheme,
- contribution by Officer at 10% with matching 10% contribution by Bank.
VOLUNTARY SUBSCRIPTION TO PROVIDENT FUND ACCOUNT
Voluntary Subscription by members can be made without any limit/ceiling and
the desirous members may submit their willingness in HRMS which has to be forwarded
by the branch and HRM Section.
Such VPF balance can be withdrawn only at the time of receipt of the terminal
benefits by the concerned Officer ( excepting during the time of availing the Housing
Finance from Canara Bank / Canfin Homes Ltd.) .

405
GUIDELINES :
Withdrawal by the employees (members) may be allowed by the Trustees under
the following circumstances, in terms of Fund's Regulation No. 32.
1. Repayable withdrawal
2. Non-Repayable withdrawal
Disposal of the property purchased out of availing Non Repayable withdrawal.
1. Repayable withdrawal
Eligibility :
All Employees who are continuing their compulsory contribution to the Fund
through their salary, are eligible.
Purpose :
1. To meet the expenses in connection with marriages to their dependent son/
daughter/brother/sister
2. To meet the expenses in connection with professional Educational courses (not
less than three year.)
3. To meet the expenses in connection with Religious function, the employee
incumbent to perform
Quantum
For marriage purpose : six times of the basic including spl. allowances ranking
for PF or Employee's contribution whichever is less.
For Education purpose : Three times of the basic including spl. allowances ranking
for PF or Employee's contribution whichever is less.
For Religious Function : Three times of the basic including spl. allowance ranking
for PF
Repayments : In case of Marriage maximum 48 months. In case of others only 24
months.
Rate of Interest : 4% yearly flat. Interest will be debited to the accounts only when
the liability comes to Zero or at the time of renewal of the loan.
2. Non Repayable withdrawls.
Purpose :
1. Housing : Purchase of site/house/flat or construction of a new house
2. Marriage : to meet the expenses of Son/Daughter's marriage.

406
Eligibility :
The member should have completed 10 years to avail NRW for Housing.
The member should have completed 20 years of services in case for Marriage.
Ex-servicemen / specialist / compassionate appointee, Ten years enough.
Quantum :
Housing : 100% of employee's contribution + 50% of voluntary contribution Minus
Repayable withdrawal liability if any or margin in the project cost whichever is less.
Marriage : 50% of employee's contribution + 50% of voluntary contribution or 50%
of the expected expenditure whichever is less.
Note :
Every employee will be given Two options through out banking service. It
can be utilized One for Housing and the other for Marriage OR both for marriage
OR both for Housing, provided the First option utilized for purchase of site and
the second option can be utilized for Construction of a house on the same site.
Fund's Regulation will not permit to acquire Two properties by availing NRW.
Disposal of Property : Under very special circumstances Trustees permitting for
Disposal, prior permission from the Fund should be obtained before disposing of the
property, purchased out of NRW. In such case employee should remit back the amount
taken as NRW along with 4% per year flat rate of interest. After disposal, the employee
should submit a copy of disposed sale deed, as proof of disposal.
INCASE OF ADDITIONAL PAYMENT TOWARDS LOAN ACCOUNT / CLOSURE OF
LOAN, IBA HAS TO BE SENT TO DP CODE 404 OF CANTONMENT, BANGALORE.
Payment of settlement by Cheque :
Cheques will be issued to the retiring employees w.e.f. 01.11.2010 in order to
facilitate settlement of PF amount & Gratuity amount to the retirees on the day of
retirement (HO Cir. 329/2010 & 330/2010)
Address of SPF Section :
The Manager
Canara Bank
SPF & Gratuity Section,
14, Naveen Complex, M.G. Road,
Ph : 080 - 25321985
E mail : hospf@canarabank.com

407
GOLDEN JUBILEE STAFF WELFARE FUND (GJSWF)
(GJW 1/2002 dt 12.2.2002, 1/2004 dt 29.6.2004, 284/2005)
SWF - Revised norms for granting of loans :

CATEGORY OF MEMBERS QUANTUM
1. New members & members once 3 months gross salary + 100% contribution
resigned and reenrolled after completion of 1 year
2. Full quantum 4 months gross salary + 100% accumulated
deposit maximum 6 months gross salary
3. Eligible for full quantum of loan On completion of 2 years membership only.
4. Member who has adjusted his / her 3 months gross salary + 100% contribution
deposit towards loan liability (ADL) on completion of 12 months from date of ADL
5. Deposit adjusted to loan Full quantum of loan eligible only
liability (ADL) after 2A years of ADL date.
6. New member / reenrolled members 6 months gross salary on completion
with co-obligation of another member of 2A years of membership
7. Deposit adjusted to loan liability 6 months gross salary on completion
(ADL) with co-obligation the of 2A years.
eligible quantum
8. Loan repayment schedule 30 + 5 Instalments, for principal (30)
and Interest (5)
9. Renewal of loan 12 months & 12 instalments should be
completed.
Co-obligation can be given on completion of 2A years of membership.

