Friday, 27 June 2014

Corrected version of Draft of JCM’s Memorandum to be submitted to 7th CPC

Corrected version of Draft of JCM’s Memorandum to be submitted to 7th CPC – Please give your valuable suggestions
PREFACE

The 6th CPC submitted its report in March 2008. It made major changes in the structure of pay scales by introducing the concept of Pay band and Grade Pay. Their recommendations were implemented with effect from 1.1.2006. There were plethora of anomalies, common as well as department specific. None of these anomalies were removed despite several rounds of discussions.

1.2. On 1.1.2011, the percentage of DA entitlement crossed over 50%. Since the erosion of the value of wages by that time had become enormous, the demand for merger of DA was raised by the employees. Some of them demanded setting up of the 7th CPC on the plea that the residency period of any wage structure must not exceed 5 years, especially in the background that the pay revision in most of the PSUs takes place at the interval of 5 years.They also pointed out that unlike the 5th CPC the 6th CPC had not suggested as to when the next wage revision must be attempted. The Government ignored those demands, despite well knowing that the inflation and abnormal price rise of food and other essential commodities had reduced the purchasing capacity of the government employees significantly.

1.3 Government refused to discuss these demands either bilaterally or at the forum of JCM. A section of the employees went on a day’s strike action, while the industrial workers in the Railways and Defence took the strike ballot. Climate of confrontation emerged. Taking note of these developments, Government in September 2013 announced the setting up of the 7th CPC. The Standing Council of JCM, National Council met on 24th October, 2013 to discuss various issues connected with the finalisation of the terms of reference of the Commission. The following suggestions were made for incorporation in the Terms of Reference (TOR):

The Commission should have a labour representative.
  • DA (the extent of percentage as on 1.1.2014) to be merged and treated as pay for all purposes.
  • To include Gramin Dak Sewaks within the ambit of 7th CPC.
  • To grant Interim Relief @ 25% of Pay + GP.
  • To ensure that the 7th CPC recommendation will be effective from 1.1.2014.
  • To ensure parity in pension for all pensioners as per the 5th CPC recommendation.
1.4 In spite of holding out assurance, no further discussions were held. The Government unilaterally notified the Terms of Reference. The Staff Side has now submitted a memorandum to the 7th Central Pay Commission on the twin issues, i.e. the need to grant interim relief and merger of Dearness Allowance.

1.5 It will be the endeavour of the Staff Side to bring about commonality of approach on all issues concerning the wages, allowances and other relevant matters, as was the case on the previous occasions. We are hopeful that all the Associations/ Federations/Unions of Central Government employees will endorse this memorandum, prepared by the Staff Side, National Council, JCM on their behalf. No doubt they will submit separate memoranda on department specific issues.

1.6 With this introduction, we submit this memorandum to the 7th CPC for their consideration.

Click here to download JCM’s Memorandum [1.5 MB .pdf]

Committee to formulate a comprehensive transfer policy: Railway Board Order

Constitution a Committee of Officers representing each stream under the Chairmanship of Member Staff with Secretary to Board as co-Chairman to formulate a Comprehensive transfer policy starting from the lowest level up to various posts in Board.

(GOVERNMENT OF INDIA)
(MINISTRY OF RAILWAYS)
(RAILWAY BOARD)
No. ERB-I/2014/23/27
New Delhi, dated 26.6.2014
ORDER

Ministry of Railways (Railway Board) have decided to constitute a Committee of officers representing each stream under the Chairmanship of Member Staff with Secretary to Board as co-Chairman to formulate a Comprehensive transfer policy starting from the lowest level up to various posts in Board. The Committee will consist of the following Members:-

i) Director General (RHS), Railway Board
ii) Director General (RPF), Railway Board
ill) Addl. Member (Traffic), Railway Board
iv) Addl. Member (PU), Railway Board
v) Addl. Member (L), Railway Board
vi) Addl. Member (CE), Railway Board
vii) Addl. Member (Signal), Railway Board
viii) Addl. Member (Budget), Railway Board
ix) Addl. Member (Planning), Railway Board
x) Addl. Member/Staff (now Adviser/Staff), Railway Board
xi) Adviser (Stores), Railway Board



2. The Terms of reference of the Committee will be as under:-
i) Comprehensive transfer policy to be formulated;
ii) Minimum tenure and maximum period for each level be defined;
iii) Maximum number of years an officer can stay in one location/city;
iv) Rotation of officer to various Zones in Railways to have Pan-India exposure;
v) Compulsory shifting after maximum period of stay;
vi) Prescribing minimum number of experience in divisions for posting as DRM and minimum experience in number of Zones for GM posts as well as posts in Railway Board;
vii) Examining the possibility of not posting the officer to the native divisions, if desired not to be posted to native zones;
viii) Streamlining the feeder cadre for each level of promotion and cadre management;
ix) Any other references to be made by Chairman and Members of the Board; and
x) Any references to be made by Minister of State for Railways and Minister for Railways.

3. The Headquarter of the Committee will be at New Delhi.

4. The Chairman, Co-Chairman and Members of the Committee will be eligible to draw TA/DA, as per extant rules.

sd/-
(K. Krishnan)
Joint Secretary
Railway Board

Source: http://www.indianrailways.gov.in/railwayboard/uploads/irpersonel/Promotion_Posting/ERB-1/Committee_260614.PDF

Performance Related Incentive Scheme (PRIS): About a reader’s Opinion

Performance Related Incentive Scheme (PRIS): About a reader’s Opinion

The Tamil newspaper Dinamalar recently published an opinion of one of its readers about Performance Related Incentive Scheme.

According to the write-up, based on the recommendations by the Sixth Pay Commission, the scheme had been introduced more than five years ago in select central government departments like atomic energy, space research and defence.

The scheme has already been implemented in atomic energy, space research and scientific and technical research departments under the name of “Performance Based Incentive Scheme”. As a result, there has been tremendous improvement in the productivity and output of these departments.

One can use the Right to Information Act to find out how the performance is evaluated and details regarding promotions. The annual performance appraisals submitted by the employees and the feedback and comments marked by their senior officials are now declassified and are accessible to all. The employee is evaluated based on the annual targets, and the amount of work accomplished that year.

Options have been created to constantly improve management practices. Still, there are issues that need to be addressed. There is fear that such target-based appraisals would encourage unhealthy and selfish result-obsessed-performances, and discourage team spirit and selfless acts aimed at general welfare.

In order to successfully implement these schemes, it is very important for the management to be proactive, benevolent, focused, with clear thinking process, and very impartial.

In other words, a mere rod isn’t sufficient to control an elephant. One also has to have a properly qualified and trained mahout. Similarly, mere schemes alone wouldn’t bring the required transformation in the central government departments. They also need excellent management teams to implement them successfully.

Revision in the rates of Kilometreage Allowance and Allowance in lieu of Kilometreage (ALK) with effect from 01.01.2014

Revision in the rates of Kilometreage Allowance and Allowance in lieu of Kilometreage (ALK) with effect from 01.01.2014 – RBE No. 65/2014

GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
RAILWAY BOARD
S.No. PC-VI:343
RBE No. 65/2014
No. E(P&A)II-2005/RS-34
New Delhi 24.06.2014
The General Managers/CAOs.
All Indian Railways & Production Units etc.

Sub: Revision in the rates of Kilometreage Allowance and Allowance in lieu of Kilometeage (ALK) with effect from 01.01.2014

In terms of Board’s letter of even no dated 28.6.2012.  The rates of Kilometreage Allowance (per 100 kms.) and Allowance in lieu of ALK (per 160 kms.), which were laid down Board’s letter No. E(P&A)-II/2005/Rs.34 dated 26.12.2008, were increased by 25% with effect from 01.01.2011 consequent upon increase in the rate of DA to 51%.

2.  Subsequent to enhancement in the rages of Dearness Allowance to 100% w.e.f. 01.01.2014, the matter has been examined and it has been decided by Board that the rates of Kilometreage Allowance (per 100 kms) and Allowance in lieu of ALK (per 160 kms) shall increase by a further 25% w.e.f. 01.01.2014 over the rates laid down vide Board’s letter No. E(P&A)-II-2005/Rs.34 dated 26.12.2008.

3.  The other terms and conditions for admissibility of Kilometreage Allowance / Allowance in lieu of Kilometreage shall remain unchanged.

4.  This issues with the concurrence of the Finance Directorate of the Ministry of Railways.

5.  Please acknowledge receipt
sd/-
(K. Shankar)
Director, Estt.(P&A)
Railway Board
Source: AIRF

Amendment of Fundamental Rules/Service Rules regarding FR 22(I)(a)(1) pay fixation of re-employed person: DoPT’s clarification

DoPT’s clarification on amendment of Fundamental Rules/Service Rules regarding FR 22(1)(a)(i) pay fixation of re-employed person.

No.997012/2014-Estt (Pay)
Government of India
Department of Personnel 8; Training
Establishment (Pay) Division
North Block, New Delhi
Dated the.26th June, 2014
CIRCULAR

It is brought to notice that any amendment of Fundamental Rules / Service Rules is required to be made with the approval of President under powers vested by Article 309 of the Constitution. It is clarified that FR  22(l)(a)(1) continues to exist.

