Restoration of the erstwhile Group-D posts and regularization of the services of Contract/Casual Employees

Restoration of the erstwhile Group-D posts and regularization of the services of Contract/Casual Employees

Shiva Gopal Mishra Secretary	Ph: 23382286 National Council (Staff Side) Joint Consultative Machinery for Central Government Employees 13-C, Ferozshah Road, New Delhi – 110001 E Mail: nc.jcm.np@gmail.com
No.NC/JCM/7th CPC/2015	Dated: July 6, 2015

7th Central Pay Commission,
Chatrapathi Shivaji Bhawan,
Qutup Institutional Area,
New Delhi

Dear Madam,
Sub: Restoration of the erstwhile Group-D posts and regularization of the services of Contract/Casual Employees

Introduction

During the course of oral evidence of the Staff Side of the National Council(JCM), with the 7th CPC, while discussing on Chapter 17, para No.17.1, 17.4.2 to 17.5.5 of the memorandum submitted by the Staff Side of the National Council(JCM), the Staff Side stated that a large number of contract/casual, contingent and daily rated workers are deployed in various Central Govt. Establishments including Railways, Defence, postal, Income Tax and Accounts & Audit etc. especially in the jobs performed by the erstwhile Group-D Employees such as Chowkidar, Safaiwalas, Peons, Mali, Washerman etc. The Chairman of the 7th CPC after listening to the views put forth by the Staff Side in this regard has desired that the Staff Side may give their views in writing for restoration of the erstwhile Group-D posts in Central Govt. Establishments. Accordingly the following note is submitted for the favourable consideration of the 7th CPC

Background

Till the beginning of the 1980’s the nature of duties like sweeping, gardening, Watch Ward, Peon, Orderly, Messenger, Duftry etc., were performed by permanent Group-D Employees. However, after imposition of ban on recruitment from 1984 onwards, many Government Department, as mentioned above, stopped recruitment in the above mentioned posts and have started outsourcing all these jobs, resulting in large scale scam and corruption and also exploitation of labour. It is reliably learnt that more than 35% contract/casual workers are employed in all the Central Govt. Departments. The 6th CPC after considering the fact that the above mentioned Group- D posts also require certain amount of skill recommended for upgradation of all Group-D posts to Group-C by upgrading the pay scales. Acco~dingly these employees after suitable training were re-designated as Multi Tasking Staff (MTS). The 6th CPC further recommended that recruitment in the erstwhile Group-D posts will be from amongst Candidates possessing minimum qualification of either 10th pass or ITI certificates.

Although the pay scales of erstwhile Group-D employees were upgraded, the recommendation relating to multi tasking could not be given effect in letter and spirit in many of the Central Govt. Departments due to
practical problems and functional difficulties in view of the fact that the job profile of all the erstwhile Group-D categories has not only been distinctly different from each other, but majority of the posts have full time jobs leaving very little scope for carryout multi tasks.

Employment opportunities for School dropouts

Prior to implementation of recommendation of 6th CPC, the educational qualification required for most of the erstwhile Group-D posts with 8th Std. passed or less qualification as the job profile of these posts did not demand high standards of education. The maximum education qualification for the erstwhile Group-D posts was prescribed at 8th Std. passed in keeping with the aims and principles of inclusive growth and economic empowerment of poor and the downtrodden who are unable to afford higher education due to socio economic reasons and conditions. Recently the Skill Development Ministry has taken a decision to impart training for the school dropouts, so as to make them eligible for employment opportunities.

Proposal of Staff Side

In view of the facts mentioned above the Staff Side propose the following for the consideration of the 7th CPC:-

(i) Minimum qualification for all the posts shall be 8th standard pass or less and that persons possessing educational qualification beyond 10th Std. may be debarred from seeking employment in all the above posts.

(ii) All the outsourced workers at present employed in various erstwhile Group-D posts either through contractors or through the system of outsourcing, Casual/daily rated workers may be absorbed against the existing vacancies subject to possessing the educational qualification or by imparting them in-house training. This will go a long way in curbing corruption and also exploitation of the poor contract and casual workers.

We hope that the 7th CPC may consider our proposals in its true perspective.

Yours faithfully,
(Shiva Gopal Mishra)
Secretary(Staff Side)
NC/JCM

Copy to: All Constituents of JCM(Staff Side) – for information.
https://drive.google.com/file/d/0B0rqvSYMJv2IcGNLZFhHQjdsTWc/view?pli=1

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Clarifications sought by Chairman & Members of 7th CPC during oral evidence by IRTSA

CLARIFICATIONS SOUGHT BY CHAIRMAN & MEMBERS OF 7TH  CPC DURING ORAL EVIDENCE & PRESENTATION BY IRTSA ON 12-12-2014 AT JODHPUR

 

Inter-action by the Chairman, Secretary & the Members of 7th  CPC with IRTSA and clarification placed by IRTSA delegates during the Presentation.

 

1. Ques. (by Chairman 7th CPC) You said that Senior Technicians are taking instructions from JEs; while the Chief OS (Office Superintendent) took instructions from SSE and you also told that it is Office of Senior Section Engineer which controls all activities and all of them working within that – It appears that there is clear command line available, How it interferes in your Grade Pay?

 

Ans. i. Principle recommended by 6th CPC, which was also accepted by Govt, that, the senior post should be given Higher Grade Pay need to be followed duly considering duties, responsibilities, accountabilities, etc. but the same is being violated by placing the JEs in the same Grade Pay of Rs.4200 as that of Senior Technician whom they supervise and by placing SSE (Senior Section Engineers) in same Grade Pay of Rs.4600 as that of Chief OS whom the SSE supervise. This is against the settled law that an equal cannot be over an equal.

 

ii. 5th CPC recommendations & Supreme Court Judgement supports this argument.

 

iii. Take an example: A senior technician welder working in Bogie Frame manufacturing section is responsible to the extent of welding done by him, where as a Technical Supervisor is responsible for the quality & quantity of output of not only of that welder but for entire section which may contain 20 to 30 Technicians besides others.

 

iv. More than that man, material, machine, other infrastructure etc, are controlled by Technical Supervisors, which possess higher responsibility & accountability than other posts.

 

v. Similar is the case of certification of train, P.Way, Bridge, Power Distribution, Locos, etc.

 

vi. Categories like Ch.OS don’t have direct responsibility on performance & safety of Railways, whereas JE/SSE and their counterparts (CMT, Store) in all Technical Depts. bear direct responsibility in core activities of Railways.

 

2. Ques. Is all 4 tier of Technicians work under your category in all areas?

 

Ans. Yes. In all areas 4 tier of Technicians, along with one Group ‘D’ category besides clerk, material / stores clerk, OS, Ch.OS work under our category.

 

3. Ques. Who writes ACRs for Ch.OS who are working in office of SSE?

 

Ans. Respective AMWs/AEs/AEEs etc.

 

4. Ques. Why can’t SSE write ACRs for Ch.OS who are working in their office?

 

Ans. SSEs who are in the same GP of Rs.4600 cannot write the ACRs for Ch.OS.

 

5. Ques. Who writes ACRs of Senior Technicians who work under JEs?

 

Ans. Senior Technicians’ ACR are written by SSEs

 

6. Ques. What would be the reason for non application of common multiplication factor of 3.25 to SSE (S-13) scale by 5th CPC?

 

Ans. i. 5th CPC had applied common multiplication factor of 3.25 to all scales except to SSE (S-13) scale.

ii. This had been done merely to accommodate a new scale in Gazd scale (Rs.7500-12000) above S-13.

iii. SSE scale had been kept Rs.50 below than Rs.7500, ie.Rs.7450.

 

7. Ques. How the disadvantage of non-application 3.25 multiplication factor carried through to 6th CPC?

 

Ans. i. Initially 5th CPC recommended Rs.7000-11500 to SSE compressing it to accommodate the newly introduced Gazetted scale.

 

ii. If 3.25 multiplication factor had been followed by 5th CPC, the scale would have been placed in 8000-12000 by the 5th CPC and correspondingly Rs.5400 GP in 6th CPC.

 

iii. After the implementation of 5th CPC recommendations, based on demand from staff side when Govt. decided to modify the scale of SSE (S-13) instead of placing it in scale 8000-12000, it had been decided to modify minimum of the scale from Rs.7000 to Rs.7450 to keep it below newly created scale of Rs.7500-12000.

 

iv. Since corresponding increase of Rs.450 had not been done for maximum of scale, Span of the scale has been reduced to 18 years which was 20 years for all other scales.

