S.K. MISHRA MEMBER DEPARTMENTAL JCM MADE FOLLOWING PROPOSAL TO 7TH CPC EXAMINATION COMMITTEE MEETING HELD 8TH DECEMBER 2015 AT DAK BHAWAN NEW DELHI
BHARATIYA
POSTAL EMPLOYEES FEDERATION
(An All India Industrial
Unit of BMS)
T-21, Atul Grove Road
, New Delhi-110 001
---------------------------------------------------------------------------------------
BPEF/ 7th CPC/examination /
recommendation/2015 Dated: 7-12-2015
To
The Secretary
Department of Posts
Dak Bhawan, New Delhi-110 001
Sub:
Process to examine the recommendations made in the report of the 7th
C.P.C.-
Meeting with Departmental J.C.M. on
8-12-2015 at 11-00 A.M. -Regarding.
Respected
Madam,
Bharatiya Postal Employees Federation has
studied the report containing the recommendations of Seventh Central Pay
Commission and observed that the spirit and promises made by Chairman Shri A.K.
Mathur are not reflected in the recommendations. Certain omissions and suspicion about the
service conditions of serving employees are leading to the unrest and anguish
among the Central Government employees in general and Postal employees in
particular. The views of BPEF with regard to all above are reproduced below for merit based and sympathetic
consideration for genuine redressal of the grievances to boost up the morale
and restore the confidence and stamina so that they can serve the Nation in a
better way for achieving the goal of the fastest growing economy and youngest
Nation of the world.
The 7th C.P.C. has made following
promises before recommending the new pay structure and providing replacement
benefits.
Para 1.31 of 7th
C.P.C. -The Sole consideration with the commission was to ensure that employees
do not suffer economic hardship so that they can deliver and render the best
possible service to the country and make the governance vibrant and effective.
1.30 . The recent trend of hounding civil
servants as criminals for the failure of bona fide decisions is not a happy
one. This will discourage the bureaucracy to take bold decisions in fear of
being hounded if such a decision misfires. Any misadventure should not be
looked upon with suspicion unless it has definite criminal intent to benefit
either himself or someone else. If this trend is not checked it will lead to
disastrous consequences.
1.29 As we have mentioned above, government
service is not a contract. It is a status . The employees expect a fair
treatment from the government . The states should play role model for the
services. In this connection, it will be useful to quote the observations in
the case of Bhupendra Nath Hazarika and another vs. State of Assam and others
(reported in 2013 (2) Sec. 5(16) wherein the Apex Court has observed as
follows.”……It should always be borne in mind that legitimate aspirations of the
employees are not guillotined and a situation is not created where hope end in
despair. Hope for everyone is gloriously precious and that a model employer
should not convert it to be deceitful and treacherous by playing a game of
chess with their seniority. A sense of calm sensibility and concerned sincerity
should be reflected in every step. An atmosphere of trust has to prevail and
when the employees are absolutely sure that their trust shall not be betrayed
and they shall be treated with dignified fairness then only the concept of good
governance can be concretized. We say no more.”
1.18 While finalizing the levels of salaries ,
allowances and other perquisites of compensation structure, we have tried to
take a holistic approach.
1.19 The new pay structure has been laid out by
and large broadly as an open ended, layered matrix, for civilians as well as
for the armed forces personnel. It has been kept in view that a person should
not stagnate but should have fair opportunity to progress by dint of merit and
secure better emoluments so that frustration does not set in. The Modified Assured
Career Progression (MACP) scheme has been further modified. It is expected that
the present formulation will address the widespread dissatisfaction prevailing
in the earlier system, in which the gain or progression through the MACP was
considered inadequate. The remuneration package is such that employees would
feel that they are valued and they are fairly paid and their remuneration is
not less than a person who is similarly situated in another organization.
1.
Deficiency in PAY MATRIX
Although
the intention of promises Para 5.1.1 in 7th CP.C. is simplification and rationalization . The
previous CPCs have rationalized Pay structure by reducing pay scale therefore, vide
para 4.1.217th C.P.C. refused
to reduce them as sufficient de-layering has been done previously. The 7th
C.P.C. has taken up the entry pay devised by 6th CPC as the basis of
rationalization and devised a index of renationalization for PB-I it is
2.57, for PB-2 is 2.62 , for PB-3 it is 2.67.
It
has been observed by 7th CPC
that the entry pay of 6th C.P.C. were disproportionate. Therefore, the BPEF concludes that how a disproportionate entry pay, after going through rationalization Index.
1.
Will produce equidistant levels as promised while devising pay matrix.