2. Similarly, the Rule 2(2)(vii) of CCS (RP) Rules, 2008 has not been deleted as in the case of FR
 22(l)(a)(1) above.

3. Hence. the mode of pay fixation as provided for in FR 22(1)(a)(1) continues to apply in respect of cases in the pre-revised scales. Also, the Rule 2(2)(vii) of CCS (RP) Rules 2008 read with OM No.3/13/2008-Estt(Payell) dated 11th November, 2008, continues to apply in cases of pay fixation of reemployed persons.

sd/-
(Mukesh Chaturvedi)
Director (Pay)

Source: http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02est/997012_2014-Estt_Pay.pdf

Grant of Honorarium to Inquiry Officers (IO)/Presenting Officers (PO) – Dopt Orders

 Grant of Honorarium to Inquiry Officers (IO)/Presenting Officers (PO).

No. 142/15/2010-AVD.1
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel & Training
North Block, New Delhi
Dated 23rd June, 2014
OFFICE MEMORANDUM

Subject: Grant of Honorarium to Inquiry Officers (IO)/Presenting Officers (PO).

The undersigned is directed to refer to this Department’s OM of even number dated 31.7.2012 laying down the rates of honorarium payable to Inquiry Officer / Presenting Officer for holding departmental proceedings.

2. It has been brought to the notice of this Department that the condition mentioned in para 2.1 of the said OM, was in conflict with the provisions of FR 46 B which limits the maximum amount payable as honorarium to an individual in a financial year to Rs. 5,000/- creating confusion whether the same was within the delegated powers of the Ministry.

3. The matter has been considered and it is clarified that the honorarium payable to IO/Presenting Officer for conducting inquiry in departmental proceedings would be outside the purview of the general delegation under FR 46 B.

4. This issues with the concurrence of Department of Expenditure vide their I.D. No. 141412009-E.II(B) dated 16.5.2014.
sd/-
(G.Srinivasan)
Under Secretary to the Government of India

Source: www.persmin.gov.in
[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02ser/142_15_2010-AVD-1_23062014.pdf]

Dopt introduced new initiatives to boost morale of its employees – Idea Boxes, Employee of the Month etc.,

Best Practices and New Initiatives introduced by the Department of Personnel & Training to boost morale and effective functioning of the employees of the Department – Regarding:
 
No. I-28011 /46/2014-Coord 
Government of India 
Ministry of Personnel, P. G. & Pensions 
(Department of Personnel & Training)
North Block, New Delhi
Dated: 18th June 2014
OFFICE MEMORANDUM 
 
Sub: Best Practices / New Initiatives introduced by the Department of Personnel & Training to boost morale and effective functioning of the employees of the Department – Regarding: 
 
During the year 2013-2014, the Department of Personnel & Training has introduced the following new initiatives to boost the morale of its employees and to give a fillip to their effective functioning: -
 
SI. No. New Initiatives / Best Practices
 
1. CERTIFICATE OF EXCELLENCE &
 
2. EMPLOYEE OF THE MONTH 
Realizing that recognition of meritorious performance of employees is a critical tool in human resource management, a new non-monetary incentive in the form of an annual award of “Certificate of Excellence” to recognize the contribution of its meritorious employees of the level of Under Secretary and below has been introduced. This initiative was circulated to all Ministries/Departments vide O.M. No. A-37011/1/2013-Ad.l, dated 18th December 2013 (copy enclosed).
 
Subsequently, another monthly non-monetary incentive was introduced wherein one employee from across all categories of employees of the level of Under Secretary & below was to be designated as ‘Employee of the Month’. The awardee is given a certificate and his photograph is displayed under the relevant link in the intra-Departmental (employee) Portal of the Department.
 
Under both the initiatives, nominations of eligible employees would be called for from all Wings of the Department and the work performance and outcomes achieved by such employees would be examined by a Committee Of Joint Secretaries in DoPT. The same Committee would meet once every month to assess the nominations received from various Wings to recommend award of ‘Employee of the Month’.
 
3. APPOINTMENT OF MENTORS FOR THE EMPLOYEES JOINING DoPT 
A process of mentoring of each ‘newcomer’ in the Department with a view to sensitize the incumbent about the Department and dealing with court cases, RFD, Parliamentary matters, etc., has been introduced in the Department. The mentoring process is for a period of six months. The mentor is to be an officer two levels above the incumbent.
 
4. EMPLOYEES’ INTERACTION WITH MOS (PP) AND SENIOR OFFICERS IN OPEN HOUSE SYSTEM 
An ‘Open House’ interaction of the Group ‘B’ (Non-Gazetted) employees and above was organized in October, 2013 which provided a platform to these employees to interact directly with MOS (PP) and other Senior Officers of the Department.
 
5. APPOINTMENT OF GRIEVANCE REDRESSAL OFFICERS IN EACH DIVISION 
In each Division, two Grievance Redressal Officers (GRO) have been appointed at US/DS/Director level to redress the grievances of the employees of inter-personal nature.
 
6. INSTALLATION OF ‘IDEA BOXES’ IN THE DEPARTMENT FOR SOLICITING ‘OUT OF THE BOX’ SOLUTIONS TO VARIOUS ISSUES 
The Department has installed ‘Idea Boxes’ to receive the innovative ideas from the employees to improve the functioning of the Department and to create a conducive work culture.
 
7. TRAINING OF THE EMPLOYEES WITH SPECIFIC FOCUS ON DEPARTMENT RELATED FUNCTIONS 
A training plan for the employees at the level of Under Secretary & below (and equivalent) of DoPT has been chalked out in consultation with ISTM. The duration of the Training Programme is one week, inclusive of a field visit outside Delhi.
 
8. RETREAT FOR OFFICERS OF THE LEVEL OF DS AND ABOVE IN THE DEPARTMENT 
The Department organized a two-day Retreat at LBSNAA, Mussoorie in October 2013 for the officers at the level of DS I Director & above in the Department. The objective of the Retreat was to discuss the stakeholders’ perception about the Department and develop an action plan to positively change the orientation of the Department towards service delivery.
 
9. INTRODUCTION OF INTERNSHIP SCHEME IN THE DEPARTMENT. 
The Department has introduced an ‘Internship Scheme’ under which applications are invited from students to work on selected topics relating to the functions of the Department. The duration of the internship is two months and they are given a stipend of Rs.10,000/- per month and a Certificate on successful completion of the internship and submission of report. The interns are selected by the Committee of Joint Secretaries.
 
2. The Ministries / Departments of the Government of India may consider adopting the above initiatives as a Human Resource Management Tool to motivate the industrious employees.
sd/-
(Shri Prakash)
Director (A)
Source: www.persmin.gov.in
[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02adm/I-28011_46_2014-Coord.pdf]

Thursday, 26 June 2014

Foreign Tour for Central Government Employees – Demanded by NC JCM Staff Side

Explore the possibility of allowing an employer to undertake tour outside India once in his life time in lieu of the LTC.
Leave Travel Concession
Leave Travel Concession is a facility extended to the Government employees, which enables scheme to avail holidays and undertack travel as a tourist with his family.
The facility provides him with an opportunity to be away from the monotonous daily routine and be with his family without the botherisation of the official duties. It is an established fact that if employer is encouraged to take such holidays they will reform rejuvenated and the employer is benefitted through his increased productivity.

Over the years, on representation from employees, the concession has been widened. However, some aspects of this facilities require certain further relaxations/improvements. We enumerate those as under:-
1. Permission for air journey for all categories of employees to and from NE Region.
2. Permission for personnel posted in NE Region for a journey within NE Region.
3. To increase the periodicity of the LTC once in two years.
4. Explore the possibility of allowing an employer to undertake tour outside India once in his life time in lieu of the LTC.
We request the 7th CPC to consider recommending our suggestion for improvements to the Government.

Suggestion on Dearness Allowance for 7th Pay Commission – NC JCM STAFF SIDE

Suggestion on Dearness Allowance for 7th Pay Commission – NC JCM STAFF SIDE
National Council JCM Staff Side suggested on the issue of Dearness Allowance in 7th Pay Commission, the existing formula of computation of Dearness allowance and its payment with effect from 1st January, and 1st July may continue…
Dearness allowance

The neutralisation envisaged under the present system of computation of dearness compensation is supposed to be cent per cent, but in reality it is not the case. Actual consumer price index is much higher than the level at which DA is calculated on the basis of 12 monthly average. The average is always lower than the actual cost of living.

The calculation of consumer price index, its basis, the basket of goods on which it is based, are questionable and has become a matter of dispute. Since the Pay Commission being not the forum at which these issues could be taken, we do not propose to go into the details of this aspects.

We suggest, therefore, that the existing formula of computation of DA and its payment with effect from 1st January, and 1st July, may continue.

Tuesday, 24 June 2014

PROPOSED PAY SCALE OF 7TH PAY COMMISSION UNDER DISCUSSION – STAFF SIDE

PROPOSED PAY SCALE OF 7TH PAY COMMISSION UNDER DISCUSSION – STAFF SIDE
National Council Joint Consultative Machinary Staff Side
PROPOSED PAY STRUCTURE UNDER DISCUSSION
EXPECTED PAY SCALE OF 7TH PAY COMMISSION – NC JCM STAFF SIDE PROPOSED PAY STRUCTURE FOR DISCUSSION…

The first employees federation, NFIR proposed a pay structure of 7th Pay Commission for all Central Government employees including Railway employees.

The proposal is under discussion only, not authentic and final.

As and when published final pay structure of 7th Pay Commission, the same will be issued for your knowledge immediately.

