Promotion of LDC as UDC of CSCS on ad hoc basis – continuance of ad hoc appointment regarding

Promotion of LDC as UDC of CSCS on ad hoc basis – continuance of ad hoc appointment regarding

No. 3/2/2010-CS.II (B)
Government of India
Ministry of Personnel,PG & Pension
Department of Personnel & Training

3rd Floor, Lok Nayak Bhawan,
New Delhi, Dated: 3rd July, 2014

OFFICE MEMORANDUM

Subject: Promotion of LDC as UDC of Central Secretariat Clerical Service (CSCS) on ad-hoc basis- Continuance of Ad-hoc appointments regarding.

The undersigned is directed to refer to this Department’s O.M. of even number dated 17th December, 2013 whereby cadre units were permitted to continue the ad-hoc appointments in the UD Grade of CSCS up to 30th June, 2014 and to say that the continuation of the ad-hoc appointments in the U.D grade made by the cadre units has been reviewed in this Department. Since availability of regular UDCs through normal modes of recruitment prescribed under the CSCS Rules may take some more time, it has been decided that the period of ad-hoc appointment of those LDCs who are working as UDC of on ad-hoc basis may be extended up to 31st December, 2014 or till  regular UDCs become available, whichever is earlier.

2. Continuance of ad-hoc appointment shall not confer on the appointees any right to continue in UDC Grade indefinitely or for inclusion in the Select List of UDC of CSCS or to claim seniority in UDC Grade of CSCS.

3, Other terms and conditions mentioned in this Department’s O.M. No, 3/6/2004-CS.II dated 28.2.2005 will remain unchanged.
4. Hindi version will

(K. Suresh Kumar)
Under Secretary to the Govt of India
Tel: 24654020

To:
All Cadre Authorities of CSCS.
(By Name of Under Secretary (Admn)
Copy to: DoP&T, Hindi Section, North Block, New Delhi to provide Hindi translation.

Source: http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02csd/Ad-hoc_cont_UDC_grade.pdf

Bonus to Central Government employees : JCM(Staff Side) memorandum to 7th CPC

Bonus to Central Government employees : JCM (Staff Side) memorandum to 7th CPC

17.6.Bonus

The evolution of Bonus has been dealt with by the V CPC. We therefore are not reiterating those developments.

17.6.2. In our view, since Productivity Linked Bonus has been granted on the basis of a bilateral agreement, this is out of the purview of review of any commission.

17.6.3. It is only the Adhoc Bonus to those Central Government employees who are not covered by any productivity Linked Bonus agreements which is being reviewed by us in this chapter and to suggest the measures which should be taken to evolve an appropriate Bonus to such employees.

 17.6.4. A Group of Officers under the Chairmanship of Shri. Bazle Karim, the then secretary (Co-ordination) in Cabinet Secretariat was set up to consider the long pending demand for grant of Bonus to those Central Government employees who were not covered by the PLB Schemes. This group in their report expressed the view that the Government Departments constitute a single infrastructure for economy as a whole and felt that there should not be any sense of discrimination resulting in demoralization among them as a group when the service conditions were uniform all along. The Group suggested the evolution of PLB Scheme for Central Government employees as a whole. They also suggested that pending evolution of a single scheme of Bonus for all employees, the remaining employees who were not covered by the PLB were to be paid exgratia (Adhoc) Bonus equal to 15 days salary in 1982-83

17.6.5. The report of this group has not been published. It was not given even to the VCPC on demand. The Confederation of Central Government Employees and Workers, however, could supply only an extract from the said report alongwith their memorandum to the V CPC.

17.6.6 Even to get the Adhoc Bonus equal to pay of 15 days salary in 1982-83, leaders of the Confederation had to start an indefinite fast which lasted for 7 days when the Government sanctioned Adhoc Bonus equal to 15 days salary.

