An Organisation for the welfare of postal employees

Friday, December 25, 2015

Merry  Xmas  to all ......






Saturday, December 19, 2015

## Grievance Redressal system under National Pension System 

The present structure of the Consumer Grievance Redressal system under National Pension System has a multi layered Grievance Redressal Mechanism which is easily accessible, simple, quick, fair, responsive and effective.

 Registering of Grievance/Complaint :

Subscribers have various options of registering their grievances /complaints; however, it would be desirable that the grievances /complaints are lodged directly into the Central Grievance Management System through Web based interface as has been detailed below:

1. Web based interface for registering grievance/complaint :

Subscriber can register his grievance/complaintinto the Central Grievance Management System through the following web link.
On successful registration, a token number will be displayed on the screen, which may be noted and used for future references and tracking of complaint.

 2. Other modes of registering grievance/complaint :

 i.Call Centre/Interactive Voice Response System (IVR)

Subscriber can contact CRA call centre at toll free telephone number  1-800-222080 and register his grievance.

Subscriber will have to authenticate himself through the use of T-pin allotted to him at the time of opening a Permanent Retirement Account under NPS. On successful registration of the grievance, a token number will be allotted by the Customer Care representative for any future reference.

 ii.Physical forms

Subscriber can submit the grievance in a prescribed format to the POP – SP who would forward it to CRA Central Grievance Management System (CGMS).

Subscriber will have to mention his PRAN as the means of authentication. Upon submission of form with the POP-SP, he will get an acknowledgement receipt.

The token number would be emailed to the subscriber (if the email id is mentioned), otherwise the same will be emailed to the concerned POP-SP. Subscriber can get the token number from the POP-SP upon presentation of the acknowledgement receipt.
 
3.  If the complainant is not satisfied with the redressal of the his grievance or if it has not been resolved by the intermediary by the end of thirty days of filing of complaint , he may escalate the complaint to the National Pension System Trust (NPS Trust) through any one of the following modes -

·           Website : www.npstrust.org.in
·           Email: The subscriber may write to  nps.trust@pfrda.org.in
·           Letter: Subscriber may also raise the grievance by writing  to NPS Trust at the following address -

Grievance Redressal Officer (GRO)
NPS Trust, 1st Floor, ICADR Building Plot No.6,
Vasantkunj Institutional Area
New Delhi – 110070

 4.  How to check the status of the Grievance?
Subscriber can check the status of the grievance at the CRA website www.cra-nsdl.com  or through the Call Centre by mentioning the token number.

5. For any assistance or clarification in the matters relating to redressal of grievance, subscribers may contact the Grievance Redressal Cell of the Authority at the following address:

Grievance Redressal Cell
Pension Fund Regulatory and Development Authority
1st Floor, ICADR Building, Plot No 6, Vasant Kunj,
Institutional Area, Phase – II, New Delhi – 110070
Tel no – 011 26897948-49 Fax no – 011 - 26892417 


KERALA GOVT TO IMPLEMENT PAY REVISION FROM FEB 2016 

Kerala's 10th pay revision commission will be implemented latest by February 26, benefiting about 1.5 million government employees and pensioners, Chief Minister Oommen Chandy said yesterday (17.12.15).
"I assure the house that before February 26th, the 10th pay commission would be implemented," Mr Chandy told the Assembly after Left legislator AK Balan raised the issue.
Mr Balan said the Congress-led United Democratic Front (UDF) governments had always been dilatory in revising the pays of employees and pensioners.
"During (Chief Minister) AK Antony's tenure (2001-04), the benefits of the employees were cut and it led to a 32-day strike. At the time you (Chandy) were the convenor of the UDF. The UDF is always harsh to the employees."
The last hike was effected in February 2011 when VS Achuthanandan-led Left government was in office, Mr Balan said.
Mr Chandy contradicted Mr Balan, saying the benefits were cut only temporarily and subsequently restored during Mr Antony's tenure.
"Don't forget that before Antony laid down office, he had restored all the benefits when the state's finances improved," said the chief minister.
The Chandy government appointed the 10th pay revision commission in 2013. After it submitted its first recommendation in July, Mr Chandy appointed a sub-committee of his cabinet colleagues to study the report.
The second set of recommendations of the pay commission is expected soon. The cabinet will then finalise the revised salaries.


