Budget 2016: Assocham demands income tax exemption to Rs 2.5 lakh, re-introduce standard deduction


Budget 2016: Assocham demands income tax exemption to Rs 2.5 lakh, re-introduce standard deduction


New Delhi: Industry body Assocham demanded an increase in income tax exemption ceiling for salaried people to Rs 2.5 lakh and and re-introduce standard deduction for salaried employees to boost consumption in the upcoming Budget.


The income tax exemption ceiling at present is Rs 1.5 lakh.


“And re-introduce the concept of standard deduction for salaried employees who can then give a boost to consumption demand and boost economic growth,” Assocham said in a release.


Besides, Assocham has also pitched for revision of the deduction of interest on housing loans to at least Rs 3 lakh from the existing Rs 2 lakh and a similar limit be set for principal loan repayment from Rs 1 lakh at present.


Explaining the rationale for its demand for standard deduction, it said the salary of the employees has gone up moving along with inflation and other cost factors.


“So in order to benefit the salaried employees, the standard deduction should be reintroduced as one-third of salary or Rs 2,00,000 whichever is less”.


It has also suggested a depreciation allowance for salaried tax-payers in line with professionals.


Assocham said the deduction of depreciation is allowed under the head ‘Business and Profession’. No tax benefit is accrued to the salaried employees when they add assets. Though the assets get depreciated when owned by an employee, tax laws do not recognise this.


Moreover, to help salaried employees, it has suggested for leave encashment exemption limit for tax calculation to be raised to Rs 10 lakh.


“The current limit of Rs 3 lakh was notified by the CBDT way back in 1998 and needs to be raised substantially,” Assocham President Sunil Kanoria said.


Further, it has also asked for re-fixing of monetary limits under HRA/transport allowance and children education.


For the salaried employees, transport allowance is presently exempt from tax up to Rs 800 per month which should be raised to Rs 3,000 per month, it added.


Assocham pre-Budget memorandum to the Finance Ministry Arun Jaitley also suggested that a provision may be made in the Income Tax Act that any expenditure incurred by an employee for education of under-privileged children by making payment directly to a recognised school should be allowed as deduction from salary income up to Rs 1,000 per month for maximum of two children.

Inputs with PTI

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Be the first to comment - What do you think?  Posted by admin - January 3, 2016 at 8:00 pm

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Web Based Cadre Management System – updation of data of CSS/CSSS/CSCS officers

21/1/2014-CS.I (PR/CMS)
Government of India
Ministry of Personnel, PG and Pensions
Department of Personnel & Training

2nd Floor, Lok Nayak Bhavan, New Delhi-110003
Dated the December, 2015


Subject: Web Based Cadre Management System – updation of data of CSS/CSSS/CSCS officers

As Ministries/Departments are aware, the Web Based Cadre Management System for CSS, CSSS and CSCS has been operational since January, 2013. The system is hosted at cscms.nic.in. Despite lapse of more than two years, complete and upto date data is still not available in the system in respect of several officers. The prime objective of the web based system is to ensure accurate real time data of all the officers to enable quicker decisions relating to cadre management functions. Unless the data is maintained upto date, the purpose of the web based system will be defeated.

2. Nodal Officers in all the Ministries/Departments are, therefore, requested as under:

(a) Employee module: Nodal officers should ensure that correct and up to date personal information in respect of all personnel posted there is available. Nodal officers have been empowered to modify/correct (i) Employee details (ii) Basis Details (iii) Address details (iv) Training details and (v) qualification details. All the officers belonging to GSS/CSSS/CSCS may also be advised to verify their data in the system and bring discrepancies to the notice of the nodal officers for correction. If there is any difficulty in this regard, nodal officers should call CMC Ltd. Engineers at Tele: 24629890.

(b) Experience and Promotion data: CS.I Division will modify data in these two fields. If any modification is required duly certified information may be sent to CS Division for correction.

(c) Pay: Please ensure that pay of the officer is correctly indicated in the system. After drawl of increment on 1 st July every year the data should be corrected.

(d) APAR: Ensure that APAR grading is entered in the system and the APAR is scanned and uploaded in the system. If there is any difficulty in this regard, please call the CMC Ltd. Engineers at Tele: 24629890.

(e) IPR and Lokpal return: All the officers of CSS/CSSS/CSCS are requested to file their returns online. It may be noted that defaulting officers will not be granted cadre clearance for deputation, foreign training, empanelment etc.

(f) Deputation: Ensure that all Officers apply for cadre clearance through the system. If any application is received in CS.I Division without online application it will not be entertained. Prior to forwarding application online, nodal officers should also ensure that correct and up to date information of the officer concerned is available in the system.

(g) Foreign Training: All nominations for foreign training should be processed through the web based cadre management system in respect of all Officers. Their reliving for the training will also be updated in the system to capture the details of foreign trainings attended. If the training period is more than three months, the nodal officers will forward the online request to CS.I Division for cadre clearance in respect of US and above level officers.

(h) Domestic Training: All nominations for domestic training should be processed through the web based cadre management system in respect of all officers. If the training period is exceeding one year, the nodal officers will forward the online request to CS.I Division for further processing in respect of US and above level officers.

(i) Permission to visit abroad: All requests for private foreign visits should be processed through the web based cadre management system to capture such information.

(j) Furnishing of information of death of an employee: In case of death of an employee, the nodal officer of the Ministry/Department concerned will henceforth immediately update the information in the web based system to enable capture of the vacancy to facilitate provision of a substitute.

(k) Furnishing of information of long leave of an employee: If any employee proceeds on leave for six months or more, the nodal officer concerned should update the information in the web based system immediately to capture the vacancy to facilitate provision of a substitute.

(l) Voluntary Retirement: CS.I Division conveys . approval of MoS (PP) for voluntary retirement of US and above level officers of CSS. Henceforth, if the request for voluntary retirement is not received through the system, the same will not be entertained.

(m) Resignation: Resignation requests from employees should be obtained and processed in the web based system so that such vacancies are brought to the notice of the cadre controlling authority immediately.

(n) Technical resignation: Requests for technical resignation to join another employment under the Government should also be obtained and processed in the web based cadre management system.

(o) Vigilance status: Vigilance clearance whenever required in connection with cadre management activities will be sought and obtained through the system. In respect of US and above level officer it will be updated both by the Ministries!Department and by AVD.I of DoP&T. Upto SO level, Ministries/Departments will update the system.

3. This circular may be brought to the notice of all CSS Officers for their information and active cooperation to ensure correctness of data.
4. Nodal officers may also depute their subordinates to CS.I Division to clear doubts if any about the functioning of the system.


Under Secretary to the Govt. of India
Tele.: 24629412

Original Order

Be the first to comment - What do you think?  Posted by admin - January 2, 2016 at 6:26 pm

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Committee set up to Review Wage Structure of Gramin Dak Sevaks

Committee set up to Review Wage Structure of Gramin Dak Sevaks
A one man Committee to examine the wage structure, service conditions, etc. of the Gramin Dak Sevaks in the Department of Posts has been constituted by the Government of India.
Shri Kamlesh Chandra, Retired Member of Postal Services Board, will constitute the Committee. The Committee will be assisted by Shri T.Q. Mohammad, a Senior Administrative Grade Officer, who will act as Secretary to the GDS Committee. The Committee will go into the service conditions of Gramin Dak Sevaks and suggest changes as considered necessary. The terms of reference of the Committee will, inter-alia, include the following:-

a) To examine the system of Branch Post Offices, engagement conditions and the existing structure of wage and enrolments paid to the Gramin Dak Sevaks and recommend necessary changes;

b) To review the existing Services Discharge Benefits Scheme/other social security benefits for the Gramin Dak Sevaks and suggest necessary changes;

c) To review the existing facilities/welfare measures provided to the Gramin Dak Sevaks and suggest necessary changes;

d) To examine and suggest any changes in the method of engagement, minimum qualification for engagement as Gramin Dak Sevaks and their conduct and disciplinary rules, particularly keeping in view the proposed induction of technology in the Rural Post Offices.

The Department of Post has 2.6 lakh Gramin Dak Sevaks. All these GDSs will come under the purview of GDS Committee.


Be the first to comment - What do you think?  Posted by admin - at 6:09 pm

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7th CPC had kindled such a great curiosity among the employees


That the 7th Pay Commission which was eagerly expected by all the Central Government Employees submitted its recommendations to the Finance Minister on 19/11/2015 would have been known to almost all the employees.

This is because all the popular websites, blogs, newspapers and TV channels flashed news about the pay commission. It is a crucial announcement which benefits 45 lakh employees and 50 lakh pensioners and so the websites and blogs had a tough time to handle lakhs of visitors who visited them at the same time.

The 7th CPC had kindled such a great curiosity among the employees. When the 6th CPC announcement was made it did not receive such a wide publicity. Since the past eight years, the internet usage has increased tremendously.

In the same way, we can say that when the 8th CPC is announced even the way it is announced might change completely. To that extent the use of online applications are increasing rapidly.

Today, it is very common to find almost all the employees carrying Android cell phone in their hands and having a Desktop or a Laptop in their homes. Using these gadgets they performed a massive number of searches on 7th CPC.

The searches performed by the users tried to find answers for questions like: How the Basic Pay has changed? Is there still a system of Grade Pay? What happened to HRA? What is the status of CEA?

However, after seeing the 7th CPC report, the employees were in a state of disappointment as they did not get what they had expected. Most of the employees felt that they did not get benefits and pay increase in 7th CPC as they got when the pay commission changed from 5th to 6th. The faces of most of the employees were sad because the rise that they got occurs only once in ten years.

All federations expressed their disapproval through reports. Through the NJCA agency, they have decided to go on an indefinite strike in the month of March.

In this scenario, the new years is beginning on 01/01/2016. The employees who had planned to enjoy the New Year in a grand way along with the announcement of 7th CPC in are pushed to a state of grief as they heard the news that they have to compulsorily come to work on 01/01/2016 failing which their pay revision will happen from the date they came for work lastly.

News such as these has put a big question mark on their New Year celebrations. In many Central government offices, the holiday that was already announced for the New Year day has been changed to some other day.

They say this change has been done to avoid unnecessary problems that may arise in the Revision of Pay. However, after the New Year day, we get a Saturday and Sunday, so we can hope that the New Year celebrations will happen in a glorious manner on these two days.


Source: centralgovernmentemployeesportal

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1.5% Extra Growth Needed to Grant Wage Hikes – Jaitley

1.5% Extra Growth Needed to Grant Wage Hikes – Jaitley

“In the coming year, there would be a burden of Rs 1.02 lakh crore of Seventh Pay Commission, OROP (one rank, one pension) burden is also there. That burden can be sustained only when there is increase in economic activity.”

1.5% Extra Growth Needed to Grant Wage Hikes – “We need to increase our growth rate. We have to at least increase it by 1-1.5 percent”.

The government is ready to have a dialogue with the trade unions on wage increases, but the country needs to grow by an extra 1-1.5 percent so that it can sustain wage hike and other benefits given to workers and the poor, Finance Minister Arun Jaitley said on Wednesday.

“Our GDP growth of 7.5 percent is at a time when the world is experiencing global slowdown. We need to increase our growth rate. We have to at least increase it by 1-1.5 percent,” he said at a felicitation function organised by the Bharatiya Mazdoor Sangh.

“In the coming year, there would be a burden of Rs 1.02 lakh crore of Seventh Pay Commission, OROP (one rank, one pension) burden is also there. That burden can be sustained only when there is increase in economic activity. Because of increased economic activity, government revenue and resources will go up,” the finance minister said.

Noting that wages or bonus can only be increased when the government and private sector have the required resources, Jaitley said the minimum wages of labour should, at the least, be respectable and allow for inflation.

He asked the BJP-affiliated BMS to support the growth-oriented policies of the government, which will, in turn, take care of all their reasonable demands.

Source: Business Standard

Be the first to comment - What do you think?  Posted by admin - at 11:55 am

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7th Pay Commission – Leaves Army out in the Cold – The US defence budget is more than 4% of their GDP while that of India is less than 2% of the GDP

7th Pay Commission – Leaves Army out in the Cold – The US defence budget is more than 4% of their GDP while that of India is less than 2% of the GDP

The 7th Pay Commission has submitted its report to the government recently. The repercussions of the report are now being felt on government finances. The Railways have, as per reports, requested the finance ministry to bear the additional cost arising out of recommendations of 7th CPC. Similarly, there are reports that the Budget will need adjustments to accommodate recommendations of the 7th CPC.

The elite Indian defence forces (EIDF), consisting of the Army, Air Force and Navy, explicitly continues to be unsatisfied with the CPC recommendations. The Army has some genuine grievances which can be fixed without substantial fiscal implications. The disciplined soldiers of Indian defence forces have exhibited exemplary courage in defending our borders.

In addition, in times of every national calamity, they have also excelled in civilian duties. The defence forces in India, are also an example of national integration, to be emulated by others.

