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wp-l-2825.2012(J).doc
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Vishal Nikam, 30 years
19/106, Harharwala Building
4th floor, N.M. Joshi Marg, Delisle
Road, Mumbai 11
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... Petitioners
Vs.
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.... Respondents
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Rule.
Counsel.
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2.
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3.
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4.
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vs. Uma Devi (3)1. Since the petitioners were advised that the outcome
of the pending Writ Petitions may affect the rights of the petitioners and
(a)
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(b)
For a writ or an order in the nature of a writ directing
the Respondents to immediately and forthwith strictly
adhere and comply with the law laid down by the Hon'ble
Supreme Court in the case of Umadevi and also the
mandatory requirement of complying with the provisions laid
down under the Employment Exchanges (Compulsory
Notification of Vacancies) Act, 1959 and Rules 1960 framed
therein in relation to any recruitment done or proposed to be
done hereinafter.
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(c)
For a writ or an order in the nature of a writ directing
the Respondents to immediately and forthwith restrain and
refrain themselves from indulging in campus recruitment
through selected campuses and selected institutes for the
purpose of recruitment of candidates to its management
positions by declaring such mode of recruitment envisaged
in the recruitment policy dated 5.3.2009 by the Central Bank
of India as being bad and illegal under the law.
(2006) 4 SCC 1
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(e)
For a writ or an order in the nature of a writ directing
the
Respondents
to
immediately
and
forthwith
cancel/terminate the various appointments made through
campus recruitment as per recruitment policy dated
5.3.2009 and Board approval dated 28.3.2009 and upon
such cancellation/termination complete the entire process of
recruitment in accordance with the law laid down by the
Hon'ble Supreme Court in the case of Umadevi and the
provisions of The Employment Exchanges (Compulsory
Notification of Vacancies) Act, 1959 and Rules 1960 framed
therein.
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(f)
For a writ or an order in the nature of a writ directing
prosecution and punishment of the concerned officials of the
Respondent No.1 and/or 2 for violating the provisions of the
Employment Exchanges (Compulsory Notification of
Vacancies) Act, 1959 and Rules 1960 framed therein for not
complying with the provisions of the aforesaid Act and Rules
for the last many years and more particularly from the year
2009 till date when campus recruitment was done while
recruiting candidates in management positions.
.........
According to the petitioners, the method of campus interview
om
5.
the respondent Bank earmarked for direct recruits, was in the teeth of
the rights guaranteed to all the citizens under Articles 14, 16 and 21 of
the Constitution of India no matter the insignificant number or
percentage of such posts to be filled in in that manner. The thrust of the
challenge rests on the exposition of the Apex Court in Uma Devi's case
(supra). According to the petitioners, the appointment to be made by the
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6.
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recruits.
The
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respondent Bank has also relied on the two affidavits filed before this
Court, in the companion Writ Petition (L) No.1008 of 2012, which was
heard alongwith the present petition, raising overlapping issues. As
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realising that the companion petition would fail. For that reason alone,
the petition should be dismissed. According to the respondent Bank,
the recruitment process through campus interview is a well known
method and is permitted as per its recruitment and promotion policy.
That policy has been evolved and articulated on the basis of the
directives issued by Respondent No.2 - Union of India, with a view to
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grant complete autonomy to the Public Sector Banks (`PSBs', for short)
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be taken by those banks. The said policy has been duly approved by
the Board of Directors of the respondent Bank and is being
implemented since year 2009. It is submitted that this petition, filed in
the year 2012, to challenge that policy, therefore, suffers from laches
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and delay. Further, on the basis of the said policy, the respondent
Bank has already recruited a total of 438 officers through campus
interview, as against the intake of 3567 officers through advertisements,
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respondent - Bank.
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and
innovative
business
techniques
and
methods.
Considering the manifold increase in the activities of the PSBs, who are
constantly on the competing mode by reducing their response time in
meeting the diversified needs of the customers, a renewed approach of
peoples systems and HR approach had become inevitable. For that,
campus recruitment is the only way forward and moreso, because
several other public sector undertakings were already following that
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Moreover,
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interview process and the best amongst them, is chosen for being
absorbed in services upon completion of the training period. The said
process is neither arbitrary nor discriminatory qua the petitioners herein
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and similarly placed persons, but being the need of the hour, has
become imperative. That the grievance of the petitioners is not about
for
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interview process.
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committee.
7.
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opinion, cannot be the basis to throw out this petition at the threshold.
