Wednesday, March 18, 2015

7th Pay commission was met by the delegates of the All India Federation of Defence Workers on 13.3.2015

7th Pay commission was met by the delegates of the All India Federation of Defence Workers on 13.3.2015

BPMS delegates met with 7th Central Pay Commission on 13th March 2015 and the discussion points are published on its official portal in Hindi language and we translate the content of the letter and given below for your kind consideration…

Gist of the meeting held with 7th CPC on 13.03.2015

The Seventh Pay commission was met by the delegates of the All India Federation of Defence Workers –
Mr P.Mohanrao Chennai, Mr Sadhoo Singh Kanpur, Mr Mukesh Kumar Singh Kanpur, Mr Gopal Krishna Dwivedi Kanpur, Mr SK Singh, Naval dock yard Bombay, Mr Virendra Sharma Delhi were present.
The delegation had taken some Feedback from the Seventh Pay Commission during which the following topics were discussed:

1. Discussion about a few discrepancies of the Sixth Pay Commission like MACP, the delegation stated that reason for the discrepancies regarding MACP in the Sixth Pay commission was because MACP was given in the Second Grade Pay. Employees of equal status received MACP in different Grade Pays – like all Industrial workers are to receive a grade pay of 4600/- in 30 years, but a few employees received 4200/- and a few received a grade pay of 2800/- which created a dis-satisfaction among the employees and they requested that the ACP/MACP should be got along with the Promotional Grade Pay.

The Pay commission has stated that the discrepancies in ACP/MACP will be resolved after discussing the issue with various ministries and departments.

2. It was suggested to merge and upgrade the Group ‘C’ pay scales – like the grade pay of 1800/- can be upgraded to 1900/- and in future the 1900/- and 2000/- grade pay can be merged and upgraded to 2400/-, 2400/- grade pay can be upgraded to 2800/-, 4600/- and 4800/- grade pay can be merged to 4800/-
The representatives of the Pay commission have stated that inputs have been taken from various ministries.

3. The Pay scales of Promotee and Recruitee should be equal. In the sixth pay commission, for recruited employees, according to their grade pay, the minimum pay band was fixed, but for the Promotee employees, after a promotional benefit of 3 percentage, it was lesser than the minimum fixed pay.
On this issue the Pay commission has given assurance that such discrepancies will be resolved.

4. Discrepancies in annual increment to be cleared, ensuring that every employee is to receive an increment in 12 months. The employee who retires from service between January and June is to be given an additional increment and allotted pension, as the eligibility service for Increment is 6 months.
The Pay commission representatives didn’t pay any comments on this point.

5. Those employees who were recruited in the Naval Dockyard and E.M.E. before the Sixth Pay commission under HS and those getting recruited before the Fifth Pay commission directly under HS-1 are to be recruited under the pay scale of HS-1 ie. they are to be directly given a grade pay of 2800/-. This issue is departmental and under the rules of recruitment is to be decided by the department.

6. Certain jobs in the Navy and Air Force are such that the Soldiers and Civilians have to work together. In such cases, Technical allowance is to be given to both type of employees.

7. A wide discussion regarding NPS was done and stated that pension was given in the name of Social Security under CCS Pension Rule 1972, which will continue.

Pay commission has stated that this is a Government Plan which cannot be altered by the Pay Commission but you can give your suggestions regarding the NPS. The delegation stated that according to the September 2012 decree of the Supreme court, the minimum pension for every employee should guarantee at least 50 percent of his basic pay + Dearness Allowance. The members of the Pay commission discussed about the Modus operandi of Ordnance Factories and Naval dockyards and stated that a lot of jobs like sweeping, etc should be done by outsourcing.

B.P.M.S. directly opposed this statement and said that outsourcing has a direct compromise on the quality of the products and hence outsourcing has to be stopped. Pay commission has stated that relative to the increments there should be an increase in Efficiency. The delegates stated that as the Productive units are not given under Long Term Work Load Users, there is a decrease in productivity, if the government makes the Long Term Work load available, then there would certainly be an increase in productivity.

8. The quota for job opportunities to the dependents of deceased employees is only 5 percent, which needs to be increased.

9. The report of the Pay commission to be Implemented in January 2016, and all Allowances, Incentives, etc to be revised from the same date.

The Pay commission has stated that they will try to submit their report within the given time limit.

Digitisation of Government Functioning – Implemented eOffice application

Digitisation of Government Functioning

National Informatics Centre (NIC) has developed work flow based application software for visitor management at any office known as eVisitor. It is a web based solution hosted at the NIC data centre and can be accessed / adopted by any Government office just by providing necessary master data for on-boarding.

