Today
i.e. 23rd December 2014, NOINO submitted a protest letter to LIC
management on PLLI released yesterday. The text of the letter is given below:
23.12.2014.
The Executive
Director (Personnel),
L.I.C. of
India.
Dear Sir,
Re:
PLLI for the year 2013-14
The instructions for the release of PLLI for
the year 2013-14 have been issued. The employees, particularly working in
divisions & branches are bitterly disappointed to say the least. The same
old story is being repeated. The employees were patient & understanding
enough to wait endlessly with a fond hope that this time at least they would
get a PLLI on the basis of current basic instead of the pre-revised basic pay
of 2007. The circular issued yesterday proved to be a dampener.
You are aware that NOINO has raised several
valid points in the past (refer our letters dated 30.11.11 & 6.11.13 as
also our several meetings) objecting to the various aspects that are a part of
PLLI. At the cost of repetition, we would like to point out the same once
again:-
- Equal percentage:- The percentage of PLLI payable should be
equal to all employees. Paying different percentages to each office
divides the employees & causes unrest. This does not bode well for an
institution which is facing intense & stiff competition. Here, the
basic point is that the policy making/devising strategy is done at
Central Office level in all matters be it devising plans, marketing
strategy, provision of manpower, publicity of our plans et al. The success
or otherwise of the institution largely depends upon these
policies/strategies.
Branch/Division employees have no say in all these matters. So, it
is paradoxical & ironic that the branch/division employees may get
less PLLI than that of the Corporate level. Hence we maintain that equal
percentage of PLLI should be paid at all levels.
- Too many parameters :- Too many parameters have made
this concept complicated. We have been insisting on a single parameter
e.g. increase in Total income.
- Payment on pre-revised annual pay
of August 2007:-
We have been insisting that the payment should be based on current
annual pay.
- Performance parameters to be made
public (to employees) :-
How many employees know what the performance parameters are? How can we
expect the employees to achieve the target without knowing it? We
reiterate that the performance parameters should be declared before the
commencement of the Financial year & all the employees should be
in the know of the same.
- As far as the parameters itself
are concerned, we have also written to you in the past as to how in the
case of most of these parameters the employees working in
branches/divisions/Zonal offices have no control over & no say in
these. Although some of our concerns expressed earlier have been taken
care of in the new Matrix for PLLI, our reservations on some points like
skill enhancement through training of agents; micro-insurance schemes;
e-governance etc. still remain.
Once again we reproduce the relevant part of
our earlier letter which needs to be thought over:-
“The objective of any Incentive scheme
should be motivating the employees in putting in their best instead of demoralising them. As it is,
due to the artificial & low ceilings, an overwhelming majority of the
employees have been deprived of the bonus for years together. BMS, the Central
trade union to which NOINO is affiliated has putting forth its view that bonus
is nothing but deferred wages which is a cushion for inflation not taken care by
the skewed DA formula. PLLI could have been our own answer to deferred wages
& also an alternative to break away from the “bank pattern”. It still can be, if rational & reasonable
suggestions from the employee organizations are heeded.”
We feel that the management should view the
whole concept of PLLI once again in the light of the above valid points so that
it doesn’t become a meaningless & frustrating exercise. We demand that all
the points above should be taken into consideration & the PLLI should be
restructured.
Yours
faithfully,
Sd/-
Dattaraj
Prabhukhanolkar
GS, NOINO
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