Posts Tagged ‘Women Employees’

Transfer & Posting of Women Employees in Central Government Services

Advertisement

TRANSFER AND POSTING OF WOMEN EMPLOYEES

Women-Employees-Central-Government-Services

GOVERNMENT OF INDIA
MINISTRY OF PERSONNEL, PUBLIC GRIEVANCES AND PENSIONS
(DEPARTMENT OF PERSONNEL & TRAINING)
LOK SABHA

UNSTARRED QUESTION NO. 2592
(TO BE ANSWERED ON 03.01.2018)

TRANSFER AND POSTING OF WOMEN EMPLOYEES

2592. SHRI C.S. PUTTA RAJU:
Will the PRIME MINISTER be pleased to state:

(a) whether women appointed in Government Service have been deputed in areas far away from their families;
(b) if so, the details thereof;
(c) whether the Government proposes to formulate rules for appointment and transfer of single women working in the Ministries; and
(d) if so, the details thereof?

ANSWER

MINISTER OF STATE IN THE MINISTRY OF PERSONNEL, PUBLIC GRIEVANCES AND PENSIONS AND MINISTER OF STATE IN THE PRIME MINISTER’S OFFICE (DR. JITENDRA SINGH)

(a)&(b): Respective Ministries / Departments have their own guidelines / policy for transfer and posting of their employees depending upon the specific requirements of that Ministry / Department.

(c) & (d): There is no such proposal under consideration for appointment and transfer of single women working in all Ministries.

Source: http://loksabha.nic.in/

Download Central Government Employees News iOS App . Click here Cg News for iPhone, iPad & iPod Touch app to download in your device.
Stay updated on the go with CENTRAL GOVERNMENT NEWS App. Click here Cg news for Phones app to download it for your device.

Be the first to comment - What do you think?  Posted by admin - March 17, 2018 at 10:44 am

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

International Women’s Day – 8th March 2018 : Confederation of Central Government Employees

International Women’s Day – 8th March 2018

International-Womens-Day

WE WILL MAKE IT HAPPEN

Usha Bonepalli.
Chairperson,
Women’s Committee,
Confederation of Central Government Employees and Workers

Dear comrades,
Hearty wishes to every one of you on International Women’s Day 2018. We celebrate this day in honour of the great struggles that are waged by women, throughout the history of working class. We also mark this occasion to acknowledge and appreciate the wonderful roles that women play in making this world habitable, livable and lovable place of living. We utilize this occasion to reflect on the problems that prevent women from achieving gender parity, oppressions faced by them, and work out measures that lead to progress of women in all spheres of life.

One of the first organized struggles for women in modern times was held at Lowell Cotton Mills in Massachussets in 1834. Women worked for 14 hrs per day in mills in confinement, noise, lint filled air, for 1/3rd wages as compared to men. When these wages were also cut, they organized and went on strike. Women in several other mills joined them and an organised movement started for the first time in history. A second strike followed in 1836. Both the strikes were crushed by management, but that is how pioneering struggles start. Defeat gives spirit for better and more organized action. Women began Labour Reform Associations and started huge petition campaigns and political action, asking the Massachussets state legislature to cap working hours in mills at 10 hours. In 1847, New Hampshire became the 1st state to pass a 10 hour working day. This was the first success for organized working women in any part of the world. This success fuelled organized women movements throughout the world’s working class. Today, we remember that struggle with a sense of pride and honour.

The first National Womens Day was held in NewYork in 1909 to commemorate the 1908 garments workers strike. On 8th March 1908, 15000 women garment workers marched through Union Square to demand economic and political rights. The three month strike against Triangle Shirtwaist and other mills became hugely successful. This success was celebrated throughout Europe and Soviet. Clara Zeitkin, a German socialist proposed designating a day as ‘International Women’s Day’ at International Socialist Congress in Copenhagen in 1910. From 1911, we are observing International Womens Day. From 1975, UNO began celebrating International Womens Day on March 8th.

Comrades, the working conditions and safeguards that are available to women today, are a result of many such glorious struggles across the world. We have an 8 hour working day, equal pay for equal work, at least in the government sector, and statutory framework for women like Maternity Benefit Act 1961, Factories Act 1948, Equal Remuneration Act 1976, Sexual Harrassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 etc. None of these acts were made by way of compassion, but were a result of prolonged struggle of the working women. The latest Act in 2013 against sexual harassment at workplace was a result of Supreme Court guidelines in the Visakha case. Everyone knows that women are subject to sexual harassment in all spheres of life, but it took till 2013, and only after a long and concerted legal struggle before the Supreme Court, that guidelines were issued and Government found it fit to pass an Act on this issue. We should keep this in mind that nothing could be achieved unless we organize and wage struggles. We should realize that, though the working women’s movement has achieved significant results, there is a lot lot more to be achieved.

Nagaland, which went to polls recently, did not have a single woman MLA in its 54 years of statehood and 12 assembly elections. The situation is not much rosy in other states and even in the Parliament. Women representation in Lok Sabha is barely 11.3 % – 62 women out of 543 MPs. Take any elected body, including the trade unions, the presence of women in leadership positions is barely minimum. There are two reasons, resistance to give opportunities to women as men are entrenched in leadership positions, and lack of enough strength from women to push themselves ahead. Let us address the second issue, which is the only way to repulse the first issue.