2.
Will
produce a judicious and caring horizontal matrix the Qualification and skill set required as
well as increasing roles and
responsibilities each step.
3.
Will
produce Proportionate increase in quantum of pay a promised in para
5.1.19, on promotions from Gr. C post at 2800 G.P. to
gr. ‘B’ post at 4200 and promotion from
Gr. ‘B’ post to Gr. A from G.P. 5400 in
P.B. -2. G.P. 5400 in PB-3.
4.
Will
produce Levels, as status determine as
mentioned in 5.1.18,
5.
Will
Satisfy holistic approach of pay commission towards salaries allowances and
other perquisilies of compensation structure at each level.
In view of all above, the BPEF is proposing
following modification in devising New pay matrix
(a) Index
of rationalization may be 15% enhancement
in entry pay of immediate level
for all levels up to PB-3 instead of
retaining 7th CPC idea of having different index for different pay
Bands.
(b) removing grade pay of 1800 and merging the pay
as well as posts with grade pay of 1900. Similarly the post lying in grade pay
of 1900 may be merged with 2000 , so
that persons of High School qualification can be placed at equal levels . By
this way minimum entry pay of 21000 in the New level can be formed and the minimum wage demand of
24,700 can be attained at 5th stage in new level. .This amount of
min. wage will be in tune with CSO data of net national per capita income of
2014-15 i.e. 6174 p.m. when multiplied by 4 produces 24,700.
(c ) The modification will also place fitment benefit equivalent
benefit to 5th CPC i.e. basic
pay + 125% DA + 33% fitment benefit . The common multiplier therefore
will rise to 3 instead of 2.57.
(d) The compression ratio will become 1:3
between newly recruited MTS and newly recruited IPoS. (Gr. A).
(e) The modification will bring every level
equidistance by 15% of previous levels as in (a)
(f) The ratio between minimum & maximum
will come to lie in ratio 1:9 i.e. 24,700 : 2,25,000
(g) It
is also that the modification will bring very meager financial implication over
the Government.
(A)
Percentage
increase in direct entry pay at each level recommended by 7th C.P.C.
grade pay wise
1800 ----1900(15% ), 1900—2000(9%) ,
2000-2400 (17%), 2400—2800(12%) , 2800---4200(21%) , 4200---4600 (26%)
4600---4800(6%) 5400 PB-II------5400 PB-III (5%)
(B)
Percentage
increase in direct entry pay at each level proposed by BPEF . grade pay
wise
1800 ----1900(15% ), 1900—2000(15%) ,
2000-2400 (15%), 2400—2800(15%) , 2800---4200(15%) , 4200---4600 (15%)
4600---4800(15%) 5400 PB-II------5400 PB-III (15%)
( C) Percentage increase in pay on moving
from Group ‘C to B, Gr. B to Gr. A as recommended by 7th C.P.C.
Group ‘C’ at 2800 and
Gr. ‘B’ at 4200 -------increase
of 9%
Gr. ‘B’ at 5400 PB-II and Gr. A at 5400
PB-III------increase of 6% only
(D)Percentage increase in pay on moving from
Group ‘C to B, Gr. B to Gr. A as proposed by BPEF . .
Group ‘C’ at 2800 and
Gr. ‘B’ at 4200 -------increase
of 15%
Gr. ‘B’ at 5400 PB-II and Gr. A at 5400
PB-III------increase of 15%
(A Graphical notation is also annexed for
making our stand clearer.)
2.
MINIMUM WAGE:- Para 4.2.3 (i) of 7th CP.C quotes .
– Need based minimum wage for a single worker should take care all needs of worker family. The normative family
consists of Husband and wife and two
children below 14 years, thus, comprising 3 consumption unit. The same when calculated came out to Rs.18000.
1st C.P.C. – Test formulated by Insulation
had only to be liberally interpreted to satisfy condition of present day and to be qualified
by condition that “in no case should
a employees pay be less than living wage i.e. minimum wage.
2nd C.P.C. – Minimum wage or salary
should not be delivered mearly on economic consideration but should qualify
also a social test both because of its intrinsic validity ad because
of its bearing on efficiency. The fitment benefit at that time was provided
14.2 .
3rd CP.C. – has specifically examined
the demands of the employees for a need
based minimum wage based on Recommendation of 15 ILC. When it compared minimum wage
evolved with per capita National
Income, it found that minimum
wage is much less than per Capita income . the fitment benefit was made 20%.
4th C.P.C. – The minimum
remuneration could also be considered in
relation to the increase is per captain National income over the years - the fitment benefit was provided 27%.