It is important that soldiers and officers of EIDF enjoy a special status among defence forces, the way the Indian Administrative Service continues to enjoy supreme status, in comparison to other civil services. If India has to emerge as a global super power, it will need fighting-fit EIDF.

Interestingly, some of the grouses of EIDF are easily addressable and seem minor in terms of costs to the government. The US defence budget is more than 4 per cent of their GDP while that of India is less than 2 per cent of the GDP. It is acknowledged by the 7th CPC that the army is short by nearly 22 per cent of officers, which amounts to substantial savings in the Budget.

Similarly, the Air Force and Navy are also short of officers. Officers account for less than 5 per cent of defence personnel, and curtailing their food allowance in those times when they are not in hardship postings would not lead to any significant savings in the fiscal deficit. Rather it would only create hardship for officers when they are undertaking war training for months together, away from family.

In such war-like locations, ensuring private food supply to such officers would probably imply higher costs than savings in curtailing food allowance.

Similarly, it needs to be recognised that promotion avenues at senior level are very few in EIDF. A large number of officers stagnate at different levels in the Army and many of them get superseded, not because of incompetence but medical reasons arising from harsh border conditions.

Therefore, compensation and allowances for stagnating solders should factor such extreme conditions to ensure that they stay motivated. Also disability pension of the solders needs to be related to the nature of the disability rather than be a fixed amount.

The reward system of the British Army needs to be closely examined. Indian soldiers were happily fighting for the British in alien lands. The award of land and handsome pension attracted many a youth to a career in defence services. This is in sharp contrast to the present situation where EIDF, despite so-called lucrative compensation, are short of officers.

Hence, curtailment of salaries, pension, and allowances for EIDF may not be a correct strategy to correct the fiscal deficit. The need is to ensure that soldiers are secure, so that they can focus on safeguarding our borders.

Source: Business Line

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Central Government employees taking leave on Jan 1, 2016 may face cut in salary revision

Government employees taking leave on Jan 1, 2016 may face cut in salary revision

New Delhi: It is bitter bill that the Central Government employees will have to swallow if they take leave on January 1, 2016.

As per the 7th Pay Commission Recommendations, taking leave on 1-1-2016 will affect the effective date of pay revision. The notification says that pay revision will be effected from 1st January 2016 only for those who are present on duty on 1st January 2016.

A Department of Para Military Forces has also informed its officials that if an employee goes on leave on 1st January 2016, the increased pay will be effected only from the date of which such employee resumes duty and not from the first of January 2016.

Hence the Central government employees planning to go on leave to celebrate New Year day or for any other reasons on 1st January 2016, have to re think about their decision.

Its advisable to check with their departments about the impact on revision of pay if they avail leave on 1st January 2016. If the department has announced January 1, 2016 as a holiday, it will be better to report to work the next day.

Source : Zee News

Be the first to comment - What do you think?  Posted by admin - at 9:50 am

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Railway Minister asks Finance Minister to handhold railways through 7th Pay Commission burden

Railway Minister asks Finance Minister to handhold railways through 7th Pay Commission burden

New Delhi: Railways has sought a financial grant of about Rs. 32,000 crore from Finance Ministry to tide over the the impending impact of Seventh Pay Commission recommendations on the public transporter.

In a letter to Finance Minister Arun Jaitley, Railway Minister Suresh Prabhu cited the prevailing financial position of railways, efforts at cost cutting and possible gradual adjustment of fares and other non-tariff revenue measures to absorb the impact while requesting the exchequer’s help for implementation of the Commission recommendations.

“I would therefore earnestly request you to help the Ministry of Railways and handhold it for the implementation of Seventh Pay Commission recommendations,” the Railway Minister said in the letter.

“This may be done either through compensation of loss for coaching services (Rs 31,727 crore in 2013-14) or directly by virtue of a revenue grant, matching the amount of the Seventh Pay Commission’s liability placed upon railways for the next 3-4 years,” he said.

In a letter to Finance Minister Arun Jaitley, Railway Minister Suresh Prabhu cited the prevailing financial position of railways, efforts at cost cutting and possible gradual adjustment of fares and other non-tariff revenue measures to absorb the impact while requesting the exchequer’s help for implementation of the Commission recommendations.

“I would therefore earnestly request you to help the Ministry of Railways and handhold it for the implementation of Seventh Pay Commission recommendations,” the Railway Minister said in the letter.

“This may be done either through compensation of loss for coaching services (Rs 31,727 crore in 2013-14) or directly by virtue of a revenue grant, matching the amount of the Seventh Pay Commission’s liability placed upon railways for the next 3-4 years,” he said.

Prabhu hoped that during this 3-4 years period, railways would be able to absorb the impact from their resources through gradual adjustment of fares and other non-tariff revenue measures.

However, Railway Minister has expressed his reservation about increasing the freight rate in the given scenario contending that it would have a “deleterious impact” on national economy.

He said, “In order to maintain these expenses at the current proportion – at 51.5 per cent of the gross receipts, the railway revenues will need to grow substantially by 40 per cent in 2016-17 which is well nigh impossible given the fact that till October 2015 growth was only 8.4 per cent.

“The first factor of freight earnings originating loading is demand driven and is largely not within the control of railways. The second factor that is freight rates, though is within railways competence, there is hardly any headroom available for increasing the same without affecting railways competitiveness adversely.”

He said, “Moreover, exercising this option will have a deleterious impact on the national economy as well as on critical sectors such as coal, cement, foodgrains.Prabhu hoped that during this 3-4 years period, railways would be able to absorb the impact from their resources through gradual adjustment of fares and other non-tariff revenue measures.

However, Railway Minister has expressed his reservation about increasing the freight rate in the given scenario contending that it would have a “deleterious impact” on national economy.

He said, “In order to maintain these expenses at the current proportion – at 51.5 per cent of the gross receipts, the railway revenues will need to grow substantially by 40 per cent in 2016-17 which is well nigh impossible given the fact that till October 2015 growth was only 8.4 per cent.

“The first factor of freight earnings originating loading is demand driven and is largely not within the control of railways. The second factor that is freight rates, though is within railways competence, there is hardly any headroom available for increasing the same without affecting railways competitiveness adversely.”

He said, “Moreover, exercising this option will have a deleterious impact on the national economy as well as on critical sectors such as coal, cement, foodgrains.”

According to the Pay Commission report, the annual financial impact on Railways will be approximately Rs 28,450 crore in addition to the normal growth which will require to be built into the Railway Budget 2016-17.

“Our initial assessment however is that this additional impact would be around Rs 30,031 cr over and above the normal assessed growth of Rs 10,816 cr,” Railway Minister stated.

Prabhu has pointed out that the Railways bear 35.6 per cent of the total pay and allowances of the government which is more than 1/3rd of the Pay Commission’s burden for serving staff would be borne by railways. “Further nearly 28 per cent of the pension impact of central government would be on the Railways,” the letter sent last week said.

Currently, pay and allowances and pension account for 51.5 per cent of the gross receipts of railways. With the financial impact of the Seventh Pay Commission, this will increase to 68 per cent of the gross receipts in 2016-17 at present level of growth.

Prabhu has also mentioned the details about the cost cutting measures in railways.

“While we have put in place serious cost cutting measures and are focusing on fuel management and lowering of staff intake, more than 2.3rd of the railway expenditure is inelastic – staff cost, pension, lease charges, maintenance of fixed assets.”

Prabhu has sent a detailed note along with the letter on the Railways financial position vis-a-vis impact of Seventh Pay Commission’s recommendation.


Be the first to comment - What do you think?  Posted by admin - January 1, 2016 at 10:41 pm

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Year End Review: Highlights of Department of Pension and Pensioners’ Welfare during 2015

Year End Review: Highlights of Department of Pension and Pensioners’ Welfare during 2015 

Following are the highlights of the achievements of Department of Pension and Pensioners’ Welfare during the year 2015:


‘Anubhav’ is a platform for retiring government employees to share their experience of working the Government and for showcasing commendable work done during service. It is envisaged that this would provide satisfaction to the retiring employees and also act as motivator for serving employees. Over time this will build up a wealth of useful suggestions. This would also provide an excellent opportunity to harness the resource of retiring employees for voluntary contribution to nation building post retirement.

The retiring employees may, voluntary, submit write-up along with the pension application form. Necessary amendments have been made to the checklist attached to Form 5 under Rule 59 of the CCS (Pension) Rules, 1972. A webpage has been created which can be accessed from the website of the Department of Pension (persmin.nic.in/pension.asp).

The software application was demonstrated on 23.02.2015 and tested on the first lot of retirees during the pre-retirement counselling workshop (PRC) organized by the Department on 26.2.2015. To sensitize the Ministries /Departments, Awareness Workshops on ‘Anubhav’ have been organized by this Department on 24th March, 2015 and on 24th April, 2015 in New Delhi.


Bhavishya is an online tracking system for pension sanction and payment. By keeping track of the progress of each pension case, it introduces transparency and accountability into the system thereby plugging delays. This benefits the retiring employees, pensioners and the administration equally.

The system allows online filing of application of pension by the retiring employees, encapsulates the Pension Rules required for processing pension cases and generates all forms and reports necessary for finalizing pension cases as well as needed for monitoring by the Departments.

Bhavishya is being implemented in main secretariat of 83 Ministries/Departments and 22 attached offices involving 792 Drawing and Disbursing Officers (DDO) till December 30, 2015, which are in various stages of processing pension cases of 4759 retiring employees. This is being scaled up to cover all 9000 DDOs spread across the country.

In order to spread awareness of Bhavishya application the Department of Pension & Pensioners’ Welfare conducted an Awareness Workshop on ‘Bhavishya’ under the auspices of Hon’ble MOS (PP) on 26th November, 2015 in Plenary Hall, Vigyan Bhavan, New Delhi. The workshop was designed for Heads of Office/Drawing and Disbursing Officers of all ministries/departments including those of attached and subordinate offices located in Delhi. Around 1200 participant attended the Workshop.

Pensioners’ Portal

Pensioners’ Portal is the one stop solution for all information needs of the pensioners. The Portal also provides for registration of pensioners’ grievances through the Centralized Pension Grievance Registration and Monitoring System (CPENGRAMS). During the year (upto 15.12.2015) 16683 grievances were received and 14354 were disposed, leaving a balance of 2329.

Standing Committee of Voluntary Agencies (SCOVA)

A Standing Committee of Voluntary Agencies (SCOVA) functions under the Chairmanship of MOS (PP) to provide feedback on the implementation of policies/ programmes of this Department besides mobilizing voluntary effort to supplement the Government action. SCOVA meeting was held in October, 2015 which was attended by representatives of various Pensioners’ Associations and the Ministries/Departments.


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Year End Review of Ministry of Railways for the Year 2015

Year End Review of Ministry of Railways for the Year 2015



  • Provision of All India Security Helpline ‘182’

All India Security Helpline ‘182’ has been provided over Indian Railway to facilitate the travelling passenger. The service is very important public service and may play an important role in any emergency like crime against woman, onboard unlawful activity, train accidents, medical attention required fire etc.

  • Provision of All India Passenger Helpline ‘138’

The All India Passenger Helpline ‘138’ has been provided as a public interface for quarries/complaints related to Medical Emergency, Cleanliness, Food & Catering, Coach Maintenance, Linen etc. (Except Security).

  • Complaint Management System (COMS) Portal

For the help and assistance to bona fide railway passengers to give their feedback and also to register their complaints, Minister of Railways has launched Complaint Management System (COMS) portal on 02.03.2015 which consists of the following application

-          A mobile app based complaints and suggestion application (currently on the android platform)

–          A web based complaints ans suggestions application on URLwww.coms.indianrailways.gov.in

–          As sms based complaints and suggestion application on the number 9717630982


  • E-Catering - In order to widen the range of food options available to passengers, E-catering services have been introduced, through Indian Railway Catering and Tourism Corporation (IRCTC) in trains without pantry car or Train Side Vending as well as on 45 designated stations from where passengers of  originating/passing trains can avail of this facility.  IRCTC has set up a call centre with toll free no.   1800-1034-139, developed a website www.ecatering.irctc.co.in and also SMS facility to 139 as MEAL<PNR>  to take orders.


  • Water Vending Machine: As a recent initiative, to ensure availability of clean drinking water at low cost to the passengers, a policy on Water Vending Machines (WVMs) has been notified on 16/06/2015. These WVMs are to be set up by Indian Railway Catering and Tourism Corporation (IRCTC) at identified Railway stations.



  • Pre-cooked Food  (ready to eat meals) – Railways have conducted trials for service of pre-cooked (ready-to-eat) meals of reputed brands on some trains. A policy guideline on “Ready to Eat Meals” has been issued to zonal railways on 30.01.2015.


  • First workshop of all Food Safety Officer, Designated Officers & IRCTC Officers held in Kolkata to improve the standard of food safety in Indian Railways.
  • Executive Lounge:    Indian Railway Catering and Tourism Corporation (IRCTC) has introduced an Executive Lounge at New Delhi railway station.  The Executive Lounge provide value added services at a charge, offering facilities such as WiFi Internet, buffet services, wash and change, concierge services for pre-departure and post-arrival assistance to passengers.  IRCTC is in the process of setting up Executive Lounges at 48 more stations.


