Monday, 30 November 2015

LDC-UDC Matter & MACP on Promotional Hierarchy in 7th CPC Recommendation: AIAAS(NG) writes to Confederation

LDC-UDC Matter & MACP on Promotional Hierarchy in 7th CPC Recommendation: AIAAS(NG) writes to Confederation

Message from Secretary AIAAS(NG) :-

This Association has taken up the LDC/UDC, MACP on Promotional Hierarchy, and other issues related to Administrative Staff with Confederation. Copy of the letter sent to the Secretary General, Confederation is given below: All our LDC/UDC friends are requested to raise the issue in their respective Association to force them to represent the issue to Confederation/JCM Staff Side.
Dated 25/11/2015
Com. M Krishnan,
Secretary General,
Confederation of Central Government Employees & Workers,
New Delhi

Dear comrade,

This is in connection with LDC/UDC, MACP on Promotional hierarchy and other issues related to Administrative Staff of Subordinate offices. It is surprising to note that the 7th Pay Commission has turned down the genuine issue of LDC & UDC on the ground that the government has stopped direct recruitment for the clerical cadre and gradually phasing out the existing incumbents. If this is true, it is a matter of great concern that the Government has chosen to take a unilateral decision on an important policy matter without consulting the Staff side. The reason given for rejection of the demand is not convincing.
Besides Confederation/Staff Side JCM, several Departments had recommended upgradation of grade pay of LDC & UDC of Administrative Offices especially the LDC & UDCs of subordinate offices of Government of India.
Extracts of the Pay Commission comments on the matter is given below:
By analyzing the demand of SVP, National Police Academy under Para 11.22.100 the Commission has said “This issue has been dealt in Chapter 7.7. Recommendations made there would apply in this case also”
As against the demand of Directorate of Printing under Para 11.52.32 Commission maintained that “posts like LDC, UDC, Accountant are common to a number of ministries/ departments. Recommendations regarding their pay are contained in Chapter 7.7 and Chapter 11.35.”
But, in Chapter 7.7, deals common category, no recommendation for LDC/UDC is given.
However by recording disagreement to increase promotional quota of MTS to LDC under Para 7.7.37 & 11.35.28 Commission has said that “government has already stopped direct recruitment for the clerical cadre and gradually phasing out the existing incumbents, this demand cannot be accepted.”
But the fact is that Staff Selection Commission is frequently conducting recruitment for the post of LDC. Combined higher secondary examination for the selection of LDC also has been conducted recently. Moreover, no alternative recommendation to replace the LDC post is given in the report.  It is to be noted that the normal ratio of LDC and UDC in subordinate offices is 5:2 and thus LDCs have been allocated responsible sections and in many smaller offices LDC alone is handling the work of entire Administration.
On the other hand rejecting Central Secretariat Clerical service demand for parity with DEO, the commission observes “Even though the entry requirements are similar, historically the pay scales of the two posts have been different. Besides, they comprise two distinct cadres with different set of roles and responsibilities. Hence, the demand for parity of pay of LDC with DEOs cannot be acceded to by the Commission.”(Para 11.35.38).
Historically these cadres may be different set of roles but the fact is that functions of LDC are more complex than that of DEO and same was brought before the commission by various Associations/Administrative Authorities. Earlier pay Commissions have fixed Pay Scale to DEO considering their work on computer. But today LDCs are selected on the basis of their expertise in computer operation also.
By concluding the LDC issue, I give hereunder two comments among the dozens of comments/e-mail received us on the subject. This signifies the sufferings of LDCs in subordinate offices.
(1)   I am really disappointed with the decision of 7th CPC, I was hoping that I would get atleast GP 2400 as per their calculation, they don’t even think about lower classMyself Ashutosh, LDC and I am appointed on 2012, 3000 KM far from my house and from last 2 years I am doing the work of cashier along with all the work of Income Tax and budget, apart from me 4 more LDC’s are working here instead of UDC’s and they are the backbone of their branch but as per 7th CPC words we are not having as much responsible work they think LDC’s are recruits only for “dispatch” and “typing” which is not true.
I request to them, sir please come and see how much responsibility we have and what we are getting,
(2)    I am s murugan LDC, handling with pay bills, income tax, TDS and what are related to taxable income such as LTC encashment, final bills, HRA claim and etc…
In 7th Cpc report every where it is stated that this is dealt with chapter 7.7 and 11.35. But, there are no clear instructions for clerical.
The major error is clerical cadre is not included in common categories (chapter 7).
II      Grant of MACP on Promotional Hierarchy:
Even though the Confederation has clarified that the Commission has recommended MACP on promotional hierarchy, the report of the Commission is confusing and contradictory. Para 5.1.44 reads in the new Pay matrix, the employees will move to the immediate next level in the hierarchy. This can be interpreted as fixation in the same principle as that for a regular promotion. But Para 11.52.45 is contradictory.

III     The Grade Pay of  Assistants/Stenographers of Central Secretariat is brought down to Rs. 4200 from the existing Rs. 4600 and NFSG granted to the UDCs of Central Secretariat has been withdrawn thereby the demand for parity with the Grade Pay of Assistant/UDC of Central Secretariat is turned down.
Comrades, Government is bent upon to contractorise all the Administrative posts below the post of Assistants. The demand for merger of Grade Pay of LDC & UDC and upgradation to Rs. 2800, as recommended by the staff side is genuine in accordance with duties assigned. Confederation/JCM (Staff Side) is requested to please help LDC/UDC and other Administrative Staff of subordinate Offices to resolve these genuine issues.
Yours fraternally TKR Pillai
General Secretary

LIC India: BONUS Info: Reversionary Bonus Rates declared as a result of valuation as at 31st March 2015

LIC India: BONUS Info: Reversionary Bonus Rates declared as a result of valuation as at 31st March 2015

L – 42 (Annexure)
IRDA Public Disclosure
S.No. Plan Term* Bonus Rates
(Per Rs. 1000/- Sum Assured)**

1. Whole Life Type Plans
(2,5,6,8,10,28 – before conversion,
49,77,78,85 & 86)

2. Endowment Type Plans
(14,17,27 – after conversion,
28 – after conversion,
80,81,84,8 7,90,91,92,95,101,102,
103,109,110 & 121)
< 11 34
11 to 15 38
16 to 20 42
> 20 48
3. New Endowment Plan (814) 12 to 15 38
16 to 20 42
> 20 48
4. Single Premium Endowment Plan (817) 10 to 15 41
16 to 20 46
> 20 51
5. Money Back Assurances Plans (75 & 93) 20 39
25 44
6. New Money Back Plans (820 & 821) 20 39
25 44
7. Jeevan Surabhi Plans (106,107 & 108) 15 34
20 41
25 50
8. Jeevan Mitra (Double Cover Plan), Jeevan Saathi (88,89) 15 40
16 to 20 44
> 20 48
9. Jeevan Mitra (Triple Cover Plan) (133) < 16 40
16 to 20 45
> 20 50
10. Limited Payment Endowment Plan (48) <16 40
16 to 20 44
> 20 49
11. Limited Premium Endowment Plan (830) 12 40
16 45
21 50
12. New Children Money Back Plan (832) 13 to 15 38
16 to 20 42
> 20 48
13. Jeevan Lakshya Plan (833) 13 to 15 41
16 to 20 45
> 20 49
14. Jeevan Anand Plan (149) 5 38
6 to 10 38
11 to 15 41
16 to 20 45
> 20 49
15. New Jeevan Anand Plan (815) 15 41
16 to 20 45
> 20 49
16. Jeevan Rekha Plan (152) < 11 49
11 to 15 44
16 to 20 40
> 20 34
17. Jeevan Anurag Plan (168) < 11 38
11 to 15 40
16 to 20 42
> 20 44
18. New Jeevan Suraksha – I Plan (147) < 6 21
6 to 10 27
11 to 15 31
> 15 35
19. New Jeevan Dhara – I Plan (148) < 6 21
6 to 10 27
11 to 15 31
> 15 35
20. Jeevan Tarang Plan (178) 10 47
15 48
20 49
21. Jeevan Madhur Plan (182) < 11 21
11 to 15 26
22. Child Career Plan (184) 11 to 15 40
16 to 20 38
> 20 40
23. Child Future Plan (185) 11 to 15 38
16 to 20 42
> 20 44
24. Jeevan Bharti Plan (160) 15 38
20 40
25. Jeevan Shree – I Plan (162) 10 44
15 45
20 48
25 52
26. Jeevan Nidhi Plan (169) < 11 38
11 to 15 40
16 to 20 42
> 20 44
27. Jeevan Pramukh Plan (167) 10 47
15 48
20 51
25 55
28. Jeevan Amrit Plan (186) 10 to 15 30
16 to 20 30
> 20 30
29. Jeevan Bharti – I Plan (192) 15 29
20 31