Whenever co-obligation is offered, quantum will be - 6 months gross salary of
applicant or 6 months gross salary of co-obligant minus his liability whichever is lower.
DEATH RELIEF SCHEME OF GJSWF
The Scheme
Death Relief scheme was evolved by Golden Jubilee Staff Welfare Fund with a view
to render financial assistance to the members family in the event of death of a member
while in the service of the Bank.

408
Disbursement
The relief is disbursed in two stages:
I. a. A sum of Rs.15,000/- is disbursed initially as soon as the information regarding
the death of the member is received by the Branch.
b. This sum is paid to the kith and kin of the deceased member by the Branch to
meet the funeral expenses against a stamped receipt witnessed by two of the staff
members.
c. Amount debited to the Fund by raising a BAR. The BAR, along with the stamped
receipt should be sent to the fund. A report of the death of the member should also
be forwarded to the fund.
II. a. An additional relief of Rs.35,000/- is disbursed subsequently on receipt of the
instructions from the Fund.
b. Since the legal heirs of the deceased member is eligible for the total relief of
Rs.50,000/-Under the scheme, the balance amount of Rs.35,000/- will be payable
to the legal heirs on submission of a representation.
c. On receipt of the information of death, the deposit of the member is adjusted to
the loan liability and any surplus left in the deposit after the adjustment the same is
remitted for pyament to the legal heirs through a Branch Advice.
d. In case the liability is more than the deposit amount, the balance amount of
death relief of Rs.35,000/- will be adjusted towards the liability and if any amount
is due to the member after this adjustment, the same will be remitted through the
Branch Advice.
e. In case the Deceased member is still having liability in the loan account after
adjustment of the amount of Rs.35,000/- the same would be informed to the
branch and the Manager should ensure recovery of the liability due to the fund
when the terminal benefits are settled to the legal heirs.
f. Normally, the amount of death relief is paid to the nominee unless the claim is
disputed by any other competent person or authority and in case of any dispute
the decision of the Management Committee is final and binding in the matter of
settlement of death relief claims.
C. FREE SCHOLARSHIP TO THE CHILDREN OF THE DECEASED MEMBER
OF THE FUND
a. Golden Jubilee Welfare Fund extends free scholarship facility to the children of
the deceased members. The scholarships is available to a maximum of 3 children
for a continuous period of five academic years from the date of death or till the year
of superannuation of the member whichever is earlier.
409
b. The prescribed forms to avail this scholarship are invariably sent by the FUND.
c. In case of forms are not received, the legal heirs of the deceased members are
requested to take up the matter with the FUND immediately.
Scholarship of Rs. 500 to 1500 per annum depending on the class of study, is being
paid by the SWF to the children of deceased SWF members for continuing their
education.
GJSWF. Cir. 2/96
Holiday Home
- Members working outside Bangalore city are eligible
- 8 rooms (Rent @ Rs.30/- per day) + 4 suites (Rent @ Rs. 60 per day)
- Member can avail the room for a maximum of 5 days.
Address
5/4-1, 10th Cross, Canara Bank Colony, (Near Swimming Pool)
Jaya Nagar III Block East, Near LIC Colony,
Ph : 080 22446115
For Booking
The Manager
Golden Jubilee Staff Welfare Fund,
Canara Bank, HO Annexe,
14, Naveen Complex, M G Road,
Ph : 080 25584829
e mail : hoswf@canarabank.com
Additional repayments towards loan account, booking for holiday homes and
membership fees towards SWF Section, are to be made only by means of Branch Advice
and not by means of Demand Drafts. IBA has to be sent to DP Code 413 of Town
Hall, Bangalore.

410
VIII. RETIREMENT / VRS / SVRS / RESIGNATION
/ TERMINATION MATTERS
BIDDING GOODBYE / TERMINAL BENEFITS

(Leaving Bank Service)
1. Resignation
An officer can quit bank service at any time, after tendering notice of three months
or three months pay in lieu of notice.
2. Voluntary Retirement
A Bank officer can on or after completion of 50 years of age or 20 years of service,
whichever is earlier, offer to quit voluntarily from the services of the Bank.
3. Superannuation Retirement
A Bank officer on the completion of 60 years of age in the normal course is
considered to have retired on superannuation.
PROVIDENT FUND
A. Member's Contribution
1. Resignation : Members contribution available at the time of relief
2. Voluntary Retirement : Members contribution available at the time of relief.
3. Superannuation Retirement : Members contribution available at the time of relief.
4. Deceased Members : Members contribution available at the time of relief.
B. Bank's Contribution
1. Resignation:
Members resigning before completion of 5 years of service - No bank's contribution.
After 5 years of service, the details of Banks Contribution are as follows:
10% of contribution for each completed years of service with proportionate interest
as listed here below.
5 Years 50% contribution + proportionate interest