  • Concierge Services:  Indian Railway Catering and Tourism Corporation (IRCTC) has introduced concierge services (pick-up & drop and porter services), as Pilot Project at a few railway stations.  The stations are New Delhi, Mysore, Bhubaneswar, Howrah, Patna, Secunderabad, Jaipur, Tirupati, Ernakulam, Lucknow, Chandigarh, Lucknow Jn., Delhi, Hazrat Nizamuddin, Delhi Safdarjung, Anand Vihar Terminal, Delhi Cantt, Delhi Sarai Rohilla, Vijayawada, Guntur, Ahmedabad and Sabarmati Jn.


  • Mid-Segment Tourist train:   Indian Railways in association with Indian Railway Catering and Tourism Corporation (IRCTC) has now introduced a mid-segment tourist train also.  The all inclusive round trip packages covers rail transportation in different air-conditioned classes, local transportation, guided tour for sightseeing in groups, variety of meals and hotel accommodation etc.  To begin with, a train on the circuit Delhi – Jaisalmer – Jaipur – Delhi commenced operation on 13.12.2015 while the second one on the circuit Delhi – Varanasi – Khajuraho – Agra – Delhi is scheduled to commence operation on 20.12.2015.


  • New Trains : – Upto the month of November, 2015 112 new trains and 15 extension of trains and 5 increase in frequency have been implemented as announced in Railway Budget 2014-15.  No new train has been announced in Railway Budget 2015-16



  • Augmentation : - Indian Railways also facilitates the passengers by augmenting the load of popular trains services by attaching extra coaches on permanent basis and thereby generating extra carrying capacity. During the year 2015-16 upto November 2015, Indian Railways attached 691 coaches thereby generating an additional capacity of 45605 berth/seats which also includes augmentation of 52 pairs of Mail/Express trains to 23/24 coaches during the Year 2015-16


  • Special Trains : –          During peak seasons special trains are operated by Indian Railways to clear the extra rush of passengers. This year upto November to facilitate passengers, Indian Railways have run 23666 train trips in the Year 2015-16.
  • Election Special :-       During election in the State of Bihar, 36 Special trains were made to run.
  • Mela Special :  During Sinhastha Kumbh Mela – 2015 in order to cater the extra rush of passengers traffic, Board arranged additional rakes (of 236 coaches) and 32 cars of MEMU/DEMU rakes . During Mela period, 608 special were made run and 795 coaches were temporarily augmented. Besides, 789 GS coaches of regular train services were earmarked for the pilgrims.
  • Non-Budget Trains :   Owing to heavy public demand and completion of gauge-conversion of some sections the 13 pair Non-Budget new trains have been introduced upto December 2015.
  • Experimental Stoppage in trains : - During the current year  upto November, 2015, 146 stoppages have been provided in Mail/Express trains (in single) on an experimental basis.
  • Computerised Parcel Management System implemented on New Delhi – Howrah, New Delhi – Mumbai, New Delhi – Chennai, Howrah-Chennai and Howrah-Mumbai route.
  • Computerisation of Retiring Room booking launched at more than 480 locations.
  • Paperless Unreserved Ticketing through Mobile Phone between Church Gate and Dahanu Road.
  • Paperless Unreserved Ticketing through Mobile Phone between New Delhi –Palwal Section
  • Destination Alerts to passengers through SMS for Rajdhani and Duronto trains.
  • E-ticketing Portal in Hindi
  • Currency Coin cum Card operated Automatic Ticket Vending Machines at New Delhi Railway Station.
  • Currency-cum-coin-cum-card based Automatic Ticketing Vending Machines (ATVMs) commissioned over Central Railway, Easter Railway, Western Railway, Southern Railway, Northern Railway and South Central Railway.
  • · Concession based ticketing including online ticketing for the physically challenged persons using Photo identity Card issued by the Railways.
  • Lower berths to senior citizens :  With a view to facilitate senior citizens and female passengers when travelling alone, a combined reservation quota of two lower berths per coach in Sleeper class has been enhanced to four lower berths per coach is Sleeper class. Further w.e.f. 01.11.2015, the facility of booking tickets under senior citizen quota will be permitted even when two passengers eligible to book tickets under this quota intend to book.
  • Staggering to Tatkal booking timings : - W.e.f. 15.06.2015, the timings for reservation under Tatkal scheme has been staggered and now it opens at 10.00 hours on the previous day of journey from train originating station. Also, all types of ticketing agents( YTSK, RTSAs, IRCTC agents, etc.) are debarred from booking tickets during first thirty minutes of opening of booking i.e. from 08.00 to 08.30 hours for general bookings, and from 10.00 to 10.30 hours and 11.00 to 11.30 hours for Tatkal booking in AC & non-AC classes respectively.
  • Automatic refund of Confirmed / RAC e-tickets on cancellation of trains : Automatic refund of Confirmed /RAC e-tickets on cancellation of trains similar to waitlisted e-tickets is granted There is no requirement for cancellation/filing of TDR for refund of e-ticket in case of cancellation of trains.
  • Introduction of Suvidha Trains : – Suvidha Trains have been introduced wherein the maximum Advance Reservation Period is 30 days while the minimum Advance Reservation Period is 10 days. Zonal Railways will decide the exact ARP of reach train within this limit.
  • Opening of PRS counters beyond 2000 hours on week days and beyond 14.00 hours on Sundays : - Instructions were issued on 15.5.2014 wherein Zonal Railways were advised that subject to demand and availability of manpower, the PRS counters can be opened even beyond 20.00 hours on week days and beyond 14.00 hours on Sundays. This has facilitated the passengers in getting reserved tickets through PRS counters as per their convenience.
  • Timings for advance reservation : - Time limits for booking reserved tickets was increased to 120 days w.e.f. 01.04.2015. This has facilitated the passengers to plan their journey well in advance.
  • Change in timings of booking through internet : The timings of booking reserved tickets through internet have been changed and is now available daily from 00.30 hours to 23.45 hours.
  • Fitment of dustbins in all coaches including non AC coaches.
  • A special train on Gandhi Circuit covering places related to life and work of Mahatma Gandhi run.
  • A kisan Yatra special train to help the farmers has also been run. Kisan Yatra special coaches have been operated from different parts.

The frequency of Maitree Express was increased from 3 to 4 per week and an additional AC Chair Car was added.

It has been decided to provide stainless steel mug with chain arrangement in Non-AC coaches also as being provided in AC coaches.

· It was decided to upgrade the specification and design of linen and curtains provided in AC coaches through consultancy with NIFT and accordingly an agreement was executed.

Commencement of provision of Braille signage on 3000 Coaches.


  • Provision of Optical Fibre Cable (OFC)
    1,098 Rkms OFC has been laid. Cumulatively, 48,818 Rkms (approx.) OFC has been commissioned over Indian Railways enabling high speed communication network.
  • Provision of Video Conferencing System
    A new Video Conferencing System connecting Civil Engineering officials of Railway zones based on latest state of art technology has been commissioned in Board. This system has the provision of two concurrent Multi Part Conference of 60 participant of Railway Board & Zonal Railway having provision of simultaneous display of 24 participants of single screen.
  • 2 locomotive factories at Madhepura and Marhowrah successfully bid after 7 years.
  • Train sets for improving passenger comfort and reducing travel time ; EOI invited. 5 international bidders shortlisted for participation RFP.
  • Rail Coach Factory at Kanchrapara – Fresh RFQ application have been called. Will be opened in December, 2015.
  • Modern LHB Coach manufacturing facility Phase-1 commissioned at ICF Chennai. Indian Railways will shift 100% to 160 kmph fit LHB coaches in next 5 years. 
  • ICF Chennai has developed first of its kind stainless steel 3 phase energy efficient AC-AC transmission 1600 HP DEMU train set. The first  air-conditioned DEMU   was manufactured this year by ICF.
  • DLW Varanasi developed designs and manufactured 5500HP Diesel Locomotives. Moving towards Make in India – Design in India.
  • Indian Railways signed an Assured Off Take Agreements (AOT) for manufacturing of 1200 wagons per annum and rehabilitation of 300 wagons per annum for a period of 10 years with SAIL-RITES Bengal Wagon Industry Pvt. Ltd. (SRBWIPL)  Kulti, West Bengal
  • Traction Alternator Factory at Vidisha, Madhya Pradesh – The project aims to manufacture 100 traction alternators per annum of high horse power diesel locomotives which are currently being imported


  • Automotive rebate for Traditional Empty Flow Direction Traffic with a view to convert empty running of rakes into loaded one, automatic freight rebate scheme has been introduced from 25.6.2015 wherein all rakes loaded in notified empty flow direction are charged at Class – LR1 (Train load) and at Class-100 (Wagon load), subject to certain terms and conditions.
  • Various proposals under different Railway schemes like Private Freight  Terminals (PFT), Special Freight Train Operator Scheme (SFTO), Automobile Freight Train Operator Scheme (AFTO), Liberalized Wagon Investment Scheme (LWIS), Wagon Leasing Scheme (WLS) have been finalized.
  • Mobile Application for Freight Operations (PARICHAALAN)
  • Heavy haul Initiative – The prototype of the 25T axle load BOXNS wagons has been made during Oct’15. The wagon will run at 100 kmph in loaded and empty condition with pay load to tare ratio of 4.1 as compared to conventional BOXNHL wagons, which have payload to tare ratio of about 3.6. These wagons will achieve increased throughput per week by 14.8%.



Innovative Funding initiatives and non traditional sources of funding:


Many initiatives were taken to explore alternative sources of funding, besides the traditional GBS route. These are listed as follows:

a) An Memorandum of Understanding with LIC of India was signed on 11.3.2015 for committed long-term funding   to the tune of Rs 1.5 lakh crore over 5 years for financing Railway projects.  First tranche of Rs 2000 cr has been received.

b) MOF approved issue of tax free bonds by IRFC amounting to Rs.6,000 crore during the FY 2015-16; the entire amount has been raised from the market.

c) World Bank was approached to explore the possibility of setting up a Railway Infrastructure Development Fund for raising resources for long term investment in Railways.   A detailed scope and options study has been commissioned by World Bank which is currently in progress.

d) World Bank loan of USD 650 million to finance Eastern DFC – Phase 3 (Khurja-Ludhiana & Khurja-Dadri section) has been negotiated as a direct loan to DFCCIL under Govt. of India guarantee.

e) IRFC’s proposal to raise a Syndicated Foreign Currency Loan of USD 400 million to re-finance an earlier ECB of the same amount, aimed at achieving a saving in debt service costs by about Rs.33 crore, has been agreed and backed by MOR.

Speedy Project Implementation and Execution:

Following steps were taken to improve project delivery by addressing the issues of fund availability and empowerment of field organization:

a) Identification of projects leading to throughput enhancement/network decongestion was done and these projects were prioritized for dedicated financing and targeted execution. These projects have been provided adequate funding to enable timely completion.

b) For prompt and speedy execution of Railway Projects, it was decided to delegate full powers to General Managers for acceptance of tenders. The powers to revise estimates have also been enhanced.

Policy Formulation:

a) The policy guidelines on station redevelopment on Swiss challenge mode, were finalized and issued.

b) Model Concession agreement for Customer Funded model was finalized and issued.

c) Model Agreement for EPC was finalized and issued.

Obtaining professional input from outside agencies:

a)A Working Group and an Advisory Body have been constituted to assist in suggesting modified accounting system.

b) Financial Services Cell headed by Adv (Finance) has been constituted in the Railways and services of SBICAPS are being engaged to obtain expert inputs.

c) An Advisory Board on Railway finances with members drawn from the highest echelons of financial world like SBI Chairman, MD & CEO/ IDFC Bank and Shri Raghav Bahl, Founder, The Quintillion Media Pvt. Ltd. has been constituted. Members have given valuable ideas and suggestions on diverse topics like investment strategies and accounting reform.


· Working towards ‘Zero Accident’ Mission.

· Train Protection Warning System (TPWS): TPWS is a safety Automatic Train Protection (ATP) system conforming to European Train Control System (ETCS) Level-1.  It eliminates accidents caused by human error of Signal Passing at Danger or over speeding by loco pilot. TPWS trials at 160 Kmph were successfully conducted during the year on Nizamuddin-Agra Cantt. Section after completion of requisite works. This section was also made signalling fit for speed potential of 160 Kmph by executing required signaling system upgradations during the year.

· Enhancement of Safety at Level Crossing Gates: 282 Level Crossing Gates have been interlocked with Signals to enhance safety.