Tuesday, December 15, 2015

CHARTER OF DEMANDS FOR MARCH INDEFINITE STRIKE

1.       Re-compute the minimum wage on the basis of the actual commodity prices as on 
1.7.2015and factor the Dr. Aykroyd formula stipulated percentages for housing and social
 
obligations, children education etc. Revise the fitment formula and pay levels on the basis
 
of the so determined minimum wage;
 

2.       We are not in agreement with the methodology adopted by the 7th CPC in computing 
the minimum WAGE. We give hereunder briefly the reasons thereof.

1. The retail prices of the commodities quoted by the Labour bureau is irrational, 
imaginary and even absurd in respect of certain articles at certain places. The Staff Side
 
had objected to the adoption of those rates in its meeting with the Commission on 9th
June, 2015.
 

2. The adoption of 12 monthly average of the retail prices is contrary to Dr. Aykroyd 
formula. Same is the case with the reduction effected by the Commission on housing
 
and social obligation factors. The house rent allowance is not a full compensation of the
 
expenditure incurred by an employee for obtaining an accommodation. Therefore, no
 
reduction on that count in arriving at the minimum wage is permissible. We may cite
 
the minimum wage computation made by the 3rd CPC in this regard, The employees
 
were in receipt of HRA even at that time. But still the 3rd CPC, and rightly so, adopted
 
the 7.5% as the factor for housing. In respect of the addition to be made for children
 
education and social obligation as per the Supreme Court judgement, (25%) the
 
Commission has reduced the percentage to 15% on the specious plea that the
 
employees are separately given children education allowance. The Children education
 
allowance is not a full reimbursement of the expenses one has to incur. After the
 
liberalization of the Education Sector where private parties were allowed to set up
 
universities and colleges, the expenses for education had increased heavily . No
 
concession or allowance is granted to the employees for educating the children beyond
 
the higher secondary levels. The earlier Pay Commission has only tried to compensate
 
a little in the increasing cost of education and that too at the primary level, since even
 
the Governmental institutions had started charging abnormal tuition and other fees.
 

3. The website maintained for the Agriculture Ministry depicts the retail prices of 
commodities which go into the basket of minimum wage computation. Even though the
 
rates quoted by them vary from the real retail prices in the market, it provides a
 
different picture. If one is to take the rates quoted by them for different cities and
 
make an all India average of the prices as on 1.7.2015, it will work out to Rs. 10810. It
 
will result in the computation of the minimum wage of Rs. 19880. Adding 25% for
 
arriving at the MTS scale, it will rise to Rs. 24850. To convert the same as on 1.1.2016, 3% will be added as suggested by the 7th CPC. The final computation will be Rs. 25,596,
 
when rounded off shall be Rs. 26000.

4. The Andhra Pradesh State Pay Commission in its report has taken the commodity prices 
at Rs. 9830.- as on 1.7.2013 which works out to a minimum wage of Rs. 18080. The
 
wage of MTS will then be Rs. 22600 as on 1.7.2013, The Corresponding figure for
 
1.1.2016 shall be Rs. 26758 , rounded off to Rs. 27000.
 

5. The Staff side had computed the minimum wage as on 1.1.2014 at Rs. 26,000, taking the 
commodity price at Rs. 11344. The rates were taken on the basis of the actual retail
 
prices in the market as on 1.1.2014( average prices of 8 Cities in the country)
 
substantiated by the documentary evidence of Cash bill obtained from the concerned
 
vendors. As on 1.12016, the minimum wage work out to Rs. 29339, rounded off to Rs.
 
30,000.
 

6. The 5th CPC adopted the rate of growh in the economy ( as reflected in the increase in 
the per capita net national produce at factor cost) over a period of ten years to arrive at
 
the increase required to be made to arrive at the minimum wage. The per capita NNP at
 
factor cost registered an increase of 65.28% over a period of ten years in 2013-14. If we
 
apply the same percentage to the emoluments (Pay +DA) as on 1.1.2016 (assuming that
 
DA will be 125% as on that date), the minimum wage as on 1.1.2016 for an MTS will
 
have to be Rs. 26030, rounded off to Rs. 27000.

