Revision of the rates of Allowance in lieu of Running room facilities, Shunting Duty Allowance, Trip Allowance and Commercial duty Allowance pay able to the running staff with effect from 1-1-2011.

Revision of the rates of Allowance in lieu of Running room facilities, Shunting Duty Allowance, Trip Allowance and Commercial duty Allowance pay able to the running staff with effect from 1-1-2011.

GOVERNMENT OF INDIA

MINISTRY OF RAILWAYS
(RAILWAY BOARD)

S.No. PC-VI/ 335

RBE NO. 36 /2014

No.E(P&A)II-2005/RS-34

New Delhi, dated 22.4.2014.

The General Managers(P)/CAOs,
All Indian Railways & Prod. Units etc.
(As per mailing lists No.I&II).

Sub: Revision of the rates of Allowance in lieu of Running room facilities, Shunting Duty Allowance, Trip Allowance and Commercial duty Allowance pay able to the running staff with effect from 1-1-2011.

Ref: Board’s letter of even no. dated 1-10-2009.
After the promulgation of the Railway Services (Revised Pay) Rules, 2008, Board has issued letter of even no. dated1-10-2009 deciding the rates of Allowance in lieu of Running room facilities, Shunting Duty Allowance, Trip Allowance and Commercial duty Allowance

2. Board has now decided that the rates which were laid down vide Board’s letter of even no. dated 1-10-2009 may be increased by 25% with effect from 01-01-2011. The other terms and conditions governing the grant of these allowances would remain unchanged.

3. This issues with the concurrence of the Finance Directorate of the Ministry of Railways.

4. Please acknowledge receipt.

 

(K. Shankar)
Director/E(P&A),
Railway Board.

Source-AIRF

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Reply to 7th CPC Questionnaire is being prepared by Confederation CHQ

Reply to 7th CPC Questionnaire is being prepared by Confederation CHQ

Reply to be submitted to 7CPC on Questionnaire is being prepared by Confederation CHQ under the able and experienced guidance and leadership of Com.S.K.Vyasji (Advisor, Confederation) and Com.KKN.Kutty ( National President, Confereration). Suggestions if any, by the C-O-C s and Affiliated Organisations may be sent by e-mail to Confederation CHQ (e-mail-ID confederationhq@gmail.com ormkrishnan6854@gmail.com ). Karnataka C-O-C has already sent its valuable comments and feedback to the CHQ.

Final Draft of the reply to the Questionnaire will be exhibited in the Confederation website.

It will be better if all the affiliates of Confederation submit the reply on the same line

M.Krishnan

Source: Confederationhq.blogspot.com

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Substitute employee can’t claim family pension against norms: High Court

Substitute employee can’t claim family pension against norms: High Court

Allowing Central Railway’s plea, the Nagpur bench of Bombay high court has ruled that temporary employee is not eligible for family pension without following procedure. “Though service of more than six months as a ‘substitute’ employee was rendered, that would not be sufficient to hold the respondent entitled for the family pension. The procedure prescribed has not been shown to be followed and, hence, mere acquisition of the status of a temporary employee would not make his family eligible for the pension,” a division bench comprising justices Vasanti Naik and Atul Chandurkar held.
Hari Borkar was employed as a ‘substitute’ ladderman with the Indian Railways on January 16, 1967, and after working for about three-and-a-half years, he expired on August 12, 1970. His wife Kamlabai sought settlement of dues, including family pension. However, the railways informed her in 1996 that there was no provision for it since her husband worked as ‘substitute’. She then knocked Central Administrative Tribunal (CAT) door which granted her pension from November 12, 1994.

The railway challenged this order contending that there was no automatic absorption/appointment to its service of a ‘substitute’ employee unless the prescribed procedure was followed and therefore, Kamlabai was not entitled for the pension.
Kamlabai, in reply, argued that if a ‘substitute’ completed six months continuous service, the status of a temporary employee was attained, and on that basis, their family members were entitled for the pension.

The petitioners, however, pointed out that the Indian Railway Establishment Manual defines ‘substitute’ as persons engaged in the railway establishments on a regular scale of pay and allowances applicable to posts against which they are employed. It also clarifies that the conferment of temporary status on a ‘substitute’ on completion of six months continuous service would not entitle him to automatic absorption/appointment to the service unless the person is selected in the approved manner for appointment to the regular post.

“It is clear that mere completion of six months continuous service by a ‘substitute’ would not automatically have the effect of absorption/appointment to railway service unless the procedure prescribed for absorption/appointment has been followed,” the court held.

Source: http://timesofindia.indiatimes.com

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Annual Increment for Central Government Employees – Comparison table between 5th & 6th CPC

Annual Increment for Central Government Employees – Comparison table between 5th & 6th CPC

An overview about Central Government Employees’ Increment

‘Increment’ is definitely one of the most popular words in the Central Government employee’s dictionary. It is a known fact that each year, without fail, increment brings considerable raise in salary for Central Govt employees.

Until about the 5th CPC, there was no major change in the increment system. But, the 6th CPC brought in landmark reforms in the increment system.
Until then, increments were given in the form of a consolidated amount. The 6th CPC recommended that it be calculated on percentage basis. The Central Government ordered that it be calculated at 3% of the employee’s basic pay with effect from 1.1.2006.The CG employees didn’t realize how useful this was going to be. They thought it wouldn’t amount for much. It was Rs.75 for Rs. 3050 and revised to Rs. 210 for Rs.7000 with simple calculation.
But that was not the end of the story. It was only after a number of years that they realized the true impact of this reform. Let us explain the benefits with an example:
Let us consider the examples of A, and B, two employees who had joined the Central Government services: In five years of getting recruited, B gets a promotion. A gets a promotion three years after B.


On the basis of the 6th CPC :

6th CPC
A’ Employee B’ Employee
1.9.2008 1900 5830 7730 1.9.2008 1900 5830 7730
1.7.2009 1900 6070 7970 1.7.2009 1900 6070 7970
1.7.2010 1900 6310 8210 1.7.2010 1900 6310 8210
1.7.2011 1900 6560 8460 1.7.2011 1900 6560 8460
1.7.2012 1900 6820 8720 1.7.2012 1900 6820 8720
1.7.2013 1900 7090 8990 1.7.2013 2400 7090 9490
1.7.2014 1900 7360 9260 1.7.2013 2400 7380 9780
1.7.2015 1900 7640 9540 1.7.2014 2400 7680 10080
1.7.2016 2400 7930 10330 1.7.2015 2400 7990 10390
1.7.2016 2400 8240 10640 1.7.2016 2400 8310 10710

On the basis of the 5th CPC :

5th CPC
‘B’ Employee ‘A’ Employee
1.2.2000 3050 1.2.2000 3050
1.2.2001 3125 75 1.2.2001 3125 75
1.2.2002 3200 75 1.2.2002 3200 75
1.2.2003 3275 75 1.2.2003 3275 75
1.2.2004 3350 75 1.2.2004 3350 75
1.2.2005 4000 100 1.2.2005 3425 75
1.2.2006 4100 100 1.2.2006 3500 75
1.2.2007 4200 100 1.2.2007 3575 75
1.2.2008 4300 100 1.2.2008 4000 100

Can you understand the difference now?

In 6th CPC the difference between ‘A’ and ‘B’ will be Rs.70 only, whereas in 5th CPC it will be Rs.300.

The Junior doesn’t have to worry that the senior has a tremendous advantage over him. In the past, the Junior wouldn’t be able to attain the Senior’s basic pay until retirement.

 

Source: 90paisa.blogspot.in

[http://90paisa.blogspot.in/2014/04/annual-increment-for-central-govt.html]

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Bharat Pensioners Samaj reply to 7th CPC questionnaire-Revised draft

Bharat Pensioners Samaj reply to 7th CPC questionnaire-Revised draft

Ms Meena Agarwal
Secretary  GOI Seventh Central Pay Commission
Post Box No 4599 Hause Khas
P.O. New Delhi -110016
e.mail: secy-7cpc@nic.in
Madam,
Subject: 7th CPC Questionnaire
Reference: D.O. No 7cpc/15/questionnaire dated 9th April 2014
Bharat Pensioners Samaj’. One of the identified Pensioners’ Federation by GOI  M/O Personnel,  PG & Pensions-DOP& PW and a stake holder. In its capacity as one of the oldest & largest Pensioners Organization with over 500 Affiliated Associations, submits hereunder its reply to the questionnaire issued vide your D.O. No 7cpc/15/questionnaire   dated 9th April 2014.
As Pension is not independent of Salary. Salary structure also, is a matter of concern to pensioners. However, Bharat Pensioners Samaj limits its answers to Question Nos 1.1,1.2 , 10.1 &  10.1.2 under the heads ‘Salary’ & ‘Pension’ .
Q.1.1  The consideration on which the minimum and maximum salary in case of the lowest group c’ functionary and the maximum salary in case of a secretary level officer may be determined and what should be the ratio between the two.
Ans. Socialistic structure of the country , constitutional provisions for equality & reduction of vast  inequality in income & wealth between highest and lowest paid should be the main  considerationfor fixing maximum & minimum Salary.
The Ratio between maximum & minimum of Salary be brought down to  1: 9. Ensuring uniformly equal % rise in Salary of all employees by adopting a common multiplication factor.
4th CPC had determined the ratio between minimum & maximum of salary to be 10.7(Chapter 41 & 43). In accordance with  the basic fiber of a socialistic State this ratio should have gone reducing Pay Commission after Pay Commission. Even in capitalist countries like America & Britain this ratio is 1: 3.3 &1:5 respectively?  In  countries with weaker economy like Philippines this is 1: 9.5. VI CPC adopted conversion factor of  1.86 to arrive at the minimum of lowest pay Band, where as it adopted a factor of  3.37 for arriving at the highest scale. This shredded the very basic fiber of the Constitution of Indian Socialistic State by raising  the  ratio  between minimum & maximum of Salary to 1: 12.85. This negative and socially regressive effect of the 6th Central Pay Commission has had the effect of worsening wealth and income inequality not only between pre-and post-2006 retirees, but even within pre-2006 retirees wherein higher-ups got full parity in Pension(Through modified parity) .Adoption of  a ratio of 1:9 between minimum & maximum paid will therefore rectify to some extent the injustice done so far .
Defence Employee:
As far as Armed forces are concerned they do the supreme sacrifice for the country & must be the highest paid .For them the ratio between lowest & highest paid must not be more than 1:5.
Q.1.2  What should be the consideration for determining salary for various levels of functions between the highest level and the lowest level functionaries?
Ans. Equal  % rise in Salary of all employees should be the main consideration .Revise the highest existing Salary first. Divide the revised maximum Salary by 9 to arrive at the revised minimum Salary. Divide the revised minimum salary by existing salary. The factor so arrived may be adopted as common multiplication factor.
Q. No 10.1 New pension Scheme i.e The retirement benefits of all Central Government employees appointed on or after 1.1.2004 are covered by the New Pension Scheme (NPS). 
What has been the experience of the NPS in the last decade?

