Friday, April 28, 2017

ILJ -Indian Lbour Journa Jan 2017

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Bank Wages Revision: Charter of Demands for 11th Bipartite Settlement




  • Revision of Basic Pay w.e.f. 1-11-2017 by merger of Special Allowance (7.75%of B.Pay) alongwith D.A. payable on Basic Pay and Special Allowance at the average index for the quarter July-September 2017.
  • Construction of revised pay scales by loading thereafter at 20% to clerical staff and 25% to subordinate staff.
  • Fitment on stage to stage basis

Stagnation Increments:
  • Stagnation increments once in 2 years without any ceiling for both clerical and subordinate staff.
  • Stagnation increment/s to be given in all cases of reversion from officer to clerical cadre and clerical to substaff cadre

  • Special Pay to be revised by merger of D.A and loading as in the case of Basic Pay.
  • Further increase in Special Pay amount commensurate with the duties, responsibilities and risks involved in each post.
  • Revision of PQP/EQP equivalent to the first stage increment in the pay scale.
  • Revision of FPP on the same lines of revision of Basic pay.
  • Sanction of additional increments to Subordinate Staff for acquiring additional qualifications.
  • Anomaly in denial of additional increments for directly passing post- graduation to be rectified.
  • Restrictions in payment of officiating allowance to be removed.
  • Formula for computation of officiating pay needs to be revised and made simple
  • D.A. to be paid based on CPI (2001=100) Index Series instead of CPI (1960=100) Series.
  • D.A. to be revised on monthly variation in Index.
  • D.A. to be revised on rise and fall of every point in the Index.

  • Revision of HRA rates suitably on the revised Pay.
  • Areas/population group to be re-classified and based on latest census figures.
  • Treating peripheral areas of metros at par for payment of HRA.
  • Introduction of Leased Accommodation facility to employees.
  • Payment of HRA on Capital Cost / Rent Receipt basis upto 150% of normal entitlement.
  • Payment of HRA to employees residing in Bank’s Quarters after recovery of standard rent.
  • Special Economic Zone/EPZ/NEZ, etc. to be made at par with Project Areas.
  • Revision in HRA rates at places based on mid-census population figures
  • Revision in HRA at project area centres.
Payment of HRA to employees of Project Area who does not reside in accommodation provided by Bank .
  • Existing Transport Allowance to be substantially increased and renamed as Transport Pay with payment of D.A. thereon.

  • Adequate increase in all existing Other Allowances.
  • Adequate increase in Halting Allowance/Reimbursement of Lodging Expenses.
  • Introduction of Education Allowance
  • Introduction of Closing Allowance, Mid-academic Year Allowance, Discomfort Allowance for staggered/odd-hour duties.
  • Extension of allowances paid to Central/State Government Employees like Disturbed Area Allowance, Island Allowance, Agency/Tribal Allowance, Remote/Difficult Area Allowance, etc.
  • Extension of North-East incentive as per 6th pay commission and as extended to RBI employees in North-east/Sikkim
  • Far-flung/difficult areas in Uttarakhand to be paid Special Area
  • Allowance at par with Leh/Ladakh, etc.
  • Hill allowance should be given to all Districts where State
  • Governments are paying Hill Allowance.

Improvements in Leave Rules:

Casual Leave
  • Casual leave to be increased to 18 days.
  • Unavailed Casual Leave to be sanctioned without medical certificate.

Privilege Leave
  • Accumulation of Privilege Leave should be increased to 300 days .
  • Encashment of Privilege Leave should be increased to 300 days.
  • Where there is any shortfall under PL, Sick Leave to be allowed for encashment, if available.
  • Employees should be permitted to avail Privilege Leave on 6 occasions in a calendar year.
  • Privilege leave availed, irrespective of number of days, on grounds of sickness on production of medical certificate be allowed without being counted as a chance.
  • Employees should be permitted to avail their privilege leave on production of sickness certificate even in cases of illness of their family members residing with them.
  • Privilege Leave encashment to be permitted in case of loss of job due to punishments/resignations.
  • Notice period for availing privilege leave should be reduced from 30 days to 7 days
  • Intervening holidays falling in between the leave period should not be counted as Privilege Leave.