7. In para 4.2.9 of the report, the Commission has given a table depicting the percentage 
increase provided by the successive Pay Commissions, according to which the 2nd CPC
 
had made a paltry increase of 14.2%. The 3rd CPC gave a rise of 20.6, 4th 27.6, 5th
31.0
 
and 6th CPC 54%. While the per centage increase had been in ascending order all along,
 
the 7th CPC has sought to reverse that trend ostensibly for reasons unknown. It is was
 
the meager increase of 14% provided for by the 2nd CPC that triggered the volatile
 
situation in the civil service and led to all India strike encompassing all employees which
 
lasted for 5 days in 1960. We do not know whether the 7 CPC really intend to create
 
such a scenario once again.

8. In the case of Bank, Insurance and many other Public Sector Undertakings wage revision 
takes place once in 5 years. In the recently concluded agreement, Bank employees were
 
provided more than 15% increase.
 
9. After the implementation of the Pay Commissions Report the AP State Employees have
 
been given a wage structure based on a minimum wage far above the level of Central
 
Government employees. In their case also wage revision does take place once in 5 years.
 
It could be seen from the above that the computation of minimum wage by the 7 CPC is
 
prima facie wrong and computed on untenable premises and incorrect data. The minimum
 
wage therefore requires re-computation and revision. Once the minimum wage gets revised, the fitment formula, the multiplication factor applied for determining the pay levels
 
and the pay matrix itself will have to consequently revised.
 

Determination of Pay Level Minimum

It is seen that the 7th CPC has applied varying multiplication factors for different pay levels. 
The 6th CPC has taken the emoluments in the private sector to hike the salary of officers by
 
applying different yardstick to compute the pay bands disturbing the vertical relativity while
 
the 7th CPC has further accentuated the gap of differences in wages between officers and
 
employees. This being unacceptable we urge upon adoption of uniform multiplication factor
 
for determining pay levels.
 

2. Revise the pay matrix basing upon the revised minimum wage and rounding off the stages 
to the next hundred. Accept the suggestion made by the Staff Side in its memorandum to
 
7 CPC for de-layering viz. to abolish the pay levels pertaining to GP 1900, 2400 and 4600.
In our memorandum to 7th CPC the staff side had requested for de-layering by abolition
 
of Grade Pay of Rs 1900, 2400 & 4600. The pay levels pertaining to GP 1900, 2400 and
 
4600 may be abolished and merged with the next higher levels.

3. Revise the rate of increment to 5 % and Grant two increments in the feeder cadre levels as 
promotion benefit.
The rate of increment has been pegged down to 3% by the 7th CPC. At this rate an
 
employee will not be able to double his pay even after 30 years. The demand of the staff
 
side to increase the rate of increment to 5% to be accepted.
Promotion from one cadre to another is a rare phenomenon in government services
 
especially in lower grades. If one to be awarded only an increment amounting to 3% of
 
pay, it might not become a sought after affair and will in fact act as a de-motivating
 
factor. This apart, in most of the Govt. Departments, promotion is followed by posting
 
to a different location. Those who are posted to unclassified cities or from Metro cities
 
to towns will financially suffer due to such mandatory transfer on promotion. This is
 
because of the fact that the rate HRA, Transport Allowance etc vary from one station to
 
another. The financial benefit on promotion must be, therefore, at least two increments
 
i.e. 10% of the pay.

4. Fill up all vacant posts by holding special recruitment drive
5. MACP to be treated as financial up-gradation, without any grading stipulation; to be 
provided on the basis of the promotional cadre hierarchy of the concerned department;
 
increase the number of MACP to five on completion of 8, 15,21,26 and 30th years of service.
 
Reject the Efficiency Bar stipulation made by 7th CPC. Personnel promoted on the basis of
 
Examination should be treated as fresh entrants to the cadre.

6. Upgrade the LDCs in all departments as UDCs for it is stated by the Commission that the 
Government has stopped recruiting personnel to this cadre.
The cadre of LDC, after the introduction of MTS has presently overlapping functions.
 
