Sunday, 25 February 2018

Split Medical Identity Card to serving Railway employees

Split Medical Identity Card to serving Railway employees


New Delhi, dated 09.02.2018
The General Managers, All Indian Railways/PUs
The Chief Administrative Officers/DMW/Patiala/RWP/Bela/Patna
The Director General/RDSO

Sub: Split Medical Identity Card to serving Railway employees.
Ref: Railway Board’s letter No. 2004/H/28/1/RELHS/Card dated 22.03.2005.

In terms of provisions contained in Para 626 (1) of India Railway Medical Mannual (IRMM) -2000, it is necessary to produce medical identity Card for availing of medical facilities in Railway Hospitals. It has been brought to the notice of Board that serving Railway employees/their eligible dependent family members find difficult to avail of medical facilities when one of the family member move out of station carrying Medical Identity Card provision for RELHS beneficiaries though exist vide letter under reference but no such facility existed for serving Railway Employees. The issue has, therefore, been examined and it has been decided to extend the facility of split Medical Card to serving Railway employees covered by RMA rules.

Original Medical Identity Card may be deposited with the issuing authority who may issue split Medical Identity Card to the beneficiaries as requested by them.

Issuing authority of Split Medical Card will be the office of controlling authority where the employee is working and the registering authority of Split card will be Authorised Medical officer (AMO) of nearest Health Unit/Hospitals where the dependents are staying.
Railway Board

Wage Negotiation: Negotiating Committee Meeting with Unions / Associations

Wage Negotiation: Negotiating Committee Meeting with Unions / Associations

"Meeting of UFBU will be held on 23 Feb to discuss present Bkg. scenario & to formulate next course of action for wage settlement

A Meeting of UFBU will be held on 23rd February 2018 at "Tarak Illam", Central Bank Union Building, Ameerjan Street, Off Choolaimedu High Road, Nungambakkam, Chennai to discuss the present banking scenario and to formulate next course of action in the matter of 11th Wage Negotiations."

Indian Banks' Association
February 17, 2018

Shri Sanjeev K. Bandlish
United Forum of Bank Unions (UFBU) & General Secretary
National Confederation of Bank Employees
C/o State Bank of India, LHO
Plot No.1, Sector-17A
Chandigarh- 160 017

Dear Sir,
Wage Negotiation: Negotiating Committee Meeting with Unions / Associations

We draw your kind attention to our letter no HR&IR/UFBU/XIBPS/4476 dated 7th February 2018 and advise that due to some unforeseen circumstances, it has been decided to postpone Negotiating Committee meeting with Unions/Associations scheduled to be held on 21st February 2018. Next date of said meeting will be advised to you in due course.

2. We regard for the inconvenience caused in this regard.

Yours faithfully,
K S Chauhan
Advisor (HR&IR) 

Denial of improved Pay Matrices to Graduate Engineers/Diploma Engineers of Railways leading to serious disappointment among engineers - Removal of injustice

Denial of improved Pay Matrices to Graduate Engineers/Diploma Engineers of Railways leading to serious disappointment among engineers - Removal of injustice
Item No.3
Sub: Denial of improved Pay Matrices to Graduate Engineers/Diploma Engineers of Railways leading to serious disappointment among engineers - Removal of injustice - urged.

Ref: NFIR's letter No. IV/NFIR/7 CPC (Imp)/2016/RB-Part I dated 14/08/2017.

NFIR invites kind attention of the Railway Board to Para 11.40.104 to 11.40.115 of the 7th CPC report (Page No. 747 to 749). Vide Para 1 1 .40. 109 of the 7th CPC report, it has been stated that "the next post in the hierarchical structure for Technical Supervisors is the post of Assistant Engineer. There is a 1:1 ratio between the posts of Assistant Engineer filled by Direct Recruitment and those filled through promotion".

In this connection, NFIR desires to point out the ground reality is that the SSEs (directly recruited Graduate Engineers) do not have reasonable career growth at all, as they continued to remain in the same Grade Pay/Pay Level (GP 4600/Pay Level 7) for not less than 10 to 15 years. There is also no cadre structure for Technical Supervisors beyond 7th CPC pay Level 7 (6th CPC/GP 4600).