* Plan – 149 & 152 : Premium Paying Term in place of Term

Plan – 178: Accumulation Period in place of Term

Plan – 147,148 & 169: Deferment Period in place of Term

** Plan – 147 & 148: Bonus rates are per thousand Notional Cash Option

Plan – 182: Bonus rates are per thousand Death Benefit Sum Assured

Plan – 186: Bonus rates are per thousand premium paid

Check out top 10 points to clear all doubts in mind regarding the 7th Pay Commission pension, pay scales, MSP, MACP and more:

7th Pay Commission pension, pay scales, MSP, MACP
Check out top 10 points to clear all doubts in mind regarding the 7th Pay Commission pension, pay scales, MSP, MACP and more:

7th Pay Commission pension, pay scales – highlights: 
The 7th Pay Commission report has recommended an average 23.55% hike in salaries and allowances of Central government staff and the same is likely to be replicated in all the states too, except Puducherry where the same system as in Centre is already applicable – minimum pay set at Rs 18,000 per month and maximum pay at Rs 2,50,000 per month – recommended date of implementation: 01, January, 2016.
Here we provide all you ever wanted to know in 10 points on most crucial aspects of the 7th Pay Commission report:
1. 7th Pay Commission pension, pay scales, allowances – Minimum Pay:
Based on the Dr Wallace Aykroyd formula (nutrition) , the minimum pay (salary) in government is recommended to be set at Rs 18,000 per month; Maximum Pay: Rs 2,25,000 per month for Apex Scale and Rs 2,50,000 per month for Cabinet Secretary and others presently at the same pay level. If passed, the salary hikes this report is recommending are likely to boost demand for consumer goods across the spectrum, even though it could also be inflationary. (Reuters)
2. 7th Pay Commission pension, pay scales, allowances – Advances:
a. All non-interest bearing Advances have been abolished; b. Regarding interest-bearing Advances, only Personal Computer Advance and House Building Advance (HBA) have been retained. HBA ceiling has been increased to Rs 25 lakhs from the present Rs 7.5 lakhs. (PTI)
3. 7th Pay Commission pension, pay scales, allowances – Pension:
The Commission recommends a revised pension formulation for civil employees including CAPF personnel as well as for Defence personnel, who have retired before 01.01.2016. This formulation will bring about parity between past pensioners and current retirees for the same length of service in the pay scale at the time of retirement. The 7th Pay Commission received many grievances relating to New Pension System (NPS). It has recommended a number of steps to improve the functioning of NPS. It has also recommended establishment of a strong grievance redressal mechanism. (PTI)
4. 7th Pay Commission pension, pay scales, allowances – Performance Related Pay:
The Commission has recommended introduction of the Performance Related Pay (PRP) for all categories of Central Government employees, based on quality Results Framework Documents, reformed Annual Performance Appraisal Reports and some other broad Guidelines. The Commission has also recommended that the PRP should subsume the existing Bonus schemes. (PTI)
5. 7th Pay Commission pension, pay scales, allowances – New Pay Structure:
Considering the issues raised regarding the Grade Pay structure and with a view to bring in greater transparency, the present system of pay bands and grade pay has been dispensed with and a new pay matrix has been designed. Grade Pay has been subsumed in the pay matrix. The status of the employee, hitherto determined by grade pay, will now be determined by the level in the pay matrix. The rate of Annual Increment is being retained at 3 percent. (PTI)
6. 7th Pay Commission pension, pay scales, allowances – Modified Assured Career Progression (MACP):
a. Performance benchmarks for MACP have been made more stringent from “Good” to “Very Good”; b. The Commission has also proposed that annual increments not be granted in the case of those employees who are not able to meet the benchmark either for MACP or for a regular promotion in the first 20 years of their service; c. No other changes in MACP recommended. (Thinkstock)
7. 7th Pay Commission pension, pay scales, allowances – Military Service Pay (MSP):
The Military Service Pay, which is a compensation for the various aspects of military service, will be admissible to the Defence forces personnel only. As before, Military Service Pay will be payable to all ranks up to and inclusive of Brigadiers and their equivalents. The current MSP per month and the revised rates recommended are as follows: (Reuters)
8. 7th Pay Commission pension, pay scales, allowances – Short Service Commissioned Officers:
Short Service Commissioned Officers will be allowed to exit the Armed Forces at any point in time between 7 and 10 years of service, with a terminal gratuity equivalent of 10.5 months of reckonable emoluments. The Seventh Pay Commission also says they will further be entitled to a fully funded one year Executive Programme or a M.Tech. programme at a premier Institute to better their prospects in later life. (PTI)
9. 7th Pay Commission pension, pay scales, allowances – Allowances:
The Commission has recommended abolishing 52 allowances altogether. Another 36 allowances have been abolished as separate identities, but subsumed either in an existing allowance or in newly proposed allowances. Allowances relating to Risk and Hardship will be governed by the proposed Risk and Hardship Matrix. a. Risk and Hardship Allowance: Allowances relating to Risk and Hardship will be governed by the newly proposed nine-cell Risk and Hardship Matrix, with one extra cell at the top, viz., RH-Max to include Siachen Allowance. (PTI)
10. 7th Pay Commission pension, pay scales, allowances – Financial Implications:
The total financial impact in the FY 2016-17 is likely to be Rs 1,02,100 crore, over the expenditure as per the “Business As Usual” scenario. Of this, the increase in pay would be Rs 39,100 crore, increase in allowances would be Rs 29,300 crore and increase in pension would be Rs 33,700 crore. In percentage terms the overall increase in pay & allowances and pensions over the “Business As Usual” scenario will be 23.55 percent. Within this, the increase in pay will be 16 percent, increase in allowances will be 63 percent, and increase in pension would be 24 percent. (Image by PTI)


Retired Employee’s Liberalized Health Scheme (RELHS)

No. 2013/H/PNM/NFIR
New Delhi, Dated: 17.11.2015
General Managers,
All Indian Railways/PUS
(Including RDSO).

Subj- Retired Employee’s Liberalized Health Scheme (RELHS).

Ref:- This office letter of even No. dated 08.09.2015.

The decision of competent authority in the Ministry of Railways to extend the facility of joining RELHS-97 to those Railway employees who retired at the normal age of ‘superannuation irrespective of number of years of their service before superannuation, was conveyed to the Zonal Railways Vide Board’s letter cited under reference. However, one of the Zonal Railways has raised the issue of cut-off date of implementation of the order. The issue has been examined in consultation with Finance Directorate in the Board’s office.

In this context it is clarified that the instruction issued vide Board’s letter cited under reference is applicable to all Railway employees who have retired or retiring from-Railway service on attaining age of superannuation without any Cut-Off date.

This issues with the concurrence of Finance Directorate in the Board’s office.
(R.S. Shukla)
Joint Director/Health
Railway Board
Download NFIR letter No.2013/H/PNM/NFIR dated 17.11.2015 (Retired-Employees-Liberalized-Health-Scheme)

Strengthening of Administration – Premature retirement of Railway servants – Periodical review

Railway Board has issued a communication to all the General Managers of Indian Railways regarding the guidelines to be followed on premature retirement of Railway employees.