 

v. The principle of 6th CPC to calculate the Grade Pay as 40% of maximum of the fifth pay commission scales put SSE scale in further disadvantageous position since maximum of scale was low because of 18 years span & non application of 3.25 multiplication factor.

 

8. Ques. You said that there were proposals sent to Finance Ministry from Railway Ministry to upgrade the Grade Pay of SSE from Rs.4600 to Rs.4800 and that have been returned back without throwing proper light into it, can you produce copy of the proposals?

 

The proposals and communications between both the Ministries were very well available with Railway Board. (Later Secretary Pay Commission confirmed availability of Railway Board proposals sent to Fin. Ministry) (Copy of it is also attached herewith as Annexure – 14/2)

 

9. Ques. Is there any link available between the cadre of Group ‘C’ and ‘B’?

 

Ans. No. Promotional avenue from Technical Supervisors in Group ‘C’ to Group ‘B’ is restricted to the vacancies arising from 4200 Group ‘B’ posts, which may be around 0.5% only.

 

10. Ques. As you said, Previous Pay Commissions recommended Group ‘B’ status to your scale DoPT also given their orders, it is only Railway Ministry not followed the classification, is it not Railways to take decision?

 

Ans. i. It is true that Railways have not implemented the classification of posts recommended by Pay Commissions & DoPT orders.

 

ii. We bring to your notice, submission made by DoPT before 5th CPC that even though there were some exemptions in following the classification rules, but the effort was to ensure that posts carrying similar functions were given the same classification.

 

iii. Similarly placed posts in departments like CPWD, Ordinance Factory, MES, Department of Telecom etc, are all classified as Group ‘B’ Gazetted.

 

v. State Governments which are following central pay commission pattern have also followed DoPT orders in classification of posts.

 

v. Railway Board also agreed on the need to increase the managerial posts (from the senior supervisor) on functional justification, but didn’t implement.

 

vi. Hon’ble 7th CPC is requested to give specific instruction for Railways not to deviate from classification rules recommended for all Government Departments.

 

11. Ques. What are all the reasons for lack of promotion to your category?

 

Ans. i. Recruitment happens in the apex scale of Group ‘C’ in the Grade Pay of Rs.4600 with Graduate in Engineering qualification and Railways is the only dept which recruit Engineering Graduates in Group ‘C’.

 

ii. Available Group ‘B’ posts are very meagre to the extent of 4200.

 

iii. For example in Mechanical department of Integral Coach Factory sanctioned cadre strength of Group ‘B’ is only 16. Cadre strength of Technical Supervisors in Mechanical Department (JE & SSE) is 1200. There are roughly 60 Engineering Graduate entrants available many of them completed 20 years of service. There is not enough opportunity available because of meagre Group ‘B’.

 

iv. Confining Cadre Restructure within each Group C, B & A was the main cause of stagnation in Group C.

 

v. Combined cadre structure for Group ‘A’, ‘B’ & ‘C’ is not available in Railways.

 

vi. Apex scale of SSE never received the benefit of Cadre Restructuring.

 

vii. Upgradation from Group ‘D’ to Group ‘C’ and from Group ‘B’ to Group ‘A’ is being done in Railways, but no upgradation done from Group ‘C’ to Group ‘B’.

 

viii. Ratio of Group A& B Gazetted officers vis-à-vis Group C are the lowest on the Railways as compared to all other Departments.

 

ix. During previous 8 years number of Group-B employees in Central Govt Departments have increased by 36% even though employee strength reduced by 25%, But Railways never increased Group ‘B’ posts.

 

x. Gazetted posts were not increased in tune with increase of Railways performance including financial performance. Railways outlay was increased from Rs.60,600 crores during 10th plan to Rs.5.5 lakh crore during 12th plan Railways. Many of increased activities / work load are being managed by outsourcing, since there is negative growth in staff strength.

 

Source: http://www.irtsa.net/pdfdocs/Supplementary_Memorandum_to_7th_CPC.pdf

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BENEFITS & DRAWBACKS OF PAY BAND & GRADE PAY SYSTEMINTRODUCED BY SIXTH CENTRAL PAY COMMISSION

SUPPLEMENTARY MEMORANDUM SUBMITTED BY IRTSA

TO SEVENTH CENTRAL PAY COMMISSION

Chapter – 13

BENEFITS & DRAWBACKS OF PAY BAND & GRADE PAY SYSTEMINTRODUCED BY SIXTH CENTRAL PAY COMMISSION

13.1. Benefits& Drawbacks of Pay Band and Grade Pay system introduced by 6th CPC

Benefits & Drawbacks of Pay Band & Grade Pay System Problem of Pay stagnation eliminated Quantum of increment increases exponentially, but the difference is too large at higher levels. Grade Pay decides the hierarchy. Increase of Pay in Pay Band & Grade Pay is not uniform – in favour of higher scales. Arbitrary adoption of formula of 40% of maximum of the merged scales for deciding the Grade Pay. Inadequate rate on annual increment & increment during promotion. Situation of senior promotes getting less pay than Junior direct recruits, is in violation of basic principle of Pay Band system.

i. Problem of stagnation in pay is eliminated, since pay bands are having long spans.

ii. If employees are stagnated at the maximum of any pay band for more than one year, continuously, he/she shall be placed in the immediate next higher pay band without change in the Grade Pay.

iii. Point to point fixation was facilitated by the pay band system, (with one increment in the revised pay cale for every three increments in the pre-revised scale)

• But the employees with more years of service were placed in a disadvantageous position.

iv. Quantum of increment increases exponentially, instead of fixed rate of increment attached to every pay scale

• But the difference became very large at higher levels – thus causing discrimination with those at middle & lower levels.

v. Grade Pay decides hierarchy / seniority of the post.

13.2. Main Draw backs of Pay Band and Grade Pay system introduced by 6th CPC

i. Increase between minimum basic pay of prerevised scale and minimum of every Revised Pay Band is not uniform. There is much greater increase in favour of PB-3 & PB-4.

ii. Arbitrary adoption of formula of 40% of maximum of the merged scales for deciding the Grade Pay – instead of progressive and proportionate rise of Grade Pay from one scale to the next.

iii. Disproportionate rise of pay after Sixth Pay commission – due to grant of disproportionate Higher Grade pays in higher scales (S-24 & above) as compared to S-4 to S-23 (Please see details in the following Table and also the table in next page)

iii. Disproportionate rise of pay after Sixth Pay commission – due to grant of disproportionate Higher Grade pays in higher scales (S-24 & above) as compared to S-4 to S-23 (Please see details in the following Table and also the table in next page)

Pay Band	Minimum of V CPC scale	Minimum of pay band	No. of times increase of Pay after 6th CPC
1	2	3	4 (Col. 3 / 2)
S-1	2550	4440	1.74
PB-1	2750	5200	1.89
PB-2	5000	9300	1.86
PB-3	8000	15600	1.95
PB-4	14300	37400	2.62
			Rise is 3 to 3.37 times at higher levels. (Please see Table at the end of this Chapter)

iv. Rate of annual increment (3% of basic pay) is inadequate.

v. Increment on promotion (difference in grade pay + one additional increment) is inadequate.

vi. Situation of senior promotes getting less pay than Junior direct recruits, is in violation of basic principle of Pay Band system. For example,

a. A JE with five years of service while getting regular promotion from Grade Pay Rs.4200 in PB-2 to Grade Pay Rs.4600 as SSE is fixed at a Basic pay of Rs. 16120 compared to the Direct recruit’s basic pay of Rs.17140.

b. A JE with five years of service while getting promotion (through LDCE) from Grade Pay Rs.4200 in PB-2 to Grade Pay Rs.4800 as AWM/AME/AE is fixed a Basic pay of Rs. 16120 compared to the Direct recruit’s basic pay of Rs.18150.

c. Pay on Promotion should be fixed at least at par with Entry Pay in the Revised Pay Structure for direct recruits.