· Train Collision Avoidance System (TCAS): To overcome shortcomings of ACD system due to its dependence on GPS and for large scale deployment on Indian Railways, a cost effective indigenous safety system – Train Collision Avoidance System (TCAS) is being developed indigenously by RDSO in association with Indian Vendors.  This system is aimed at providing dual capability of preventing train accidents caused due to Signal Passing at Danger (SPAD) or non observance of speed restrictions by train drivers as well as preventing train collisions caused due to non-observance of rules in case of manual operations. RDSO has finalized the Specification after successful proof of concept trials.  Field work for Extended field trials of TCAS with 40 locos on 3 sub-sections in Lingamapalli-Vikarabad-Wadi-Bidar section, SCR (250 km) having RE/Non-RE, Single Line/Double Line Absolute Signalling section with diesel and electric locos are in advance stage of progress by RDSO & SCR.


Achievements of Road Safety Works (i.e.  Level Crossing & ROB/Subways)(from Jan, 2015 to Nov. 2015) : -

Elimination of Unmanned Level crossings by


Closure/Merger/Subways               :           637

Manning                                              :           271

Total                                                    :           908

Closure of Manned Level Crossings               :           312

Construction of Road Over Bridges               :           155

Construction of Subways                               :           699


Provision of Integrated Security System (ISS)

ISS at 5 stations namely Trivandrum, Mangalore & Ernakulum (SR), Triputi (SCR), Thane (CR) has been commissioned. In addition to that, CCTV system has been commissioned at 10 stations namely Miraj (CR), Bengaluru, Yesvantpur, Mysore(SWR), Bhubaneswar, Puri, Cuttack, Visakhapatnam (ECoR), Bhopal & Itarsi (WCR).  Cumulatively, ISS at 63 stations has been commissioned over Indian Railway. In addition to that, CCTV system has been cumulatively commissioned at 19 stations over Indian Railway.  CCTV surveillance system has been provided at 21 PRS/UTS locations.

· In the current year from 1st April to 10th December, 2015, consequential train accidents decreased from 105 to 81 in comparison to the corresponding period of the previous year.

· During the current year from January to 10th December 2015, safety drives were launched by Board on prevention of cases of SPAD, prevention of accidents at unmanned level crossings, observance of rules and precautions during shunting, prevention of cases of fire in pantry cars, observance of rules for working of push trolleys, etc.

· One conference of Chief Safety Officers was organized for detailed discussions on various issues relating to safety and rules for train operations.

· High Level Safety Review Committee (HLSRC): HLSRC under the Chairmanship of Dr. Anil Kakodkar, former Chairman, Atomic Energy Commission submitted its report on 17.02.2012.  The HLSRC has made 106 recommendations covering the various aspects of Indian Railways.  All the recommendations have been examined by the Board.  Out of the 106 recommendations, 68 have been fully accepted and of which 22 have been fully implemented and 46 are under implementation. The remaining 38 recommendations are under active consideration in the Ministry of Railways for appropriate action in a phased manner.

· Proposal invited for installation of ‘Fracture Detection System’ to detect Rail/weld failures and prevent derailments.

· Provision of Fire extinguishers in Non Air-conditioned coaches. A initial sanction for provision on 1000 coaches has been made and the railways and production units are in the process of provisioning the system.

· Provision of double acting AC compartment swing doors on coaches for faster evacuation of passengers in case of fire emergency.

· Provision of Automatic fire and smoke detection system for Non AC coaches for the first time.

· Provision of Fire suppression system in Pantry cars and Power cars as these are more fire prone than other passenger coaches.


· With a view to reduce the Nation’s dependence on imported petroleum based energy and to enhance energy security to the Country, as well as to make the Railway System more eco- friendly and to modernize the system, Indian Railways have been progressively electrifying its rail routes. 1479 route kilometers have been energized from January’ 2015 upto 15th December’ 2015.

· Provision of Route Relay / Panel / Electronic Interlocking along with Multi Aspect Color Light Signaling:  To increase efficiency and enhance Safety in train operations, modern Signalling system with Route Relay Interlocking (RRI)/ Panel Interlocking (PI)/ Electronic Interlocking (EI) along with Multi Aspect Colour Light Signalling (MACLS) in replacement of Over-aged Mechanical/Multi Cabin Signalling system has been provided at 299 stations.

· Automatic Block Signalling (ABS): To increase line capacity and reduce headway, Automatic Block Signalling has been commissioned on 141 Route Kms.

· LED Signals:  To improve reliability and visibility of signals, incandescent   filament signal lamps are being replaced by long life, highly durable LED signals.171 stations have been provided with LED signals.


· Railway has already provided Solar panel on roof top of coaches for train lighting system in 2 broad gauge coaches & 4 narrow gauge coaches plying on Pathankot-Joginder Nagar section in Kangra Valley and fourteen narrow gauge coaches plying on Kalka-Shimla section on trial basis.

· Setting up of Solar Plants : –  Tender document & policy guidelines for 50 MW solar plants at rooftop of Railways buildings issued. 10 Railways have issued tenders accordingly.

· Setting up of wind plant : –  Commissioned 25 MW wind mill power plant at Jaisalmer in October, 2015 which has already supplied 40 lakh units till now.

· 1000 MW solar power plants being set up over next 5 years; 10.5 MW already set up; in 2015-16, additional 6.5 MW will be set up ; PPP model finalized.

· Till Nov-2015, 7621 bio Toilets has been fitted in 2144 coaches. The cumulative fitment of Bio Toilets till date is 27800 Bio-Tanks in about 9200 coaches.

· An innovative Indian design of a Bio-Vac Toilets, a  Hybrid  of Vacuum Toilet and Bio-Toilet is working successfully  in one coach of GHY Rajdhani train. It has opened a new possibility to control  the problem of human waste falling from trains.

· Bio diesel: Use of bio diesel-B5 (i.e. 5% Bio-Diesel and 95% Diesel) was started on 5th June 2015 on World Environment Day. 11,000 KL of biodiesel has been ordered on 14 Zonal Railways.

· CNG DEMU: CNG DEMU power cars introduced on Northern Railway to make commuter trains environment and user friendly.

· Work of Water Recycling Plants (WRPs) at 10 coaching depots got sanctioned in Budget 2015-16. In addition, 32 stations have been identified for provision of WRP.

· To facilitate participation in Green India Mission (GIM), Railways has requested MoEFCC to issue guidelines to State Governments (beginning with Haryana & Punjab Govt.) for undertaking plantation on Railway land without affecting Railways’ requirement of cutting/felling of trees for its operational requirement.


—        In order to cope with the stress involved in the job and to have a disciplined life, Yoga training has been made mandatory in all training courses in Centralised Training Institutes, Zonal Railway Training Institutes, Multi-Disciplinary Training Centres, Main Training Centres and other Training Centres.

—        Instructions have been issued to start specialized programme on soft skills to frontline staff dealing with customers in an effort to give greater thrust towards customer satisfaction.

—        MOU has been signed with the Ministry of Skill Development and Entrepreneurship (MSDE) on 14th July, 2015 to make available separable railway infrastructure to MSDE and its authorised representatives to start skill training centres in rural and remote areas.

—        For rationalisation of man power across Indian Railways, one of the big four HR audit companies, Deloitte has been identified and entrusted with the task of studying the manpower rationalization of the Group A services.

· Modules on sensitization of Railway personnel on gender introduced in Centralised Training Institutes.

· Academic Service Agreement signed with Beijing Jiatang University, China for training of 100 Railway officers of various departments in Heavy Haul Technology.

· A Railway Chair known as ‘Chair on Sustainable Mobility’ set up at TERI University, New Delhi.

· In the current year of 2015-16, recruitment process is underway for about 48,500 Group ‘C’ posts with RRBs.  Out of these 48500 vacancies, panels for about 10800 RRB empanelled candidates have since been supplied and process for the remainder is on.

· In a quantum leap towards achieving greater transparency, objectivity and credibility, IT based recruitment system for Group ‘C’ posts has been initiated by the RRBs.  A Pilot Project of Computer Based (On-line) applications and examinations for 54 categories of Senior Section Engineers (SSEs), Junior Engineers (JEs) and Chemical and Metallurgical Assistants (CMA) has been completed successfully.

· Positive efforts have been made to reduce the time taken for recruiting Group ‘C’ category staff from open market.  In this process, Computer Based examination for SSE/JKE has been conducted within one month from the closing date of application.  This has been possible due to the initiative of calling of On-line (IT based) application.

· As a measure of transparency, question paper, answer sheet and answer keys for SSE/JE examination 2015 have been uplodaded on RRBs’ websites providing an opportunity to the candidates to view their performance and to submit any objection.  Candidates were also advised of this facility through individual emails/SMSs.

· In order to reach out to the employees directly, Hon’ble MR had desired to convey personal   Birthday wishes to every employee through SMS on mobile phone or letter.

·        Railway Recruitment Cells, since their formation in 2005, are into the fourth cycle of conducting recruitment to posts in Grade Pay Rs.1800/-.  They have notified around 62000 vacancies in the year 2013 and are in the process of completion of the same without any untoward incidents. So far, panels of around 38000 persons have been published which includes panels of around 850 persons with disabilities.


· Criterion for qualification of OBHS trains has been revised to include all important mail &express trains (excluding purely overnight trains) under the scheme. With revised criterion more than 1000 trains can now be covered under the OBHS scheme. As against 34 last year, 74 trains has been covered in the current year for Onboard  House-keeping.

· Advice sent to  ZRs on 23.04.2015 for taking up Special Intensive Cleaning drive at stations and being monitored. 11 ZRs have so far taken action at 226 stations  on this, covering important stations.

· 27 Charitable Institutions/Social Organizations were invited to take part in ‘Swachh Rail, Swachh Bharat Abhiyan’ through Shramdan campaign.  16 Organizations have already launched their action in this regard.  One of the organizations viz. Sant Nirankari Charitable Foundation offered is undertaking this campaign at 45 major Stations of IR & KRCL.

· 2nd year of Swachh Rail Swachh Bharat Abhiyan was launched w.e.f. 25.09.15 by involving railways staff at all levels as well as Charitable Institutions / Social organisations.  16 such organisations participated with railways in these efforts. The first theme based drive viz. “Sardar Patel United Clean India drive” was observed w.e.f 11.10.15 to 31.10.15 with special focus on Cleanliness and Sanitation of Stations & Trains.

· As a part of ‘SWACHCHH BHARAT ABHIYAAN’, the cleanliness activities monitored through the CCTV cameras of 18 stations duly connecting them in a network and extending the video stream to Divisional and Zonal Headquarters in SC Rly.


· The historical country wide massive public outreach event under the name “Railyatri/Upbhokta Pakhwada” (Passenger and customer Facilitation fortnight) organized all over Indian Railways from 26.05.2015 to 09.06.2015 concluded successfully.  This fortnight long programme was primarily directed towards improvement of passenger amenities and services, customer care, participation of passenger and railway staff in various activities and for creating awareness amongst the public about Railway’s initiatives and achievements.

· Some of the tangible outcomes of this historical passenger outreach effort of Indian Railways are as under:

1. 233 projects/works of passenger amenities and services ranging from escalators, foot over bridges, station buildings, reservation offices, new platforms, new train services etc. were commissioned/opened for the railway passengers at an approximate cost of Rs. 4000 crore.

2.  Work on 73 projects connected with passenger amenities and augmentation of network capacity was commenced costing approx. Rs. 550 crore.

3. Over 7000 Railway stations were inspected by railway officials and taken up for improvement in various passenger amenities.

4.  4000 road shows were undertaken by senior railway officers at railway station premises and in trains to interact with rail users, obtain their suggestions and taking feedback on the railway services provided.

5. Passenger outreach through railway officers and staff, unions, NGOs, scouts, guides, charitable organizations and through social media touched over 7 million passenger and public ( Face Book reach -5 million, Twitter Impressions- 1.3 million and .7 million passenger interactions at stations and in trains).

6. 7500 cleanliness and sanitation drives and inspections were undertaken at various stations, railway premises and colonies under ‘Swatch Bharat Abhiyan’ with the involvement of railway staff, passengers and NGOs.

7.  2700 catering services checks were undertaken in order to ensure quality of catering services and standards of hygiene at various stations and in trains.

8.  4600 intensive ticket checking drives were launched to curb the menace of ticket less traveling and to prohibit the entry of antisocial elements.  These drives resulted in detection of 1.6 lakh cases and recovery of Rs. 9 crore of railway revenue.

9.  3000 inspections for improving punctuality of trains were undertaken during this period.

10.  1400 inspections were conducted to check the presence of antisocial elementstouts and other irregularities by teams of vigilance officers.

11.  Intensive safety awareness drives were launched on all Zonal Railways with focus on precautions to be taken by road users at unmanned level crossing gates.  8500 such inspections were conducted by railway officials.

12. 126 Skill Development Programmes were organized in various Railway Workshops and Production Units to impart training to 5500 persons.

13. MOUs were signed between Zonal Railways and 5 Railway PSUs for 10 identified railway stations for their participation in development of passenger amenities through CSR.

14.  1300 Medical and Health Camps were organized by the Zonal Railways at different locations which wereattended by 55000 persons both railway employees and their families and also members of public.