Women are bogged down by multiple commitments, they have the inescapable responsibility of household duties. A working woman needs to get up early, cook food, pack lunches for everyone, layout breakfast and clothes for the boys, then commute to work, spend the day in office, and commute back to home, to cook again, help in homework, and then retire to bed, trying to look beautiful. This is the story of every working woman, either in Postal department, or in Dept of Atomic Energy, either as a clerk or in a higher cadre. There is no CL or EL to this duty. Good health or bad health, there is no escape from this routine. Added to this, women face stigma, violence and harassment at workplace, in society, on the streets, during commute, and some times, even at home. Women face deficit in respect in all walks of life. Media and commerce address women as a commodity. They stereotype women, erect standards of medieval morality and even resort to body-shaming. The invisible chains that tie up women are too heavy and too arresting, to unshackle. It’s a herculean task for any woman to unshackle herself, free herself and make her voice count, in public discourse and organized struggles. But we have to realize, and there is no better day that today, that struggle is the only way. It is only because of our organized struggles that we have achieved so far.

One way to derive inspiration and strength to unshackle ourselves is to celebrate the success stories of women, big or small, in all walks of life. Look around for icons and celebrate them. When our daughters submit a project in school and get two stars, lets celebrate that at home, with all the vigour. When Harmanpreet Kaur hits 171 in 115 balls in Cricket World Cup, lets put her posters (over Sachin’s posters) in our rooms and celebrate that with joy. When we come to know that global Chairman/MD/CEOs of General Motors, Pepsico, IBM, Lockheed Martin are all women, lets celebrate that. When we realize that the superstar of male-centric Bollywood during 1980s was not a man but a woman, lets celebrate that. Every woman who achieved something in life, would have achieved against all odds, facing many difficulties. Lets be proud of all of them, lets gain inspiration from them. And lets help our colleagues, our relatives, our neighbours, our fellow women, in whatever they are aspiring to achieve. And stand by her in all her difficulties. Unless a woman supports a woman, no one supports her.

Another way to unshackle ourselves is to resist media stereotypes. Media is obsessed with stereotyping women as loud viragoes. Social media is obsessed with posting comments on women in the form of jokes, which insult and denigrate the attitude of women. And the commercial industry insults women by portraying women as beautiful only if they are slim or if they have certain body statistics. Why is a man’s figure or his tummy not an object of shame but a woman’s figure or tummy is shamed. A woman becomes a mother, has a rebirth herself when she gives birth to children, undergoes many body changes and fights to come back to normal. Whatever shape she eventually has, the society should make her feel proud of it, not ashamed of it. But because of the intense media standards on what is beautiful and what is not, women are psychologically forced to follow some fad diets, starve themselves and spoil their health. Even school going girls are doing dieting. This is a very dangerous trend. Yes, we need to have fitness. We should do exercise or yoga if it fits in our daily routine, or at least some walking, but beauty doesn’t mean looking like a pencil. We need a movement, first in our minds, and then in the society, to stop this trend. Because of our workload at home and at workplace, women need to eat well, be healthy, and feel confident about whatever shape they are in. One report says that 80 % of present day women above 40 are cases for bone related ailments like osteoporosis. So I request all women to take your health seriously, get some sunlight for Vit D, have iron and calcium supplements and above all, eat well. Don’t starve. We are ourselves. We will not allow the media to judge us.

Friends, the sure way to unshackle ourselves is to develop the confidence in our abilities. Seek responsibilities, take active part in leadership positions in your workplace, in administration, and in unions. If you develop the will and confidence, there is nothing that a woman cannot do, as good as, if not better than, her male counterpart. We have an immense task cut out before us. Once women gain employment, they should be endowed with right to equality, right against discrimination in workplace. Women should be assured dignity of labour, equal wages, beneficial facilities and additional safeguards which compensate for their lack of level playing field. These safeguards and benefits should be made statutory, institutionalised, and implemented thoroughly. We should make relentless fight for safegaurds that we are yet to achieve. We should be very vigilant. Because there will always be attempts to mock, sneer, and trample on the safeguards and the genuine benefits that we rightfully deserve.

Achieving gender equality and empowering women and girls is the unfinished business of our time, and the greatest human rights challenge in our world.” These are the words of our present UN Secretary General Antonio Guterres. In recognition of this ‘unfinished business’ and ‘greatest human rights challenge’, the campaign theme for International Women’s Day for 2018 is selected as ‘Press for Progress’. The campaign requires that the following activities are taken up:

a. Maintain a gender parity mindset (question any lack of womens’ participation, identify alternatives that are more inclusive, nominate women for opportunities, always include and support women, think 50/50 as goal),

b. Challenge stereotypes and bias (question assumptions about women, challenge statements that limit women, always use inclusive language, work to remove barriers to women’s progress, bur from retailers who position women in positive ways),

c. Forge positive visibility of women (identify ways to make women more visible, extend opportunities to women first, assume women want opportunities until declined, select women as spokepersons and leaders, support visible women),

d. Influence others’ beliefs/actions (supportively call-out inappropriate behavior, campaign for equality in meaningful ways, lead by example via inclusive actions, be a role model for equality, actively contribute to change the status quo) and

e. Celebrate women’s achievements (believe achievement comes in many forms, value women’s individual and collective success, ensure credit is given for women’s contributions, celebrate women role models and their journeys, support awards showcasing women’s success).

Lets do that comrades. As Chairperson of the Womens Committee of Confederation of Central Government Employees and Workers, I call upon everyone to join hands and rededicate ourselves to this call – Press for Progress. We will make it happen.