411
2. Voluntary Retirement 100% Bank's contribution + proportionate interest
3. Superannuation Retirement 100% Bank's contribution + proportionate interest
(Except for those who have opted for pension)
4. Deceased Members Available without restriction on minimum service.
Where the deceased member had opted for pension.
Provident Fund (Bank's Contribution) shall not be
available for the legal heirs.
LEAVE ENCASHMENT :
1. For Superannuation, VRS, Deceased, : Leave balance available to his/her credit
Compulsory Retirement subject to a max. of 240 days
2. For Resignation : 50% of Leave balance available may be
encashed.
GR ATUITY
1. Every Officer, shall be eligible for gratuity on:-
a. Retirement
b. Death
c. Disablement rendering him unfit for further service as certified by a medical
officer approved by the Bank.
d. Resignation after completing ten years of continuous service; or
e. Termination of service in any other way except by way of punishment after
completion of 10 years of service.
2. The amount of gratuity payable to an Officer shall be one month's pay for every
completed year of service, subject to a maximum of 15 month's pay.
Provided that where an officer has completed more than 30 years of service, he shall
be eligible by way of gratuity for an additional amount at the rate of one half of a month's
pay for each completed year of service beyond 30 years.
Provided further that pay for the purpose of Gratuity for an Officer who ceased to
be in service during the period 1.7.1993 to 31.10.1994 shall be with regard to scale of
pay as specified in sub-regulation (1) of Regulation 4.
Provided also that pay for the purpose of Gratuity for an Officer who ceased to be
in service during the period 1.4.1998 to 31.10.1999 shall be with regard to scale of
pay as specified in sub-regulation (2) of Regulation 4.

412
Note : If the fraction of service beyond completed years of service is 6 months or
more, gratuity will be paid pro rata for the period.
1. Resignation and Gratuity payable
Period Amount
A. Resignation before 5 years Nil
B. On or after completion of 5 but Payment of gratuity as per payment of

before completion of 10 years gratuity act only (i.e. Statutory gratuity)
C. On or after completion of 10 years Either statutory gratuity or gratuity as per

our bank's scheme of gratuity whichever
is higher is payable
2. Voluntary Retirement and Gratuity payable

Either statutory gratuity or gratuity as per our bank's scheme of gratuity
whichever is higher is payable
4. Superannuation Retirement and Gratuity Payable
Either Statutory Gratuity or gratuity as per our bank's scheme of gratuity
whichever is higher is payable.
5. Gratuity payable to Deceased Members
There is no restriction as to the minimum service required for payment of gratuity,
in case of deceased members.
Statutory Gratuity :
(Gratuity payable as per "The Payment of Gratuity Act, 1972")
FOR every completed year of service or part thereof in excess of six months, the
employer shall pay GRATUITY to the employee at the rate of 15 days wages on the basis
that a worker earns a month's wage for attending to work on 26 working days, as per
the Act;
Wages X 15/26 X number of years of service
The ceiling on the maximum amount of Gratuity is fixed at Rs.10.00 lakhs.
Wages as per Act means and includes the following:
A. BASIC PAY B. DEARNESS ALLOWANCE
C. SPECIAL ALLOWANCE, if any D. PQP/FPP etc.,
E. PERSONAL ALLOWANCE, if any
CCA & Adjusting Allowance shall not, however, be included.

413
Bank's scheme of Gratuity
One month's PAY for every completed year of service, subject to a maximum of 15
months pay shall be the Gratuity payable as per the Bank's Scheme of Gratuity.
Where an Officer has completed more than 30 years of Service, he shall be eligible
by way of Gratuity for an additional amount at the rate of 1/2 month's pay for each
completed year of service beyond 30 years.
PAY for the purpose of Gratuity as per CBOSR'79 shall include:
A. Basic Pay B. Permanent Special Allowance, if any
C. Personal Allowance, if any
DEARNESS ALLOWANCE shall not, however be included.
SCHEME OF VOLUNTARY RETIREMENT FOR EMPLOYEES

(Cir. 160/86, 422/91, 343/93)
ELIGIBILITY
Applicable only for those officers who have completed
50 years of age or
20 years of total service as officer employee or otherwise,
The date of commencement of Probation will only be taken for computing the
service for this purpose.
BENEFITS
1. Encashment of privilege leave:
Balance of privilege leave as on the date of voluntary retirement to the credit of the
Officer subject to a maximum of 240 days will be permitted to be encashed.
2. Freight/TA etc.
Not eligible for TA/freight and other expenses for the officer for self and other eligible
family members (HO Cir. 1/2004)
3. Provident fund account:
Balance in the provident fund account of the Officer as on the date of voluntary
retirement will be paid.

