Wednesday, April 30, 2014

Allowance/Advance shall automatically increase by 25% everytime DA goes up by 50%: CGDA clarified - No separate order is required

Allowance/Advance shall automatically increase by 25% everytime DA goes up by 50%: CGDA clarified - No separate order is required

Allowance/Advance shall automatically increase by 25% everytime DA goes up by 50% - CGDA's clarification - no separate order is required for revision of allowances/advances by 25% on the original amount w.e.f. 01.01.2014

Controller General of Defence Accounts
Ulan Batar Road, Palam, Delhi Cantt-110010
No. AN/XIV/6th CPC/Corr./Vol-XII

Dated: 29.04.2014
To
All PCsDA/CsDA

Sub: Enhancement of rates of various allowances by 25% everytime DA payable on the revised pay structure goes up by 50%.

Consequent on revision of rates of Dearness Allowance from existing 90% to 100% vide MoF OM dated 27.03.2014, references are being received in this HQrs office seeking clarification regarding separate orders for revision of rates of certain allowances/advances where a specific clause indicates that the allowance/ advance shall automatically increase by 25% everytime DA payable on the revised pay structure goes up by 50%.


2. The matter has been examined in this HQrs office and it is clarified that automatic revision will take place only in respect of those allowances for which a specific clause of automatic increase has been provided in respective original Govt. orders. Therefore, no separate order is required for revision of allowances/advances by 25% on the original amount w.e.f. 01.01.2014

3. This issues with the approval of Jt. CGDA (AN)

sd/-
(Upendra Kumar)
For CGDA
Source: www.cgda.nic.in
[http://cgda.nic.in/adm/enhancement%20of%20rates%20of%20allowance%20290414.pdf]

List of Allowances increased @ 25%(over original 6th CPC rate) after 100% DA: Railway Board Order

List of Allowances increased @ 25% (over original 6th CPC rate) after 100% DA: Railway Board Order

List of the various allowances that increased at the rate of 25% (over original 6th CPC rate)  w.e.f. 01.01.2014 on account of enhancement in the rate of DA to 100% - Railway Board's Order RBE No. 39/2014:-
Government of India/Bharat Sarkar
Ministry of Railways /Rail Mantraraya
(Railway Board)
PC-VI No. 336
RBE No. 39/2014
No.F(E)1/2011/AL-28/18
New Delhi, dated 29.04.2014
The General Managers,
All Indian Railways etc.
(As per Standard Mailing List)

Sub: Enhancement in the rate of various allowances by 25% as a result of enhancement of Dearness allowance upto 100% w.e.f 01.01.2014.

In accordance with the recommendations of 6th CPC, the rates of various allowances admissible to different categories of railway staff were revised/doubled. The 6th CPC had also recommended that the rates of these
allowances will be increased by 25% every time the Dearness Allowance goes up by 50%.  Railway Board, accordingly, issued instructions in respect of increase in rates of various allowances by 25% vide Board's letter of even number dated 13.06.2011.

2.    Subsequent to enhancement in the rate of Dearness Allowance to 100% w.e.f. 01.01.2014 queries are being received from some of the Railways regarding further enhancement of rates of these allowances. The matter has been examined and It is clarified that the rates of allowances listed in the enclosed Annexure shall increase by a further 25% (over original 6th CPC rate prescribed by Ministry of Railways) with Dearness Allowance now having gone up to 100% w.e.f. 01.01.2014.

3.    The terms and conditions for grant of these allowances will remain the same.

4.    Hindi version is enclosed.

5.    Kindly acknowledge receipts

DA: as above
(Amir Chand Jain)
Dy. Dirs Finance(Estt)
Railway Board

LIST OF THE VARIOUS ALLOWANCES THAT STAND REVISED W.E.F. 01.01.2014 ON ACCOUNT OF ENHANCEMENT IN THE RATE OF DA TO 100%

Sl. No.Name of AllowanceAuthority number and date
1.Daily AllowanceF(E)I/2008/AL-28/14 dated 01.12.2008 (Para 3 of the Annexure to the letter)
2.Mileage for road journey by taxi/own car/auto-rickshaw/own scooter/bicycle etc.F(E)I/2008/AL-28/14 dated 01.12.2008 (para 2 D (b) and (c) of the Annexure to the letter
3.Road Mileage Allowance and rates for transportation of House-hold effects on transferF(E)1/2008/AL-28/15 dated 01.12.2008 (Para A (3) & (4) and para C of the Annexure to the letter)
4.Fixed Conveyance AllowanceF(E)I/2008/AL-7/3 dated 03.10.2008
5.Cycle Maintenance AllowanceF(E)I/2008/AL-7/2 dated 18.09.2008
6.Washing AllowanceF(E)I/2008/AL-29/1. dated 30.09.2008
7.Special Compensatory (Scheduled/ Tribal Area) AllowanceF(E)I/2008/AL-4/7 dated 18.09.2008
8Special Compensatory (Hill Area) AllowanceF(E)1/2008/AL-4/4 dated 16.09.2008
9.Special Compensatory (Bad Climate) AllowanceF(E)1/2008/AL4/5 dated 16.09.2008
10.Special Compensatory (Remote Locality) AllowanceF(E)I/2008/AL-4/6 dated 22.09.2008

Source: AIRF
[http://www.airfindia.com/Orders%202014/RBE%2039_2014.pdf]

Tuesday, April 29, 2014

25% Hike in Allowances – Dopt Orders on increase in certain allowances by further 25% Dearness Allowances w.e.f. 1.1.2014

Dopt Orders on clarification on increase in certain allowances by further 25% as a result of enhancement of Dearness Allowances w.e.f. 1.1.2014

No.A-27012/1/2014-Estt. (Allowance)
Government of India
Ministry of Personnel, Public Grievances and Pension
Department of Personnel & Training
Block-IV, Old JNU Campus
New Delhi, 28th April, 2014.
OFFICE MEMORANDUM
 
Subject: Clarification on increase in certain allowances by further 25% as a result of enhancement of Dearness Allowances w.e.f. 1.1.2014

The undersigned is directed to refer to para 1(j) of this Department’s OM. No.12011/03/2008-Estt. (Allowance) dated 2.9.2008. This provides that the limits of Children Education Allowance would be automatically raised by 25% every time the Dearness Allowance on the revised pay structure goes up by 50%. References are being received from various quarters with regard to the amount of Children Education Allowance admissible consequent upon enhancement of Dearness Allowance payable to Central Government employees @ 100% w.e.f. 1 January, 2014 announced vide Ministry of Finance, Department of Expenditure O.M. No.1/l/2014-E-1I (B) dated 27th March, 2014.
 