Ans. Withdraw New Pension Scheme: for following reasons:
(i) Pension of Govt. employees is a deferred wage. Since wage paid out to them
during the course of work tenure is kept low by design, to cater for pension.
(ii) He/She forgoes with interest 8.33% of govt. matching contribution to PF.
(iii) Pension is a social security measure & cannot be subjected in any way to Market risks
(iv) It does not guarantee minimum return & thus lacks the basic fiber of Social Security Scheme (iv). It is in no way better than the existing Pension  Scheme .
(v)It does not provide guaranteed Family Pension to dependents & disabled siblings which exist in present scheme, even in case of spouse & dependent parents where death of the employee occur in early years of service there is no adequate social security.
Q. 10.1.2  i.e.  As for as pre 2004 appointees are concerned, what should be the principles that govern the structure of pension and retirement benefits?
Ans.  1.Keeping in view the Socialistic structure of the country , constitutional provisions & to reduce vast inequality between have & have lots, it is proposed:  The Ratio between maximum & minimum of Pension be brought down to  9:1. Ensuring uniformly equal rise in Pension of all pensioners, irrespective of pre- retiral status. By adopting common multiplication factor for revision of Pension, raising the ratio between minimum & maximum pension to 1:12.85 by 6thCPC  , instead of reducing it,  was  unconstitutional.
7th pay commission is requested to  first workout the top most revised pension, divide it by 9 to arrive at the minimum revised pension & then derive a uniform multiplication factor  by dividing minimum  revised Pension by minimum pre-revised Pension, with the condition that Pension shall not in any case be less than 65% & family Pension 45% of the last Pay  in Pay Band i.e. Pay in Pay Band+ GP  /Pay scale or of average of last 10 months emoluments (Whichever is more beneficial) as was worked out & recommended by TECS (Tata Economic Consultancy Services)  consultant to Vth CPC (Para 127.9 Vol III 5th CPC report)
2.One Rank one pension i.e full parity: ‘Justice must be equal for all’.
Otherwise, it breeds contempt, discontentment, inefficiency, corruption & finally the insurgency. We have seen it happening in Tribal areas of N.E, Chhatishgarh, Jharkand, Orisa, MP etc.
Vast inequality of income and wealth between lowest & the highest paid, violation of Article 14 has already induced contempt, discontent, inefficiency & corruption, in Civil services.
Govt. granted One Rank One Pension (OROP) to Armed forces, Judges granted it to themselves. Even a period of private practice of lawyer judges, to be counted towards qualifying service. Higher Bureaucracy got it through modified parity.   All other Central Govt. employees & Pensioners are definitely not the 2nd grade citizens!  One Rank one Pension to all retirees is now a constitutional requirement to ensure equality.
3.Defence Pensioners: 
As far as defence pensioners are concerned they do the supreme sacrifice for the country .For them the ratio between highest & lowest paid must not be more than 1:5 and instead of being thrown out at an early age they must be transferred to paramilitary/police force after active tenure in armed forces. Otherwise, if these retired army personnel trained in all sort of weaponry are left uncared, they may fall prey to undesirable anti National outfits. In their case it is also essential that retirees from uniformed cadre & civilian defence Pensioners are treated at Par for all purpose.
4.Dearness relief : 
100% neutralization with automatic merger with Pension whenever it goes to 50%  :The Pension of Central Government Pensioners undergo revision only once in 10 years during which period the pension structure gets seriously dis-aligned; 50% increase in price takes place even in less than 5 years. This results in considerable erosion of the financial position of the pensioner. DR does not adequately take care of inflation at this level. Working employees are getting automatic relief by way of 25% increase in their allowances with every 50% rise in Dearness Allowance. As pensioners do not get any allowances, they feel discriminated against. In order to strike a balance, DR may be automatically merged with Pension whenever it goes to 50% .
5.Additional old age Pension : 
5% upward enhancement in pension be granted every five years’  after the age of 60 years & upto 80 years & thereafter as per existing dispensation.       As in the present scenario of climatic changes, incidence of pesticides and rising pollution, old age disabilities/diseases set in by the time an employee retires and go on manifesting very fast, needing additional finances to take care of these disabilities and diseases, especially as the cost of health care has gone very high.
6.Pension to be net of Income Tax :
The purchase value of pension gets reduced day by day due to continuously high inflation and steep rise in cost of food items and medical facilities. Retired persons/Senior citizens do not enjoy fully public goods and services provided by Government for citizens due to lack of mobility and many other factors. Their ability to pay tax gets reduced from year to year after retirement due to ever-increasing expenditure on food, medicines and other incidentals. Their net worth at year end gets reduced considerably as compared to the beginning of the year. Inflation, for a pensioner is much more than any tax. It erodes the major part of the already inadequate pension. To enable pensioners, at the far end of their lives, to live in minimum comfort and to cater for ever rising cost of living, they may be spared from paying Income Tax.
7. Restoration of commuted value of Pension in 12 years: 
Commutation value in respect of employee superannuating at the age of 60 years between 1.1.1996 and 31.12.2005 and commuting a portion of pension within a period of one year would be equal to 9.81 years Purchase. After adding thereto a further period of two years for recovery of interest, in terms of observation of Supreme Court in their judgment in writ petitions No 395-61 of 1983 decided in December 1986, it would be reasonable to restore commuted portion of pension in 12 years instead of present 15 years. In case of persons superannuating at the age of 60 years after 31.12.2005 and seeking commutation within a year, numbers of purchase years have been further reduced to 8.194. Also, the mortality rate of 60 plus Indians has considerably reduced ever since Supreme Court judgment in 1986; the life expectancy stands at 76 years now. Therefore, restoration of commuted value of Pension after 12 years is fully justified.
8. The 6th Central Pay Commission’s improved/new benefits, like full pension for 20 years of service/10yrs service etc  have been limited only to post-1.1.2006 retirees.  This is in violation of the letter and spirit of Hon’ble Apex Court judgment in Nakara Case.
We appeal to the 7th CPC to extend the above benefits to all pre-1.1.2006 retirees with monetary benefit from 1.1.2006 to do them equal justice. And that new/improved benefits which 7th CPC may recommend, too be made equally applicable to present & past pensioners
9.Medical facilities: 
“Health is not a luxury” and “not be the sole possession of a privileged few”. It is a Fundamental Right of all present & past Employees!
To ensure hassle free health care facility to Pensioners/family pensioners, Smart Cards be issued irrespective of departments to all Pensioners and their Dependents for cashless medical facilities across the country.
These smart cards should be valid in
  • all Govt. hospitals
  • all NABH accredited Multi Super Specialty hospitals across the country which have been         allotted land at concessional rate or given any aid or concession by the Central or the State govt.
  • all CGHS, RELHS & ECHS empanelled hospitals across the country.
  • Medical attendants. For reimbursement of bills for treatment & for hospitalization . No referral should be insisted in case of medical emergencies. For the purpose of reference for hospitalization & reimbursement of expenditure thereon in other than emergency cases Doctors/Medical officers working in different Central/State Govt. department dispensaries/health units should be recognized as Authorized medical attendant.

 

The enjoyment of the highest attainable standard of health is recognized as a fundamental right of all workers in terms of Article 21 read with Article 39(c), 41, 43, 48A and all related Articles as pronounced by the Supreme Court in Consumer Education and Research Centre & Others vs Union of India (AIR 1995 Supreme Court 922) The Supreme court has held that the right to health to a worker is an integral facet of meaningful right to life to have not only a meaningful existence but also robust health and vigour. Therefore, the right to health, medical aid to protect the health and vigour of a worker while in service or post retirement is a fundamental right-to make life of a worker meaningful and purposeful with dignity of person. Thus health care is not only a welfare measure but is a Fundamental Right.

We suggest that, all the pensioners, irrespective of pre-retiral class and status, be treated as same category of citizens and the same homogenous group. There should be no class or category based discrimination and all must be provided Health care services at par .
10. Hospital Regulatory Authority:
To ensure that the hospitals do not avoid providing reasonable care to smart card holders and other poor citizens, a Hospital Regulatory Authority should be created to bring all NABH-accredited hospitals and NABL-accredited diagnostic Labs under its constant monitoring of quality, rates for different procedures & timely bill payments by Govt. agencies and Insurance companies. CGHS rates may be revised keeping in mind the workability as per market conditions.
11.Fixed Medical allowance (FMA): 
As is recorded in Para 5 of the minutes of Committee of Secretaries (COS) held on 15.04.2010 (Reference Cabinet Secretariat, Rashtrapati Bhavan No 502/2/3/2010-C.A.V Doc No. CD (C.A.V) 42/2010 Minutes of COS meeting dated 15.4.2010) which discussed enhancement of FMA. “CGHS card estimates for serving Personnel: Since estimates are not available separately for pensioners M/O Health & Family Welfare had assessed the total cost per card p.a. in 2007-2008 = Rs 16435 i.e. Rs.1369 per month for OPD”. Adding to it inflation, the figure today is well over Rs 2000/- PM. Ministry of Labour & Employment, Govt. of India vide its letter no. G-25012/2/2011-SSI dated 07.06.2013 has already enhanced FMA to Rs 2000/- PM for EPFO beneficiaries. Thus, to help elderly pensioners to look after their health, Adequate raise in FMA will encourage a good number of pensioners to opt out of OPD facility which will reduce overcrowding in hospitals. OPD through Insurance will cost much more to the Govt. As such the proposal for raising Fixed Medical allowance to Pensioners is fully justified and is financially viable.
We suggest that FMA for all C.G. Pensioners be raised to at least Rs 2000/- PM without any distance restriction linking it to Dearness Relief for automatic further increase. We further suggest that FMA be exempted from INCOME TAX.
Fixed Medical Allowance (FMA) is a compensatory allowance to reimburse the medical expenses. As Medical Reimbursement is not taxable, FMA should also be exempted from Income Tax.
12.Grievance redressal Mechanism:
Pensioners/Family Pensioners are exploited, harassed and humiliated by their own counterparts in chair, who at the sight of an old person adopt a wooden face and indifferent attitude. Pensioners do not have representation even in Forums & Committees wherein pension policies and connected matters are discussed. The forum of Pension Adalat too is not of much avail as it meets only once a year which is too long a period for an elderly nearer to his end. Moreover, these Adalats deal with settlement claims only. SCOVA too meets only twice a year for about 3 hours at each occasion. Moreover, the scope of SCOVA is limited to feedback on Government policies. DOP&PW is perceived as a toothless authority which lacks direct Service Delivery Capability. It has been striving over the years to redress the Pensioners’ grievances through the ‘Sevottam’ model of the Department of Administrative Reforms & Public grievances; in the absence of strict timeline with punitive clause it is, however, proving to be a failure. Grievances are either not resolved for years or closed arbitrarily without resolving correctly.
We therefore, appeal that for resolving Pensioners complaints ,

(i) A strict time line with punitive clause be introduced in “Sevottam model”
(ii) Grievances are not allowed to be closed without resolving.
(iii) SCOVA be upgraded to JCM level covering all Pensioners by introducing suitable legislative amendment if required.