RBE No.143/2015
No. E(P&A)I-2015/RT-38
New Delhi dated 10/12-11-2015.
The General Managers,
All Indian Railways.

Sub:- Strengthening of Administration – Premature retirement of Railway servants – Periodical review under rule 1802 (a)/ 1803 (a)/ 1804 (a) – R- II, 1987 edition – Regarding.

DOP&T vide their OM No. 25013/1/2013-Estt (A) dated 21.03.2014 and 25013/01/2013-Estt.A-IV dated 11.09.2015 have reiterated the instructions on Compulsory Retirement under FR 56(1), 560) or Rule 48(1) (b) of CCS (Pension) Rules, 1972 with a view to improve efficiency and strengthening of the administrative machinery at all levels. They have asked to follow these instructions strictly and to review the performance of Govt. servants periodically with a view to ascertain whether the Government servant should be retained in service or retired from service in the public interest. Provisions in this regard are contained in FR 56(j), 56(I) or Rule 48(1) (b) of CCS (Pension) Rules, 1972. The corresponding rules in railways are Rule 1802 (a)/1803 (a)/1804 (a) of IREC, Vol-II, 1987 edition.

2. DOP&T has also drawn attention to the observation made by Hon’ble Supreme Court in State of Gujarat Vs Umedbhai M. Patel, 2001 (3) SCC 314, which are as follows:
(i) Whenever the services of a public servant are no longer useful to the general administration, the officer can be compulsorily retired for the sake of public interest.
(ii) Ordinarily, the order of compulsory retirement is not to be treated as a punishment coming under Article 311 of the Constitution.
(iii) “For better administration, it is necessary to chop off dead wood, but the order of compulsorily retirement can be passed after having due regard to the entire service record of the officers.”
(iv) Any adverse entries made in the confidential record shall be taken note of and be given due weightage in passing such order.
(v) Even un-communicated entries in the confidential record can also be taken into consideration.
(vi) The order of compulsory retirement shall not be passed as a short cut to avoid Departmental enquiry when such course is more desirable.
(vii) If the officer was given a promotion despite adverse entries made in the confidential record, that is a fact in favour of the officer,
(viii) Compulsory retirement shall not be imposed as a punitive measure.
3. In order to ensure that the power, conferred on the authorities empowered to retire a railway employee prematurely is exercised fairly and impartially and not arbitrarily, consolidated instructions relating to premature retirement of railway servants with a view to strengthening of administration were issued under the Board’s letter No. E(P&A)I-77/RT-53 dated 15.11.1979. These guidelines have, however, not been adequately followed by the Appointing Authorities. With the Government’s commitment to provide clean administration, it is essential that the power for premature retirement in public interest is availed of to weed out all those employees whose integrity is doubtful, with due regard to the appropriate procedure laid down for action for premature retirement.

4. The entire service records should be considered in every review. Here Service record will take in all relevant records viz. ACR/APAR dossier along with personal file of the officer containing valuable material. Similarly, the work and performance of the officer could also be assessed by looking into files dealt with by him or in any papers or reports prepared and submitted by him. All these data along with a comprehensive brief should be prepared for consideration by the Review Committee. Even un-communicated remarks in the ACRs/APARs may be taken into consideration also. In case of those officers who have been promoted during the last five years, the previous entries in the ACRs may be taken into account if the officer was promoted on the basis of seniority cum fitness, and not on the basis of merit.

5. As far as integrity is considered, the following observations of the Hon’ble Supreme Court, while upholding compulsory retirement in the case of S. Ramachandra Raju Vs State of Orissa, may be kept in view:-

“The officer would live by reputation built around him. In an appropriate case, there may not be sufficient evidence to take punitive disciplinary action of removal from service. But his conduct and reputation is such that his continuance in services would be a menace to public service and injurious to public interest.”
Thus while considering integrity of an employee, actions or decisions taken by the employee which do not appear to be above board, complaints received against him, or suspicious property transactions, for which there may not be sufficient evidence to initiate departmental proceedings, may be taken into account. Judgment of the Apex Court in the case of Shri K. Kandaswamy, I.P.S (TN:1966) in K. Kandaswamy vs Union Of India & Anr, 1996 AIR 277, 1995 SCC (6) 162 is relevant here. There were persistent reports of Shri Kandaswamy acquiring large assets and of his getting money from his subordinates. He also indulged in property transactions which gave rise to suspicion about his bonafides. The Hon’ble Supreme Court upheld his compulsory retirement under provisions of the relevant Rules.

6. Similarly, reports of conduct unbecoming of a Government servant may also form basis for compulsory retirement. As per the Hon’ble Supreme Court in State of UP And Others vs Vijay Kumar Jain, Appeal (Civil) 2083 of 2002:-
“If conduct of a government employee becomes unbecoming to the public interest or obstructs the efficiency in public services, the government has an absolute right to compulsorily retire such an employee in public interest.”

7. Further, CVO in the case of gazetted officers, or his representative in the case of non-gazetted officers, will be associated in case of record reflecting adversely on the integrity of any employee.

8. In addition to above, internal committees may be constituted to assist the Review Committees in reviewing the cases. These Committees will ensure that the service record of the employees being reviewed, along with a summary bringing out all relevant information, is submitted to the Cadre Authorities at least three months before the due date of review.

9. In view of DOP&T’s present guidelines, the Board’s letters No. E(P&A)I-77/RT-53 dated 15.11.1979 and E(P&A)I-87/RT-4 dated 17.10.89 containing the provisions on Premature Retirement under Rule 1802 (a)/1803(a)/1804(a) – IREC, Vol-II, 1987 edition are enclosed for guidance. In addition to this, instructions issued by Board from time to time on the subject may also be linked while deciding such matters. Further, all Zonal railways are requested to follow the above instructions and periodically review the cases of railway servants as required under Rule 1802 (a)/1803(a)/1804(a) – IREC, Vol. II, 1987 edition. The quarterly data in enclosed proforma in respect of reviewing the cases of retirement under the aforesaid provisions during the period from 01.04.2014 to 31.03.2015 may be furnished immediately.

10. As per the latest guidelines of DOPcSiT’s OM dated 21.03.2014, para II 3 (c) (d) of the Board’s enclosed letter dated 15.11.1979 should be read as under:

“(c) While the entire service record of an officer should be considered at the time of review, no employee should ordinarily be retired on grounds of ineffectiveness if his/ her service during the preceding 5 years or where he/she has been promoted to a higher post during that 5 year period, his/her service in the highest post, has been found satisfactory.

Consideration is ordinarily to be confined to the preceding 5 years or to the period in the higher post in case of promotion within the period of 5 years, if compulsory retirement is sought to be made on grounds of ineffectiveness. There is no such stipulation, however where the employees is to be retired on grounds of doubtful integrity.”

“(d) No employee should ordinarily be retired on ground of ineffectiveness, if, in any event, he/she would be retiring on superannuation within a period of one year from the date of consideration of his/ her case.
Ordinarily no employee should be retired on grounds of ineffectiveness if he is retiring on superannuation within a period of One year from the date of consideration of the case. It is clarified that in a case where there is a sudden and steep fall in the competence, efficiency or effectiveness of an officer, it would be open to review his case for premature retirement.

The above instruction is relevant only when an employee is proposed to be retired on the ground of ineffectiveness, but not on the ground of doubtful integrity. The damage to public interest could be marginal if an old employee, in the last year of service, is found ineffective; but the damage may be incalculable if he is found to be corrupt and demands or obtains illegal gratification during the said period for the tasks he is duty bound to perform.”

11. The first sentence of para 4 of Boards letter dated 15.11.1979 should be added as under:
“The Supreme Court had not only upheld the validity of FR 56(3) but also held that no show-cause notice need be issued to any Government servant before a notice of retirement is issued to him under the aforesaid provisions.”

12. Kindly acknowledge the receipt.
(Anil Kumar)
Deputy Director E(P&A)I, Railway Board.
Download Railway Board letter RBE No.143/2015 No. E(P&A)I-2015/RT-38 dated 12.11.2015.