It has also been found that the 7th Central Pay Commission had relied upon the study report given by Indian Institute of Management, Ahmedabad for the purpose of denying allotment of irnproved Grade Pay/Pay Matrices for Graduate Engineers as well Diploma Engineers. Extract of para 6.16.2 of the study report of IIM, Ahmedabad upon which the 7th CPC had relied upon, is reproduced below:
"6.16.2 Sector-Wise Career progression and promotion Rules:

Table 6.16.2:
Career Progression for Graduate Engineer through RRB in Railways
Job Role: Graduate Engineer
Promotion Criteria
Entry + 1 Level
Assistant Engineer
Period prescribed for promotion to this level as per
R/Rs is 2 years in the previous level. Actual Average period of promotion is
4 years.
Entry + 2 Levels
Divisional Engineer
Period prescribed for promotion to this level as per
R/Rs is 4 years in the previous level. Actual Average period of promotion is
6 years.
Entry + 3 Levels
Sr.Divisional Engineer
Period prescribed for promotion to this level as per
R/Rs is 4 years in the previous level. Actual Average period of promotion is
4 years.
Source: Based on
data provided by the Seventh Central Pay Commission

In the above context, NFIR states that never, the Graduate Engineers have been granted promotion to the post of Assistant Engineer on completion of 4-years period and to the post of Divisional Engineer on completion of 4-years in the previous pay level. It seems, the IIM's distorted study report has done grave damage to the career of directly recruited Graduate Engineers in Railways. The incorrect information through IIM's study report with regard to career progression and salary details of Graduate Engineers in Railways had caused irreparable harm to their career, resulting alround resentment among Graduate Engineers/Diploma Engineers.

While the 7th CPC had evolved its own principle (Para 4.1.19 of its report), for pay grading, sadly the pay commission had failed to adhere to its own principle in the instant case of Technical Supervisors in Railways who are either Graduate Engineers or Diploma Holders. It is also surprising to note that the Railway Ministry (as recorded vide Para 11.40.112 of the 7th CPC report) had defended the continuance of existing arrangements on functional grounds, ignoring the truth that the Railway Ministry itself had, in the year 2010 proposed replacement of GP 4600/- with GP 4800/- for improving the career of SSEs etc. The Railway Ministry had also failed to apprise the 7th CPC of its decision as well its proposal to Ministry of Finance for upgradation of Apex Level (GP 4600/-) posts to Group 'B' Gazetted (decision yet to be implemented).

NFIR, therefore, urges upon the Railway Ministry to review the entire issue de-novo for rendering justice to the category of Engineers (Graduate/Diploma) in Railways duly modifying the existing Pay Matrices with retrospective effect.

Source: NFIR

Wednesday, 21 February 2018

Grave Injustice done by successive Pay Commissions to the category of Junior Engineers and Senior Engineers in Railways - NFIR

Grave Injustice done by successive Pay Commissions to the category of Junior Engineers and Senior Engineers in Railways - NFIR


No. IV/NFIR/7 CPC (Imp)20l7/R.B.-Part II
Dated: 19/02/2018
The Chairman,
Railway Board,
New Delhi

Dear Sir,
Sub: Grave injustice done by successive Pay Commissions to the category of Junior Engineers and Senior Engineers in Railways-growing dissatisfaction, discontentment and frustration among Technical Supervisors - kind intervention requested.

The Junior Engineers and Senior Section Engineers in the Railways are field level Supervisors whose contribution for safe and efficient running of the system has been very significant. These Engineers ensure quality and efficiency in the course of performing their duties on Open Line/Construction and as well in Workshops/Production Units. Unfortunately, this core section of Supervisors has not been looked after matching with their duties and responsibilities over a period of time, consequently their pay structure as on date, got relegated to two levels only i.e. Pay Level 6 & 7 (7th CPC).

An honest review into the pay structure existed decades back for these Supervisory Staff and fair comparison with that of 5th, 6th & 7th CPC Pay Structures would establish the truth that these vital field leaders have been subjected to grave injustice, which led to deep sense of frustration among them. The following table reveals how the Junior Engineers and Senior Section Engineers have been put to perpetual injustice not only by the Pay Commissions but also at the hands of Ministry of Railways.



