We are in receipt of CMD’s letter dt. 8-1-2007 in response to our strike notice addressed to you. Since sweeping statements have been made therein based on management’s own assumptions and presumptions, we feel it necessary to clarify as under to straighten the records and facts:
1. Unions have exhibited their unconcerned approach and lack of commitment towards Bank’s growth by scheduling agitation.
We are very much concerned and committed towards the Bank’s growth. The commitment and concern of our Unions towards the Bank are well-known to all the 40,000 Centralites. You are aware that all the previous CMS of our Bank had recognised this fact. We do not know how suddenly we lack concern and commitment. This is deliberate and disparaging comment meant to denigrate the Unions. We refute this unwarranted allegation.
2. The period left at our disposal is very crucial for the Bank as the concerted efforts of all employees are called for and everyone of us should work with single-minded objective of regaining the lost glory of the Bank.
This is our concern and worry as well. But unfortunately the priority of the management appears to be different. Otherwise the management would not have wasted more than 6 months of the current fiscal in vitiating industrial relations climate and distancing the employees and officers by attacking the staff, unions and union leaders. All of us can work together as a team only when there is a ‘congenial atmosphere’ in the Bank.
3. Unions which are raising the issue do not know as to what constitutes ‘congenial atmosphere’.
We fully know what is ‘congenial atmosphere’ and the importance of it in the Bank like ours. But is unfortunate that management does not appreciate the need for providing ‘congenial atmosphere’. If the management pretends that they do not understand the need for congenial atmosphere, then no one can help it. ‘Congenial atmosphere’ is the cry of each and every Centralite, right from the senior Executives to the ordinary employees all over the country. Let the management provide ‘congenial atmosphere’ and then see the difference.
4. Checking the activities of the union leaders cannot be termed as attacks on trade unions and leaders. Union leaders are also employees of the Bank.
This is what we also say. But why Union leaders are treated as special targets of victimization as confessed by the management in their circulars and as evidenced by the management’s various actions. Trade Unions are recognised under laws and also by the managements. Trade Unions have their own rights and privileges. The problem with the present management is that they have some allergy for the trade unions and trade union leaders.
1. Unions have exhibited their unconcerned approach and lack of commitment towards Bank’s growth by scheduling agitation.
We are very much concerned and committed towards the Bank’s growth. The commitment and concern of our Unions towards the Bank are well-known to all the 40,000 Centralites. You are aware that all the previous CMS of our Bank had recognised this fact. We do not know how suddenly we lack concern and commitment. This is deliberate and disparaging comment meant to denigrate the Unions. We refute this unwarranted allegation.
2. The period left at our disposal is very crucial for the Bank as the concerted efforts of all employees are called for and everyone of us should work with single-minded objective of regaining the lost glory of the Bank.
This is our concern and worry as well. But unfortunately the priority of the management appears to be different. Otherwise the management would not have wasted more than 6 months of the current fiscal in vitiating industrial relations climate and distancing the employees and officers by attacking the staff, unions and union leaders. All of us can work together as a team only when there is a ‘congenial atmosphere’ in the Bank.
3. Unions which are raising the issue do not know as to what constitutes ‘congenial atmosphere’.
We fully know what is ‘congenial atmosphere’ and the importance of it in the Bank like ours. But is unfortunate that management does not appreciate the need for providing ‘congenial atmosphere’. If the management pretends that they do not understand the need for congenial atmosphere, then no one can help it. ‘Congenial atmosphere’ is the cry of each and every Centralite, right from the senior Executives to the ordinary employees all over the country. Let the management provide ‘congenial atmosphere’ and then see the difference.
4. Checking the activities of the union leaders cannot be termed as attacks on trade unions and leaders. Union leaders are also employees of the Bank.
This is what we also say. But why Union leaders are treated as special targets of victimization as confessed by the management in their circulars and as evidenced by the management’s various actions. Trade Unions are recognised under laws and also by the managements. Trade Unions have their own rights and privileges. The problem with the present management is that they have some allergy for the trade unions and trade union leaders.
5. ‘Bilateralism’ does not mean ‘one-manism’ and ‘discussion’ does not mean ‘dictation by unions’.
We also say the same thing. ‘Bilateralism’ does not mean ‘one-manism or one-womanism’ and ‘discussion’ does not mean ‘dictation by management’. Both sides have to strive to understand each other and arrive at a common view. For the past more than 40 years, there has been ‘bilateralism’ in our Bank. If it is missing, what is the reason. Who is dictating needs to be introspected by the management.
6. In the Business Development meeting unions did not quote a single case of harassment of employees and officers.
The entire Business Development meeting itself was an example to the anti-union, anti-employee approach of the management. UFCBU was ridiculed. Entire employees and officers were condemned for lacking commitment, loyalty and integrity. All those who were present in that meeting including the management representatives were a witness to all the insulting and insinuating remarks and comments of the management against the unions, employees and officers.
7. On non-implementation of the agreed decision, it may not be possible for us to comment on the same.
Management is not able to make any comments because agreed decisions have not been implemented. Even the decisions taken in the presence of the representative of the Ministry of Finance have not been implemented.
8. The issues for the agitation are not borne out of genuine grievances.
The fact that there is overwhelming response to our agitational programme and unprecedented participation in Demonstrations, Deputations, meetings, etc. inspite of all types of threats by the management, shows that there are genuine issues, demands and grievances.
9. Unions have to work in union for the betterment of the Institution. Agitation is not expected from unions which are claiming to be partners in the progress of the Institution.
All Unions in our Bank have always worked for the betterment of the Institution notwithstanding their different perceptions amongst them or with the management. Our differences are with the management and not with the Institution. Our agitation is against the management’s actions, attitude and approaches and nothing against the Institution. When legitimate trade union protest actions are described as hooliganism, rowdy-ism or dadagiri, what respect remains for fundamental and democratic rights of the staff. What a language in the management letters ?.
10. As Unions have chosen the path of confrontation, they are squarely responsible for its consequences.
It is the management which has chosen the path of confrontation. Unions stand for conciliation, reconciliation and congenial atmosphere so that all employees and officers can work for the Bank’s progress with single-minded devotion. It is the management which is attacking the employees, officers, unions, union leaders and our legitimate rights. Unions are only reacting to the attacks. Hence management alone is responsible for the present agitation in our Bank.