Bill on Bonus Act to be brought to Parliament – Prime Minister Narendra Modi

Bill on Bonus Act to be brought to Parliament – Prime Minister Narendra Modi

Prime Minister Narendra Modi today said the government will bring to Parliament a bill to amend the Bonus Act with a view to enhance the benefits for the working class.

“We are going to bring an important (bill) in this House (to amend) Bonus Act.The Cabinet has already approved it. This is a very important bill for our workers. We are taking decisions and working for welfare of the labour class,” Modi said while replying to a two-day long debate in the Lok Sabha to commemorate the Constitution Day and the 125th birth anniversary of Dr B R Ambedkar.

The Cabinet had earlier decided to double the wage ceiling for calculating bonus to Rs 7,000 per month for factory workers and establishments with 20 or more workers.

The bill also seeks to enhance the eligibility limit for payment of bonus from the salary or wage of an employee from Rs 10,000 per month to Rs 21,000.

Modi also said that the government has fixed the minimum pension under the EPF scheme at Rs 1,000 per month.

He said earlier people were getting pensions as low as Rs 7 and Rs 20 per month which was even insufficient to cover the transport cost.

While talking about these issues, Modi hailed Baba Saheb Ambedkar for providing in the Constitution a cap of eight hours a day on working hours for labourers.

The Payment of Bonus Act 1965 is applicable to every factory and other establishment in which 20 or more persons are employed on any day during an accounting year, he said.

As per the Cabinet decision, the new norms would come into force from April 1, 2015. The bill also provides for a new proviso in Section 12 which empowers the central government to vary the basis of computing bonus.

At present, under Section 12, where the salary or wage of an employee exceeds Rs 3,500 per month, the minimum or maximum bonus payable to employees are calculated as if his salary or wage were Rs 3,500 per month.


NJCA – Detailed deliberations on the recommendations of the 7th Central Pay Commission

NJCA – Detailed deliberations on the recommendations of the 7th Central Pay Commission 

1st Floor,North Avenue PO Building, New Delhi – 110001

Date : 27-11-2015
Dear Comrades,

National Secretariat of the Confederation of Central Govt Employees & Workers held on 27-11-15 at New Delhi after detailed deliberations on the recommendations of the 7th Central Pay Commission (CPC) has decided as follows :

1.The National Secretariat has come to the unanimous conclusion that many of the recommendations of the 7th CPC are most retrograde and require to be modified before implementation by the Government, especially the faulty and depressed minimum wage arrived at by the 7th CPC and the fitment formula. Some of the recommendations such as abolition of certain allowances etc., are to be rejected.

2. The National Secretariat is of the firm opinion that a united struggle of entire Central Govt Employees including Railways, Defence and Confederation under the banner of National Joint Council of Action (NJCA) can only compel the Government to modify or reject the retrograde recommendations of the 7th CPC and hence it is decided to further strengthen the unity.

3. The National Secretariat further resolved that the form of the united struggle of NJCA should be an indefinite strike, within a time frame, as Govt is moving fast to implement the recommendations. Negotiation with the Government should precede declaration of indefinite strike and intensive campaign among the employees and mobilization, to create sanction behind the demands.

4. In case the requisite movement is not coming about for any reason, Confederation National Secretariat will meet and chalk out its own independent action.

5. Regarding the sector-wise issues relating to the employees of each department, the affiliated organizations of the Confederation in those departments shall take initiative for uniting all like-minded Federations/Associations/Unions in their department and shall organize agitational programmes on departmental specific demands.

6. The National Secretariat decided to insist that the charter of demands of the NJCA and Confederation should include the demands of Gramin Dak Sevaks, Casual/Contract labourers, filling up of vacancies and scraping the New Contributory Pension Scheme.

7. All affiliated organizations of Confederation are requested to intimate by e-mail to the Confederation CHQ ( or on the required modifications or additions / deletions in the common recommendations (not department-specific) of the 7th Pay Commission on or before 05-12-2015.

8. Available Secretariat members of the Confederation will meet on 07-12-2015 at New Delhi and finalize the common demands to be included in the charter of demands of NJCA. (NJCA meeting is being held at JCM National Council, Staff-side office on 08-12-2015 to finalize the charter of demands and the further course of action).

9. The National Secretariat congratulated all the Central Govt Employees who made the 27th November 2015 ‘All India Protest Day’ at the call of NJCA, a grand success all over the country by wearing ‘black badges’ and participating in protest demonstrations.

Other Decisions:
1. Next All India Workshop-cum-Trade Union Camp of Confederation will be held at Dehradun (Uttarakhand) before March 2016.

2. The National Secretariat extended full support and solidarity to the proposed agitational programmes of Passport Employees Association including ‘Indefinite hungerfast’.
Secretary General

Sunday, 29 November 2015

Inviting suggestions for improving the format of e-service book

Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel & Training
Block-IV, Old JNU Campus,
New Delhi – 110 067,
Dated: November 24, 2015.
Office Memorandum
Subject: Inviting suggestions for improving the format of e-service book
The undersigned is directed to state that it has been decided to implement the e-service book across all the Ministries/Departments and attached and subordinate office of the Government of India. Accordingly, software has been developed by NIC in consultation with the DoP&T. The screenshots are appended herewith.
2. All Ministries/Departments and the Central Government servants are requested to give suggestions for improvement latest by 14th December, 2015, to the undersigned.
(Mukul Ratra)

Double benefit in reducing government departments, says Jharkhand CM

Double benefit in reducing government departments, says Jharkhand CM

Ranchi: Jharkhand Chief Minister Raghubar Das today said bringing down government departments to 31 from 43 would not only save administrative expenditure but also make running the administration easier.

“Bringing down the departments to 31 will save expenditure and that could be spent on common people,” Das told reporters here.

Downsizing and reorganisation of Jharkhand government departments from 43 to 31 is one of the two key initiatives that attracted the attention of the Prime Minister s Office, an official statement had said yesterday.
The restructuring would also help investors, Das said.

On the PMO asking the NITI Ayog to circulate “best practice” of Jharkhand so that it could be replicated in other states, the Chief Minister attributed it to teamwork.

Das said he had a desire to make Jharkhand a role model and “now we can say Jharkhand has become a role model in the country”.

“I have been repeatedly saying that Jharkhand has an important role in making India economic super power and the state is discharging its role,” he said.

Another key initiative Jharkhand has taken is lateral entry of technocrats and advisors as special secretaries and state PSUs MDs.

West Bengal Government Sets Up Pay Commission

West Bengal Government Sets Up Pay Commission

Kolkata: The West Bengal Government has constituted the 6th Pay Commission for its own staff members and certain other categories of employees in the state to revise their salaries.

Economist Abhirup Sarkar, who is a professor of the Indian Statistical Institute, has been appointed chairman of the eight-member Pay Commission, which is scheduled to submit its report within six months.
The state Assembly elections are slated for next year and the setting up of the pay panel was made eight days after the Central Pay Commission submitted its report.

A Finance Department resolution yesterday said the decision was taken considering changes taken place in the structure of emoluments of state government employees in several respects since the 5th Pay Commission submitted its report.

The Commission will also cover employees of local bodies, panchayats, public undertakings, teaching and non-teaching staff of government aided and sponsored educational institutions.

As per its Terms and Reference, the Pay Commission would examine the present structure of pay and conditions of service, among other things.

It would examine the existing promotion policies and related issues and suggest suitable changes.
It would also examine various allowances, besides issues relating to retirement benefits.

To make recommendations on each of the above, the factors which will be considered included the prevailing pay structure under Central government, PSUs and other state governments, the economic condition of the country and the resources of the state government.

The Pay Commission will devise its own procedures and may take help of other departments and make estimate of the cost involved in implementing their recommendations.

“The Commission will submit their recommendations as expeditiously as practicable but preferably within a period of six months from the date of order notifying the constitution of the Commission,” the resolution said.
The Pay Commission may submit interim recommendations if found necessary or if so desired by the state government, it added.