Government has taken initiative to digitize Government files and documents for its easy accessibility. NIC is providing technical support and consultancy on digitization of files and documents to the various Ministries / departments. Government has conceived Mission Mode Project (MMPs) under National e-Governance Plan (NeGP) to improve service delivery system in the Central /State Government Ministries / Departments. The responsibility of provisioning of funds and digitization of file and documents rests with the concerned Ministry/Department/Organization.

NIC has also developed and implemented eOffice application. The eOffice application aims to support governance by ushering in more effective and transparent inter and intra-government processes. eOffice is Mission Mode Project under the National E-Governance Plan.

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 Ramesh Chander Kaushik in the Lok Sabha today.

Source: PIB

Central Government employees are marking their attendance in the Aadhar Enabled Biometric Attendance System

Central Government employees are marking their attendance in the Aadhar Enabled Biometric Attendance System (AEBAS)

Press Information Bureau,
Government of India
Ministry of Personnel, Public Grievances & Pensions
18th march, 2015
Biometric Attendance
The Central Government employees are marking their attendance in the Aadhar Enabled Biometric Attendance System (AEBAS). There is a difference between the number of registered employees and number of employees marking their attendance. The Department of Personnel & Training has issued fresh instructions to all Ministries/ Departments on 28.01.2015 that necessary directions may be issued to all employees to mark their attendance in the Biometric Attendance Portal on regular basis.

Biometric attendance system is an enabling platform for marking of attendance. There is no change in the instructions relating to office hours, late attendance etc. There is no proposal to introduce an alternative system.

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 Dushyant Chautala in the Lok Sabha today.

Tags: Central Government employees, Biometric Attendance, AEBAS, Aadhar Enabled Biometric Attendance System, DOPT,

Compulsory Paid Leave During Pregnancy

Compulsory Paid Leave During Pregnancy

Press Information Bureau,
Government of India
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.


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

Nomination for Railway Employees Retirement Benefits – Procedure

Nomination for Railway Employees Retirement Benefits – Procedure

1. What is the process for nomination for the purpose of payment of Provident Fund?

The Supervisor/Accounts Officer shall as soon as the account is opened, invite every subscriber to make a nomination conferring the right to receive the whole or part of the amount that may stand to his credit in the event of his death.
(i) A subscriber shall, at the time of joining the fund, make a nomination and send it to the Accounts officer, if a Gazetted Railway Servant; otherwise to his immediate supervisor.
(ii) A subscriber may in his nomination distribute the amount that may stand to his credit in the fund amongst his nominees at his own discretion.
(iii) A subscriber may provide in a nomination in respect of any specified nominee that in the event of his pre-deceasing, the subscriber, the right conferred upon that nominee shall pass to such other persons as may be specified in the nomination. The nomination shall become invalid in the event of happening of a contingency specified therein.
(iv) The nomination made by a Railway Servant who has no family at the time of making it, shall become invalid in the event of the Railway Servant subsequently acquiring a family. If, at the time of making nomination, the Railway Servant has a family, the nomination shall not be in favour of any other person, other than the members of his family.
2. Why is nomination necessary?
(i) It is in the interest of the Railway Employee himself to make timely nomination to avoid delay in the payment of settlement dues to his family in case of his/her unfortunate death while in service.
(ii) There is now a single nomination form for the purpose of Provident Fund, Death Gratuity and Group Insurance Scheme.
3. Whether nomination can be made for the purpose of Family Pension?
No nomination is required for the purpose of Family Pension under the ‘Family Pension Scheme 1964’ under which the Family Pension is payable first to Widow/Widower and then to children as per age.

Source: Indian Railways

Shortages of Employees in Government Departments

Shortages of Employees in Government Departments

Press Information Bureau,
Government of India
Ministry of Personnel, Public Grievances & Pensions
March 18, 2015

The number of sanctioned posts and number in position of Class-C employees including erstwhile Group D employees in various Ministries/Departments as available in the Brochure on Pay and Allowances of Central Government Civilian Employees 2012-13 as on 1.3.2012, published by Pay Research Unit, Department of Expenditure, Ministry of Finance, is 33,52,380 and 28,06,369 respectively.

The posts sanctioned in Government Departments are required to be filled as and when vacancies arise as per the Recruitment Rules. Instructions have been issued that requisitions for Multi-Tasking Staff (MTS) may be made to the recruiting agency.