5th C.P.C. -It evolved constant
relation Income Criterion which calculated minimum wage as 2440 which later on modified
by Govt. as 2550. – the fitment benefit provided as 31 %.
6th C.P.C.- It calculated need
based minimum wage as per akroyed formula and evolved minimum wage as 7000. The
fitment benefit was provided 50%.
Thus, we can see that previous CPCs
considered akroyed formula for
calculating minimum wage, but with made it sole criteria and made at final
stage other considerations were also
important. The concept of consumption unit has always been under controversy.
The 3rd CPC has observed that
newly recruited employees at age of 20
years have no responsibility of wife and children. He can have responsibility
of mother and father but after 5 years he may have responsibility wife and
children . Therefore , the minimum wage should be equivalent to 5th
stage of minimum pay scale. We agree
with this concept and the akroyed formula should be applied with 4
consumption unit and it should be compared with 5th cell of the
minimum scale.
The BPEF has devised
a modified pay matrix starting from 21000 and the 5th cell in the
vertical matrix comes out to be 24,700. This figure tallies with the CSO (
Central Statistical organization ) data of 2014-15 regarding net national per
capita income 6174 per month. This when multiplied by 4 gives figure of 24,700. .
3.
INCREMENT AT THE TIME OF PROMOTION : 5.1.15 - The provisions of 7th CPC as mentioned in 5.1..16 specifically informs that the concerns of new entrant has
only been taken in New Pay Matrix and
the economic benefits of serving employees, getting replacement benefits, has not been taken care sufficiently. It is
pertinent to quote para 5.1.16- The
Commission believes that any new entrant to a service would wish to be also to
make a reasonable and informed assessment of how his /her career path would traverse and how emoluments will
progress alongside. The new pay structure has been desired in the
from of a pay matrix to provide complete
transparency regarding pay progression.
Therefore , the BPEF intends to remind you that the employees getting replacement benefit
in new pay Matrix on promotion were getting 3% benefit along with difference of
grade pay . But the 7th CPC while dispensing with grade pay &
Pay Band system has only recommended 3% benefit and dispensed with the grade
pay difference benefit. It is highlighted that even retiree prior to 1-1-2016,
have been recommended to get the three additional increment benefit while
arriving pension in 7th
C.P.C.
Therefore, the BPEF concludes that the
concern of new entrant as well pensioners prior to 1-1-2006 were taken into consideration senserly but the
concerns of serving employees, getting replacement benefit, about promotional benefits has not been taken sufficiently.
we suggest that:-
(i)
On
each promotion, one extra increment in that
promotional level may be provided. OR
(ii)
The
pay in new pay matrix may be fixed by providing one extra increment in the concerned level.
4.
ANNUAL INCREMENT RATE :
The
Annual increment Rate provided by
previous C.P.C. were calculated when pay scale system was prevalent and age for
full pension superannuation was 33
years. In worst cases an employees with 3% increment Rate can reach to maximum from minimum in 33 years. The 6th CPC
has also endorsed the concept of 3%
annual increment in pay band system but has suggested full pension in 20 years . The Govt. has
accepted full pension in 20 years and revised its pension rules accordingly.
Now it was turn of 7th CPC to take into account above
facts and would have devised annual increment of 5% considering that the
employee in new pay matrix will reach in 20 Years for full pension benefit . Unfortunately this has not been done.
Therefore, in order to have coordination between previous
and present criterion for pension purposes
the 5% annual increment may be considered to devises new pay Matrix.
5.
Date of Annual Increment:- With present formula
that each employee complelting 6 months in a year will get increment, the
concept of 1st July of year is not adequate. Two dates i.e. 1st
January or 1st July should be made for assessing and providing
annual increment.
6.
MINIMUM – MAXIMUM RATIO : 24,700 as minimum
salary when made ratio with 2, 25, 000 as maximum, it comes out to 1:9.
7.
With holding of
Annual increment of Non performer after 20 years – increase in MACPS benchmark
and introducing efficiency Bar. Vide
para 5.1.46 “ there is a vide spread perception that increment as well as
upward movement in the hierarchy happens as a matter of course . Also , grant
of MACP is taken for granted . “
These lines are totally against the promises of Shri A.K
Mathur Chairman 7th CPC quoting apex court judgement in para 1.29 “
it should always born in mind that legitimate aspirations of an employee are
not gullitoned and a situation is not created where hopes ends in despair. Hope
for everyone is gloriously precious and that a model employer should not
convert it to be deceitful and treacherous by playing a game of chess with
their seniority also vide para 1.30 it quotes that the employee should not be
thought as criminal and unnecessary suspicion should not be made about him.