Friday, 27 November 2015

Revision of rates of stipend to apprentices and trainees on Railways

S.No. Pc-VI/ 358
No, PC-V,/ 2008/Ps/1(Stipend)
RBE No:144/2015
New Delhi, dated 16-11-2015
The General Managers
All Indian Railways and pUs
(As per mailing list)

Sub: Revision of rates of stipend to apprentices and trainees on Railways.

Ref: Railway Board’s letter of even number dated 15.12.2008 (s.No. PC-VI/61, RBE No.198/2008 and Railway Board’s letter No. PC-III/93/Stand/Pt.II dated 01-12-1998.

Consequent upon the revision in training period of JE (Drawing/Design), item Nos. 34 & 35 under Drawing Office of the Schedule in Board’s letter of even number dated 15-12-2008 stand modified as under:-

S.No. Category Revised Designation Training Period Revised Pay Band of the Post (Rs.) Grade Pay (Rs.) Revised rates of stipend alongwith correspondi
ng grade pay (Rs.)
34. Draftsman ‘B’ in Mech/Elect. and S&T Deptt. (Diploma holders) Jr. Engineer (Drawing/Design) in Mech/Elect. and S&T Deptt. (Diploma holders) 52 weeks 9300 – 34800 4200 9300 + 4200
35. Draftsman ‘B’ in Civil Engg. Deptt. (Diploma holders) Jr. Engineer (Drawing/Design) in Civil Engg. Deptt. (Diploma holders) 52 weeks 9300 – 34800 4300 9300 + 4200

2. The above revised rate of stipend are applicable to those batches that undergo the modified training modutes as indicated against the category.

3. This issues with the concurrence of the Finance Directorate of Ministry of Railways.
Dy. Director/ pay Commission-V
Railway Board
Source: NFIR

Rates of Night Duty Allowance w.e.f. 01.07.2015: RAILWAY BOARD

Rates of Night Duty Allowance w.e.f. 01.07.2015

Rates of Night Duty Allowance RAILWAY BOARD

RBE No.149/2015
New Delhi, dated 23-11-2015
The General Managers/CAOs
All Indian Railways & Prod. Units etc.

Subject: Rates of Night Duty Allowance w.e.f. 01.07.2015

Consequent to sanction of an additional instalment of Dearness Allowance vide this Ministry’s letter No.PC-VI/2008/I/72/1 dated 24.09.2015, the President is pleased to decide that the rates of Night Duty Allowance as notified vide Annexures “A” and “B” of Board’s letter No.E(P&A)II-2015/HW-1 dated 08.06.2015 stand revised with effect from 01.07.2015 as indicated at Annexure “A” in respect of “continuous”, “Intensive”, ‘Excluded’ categories and workshop employees, and as indicated at Annexure ‘B’ in respect of ‘Essentially Intermittent’ categories.

2. This issues with the concurrence of the Finance Directorate of the Ministry of Railways.
(Salim Md. Ahmed)
Dy.Director/E(P&A) II
Railway Board.

Signed copy Click here

Grant of Transport Allowance at Rs.7000 + DA thereon to officers drawing Grade Pay of Rs.10000 on Non-functional basis

Grant of Transport Allowance @ Rs.7000/- + DA thereon to officers drawing Grade Pay of Rs. 10000/- on Non-functional basis – Clarification

(Railway Board)
No PC-V/2010/A/TA/1
RBE No.145/2015
New Delhi, dated 17.11.2015
The General Managers/CAO(R)
All Zonal Railways/PUs
(As Per mailing list)

Grant of Transport Allowance @ Rs.7000/- + DA thereon to officers drawing Grade Pay of Rs. 10000/- on Non-functional basis – Clarification

Attention is invited to Board’s letter of even number dt. 12.09.2014 (RBE No.100/2014) whereby it has been clarified that the officers of organized services drawing Grade Pay of Rs. 10000/- under NFU Scheme are not eligible for grant of Transport Allowance @ Rs. 7000/-p.m +D.A thereon. References have been received from some of the Zonal Railways seeking guidelines as regards effecting recovery or otherwise of overpayments made to such officers due to erroneously allowing Transport Allowance @ of Rs. 7000/-p.m +D.A thereon.

2. In context of the above, it is stated that as per general principles of financial proprietary, any amount paid to an employee in excess of what is due to his has to be recovered. Further, the Hon’ble Supreme Court in the matter of chandi Prasad Uniyal and Ors Vs State of Uttrakhand & Ors (civil Appeal No.5899/2012) vide their order dt 17.08.2012 have observed that “any amount paid/received without authority of law can always be recovered barring few exceptions of extreme hardships but not as a matter of right, in such situations law implies an obligation on the payee to repay the money, otherwise it would amount to unjust enrichment”.

3. As per mandate of the aforementioned rulings of the Hon’ble Supreme court, necessary action to recover the excess payment made against Transport Allowance may please be taken immediately.

4. This issue with the concurrence of Finance Dte. of Railway Board.

5. Hindi Version will follow.
Dy.Director, Pay commission-V
Railway Board
Source: NFIR

7th Pay Commission Shortcomings – BPS writes to FM

7th Pay Commission Shortcomings – BPS writes to FM

Bharat Pensiners Samaj, one of the oldest & the largest Federation of Indian pensioners writes to Finance Minister regarding the recommendations of 7th Pay Commission. The Federations insists to redress the eight serious shortcomings in the recommendations of 7th CPC. Particularly in the fitment factor issue, the Federation appeal to provide 2.81 fitment benefit for all employees without any discrimination. Read the detailed letter is reproduced and given below for your kind information...

BPS writes to Finance Minister pointing out 7th CPC shortcomings.

(All India Federation of Pensioner’s Associations)
New Delhi -110014
SG/BPS/ 10/2015
New Delhi-Dt. 25-11-15
Dear Shri Arun Jaittleyji,
Honourable Minister of Finance
Government of India

Subject : 7th Central Pay Commission report released on 19.11.2015

With deep resentment and pain BHARAT PENSIONERS SAMAJ( BPS) the oldest & the largest Federation of Indian pensioners which is a conglomerate of over 650 Pensioners Associations appeal to you to redress the following issues which 7th CPC failed address:

1. Ratio between minimum and maximum: Instead of reducing it is raised which is against the preamble of the Constitution of Indian Republic.

2. Minimum salary has been intentionally calculated to be lower to keep common fitment factor low. Counting employees’ wife as 0.80 unit is gender biase and is totally unjustified. Quantities & rates taken for the items in basket are unrealistic for example Rs 524.07 per month is provided Even the lowest category of Govt. accommodation is not available at this rate. Similarly rate of ‘Dal’ is taken to be 97.84 per Kg. No ‘ Dal‘ is or was available in the market at this rate. Quantity of Milk is taken to be 200 ml per unit per day which is too little for a vegetarian rate of Milk is taken to be Rs 37.40 per Kg which is lower than market rate.

3. According to 7th CPC 2.57 fitment factor is for all employees. But, in fact. 2.81 fitment has been given at Secy level. This is robbing Peter to pay Paul, violative of CPC own recommendation and that of Article 14 of the constitution of India. 2.81 fitment benefit should be provided to all employee without any discrimination.

4. Raising percentage of pension based on sustenance: Analysis given by CPC is silent on sustenance this is unjustified rejection.

5.OROP recommended by 7th CPC for all. But through the jugglery of pay matrix, for promotee officers and group ‘C.‘ it will end up only in modified parity. This needs rectification to ensure absolute parity for all.

6. Additional pension at 75 yrs of age is denied only because Defence Ministry did not agree this is rather absurd. If Defence Ministry does not want to have it, let them not have it. Why make others suffer on this account?

7. Medical facilities : While the Commission’s recommendations regarding merging of all postal dispensaries with CGHS dispensaries and inclusion of non CGHS covered postal Pensioners are welcome.

However, its recommendations regarding Health insurance for pensioners do not suit existing pensioners on account of no coverage of existing disease without lock-in period, no provision of OPD facility , payment of premium and less amount of coverage.