POST IV CPC V CPC VI CPC “Ratio between the minimum in
5th CPC and the Proposed Minimum wage.
By considering gradual decrease in mulitple
factor to ensure rationle between lowest pay
to highest as 1:8″
“NEW PAY SCALE W.R.
TO THE PAY OF 5TH PC”
“NEW PAY SCALE FOR
ROUNDED TO 1000″
“MULTIPLE FACTOR
FOR ROUNDED SCALE”
“NEW PAY SCALE
AFTER MERGING”
“MULTIPLE FACTOR FOR
NP SCALE AFTER MERGING”



PB Pay in PB GP Pay + GP





S-1 750-12-870-14-940 2550-55-2660-60-3200 5200-20196 5200 1800 7000





S-2 775-12-891- 14-1025 2610-60-3150-65-3540 5200-20200 5200 1800 7000





S-2A 775-12-871-14-955-15-1030-20-1150 2610-60-2910-65-3300-70-4000 5200-20200 5200 1800 7000





S-3 800-15-1010-20-1150 2650-65-3300-70-4000 5200-20200 5360 1800 7160





S-4 825-15-900-20-1200 2750-70-3800-75-4400 5200-20200 5530 1800 7330 26000 / 2550 = 10.2 26010 26000 3.55 26000 3.55
SS-5 950-20-1150-25-1500 3050-75-3950-80-4590 5200-20200 5880 1900 7780 3050 x 10.2 31110 31000 3.98
4.24
S-6 975-25-1150-30-1540., 975-25-1150-30-1660 3200-85-4900 5200-20200 6069 2000 8060 3200 x 10.2 32640 33000 4.09 33000 4.09
S-7 “1200-30-1440-30-1800.,
1200-30-1560-40-2040., 1320-30-1560-40-2040″
4000-100-6000 5200-20200 5200 2400 9840 4000 x 10.2 40800 41000 4.17 41000 4.17
S-8 1350-30-1440-40-1800-50-2200., 1400-40-1800-50-2300 4500-125-7000 5200-20200 5200 2800 11170 4500 x 10.2 45900 46000 4.12 46000 4.12
S-9 1400-40-1600-50-2300-60-2600., 1600-50-2300-60-2660 5000-150-8000 9300-34800 9300 4200 13500 5000 x 10.2 51000 51000 3.77
4.15
S-10 1640-60-2600-75-2900 5500-175-9000 9300-34800 9300 4200 14430 5500 x 10.2 56100 56000 3.88 56000 3.88
S-11 2000-60-2120 6500-200-6900 9300-34800 9300 4200 16290 6500 x 10.2 66300 66300 4.05
4.05
S-12 2000-60-2300-75-3200., 2000-60-2300-75-3200-3500 6500-200-10500 9300-34800 9300 4600 16290 6500 x 10.1 65650 67000 4.05 66000 4.05
S-13 2375-75-3200-100-3500., 2375-75-3200-100-3500-125-3750 7450-225-11500 9300-34800 9300 4600 18460 7450 x 10.1 74500 74000 4.06
4.06
S-14 2500-4000 7500-250-12000 9300-34800 9300 4800 18750 7500 x 10.0 74250 74000 3.95 74000 3.95
S-15 2200-75-2800-100-4000 8000-275-13500 9300-34800 9300 5400 20280 8000 x 9.8 78400 78000 3.85
4.34
NEW SCALE 2200-75-2800-100-4000 (Group A Entry) 8000-275-13500 15600-39100 15600 5400 21000 8000 x 9.8 78400 78000 3.71
4.34
S-16 2630/- FIXED 9000 15600-39100 15600 5400 22140 9000 x 9.8 88200 88000 3.97
3.97
S-17 2630-75-2780 9000-275-9550 15600-39100 15600 5400 22140 9000 x 9.8 88200 88000 3.97 88000 3.97
S-18 3150-100-3350 10325-325-10975 15600-39100 15600 6600 25810 10325 x 9.6 99120 99000 3.83
3.96
S-19 “3000-125-3625., 3000-100-3500-125-4500.,
3000-100-3500-125-5000″
10000-325-15200 15600-39100 15600 6600 25200 10000 x 9.6 96000 96000 3.81
4.09
S-20 3200-100-3700-125-4700 10650-325-15850 15600-39100 15600 6600 26410 10650 x 9.6 102240 102000 3.86 102000 3.86
S-21 3700-150-4450 3700-125-4700-150-5000 12000-375-16500 15600-39100 15600 7600 29920 12000 x 9.4 112800 113000 3.78
4.01
S-22 3950-125-4700-150-5000 12750-375-16500 15600-39100 15600 7600 31320 12750 x 9.4 119850 120000 3.83
3.83
S-23 3700-125-4950-150-5700 12000-375-18000 15600-39100 15600 7600 29920 12000 x 9.4 112800 113000 3.78 120000
S-24 4100-125-4850-150-5300., 4500-150-5700 14300-400-18300 37400-67000 37400 8700 46100 14300 x 9.2 131560 132000 2.86
3.01
S-25 4800-150-5700 15100-400-18300 37400-67000 37400 8700 48390 15100 x 9.2 138920 139000 2.87 139000 2.87
S-26 5100-150-5700 5100-150-6150., 5100-150-5700-200-6300 16400-450-20000 37400-67000 37400 8900 48590 16400 x 9.0 147600 148000 3.05
3.05
S-27 5100-150-6300-200-6700 16400-450-20900 37400-67000 37400 8900 48590 16400 x 9.0 147600 148000 3.05 148000 3.05
S-28 4500-150-5700-200-7300 14300-450-22400 37400-67000 37400 10000 47400 14300 x 8.8 125840 126000 2.66
3.41
S-29 5900-200-6700 5900-200-7300 18400-500-22400 37400-67000 37400 10000 54700 18400 x 8.8 161920 162000 2.96 162000 2.96
S-30 7300-100-7600 (HAG SCALE) 22400-525-24500 37400-67000 37400 12000 63850 22400 x 8.6 192640 193000 3.02
3.02
S-31 7300-200-7500-250-8000 (HAG + SCALE) 22400-600-26000 75500—80000 75500 0 75500 22400 x 8.6 19640 193000 2.56 193000 2.56
S-32 7600., 7600-100-8000 (HAG + SCALE) 24050-650-26000 75500—80000 75500 0 77765 24050 x 804 202020 202000 2.60 202000 2.60
S-33 8000 FIXED Apex Scale 26000 (FIXED) 80000 (FIXED) 80000 0 80000 26000 x 8.2 213200 213000 2.66 213000 2.66
S-34 9000 FIXED (Fixed Cab.Sec) 30000 (FIXED) 90000 (FIXED) 90000 0 90000 30000 x 8 240000 240000 2.66 240000 2.67

Click here to view the detailed report of pay structure…
Source: NFIR

BCPC Final Memorandum to 7th Pay Commission

BCPC Final Memorandum to 7th Pay Commission

BHARAT CENTRAL PENSIONERS CONFEDERATION
13-C,Ferozshah Road, New Delhi-110 001
Mobile No. 9868244035
To
All Pensiioners Organisations.
Dear Comrade,

Attached herewith is the final draft of Memorandum on Pension and other Retirement Benefits to be submitted to the VII CPC by 30th June, 2014.

All modifications etc., agreed to in the Chennai meeting have been incorporated in this draft.
If you have any comments to offer, please send these comments via the e-mail i.d., mentioned below.

nc.jcm.np@gmail.com
or
nccpa.hg@gmail.com
or
bharatpensioner@gmail.com

We have not included departmental specific issues like RELHS/BSNL etc., in this common draft.
Concern organizations in Railways, Postal, Defence and others may submit Part II of the memorandum on the departmental specific problems latest by 31-07-2014

With greetings,
Click to continue to reading…

Source: www.scm-bps.blogspot.in
[http://scm-bps.blogspot.in/2014/06/bcpc-final-memorandum-to-7th-cpc.html]

Retirement Age 60 to 62 : Cabinet enhances retirement age of teaching faculties to 62

Retirement Age 60 to 62 : Cabinet enhances retirement age of teaching faculties to 62

Cabinet enhances retirement age of teaching faculties to 62 - Excelsior Correspondent

SRINAGAR, June 19: In yet another major decision ahead of the Assembly elections, State Cabinet, which met under the chairmanship of Chief Minister Omar Abdullah, here this afternoon, enhanced the retirement age of teaching faculties of the Universities of Kashmir/ Jammu, SKUAST, Kashmir/ Jammu and Government Medical Colleges, Srinagar/ Jammu from 60 years to 62 years.

The announcement in this regard was made by the Chief Minister during the Rehbar-e-Taleem teachers conference at Jammu few days back and the same received the Cabinet’s approval today.

The Cabinet also approved the reckoning of the five years of service rendered by Rehbar-e-Taleem teachers before regularization, for the purpose of fixing their seniority and counting such service, notionally, for pension and other retirement benefits, wherever applicable.

It was also decided that after regularization the services of Rehbar-e-Taleem teachers will be transferable within the district to which they belong.

The Cabinet also approved the setting up of a one-man commission headed by Justice (Rtd) M L Koul to enquire into the circumstances, leading to deaths by firing, or otherwise, in law and order situations in different districts of Kashmir valley, during 2010.