2. In accordance with the above, the following shall be the revised limits:

a) The annual ceiling limit for reimbursement of Children Education Allowance shall be Rs.18,000/- per child. Accordingly, the quarterly claim could be more than Rs.4500/- in one quarter. The Hostel Subsidy shall be Rs.4500/- per month per child;
b) The rates of Special Allowance for Child Care to women with disabilities stands revised to Rs. 1500/- per month; and
c) The annual ceiling for reimbursement of Children Education Allowance for disabled children of Government employees shall be treated as revised to Rs.36,000/- per annum per child and the rates of Hostel Subsidy for disabled children of Government employees shall be treated as revised to Rs.9000/- per child per month.
 
3. These revisions are applicable with effect from 1st January, 2014.
 
4. These revisions shall be subject to other terms and conditions mentioned in this Department’s O.M. No.12011/03/2008-Estt (Allowance) dated 2.9.2008, O.M. No.12011/04/2008 dated 11.9.2008 and 12011/07(i)12011-Estt.(AL) dated 21.2.2012.

sd/
(Mukul Ratra)
Director
Source:www.persmin.gov.in
[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02est/A-27012_1_2014-Estt.Allowance-28042014.pdf]

Guidelines on treatment of effect of penalties on promotion — role of Departmental Promotion Committee

Guidelines on treatment of effect of penalties on promotion — role of Departmental Promotion Committee
No. 22011/4/2007-Estt. (D)
Government of India
Ministry of Personnel, Public Grievances & Pension
Department of Personnel & Training
North Block, New Delhi,
Dated the 28th April, 2014
OFFICE MEMORANDUM
Subject: Guidelines on treatment of effect of penalties on promotion — role of Departmental Promotion Committee

The Department of Personnel & Training had in its O.M. No.22011/5/86-Estt (D) dated 10.04.1989 issued consolidated instructions on Departmental Promotion Committee and matters related thereto. Para 6.2.3 of said O.M. provides that “before making the overall grading after considering the CRs for the relevant years, the DPC should take into account whether the officer has been awarded any major or minor penalty or whether any displeasure of any superior officer or authority has been conveyed to him as reflected in the ACRs.” These guidelines further provide that “the DPC should not be guided merely by the overall grading, if any, that may be recorded in the ACRs (now APARs) but should also make its own assessment on the basis of entries in the CRs (now APARs) because it has been noticed that sometimes the overall grading in a ACR (now APAR) may be inconsistent with the grades under various parameters or attributes”.

2. It further provides that an officer whose increments have been withheld or who has been reduced to a lower stage in the time scale, cannot be considered on that account to be ineligible for promotion to the higher grade as the specific penalty of withholding promotion has not been imposed on him/her. The suitability of the officer for promotion should be assessed by the DPC as and when occasions arise for such assessment. In assessing the suitability, the DPC will take into account the circumstances leading to the imposition of the penalty and decide whether in the light of the general service record of the officer and the fact of the imposition of the penalty he should be considered suitable for promotion. However, even where the DPC considers that despite the penalty, the officer is suitable for promotion, the officer should not be actually promoted during the currency of the penalty.

3. Further this Department’s O.M. No. No.22034/5/2004-Estt (D) dated 15.12.2004 provides that a Government servant, on whom a minor penalty of withholding of increment etc. has been imposed, should be considered for promotion by the Departmental Promotion Committee which meets after the imposition of the said penalty and after due consideration of full facts leading to imposition of the penalty, if he is still considered fit for promotion, the promotion may be given effect after the expiry of the currency of the penalty.

4. The procedure and guidelines to be followed for promotion of Government servants against whom disciplinary/court proceedings are pending or whose conduct is under investigation has been laid down in this Department’s O.M. No.22011/4/91-Estt(A) dated 14.9.92 and O.M. No.22034/4/2012-Estt (D) dated 02.11.2012 and 23.1.2014.

5. The role of Departmental Promotion Committee(DPC) in assessment of the officers being considered for promotion, including the officer(s) against whom a chargesheet has been issued or on whom a penalty has been imposed, has been examined by the Supreme Court in several judgments. The observations of Supreme Court in some of the important cases are summarized as under:
(a) In A.K. Narula case (AIR 2007 SC 2296), the Hon’ble Supreme Court has observed:
“the guidelines give a certain amount of play in the joints to the DPC by providing that it need not be guided by the overall grading recorded in the CRs, but may make its own assessment on the basis of the entries in the CRs. The DPC is required to make an overall assessment of the performance of each candidate separately, but by adopting the same standards, yardsticks and norms. It is only when the process of assessment is vitiated either on the ground of bias, malafide or arbitrariness, the selection calls for interference. Where the DPC has proceeded in a fair, impartial and reasonable manner, by applying the same yardstick and norms to all candidates and there is no arbitrariness in the process of assessment by the DPC, the court will not interfere”.

(b) In Union of India vs. K.V. Jankiraman case(AIR 1991 SC 2010), the Supreme Court has taken cognizance of role of DPC the case of an officer on whom a penalty has been imposed and has held that:

“An employee has no right to promotion. He has only right to be considered for promotion. The promotion to a post and more so, to a selection post, depends upon several circumstances. To qualify for promotion, the least that is expected of an employee is to have an unblemished record. That is the minimum expected to ensure a clean and efficient administration and to protect the public interest. An employee found guilty of misconduct cannot be placed on par with the other employees, and his case has to be treated differently……. In fact, while considering an employee for promotion his whole record has to be taken into consideration and if a promotion committee takes the penalties imposed upon the employee into consideration and denies him the promotion, such denial is not illegal and unjustified.”

