Anti-labour steps of the Railway Board (Ministry of Railways)
Dated: March 7, 2017
The General Secretaries,
All Affiliated Unions
Sub: Anti-labour steps of the Railway Board (Ministry of Railways)
In the DC/JCM Meeting, held today with the Railway Board, AIRF strongly lodged its protest against anti-labour steps of the Railway Board(Ministry of Railways) in general and encroachment on trade union rights by way of issuing orders dated 30.01.2017, in particular, debarring the Supervisory Staff, belonging to Safety Category, working in Grade Pay of Rs.4200 and above from becoming officebearers of the railway unions.
General Secretary AIRF, while expressing his anguish on the attitude of the Ministry of Railways, also pointed out that, despite already arrived at agreements on the following issues, Railway Board have failed to issue instructions for implementation thereof despite lapse of substantial period of time:-
(i) Upgradation of apex level Group ‘C’ staff to Group ‘B’ Gazetted.
(ii) Placement of the Supervisors in the erstwhile Grade Pay of Rs.4800 in place of GP Rs.4600 .
(iii) Non-implementation of the agreed structure of the Trackmen in the ratio of 10:20:20:50 and
their promotional avenue.
(iv) Stepping-up of pay of the Loco Inspectors.
(v) Issues related to Running Staff, already agreed upon in the Fast Track Committee.
(vi) For financial upgradation under MACPS and regular promotions, existing Benchmark(prior to VII CPC) should continue.
(vi) Regularization of Course Completed Act Apprentices, trained in Railway Establishments, in the Railways, etc. etc.
General Secretary, while expressing serious discontentment over these issues specifically, mentioned that, Ministry of Railways is directly interfering in the functioning of the trade union by issuing dictatorial instructions, which AIRF and the entire Staff Side is not going to tolerate, and that is why, meeting of the DC/JCM is bycotted.
Pursuant to the above, it has been jointly decided by both the recognized federations to launch undernoted agitational programme all over the Indian Railways:-
(a) 16th March, 2017 – Mass agitations, dharnas, demonstrations at the Branch and Depot levels.
(b) 23rd March, 2017 – Mass agitations by holding dharnas, demonstrations, rallies at the Divisional level.
(c) 30th March, 2017 – Massive demonstrations at the Zonal Headquarters, wherein memorandum addressed to Minister of Railways be handed over to the respective GMs, mentioning therein that, if no corrective action is taken by the Ministry of Railways, organized labour shall be at liberty to go for direct action, entire responsibility of which shall squarely rest with the Railway administration.
All of you are requested to take appropriate action accordingly, and report of the same may be forwarded to AIRF for better appreciation.
With Good Wishes of Holi!
(Shiva Gopal Mishra)
Reckoning GP 4200/- PB-2 as entry grade pay for granting financial upgradation under MACPS to the Pharmacist category
National Federation of Indian Railwaymen
3, CHELMSFORD ROAD, NEW DELHI – 110 055
Affiliated to :
Indian National Trade Union Congress (INTUC)
International Transport Workers Federation (ITF)
No. IV/MACPS/09/Part 10
The Secretary (E),
Sub: Reckoning GP 4200/- PB-2 as entry grade pay for granting financial upgradation under MACPS to the Pharmacist category – reg.
Ref: (i) NFIR’s letter No. IV/MACPS/09/Part 10 dated 30/08/2016 and
(ii) Railway Board’s reply vide No. PC-V/2011/M/NFIR dated
Federation does not agree with the view taken by the Railway Board by misinterpretation of the contents of DoP&T’s OM dated 4th Feb 1992. In this connection, Federation once again cites below the facts which have been ignored by the Board while considering the demand:
- It is true that vide para 2 of the said OM, while the DoP&T has laid down criteria for assessing the suitability of the incumbents of the posts due to revision of pay scales/upgradation, at the same time in sub-para 2 of the same OM, it has been clarified that where the upgradation involves replacement scale without higher responsibilities or higher qualification but with higher eligibility of service, in such situation suitability may not be assessed.
- It has been further clarified that those who fulfill the criteria of qualifying service, should be appointed to the upgraded post from the date on which they complete the qualifying service.
- The condition stipulated in sub-para 2 of DoP&T’s OM dated 4th Feb 1992 has been fulfilled by the Pharmacists who though recruited in GP 2800 have been appointed to GP 4200 (6th CPC) on completion of 2 years service in GP 2800/- (PB-1).
The plea taken by the Railway Board that the said OM of DoP&T is applicable for assessing the suitability of the incumbents, is therefore, misconceived, illogical and unjustified. On the other hand, the case of Pharmacists for granting MACP benefit is required to be dealt applying the provisions contained in the DoP&T’s OM dated 4th Feb,1992.
NFIR, therefore, requests the Railway instructions to the Zones etc., allowing MACP endorsed to the Federation.
Copy to the Executive Director,PC-I, Railway Board, DFCC Building, Metro Bhavan, Pragati Maidan, New Delhi for information and necessary action please.
Copy to the General Secretaries of the Affiliated Unions of NFIR.
Modified Assured Career Progression Scheme (MACPS) for the Railway Employees : Implementation of 7th CPC recommendations
MACPS for Railway Employees – 7th CPC Implementation
Modified Assured Career Progression Scheme (MACPS) for the Railway Employees
GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
New Delhi, dated 19.12.2016
The General Managers
All Indian Railways & PUs
(As per mailing list)
Subject: Modified Assured Career Progression Scheme (MACPS) for the Railway Employees – Implementation of seventh CPC recommendations.
The Modified Assured Career Progression Scheme was introduced with effect from 01.09.2008 in pursuance of the recommendations of the Sixth Pay Commission by this Ministry’s letter No. PC-V/2009/ACP/2, dated 10.06.2009 (RBE No.101/2009). Thereafter, subsequent amendments/clarifications were issued from time to time. These instructions are in force with effect from 01.09.2008.
2.The 7th Central Pay Commission (CPC) in para 5.1.44 of its report has recommended inter-alia as follows:
MACP will continue to be administered at 10,20 and 30 years as before. In the new Pay Matrix, the employee will move to immediate next level in hierarchy. Fixation of pay will follow the same principle as that for a regular promotion in the Pay Matrix. MACPS will continue to be applicable to all employees up to Higher Administrative Grade (HAG) level except members of Organised Group ‘A’ Services.