Under signed, wish to draw your kind attention to para 9.5.18 (iii) of the 7th CPC and request you to create without delay a combined entity of CGHS, ECHS-RELHS which in terms of 7th CPC would result in a very strong network of health facilities for the Central Government employees/pensioners across the length and breadth of the country.

8.Scraping of New Pension scheme(NPS) :It has come out through 7th CPC report that though NPS was introduced more than a decade back Govt; to date could not firm up rules in this regard. With the result over 300000 employee recruited after 2004 may not have enough funds in their accounts at retirement to ensure financial security. Center and state Govt’s share of contribution is insufficient and these governments are not depositing their contribution in time, investments are subjected to service tax & withdrawals are taxable under Income Tax with the result there would not be enough money for reasonable post retirement financial security. Due to ever rising inflation, this situation will go on worsening year by year and will go out of hand by the time of retirement of the beneficiary. This is more than sufficient reason to scrap NPS & to revert to pre 2004 defined benefit Pension Scheme.

Thanking you in anticipation.
Secy. General Bharat Pensioners Sama

Uniform Fitment Factor recommended by 7th Pay Commission

Uniform Fitment Factor recommended by 7th Pay Commission

The existing PB-1, this index is 2.57, increasing to 2.62 for personnel in PB-2 and further to 2.67 from PB-3. The rationalised entry pay so arrived has been used in devising the new pay matrix.

The 7th Pay Commission recommended uniform fitment factor for all group of Central Government employees. The commission says that the fitment recommended by the VI CPC was in the form of grade pay. Any inconsistency in the computation of grade pay or in the spacing between pay bands has a direct bearing on the quantum of fitment benefit. Therefore, these issues have also been raised by numerous stakeholders. It has been demanded by a majority of the stakeholders that there should be a single fitment factor which should be uniformly applied for all employees.

The 6th CPC had mentioned that grade pay would be equivalent to 40 percent of the maximum of the pre-revised scale and that the grade pay will constitute the actual fitment, yet the computation varied greatly. After the implementation of recommendations, the difference became more pronounced in Pay Band 4 as compared to the other three pay bands. This resulted in varying fitment factors for various levels and promotional benefits that were perceived to be rather differentiated. The same pattern was discernible in the pension fixation too.

And also explained in its report that the starting point for the first level of the matrix has been set at Rs.18,000. This corresponds to the starting pay of Rs.7,000, which is the beginning of PB-1 viz., Rs.5,200 + GP1800, which prevailed on 01.01.2006, the date of implementation of the VI CPCrecommendations. Hence the starting point now proposed is 2.57 times of what was prevailing on 01.01.2006. This fitment factor of 2.57 is being proposed to be applied uniformly for all employees. It includes a factor of 2.25 on account of DA neutralisation, assuming that the rate of Dearness Allowance would be 125 percent at the time of implementation of the new pay. Accordingly, the actual raise/fitment being recommended is 14.29 percent.

Finally, the fitment of each employee in the new pay matrix is proposed to be done by multiplying his/her basic pay on the date of implementation by a factor of 2.57.

7th Pay Commission: More flaws than plus points

7th Pay Commission Report : More flaws than plus points


The much-awaited 7th Pay Commission report was submitted to the government last Thursday. The 900-page long report was perused swiftly within a day or two and criticisms have already started coming.
The very next day of submitting the report, M. Krishnan, the Confederation Secretary, gave a scathing criticism. “No other Pay Commission had submitted such a terrible report,” he said. At the very beginning of the press release, he had mentioned that the backward mindset of the recommendations of the Pay Commission have been a huge disappointment for the Central Government employees.

Contrary to all the wild speculations, a raise of only 14.29 percent was finally given to the Central Government employees. This increment is akin to two installments of the Dearness Allowance. He has strongly stated that more than 50 lakh Central Government employees and Defence Personnel have been cheated.

The 6th Pay Commission recommended 10 percent, 20 percent, and 30 percent House Rent Allowance for ten years starting from 01.01.2006. The intention behind reducing it to 24 percent, 16 percent and eight percent was not explained. Despite being very well aware of the fact that the recommendations will be in effect until 2026, the fact that the Pay Commission had tried to reduce the allocation has left the Central Government employees greatly disappointed.

MACP Promotions: Among the biggest disappointments of the 7th Pay Commission report is the fact that promotions, which are given once every ten years, so not earn any substantial benefits for the employees. They stand to gain only 3 percent hike. Another painful observation is the fact that the gap between Grade Pay 2800 and 4200 has been completely reduced.

The next big disappointment is the method of calculating the dearness allowance. This was one of the much-anticipated parts of the report. There is no clear explanation as to the reason why changes had to be made in the CPI IW BY 2001=100 method, or the 115.76 Factor.

On top of it all, the commission has introduced a new “Pay Matrix.” Our expectations of a detailed explanation about it were never fulfilled. 3 percent of the amount has been rounded off and given for each CELL.

In short, the 7th Pay Commission report is on the receiving end of lot of criticism. Central Government employees are now hoping that the Centre would intervene and do something positive for them.


Promotion of Section Officers of CSS to Grade-I (Under Secretary) on ad-hoc basis – reg.

Promotion of Section Officers of CSS to Grade-I (Under Secretary) on ad-hoc basis – reg.

Government of India
Ministry of Personnel, Public Grievances & Pension
Department of Personnel & Training
2nd Floor, Lok Nayak Bhawan,
Khan Market, New Delhi
Dated the 26th November, 2015

Approval of the President is hereby conveyed for promotion of 12 Section Officers of Central Secretariat Service (CSS) to Grade-I (Under Secretary) of CSS in PB-3 (Rs.15600-391 00) with Grade Pay of RS.6600/- purely on ‘ad-hoc’ basis for a period up to 31.12.2015 or till the posts are filled up on regular basis, or until further orders whichever is earlier. The ‘ad-hoc’ promotion is subject to the following conditions:
(i) The ad-hoc promotion shall not confer any right to continue in the grade indefinitely or for inclusion in the Select List for regular appointment or to claim seniority in the Grade I of the CSS.

(ii) Ad-hoc appointments may be terminated at any point of time without giving any reason there for.

(iii) The appointment on ad-hoc basis will take effect from the date of assuming the charge of the post of Under Secretary in the Ministry/Department to which the officer has been allocated.

(iv) The service rendered on ad-hoc basis in the Under Secretary grade would not count for the purpose of seniority in that grade or for promotion to the next higher grade.

(v) The appointment is subject to vigilance clearance in terms of DoPT’s OM No.22034/4/2012-Estt.(D) dated 02.11.2012 and other relevant instructions on the subject. The Ministry/ Department where the officer is working should relieve him/her or promote him/her only after verifying that no disciplinary proceedings are pending or contemplated against the officer.

(vi) The Officers, who have not undergone mandatory Level ‘0’ Training as enjoined in Cadre Training Plan for the CSS, will have to undergo the aforesaid training as per nominations made by this Department.

(vii) No request for retention of the Officers who are transferred on promotion would be entertained.

(viii) The officers who fail to avail ad-hoc promotion would not be considered for ad-hoc promotion for a period of one year from the date of issue of this promotion order.

(ix) Officers undergoing any training other than mandatory training under CSS (CTP) will not be allowed proforma promotion and the officer has to join the post to avail promotion. In this regard attention is invited to this Department’s O.M. No. 21/3/2015-CS.I(P) dated 19.3.2015.
2. The posting of officers on their promotion is as shown against their names in the Annexure to this OM. Allocation has been made in terms of the revised Rotational Transfer Policy for CSS Officers.

3. The Officers promoted vide this order will be required to join the allocated Ministries/ Departments by 30.11.2015 and failure to do so may attract punitive action by DoPT. It will also be incumbent upon the Ministry/ Department and the officer concerned not to draw salary beyond the stipulated date. If any Officer fails to join by the stipulated date, the promotion order is liable to be cancelled.

Officers covered in this order and presently on deputation should repatriate to the cadre immediately to avail promotion, failing which promotion order will be cancelled.