The Commission of enquiry will also enquire into the adequacy, or otherwise, of the force used, fix responsibility, wherever excessive force has been used, resulting in fatalities, and where due care has not been taken to avoid such fatalities, suggest measures to avoid the recurrence of such incidents in future and recommend the action to be taken against those found responsible in any such incidents.

The Commission will submit its report to the Government within a period of three months from the date of issuance of the notification in this regard.

The Cabinet also approved the recommendations of J&K State Commission of Backward Classes for inclusion of 38 villages in the list of Backward Areas.

The villages include Balsaroo, Godhan, Kadyal, Lathari, Mawa, Brahmina, Majoor, Sandal and Sumah of tehsil Akhnoor and district Jammu, Dragu, Tehsil Bhaderwah district Doda, Rajool, Kummi, Partyal, Padal, Deon, Mohargarh, Talhar, Kathar-Brahmana and Dhergarh of tehsil and district Samba, Pamrote and Fazalabad of tehsil Surankote and Gursai of tehsil Mendher district Poonch, Lower Bhatian of tehsil Thannamandi, Dehri Ralyote of tehsil Rajouri, hamlet Charung of village Hasplote, Hasyote, Rajdhani, Saim Sammat, Dodason Payeen, hamlet Ghaikhakha of village Dodasan and hamlet Remote of village Dodasan Balla of tehsil Thannamandi district Rajouri, Audsoo, Ganoora and Lalan of tehsil Anantnag, Odina of tehsil Sonawari district Bandipora, Sehpora tehsil Anantnag, Watalbagh tehsil Ganderbal, Khanpoora and Sheikhzoo of tehsil Lar district Ganderbal.

In another important decision, the Cabinet approved formation of Special Purpose Vehicle (SPV) for development of the Coal Block at KudnaliLaburi, (Talcher) in Odisha allocated jointly to JKSPD & NTPC by the Union Ministry of Coal.

The SPV Board of Directors will be comprised of five Directors including Administrative Secretary PDD J&K, who will be the Chairperson of the Board of Directors. The approval also includes signing of Joint Venture Agreement by the J&K SPDC & NTPC besides setting up of End Use Power Plant in Odisha with NTPC.

The allocation of the Coal Block is a major achievement for Jammu and Kashmir, which suffers from energy deficit especially during winter season when the generation of power through various HEPs decreases significantly owing to low discharge in the rivers.

The State Government with this major initiative will be able to establish a dedicated base load Thermal Power Station which would effectively wipe out the current energy deficit of nearly 28 per cent and improve the reliability of power supply round the year.

The decision is in line with the broader policy of the State Government under the leadership of Chief Minister Omar Abdullah to make the State energy sufficient by harnessing huge hydro potential available to the State along with the Solar and Thermal Power.

Within next five years, the State Government expects that these efforts will prove to be fruitful for the people and will give major boost to the economy of the State.

The creation of Local Area Development Fund (LADF) for all Hydro-Electric Projects commissioned during and after 2008 with contribution of 1 % free power generated by the project allocated to State for the purpose by all hydro-electric projects also received the nod of Cabinet.

The State Government will also facilitate 1 % by way of Development Grants. A special provision for creation of LADF has been made under the State Hydro Power Policy to carry out Local Development Activities to ensure visible additional benefit to local communities in the project area as part of the cost of the project.

It also approved recasting of Section 185-A(2) of the J&K Water Resources (Regulation & Management) Act, 2010 so that the fund, so created, will be operated upon by the Administrative Secretary, Finance Department, for the purpose of being utilized for the establishment of hydel projects, hydro-electric projects, multi purpose hydro-electric projects, buying back hydro-electric power projects, already established in the State, capital investment in the electric transmission and distribution network within the territory of the State, and the purchase of power by the State Government or its entities, with the prior approval of the Government.

Source: http://www.dailyexcelsior.com/cabinet-enhances-retirement-age-teaching-faculties-62/

Engagement of Consultant under the Plan Scheme ‘Pensioners Portal’

Engagement of Consultant under the Plan Scheme ‘Pensioners Portal’.

No. 44011/2/2013-Admn.I
Government of India
Ministry of Personnel PG & Pension
Department of Pension & Pensioners Welfare
3rd Floor, Lok Nayak Bhawan
Khan Market, New Delhi
Dated: 17th June, 2014

ADVERTISEMENT FOR ENGAGEMENT AS CONSULTANT

Subject: Engagement of Consultant under the Plan Scheme ‘Pensioners Portal’.

This Department has been implementing a Plan Scheme namely ‘Pensioners’ Portal’ – A Mission Mode Project under NeGP, Government of India.

It is proposed to engage one Consultant at Under Secretary level to assist the Department in undertaking various activities under the Pensioners Portal. The consultancy fee payable to the Consultant so selected is likely to be lump-sum monthly remuneration to be fixed based on pay last drawn under the Government minus pension plus DA (fixed). The present approved tenure of the Consultant may be up to 25th February, 2015. The Consultant so appointed may also be required to undertake tours for outstation activities for which he/she will be paid TA/DA as per Rules.

Retired Under Secretaries/equivalent having worked in social welfare schemes of Ministries/ Departments would be desirable. The retired Govt. servants having recently retired from the post equivalent to that of Under Secretary and desirous of being considered may send their bio-data in the enclosed application form so as to reach the undersigned latest by 24th June, 2014 at the email address tripti.ghosh@nic.in. They may also report for interview in room No.320, 3rd Floor, Lok Nayak Bhawan, Khan Market, New Delhi on 26th June, 2014 at 3.00 P.M. The person selected for the above position will be required to join immediately.
Sd/-
(Tripti. P. Ghosh)
Director (PP)

Source:http://ccis.nic.in/WriteReadData/CircularPortal/D3/D03ppw/Admin1_180614.pdf

Income tax exemption on children education allowance

Income tax exemption on children education allowance

Children Education Allowance (CEA) under section 10 (14) read with Rule 2Bb(2)(5) of the Income Tax Act is Rs.I00 per month per child.

This limit as fixed more than 2 decades back when the maximum amount of Children Education AIlowance for Central Government Employees was fixed at Rs. 100/- per month per child under the IVth Central Pay Commission. Now the current rate of this allowance is Rs.1000 per child.

Para 5.4 (A)(13) of Income Tax Circular dated 16.8.2011 indicates the details w.r.t. “Tuition Fee” which can be claimed for deduction under Section 80C. The same is reproduced below:

“A. As per section 80C, an employee will be entitled to deductions for the whole of amounts paid or deposited in the current financial year in the following schemes, subject to a limit of Rs.1,00,000/-:
13. Tuition fees, whether at the time of admission or thereafter, paid to any university, college, school or other educational institution situated in India, for the purpose of full-time education of any two children of the employee.

Full-time education includes any educational course offered by any university, college, school or other educational institution to a student who is enrolled full-time for the said course. It is also clarified that full-time education includes play-school activities, pre-nursery and nursery classes.

It is clarified that the amount allowable as tuition fees shall include any payment of fee to any university, college, school or other educational institution in India except the amount representing payment in the nature of development fees or donation or capitation fees or payment of similar nature.”

Apart from Section 80c,Children’s education allowance up to Rs. 100 per month per child for a maximum of two children and Hostel expenditure allowance of Rs. 300 per month per child for a maximum of two children is exempt from Income Tax. Hence 1200 only claim in this year. However since a part of the allowance relates to previous year you can claim relief under Section 89(1).

Source: CGEN.in

Clarifications regarding introduction of Pension Scheme and Post Superannuation Medical Benefits in CPSEs

Clarifications regarding introduction of Pension Scheme and Post Superannuation Medical Benefits in CPSEs

F.No.W-02/0017/2014-DPE-(WC)-GL-XI/14
Government of India
Ministry of Heavy Industries & Public Enterprises
Department of Public Enterprises
Public Entcrpnscs Bhawan

BLock No.14, CGO Complex, Lodi Road
New Delhi, the 21st May, 2014
OFFICE MEMORANDUM

Subject:- Clarifications regarding introduction of Pension Scheme and Post Superannuation Medical Benefits in CPSEs