Table for Para 13.2.iii

DISPROPORTIONATE RISE OF PAY AFTER SIXTH PAY COMMISSION
Pay Band	Pay + GP	V CPC minimum pay	Sixth CPC Scale			No. of times increase from V CPC to VI CPC
			Starting pay in Pay band	Grade Pay	Revised Basic pay
PB-1	5200-20200+1800	2750	5200	1800	7000	2.55
PB-1	5200-20200+1900	3050	5880	1900	7780	2.55
PB-1	5200-20200+2000	3200	6060	2000	8060	2.52
PB-1	5200-20200+2400	4000	7440	2400	9840	2.46
PB-1	5200-20200+2800	4500	8370	2800	11170	2.48
PB-2	9300-34800+4200	5000	9300	4200	13500	2.70
PB-2	9300-34800+4200	5500	10230	4200	14430	2.62
PB-2	9300-34800+4200	6500	12090	4200	16290	2.51
PB-2	9300-34800+4200	6500	12090	4200	16290	2.51
PB-2	9300-34800+4600	7450	13860	4600	18460	2.48
PB-2	9300-34800+4800	7500	13950	4800	18750	2.50
PB-2	9300-34800+5400	8000	14880	5400	20280	2.54
PB-3	15600-39100+5400	8000	15600	5400	21000	2.63
PB-3	15600-39100+5400	9000	16740	5400	22140	2.46
PB-3	15600-39100+5400	9000	16740	5400	22140	2.46
PB-3	15600-39100+6600	10325	19210	6600	25810	2.50
PB-3	15600-39100+6600	10000	18600	6600	25200	2.52
PB-3	15600-39100+6600	10650	19810	6600	26410	2.48
PB-3	15600-39100+7600	12000	22320	7600	29920	2.49
PB-3	15600-39100+7600	12750	23720	7600	29920	2.35
PB-3	15600-39100+7600	12000	22320	7600	29920	2.49
PB-4	37400-67000+8700	14300	37400	8700	46100	3.22
PB-4	37400-67000+8700	15100	39690	8700	48390	3.20
PB-4	37400-67000+8900	15400	39690	8900	48590	3.16
PB-4	37400-67000+8900	16400	39690	8900	48590	2.96
PB-4	37400-67000+10000	14300	37400	10000	47400	3.31
PB-4	37400-67000+10000	18400	44700	10000	54700	2.97
HAG	67000-79000	22400			67000	2.99
HAG+ Scale	775500-80000	22400			75500	3.37
HAG+ Scale	775500-80000	24050			75500	3.14
Apex	80000 (Fixed)	26000			80000	3.08
Cab. Sec.	90000 (Fixed)	30000			90000	3.00

Source: www.staffnews.in

[http://www.staffnews.in/2015/06/benefits-drawbacks-of-pay-band-and.html]

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7th Pay Commission: IPS, IRS want end to ‘IAS raj’ in secretary posts, seek pay hike

7th Pay Commission: IPS, IRS want end to ‘IAS raj’ in secretary posts, seek pay hike

IPS, IRS want end to ‘IAS raj’ in secretary posts, seek pay hike: The Times of India News by Pradeep Thakur

NEW DELHI: Officers of the police and revenue services have petitioned the 7th Pay Commission seeking scrapping of the Centre’s empanelment process for appointments to the posts of secretary, additional secretary and joint secretary.

The Indian Revenue Service (IRS) association has demanded scrapping of the empanelment process which is dominated by the IAS and sought higher pay. The IPS association has quoted statistics to demonstrate how other services have always been discriminated both in pay and positions compared to the ‘elite’ Indian Administrative Service (IAS).

About 75% of the joint secretaries, 85% of the additional secretaries and 90% of the secretaries are from IAS. The proportion of IAS dramatically increases from 10-12% at the level of directors to 75% at the JS level, a presentation from the IPS association says.

The 7th Pay Commission was constituted in February 2014 and is expected to give its report by October this year. Its recommendation will guide how the salary and various allowances of central staff will be revised besides improving their service condition.

“Strong entry barriers have been erected for other services, with 5-10 years gap in empanelment to prevent them from reaching JS level,” the IPS officers have pleaded before the pay commission, saying this is causing frustration among the forces that is leading country’s fight against terror and left-wing terrorism.

Out of 20 joint secretaries in the home ministry, only one is from the IPS and the department of internal security is not even headed by an IPS. “The system over a period of time created the ruling class who occupy JS and above posts and the working class which are compelled to remain at directors’ level and below,” the presentation says.

The IRS officers have asked the pay panel to consider giving them more pay over the IAS as they are “performing the most important sovereign function of revenue collection.” The two-year edge being enjoyed by the IAS should be reconsidered in the present context when they are no longer handling revenue collection for central government, the IRS presentation says.

The IRS officers have also questioned the two-year edge enjoyed by the Indian Foreign Service, seeking the pay panel to reconsider this “in the light of service conditions particularly whether any hardships are faced by them.”

A change in the composition of the civil services board, committee of secretaries and the special committee of secretaries has been sought with representation of members of other cadres.
“A rule should be made which prevents no two persons belonging to a single service to be appointed as members of these three bodies,” the IRS officers have demanded to bring in the required change in the central staffing scheme.

The IPS officers have claimed that the present system of batch-wise empanelment for senior posts is causing huge discrimination. Merit and right man for the right post is not the norm followed for selection, they said, demanding transparency in empanelment.

Read at: The Times of India

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7CPC: Bharat Pensioner’s Samaj presentation to 7th CPC

Bharat Pensioner’s Samaj presentation to 7th CPC

By

S.C. Maheshwari

Secretary General Bharat Pensioners Samaj

E-mail: bharatpensioner@gmail.com

Web Sites: www.bharatpensioner.org

Pensioners aspirations

Pensioners are asking for only what is provided in the constitution , service conditions & pronounced by the Apex Court

• Pension is not largesse but a right.
• Should be adequate to enable retd. employee to live with standard he was living.
• There Should be no discrimination on the basis of date of retirement.
• Gap between haves & have lots should go on reducing
• Healthcare is a fundamental right of   ex employee.

Pensionable employee were deprived of Govt. 8.33% PM of salary, matching contribution to PF & were paid low salaries designed to cater for Pension

(6th CPC study by Dr K . Gyithri)

Quantum of pension

Pension of Govt. employees need to be 65% of last drawn as per 5th CPC study (TECS ). Correspondingly Family Pension to be 45% of last drawn.Fitment benefit exactly same as for employees. BPS urge 7th pay comm. to recommend accordingly to do justice .

Emoluments for Pension

DA of Govt. employees is part of salary. It  compensate  fall in purchase value of salary. Should be taken into account for calculation of pension as it affects commutation & future DR

Parity in Pension

Pension of pre & post retired SC,HC judges, CAG, Cab. Secy.& Secy. is at par.  One rank one pension has been acceded to Defence forces retirees . Others too are citizens of this Country, then why disrimination.BPS Plead for 100% parity to all Pensioners

Full and modified parity will be meaningless unless the actual grades and grade pays implemented to serving employees on revision are taken into consideration.  For some categories especially at lower and middle levels, grades higher than those actually recommended by the Commissions were implemented for employees in service.  They were not extended for modified and full parity to those who retired prior to revision in the corresponding posts on the pretext that what were implemented were improved grades and grade pays.  This resulted in invidious discrimination against and grave injustice to past retirees.  The gap in pensions due to this ever widens not only with every subsequent revision but also whenever additional installment of DR and when  additional quantum based on advanced age are  granted.

Parity, full or modified, will be meaningful and confer real benefit on past retirees only when the actual grades and grade pays implemented for serving employees are taken for this purpose.  This injustice is happening only when a higher grade or grade pay is given to a certain category after revision.    We respectfully submit that certain sections of past pensioners are not able to get justice in the  matter of full/modified parity due to the above discriminatory treatment.  A Group-B officer, who retired in III CPC scale had been brought down one scale lower w.e.f., 1.1.96 and to Rs.4200/- GP w.e.f., 1.1.2006 whereas a IV CPC Group-B officer got Rs.4600/- GP  w.e.f., 1.1.2006 and a V CPC Group-B officer got Rs.4800/- GP in revision.  This injustice has occurred to many categories of pre-2006 retirees.  We appeal to the Commission to do full justice to all past retirees in the above regard by making suitable recommendations.

Pre-2006 pensioners were given 40% fitment benefit whereas serving employees were given grade pay.  This resulted in grave imbalance between pre and post 2006 pensioners.  In order to rectify this, notional fixation has to be extended w.e.f., 1.1.2006 to pre 2006 pensioners taking 50% of corresponding grade pay into account so that they will be brought on a common platform with post 2006 pensioners and they will all get equal justice in the next revision as per VII CPC.  We urge the Commission to recommend same fitment benefit to employees as well as pensioners to avoid imbalance between past and future pensioners and also same multiplication factor for revision to one and all to ensure equal treatment.

No cut off dates

Revision of Pension by Pay comm. is to neutralize inflationary effect . Inflation affects all equally with- out cut off date. Then why cut off dates for implementation of Pay comm. recommendations?

7th CPC recommendations should apply to all pensioners without cut-off dates .All new benefits to apply to present pensioners. Pension of all should rise by equal % to ensure equality.