4. Notification appointing the officers will be issued by the Ministry/Department and a copy of the notification issued should be endorsed to this Department.

5. Web Based Cadre Management System: Promotion of officers have been reflected in the Web Based Cadre Management System. Accordingly, relieving/ joining of officers should be immediately updated in the Transfer module of the Web Based Cadre Management System hosted at This is the responsibility of the nodal officers concerned.

6. This issues with the approval of the Competent Authority.
(V Srinivasaragavan)
Under Secretary to the Government of India
Tele: 24629412
Copy to:
1. The Joint Secretaries (Admn.lEstt.) of all Ministries / Departments concerned.
2. Officers concerned.
4. Guard File.


Railway Reservation for Physically Challenged made easier

Railway Reservation for Physically Challenged made easier

New Delhi: In a much-needed relief to the physically challenged persons availing concessional rail fares, Railways has rationalised provisions for allotment of berths in a sleeper class under such quota by earmarking middle seat for the accompanying passenger.

As per the revised provisions, which are to come into effect from December 22, there will be two types of physically-challenged quota of two berths each — one lower and one middle — in the same cabin.
One will be for physically challenged persons who can utilise concession only when accompanied by an escort and the second for those for whom it is optional to take an escort with them, Railways announced in a release today.

It has also been decided that whenever a physically handicapped person books ticket on concession and if no berth is available in handicapped quota, the system will automatically try to allot the lower berth to the travelling passenger and middle berth to escort, subject to availability of same at the time of booking, the release said.

These changes were necessitated following some cases of the handicapped persons for whom it is optional to take an escort were not allowed to book single berth against this quota on the ground that the second berth will go vacant (as middle berth cannot be allotted to physically handicapped persons) was brought to the notice of the Railway Ministry, it said.

This issue has now been examined by the Ministry of Railways and further rationalisation has been done to ensure optimum allotment and utilisation of handicapped quota, the release said.

According to Railways, the berths for the physically handicapped persons, who can utilise concession only when accompanied by an escort, can be booked on first come first serve basis.

Similarly, for those handicapped persons having option of taking an escort, the berths will be booked together (in the same cabin), it said.

The release also said that at the time of preparation of reservation charts, the untiled lower berths under this quota can be released to physically handicapped passenger(of either category who were kept in general waiting list due to exhaustion of their quota), single senior citizen travelling alone on priority or to waitlisted passengers as per priority.


Thursday, 26 November 2015

Filling up posts of Director (Finance) in PB-3 Rs.15,600-39,100/- + Grade Pay-7600/- in Sports Authority of India (HQ), New Delhi on deputation on foreign services basis.

Government of India
Ministry of Personnel, Public Grievances and Pensions
(Department of Personnel and Training)

2nd Floor, Lok Nayak Bhavan, New Delhi-110003
The 21st November, 2015


 Subject: Filling up posts of Director (Finance) in PB-3 Rs.15,600-39,100/- + Grade Pay-7600/- in Sports Authority of India (HQ), New Delhi on deputation on foreign services basis.

Department of Sports vide their letter No.1-16/2015-SP-V dated 29 th October, 2015 has desired the services of suitable officers for filling up the post of Director (Finance) in Sports Authority of India (Headquarter), New Delhi (an autonomous organization under Ministry of Youth Affairs and Sports) in PB-3 Rs.15.600-39,100/- f Grade pay of Rs.7600/- on deputation basis for a period of 3 (three) years extendable upto 5 (five) years.

2. Ministries / Departments of Government of India are requested to give wide publicity to the above vacancy among their employees and may forward duly signed applications, if any, to the Shri Vinod Kumar, Under Secretary, Department of Sports, Shastri Mayan, ‘C’ Wing, New Delhi-110001 under intimation to this Office.

3. Cadre Clearance in respect of CSS Officers at the level of Under Secretary and above may be obtained from this Division before the application is forwarded for such deputation post.

Encl.: As above.

Under Secretary to the Government of India

All Ministries / Departments

Abolishing 12 Interest free advances recommended by 7th CPC

7th Pay Commission recommendations on LTC advance and Medical Advance

Abolishing 12 Interest free advances recommended by 7th CPC

The 7th Pay Commission has , in a casual manner, recommended that all interest free advances to be abolished. The impact of this recommendation is yet un noticed by the central government employees
There are 12 Interest free advances are listed in that table provided in the 7th CPC Report. When hearing the news that 7th cpc has recommended to abolish interest free advances , every body thought that some advances like festival advances only will be abolished. But if you read the names of advances recommended for abolishment, it will give you little bit shock.

In general opinion, the amount that is paid for government servants in some occasions and for specific purposes and the same will be recovered through monthly instalments are considered advances.

But the advance paid for Medical treatment and LTC are not supposed to be included this list, since it is reimbursable in nature and will not be recovered by Government.

The amount paid as advances to the Medical treatment and LTC are not recoverable by government if there is no any default in the claim. since the expenses incurred should be reimbursed to the Govt servants according to their entitlements, the amount paid in advance can be adjusted against the claim of reimbursement is sanctioned. So there is no need of repaying the advance to government in respect of Medical and LTC advances.These should not be included in the list of interest free advances.

Eventually abolishing these advances will make the central government employees not to avail LTC facility and medical treatment in Private hospital, since the amount of 90 % of the expenses paid in advance will not be available for them any more due to this recommendation. By availing this advances they were able to manage the Medical Expenses and by availing this advance only they were able to bye Air or Train Tickets to go on LTC.

Without these advances, the Group C and B employees cannot imagine availing of LTC to visit some places in India with their family.

The Central Government should not accept the proposal of Abolishing these advances.


New Pension Scheme : Analysis of the Issues by the 7th Pay Commission

New Pension Scheme : Analysis of the Issues by the 7th Pay Commission
New Pension Scheme 7th Pay Commission

10.3.12 The Commission has examined these concerns raised by the stakeholders. The Commission also interacted with Chairman, PFRDA, and representatives of the Department of Pensions and Pensioners Welfare (DPPW), Department of Personnel and Training (DoPT), Department of Expenditure (DoE) and the Department of Financial Services (DFS).

10.3.13 In so far as the future value of pension under NPS is concerned, the Commission notes that this would depend upon a combination of factors:
(i) performance of the invested fund, which in turn would depend on the asset mix of the investment and general economic situation of the country,
(ii) cost of financial intermediation,
(iii) contribution rates,
(iv) period of contribution,
(v) performance of the fund manager and
(vi) development of the annuity market.
Grievances against the NPS

The NPS has now been in effect for over 10 years. During this period, there has been perceptible progress in putting together the architecture and providing information to subscribers. Major concerns, however, remain. Broadly, these are as under:
i. The larger federations and staff associations advocated scrapping the NPS on the ground that it discriminates between two sets of government employees.
ii. Individuals covered under NPS have pleaded for reverting to the OPS on the grounds of uncertainty regarding the actual value of their future pension in the face of market related risks.
iii. Individuals have pointed out that under NPS, the effective salary becomes less since the employee has to mandatorily contribute 10 percent of pay towards the pension fund.
iv. Individuals have stated that grievance redressal facility is not effective and consultation with stakeholders has been non-existent. This communication gap has generated insecurity in the minds of stakeholders including staff and Group ‘A’ officers of Central Government as well as All India Service Officers.
v. Associations have complained that Family Pension after the death of the employee is not ensured in the NPS. Moreover, if an employee dies at an early age, the family would suffer since annuity from the contribution would be grossly inadequate.
vi. Individuals have complained that NPS subscribers have no recourse to GPF for their savings. Their personal savings (10% of salary) are considered part of a larger corpus. It has been pointed out that the justify approach would be to consider only government’s contribution and the returns earned on it as the effective amount available for purchase of annuities.
vii. Associations have pointed out that unlike the facility under GPF, it is not possible to take refundable advances under NPS, even to meet obligatory social expenditure. This forces employees towards increased indebtedness as they have to borrow from elsewhere.