Source: Confederation

Be the first to comment - What do you think?  Posted by admin - March 7, 2018 at 9:44 pm

Categories: Employees News   Tags: , , ,

Menstruation Benefits to Central Government Women Employees

Menstruation Benefits to Central Government Women Employees

There is no such proposal for grant of any menstrual leave or introduction of any legislation in this regard. However, under the centrally sponsored scheme of Rashtriya Madhyamik Shiksha Abhiyan (RMSA), activities such as adolescent health awareness programme for girls, provision of separate toilet blocks for girls as part of schools and installation of incinerator machine and sanitary napkin & vending machine for girls at schools and girl’s hostels are undertaken for general hygiene management. National Council of Educational Research and Training (NCERT) has developed syllabus on health and physical education for classes I-XII as a follow up of National Curriculum Framework, 2005, which provides adequate space for menstrual hygiene.

Ministry of Health and family Welfare is implementing the scheme for Promotion of Menstrual Hygiene for Adolescent Girls residing primarily in rural areas of the country. Adolescent girls are provided with sanitary napkins at subsidized rates by Accredited Social Health Activists (ASHA’s) within the community and through the platform of Government and Government aided school. Ministry of Drinking Water and Sanitation has also developed National Guidelines on Menstrual Hygiene Management (MHM) which aims to support all adolescent girls and women.

The above information was given by Union Minister of State for Women and Child Development Dr.Virendra Kumar in a written reply in Lok Sabha on 9.2.2018.

Be the first to comment - What do you think?  Posted by admin - February 13, 2018 at 1:57 pm

Categories: Employees News   Tags: , ,

SHe-Box portal set up for registering complaints of sexual harassment of women employees at workplace, of both Government and Private sector

SHe-Box portal set up for registering complaints of sexual harassment of women employees at workplace,  of both Government and Private sector
More than 350 complaints of inappropriate behaviour received by WCD Ministry including those through SHe-Box portal

In order to ensure the effective implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the Ministry of Women & Child Development has launched an online complaint management system titled Sexual Harassment electronic-Box (SHe-Box) for registering complaints related to sexual harassment at workplace of all women employees in the country, including government and private employees.

More than 350 complaints relating to inappropriate behaviour have been received in the Ministry which includes complaint received through portal ‘SHe-box‘.

Ministry of Corporate Affairs has been requested for mandatory disclosure of Internal Complaints Committee (ICCs) in the Annual Report of the Companies. Ministry of Corporate Affairs along with the industry bodies, Associated Chambers of Commerce & Industry of India (ASSOCHAM), Federation of Indian Chambers of Commerce and Industry (FICCI), Confederation of Indian Society, Chamber of Commerce & Industry (CCI), and National Association of Software and Services Companies (NASSCOM) have also been requested to ensure effective implementation of the Act amongst their members in private sectors.

This information was given by Minister of State for Women and Child Development, Dr. Virendra Kumar in reply to a question in Rajya Sabha today.

Be the first to comment - What do you think?  Posted by admin - December 21, 2017 at 9:46 pm

Categories: Employees News   Tags: , , , , ,

SHe-Box : Online complaint management system titled Sexual Harassment electronic-Box

Online complaint management system titled “Sexual Harassment electronic-Box (SHe-Box)” – regarding

SHe-Box-Sexual-Harassment-Electronic-Box-DoPT

 F. No. 11013/7/2016-Estt.A-III
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel & Training
Establishment A-III Desk

North Block, New Delhi – 110001
Dated 1st November, 2017

OFFICE MEMORANDUM

Subject: Online complaint management system titled “Sexual Harassment electronic-Box (SHe-Box)” – regarding

The undersigned is directed to say that Ministry of Women & Child Development launched an online complaint management system titled Sexual Harassment electronic-Box (SHe-Box) on 24th July, 2017 for registering complaints related to sexual harassment at workplace. The She-Box is; an initiative to provide a platform to the women working or visiting any office of Central Government (Central Ministries, Departments, Public Sector Undertakings, Autonomous Bodies and Institutions etc.) to file complaints related to sexual harassment at workplace under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

2. Once a complaint is submitted to SHe-Box, it wiil be directly sent to the Internal Complaint Committee (ICC) of the concerned Ministry / Department/ PSU / Autonomous Body etc. having jurisdiction to inquire into the complaint. The She-Box also provides an opportunity to both the complainant and nodal administrative authority to monitor the progress of inquiry conducted by the ICCs. The SHe-Box portal can be accessed at the link given below:

http://www.shebox.nic.in/

3. Features of the SHe-Box are as under:

(i) SHe-Box is an online Complaint Management System for lodging complaints related to sexual harassment of women at workplace. The steps required for filing of complaint through SHe-Box can be downloaded from the link:

http://www.shebox.nic.in/assets/site/downloads/manual.pdf

(ii) Any woman working or visiting any office of Central Government (Central Ministries, Departments, Public Sector Undertakings, Autonomous Bodies an.d Institutions etc.) can file complaint related to sexual harassment at workplace through this SHe-Box.

(iii) Once a complaint is submitted to the SHe-Box, it will directly send the complaint to the Internal Complaints Committee. (ICC) of the concerned Ministry /Department/PSU / Autonomous Body etc; having jurisdiction to inquire into the complaint. The Internal Complaints Committee will take action as prescribed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and update the status of the complaint through ‘Administrator Login

(iv) The status of complaint can be viewed at any time by pressing the tab ‘View Status of Your Complaint’ within SHe-Box.

4. The complaint registered in the She-Box contains only a brief description of the incident of sexual harassment at workplace. The Internal Complaints Committee (ICC) is required to initiate inquiry as prescribed under Section 11 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 read with Department of Personnel & Training’s  O.M. No. 1l013/2/2014-Estt.(A-III) dated 16th July, 2015 by calling upon the complainant to provide detailed complaint along with all the relevant evidences (documentary or otherwise).