Minimum-Maximum Ratio

Ratio mini- max. emoluments i.e. Basic + DA+IR was down to 1:8 on 1.7.96 prior to Vth CPC implementation. 7CPC must bring it back to that level.

Gulf between highest & lowest paid

Huge gulf between lowest & highest pension need to be narrowed, should not be more than 1:8.Revise pay/pension of top person first, divide it by 8 to calculate minimum.

Any attempt to increase highest & lowest paid ratio in Govt jobs will be disastrous and against the preamble to constitution.

Additional old age pension

100 yrs of age for a pensioner is illusionary BPS requests the Hon’ble comm. to review existing dispensation & to recommend 10%upward increase in pension every 5 yrs   from 65yrs to 75yrs , 20% every 5yrs from 75- 85yrs & finally increasing pension to 100% at 90 yrs of age. As in the present scenario old age disabilities/diseases set-in right from 60 yrs of age & go on manifesting v. fast needing additional medical & caregiver expenditure.

Pension to be net of Income Tax

Purchase value of pension gets reduced day by day due to steep rise in food, medical & transport cost. Net worth of a pensioner gets considerably reduced at year end compared to the beginning of the year. To enable a pensioner in the evening of life to live with minimum comfort, BPS appeals that Pension may be exempted from Income tax.

DR Merger

BPS requests the pay comm. to recommend merger of Dearness allowance with basic pension whenever it goes 50% or beyond.

Due to inherent flaws in the method of inflation index calculation which is  based on WPI. DR  is never sufficient to afford 100% neutralization. Whenever DR rise to 50% & above, it results in considerable erosion of financial position of Pensioners.

Ex- servicemen status

Defence civilian are paid from defence budget. Are accorded Rank equivalency. BPS urge pay comm. To recommend  ex- servicemen status to retd. Defence civilians.

BSNL pensioners

BSNL pensioners are governed by Rule 137A of CCS (Pension) Rules 1972. BPS pleads that they be treated  at par with C .G. Pensioners for pension fixation.

Family pensioners other than spouse

Family pension is restricted to daughters who become divorcee or widow during the life time of  Parents. Social Structure always force a widow or divorced lady to return to parental home. In the absence of parents illiterate ladies have to feed themselves & children by doing menial jobs & living as destitutes. Removal of present restriction will help these ladies to lead honorable life. BPS appeals to hon’ble  comm. to consider the issue on humanitarian grounds & to recommend removal of this restriction .

New Pension Scheme

TO ensure social security. Amend it to guarantee minimum 50% of last drawn as pension & Family pension as per exiting pre 2004 scheme

Restoration of commuted value

Commutation is an advance sanctioned to pensioner at  specific  conditions & rate of intt.  at the time of retirement which is recoverable from  pension in regular monthly installments. Thus the recovery must stop the day total amount with interest is recovered.BPS requests that Commuted value of Pension be restored after 10yrs.

Restoration of commutation to PSU absorbees

Presently in case of pensioners other than PSU absorbees pensioners, recovery of commuted value of pension lasts 15 yrs, where as in case of PSU absorbees this recovery continues till survival which is discriminatory. In their case also fullpension should be restored, the day sanctioned amount with interest is fully recovered.

Injustice to those born onIst jan & on Ist  july

Modified FR56(a) requires every one whose date of birth is the first of month to retire from service on the afternoon of last day of preceding month on attaining superannuation age. As a result, those born on Ist of Jan loose  pay & pensionrevision benefits due to pay comm. recommendations and those born on Ist july loose benefit of one increment. They are deprived of equality of status. Hon’ble pay comm. is requested to set right the discrepancy.

Gratuity

We suggest that the gratuity may be calculated on the basis of 26 effective days as against 30 days in a month.

 The ceiling of 16.5 times should also be removed.

Health care

Healthcare is not a luxury to be in  possession of privileged few. All Govt. pensioners must be issued smart cards for cashless treatment in emergencies in any empanelled/NABH accredited hospital in the country. BPS requests the Honourable commission to recommend accordingly .

Quality healthcare

To ensure quality healthcare to pensioners . Periodically upgrade CGHS rates, to keep these compatible to market rates. Exercise rate & quality control on Govt. empanelled  hospitals.

Hospital Regulatory authority

Constitute hospital regulatory authority to monitor quality & rates of empanelled & NABH /NABL  accredited hospitals / Labs to ensure quality healthcare at affordable rates.

Fixed Medical allowance

As is recorded in Para 5 of the minutes of Committee of Secretaries (COS) held on 15.04.2010. OPD cost per CGHS card holder was Rs1369/ PM in 2007-8. With inflation, it is well over Rs 2500/PM now.EPFO baneficiaries already getting RS 2000/PM FMA wef June.013. Hon’ble comm. is requested to recomend Rs 2500/FMA w/o distance restriction, net of Income Tax and  allowing DR on it.

Grievance redressal

There should be an effective redressal mechanism with a strict Time line & punitive clause for violation of time line. Any court judgement involving a common policy matter of Pay/Pension should be extended automatically to similarly placed employees/Pensioners without driving every affected person  to court of Law.

BPS, therefore, appeal to Hon’ble Comm. to recommend accordingly.

Immediate relief

Pending submission of commission’s report & implementation of its recommendations . As an immediate measure to partially  mitigate sufferings of pensioners, BPS appeal to the Hon’ble comm. to immediately recommend merger of 50% DR with basic pension & an interim relief of 20% of existing pension.

General

• Federations of C.G. Pensioners’ associations be    granted recognition by Government.
• Pensioners’ representatives should be included in various Committees & Forums wherein issues relating to pensioners’ are discussed & decided.
• SCOVA may be upgraded to JCM level.
• Scope of Pension Adalats be widened to include Genl.Grievances& Pensioners associations may be permitted to present pensioners cases in Pension Adalats.

THANK YOU

Source: http://scm-bps.blogspot.in/2015/02/bps-to-7th-cpc-presentation.html

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MHA for pay on par with Army for paramilitary forces

7CPC: MHA for pay on par with Army for paramilitary forces

 In a move that will benefit over nine lakh paramilitary personnel, the Ministry of Home Affairs (MHA) has proposed to the Seventh Pay Commission a “special pay” on par with the Army and has also batted for a better leave structure for the personnel who are deployed for counter-insurgency operations across the country. If MHA’s proposal to give extra allowance to the Central Armed Police Force (CAPF) personnel is accepted, a constable will be richer by at least Rs 48,000 per annum.

The Seventh pay Commission was constituted by the UPA government in February 2014, just before they went out of power. The MHA has also proposed creation of the post of a “head constable” in every section (roughly comprising 11 personnel) for better promotion opportunity.

“A standard company of any paramilitary generally consists of 100 personnel, which has nine sections. Presently there are only two head constables (HC) per section and if the MHA’s proposal is accepted, one more post of HC will be added,” said a senior official.

 

The Seventh Pay Commission will revise the salaries of over 50 lakh central government employees and remuneration of 30 lakh pensioners. The Sixth Pay Commission that was set up in 2006 cost the exchequer an additional Rs 26,035 crore.

 

A large number of paramilitary forces officers have quit in the last five years due to stagnation and tough working conditions. Around 9,000 personnel quit BSF, CRPF, ITBP, CISF and SSB due to unfavourable working conditions.

 

“While in the Army an officer is entitled to 20 casual leaves and jawans are entitled for 30 casual leaves, in the CAPF all the personnel are entitled to 15 days casual leave. The MHA has proposed to increase this too,” the official said.

“It has been a longstanding demand of CAPF to provide them parity with the Army as the nature of their duties have changed over the years. They are deployed in areas affected by Maoists, which have tough living conditions and are also prone to high risk,” the official said.