Sick Leave
  • One month sick leave for every completed year of service, without any ceiling.
  • Submission of medical certificate be waived for availing sick leave for small ailments like fever, flu etc, for maximum period of 5 days. For this, number of occasions in a year may be stipulated.
  • Employees should be permitted to avail their sick leave on production of sickness certificate even in cases of illness of their family members residing with them.
  • Special sick leave over and above the normal eligibility for treatment of cancer, renal failure, major accidents etc. and in cases, where all leave has been exhausted.
  • Intervening holidays falling in between the leave period should not be counted as Sick Leave.

Maternity Leave:
  • A female employee may be granted maternity leave, for legal adoption of child, upto one year within the overall entitlement.
  • Over and above the maternity leave, another 2 months to be given to cover cases of hysterectomy, wherein the maternity leave is already exhausted.
  • Maternity leave should be 2 years in service for women employees and for 1 year on one occasion for one child.
  • Specific gyneac ailments to be covered under maternity leave including infertility treatment.

Child Care Leave:
  • Child care leave on the lines as available for government employees be extended to bank employees also.

Sabbatical Leave:

Sabbatical leave to all employees upto 2 years in the entire service with service benefits.

Study Leave
  • Introduction of study leave for employees to pursue higher studies.

Special Leave for Office-bearers
  • Special leave provided for office bearers should be enhanced.
  • Provision of Duty Leave to Office-bearers for attending conciliation meetings/ labour courts /tribunals / labour training programmes, etc.

Leave Bank:
  • Leave bank concept should be introduced with suitable modalities with sole object to help colleague employees in distress due to terminal diseases and having no leave to their credit.
  • Absence during Curfew, etc.:
  • Absence due to curfew, riots, natural calamities/ prohibitory orders and other disturbances beyond the control of the employees to be treated as on duty.
  • Special leave for sports, etc.:
  • Provision to be made for special leave for sports activities, trekking, mountaineering, etc. to those employees, who take part in approved competitions/programmes.
  • Special Leave with Pay when an employee dies after major ailments
  • In case of death of the employee on account of prolonged sickness, the period of leave on loss of pay should be treated as special leave with pay.

  • Substantial increase in annual medical aid amount due to escalation in cost of doctor fees, medicines, etc.

  • Reimbursement of health check-up expenses, at least to those above 45 years of age.
  • Periodical health checkup for those who operate computers and reimbursement of expenses related to computer related diseases.

  • Improvements to be made in LFC scheme on distance, class and mode of travel, etc Dynamic Fair (Rajdhani / Satabdi or any Train) to be reimbursed.
  • Husband and wife if they are working in different banks are allowed to avail their block of LFC separately. Same provision may be allowed to couple working in the same bank.
  • Road mileage charges to be increased substantially.
  • Sight-seeing and local charges be also paid by the Bank within overall limit.
  • To and fro Air Fare, beyond LFC entitlement, be paid to employees working in Tripura, Meghalaya, Manipur, Nagaland, Arunachal Pradesh, Mizoram to Kolkata, Andaman-Nicobar Islands up to Kolkata
  • / Chennai and in Lakshadweep up to Cochin. And in far flung areas of Himalayan States to Chandigarh/Delhi.
  • LFC to visit abroad to be permitted .
  • LFC by any mode including own car to be permitted.
  • One more option for change of periodicity.
  • Package tour should be allowed within overall limit
  • Pony charges be increased.
  • Reimbursement of service charges for booking of tickets be allowed.
  • Partial encashment of LFC to be allowed


  • Transportation of personal effects by road by an IBA approved transport operator to be permitted in all cases.
  • To increase the stipulated weight upto 5000 kgs.
  • Compensation due to breakage or damage to be increased to Rs.2000/- on production of receipt and Rs.1500/- in case no receipt is produced.


  • 12% of ‘Pay’

  • One month’s ‘Pay’ for each year of service rendered without any restrictions.
  • Last drawn ‘Pay’ or 12 months average Pay, whichever is higher, should be taken for computation of gratuity.