Most of the specific functions have also become obsolete on introduction of
 
computerized diarizing and maintenance register. There is no specific need for this
 
cadre in any of the offices. While future recruitment can be stopped, which the
 
government has conveyed to the Commission, what has to be done to the existing cadre
 
is not mentioned. It is therefore necessary that the existing incumbents be promoted as
 
UDCs by upgrading all posts of LDC as UDCs.

7. a) Parity to be ensured for all Stenographers, Assistants, Ministerial Staff in subordinate 
offices and in all the organized Accounts cadres with Central Sectt. By upgrading their pay
 
scales ( and not by downgrading the pay scales of the CSS)
b) Drivers in all Government offices to be granted pay scale on par with the drivers of the
 
Lok Sabha
The question of Parity, as has been rightly mentioned by 7th CPC, is a settled matter. It is
 
the Department of Personnel which the cadre controlling Department for CSS cadre that
 
unsettles the parity every time. The recommendation to downgrade the CSS is however
 
not acceptable. What is required is to grant higher pay levels at par with CSS ministerial
 
and stenographer cadres and other similarly placed cadres in the field/subordinate
 
offices and IA&AD & Organized Accounts cadres.
 

8. To remove existing anomaly, the annual increment date may be 1st January for those 
recruited prior to 30th June and 1st July in respect of those recruited prior to 31st December.

9. Wage of Central Government Employees be revised in every 5 years

10. Treat the GDS as Civil Servant and grant them all pay, allowances and benefits granted to 
regular employees on Pro -rata basis

11. Contract/casual and daily rated workers to be regularized against the huge vacancies 
existing in various Government offices.

12. Introduce PLB in all departments. All existing bilateral agreement on PLB must continue to 
be in operation

13 Revise the pension and other retirement benefits as under:-
(a) Parity between the past and present pensioners to be brought about on the basis of
 
the 7th CPC recommendations with the modification that basis of computation to be
 
the pay level of the post / grade/ scale of pay from which one retired; whichever is
 
beneficial.
(b) Pension to be 60% of the last pay drawn in the case of all eligible persons who have
 
completed the requisite number of years of service.
(c) The family pension to be 50% of the last pay drawn.
(d) Enhance the pension and family pension by 5% after every five years and 10% on
 
attaining the age of 85 and 20% on attaining the age of 90.
(e) Commuted value of pension to be restored after 10 years or attaining the age of 70,
 
whichever is earlier. Gratuity calculation to be on the basis of 25 days in the month
as against 30 days as per the Gratuity Act.
(f) Fixed medical allowance for those pensioners not covered by CGHS and REHS to be
 
increased to Rs. 2000 p.m.
(g) Provide one increment on the last day in service if the concerned employee has
 
completed six months or more from the date of grant of last increment.

14 Exclude the Central Government employees from the ambit of the National Pension Scheme 
(NPS) and extend the defined benefit pension scheme to all those recruited after 1.1.2004

15 In the absence of any recommendation made by 7 CPC, the Government must withdraw the 
stipulated ceiling on compassionate appointments

16 Revise the following allowances/advances as under in place of the recommendations made 
by the 7th CPC :

The 7th CPC has recommended to abolish large number of allowances and interest free 
advances without going into the exact relevance in certain departments where the
 
allowances are provided for. The allowances which are stated to be subsumed and which
 
are clubbed with other s also require consideration. If these allowances are withdrawn, it
 
might affect adversely the very functioning of the Department itself in certain emergent
 
situation. Of the allowances mentioned in the report for abolition, we have mentioned
 
hereunder those pertaining to civilian employees which require to be retained.
 

In respect of advances the Commission appears to have taken a shylock view of the matter. 
Most of the under mentioned advances are required to meet out contingencies which the
 
employees cannot manage to organize. These advances are, therefore, to be retained.

(i)                 Allowances
(a) Retain the rate of house rent allowance in place of the recommendation of the
 
Commission to reduce it.
(b) Restructure the transport allowance into two slabs at Rs. 7500 and 3750 with DA
 
thereof removing all the stipulated conditions.
 
(c). Fixed conveyance allowance: This allowance had no DA component at any stage..
 
This allowance must be enhanced to 2.25 times with 25% DA thereon as and when the
 
DA crosses 50%
(d) Restore the island Special duty allowance and the Tripura Special compensatory
 
remote locality allowance.
 