The petitioners have justly relied on the exposition of the Constitution
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Bench of the Apex Court in the case of D.C.Wadhwa (Dr.) vs. State of
om
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8.
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negatived.
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services of the respondent Bank, can and will have no vested right to
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9.
As aforesaid, the
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In that case, the persons whose services were terminated by the State
Authorities made grievance before the Apex Court that since they were
already in service, the Writ Petition filed by the Association without the
reserve pool teachers being made respondents to the Writ Petition or at
least in representative capacity, the Writ Petition suffered from nonjoinder of parties. Further, in that case, the petitioners refused to join
those persons, who were necessary and proper parties and inspite of
4 AIR 1985 SC 167
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that, the Writ Petition filed by the Sangh was entertained and orders
10.
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passed, which affected those persons who were not before the Court.
petitioners have abused the process of Court. In that, this petition has
been filed after several hearings of Writ Petition (Lodging) No.1008 of
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2012 and moreso, because the petitioners in that petition realised that
they had no locus standi to pursue the grievance made by them. Indeed,
the companion Writ Petition was filed in April, 2012 and was heard on
different dates. However, that does not mean that the petitioners, who
otherwise claim to possess requisite qualifications, as per the
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teeth of the rights guaranteed to the citizens of India under Part III of the
Constitution of India.
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11.
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takes
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us.
exception to the policy formulated in the year 2009. The fact that the
said policy has been implemented since then, does not and cannot
There is nothing on
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knowledge about the same only after reading news item regarding
pendency of other petitions in this Court, which appeared in the local
newspaper very recently. There is no reason to doubt the correctness of
this statement.
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Similarly, the argument that this petition has been filed only to
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the arguments, also does not commend to us. Inasmuch as, the
petitioners have invoked remedy under Article 226 of the Constitution of
India, in their own rights and complaining of infraction of their
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13.
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any
college/institution,
much
less,
the
specified
om
education
such
recruitment
method
against
public
posts,
being
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eligible and suitable for being appointed in the selection process for
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14.
ba
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the Parliament nor the State Legislature in this Country can transgress
the basic feature of the Constitution, namely, the principle of equality
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15.
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subject.
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Constitutional
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them through
body of experts or a
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for judging the inter se merit of the candidates who have applied in
response to the advertisement made.
om
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2.
Public employment in a sovereign socialist
secular democratic republic, has to be as set down by
the Constitution and the laws made thereunder. Our
constitutional scheme envisages employment by the
Government and its instrumentalities on the basis of
a procedure established in that behalf. Equality of
opportunity is the hallmark, and the Constitution has
provided also for affirmative action to ensure that
unequals are not treated as equals. Thus, any public
employment has to be in terms of the constitutional
scheme.
rt
wp-l-2825.2012(J).doc
ig
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om
ba
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The
State
is
meant
to
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om
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ba
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42. .........
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47. .............
50. It is argued that in a country like India where
there is so much poverty and unemployment and
there is no equality of bargaining power, the action of
the State in not making the employees permanent,
would be violative of Article 21 of the Constitution. But
the very argument indicates that there are so many
waiting for employment and an equal opportunity for
competing for employment and it is in that context
that the Constitution as one of its basic features, has
included Articles 14, 16 and 309 so as to ensure that
public employment is given only in a fair and
equitable manner by giving all those who are
qualified, an opportunity to seek employment. In the
guise of upholding rights under Article 21 of the
Constitution of India, a set of persons cannot be
preferred over a vast majority of people waiting for an
opportunity to compete for State employment.
...............
51. The argument that the right to life protected by
Article 21 of the Constitution of India would include
the right to employment cannot also be accepted at
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16.
(emphasis supplied).
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17.
rt
of Tamil Nadu & Anr,6 wherein the Constitution Bench of the Apex
Court, in paragraph 85 thereof, observed thus:
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6 (1974) 4 SCC 3
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18.
There is yet another recent decision of the Apex Court which has
om
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reads as under:
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This decision extracts the relevant portion from the decision in the
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Therefore, in
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candidates who have applied. Only on following this procedure, fair play
would be subserved and equality of opportunity provided to all eligible
candidates in the matter of public employment. This view has been
reiterated in the case of Union Public Service Commission vs. Girish
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19.
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Union of India.10
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(emphasis supplied).
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9.
...The object of recruitment to any service
or post is to secure the most suitable person who
answers the demands of the requirements of the job.