Pension related issues:
  • NPS to be withdrawn and all new employees from 1-4-2010 covered by NPS to be covered by old scheme under Pension Regulation 1995.
  • Permanent Part-time employees on Consolidated Wages prior to 1.5.2010 and made 1/3rd wage from 1-5-2010 should be covered by Pension Regulations.
  • Periodical Pension updation along with wage revision of service employees
  • Basic pension of all existing pensioners to be updated at the same index level like Basic Pay of service employees viz July-Sept.2017 average.
  • DA on pension to be on monthly basis.
  • Extending 2nd option facility to employees who resigned between 1995 and 27.4.2010.
  • Qualifying service for full pension should be 20 years like in Govt/RBI;
  • Average of 10 months or last drawn ‘Pay’, ‘whichever is higher’ should be considered for calculation of basic pension.
  • Service rendered in Defence, if not counted for Defence pension should be added in bank service for payment of pension.
  • Additional pension should be given after completion of 80 years of age.

Family Pension –
To be improved at par with RBI/ Government pension scheme.

Pension Regulation 1995 clause 39(3)(a)(1) to be amended as follows:
  • Twice the ordinary rate of family pension or 50% of the last pay drawn whichever is less, from the date of death of an employee who died in harness for a period of 10 years without any upper age limit.
  • Full pension as family pension for 10 years or upto the age of 70 years .
  • Payment of Family Pension to unmarried/widowed daughters for life and if spouse and daughters are not available then to parents.
  • Incorporation of provision in Pension Regulation in synergy with Clause 6 (b) 6 (c) and 6 (d) of settlement dated 10.4.2002.
  • Extension of Para-368(17) of Sastry Award to Pension Optees.

Encashment of leave:

Encashment of Privilege Leave should be increased to 300 days.
Where there is any shortfall under PL, Sick Leave to be allowed for encashment, if available.
Privilege Leave encashment to be permitted in case of loss of job due to punishments/resignations.
Cost on superannuation benefits should be outside and over and above the negotiated wage cost.

Bonus Act to be amended to remove the existing eligibility ceiling and Bonus to be paid to all employees. Till the Act is amended, Ex-gratia in lieu of bonus should be paid to all employees

Compassionate ground appointments to the family member of the employees who die in harness to be suitably revised without further delay .

‘Family’ for the purpose of hospitalization/Leave Fare Concession should include parents/parents-in-law, children, unmarried/widowed/ divorced daughter/sister and physically/mentally challenged son/daughter, brother/sister with disability of 25% or more, who are ordinarily residing with /wholly dependent on the employee.

  • Amount for defining dependents to be increased from Rs.10000/- to Rs.18000/- per month.

  • Increase in quantum of interest free festival advance
  • Introduction of Education Loan scheme to wards of employees for pursuing graduate/post-graduate education etc., under concessional rate of interest.
  • Housing loan in case of death of an employee should be written off.
  • Housing Loan to Staff member at nominal interest.

  • All types of outsourcing of regular permanent jobs to be withdrawn which are not covered by existing settlement provisions
  • All temporary/ contract/casual/outsourced employees should be absorbed.
  • Equal pay for equal work for contract workers as per recent judgement of honourable Supreme Court.

  • This Chapter needs to be deleted in view of court judgements
  • Those who were removed from service under this clause to be extended a chance to appeal.
  • Those who have been treated under this provision to be covered under pension scheme and pension to be sanctioned to them.

  • All part time sweepers/safai karamcharies to be converted to full time sweepers.
  • Permanent Part-time employees on Consolidated Wages prior to 1.5.2010 and made 1/3rd wage from 1-5-2010 should be covered by Pension Regulations and not under NPS.
  • Improvement in fitment formula of part-time employees on enhancement to higher-scale/full-scale wages.
  • ML for legal adoption of child to be extended to part-time employees.

  • LFC reimbursement should be extended to retired bank employees.
  • Ex-gratia to pre 1986 retirees/widows to be revised.
  • Same DA at 100% compensation for all pensioners and removal of slab system.
  • Pension updation along with wage revision of service employees, revising the Basic Pension of all past retirees to the index point under 11th BPS, uniform rate of DA for all pensioners and removal of slab DA system for past retirees, improvement in family pension etc on the lines of the Government/RBI scheme.
  • The percentage of allocation towards welfare schemes of retirees should be uniformly defined.
  • Medical Insurance premium of Retired employees should be borne by Bank.