13. Representations in various committees : As recommended vide Vth CPC report Vol III para 141.30 Pensioners’ representatives should be included in various committees & other Fora of Govt where issues relating to the welfare of pensioners are likely to be discussed &debated :
Discussing, debating and deciding the matters / Policies relating to Pensioners, with representatives other than those of pensioners, is unfair & against the Rules of ‘Natural Justice’. At present various Committees like National Anomaly Committee (NAC) and JCM (on Pensioner matters), are there, wherein matters / policies relating to pensioners’ welfare are discussed and decided, but they do not have pensioners’ representatives with the result their viewpoints, hardships & anomalies are not properly represented. As pensioners are a homogenous class, there is an urgent need to constitute separate Committees for pensioners wherein matters / policies / anomalies relating to pensioners of all Groups, categories &departments may be discussed.
14. Govt. should not indirectly pressurize courts by appealing again & again to get judgments reversed in its  favor & must implement all court  judgments  in  case of all similarly placed persons.
V CPC recommended in para 126.5 that any Court Judgment involving  a common policy matter of pay/pension to a group of employees/pensioners, should be extended automatically to similarly placed employees/pensioners without driving every affected individual to the Courts of law. This recommendation is never followed by GOI, with the result Pensioners in the evening of their life, are forced to approach the legal forums, seeking  the same relief. This in turn, bulges court dockets. VII CPC to look into this matter once again and to issue suitable guidelines as deem fit and necessary.
With regards
Truly Yours,

ER.S.C.Maheshwari
 Secy.Genl. Bharat Pensioners Samaj
Source: www.scm-bps.blogspot.in
[http://scm-bps.blogspot.in/2014/04/bharat-pensioners-samaj-draft-reply-to.html]

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Date of Effect of 7th Central Pay Commission – Minister replied in Parliament

Date of Effect of 7th Central Pay Commission – Minister replied in Parliament

In Parliament the Minister of Finance Shri.Chidambaram informed in a written reply to a question on 2nd Febrauary 2014 that the date of effect of the recommendations of the 7th Central Pay Commission will be decided once the Report is submitted.
And he also said, the composition of the 7th Central Pay Commission is broadly in line with the composition of the previous Central Pay Commissions.

The scope of the task before the Central Pay Commission is framed in such a fashion as to enable the Commission to examine holistically all aspects of emoluments structure of various categories of Central Government employees, including personnel of Defence Forces, having regard, inter-alia, to the issues specific to them and make recommendations thereon.

http://90paisa.blogspot.in/2014/04/date-of-effect-of-7th-cpc-minister.html

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PFRDA Circular – Registration of Government employees aged 60 years and above under National Pension System (NPS)

PFRDA Circular – Registration of Government employees aged 60 years and above under National Pension System (NPS)

CIRCULAR

PENSION FUND REGULATORY AND DEVELOPMENT AUTHORITY

22 April, 2014

PFRDA/2014/3/PDEX/12
Subject: Registration of Government employees aged 60 years and above under National Pension System (NPS)

The Authority has been receiving several requests from various governments (central & state) to approve the registration of subscribers under National Pension System (NPS) who are aged 60 years and above and which are being approved on case by case basis by PFRDA at present.

Keeping in view of the difficulties being faced by subscribers, now the Authority has decided to enroll all eligible Government employees (central & state) who are on the rolls of the government in to NPS, irrespective of the age at the time of entry, subject to the condition that the total period of contribution to NPS account shall not be more than 42 years. The NPS applications of such subscribers need to be submitted through the appropriate nodal officer of the Govt/ Deptt, in line with the procedure adopted for NPS registration for Government employees aged below 60 years. Also, the responsibility for ensuring that the employee is eligible for being covered under NPS and that the NPS contribution is not paid beyond 42 years during the entire service period for such an employee, lies with the department submitting the subscriber registration form.

This is for the information of all concerned.

Sd/-
Venkateswarlu Peri
General Manager

Source : www.pfrda.org.in
[http://www.pfrda.org.in/writereaddata/linkimages/Registration%20of%20Govt%20employees%20aged%2060%20years%20and%20above763537413.pdf]

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Railway Minister has written a do letter to Finance Minister for abolishing New Pension System – AIRF & NFIR

Railway Minister has written a do letter to Finance Minister for abolishing New Pension System – AIRF & NFIR
HON’BLE MINISTER FOR RAILWAYS SH. MALIKARJUN KHARGE HAS WRITTEN A DO LETTER TO MINISTER FOR FINANCE FOR ABOLISHING NEW PENSION SYSTEM (NPS) FROM INDIAN RAILWAYS.

MINISTER FOR RAILWAYS
GOVERNMENT OF INDIA
NEW DELHI

No. 2012/F(E)III/1/4-Part

29 MAR 2014

Dear Shri P. Chidambaram ji,
Through this letter, I wish to draw your attention to a long standing demand raised by both Staff Federations of Railways on National Pension Scheme (NPS) for employees of Indian Railways. The Federations have been expressing resentment over operation in the Railways of the National Pension Scheme, which is perceived as a lower social security cover for Railway employees. Their contention is that there are enough grounds for Railway employees to be treated differently from other civil employees of the Government, and that Indian Railways should operate the traditional defined benefit pension scheme available to pre-01-01-2004 appointees.

You will recall that a few organizations/categories of Government employees were specifically exempted from the purview of NPS on consideration of special, riskier and more onerous nature of duties. The Federations have been drawing parallel with of nature of duties performed by most categories of Railway employees with those in the Armed Forces. They contend that during British period, Railways was conceived and operated as an auxiliary wing of the Army. It was also realized that by virtue of its complex nature, Railways required a high level of discipline and efficiency to be able to perform its role as the prime transport mode. Railways is an operational organization required to be run round the clock through the year. Railway employees have to work in inhospitable conditions, braving extreme weather, unfriendly law and order scenario, and inherent risks associated with the Railway operations itself. As in the Armed Forces, many have to stay away from their families for long periods while performing duties in areas where adequate facilities are lacking.

I feel that there is considerable merit in the contention of the Staff Federations. Besides the critical and complex nature of duties of Railway employees, the hazards involved are also high. Despite best efforts for enhanced safety measures, a large number of Railway employees lose their lives or meet with serious injuries in the course of performance of their duties each year.

During the period 2007-08 to October 2011, the number of Railway employees killed during the course of their duty has been more than number of passengers/other members of public killed in Rail related accidents including accidents at unmanned level crossings. While the nature of duties of Railway employees is inherently high risk during peace time, they also perform functions of critical importance during war time and times of natural calamities, in moving men and materials across the country to maintain supply of essential commodities and safeguard integrity of the nation.

In my view, there are adequate grounds for the Government to consider exemption for Railway employees from the purview of NPS. The Implications of this would be that Government expenditure would reduce over the next few years through discontinuance of Government Contribution under the NPS, but the long term liabilities would increase, as financial commitments in the defined benefit pension scheme would be higher. Since Railways are required to meet the pensionary outgo from their internal resources, switchover to defined benefit pension scheme would call for a more systematic provisioning under the Pension Fund through appropriate revenue generating measures. With Rail Tariff Authority on the horizon, I believe that this would be possible.

In the light of the above, I suggest that our request for exemption from operation of the NPS be considered sympathetically and necessary approvals communicated.

A copy of each demands raised by the two Federations is enclosed.

With regards,

Yours sincerely,
sd/-
(Mallikarjun Kharge)

Shri P.Chidambaram,
Finance Minister,
Government of India,
North Block,
New Delhi-110001.

Source: AIRF & NFIR

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Categories: Railways   Tags: , , , , , , , , ,

Finmin Orders on DA applicable to employees drawing their pay in the pre-revised scale as per 5th CPC

Finmin Orders on DA applicable to employees drawing their pay in the pre-revised scale as per 5th CPC

Finmin Orders on  Rates of Dearness Allowance applicable w.e.f. 1.1.2014 to employees of Central Government and Central Autonomous Bodies continuing to draw their pay in the pre-revised scale as per 5th Central Pay Commission.

No.1(3)/2008-E.II(B)
Government of India
Ministry of Finance
Department of Expenditure

North Block, New Delhi
Dated: 22nd April, 2014.

OFFICE MEMORANDUM

Subject: Rates of Dearness Allowance applicable w.e.f. 1.1.2014 to employees of Central Government and Central Autonomous Bodies continuing to draw their pay In the pre-revised scale as per 5th Central Pay Commission.

The undersigned is directed to refer to this Department’s O.M. of even No. dated 7th October, 2013 revising the rates of Dearness Allowance in respect of employees of Central Government and Central Autonomous Bodies who continue to draw their pay and allowances in the pre-revised scales of pay as per 5th Central Pay Commission.

2. The rates of Dearness Allowance admissible to the above categories of employees of Central Government and Central Autonomous bodies shall be enhanced from the existing rate of 183% to 200% w.e.f. 1.1.2014. All other conditions as laid down in the O.M. of even number dated 3rd October, 2008 will continue to apply.

3. The contents of this Office Memorandum may also be brought to the notice of the organizations under the administrative control of the Ministries/Departments which have adopted the Central Government scales of pay.

sd/-
(Subhash Chand)
Deputy Secretary to the Government of India

Source: www.finmin.nic.in
[http://finmin.nic.in/the_ministry/dept_expenditure/notification/da/da_order_cab01012014.pdf]

 

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Income Tax exemption limit should be raised to Rs 5 Lakh: Arun Jaitley

 Income Tax exemption limit should be raised to Rs 5 Lakh: Arun Jaitley

 

Arun Jaitley, one of BJP’s prominent leaders says that raising income tax slab to Rs 5 lakh will benefit more than thirty million people in the country. He also added that direct tax should be reduced, If the Income Tax limit is raised from Rs. 2 lakh to Rs. 5 lakh, 3 crore people will save Rs. 24 crore which will lead to a small impact of 1 to 1.5 per cent of the National Tax Fund.

All 100% of the Government employees pay taxes without fail, all the time. There is no doubt about it.

Each year, with Government employees losing about a month’s pay as taxes, the suggestion to raise tax slab to Rs. 5 lakh is a welcome move. But, since such ideas are being aired only around election time, they lose credibility.

It has almost become a routine for the Government employees to eagerly hope for a tax slab raise during each annual budget presentation, and be disappointed. There haven’t been any alternative savings options to avoid income tax this time also.

Those who had got employed after 2004 have no options to save and are paying income tax even for comparatively lower incomes.

Will this situation continue?
Only the new Government at the Centre will have the answer to this question.

Source: 90paisa.blogspot.in
[http://90paisa.blogspot.in/2014/04/income-tax-exemption-limit-should-be.html]

 

Be the first to comment - What do you think?  Posted by admin - April 23, 2014 at 4:42 pm

Categories: General news, Income Tax   Tags: , , , , ,

Dopt Orders on Computation of reservation – Implementation of the judgment of Hon’ble Supreme court in the matter of Union of India & Anr. Vs. National Federation of Blind & Ors.

Dopt Orders on Computation of reservation – Implementation of the judgment of Hon’ble Supreme court in the matter of Union of India & Anr. Vs. National Federation of Blind & Ors.

Immediate
Court Matter
No.36012/24/2009-Estt.(Res.)
Government of India
Ministry of Personnel, Pubic Grievances and Pensions
Department of Personnel and Training

 

North Block, New Delhi
Dated the 17th April, 2014

 OFFICE MEMORANDUM

Sub: Computation of reservation — Implementation of the judgment of Hon’ble Supreme court in the matter of Union of India & Anr. Vs. National Federation of Blind & Ors.