In the case of public employment, it is necessary to
eliminate arbitrariness and favouritism and introduce
uniformity of standards and orderliness in the matter
of employment. There has to be an element of
procedural fairness in recruitment. If a public
employer chooses to receive applications for
employment where and when he pleases, and
chooses to make appointments as he likes, a
grave element of arbitrariness is certainly
introduced. This must necessarily be avoided if
Articles 14 and 16 have to be given any meaning.
..............................
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20.
(emphasis supplied)
through all these decisions, tersely put, is that, issuing of open public
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nor the State Legislature can abridge that right. On the other hand, the
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uphold fairness, transparency, equality and also further the cause of the
weaker segments of the Society, in the matter of public employment.
21.
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a year which are reserved for being filled up in that year in accordance
with any provision for reservation made under clause (4) or (4A) as a
separate class of vacancies to be filled up in any succeeding year or
years. Clause (5) of Article 16 stipulates that Article 16 shall not affect
the operation of any law which provides that the incumbent of an office
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of
Officers
of
the
respondentBank
through
campus
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hand, the consistent view of the Apex Court, is that, wide publicity of the
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Apex Court one belongs to the rule of law in a republic while the other,
to the whim and caprice of an absolute monarch.
Indeed, even in the case of Upendra Singh (supra), the Court
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22.
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to equality has been dealt with in the case of Indira Sawhney (supra)
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24.
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The
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thereby trampling
the
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26.
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techniques and latest applications for its officers. In other words, the
State must resort to HR initiatives for upgrading the proficiency and
efficiency of its officers rather than finding out easy solution of
om
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27.
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which
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advantage PSBs have and the abiding faith of the stakeholders in them
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28.
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itself.
interview,
in
our
opinion,
is
untenable
and
through
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Indeed, the respondent bank may have stated on affidavit that all
om
possible
care
and
caution
is
taken
while
selecting
the
campus recruitment.
The institutes in
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other candidates are free to compete for the remaining public posts to
be filled by public advertisements, cannot be any justification to abridge
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30.
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institutions to get empanelled with the respondent bank and other PSU
for campus recruitment. That may give rise to all kinds of situations and
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and duty of the State and the Instrumentalities of the State. Neither the
Government of India nor the respondent bank can turn nelson's eye to
that obligation on the argument of expediency and administrative
convenience of the PSBs.
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32.
issued by the Government of India. The first such directive pressed into
service is dated 19th September, 2001. The same reads thus:
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F. No. 5/1/6/2001-1R
Government of India
Ministry of Finance
Department of Economic Affairs
(Banking Division)
IR Section
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1.
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2.
The process of selection should be just, objective
and unbiased in all aspects and provide equal opportunity
to all eligible candidates.
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3.
Reservations in posts for SC, STs, OBCs, Exservicemen, Disabled, etc. With concessions in eligibility
norms as laid down by the Government of India from time
to time should be strictly followed.
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4.
There should not be any change with regard to
minimum/maximum age criteria, educational qualifications, as
regards workmen employees and Probationary Officers.
However,
banks
may
decided
the
educational
qualifications and experience as well as maximum age in
respect of specialist officers to be appointed in officers'
cadre.
5.
The system should be economical and fee charged
from the candidates should be reasonable.
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6.
Candidates belonging to SC/STs, etc. May be
provided the same concessions in fee and cut-off marks to
which they are entitled to at present.
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7.
In the selection committees set up for interviews, due
representation should be given to the belonging to SC/STs
and minority communities.
8.
The recruitment policy should not neglect with
rural background areas or from weaker sections of the
society.
9.
The recruitment should be need based and in any
case it should not be made to fill up the vacancies caused due
to voluntary retirement scheme. As advised in this office letter
No. 4/8/7/2001-IR dated 26.4.2001 the recruitment should be
made strictly as per Manpower Plan as approved by the Board
of Directors of the Bank.
10.
The should conform to the instructions issued by
Government/Reserve Bank of India from time to time on
creation of posts/filling up of vacancies/staff growth.
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Yours faithfully,
Sd/(U.K.SINHA)
JOINT SECRETARY (IF)
Present nominee Directors on the
Boards of Public Sector Banks.
Copy to: Government nominee Directors on the Boards of
Public Sector Banks
33.
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Sd/- (U.K.SINHA)
JOINT SECRETARY (IF)
(emphasis supplied)
indicate that the direction given by the Government of India to the PSBs
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34.
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1.