5. All the Ministries/Departments are requested to bring the contents of this OM to the notice of all officers and staff working under them. The Ministries/ Departments are also requested to advise the PSEs / Autonomous Bodies under their administrative control to bring the content of SHe-Box to all officers and staff.

6. Hindi version will follow.

(Nitin Gupta)

Under Secretary to the Govt of India

Tel: 23040264

To
The Secretaries of All Ministries/Departments
(as per the standard list)

Source: DoPT

Be the first to comment - What do you think?  Posted by admin - November 2, 2017 at 9:15 pm

Categories: DOPT Orders   Tags: , , , , , ,

Maternity Benefit Amendment Act 2017

Maternity Benefit Amendment Act 2017

Maternity-Benefit-Amendment-Act-2017

F.No-S-36012/03/2015-SS-I
Government of India
Ministry of Labour & Employment

Sharam Shakti Bhawan, New Delhi
28 August, 2017

To
The Secretary,
Labour Department,
All State Governments/UT Administrators

Subject: The Maternity Benefit (Amendment) Act,2017

Sir/Madam,

Kind reference is invited to Ministry of Labour & Employment’s earlier letter number S-36012/03/2015-ss-I dated 12.04.2017 (copy enclosed) highlighting the recent amendments made to Maternity Benefit Act, 1961. The Ministry had also clarified therin certain points of doubts to facilitate smooth implementation of the provisions of the said Act, specially in respect of coverage of contractual workers under the Act. This Ministry in the recent past have been receiving a number of complaints and grievances from working women stating non-implementation of the provisions of the M.B. Act including alleged dismissal of few women by the employers in violation of section 12 of the said Act, non coverage of contractual employees, etc. The honourable National Commission for women has also taken serious view of such denial of rights of working women. This Ministry would, therefore, urge all the State/UT Labour Commissioners (which is the implementing authority under the M.B. Act) to effectively enforce the provisions of M.B. Act, and take strict punitive action against defaulting employers and ensure that the provisions of the statute are implemented in true spirit and letter to protect the rights of working women enshrined in the Act.

Yours faithfully
sd/-
(Manish Kumar Gupta)
Joint Secretary, Govt of India

Source: Confederation

Be the first to comment - What do you think?  Posted by admin - September 14, 2017 at 1:42 pm

Categories: Employees News   Tags: , , ,

Enhancement of Maternity Leave – Lok Sabha Q&A

Enhancement of Maternity Leave – Lok Sabha Q&A

GOVERNMENT OF INDIA
MINISTRY OF LABOUR AND EMPLOYMENT
LOK SABHA

UNSTARRED QUESTION NO: 672
ANSWERED ON: 06.02.2017

Maternity Leave

SHASHI THAROOR
Will the Minister of

LABOUR AND EMPLOYMENT be pleased to state:-

(a)whether the Government proposes to extend the time span of the compulsory paid maternity leave from 12 weeks to 26 weeks in private organizations;
(b)if so, the details thereof;
(c)whether the Government also proposes to amend section 4 of the Maternity Benefits Act, 1961, to ensure that women employed in various public sector undertakings receive the same benefit; and
(d)if so, the details thereof and if not, the reasons therefor?

ANSWER
MINISTER OF STATE (IC) FOR LABOUR AND EMPLOYMENT
(SHRI BANDARU DATTATREYA)

(a) & (b): Yes, Madam. The Government has decided to enhance the paid maternity leave from existing 12 weeks to 26 weeks and an Amendment Bill in this regard was introduced in the Rajya Sabha. The Rajya Sabha has already passed the Bill on 11.08.2016. With regard to women workers covered under Employees’ State Insurance Act, 1948, such enhancement has already been effected by amending the ESI (Central) Rules,1950.

(c) & (d): There is no proposal to amend Section 4 of the Maternity Benefit Act, 1961. The benefits under this Act are already applicable and available to women employed in various public sector undertakings.

Authority: www.Loksabha.nic.in

Be the first to comment - What do you think?  Posted by admin - February 13, 2017 at 11:13 pm

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

Maternity Leave increased to 270 Days for Women Employees – Tamilnadu Government issued orders

ABSTRACT

Tamil Nadu Fundamental Rules – Rule 101(a) – Maternity Leave – Enhancement of maternity leave from 6 months (180 days) to 9 months (270 days) – Orders issued

PERSONNEL AND ADMINISTRATIVE REFORMS (FR.III) DEPARTMENT

G.O.(Ms.) No.105

Dated: 07.11.2016

Read:
1. G.O.(Ms.) No.51, Personnel and Administrative Reforms (FR-III) Department, dated 16.05.2011.
2. G.O.(Ms.) No.61, Personnel and Administrative Reforms (FR-III) Department, dated 16.06.2011.
3. G.O.(Ms.) No.138, Personnel and Administrative Reforms (FR-IV) Department, dated 19.11.2013.

ORDER:

In the Government orders first and second read above, orders were issued enhancing the maternity leave from 90 days to 180 days to married women Government servants, with less than two surviving children, which may be spread over from the pre-confinement rest to post-confinement recuperation, with full pay, at the option of the women Government Servant. Accordingly, in the Government Order third read above, Rule 101(a) of the Fundamental Rules was also amended.

2. The Government, after careful consideration, based on the announcement made in the Tamil Nadu Legislative Assembly by the Hon’ble Chief Minister on 01.09.2016, under rule 110 of the Legislative Assembly Rules order that the maternity leave admissible to married women Government Servants with less than two surviving children, which is 6 months (180 days) at present, be enhanced to 9 months (270 days), with full pay, which may be spread over from the pre-confinement rest to post-confinement recuperation, with full pay, at the option of the women Government Servant. The women Government Servants who proceeded on maternity leave, prior to the date of issue of this order and continue to be on that leave as of now, are also eligible for availing maternity leave upto 9 months (270 days), in total.

