When an employee of a public sector bank is found guilty of misconduct, he is exposed to various kinds of punishments decided by the disciplinary authority of the bank.
If an employee is found guilty of minor misconduct, he may be warned or censured; have an adverse remark entered against him, or have his increment stopped for a period not longer than six months. However, in case of gross misconduct, the employee may be susceptible to severe punishments like being dismissed or removed from service with superannuation benefits or be compulsorily retired with superannuation benefits or be discharged from service with superannuation benefits and without disqualification for future employment, or be brought down to the lower stage in the scale of pay up to a maximum of two stages; or have his increment/s stopped with or without cumulative effect; or have his special pay withdrawn, or be warned or censured, or have an adverse remark entered against him, or be fined.
When an employee is absent without leave or overstaying sanctioned leave without sufficient grounds; or he/she is unpunctual or irregular in attendance, or he/ she neglects work/ negligence in performing duties then such acts or omissions are considered minor misconduct on the part of the concerned employee.
Breach of any rule of business of the bank or instruction for the running of any department; committing nuisance on the premises of the bank; entering or leaving the premises of the bank except by an entrance provided for the purpose; attempt to collect or collecting money within the premises of the bank without the previous permission of the management or except as allowed by any rule or law for the time being in force; are judged as minor misconducts.
Holding or attempting to hold or attending any meeting on the premises of the bank without the previous permission of the management or except in accordance with the provisions of
any rule or law for the time being in force; canvassing for union membership or collection of union dues or subscriptions within the premises of the bank without the previous permission of the management or except in accordance with the provisions of any rule or law for the time being in force are termed as minor misconduct.
Failing to show proper consideration, courtesy, or attention towards officers, customers, or other employees of the bank, unseemly or unsatisfactory behavior while on duty; marked disregard of ordinary requirements of decency and cleanliness in person or dress; incurring debts to an extent considered by the management as excessive are examples of minor misconduct.
Resorting to the unfair practice of any nature whatsoever in any examination conducted by the Indian Institute of Bankers or by or on behalf of the bank in cases not covered under ‘Gross Misconduct’ and where a report to that effect has been received by the bank from the concerned authority and the employee accepts the charge; are termed as minor misconduct.
Refusal to attend training programmes without assigning sufficient and valid reasons; Not wearing, while on duty, an identity card issued by the bank; not wearing, while on duty, the uniforms supplied by the bank, in a clean condition are also considered as minor misconduct.
When an employee engages in any trade or business outside the scope of his duties except with the written permission of the bank; or he has disclosed information regarding the affairs of the bank or any of its customers without authority or any other person connected with the business of the bank which is confidentially connected with the business of the bank which is confidential or the disclosure of which is likely to be prejudicial to the interests of the bank is treated as gross misconduct on the part of such employee;
Drunkenness or riotous or disorderly or indecent behavior on the premises of the bank, willful damage or attempt to cause damage to the property of the bank or any of its customers, willful insubordination or disobedience of any lawful and reasonable order of the management or of a superior are considered as major misconduct of an employee. In case an employee was at least on previous three occasions censured or warnings have been administered to him or an adverse remark has been entered against him for persisted/habitual doing of any act which otherwise amounts to “minor misconduct” is also treated as major misconduct. Besides, willful slowing down in the performance of work; gambling or betting on the premises of the bank speculation in stocks, shares, securities, or any commodity whether on his account or that of any other persons; doing any act prejudicial to the interest of the bank or gross negligence or negligence involving or likely to involve the bank in serious loss; giving or taking a bribe or illegal gratification from a customer or an employee of the bank; Abetment or instigation of any of the acts or omissions above mentioned is treated as gross misconduct of an employee.
Knowingly making a false statement in any document pertaining to or in connection with his employment in the bank is also treated as major misconduct. Further, resorting to the unfair practice of any nature whatsoever in any examination conducted by the Indian Institute of Bankers or by or on behalf of the bank and where the employee is caught in the act of resorting to such unfair practice and a report to that effect has been received by the bank from the concerned authority, or resorting to the unfair practice of any nature whatsoever in any examination conducted by the Indian Institute of Bankers or by or on behalf of the bank in cases not covered by the above clause and where a report to that effect has been received by the bank from the concerned authority and the employee does not accept the charge are also reckoned as gross misconduct.
An employee remaining unauthorisedly absent without intimation continuously for a period exceeding 30 days, misbehaviors towards customers arising out of bank’s business, contesting election for parliament / legislative assembly / legislative council / local bodies / municipal corporation /Panchayat, without explicit written permission of the bank, conviction by a criminal Court of Law for an offence involving moral turpitude are deemed as gross misconduct on the part of the employee.
Indulging in any act of ‘sexual harassment of any woman at her workplace is gross misconduct on the part of an employee.
Note: Sexual harassment shall include such unwelcome sexually determined behavior (whether directly or otherwise) as;
- Physical contact and advances;
- demand or request for sexual favours;
- sexually coloured remarks;
- showing pornography; or
- Any other unwelcome physical verbal or non-verbal conduct of a sexual nature.