15.  22000 staff quarters were taken up for repairs and maintenance in 450 identified railway staff colonies.

16. 590 Yoga camps were organized and attended by 19000 persons.

17.  As an outreach effort 176 Press conferences were organized at Zonal HQs, divisional HQs State Capitals and District HQs.  Over 6700 news items were published.



· Indian Railway (5 Women & 1 Men) weightlifters represented India in the Commonwealth Youth, Junior & Senior Weightlifting Championship held at Pune from 11th to 15th November, 2015, the performance of Railways players is outstanding. All Railway players won medals in this Championship. Ms. Matsa Santoshi, Ms. Punam Yadav, Ms. Sanjita Chanu, Shri S. Satish Sivalingam won gold medals and Ms. S. Mirabai Chanu won silver medal, Ms. Minati Sethi won Bronze medal in their weight categories.

· 4 players in India’s Men Hockey team and 16 in Indian Women Hockey team probables for Rio Olympic Games 2016 are from Indian Railway Hockey.

· During January to December 2015, Indian Railway team won National titles in 15 disciplines and stood runners-up in 03. National titles in were for Aquatics (Men) -Water polo, Swimming, Aquatics (Women) – Diving, Cricket (Women), Kabaddi (Women), Bridge, Boxing (Women), Archery (Women), Powerlifting (Men & Women),Atheltics (Women), Hockey (Men & Women) Volleyball (Men & Women) and runners-up in were for Archery (Men), Aquatics (Men)- Diving, Kho-Kho.

· Following Railway players have been honored with National Sports Awards during January to December 2015:-

S.No. Name Game Award Rly.
i) Shri Mandeep Jangra Boxing Arjuna Award NR
ii) Shri Manjeet Chhillar Kabaddi Arjuna Award NR
iii) Shri S. Sathish Kumar Weightlifting Arjuna Award SR
iv) Shri Bajrang Wrestling Arjuna Award NR


·        For the Financial Year 2014-15 PLB equivalent to 78 days wages has been paid to eligible railway employees as per Board’s letter No. E(P&A) II-2015/PLB-4 date 07.10.2015.  For the financial year 2015-2016 calculation of number of PLB days is yet to be done.

· E-procurement System was extended to 216 Depots/Divisions in the Zonal Railways. Sale of scrap is 100% computerised through E-auction.

· RPF rescued about 9,947 children.

· It was been decided to provide CCTV on coaches without infringement of privacy of women passengers as per specification developed by ICF and accordingly a work  of provision on 500 coaches including 100 sub urban coaches has been sanctioned.

· More than 100 Budget announcements implemented.


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AICPIN for November 2015 – Expected DA from Jan 2016

AICPIN for November 2015 – Expected DA from Jan 2016

 No. 5/1/2015-CPI


DATED: 31st December, 2015

Press Release

Consumer Price Index for Industrial Workers (CPI-IW) – November, 2015

The All-India CPI-IW for November, 2015 increased by 1 point and pegged at 270 (two hundred and seventy). On 1-month percentage change, it increased by (+) 0.37 per cent between October and November, 2015 which was static between the same two months a year ago.

The maximum upward pressure to the change in current index came from Food group contributing (+) 0.64 percentage points to the total change. At item level, Wheat, Urd Dal, Mustard Oil, Eggs (Hen), Milk, Chillies-Dry, Garlic, Carrot, Lady’s Finger, Peas, Potato, Tomato, Tea (Readymade), Sugar, Flower/Flower Garlands, Tailoring Charges, etc. are responsible for the increase in index. However, this increase was restricted by Chillies Green, Onion, Brinjal, Cauliflower, Green Coriander Leaves, Methi, Radish, etc., putting downward pressure on the index.

The year-on-year inflation measured by monthly CPI-IW stood at 6.72 per cent for November, 2015 as compared to 6.32 per cent for the previous month and 4.12 per cent during the corresponding month of the previous year. Similarly, the Food inflation stood at 7.86 per cent against 7.50 per cent of the previous month and 2.56 per cent during the corresponding month of the previous year.

At centre level, Madurai reported the highest increase of 11 points followed by Tiruchirapally (9 points), Jalandhar, Puducherry and Salem (7points each) and Mundakkayam (6 points). Among others, 4 points rise was observed in 5 centres, 3 points in 7 centres, 2 points in 12 centres and 1 point in 10 centres. On the contrary, Jamshedpur, Tripura and Rangapara-Tezpur recorded a maximum decrease of 4 points each followed by Kolkata, Amritsar and Kodarma (3 points each). Among others, 2 points decrease was observed in 13 centres and 1 point in 8 centres. Rest of the 11 centres’ indices remained stationary.

The indices of 36 centres are above All India Index and other 41 centres’ indices are below national average. The index of Salem centre remained at par with all-India index.

The next issue of CPI-IW for the month of December, 2015 will be released on Friday, 29th January, 2016. The same will also be available on the office website www.labourbureaunew.gov.in.


Authority: http://labourbureau.nic.in/

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Mr. Narendra Modi,
Honourable Prime Minister of India,
152-South Block,Raisina Hill,
New Delhi-110011


Respected Sir,
We would like to thank our beloved Prime Minister Shri Narendra Modi sir for his acknowledgement of sacrifices of the Sipahis, the Naiks and the Havaldars. When he mentioned us in his speech “80-90% militarymen are the personal below officer rank JCOs/NCOs/ORs. They are the very first person to face the enemy bullets and lay down their lives in the service to the mother nation. But as it is necessary to keep the forces young they have to leave the services at a very young age. After completing just 15-17 years in the armed forces.” We reiterate that Shri Narendra Modiji is the first ever prime minister who has openly acknowledged our services and sacrifices in line of performance of our duty to the nation.

At the same time, this is a pity and very sad moment for us the Sipahis, the Naiks and the Havaldars (JCOs/NCOs/Ors) that despite our selfless services to the nation we are relegated and sidelined by our own military leaders, ‘the commissioned officers’. We account for 95% to 97% of total strength of ex-servicemen of our country. All ex-servicemen organisations, every governement department of sainik welfare and sainik departmant political parties are headed by retired military officers hece the issues of JCO/NCO/Ors like their legitimate justifys, discrimination and poor economic condition due to meagre pay and allowances, less service pension these issues never reach properly to the governement and political parties. Even while serving we are totally dependent on officers and service headquerters. Which has resulted in exploitation of JCO/NCO and ORs as the high ranked officers, sitting in the defence headquerters had vasted interests and they were only taking care of their own cadre. After having plolonged discussions with retired JCOs/NCOs/ORs who reside in various parts of the country, the following demands are forwarded herewith for your kind consideration and taking appropriate action to implement our genuine demands with letter and spirit.

One Rank One Pension (OROP):
We are not accepting the ecurrent formula of OROP as it benefits only commissioned officers this formula is based on advices by officer centric organisations, who have actually hijacked the OROP – originally meant for the Jawans. 70% Jawans are compulsarily discharged from the forces between 35-40 years of age to keep the forces young. Jawans face much more difficulties in terms of non famiy stations being actualy deployed at Borders. OROP is scheme initially designed to compansate low pensions and difficulties in finding alternative re-employement in the middle age.

Whereas officers serve upto the age of 60 including re-employment. Officers work from tents behind which are air conditioned even in field areas. The officers are also highly paid with their minimum pension starting at Rs. 56000/- Per Month and going upto Rs. 100,000/- Per Month. However the officers have latched up to the idea of OROP and redefined it into a prestige issue where, ‘No officer will receive less pension than his Jounior’, irrespective of date of retirement. We the jawans condemn, deplore and totally reject this definition and strong arm tactics of officers. We aslo condemn all the members of officer feternity for continuesly publicly abusing the Prime Minister of our Country shri Naredra Modiji on various social media platforms like Facebook (OROP Ex Servicemen group, Mission OROP group) and Twitter. Also we stronly condem the IESM’s politicaly motivated on going hunger strike and Dharna at Jantar Mantar.

In the current formula the Jawans get a benefit of Rs. 500/- to Rs.1500/- pm, whereas officers get Rs. 20000/- to 40000/- pm in addition to their minimum pension of Rs. 56000/-. Under these scenarios officers demanding OROP is totally unethical, illegal and filled with sense of lust for more and more money.

In order to provide a decent enhancement to Jawans/JCOs pensions, we demand the following:

Equal Military Service Pay for Jawans/JCOs as paid to Officers
Restoration of 75% of last pay drawn as pension which was in vague till the year 1973. This was reduced to 50% and further brought down to 38%.
Equal widow (family) pension to be enhanced from Rs. 3500/- to Rs. 35000/- as currently paid to officer’s widows.
Equal disability pension to all ranks – without differentiating injuries on rank structure.

We the JCOs/NCOs/ORs are the justifyful owners of One rank one pension and the officers may be excluded from this purview, as unethical and illegal claim. The amounts saved thus may be utilised for betterment of widows and disabled jawans/JCOs and their kin’s welfere.

Provide Fixed Time promotion or Pay Up-gradation to Jawans at the same rate by upgrading his Pay to the 6th higher rank of Subedar in 14 years or earlier. The Havildars must be placed in PB 2 and every Jawan should be up-graded to the pay of Naik in 3 years, to the pay of Havildar in 6 years, to the pay of Naib Subedar in 10 years or earlier and to the pay of Subedar before 16 years. Those who are promoted to the JCO ranks must be placed in PB-3 and every Jawan (JCO, NCO & OR) must get the pay and pension of the next higher rank from which he is discharged/ retired.

Form a Cabinet Committee to study the Organizational and Pay/Pension structure of US Military and modernize our Military in the same order to bring up the status and confidence of the Jawans who have never failed in sacrificing their life for the nation.

Only the Jawans (JCO, NCO & OR) retire at an early age of 35 to 40 years and only the Jawans live away from their families in much harsher conditions than the Commissioned Officers. The Jawans also work as SEWADAR/SAHAYAK (personal house servants) of Commissioned Officers and their wives and children to keep them comfortable.

Place the Diploma Holders in same PB 2 after completion of training (as the Central Government Diploma Engineers are). As per 6 CPC report, the Military institutes award Diploma in Nursing and those diploma holder Nurses are commissioned as Officers and are placed in PB-3. The Diploma Civil Engineers were place in the Rank of Naib Subedar before 3rd CPC.

Control the PCDA and CDAs from modifying the government orders/letters and going against the Government’s polices designed to benefit the JCOs, NCOs and ORs. Several Jawans are not paid the pension of the LAST RANK from which they were discharged/retired before completing 10 months in that rank. This is in spite of the ruling from AFT and several Court Judgements which favoured the Jawans. Please instruct the PCDA/CDAs to pay the Pension of the Last Rank held from 5th CPC onwards.

Accommodation should be allotted by rainbow system every building and residential area should have officer’s and Jawans quarters. No separate accommodation area for officers as this move will bring in more camaraderie amongst men and officers. And in turn remove tag of untouchables from us Jawan’s foreheads. Same Roster of accommodation in terms of Officers and soldiers.

Huge gap of pay between officers and Jawans should be normalised as per Government Norms (Compare pay of officers in Public sector Banks and Clerks). This will also enable the Government to remove anomalities in terms of allotment of government married accommodation. By equalising Salaries of NCOs (havildar/Sargent/Petty officer) to that of a commissioned officer as it is in the Royal Navy of United Kingdom government will be able to extand accommodations specially made for and made by the officers to the Jawans.

Equal MSP for all members of armed forces. Military service pay should be equal for both the cadres

All the rules and regulations like REGS NAVY AND NAVY ACT 1957 are colonial laws (which you our beloved PM are already abolishing) are made to harass the soldiers. These rules and regulations are made by the British to rule this country. Divide and rule policy adopted by the British is still continued in the Indian Armed Forces. After Independence, no change has been made in these rules and regulations. Officers of the Indian Armed Forces are like British and they behaving with soldiers like their slaves. The soldiers became the puppets in the hand of all these officers. “Boss is always justify” phenomenon is going on in the defence forces. If any superior officer harass or abuse any soldier and the victim soldier complains against that officer, there is no legal action taken against the guilty officer, but if any soldier speaks against any officer then whole set of rules and regulations are referred. The false charges are framed against that soldiers and he may be thrown out of service by means of court martial.

Total Removal of colonial laws i.e. Navy Act 1957 REGS Navy as these laws and rule books were conceptulised by the earstwhile Royal Navy(Britishers) and are tilted in favor of officers. These colonial laws are one of the major reasons for present untouchable status of the Jawans. We the jawans of Indian Armed Forces need an Ambedkar a Gandhi to bring us out of these sewege dump created by using British system of divide and Rule. After Independence it is the Black Britishesers who are ruling the Soilders of India.

The Jawans: The Jawans aren’t actualy retiring but they are forced to leave the services. May be it is the government’s wish that they want the forces to be young. But than the Jawan should be given more opportunities to get promoted to officer’s ranks and to continue their services to the nation. Does any one citizen of this country think that only less than only 1% out of around 15 lakh soldiers are good enough to become officers? And the rest of us are useless and needed to be thrown into wilderness.