Transportation charges on transfer should be reimbursed in full by any mode
Packing charges also be reimbursed.
Hotel accommodation for 6 days with halting allowance on transfer of an employee.
Travel expenses and Joining Time should be allowed to employees on their transferred to another station.
Road transport charges should be revised.

  • Streamlining and defined business/banking hours within working hours
  • Deletion of Para 536 of Sastri Award BSRBs should be revived.
  • Personal drivers in the Banks should be regularised.
  • Adequate recruitment of clerical and sub staff in all Banks.

  • Government guidelines on concessions to such employees in transfers/rotations/postings, etc. to be strictly followed by all Banks.
  • Revision of conveyance allowance paid to these employees as per
  • Govt. Guidelines.
  • 25 days CL for physically challenged employees.
  • Full pension to physically challenged employees at 50% of Pay irrespective of service rendered.

  • Uniform and consolidated guidelines to be issued for fixation of emoluments of Ex Servicemen joining the Banks.

  • The formula/quantum for allocation from profits for the Staff Welfare Fund should be revised/increased

Extension of benefits of Special Pays/Other Allowances to the Regional Rural Bank Employees at per with Industry level agreement.

Implementation of Industry level Pension Agreement in the Regional Rural Banks without any deviations.

The Settlement should be effective from 1-11-2017

Unions reserve the right to alter, amend, add, delete or revise the demands in due course. 

Commutation of pension- clarification by Rly Bd.

RBE No. 41/2017


No. 2016/F(E)III1(1)8                                                       New Delhi, Dated: 25.04.2017
The GMs/FA&CAOs,
All Zonal Railways/Production Units etc
(As per standard mailing list)

Sub: Clarification regarding commutation of a part of pension on retirement under Rule 67 of Railway Services (Pension) Rules, 1993.

In terms of Rule 67 of the Railway Services (Pension) Rules, 1993, at any time after a railway servant has completed twenty years qualifying service, he may, by giving notice of not less than three months in writing to the Appointing Authority retire from service. However, if the Appointing Authority is satisfied that the curtailment of the period of notice will not cause any administrative inconvenience, the Appointing Authority may relax the requirement of notice of three months on the condition that the railway servant shall not apply for commutation of a part of his pension before the expiry of the notice period of three months.

2. Recently, in a case, it has been observed that this Rule does not cater to the situation where superannuation is due within three months notice period. Notice period cannot go beyond the date of superannuation employee has more than months service at the time of seeking retirement under Rule 67, the commutation will be payable after three months but where normal superannuation will be the date to apply for commutation of a part of pension subject to fulfillment of all other conditions specified in this regard in the Railway Service (Commutation of Pension) Rules, 1993.

Deputy Director Finance (Estt.)lll,
Railway Board.

 RBE 41/2017

Wednesday, April 26, 2017



Q. What is ESI Scheme?

A. Employees State Insurance scheme of India is the multidimensional Social Security System, to provide social security protection to workers employed in the organized sector in conceivable contingencies like sickness, maternity and death due to disablement due to employment injury.


Q. What is its applicability?

A. ESI Act 1948 applies to factories and commercial establishments by employing 10 or more persons operating in entire state of Goa. All employers including casual and contractors employees who are drawing wages up to Rs. 15,000/- per month (excluding over time)are entitled for the comprehensive social security protection under ESI Act by registering the factories/establishments under ESI Act and paying contribution on wages @75% as employers share and 1.75% as employees share.

Q. What are the benefits of registering the factories/establishments under ESI Act?

A. ESI Scheme provides total social security protection to the employees of a covered factory/establishment. Employers are absolved of the liabilities of workmen compensation Act and Maternity Benefit Act. Once covered under ESI Act, employers are protected from the liabilities of sickness, employment injury and accidental death of their workmen including commuting accident. ESI Scheme aims for a healthy workforce to contribute to the productivity of the nation.

Q. What are the benefits available under ESI Scheme?

A. Apart from providing medical benefits including super specialty treatment, Insured Persons and their family members, ESI Scheme also provides cash compensation to insured persons for loss of wages or earning capacity in times of physical distress arising out of sickness or employment injury. Maternity benefit to Insured women, family pension to the Dependants in case of death due to employment injury, unemployment allowance, physical/vocational rehabilitation etc. are available under ESI Scheme. Commuting accidents are also covered under ESI Act at present.