17.6.7. The number of days for which Adhoc Bonus has been paid to Central Government Employees not covered by PLB Scheme since 1982-83 is indicated in the following table:

Year/s	No. of days
1982-83	15 days
1983-84	18 days
1984-85 &1985-86	23 days
1986-87	25 days
1987-88 to 1989-90	27 days
1990-91 to 1993-94	30 days
1994-95 to 2013-14	30 days.

 17.6.8. The Confederation’s representatives had been pressing the demand for evolution of PLB Schemes on the basis of parameters framed by the Government after discussion in the respective departmental councils. But so far the Government has not been able to frame these parameters. This item is still pending in the agenda of National Council JCM.

17.6.9. The staff side had demanded increase in Adhoc Bonus on the basis of increases In PLB Schemes every year and that was why the Adhoc Bonus from 15 days salary during 1982-83 was increased to 30 days salary in year 1994-95. For last 20 years no further increase has been allowed.

17.6.10. The V CPC recommendation that the Adhoc Bonus Schemes should be replaced by a Productivity Linked Bonus to be evolved by each department in consultation with experts in the field and the departmental council of JCM within a period of 9 months remains on paper because Government have not issued the Notification to this effect for last 16 years.

In the meantime the Sixth Pay Commission has made a sweeping suggestion that the Adhoc Bonus Scheme should cease immediately and be replaced by what they have called PRIS-Performance Related Incentive Scheme.

17.6.11. Since this Performance Related Incentive Scheme recommended by VI CPC in their Chapter 2.5 (pages 144-157) still remains to be considered by the Government in consultation with the Staff Side of National Council of JCM. the Adhoc Bonus is also continuing.

17.6.12. We are opposed to the PRIS and Government too does not appear to be in a mood to consider and implement it, we propose that VII CPC may recommend that all departments initiate negotiations in their Departmental Councils to evolve an appropriate productivity linked bonus scheme after consulting experts in the field within a period of one year from the date, the Report of VII CPC is submitted to the Government. Pending finalization of such PLB Schemes the Adhoc Bonus equal to the average increase in the number of days sanctioned under the PLB Scheme may be granted and ensure that under no condition, the number of days be less than 31.

17.6.13. Presently the PLB and adhoc bonus are calculated on the deemed provision that one’s total emoluments is only Rs. 3500/-. This is an absolutely irrational stipulation and must be removed. We request that the Commission to recommend to the Government to remove the said stipulation and grant the bonus on the basis of the actual emolument of the employee.

Source: Staff side NC/JCM

DoPT may put 3-years gap for posts in ministerial staff

DoPT may put 3-years gap for posts in ministerial staff

After tweaking the order on minister’s staff, the DoPT is now reviewing the government order to relax the criteria and the likely changes are expected to limit the “time period” of serving a minister in the last three years of the UPA regime for banning appointments of officers and personal staff to the new NDA ministers.
A revised order is likely to be issued once the DoPT’s new proposal gets cleared by the PMO. The Prime Minister is the cabinet minister in-charge of DoPT and is the competent authority.

It can be recalled that the appointment of a private secretary to home minister Rajnath Singh got stalled after his choice in Alok Singh, a 1995 batch IPS officer, did not get the PMO’s clearance as Mr Singh had served as private secretary to former external affairs minister Salman Khurshid.

The appointments of Abhinav Kumar and Rajesh Kumar, as PS to minister of state for Home Kiren Rijiju and minister of state for external affairs V.K. Singh respectively, were also not cleared. Abhinav was PS with Shashi Tharoor and Mr Rajesh was PS with Chandresh Kumari Katoch.

Source: www.asianage.com
[http://www.asianage.com/india/dopt-may-put-3-years-gap-posts-ministerial-staff-981]

Railway Budget to focus on passenger amenities

Railway Budget to focus on passenger amenities

Keeping passenger amenities and comfort as its top priorities, railways have proposed a new design coach with improved furnishings and house keeping scheme in coaches in the Rail Budget 2014-15.

