Looks like our govt has handled the protest quite brilliantly and help save the country from #cockroaches

Respect

Pls reconsider the decision

What should the Union actually do? The Union should analyse day-end data and identify branches that are regularly closing after 7 PM. Representatives should visit these branches, interact with employees, identify the root causes of delays, and ensure corrective action. This will benefit not only branch staff but also RO employees, who are often forced to sit late because of delayed day-end processes at branches. A Union should not wait for employees to approach it with grievances before taking action. Leaders should proactively identify problems, monitor ground realities and intervene wherever there are clear indications of a systemic issue. If even such basic issues cannot be identified and addressed proactively, then what is the purpose of having a Union and elected representatives? A Union's role is not merely to solve problems brought to its doorstep; it is to identify problems before employees are forced to knock on its door. @aiboc_in @AIBOAOFFICIAL @gsnobo1977 @inboc_intuc

Ban X in India Let's C how he cries than @PMOIndia @GoI_MeitY @AshwiniVaishnaw

Once a wise man said: “Never invade Russia in winter, and never attack India on Twitter.” History has its lessons. Elon Musk is learning India's the hard way. 🇮🇳 Dear Elon, you own the platform, not the narrative. 😉

If working hours are not defined for bank officers, who decides when an officer should leave? The Branch Head? The controlling office? Or the officer himself? Banking work is never-ending. There will always be another file, another customer, another compliance issue or another task waiting. This creates a constant dilemma: If I leave on time, will I be seen as less committed? If I stay late every day, does that mean I am more dedicated? When working hours are undefined, merely sitting late can become an unintended measure of commitment. Why can't banks have regulated working hours, like many other workplaces? This doesn't mean leaving during a genuine emergency. Critical transactions, closing work, system issues, audits or other exigencies can always require flexibility. But exceptions should remain exceptions—not become the norm. Performance should be judged by responsibility, productivity and outcomes—not by how late an officer sits in the branch. Defined working hours can be a win-win: Better work-life balance for employees, greater productivity for banks, and better service for customers. 5-day banking is important. But regulated working hours could bring even greater relief to bank officers. Define the hours. Respect the hours. Make exceptions only when genuinely necessary. @aiboc_in @rupamsmail #5DaysBanking

Contrarian aka Unpopular opinion What if #UFBU will be able to pull off the #5DaysBanking from this High Level Committee? In what form it comes that is a separate issue. 🤞

42 years of @aiboc_in — but only few likes from 66K followers and 3.2 lakh members. And ironically, the organisation chooses to celebrate its 42nd Foundation Day by blocking the comment section on its own post from its own members as who else is going to comment on the same. What a tragedy—and what a powerful reflection of the disconnect between the leadership and the employees on the ground. Numbers may make @AIBOC the largest officers’ organisation, but organisational strength is not merely about membership figures. It is about trust, credibility, participation and whether the employees standing on the ground actually feel represented. The growing dissatisfaction among employees cannot simply be ignored or managed through slogans. If the people at the grassroots are unhappy, the leadership and state units need to introspect and change their working style. If organisations refuse to change with changing times, change eventually becomes inevitable. May the next chapter bring more listening, more accountability, more grassroots participation and, most importantly, a leadership that truly reflects the voice of its members. #Hopeful #5DaysBanking

Already Charter of demand for next BPS and Joint note is to be submitted by 1st Nov 2026 by #Unions . And max by January Bipartite/Joint note talks will start, as a result employees will become busy calculating dere salaries and eventually #5DaysBanking will not remain top priority

A bank officer has a fixed time to come in. He has no fixed time to leave. Counters shut, and the work continues — clearing, audits, campaigns, calls from the controller. The pay still does not count those hours. That is the cruel part. The same Central government that keeps its own offices at 9 to 5:30, with lunch from 1 to 1:30, has left bankers without a closing time. Late sitting in those offices is rare, and even then it needs sanction. In a bank it is the rule. Lunch and regulated hours are not a luxury. They are the minimum that we deserve. The government protects for itself and denies to bankers. @DFS_India @ChairmanIba

Time to bring change

No field functionaries were informed about this development. Three leaders cannot take a decision affecting the entire banking industry. At the very least, every #UFBU office-bearer at the appropriate level should have been informed and consulted. The real problem is that some leaders have become “professional leaders” who appear increasingly disconnected from the employees they represent. Units of AIBOC in certain states have clearly stated that they were neither informed by the apex body nor consulted before such a major decision was taken. There is another serious issue. UFBU did not stop Sunday banking, despite the concerns surrounding opening branches on a Sunday. Meanwhile, some smaller unions instructed their members not to report to branches—and nothing happened. If the government has been able to utilise its powers to open banks on Sundays once, what prevents this from becoming a repeated practice? And why was the meeting held on Sunday itself, when the ground situation was already clear? Employees were prepared for the strike. Even POs who had allegedly been pressured through letters had made up their minds to participate. What message does this episode send to those employees? How are they expected to trust their union leadership in the future? The leadership could have met on Monday and, if necessary, deferred the strike from Tuesday onward. But that course was not adopted. There are also serious questions about leadership. Rupam Roy appears unwilling to proceed without AIBEA, while CH Venkatachalam's role is increasingly being questioned by employees who feel that the interests of IBA are receiving greater consideration than the concerns of bank employees. More fundamentally, questions need to be asked about what this strike was actually about. Was the central issue really 5-day banking, or did the immediate trigger relate to the PLI issue? The government first introduced what employees considered an adverse PLI framework and later presented its subsequent action as if it were an antidote. Once the PLI issue was put on hold, the leadership became willing to consider deferring the strike. Employees deserve clarity—not shifting narratives. The larger concern is the state of democracy within UFBU. If decisions affecting lakhs of employees can be taken without adequate consultation with the field-level leadership and membership, then the fundamental principle of collective representation itself needs to be questioned. There is also a longer-term issue regarding officers' compensation. Since the formation of UFBU, the relative gap between officers' compensation in PSBs and other public-sector organisations has continued to be a concern. One issue that deserves transparent discussion is the separate settlement practices at SBI, including additional allowances and benefits available to its officers, and how these arrangements affect the broader PSB officers' compensation structure. This is therefore not merely a reaction to the cancellation or deferment of one strike. It is time for a serious internal review of the existing union structure, its decision-making process, its accountability to employees and its ability to represent the workforce effectively. Perhaps the time has come to give a dignified final farewell to the present model of bank unionism and begin a new chapter—one based on transparency, consultation, accountability and genuine representation of employees. The employees are not merely followers. They are the stakeholders whose voice must matter. #5DaysBanking

Why u don't introduce the voting mechanism for any decision in UFBU? With President and GS both have voting power of each of the 7 unions and mention same in letters issued by you @ChVenkatachalam @aiboc_in @rupamsmail