3.The Government has considered the above recommendation and has accepted the same. In the light of the recommendations of the 7th CPC accepted by the Government, the Modified Assured Career Progression Scheme (MACPS) will continue to be administered at 10, 20 and 30 years as before. Further, Para 1 and 2 of the existing Scheme (Annexure to this Ministry’s letter No.PC-V/2009/ACP/2, dt.10.06.2009) will be substituted by the following words:
“1. There shall be three financial upgradations under the MACPS as per 7th CPC recommendations. counted from the direct entry grade on completion of 10, 20 and 30 years services respectively or 10 years of continuous service in the same level in Pay Matrix, whichever is earlier.
2. The MACPS envisage merely placement in the immediate next higher level in the Pay Matrix as given in PART ‘A’ of Schedule of Railway Services (Revised Pay) Rules. 2016. Thus, the level in the Pay Matrix at the time of financial upgradation under the MACPS can, in certain cases be different than what is available in the normal hierarchy at the time of regular promotion in one’s AVC. In such cases, the higher level in the Pay Matrix attached to the next promotion post in the hierarchy of the concerned cadre/organization will be given only at the time of regular promotion.”
4. The 7th Central Pay Commission (CPC) in Para 5.1.45 of its report has in teralia recommended as follow:
“Benchmark for performance appraisal for promotion and financial upgradation under MACPS to be enhanced from ‘Good’ to’Very Good’. “
5. The Government has considered the above recommendation and has accepted the same. In the light of the recommendations of the 7th CPC accepted by the Government, Para 17 of the Scheme (Annexure to Board’s letter No.PC-V/2009/ACP/2, dt. 10.02.2009) shall be substituted by the following words:-
” 17. For grant of financial upgradation under the MACPS, the prescribed benchmark would be ‘Very Good’ for all the posts.”
6. These changes will come into effect from 25th July, 2016, i.e., from the date of resolution notified by Department of Expenditure, Ministry of Finance regarding acceptance of the recommendations of the 7th CPC.
6.1 MACPS where it was due earlier to 25.07.2016, but not decided yet due to Administrative delay, will be decided as per criteria prevalent at that time. Cases that became due on or after 25.07.2016, will be decided as per new criteria. However, Past Cases, decided otherwise, need not be re-opened.
7. The comprehensive MACP Scheme on acceptance of Seventh Central Pay Commission recommendations will be issued separately.
8. This issues with the concurrence of the Finance Directorate of the Ministry of Railway.
9. Hindi version is enclosed.
(Authority: DOP&T’s OM No.350344/3/2015-Estt.(D), dt.28.09.2016)
7th Pay Commission MACP Pay fixation – How to fix pay of central government employees on grant of MACP (Modified Assured Career Progression) on or after 1st January 2016?
MACP Scheme which was introduced on implementation of 6th Pay Commission by revising Annual Career Progression Scheme (ACP) is continued to be effective after implementation of 7th Pay Commission with following changes.
|Note for freshers|
|What is MACP?|
|This is a non-functional financial upgradation scheme meant for central government employees on completion of 10th, 20th and 30th Years of service when no promotion is granted during this period|
1. The benchmark for considering the grant of MACP to Central Government Employees has been increased. Earlier the benchmark recorded in APAR (Annual Performance Appraisal Report) as “Good” will be the minimum eligibility. Now benchmark in APAR for grant of MACP after 7th Pay Commission has been revised to “Very Good”.
Accordingly, MACP OM dated 19.04.2009 has been modified by OM O.M. No.F.No.35034/3/2015-Estt.(D), dated 28.09.2016 as follows
“17. For grant of financial upgradation under the MACPS, the prescribed benchmark would be ‘Very Good’ for all the posts.”
2. MACP prior to 7th Pay Commission implementation involves placement in the next grade pay in the grade pay hierarchy and 3% increment in Basic Pay (pay in pay band and grade pay).
After implementation of 7th Pay Commission, financial upgradation under MACP is granted by providing one increment in the existing pay level and placing to equal or next higher pay in the next higher level of pay matrix.
MACP Pay fixation after 7th Pay Commission Implementation as per OM dated 28.09.2016 and Rule 13 of 7th Pay Commission (Revised) Pay Rules 2016:
Illustration 1 : MACP on 1st August 2016:(Applicable to employees granted MACP between 2nd July and 1st January )
1. 7th Pay commission Pay of an employee is fixed as Rs. 34900 in Level 5 (as against grade pay of Rs. 2800 in 6th CPC Pay) as on 1st January 2016.
2. As on 1st July 2016, he will be entitled to annual increment. Therefore, his pay will be fixed as Rs. 35,900/- at Level 5 Index 8.
3. He is entitled to MACP as on 1st August 2016.
4. In this case, financial upgradation under MACP is granted as follows.
Step 1: Existing Pay of Employee which is in Index 8 of Level 5 will be provided with MACP Increment and therefore his pay will be placed in Level 5 – Index 9, viz., in 37,000/-
Step 2. Since there is no pay in the next level (level 6) which is equal to Rs. 37,000/-, the next higher basic pay in Level 6 is Rs. 37,600/- which is at Index 3 of Level 6.
The relevant portion of Pay Matrix is given below.
|Entry Pay (EP)||9910||11360||13500|
As per Rule 9 of 7th Pay commission Pay Rules 2016 the next date of annual increment in respect of this employee will be on 1st July 2017.
Illustration 2 : MACP on 1st March 2016:(Applicable to employees granted MACP between 2nd January and 1st July )
1. 7th Pay commission Pay of an employee is fixed as Rs. 55,200/- in Index 6 Level 8 (as against grade pay of Rs. 4800 in 6th CPC Pay) as on 1st January 2016.
2. He is entitled to MACP as on 1st March 2016.
3. As per O.M. No.F.No.35034/3/2015-Estt.(D), dated 28.09.2016, recommendations of 7th Pay Commission on MACP takes effect from 25th July 2016.
4. (i) Hence, an employee who is granted financial upgradation under MACP in the year 2016 between 2nd January to 1st July, can have his/her MACP pay fixed in 7th CPC Pay Matrix only if he/she exercise the option under FR22(I) a(1) for fixation of pay from 1st January 2017 viz., the next date of his/her annual increment.
Note: As per FR 22 (I) (a) (1), central government employees have the option, to have their pay fixed from the date of promotion / MACP or from the date of next increment.
Note: As per Rule 9 of 7th Pay Commission Revised Pay Rules 2016, An employee who is granted MACPS during the period between 2nd day of January, 2016 and 1st day of July, 2016, and who did not draw any increment on 1st day of July, 2016, the next increment shall accrue on 1st day of January, 2017
(ii) If an employee who is granted MACP in the year 2016 did not opt for moving his/her MACP pay fixation from the next date of increment i.e in January 2017, under FR 22 (I) (a) (1), he / she would end up with MACP Pay Fixation in pre-revised pay (6th CPC Pay) as on 1st March 2016 by exercising the option to defer the fixation 7th Pay Commission implemented pay until 1st March 2016 under Rule 5 of 7th Pay Commission Rules 2016.