(c) In UOI & Anr. Vs. S.K. Goel & Ors. (Appeal (Civil) 689/2007 -SLP(C)-2410/2007), the Hon’ble Supreme Court has held that:
“DPC enjoyed full discretion to devise its method and procedure for objective assessment of suitability and merit of the candidate being considered by it. Hence interference by High Court is not called for. ”
While delivering the above judgement, the Division Bench has observed that:
“…it is now more or less well settled that the evaluation made by an Expert Committee should not be easily interfered with by the Court which do not have the necessary expertise to undertake the exercise that is necessary for such purpose.”

6. It has been brought to the notice of this Department that DPCs have been adopting varying criteria in assessment of officials undergoing penalty that are not consistent with the extant instructions of the DOPT for e.g., downgradation of grading in ACR/APAR, denying promotion for specified number of years, etc.

7. The matter has been examined in consultation with the Department of Legal Affairs. It is a settled position that the DPC, within its power to make its own assessment, has to assess every proposal for promotion, on case to case basis. In assessing the suitability, the DPC is to take into account the circumstances leading to the imposition of the penalty and decide, whether in the light of general service record of the officer and the effect of imposition of penalty, he/she should be considered suitable for promotion and therefore, downgradation of APARs by one level in all such cases may not be legally sustainable. Following broad guidelines are laid down in respect of DPC:

a) DPCs enjoy full discretion to devise their own methods and procedures for objective assessment of the suitability of candidates who are to be considered by them, including those officers on whom penalty has been imposed as provided in DoPT O.M. dated 10.4.89 and O.M. dated 15.12.2004.

b) The DPC should not be guided merely by the overall grading, if any, that may be recorded in the ACRs/APARs but should make its own assessment on the basis of the entries in the ACRs/APARs as it has been noticed that sometimes the overall grading in a ACR/APAR may be inconsistent with the grading under various parameters or attributes. Before making the overall recommendation after considering the APARs (earlier ACRs) for the relevant years, the DPC should take into account whether the officer has been awarded any major or minor penalty.
(Refer para 6.2.1(e) and para 6.2.3 of DoPT OM dated 10.04.89)

c) In case, the disciplinary/criminal prosecution is in the preliminary stage and the officer is not yet covered under any of the three conditions mentioned in para 2 of DoPT O.M. dated 14.09.1992, the DPC will assess the suitability of the officer and if found fit, the officer will be promoted along with other officers. As provided in this Department’s O.M. dated 02.11.2012, the onus to ensure that only person with unblemished records are considered for promotion and disciplinary proceedings, if any, against any person coming in the zone of consideration are expedited, is that of the administrative Ministry/Department.

d) If the official under consideration is covered under any of the three condition mentioned in para 2 of O.M. dated 14.09.1992, the DPC will assess the suitability of Government servant along with other eligible candidates without taking into consideration the disciplinary case/criminal prosecution pending. The assessment of the DPC including ‘unfit for promotion’ and the grading awarded are kept in a sealed cover. (Para 2.1 of DoPT OM dated 14.9.92).

e) Para 7 of DoPT OM dated 14.09.92 provides that a Government servant, who is recommended for promotion by the DPC, but in whose case, any of the three circumstances on denial of vigilance clearance mentioned in para 2 of ibid O.M. arises after the recommendations of the DPC are received but before he/she is actually promoted, will be considered as if his/her case had been placed in a sealed cover by the DPC. He/she shall not be promoted until he/she is completely exonerated of the charges against him/her.

f) If any penalty is imposed on the Government servant as a result of the disciplinary proceedings or if he/she is found guilty in the criminal prosecution against him/her, the findings of the sealed cover/covers shall not be acted upon. His/her case for promotion may be considered by the next DPC in the normal course and having regard to the penalty imposed on him/her (para 3.1 of DoPT OM dated 14.9.92).

g) In assessing the suitability of the officer on whom a penalty has been imposed, the DPC will take into account the circumstances leading to the imposition of the penalty and decide whether in the light of general service record of the officer and the fact of imposition of penalty, the officer should be considered for promotion. The DPC, after due consideration, has authority to assess the officer as ‘unfit’ for promotion. However, where the DPC considers that despite the penalty the officer is suitable for promotion, the officer will be actually promoted only after the currency of the penalty is over (para 13 of DoPT OM dated 10.4.89).

h) Any proposal for promotion has to be assessed by the DPC, on case to case basis, and the practice of downgradation of APARs (earlier ACRs) by one level in all cases for one time, where a penalty has been imposed in a year included in the assessment matrix or till the date of DPC should be discontinued immediately, being legally non-sustainable.

i) While there is no illegality in denying promotion during the currency of the penalty, denying promotion in such cases after the period of penalty is over would be in violation of the provisions of Article 20 of the Constitution

j) The appointing authorities concerned should review comprehensively the cases of Government servants, whose suitability for promotion to a higher grade has been kept in a sealed cover on the expiry of 6 months from the date of convening the first Departmental Promotion Committee which had adjudged his suitability and kept its findings in the sealed cover. Such a review should be done subsequently also every six months. The review should, inter alia, cover the progress made in the disciplinary proceedings/criminal prosecution and the further measures to be taken to expedite the completion. (Para 4 of O.M. dated 14.09.1992)

k) In cases where the disciplinary case/criminal prosecution against the Government servant is not concluded even after the expiry of two years from the date of the meeting of the first DPC which kept its findings in respect of the Government servant in a sealed cover then subject to condition mentioned in Para 5 of this Department’s O.M. dated 14.09.1992, the appointing authority may consider desirability of giving him ad-hoc promotion (Para 5 of this Department’s O.M. dated 14.09.1992).

8. All the administrative authorities in the Ministries/Department are advised to place relevant records, including chargesheet, if any, issued to the officer concerned, penalty imposed, etc., before the DPC/ACC who will decide the suitability of officer for promotion keeping in view the general service records of the officer including the circumstances leading to the imposition of the chargesheet or penalty imposed. If such an officer is found suitable, promotion will be given effect after the currency of the penalty is over.