The undersigned is directed to refer to this Department’s OM. of even no. dated 20.03.2014 regarding judgment of the Hon’ble Supreme Court pronounced on 08.10.2013 in the matter of Civil Appeal No.9096 of 2013 (arising out of SLP(civil) No.7541 of 2009 titled Union of India & Anr. Vs. National Federation of Blind & Ors. and this Department’s O.M. of even no. dated 03.12.2013.

2. The Ministries/Departments/Organisations of the Government of India were requested to furnish data on vacancies available and posts identified for persons with disabilities in all the cadres under their control, including attached offices, subordinate offices, public sector undertakings/Government companies, cantonment board and the services under their administrative control so that consolidated Status Report could be filed before the Hon’ble High Court of Delhi before the next date of hearing on 28.04.2014.

3. The Ministries/Departments who have already furnished requisite information may furnish data in regard to the Services, if any, which are being administered by them.

sd/-
(Debabrata Das)
Under Secretary to the Govt. of India

Source: www.persmin.gov.in
[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02adm/36012_24_2009-Estt-Res.pdf]

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Categories: Reservation   Tags: , , , , , , ,

Extension of retention of General Pool Residential Accommodation (GPRA) to the officers and staff of CPWD

Extension of retention of General Pool Residential Accommodation (GPRA) to the officers and staff of CPWD on posting to Border works projects in Rajasthan, Punjab, Gujarat and J&K at Indo-Pakistan Border and in Uttarakhand at Indo-China Border for the period upto 31.3.2015.

No.12035/13/92-Pol.II
Government of India
Ministry of Urban Development
Directorate of Estates

Nirman Bhavan
New Delhi – 110 108.

Dated the 16th April, 2014

 

OFFICE MEMORANDUM

Subject: Extension of retention of General Pool Residential Accommodation (GPRA) to the officers and staff of CPWD on posting to Border works projects in Rajasthan, Punjab, Gujarat and J&K at Indo-Pakistan Border and in Uttarakhand at Indo-China Border for the period upto 31.3.2015.

In continuation of this Directorate’s Office Memorandums of even number dated 13.4.2011 and 13.7.2011, the undersigned is directed to say that it has been decided to extend the concession of retention of General Pool Residential Accommodation (GPRA) at the last place of posting to the officers and staff of CPWD posted to Border fencing, flood lighting, road works, projects etc. in Rajasthan, Punjab, Gujarat and J&K at Indo-Pakistan Border and in Uttarakhand at Indo-China Border for the period upto 31.3.2015 subject to the following conditions:

(i) The allottees, who are in possession of entitled type of accommodation, shall be eligible for retention on payment of double the normal licence fee or opt for allotment of accommodation one type below their entitlement on payment of one and half times of the normal licence fee. The allottees, who are already in possession of accommodation one type below their entitlement, shall be eligible to retain the same accommodation on payment of one and half times of the normal licence fee. Such retention shall be admissible beyond the period of retention permissible under SR-317-B-11.

(ii) The entitlement of such allottees will be determined as per Grade Pay drawn as on the crucial date on which he/she has been posted to the aforesaid area.

 

2. The above concession has been extended keeping in view the fact that these projects are time bound and of national importance being carried cut in difficult and risky areas.

3. This issues with the approval of Hon’ble UDM,

 

sd/-
(S.K JAIN)
Deputy Director of Estates(Policy)

Source: www.estates.nic.in
[http://estates.nic.in/WriteReadData/dlcirculars/Circulars20323.pdf]

Be the first to comment - What do you think?  Posted by admin - April 22, 2014 at 9:11 am

Categories: Directorate of Estates, Holidays   Tags: , , , , ,

Grant of Non-Functional Scale to Section Officers of CSS — Clarification on fixation of pay

 Grant of Non-Functional Scale to Section Officers of CSS — Clarification on fixation of pay

 F. No.5/4/2005-CS-I (S)
Government of India
Ministry of Personnel, PG & Pensions
Department of Personnel & Training

2nd Floor, Lok Nayak Bhawan, Khan Market
New Delhi, the 21st April, 2014

OFFICE MEMORANDUM

Subject: Grant of Non-Functional Scale to Section Officers of CSS — Clarification on fixation of pay – regarding,

The undersigned is directed to refer to this Department’s OM of even number dated 01.04.2014 on the subject mentioned above and to say that the clarification issued therein was about the manner of fixation of pay of Section Officers of CSS upon granting NFS only.

2. It is emphasized that as per the prevailing instructions, only ‘regular’ Section Officers of CSS with four years approved service would be considered for grant of NFS subject to DPCNigilance Clearance.

3. The situations and manner under which NFS may be granted are explained in the following illustrations:

Illustration 1:

The case when the person was holding the post of Section Officer on ad-hoc basis as on the 1st July of the year in which NFS become due
SL Year of SO (SQ/LDCE) — 2009
Date of regular promotion — 01.10.2013
Date of grant of NFS with — 01.07.2013
actual benefits
Illustration 2:
The case when the person was holding the post of Assistant/PA/PS as on 1st July of the year in which NFS become due
SL Year of SO (SQ/LDCE) — 2009
Date of regular promotion — 01.10.2013
Date of grant of NFS
(i) on notional basis – 01.07.2013
(ii) with actual benefits – 01.10.2013

 sd/-
(G.C. Rout)
Under Secretary to the Govt. of India

Source: www.persmin.nic.in
[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02csd/NFS_Clari_210414.pdf]

Be the first to comment - What do you think?  Posted by admin - April 21, 2014 at 6:35 pm

Categories: CSS, DOPT Orders, Promotion   Tags: , , , , , , , , ,

Payment of Conveyance Allowance to Deaf and Dumb employees in Public Sector Bank, Insurance Companies, Financial Institutions & RBI

 Payment of Conveyance Allowance to Deaf and Dumb employees in Public Sector Bank, Insurance Companies, Financial Institutions & RBI

 File No. 3/5/2007-SCT(B)
Government of India
Ministry of Finance
Department of Financial Services
(Welfare)

New Delhi, dated 11th April, 2014.

To
1. The Chief Executives of all Public Sector Banks,
Public Sector Insurance Companies, Financial Institutions
2. Executive Director, Reserve Bank of India, Mumbai.

Subject: Payment of Conveyance Allowance to Deaf and Dumb employees at par with Blind and Orthopeadically Handicapped employees.

Sir,
I am directed to refer to the subject cited above and to say that as per this Department’s letter of even number dated 18.2.2009, Conveyance Allowance is payable to Blind and Orthopeadically handicapped employees n Public Sector Banks, Public Sector Insurance Companies, Financial Institutions and Reserve Bank of India, as per prescribed rates.

2. Department of Expenditure in the Ministry of Finance vide its Office Memorandum No. 21(2)/2011-Estt..II(B) dated 19th February, 2014(copy enclosed), has informed that in compliance with order dated 12th December, 2013 of the Hon’ble Supreme Court of India in WP(Civil) No. 107 of 2011, titled Deaf Employees Welfare Association and Anothers Vs Union of India and Others, it has been decided to extend the benefit of Transport Allowance, as admissible to Blind and Orthopeadically Handicapped employees in terms of their OM No. 21(2)/2008-E.II(B) dated 29th August, 2008(copy enclosed), to deaf and dumb employees of the Central Government with immediate effect.

3. The matter was examined in this Department and it has been decided to extend these benefits to deaf and dumb employees of Public Sector Banks, Public Sector Insurance Companies, Financial Institutions and Reserve Bank of India etc. subject to the condition that the recommendation of the Head of ENT Department of a Govt. Civil Hospital is received by the Head of Human Resources Department of the respective financial institution and fulfillment of other conditions mentioned in MoF, Deptt. of Expenditure OM No. 19029/1/78-E.IV(B) dated 31st August, 1978 (copy enclosed) read with OM dated 29.8.2008.

4. It is requested that a Board Note for paying Conveyance Allowance as prescribed in the letter referred above to Deaf and Dumb employees, at par with Blind and Orthopeadically handicapped employees in your organization, be placed before your Board of Directors for implementation, with immediate effect.

Yours faithfully,
sd/-
(J.S. Phaugat)
Under Secretary(Welfare)

Source: http://financialservices.gov.in/ncapp/Circulars.aspx?ct=B

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Categories: Employees News, Reservation   Tags: , , , , , ,

7th Pay Commission is seeking for suggestions on various issues

7th Pay Commission is seeking for suggestions on various issues

The 7th Pay Commission compiled a list of questions and sent it along with a circular to all the Ministries/Departments of Indian Government, inviting their suggestions. It has come to our knowledge that the circular was also sent to all the Central Government employee federations. This could be treated as a irrefutable proof of the fact that the 7th Pay Commission has already started its work!

Although this is part of the usual procedure, it is a well known fact that Central Government employees treat certain questions as an indication of the mindset of the 7th Pay Commission.

Let’s see the questions…

What kind of impact did the 6th Pay Commission’s reforms on the Pay Scale structure have, when they were implemented? Do you think such changes were required? The Pay Commission has included questions about the results and procedures of reducing Pay Scale and Pay Bands.

Has Grade Pay Concept been effective? If no, the Commission wants to know what could be done to get the desired results.

The questions regarding increments have triggered curiosity and interest. Has the purpose behind making July 1 the date of implementing the annual increment, served its purpose? Or, are there any changes required in it?

With annual increment fixed at 3%, what, according to you, would be a reasonable and acceptable level?

What are the pros and cons of the MACP Scheme?

House Rent Allowance is currently being given according to three categories, based on the population of the city. What criteria should be taken into account for the calculation of House Rent Allowance? This particular question assumes great significance.

Questions have been raised about the ratio of the salary of the lowest level employee and the top management. While debates on this issue have been on for a while now, it is worth pointing out that the question has also appeared on the 7th Pay Commission’s list.

The list also has questions and a number of sub-questions about raising Government salaries to match the payments given in private sectors.

Questions have been asked about the possibility of incorporating attributes like talent and performance in job evaluation.

The sub-list also has questions regarding bonus, variable increments, performance-based schemes, State Government employees’ pay scales, and pensions.

One thing is for sure – the circular and its questions have become the hottest topic of discussion and countless debates among government employees right now.

CLICK TO VIEW THE ‘7TH PAY COMMISSION QUESTIONNAIRE’

Source: 90paisa.blogspot.in
[http://90paisa.blogspot.in/2014/04/7th-pay-commission-is-seeking-for.html]

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Categories: 7CPC, Employees News, Latest News   Tags: , , , , , ,

Comparison of 7th and 6th Pay Commission Questionnaire.

Comparison of 7th and 6th Pay Commission Questionnaire…

SIXTH CENTRAL PAY COMMISSION
Questionnaire

1. Comparison with public/private sectors

1.1 Should there be any comparison/parity between pay scales and perquisites in Government and the public/private sector?