Q. How the benefit can be made available to the workmen?

A. It is the primary responsibility of the employer to get the factory/establishment registered under ESI Scheme. Employer has to register all workmen including contract labours immediately on entering the insurable employment, which is very helpful in case of any unexpected industrial accidents. (Please note that employees cannot be registered posthumously.)

Q. How to develop a healthy relationship between ESIC and Employers?

A.ESIC values a healthy relationship between its stake holders, principal employers/owners should personally ensure that monthly ESI contribution submitted and employees are registered. Even if consultants are engaged for looking after ESI matters, it is in the interest of the principal employer to personally confirm the timely ESI compliance to avoid unnecessary burden of interest, i.e. 12% and penal damages of up to 25% for the delayed remittance of ESI contribution as well as to avoid contribution assessment proceedings and criminal prosecutions.

Q. What are the recent initiatives of ESI Corporation ?

A. ESI Corporation has empanelled leading in hospital in Goa as well across India to provide cashless super-specialty treatment to lacks of Insured Persons and their family members. ESI Corporation has also rolled out computerization of its services by enabling online payments of ESI contribution and issued biometric identity cards for availing ESI services any where any time. 

Q. Whom to approach in case of any grievances/complaints?

Answers :

For any complaints related to cash benefits or Branch Offices, contact

Assistant Director (Complaint Officer), Benefits Branch, RO. Goa

Phone No. 0832-2438857 , VOIP : 20832014, E-mail     

For any complaints related to Medical side/medical benefits contact

1. Administrative Medical Officer, ESI Scheme, Panchdeep Bhawan, EDC Plot No. 23, Patto-Panaji.

    Phone No. 0832-2437024, Fax : 0832-2437085, VOIP : 30832010, E-mail :

2. SSMC, ESI Corporation, 108, N.M. Joshi Marg, Lower Parel, Mumbai-400013

    Phone No. : 022-61209716, VOIP : 20022107,  E-mail :

3. Sr. Ortho Surgeon, ESI Hospital, Near Rajendra Prasad Stadium, Margao, Goa

    Phone No. : 0832-2710093, VOIP : 48342020, E-mail : 


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Information - Benefits

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The section 46 of the Act envisages following six social security benefits :- 

(a) Medical Benefit : Full medical care is provided to an Insured person and his family members from the day he enters insurable employment. There is no ceiling on expenditure on the treatment of an Insured Person or his family member. Medical care is also provided to retired and permanently disabled insured persons and their spouses on payment of a token annual premium of Rs.120/- .

System of TreatmentScale of Medical BenefitBenefits to Retired IPsAdministration of Medical Benefit in a StateDomiciliary treatmentSpecialist consultationIn-Patient treatmentImaging ServicesArtificial Limbs & AidsSpecial ProvisionsReimbursement

(b) Sickness Benefit(SB) : Sickness Benefit in the form of cash compensation at the rate of 70 per cent of wages is payable to insured workers during the periods of certified sickness for a maximum of 91 days in a year. In order to qualify for sickness benefit the insured worker is required to contribute for 78 days in a contribution period of 6 months.

Extended Sickness Benefit(ESB) : SB extendable upto two years in the case of 34 malignant and long-term diseases at an enhanced rate of 80 per cent of wages.Enhanced Sickness Benefit : Enhanced Sickness Benefit equal to full wage is payable to insured persons undergoing sterilization for 7 days/14 days for male and female workers respectively.

(c) Maternity Benefit (MB) : Maternity Benefit for confinement/pregnancy is payable for three months, which is extendable by further one month on medical advice at the rate of full wage subject to contribution for 70 days in the preceding year. 

(d) Disablement Benefit

Temporary disablement benefit (TDB) : From day one of entering insurable employment & irrespective of having paid any contribution in case of employment injury. Temporary Disablement Benefit at the rate of 90% of wage is payable so long as disability continues.Permanent disablement benefit (PDB) : The benefit is paid at the rate of 90% of wage in the form of monthly payment depending upon the extent of loss of earning capacity as certified by a Medical Board

(e) Dependants' Benefit(DB) : DB paid at the rate of 90% of wage in the form of monthly payment to the dependants of a deceased Insured person in cases where death occurs due to employment injury or occupational hazards. 