9. All Ministries/Departments are, therefore, requested to keep in view the above guidelines while convening DPC for promotion of the Government servants on whom either penalty has been imposed or where there are adverse remarks in the reckonable ACRs/APARs.
sd/-
(Mukta Goel)
Director
Source: www.persmin.nic.in
[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02est/22011_4_2007-Estt.D-28042014.pdf]

Retention of Railway quarter in case of absorption following deputation in Railway PSUs

Retention of Railway quarter in case of absorption following deputation in Railway PSUs – Railway Board Order RBE No. 35/2014 dated 16.04.14
RBE NO: 35/2014
GOVERNMENT OF INDIA(BHARAT SARKAR)
MINISTRY OF RAI LWAYS( RAIL MANTRALAYA).
(RAILWAY BOARD)
NO:E(G) 2014 QR 1-2(PSU-Abspn.)
New Delhi, Dated: 16.04.14
The General Managers,
All Indian Railways & Production Units
(Others: As per standard list)

Sub: Retention of Railway quarter in case of absorption following deputation in Railway PSUs.

The question of house retention in case of absorption in Railway PSUs has been considered by the full board in its last meeting held on 13.01.2014. It has been decided as under:

“‘Retention permission was granted to the Officers as an Incentive for the officers to volunteer to go to some PSUs. It has been, however, observed that the officers continue to occupy the Railway houses even after getting absorbed in the PSUs. Henceforth, the officers allowed to retain the houses on deputation shall have to vacate the Railway accommodation as soon as they are absorbed”

2. The issues with the concurrence of the Finance Directorate of the Ministry of Railways.

3. Please knowledge receipt.
sd/-
(S.K. PANDA)
Deputy Director Estt.(Gen)
Source AIRF
[http://www.airfindia.com/Orders%202014/rbe-35_2014.pdf]

Cadre Restructuring of Group “C” Postal Employees: Agreement signed by union

Cadre Restructuring of Group “C” Postal Employees: Agreement signed by union

MEETING OF COMMITTEE CONSTITUTED ON CADRE RESTRUCTURING OF GROUP ‘C’ EMPLOYEES HELD ON 28th APRIL 2014 IN ROOM NO.347-D, DAK BHAWAN, SANSAD MARG, NEW DELHI.
RECORD OF DISCUSSIONS
The Committee constituted by the Department on cadre restructuring of Group ‘C’ employees vide No. 25-04/2012-PE I dated 23′ Oct 2013 held its final discussions on 28 April 2014 at 1100 hours under the Chairmanship of Shri V.P. Singh, DDG (Personnel). The following were present:-
OFFICIAL SIDE STAFF SIDE
1. Shri V.P. Singh, DDG (P) — Chairman 2. Shri Alok Saxena, Secretary PSB — Member
3. Ms. TrishaIA Sethi, DDG (E) — Member
4. Sh. Surender Kumar, ADO (PCC) — Member Secretary
1. General Secretary, AIPEU, Group ‘C’ 2. General Secretary, NAPE, Group ‘C’
3. General Secretary, AIRMS & MMS, Group ‘C’
4. General Secretary, NU RMS & MMS Group ‘C’
5. General Secretary, AIPEU, Postman & MTS
6. General Secretary, NUPE, Postman &
Multi-Tasking Employees

2. The Committee had earlier met on 27th Nov 2013, 04th & 05th Feb 2014 and had detailed discussions.

3. The representatives of the Staff side informed that Postal Assistant cadre officials are getting promotions in promotional hierarchy to Grade Pay of Rs. 2800/- [PB-1] in Lower Selection Grade at a time when they are already placed in the Grade Pays’ of Rs. 4200/- [PB-2] or Rs. 4600/-[PB-2] on award of financial upgradation(s) under MACPS. Taking note of this factual position and detailed discussions, the following recommendations in respect to the cadre restructuring of Group ‘C’ employees were agreed to:-
(a) The post of SPMs in Single Handed Post Offices and Double Handed Post Offices will be placed in the Grade Pay of Rs.2800/- in the Pay Band PB-I.
(b) The post of Sub Postmasters in Triple Handed Post Offices and all other existing norm based HSG Posts in Post Offices will be placed in the Grade Pay of Rs. 4200/- in the Pay Band PB-II.
(c) All existing posts in HSG-II will be placed in the Grade Pay of Rs.4600/- in the Pay Band PB-II along with the existing HSG 1 Posts.
(d) After the implementation of the above restructuring/the officials in the Grade Pay of Rs. 4600/-, who have completed 2 years of regular service, will be granted the Grade Pay of Rs. 4800/- in the Pay Band -II on non-functional basis after following the usual procedure of non-functional upgradation(s).
(e) Cadre ratio as per the agreed position mentioned at (a) to (d) above, will be worked out and the ratio so worked out will be replicated to the SA cadre of RMS, PA cadre of Circle & Administrative Offices as also to the PA cadre of SBCO.
(f) In respect of Postmaster Grade I, Grade II and Grade III Posts, once the recommendations of this Committee are implemented; the matter will be examined in the light of the same.
(g) In the light of peculiar situation of Postman/Mail Guard cadre where the work for bulk of the cadre continues to remain the same; as a special case the Committee recommends the ratios as worked out in pursuance of (e) above may be considered for implementation for these cadres as well and that the cadre so restructured may concurrently get the benefit of MACP also.
(h) MTS being a common cadre in all Central Government Ministries/Departments’ will be extended the same benefits as commonly decided for them.