This is really strange that the same Integreted headquerters who have recommended timescale promotions instead of merit based promotions for the officer cadre is not at all promoting the Jawans to officer’s cadre even on merit and discarding them like a toilet paper, after completion of their initial contract of engegement of 15 -17-20 years.

No time scale promotions for soilders. A Corporal/Leading Seaman/Naik can only serve till 17 years. A Havildar can only serve the nation till 23 years of service. If a Jawan does not have a good Annual Confidentiol Report and is not promoted to next rank. He will be thrown out of the service once he has completed maximum years permissible in his rank. This policy is devised to keep the armed forces young. Agree! That we need fresh legs to protact the country. But why deserving jawans are not being promoted to the post of officer. In all central government and PSUs 50% of the posts are filled by pormotion. But in the armed forces they have this hugely biased Service Selection Board (SSB) interview system. The entire concept of SSB is currupt favourism and nepotism at all time high. Most members of SSB are defence offiers and no wonder that more than 70% of serving officers are reletives of defence offiers. We call is uncle colonel syndrome. Where they never promote even 1% soldiers to officer’s Ranks. This in turn results in 95% of Jawans of each batch leaving services after completion of their initial engagement.

The central government places its diploma engineers at Pay Band 2 with Rs.4200/- grade pay. Whereas military diploma holders are paid what the central govt. pays to its peons and safaiwala!!! 5200(Basic)+2000(gradepay)

The officers: All commissioned officers got pay and pension of Lt. Col rank for the rank of Major by placing htem in higher pay Band PB-4 on completion of 21 years service (time scale Promotion policy). The commissioned officers arranged to upgrade the Lt. Colonels from PB3 to PB 4 by nexus with ministry personnel and defence headquerters. Before every pay commission the officers start hue and cry about shortage of officers in armed forces.

As our Prime Minister Shri MODI Sir has said, we have to keep the forces young. We request the prime minister to intervene in the biased internal promotional exams and the match fixing happening in Service Selection Board (SSB). How on earth can someone explain that majority of the current crop of officers are kins and relatives of serving/retired offiers

The Recruitment process in the Armed forces has to change. We cannot go on following british pattern. All recruitments should start from soldier level and from there deserving should be promoted to commissioned officer rank. Pay structure should be as it is followed by other developed countries like USA and UK in those countries the pay package of JCOs are higher than that of Major.

In the Central Government the Staff selection commission(SSC) is the authority which conducts interviews and written examinations of all the graduate level posts for initial selection and Promotion. The SSC (Staff selection commission) is an unbiased organisation of great stature in India. The SSC should be made the organisation which will conduct written tests and Interviews for selection and promotion all the posts (officers and Soldiers) in the Indian Armed Forces. The SSC conducts a Combined Graduate level examination (CGL) every year fot recruitment in all posts where minimum qualification is Graduation. Even departmental promotional exams are conducted by the SSC and has resulted in a selection system that is truly unbiased and trust worthy.


As we all know in Indian Navy and Indian Airforce initial joining quolification is 10+2 for officers and Sailors both. Recruitment and selection should be carried out by the Staff Selection Commission and not the internal biased bodies. Just as in CGL candidates qualifying will have to fill online option form to choose different posts

The officers have been spreading rumors about their strength in service and how so many officers are leaving the services. But this is a white Lie. If one checks the records of Jawan leaving the services one can find more than 90% of jawan are leaving the services on expiry of their initial engagement. (In case of Indian Navy that is 15 years). It is shocking that maximum numbers of Jawan are not ready to serve the Mother Nation once their initial Contract is over. I am sure that if equality, equal opportunities, respect will be provided. The Jawan will not leave the services in these many numbers.

Today in the times of Skill India of Shri Narendra Modi, the Jawan are still illtreated as un-skilled labourers. They are forced to do household chores of officers. This is sheer wastage of skilled manpower and this jawan who is hired to protect our Nation from enemies. He is paid salary for that from pockets of the taxpayers of our country. His skill, abilities, time and honor is wasted by this officer fraternity. Employement of Jawans for polishing booys of officers and washing dirty linans of their families in officer’s residences should be stopped forthwith. It is affacting morale of the jawans. A soldier’s prime duty is to fight War and protect the nation. To get the soilder to do menial houshold chores of officers and their families. The exchequer can save more than Rs 3600 Crores annualy just by completely abolishing Sewadari system prevelent in the forces. It is further requested that severe punishment and fine of Rs. 10,00,000/- be introduced for violation of this rule.
In Indian Armed Forces all technical jobs are done by sailors/Soilders/Airmen. Technical officers do Admin jobs. I don’t have any grudge for that. Administration must be done by the superiors. But they projected the technical people as cleaners and tool handlers where as in truth all the major equipment are maintained and repaired by the technical sailors. This made the CPC to down grade the people who were highly skilled.
The Soldiers/Sailors/Airmen who join the services in different trades. The mechanics who keep the fighter aircraft airworthy or the Indian Naval Warships Sea ready to be treated as fighter plane mechanic Marine Engine Mechanic not “scooter mechanic” that’s injustice. When that happens people would definitely come heavily saying “discrimination”.

Skill, Knowledge and Exposure. In modern society, anyone who selects Armed Forces as a career is well informed and educated. However the Recruits who joins Indian Armed Forces as Jawans are catagorically denied chances and exposure to keep them below officer ranks. Instead of honing and developing leadership qualities in Jawans they are kept at bay and not allowed to take decisions. The officers should be directed to reinforce the confidence of a NCO / JCO. Middle level leadership in the Armed Forces should give adequate freedom to NCOs/ JCOs to perform their duties confidently.Competence comes with knowledge because experience alone does not make a man to grow to his full potential. A NCO / JCO should be given adequate opportunities to improve knowledge relevant to his service and trade. He should be encouraged to keep abreast with the younger generation by being open to new ideas. This would enhance his ability and confidence to work with subordinates. Even as a young jawan he should be exposed to take justify decisions in complex situations, as part of a detachment to carry out important tasks. This methodology will pave the way for developing his leadership qualities.

The officers of armed forces are so cunning and having malafied intensions and are responsible for the social stigma of the Jawan who are labeled as un-educated and un-skilled.

Once a soldier joins the Indian Armed forces he is inducted into a trade. Than he is trained at various defence training institutions. The training continues after posting also. These Training and educational courses are not recognised by any university. The certificates issued by various training establishements are so irrelevent and un-recognised in the private as well as the government sector as having no affiliation with any university or UGC. Thus after retirement a highly skilled soldier having 15-20 years disciplined militaray experience and exposure is treated at par with un-skilled labourer in civil world.

This is our top most demand that a new University of National Defence be established and all the courses and their curriculum run by defence establishments should be approved by and affiliated to the University of National Defence.

In modern armies the concept of having competent NCOs has survived; but the concept of JCO has met with moderate success. The systems being followed in some foreign armies are enumerated below :-

(a) The US Armed Forces. Comparing the United States (US) Army with Indian Armed Forces would be an inaccurate hypothesis. In the US Army the role of NCOs in combat is vital. As a young NCO, he is given responsibility equal to, if not more, than our JCOs. 3 The NCO would be assessed for this on various occasions (to reach this level in his unit /sub unit). His position is quite well defined in the organisation, alongwith his role, responsibilities and duties.4 The JCO like appointments in the US Armed forces are more at the formation and administrative level. The percentage of such appointments are very low in comparison to the Indian Armed Forces.

(b) Armed Forces of NATO Nations. Being a forerunner to the Indian Armed Forces, most of the North Atlantic Treaty Organisation (NATO) nations are still following the concept of JCO rank. Functioning and grooming aspects of their leaders below officer levels are very concisely explained in their tactical / operational doctrines.5 Studying these concepts indicate where we have failed in our Armed Forces.

(c) Singapore Armed Forces (SAF). SAF may be smaller in size; but, there are some aspects which we need to learn from them for betterment of our Armed Forces. In SAF the concept of JCO is given very less weightage. Induction of NCOs in SAF starts with a ‘Reasoning and Psychological Test’ at the age of 17 to 19 years. After selection they attend three years Graduation Programme in Defence Institutes. These NCOs, being backbone of SAF, become ‘Specialists’ or ‘Subject Matter Experts’ (SME) on completion of studies.6 These SMEs are young in age with high potential and are able to carry out all kind of tasks during operations and peace time. After 10 years of physical service SMEs are promoted to the rank of Warrant Officers (WOs) who are equivalent to our JCOs. On becoming WOs, they are mostly employed in administrative duties; unlike the Indian Armed Forces where a JCO is expected to lead a platoon in battle. This system in SAF ensures that an NCO is competent, intelligent and young to lead a platoon during operations.


There are various welfare organisations in the Indian Armed forces for welfare of soldiers such as NGIS, CSD Canteens, NWWA, Canteens onboard Indian Naval Ships, and Gas Agencies etc. These orgnisations are registered with central government on the basis of “NO PROFIT NO LOSS” but superior officers are using this organisation for their personal benefits. There is no tax imposed on these organisations as these organizations are registered as welfare organisations. These organizations are earning huge profits and a large amount of money is being distributed among the officer’s messes and golf courses. The soldiers are looted by means of these welfare-organisations. Only internal audit of this organisations are being carried out and funds are siphoned to various officer welfare organisations for maintaining their party life. It is our demand that CAG Audit of all these so called Non Public funds should be carried out and should be made public. In its 75th report the Public Accounts committee (2012-13) (Fifteen Lok Sabha) has recommended that audit of the CSD Canteens should be carried out by the CAG.

The Officers have Big bash parties around the year All CSD Canteen profits are diverted to officer’s welfare funds and to add to that Big Liquor suppliers like Kingfisher and big CSD supplier companies like Nestle are asked To pay huge donations for organising events such as Navy Ball. I will give you a very recent example of a CSD canteen where kingfisher products were not available for three to four months. Reason?? Canteen officer asked kingfisher to pay up sponsorship money amounting to Rs. 500,00,000/-(Five Crore) for organising Navy Ball event. Kingfisher refused to pay up the amount. After three months of No-sell kingfisher policy the company budged and paid up around Rs. 400,00,000/- and their products were ordered and made available for sale at CSD liquor counter.
The Indian Armed Forces have a very painfully Racial and undemocratic tradition of having separate toilets for Officers. Separate kitchens and messes with better food amenities for officers. We the solders and the officers are in one service than why are they allowed to maintain so much difference. The officers have separate ques for them in all facilities like CSD Canteen, Military Hospitals. Even after retirement the same biased attitude and colonial rules continue. The officers have Exclusive recreational Clubs where the Soldiers are not allowed entry. These clubs are located on defence land and are run by profits earned from CSD canteens. There is a famous club in Colaba Mumbai-United Services Club they used to have a sign board outside their gates “SAILORS AND DOGS NOT ALLOWED INSIDE” The constitution of india gives Every indian Soildier equal justifys to Use all Public places. The officer’s residential areas are also made ‘OUT OF BOUND’ for the Jawans. Such policies create so much dissent among the Jawans and officers.

We should do away with all colonial practices. Instead Rainbow residential areas should be developed where kids of both the cadres will play togather. Unified Messes where everyone eats drinks and merry, same kitchen, same dining, same toilets, no separate ques. Each one of both the cadres is is the same VIP for the Forces. The officer freternity should remove their mentality of keeping distance from their fellow countrymen – the jawans. The jawan is no longer indian and they are no longer british. We all are Indians and we deserve EQUALITY, HUMANITY, COMPASSION, RESPECT, HUMAN justifyS.

There are hundreds of Jawans who die in harness in the line of duty but only officers are made Heroes by spreading propaganda of their martyrdom. There is discrimination in awarding Gallantry/Distinguished service medals. Take a look at medals awarded on 26 Jan 2014. Out of 273 Medals awarded to the Army on 26 Jan 2014, 231 gone in favor of officers, 11 to JCOs and 31 to NCOs ORs (The NCOs/ORs are the maximum number of casualty (the Martyrs)in action). The indian Army should learn lesson from American Army who justify in awarding Medals to JCOs/NCOs/ORs. These awards fly in the face when compared to the ratio od men and officers martyred in any operation.

It is our Humble request and one of our top most demand that in a democratic country like ours, all this special status and special treatment available to the officers and their families to be totally scrapped and all the exclusive Clubs of officers to be made public to the Jawan and their families. The colonial Laws and rule books have made the officers invincible to the rule of law. Their acts of cowardice are awarded with Gallantry awards. Let me give you an example of INS Kukri Which sank during 1971 Ind o Pak war on December 16 1971.

One Sailor Chanchal Singh Gill who served on board erstwhile INS Khukri has filled a petition in the Punjab and Haryana high court and raised some serious questions about Integrity of some naval officers who were supposed to save the frigate from the enemies. While driving home his point, the petitioner has contended that there are gross errors in the contents of a chapter titled ‘Sinking of INS Khukri’ in the book ‘Triumph to transition’ which is official history of the Indo-Pak 1971 war. The book is published by the directorate of Naval Operations. Gill, who was on duty on the night of December 9, 1971 when the pakistani submarine PNS Hangor hit INS Khukri, says there are glaring anomalies in the official records, which came to his notice in February 2004.