The national transporter is also proposing to introduce intensive mechanised cleaning of coaches, clean train station scheme and comprehensive pest and rodent control treatment as part of measures to provide a comfortable journey to passengers.

Source: PTI

Centre Plans Changes in Labour Laws – ‘Flexible Working Hours’ implementation…

Centre Plans Changes in Labour Laws – ‘Flexible Working Hours’ implementation…

Since most of the labour laws being followed in this country were implemented prior to Independence and have therefore become redundant and outdated, the newly formed government at the centre, under the leadership of Narendra Modi, is seriously contemplating a revision of the existing laws. The Government intends to step up productivity by bringing forth these changes.

Changes in Britain : A law was recently implemented in Britain, one of the developed countries of the world. Employees working in factories and offices cannot be henceforth compelled to report to work at only a particular time. The law states that the employees shall be given flexi-time options to report to work at times that suit them and complete their tasks. For a casual observer, it might look as if the law is very pro-employee and anti-employer. But the law is actually intended to step up productivity. Experts in Britain felt that insisting on being seated for long hours or compelling workers to report to duty at a particular time or do only a particular task could be counterproductive. The changes were brought forth as a result.

Flexi-time work hours : The Indian Government too is planning to make similar changes in its labour laws. Changes like these, also known as “Flexible Working Hours”, are very likely to be implemented in India too, especially in the manufacturing sectors in order to step up the productivity. But these changes will be brought forth in such a manner that they bring forth the true potentials of the employees.

Also, changes like bringing in more and more workers within the minimum-wages slab, increasing overtime, enabling women to work in night shifts in factory environments, are also going to be implemented. The reforms are intended to minimize friction between the management and employees and thus increase productivity. As far as India is concerned, such reforms are only rarely implemented in the service sector, and almost never in the manufacturing sectors. Although India is the world’s third largest economy, more than 56% of the productivity comes from the service sector. Only 15% of the country’s productivity comes from the industrial and manufacturing sectors. In comparison, more than 45% of China’s productivity comes from its industrial workers.

The Government believes that there could be a tremendous increase in the country’s productivity by implementing reforms in the labour laws.

Source: CGEN.in

[http://centralgovernmentemployeesnews.in/2014/07/centre-plans-changes-in-labour-laws-flexible-working-hours/]

Medical Yoga for Central Government employees and their families

Medical Yoga for Central Government employees and their families

Workshop on Medical Yoga for the benefit of Central Government employees and their families - 
Organised by GKK

GRIH KALYAN KENDRA

Under the aegis of 

Ministry of Personnel, Public Grievances and Pensions

Samaj Sadan, Lodhi Road Complex, 

New Delhi-110003 

F.No.-8/32/2014-GKK/1945

Date :-01.07.2014

Circular  

Grih Kalyan Kendra is organising workshop on Medical Yoga for the benefit of Central Government employees and their families. 

2. The details of workshop is as follows:-

S.No.	Activity	Venue SamajSadan at	Period	Timing	Dates
1.	Medical Yoga (Beneficial in Joint pains, lower Back pains, Diabetes and B.P.)	Pandara Road	07 days	7:30 AM to 8:30 AM	7th July to 13th July 2014

3. For admission to the workshop kindly contact the officials present at the venue as per timings and dates given above 

4. For other inquires the following may be contacted: 

a) Ms Chandrakanta Tele No. 011- 24616219 

b) Shri Ashok Kumar Tyagi  Mobile No. 9811770184

5. It is requested that this circular may be given wide publicity in the r spective localities. 

sd/-

(N.Sriraman)

Director (W) & Secretary, GKK 

Source: www.persmin.gov.in

[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02adm/8_32_2014-GKK-01072014.pdf]

Next Additional Dearness Allowance Hike Almost Confirmed at 7%..!

Next Additional Dearness Allowance Hike Almost Confirmed at 7%..!