(M. Krishnan) General Secretary
AIPEU Group ‘C’
(NFPE)
(Giri Raj Singh) General Secretary
All India RMS & MMS
Employee Union, Group ‘C’
(NFPE)
(R. Seethalakshmi) General Secretary
AIPEU Postmen &
Group D’/MTS
(NFPE)
(D. Theagarajan) General Secretary
National Union of RMS &
MMS, Group ‘C’
(FNPO)
(T.N. Rahate) General Secretary
National Union of Postal
Employees, Postmen &
Group D’/MTS (FNPO)
(D. Kishan Rao) General Secretary
National Association of Postal Employees,
Group ‘C’ (FNPO)
(Surender Kumar) ADG (GDS/PCC) &
Member Secretary
(Alok Saxena) Deputy Director General
(PMU)/Secretary PSB
(Trishaljit Sethi) Deputy Director General
(Establishment)

(V. P. Singh)
Deputy Director General (Personnel) &
Chairman

Message by Secretary General, NFPE & FNPO on National Federation of Postal Employees blog:-

NFPE- FNPO
NATIONAL FEDERATION OF POSTAL EMPLOYEES
FEDERATION OF NATIONAL POSTAL ORGANISATION
CENTRAL HEAD QUARTERS, NEWDELHI
28/04/2014
* CADRE RESTRUCTURING AGREEMENT SIGNED *

At last after several round of protracted negotiations with the administration, JCM Staff side, Departmental council ( NFPE & FNPO) has signed the cadre restructuring proposal. The staff side has tried to the best of its ability to make maximum improvement in the proposal. In spite of our hard bargaining we could not achieve 100 percent success. Our demand for separate higher pay scale for PO& RMS Accountants, Creation of separate cadre for System Administrators or grant of special pay/allowance, bringing MTS also under cadre restructuring etc is not accepted by the administration. Regarding Postmaster Cadre after much bargaining, it is agreed to examine our claim for higher pay scale after the present proposal is approved by the government.
As Govt has already appointed 7th CPC and the Pay Commission has already published the questionnaire, any further delay in completing the cadre restructuring will adversely affect the interest of Postal employees. We will take up the remaining issues, which are not agreed by the administration in the cadre restructuring committee with the 7thCPC in our memorandum and make one more effort to get a favourable recommendation.

Taking into consideration all the above aspects and also keeping in mind the larger interest of the employees, we have decided to sign the agreement
Copy of the agreement is published below (**Text of agreement reproduced  - see above**)
The Salient features of the agreement are as follows :
1. Number of LSG posts will increase from 8 % to 22 %
2. Number of HSG II posts will increase from 2 % to 12 %
3. Number of HSG I posts will increase from 1.5 % to 4 %
4. After completion of 2 years in HSG I the official will be promoted to 4800 GP (Non-functional Basis)
5. The above proposal will be applicable to RMS, Circle Office and SBCO in the same ratio
6. Postman/Mail guard will get the same ratio of promotion.
The present proposal is to be approved by Postal Board, DoPT & Finance Ministry. We will make all out effort to get the proposal implemented at an early date.
Yours sincerely
D. Theagarajan Secretary
General
FNPO
M. Krishnan Secretary
General
NFPE
Source: NFPE
[http://nfpe.blogspot.in/2014/04/cadre-restructuring-agreement-unions.html]

Monday, April 28, 2014

Revised Recruitment Rules after 6th CPC for Multi Tasking Staff in DGQA

Revised Recruitment Rules after 6th CPC for Multi Tasking Staff in DGQA

Recruitment Rules after 6th CPC for the posts of Multi-Tasking Staffs have been revised for the posts of, MTS(Office), MTS(Security), MTS(Sanitary), MTS(Horticulture), MTS (Barber) and MTS (Nursing) except Senior MTS(Office) in DGQA Organisation. DGQA Order:-

A186320/RR/MTS/DGQA/Adm-10


                                                                                                                                              27 Mar 2014


                                                          MINISTRY OF DEFENCE
                                                                   DGQA(ADM-10)



REVISED RECRUITMENT RULES AFTER 6TH CPC FOR THE POSTS OF MTS(OFFICE), MTS(SECURITY), MTS(SANITARY), MTS(HORTICULTURE) AND MTS (BARBER) IN DGQA ORGANISATION PUBLISHED IN THE GAZETTE OF INDIA ON 01 Feb 2014 VIDE SRO 02 DATED 11 Dec 2013

1. Reference further our note No. A/86320/RR/MTS/DGQAJAdm-10 dated 14 Aug 2012

2. The Recruitment Rules after 6th CPC of Multi-Tasking Staffs were published in the Gazette of India on 09 Jun 2012 vide SRO 39 dt 31 Mar 2012. Now, these Recruitment Rules have been revised for the posts of, MTS(Office), MTS(Security), MTS(Sanitary), MTS(Horticulture), MTS (Barber) and MTS (Nursing) except Senior MTS(Office) in DGQA Organisation and published in the Gazette of India on 01 Feb 2014 vide SRO 02 dated 11 Dec 2013. A copy of the same is forwarded herewith for posting on DGQA website.
3. The copy of these Recruitment Rules may be downloaded from DGQA website No. www.dgqadefence.gov.in.


sd/-
(JL Sharma)
Asstt Director


Encls : As above.
Source:  http://www.dgqadefence.gov.in/

Particulars to be obtained by Head of office from the retiring govt. servant eight months before the date of his retirement.

Particulars to be obtained by Head of office from the retiring govt. servant eight months before the date of his retirement.


Government of India
Ministry of Finance
Department of Expenditure
Central Pension Accounting Office



Trikoot-II, Bhikaji Cama Place
New Delhi


CPAO/Tech/Simplification/2014-15/19


04.04.2014

OFFICE MEMORANDUM
Subject: Particulars to be obtained by Head of office from the retiring govt. servant eight months before the date of his retirement.