In pursuance to the Government of India
communication dated 19th September, 2001 advising the
Banks to formulate their own Recruitment Policy in the wake
of abolition of Banking Service Recruitment Boards (BSRBs),
a document containing the broad outline of the strategies to
be followed by the Bank on Recruitment matter, was
prepared and placed before the Board it its meeting held on
23rd August, 2002 vide Agenda Item No. BM/06/2002-03/3.6
(Tag 'A').
The Board, however, formed a Committee
consisting of four members Shri. V. N. Saxena, Executive
Director, Shri. R. Gandhi, RBI Nominee Director, Shri
Deepak Singh, Director and Shri Y. P. Mone, Director with the
undersigned as the convener, and advised that the said
Committee should look into the Recruitment Policy document
and a report thereon be placed before the Board after one
month.
2.
In furtherance to the above direction of the Board,
the said Committee in its meeting held on 8 th October, 2002
examined the draft of the Recruitment Policy so prepared
and placed before the Board. The report of the said
Committee is enclosed (Tag 'B'). The Recruitment Policy
document which is duly revised by incorporating the
observations of the Committee in the relevant provisions, is
also enclosed (Tag 'C').
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3.
Board is, therefore, requested to accord its approval
to the Recruitment Policy as outlined in the Annexure (Tag
'C').
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(S. K. Gupta)
GENERAL MANAGER (PRS)
Encls: a/a
RECRUITMENT POLICY IN OUR BANK
1.
Vide communication F/S/1/6/2001-IR dated 19th
September (Tag 'A') Government of India advised the Banks
to take suitable expeditious steps to formulate their own
Recruitment Policy which subserves their requirements in
line with the strategic Business plans. It has also been
stated that such recruitment strategies that would be framed
by the Banks should be in conformity with certain basic
principles which are enumerated therein.
This
communication was placed before the Board in its meeting
dated 27th October 2001, for its information.
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2.
The recruitment of personnel in the bank is broadly
guided by the guidelines received from Government of India,
Ministry of Finance, alongwith Corporate Objectives which
provide indicative insight for need and necessity on this
score from time to time and in tandem with the
management's declared policies, philosophies and
prerogatives etc. The policy is drafted keeping in mind the
above as also the corporate objective.
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3.
While for recruitment of Probationary Officers in
Scale 1 and Clerical staff the Government of India guidelines
in regard to age, qualification, recruitment procedure etc.
received from time to time and which were hitherto followed
by BSRBs have been incorporated in the Recruitment Policy
framed by us, for the recruitment of Officers in Scale II and
above in Mainstream and all Officers in Specialist Categories
where Government of India (GOI) advised that bank may
decide the same due consideration has been given on age,
qualification, experience, recruitment through campus
interview etc. Depending upon the requirement of the
specific post/category.
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4.
Having regard to the need and necessity of the
business requirement, the provisions of this policy, to the
extent not governed by the guidelines of Government of
India/RBI/IBA will be amended/modified from time to time
administratively with the approval of the Chairman &
Managing director where after the same will be placed before
the Board for its information. However, the amendments
necessitated on account of amendment/modification in the
guidelines of Government of India/RBI/IBA will be adopted
with the due approval of the Board.
5.
Accordingly, and also in compliance with the
Government directives stated in para 1 above, a document
has since been prepared containing the broad outline of the
strategies to be followed by the Bank on Recruitment matters
as per enclosure (Tag 'B').
6.
Board is, therefore, requested to accord its approval
to the Recruitment Policy as obtained in the Annexure (Tag
'B' and for delegating the powers to the Chairman and
Managing Director for making modifications/amendments
etc. therein as stated in para 4 above.
(S. K. GUPTA)
GENERAL MANAGER (PRS)
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EXHIBIT G
Ministry of Finance
Department of Economic
(Banking Division)
Jeevan Deep
10, Parliament Street,
New Delhi 110001.
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AMITABH VERMA
Jt. Secretary (BO & A)
Tel. 23342287
D. O. No. 7/48/2004-BOA
Dear Shri Singh,
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(Banking Division) dated 22nd February, 2005. The same reads thus:
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1.
The functioning of commercial organizations in most
developed jurisdictions is marked by a separation of ownership
and management. With the opening up of the Indian economy
and growing internationalization, the Public Sector Banks
(PSBs) have now to compete with the best banks in the region.
Consequently, there is a vital need to provide a level playing
field for PSBs. This can be achieved by allowing them
operational flexibility and functional autonomy on lines
comparable with their global counter-parts and those in the
private sector in India.
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2.