(e) The special duty allowance in NE Region should be uniform for all at 30% (f) Overtime allowance whenever sanction must be based upon the actual basic pay of
 
the entitled employee
(g) Cash handling /Treasury allowance. The assumption that every transaction in
 
Government Departments are through the bank is not correct. There are officials
 
entrusted to collect cash and therefore the cash handling allowance to be retained.
 
(h)Qualification Pay to be retained.
 
(i) Small family norms allowances;
(j) Savings Bank allowance
(k) Outstation allowance
(l) P.O. & RMS. Accountants special allowance.
)m) Risk allowance
 
(n) Break-down allowance.
 
(o) Night patrolling allowance.
(p) Special Compensatory hill area allowance.
 
(q) Special allowance for Navodaya Vidyalaya Staff.
(r) Dress Allowance ceiling to be raised to Rs. 32,400/- p a
(s) Nursing Allowance to be raised to 2.25 times of Rs 4800/-
(t) All fixed allowances must be raised to 2.25 times as per the principle enunciated by
 
the Commission
(u) The erroneous statement in Para 9.2.5 to be corrected. Vide OM No. 13018/1/2009-

(ii)               Estt (L) dated 22.07.2009, DOP, P&W, the leave period for Child adoption has been 
increased to 180 days
(v).Restore the allowances abolished for the reason that it is either not reported or
 
mentioned in the Report by the Commission

(iii)             17 Advances.


(iv)              Restore the following advances and revise the same to 3 times. 
(a). Natural calamity advance;
(b). Festival Advance
©. LTC and TA advances
(d). Medical advance
(e). Education advance.
 
(f) Vehicle advances including cycle advance
18 The stipulation made by the 7th CPC to grant only 80% of salary for the second year of CCL
 
be rejected and the existing provisions may be retained
19 50% of the CGEIS premium to be paid by the Government in respect of Group B and C
 
employees.
20 Health insurance to be introduced in addition to CGHS/REHS and CCS(MA) benefits and the
 
premium to be paid by the Government and the employee equally.
 
21 Reject the recommendations concerning PRIS 22 Full pay and allowances to be provided for the entire period of WRII .
 
23 The conditions stipulated in clause (4) & (5) under Para 9.2.37 be removed
24 Reject the recommendation made by the 7th CPC in Para 8.16.9 to 8.16.14 concerning dress
 
allowance to PBOR as otherwise the five Ordinance Equipment factories under OFB will
 
have to be closed down
25 Set up a Group of Ministers’ Committee to consider the anomalies including the disturbance
 
of the existing horizontal and vertical relativities at the National level and
 
Departmental/Ministry level with provision for referring the disputed issues to the Board of
 
Arbitration under the JCM scheme
26 To increase the promotional avenue for Technical and other Supervisory staff.

Saturday, December 12, 2015

Indefinite Strike : NC JCM Staff Side writes to Cabinet Secretary

NJCA
National Joint Council of Action
4, State Entry Road, New Delhi – 110055
No.NJC/2015/7th CPC
December 10, 2015

To
Shri. Pradip Kumar Sinha
Cabinet Secretary
Government of India
Rashtrapati Bhawan Annexe
New Delhi-110001

Sir,
Subject:- 7th CPC recommendations and Charter of Demands – Reg.
We send herewith our suggestions and demands on the recommendation made by the 7th CPC. As indicated when the undersigned met you on 20th November 2015 the central government employees are extremely agitated over the totally retrograde recommendations of the Commission.
The meagre increase of 14% recommended by the 7th CPC is the lowest ever any pay Commission has made. It was the similar recommendation, we would request you to recall, made by the 2nd CPC that triggered a confrontation of an unprecedented nature, leading to a strike action which lasted for five days in the year 1960. In the background of the fact that the 5th and 6th CPC recommendations had resulted in the wage rise of 31% and 54% respectively, the anger, anguish and frustration of the employees are the natural outcome. Unless the minimum wage is re-determined with all consequential benefits, the discontent will not be capable of being addressed effectively.
It is, therefore, necessary that a meeting of the members of the Standing Committee of JCM NC is convened under your chairmanship immediately to discuss the issues we have incorporated in the enclosed charter. Settlement through bilateral negotiation has become the urgent need and requirement.
I have been directed by the meeting of the NJCA held on 8th December 2015 to convey to you the disappointment and resentment of the employees over the recommendations of the 7th CPC. We expect a bilateral negotiated settlement of the issues without delay from the Government. We request you that a mutually agreeable settlement on the issues are brought about latest by the first week of February 2016. I have been asked by the meeting to inform you that the entire Central Govt Employees under the auspices of National JCA will be constrained to go indefinite strike in the first week of March 2016 if the desired settlement through bilateral discussions is not brought about by the first week of February 2016. To facilitate an early resolution of the issues, we expect the government to set up a Committee of Group of Ministers to negotiate with the NJCA immediately.
We earnestly hope that the Government will effectively intervene and bring about a satisfactory settlement much before the first week of February 2016 and avoid an otherwise inevitable confronation.