The Ministry of Personnel, Public Grievance and Pensions vide its notification dated 20th Feb 2014 has provided a checklist of documents to be submitted by the retiring personnel along with form 5 (under Rule 59(1)(c) & 61(1) of CCS(Pension)Rules) by adding ”Undertaking for refunding any excess payment made by pension disbursing bank”.
Earlier this undertaking was required to be submitted by the pensioners to their opted bank at the time of first time identification before the commencement of pension. Henceforth this undertaking has become an integral part of the Pension Payment order booklet.
All Pr CCAs/CCAs/CAs/A.Gs and designated authorities in the case of AIS officers with independent charge are requested to issue instructions in this regard to all concerned and forward the PPOs to CPAO along with this undertaking without fail in the Proforma enclosed/Annexure XI to the Scheme for Payment of Pension for onward transmission to the CPPC of the bank. It may be ensured that no fresh PPO is sent to CPAO without this undertaking in future.


sd/-
(Suman Bala)
                                                                                                                           Chief Controller(Pensions)


Source: www.cpao.nic.in
[http://cpao.nic.in/pdf/cpao_tech_simplication_2014-15_19.pdf]

Expected DA from July 14 – Looks like the curiosity surrounding the expected DA is fast receding..!

Expected DA from July 14 – Looks like the curiosity surrounding the expected DA is fast receding..!

One of the possible reasons for the dampening interest could be the fact that unlike last time, there is not going to be a DA hike. Although it is very well known that the hike is based on price rise and inflation, it probably feels to them as if something was lost.
This time there is no double-digit increase. It is only going to be a single-digit hike.
At the most, one can expect an increase of 7%. That too is not for sure. All that depends on the soon to be announced AICPIN points for balance months.
After announcing the second additional DA for the year 2014, there are only two instalments left. With the instalments of January 2015 and July 2015, the 6th CPC comes to a close.
The next additional DA will be based on the 7th CPC.
Additional Dearness Allowance formula could be changed in the 7th CPC. They could announce a new Base Year. There could also be a change in the 115.76 yardstick. Nothing can be said for certain this time.
There is already a proposal to change the Labour Bureau Base Year from ‘CPI-IW 2001=100’ to ‘CPI-IW 2015 =100’.  The current series of CPI-IW with base 2001=100 was constructed on the basis of employment data in seven sectors namely, Registered Factories, Mining, Plantations, Ports & Docks, Public Motor Transport, Electricity Generation & Distribution Establishments and Railways sector. The current series comprises of a basket of about 370 items and 289 price collection markets spread across 78 centres of the country.
The new series of CPI-IW will cover 7 sectors and 88 cities in 27 states have been selected for the new recommendation of CPI-IW (2015-100). It is worth mentioning that a special Standing Tripartite Committee (STC) under the chaired by Prof. G.K. Chadda has been created in this regard.
DA Table for the last one year…

Source: www.employeesnews.in
[http://www.employeesnews.in/2014/04/expected-da-from-july-2014-looks-like.html]

Brief note on the discussions took place in the 30th meeting of the National Council, held on 23.04.2014 – BSNL Employees Union

Brief note on the discussions took place in the 30th meeting of the National Council, held on 23.04.2014 – BSNL Employees Union



(1) Lesser standards of evaluation for the JAO and JTO exams.
The Staff Side made a strong appeal to the Management, to review the JAO and JTO exams that had taken place, by adopting lesser standards of evaluation. The vehement, lengthy and detailed arguments of the Staff Side to grant grace marks, were however not accepted by the Management.
As regards taking remedial measures in respect of question papers with discrepancies, it was agreed that the Recruitment Branch will issue a letter to all the CGMs, as has been done in the case of MP and AP circles, for taking necessary remedial action.

(2) Regular promotion to officiating JTOs.
Management replied that a provision is already made in the New Recruitment Rules for the absorption of all the 1500 officiating JTOs. The RR will soon go for the approval of the Management Committee.

(3) Eligibility of the Non-Executives to appear Management Trainee exam.
Very serious arguments were placed by the Staff Side for the amendment of the Recruitment Rules of the Management Trainees, so as to make the Non-Executives, with the requisite qualification, eligible to appear the MT exam. But this was not accepted by the Management. Due to the persistent requests made by the Staff Side, Management agreed to review the RR, after one exam is held. It was informed that the notification for holding the MT exam would be issued within 3 months.

(4) Amendments to JTO(T), JTO(E), JTO(C) and JAO Recruitment Rules.
Management informed that the new RR of JTO(T) is going for the approval of the MC shortly and that the qualifying service has been reduced from 7 years to 5 years. The demand of the Staff Side to reduce it to 4 years was not accepted. Management also informed that the work to frame new RRs of JTO(E), JTO(C) would be taken up shortly.

(5) Filling up of SC/ST back log vacancies
Management replied that there is no unfilled back log vacancies in Non-Executive posts.

(6) Regularisation of TSMs and casual labourers appointed on compassionate grounds.
There was a detailed discussion on this issue. However, Management finally replied that regularization of any TSM or casual labourer could not be done in view of the Hon’ble Supreme Court judgement in the Uma Devi case.

(7) Revision of stipends of trainees.
Management has already issued order on 07.04.2014, (after this item was submitted for discussion in the National Council) stating that 70% of the minimum pay of the respective pay scale + IDA shall be paid as stipend for TTAs / Sr.TOAs and TMs.
Staff Side demanded that revised stipends should be implemented from 01.01.2007 and arrears should be paid. Management accepted this.

(8) Fresh Recruitment of Staff.
Staff Side argued about the need for fresh recruitment, since there is acute shortage in cadre like Sr.TOA. Management agreed that fresh recruitment is required, howeverthey told that it should be done for a multi-skilled cadre. Further, they told that this issue would be referred to the consultant.

(9) Empowerment of women staff in BSNL.
Staff Side argued that the role being played by the women staff, for the growth of BSNL as well as for the society as a whole, should be recognised. It was also pointed out that the women employees, after crossing certain age, are facing specific health problems and thus require a special consideration. In view of the above, the Staff Side demanded the women employees should be granted special leave of one day for every completed one month’s service. However, Management said that it is following the Government Rules in the matter of leave, and whatever is not mentioned in those Rules would not be granted.

(10) Pay fixation in case of Non-Executives absorbed in BSNL, who had opted for IDA pay scale from the date of promotion after 01.10.2000.
Management said that this issue is being actively persued with the DoT and expressed hope that a favourable order would come soon. The Staff Side demanded that in the meanwhile recovery being made at the field level should be stopped. Management agreed to look into this.