Managerial autonomy for Public Sector banks would
imply that their Board of Directors is vested with the freedom
and responsibility for deciding managerial issues within the
broad framework of Government policies. There should be a
clear demarcation between the roles of owners, the Board of
Directors and the executive management.
The present
situation, where even on purely managerial and routine
administrative issues, banks are required to operate under
Government guidelines should be replaced by a framework
where all such issues are driven by policy prescriptions of the
Board of Directors. The objective is to ensure that Banks
function on sound principles of corporate governance. The key
issue is to design a framework in which Government will
experience its ownership rights without transgressing into the
management functions of the PSBs. Hence, a framework for
managerial autonomy for the PSBs has been drawn up clearly
defining the role of the Government and providing the requisite
flexibility to the management of the banks in respect of their
operations.
Role of the Government
3.
The Government will continue to exercise the following
functions in its capacity as the owner:
i)
Appointment of the Chairperson & Managing
Director and the Executive Directors in the PSB.
Government has formulated overall HR policy guidelines to
strengthen
professionalism
and
ensure,
greater
consistency in managerial capability across Banks. The
guidelines will provide for clear criteria, a transparent
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ii)
Appointment of eminent persons as Nonofficial Directors based on the ?it and proper criteria, from
various interest groups / fields as provided in the statute.
For this, a talent pool may be drawn up by Government /
RBI.
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iii)
Appropriate control at the macro-level and
regular review of the performance / achievement of the
bank on important pre-determined parameters fixed in
consultation with the Board of Directors of the Bank.
4.
The Government now owns 100 percent equity in only
4 of the 19 Nationalized Banks. The existence of private
shareholders in the PSBs imposes a responsibility on
Government, as the majority shareholder, to enhance
shareholder value and protect minority shareholders' rights.
The Government will create an environment conducive for the
PSBs to raise additional funds from the market for meeting the
Base II requirements and to respond effectively to emerging
competitive measures.
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5.
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6.
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(i)
Framing HR policies and procedures. Boards will
have the flexibility to frame their own HR policies and
procedures for recruitment including eligibility criteria, mode of
selection, levels of entry etc.
(ii)
Creation of additional posts of General managers
Boards would be authorized to create additional posts of
General managers based on need. The policy guidelines will
also provide for mobility at the General manager level between
Banks.
(iii)
Decisions on remuneration and compensation of
officers and staff. The overall pay structure of officers and staff
is now determined after industry-wide negations. The Boards
would now be free to sanction differential pay, linked to
performance, within the pay scales decided after the
negotiations.
Such incentives are intended as tangible
recognition for a small proportion of personnel in each scale
who are genuinely outstanding performance. Specialized
cadre can also continue to be provided differential
remuneration. This will help banks attract talented individuals
in operational areas like marketing, information technology, risk
management and credit. Such differential remuneration will be
subject to an overall ceiling for establishment expenditure.
(iv)
Decisions on the amount of contribution to be
made to the Staff Welfare Fund. The existing guidelines do not
make any distinction between the size of different banks, their
varying number of employees and their levels of performance.
The guideline prescribing a uniform contribution of 3 per cent
of the bank's Net Profit or a maximum of Rs. 10 crore will be
replaced by an upper ceiling on the contribution to be made
per employee.
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9.
With the globalization of the Indian Economy and the
advent of private banks that are more nimble-footed and have
access to a wealth of technology and managerial resources,
Public Sector Banks have to be better equipped with greater
operational flexibility to transact business more efficiently.
Government, as the principal stakeholder, wished to make
room for such autonomy and provide the Public Sector Banks
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37.
reads thus:-
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CHAPTER VI
CONCLUSION
38.
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13M/549/2008-09/17/2.37
Mtg. Dt : 28.03.2009
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39.
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which was intended to be only one time measure and to make those
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recruits, has been resorted to on year to year basis since 2009. That is
in transgression of the limited approval given by the board of
Respondent Bank.
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thus:
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Intake of Officers
Through
Advertisement
Intake of Officers
Through Campus
2009-10
858
20
2010-11
1155
82
2011-12
17
98
1012-13
1538*
238*
Total
3567
438
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40.