 

Source: Indian Express

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All India Naval Technical Supervisory Staff Association meeting with 7th CPC and presentation i.r.o. technical Supervisory Cadre

All India Naval Technical Supervisory Staff Association meeting with 7th CPC and presentation i.r.o. technical Supervisory Cadre
The All India Naval Technical Supervisory Staff Association had an interaction with the complete team of 7th Central Pay Commission under Chairmanship of Justice Shri. Ashok Kumar Mathur at Naval Dockyard Mumbai on 08th Nov 2014. They handed over a memorandum to the 7th CPC and a presentation (scroll below) was organized in respect of the technical supervisory cadre.
Following office bearers were present during the detail interaction:
1. Shri. BB Mohanty   – President
2. Shri. AL Mhatre    – General Secretary
3. Shri. KM Nair      – Vice President
4. Shri. AS Raza      – Secretary
5. Shri. RK Pandey    – Treasurer
6. Shri. Navin Kumar  – Org. Secretary
7. Shri. T  Vargese   – Jt. Secretary
8. Shri. RG Pandey    – Jt. Secretary
9. Shri. Tarun Sarkar – Jt. Secretary
10.Shri. T Singh      – Jt. Secretary
11.Shri. JR Johnson   – Jt. Secretary

Regards,
Avinash Mhatre,
General Secretary
AINTSSA

Presentation to Seventh Central Pay Commission
By
All India Naval Technical Supervisory Staff Association

PAY  DETERMINATION

• Reasonable ratio between maximum and minimum salary shall be 8: 1.
• Proposed common and uniform multiple factor for revision of pay in respect of existing pay is 3.96 (as per % rise of NNP on constant prices).
• Determination of minimum salary based on inflation (50% DA shall be treated as DP).
• Rate of increment in each grade may please be granted @ 5% per annum.
• Reduction of nos. of grade pays of Rs. 4800 & Rs. 5400/- in PB-2 need to merged and upgraded to GP Rs. 5400/- in PB-3 as doctrine of equal pay for equal work.

CONSISTENT ANAMOLY :  DISTURBANCE  OF VERTICLE RELATIVITY BETWEEN CHARGEMAN AND MASTER CRAFTSMAN 

Pay Commission	Pay Scales	Brief on improvements given in violation of vertical relativity & Pay Commission recommendations
Fourth CPC	Sr. Chargeman Rs.1400-2300 Master Craftsman, Rs. 1400-2300 HSK-I, Rs. 1320-1560	Identical Pay scales of Sr. Chargeman, and MCM resulted in hierarchal confusion and attracted many court cases.
Fifth CPC	Chargeman-II Rs. 5000-8000 Only three grades Master Craftsman, Rs.4500-7000 HSK Rs. Rs.4000-6000 Skilled , Rs.3050-4590	Concept of four grades (Skilled, HSK Gr-II, HSK Gr-I and MCM) restored with MCM placed in the scale of Rs.5000-8000 equal to the Chargeman-II who supervises MCM.
2005	The post of MCM has been made as regular by Govt. Of India and accordingly benefit of pay fixation has been permitted, and stated that the work of Master Craftsman in grade Rs.5000-8000 will be supervised by Chargeman-II scale Rs.5000-8000.
Sixth CPC	Chargeman Grade Pay Rs.4200, PB-2, Only three grades Skilled (GP Rs.1900), Highly Skilled (GP Rs.2400) and MCM (GP Rs.2800) were recommended in PB-1, maintaining the hierarchal order and the principle of higher post given the higher Grade Pay Para 3.8.27 of SCPC report.	Concept of four grades (Skilled , HSK Gr-II, HSK Gr-I and MCM) restored with Sr. Technician placed in the GP of Rs.4200.
	Sixth Pay Commission recommendation vide para 2.2.11 “Grade pay being progressively higher for successive higher posts, the employees on promotion will get monetary benefit on promotion in the form of the increased grade pay apart from the benefit of one additional increment” got violated.

MACP  Scheme

• The scheme shall be unique effect between Defence service and civilian personnel, since there was a disparity earlier, service personnel are getting MACP scheme after 8, 16, 24 years whereas civilian are  getting  after  10, 20 & 30 years.
• Proposed for five MACPs (after 6, 12, 18, 24 & 30 years).
• Grant of MACP scheme on Promotional hierarchy.
• Shift-over from one pay band (PB-2 to PB-3) to the next one on effect of MACPs.
• Uniform MACP scheme for all central government departments including defence services.

INTRODUCTION OF  TIME  BOUND PROMOTIONS

Existing hierarchy of posts	Existing Grade Pay	Proposed hierarchy of posts after proposed cadre restructuring	Proposed revised Grade Pay after proposed cadre restructuring	Provision of time bound promotion instead of MACPS which shall compensate the losses due to MACPS
Chargeman	Rs.4200 (PB-2)	Junior Engineer	4800, PB-2	Entry grade For entry level post of JE (GP-4600)
Foreman	Rs.4600 (PB-2)	Assistant Engineer	5400, PB-3	1st Functional / non functional promotion to GP-5400 (PB-3) after completion of 6 years in GP-4800
Proposed Merger of Technical Assistant and Junior Technical Officer	Rs.4800 (PB-2) And Rs.5400 (PB-3)	Executive Engineer	6600, PB-3	2nd Functional / non functional promotion to GP-6600 (PB-3) after completion of 4 years in GP-5400
Technical Officer	Rs. 6600 (PB-3)	Superintendent Engineer	7600, PB-3	3rd Functional / non functional promotion to GP-7600 (PB-3) after completion of 4 years in GP-6600
Senior Technical Officer	Rs. 7600 (PB-3)	Chief Engineer	8700, PB-4	4th Functional / non functional promotion to GP-8700 (PB-4) after completion of 4 years in GP-7600, PB-3
Chief Technical Officer	Rs. 8700 (PB-3)	Principal Engineer	8900, PB-4	5th Functional / non functional promotion to GP-8900 (PB-4) after completion of 4 years in GP-8700 (PB-4)

CONDITIONS  OF  SERVICE

• Hours  of  work  for  Non-Industrial Cadre = 40 hours.
• Grant of Restricted Holidays to Technical Supervisors of Indian Navy.
• Five days week for industrial establishments of Navy.
• Leave facilities – Maximum accumulation of leaves.
• Medical Facilities – Introduction of Assured healthcare  services to the technical supervisors working in Naval Units at remote and underdeveloped areas like Karwar, Azhimala etc.

More news on :  karnmk.blogspot.in

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Memorandum to 7th CPC: All India Customs Ministerial Employees Federation

Memorandum to 7th CPC: All India Customs Ministerial Employees Federation

 ALL INDIA CUSTOMS MINISTERIAL EMPLOYEES’ FEDERATION

HEAD QUARTER: 15/1, STRAND ROAD, CUSTOM HOUSE, KOLKATA – 700 001

Tele Fax: (33) 2230 5530, E-mail ID : aicmef@yahoo.co.ln

 

Affiliated to: Confederation of Central Government Employees &’Workers, New Delhi

UNIT OFFICES: MUMBAI : KOLKATA: CHENNAI : VIZAG : COCHIN

Recognised by Government of India F.No.B12017/4/2004AD.IV.A under CCS(RSA)Rules,1993

 

S. Kaliamurthy
PRESIDENT,CHENNAI
09848234942

SAUGATA CHAKRABORTY

GENERAL SECRETARY,KOLKATA

09433402024

————————————————————————————————–

Ref. No

Date:

The Secretary, Seventh Central Pay Commission, Post Box No. 4599, Hauz Khas P.O, New Delhi 110 016 E-mail:- secy-7cpc@nic.in

Sub: – Submission of Memorandum on issues of the All India Customs Ministerial Employees’ Federation under Central Board of Excise & Customs-reg.

Respected Sir/Madam,

I am submitting herewith the Memorandum on issues of the Customs Ministerial Staffs, Chemical Staffs(Group-‘C’) and Marine Staffs working in the field formation of the Central Board of Excise & Customs, North Block, New Delhi-110 001.

I on behalf of my Federation would like to request before your goodself to allow this Federation to submit an oral deposition with documents before 7th CPC for redressal and we would also like to request you to give us opportunity for supplementary submission, if any, for your kind consideration.
Thanking you.

Yours faithfully,

 Sd/-

 [SAUGATA CHAKRABORTY]

 Secretary General

MEMORANDUM  TO THE  SEVENTH PAY COMMISSION

Submitted by

ALL INDIA CUSTOMS MINISTERIAL EMPLOYEES FEDERATION

H.Q-15/1,Strand Road, Custom House,Kolkata-700001.

Email: aicmef[at]yahoo.co.in

Ph.- (0)9433402024,033 22305530

 

PREAMBLE:

 

This Federation i.e. All India Customs Ministerial Employees Federation (AICMEF) is the largest Ministerial Federation recognized by the Central Board of Excise and Customs(CBEC) after satisfying the Membership over 35% of working strength of the Ministerial Staff as laid down in the CCS(RSA)Rules,1993. It is known to all that CBEC is functioning under Department of Revenue whereas another wing is existing in the name of Central Board of Direct Taxes (CBDT). This CBDT & CBEC is the major Revenue earning organization of Govt. of India. This Federation, AICMEF have their members all over India in the ‘Customs’ domain.
Ministerial Staff in the Customs Field formations are participating directly in the process of Revenue earning and is engaged in different technical departments such as Import Noting, Appraising, Export, Preventive etc. and is also playing a pivotal role in doing the housing keeping job.