(iii) Since, MACP in 7th Pay Commission Pay matrix takes effect from 25th July 2016, Employees who are granted financial upgradation under MACP from the year 2017, between 2nd January to 1st July, can have their pay fixed without exercising the option under FR22(I) a(1).
5. In this case, the most beneficial financial upgradation under MACP will be option chosen as detailed in 4 (i) above and the same is granted as follows.
Step 1: Grant of Annual increment of employee from 1st January 2017 will precede MACP fixation. Therefore, after annual increment his pay will be fixed at Rs. 56,900/- in the Index 7 Level 8.
Step 2: Then the employee will be provided with MACP Increment and therefore his pay will be placed at Rs. 58,600/ in Index 8 Level 8.
Step 3. Since there is no pay in the next level (level 9) which is equal to Rs. 58,600/-, the next higher basic pay in Index 5 Level 9 is Rs. 59,700/-. So, on MACP fixation the pay of employee will be fixed at Rs. 59,700/-.
The relevant portion of Pay Matrix is given below.
|Entry Pay (EP)||17140||18150||20280|
As per Rule 9 of 7th Pay commission Pay Rules 2016, The next date of annual increment in respect of this employee will be on 1st January 2018.
The Mernber Staff,
Sub: Accumulation of NFIRs PNM Items due to non finalization – reg.
NFIR sends herewith a list containing 12 PNM Items which are pending from the year 20ll to 2016. Most of the items are relating to grant of financial upgradation under MACPS. Although it was agreed to arrange meeting at the level of MS & FC on MACPS issues, no such meeting has been convened and on the other hand, the issues have not been resolved through discussions with the Federation.
Federation is afraid that the number of pending items will continue to grow, if Board does not devote for setting the issues through mutual discussions.
NFIR, therefore, requests the Railway Board (MS) to kindly see that speedy action is taken on all pending PNM items. Federation will be ready to discuss on dates convenient to both.
General Secretary I
Government’s acceptance of 7th CPC recommendation – Modified Assured Career Progression Scheme
No. IV/NFIR/7 CPC(Imp)/2016/MoF
Dated : 02/08/2016
The Cabinet Secretary,
Government of India,
Rastraapati Bhavan Annexie,
Sub: Government’s acceptance of 7th CPC recommendation – Modified Assured Career Progression Scheme – reg.
NFIR invites kind attention of the Government to the acceptance of 7th CPC recommendations circulated by the Ministry of Finance (Department of Expenditure) vide Resolution No. 1-2/2016-IC dated 25th July 2016, the Annexure II of which contains the decision in relation to Modified Assured Career Progression Scheme (MACPS) as given below:-
- “While the MACP has been continued to be administered at the intervals of 10,20 & 30 years of service to an employee as was in vogue, the benchmark for performance appraisal under the MACPS has been enhanced from “good” to “very good”.
- It has also been decided by the Government to withhold annual increments in the case of those employees who are unable to meet the benchmark for MACP or on regular promotion within first 20 years of the service of the employee”.
In this connection, NFIR conveys that the Government has not consulted JCM (Staff Side) before taking decision as above although this being one of the issues contained in the Charter of demands, seeking discussion. The decision has caused disappointment among Railway employees and as well Central Government employees. Upgrading the bench mark from “good” to “very good” for granting financial upgradation under MACPS would provide unfettered powers to the superiors to victimize and give scope to favour the liked staff on “pick” and “choose” basis. The decision for withholding annual increments on the pretext that employees are unable to meet the bench mark for MACP or regular promotion within first 20 years of service would not only demoralize the staff but also give handle for willful harassment and victimization by higher Officials.
NFIR, therefore, requests the Cabinet Secretary who is also the Chairman of the JCM, to kindly hold meeting with the Staff Side representatives for resolving the issues amicably through discussions.
Source : NFIR
References/Representations/Court Cases in various Ministries/Departments/ Organisations for grant of MACPS benefits in the promotional hierarchy
Government of India
Ministry of Personnel Public Grievance & Pensions
Department of Personnel & Training
North Block, New Delhi
Subject :- References/Representations/Court Cases in various Ministries/Departments/Organisations for grant of MACPS benefits in the promotional hierarchy – reg.
In continuation of DOPT’ s earlier O.M. of even no. dated 20.01.2016 on the above mentioned subject, the undersigned is directed to forward a copy of the decision of Hon’ble CAT, Ahmedabad bench in OA No. 120/000018/2015 filed by Shri Manubhai B. Rathore Vs. UOI &Ors whereby the demand of the applicant for MACP in promotional Hierarchy has been dismissed.
Phone No. 23092479
All Ministries/Departments of the Government of India.
Submitted a memorandum for correcting the negative and unwanted recommendations of 7th CPC -BPEF
BHARATIYA POSTAL EMPLOYEES FEDERATION
BPEF & GENC ( Affiliated to BMS)
GENC/7th C.P.C./Examination/ Recommendation /2015
Shri Jitender Singh Ji
Hon’ble Minister of MOS
Ministry of Personnel Public Grievances & Pension
Govt. of India
New Delhi – 110 001
Sub: Suggestion over various negative recommendations of 7th C.P.C. to Govt of India for correction of the same to the advantage of Employees and for the sake of constitutional provisions. –regarding..
The Government Employees National Confederation studied the report containing the recommendations of Seventh Central Pay Commission and observed that although there are some positive recommendation in it but also there are several instances came to notice the sprit and promises made by Chairman Shri A.K. Mathur as mentioned in para 1.29 that Govt. services are not merely only contract but is a status and employees expect fair treatment from the Govt. are not reflected in the recommendations properly. Some recommendations are negative to extent that they went against the constitutional rights of the employees. Few of them are :
(1) It tried to rationalize the Pay structure by devising “Index of Rationalization “but ended with several unwanted discrepancies.
(2) It is the fact that the Allowances were allowed by Departments as per their operational & administrative needs, but 7th C.P.C. on its own initiative has declared them “outlived their utility “and recommended for their discontinuance.
(3) Vide para 1.17 it expresses its views that status in society due to becoming a Govt. employee cannot be monetized. The commission has erred in considering the fact that the status requires money to maintain it. It wrongly computed consumption units of a normative family as per present policies towards women, Children and senior parents and, therefore, could not arrive at correct minimum salary demanded.
