CIRCULAR No. 50/2016(WW)
TO ALL MEMBERS
DATE: 30/11/2016
LET YOUR VOICE REVERBATE TO PANIC THE MISCREANTS
Dear Comrades,
1.0 “Speak Up and be safe”, “Good touch and bad touch” were some of the important terms
we were taught to repeat again and again into the ears of children in order to make
them aware about child abuse and ways to prevent it. However in the present context it
is shocking, but yet true that along with the entry of several female employees into the
banking sector, the number of atrocities being reported is significantly on the rise. The
above terminology needs to be explained to our young ladiesworking in different parts of
the country.
2.0 Though the Finance Ministry guidelines stipulate that the ladies should be accommodated
as far as possible at places nearer either to their parents’ place or that of the spouse.
However taking into consideration the fact that many a times as recruitments in bulk
take place from specific areas and we may not have sufficient number of branches to
accommodate all, the administrative exigency arises and they are posted to other places.
However, under any circumstances, the employer cannot compromise on the safety of
women employees. This being the case the management should ensure that they should
not post young girls to distant rural branches/industrial area branches or secluded places.
Young lady employees should not be posted to branches where there are no other ladies
are working. In difficult terrains, it should be ensured that women reach home to safely
before dusk. During exigencies, arrangements shall be made to drop them home without
any risks.
Our male dominant society is not yet prepared to treat women at par with men. Untill this
mind set changes, women have to bear with us.
3.0 There is information reaching from different parts of the country that our lady colleagues
(Officers, Clerks and Temporary/Sub-staff – all inclusive), especially young girls are facing
a lot of issues at work places – both Branches and controlling offices. A few samples are
truly mind boggling:
a.
A clerk in a Branch in a Western State held the hand of a PO in the Branch. His
blunt courage did not bother him the presence of other colleagues. He had even
the courage to enter the house of the officer late evening totally sans the sense of
shame. Management is slower than snail in finalizing the action despite lapse of
nearly a year!! What’s the message we give to the errant and those who witness
such happenings?
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b.
One Branch Manager has the habit of appreciating the good work(?) of a lady officer by
patting her shoulders and extending a hand shake (at the displeasure and discomfort of
the officer).
c. A top executive at a controlling office stretches hand for shake on flimsy events – though
with lack of response from the lady officer/s. A few have to respond and stretch though
do not like it.
d. One executive has a pleasure of discharging his duties by frequently calling the lady
officer/s into his cabin and making them sit in front of them for (wasteful) minutes and
hours; engaging them in trivial discussions, pettish questions. With the increase of
frequency of such calls, questions turn on intimate subjects, enquiries relate to personal
life and even sexual aspects.
e. One of the executives has called a temporary lady staff for domestic servant’s work at
home!!
f. One employee had a very bad habit (hope since stopped) of sending SMSs with sexual
overtones to female employees. Terrified with the tone, ladies used to delete the messages
so that their near and dear ones do not stumble on their mobile and go through these
messages; and due to deletion, no proof remains against the culprit. No lady was dared
to complain as there was credibility - deficiency in responses from the Management on
action upon complaints lodged.
4.0 A few get reported; a large number sadly goes unreported as every lady does not dare to
express or complain. Young probationers are more scared to report because of a few systemic
lop side:
a. They do not know whom to report to and how to.
b. A few have domestic compulsions and marital risks which they would not dare to entangle
into.
c. A few are scared that if the perpetrator branch manager/department head reports against
them, the management would only believe the senior person. It may result in further
torture of an unwanted transfer.
d. They cannot make up their mind to react often and in the meantime they suffer from
insecurity and depression.
e. A few perpetrators instill the fear of extension of probation through negative reporting
which shuts the voices of resistance.
Ultimately, the work and family front get adversely affected. What needs to be done?
a.
b. Whenever somebody touches you or tries to make any physical advances against you,
which you are not comfortable with, first thing you needto do is SPEAK UP (higher
decibels are not out of place). It should be in such a manner that people around you
immediately become alert and aware.
c. Nowadays everyone has an android mobile. Record all indecent actions as also
conversations. Preserve all forwards (images/messages) that have dirty connotations.
Each and every one must “Please Speak Up.” Silent suffering is a future suffering for
other female employees too as the perpetrators get only emboldened by the silence of
sufferers.
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Refuse to go and sit in cabins unnecessarily for long hours. Duly report to the higher
authorities.
d. Bring such instances to the notice of Zonal functionaries of CBOO or the Central
leadership. Share the information with the undersigned. CBOO will always support you
to come out of these traumatic circumstances.
e. Senior colleagues should not hesitate to extend a helping hand to the victim of such
atrocious acts. Guide them and ensure that the case is brought to the notice of someone
who can help them. Witnesses have to convincingly provide evidence in favour of the
victim. The perpetrators must be alienated no matter how close they are to any power
that be.
Sad part is when such cases are reported, immediately whole lot of allegations crops up
against the victim: - she is arrogant, she does not work, she does not render good service at
the counter, customers are unhappy with her etc. Moreover, these allegations need not be
substantiated with proofs.
5.0 It is heartening to note that our Bank does have a very structured Internal Complaint Committee
constituted under the Sexual Harassment of Women at Workplace and each Committee is
headed by very capable women. However their powers are confined to conduct the inquiry
in the presence of a member from an NGO outside the Bank. Instead of being proactive with
such a strong set up, the management appears to have the set -up, only for records. Once
the report is sent to the Competent Authority, further action does not follow at requisite pace.
They dodge or sleep over it – despite reminders. Time specifications are not followed. Justice
delayed is justice denied. If proper action be taken right in time, further instances would not
have occurred because, the miscreants would be cautioned. Management needs to look into
this urgently.
“When something bad happens, you will have three choices. You can either let it define you,
let it destroy you, or let it strengthen you.”
Winners never quit and quitters never win. Let us all be winners.
With fighting Greetings,
[L. SOBHA NAIR]
SECRETARY,
WOMEN’S WING
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