PROFILE OF MINSTERIAL CADRE UNDER CBEC:

Other than Group ‘A’ cadres there are mainly two types of cadres (1) Executive cadres such as Appraiser (Group ‘B’ Gazetted), Superintendent of Customs (Preventive)(Group ‘B’ Gazetted), Inspector (Preventive Officer & Examiner) and (2) Ministerial cadres. Ministerial cadres at present consists of Chief Accounts Officer (Group ‘A’), Administrative Officer (Group ‘B’ Gazetted). DY. Office Superintendent (Group ‘B’ non-gazetted), Sr. Tax Assistant (Group ‘B’non-gazetted), Tax Assistant(Group ‘C’) and Lower Division Clerk (Group ‘C’).

Name of the post	5th CPC	6th CPC
Chief Accounts Officer	8000/–275-13500/-	PB-3 with G.P.5400/-
Administrative Officer	6500/–200-10500/-	PB-2 with G.P 4600/-
Dy. Office Superintendent	5500/–175-9000/-	PB-2 with G.P 4200/-
Sr. Tax Assistant	5000/–150-8000/-	PB-2 with G.P 4200/-
Tax Assistant	4000/–100-6000/-	PB-1 with G.P 2400/-
Lower Division Clerk	3050/–75-4590/-	PB-1 with G.P 1900/-

Distinctive function of Ministerial Cadre:
It is evident from the designation that these Ministerial Cadres are directly involved with the Revenue collection procedure which is unique to this Ministerial cadres because the Ministerial cadres in other department are involved with the house keeping job only. It is not out of context to mention here that the Staff Selection Commission takes a separate examination to appoint Tax Assistant in the Revenue Department i.e. in the CBEC & CBDT.

Read full memorandum click here

Source: Confederation

#Memorandum to 7th cpc, #CBEC, #Ministerial Staff, #Seventh Pay Commission, #Confederation News, #7CPC, #7th CPC Grade Pay, #AICMEF, #CBDT, #EMPLOYEES FEDERATION, #6th CPC, #Employees News

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All Indi Customs Ministerial Employees Federation: Memorandum to 7th CPC

All Indi Customs Ministerial Employees Federation: Memorandum to 7th CPC

 ALL INDIA CUSTOMS MINISTERIAL EMPLOYEES' FEDERATION

HEAD QUARTER: 15/1, STRAND ROAD, CUSTOM HOUSE, KOLKATA - 700 001

Tele Fax: (33) 2230 5530, E-mail ID : aicmef@yahoo.co.ln

Affiliated to: Confederation of Central Government Employees &'Workers, New Delhi

UNIT OFFICES: MUMBAI : KOLKATA: CHENNAI : VIZAG : COCHIN

Recognised by Government of India F.No.B12017/4/2004AD.IV.A under CCS(RSA)Rules,1993

S. Kaliamurthy
PRESIDENT,CHENNAI
09848234942    

SAUGATA CHAKRABORTY

GENERAL SECRETARY,KOLKATA

09433402024

-------------------------------------------------------------------------------------------------------------

Ref. No
   

Date:

The Secretary, Seventh Central Pay Commission,
Post Box No. 4599, Hauz Khas P.O,
New Delhi 110 016
E-mail:- secy-7cpc@nic.in

Sub: - Submission of Memorandum on issues of the All India Customs Ministerial Employees’ Federation under Central Board of Excise & Customs-reg.

Respected Sir/Madam,

 I am submitting herewith the Memorandum on issues of the Customs Ministerial Staffs, Chemical Staffs(Group-‘C’) and Marine Staffs working in the field formation of the Central Board of Excise & Customs, North Block, New Delhi-110 001.

 I on behalf of my Federation would like to request before your goodself to allow this Federation to submit an oral deposition with documents before 7th CPC for redressal and we would also like to request you to give us opportunity for supplementary submission, if any, for your kind consideration.

Thanking you.

Yours faithfully,

 Sd/-

 [SAUGATA CHAKRABORTY]

 Secretary General

MEMORANDUM  TO THE  SEVENTH PAY COMMISSION

Submitted by

ALL INDIA CUSTOMS MINISTERIAL EMPLOYEES FEDERATION

H.Q-15/1,Strand Road, Custom House,Kolkata-700001.

Email: aicmef[at]yahoo.co.in

Ph.- (0)9433402024,033 22305530

PREAMBLE:

This Federation i.e. All India Customs Ministerial Employees Federation(AICMEF) is the largest Ministerial Federation recognized by the Central Board of Excise and Customs(CBEC) after satisfying the Membership over 35% of working strength of the Ministerial Staff as laid down in the CCS(RSA)Rules,1993. It is known to all that CBEC is functioning under Department of Revenue whereas another wing is existing in the name of Central Board of Direct Taxes (CBDT). This CBDT & CBEC is the major Revenue earning organization of Govt. of India. This Federation, AICMEF have their members all over India in the ‘Customs’ domain.

Ministerial Staff in the Customs Field formations are participating directly in the process of Revenue earning and is engaged in different technical departments such as Import Noting, Appraising, Export, Preventive etc. and is also playing a pivotal role in doing the housing keeping job.

PROFILE OF MINSTERIAL CADRE UNDER CBEC:

Other than Group ‘A’ cadres there are mainly two types of cadres (1) Executive cadres such as Appraiser (Group ‘B’ Gazetted), Superintendent of Customs (Preventive)(Group ‘B’ Gazetted), Inspector (Preventive Officer & Examiner) and (2) Ministerial cadres. Ministerial cadres at present consists of Chief Accounts Officer (Group ‘A’), Administrative Officer (Group ‘B’ Gazetted). DY. Office Superintendent (Group ‘B’ non-gazetted), Sr. Tax Assistant (Group ‘B’non-gazetted), Tax Assistant(Group ‘C’) and Lower Division Clerk (Group ‘C’).

Name of the post	5th CPC	6th CPC
Chief Accounts Officer	8000/--275-13500/-	PB-3 with G.P.5400/-
Administrative Officer	6500/--200-10500/-	PB-2 with G.P 4600/-
Dy. Office Superintendent	5500/--175-9000/-	PB-2 with G.P 4200/-
Sr. Tax Assistant	5000/--150-8000/-	PB-2 with G.P 4200/-
Tax Assistant	4000/--100-6000/-	PB-1 with G.P 2400/-
Lower Division Clerk	3050/--75-4590/-	PB-1 with G.P 1900/-

Distinctive function of Ministerial Cadre:

It is evident from the designation that these Ministerial Cadres are directly involved with the Revenue collection procedure which is unique to this Ministerial cadres because the Ministerial cadres in other department are involved with the house keeping job only. It is not out of context to mention here that the Staff Selection Commission takes a separate examination to appoint Tax Assistant in the Revenue Department i.e. in the CBEC & CBDT.

Read full memorandum click here
Source: Confederation

#Memorandum to 7th cpc, #CBEC, #Ministerial Staff, #Seventh Pay Commission, #Confederation News, #7CPC, #7th CPC Grade Pay, #AICMEF, #CBDT, #EMPLOYEES FEDERATION, #6th CPC, #Employees News #Indian Government News

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MEMORANDUM SUBMITTED TO THE SEVENTH CENTRAL PAY COMMISSION BY THE NON-GAZETTED GOVERNMENT OFFICERS’ ASSOCIATION, ANDAMAN AND NICOBAR ISLANDS

MEMORANDUM SUBMITTED TO THE SEVENTH CENTRAL PAY COMMISSION BY THE NON-GAZETTED GOVERNMENT OFFICERS’ ASSOCIATION, ANDAMAN AND NICOBAR ISLANDS

GENERAL

1. 1 RESTORATION OF ANDAMAN SPECIAL ALLOWANCE AT PREVIOUS RATES AND ENHANCEMENT OF COMPENSATORY ALLOWANCE

Consequent on the implementation of the 4th Central Pay Commission recommendations, the hard earned Andaman Special Allowance/Pay has been arbitrarily withdrawn along with Compensatory Allowance and in its place Special Compensatory Allowance has been introduced on slab basis which has resulted in great financial loss to the government employees and workers working in the islands.

 The Andaman Special Pay was granted for the first time in 1945 at the rate of 33 1/3 % of basic pay to all employees of Andaman and Nicobar Administration, irrespective of their area of recruitment. This special Pay was paid for the unhealthiness of this place under FR 9(25) (c). Although the Ministry of Home Affairs vide their letter No. 4-22/49-AN DATED 22.1.1951 dis-continued this, subsequently the same was sanctioned to one and all irrespective of their area of recruitment and domicile, changing the nomenclature as Special Allowance.