(4) It says that the concept of Grade Pay and pay Band has been done away and all grade pay at all levels has been subsumed into the pay matrix but has also done away with the promotional benefit of difference of Grade pay provided earlier on promotion and restricted itself to recommend only 3% increment on promotion.
(5) Vide para 9.1.1 it remarked that with increased salary packages these advances have lost their relevance and recommended that all 12 interest free advances like Medical, LTC, Cycle etc. should be abolished without considering its validly to the employees, its family and the Govt. policies towards extension of these advances.
(6) By recommending increase in bench mark to “very good” for grant of MACPS benefits and recommending stoppage of further increment for not attaining it depicts criminal action over the employees for his no fault .
- Deficiency in PAY MATRIX
Although the intentions and promises made in Para 5.1.1 of 7th CP.C. are “simplification and rationalization” ,the 7th C.P.C. has wrongly taken up the entry pay for each grade pay devised by 6th CPC as the basis of rationalization and a “ index of renationalization” have been formed which is , for PB-I it is 2.57, for PB-2 it is s 2.62 , for PB-3 it is 2.67. It is amazing that at one hand 7th CPC says that the entry pay designed by 6th C.P.C. was disproportionate and on other hand chooses same for future rationalization in the form of recommended pay matrix.
Therefore, the G.E.N.C makes question that how a disproportionate entry pay, after going through process of rationalization through Index of rationalization .
- Will produce equidistant levels as promised ?
- Will produce a judicious and caring horizontal matrix of entry pay of each level containing the exact compensation to Qualification, skill set required as well as increasing roles and responsibilities at each step of level?
- Will produce Proportionate increase in quantum of pay as promised in para 5.1.19?
- Will produce Levels, as status determiner as mentioned in para 5.1.18?
- Will Satisfy holistic approach of 7th pay commission towards salaries allowances and other perquisites of compensation structure at each level as promised in para 1.18.
In view of all above questions, the G.E.N.C. is proposing following modification while devising New pay matrix
(a) The Index of rationalization may be 15% enhancement in each 18 levels starting from G.P. 1800 and moving up to PB-3 onward instead of proposed disproportionate Index of rationalization of 7th C.P.C.
(b) After devising Pay matrix as above, the Post existing is G.P. 1900 may be merged with G.P. 2000 and similarly G.P. of 2400 may be merged with G.P. of 2800 as a provision of rationalization of Grade Pay in General. This method has been recommended by 7th C.P.C. to general commercial cadre existing in Ministry of Railways.
By 7th CPC
|G.P.||Group of posts||Quantum of Entry .Pay. Proposed by 7th CPC||Percentage increase in pay with respect of previous level||Quantum of Entry .Pay. Proposed by GENC||Percentage increase in pay with respect of previous level|
For others level the same method can be adopted , if deemed fit. The GENC has taken up this rationalization up to cadre in which direct recruitment takes place.
2.MINIMUM PAY :
The minimum pay computed by 7th CPC vide Table Annexed to Chapter 4.2 needs careful modification as below.
- The rates mentioned as par 4.2.8 are taken as per product prices. Here, it is to say that any consumer has to buy the products at retail prizes which are always ahead of these product prizes because of middle man profit , sales tax , VAT etc. which when combined are at least ahead by 12% of product prize.
Therefore, adding 12% of 18000 i.e. 2160 to 18000 makes minimum wage of three consumption unit Rs. 20160. On this basis, the share of one consumption unit comes out to be Rs. 6720
- Several initiatives from side of Govt. has come forward these years with respect to women, Children & senior parents which are necessary to be included in the consumption unit as given by Doctor aykroyd . They are
(a) Senior Citizen and parents maintenance Act 2010 which provides liability of Mother and Father over employed Sons/Daughters.
(b) Gender bias reflected in ackroyed formula in respect of women employees as well as house wife, mother is not acceptable as per Govt. policy. The provisions of full unit for these dependents are to be included in consumption unit.
(c) Full consumption unit to Children below age 14 has to be made compulsory as the present day Govt. is health sensitive, therefore, we have to consider that the quantity and prizes of commodities used by children is much higher than commodities used by adults.
(d) Dating back to First CPC the lowest entering Govt. employee was mere 5th pass but as per the recommendations of 6th CPC, accepted by Govt., the lowest employee being inducted into Govt. service is 10th pass. Therefore mental labour of this skilled employee has also to be considered and monetized.
By computing all factors mentioned in 1 and 2 above following computation from minimum wage comes out
(i) 20160 minimum wage arrived at 1 above divided by 3 makes Rs. 6720 as full unit consumption.
(ii) Employee, wife, two Children below 14, Mother, & Father makes 6 consumption unit of newly recruited MTS in the Govt. sector.
(iii) Therefore, as per (i) & (II), Rs. 6720 X6 equals to Rs. 40320
(iv) 25% of 6720 i.e. 1680 being mental labour for 10th pass MTS, has to be added to Rs. 40320 above .
(v) Therefore , Rs. 40320 + Rs.1680 equal to Rs. 42000 as minimum wage.
The Govt. may also consider and arrive at the minimum wage on the basis of NET NATIONALPER CAPITA INCOME (neutralized inflation ) data of CSO ( Central statistical organization ) which is Rs. 6175 per consumption unit.
However, keeping in view the paying capacity of employees and economic situation of newly developing country of India, the GENC is proposing Rs. 24000 as minimum wage to a newly recruited employee.
3. FITMENT BENEFIT : Fitment benefit provided by the 7th C.P.C. is 2.57 which is 14.29 % more than 2.25. equivalent to the fitment benefit provided by 2nd CPC .
The GENC, therefore, demands that it should not be less than 51% of 2.25 as provided by 6th CPC. Which comes out to be 3.42.
4. INCREMENT AT THE TIME OF PROMOTION :
The GENC intends to remind you that the employees are getting only 3% replacement benefit in new pay Matrix on promotion. Previously the employees were getting 3% benefit along with difference of grade pay on promotion.
Therefore, we suggest that:-
(i)On each promotion, one extra increment in that promotional level may be provided. OR
(ii)The pay in new pay matrix may be fixed by providing one extra increment in the concerned level.
5. ANNUAL INCREMENT RATE : The Annual increment Rate provided by previous C.P.C. were calculated when pay scale system was prevalent and age for full pension was 33 years. In worst cases an employees with 3% increment Rate can reach to maximum from minimum in 33 years.
The 6th CPC has also endorsed the concept of 3% annual increment in pay band system but has suggested full pension in 20 years . This recommendation was later on accepted by Govt. and revision in pension rules were made accordingly.