The Labour Bureau released the AICPIN points for the month of May yesterday. The AICPIN points, which had remained stagnant at 242 has increased by 2 points to touch 244 now. This has led to an increase of the Dearness Allowance for the month of May from 105.02 to 106.17.

With only one month left for the calculation of the second installment of additional Dearness Allowance of the year, one can be almost sure that it would bring a hike of 7%.

The two previous rounds of Dearness Allowance revision brought hikes of 10% each. One could sense an air of disappointment and lack of enthusiasm among the employees this time.

Another reason for the disappointment is the fact that despite the Dearness Allowance increasing by more than 100%, it has still not been merged with the basic pay. There was a lot of expectation that the new Government at the Centre will implement this much-awaited and much-expected change.

But, nothing has been done about this yet. All the employee federations continue to stress upon this change. The federations are hell bent on getting either the DA merger or an interim relief this time. Will their dream come true?

Source: CGEN.in
[http://centralgovernmentemployeesnews.in/2014/07/next-additional-dearness-allowance-hike-almost-confirmed-at-7/]

Dearness Allowance for Bank Employees – Likely to increase 29 Slabs or more

Dearness Allowance for Bank Employees – Likely to increase 29 Slabs or more

Likely Bank D.A. from August 2014

Labour Bureau,Ministry of Labour and Employment,Govt.of India, has released All India Consumer Price Index Numbers for Industrial Workers ,Base 2001=100 for the month of May’14,today which stood at 244 points with an increase of 2 points while compared to April figure. ( There was a decrease of 16 slabs during last quarter )

Based on the confirmed AICPIN for April and May and assuming that index number for June may continued on same level , in tune with present inflationary trend , the DA for Bank Employees/Officers for Aug, Sept & Oct may likely to show an increase of 29 slabs Or more as per details furnished here under:

Base Year 2001=100 1960=100
APRIL (confirmed)	242	5523.87
MAY( do)	244	5569.50
JUNE (Expected)	244	5569.52

Average index	5554
Less merged index(9thBPS)	2836
Slabs 2718/4	679
Increase (679-old 650)	29 slabs
@ 0.15%	101.85 % ( from existing 97.50% )

If AICPIN increase with one or two points there may have further increase in DA for next quarter.This is only assumption.

Kindly note that actual increase/decrease in DA can be arrived only on release of AICPIN for June in next month by Ministry.

Submitted by Mohan.P

Source : http://paycommissionupdate.blogspot.in/

Proposed Pay Structure in the Final Memorandum of NC JCM to 7th CPC

Proposed Pay Structure in the Final Memorandum of NC JCM to 7th CPC

National Council JCM , Staff Side has finalised its Memorandum to be submitted to 7th Pay Commission and it has been posted in its website NCJCMstaffside.com for all central government employees. The Full Final Memorandum consists 98 pages and the download link is provided below this post

Chapter —VII
Proposed Pay Structure and Rate of Increment

In the preceding chapters we have dealt with the various principles of pay determination as was enunciated by the successive Pay Commissions. The 6 CPC introduced the new concept of Pay Band and Grade Pay. We are not able to comprehend any logical methodology having been adopted by the 6th CPC in constructing the Pay Band and Grade Pay. In the ultimate analysis, we found that there had been no uniform multiplication factor. It varied from 2.2 time to 3. The changes effected by the Government while implementing the recommendations of the 6th cpc further compounded the confusion and making t more irrational and arbitrary. The 6 cPC in their report stated that they have upgraded certain pay scales having appreciated the contention made by the employees organizations. They merged certain other pay scales in an effort to delayering the functions. But the new pay that emerged from such upgradation/merger was not equivalent to the higher pay scales in the said group. For instance, the erstwhile pay scales of Rs.5000-8000, 5500-9000 and 6500-10500 were merged. The multiplication factor for pay band construction was 1.86 times of the minimum. Therefore the pay band for the pre merged pay scales was determined to begin at Rs.9300/-. Having merged, the pay band must have begun at 12,090/-, i.e. 1.86 times of 6500/- in which the other pay scales were merged.