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 Ram Tahal Choudhary and Dr. Manoj Rajoria in the Lok Sabha today.

Railway Employees Retirement Benefits – Pension (Applicable to Railway Employees who have been appointed on or before 31.12.2003)

Railway Employees Retirement Benefits – Pension (Applicable to Railway Employees who have been appointed on or before 31.12.2003)

1.         What is Pension?
Pension is a lifelong Retirement Benefit, paid monthly to a Railway Servant on retirement from service.
The pension scheme was introduced in 1957 was, however, made compulsory for all the employees appointed on and after 16.11.1957 in Railway Service.
2.         Who are eligible for pension?
(a)       All those Railway Employees, who were appointed on or after 16.11.1957 (up to 31.12.2003) are compulsorily governed by Pension Scheme.
(b)       The employees who were in service on 1st April, 1957 or were appointed during the period from 1st April, 1957 to 15th November, 1957 were required to exercise an option to elect for Pension Scheme by 31.03.1958. These options were subsequently extended from time to time.

3.         What are the different kinds of Pension?
Pensions are divided into the following four classes:
(i) Compensation Pension
Compensation Pension means the pension granted to a Railway Servant who is discharged from Railway service due to abolition of a permanent post.
(ii) Invalid Pension
Invalid Pension means the Pension granted to a Railway Servant who retires from service on suffering from contagious disease or a physical disability, which affects the efficient discharge of his duties.
(iii) Superannuation Pension
Superannuation Pension means the Pension granted to a Railway Servant who retires on attaining the age of 60 years.

4.         What are Basic Conditions for Earning Pension?
Entitlement to pension commences on completion of 10 years qualifying service. A Railway Servant, who has completed less than 10 years’ qualifying service, is entitled to a service gratuity only.

5.         What is the New Pension Scheme?
The Government of India has introduced a New Pension Scheme (Defined Contributory Pension System) replacing the existing system of Defined Benefit Pension System. The New Scheme is applicable to new entrants to Government service w.e.f. 01.01.2004. Under Tier-I of the system, Government servants shall compulsorily make a contribution at the rate of 10% of salary and a matching contribution will be made by the Government.
Tier-II is a withdrawable and Non-Pensionable Account and will have the system of Voluntary contribution. The contributions will be kept in a separate account and will be withdrawable at the option of the Government servant. Government will not make any contribution to Tier-II Account. This is not operative at present.

6.         What is the formula for determining the Amount of Pension?
With effect from 01.01.2006, Pension is calculated as 50% of 10 months Average Emoluments or 50% of Last Pay Drawn whichever is beneficial to the employee subject to a minimum of Rs.3500/- per month.
Note:   If the amount of pension contains a fraction of a Rupee, the amount will be rounded off to the next higher rupee.

7.         What are Average Emoluments?
(i)         The terms “Average Emoluments” is determined with reference to Basic Pay drawn by a Railway Servant during the last ten months of his service.
(ii)        If during the last 10 months of service, a Railway Servant is absent from duty or on extra ordinary leave (without leave salary) or has been under suspension, the aforesaid period of leave or suspension is disregarded in the calculation of the average emoluments and an equal period prior to ten months is considered.

8.         What is the additional quantum of Pension available to benefit old aged Pensioners?
The quantum of pension available to old aged Pensioners shall be increased as under:
Age of Pensioner
Additional Quantum of Pension
From 80 years to less than 85 years
20% of revised Basic Pension
From 85 years to less than 90 years
30% of revised Basic Pension
From 90 years to less than 95 years
40% of revised Basic Pension
From 95 years to less than 100 years
50% of revised Basic Pension
100 years or more
100% of revised Basic Pension

9.         What is the Pension Benefit admissible to different types of Railway Employees?
The Pension Benefits granted to Railway Employees, in different cases are:
(i) Permanent Railway Employees
(a) Qualifying service of less than 10 years
No pension but service gratuity shall be paid at a uniform rate of half months emoluments for every completed six monthly period of qualifying service.
(b) Qualifying service of 10 years or more shall entitle an employee to get pension subject to a minimum of Rs.3500/- per month.

(ii) Temporary Railway Employees
(a)Temporary employees retiring at the age of superannuation or on being declared permanently incapacitated for further service by the appropriate medical authority after rendering service of not less than 10 years will be paid Retirement Benefits at the same scale as is paid to the permanent employees.
(b)A temporary employee’s family, who dies in harness, will be allowed the same death benefits as are admissible to the family of permanent employees.