Thanking you.

Yours faithfully,
(Shiva Gopal Mishra)
Convener






Analysis Assessment by  on the recommendation of 7th CPC


MINIMUM PAY : Though the Commission claims to have adopted Dr. Aykroyd formula in calculating minimum wages, the rates of commodities based on which the recommendations of the commission is made is significantly deviating from the rates mentioned in the National Council of JCM proposal. The JCM proposal in this regard should be reiterated. A comparison between existing and proposed VII CPC minimum pay is given below. The retrograde nature of the commission’s recommendations in this regard can by understood by this table.
Pay Elements
VI CPC
VII CPC
Difference
Basic Pay
7000
18000
11000
@125%DA
8750
0
-8750
Transport Allowance
1350
1350
0
Total
17100
19350
2250
HRA
1400
2800
1480
Total (With HRA)
18500
22230
3730
NPS deduction
-1575
1800
-225
CGEGIS deduction
-30
-1500
1470
Total deductions
-1605
-3300
-1695
Net Pay after deductions (with HRA)
16895
18930
2035
Net Pay after deductions (with out HRA)
15495
16050
555

From the above picture, it is clear that the VII CPC recommendations are not giving fair wages and the total pay increase is meager for next 10 years. Therefore, the minimum pay needs to be increased accepting the proposal of National Council JCM.
NEW PAY STRUCTURE: The present system of pay bands and grade pay has been dispensed With and a matrix has been recommended. The New system is an extension of system Of Pay Scales, albeit, with a progressive Increment of 3% instead of fixed Increments. Unlike VI CPC, Minimum pay fixed on promotion is at par with the initial pay fixed direct recruits in the same grade. However, the fixation benefits on promotion, particularly from Level 2 to 3, 3 to 4 & Level 4 to 5 is significantly less compared to VI CPC Structure. National Council JCM demand of fixation benefit of two increments should be reiterated or at least 5% should be ensured. A comparison of the promotion benefit for the after 10 years of service in their respective grades is given below.



Existing benefit on promotion
% to VI CPC Basic Pay
Benefit proposed by 7th CPC
% to VII CPC Basic Pay
MTS to LDC
340
4.0
1000
4.1
LDC to UDC
830
6.8
1100
4.1
UDC to OS
1830
11.4
1100
3.2

FITMENT: The fitment of the pay in the new pay structure is recommended at 2.57 times of the Basic Pay drawn, which has been arrived based on the Minimum Pay of VI CPC and the proposed Minimum Pay by VII CPC. The NC JCM proposal of Minimum Pay and Fitment ratio should be reiterated.
Annual Increment: The rate of annual increment is being retained at 3 percent. The Demand of 5% should be reiterated. Further, it is seen in the Pay Matrix recommended by the commission the increment is below 3% in certain stages. It appears that the commission has rounded the value to the nearest 100. It is demanded that at least 5% increment can be ensured.

Modified Assured Career Progression (MACP) : The continual of upgradations in 10, 20 and 30 years is disappointing and improvement as demanded by NC JCM should be reiterated. The demand of granting MACP upgradations in the promotion hierarchy has been recommended. Implementation of the same is to be ensured. The retrograde recommendations of enhancing the benchmark for MACP has been ‘Good’ to ‘Very Good’ and withholding of annual increments in the case of those employees who are not able to meet the benchmark either for MACP or a regular promotion within the first 20 years of their service is to be withdrawn totally.