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To start with the campus interview was done only from amongst 7
2011,
the
campus
interview
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the
was
done
in
23
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NIBM, Pune
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BIMTEC
IIFT
Symbiosis Pune
IBS Hyderabad
IMIS Bhubaneswar
10
11
12
Sinhagad Pune
13
KIIT Bhubaneswar
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15
16
IIPS, Indore
17
IEM, Kolkata
18
VIT, Vellore
19
University of Calcutta
CENTRE
ICAI, CHANDIGARH
ICAI, KANPUR
ICAI, JAIPUR
ICAI, INDORE
ICAI, HYDERABAD
ICAI, MUMBAI
ICAI, AHMEDABAD
ICAI, DELHI
ICAI, CHENNAI
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SR.
NO.
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CA INSTITUTES - 2012
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Jabalpur
Ludhiana
Allahabad
Faizabad
Ranchi
Gwalior
Hissar
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10 Mahatma Phule K V.
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ICFAI, TRIPURA
41.
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SN.
recruitment has been done are private colleges. This gives credence to
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42.
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recruitment may be relatively high ranking and had pursued his studies
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line with the same existing set up, policy issues and infrastructure of the
organisation. Indubitably, no empirical data has been collated nor
produced before us to indicate that the candidates selected in the
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campus interview process are far superior in every respects and have
consistently secured exceptionally high scores than the best candidate
in order of merit selected pursuant to advertisement process. In that
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other hand, the State and Instrumentalities of the State are not only
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43.
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forever.
44.
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45.
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(3) (supra) and Upendra Singh (supra), it may be possible for the
State or the Instrumentalities of the State to appoint persons through
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46.
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applications from the public at large by giving wide publicity and issuing
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public advertisement.
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hand, would contend that the provisions of the said enactment are
directory and even if it were to be considered as mandatory, except
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48.
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49.
Reliance was also placed on the decision of the Apex Court in the
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open recruitment posts, which are filled up quietly and without the open
publication, which is contemplated by the very nature of the recruitment
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50.
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public employment.
objective test.
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principle underlying Article 14 is that the law must operate equally on all
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extenso in the earlier part of this judgment and opined that abridgment
of fundamental right of the citizens of equal opportunity in the matter of
public employment cannot be whittled down in the name of better
om
51.
avail to the
respondents.
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52.
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respondents.
53.
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Employees (Kerala)
into account the pattern of mixed economy in which the State or the
public sector enterprises exist side by side with private sector. It went
on to observe that public sector enterprises now face stiff competition in
the area of petroleum products and they require today sufficient tools in
their armory to withstand threat of multinational and other private
18 2006 Lab. I.C. 2592
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companies.
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talents who come out of educational institutions of repute like IITs, IIMs,
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etc. with attractive offers even before they pass out of their institutions
through the method popularly known as campus recruitment.
The
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guarantee of equality does not imply that same recruitment rules should
be made applicable to all persons inspite of differences in their
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as a permissible method.
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observe that for the reasons already indicated in the earlier part of the
judgment, we respectfully disagree with the opinion of the Division
Bench of the Kerala High Court referred to above.
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54.
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be of no avail.
55.
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the Patna High Court in the case of Pravin Kumar vs. State of Bihar21.
This decision has been followed in the subsequent decisions of the
Patna High Court in the case of Rajesh Roushan & anr. vs. State of
Bihar22. The Patna High Court more or less reasoned out on the same
logic as given by the Kerala High Court about administrative exigency
for which the administration must be allowed some play in the joints
20 Writ Petition No.5554 of 2009 decided on 25.11.2010
21 Civil Writ Petition No.7200 of 2011 decided on 26.7.2011
22 Civil Writ Petition No.7616 of 2011 decided on 24.8.2011
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dealing with the dictum of the Constitution Bench of the Apex Court in
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dismissed the said appeal on the finding that the petition was not filed
by any affected person and as and when affected person approaches
the Court, the matter can be examined on merits. In other words, the
order of the Apex Court does not result in upholding the opinion of the
Kerala High Court so as to make the same binding precedent on this
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Court. For the reasons already recorded, we are not inclined to accept
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departing from the rule regarding the method of filling of vacant public
posts to ensure that all citizens are provided with equality of opportunity
in the matter of public employment.
ig
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57.
Constitution Bench of the Apex Court in the Ganga Ram vs. Union of
India23, wherein the Court has observed the the State is legitimately
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substantial and must bear a just and reasonable relation to the object
sought to be achieved. As is noted in the earlier part of this judgment,
even the Parliament cannot legislate on the subject that would impinge
upon the fundamental right of equality of opportunity in the matter of
public employment. Secondly, no empirical data has been produced, to
23 1970 (1) SCC 377
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58.
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59.
60.
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costs.
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29.1.2013.
(A.M. KHANWILKAR,J.)
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