3. Necessary amendments to the Fundamental Rules will be issued separately.

(BY ORDER OF THE GOVERNOR)

S.SWARNA
SECRETARY TO GOVERNMENT

Authority: www.tn.gov.in

Be the first to comment - What do you think?  Posted by admin - November 8, 2016 at 8:31 am

Categories: Employees News   Tags: , , , , ,

Welfare Schemes for Working Women

Welfare Schemes for Working Women
This Ministry of Labour and Employment is administering Grant-in-aid scheme for welfare of women labour. Under the scheme financial assistance in form of Grant-in-aid is provided directly to NGOs/VOs for organizing working women and educating them about their rights and duties under various labour laws of Central/State Govt., legal aid and organizing seminars/workshop etc. aimed at raising the general consciousness of women labour.

The details of funds allocated and released during the last three years and the current year are –

Year Amount sanctioned Amount Released
2013-14 Rs. 75 lakh Rs. 13.39 lakh
2014-15 Rs 20 lakh Rs.16.54 lakh
2015-16 Rs.22.51 Lakh Rs.22.51 lakh
2016-17 Rs. 20 lakh No funds has been released as on 04.08.2016.

Besides, Government is implementing various welfare schemes for providing medical, educational, housing facilities and social security to the workers, including women, employed in Beedi making & Mines. Under the prevalent medical scheme, female beedi workers are granted Rs. 1,000/- per delivery for first two deliveries and an amount of Rs. 5000/- is provided as financial assistance to the widow/widower beedi worker for meeting the wedding expenses of their first two daughters.

This information was given by Shri Bandaru Dattatreya, the Minister of State (IC) for Labour and Employment, in reply to a question in Lok Sabha today.

PIB

Be the first to comment - What do you think?  Posted by admin - August 8, 2016 at 7:40 pm

Categories: Employees News   Tags: , , , ,

7th Pay Commission likely to recommend work-from-home options for physically handicapped, women employees

7th Pay Commission likely to recommend work-from-home options for physically handicapped, women employees

“The 7th Pay Commission is finding out if there are possibilities for differently-abled and women employees of the Central Government to work from home.”

According to sources, the 7th Pay Commission has sought for the opinion of the Department of Information and Technology regarding this option. The 7th Pay Commission has asked to study the possibilities of differently-abled and women workers to perform simple and specialized tasks from home and stay connected via the internet and other telecommunication tools.

The 7th Pay Commission has asked the Department of Information and Technology to identify such jobs for the less than 10,000 differently-abled workers who are currently employed by the Central Government.

Sources also say that Flexi-time Working Hours options are being considered for the more than 3.5 lakh women who are employed by the Central Government.

Since it is impossible for both these segments of workers to work during night shifts, the 7th Pay Commission is looking for options to employ them in specialized monetary and supervisory works which could be performed from home. It is being said that the step will be of tremendous relief for employees who have to travel long distance to reach their offices, and for the employees who work in congested offices.

It can be inferred that the 7th Pay Commission is particular about giving priority to women and differently-abled workers. Sources say that the 7th Pay Commission believes that greater productivity could be expected from them.

It is a well-known fact that telecommuting and work-from-hope options have become very popular in the private sectors and highly specialized tasks are sometimes performed this way. The 7th Pay Commission wants to bring in this work culture to the Central Government jobs too.

Meanwhile, news and updates about the 7th Pay Commission continue to flow into the news media. The Commission is very likely to submit its report to the Government by the end of December. Sources say that the final stage of preparing the report is now on.

Speculations about 35 percent salary hike, increasing the minimum pay to Rs.21,000, 4 MACP promotions, modernizing the CGHS medical facilities, and most importantly, about the retirement age, continue to surface. Readers are requested to not believe in any of them because all of them are mere figments of the writers’ imagination.

Source: cgstaffnews.in

Be the first to comment - What do you think?  Posted by admin - October 29, 2015 at 11:59 am

Categories: 7CPC   Tags: , , , , , , , , ,

Women Employee needs Eight month maternity leave to be thought through

Women Employee needs Eight month maternity leave to be thought through

 

New Delhi: Women and child development minister Maneka Gandhi’s proposal to extend three-month maternity leave to eight months needs to be thought through.

Women and Child Development Minister Maneka Gandhi

There is no doubt that newborns need their mothers, but extending maternity leave for eight months is not the right solution.

No company or government can afford an employee to be away for eight months, and if they are made to do so, they may not be eager to hire or promote women.

Encouraging mothers with young children to remain in the workforce is a challenge no company or government has worked out yet.

Last year, Facebook and Apple came under criticism when they offered cash incentives to their female employees to freeze and store their eggs. This, the companies claimed, was done so that women could focus on their careers.

But this idea has not caught on yet, and with many people doubtful about tampering with the ‘natural order’ it is not likely to do so anytime soon.

So what is the solution? There is no ideal one, but what is clear is the government must give companies some leeway.

Training a new person, employing them for eight months and getting rid of them when the woman returns to work is unfair to the employee, the company and to the woman herself.

Why? Because one cannot assume in today’s fast moving world, that her role would have remained the same as it was eight months ago. New skills may be required.

Therefore it is better to ask pregnant women upfront if they would like to return to work post-pregnancy. If they do, they must devote a certain number of hours to work.

The government must support this by helping to set up creches, and allowing women to work part time from home. This is better than having a woman return to work after eight months.