(iii)Employees who are removed or dismissed from Railway Service
No pensionary benefits are granted to Railway Servant on whom the penalty of removal or dismissal from service is imposed. However, in case of a Railway Servant so removed or dismissed, the authority who removed or dismissed him from service may award ‘Compassionate grant’ corresponding to ordinary gratuity and/or DCRG and/or allowances corresponding to ordinary pension, when he is deserving on special consideration, provided that the compassionate grant and/or allowances awarded to such employee shall not exceed two thirds of apensionary benefits which would have been admissible to him if he had retired on medical grounds.

10.       Through which authorities/offices can Pension be drawn?
Pension can be drawn through Post Offices, Treasuries or Nationalised Banks.

11.       What are the conditions for disbursement of Pension?
Disbursement of Pension depends on furnishing of a non-employment or an employment/ re-employment certificate by Pensioner once in a year in the month of November each year in the prescribed form to the Pension Disbursing Authority. Similarly, besides non-employment certificate, a ‘Life Certificate’ duly signed by a Gazetted Officer or by some other well known and trustworthy person is also required to be furnished. Until the said certificates are furnished, Pension for the subsequent months will not be disbursed.

QUALIFYING SERVICE
1.         What is qualifying service?
Qualifying service is the number of completed six monthly periods of service which is taken into account for determining the amount of pensionarybenefits.
Broadly, all periods spent on duty (including Foreign Service for which contribution is paid to the Government) or on leave including leave on medical certificate are allowed to be counted for pension. The competent authority has discretion to allow extra ordinary leave to count for pension
The service and periods rendered in the following capacity are termed as ‘Qualifying Service’ and qualifying for pensionary benefits:

(i) Continuous service on Indian (Government) Railways.
(ii) Continuous service rendered on ex-company/ex-State Railway, taken over by the Government and followed by service in Indian (Government) Railways.
(iii) Military/War Service rendered before joining the Railways in terms of Rule 22, 34 & 35 of Railway Service (Pension) Rules, 1993.
(iv) Service rendered under Central or State Government before transfer to Railways.
(v) Period of training followed by absorption against regular post.
(vi) Deputation period out of India on duty.
(vii) Authorised ‘Joining Time’.
(viii) Foreign Service rendered by a Railway Servant shall count as qualifying service provided that contribution towards cost of  pensionary benefits of the Railway Servant, has been paid either by the foreign employer or a Railway Servant himself, in respect of entire period of Foreign Service.
(ix) All periods of leave with leave salary taken up to the date of superannuation.
(x) Extra-ordinary Leave (EOL)
(a) Extra-ordinary Leave taken on medical grounds
(b) If taken to join or re-join duty due to Civil Commotion or Natural Calamity, if he has no other type of leave.
(c) For higher scientific and technical studies.
(xi) Period spent on suspension
Time passed under suspension pending inquiry into conduct, counts in full if on conclusion of enquiry, the Railway Servant has been fully exonerated or the suspension is held to have been unjustified. In other cases the period of suspension will only count if the authority who reinstated him in service expressly declared to count towards pensionary benefits.
(xii) Service rendered in casual capacity
Half of service rendered in casual capacity after attaining temporary status will count for pensionary benefits on absorption against a regular post.
For calculation of the length of qualifying service, a fraction of a year equal to 3 months or more shall be treated as completed one half year period.

2.         What is the formula for calculating Qualifying Service?
(i)         The fraction of a year in the qualifying service shall be reckoned in the following manner:
Fraction of a year
Number of completed
Six-monthly periods (half year)
Less than 3 months
NIL
3 months and above and less than 9 months
01 (one)
9 months and above
02 (two)

(ii)        Qualifying service of 9 years and 9 months and above (up to 10 years) at the time of retirement shall be treated as ten years of service.
(iii)       After completion of minimum 20 years of qualifying service voluntary retirement can be taken.
(iv)       Where the authority reinstating the Railway Servant had not passed orders as to the treatment of period of suspension for the purpose of Qualifying Service for pensionary benefits, the period of suspension shall only be counted if it had been treated as duty or leave due as the case may be.