7.2 The manner in which the Grade pay was devised is also questionable. At the lower level the Grade Pay progresses @ Rs.100/- ,i.e. 1800, 1900, 2000, etc. The pay in the Band + Grade Pay at the entry level is 5200 + 1800 = 7000. An employee is entitled for 3% increment every year. He gets a financial benefit of Rs. 210 every year on account an increment whereas on promotion his grade pay gets increased by just Rs.100/. only. The Grade Pay was devised at 40% of the maximum of the pre revised time scale of pay. The maximum of any time scale of pay will depend upon the rate of increment and the span of the scale of pay. The ratio between the minimum and the maximum of all pay scales was not uniform, rather it could not be uniform. Therefore, prescribing Grade Pay as a percentage of such variable maximum, in our opinion, was erroneous. Normally fitment benefit represent the gap between pre revised minimum and the revised minimum. The 6th CPC recommendation of Grade Pay did not serve this purpose also. Having been expressed in absolute quantum amount it gave varied benefit in different pay bands as also at different stages in the same pay bands.

7.3 The Grade Pay system brought about various anomalies, which were raised at the NAC but found no resolution despite discussions on several occasions in the last 6 years. We are of the firm view that the 7” CPC should revert to the Pay Scale System which has been time tested. We have constructed the pay scales maintaining the relativities with the time scale of pay suggested by both 5’ and 6th cPC•

7.4 While constructing the pay scales we have taken the rate of increments at 5% instead of 3% presently available. We have done so on the ground that most of the PSUs including the banking industries provide the incremental rate at 5% and over a period of time it raises the salary level of the personnel. We therefore request that the 7th CPC may recommend the rate of annual increment at 5%. Incidentally we may also state that the uniform date of increment prescribed by the 6th CPC has encountered certain problems and anomalies. We, therefore, suggest that the 7th cpc may recommend, for administrative expediency, two specific dates as increment dates, Viz. 1st January and 1st  July. Those recruited/appointed/promoted during the period between l January and 30th June will have their increment date on 1stt January and those recruited/appointed/promoted between 1st July and 31st December will have it on 1st  July next year. This apart we request the Commission to specifically recommend that those who retire on 30th June or 31St December are granted one increment on the last day of their service.

7.5 We have also felt that a further reduction in the number of pay scales is needed. While constructing the pay scales we have removed those pay scales pertaining to Grade Pay of Rs.1900, 2400, 4600, 8700 and the scale of pay of Rs. 75500-80000. We are of the opinion that the instrument of Special Pay which was in operation earlier should be brought back to address the need of intermediary grades in certain organizations. The Associations and Federations representing the employees and officers of various departments and various categories will submit their memorandum indicating the pay scales to be assigned to the categories of the employees and officers they represent taking into account the nature of functions assigned to those categories separately.

7.6 Presently, functional promotion is made to the next hierarchical position whereas MACP promotion ¡s Grade Pay based, irrespective of the fact whether a particular Grade Pay exist in the hierarchy or not in the concerned department. Our suggestion to reduce the number of pay scales go a great extent to obviate the difficulty encountered due to the dual system of promotion.

7.7 We have constructed open- ended pay scales. This is to ensure that no employee stagnates without increment. The pay of the Secretary and the Cabinet Secretary has been kept as a fixed amount as has been the recommendation of the 6th CPC. In consonance with our view on the need for further de-layering, we have suggested only 14 Pay scales indicating in the table the minimum of each of them. The said 14 pay scales are given below:

In Table 7.2, the corresponding pay scales of the 6” CPC recommended Grade Pay are given for reference.

Table No. 7.1.

Proposed pay scale minimum.