CADRE REVIEW : The commission has recommended a new system, supposedly to hasten the process of cadre reviews and reduce the time taken in inter-ministerial consultations. It may be demanded that as soon as the concerned department finalizes a proposal in consultation with representative members from the DoP&T and the Dept. of Expenditure, a provisional recruitment rule may be published with the assent of the President of India (excluding any increase or decrease in the total number of posts in the cadre) such that the provisional Rule satisfies statutory requirements. Therefore, the concerned departments or the cadre review committee may assess the proposal in detail and initiate proceedings for a permanent recruitment rule.

COMMON CATEGORIES:

DRIVERS: The Commission has refused to recommend any changes in the cadre structure.
It may be demanded that at least Drivers who have completed 55 years of age and in the special Grade holding Rs.4200/- GP may be allowed transfer to any other administrative grade such as charge man (NT), OS etc.

.WORKSHOP STAFF: The Demand of the NJCA to upgrade the pay of semi-skilled workers form GP Rs.1800 to Rs.1900 and consequent upgradations of other higher posts have been rejected by the Commission on the grounds that VI CPC has stated that the posts of skilled and highly skilled workers have an established relativity with the posts of
LDC’s and UDC’s respectively and had recommended retention of this relativity. This is an erroneous argument since one can never equate the qualifications, skill level etc. required for these posts. A semi-skilled worker is paid at least the pay of an LDC and the skilled & highly skilled workmen paid correspondingly higher pay. The HS II & I grade has to be merged and should be treated as a feeder grader for charge man.
The commission has also further misguided the government that master craftsman is a feeder post of charge man. As per the SRO of charge man, its feeder grade is highly skilled Grade I, falling which highly skilled Grade II. The master craftsman grade was created during the 3rd CPC period equivalent to the chargeman post to avoid loss of skilled workmen. This whole history has been conveniently ignored by the commission.

NOTE: with regard to fire-fighting staff and workshop staff it may be demanded that a sub-committee of the national council JCM may be instituted to study the demands and finalize the pay structure of these cadres within three months.

ALLOWANCES:-

1.HRA:-
Reduction of the percentage of HRA for X,Y,Z classified cities from 30,20,10 to 24,16,8 to be withdrawn and at least the existing percentage should be retained.

2.RISK ALLOWANCE:
The commission has wrongly understood that the Risk Allowance paid at present is only Rs.60/- Risk Allowance is at present paid @ Rs.120/- per month to compensate employees for performing work involving serious health hazards, which might also lead to the death of the employee. Risk Allowance should be retained and included in at least R2H3 cell of the Risk and Hardship index.

3.TRANSPORT ALLOWANCE:
The commission has rejected any increase in Transport Allowance and has only recommended a merger of the DA component with the Allowance. The ground that since TA is fully indexed with DA for refusing any increase is illogical. By extending the same logic, it can be said that since the pay of employees are fully indexed to the consumer prices by way of grant of DA, there is no requirement of pay commissions. Attempts may be made to reduce the slabs from the present three to two, i.e., one slab for level 8 & below and another for Level 9 and above. In this regard, 1.5 times increase in the existing TA may be demanded as given below.

Pay Level
Higher TPTA Cities
Other Places
Level 9 & above
10800 + DA
5400 + DA
Level 2 & 3
5400 + DA
2700+DA
Level 1 & 2
2700 + DA
1350 + DA

4.Children’s Education Allowance:
The recommendation regarding simplification of procedures is welcome and implementation of the same may be ensured. Extending the benefit of CEA upto graduate/Post Graduate and professional courses to be taken up.

5.Dearness Allowance:
There is no detail regarding the base year for computing DA after 01.01.2016. The Base Year of 2001=100 to be taken up.

6.Family Planning Allowance:
The commission has recommended abolition of the same. It against the government’s policy of two child norms. At least 3% of the minimum of the pay level corresponding to the grade occupied by the employee during the Family planning procedure should be given. For example as per the recommended pay of the commission, if an employee had undergone the procedure when he was in highly skilled grade (Level 5 – Minimum Pay Rs.29200/-), he should be eligible for at least Rs.900 (876 rounded to Rs.900) as FPA, Double rate of FPA may be demanded for employees undergoing the procedure after one child.