Via: tkbsen

Be the first to comment - What do you think?  Posted by admin - August 27, 2015 at 6:09 am

Categories: Employees News, General news   Tags: , ,

3.37 lakh women employees in central government

3.37 lakh women employees in central government

New Delhi: Over three lakh women employees are working in various central government departments across the country, Lok Sabha was informed today.

 

Replying to a question, Minister of State for Personnel Jitendra Singh said there are various historical and social reasons for women employees being lesser in number.

 

“Estimated women employment in major central government offices as on March 31, 2011 is 3.37 lakh,” he said in a written reply.

 

There are about 48 lakh central government employees.

 

“There are various historical and social reasons for the women employees being lesser in number,” the Minister said.

 

In reply to another question, Singh said there was no proposal under the consideration of the government to provide 33 per cent reservation to women in central government offices.

PTI

Be the first to comment - What do you think?  Posted by admin - August 13, 2015 at 3:07 am

Categories: General news   Tags: , , , ,

Maternity leave is right of women employees, government even twins in first delivery: High court

Maternity leave is right of women employees, government even twins in first delivery: High court

Madurai: Ruling that maternity leave is given for protection of the health of women government employees, the Madras High court today stayed the order of Joint Director of School Education (personnel) for recovering over Rs two lakh from the salary of a teacher who took 179 days maternity leave for her second delivery.
Maternity leave is a right of women government employees, even they had delivered twins in the first delivery.

Maternity leave is a right of women government employees, even they had delivered twins in the first delivery.

The woman had delivered a twin in the first delivery.

Justice S Vaidyanathan of the High Court’s Madurai bench, said “it will not be correct to take into account the number of children one delivers during the first delivery to decide whether the maternity leave should be extended ignoring the health of the woman.”

“The intention of the maternity leave is to afford protection to the woman during the second delivery, it is not based on the number of children she delivers during the two deliveries,” the judge saidi in his interim order after hearing the petition filed by T Priyadarshini.

The judge said “it is not in dispute that the petitioner had two children. But it is in the first delivery, she gave birth to twins, and hence twin born in the first delivery cannot be put against the petitioner to deprive the second maternity leave.”

The petitioner submitted that she took her first maternity leave in 2011 for 180 days when she delivered a boy and a girl.

Then in 2014, she applied for maternity leave and it was granted. But the Joint Director of School education had said having two surviving children, she was not eligible to apply for second maternity leave and directed the chief education officer to consider the medical leave as loss of pay and recover Rs.2,56,112 from her and remit the money in the treasury immediately.

Inputs with PTI

via tkbsen.in

Be the first to comment - What do you think?  Posted by admin - June 12, 2015 at 11:58 am

Categories: Employees News   Tags: , , , , ,

Working women to get better living facilities: Dr Jitendra Singh

Working women to get better living facilities: Dr Jitendra Singh
 
 Press Information Bureau
Government of India
Ministry for Development of North-East Region
06-June-2015 18:57 IST

Working women to get better living facilities: Dr Jitendra Singh

Government is planning several initiatives to ensure that working women in the national capital get better living facilities so that they can perform to the best of their potential and contribute to the best of their ability in the process of nation building.
This was stated here today by Union Minister of State (Independent Charge) for Development of North Eastern Region (DoNER), MoS PMO, Personnel, Public Grievances, Pensions, Atomic Energy and Space, Dr Jitendra Singh during his visit to the Jasola Working Women’s Hostel near Sarita Vihar/Apollo Hospital Metro Station, which has been set up by Ministry of Development of North East Region (DoNER) in collaboration with Ministry of Women & Child Development. The hostel is specifically meant for working women from North Eastern Region although working women from other parts of the country are also offered accommodation depending upon vacancy. This is one of the few residential hostels of its kind in Delhi which is meant exclusively for working women.
Dr Jitendra Singh, accompanied by Secretary (DoNER) Shri Vijay Kumar, Joint Secretary Shri V.B.Pathak and caretakers of the hostel, went around the premises and interacted with the inmates, who were extremely thrilled and enthusiastic at the rare opportunity to have the Union Minister visiting their hostel to inquire about them. He visited each and every block of the premises including the dining hall, common room and the residential blocks.
Dr Jitendra Singh issued on-the-spot instructions to increase the number of “single occupancy” living rooms and provide air conditioned facility wherever demanded by the inmates. He also noticed that in certain portions of the building wifi internet facility was not up to the mark and issued instructions for installation of signal boosters.
To make the place more secure and to ensure free movement of working women even at late night hours, Dr Jitendra Singh directed the officials of the Ministry to take up with civic/electrical authorities the issue of maintaining uninterrupted power supply to the streetlights on the road linking the premises to the nearby metro station. He also directed that an in-house transport facility by way of a van or mini-bus may be arranged for the inmates to travel to and from the metro station.
During informal interaction with the inmates, some of the working women came out with suggestions like setting up a badminton court in the premises and a small auditorium to conduct socializing and cultural activities. Dr Jitendra Singh said these are some of the long term plans for which the Ministry will soon prepare a draft paper.
***
PIB

Be the first to comment - What do you think?  Posted by admin - June 7, 2015 at 4:35 pm

Categories: General news   Tags: , ,

Government Recruitment: Over 11,000 women in central police forces

Government to recruit over 11,000 women in central police forces

New Delhi: Over 11,000 women will soon be recruited in central security forces for combat duties like border guarding and law and order assignments.

The government has taken this decision to enhance representation of women in these forces.

It has already set in motion its plan to hire 8,533 women constables in paramilitary forces like CRPF, BSF, CISF and ITBP after it recently announced one of its biggest recruitment drives to hire over 62,000 young men and women as constables this year.