NFIR has been fighting for the cause of this neglected category at all fora, demanding review and justice. Though in the year 2006, the Railway Board had agreed for upgradation of 15% apex level Group 'C' posts to Group 'B' Gazetted, for facilitating promotion-of Senior Supervisors and written commitment was also given by the full Board on 7th February 2014, but sadly till date no positive results have emerged.

Railway Board have also given incorrect picture to the 7th CPC stating that these Engineers get promoted from one grade to the other on completion of every four years service. This incorrect position led the VIIth CPC not to recommend appropriate improved pay structure.

It is disheartening to mention that those technocrats recruited from Open Market through RRBs as Sr. Section Engineer (GP 4600 of 6th CPC/Level 7 of 7th CPC) have no career growth at all, due to non-provision of higher pay levels in the cadre structure, with tie result large percentage of these Engineers stagnated. In this context, NFIR brings to the kind notice of CRB that during 3rd CPC period the apex pay scale of Rs. 840-1040 & 840-1200 was allotted to the Technical Supervisors and these scales were higher than the pay scale of Group 'B' Gazetted Officer, but sadly the said position got demolished, causing demoralizing effect on Technical Supervisors who are the core Supirvisory force accountable for safety, efficiency, punctuality and productivity.

NFIR has already taken up this issue through its PNM agenda given to Railway Board on 4th January, 2018, while the related subject raised by the Federation is also pending in the Departmental Anomaly Committee (DAC). A copy of NFIR's PNM Agenda Item No.03 is enclosed for kind perusal.

Incidentally, NFIR also brings to the kind notice of CRB that in the General Managers Conference held at Rail Bhavan on 1lth January, 2010, the General Secretary, NFIR had pointed out to the Hon'ble Railway Minister, the miserable plight of Track Maintainers with no carrer growth at all for them, as a result of implementation of 6th CPC Pay Structure whereby, 94% of Track
Maintainers got placed in Recruitment Grade Pay 1800/- while only 6% were placed in Gp 1900/- (benefit of Rs.100/- only p.m. on promotion). The Federation also explained to the Hon'ble Railway Minister in the GMs Conference that vast percentage of Track Maintainers retire/die in the
recruitment Grade Pay itself. Responding to NFIR's point, the Hon'ble Railway Minister had directed the Railway Board to constitute a Joint Committee to examine and propose special package.

The Committee met and reviewed the Track Maintainers cadre structure viz-a- viz working and service conditions and given its report to the Railway Ministry. After having considered the said report, the Railway Ministry had decided to grant cadre restructuring to this category, duly introducing new grade pay GP 2400/- and 2800/- respectively. This decision was taken by the
Railway Ministry independently, without approaching Ministry of Finance.

In the case of JEs/SSEs, NFIR strongly feels that total revamping of cadre structure is the need of the hour,considering multifarious duties being performed by the Supervisors who are also buffers in between the management and workers at grass root level. Though the Hon'ble Railway Minister had sought approval of Finance Ministry for placement of 75% of posts of GP 4600/- in GP 4800/- Pay Level 8, there has been no positive result till date. This reveals that the Railway Ministry has failed to deliver justice to these unfortunate Engineers who are the backbone of the system and
contributing for improved efficiency of the Railways. It may also be noted that the duty hours of these staff are unlimited, while they shoulder "stores/Materials" responsibilities in addition to their field duties and establishment matters.

In order to mitigate the problems and ensure justice to JEs/SSEs of Indian Railways, NFIR requests the Railway Board (CRB) to kindly get examined the Pay Structure of JEs/SSEs denovo, taking into account the cadre structure from 3rd CPC and onwards for the purpose of granting revised cadre structure. In this context, NFIR proposes the following for early consideration and approval.


Federation hopes that the Railway Board (CRB) would kindly give personal attention to this issue, so as to mitigate the injustice caused to JEs/SSEs of Indian Railways.

DA/As above
Yours Faithfully,
General Secretary

Source: NFIR

Tuesday, 20 February 2018

Recommendations of 7th CPC with regard to EDP Cadre

Recommendations of 7th CPC with regard to EDP Cadre - reg.

F. No. AB.-14017/14/2016-Estt. (RR)(Pt.)
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel and Training
North Block, New Delhi
Dated the 20th February, 2018

Subject: Recommendations of 7th CPC with regard to EDP Cadre - reg.