7.Fixed Medical Allowance:
Status quo has been recommended by the commission for Fixed Medical Allowance. This allowance is an optional Allowance taken only when the pensioner opts to forego facilities under CGHS. This allowance has to be increased to at least Rs.2000/- per month as demanded.

ADVANCES:-
The recommendation of the commission to abolish all advances excluding HBA and computer Advance is an unwelcome gesture. It is very clear that the commission was driven by an urge to curtail benefits of the employees without any application of mind. It can be seen that the commission has also abolished critical advances such as Medical Advance and LTC Advance without understanding their significance. All the Advances have to be retained and fixed rate advances should be increased by at least by 2 times. As an alternative, it may be demanded that a General Interest free Advance of Rs.20,000/- every year and a General Advance of Rs.1,00,000/- with 9% interest every 5 years may be granted to all employees covering all reasons other than HBA.
About 52 types of Advances have been abolished including small Family Allowance which is an injustice.
With regard to HBA, the Commission has recommended increase in the ceiling of HBA, which would only benefit employees in the Higher pay level. The construction costs have skyrocketed and the employees are compelled to seek loans from other financial institution at higher interests. While the cost ceiling recommended for any employee newly recruited in Level 1 is more than 24 lakhs, the ceiling in the Amount of Advance eligible for the employees at 34 times the Basic pay is illogical. It may be demanded that the amount of advance payable for an employee be fixed based on the repaying capacity of the individual subject to his/her repaying capacity. Further, the loan may also be extended to purchase of plots even if construction is not planned immediately.

CHILD CARE LEAVE:
The retrograde recommendation of the commission to curtail pay for CCL by 20% during the second year is not in line with the CCL to the women employees. The status quo to be maintained if no improvement is possible.

CGEGIS:-
The recommendation of the commission to increase the monthly deduction, though the insurance amount has been substantially increased is problematic. When the monthly deduction is made compulsory, this further depreciates the take home pay, particularly for the employees covered under the New Pension Scheme. Compulsory monthly deduction has to be reduced to not more than Rs.150/- per month and a provision for an optional scheme on the lines of the recommendation of the commission may be introduced.

MEDICAL FACILITIES:-
The recommendation of the commission to introduce health insurance should be opposed tooth and nail. The health of the central government cannot be left at the mercy of insurance companies and their machinations. The strengthening of the existing CGHS and CSMA facilities is the need of the hour. The commission’s recommendations regarding empanelment under CGHS of hospitals empaneled under CSMA and the extension of

CGHS facilities to other cities is welcome. Further, it is seen that the rates prescribed for treatment under CGHS &CSMA are way below the prevailing market rates. It should be demanded that the same may be reviewed and brought at par with market rates and the same should be reviewed every 6 months to reflect the fluctuations in the market.

PENSION:-
More than 10 proposals were submitted before the commission on behalf of the employees, However, the commission rejected every proposal except parity between pre and post 7th CPC retirees, increasing the Gratuity ceiling from 10 to 20 lakhs, grant of death gratuity at the rate of 20 times monthly emoluments for employees dying in harness between 11 years and 20 years of service. Others demands has to be re-iterated. The recommendations regarding parity of pre and post 7th CPC retirees are welcome and implementation of the same should be ensured.

NPS:-
The demand of the NC JCM to scrap the scheme has been rejected by the commission and it has recommended certain tinkering with the existing scheme. We have to continue to oppose the scheme in Toto and demand to oppose the NPA should be applicable to all employees. In the mean time we have to forcefully demand that the pension and family pension which is eligible to employees appointed before 2004 should be ensured by the government to all employees at present covered under NPS, whether NPS is in vogue or not. We need to fight with determination to achieve this.

BONUS:
The commission has recommended a performance Related pay on the lines of performance Related incentivize employees performing well, the move to abolish PLB is not agreeable. PLB is equal to the Bonus paid under payment of Bonus Act. Historically, Bonus is considered as deferred wages and not an incentive and a minimum bonus is prescribed even for loss making companies under bonus act. Any incentive scheme, which abolishes the existing PLB, should be opposed tooth and nail Increasing/lifting bonus ceilings as demanded should be re-iterated.