1.2 Is it possible to quantify all other benefits, excluding pay, derived by employees in Government and the public and private sectors from security of tenure, promotional avenues, retirement packages, housing and other invisibles? In view of these benefits, can there be any fair comparison between the salaries available in the government vis-à-vis the salaries in the private sector?

1.3 In order to ensure a fair comparison based on principles of equity and social justice, would it not also be appropriate to take into account the economic conditions of large sections of the community that are less privileged than Government employees and many of whom live below the poverty line?

2. International comparisons

2.1 Some countries have raised civil service pay scales almost to levels prevalent in the private sector on the hypothesis that a well-paid bureaucracy is likely to be honest and diligent. To what extent would such a hypothesis be valid and how far would such a course of action be desirable?

3. Impact on other organizations

3.1 Salary structure in the Central and State Governments is broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions

Their paying capacity is considerably limited. To what extent should this factor be considered in devising a reasonable remuneration package for Central Government employees?

4. Salaries

4.1 How should we determine the salary to be paid to a Secretary in the Central Government? Please suggest an appropriate basic pay for a Secretary? Can appointment to this post be made on a contractual basis where salaries and tenure are linked to the performance in terms of achieving defined targets?

4.2 What should be the reasonable ratio between the minimum and the maximum of a pay scale?

4.3 Is it necessary to persist with a pre-determined minimum-maximum ratio on ideological considerations? Or is it more important to ensure efficient administration by preventing flight of outstanding talent from Government?

5. Relativities

5.1 Employees in the Secretariat and analogous establishments are entitled to higher pay scales than the corresponding field functionaries. This was supposed to compensate them for the loss of certain facilities available to them in field assignments and the extra effort required for decision-making at the policy level. Are these factors valid even today particularly in the context of decentralization and devolution of administrative powers? Is this discrimination between field and secretariat functionaries even justified today?

6. Group-A Services

6.1 Is there a case for a Unified Civil Service, merging therein all Central (both technical and non-technical) and All India Services, allowing vertical and horizontal movement? Or should there be two distinct streams, one embracing all the technical services and the other for non-technical services?

6.2 Do you feel that the pattern of pay scales for all Group A Services should be redesignated so as to attract candidates of the requisite caliber? Keeping in view some of the compensation packages being offered to fresh professionals by the private sector, what emoluments would you suggest for an entrant to a Group-A Service in Government?

7. Professional personnel

7.1 Should there be a higher compensation package for scientists in certain specialized streams/departments like Department of Space, Department of Atomic Energy? If so, what should be the reasonable package in their case?

8. Classification of posts

8.1 Presently, civilian posts in the Central Government are classified into four Groups (‘A’, ‘B’, ‘C’ & ‘D’) with reference to their scales of pay. The Fifth Central Pay Commission had recommended their reclassification into Executive, Supervisory, Supporting and Auxiliary Staff. Would you suggest any changes in the existing classification or should the classification recommended by Fifth Central Pay Commission be adopted with/without modifications?

9. Restructuring of Group ‘C’ & ‘D’ posts

9.1 Should all lower Group ‘C’ functionaries in the Secretariat be replaced by multi-functional Executive Assistants, who would be graduates and well versed in office work, secretarial skills and use of modern office equipment including computers? Should similar arrangements can be evolved for Group ‘C’ posts in other organisations of Government?

9.2 Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out?

10. Pay Scales

10.1 How should a pay scale be structured? What is a reasonable ratio between the minimum and maximum of a pay scale?

10.2 The successive Pay Commissions have progressively reduced the number of distinct pay scales. The number of scales has therefore come down from more than 500 scales at the time of the Second Central Pay Commission to 51 scales before Fifth Central Pay Commission, which was brought down to 33 scales by the Fifth Central Pay Commission. The reduction in the number of pay scales brings in attendant problems like the promotion and the feeder grades coming to lie in the same pay scale, etc. Do you feel whether the existing number of pay scales should be retained or increased or decreased or whether the same should be replaced by a running pay scale?

11. Increments

11.1 What should be the criteria for determining the rates and frequency of increments in respect of different scales of pay? Should these bear a uniform or varying relationship with the minima and/or maxima of the scales?

12. Revision of pay scales

12.1 Is there any need to revise the pay scales periodically especially when 100% neutralization for inflation is available in form of dearness allowance?

12.2 How should pay be fixed in the revised pay scales? Should there be a point-to-point fixation? If not, please suggest a method by which it can be ensured that senior personnel are not placed at a disadvantage vis-à-vis their juniors and due weightage is given for the longer service rendered by the former.

13. Compensatory Allowances

13.1 Is City Compensatory Allowance a sufficient compensation for the problems of a large city? If DA and HRA provide full neutralization, do you think CCA should continue? Is there a need for changing the basis of classification of cities and the rates of CCA? If so, please suggest the revised basis and rates.

14. Pay and perquisites for Armed Forces

14.1 What should be the basis for determination of pay scales for Armed Forces Personnel? What percentage weightage should be assigned to (i) parity with civil services, (ii) comparison with private sector, (iii) special and hazardous nature of duties, (iv) short career span and (v) restricted rights?

14.2 How should the pay of a soldier, sailor and airman be determined? How should it relate to the minimum wage in Government and the pay of a constable in paramilitary or internal security forces?

15. Abolition of feudalism

15.1 Should all vestiges of feudalism in the country like huge residential bungalows sprawling over several acres, large number of servants’ quarters, retinues of personal staff, bungalow peons, use of uniformed personnel as batmen or on unnecessary security or ceremonial duties etc. be abolished? Please make concrete suggestions.

16. Specific proposals

16.1 In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented?

16.2 Please outline specific proposals, which could result in:

(i) Reduction and redeployment of staff,

(ii) Reduction of paper work,

(iii) Better work environment,

(iv) Economy in expenditure,

(v) Professionalisation of services,

(vi) Reduction in litigation on service matters,

(vii) Better delivery of service by government agencies to their users.

17. New concepts

17.1 Do you think the concepts of contractual appointment, part-time work, flexible job description, flexi time etc. need to be introduced in Government to change the environment, provide more jobs and impart flexibility to the working conditions of employees?

17.2 For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced?

17.3 What steps should be taken to ensure that scientists, doctors, engineers and other professionals with sophisticated education and skills are retained in their specialized fields in Government? Should they be appointed on contract with a higher status and initial pay, advance increments, better service conditions, etc.?

17.4 Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent?

17.5 It has been suggested that existing Government employees should be encouraged to shift to employment on contract for specified periods in return for a substantially higher remuneration package. Would you agree?

18. Performance Appraisal

18.1 In what way should be present system of performance appraisal be changed? Should be ACR be an open document?

18.2 How far has the introduction of self-assessment helped in the process of appraisal?

18.3 Should appraisal be done for an entire team instead of for individuals?

18.4 In what manner can Government employees be made personally accountable for their acts of omission or commission, without any special safeguards? Would you recommend any amendments to Article 311 of the Constitution, Section 197 of the Code of Criminal Procedure, Section 17 and 19 of the Prevention of Corruption Act, 1988 and various rules relating to conduct of Government servants and disciplinary proceedings?

19. Holidays

19.1 Kindly comment on the appropriateness of adopting a five-day week in Government offices when other sectors follow a six day week. Please also state whether the number of Gazetted holidays in Government offices should be reduced? Please also comment on the appropriateness of declaring Gazetted holidays for all major religious festivals.

19.2 What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these.

7th CENTRAL PAY COMMISSION
Questionnaire

1. Salaries

1.1 The considerations on which the minimum salary in case of the lowest Group ‘C’ functionary and the maximum salary in case of a Secretary level officer may be determined and what should be the reasonable ratio between the two.

1.2 What should be the considerations for determining salary for various levels of functions falling between the highest level and the lowest level functionaries?

2. Comparisons

2.1 Should there be any comparison/parity between pay scales and perquisites between Government and the private sector? If so, why? If not, why not?

2.2 Should there at all be any comparison/parity between pay scales and perquisites between Government and the public sector? If so, why? If not, why not?

2.3 The concept of variable pay has been introduced in Central Public Sector Enterprises by the Second Pay Revision Committee. In the case of the Government is there merit in introducing a variable component of pay? Can such variable pay be linked to performance?

3. Attracting Talent

3.1 Does the present compensation package attract suitable talent in the All India Services & Group A Services? What are your observations and suggestions in this regard?

3.2 To what extent should government compensation be structured to attract special talent?

4. Pay Scales

4.1 The 6th Central Pay Commission introduced the system of Pay Bands and Grade Pay as against the system of specific pay scales attached to various posts. What has been the impact of running pay bands post implementation of 6th CPC recommendations?

4.2 Is there any need to bring about any change?

4.3 Did the pay bands recommended by the Sixth CPC help in arresting exodus and attract talent towards the Government?

4.4 Successive Pay Commissions have reduced the number of pay scales by merging one or two pay scales together. Is there a case for the number of pay scales/ pay band to be rationalized and if so in what manner?

4.5 Is the “grade pay” concept working? If not, what are your alternative suggestions?

5. Increment

5.1 Whether the present system of annual increment on 1st July of every year uniformly in case of all employees has served its purpose or not? Whether any changes are required?

5.2 What should be the reasonable quantum of annual increment?

5.3 Whether there should be a provision of variable increments at a rate higher than the normal annual increment in case of high achievers? If so, what should be transparent and objective parameters to assess high achievement, which could be uniformly applied across Central Government?

5.4 Under the MACP scheme three financial up-gradations are allowed on completion of 10, 20, 30 years of regular service, counted from the direct entry grade. What are the strengths and weaknesses of the scheme? Is there a perception that a scheme of this nature, in some Departments, actually incentivizes people who do not wish to take the more arduous route of qualifying departmental examinations/ or those obtaining professional degrees?

6. Performance

What kind of incentives would you suggest to recognize and reward good performance?

7. Impact on other organizations

Salary structures in the Central and State Governments are broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions. To what extent should their paying capacity be considered in devising a reasonable remuneration package for Central Govt. employees?

8. Defence Forces

8.1 What should be the considerations for fixing salary in case of Defence personnel and in what manner does the parity with civil services need to be evolved, keeping in view their respective job profiles?

8.2 In what manner should the concessions and facilities, both in cash and kind, be taken into account for determining salary structure in case of Defence Forces personnel.

8.3 As per the November 2008 orders of the Ministry of Defence, there are a total of 45 types of allowances for Personnel Below Officer Rank and 39 types of allowances for Officers. Does a case exist for rationalization/ streamlining of the current variety of allowances?

8.4 What are the options available for addressing the increasing expenditure on defence pensions?

8.5 As a measure of special recognition, is there a case to review the present benefits provided to war widows?

8.6 As a measure of special recognition, is there a case to review the present benefits provided to disabled soldiers, commensurate to the nature of their disability?

9. Allowances

9.1 Whether the existing allowances need to be retained or rationalized in such a manner as to ensure that salary structure takes care not only of the job profile but the situational factors as well, so that the number of allowances could be at a realistic level?

9.2 What should be the principles to determine payment of House Rent Allowance?

10. Pension

10.1 The retirement benefits of all Central Government employees appointed on or after 1.1.2004 a re covered by the New Pension Scheme (NPS). What has been the experience of the NPS in the last decade?