viii. Grievances also relate to tax treatment under NPS. While contributions and accumulations in NPS are exempt, lump sum withdrawals from NPS at any time are taxable at par with any other income. In addition, there is a service tax liability on any amount utilised for purchase of annuity.

ix. It has been pointed out that though NPS became effective from 2004, detailed instructions were issued only in late 2009 and in many cases the credit of contributions began from 2012. In the case of AIS officers in some States, contributions by the concerned State Government are yet to be fully made and deployed. The net result of this has been that contributions for the period 2004-2012 have not been made in full or have earned simple interest and did not get any market linked returns. Because of the prevailing confusion, contributions made by some AIS officer have been returned to them without interest. This will have a huge impact on the eventual corpus as the benefits of compounding were not available for the first 8 -9 years.

x. Individuals, in their presentation before the Commission, stated that annuities under NPS have no compensation for inflation unlike dearness relief under OPS. Further, in the case of OPS there is a revision in basic pension itself after every Pay Commission. This too is not available in respect of annuity of NPS subscribers.

xi. It has been pointed out that government employees are not given freedom of choice in choosing their fund manager based on performance and track record as the contributions are divided in a pre-specified ratio among selected Pension Fund Managers. It has been stated that government employees have no say in asset allocation
of their money.

xii. Concerns were raised that the contribution of 10% + 10% will not be sufficient to create a corpus which provides reasonable assurance that pension will be 50 percent of the last pay drawn.
Authority :

Briefcase Allowance of 7th Pay Commission

Briefcase Allowance of 7th Pay Commission

8.17.5 Certain categories of Central Government employees are entitled to reimbursement of expenditure incurred on purchase of briefcase/official bag/ladies’ purse as per the following provisions:

Pay Band/GP Ceiling (Rs.)
Apex 10000
HAG, HAG+ 8000
GP 10000 6500
GP 7600 to GP 8700 5000
GP 4800 to GP 6600 4000
GP 4200 to GP 4600 3500

8.17.6 The periodicity of reimbursement is restricted to once in three years. No demands have been received regarding this allowance.

Analysis and Recommendations

8.17.7 The Commission is of the view that the present rates are adequate However, the ceiling shall further increase by 25 percent each time DA increases by 50 percent


Wednesday, 25 November 2015

7th Pay Commission Recommended Sports Related Allowance

7th Pay Commission Recommended Sports Related Allowance

Allowances Covered
8.12.1 Alphabetical list of Allowances covered here is as under:

1. Out of Pocket Allowance
2. Refreshment Allowance
Out of Pocket Allowance
8.12.2 This allowance is paid to players and coaches of Indian Railways who participate in sports events abroad, in lieu of Daily Allowance on Foreign Travel, to take care of subsidiary expenses, at the rate of $35 per day. There is a demand to replace this allowance with Daily Allowance on Foreign Travel.
Analysis and Recommendations
8.12.3 The demand has merit. Accordingly it is recommended that Out of Pocket Allowance should be abolished and players and coaches participating in sports events abroad should be paid Daily Allowance on Foreign Travel.
Refreshment Allowance
8.12.4 This allowance is paid to players, coaches, technical officials and Railway Sports Promotion Board (RSPB) observers during National and Indian Railways’ camps and Championships, to support additional food requirements, at a uniform rate of Rs.240 per day. There are demands for three fold raise in the amount of this allowance.
Analysis and Recommendations
8.12.5 While Refreshment allowance is understandable for players/coaches/technical officials, it is not justified for observers of Railway Sports Promotion Board (RSPB). Therefore, since the allowance is not indexed to DA, it is recommended that Refreshment Allowance should be increased by a factor of 2.25 to Rs.540 per day. The amount will rise further by 25 percent each time DA crosses 50 percent. However, the allowance will be paid only to players, coaches and technical officials.

Tuesday, 24 November 2015

Promotion of Government Servants exonerated after retirement – Procedure and Guidelines to be followed

Promotion of Government Servants exonerated after retirement – Procedure and Guidelines to be followed

Department of Personnel & Training
Establishment (D)
Dated: 23.11.2015

Subject:- Promotion of Govt. Servants exonerated after retirement – Procedure and Guidelines to be followed – Regarding.

The Department intends to issue instructions on the subject- “Promotion of Govt. Servants exonerated after retirement – Procedure and Guidelines to be followed”. Draft instructions proposed to be issued are enclosed. Ministries/Departments are requested to offer their comments/views, if any, in this regard latest by 22nd December, 2015 at the e-mail address
(S.K. Prasad)
Under Secretary

No.22011/3/2013-Estt (D)
Government of India
Ministry of Personnel, Public Grievances and Pensions
(Department of Personnel and Training)
North Block, New Delhi .
Dated: 23rd November, 2015
Subject:- Promotion of Govt. Servants exonerated after retirement — Procedure and Guidelines to be followed – Regarding.
The undersigned is directed to invite reference to the Department of Personnel and Training Office Memorandum No. 22011/4/91-Estt(A) dated 14th September, 1992 regarding procedure and guidelines to be followed by DPC in respect of Government servants against whom disciplinary/court proceedings are pending or whose conduct is under investigation. In case the Government servant is covered under any of the three conditions as mentioned in Para 2 of OM dated 14.09.1992, the recommendations of the DPC are to be kept in ‘sealed cover’ and subsequent action regarding opening of sealed cover will depend on the outcome of the disciplinary/criminal proceedings.
2. If on conclusion of the disciplinary/ criminal proceedings, the Government servant is exonerated, the procedure prescribed in para 3 of the OM dated 14-9-1992 is to be followed. This provides as under:-
“On the conclusion of the disciplinary case/criminal prosecution which results in dropping of allegations against the Govt. servant, the sealed cover or covers shall be opened. In case the Government servant is completely exonerated the due date of his promotion will be determined with reference to the position assigned to him in the findings kept in the sealed cover/covers and with reference to the date of promotion of his next junior on the basis of such position. The Government servant may be promoted, if necessary, by reverting the junior most officiating person. He may be promoted notionally with reference to the date of promotion of his junior. However, whether the officer concerned will be entitled to any arrears of pay for the period of notional promotion preceding the date of actual promotion, and if so to what extent, will be decided by the appointing authority by taking into consideration all the facts and circumstances of the disciplinary proceedings/criminal prosecution. Where the authority denies arrears of salary or part of it, it will record its reasons for doing so. It is not possible to anticipate and enumerate exhaustively all the circumstances under which such denials of arrears of salary or part of it may become necessary. However, there may be cases where the proceedings, whether disciplinary or criminal, are, for example delayed at the instance of the employee or the clearance in the disciplinary proceedings or acquittal in the criminal proceedings is with benefit of doubt or on account of non-availability of evidence due to the acts attributable to the employee etc. These are only some of the circumstances where such denial can be justified.”

3. The applicability of above provisions in so far as it relates to cases where the Government Servant, who has retired by the time he is exonerated of all the charges has been considered in respect of the following cases:
i. Where the promotion order pertaining to the relevant DPC has been issued and the officers empanelled have assumed charge prior to the date of superannuation of the retired Government Servant; and
ii. The retired Government Servant would have been in service and assumed charge of the post had the disciplinary proceeding not been initiated against him/her.

4. It has been decided in consultation with the Department of Expenditure, Department of Pensions & Pensioners’ Welfare and the Department of Legal Affairs that notional promotion and payment of arrears of pay, if any, for the period of notional promotion till the date of retirement, to such a retired Government servant if found fit on opening of the sealed cover is to be decided by the appointing authority in terms of Para 3 of OM No.22011/4/91-Estt.(A) dated 14/9/1992.

5. A retired Government employee who is considered for notional promotion from the date of promotion of his next junior after opening of the sealed cover would also be entitled to fixation of pension on the basis of such notional pay on his notional promotion.

6. The provisions contained in this Office Memorandum shall become operational from the date of issue of this Office Memorandum. Past cases settled in accordance with the earlier provisions shall not be reopened.

(G. Jayanthi)

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