In addition to Special Pay/Allowance, a Compensatory Allowance at the rate of 7 1⁄2 % was sanctioned in the year 1962 which was subsequently enhanced to 12 1⁄2 % from October, 1973, as a result of additional high cost of living in these islands.

The 4th, 5th and 6th Central Pay Commissions, in the name of bringing uniformity in the grant of Allowance, recommended a slab rate of Special Compensatory Allowance, in lieu of Andaman Special Allowance and Compensatory Allowance, which was most unjustifiable. There is no justification, whatsoever, to discontinue with the Special Allowance at the rate ranging from 20% to 30% and Compensatory Allowance at 12 1⁄2 % already enjoyed by the government employees of these islands which were granted after protracted truggles. Grant of Special Compensatory Allowance, on slab basis, can in no way compensate the hard-earned Andaman Special Allowance and Compensatory Allowance aforesaid. On the one hand the Special Allowance and Compensatory Allowance have been clubbed together and on the other, the allowances granted earlier on percentage basis on basic pay have been changed to slab system which amounts to perpetual loss to the employees and is a sheer injustice.

The Seventh Central Pay Commission may kindly like to recommend restoration of Andaman Special Allowance and Compensatory Allowance at the rates as existed prior to 1.1.1986 for the government employees working in Andaman and Nicobar Islands.

1.2 GRANT OF HOUSE RENT ALLOWANCE AT PAR WITH Y CLASS CITY THROUGHOUT THE ISLANDS.

The entire union territory of Andaman and Nicobar Islands are treated as Y class city for the purpose of daily allowance to government servants who undertake official tours to various islands. This was sanctioned by the Govt.of India due to high cost of living prevalent in this territory. Recently, the Government of India has announced that Port Blair city will be treated as Y Class city for the purpose of HRA.

Further, there is a recommendation of the Fifth Central Pay Commission that cities/towns which are tourist centers may be declared as high class cities irrespective of population, in view of high cost of living in tourist centers. The entire Union Territory of Andaman and Nicobar Islands is a tourist center, as such the entire union territory has to be treated as Y Class city. The Association demands that the Seventh Central Pay Commission may consider it and the entire union territory of Andaman and Nicobar Islands may be treated as Y Class city for the purpose of grant of House Rent Allowance considering the exorbitant rent for private residential accommodation prevailing in the entire union territory of A & N Islands.

Click here to Download/View full memorandum by NON-GAZETTED GOVERNMENT OFFICERS’ ASSOCIATION, ANDAMAN AND NICOBAR ISLANDS

#Memorandum to 7th cpc, #Seventh Pay Commission, #7th CPC, #7th CPC News, #SEVENTH CENTRAL PAY COMMISSION, #ANDAMAN SPECIAL ALLOWANCE, #COMPENSATORY ALLOWANCE

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BPS supplementary memorandum to 7th CPC-With 100% rise in DA/DR the ratio between minimum maximum pension has reached 1: 25.7

BPS supplementary memorandum to 7th CPC-With 100% rise in DA/DR the ratio between minimum maximum pension has reached 1: 25.7
No. SG/BPS/Supli. memo/7CPC/2

Dated : 30. 07.2014

Supplementary Memorandum to 7th CPC

Discrimination  & Disparities caused by 6th CPC

(With 100% rise in DA/DR  the ratio between minimum maximum pension has reached  1: 25.7)

1. Widening of disparity in income & wealth due to Minimum Maximum Salary Ratio raised to 1:12: The minimum maximum salary ratio which had come down to 1:8 in 1996(Para 2.2.16 sixth CPC report)  which in conformity with  preamble to Constitution  should have further gone down, but was increased to 1:12 by the sixth CPC, overlooking the spirit of Indian constitutions. As pension is directly proportionate to Salary widening of minimum maximum salary ratio created vast disparity in income & wealth of highest & lowest paid . Minimum guaranteed Pension is 50% of the revised basic salary. As is clear from Para 2.1.12 to 2.1.15 of 6th CPC recommendations, while drawing comparison of Group A civil service officers’ pay packages  with that of  Public & private Sectors, VI th CPC did not accounted for service security , powers enjoyed & the latent benefits. This resulted in recommendation of disproportionate package at highest level, raising   minimum maximum salary ratio to 1:12. Consequestly with 100% rise in DA/DR  the ratio between minimum maximum pension has reached  1: 25.7causing Vast disparity in income & wealth of lowest & highest paid in civil services (Minimum salary Rs 7000 & Max. Rs 90000 of cab. Secy . Lowest Pension with DR =Rs 7000 & highest Pension with DR Rs 180000/)
and causing Vast disparity in income & wealth of lowest & highest paid in civil services (Minimum salary Rs 7000 & Max. Rs 90000 of cab. Secy) .  Pensioners at lower levels especially those corresponding to S4 to S23 pre-revised 5th CPC Scales have been  discriminated against & are the worst hit. We appeal to the commission to bring back minimum maximum Salary ratio to 1996 level i.e. 1: 8

 2. Discrimination in Parity between past and present Pensioners & within pre 2006 group of Pensioners:
In India there already exist complete parity in pension for judges of Supreme Court, High Courts, Comptroller and audit General of India(Para 137.11 of 5th CPC report) , Cab Secy & Appex Scale of 80000/. Complete  parity  has also been conceded for defence forces through OROP and to great extent  to  Scales 24 to 32 (pre-revised Vth CPC Scales) i.e. PB 4, HAG & HAG + who  are now nearer  full parity  through  varied multiplication factor  adopted by 6th CPC  & minimum guaranteed pension formula. As their revised Basic pay in pay Band 4,HAG & HAG+ revised Scales of 6th CPC is much higher (2.44 to 3.37 times) than the pre revised maximum  Basic Salary. Varied multiplication factor has also created inequality within pre2006 Pensioners group. Definitely remaining Pensioners too belong to the same category of citizens & cannot be discriminated against.

The V CPC  had observed in para 137.13 of their report that “while it is desirable to grant complete parity to all past pensioners irrespective of date of retirement, this may not be feasible straightaway as the financial implications would be considerable.  The process of bridging the gap in pensions of past and present pensioners has already been set in motion by the IV CPC. This process of attainment of reasonable parity needs to be continued so as to achieve complete parity over a period of time”.  The recommendation made in para 137.14 of their report had been accepted and implemented by the government.  While the process had to be continued further, this was not continued on the plea that VI CPC did not recommend the same (though 6th CPC did not recommend separate Scales for S,31 & 32 &33 but were given) VIth CPC going against the spirit of constitution & accepted norms of 5th CPC instead of bridging the widening gap, increased it by adopting a varying multiplication factor from 1.86 at lower levels i.e S7to S23(pre-revised 5th CPC scale) to 3.37 (S 31/HAG+Scale) at the higher level as brought out in the attached table . This resulted in denial of equal treatment within the homogenous group of  pre-1.1.2006 pensioners which  needs to be rectified retrospectively, ensuring equal rise in pension to all, through common multiplication factor.We appeal to the commission to recommend full parity to all past pensioners.  The country is on the path of registering phenomenal progress, with economy is looking up & fiscal deficit set to reduce to 3.6 by the time commissions report is expected to be out. Govt. is considering pegging-up pension of former MPs by 75%. OROP for defence, improvement in EPS 95 beneficiaries has been conceded, Parity in pension for Supreme Court, High Court Judges , CAG, Cab Secy. & apex Scale(S 33pre-revised scale) exist. Pensioners corresponding to PB4 (S24 to S29), HAG (S 30) & HAG+ (S31-32) Scales are very close to parity. Thus Pensioners corresponding to other pre revised scales & Pay Bands should not be discriminated against.