10.2 As far as pre-1.1.2004 appointees are concerned, what should be the principles that govern the structure of pension and other retirement benefits?

11. Strengthening the public governance system

11.1 The 6th CPC recommended upgrading the skills of the Group D employees and placing them in Group C over a period of time. What has been the experience in this regard?

11.2 In what way can Central Government organizations functioning be improved to make them more efficient, accountable and responsible? Please give specific suggestions with respect to:

a) Rationalisation of staff strength and more productive deployment of available staff;

b) Rationalisation of processes and reduction of paper work; and

c) Economy in expenditure.

12. Training/ building competence

12.1 How would you interpret the concept of “competency based framework”?

12.2 One of the terms of reference suggests that the Commission recommend appropriate training and capacity building through a competency based framework.

a) Is the present level of training at various stages of a person’s career considered adequate? Are there gaps that need to be filled, and if so, where?

b) Should it be made compulsory that each civil service officer should in his career span acquire a professional qualification? If so, can the nature of the study, time intervals and the Institution(s) whose qualification are acceptable, all be stipulated?

c) What other indicators can best measure training and capacity building for personnel in your organization? Please suggest ways through which capacity building can be further strengthened?

13. Outsourcing

13.1 What has been the experience of outsourcing at various levels of Government and is there a case for streamlining it?

13.2 Is there a clear identification of jobs that can be outsourced?

14. Regulatory Bodies

14.1 Kindly list out the Regulators set up unde r Acts of Parliament, related to your Ministry/ Department. The total number of personnel on rolls (Chairperson and members + support personnel) may be indicated.

14.2 Regulators that may not qualify in terms of being set up under Acts of Parliament but perform regulatory functions may also be listed. The scale of pay for Chairperson /Members and other personnel of such bodies may be indicated.

14.3 Across the Government there are a host of Regulatory bodies set up for various purposes. What are your suggestions regarding emoluments structure for Regulatory bodies?

15. Payment of Bonus

One of the terms of reference of the 7th Pay Commission is to examine the existing schemes of payment of bonus. What are your suggestions and observations in this regard?

Source: www.90paisa.blogspot.in

[http://90paisa.blogspot.in/2014/04/comparison-of-7th-and-6th-pay.html]

Be the first to comment - What do you think?  Posted by admin - April 20, 2014 at 7:35 pm

Categories: 6CPC, 7CPC, Employees News, Latest News   Tags: , , , ,

7th CPC ToR, DA Merger and Stepping up…9 Points to be discussed in the Standing Committee of National Council(JCM) – AIRF

7th CPC ToR, DA Merger and Stepping up…9 Points to be discussed in the Standing Committee of National Council(JCM) – AIRF
AIRF published the 09 Point Agenda for discussion in the Standing Committee of National Council(JCM) having burining issues of Centrail Government Staff of India on its official website today, the same is reproduced and given below for your information…
No.NC-JCM/2014/VII CPC
Dated: April 9, 2014
The Chairman,
Standing Committee
National Council(JCM),
South Block,
New Delhi
Dear Sir,
Sub: Agenda for discussion in the Standing  Committee of National Council(JCM)
An agenda, comprising of 09 items, to be discussed in the Standing Committee of the National Council(JCM), is being enclosed herewith for necessary action.
Yours faithfully,
-sd-
(Shiva Gopal Mishra)
Secretary, Staff Side
National Council(JCM)
DA/As above
Copy to: All Constituent Organisations of the National Council(JCM) – for information.
TERMS OF REFERENCE FOR THE 7th CENTRAL PAY COMMISSION 
The Government of India have finalized the Terms of Reference of the 7th CPC and circulated the same vide Ministry of Finance’s Resolution No1/1/2013-E.III (A) dated 28th February, 2014. It is a matter of concern that and disappointment that the Terms of Reference have been finalised unilaterally without having thorough discussion with the Staff Side and their views have also not been taken care of while doing so.
It may be recalled that a meeting was convened by the Secretary (Personnel) with the Staff Side members on 24th October, 2013 to discuss the possible Terms of Reference for the 7th CPC being appointed. In that meeting the Staff side had specifically requested that a copy of Terms of Reference for 7th CPC, as proposed by the Ministry of Finance may be circulated to all concerned and thereafter another meeting with Secretary, Department of Expenditure and Department of Personnel & Training be arranged with the Staff Side to discuss and finalise the same, which is clearly mentioned in para 11 of the Record Note of Discussion of that meeting. Subsequently, the Staff Side again requested for an urgent meeting with the Secretary(Expenditure) and Secretary DoPT for finalization of the Terms of Reference (ToR) for the Seventh Central Pay Commission vide its letter dated 23rd January, 2014. However, no such meeting was convened and Terms of Reference for the 7th CPC have been finalised by the Government on 28th February, 2014.
While going through the ToR, as finalized by the Government, it is observed that many of the suggestions of the Staff Side, in regard to date of effect of Pay Commission, Merger of D.A., Interim Relief, representation of labour representative in the Commission itself, parity issues in regard to pensioners, settlement of the pending Anomaly items etc., have not been duly considered, which is a matter of dissatisfaction.
The Staff Side, therefore, demands that the Government must discuss the Terms of Reference for the 7th CPC with them and make necessary amendments/revisions to the Terms of Reference.
1. Revision of Wage with effect from 01.01.2011
The present wage structure of the Central Government employees is in vogue on the basis of the recommendations of the 6th Central Pay Commission, which took effect from 01.01.2006 in the case of Pay, and in the case of Allowances from 01.09. 2008.
The wage revision of the Central Government employees is done every 10 years, which was recommended by the 5th CPC, however, in the case of Central PUSs, the wage revision normally takes place after every five years. In the past, wage revision has been linked to the extent of erosion of real wages. The degree of inflation in the economy determines the pace of erosion of the real value of wages. The retail prices of those commodities which are computed for determining the minimum wages have risen by about 160% from 01.01.2006 to 01.01. 2011, whereas the D.A. compensation, in the case of Central Government employees, on that date had been just 51%.
Since wage revision in all the Central Public Sector Undertakings takes places every five years through collective bargaining, revision of wages of the Central Government employees in 10 years gives rise to serious disparity in wages and allowances of the Central Government employees, vis-a-vis those in Public Sector Undertakings, which is a major cause of discontentment among them. The Staff Side, therefore, demands that the wage revision of the Central Government employees must also take place after every 5 years on the analogy of CPUSs and therefore, Government must specify the date of effect of the recommendations of the 7th CPC accordingly, i.e. to take effect from 01.01.2011 in place of 01.01.2016.
2. Merger of DA with Pay 
The wage revision of the Central Government employees takes place only through setting up of Central Pay Commissions, which has many a times proved to be a time consuming process. The 6th CPC submitted its report in the time frame provided to it, i.e. 18 months. Since the earlier Commissions had covered many aspects of the principles of wage determination and the periodicity of such revision had come down, the exercise might not now require a longer period of time as was the case earlier, still the 7th CPC shall require a reasonable time frame to go into the matter judiciously because the implementation of the recommendations of the 6th CPC have given rise to large number of anomalies and cadre related grievances.
The methodology adopted for compensating the erosion in the real value of wages in the interregnum period had always been though the mechanism of merger of a portion of DA. The 5th CPC had recommended that the DA must be merged with pay and treated as pay for computing all allowances as and when the percentage of Dearness compensation exceeds 50%. Accordingly even before the setting up of the 6th CPC the DA to the extent of 50% was merged with pay.
As on 1.1.2014, the Dearness compensation is 100%. The suggestion for merger of DA to partially compensate the erosion in the real wages was first mooted by the Gadgil Committee in the post 2nd Pay Commission period. The 3rd CPC had recommended such merger when the Cost of Living index crossed over 272 points i.e. 72 points over and above the base index adopted for the pay revision. In other words, the recommendation of the 3rd CPC was to merge the DA when it crossed 36%. The Government in the National Council JCM at the time of negotiation initially agreed to merge 60% DA and later the whole of the DA before the 4th CPC was set up. The 5th CPC merged 98% of DA with pay. It is, therefore, necessary that the Government takes steps to merge atleast 50% of DA with pay to compensate the erosion of the real value of wages immediately.
3. Appointment on compassionate grounds under the Central Government
Under the pretext of Hon’ble Supreme Court directives, the Central Government introduced a 5% ceiling on compassionate ground appointment. On account of this ceiling limit of 5%, a large number of cases of appointment on compassionate grounds of the dependents of the deceased Central Government employees have been pending in different departments, with the result that, the bereaved families of the late employees are constraints to face undue hardship due to loss of bread winner. Some of such candidates, belonging to Department of Posts, approached the Hon’ble Court of Law and obtained favourable orders, however, these directives have not been acted upon. The Government has chosen to dillydally by filing SLP in the Supreme Court.
It may be recalled that, the Central Administrative Tribunals were established with the intention of expeditious settlement of disputes on service matters. Even recently the Prime Minister’s office ordered that it would not be open for various Ministries to appeal against the orders of the Tribunal as a matter of course and efforts must be to explore the ways of acceptances of the judgements of the Tribunal. In the light of these directives, the SLP ought to have been withdrawn.
It is pertinent to further mention here that, the standing Committee on Department of Personnel in one of their reports has termed the scheme of compassionate ground appointments as a sacred assurance to a fresh entrant that if he dies in harness, his family shall not be left in lurch. Such an assurance is being breached by the provisions of limiting such appointments to 5% of vacancies.
The Staff Side is, therefore, of the firm view that this condition of 5% ceiling must be done away with to provide relief to the bereaved families of the deceased Central Government employees.
4. Regularisation of Casual/Contingent/Daily Rate workers 
Due to ban on creation of posts and recruitment of personnel that continued for a very long period and the consequent strain on the existing workers, many departmental heads had to recruit personnel on daily rated basis or as casual workers. Thus, almost 25% of the present workforce in the Governmental organisations are casual workers deployed to do permanent and perennial nature of jobs, contrary to the prohibition of such unfair labour practices by the law of the land. In the fifties and sixties, even the casual workers who had been employed to do casual and non perennial jobs used to get priority for regular employment as and when vacancies for such permanent recruitment arise. It is, however, a matter of concern that thousands of persons are now recruited as casual workers and kept as such for years together and are paid pittance of a salary with no benefits, like Provident Fund, Dearness Allowance, other Compensatory Allowances etc. In order to ensure that they do not get the benefit of regularisation, these workers  are technically discharged for a few days to be employed afresh again. The modus operandi differs from one department to another. While in some organisations, they are recruited through Employment Exchanges, in others, the functions are contracted out. Not only the quality of work suffers, but it is also an inhuman exploitation of the workers given the serious situation of unemployment that exists in the country. While the permanent solution is to sanction the necessary posts and resort to regular recruitment, the Government should evolve a scheme by which these casual/contingent/daily rated workers are made regular workers with all the concomitant benefits available for regular Government employees. Pending finalisation of such a scheme for regularisation, the non regular employees recruited for meeting the exigencies of work must be paid pro-rata salary on par with similarly placed regular employees on the principle of equal pay for equal work.
5. Downsizing, Outsourcing, Contractorisation etc. 
To overcome the difficulties emanated from the total ban on recruitment and creation of posts and more specifically impacted by the 2001 executive fiat of the Government of India in the matter, many departments had to resort to outsourcing of its functions. Some were virtually closed down and a few others were privatised or contractorised. The large scale outsourcing and contractorisation of functions had a telling effect on the efficacy of the Government departments. The delivery system was adversely affected and the public at large suffered due to the inordinate delay it caused in getting the requisite service. The financial outlay for outsourcing of functions of each department increased enormously over the years, as a consequence of which, the quality of work suffered. In order to ensure that the people do get a better and efficient service from the Government departments and to raise the image of the Government employees in the eyes of the common people, it is necessary that the present scheme of outsourcing and contractorisation of essential functions of the Government must be abandoned. The practice of outsourcing and contractorisation is nothing but a cruel exploitation of the alarming situation of unemployment. The system of outsourcing of the functions seeks to informalise the workforce. The contract/casual workers get not even one third of the salary of the regular work force. They have no social security benefits like pension, provident fund gratuity etc. The Central Government employees fought against the temporary service rules which was in vogue in sixties and ensured that the recruitment to Government service is permanent and the civil servants are not allowed to be fired at the whim and fancy of their bosses. The outsourcing and contractorisation has paved way for large scale entry of casual workers and has resulted in the reversal of what all achieved in this direction through struggles in the past two decades.
The prevalent system of outsourcing and contractorisation, therefore, needs to be abandoned and all the regular and perennial nature works should be entrusted on regular Government employees only.
6. Revising Overtime Allowance(OTA) and Night Duty Allowance Rates 
It may be seen that the Overtime Allowance is seldom paid to the Government employees. It is only in case of emergency and in the contingency in which the work cannot be postponed, like that happens in the Railways in smooth running of trains round the clock, in the RMS Division of Postal Department, in the Atomic Energy Commission offices or when the Parliament is in session in other administrative offices, employees are asked to do work beyond the stipulated working hours. The Night Duty Allowance is, however, paid to Government employees who have to work in night shifts with certain stipulated conditions. The 4th CPC recommended that since there had been considerable misuse of the provisions relating to grant of OTA, the Government should find alternative methods to compensate the employees who are asked to work on over time and pending such a scheme being evolved recommended not to revise the rates. However, the Government did not bring in any new scheme but issued the directive that the OTA and Night duty allowance will be paid to the employees who are called upon to do overtime or night duty on the basis of the 4th CPC pay structure. This directive is still in vogue.
Owing to certain disagreements with the Government on these issues, this matter was referred to Board of Arbitration under the JCM Scheme, whereupon the Board of Arbitration, having found unreasonable position taken by the Government, gave out the award in favour of the staff and directed the Government to revise the order whereby the allowance will be linked to the actual pay of the Government employees. The Government did not accept this award and decided to approach the Parliament for rejection of the same. The matter has not yet been placed in the form of a resolution in the Parliament. Despite the fact that the employees had been abiding by the directive of their superiors to be on overtime/night duty, and despite having won the case before the Board of Arbitration they continue to be compensated on the basis of the Notional pay as in 1986. There cannot be a much bigger injustice meted out to the employees. The Government must accept the award of the Board and issue instructions linking the Allowance to the actual pay of the employee.
7. Stepping up of pay of seniors who are drawing less pay than the juniors consequent on fixation of pay due to implementation of 6th CPC recommendations between Direct Recruits and Promotees
Consequent upon implementation of the recommendations of the VI CPC, in respect of pay scales of various categories of staff, there are certain situations where the senior who were promoted before 01.01.2006 are getting lesser pay than their juniors promoted after 01.01.2006, on fixation of their pay w.e.f. 01.01.2006. This, being a serious anomaly, has been raised by different department in their Departmental Anomalies Committees for redressal thereof. While clarifications regarding stepping up of pay of senior who are drawing less pay than the juniors between Direct Recruitees and Promotees, i.e. the seniors and juniors placed in a pay scale, having some Direct Recruitment Quota, have already been issued, whereby seniors’ pay has been stepped up and equated to the juniors. However, in grades where there is no element of Direct Recruitment available, this provision has not been made till date, with the result that, the seniors are still drawing lesser pay than their juniors after fixation of their pay in new pay scales w.e.f. 01.01.2006, which, being a serious anomaly, is resulting in discontentment prevailing among the seniors.
The main incongruity in this case is basically due to the fact that it is for the first time that the 6th CPC has recommended specific entry level pay for Direct Recruits (DRs). This has resulted in employees who were appointed in service prior to the DRs and got promoted earlier are getting less pay as compared to their counterparts recruited directly and who joined after 1.1.2006. It has always been the case that on promotion, the pay of a promoted employee is never fixed at less than the entry level of pay of that post as admissible to a direct recruit.
The Staff Side, therefore, is of the firm view that orders need to be issued to the effect that the pay on promotion w.e.f. 01.01.2006 would not be fixed less than at the prescribed minimum of the Entry Pay as provided for the Direct Entrants in the Revised Pay Rules, to eliminate this anomalous situation.
8. Stepping up of pay of senior employees at par with their juniors consequent upon implementation of MACPS  
The Modified Assured Progression Scheme(MACPS) came into effect on 01.09.2008, and prior to this, Assured Career Progression(ACP) was in vogue. There are number of cases where the seniors who were promoted before implementation of the MACPS and the juniors who could not get normal promotion due to non-availability of vacancy or otherwise, and were extended the benefit of financial upgradation under MACPS on fulfillment of conditions laid down therein, the seniors are drawing lesser pay than their juniors under this scheme.
The MACP Scheme does not stipulate the provision of stepping up of pay of the seniors at par with their juniors, in case the seniors getting lesser pay than their juniors, which is absolutely unjustified and discriminative.
The Staff Side has repeatedly raised this issue in the MACPS’s Anomaly Committee as well, however, this discrepancy has not been done away with till date, with the result that, the seniors are still drawing lesser pay than their juniors, having been extended the benefit of financial upgradation under MACPS and this is causing deep sense of frustration prevailing among the seniors.
Staff Side, therefore, is of the firm opinion that the above-mentioned discrepancy needs to be addressed at the earliest to provide relief to the seniors.
9. Granting of Additional Pay to Loco & Traffic Running Staff  
On the basis of recommendations of the 6th CPC, Additional Pay of Rs.1000 p.m. with appropriate Dearness Allowance has been granted in favour of Loco Pilot(Mail/Express)/Sr. Motorman(PB-II, GP Rs.4200)/(Rs.6000-9800)(5th CPC). Similarly, Rs.500 has been granted to Loco Pilot(Passenger II/ Motorman)(PB-II, GP Rs.4200)/(Rs.5500-9000)(5th CPC) and Guard(Mail/Exp.)(PB-II, GP Rs.4200) (Rs.5500-9000)(5th CPC). But the same Additional Pay has not been granted to rest of the Loco & Traffic Running Staff, causing great injustice to these set of Loco & Traffic Running Staff.
It would be quite appropriate that the Additional Pay should be granted in favour of all other categories of Loco & Traffic Running Staff.
Source: AIRF
[http://www.airfindia.com]