414
4. Gratuity:
Subject to being eligible for gratuity, the gratuity at the rate of one month's basic
pay for every completed year of service subject to a maximum of 15 years and for every
service beyond 30 years at the rate of half months basic pay for every completed year
of service will be paid.
5. Competent Authority
A. For officers up to and including General Manager,
Senior Management Grade Scale IV H R Wing, HO. Bangalore
B. For SMG Scale V Executive Director
C. For TEG Scale VI Chairman
D. For TEG Scale VII Board of Directors
6. Other conditions:
A. The officer desirous of seeking voluntary retirement should give advance notice of
not less than 3 months.
B. No chargesheet/vigilance/CBI case etc., should be pending or contemplated against
the officer.
C. If any charge sheet issued by the Bank is pending for minor misconduct, or
contemplated or explanation has been called for any irregularity, normally request
for voluntary retirement shall not be entertained till the enquiry into the matter is
completed and decision taken.
D. The decision of the competent authority to permit voluntary retirement or not shall
be final and binding.
E. The voluntary retirement, if permitted to eligible officers by the competent authority
is however subject to the condition that no Voluntarily Retired Officer shall without
previous sanction of the competent authority (General Manager/Board of Directors)
take up employment in a private concern within two years from the date of his
retirement from the services of the Bank.
PROCEDURE TO APPLY
The eligible officers who desire to voluntarily retire may send an unconditional
request letter in the specified format and addressed to the General Manager, Personnel
Management Section, Personnel Wing, Head Office, through the Deputy General
Manager, HRM Section / Circle Office/Staff Administration Section/Inpection Wing/
HOSA Section, Head Office, Bangalore.
The Application should be accompanied by the Branch letter and it has to be routed
through the last branch/office where the Officer is working, who in turn will check the
contents declared therein and send the same to Circle Office, concerned.
The Decision of the competent authority will be communicated to the officer by
the Circle Office concerned.
The prescribed format is available in Cannet,
415
HRD SYSTEM OF ENTRY & EXIT INTERVIEW
For full details and formats refer Cir. No. 227/04
RESIGNATION
Resignation letter by an Officer should be submitted at the branch where the officer
is working at the time of his/her resignation:
1. The branch has to
A. Affix the date stamp
B. Forward the resignation letter to the HRM Section
C. Furnish full particulars of liability of the officer to the BANK
2. Relief shall be only after receipt of proceedings from HRM Section accepting
resignation of the officer and only after recovering all dues to the Bank.
3. If the Officer desirous of resigning from the services does not give requisite notice,
the General Manager is the competent authority.
A. To reduce the period
B. To remit the requirement of notice period
4. If the notice falls short of the requisite period, the Officer has to pay to the Bank
proportionate salary and allowances for such period as the Competent authority
may decide.
TERMINATION OF AN OFFICER
The option to terminate the services of an officer shall be exercised only where:
I. Decisions taken by the Officer employee in his capacity as an Officer employee has
put the bank to monetary loss though no misconduct as such can be proved against
him
II. The Officer employee employed for any reasons, has not been attending to his duties
in the bank continuously for a period of ninety days after exhausting all the leave
due to him or after his request for leave of extension, such leave has been refused to
him in writing.
III. The Officer employee 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.

416
IV. The Officer employee, 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.
V. Situation is such that due to violence, insurgency or general indiscipline,
insubordination,holding an enquiry against the Officer employee is not possible.
VI. The evidence relied upon to prove the misconduct gets destroyed or the principal
witness(es) becomes unavailable for the reasons beyond Management's Control.
VII. There is such other cause as would reasonably lead the Bank to believe that the
retention of the Officer Employee would prejudice the Bank's interest.
EMPLOYEES UNDER SUSPENSION - RECOVERY FROM

SUBSISTENCE ALLOWANCE :
(Cir. No. 33/2004)
1. DEDUCTIONS TO BE MADE :
a. Income Tax, provided the employee's yearly income calculated with reference to
the subsistence allowance is taxable.
b. House Rent and allied charges like electricity, water, furniture, etc., where such
facility is provided by the Bank.
c. Repayment of all loans and advances including housing loan at 50% of the
instalments amounts stipulated earlier.
d. Advance TA / HA drawn, if any, which are to be recovered at such rates as
prescribed by the Circle Office.
Recovery from subsistance allowance will have to be made only when the subsistence
allowance is paid at half rate and above. Further the above deductions are to be effected
subject to the condition that the concerned workmen / Officer employee under
suspension receives a minimum of 50% of the subsistence allowance every month.
2. DEDUCTIONS WHICH ARE OPTIONAL AND MAY BE EFFECTED WITH
THE WRITTEN CONSENT OF THE EMPLOYEE AFTER MAKING THE ABOVE
DEDUCTIONS :
a. Premia / contributions due on Life Insurance Policies etc., under Salary Savings
Schemes
b. Amount due to Co-operative Credit Societies / Stores / Thrift Societies etc.
c. Monthly instalment towards repayment of advances taken from Provident Fund
/ Staff Welfare Fund.