Now it was turn of 7th CPC to take into account above facts and, therefore, would have devised annual increment of 5% considering that the employee in new pay matrix will reach in 20 Years for full pension benefit . Unfortunately this has not been done.
Therefore, in order to have coordination between previous and present criterion for providing increment on the basis of pension computation, the 5% annual increment rate may be considered to devises new pay Matrix.
6. Date of Annual Increment:- With present formula that each employee completing 6 months in a year will get increment, on 1st July. The concept of 1st July of year is not adequate for those entering in the service in any month between January and June & for those retiring any of the month of the year. Therefore, the GENC proposes that both type of above employees may be provided one increment irrespective of date of entry or date of retirement. Similarly, two dates i.e. 1st January or 1st July can be made for assessing and providing annual increment.
7.With holding of Annual increment to Non performer after 20 years – increase in MACPS benchmark and introducing efficiency Bar. Vide para 5.1.46 “there is a vide spread perception that increment as well as upward movement in the hierarchy happens as a matter of course. Also, grant of MACP is taken for granted. “
These lines are totally against the promises of Shri A.K Mathur Chairman 7th CPC quoting apex court judgement in para 1.29 “ it should always born in mind that legitimate aspirations of an employee are not gullitoned and a situation is not created where hopes ends in despair. Hope for everyone is gloriously precious and that a model employer should not convert it to be deceitful and treacherous by playing a game of chess with their seniority also vide para 1.30 it quotes that the employee should not be thought as criminal and unnecessary suspicion should not be made about him.
On availability of such sprit and promises, the bench mark “ Very good” should not be taken in a way that “average” and “good “remark are criminal activities and without any disciplinary proceeding their annual increment can be withheld. Similarly these remarks cannot declare employee a non performer. The GENC, therefore, request that the para 5.1.45 pertaining to MACPS & para 5.1.46 pertaining to efficiency Bar may not be considered for implementations. .
8.MACPS : (1) The 7th CPC has compiled the key demands received by it and quoted regarding MACPS demand in 5.1.12 (e) that the MACPS providing benefits in grade pay hierarchy, was giving in adequate benefit after long gap of 10, 20 & 30 Years and demanded that, it should be provided in promotional hierarchy instead of grade pay hierarchy. Similarly, the demand for increase in the frequency of administering MACP has also came for consideration. .
In view of all above, the 7th C.P.C. restricted itself to recommend that the frequency of MACP will remain 10, 20 & 30 years but in process to provide adequate MACPS benefits , it recommended , that it will be provided in immediate next level in the hierarchy.
The GENC is trying to analyze the words immediate next level in the hierarchy and concludes that it should simply mean the immediate next level in the hierarchy existing in the department.
After going through entire recommendation it has been observed that the word hierarchy was used for hierarchy existing in the department or a cadre. In case the meaning of immediate next level in the hierarchy is level hierarchy then It can be said that 7th CPC has not done there any modification in the MACPS scheme and it only tried by deceitful and treacherous method to take away the benefit as promised.
Therefore, the GENC strongly demand that the word immediate next level in the hierarchy may be made clearer so that it may mean immediate next level in the cadre / promotional hierarchy.
(2) Similarly, recommendation of stepping up has been made by 7th CPC in its para 11.40.82 in respect of Railway Accounts for MACPS anomalies.
Therefore the GENC strongly demand that the stepping up of pay of senior for MACPS anomalies with Junior to all seniors drawing lesser pay than junior in entire Central Govt. Employees may be made. It is to remind that MACPS scheme is common to all and is not restricted to any cadre or Department.
9.House Rent Allowance: The factor of 0.8 has been introduced illogically and without any justification. This factor should be removed & H.R.A. should be to restored on the basis of Metro and Non metro classification of cities only with percentage 40 & 30 respectively .
10.CGEIS Benefit : Many banks especially corporation Bank of India is providing Insurance cover on natural death over salary account to the tune of 10 to 20 Lacks . Therefore, it is not advisable to increase the Insurance Benefit heavily and also its premium.
If saving fund is the basis of this increase in CGEIS premium then all New entrant may be allowed for G.P.F. contributions.
11. Child Care leave: This leave for all two years may be granted with full salary. Its benefit should also be extended to Male employees.
12.Medical Advances : As the terms of Children Education Allowance and Traveling Allowance were made easier , the terms of Medical Advance may also be made easier and advances up to 1 lacs amount should be allowed to be sanctioned by the Head of the office instead present 10 thousand ceiling.
13. Leave Travel Concession:- should be allowed exactly on same terms as it is presently. It is to remined that the facilities was devised to boost up the tourism Industry and also to get relief to the employees and its family from getting tired due to routine work.
14. Bonus: Bonus in all forms may be continued as it is considered as deferred wage.
15. Income Tax issues: Present limit of income tax may be enhanced to 2.57 times . All allowances of Central Govt. employees may be kept out from preview of Income tax. The Pension amount should be exempted from tax .Death cum retirement gratuity should be exempted form income tax.
16. Fitment benefits of to decide quantum of minimum pension: should be equal to minimum wage and fitment benefit of 2.57 may be increased to 3.
17. Allowances: All Allowances were devised as per requirement of existing Govt. policies and conditions of service in the Department. Therefore, any decision taken abruptly is certainly going to produce unrest. The GENC quotes certain allowances that are certainly to be restored and instead its rate should also be enhanced and rationalized.
Assisting Cashier Allowance , Caretaking Allowance , Family planning Allowance , FMC, Funeral Allowance, Ghat Allowance , Handicapped Allowance, Head quarter Allowance, Kit Maintenance Allowance., ,Over times Allowance, Rent free Accommodation, Risk Allowance , Training stipend , Treasurer Allowance Washing allowance , Cash Handling Allowance ., Cycle Allowance etc.
18.Compassionate Appointment: Ceiling of 5% over DR vacancies imposed over Central Govt. employees at the time of compassionate appointment may be removed and it may be made 100%
19. Gramin Dak Sewak: GENC demands that Negative recommendation of 7th C.P.C. to treat GDS a non Govt. employees to the extent that their salary may be separated from salary other regular employees being drawn from consolidated fund of India may be expunge out from recommendation of 7th C.P.C. as Department of Posts has already constituted a GDS committee to look into to all service condition and employment matters in entirety.
20. New Pension Scheme: It is to emphasis that Article 366 (17) defines Pension. On its basis AIR 1983 SC 130 held that Pension is not an exgratia payment but it is payment of past services rendered. Similarly, Supreme Court reiterated that pension is not a bounty of state. It is earned by the employees for services rendered to fall back upon after retirement. It is attached to the office it cannot be arbitrarily denied.