The undersigned is directed to refer to this Department OM No.2(70)/08-DPE (WC) dated 26.11.2008 and 2(70)/08-DPE (WC) datcd 2.4.2009 regarding pay revision of executives and non-unionized supervisors of CPSEs w.e.f. 1.1.2007 which inter-alla provides guidelines regarding Superannuation benefits including Pension and Post Superannuation Medical Benefit Scheme of the CPSES, DPE has been receiving certain queries in this regard. The following clarifications may be kept in mind while finalizing the Pension and Post Superannuation Medical Benefit Scheme of the CPSEs:
i) The condition of 30% of Basic Pay + DA for superannuation benefits as prescribed in DPE O.Ms. dated 26.11.2008 and 02.04.2009 and as amended from time to time, are to be followed strictly.
ii) These schemes (pension and post-superannuation medical benefits) would be subject to the factors like affordability, capacity to pay and sustainability of the CPSE.
iii) Government budgetary support would not be provided to operate these Schemes.
iv) It is to be ensured that by implementing the 2007 pay revision, which would include these two schemes, the dip in Profit Before Tax (PBT) for the year 2007-08 should not exceed 20% in respect of executives & non-unionized supervisors of CPSE.
v) Since the effective date of 2007 pay revision in CPSE is 01.01.2007, the proposed scheme(s) may be introduced w.e.f. 01.01.2007 or a subsequent date for the regular employees who were on the rolls of CPSE as on that date and for the employees recruited thereafter. If a regular employee does not want to contribute to the proposed scheme, he/she should have an option.
vi) Contribution of CPSE to these schemes is limited to such extent that the contribution to the total superannuation benefits which include PF and Gratuity also is limited to 30% of Basic pay plus DA. This may be reviewed every year based on the profitability/affordability of the CPSE. Contribution every year by CPSE should not be guaranteed for these two schemes.
vii) An employee should have put in a minimum of 15 years service rendered in continuity in CPSE(s) at the time of superannuation, and benefits would be allowed by a CPSE from where the incumbent has superannuated.
viii) The services rendered in thc Government prior to joining CPSE would not count for the purpose of computation of total service in a CPSE required for availing the benefits of this scheme.
ix) As regards Board level executives, who are contractual appointees, they too can enjoy the benefits under these schemes provided their total period of service rendered in continuity in CPSE(s) including the period at Board level in a CPSE is not less than 15 years, at the time of superannuation.
x) In the event of any employee resigning from the services of CPSE and joining another CPSE having broadly similar schemes, the entire amount of employer’s and employee’s contribution along with interest accrued thereon can be transferred to such CPSE. However, employees who resign from CPSE to join another CPSE, not having similar schemes, or any organization not being a CPSE (irrespective of whether such scheme exists in that organization), shall not be allowed the benefit o transferring their accumulated fund under these schemes. However, the employee’s contribution along with accrued interests shall be refundable to the employee.
xi) Benefits of the schemes should not be extended lo employees posted on deputation to CPSE from Central/State Government.
xii) In case a regular member of the scheme dies/becomes permanently disabled & incapacitated, leading to cessation of his/her service, before putting in 15 years of service in a CPSE prior to superannuation, he/she may be given the benefits as admissible under these schemes.
xiii) Cases of VRS/VSS for which specific scheme have been framed would be examined in terms of such specific schemes of VRS/VSS of the Government applicable in respect of employees of CPSEs. Benefits under these schemes would not accrue to VRS/VSS optees automatically.
xiv) At the time of superannuation, an employee may opt for Annuities from any of the designated Annuity Saving Service Providers to provide the pension and/or post retirai medical benefits.
xv) The admissibility of benefits under these schemes to the employees against whom disciplinary proceedings are pending at the time of superannuation is to be regulated as per the Conchict, Discipline & Appeal Rules of the CPSE.
xvi) In cases of resignation (excluding resignation covered under ‘technical formality clasue’) and compulsory retirement, removal, dismissal because of disciplinary proceedings. the annuity would be based only on member’s contributions, if any, and interest thereon.
xvii) DPE O.Ms. dated 08.07.2009 and 20.07.2011 relate to the creation of a Corpus for the CPSE employees who retired before 01.01.2007. There is, thus, no link between pension and post-superannuation medical benefit schemes and the corpus mentioned in OMs. dated 08.07.2009 and 20.07.2011.
xviii) These schemes will be under a “defined contribution scheme” and not under a “defined benefit scheme”. Subject to the Contribution made by the CPSE within the prescribed ceiling, and based on affordability, the benefit to the individual executive would be determined based on the accumulated amount.
xix) There should be no provision of ‘commutation’, since provision of pension in 2007 pay revision guidelines was introduced so that employees have a social security and would get a substantial monthly pension after superannuation.
sd/-
(Samsul Haque)
Under Secretary
Source: www.bsnleuchq.com
[http://www.bsnleuchq.com/DPE%20clarification%20on%20pension%20scheme.pdf]

Monday, 23 June 2014

Principles of Determination of Pay and Minimum & Maximum Wages Submitted to 7th CPC by IRTSA

Presentation on Principle of Pay determination & Minimum and Maximum Pay – Compiled by Er. K.V. Ramesh, Senior JGS/IRTSA
 
Principles of Determination of Pay & Determination of Minimum & Maximum Wages Submitted to 7th CENTRAL PAY COMMISSION
 
Indian Railways Technical Supervisors Association (IRTSA)
M. SHANMUGAM HARCHANDAN SINGH
Central President General Secretary
Compiled by K.V.RAMESH, Senior JGS/IRTSA

Relevant Terms of reference
 
2.a) To examine, review, evolve and recommend changes that are desirable and feasible regarding the principles that should govern the emoluments structure including pay, allowances and other facilities / benefits, in cash or kind, having regard to rationalization and simplification therein as well as the specialized needs of various Departments, agencies and services, in respect of the following categories of employees:-
 
i. Central Government employees-industrial and non- industrial;
 
2.b)To examine, review, evolve and recommend changes that are desirable and feasible regarding principles that should govern the emoluments structure, concessions and facilities/benefits, in cash or kind …….

Article 43. Living wage, etc., for workers
The State shall endeavour to secure, by suitable legislation or economic organisation or in any other way, to all workers, agricultural, industrial or otherwise, work, a living wage, conditions of work ensuring a decent standard of life and full enjoyment of leisure and social and cultural opportunities and …..

Job Evaluation
Scientific job evaluation methods are available for a fair comparison of wages.
Difference in nature of work can well be taken care of in scientific job evaluation.
Recommendation of 3rd CPC for adoption of Job evolution technique on experimental basis is still not tried.
Classification or Grading method is easier method for job evaluation.
 

Proposed method for Job Evaluation
Brief Job descriptions and details of pay scales, emoluments and other particulars be collected for various group of Employees. 
 
Jobs can be broadly grouped like “Industrial”, “Non-Industrial” and “Secretarial” etc.
These groups may be further broken up into various sub-groups like “Artisan”, “Supervisory”, “Administrative”, “Supportive”, etc. 
 
Separate “Grade definitions” shall be finalised for each of these Groups & sub-groups,
Indicating, type of work, level of job difficulty, area & Span of Supervision, etc
Maintaining horizontal parities & vertical relativities. 
 
Will results in better justice, better job satisfaction, greater industrial harmony leading to higher efficiency and productivity and the time, cost and effort would definitely be worth the returns, particularly in the long run

Minimum Wage as per 6th CPC method
Pay in Pay Band + Grade Pay + % DA + Compensation factor based on rise in NNP at factor Cost.
Calculation of compensation factor
Year Per Capita NNP at factor cost At constant price Increase over previous year
2005-06 26015 1872
2006-07 28067 2052
2007-08 30332 2265
2008-09 31754 1422
2009-10 33901 2147
2010-11 36342 2441
2011-12 38037 1695
2012-13 39168 1131
2013-14* 41046 1878
2014-15* 42924 1878
% Increase of NNP at factor cost on Constant Prices for the period of ten years
65%
* Assumed figures as per average increase
 
Proposed Minimum Pay w.e.f. – 1.1.2016
 
Minimum Basic Pay + DA 140%+ Compensationfactor 65% of BP + DA
Minimum Basic pay after VI CPC Rs.7000
Projected DA 140% (as on 1.1.2016) Rs.9800
BP+DA Rs.16800
Compensation factor (65%) Rs.10920
Proposed Minimum Pay Rs.27720 or Rs.28000
Proposed Number of times increase of BP 3.96
 
Proposed Minimum & Maximum Pay based on post 6th CPC formula
 
EXISTING PAY PROPOSED PAY @ 3.96 TIMES (ROUNDED OFF) OF EXISTING PAY
Minimum Maximum Minimum Maximum
Pay in Pay Band Grade Pay
Pay in Pay Band Grade Pay
Rs.5200 Rs.1800 Rs.80,000 Rs.20,800 Rs.7200 Rs.3,20,000
 
Minimum Pay shall be increased from Rs.7000 to Rs.28,000. 

Maximum Pay Shall be increased from Rs.80,000 to 3,20,000.
 
Intermediate Pays shall be fixed in the same way.
Upgradation shall be granted to specific categories on functional & other related justification.
 

Determination of Maximum Pay First & then arriving Minimum Pay in the ratio of 9:1
Maximum Pay shall be fixed first as per rise of NNP and then the Minimum pay in the ratio of 9:1thereof and the Intermediate Pays shall be fixed.
Maximum Pay = Rs.80,000 x Compensation factor based on rise in NNP at factor Cost. = 80000 x 3.96 = Rs.316800 or Rs.3,20,000.
Therefore, Minimum Pay works out to be Rs.320000 / 9 = 35555 or Rs.35500.

Rate of Increments
Annual Increment:- Rate of annual increment in each grade may please be granted @ 5 per cent.
Increment on Promotion:- During Promotion minimum 10% increase in Basic Pay has to be granted.
Fixation of Pay on Promotion at par with Entry Pay:- Pay on Promotion should be fixed at least at par with Entry Pay in the Revised Pay Structure.
Thank you
 
Source: IRTSA
[http://www.irtsa.net/pdfdocs/7th_CPC_Principle_of_Pay_Determination.pdf]

MACP on Promotional hierarchy- DoPT ignores appeal of Ordinance Factory Board, Kolkata

 MACP on Promotional hierarchy- DoPT ignores appeal of Ordinance Factory Board, Kolkata

By Speed Post
Government of India
Ministry of Defence
Ordnance Factory Board
10A, Shaheed Khudiram Bose Road
Kolkata – 700 001.

