LIST OF GROSS MISCONDUCT

LIST OF GROSS MISCONDUCT  –  Clause 5

(a) engaging in any trade or business outside the scope of his duties except with the written permission of the bank;

(b) unauthorised disclosure of information regarding the affairs of the bank or any of its customers or any other person 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;

(c) drunkenness or riotous or disorderly or indecent behavior on the premises of the bank;

(d) willful damage or attempt to cause damage to the property of the bank or any of its customers;

(e) willful insubordination or disobedience of any lawful and reasonable order of the management or of a superior;

(f) habitual doing of any act which amounts to “minor misconduct” as defined below, “habitual” meaning a course of action taken or persisted in, notwithstanding that at least on three previous occasions censure or warnings have been administered or an adverse remark has been entered against him;

(g) willful slowing down in performance of work;

(h) gambling or betting on the premises of the bank

(i) speculation in stocks, shares, securities or any commodity whether on his account or that of any other persons;

(j) doing any act of gross negligence or negligence involving or likely to involve the bank in serious loss;

(k) giving or taking a bribe or illegal gratification from a customer or an employee of the bank;

(l) abetment or instigation of any of the acts or omissions above mentioned.

(m) Knowingly making a false statement in any document pertaining to or in connection with his employment in the bank.

(n) Resorting to 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.

(o) Resorting to 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 Sub-Clause(n) 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.

(p) Remaining unauthorisedly absent without intimation continuously for a period exceeding 30 days.

(q) Misbehaviour towards customers arising out of bank’s business.

(r) Contesting election for parliament / legislative assembly / legislative council / local bodies / municipal corporation / panchayat without explicit written permission of the bank.

(s) Conviction by a criminal Court of Law for an offence involving moral turpitude.

(t) indulging in any act of ‘sexual harassment’ of any woman at her workplace.

Note: Sexual harassment shall include such unwelcome sexually determined behavior (whether directly or otherwise) as

(a) physical contact and advances;

(b) demand or request for sexual favours;

(c) sexually coloured remarks;

(d) showing pornography; or

(e) any other unwelcome physical verbal or non-verbal conduct of a sexual nature.

PUNISHMENT – An employee found guilty of gross misconduct may:

(a) be dismissed without notice; or

(b) be removed from service with superannuation benefits i.e. Pension and / or Provident Fund and Gratuity as would be due otherwise under the Rules or Regulations prevailing at the relevant time and without disqualification from future employment; or

(c) be compulsorily retired with superannuation benefits i.e. Pension and / or Provident Fund and Gratuity as would be due otherwise under the Rules or Regulations prevailing at the relevant time and without disqualification from future employment; or

(d) be discharged from service with superannuation benefits i.e. Pension and / or Provident Fund and Gratuity as would be due otherwise under the Rules or Regulations prevailing at the relevant time and without  disqualification from future employment; or

(e) be brought down to a lower stage in the scale of pay upto a maximum of 2 stages and for a maximum period of two years.  or

Note: This punishment shall be non-cumulative and annual increment(s)/ Stagnation Increment (s) falling during the period of punishment shall be released on the respective due date (s)

 (f) have his increment/s stopped with or without cumulative effect; or

Note: Specific period of rigour shall be mentioned.  

(g) have his special pay withdrawn; or

(h) be warned or censured, or have an adverse remark entered against him;