According to naval history, INS Khukri sank after it was hit by a single torpedo, even as INS maneuvered to deflect the attack. But Gill claims three torpedoes hit Khukri and, instead of counter attacking INS Kirpan fled the place. The petitioner urged for a comprehensive inquiry into the incident by a judicial commission, withdrawal of gallantry awards from those who allegedly showed cowardice (including officers and Commanding officer of INS Kirpan) and expose the Navy’s huge cover-up after the loss of INS Khukri and mandatory court marshal, which was not done at that time.

Source : http://ex-servicemenwelfare.blogspot.in/

Be the first to comment - What do you think?  Posted by admin - December 31, 2015 at 6:14 pm

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Revision of pension in r/o pre-2006 Commissioned Officers/JCOs/ORs pensioners/ Family pensioners

Revision of pension in r/o pre-2006 Commissioned Officers/JCOs/ORs pensioners/ Family pensioners


Circular No. 551

Dated: 28.12.2015

Subject :- Revision of pension in r/o pre-2006 Commissioned Officers/JCOs/ORs pensioners/ Family pensioners.

Reference:- This office Circular No. 547 dated 11.09.2015.

Pension Disbursing Agencies are aware that as per this office Circular No. 547 dt.- 11.09.2015, Service/Family Pension in respect of JCOs/ORs are to be revised w.e.f. 01.01.2006 by the Pension Disbursing Agencies as per tables attached with circular. Specific tables for revision of Special Pension/Invalid Pension/ Service Element of Disability Pension in respect of Pre- 01.01.2006 PBORs retirees discharged with less than 15 years of qualifying service and Service Pension of TA personnel irrespective of their qualifying service have not been prepared as the Pension Disbursing Agencies would not be in a position to revise such cases. Hence, such cases shall be referred to the Pension Sanctioning Authorities by Pension Disbursing Agencies on enclosed Annexure to issue corrigendum PPOs in affected cases.

2. Similarly the DSC personnel who are receiving two pensions, one for regular Army Service and other for DSC Service, their pension for DSC Service shall not be revised. The pension for regular Army service shall be revised under these orders by the Pension Disbursing Agencies. A reference for revision of pension for DSC service will be sent to PCDA (P) on attached Annexure for issue of Corr. PPO. However, Pension of DSC pensioners receiving only one pension for DSC service shall be revised under these orders from attached Table of the Army personnel. DSC pensioners who were on clerical duty and other duty, their pension shall be revised by the attached table for group ‘Y’ and group ‘2’ respectively.

3. Maximum term of engagement for various ranks is mentioned in Appendix ‘X’ of this office important Circular No. 501 dated 17.01.2013. To maintain the uniformity in the tables, the rates have been shown up to the qualifying service of 28 years for each rank. The Service Pension may be revised only up to maximum term of engagement.

4. In Annexure ‘C’ for Navy attached with GOI, MOD letter dated 03.09.2015 circulated vide Circular No. 547, the Column Nos. have been typed erroneously as 2, 3, 5……, same may be treated as re-numbered from ‘1’ upward accordingly. Column No. 21 of Annexure ‘B’ (Air Force) of GOI, MOD letter dated 03.09.2015 circulated vide this office Circular No. 547 has erroneously been typed as ‘2021’, the same may be read as Column No. ‘21’ instead of ‘2021’. Further, in column 9 of Annexure ‘B’, the rate shown for the rank of CPL ‘Z’ against the qualifying service of 25.5 years has erroneously been typed as ‘Rs. 5151’, the same may be read as Rs. 4922 instead of Rs. 5151.

5. Similarly, equivalence of ranks across the three services has also been provided in Circular No. 501 dt- 17.01.2013 and Circular No. 512 dt- 26.06.2013. The rank of Chief Mechanician is equivalent to Chief Artificer. Therefore, the pension of Chief Mechanician shall be revised according to Chief Artificer. As per this office ibid circular, the rank of Mechanician IV is equivalent to Artificer IV. Therefore, the pension of Mechanician lV shall be revised equivalent to Artificer- IV.

6. Further, revision under these order may be done on the basis of rank last held and not for the rank for which pensioned as the same has already been clarified in Note below Annexure-Ill of Gol, MoD letter dated 11.11.2008 circulated vide this office Circular No. 397 dated 18.11.2008 (as amended from time to time).

7. All other terms and conditions shall remain unchanged.

8. This circular has been uploaded on this office website www.pcdapension.nic.in for dissemination across the all concerned.

(G.K. Baranwal)
Dy. CDA (Pensions)

Click to view the order

Authority : www.pcdapension.nic.in

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Anomaly in Pension Fixation as per Recommendations of 7th Pay Commission

Anomaly in Pension Fixation as per Recommendations of 7th Pay Commission

One of our regular reader Mr.Visvesvara M K has expressed his views about the calculation of pension for pre-20016 pensioners as per the 7th Pay Commission.

There is an anomaly in pension fixation of pre-2016 pensioners as per 7th CPC recommendations. The 7th CPC has offered two options.

Option I:
Pension calculated by multiplying pension fixed by VI CPC by a multiplying factor of 2.57.

Option II:
Notional pay to be determined by multiplying entry pay under appropriate e Grad Pay and Level taking into consideration number of increments earned in the pay scale from which one retires. 50 % of this notional pay is the pension w.e.f. 1-1-2016.
Whichever pension of Option I and Option II is higher is the pension.

If one gets a promotion to higher post in which he serves for less than one year there is no increment earned. 50% of this notional pay as per Pay Matrix of the VII CPC will be pension w.e.f. 1-1-2016 and this pension under Option II is always and always lower than the Pension under OPTION I. Thus, there is no choice for him.

It is common to observe that most of the pensioners retired on superannuation after serving in a higher post on promotion will be retiring within a year or so and the increments earned by them in that pay scale is nil or meager compared to the increments earned in the immediate lower pay scale from which he was promoted and this fact seems to have been given a goby. Pensioner who does not earn any increments in the pay scale on promotion which may be only an extension of the lower pay scale should have his increments earned in the lower pay scale counted for calculation of the notional pay which is a part and parcel of the pay scale to which he is promoted.


Mr.G R Murthy says…
Mr.Visheswara has pointed out that retirees usually serve for least no of years in promotion scale and no of increments earned are few compared to the increments earned in the prev. scale.I presume that the no of increments is calculated as the diff of pay drawn at the time of retirement and the minimum of the pay in that pay scale When a person gets promotion to a higher post his pay in the promoted pay scale is fixed higher at least by two increments so there is no danger of getting less pension than ones juniors. I think the pension varies with the retirement regime of pay commissions for the same number of years of service in the same grade Am I right in thinking so?

Be the first to comment - What do you think?  Posted by admin - at 4:34 pm

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No interviews for government jobs from Jan 1; skill test may continue: DoPT

No interviews for government jobs from Jan 1; skill test may continue: DoPT

New Delhi: All central government ministries and their Public Sector Undertakings (PSUs) were today told to dispense with the requirement of interviews for selections at junior level posts within next two days, however, they may continue with skill or physical test.

The timeliness set regarding completing the process of the discontinuation of interview by December 31, 2015 has to be adhered to strictly, a communique sent by Department of Personnel and Training (DoPT) to secretaries of all central government ministries said.

From January 1, 2016, there will be no recruitment with interview at the junior level posts in government of India ministries, departments, attached and subordinate offices, autonomous bodies and PSUs.

“All the advertisement for future vacancies will be without the interview as part of the recruitment process,” said today’s Office Memorandum No.39020/01/2013-Estt (B)-Part.

The decision to discontinue interview for recruitments is for all Group C and non-gazetted posts of Group ‘B’ category and all such equivalent posts, the DoPT said.

“It is also clarified that as skill test or physical test is different from interview, they may continue. However, these tests will only be of qualifying nature. Assessment will not be done on the basis of marks for such tests,” it said.

In case of specific posts where the ministry or department wants to continue undertaking interview as a process of recruitment, a detailed proposal seeking exemption will have to be sent to the DoPT with the approval of the minister or minister-in-charge.

The ministries have been asked to send a consolidated report to the DoPT by January 7 in this regard.

“Report so to be furnished with the approval of the minister or minister-in-charge shall include the details of the name and number of posts where the interview is discontinued and posts for which the exemption has been sought within the purview of the administrative ministries or departments,” the order said.

Similarly, the Department of Public enterprises has also asked all ministries to advise PSUs under their administrative control to adopt a revised mechanism of recruitment for the non-executive level posts by dispensing with the practice of interview.

Be the first to comment - What do you think?  Posted by admin - December 30, 2015 at 7:10 pm

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No exemption from Training for employee in the verge of retirement

Ministry of Railways has issued a Circular rejecting NFIR’s request from exempting staff who are on the verge of retirement.

No exemption from Training for employee in the verge of retirement

Railway Employees at the verge of retirement should NOT be exempted from attending the promotional training – Railway Board

Ministry of Railways has issued a Circular regarding successful completion of promotional training should be mandatory before being promoted to a particular post.



New Delhi, dated 26.l l.2015

The General Manager,
All Indian Railways &
Production Units.

Sub: Successful completion of Promotional training – reiteration of instructions.

Reference Board’s letter No.E(MPP)99 /19 /l /5.3 dated 25.2.2002 (RBE No.25/2002) conveying Board’s decision that successful completion of promotional training should be mandatory before being promoted to a particular post.

The subject matter was discussed during PNM meeting with NFIR. During the interaction, it was pointed out that those staff, who are on the verge of retirement should be exempted from attending the promotional training.

Federation’s demand has been examined in detail in consultation with various training centres and it has been decided that instructions issued vide Board’s letter dated 25.2.2002 referred above be followed strictly. No exemptions are permissible.

(Anuradha Singh)
Director (MPP)
Railway Board

Download Railway Board Circular No.E(MPP)2015/3/28 dated 26.11.2015

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Armed Forces are not Perceived as an Attractive Career Any More – 7th CPC has worsened the Situation Further

The reason for this is that the 7th Pay Commission has systematically and with malevolent intent, downgraded the Armed Forces from an All India Service that it was considered to be.
Armed Forces are not Perceived as an Attractive Career Any More – 7th CPC has worsened the Situation Further

Armed Forces are not Perceived as an Attractive Career Any More – We would have been better served if the Commission had concentrated on dealing with the challenges faced by the military in attracting talent.

Those familiar with Dante Alighieri, the 13th century Italian poet, and his enduring work, The Divine Comedy, will be aware of the nine layers of hell. The ninth level, symbolised by the three mouths of Satan, was reserved for traitors. One can, but speculate, as to who would occupy them, if the poem had been set in India.

Raja Jaichand of Kannauj is a certainty; his assistance to Mohammed Ghouri led to Prithviraj Chauhan’s defeat and death, ushering Muslim rule in India. Another certainty is Mir Jafar who was instrumental in Robert Clive’s victory at Plassey; ensuring subsequent British rule in India. The third choice, if left to the serving and retired military community, would unanimously be the Seventh Pay Commission.

The reason for this is that the 7th Pay Commission has systematically and with malevolent intent, downgraded the Armed Forces from an All India Service that it was considered to be. That its actions have been cloaked in ambiguity and hypocrisy, with blatant disregard for facts, suggests arrogance and an utter contempt for propriety.

That the 7th Pay Commission’s recommendations suffer from major lacunae is in no small measure because the Government continues to insist, despite forming the largest cadre affected by its deliberations, that the Armed Forces is incapable of providing expert representation and requires a Civilian Defence Audit and Accounts officer to represent them. This in itself is abhorrent.

Benjamin Disraeli, the former British Prime Minister, once said, “There are three kinds of lies: Lies, damned lies, and statistics.” Table II of the Commission’s report illustrates this in full. It has compared component-wise defence expenditure in percentage terms of 10 selected countries and drawn two conclusions.

First, that “Increased expenditure on personnel has been at the expense of operational and maintenance expenditure”. Second, that “The need to calibrate growth in expenditure on pay and allowances for defence forces personnel so as to ensure that the composition of defence expenditure — between capital and revenue and within revenue between pay and allowances and others is not skewed so as to adversely affect the operational and strategic objectives of the defence forces”.

From these conclusions, the 7th Pay Commission has clearly shown its intent as to how it wished to proceed regarding emoluments for the defence forces. This raises the fundamental question as to the rationale for selecting countries for comparison: Was it of similar size or threat perception? Comparisons with our neighbours, especially those inimical to us, would be helpful, despite the fact that every country has its own unique circumstances that needs consideration.

Moreover, how can we compare component-wise expenditures in percentage terms, without comparing defence Budgets as well as that would it put things in perspective? The Commission itself points out that defence expenditure as a percentage of the gross domestic product and as percentage of Government expenditure has declined from 2.19 per cent in 1995-1996 to 1.80 per cent in 2012-2013 and from 14.50 per cent in 1995-1996 to 12.89 per cent in 2012-2013 respectively.