Illustration for calculating Railway Pension:

In case of an employee serving in Pay Band-2 ScaleRs.9300-34800 in Grade Pay Rs.4200 who was drawing Last Pay Rs.20000/- retires on superannuation after completing 33 years of qualifying service. 40% commutation of Pension opted.
Pension
(Minimum Rs.3500/-)
= 50% of LP + DR = 50% of 20000
Rs.10000/- + DR

Non payment of minimum wages by outsourcing agencies

Non payment of minimum wages by outsourcing agencies

GOVERNMENT OF INDIA
MINISTRY OF LABOUR AND EMPLOYMENT
RAJYA SABHA
QUESTION NO 2327
ANSWERED ON 18.03.2015
Non payment of minimum wages by outsourcing agencies
2327 Dr. T.N. Seema

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

(a)whether it is a fact that many services of Government departments/ semi- Government/Public Sector are operated and delivered through outsourcing agencies and that the employees of such agencies are not provided adequate salary as per the Minimum Wages Act, medical facilities and PPF Schemes;
(b)if so, the reaction of Government and the mechanism existing with
Government to ensure payment of minimum wages to their employees as per the Minimum Wages Act; and
(c)the action taken against those outsourcing agencies for non-payment of minimum wages to their employees as per the Minimum Wages Act during last two years and the current year?

ANSWER

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

(a) to (c): Yes, Sir. The workers are engaged through agencies as per provisions of General Financial Rules. Under Minimum Wages Act (MW Act), if any short payment is detected then claim is filed before the authority by the officer in addition to filing of the prosecution against the outsourcing agencies in the court of law. Authority directs to pay the difference of actual wages paid and minimum rates of wages fixed under Minimum Wages Act, along with compensation. The details of the enforcement of the Minimum Wages Act, in the Central Sphere during the last two years and the current year are at Annexure.

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Source: RajyaSabha.nic.in

OROP scheme to be executed after session: Rao Inderjit

OROP scheme to be executed after session: Rao Inderjit

Rewari, March 16 Union Minister of State for Defence Rao Inderjit said today that the announcement about implementation of the one-rank,one-pension (OROP) scheme would be made immediately after the conclusion of parliamentary session.

Interacting with mediapersons at his residence in Rampura village here today, he said the BJP government was committed to executing the OROP scheme for ex-servicemen.

He maintained the financial burden on account of implementing the OROP scheme had been taken care of in the Budget. If needed, additional funds would be transferred for the scheme.

“Any monetary problem will not be allowed to come in the way of the OROP scheme,” said Inderjit.

About amendments to the existing Land Acquisition Act, the minister said not a single inch of land would be acquired without obtaining consent from the landowners. The amendments had been made to make the Act effective and development-oriented, he added. Earlier, addressing a gathering at Tehna Deepalpur village the minister said the Central as well as the state governments were keen on fulfilling their poll promises.

Read at: Tribune India

Reservations for Jats in Central Government Jobs Cancelled

Reservations for Jats in Central Government Jobs Cancelled

In the year 2014, the then ruling UPA coalition had announced special reservation for members of the Jat communities in nine states including Delhi and Haryana in Central Government jobs under the Other Backward Communities category.

A case was filed in the Supreme Court challenging this order. The bench, consisting of Justices Ranjan Gogoi and Rohinton F. Nariman presided over the case. Orders were issued in this case yesterday.

The Justices, in their judgement, said,

“The Central Government’s orders reserving Central Government posts for members of the Jat community is not enforceable. Caste, though a prominent factor, can’t be the sole factor in determining the backwardness of a class. Neither can backwardness be a matter of determination on the basis of formulae evolved by taking into account social, economic and educational indicators.”

The court also said that Jat community, who have created their own political representation, do not qualify for caste-based reservations.

Protection of Children from Sexual Offence (POCSO) Act 2012-CBSE

Protection of Children from Sexual Offence (POCSO) Act 2012-CBSE

Central Board of Secondary Education
Circular

Protection of Children from Sexual Offence (POCSO) Act 2012 All children have an equal right to access education in an environment that is safe, protective and conducive to the overall development. The challenges of gender inequality, eve teasing and sexual abuse in school environment call for increased awareness and creating synergy among parents, teachers and schools.

In order to ensure strict compliance of the Protection of child from sexual offence (POCSO) Act 2012, CBSE has taken several initiatives and actions for creating awareness about sexual exploitation among the school children.

Gender sensitive Learning Material

Under the Continuous Comprehensive Evaluation (CCE) Scheme, 23 modules based on Life Skills have been prepared for the trainers to give an insight to the growing up issues, managing emotions, gender, social and other issues of discrimination.

Reinforcing its commitment towards gender sensitivity and equality, CBSE has developed Educator’s Manual and Cards on Gender sensitive teaching in classes’ 1-XII. The Manual is designed to be a practical guide for making teaching and learning processes gender friendly. A new elective subject at +2 is also being provided as Human Rights and Gender Studies to reinforce gender equality and harmony.