3. Anomaly  in assigning Grade pay: 
6th CPC vide their  Para 11.4 recommended: All the employees belonging to Groups ‘A’, ‘B’ , ‘C’ & ‘D’to be placed in distinct running pay bands {means one pay band each for Group C, B & 2 BP for group   ‘A’ (Para 2.2.8 of 6th CPC report). Group D stands merged with Group C } Every post, barring that of Secretary/equivalent and Cabinet Secretary/equivalent to have a distinct grade pay attached to it. Grade pay (being a fixed amount attached to each post in the hierarchy) to determine the status of a post with (apart from the two apex scales of Secretary/equivalent and Cabinet Secretary/equivalent that do not carry any grade pay) a senior post being given higher grade pay.  Its very clear from the above that Grade Pay is indicative of the status of the post as such it needs to be assigned according to the post from which the pensioner retired & not according to the scale from which he/she retired. But In implementation of modified parity injustice has been done to several sections of pre 2006 pensioners who retired from the posts held during IV CPC and V CPC period.  This happened mainly due to denial of modified parity as per corresponding Grade Pay of the post.  This has resulted in those who retired from the same posts & same length of service prior to revision falling behind their counterparts who retired from service after revision.  Some categories of staff suffered downgrading.  To illustrate the point, it is submitted that a Group ‘B’ Gazetted officer who retired in IV CPC scale on or before 31.12.95  has been  equated to a non-gazetted senior supervisor .  With grade pay of Rs.4200 w.e.f., 1.1.2006 indicating his status as Group C non- Gazetted . This puts a question mark on the very concept of GP & need rectification retrospectively. We suggest that modified  parity  may be implemented as per the post from which the pensioner retired.

Same fitment formula for absorbed BSNL pensioners

BSNL (Bharat Sanchar Nigam Limited) was carved out of DoT and the employees working in Department of Telecom were enmasse transferred to BSNL on optional basis.  Before formation of BSNL, there were several rounds of discussion with unions.  It was agreed to extend the retirement benefits on combined service in accordance with CCS Pension Rules 1972.  The Government of India agreed to pay pension/family pension from ‘Consolidated fund’.  Accordingly Rule 37-A was incorporated in CCS Pension Rules 1972 which was published in Government Gazette on 30/9/2000.

The employees of DoT were absorbed in BSNL in the year 2002 but with retrospective effect from 1/10/2000.  Their pay scales were also revised from CDA pattern to IDA pattern retrospectively from 1/10/2000 with industrial dearness allowance.  The employees who retired from BSNL after 1/10/2000 have rendered their maximum service in Department of Telecom.  Most of them have served in DoT for more than 30 years.  Most of the 6th CPC recommendations like Gratuity, Enhanced Pension, Age-related additional pension, Minimum/Maximum pension etc. were made applicable for those BSNL retirees.  The Government of India is honouring its commitment of paying pension from the Consolidated fund.  Infact those who retired from BSNL after 1/10/2000 are actually BSNL retirees but Government Pensioners.

Their pension was calculated on the basis of last 10 months average emoluments for those who retired prior to 1/1/2006 and 50% of last pay drawn or last 10 months average whichever is beneficial for those who retired after 1/1/2006 as per 6th CPC recommendations and they are getting industrial dearness allowance every three months.  Their pension was revised w.e.f. 1/1/2007 on the basis of pay revision effected from 1/1/2007 for serving employees in BSNL.  The pay revision from 1/1/2007 for BSNL employees was implemented on the basis of recommendations of Second Pay Revision Committee for Public Sector Employees headed by Justice Jagannath Rao.  But for those who retired from BSNL after 1/1/2006, the recommendations of 6th CPC, like 50% of last pay drawn as pension, Minimum pension of Rs.3500/- Enhanced family pension for 10 years for those who died in harness etc. were implemented from 1/1/2006 onwards.  This duality should be put an end to.

The absorbed employees in BSNL from DoT are covered under CCS Pension Rules 1972.  Explanation under sub-rule 8 of Rule 37-A of CCS Pension Rules 1972 states “The amount of pension/family pension of the absorbed employee on retirement or on death from Public Sector undertaking shall be calculated in the same way as calculated in the case of a Central Government servant, retiring or dying on the same day”.
The Department of telecom vide its O.M.No.40-13/2002-PEN.(T) dated 15/1/2003 clarified the following doubts:-

Doubt 3 – What will be the emoluments for determining the retirement Gratuity/Death Gratuity on IDA pay scales?
Clarification – As per Rule 50 (5) of CCS (Pension) Rules, the emoluments for the purpose of Gratuity admissible shall be reckoned in accordance with Rule 33, provided that if the emoluments of the Government servant have been reduced during the last 10 months of his service, otherwise than as a penalty, average emoluments as referred to in Rule 34 shall be treated as emoluments.

Doubt 4 – Whether the minimum pension of Rs.1275 p.m. as well as maximum pension of Rs.15000 p.m. (i.e., 50% of average emoluments in all cases) as applicable in the CDA pay scale is also to be applicable in IDA pay scales?

Clarification – The ceiling minimum and maximum pension as existing in CCS (Pension) Rules shall continue unless specifically approved otherwise by the Government.

Doubt 5 – Whether commutation of pension as applicable at 40% (maximum) on CDA pay scale is also to be applicable in IDA pay scales?

Clarification – Yes.

Hence they should be considered as Government Pensioners.  6th Pay Commission’s recommendations were made applicable to them except the fitment formula.  We request that the fitment formula recommended by 7th CPC, be made applicable to them also.  The only difference may be, it would be in IDA Pay and IDR instead of CDA Pay and CDR.  Sub-rule 10 of Rule 37-A of CCS Pension Rules 1972 states “In addition to pension or family pension, as the case may be, the employees who opted for combined service shall also be eligible to Dearness Relief as per industrial dearness Allowance pattern”.  Further, as per the Apex Court judgement, Pay and DA/DR should be on IDA pattern only after 1980.

The commission is requested to consider this demand, applying the same fitment formula to absorbed BSNL pensioners on par with Central Government Pensioners, without changing the IDA pattern, positively and recommend to the Government accordingly.

Additional new benefits sought :

1.   Children’s educational allowance and hostel subsidy:
These benefits need to be extended mutatis mutandis to children of retired and deceased employees.  The death or retirement of an employee should not make any difference in the above regard.  Many retired employees have school and college going children because of late marriages.

2.   Festival advance or grant:
Festival advance equivalent to one month’s basic pension/family pension to be recovered in 12 equal  monthly installments will not only  help the pensioner to celebrate at least one festival in a year with children and grand children giving them gifts etc., on the occasion but also serve as an interest free advance.  Alternatively, they should be granted a substantial amount every year as festival grant.

3.   Secondary Family Pension to dependent unmarried son up to 28 years of age:
This may kindly be considered as recruitment age for certain posts under central government is presently 28 years.  Marriage of a dependent son should not be a bar for this benefit as marriage does not make any difference to the financial position unlike in the case of a married daughter.

4.   Secondary family pension to dependent widowed/divorced daughter:
It is now being restricted only to those daughters who become divorced or widowed during the life time of deceased employee/pensioner/family pensioner.  This restriction is contrary to the very purpose for and the spirit with which this benefit was conceived.  The idea is that an unmarried/widowed daughter should not be left in the lurch and exposed to undue financial hardship after the death of the parents with no other support.  The commission are therefore requested to remove the above restriction.

5.   Secondary family pension to dependent widowed daughter-in-law:
The responsibility of widowed daughter-in -law and her minor children devolves on the pensioner/family pensioner after son’s death. It is a cause of great anxiety and worry for the pensioner/family pensioner having dependent widowed daughter-in-law.  Though dependent widowed daughters of pensioners/family pensioners are extended the above benefit, in many cases they don’t have parents drawing pension/family pension.  Even otherwise, the primary reasonability of looking after them is that of the father-in-law as he cannot leave them to their fate after the death of the son.  As such the above benefit will go a long way in helping such hapless widows and their minor children.  Such cases will be very few and do not entail much financial burden to the exchequer.  This issue has earlier been raised in the SCOVA.  Matter needs to be considered from a humanitarian angle in the context of Indian family system.

6.   Physically handicapped allowance:
This is granted to PH employees while in service.  This needs to be continued even after their retirement also.

7.   Financial assistance to pensioners:
Pensioners irrespective of age have to be provided with bank loans at concessional rates of interest to meet expenditure on children’s higher education, marriages of daughters and construction/purchase of dwelling units.

8.   Running of old age homes: All Central government departments should run old age homes for their retired employees with attached medical facilities.  Railways should run such homes for their retired employees.

9.   Transport Allowance:
The phenomenal increase in the cost of transport needs no proof.  Pensioners perforce have to spend considerable amounts towards transport.  They have to attend to their day to day needs either themselves or by engaging someone for the purpose in view of the nuclear family system.  The traffic not only in big cities and towns but also in smaller places has been growing by leaps and bounds.  It is difficult for pensioners to venture out alone and they need a companion to go to hospitals and dispensaries or to attend social functions.  As such, transport allowance in one form or another has to be granted to pensioners.  The Commission are requested to consider the demand sympathetically’.

Source: http://scm-bps.blogspot.in/2014/07/bps-supplementary-memorandum-to-7th-cpc.html

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