Sub: OA No.904/2012 – Sanjay Kumar & 18 Ors-V-UOI & Ors. – Grant of MACP in the higher grade of promotional hierarchy

Ref: i) CAT Principal Bench order dated 26-11-2012
ii) OFB I.D. No.01/6th CPC/MACPS/PCC(A/A)(Pt.) dated 16-09-2013
iii) OFB I.D. of even No. dated 27-09-2013 & 28/1/2014.

The issue of grant of MACP in the higher grade of promotional hierarchy, was taken up with MOD vide OFB I Ds cited at ref (2) & (3) pursuant to judgment dated 26/11/2012 in the subject OA. It may be recalled that the subject OA was filed seeking MACP benefit in the higher grade of promotional hierarchy at the instance of order issued by CAT Chandigarh Bench in O A No. 1038/2010 – Shri Tilak Ram –V- UOI & Ors which was upheld by Punjab & Haryana High Court in CWP No. 19387/2011 decided on 19/10/2011. The Special Leave Petition filed before the Hon’ble Supreme Court was dismissed on 15/4/2013.

Attached please find herewith copy of letter No. IOFGOA/NE/SAF/MACP/2013 dated 26/03/2014 received from GS/IOFGOA which has been addressed to DGOF & Chairman copy endorsed to Hon’ble Raksha Mantri and others. The said Association has enclosed copy of judgment in O A No. 864/2014 delivered by Hon’ble CAT Principal Bench on 12/3/2014 where the Hon’ble CAT has directed the following:
“Once an order has been passed by this tribunal and it has also been upheld at the level of Supreme Court, there is no question of waiting for an approval of any Govt. department for implementation of the same”.
A similar representation dated 3/4/2014 received from Staff Side Member, JCM-III level Council quoting the judgment dated 12/3/2014 in O A No. 864/2014 is also enclosed. It may be intimated that several OAs have been filed in different CATs/Courts on the same issue by the employees of this organization and the same are pending.

MOD is requested to convey its decision at the earliest to avoid unnecessary litigations on the issue of grant of MACP in the higher grade pay of promotional hierarchy.

Encl: As above

SD/-
(Smt. Arti. C. Srivastava)
Director/Admin
For Director General Ordnance Factories
Shri Amlan Das,
Under Secretary,
D(Estt/Non-Gazetted),
Room No.340-B,
“B” Wing, Sena Bhavan,
New Delhi-110 011.

Source: http://aiamshq.blogspot.in/2014/06/macp-on-promotional-hierarchy.html

Implementation of Recommendations of 6th CPC — Merger of grades — Revised Classification and mode of filling up of non-gazetted posts — Scheme for filling up of vacancies after 31.12.2013 : Railway Board Order

Implementation of Recommendations of 6th CPC — Merger of grades — Revised Classification and mode of filling up of non-gazetted posts — Scheme for filling up of vacancies after 31.12.2013.

RBE No. 63/2014
GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
(RAILWAY BOARD)

No.E(NG)l-2008/PM 1/15
New Delhi, dated 16.06.2014
The General Managers (P)
All Indian Railways & PUs.
(As per standard list)

Sub: Implementation of Recommendations of 6th CPC — Merger of grades — Revised Classification and mode of filling up of non-gazetted posts — Scheme for filling up of vacancies after 31.12.2013.

Ref: Board’s letters of even no dated 03.09.2009, 07.06.2010, 21.11.2011, 23.05.2012, 15.1.2013, 24.05.2013 & 03.01.2014 on the above subject.

The existing methodology and benchmarking for promotion, as enumerated in the Board’s letters referred to above, may be applied till 31.12.2014.

Please acknowledge receipt of this letter.
Sd/-
(Amita Bhalla)
Deputy Director-II/ E(NG)I
Railway Board.
Source: AIRF

Jurisdiction orders and implementation of Cadre restructuring exercise of the lncome-tax Department

Jurisdiction orders and implementation of Cadre restructuring exercise of the lncome-tax Department — reg
 F.No.187/4/2014-ITA.I
Government of India
Ministry of Finance
Department of Revenue
Central Board of Direct Taxes
ITA.I Division
North Blocks: New Delhi
Dated the 20th June, 2014
To
All Principal Chief Commissioners of Income-tax,
DGIT (Int. Tax)
DGIT (Exemption), DGIT(Inv.), DGIT(I&CI)

Sub.: Jurisdiction orders and implementation of Cadre restructuring exercise of the lncome-tax Department — reg.

Sir/ Madam,

I am directed to refer to the Boards letters of even number dated 5.6.2014 and 6.6.2014 regarding information to be sent while forwarding draft jurisdiction orders to the ITA Division as a consequence of proposed restructuring. It was specifically requested. that the requisite information may be e-mailed besides sending by post.

2. However, it is observed that certain officers are visiting CBDT personally only for submitting the proposals to the Board and that too without any prior intimation. The undersigned is directed to convey that such visits not only result in wastage of time of officers but also lead to undesirable expenditure incurred on tour. It is reiterated that the proposals and the requisite information may strictly be sent by post and the soft copy of the same may also be sent by e-mail. At present, there is no need for personal visits. Wherever any such need is felt the nodal officer would be so informed. Any clarification, if desired, could be discussed telephonically by the nodal officer or his / her team with the officers mentioned in CBDT’s letter dated 5.6.2014.
Yours faithfully,
sd/-
(Surabhi Sharma)
Under Secretary to the Government of India

Source: http://irsofficersonline.gov.in/Documents/OfficalCommunique/1620201412347.PDF

Revision of Passenger Fare & Freight Rate will Come into Effect from 25.6.2014

Revision of Passenger Fare & Freight Rate will Come into Effect from 25.6.2014


The Railway passenger fare and freight rate revision was done as part of interim budget presented by the previous government. But the implementation of revised rates was withdrawn by previous regime because of the elections. Meeting the annual expenditure would not be possible unless the revised rates as finalized by previous government is implemented, hence order of withdrawing implementation of revised fare and freight has been withdrawn. Accordingly, the revised passenger fare and freight rates & freight structure rationalization will come into effect from 25th June 2014 (i.e. w.e.f. 0000 hours of 25th June 2014).
In nutshell, following are the changes to be effective from 25th June 2014 (i.e. w.e.f. 0000 hours of 25th June 2014).


FREIGHT :

A flat 5% increase in freight rates and an additional increase of 1.4% on account of FAC (Fuel adjustment Component) which was due since April 2014. The overall increase in freight rates will be 6.5% approx .for major commodities.

Withdrawal of short lead concession in charging of freight for all traffic booked upto 100 kms. Minimum distance for charge has been increased from existing 100 kms to 125 kms.

The number of Low Rated Classes have been reduced from 4 to 3. Certain concessions in case of some of these commodities has also been withdrawn.


PASSENGER :

A flat 10% increase in all classes. There will be no increase upto minimum distance for charge. In addition there will be an increase of 4.2% in fares on account of FAC which is due from April 2014.
Second Class Monthly Season Ticket (MST) fares of Suburban and Non-suburban shall be charged on the basis of 30 single journeys instead of approximately 15 single journeys.  Fares of First Class Monthly Season Tickets will be charged @ 4 times the Second Class Monthly Season Tickets (MST) Fares as is done presently.  Revised fare shall also be applicable as per the existing method of computation on Quarterly Season Tickets (QST), Half Yearly Season Tickets (HST) and Yearly Season Tickets (YST), etc.  these revisions have been shown in the Season Ticket Fare Tables.


Other Charges:

There shall be no change in charges for reservation fee, superfast surcharge etc.  Such charges, wherever applicable, shall continue to be levied additionally as per existing instructions.

Service tax will continue to be levied as applicable as per instructions issued in this regard.
The revised fares will also apply to tickets issued in advance for journeys to commence on or after 25.06.2014.

In the case of tickets already issued at pre-revised rates, the difference in fares and other charges on or after 25.06.2014 will be recovered either by TTEs on the trains or by the Booking/Reservation Offices before the commencement of journey by passengers.


Source : PIB

Saturday, 21 June 2014

Outcome of the meeting with Railways Ministry on 19.6.2014 – AIRF

Outcome of the meeting with Railways Ministry on 19.6.2014 – AIRF

All India Railwaymen’s Federation
4 STATE ENTRY ROAD.
NEW DELHI-110055
INDIA


POINTS RAISED BY THE GENERAL SECRETARY AIRF IN THE MEETING OF HON’BLE MR WITH THE GENERAL MANAGERS AND DRMS OF THE INDIAN RAILWAYS ON 19.06.2014 IN RAIL MUSEAUM, NEW DELHI

At the outset, while thanking Hon’ble MR, MoSR, CRB, other Railway Board Members, General Managers, General Secretary AIRF, Shri Shiva Gopal Mishra, raised the issue of digitalisation of records and making all the offices paperless. He also requested Hon’ble MR for introduction of such software which can provide all the information pertaining to employees on their mobile phones, particularly balance of leaves, Basic Pay, Dearness Allowance, Travelling Allowance, House Rent Allowance etc. and deduction being made from the salaries of the employees.

He also emphasised the demand for scrapping New Pension Scheme that came into effect from 01.01.2004 with restoration of Old Pension Scheme for all the Railway employees and liberalization of SPAD Clause to minimise stress and strain in the staff in the interest of safety.