(11) Provision of Rs.200/- BSNL SIM to all the Non-Executives.
BSNL SIM worth Rs.200/- has already been issued to the Non-Executives working in the outdoor. Staff Side demanded that this facility should be extended to the Non-Executives working in Indoor / offices also. They also demanded that access to other network customers and also to the CUG of Executives should be provided. Management said that this would be looked into.

(12) Inordinate delay in the finalization of disciplinary cases.
Staff Side pointed out that there is inordinate delay in finalising disciplinary cases, which has also resulted in acute delay in the issuing of Presidential Orders, and demanded prompt action on this count. Management replied that the CVO office has already issued letter to all CGMs to finalise disciplinary cases without further delay.

(13) Creation of Section Supervisor posts in the circle / administrative offices.
After detailed discussion, Management suggested to hold separate discussion on this issue. Staff Side agreed.

(14) Independent SSA status for Anantnag and Baramullah.
Staff Side demanded that Anantnag and Baramullah in J&K circle should be granted full SSA status, in view of the fact that TDE and AO are already posted in these places with full administrative and financial powers. Staff Side also pointed out how SSA status has been already granted for smaller districts. Management replied that the proposal to form a separate SSA has come from the CGM J&K, only in respect of Anantnag and that no proposal has come for Baramullah. In respect of Anantnag, Management said that it would be looked into.

(15) Issue of Presidential Orders to TSMs regularized on or after 01.10.2000.
Staff Side pointed out that how POs are not yet issued for a number of TSMs who are regularised on or after 01.10.2000.

Management shared the concern of the Staff Side and told that even 10 days ago a letter had been issued to all the CGMs to forward such cases to the Corporate Office.

Source: www.bsnleuchq.com
[http://www.bsnleuchq.com/brief%20note.pdf]

Saturday, April 26, 2014

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

Revision of the rates of Allowance in lieu of Running room facilities, Shunting Duty Allowance, Trip Allowance and Commercial duty Allowance pay able to the running staff with effect from 1-1-2011.
GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
(RAILWAY BOARD)
S.No. PC-VI/ 335
RBE NO. 36 /2014
No.E(P&A)II-2005/RS-34
New Delhi, dated 22.4.2014.
The General Managers(P)/CAOs,
All Indian Railways & Prod. Units etc.
(As per mailing lists No.I&II).

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

Ref: Board’s letter of even no. dated 1-10-2009.

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

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

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

4. Please acknowledge receipt.

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

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

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

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

Final Draft of the reply to the Questionnaire will be exhibited in the Confederation website.
It will be better if all the affiliates of Confederation submit the reply on the same line
M.Krishnan
Source: Confederationhq.blogspot.com

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

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

Allowing Central Railway’s plea, the Nagpur bench of Bombay high court has ruled that temporary employee is not eligible for family pension without following procedure. “Though service of more than six months as a ‘substitute’ employee was rendered, that would not be sufficient to hold the respondent entitled for the family pension. The procedure prescribed has not been shown to be followed and, hence, mere acquisition of the status of a temporary employee would not make his family eligible for the pension,” a division bench comprising justices Vasanti Naik and Atul Chandurkar held.

Hari Borkar was employed as a ‘substitute’ ladderman with the Indian Railways on January 16, 1967, and after working for about three-and-a-half years, he expired on August 12, 1970. His wife Kamlabai sought settlement of dues, including family pension. However, the railways informed her in 1996 that there was no provision for it since her husband worked as ‘substitute’. She then knocked Central Administrative Tribunal (CAT) door which granted her pension from November 12, 1994.

The railway challenged this order contending that there was no automatic absorption/appointment to its service of a ‘substitute’ employee unless the prescribed procedure was followed and therefore, Kamlabai was not entitled for the pension.

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

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

Source: http://timesofindia.indiatimes.com

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

Annual Increment for Central Government Employees – Comparison table between 5th & 6th CPC
An overview about Central Government Employees’ Increment
‘Increment’ is definitely one of the most popular words in the Central Government employee’s dictionary. It is a known fact that each year, without fail, increment brings considerable raise in salary for Central Govt employees.

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

On the basis of the 6th CPC :
6th CPC






A’ Employee


B’ Employee


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

On the basis of the 5th CPC :
5th CPC




‘B’ Employee

‘A’ Employee

1.2.2000 3050
1.2.2000 3050
1.2.2001 3125 75 1.2.2001 3125 75
1.2.2002 3200 75 1.2.2002 3200 75
1.2.2003 3275 75 1.2.2003 3275 75
1.2.2004 3350 75 1.2.2004 3350 75
1.2.2005 4000 100 1.2.2005 3425 75
1.2.2006 4100 100 1.2.2006 3500 75
1.2.2007 4200 100 1.2.2007 3575 75
1.2.2008 4300 100 1.2.2008 4000 100

Can you understand the difference now?
In 6th CPC the difference between ‘A’ and ‘B’ will be Rs.70 only, whereas in 5th CPC it will be Rs.300.
The Junior doesn’t have to worry that the senior has a tremendous advantage over him. In the past, the Junior wouldn’t be able to attain the Senior’s basic pay until retirement.