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Categories: 7CPC, DA Over 50%, Dearness Allowance, Employees News, Expected DA   Tags: , , , , , , , ,

7th Pay Commission Questionnaire – Ratio of Minimum & Maximum Salary, Grade Pay Suggestion, Increment Date, Determination of HRA and NPS.

7th Pay Commission Questionnaire – Ratio of Minimum & Maximum Salary, Grade Pay Suggestion, Increment Date, Determination of HRA and NPS…
GOVERNMENT OF INDIA
SEVENTH CENTRAL PAY COMMISSION
NEW DELHI-110001
Meena Agarwal
Secretary
D.O No. 7CPC/15/Questionnaire
9th April, 2014
Dear ………..,
As you may be aware the Seventh Central Pay Commissions has been constituted by the Government on 28 February 2014 with a view to go into various issues of emoluments’ structure, retirement benefits and other service conditions of Central Government employees and to make recommendations on the changes required. The terms of reference of the Seventh Central Pay Commission are available on the http://7cpc.india.gov.in .
2. A Questionnaire seeking the considered views of all stakeholders is enclosed. The response of your Ministry to this Questionnaire is sought. I shall be grateful if the replies are furnished to the Commission on or before 10th May, 2014, so as to enable the Commission to take them into account as part of its examination of the issues that it is mandated to address. The reply may be sent to Post Box No. 4599, Hauz Khas P.O, New Delhi 110 016, and in the case of email to secy-7cpc@nic.in.
Encl:- As above.
With Regards,
Yours sincerely,
(Meena Agarwal)
To all Secretaries to Govt of India
7th CPC Questionnaire
1. Salaries
1.1 The considerations on which the minimum salary in case of the lowest Group ‘C’ functionary and the maximum salary in case of a Secretary level officer may be determined and what should be the reasonable ratio between the two.
1.2 What should be the considerations for determining salary for various levels of functions falling between the highest level and the lowest level functionaries?
2. Comparisons
2.1 Should there be any comparison/parity between pay scales and perquisites between Government and the private sector? If so, why? If not, why not?
2.2 Should there at all be any comparison/parity between pay scales and perquisites between Government and the public sector? If so, why? If not, why not?
2.3 The concept of variable pay has been introduced in Central Public Sector Enterprises by the Second Pay Revision Committee. In the case of the Government is there merit in introducing a variable component of pay? Can such variable pay be linked to performance?
3. Attracting Talent
3.1 Does the present compensation package attract suitable talent in the All India Services & Group A Services? What are your observations and suggestions in this regard?
3.2 To what extent should government compensation be structured to attract special talent?
4. Pay Scales
4.1 The 6th Central Pay Commission introduced the system of Pay Bands and Grade Pay as against the system of specific pay scales attached to various posts. What has been the impact of running pay bands post implementation of 6th CPC recommendations?
4.2 Is there any need to bring about any change?
4.3 Did the pay bands recommended by the Sixth CPC help in arresting exodus and attract talent towards the Government?
4.4 Successive Pay Commissions have reduced the number of pay scales by merging one or two pay scales together. Is there a case for the number of pay scales/ pay band to be rationalized and if so in what manner?
4.5 Is the “grade pay” concept working? If not, what are your alternative suggestions?
5. Increment
5.1 Whether the present system of annual increment on 1st July of every year uniformly in case of all employees has served its purpose or not? Whether any changes are required?
5.2 What should be the reasonable quantum of annual increment?
5.3 Whether there should be a provision of variable increments at a rate higher than the normal annual increment in case of high achievers? If so, what should be transparent and objective parameters to assess high achievement, which could be uniformly applied across Central Government?
5.4 Under the MACP scheme three financial up-gradations are allowed on completion of 10, 20, 30 years of regular service, counted from the direct entry grade. What are the strengths and weaknesses of the scheme? Is there a perception that a scheme of this nature, in some Departments, actually incentivizes people who do not wish to take the more arduous route of qualifying departmental examinations/ or those obtaining professional degrees?
6. Performance
What kind of incentives would you suggest to recognize and reward good performance?
7. Impact on other organizations
Salary structures in the Central and State Governments are broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions. To what extent should their paying capacity be considered in devising a reasonable remuneration package for Central Govt. employees?
8. Defence Forces
8.1 What should be the considerations for fixing salary in case of Defence personnel and in what manner does the parity with civil services need to be evolved, keeping in view their respective job profiles?
8.2 In what manner should the concessions and facilities, both in cash and kind, be taken into account for determining salary structure in case of Defence Forces personnel.
8.3 As per the November 2008 orders of the Ministry of Defence, there are a total of 45 types of allowances for Personnel Below Officer Rank and 39 types of allowances for Officers. Does a case exist for rationalization/ streamlining of the current variety of allowances?
8.4 What are the options available for addressing the increasing expenditure on defence pensions?
8.5 As a measure of special recognition, is there a case to review the present benefits provided to war widows?
8.6 As a measure of special recognition, is there a case to review the present benefits provided to disabled soldiers, commensurate to the nature of their disability?
9. Allowances
9.1 Whether the existing allowances need to be retained or rationalized in such a manner as to ensure that salary structure takes care not only of the job profile but the situational factors as well, so that the number of allowances could be at a realistic level?
9.2 What should be the principles to determine payment of House Rent Allowance?
10. Pension
10.1 The retirement benefits of all Central Government employees appointed on or after 1.1.2004 a re covered by the New Pension Scheme (NPS). What has been the experience of the NPS in the last decade?
10.2 As far as pre-1.1.2004 appointees are concerned, what should be the principles that govern the structure of pension and other retirement benefits?
11. Strengthening the public governance system
11.1 The 6th CPC recommended upgrading the skills of the Group D employees and placing them in Group C over a period of time. What has been the experience in this regard?
11.2 In what way can Central Government organizations functioning be improved to make them more efficient, accountable and responsible? Please give specific suggestions with respect to:
a) Rationalisation of staff strength and more productive deployment of available staff;
b) Rationalisation of processes and reduction of paper work; and c) Economy in expenditure.
12. Training/ building competence
12.1 How would you interpret the concept of “competency based framework”?
12.2 One of the terms of reference suggests that the Commission recommend appropriate training and capacity building through a competency based framework.
a) Is the present level of training at various stages of a person’s career considered adequate? Are there gaps that need to be filled, and if so, where?
b) Should it be made compulsory that each civil service officer should in his career span acquire a professional qualification? If so, can the nature of the study, time intervals and the Institution(s) whose qualification are acceptable, all be stipulated?
c) What other indicators can best measure training and capacity building for personnel in your organization? Please suggest ways through which capacity building can be further strengthened?
13. Outsourcing
13.1 What has been the experience of outsourcing at various levels of Government and is there a case for streamlining it?
13.2 Is there a clear identification of jobs that can be outsourced?
14. Regulatory Bodies
14.1 Kindly list out the Regulators set up unde r Acts of Parliament, related to your Ministry/ Department. The total number of personnel on rolls (Chairperson and members + support personnel) may be indicated.
14.2 Regulators that may not qualify in terms of being set up under Acts of Parliament but perform regulatory functions may also be listed. The scale of pay for Chairperson /Members and other personnel of such bodies may be indicated.
14.3 Across the Government there are a host of Regulatory bodies set up for various purposes. What are your suggestions regarding emoluments structure for Regulatory bodies?
15. Payment of Bonus
One of the terms of reference of the 7th Pay Commission is to examine the existing schemes of payment of bonus. What are your suggestions and observations in this regard?
Source: http://7cpc.india.gov.in/7cpc_questionnaire.pdf