417
The optional deductions as above may be effected after making the deductions under
Item No.1 even if the workmen / officer employee under suspension receives less than
50% of the subsistence allowance as the same is effected at the request of the suspended
employee.
3. DEDUCTIONS WHICH MAY NOT BE EFFECTED :
a. Profession Tax
b. Subscription to SPF and SWF
c. Amount due on Court attachments
d. Recovery of loss to Bank for which the employee is responsible.
ACCEPTANCE OF EMPLOYMENT AFTER RETIREMENT

BY AN OFFICER EMPLOYEE
1. An Officer employee wishing to accept any job in a private concern , before the
expiry of one year from the date of his retirement, shall obtain the previous sanction
of the Bank to such acceptance of employment.
2. Subject to the provisions of sub-regulation (3), the Bank may , by order in
writing, on the application by a person, grant, subject to such conditions, if any, as it
may deem necessary, permission, or refuse, for reasons to be recorded in the order,
permission to such a person to take up the job in a private concern, specified in the
application.
3. In granting or refusing permission under sub-regulation (2) to a person for taking
up any commercial employment , the Bank shall have regard to the following factors ,
namely :
a. the nature of the employment proposed to be taken up and the antecedents
of the employer ;
b. whether his duties in the employment which he proposes to take up might be
such , as to bring him into conflict with the Bank ;
c. whether the officer employee while in service, had any such dealing with the
employer under whom he proposed to take employment , as it might afford a reasonable
basis for the suspicion that such person had shown favours to such employer ;
d. whether the duties of the commercial employment proposed involves liaison
or contact work with the Bank ;
e. whether his commercial duties will be such that , his previous official position
or knowledge or experience under Bank could be used to give the proposed employer
an unfair advantage ;

418
f. the emoluments offered by the proposed employer ; and
g. any other relevant factor.
Where within a period of sixty days of the date of receipt of an application under
sub-regulation (2), the Bank does not refuse to grant the permission applied for or does
not communicate the refusal to the applicant, the Bank shall be deemed to have granted
the permission applied for.
Quarters Rental Ceiling - A comparative analysis
The Rental ceiling in Delhi & Mumbai are taken for comparative analysis.
The HO Circulars issued from 2006 in respect of Quarters Rental Ceiling are here
below furnished.
Rental Ceiling in Delhi & % of average
HO Cir Revised Mumbai increase over
No. w.e.f. previous
Scale I Scale II Scale III revision
357/2006 01.01.2007 5800 6000 6200

173/2011 01.05.2011 7800 7900 8200 33%
389/2012 01.12.2012 12500 13000 13500 63%
340/2015 01.07.2015 20000 21000 22000 62%
It is evident from the above table that
1. On 01.05.2011, Rental Ceiling was revised after a gap of 4 years + 4 months

from the previous revision.
2. The first achievement of our G S after becoming General Secretary in Nov 2012,
is revision of Rental Ceiling w.e.f. 01.12.2012 i.e. within 1 year + 7 months from the
previous revision.
3. Twice rental ceiling has been revised with 63% / 62% increase from 01.05.2011
to 01.07.2015 i.e within 4 years + 2 months
4. The rental ceilings of Rs 7800 / 7900 / 8200 w.e.f. 01.05.2011 have been revised
as Rs 20000 / 21000 / 22000 respectively w.e.f. 01.07.2015 within a priod of 4 years
+ 2 months and also with an average increase of 164% which is an unprecedent in our
Bank & also in the Indian Banking Industry.

419
Enrollment Form for CBOA & CBOA Benevolent Fund
The General Secretary

THE CANARA BANK OFFICERS' ASSOCIATION (Regd)
Central Office: 402-406, Himalaya House, 4th Floor,
79, Mata Ramabai Ambedkar Marg, P.B.262, Mumbai 400 001.
Dear General Secretary,

Please enroll me as a member of the CANARA BANK OFFICERS' ASSOCIATION & CBOA
BENEVOLENT FUND. I have read the Rules and Byelaws of the Association and undertake to abide
by the same. I am enclosing herewith a cheque /draft for Rs.10/- (Rupees ten only) towards
entrance fee.
I have given a mandate for deduction of Rs.200/- (Rupees Two hundred only) towards monthly
Subscription to CBOA and Rs.100/- (Rupees One hundred only) towards monthly contribution
towards CBOA Benevolent Fund from the monthly salary and allowances under check off facility and
the same is lodged with Branch/Office & is effective from____________
NAME [IN CAPITALS]