In a judgement in U.O.I. & others (1990) 4 SSC 207) – It was never held that both the pension retiree and PF release form a homogeneous class and that any further classification among them would be voilative of Article -14.
The 7th CPC held that under the pension scheme, the Govt. obligation begins on his retirement and then continuous till the death of employees. In Para 10.1.64 the 7th CPC quotes there is clear evidence that Govt. has progressively moved towards liberalized regime for past pensioners. The 6th CPC has provided additional pension and 7th CPC has provided one Rank one pension.
Unfortunately no promise has been made by the 7th CPC. But vide para 10.3.3 it quotes that the commission notes that the NPS is the culmination of a series of social securities and pension related reforms initiatives in India . At present OASIS has concluded that instead of defined benefit scheme for pension , the defined contribution scheme should be introduced. In NPS 40% of accumulated wealth is invested for pension purpose and 60% is paid at the time of retirement. NPS is not covered in GPF. On the death of employee 80% wealth is utilized for purchase of annuity and 20% is paid to legal heir.
7th C.P.C. Vide para 10.3. clearly speaks that uncertainty over the NPS scheme should be removed. Therefore the BPEF suggest that
1.The quantum of pension should be made equivalent to old pension scheme and this decision may be notified along with 7th C.P.C. recommendations.
2.The amount of gratuity for NPS should be made equal to old pension.
3.Family pension & other benefit to the NPS employees should be declared along with 7th CPC recommendations.
With regards and hopes for positive correction
( Sadhu Singh )
Reckoning of GP 4600 as entry Grade Pay for Graduate Engineers (Drawing) for the purpose of MACPS
National Federation of Indian Railwaymen
3, CHELMSFORD ROAD, NEW DELHI – 110 055
No. IV/MACPS/09/Part 9
The Secretary (E),
Sub: Reckoning of GP 4600 (PB-2) as entry Grade Pay for Graduate Engineers (Drawing) for the purpose of MACPS-reg.
Ref: (i) NFIR’s PNM item no. 18/2011.
(ii Railway Board’s letter No. PC-V/2009/ACP/2 dated 20/06/2011 (RBE No. 93/2011)
(iii) Discussions held by NFIR with the MS/FC in the meeting held on 19/05/2015
The issue of placement of Graduate Engineers (Drawing) joined railways prior to 01/09/1998 came up for discussion in the separate meeting held between the Federations and the Board (MS/PC) on 19/05/2015. During the meeting following key points were emerged:-
In a Production Unit like ICF, there are 11 Graduate Engineers. These were recruited prior to 1998 in the pre-revised Scale of Pay of Rs. 5500-9000.
These Engineers were promoted to the pre-revised Scale of Pay of Rs. 6500-10,500 through normal promotion and a few through LDCE.
Since LDCE quota for promotion to pre-revised Scale of Rs. 6500-10,500 was very limited, only a couple of persons were accommodated and the remaining persons were promoted through normal promotion against promotion quota.
Federation also desires to highlight a peculiar case of Shri Karthikeyan. N of ICF. He was working as JE-II in the pre-revised Scale of Rs. 5000-8000 (required entry qualification is Diploma in Engineering only) during the period 1992 to 1996. Since he was holding Engineering Degree he was subsequently recruited against DR Quota in the V CPC Pay scale of Rs. 5500-9000 on 11/12/1996. However he was treated as holder of entry Grade Pay Rs. 4200/- only from the date of his appointment.
2. Although in the meeting held on 19/05/2015 with the Railway Board (MS & PC) the discussions were inconclusive, the Federation did mention that those Drawing cadre staff recruited with the entry qualification of B. Tech were allotted incorrectly the Pay Scale of 5500-9000 (6th CPC/GP 4200/) instead granting them the 5‘“ CPC Pay Scale of 6500-10,500 (6th CPC GP 4600/-). To remedy this anomalous situation, it was suggested that in the case those Engineering Graduates (Drawing), they be reckoned as holders of entry GP 4600/- – PB-2 for the limited purpose of MACP duly appropriately modifying the Board’s letter dated 20th June 2011 for covering all such cases.
As another meeting date has not yet been fixed, the issue continues to remain unresolved. It is also relevant to place on record that while some Engineering Graduates benefited on account of induction against LDCE quota, the similarly placed Engineering Graduates who got appointed against promotion quota vacancies of Rs. 6500-10,500 (5th CPC) have not been covered for the purpose of MACP on the pretext that they were not inducted in pay scale of Rs. 6500-10,500 against LDCE Quota. This anomalous situation needs to be rectified for ensuring equal treatment to all the Engineering Graduates of Drawing cadre whether reached pay scale of Rs. 6500-10500 through promotion or through LDCE quota.
NFIR, therefore, requests the Railway Board to reconsider their decision and see that all Engineering Graduates of Drawing cadre are granted MACP duly treating them as holders of entry Grade Pay of Rs. 4600/- (PB-2).
(Dr. M. Raghavaih)
Meeting of 7th Pay Commission with IRTSA – Determination of new Grade Pay / Pay scale by job Evaluation duly taking into account Duties Sought
Meeting of 7th Pay Commission with IRTSA – Determination of new Grade Pay / Pay scale by job Evaluation duly taking into account Duties Sought
Well organised & impressive presentation on the issues of Technical Supervisors/ Supervising Engineers jodhpur, 12th Dec, 2014
IRTSA delegates met 7th Central Pay Commission and presented a strong case on the demands pertaining to Technical Supervisors / Supervising Engineers.
Through an exclusive well organised and impressive Power Point Presentation and an exhaustive inter action with the entire Pannel – including the Chairman and all Members of the Commission.
The team included the following Senior CEC Members of IRTSA:
1. Er.Darshanlal, Working President / IRTSA
2. Er.K.V.Ramesh, Seniorjoint General Secretary/ IRTSA
3. Er.O.N.Purohit, Central Treasurer/ IRTSA
4. Er.M.K.Bhatnagar,Zonal Secretary IRTSA RCF
5. Er.jatana, joint General Secretary/ IRTSA
6. Er.j agatar Singh, joint General Secretary/ IRTSA
1. In his introduction speech Er.Darshanlal, Working President IRTSA thanked 7th CPC for giving the chance for oral evidence and explained about IRTSA & the category. He said that apex category of Technical Supervisors had received raw deal always and their pay scale, promotional avenue are grievously inadequate. Graduate Engineers recruited in the GP of Rs.4600 remains in same Grade Pay without any promotion & 1 Es after getting one promotion to SSE remains in same Grade Pay for many years. He also told that proposal sent by Railway Board to Finance Ministry to upgrade the Grade Pay of SSE has not understood well and returned back. MACPS have not brought expected relief and motivation o the category. Group ‘B’ (Gaz) recommended by Pay Commissions were not implemented in Railways. He also told that SSE scale has been downgraded compared to others and there is heretical confusion.