In contrast, China’s defence budget for 2012 was two per cent of its GDP. As its GDP is approximately six times as that of ours, expenditure on its defence forces was more than seven times than ours and as their forces are about double our strength, in real terms, their defence expenditure has been triple ours.

The logical conclusion, given our adversarial relationship with China, would have been for the Commission to have recommended an increase in the defence budget, in which case, it needn’t have focused on the “skewed revenue-capital expenditure” to the extent it has.

Take another statistical anomaly, the 7th Pay Commission has compared pay progression of a service officer vis-à-vis, Civil Services and concluded that “Not only has the starting pay of a defence officers been placed substantially higher at 29 per cent more than his/her civilian counterpart, this gap continues to remain wide at over 20 per cent for the first nine years of service. In fact, the pay of defence service officers remains uninterruptedly higher for a 32 year period. Thereafter, the pay of defence and civil service officers are at par”.

However, these figures only tell a part of the story, as the picture changes dramatically if we were to also compare the service/rank profile and promotion opportunities for both cadres. The fact is that by 16-18 years all in the Civil Services are at the level of Joint Secretary while only 50 per cent of any given batch of Service Officers will reach the rank of Colonel by then.

Subsequently, only four per cent of that batch are likely to reach the rank of Major General (equivalent of Joint Secretary) after 33-35 years of service and only about one per cent will reach the rank of Lt Gen or equivalent unlike the Civil Services in which over 95 per cent retire as Secretaries. This is truly a case of comparing apples and oranges.

There are numerous other infirmities, beyond the scope of this article, but the trend is clear from the fact that while the highest risk and hardship allowance in the Services is for operational service at Siachin and amounts to Rs31,500, a Group A officer is eligible to 30 per cent of basic pay as Hardship Allowance for serving in Leh, Guwahati or Shillong which will be in the range of Rs50,000 to Rs75, 000.

Similarly, paratroopers, who are the core element of our rapid deployment force required to carry out “out of area contingency” tasks apart from being trained to operate behind enemy lines in a conventional war, will receive 40 per cent of Risk Allowance as compared to Commando Battalion for Resolute Action personnel of the Central Reserve Police Force, who are deployed in Maoist areas.

Changes to the Disability Allowance have been suggested on the specious grounds that senior officers are availing of this prior to super annuation, while the Civil Services have been left out.

All of this clearly smacks of bias. Finally, despite the 7th Pay Commission noting “that there are exclusive elements that distinguish the defence forces personnel from all other Government employees. The intangible aspects linked to the special conditions of service experienced by them set them apart from civilian employees”, it has made every effort in all aspects of compensation to disadvantage the Armed Forces in comparison to the Civil Services.

We would have been better served if the Commission had concentrated on dealing with the challenges faced by the military in attracting talent. Not only are the forces deficient of officers to the tune of 20 per cent to 30 per cent, but what is alarming is that for the past three years, more than 40 per cent vacancies at the Indian Military Academy and the Officers Training Academy remain unsubscribed.

Clearly, despite all lip service to the contrary, the Armed Forces are not perceived as an attractive career. By its actions, the Commission has only worsened the situation further. We will pay heavily for this in the future, unless the Government takes corrective action, which given its track record is unlikely. Let us not be under any misapprehension, the only ones laughing at the discomfiture of our military are the Chinese and Pakistani Armed Forces, and they have every reason to be satisfied.

Source: Daily Pioneer

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Discontinuation of Interview at Junior Level Posts in the Government of India – Dopt Orders on 29.12.2015

Discontinuation of Interview at Junior Level Posts in the Government of India – Dopt Orders on 29.12.2015

No 39020/01/2013-Estt (B)-Part
Government of India
Ministry of Personnel, Public Grievances and Pensions
(Department of Personnel and Training)

North Block, New Delhi.
Dated the 29th December, 2015


Subject:- Discontinuation of Interview at Junior Level Posts in the Government of India- recommendation of Committee of Secretaries.

The undersigned is directed to refer to this Department’s D.O. of even number dated 04.09.2015 and subsequent OM’s dated 09th October, 2015, 09th November, 2015 on the above subject seeking detailed information on the progress made/action taken in the matter.

2. It is informed that Secretary (Personnel) had convened meetings on 14th December, 2015 and 17th December, 2015 to review the progress of implementation of the “No Interview Requirement Proposal” and to get the updated status on the decision/progress made by the various Ministries/Departments. Keeping in view the queries raised by the representative of various Ministries/Departments the following is once again clarified:-

(a) The decision to discontinue interview for recruitments is for all Group ‘C’, Group (which are now reclassified as Group ‘C’) Posts and for nongazetted posts of Group ‘B’ Category and all such equivalent posts.

(b) The ‘No Interview Requirement” proposal has to be implemented for all the junior level posts in Government of India Ministries/Departments/attached Office/Subordinate Office/Autonomous Bodies/Public Sector Undertakings.

(c) Instructions issued by the Department of Public Enterprises on 14 th December, 2015 vide OM No. DPE-GM to all Administrative Ministries concerned with CPSES under them with advice to dispense with the practice of interview (copy enclosed).


(d) The timelines set regarding completing the process of the discontinuation of interview by 31.12.2015 has to be adhered to strictly. From 01 st January, 2016 there will be no recruitment with interview at the junior level posts as mentioned at 2(a) above, in Government of India Ministries / Departments / attached Office / Subordinate Office / Autonomous Bodies / Public Sector Undertakings. All the advertisement for future vacancies will be without the Interview as part of the recruitment process.

(e) The interviews will be done away even in cases where in the past the selections used to be made purely on the basis of performance in the interview. The Ministries/Departments/Organizations’ will consider revising the scheme for selection for such cases.

(f) It is also clarified that as Skill Test or Physical Test is different from Interview, and they may continue. However, these tests will only be of qualifying nature. Assessment will not be done on the basis of marks for such tests.

(g) In case of specific posts where the :Ministry/Departments wants to continue undertaking Interview as a process of recruitment, a detailed proposal seeking exemption will have to be sent to the DoPT with the approval of the Minister/Minister In-Charge.

3. All the Oentral Ministries/Departments are therefore requested to ensure that necessary action in respect of their Ministry/Department/Organizations are completed within the stipulated time.

A consolidated report with the details of the decision taken/progress made in this regard should also be furnished to this Department at the earliest and not later than 7th January, 2016. Report so to be furnished with the approval of the Minister/Minister In-Charge shall include the details of the name and number of posts where the interview is discontinued and posts for which the exemption has been sought within the purview of the administrative Ministries/Departments.

4. A soft copy of the consolidated information may also be sent to this Department at sumita.singhnic.in

(Manisha Bhatnagar)
Under Secretary to the Government of India

Authority : www.persmin.gov.in

Click to view the order

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NC JCM and Confederation described it as retrograde recommendations, unexpected and unacceptable

NC JCM and Confederation described it as retrograde recommendations, unexpected and unacceptable

Central Government need to pay attention to the flaws of the 7th Pay Commission report

The statistics reveals that there are 88% of total strength of Government servants are in Group ‘C’ Category.

Obviously those who are representing these 88% at the Forums which are constituted to negotiate with concerned Departments and Government about their issues are capable of weighing the advantages and disadvantages of recommendations of 7th central pay commission.

The Staff Associations and Workers federations are the one who are representing Group C and Group B at various levels of negotiating forums know the plights and facts of government servants more than anybody. They in fact never utter a word of praise on 7th CPC recommendations since the day the report was submitted to the Finance Minister.

National Council JCM and Confederation described it as Retrograde recommendations, unexpected and un acceptable. They declared that all the central government employees are upset and dis satisfied since many of their demands were not considered by 7th pay commission.

1. Pay Scales and allowances are arrived by multiplying 2.57, just 14.29 % increase over existing pay and Allowances after DA neutralization.

2. The rate of HRA has been abruptly reduced,

3. Payment of CCL has been reduced for second 365 days.

4. Same confusion in MACP continues,

5. Uncertainty in Pension benefit in NPS continues.

6. Existing Pension provisions are left un touched. None of the proposals submitted by Pensioners Associations are not considered.

7. Minimum Pay is very much less; Maximum Pay is lavishly higher. [Minimum Rs.18000 – Maximum Rs.275000]

8. Gap between Minimum and Maximum Pay is not reduced, but unfortunately increased. [In sixth CPC it is 1:12 , 7th CPC Recommends 1:14]

9. All the Pay commission reduced the number of pay scales but 7th Pay commission maintained the existing pay scales,

10. 55 Allowances are abolished, No new allowances are introduced,

11. Same 3% increment continues, NCJCM demand for Two Increment Days 1st January and 1st July is not considered

12. No considerable benefit on Promotion,

13. Interest free advances including LTC advance are abolished,

14. Except the introduction of New Pay Matrix, nothing new in the recommendations of 7th Pay commission

15. Again uniform Multiplication factor was not applied for arriving Entry Pay for various Grades.

Low value for Lower Grades high value for higher Grades. Again the disparity in arriving Entry Pay is maintained by 7th CPC also.

What sixth CPC had recommended in some cases, what Government has suggested in some issues, what the Department has told, that has been just followed by the 7th Pay commission.

So the Central government employees are expecting the Government to pay attention to the concerns of Govt servants in respect of some recommendations of 7th pay commission which need to be addressed to boost the morale of the Central Govt staffs.

The constituents of NCJCM already formed National Joint Council of Action (NJCA) to invite the attention of Central Government through agitation Programmes to settle their demands. Now they modified their charter of demands to include the issues regarding 7th Pay Commission recommendation and cautioned that unless it is not settled before March 2016, they will be going for indefinite Strike.

Source : http://govtstaffnews.in/

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Government to Increase Maternity Leave from 12 to 26 weeks

The Ministry of Labour is expected to amend the Maternity Benefit Act, 1961, which presently entitles women to 12 weeks of maternity benefit whereby employers are liable to pay full wages for the period of leave.

Government to Increase Maternity Leave from 12 to 26 weeks – The International Labour Organisation recommends a minimum standard maternity leave of 14 weeks or more.

The union government is set to increase the maternity leave for women employed in private firms from the existing 12 weeks to 26 weeks.

Women and Child Development Minister Maneka Gandhi Monday said the Ministry of Labour has agreed to increase maternity leave to six-and-a-half months. “We had written to the Labour Ministry asking that the maternity leave be extended taking into account the six months of breastfeeding that is required post childbirth. The Labour Ministry has agreed to increase it to six-and-a-half months,” said Maneka.

The Ministry of Labour is expected to amend the Maternity Benefit Act, 1961, which presently entitles women to 12 weeks of maternity benefit whereby employers are liable to pay full wages for the period of leave.

Officials of the WCD Ministry said they will push for extending the leave to eight months, or 32 weeks, for women employed in both private and government sectors.

But WCD officials said the Labour Ministry has expressed reservations about increasing the maternity leave any further as they perceive that doing so will adversely affect the employability of women.

“The Labour Ministry has decided on six-and-a-half months following meetings with various stakeholders. We, however, feel that eight months of maternity leave — for women in government as well as private sectors — is required. We will move a note to the Cabinet Secretariat in this regard. Six months of exclusive breastfeeding is very important to combat malnutrition, diarrhoea and other diseases in infants and to lower infant mortality rate,” said a WCD official.

The International Labour Organisation recommends a minimum standard maternity leave of 14 weeks or more, though it encourages member states to increase it to at least 18 weeks. At 26 weeks, India is set to join the league of 42 countries where maternity leave exceeds 18 weeks. It, however, falls behind several East European, Central Asian and Scandinavian countries, which have the most generous national legislation for paid maternity leave.

Women employed in government jobs in India get a six-month maternity leave as per the Central Civil Service (Leave) Rules 1972. The last circular in this regard was issued in 2008, when it was increased from four-and-a-half months. If the WCD Ministry’s recommendations to the Cabinet Secretariat are accepted, the Department of Personal & Training will have to issue orders to enhance it to eight months.

Moreover, women government employees are allowed to take childcare leave of up to two years in phases at any point till their child turns 18 years old. The Seventh Pay Commission recently recommended that only the first 365 days of leave should be granted with full pay, while the remaining 365 can be availed at 80 per cent of the salary. But Maneka recently petitioned Finance Minister Arun Jaitley against the proposal, terming it a regressive step at a time when women are trying to become more economically independent.

“Women in India need longer maternity leave in absence of any support in parenting from men. It should not be seen as a deduction in labour hours but as a long-term investment from the future economic point of view. This is in addition to the fact that women need long maternity leave to recuperate and invest in child care,” said Ranjana Kumari, director of the Centre for Social Research.

She added that a recent analysis of the Maternity Benefit Act by CSR for the National Commission of Women showed that discrimination against pregnant women was widely prevalent in the corporate sector in the country.

Source: gconnect.in

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