NAME OF FATHER/HUSBAND
Blood Date of Education Native State

Gender Category
Group Birth Qualification
Male Female SC ST OBC GEN
Staff No. Desig- Scale Date of Joining/ Mobile No. e-mail ID

nation Date of Promotion
Permanent Address Address for Communication Present Branch/Office
CBOA BENEVOLENT FUND : Nomination Form
I ______________________________ Son /Daughter of _________________________________ hereby

nominate following person to my membership to the CBOA - Benevolent Fund.
1. Name of the Nominee and relationship with

the member.
2. Date of Birth of Nominee and
Name of the Guardian (in case of Minor)
3. Address of the Nominee
(If it is other than the permanent address)
Place:
Date :
Signature
For office Use:
Received on Admitted on Receipt No. Membership No. Nomination Registration
General Secretary /Treasurer

Mandate Form (CBOA Copy)
From: To : The Branch Manager/Section in charge
Canara Bank
Staff No. Designation:
....
Canara Bank Region/Circle:
Dear Sir,
Sub: Authorisation for deduction of subscription to Canara Bank Officers Association

and contribution towards CBOA Benevolent Fund from the monthly salary and
allowances under check off facility.
I request you to deduct a sum of Rs.200/- (Rupees two hundred Only) being the monthly
subscription to the Canara Bank Officers Association and Rs.100/- (Rupees one hundred only)
being the monthly contribution towards CBOA-Benevolent Fund from the salary and allowances
payable to me every month and remit the same to CBOA account by way of check off facility.
This authorisation shall continue to be effective till I revoke the same and such revocation shall be
effective from the first month of the following calendar quarter. Please note that my earlier
mandates if any stand withdrawn with immediate effect.
Space for ack. by the Bank

Place:
Date : Signature of the member
Branch seal/Date/Signature
----------------------------------------------------------cut here------------------------------------------------------------------
Mandate Form (Bank Copy)

From: To : The Branch Manager/Section in charge
Canara Bank
Staff No. Designation:
....
Canara Bank, Circle:
Dear Sir,
SUB: AUTHORISATION FOR DEDUCTION OF SUBSCRIPTION TO CANARA BANK OFFICERS ASSOCIATION AND
CONTRIBUTION TOWARDS CBOA BENEVOLENT FUND FROM THE MONTHLY SALARY AND
ALLOWANCES UNDER CHECK OFF FACILITY.
I request you to deduct a sum of Rs.200/- (Rupees two hundred Only) being the monthly
subscription to the Canara Bank Officers Association and Rs.100/- (Rupees one hundred only)
being the monthly contribution towards CBOA-Benevolent Fund from the salary and allowances
payable to me every month and remit the same to CBOA account by way of check off facility.
This authorisation shall continue to be effective till I revoke the same and such revocation shall be
effective from the first month of the following calendar quarter. Please note that my earlier
mandates if any stand withdrawn with immediate effect.
Place:
Date : Signature of the Member
C B - Retired - O A Membership Application Form
Place................................
Date.................................
To
The General Secretary
THE CANARA BANK RETD. OFFICERS' ASSOCIATION
Post Box No:1162, 1870, 2nd Floor
9th Main, IIIrd Block,
Jaya Nagar, Bangalore - 560 011.
Dear General Secretary,
Please enrol me as a MEMBER OF THE CANARA BANK RETIRED OFFICERS'
ASSOCIATION. I have read the Constitution and undertake to abide by the Rules of the
Association. I am enclosing a draft/Cheque No.....................dated....................................... drawn
on................................... for Rs.500/- (Rupees Five Hundred Only) towards subscription.
I furnish hereunder the other details :