Role of Schools

1. Teachers, Management and all employees of institutions need to be made aware about the provisions of the Act, some of which cast a duty on them to report instance of child abuse, as in Sections 19(I) and 21.

2. In- house induction sessions should be held for all teachers to include a specific module on gender sensitization.
Sexual offences committed by the persons who are in the ownership, management of staff of education institutions and persons in positions of Trust and Authority over children are liable for higher punishment as per the provisions of the Act.

3. School/Classroom Environment
Schools must ensure and promote a harmonious school/classroom environment and inclusiveness.

4. Provision for guidance and counselling facilities in schools
Teachers in general should be trained to attend to adolescent (gender) related issues, conduct of adolescent education programmes and special activities that promote gender equality and sensitivity.

5. Programmes for empowerment of girls
Camps on sensitization of girls on health and sanitation issues, karate/ self defence training of girl students should be conducted at regular intervals.Programmes like folk dance, nukkad natak, poster competitions, quiz, debate, exhibition can also be conducted to foster gender equality.

6. In Residential Schools
Training programmes for House Masters / House Mistress that inter-alia, cover emotionally disturbed students, counselling of students and preparing children for meeting challenges of adolescences. Personal care and guidance to girl children needs to be given, female Matron be provided for girls’ dormitories.

7. School Complaints Committee consisting of Principal/Vice- Principal, one male teacher, one female teacher, one female student, one male student and one non-teaching staff member must be set up to serve as complaints and redressal body.An improved response system and alert administrative machinery is required to take immediate action on reported cases of misbehavior.

8. Complaint / Suggestion box should be provided in each school so that students can make written complaints. Any complaint of sexual abuse, whether received through the drop box or otherwise needs to be acted upon immediately.

9. Provision for CCTV cameras should be made in school premises at all strategic places along with the warning.

10. Monitoring and Identification
Close monitoring of academic performance and psychological behaviour particularly in cases of sudden decline in performance, lack of interest, depression and aloofness should be noticed to give proper counselling to the children.
Informal conversations with the students by way of discussions with peers and planned observations in hostels, classrooms and playground can also be helpful.

11. Toll Free number and child helpline may be provided and made known and displayed on notice board along with names of teachers designated to handle such cases. Centralised Child helpline number 1098 must be popularised and displayed at prominent places in the schools.
School management and staff are expected to create awareness and participate in averting such offences as part of their foremost duty.

Rama Sharma
PRO & Addl. Public Grievance Officer

Allocation of Funds for Defence R&D

Allocation of Funds for Defence R&D

The expenditure on Research & Development by each of the nine Defence Public Sector Undertakings in 2013-14 is as under:

Name of DPSU
Expenditure on R&D
(Rs. in crore)
Hindustan Aeronautics Ltd.
1083.00
Bharat Electronics Ltd.
467.00
BEML Ltd.
86.23
Mazagon Dock Ltd.
47.56
Garden Reach Shipbuilders & Engineers Ltd.
2.92
Goa Shipyard Ltd.
3.71
Bharat Dynamics Ltd.
19.89
Mishra Dhatu Nigam Ltd.
7.97
Hindustan Shipyard Ltd
6.48

The norms for R&D, as per the guidelines of Department of Public Enterprises, are a minimum expenditure of 1% of Profit After Tax (PAT) for Maharatna & Navratna categories of Central Public Sector Enterprises (CPSEs). In respect of other CPSEs, it is 0.5% of PAT. All profit making Defence PSUs are complying with DPE norms for R&D expenditure.

The data about R&D expenditure by foreign countries is not maintained.

The Government provides assistance to Indian Industry/DPSUs/OFB/consortia in Research and Development of defence equipment. Under the ‘Make’ Category of Defence Procurement Procedure, there is a provision for funding 80% of the expenditure on Research and Development of prototype by the Government. Additionally, a Technology Development Fund (TDF) was announced in Union Budget 2014-15 to provide necessary resources to public and private sector companies, including SMEs as well as academic and scientific institutions to support Research and Development of defence systems that enhance cutting edge technology capability in the country.

So far as DPSUs are concerned, in the MOU’s signed between Government and DPSUs, a certain percentage of turnover has been fixed towards expenditure on R&D.

This information was given by Minister of State for Defence Rao Inderjit Singh in a written reply to Shrimati Sasikala Pushpa in Rajya Sabha today.

PIB

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