Be the first to comment - What do you think?  Posted by admin - April 19, 2014 at 6:10 pm

Categories: 7CPC, Allowance, Employees News   Tags: , , , , , , , ,

Employment News Weekly – A Warning Report

Employment News Weekly – A Warning Report

Employment News Weekly was started in the year 1976. For 38 years and in three languages, the publication had been informing millions of educated but unemployed youngsters all over India about job opportunities. It is a weekly journal and is published simultaneously in Hindi, English & Urdu.

The Employment News Weekly understood the pulse of students and job seekers from various streams, searched for opportunities for them and presented them. This is nothing short of a remarkable service and an achievement in itself. Its prime objective was to provide an effective platform on job vacancies, job oriented training programmes, admission notices relating to job oriented courses and result of recruitment examinations. In addition to job vacancies, Rozgar Samachar, in each issue, carries article on job opportunities in various sectors, including emerging sectors.
In the current age of computers and information technology, countless websites have been launched that spread crucial and relevant information to one and all. Employment News Weekly had recently issued a warning cautioning those who are exploiting this wonderful service provided by the Government of India, and making money unlawfully.

Each day, hundreds of thousands of people visit these websites to look for job vacancies. Advertisements on these sites are created in ways that trigger curiosity, mislead and give false hopes. It has also been found that these unscrupulous websites also collect money online in the name of subscription to the website.

In order to prevent this fraud, Employment News Weekly had issued a warning report to the readers recently on its website…

“It has come to our notice that some websites claiming to be sister concerns of Employment News/Rozgar Samachar have been approaching people/ organisations on behalf of Employment News for subscriptions and advertisement. It is hereby informed that Employment News has not authorised any agency to work on its behalf. It does not have any sister concern journal either print edition or web edition. Our official websites are:

www.employmentnews.gov.in
www.rojgarsamachar.gov.in

Employment News does not accept online payments. Before making any payment, credentials may be verified from the office of the EN at the following address:

Employment News
East Block-IV, Level-5, R.K. Puram, New Delhi-110066
Phone numbers: 011- 26107405, 011-26195165

A list of empanelled agents for distribution of copies is available on our website”.

Source: 90pasisa.blogspot.in
[http://90paisa.blogspot.in/2014/04/employment-news-weekly-warning-report.html]

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Career Prospects of Postal Assistants/Sorting Assistants In Department of Posts

Career Prospects of Postal Assistants/Sorting Assistants In Department of Posts
1. Eligible to be promoted to MACP-1 with grade pay Rs.2800/- and MACP-II with grade pay Rs.4200/- and MACP-III with grade pay of Rs.4600/- on completion of 10, 20 and 30 years of service respectively as per Modified Assured Career Progression scheme.
2. Eligible to appear for Postmaster Gr.1 examination on completion of 5 years of service. On passing  the above examination they will be appointed as Postmaster (Gr.1) and thereafter will be promoted to the cadre of Postmaster, Gr.II,Gr.III according to eligibility. Those who have satisfactory service record of 5 years in the cadre of Postmaster Gr.I are eligible to appear for Sr. Postmaster(Gr.B) examination and on passing the examination they will be appointed as Sr. Postmaster in Gazetted Head Post offices. Depending upon their performance and eligibility , they can be appointed as Chief Postmaster(Gr.A) in metropolitian cities like Mumbai, Calcutta etc.
3. Eligible to be  promoted to the Supervisory cadre of  LSG (Lower Selection Grade) norm based posts with grade pay of Rs. 2800/- and thereafter to the cadre of HSG-II (Higher Selection Grade) with grade pay of Rs.4200/- and subsequently to  the cadre of  HSG-I with grade pay of Rs.4600/- respectively on completion of requisite period of satisfactory service.
4. Postal Assistants promoted to the LSG Supervisory cadre  on completing 5 years of satisfactory service will be eligible to appear for limited departmental completive examination for selection as Superintendent Postal Service group B directly  and on passing the above examination they could be posted as Head of Postal/RMS Divisions in the cadre of Superintendent and Assistant Director in postal Administrative wings such as Regional, Circle offices and Postal Directorate New Delhi as the case may be.
5. Eligible to appear for Inspector (posts) examination on completion of 5 years of satisfactory service. On passing  the above examination they will be appointed as Inspector (Posts) in Postal/RMS Sub Divisions and thereafter will be promoted to the cadre of Asst. Superintendents in Postal Sub Divisions, Divisional/Regional /Circle offices and Postal Directorate,New Delhi and eligible to be promoted as Superintendents in Postal/RMS Divisions and Asst. Directors  Regional /Circle offices and Postal Directorate,New Delhi according to eligibility. Inspector (Posts) having  5 years of service can directly appear for Postal Service Group B Examinations. Those who have satisfactory service record in the cadre of Superintendent Postal Service Group B are eligible to be promoted in the cadre of Sr. Superintendent of Post Offices /Asst. Postmaster General (Gr. A) and Director of Postal Services etc.  based on their performance.
6. In addition to the  above Graduates working as Postal Assistants/Sorting Assistants  (even though not having minimum service) can apply for Combined Graduate level examination  being conducted by Staff selection Commission every year depending upon their eligibility  and choice  can be appointed as Inspector (Posts) under Direct Quota .
7. Postal Assistants/Sorting Assistants (who are graduates) working in the Department of Posts  can appear for Civil Service Examination and are eligible to be appointed as  Sr. Superintendent of post Offices directly with promotional prospects  to the cadre of Director of Postal Services, Postmaster General , Chief Postmaster General, Member Postal Service Board, and Director General /Secretary Posts based on their performance and eligibility.
8. Another advantage is relaxation of upper age limit for applying for Government recruitment examination for selection to various officer posts under staff selection commission and Union Public Service Commission. For example, though certain upper age limit has been prescribed for appearing for Combined Graduate level Examination for selection to the posts detailed below, RELAXATION IS ADMISSIBLE TO POSTAL ASSISANTS/SORTING ASSISTANTS AS PER GOVERNMENT ORDERS, AS THEY ARE GOVERNMENT SERVANTS.
The NORMAL AGE LIMIT FOR SELECTION AS : Inspector of Income Tax , Inspector (Central Excise)/ Inspector (Preventive Officer)/ Inspector (Examiner)/ Inspector of Posts-/ Assistant Enforcement Officer /Inspector (CBN) Compiler/ Divisional Accountant/ Auditors/ UDCs /Tax Assistants/ Junior Accountant & Accountant /Sub-Inspector (CBN) :27 years
Statistical Investigator Gr.II:  Not exceeding 26 years
Assistant/Sub Inspector in CBI :27 years
AGE RELAXATION APPLICABLE
For Group “B” posts

Central Govt. Civilian Employees (General/Unreserved) who have rendered not less than 3 years regular and continuous service:5 years
Central Govt. Civilian Employees (OBC))
 who have rendered not less than 3 years regular and continuous service as on closing date for receipt of application 8 (5 +3)years
Central Govt. Civilian Employees (SC/ST)
Who have rendered not less than 3 years regular and continuous service as on closing date for receipt of application 10 (5+5) years
For Group “C” posts
Central Govt. Civilian Employees (General/Unreserved) who have rendered not less than 3 years regular and continuous service as on closing date for receipt of application : Upto40 years of age
Central Govt. Civilian Employees(OBC) who have rendered not less than 3 years regular and continuous service as on closing date for receipt of application Upto 43 years of age
Central Govt. Civilian Employees (SC/ST)who have rendered not less than 3 years regular and continuous service as on closing date for receipt of application : Upto 45 years of age

Thanks to
Sri.  A.Sivasankaran,

Source: http://sapost.blogspot.in
[http://sapost.blogspot.in/2014/04/career-prospects-of-postal.html]

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