Date of Date of Staff Date of Designation Basic Other allow-
Birth Joining Number Retirement at the time pay ances reckoned
the Bank of retirement for Pension
Academic Qualification/s : Branch/Office last worked :
NAME IN FULL :
(IN CAPITAL LETTERS)
ADDRESS :
(IN CAPITAL LETTERS)
Telephone No:
PIN :
(Signature)
Received on................................................ Membership No.
Admitted on..............................................
Receipt No.................................................
Treasurer Gen. Secretary
422
AMENDENT TO THE SCHEDULE TO THE CANARA BANK OFFICER
EMPLOYEES' (DISCIPLINE AND APPEAL REGULATIONS, 1976)
1. These Regulations may be called the Canara Bank Officer Employees' (Discipline & Appeal)
Amendent Regulations, 2009.
2. This Regulation came into effect from the date of publication in the Official Gazette on
20.3.2010.
3. In the Canara Bank Officer Employees' (Discipline & Appeal) Regulations, 1976 for the
existing Schedule, the following Schedule shall be substituted namely :
Disciplinary Authority Appellate Authority Reviewing Authority
Scale- I to III Assistant General Manager Deputy G M, General Manager
or in his absence Deputy Head Office or in his Head Office or in case
General Manager absence General Manaer he is functioning as
Head Office. Appellate Authority,
In cases where the Deputy the Executive
General Manager is the Director.
Disciplinary Authority,
the Appeal shall lie to the
General Manager, HO.
Scale IV & V General Manager Executive Director or in Chairman & Managing
his absence Chairman & Director or in his
Managing Director. absence or in case he
is functioning as
Appellate Authority,
the Committee of the
Board
Scale VI Executive Director or in Chairman & Managing Board
his absence Chairman & Director or in his absence
Managing Director or in case he is functioning
as DA, Committee of Board
Scale VII Chairman & Managing Committee of Board Board
Director or in his absence
Executive Board
It is hereby informed that for all Officer Employees in JMG Scale-I, MMG Scale-II and MMG
Scale-III, who are presently not working in the Circle where the misconduct took place, the
Disciplinary Authority shall be the Assistant General Manager who is functioning as the Disciplinary
Authority in the Circle where the misconduct took place.
In respect of Officer Employees in JMG Scale-I, MMG Scale-II and MMG Scale-III, who are
working in the Circle where the misconduct took place, there is no change in the position that
the Displinary Authority in such cases shall be the Assistant General Manager functioning as the
Disciplinary Authority in that Circle.
423
424
INDEX OF IMPORTANT CIRCULARS
FOR OFFICERS FOR WORKMEN
SUBJECT
HO CIRCULAR HO CIRCULAR
Salary & Allowances 10 th Bipartite Settlement Joint No te 342/2015 323/2015

th
Salary & Allowances 9 Bipartite Settlement Joint Note 211/2010 190/2010
TA Rules 1/04, 170/2005 155/1990,151/2005
211/2010 190/2010
LFC Rules 356/2006 48/1997,162/2005
211/2010,342/2015 194/2010,323/2015
Medical Aid & Hospitalisation Expenses 193/10, 211/10, 193/10,323/2015
342/15
Leave Rules 160/1984 499/1985
Halting Allowance 211/2010 190/2010
Lodging Expenses to Officers 68/2008 --
Travel by own car by Officers 348/2011 --
Travel by taxi by Officers Memo 78/2011 --
HRA 356/90,211/10,342/15 190/2010,323/2015
Rental Ceiling to the Quarters of Officers 340/2015 --
Business Development Expenses 177/08,478/14,589/14 --
Conveyance 201/04,96/12 386/2013
Car Scheme for branches 271/2012 --
Membership of Clubs 338/1989 --
Permission to operate from nearby place 269/2003 --
Resignation / Voluntary Retirement 343/93,12/11,13/11 114/96
Conveyance Loan Scheme to Officers 26/91 & 51/1992 --
Transfer Policy for Officers LDGM 1/98 --
Computer Literacy 93/2004 93/2004
Reversion (Disability etc) 62/2008 135/1995
Policy on Staff Accountability 72/2012, 267/2013 --
Revenue Powers 21/2011 --
Cleaning expenses 128/2010, 560/2014 --
Newspaper subscription 196/88, 1/02,325/11 265/04,161/10,325/11
425
New Furniture Scheme 303/13,609/13,467/14
Promotion Policy Memo 24/2015, 25/15 Memo 19/2015
Employees Housing Loan 270/13,59/14,561/14,230/2015
Special vehicle loan scheme during probationary period 434/2013
Granting of Milestone Award 60/90, 133/1990, 130/2000, 247/2011
Festival Advance 245/2003, 31/2011
Sabbatical Leave 20/2000, 235/2000, 77/2006,157/2012
Compassionate appointment & Lumpsum Exgratia 143/2015
Incentive Scheme for Computer Education 85/1997
Incentive Scheme for Higher Education 311/2006
Canteen Subsidy 264/2012
Pension Scheme 174/1994, 309/1995, 12/2011, 13/2011
New Pension Scheme 88/12, 471/13
Car Loan to Workmen & Officers 175/03, 159/04, 78/05, 205/2005,571/2014
Housing Loan to retired employees of the Bank 358/2015
Conveyance to OH,Blind,deaf @ Rs 400 pm 96/2009 (Box), 349/2014
Top 10 Qualities
That Make A Great Leader
1. Honesty
2. Ability to Delegate
3. Communication
4. Sense of Humor
5. Confidence
6. Commitment
7. Positive Attitude
8. Creativity
9. Intuition
10. Ability to Inspire
426
ENTITLEMENT OF PROBATIONARY OFFICERS AT A GLANCE
Eligible for Business Development Expenses during probationary period