2. Er.K.V.RAMESH, SeniorJGS / IRTSA made a Power Point Presentation on main demands pertaining to Technical Supervisors / Supervising Engineers. (A copy of the PPP is placed on the Website of IRTSA)
Following main points were explained in the PP presentation
1. Direct responsibility shouldered by the category in Production, repair maintenance of rolling stock, locos, P.Way, Bridges, Power distribution, Signal & Telecommunication, machinery plant & equipments, Design Drawing, Chemical & Metallurgical lab, Stores, IT etc were explained.
2. Hierarchy of Technical Supervisors in Indian Railways – Supervision of Five grades of Skilled & semi skilled besides ministerial category including Chief Office Superintendent etc.
3. Determination of new Grade Pay / Pay scale by job Evaluation duly taking into account Duties, responsibilities and accountabilities shouldered by each category / post and Technical categories which shoulder direct responsibilities who should be placed one grade higher than-non technical supporting categories (as prior to 5th CPC).
4. a. Replacement Grade Pay of Rs.4800 to j E and Rs.5400 to SSE.
b. Similarly placed posts of CMA, DMS & j E/ IT should be granted the pay at par with Junior Engineer.
c. Similarly placed posts of CMS, CDMS & SE/ IT should be granted the pay at par with Senior Section Engineer.
5. Disturbance of vertical relativity between JE and Sr.Technician who work under J E in violation of 5th & 6th CPC recommendations were highlighted.
6. Categories which were in the Pay Scale of 425-700 during 3rcl CPC are placed in the GP of Rs.4800] 4600, whereas I E-I who were in the pay scale of Rs.550-750 are placed in the GP of only Rs.4200.
7. Disregard to Duties & Responsibilities shouldered by SSE.
8. Exclusive pay scales (Rs.840-1040 & 840-1200) recommended by 3rd CPC for Technical Supervisors were diluted and many categories who were in two grade below are placed in GP Rs.5400/ 4800 by 6th CPC.
9. Scale of SSE was placed over Group ‘A’ & Group ‘B” posts previously but now degraded.
10. Un-just multiplication factor adopted by 5th CPC and the disadvantage carried through to 6th CPC.
11. Highest Recruitment Qualification of Gradate in Engineering with one year training and stagnation of Engineering Graduates in recruitment grade for more than 20 years.
12. Discrimination in the Grade Pay of CMA-l which has the element of DR with Gradate in Engineering.
13. Incumbents of SSE, CMS, CDMS & Sr.Er/ IT are stagnated in same grade till 4th CPC.
14. Meager number of Posts in Group A & B vis-a-vis Group C on the Railways as compared to all other Central Government Departments.
15. Promotion chances limited to vacancies arising in 4200 Group ‘B’ posts.
16. Non implementation of previous pay commission recommendations DoPT orders on classification of posts as Group-B Gazetted.
17. Posts carrying similar functions have to be given the same classification as per DoPT’s submission to 5th CPC.
18. Cadre restructuring didn’t bring any relief to senior supervisors (SSE/ CMS/ CDMS).
19. Number of Gazetted posts increased by 36% in other Govt. Departments over last 8 years, but not in Railways.
20. Necessity to have combined cadre structure for Group ‘A’, ‘B’ & ‘C”.
21. Requirement of higher number of managerial posts to meet out the increased plan outlay of Railways during 12th plan and to manage huge outsourcing.
22. Anomalies and Improvements required to be done in MAPCS & Time bound promotions to Technical Supervisors/ Supervising Engineers.
23. Allowances pertaining to the category.
Implementation of MACP Scheme over Indian Railways – Discrepancies
The Modified Assured Carrier Progression scheme (MACPS) came into effect in terms of RBE No.101/2009 dated 10/6/2009 modifying the ACP scheme already invogue before this scheme. AIRF writes to Railway Board regarding discrepancies in implementation of MACP Scheme over Indian Railways:-
The Members Staff, Railway Board,
Sub: Implementation of MACP Scheme over Indian Railways – Discrepancies — Reg.
Ref. (i) Board’s letter No.PC-V/2009/ACP/2 dated 10/6/2009(RBE No.101/2009) and dated 29/12/2011 (ii) Board’s letter No. PC-V/2011/M/3/AIRF dated 25/2/2014
MACPS to the cadre of Junior Engineers of CPWD revoked
Subject: Implementation of Modified Assured Career Progression Scheme (MACPS) to the cadre of Junior Engineers of CPWD.
This issues with the approval of Director General, CPWD
Source: www.cpwd.gov.in [MACPS Circular File 8550.pdf]
MACPS for Railway employees – clarification
National Federation of Indian Railwaymen
3, CHELMSFORD ROAD, NEW DELHI – 110 055
Affiliated to :
Indian National Trade Union Congress (INTUC)
International Transport Workers Federation (ITF)
The Secretary (E),
Sub: Modified Assured Career Progression Scheme (MACPS) for Railway employees – clarification – reg.
Ref: (i) Railway Board’s letter No.PC-V/2009/ACP/2 dated 31/01/2013.
(ii) NFIR’s letter No.IV/NFIR/MACPS/09/Pt.7 dated 29/07/2013.
NFIR vide its letter dated 29/07/2013 had invited attention of Railway Board to their letter dated 31/01/2013 wherein clarifications have been issued by Board contrary to the instructions issued by DoP&T vide 0.M. dated 4th 0ctober, 2012 allowing benefit of MACPS in the following situation:-
“Financial upgradation under MACPS, in the case of staff who joined another Unit/0rganisation on request.”
The benefit of MACPS has been allowed by DoP&T pursuant to the decision in the meeting held with the Staff Side (under item no.6) to resolve anomalies arising out of implementation of MACPS.
2. In this connection, NFIR wishes to reiterate that the modified instructions issued by Railway Board vide letter dated 31/01/2013 making amendment to DoP&T instructions, have put a large number of railway employees to disadvantageous position. Federation further wishes to state that there was no necessity for making changes in the DoP&T 0.M. as the process of fixation of pay of staff while implementing MACPS could have easily taken care of the element of protected pay and did not warrant any amendment as has been done by Railway Board.
NFIR, therefore, once again urges the Railway Board to see that 0.M. dated 4th 0ctober, 2012 is implemented in toto and the instructions dated 31/01/2013 are withdrawn. A copy of instructions thus issued may be endorsed to the Federation.