(f) Other Benefits : 
Funeral Expenses : An amount of Rs.10,000/- is payable to the dependents or to the person who performs last rites from day one of entering insurable employment. 
Confinement Expenses : An Insured Women or an respect of his wife in case confinement occurs at a place where necessary medical facilities under ESI Scheme are not available. 

In addition, the scheme also provides some other need based benefits to insured workers. 

Vocational Rehabilitation :To permanently disabled Insured Person for undergoing VR Training at VRS.
Physical Rehabilitation : In case of physical disablement due to employment injury. 
Old Age Medical Care :For Insured Person retiring on attaining the age of superannuation or under VRS/ERS and person having to leave service due to permanent disability insured person & spouse on payment of Rs. 120/- per annum.
Rajiv Gandhi Shramik Kalyan Yojana : This scheme of Unemployment allowance was introduced w.e.f. 01-04-2005. An Insured Person who become unemployed after being insured three or more years, due to closure of factory/establishment, retrenchment or permanent invalidity are entitled to :-

Unemployment Allowance equal to 50% of wage for a maximum period of upto one year.Medical care for self and family from ESI Hospitals/Dispensaries during the period IP receives unemployment allowance.Vocational Training provided for upgrading skills - Expenditure on fee/travelling allowance borne by ESIC.

Incentive to employers in the Private Sector for providing regular employment to the persons with disability :

Minimum wage limit for Physically Disabled Persons for availing ESIC Benefits is 25,000/-.Employerss' contribution is paid by the Central Government for 3 years.

Benefits & Contributory Conditions :
An interesting feature of the ESI Scheme is that the contributions are related to the paying capacity as a fixed percentage of the workers wages, whereas, they are provided social security benefits according to individual needs without distinction.
Cash Benefits are disbursed by the Corporation through its Branch Offices (BOs) / Pay Offices (POs), subject to certain contributory conditions. 

Rs 5,000 crore package for Centre’s pensioners after MCD TOI news incity addition dated 21.4.2017 turns out to be fake. Issue did not figure in Cabinet meeting today.

Rs 5,000 crore package for Centre’s pensioners after MCD TOI news incity addition dated 21.4.2017 turns out to be fake. Issue did not figure in Cabinet meeting today.

Pensioners were not required to visit the bank to activate their first payment of pension: CPAO

NEW DELHI-110068

CPAO/IT&Tech/ Simplification/2016-17/11Vol-VI/18

Office Memorandum
Subject:- Requirements from pensioner for credit of first pension to his/her account by bank.
Attention is invited to CPAO’s OM No.CPAO/Tech/Simplification/2014-15/52 dated- 28.05.2014 whereby it was intimated to all concerned that pensioners were not required to visit the bank to activate their first payment of pension. It was also intimated that undertaking for recovery of excess/over payment of pension had been made a part of PPO. Inspite of these instructions, banks used to insist on pensioners to physically appear in the bank before commencing first payment of pension. Consequently, CPAO had issued instructions vide OM No. CPAO/Tech/Life Certificate/2014-15/99-175 dated-28.07.2014 that banks should not insist on the pensioners to issue life certificate at the time of first credit of pension. They were also advised to identify the pensioner with reference to information already available with bank obtained through KYC at the time of opening of bank account. The above instructions were reiterated by 0M No. CPAO/Tech/Bank Performance/2014-15/45 dated-02.06.2016.

However. it is observed that banks are still insisting upon the pensioners for completion of formalities like submission of life certificate, letter of Undertaking and certificate of non-employment to credit their first payment and other dues to their pension account resulting into inconvenience to the pensioners defeating the very purpose of simplifying the pension procedures.

In view of the above, Heads of CPPCs and Heads of Government Business Divisions of all the banks are advised to ensure that instructions issued by CPAO are followed by CPPCs and paying branches and any inconvenience to pensioners are avoided.

This issues with the approval of competent authority.

(Vijay Singh)
Sr. Accounts Officer (IT & Tech)

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