Scale I: Rs 3,000; Scale II: Rs 3,500; Scale III: Rs 4,000
On confirmation: Scale I: Rs 6,000; Scale II: Rs 7,000; Scale III: Rs 8,000
Eligible for Packing expenses up to Rs 2,000/- at the time of shifting belongings on
transfers during probationary period. Eligible for Rs 15,000/- on transfers after
confirmation
Conveyance expenses: Lump sum of Rs 800 / 1000 p.m. during Probationary
period & eligible for Petrol Limit after confirmation
New Furniture facility on permanent posting
Newspaper subscription (upto 90%) during Probationary Period
Personal leased Quarters / Lodging/ Hotel / PG accommodation
Cleaning allowance for the Bank Owned / Leased / Personal Leased quarters
Medical Aid & Hospitalisation Expenses
Cashless Facility at Reputed Hospitals
Facilities under Staff Welfare Measures
LFC & PL Encashment after 11 months
LFC & Medical facility to the eligible dependent family members
Lodging & Halting Allowance for outstation duty
Eligible to stay in Holiday Home
Tax benefits for the contribution towards New Pension System
Half yearly closing Allowance
Split Duty Allowance
Hill & Fuel allowance depending upon the placement
Project Area Allowance depending upon the placement
Two wheeler loan immediately on joining the Bank
Car loan after 6 months
Housing Loan immediately on confirmation i.e. after two years of service
Clean DPN Loan after 3 years of service
Festival Advance on confirmation (Limit : Rs.30,000/=)
427

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EMPOWER 2015

THE CANARA BANK OFFICERS' ASSOCIATION (Regd.)

CANPAL Activity at LATUR in Maharashtra

"Empower 2015" (updated till 30.09.2015)

THE CANARA BANK OFFICERS' ASSOCIATION (Regd.)

SL. NO. NAME DESIGNATION IN CBOA STATIONED AT

1. Sri A N Krishna Murthy Chairman Bangalore

LIST OF YOUNG CNT MEMBERS WHO ATTEND J. C. ON ROTATION BASIS

Do your duty and own your rights.

Together, We can do, We will do.

Chennai with best wishes, G V Manimaran

Car loan to officers increased to 10

35% net take home.

8.5% ROI simple for entire limits.

Two wheeler Loan

Limit enhanced to one lac

Relaxations in RBI HL for Staff

1. Higher loan quantum up to 5 years

03. MODIFIED GUIDELINES OF EMPLOYEES' HOUSING

20. NEW FURNITURE SCHEME 78

VI. QUICK VIEW 92-136

03. TA RULES FOR P OS 110

04. JAIIB & CAIIB 111

VII. OFFICERS' SERVICE CONDITIONS 137-410

02. CANARA BANK OFFICER EMPLOYEES' (CONDUCT)

B. PAY & ALLOWANCES 159

C. OTHER MONETARY BENEFITS /

05. VIGILANCE MATTERS 303

08. DETERMINATION OF SENIORITY OF SUB STAFF FOR

G. LOANS AND ADVANCES RELATING

18. FESTIVAL ADVANCE TO EMPLOYEES 400

H. SPF / SWF 405-410

IX. ANNEXURES / CHARTS 420-427

THE CANARA BANK OFFICERS' ASSOCIATION

Patna Office Chennai Office

THE CANARA BANK OFFICERS' ASSOCIATION (CBOA) is in existence since 1966

IT IS THE CBOA that is affiliated to AIBOC, the largest National Organisation of

IT IS THE CBOA that has no political alignment

CBOA Zindabad 1 Empower 2015

Our General Secretaries since inception

Sl No Name (M/s) Tenure

CBOA Zindabad 2 Empower 2015

To honour the retired members of the organisation by presenting them a memorable

TYPES OF WELFARE SCHEMES

A. DEATH RELIEF SCHEME

Condition : Amount is payable to spouse or in their absence to 1st Son / Daughter

There should not be any arrears of subscription .

Mode of Claim : Regional Secretary should place a claim on Welfare Secretary ,

( Bank's Death Relief Scheme : Rs.1,50,000/-)

CBOA Zindabad 3 Empower 2015

Rs.35001/- to Rs.50000/- Rs.10,000/- Rs.5,000/-

Rs.100001/- to Rs.200000/- Rs.30,000/- Rs.15,000/-

Rs.200001/- and above Rs.50,000/- Rs.25,000/-

It is a common experience that officer who undergoes major operation or who is

Condition : No arrears in the subscription towards the organisation. Claims shall

C. HONOURING RETIRED MEMBERS

CBOA Zindabad 4 Empower 2015

CBOA Zindabad 6 Empower 2015

The members can also make yearly contribution in advance.

a) For non-payment of the monthly contribution for three consecutive months.

b) When a member ceases to be member of the Canara Bank Officers' Association

1. When he / she ceases to be an officer of the Bank by death, resignation,

2. Whe he / she is removed or expelled from the membership of the Association as