Modified Assured Career Progression Scheme (MACPS) Clarifications
1. Loco Running staff (Ref 2)
As per promotional hierarchy in the category of Loco Pilots, the following grades are coming:
- ALP-II (GP Rs. 1900)
- ALP-I (GP Rs. 2400)
- LPS-II (GP Rs. 2400)
- LPS-I (GP Rs. 4200)
- LPG-(GP Rs. 4200)
Whenever Shunters are not available to fill up the posts of LP (Goods), eligible candidates from lower grades even from ALP-II (GP 1900) are called and promoted as LPG (GP 4200). In such situation the employee should be treated as having earned two promotions.
2. Direct recruit Graduate Engineers of drawing Cadre(Ref 3)
Engineer Graduates recruited initially in the grade of Rs. 5500-9000 & promoted to Rs. 6500-10500 against the 20% DR quota shall be treated at par with the fresh recruits in the scale of Rs. 6500-10500 from the date they were promoted to the pay scale of Rs. 6500-10500 for the purpose of MACP Scheme.
3. Guards (Ref 4)
A Senior Goods Guard promoted to Passenger Guard and further to Mail/Exp Guard under the normal promotion rules gets Grade Pay of Rs. 4200/ only while a junior Sr. Goods Guard who gets upgradation under MACPs may get the next higher grade pay of Rs. 4600/. Due to this situation, his junior will get more Grade Pay than the senior.
Board has clarified that an employee appointed as Goods Guard has earned following three promotions/financial upgradations till he reaches Mail/Express Guard, viz:-
(i) From Goods Guard to Sr. Goods Guard.
(ii) From Sr. Goods Guard to Passenger Guard.
(iii) From Sr. Passenger Guard to Mail/Express Guard (Passenger Guard to Sr. Passenger Guard to be ignored).
Thus, such employees are not entitled to any further financial upgradation under MACP Scheme.
4. ACP and MACP
If a senior employee who got ACP prior to 01-01-2006 and drawing less pay than their juniors who got benefits under ACP Scheme between 01-01-2006 and 31-08-2008 stepping up of pay can be done in such case where the senior, but for the pay revision on account of 6th CPC, would have continued to draw higher pay provided both the junior and the senior Railway servants belong to same cadre and the posts in which they have been promoted/financially upgraded are identical in the same cadre and the senior Railway servant have been drawing equal or more pay than the junior before receiving ACP/Promotion. (Ref 5 )
5. Own request transfer to a lower post
When an employee is reverted to the lower post/Grade from the promoted post/Grade in case of transfer on own volition to a lower post such past promotion in the previous organization/office will be ignored for the purpose of MACP Scheme in the new organization/office. In respect of those cases where benefit of pay protection have been allowed at the time of unilateral transfer to other organization/unit and thus the employee had carried the financial benefit of promotion, the promotion earned in previous organization has to be reckoned for the purpose of MACP Scheme.
6. Benchmark for MACP(Ref 6)
Where the financial upgradation under the MACPS also happens to be in the promotional grade and benchmark for promotion is lower than the benchmark for granting the benefit under the MACPS , the benchmark for promotion shall apply to MACPS also. Wherever promotions are given on non-selection basis (ie, on seniority-cum-fitness basis ), the prescribed benchmark shall not apply for the purpose of grant of financial upgradation under MACP Scheme.
Grant of Third Financial Upgradation under MACPS ( Modified Assured Career Progression Scheme) to AAOs: PCAFYS Orders 2013
Categories: MACP, Promotion Tags: ACP-MACP, Central Government Employees News, Clarification on MACP, FAQ on MACP, Financial Upgradation, MACPS, Ordnance Employees, PCAFYS, Pcafys Orders, Principal Controller of Accounts(Fys)
Grant of second Financial Upgradation under MACPS to AAOs: MACP orders 2013
Office of the Principal Controller of Accounts (Fys)
10A, Shaheed Khudiram Bose Road,Kolkata-700001
Sub: Grant of second Financial Upgradation under MACPS to AAOs: MACP orders 2013
Please furnish names of Assistant Accounts Officers who have already been granted one regular promotion and will be completing either 10 years of regular service in the grade pay of Rs. 4800 from the date of first promotion or 20 years of regular service from the date of initial appointment between 01.10.13 and 31.03.14 for consideration of second financial upgradation under MACPs.
2.It is also requested to furnish LEFT OVER cases, if any.
Grant of Financial upgradation under MACPS to the employees holding feeder post in a cadre where promotional post is in same Grade Pay
MINISTRY OF RAILWAYS
The General Secretary NFIR
3, Chelmsford Road,
Sub:- Grant of Financial upgradation under MACPS to the employees holding feeder post in a cadre where promotional post is in same Grade Pay.
The undersigned is directed to refer to NFIR’s letter No. IV/MACPS/09/Pt-6, dated 31/01/2013 and to state that the provisions contained in Para-1 of Annexure to Board’s letter dt.10-06-09 may be read alongwith the provision contained in Para-8 of Annexure to said letter dated 10-06-09 which stipulates that promotions earned in the Post carrying same Grade Pay in the promotional hierarchy as per Recruitment Rules shall be counted for the purpose of MACP Scheme.
It is further stated that on receipt of references from Zonal Railways seeking clarification as to what Grade Pay would be admissible under MACPS to an employee holding feeder post In a cadre where promotional post is in the same Grade pay, a reference was made to DoP&T seeking their clarificaticn. Based on the clarifications given by DOP&T, Board’s letter dated 13-12-2012 has been issued Since DoP&T is nod al department, of Govt. on the subject of MACPS, this Ministry is not in position to deviate from the instructions/clarifications issued by them.
In view of the above, Federations is requested may please appreciate the position.
New Delhi, dated 05.06.2012.
The General Secretary
4, State Entry Road,
New Delhi – 110055.
Sub :- PNM/AIRF item No.2/2011-regarding grant of MACPS to Goods Guards category.
The undersigned is directed to refer to the minutes of AIRF separate meeting held on 13-02-2012 against item No.02/2011 on the above subject and to state that the matter was again examined in consultation with DoP&T, the nodal department of Govt. on MACPS, DoP&T have further clarified that every financial upgradation including non-functional upgradation granted to an employee has been treated as one upgradation and is to be offset against one financial upgradation under MACPS.
Accordingly, the grade pay of 4200 allowed to Raiways Goods Guards (to the extent of 27% of sanctioned strength) on non-functional basis with the designation as Sr. Goods Guard would be reckoned as one upgradation for the purpose of MACPS.
In view of the above position as clarified by DoP&T the demand raised by the Raliway Federation may not be acceded to.