1. IMPROVEMENT OF SAFETY ON THE RAILWAYS
(i) Thousands of Railwaymen lay their lives while working round-the-clock 24x7x365 days in all weathers, need a better treatment from the Railways and Government of India. Grievance Handling Machinery, particularly Permanent Negotiating Machinery, has been paralysed. Any grievance raised by a particular staff or union must be resolved within 60 days of raising of the grievance to remove stress of the staff, which is major danger for the safety.
(ii) Special attention to be paid for timely filling up of vacancies in Safety Categories. On account of shortage of manpower, the existing staff are compelled to adopt short-cuts, which is a potential threat to safety.
(iii) Adequate and proper training facilities be made available for skill development and to acquaint the manpower with latest technological development.
(iv) Proper infrastructure for maintenance, both preventive and routine, should be made available with adequate facilities.
(v) The New Pension Scheme, i.e. National Pension Scheme, introduced w.e.f. 01.01.2004, has totally eroded the Social Security, and the staff appointed on or after this crucial date is always afraid about their future, which also diverts their proper attention from their duty.
(vi) The system of induction to erstwhile Group ‘D’ Safety Categories, now in Grade Pay Rs.1800 and classified as Group ‘C’, needs to be de-centralized, and the old system of engagement in the form of Substitutes at the Divisional/Workshop level be restored with the process of sponsoring the names of the candidates by local Employment Exchange etc. with weightage of at least 5% marks to the wards of Railwaymen.
(vii) Modernised Tools and Equipments be made available to the technical staff engaged in maintenance of rolling stock, track, signalling gear etc.
(viii) Operating Staff, assigned the work of train passing duty, particularly on intensively utilised section should not be given additional work like commercial duties etc.
(ix) In the category of Running Staff, both Loco & Traffic, no vacancies should be allowed to continue for a longer period of time.
(x) There should be proper resting facilities at out stations in Running Rooms, including cooking facilities and at home, so that they are not subjected to work without proper rest, which is a potential to endangering the safety.
(xi) Running Staff and the staff engaged in train operations should not be compelled to work longer duty hours, for which adequate manpower be made available.
(xii) There should be no compromise in the standard of the material and components, for which strict quality check be ensured through internal assessment, creating necessary paraphernalia for this purpose. Responsibility must be fixed on any breach to life cycle of the instrument or material.
(xiii) Outsourcing of perennial nature maintenance works in all kinds of rolling stock, track and signalling gears as also the infrastructure should not be resorted to in the larger interest of safe rail operation.
(xiv) Increasing trend of outsourcing is also endangering the safety of rail operation because the contractor not only engages untrained manpower, but also violates the Statutory Rules for contractual labours, viz. not paying legitimate wages, not providing even basic facilities in gross violation of Contract Labour(Regulation & Abolition) Act, 1970.
(xv) Low paid contractual labour, engaged in perennial nature of departmental works, is found indulged in theft of railway materials. It was accepted by the them CRB, Shri Vivek Sahai, in PREM Group Meeting at the apex level, that, after the introduction of CST, theft incidents have increased and condition has been deteriorated.
(xvi) Inadequacy of funds for replacement of outdated assets, including rolling stocks, track and signalling gears, is also a major hurdle in safety of rail operation.
(xvii) In the recent days, some of the incidents of fire have caused lots of casualties and given bad name to IR. Previously, there was a separate department of RPF Fire, which used to train the staff and checking fire equipments, had been abolished, leaving Railway System in the hand of private parties, responsible for such incidents. Fire Department in the Railways needs to be restored.
(xviii) Track maintenance and problems in keeping block.
(xix) Scope of the LARSGESS needs to be widened, so that the staff working in Safety Categories, who are unwilling or incapable of working, can seek Voluntary Retirement with simultaneous appointment to their qualified and capable wards with a view to induct the young bloods in the system for better productivity and efficiency.
(xx) Safety Organisation in the Railways is working on ad-hoc basis and those who are rejected in the system are posted there. Safety Counsellors, instead of counselling, do policing and punishing the staff. This mentality needs a change.
2. IMPROVING CLEANLINESS IN THE TRAINS AS WELL AS AT STATIONS
In our opinion, two types of action plan are required to be framed
 
(A) EFFORTS TO BE MADE BY THE RAILWAYS
(i) Latest Mechanised Cleaning System needs to be introduced departmentally with adequate material, tools and plants and imparting proper training to the staff for their effective use.
(ii) Toilets in the trains be modernised and converted to bio-toilets to make them eco-friendly.
(iii) Cleaning of toilets and fioors of train compartment be done at regular interval on some identified stations, for which sufficient manpower with materials, equipment etc. be made available.
(iv) In case of outsourcing of cleaning system, both trains and stations, the contractor, when allotted the works, complies with the terms and conditions of the contract for a short duration of time and subsequently withdraws manpower as provided for in the agreement, and the quality gradually gets deteriorated on this account. The contractual manpower engaged by the contractor, on account of being untrained, low paid and inconsistent, are incapable of maintaining quality of cleaning on, both at the stations and the trains.
(v) Paucity of funds is another major factor in non-maintaining of proper cleanliness.
(vi) Rail users are also required to be trained through display of pamphlets, posters, documentaries, exhibitions, play/drama/Nukkad Nataks etc., not to spread garbage/wastage etc. everywhere, viz. in the compartment, on railway platform, trains, tracks etc. to maintain cleanliness and for its proper monitoring CCTVs/Cameras may be installed in train compartments and on railway stations.
(vii) Rail users should also be counselled for using the toilets etc. in proper manner.
B. (i) Some Statutory Provisions be made to impose some fine on misuse of toilets, spreading garbage/wastage in the train compartments, rail platform and railway tracks etc. on the pattern of Metro Rail.
(ii) Proper system for monitoring violation of the above-mentioned Statutory Rules be introduced and ensured.

3. IMPROVING CATERING SERVICES ON INDIAN RAILWAYS
(i) Owing to Railways’ accountability for serving proper quality of meals, only Departmentally- run Catering System needs to be restored.
(ii) To provide proper quality meals, snacks, breakfast etc. onboard, fully equipped and modernised Departmental Base Kitchens need to be established at major stations with sufficient manpower and proper infrastructure.
(iii) Strict quality check, right from raw-material to finished product, needs to be ensured.
(iv) Onboard service of edible items be assigned to departmental workforce only.
(v) Staff hygiene and their upkeep with proper uniform also need to be ensured.
(vi) Staff should be provided with adequate and proper quality equipments and utensils for hassle- free onboard service.
(vii) No outsourcing should be resorted to in the interest of quality and standard of catering services.
4. IMPROVING THE PUNCTUALITY OF THE TRAINS

The factors affecting punctuality can be broadly divided into two major groups
(A) REASONS ATTRIBUTABLE TO THE RAILWAYS
(i) inadequacy of trained manpower in Running, Operational and Maintenance Categories.
(ii) lmproper quality of materials, leading to in-service failure.
(iii) Compelled short-cuts in working owing to shortage of manpower etc.
(iv) Over-utilization of rolling stock and tracks beyond optimum capacity.
(v) Non-provision of proper maintenance corridor, resulting in line failures.
(vi) Longer hours of duty of Running Staff and Operating Staff.
(vii) Dual System of Law Enforcement Machinery, i.e. GRP and RPF.
(viii) Old aged signalling system needs to be replaced by modernised latest signalling.
(ix) Single traction system, i.e. either diesel or electric sometimes also leads to loss of punctuality on account of line failure, as such introduction of dual traction system may be introduced.

(B) REASONS ATTRIBUTABLE TO RAIL USERS
(i) Frequent Alarm Chain Pulling(ACP) without any valid reason, resulting in remarkable loss in
running time of trains.
(ii) Non-provision of strict Statutory Rules against misuse of ACP System etc. and non
enforcement of existing rules.
(iii) Unauthorised trespassing of tracks and level crossing gates.
(iv) Overloading by the contractors, in case of leased brake-van etc.
(v) En-route violence by the unsocial elements travelling in the trains.
(vi) Dislocation of train services in terrorist affected areas.


5. IMPROVEMENT IN SERVICES RELATED TO RESERVATIONS, TICKETING ETC.
(i) Departmental PRS need to be streamlined and strengthened by providing adequate and modern equipments with trained manpower.
(ii) Timely replacement of outdated and condemned equipments etc. be ensured.
(iii) Mis-utilization of manpower in other than the assigned duties of the Reservation and Booking Staff needs to be curbed.
(iv) UTS needs to be augmented so as to create this facility on all the railway station for smooth issuing of tickets to the travelling public.
(v) Check and balance to be maintained on e-ticketing system to prevent misappropriation etc.
(vi) Smart Card System be introduced to avoid long queues on booking windows.
(vii) Credit/Debit Card System may be thought of for issue of Reserved and Unreserved ticket.
(viii) Token System with Display Board be introduced in the PRS on all important and major stations to avoid longer queues and stress on the ticket issuing staff.


6. CAPACITY ENHANCEMENT ON INDIAN RAILWAYS
(i) In the present resource constraints, double-decker passenger trains with Light Weight Bogie need to be introduced in all Mail, Express, Superfast, Passenger Trains.
(ii) For day-service trains, coaches having larger sitting capacity be utilised in place of conventional passenger coaches, for which, coaches of Jan Shatabadi Trains and Double Decker Trains would be most suitable.
(iii) For enhancement of freight loading capacity, new designs of wagons, having larger loading capacity need to be introduced.
(iv) Automatic Signalling System be introduced on all major routes to facilitate operation of more and more number of trains on the existing tracks.
(v) The length of the Mail, Express, Superfast trains may be further augmented with additional coaches.
(vi) Adequate number of Unreserved Express Trains, with newly designed coaches with sitting arrangement, be run on all major routes to cater the requirement of the poor people of the country.
(vii) Rather than providing Luggage Van in all passenger train services, separate Parcel Trains be introduced and the Luggage Van be replaced with Passenger Coaches for ordinary unreserved passengers.