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

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

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


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

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

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

We suggest that, all the pensioners, irrespective of pre-retiral class and status, be treated as same category of citizens and the same homogenous group. There should be no class or category based discrimination and all must be provided Health care services at par .
10. Hospital Regulatory Authority:
To ensure that the hospitals do not avoid providing reasonable care to smart card holders and other poor citizens, a Hospital Regulatory Authority should be created to bring all NABH-accredited hospitals and NABL-accredited diagnostic Labs under its constant monitoring of quality, rates for different procedures & timely bill payments by Govt. agencies and Insurance companies. CGHS rates may be revised keeping in mind the workability as per market conditions.
11.Fixed Medical allowance (FMA): 
As is recorded in Para 5 of the minutes of Committee of Secretaries (COS) held on 15.04.2010 (Reference Cabinet Secretariat, Rashtrapati Bhavan No 502/2/3/2010-C.A.V Doc No. CD (C.A.V) 42/2010 Minutes of COS meeting dated 15.4.2010) which discussed enhancement of FMA. “CGHS card estimates for serving Personnel: Since estimates are not available separately for pensioners M/O Health & Family Welfare had assessed the total cost per card p.a. in 2007-2008 = Rs 16435 i.e. Rs.1369 per month for OPD”. Adding to it inflation, the figure today is well over Rs 2000/- PM. Ministry of Labour & Employment, Govt. of India vide its letter no. G-25012/2/2011-SSI dated 07.06.2013 has already enhanced FMA to Rs 2000/- PM for EPFO beneficiaries. Thus, to help elderly pensioners to look after their health, Adequate raise in FMA will encourage a good number of pensioners to opt out of OPD facility which will reduce overcrowding in hospitals. OPD through Insurance will cost much more to the Govt. As such the proposal for raising Fixed Medical allowance to Pensioners is fully justified and is financially viable.
We suggest that FMA for all C.G. Pensioners be raised to at least Rs 2000/- PM without any distance restriction linking it to Dearness Relief for automatic further increase. We further suggest that FMA be exempted from INCOME TAX.
Fixed Medical Allowance (FMA) is a compensatory allowance to reimburse the medical expenses. As Medical Reimbursement is not taxable, FMA should also be exempted from Income Tax.
12.Grievance redressal Mechanism:
Pensioners/Family Pensioners are exploited, harassed and humiliated by their own counterparts in chair, who at the sight of an old person adopt a wooden face and indifferent attitude. Pensioners do not have representation even in Forums & Committees wherein pension policies and connected matters are discussed. The forum of Pension Adalat too is not of much avail as it meets only once a year which is too long a period for an elderly nearer to his end. Moreover, these Adalats deal with settlement claims only. SCOVA too meets only twice a year for about 3 hours at each occasion. Moreover, the scope of SCOVA is limited to feedback on Government policies. DOP&PW is perceived as a toothless authority which lacks direct Service Delivery Capability. It has been striving over the years to redress the Pensioners’ grievances through the ‘Sevottam’ model of the Department of Administrative Reforms & Public grievances; in the absence of strict timeline with punitive clause it is, however, proving to be a failure. Grievances are either not resolved for years or closed arbitrarily without resolving correctly.
We therefore, appeal that for resolving Pensioners complaints ,
(i) A strict time line with punitive clause be introduced in “Sevottam model”
(ii) Grievances are not allowed to be closed without resolving.
(iii) SCOVA be upgraded to JCM level covering all Pensioners by introducing suitable legislative amendment if required.
13. Representations in various committees : As recommended vide Vth CPC report Vol III para 141.30 Pensioners’ representatives should be included in various committees & other Fora of Govt where issues relating to the welfare of pensioners are likely to be discussed &debated :
Discussing, debating and deciding the matters / Policies relating to Pensioners, with representatives other than those of pensioners, is unfair & against the Rules of ‘Natural Justice’. At present various Committees like National Anomaly Committee (NAC) and JCM (on Pensioner matters), are there, wherein matters / policies relating to pensioners’ welfare are discussed and decided, but they do not have pensioners’ representatives with the result their viewpoints, hardships & anomalies are not properly represented. As pensioners are a homogenous class, there is an urgent need to constitute separate Committees for pensioners wherein matters / policies / anomalies relating to pensioners of all Groups, categories &departments may be discussed.
14. Govt. should not indirectly pressurize courts by appealing again & again to get judgments reversed in its  favor & must implement all court  judgments  in  case of all similarly placed persons.
V CPC recommended in para 126.5 that any Court Judgment involving  a common policy matter of pay/pension to a group of employees/pensioners, should be extended automatically to similarly placed employees/pensioners without driving every affected individual to the Courts of law. This recommendation is never followed by GOI, with the result Pensioners in the evening of their life, are forced to approach the legal forums, seeking  the same relief. This in turn, bulges court dockets. VII CPC to look into this matter once again and to issue suitable guidelines as deem fit and necessary.
With regards
Truly Yours,

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

Thursday, April 24, 2014

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

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

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

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

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

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

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

CIRCULAR

PENSION FUND REGULATORY AND DEVELOPMENT AUTHORITY

22 April, 2014

PFRDA/2014/3/PDEX/12

Subject: Registration of Government employees aged 60 years and above under National Pension System (NPS)

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

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

This is for the information of all concerned.
Sd/-
Venkateswarlu Peri
General Manager
Source : www.pfrda.org.in
[http://www.pfrda.org.in/writereaddata/linkimages/Registration%20of%20Govt%20employees%20aged%2060%20years%20and%20above763537413.pdf]

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

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

HON’BLE MINISTER FOR RAILWAYS SH. MALIKARJUN KHARGE HAS WRITTEN A DO LETTER TO MINISTER FOR FINANCE FOR ABOLISHING NEW PENSION SYSTEM (NPS) FROM INDIAN RAILWAYS.

MINISTER FOR RAILWAYS
GOVERNMENT OF INDIA
NEW DELHI

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

29 MAR 2014

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

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

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

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

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

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

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

With regards,

Yours sincerely,
sd/-
(Mallikarjun Kharge)

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

Source: AIRF & NFIR

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

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

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

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

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

OFFICE MEMORANDUM

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

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

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

3. The contents of this Office Memorandum may also be brought to the notice of the organizations under the administrative control of the Ministries/Departments which have adopted the Central Government scales of pay.
sd/-
(Subhash Chand)
Deputy Secretary to the Government of India

Wednesday, April 23, 2014

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

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

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

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

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

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

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

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

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

Tuesday, April 22, 2014

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

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

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


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

 
OFFICE MEMORANDUM

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

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

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

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


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


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

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

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


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

Nirman Bhavan
New Delhi - 110 108.
Dated the 16th April, 2014


 
OFFICE MEMORANDUM


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

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

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

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


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

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


sd/-
(S.K JAIN)
Deputy Director of Estates(Policy)
Source: www.estates.nic.in
[http://estates.nic.in/WriteReadData/dlcirculars/Circulars20323.pdf]

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