New Delhi: The Bihar Gramin Bank Officers’ Association (BGBOA) has expressed concerns over alleged disparities in the promotion process for employees of the former Uttar Bihar Gramin Bank (eUBGB). In a letter dated September 4, 2025, the BGBOA claimed significant inequities in promotion eligibility and vacancies compared to the former Dakshin Bihar Gramin Bank (eDBGB). They argue that the management bypassed necessary consultations with unions, undermining the principle of equal opportunity for employees.
Promotion Discrepancies in Bihar Gramin Banks
In a striking letter addressed to the Chairman of Bihar Gramin Bank, the BGBOA raised serious allegations regarding the promotion processes for employees of the former Uttar Bihar Gramin Bank (eUBGB). The letter, which highlights significant discrepancies in promotions and eligibility criteria compared to the Dakshin Bihar Gramin Bank (eDBGB), emphasizes a lack of consultation with union representatives by the bank’s management before issuing promotion notifications. The BGBOA believes that this neglect amounts to a denial of equal opportunity for their members.
One notable point raised in the BGBOA’s letter is the comparative financial performance of both banks. For the fiscal year 2024-25, eUBGB reported an impressive operating profit of ₹457 crore and a net profit of ₹110 crore, with a Credit Risk Adjusted Ratio (CRAR) of 10.99%. In contrast, eDBGB’s figures were significantly lower, with an operating profit of ₹371 crore, a net profit of just ₹4.66 crore, and a CRAR of 2.99%. Despite the stronger financial footing of eUBGB, the promotion vacancies available to its employees were notably fewer.
Staff Shortages and Their Implications
The BGBOA articulated critical concerns regarding staff shortages at eUBGB, emphasizing that current staffing levels fall dangerously short of the benchmarks outlined by the Mitra Committee. As of March 31, 2025, the data reveals a staggering deficiency across various employee categories:
| Category | Required | Available | Shortage |
|---|---|---|---|
| Scale III | 616 | 158 | -488 |
| Scale II | 1272 | 754 | -518 |
| Scale I | 1828 | 1322 | -506 |
| Office Assistants | 2039 | 785 | -1254 |
| Technical Diploma | 616 | 82 | -534 |
Disparity in Promotion Vacancies
The promotion process for FY 2025-26 further reveals discrepancies that the BGBOA claims discriminate against eUBGB employees. For key promotions, eUBGB employees received significantly lower vacancies compared to those at eDBGB:
- Scale II to Scale III: eUBGB – 79; eDBGB – 100
- Scale I to Scale II: eUBGB – 134; eDBGB – 250
- Office Assistant to Scale I: eUBGB – 67; eDBGB – 125
- Office Assistant (Technical Diploma) to Office Assistant: eUBGB – 10; eDBGB – 10
This apparent favoritism raises questions about management’s commitment to fairness and equality among employees in the once separate entities, reinforcing BGBOA’s claims of discrimination against eUBGB personnel.
Concerns Over Eligibility Criteria
BGBOA’s letter also shed light on inconsistencies in eligibility criteria that disadvantage eUBGB employees. Two officers, hired on the same date, experienced starkly different promotion timelines based solely on their respective organizations. One officer from eDBGB became eligible for promotion in 2019, moving to Scale II and eventually Scale III by 2025. Conversely, their eUBGB counterpart remained ineligible for the 2019 promotion cycle. This disparity suggests a systemic bias that further impedes the career progression of eUBGB employees.
Pawan Kumar, President of the BGBOA, commented on the ongoing situation, stating, “The recent amalgamation of Dakshin Bihar Gramin Bank and Uttar Bihar Gramin Bank as per the DFS guidelines seems to be a mere merger rather than amalgamation… This discrimination is also visible in the recently initiated promotion process.” Kumar’s sentiments highlight growing frustrations among employees who feel their rights and seniority have been overlooked in this transition.
In conclusion, the allegations put forth by the BGBOA raise significant concerns regarding equality and fairness in the promotion processes within Bihar Gramin Banks. Addressing issues of staffing, promotion vacancies, and eligibility criteria will be critical for fostering a more equitable environment for employees.
Bankerpedia’s Insight 💡
The BGBOA’s objections highlight critical issues within India’s banking sector regarding equitable promotion processes. Discrepancies affecting eUBGB employees threaten morale and may hinder performance in a sector already grappling with staffing shortages. This situation could exacerbate operational inefficiencies, directly impacting service delivery and customer trust. Stakeholders should advocate for transparent, fair practices that respect employees’ rights and contributions. For individuals, staying informed about these dynamics is essential, especially if seeking career advancement within the banking system. A united call for equity can foster a healthier work environment and enhance overall productivity.
How Does This Affect the Banking Ecosystem? 🏦
- Bank Employees → Discrimination in promotions negatively affects Bank Employees’ morale.
- Bank Management → Discontent among staff threatens stability and productivity.
- Bank Customers → Reduced staff and promotional disparities may affect service quality.
- Investors / Shareholders → Potential unrest may affect bank performance and share prices.
- Regulators (RBI, SEBI, Govt.) → Increased scrutiny on promotion processes and employee rights.
- General Public → Promotion disparities could affect job security and morale.
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