7. PRIORITIZATION OF PROJECTS AND RATIONALISATION OF FUNDING
(i) Allocation of funds should be given priority for those projects which are near completion so that the money already invested in the projects can be made effective use of on early completion of the same.
(ii) Projects of national interest still need to be given emphasis in view of national integrity and fulfilment of the aspirations of the people of the isolated areas.
(iii) Keeping in view the large-number of accidents occurring on manned-unmanned level crossings, ROBs and RUBs be given priority, which would not only help averting accidents but also save remarkable amount of revenue.


8. INNOVATIVE METHODS FOR ENHANCING THE EARNING AND FUNDING OF NEW PROJECTS
(i) Improper ticket checking system, due to shortage of checking staff, causes heavy financial loss to the Railways in the form of ticketless/irregular travelling.
(ii) Upgradation system of reserved accommodation is also not working well insofar as improvement in the railway earning is concerned.
(iii) Rationalisation of passenger fare with realistic approach is of utmost importance.
(iv) Useless wastage of money on the works executed without perspective and foresightness needs to be checked and accountability be ensured.
(v) Unwarranted for procurement also needs to be checked.
(vi) Timely disposal of surplus and condemned materials needs to be ensured.
(vii) Uncalled for intensive use of government vehicle needs to be checked.
(viii) Excessive misuse of manpower needs to be affectively curbed.
(ix) Freight Booking System needs to be modernised and upgraded to make it user-friendly.
(x) Undesired works in the name of beautification at the cost of safety need to be stopped.


9. REDUCTION IN EXPENDITURE ON INDIAN RAILWAYS
(i) Unnecessary movement of managerial staff with the Saloon/RA should be minimised.
(ii) Foreign tours in the name of training to those staff and officers, particularly on the on the verge of retirement need to be stopped.
(iii) Musical Chair System on the posts of JAG and above be stopped.
(iv) Bungalow Peon System needs to be abolished.
(v) Proper utilization of surplus railway land be ensured.
(vi) Railways’ buildings need to be utilised for advertisement panels of reputed enterprises.


10. SPEEDING UP OF DECISION MAKING ON INDIAN RAILWAYS
(i) As already announced by the Hon’ble Prime Minister, there is urgent need of speeding the decision making, for which paperless system, e-governance would be effective tools.
(ii) The authority to take decision in a particular matter should be widely known and on the pattern of Single Window System.
(iii) Decision in the particular case be ensured in maximum three layers.
(iv) There should not be diversified responsibility in decision making.
(v) Decentralisation of powers in case of decision making.


Source: AIRF

Raise IT Exemption to 5 Lakh, Merge DA, Scrap NPS, Funds for Interim Relief: NC(JCM) writes to Finance Minister

NC(JCM) Secretary writes to FM regarding the important major issues of Central Government Employees as Pre-Budget Consultation:-

Shiva Gopal Mishra
Secretary
National Council (Staff Side)
Joint Consultative Machinery
Central Government Employees
13-C, Ferozshah Road, New Delhi – 110001
No.NC/JCM/2014
Dated: June 17, 2014
Hon’ble Minister of Finance,
(Government of India), Ministry of Finance,
North Block, New Delhi

Respected Sir,
Reg.: Pre-budget consultation

I, on behalf of National Council (Joint Consultative Machinery), representing more than 36 lakh Central Government Employees’, once again congratulate and welcome you on your taking over as Finance Minister of the new government, recently formed on the verdict of the people of this country.

We take this opportunity to bring to your kind notice some important major issues that need to be taken into consideration while finalising the General Budget of our country for the year 2014-15. This would definitely boost the morale of the Central Government Employees and simultaneously help a lot in overall development of our nation.

Some of the important issues are appended below for your kind consideration;

(i) Effective measures need to be taken to arrest the skyrocketing price rice, particularly of essential commodities effecting common man and to contain inflation, ban speculative forward trading in commodities, strengthen the Public Distribution System, ensure proper check on unlawful hoardings and rationalise the tax dutylcess on petroleum products with a view to minimise burden on common people.
(ii) Adequate allocation be ensurd in infrastructure development in order to stimulate the economy for job creation. Necessary measures are required to be taken for strengthening the Public Sector for job creation and rapid development of the country as this sector plays vital role in this regard. Plan and non-plan expenditure should be adequately increased to stimulate job creation and ensuring consistent income of the people.
(iii) Minimum Wage linked to Consumer Price Index need to be guaranteed to all workers, complying the recommendation of the 15 Indian Labour Conference as envisaged by the apex court of the country and reiterated in the 44th Indian Labour Conference held in 2012, and it should be minimum Rs 15000 p.m.
(iv) In the context of huge job losses and mounting unemployment problem, the ban imposed on recruitment in Government Departments, Public Sector Undertakings and Autonomous Bodies should be lifted as per recommendation of the 43 Session of the Indian Labour Conference, Instructions of the Finance Ministry to abolish the posts which are not filled for one year should be withdrawn and thumb rule surrender of posts in Government Departments and Public Sector Undertakings be stopped, while new posts be created fornew assets and increased workload without imposing any conditn of “Matching Saving” etc.
(v) In the wake of appointment of VII CPC by the former government, allocation of requiste funds be made for Interim Relief and to implement the recommendations of the VII CPC.
(vi) All the restrictive provisions based on poverty line in respect of eligibility coverage of the schemes under the Unorganised Workers’ Social Secuñty Act, 2008 need to be done awaywith and adequate resources be allocated for the National Fund for Unorganised Workers with a view to provide Social Security to all Unorganised Workers, including Contractual/Casual Workers in ne with the recommendations of the Parliamentary Standing Committee on Labour as also the 43rd Session of the Indian Labour Conference, for which the word “Below Poverty Line” need to be re-defined at the earliest.
(vii) Necessary provision in the budget be made for providing essential services, viz, housing, public transport, sanitation, water, schools/colleges, creche for children, healthcare for the workers in the new emerging industrial areas as also separate women hostels for women workers where their participation is high.
(viii) Budget provision is required to be increased for elementary education, particularly in the wake of implementation of the justify to Education, as the same can be proved an effective tool to combat Child Labour.
(ix) The prevalent system of computation of Consumer Pñce Index needs to be reviewed owing to heavy financial loss to the workers in the present system.
(x) The ceiling limit for exemption of Income Tax for the salaried employees be raised to atleast 5 lakh per annum and fringe benefits, like housing, medical aid education facilities, Running Allowances, be exempted from Income Tax net in totality.
(xi) New Pension Scheme be withdrawn, being detrimental for Social Security, and all employees under the Central Government, State Government, PSUs, Autonomous Bodies etc. recruited on or after 01.01.2004 be covered under Old Pension Scheme. Any National Pension Scheme should be made optional in addition to Old Pension Scheme.
(xii) The genuine demand for Merger of Dearness Allowance with Pay be accepted and adequate allocation of funds for this purpose be made in the budget.

We also put-forth the following suggestions in regard to resource mobilisation for the purpose of fulfilment of the aspirations of the common people of the country in general and the working class in particular:-

  • A Progressive Taxation System should be put in place to ensure taxing the rich and the affluent sections who have the capacity to pay at a higher degree. Corporate service sector, traders, wholesale business, private hospitals and institutions etc. should be brought under broader and higher tax net Increase taxes on luxury goods and reduce Indirect Taxes on essential commodities, as at present overwhelming majority of the population are subjected lo Indirect Taxes that constitute 86% of the revenue.
  • Concrete steps must be taken to recover huge accumulated unpaid tax arrears which has already crossed more than Rs.5 lakh crore on Direct and Corporate Tax account alone, and has been increasing at a geometric proportion. Such huge tax evasion over and above the liberal tax concessions, already given in the last two budgets, should not be allowed to continue.
  • The steps taken by the new Central Government, constituting Special Investigation Team(SIT) for recovering black money are praiseworthy and we urge for speedy action in the matter.
  • Effective measures need to be taken to unearth huge accumulation of black money in the economy, including heavy amount of uncounted money in the tax heavens abroad and within the country, and necessary provisions be made to bring back illicit flow from India, which are at present more than twice current external debt of US$ 230 billion. This huge money be directed towards providing Social Security lo the working class.
We do hope, the above-mentioned views would receive due consideration from your good-self. Besides the, there is an urgent need for continuous dialogue with the Central Government Employees, for which, the National Council(JCM), being ai effective tool, has always played a vital role during the past, however., it is quite unfortunate that the same has been made ineffective during the recent years. It is our considered view that, in the larger interest of the development of the nation, continuous dialogue on the problems of the Central Government Employees through the JCM is necessary.

It is, therefore, earnestly requested that, dialogue in the pre-budget discussion with the JCM(Staff Side) should also be ensured, so that the views expressed by them can also be taken Into account while finalising the Budget.

With kind regards!
Yours faithfully,
sd/-
(Shiva Gopal Mishra)

Source: http://ncjcmstaffside.com/wp-content/uploads/2014/06/Pre-Budget-Consultations_17.06.2014.pdf

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