The undersigned is directed to refer to this Department OM of even number dated 17.10.2016 and subsequent reminders dated 30.11.2017 on the above mentioned subject wherein Ministries/Departments were requested to furnish information on the following points:-

(i) Whether EDP cadre is existing, if yes, the hierarchy and the strength in each grade/level thereof;
(ii) Copy of the existing Recruitment Rules for all the levels;
(iii) Suggestions, if any, regarding the cadre re-structuring in the cadre;
(iv) Comments on the recommendations of 7th CPC.

2. Even after lapse of a considerable period information has been received from very few Ministries/Departments. Therefore, it has been decided to hold a meeting with all  Ministries/Departments under the Chairmanship of Sh. G. D. Tripathi, Joint Secretary (E), DOP&T in Room No. 190, North Block, New Delhi on 27.02.2018 at 3.00 PM to discuss the issue relating to the recommendations of the 6th CPC on the issue of Electronics Data Processing (EDP) Staff and the way forward on the same. Ministries/Departments are requested to depute an officer of appropriate rank who is well conversant with the subject matter to attend the meeting. It is also requested that information on the above points may also be brought if the same has already been not forwarded to DOP&T so far. A copy of the extract of the Recommendation of the 7th CPC is also enclosed.

Encl: As above.
(Shukdeo Sah)
Under Secretary to the Government of India
Tel. 2309 2564
All Ministries/Departments to the Govt. of India.

vi. abolition of prescribed placement ratio for promotion to next higher grade.

7.7.13 Drivers in the Defence (Civilian) sector have voiced the demand that they drive specialized heavy vehicles, and the minimum age requirement for acquiring a driving license for these vehicles is 22 years, as opposed to 18 years for a general license. They also contend that they physically more strenuous and technically more complicated functions, and therefore they should be compensated better.

Analysis and Recommendations

7.7.14. The general hierarchy in the cadre of drivers is as given in the table below:


7.7.15 The Commission observes that career progression is adequate. In any case, since MACP is also allowed to drivers, the operation of such percentages is really of not much significance as pay up gradation through MACP ensures that no one stagnates beyond a stipulated period. The Commission therefore recommends replacement pay levels for them.

7.7.16 As regards creation of posts such as Motor Transport Officer, Transport Supervisor in the gazetted rank, the Commission is not making any recommendation to this effect, as creation of supervisory post depends on the cadre strength and functional justification in each ministry/department.

7.7.17 Regarding Drivers in the Defence (Civilian) sector, the Commission is of the view that the government may consider placing such drivers in a distinct category with differentiating features which would include more stringent qualifying criteria and clear job description bring out the higher responsibility and skills. The government should decide which of the  drivers fall in this category and accordingly modify their recruitment rules, harmonies their entry requirements and designate them on similar lines.

Electronic Data Processing (EDP) Staff

7.7.18 Government of India, over the last few decades, has gone in for computerisation in a big way. While some departments ventured ahead in the 1960s itself, by the 1980s the deployment was widespread. In the initial years the policy thrust was on creating "Management Information Systems (MIS)" and "Decision Support Systems (DSS)" for development, planning and responsive administration government. These have been the genesis of the present day e-Governance.

7.7.19 The entry pay of EDP staff is in the GP 2400 with minimum qualification  of Class XII with science and maths. The hierarchy reaches up to the level of Director in the GP 8700.Different levels in the hierarchy are filled through both promotion and direct recruitment (DR),  with requirements of minimum qualification for DR going up to Bachelors' and Masters' in Computer Applications.

7.7.20 The Associations of EDP staff have demanded a full-fledged All India EDP Service cadre for Group 'A' posts along with subordinate service cadre on the lines of the Indian Economic Service and Indian Statistical Service, to maintain uniform grade structure and improve career advancement. They have demanded making NIC their nodal agency and Department of Information Technology their cadre controlling authority. A demand has also been made to implement the Modified Flexible Complementing Scheme (MFCS) for these employees.

Analysis and Recommendations

7.7.21 The Commission has noted that EDP staff are spread across several ministries. In 2014 DoPT has notified the Model Recruitment Rules for various EDP posts. This notification states that ministries/departments may review their extant RRs and modify these in accordance will the Model Recruitment Rules. The notified hierarchy is given below:


Source: DoPT

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