Sl. No.	Pay scale No.	Present PB	PB No.	Grade Pay	Proposed minimum of the pay scale.
1	S.1	5200-20200	PB.1	1800	26000
2	S-2	5200-20200	PB 1	2000	33000
3	S-3	5200-20200	PB 1	2800	46000
4	S-4	9300-34800	PB 2	4200	56000
5	S-5	9300-34800	PB 2	4800	74000
6	S-6	9300-34800	PB 2	5400	78000
7	S-7	15600-39100	PB 3	5400	88000
8	S-8	15600-39100	PB 3	6600	102000
9	S-9	15600-39100	PB 3	7600	120000
10	S-10	37400-67000	PB 4	8900	148000
11	S-11	37400-67000	PB 4	10000	162000
12	S-12	75500-80000	HAG	0	193000
13	S-13	80000( Fixed )	Apex scale.	0	213000
14	S-14	90000 (Fixed)	Cabinet Secy	0	240000

Table 7.2.

New Pay scale minimum

SL.No.	Grade pay of 6thCPC	Minimum of the  new pay scale
1	1800	26000
2	1900	31000
3	2000	33000
4	2400	41000
5	2800	46000
6	4200	56000
7	4600	66000
8	4800	74000
9	5400	78000
10	5400 in PB3	88000
11	6600	102000
12	7600	120000
13	8700	139000
14	8900	148000
15	10000	162000
16	12000	193000
17	75000-80000	202000
18	80000 fixed	213000
19	90000 fixed	240000

Download :FULL-FINAL-Memorandum of NC JCM
Source : NC JCM Staffside.com

Press Release of AICPIN for May 2014 - 2 Points increased and stood at 244

 Press Release of AICPIN for May 2014 - 2 Points increased and stood at 244

Consumer Price Index for Industrial Workers (CPI-IW) – May, 2014

No. 5/1/2014- CPI
GOVERNMENT OF INDIA
MINISTRY OF LABOUR & EMPLOYMENT
LABOUR BUREAU

`CLEREMONT’, SHIMLA-171004
DATED: the 30th June, 2014

Press Release

Consumer Price Index for Industrial Workers (CPI-IW) – May, 2014

The All-India CPI-IW for May, 2014 increased by 2 points and pegged at 244 (two hundred and forty four). On 1-month percentage change, it increased by 0.83 per cent between April, 2014 and May, 2014 when compared with the rise of 0.88 per cent between the same two months a year ago.

The largest upward pressure to the change in current index came from Food group contributing 1.65 percentage points to the total change. At item level, Rice, Coconut Oil, Fish Fresh, Poultry, Milk, Onion, Vegetables & Fruits, Sugar, Cigarette, Electricity Charges, etc. are responsible for the increase in index. However, this increase was restricted to some extent by Petrol putting downward pressure on the index.

The year-on-year inflation measured by monthly CPI-IW stood at 7.02 per cent for May, 2014 as compared to 7.08 per cent for the previous month and 10.68 per cent during the corresponding month of the previous year. Similarly, the Food inflation stood at 7.66 per cent against 7.76 per cent of the previous month and 13.24 per cent during the corresponding month of the previous year.

At centre level, Coimbatore recorded the maximum increase of 9 points followed by Bhavnagar (7 points) and Amritsar, Mercara and Tiruchirapally (6 points each). Among others, 5 points rise was registered in 7 centres, 4 points in 11 centres, 3 points in 13 centres, 2 points in 11 centres and 1 point in 10 centres. On the contrary, a decline of 5 points was reported in Giridih, 4 points in Chhindwara, 3 points in 2 centres, 2 points in 1 centre and I point in 7 centres. Indices of remaining 9 centres observed no change.

The indices of 35 centres are above and other 41 centres are below national average. The index of Vishakhapathnam and Chandigarh is at par with all-India index.

The next index of CPI-1W for the month of June, 2014 will be released on Thursday, 31 July, 2014. The same will also be available on the office website www.labourbureau.gov. in.

sd/-
(S.S.NEGI)
DIRECTOR

Source: www.labourbureau.nic.in