Also, sanctions have been granted by the Union Home Ministry for raising 21 new companies or a total of 2,772 women personnel in the Sashastra Seema Bal (SSB) which guards open Indian borders with Nepal and Bhutan by 2017.

“The recruitments are being done to take the representation of women in central forces to at least 5 per cent of the total strength in the coming days. At present, women constitute about 2.15 per cent of the total strength of these forces,” a senior officer said.

Under the mega drive to hire a young workforce for these forces, a special sanction has also been accorded to the CRPF to raise two exclusive ‘Mahila’ (women) battalions within its establishment to bolster the strength of the existing three such units.

The Home Ministry, the officer said, has made its policy clear that women personnel should be at least 5 per cent of the total strength of these forces and this could only be done after conducting fresh recruitments.
– PTI

Be the first to comment - What do you think?  Posted by admin - May 18, 2015 at 4:59 pm

Categories: Central Government Jobs, General news   Tags: , , , , , , , ,

Reservation of Women personnel Central Para Military Forces, Force-wise strength

Reservation of Women personnel Central Para Military Forces, Force-wise strength
Press Information Bureau
Government of India
Ministry of Home Affairs
13-May-2015 16:45 IST

Reserving 33 Percent Posts for Women in CPMFs

There is no proposal to increase the percentage of women personnel in CAPF upto 33 percent. However, in compliance of recommendations given by Parliamentary Committee on Empowerment of Women in its sixth report, directions have been issued to all CAPFs to bring percentage of women in the forces to 5%. The force-wise details of women personnel at present are as under:-

Force/ Orgz’n Posted Strength Female %age of Women w.r.t. posted strength
CRPF 286892 6120 2.13%
CISF 126636 6203 4.89%
SSB 79049 1186 1.50%
BSF 248882 3534 1.42%
ITBP 80864 1570 1.75%
AR 65609 485 0.74%
Total 887932 19098 2.15%
To enhance the strength of women in CAPFs, Government is taking continuous steps. Some of these steps are as follows:-
  • In the ongoing recruitment of Constables/General Duty, out of total vacancies of 62390, 8533 (about 14%) are earmarked for women.
  • Government has approved recruitment of 2772 Mahila personnel (21 Companies) during the year 2014-15 to 2017-18 in Sashastra Seema Bal (SSB).
  • Government has approved raising of 02 Mahila (women) Battalions in place of 02 General Duty Battalions in Central Reserve Police Force (CRPF) to be raised in the year 2015-16 and 2016-17.
Women personnel of General Duty cadre are deployed for performing combat duties like:-
(i) Gate management, Checking and Frisking
(ii) Patrolling duties
(iii) Interrogation and escorting of female apprehendees.
(iv) Law & Order duties
(v) Static guard duties at some of vital installations and also deployed during Shri Amarnathji Yatra
(vi) Also deployed in Maoist affected states for anti-Naxal operations
This was stated by the Minister of State for Home Affairs, Shri Haribhai Parathibhai Chaudhary in a written reply to a question by Shri Anil Desai in the Rajya Sabha today.

PIB

Be the first to comment - What do you think?  Posted by admin - May 13, 2015 at 4:26 pm

Categories: Defence, Employees News, General news, Latest News, Reservation   Tags: , , , , , , ,

Women Personnel in CAPF

Women Personnel in CAPF

Press Information Bureau
Government of India
Ministry of Home Affairs

28-April-2015 16:27 IST

Women Personnel in CAPF

In compliance of recommendations given by Parliamentary Committee on Empowerment of Women in its sixth report, directions have been issued to all CAPFs to bring percentage of women in the forces to 5%. To enhance the strength of women in CAPFs, Government is taking continuous steps. Some of these steps are as follows:-

• In the ongoing recruitment of Constables/General Duty, out of total vacancies of 62390, 8533 (about 14%) are earmarked for women.

• Government has approved recruitment of 2772 Mahila personnel (21 Companies) during the year 2014-15 to 2017-18 in Sashastra Seema Bal (SSB).

• Government has approved raising of 02 Mahila (women) Battalions in place of 02 General Duty Battalions in Central Reserve Police Force (CRPF) to be raised in the year 2015-16 and 2016-17.

There is no proposal to increase the percentage of women personnel in CAPF upto 33 percent.

Women personnel of General Duty cadre in CAPFs are deployed for performing combat duties like:-

(i) Gate management, Checking and Frisking

(ii) Patrolling duties

(iii) Interrogation and escorting of female apprehendees

(iv) Law & Order duties

(v) Static guard duties at some of vital installations and also deployed during Shri Amarnathji Yatra

(vi) Also deployed in Maoist affected states for anti-naxal operations

This was stated by the Minister of State for Home Affairs, Shri Kiren Rijiju in a written reply to a question by Shri Ramdas C.Tadas, Dr. P.Venugopal, Shri Keshav Prasad Maurya and Shri Narasimham Thota in the Lok Sabha today.

Be the first to comment - What do you think?  Posted by admin - April 29, 2015 at 6:10 am

Categories: Employees News, General news   Tags: , ,

Compulsory Paid Leave During Pregnancy

Compulsory Paid Leave During Pregnancy

Ministry of Personnel, Public Grievances & Pensions

March 18, 2015

Compulsory Paid Leave During Pregnancy

There are provisions which prescribe that a female Government servant (including an apprentice) with less than two surviving children may be granted maternity leave by an authority competent to grant leave for a period of 180 days from the date of its commencement. During such period, she shall be paid leave salary equal to the pay drawn immediately before proceeding on leave.

