A BANK OF 8,500 BRANCHES—BUT ZERO TRANSPARENCY

From transfers to promotions to internal communication protocol, every major HR function is now marked by opacity, arbitrariness, and decisions that evade scrutiny. DFS guidelines? Ignored. Social dialogue? Replaced with silence. Accountability? Missing.

The result is a workforce pushed into uncertainty, fear, and administrative chaos.

TOXIC WORK CULTURE EXPOSED

Officers report unprecedented stress, humiliation, and intimidation.
Internal mechanisms meant to protect employees have become hollow formalities.
The cries for humane treatment are treated not with empathy, but with warnings.

In a Public Sector Bank, this is not just unacceptable—it is alarming.

TRANSFERS AS PUNISHMENT, PROMOTIONS AS MYSTERY

The transfer system now resembles a punishment engine, routinely displacing officers to remote corners while a privileged circle enjoys decade-long postings in comfort zones.

Meanwhile, promotions are governed by the infamous, opaque GEMS system, a black box with no clarity, no audit trail, and no meaningful appeal. And the Bank’s newest invention—“Mr. GEMS Bond”—a faceless, unaccountable figure issuing HR clarifications, raises a serious question:

CIRCULARS USED AS WEAPONS

Recent administrative circulars, issued under the guise of “protocol,” function as tools to suppress dissent and restrict officers’ basic rights. Officers are warned, monitored, and often threatened for raising legitimate concerns.

This is not discipline.  This is administrative overreach.

SOCIAL DIALOGUE: DEAD AND BURIED

Despite repeated representations, evidence-backed submissions, and formal conciliation attempts by AIBOBOU, the Bank consistently avoids meaningful engagement. Junior representatives are sent to meetings while actual decision-makers remain conveniently unavailable.

This is not dialogue.  This is evasion.

OTHER UNIONS CHOOSE SILENCE

While officers suffer through arbitrary policies, collapsing systems, and rising pressure, most other unions maintain a silence that raises its own questions.
Whether due to fear, compromise, or convenience—officers deserve answers.

DISCIPLINARY PROCEEDINGS: A MOCKERY OF REGULATIONS

Charge sheets issued without evidence,  Documents withheld.
Witness lists missing, Regulation 6(3) routinely bypassed.
Regulation 10 overlooked to shield those at the top.

Subordinates are targeted; Seniors remain untouched.
Fairness and Justice is on Sabbatical Leave.

POSH FAILURES & MEDICAL HARASSMENT

POSH complaints by women officers are mishandled, sidelined, or quietly closed.
Medical leave is being denied on flimsy grounds by Bank-appointed doctors doubling as “medical boards,” pushing families into distress.

This isn’t just callous—it’s unconstitutional.

THE FINAL QUESTION: WHERE IS DFS?

The situation has escalated to a point where DFS intervention is not optional but essential. Officers are asking:

• Who is the accountable authority for meaningful dialogue?

• Who is ensuring compliance with DFS norms?

• Who will restore transparency and fairness?

• Who will protect officers’ dignity and rights?

A PSB cannot run on anonymity, opacity, and untraceable authorities.

THE UNION’S STAND

AIBOBOU has made its position clear: the fight for transparency, fairness, and dignity will continue—through representations, conciliation, legal remedies, and democratic mobilisation.

The Barodian garden is worth saving.
But it cannot survive if every branch carries the weight of administrative disorder.