This was stated by the Minister of State for Personnel, Public Grievances and Pensions and Minister of State in Prime Minister’s office Dr. Jitendra Singh in a written reply to a question by Shri Kirti Azad in the Lok Sabha today.

****

Tags: Female Government servant, Central Government Employees News, Women Employees, maternity leave, Pregnancy, Paid Leave

Be the first to comment - What do you think?  Posted by admin - March 18, 2015 at 10:42 am

Categories: Allowance, Employees News, General news, Latest News   Tags: , , , , ,

Maternity Benefit Act for Women Employees

Maternity Benefit Act for Women Employees

The main provisions of the Maternity Benefit Act are:

i) No employer shall knowingly employ a woman in any establishment during the six weeks immediately following the day of her delivery or her miscarriage. Also, no woman shall work in any establishment during the six weeks immediately following the day of her delivery or her miscarriage.

ii) Every woman shall be entitled to, and her employer shall be liable for, the payment of maternity benefit at the rate of the average daily wage for the period of her actual absence immediately preceding and in- cluding the day of her delivery and for the six weeks immediately following that day.

iii) No woman shall be entitled to maternity benefit unless she has actually worked in an establishment of the employer from whom she claims maternity benefit, for a period of not less than eighty days in the twelve months immediately preceding the date of her expected delivery.

iv) The maximum period for which any woman shall be entitled to maternity benefit shall be twelve weeks, that is to say, six weeks up to and including the day of her delivery and six weeks immediately following that day.

v) No deduction from the normal and usual daily wages of a woman entitled to maternity benefit shall be made by reason only of –

(i) the nature of work assigned to her by virtue of the provisions of the Act; or
(ii) breaks for nursing the child allowed to her under the provisions of the Act.

vi) If a woman works in any establishment after she has been permitted by her employer to absent herself for any period, during such authorised absence, she shall forfeit her claim to the maternity benefit for such period.

The above said statement is the part of undermentioned Lok Sabha Q&A:-

GOVERNMENT OF INDIA
MINISTRY OF LABOUR AND EMPLOYMENT
LOK SABHA

STARRED QUESTION NO 167

ANSWERED ON 09.03.2015

AMENDMENT TO MATERNITY BENEFITS ACT

167 . Pal Shri Jagdambika

Will the Minister of LABOUR AND EMPLOYMENT be pleased to state:-

(a) the key provisions of the Maternity Benefits Act, 1961;

(b) whether the Government has any proposal to bring amendments to the Act;

(c) if so, the details thereof and the reasons therefor; and

(d) the time by which the proposed amendments are likely to be implemented along with the extent to which the same would be beneficial for working women in the country?

ANSWER

MINISTER OF STATE (IC) FOR LABOUR AND EMPLOYMENT (SHRI BANDARU DATTATREYA)

(a) to (d): A statement is laid on the Table of the House.

STATEMENT RERERRED TO IN REPLY TO PARTS (a) TO (d) OF LOK SABHA STARRED QUESTION NO.167 FOR 09.03.2015 BY SHRI JAGDAMBIKA PAL REGARDING AMENDMENT TO MATENITY BENEFITS ACT.

(a): The main provisions of the Maternity Benefit Act are: —As mentioned above

(b): No, Madam.

(c) & (d): Does not arise in view of facts mentioned at (b) above.

Source: http://164.100.47.132/LssNew/psearch/QResult16.aspx?qref=12590

Be the first to comment - What do you think?  Posted by admin - March 16, 2015 at 9:49 am

Categories: Employees News, General news, Latest News   Tags: , , , ,

Uniform for the female employees of Non-Statutory Departmental Canteens/ Tiffin Rooms: DoPT Order

Uniform for the female employees of Non-Statutory Departmental Canteens/ Tiffin Rooms: DoPT Order

No-18/2/2013-Dir.(C)
Government of India
Ministry of Personnel PG Ex Pensions
Department of Personnel Ex Training

Lok Nayak Bhawan, Khan Market
New Delhi, dated 09 January, 2015

OFFICE MEMORANDUM

Subject: Uniform for the employees of Non-Statutory Departmental Canteens/ Tiffin Rooms functioning in Central Government Offices- Issue of Petticoat and Dupatta to Female Canteen Employees – regarding

The undersigned is directed to refer to this Department’s OM. No.12/4/2001-Dir(C) 21.1.2002 and OM. No.12/8/2002-Dir(C) dated 8.7.2003 wherein scale of articles of Uniforms authorized for canteen employees was circulated.

2. The matter regarding issue of Uniforms to entitled female canteen employees has been reviewed and it has been decided to authorize issue of Petticoat to entitled female canteen employees who wear Saree and Dupatta to those who wear Salwar Kameez in addition to already authorized articles of Uniform. The scale of Uniform authorized vide OM. No.12/4/2001~Dir(C) dated 21.1.2002 will remain same.

3. instructions on procurement of Uniforms circulated vide OM. No-18/1/2009-Dir(C) dated 27.8.2010 are to be followed while procuring uniforms for canteen employees.

4. This issue with the concurrence of Home(Finance) vide their ID. Note No.3108505, dated 10.9.2014 and Ministry of Finance(Department of Expenditure) vide their I.D. Note 5(2)/E.II(A)/2014 dated 25.11.2014.

5. Hindi version will follow.

(Pratima Tyagi)
Director(Canteens)

Source: www.persmin.nic.in
[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02adm/UNI0001.pdf]

Be the first to comment - What do you think?  Posted by admin - January 14, 2015 at 10:51 am

Categories: DOPT Orders, Employees News, General news, Latest News   Tags: , , , , , ,

Next Page »