On availability of such sprit and promises, the bench mark “ Very good” should not be
taken in a way that “average” and good remark are criminal activities and
without any disciplinary proceeding his their annual increment can be withheld. Similarly
these remarks cannot declare employee a non performer. The BPEF request that
the para 5.1.45 pertaining to MACPS & para 5.1.46 pertaining to efficiency
Bar may not be considered for implementations. .
8.
MACPS : (1) The 7th CPC has compiled
the key demands received by it and quoted regarding MACPS demand in 5.1.12 (e)
that the MACPS providing benefits in grade pay hierarchy, was giving in
adequate benefit after long gap of 10,
20 & 30 Years and demanded that, it should be provided in promotional hierarchy
instead of grade pay hierarchy. Similarly, the demand for increase in the
frequency of administering MACP has also
come for considers.
In view of above, the 7th C.P.C. restricted the
frequency of MACP to 10, 20 & 30 years but in process to
provide adequate MACPS benefits , it recommended , that it will
be provided in immediate next level in the hierarchy.
The BPEF is trying to analys the words immediate next level in the hierarchy “ and concludes that it should simply mean the immediate next level in
the hierarchy existing in the department. After going through the
recommendation it has been observed that the word hierarchy was used for
hierarchy existing in the department or a cadre. In case the meaning then it is not it can be assumed that 7th
CPC has not done there any modification
in the MACPS scheme and it only tried by deceitful and treacherous method to
take away the benefit as promised.
Therefore, the BPEF strongly demand that the word immediate
next level in the hierarchy may be made clearer so that it may mean immediate
next level in the cadre / promotional hierarchy.
(2) Although there is no provision of stepping
up of pay of senior due to MACPS benefit
provided to in the communication issued form the DOP&T But the various Court judgement have observed
that irrespective of benefits provided to any junior by any scheme,
the Senior should not draw lesser pay than junior . In OA No. 2124 at
Principle Bench Delhi and OA 440 of CAT Patna Bench has endorsed same principle
to provide stepping up to senior due to MACPS anomalies. The Department in
those judgement has decided to implement them but by restricting it to the cadre of directly recruited lower
Division clerk of Postal Accounts
organization and ignoring the claims of various other similarly placed seniors directly recruited in MTS , Sorter ,
and Junior Accountant cadre.
Similar recommendation of stepping up has been made by 7th
CPC also in its para 10.40.82 in respect
of Railway Accounts for MACPS anomalies . In this connection it is to be remind
that 6th CPC has strongly recommended that the benefit given in one organized
account cadre may be extended to all organized account cadre uniformly. The
Postal Account Organization is expecting that this recommendation of Railway
Account will be squarely implemented in this organizations also. Therefore, the
BPEF demands for the same.
Also, the BPEF strongly demand that the stepping up of pay
of senior for MACPS anomalies with Junior to
all seniors drawing lesser pay than junior in entire Department of Posts
may be made. It is to remind that MACPS scheme is common to all and is not restricted to any cadre.
(3) In a peculiar judgement of Jodhpur CAT as well as High Court that the
Postal organization is not having seniority cum fitness quota for promotion from MTS to Postman or Postman to Postal Assistant. The recruitment in these cadre are done
partially by LDCE and partially by direct recruitment. The court decided that these
recruitment under LDCE quota are equivalent
to direct recruitment hence these LDCE promotions should not be counted while
granting MACPS benefits .
In this regards BPEF strongly demands that the Jodhpur
judgement may be accepted and implemented by the Department of posts in the way
it has accepted up the stepping up judgement given by CAT Delhi & CAT Patna
in Postal Accounts organization..
(4)
Vide para 1..27 of 7th CPC, it has rightly pointed out that “ A number of
grievances or so called anomalies have been placed before commission . Many have their roots not in the
recommendation made by 6th CPC, but in the subsequently modification
made by the Govt. and the resultant orders issued by it . “
In this connection it is to inform that Implementation
of MACPS in Department of Post has suffered a lot as the scheme and was implemented
dis-advantageously by way of administrative orders despite clear cut
indications and illustration mentioned in para 28 & others of MACPS orders
dated 19-5-2009 & DOP&T. . Even the charts prepared along with that
order are being given no respect and MACPS benefits are allowed erroneously clarification
No. I & 3 of order dated 18-10-2010 by PCC allows counting of regular service for 3rd MACPS not
from date of eligibility of 2nd MACPS but from date of extension of actual benefits of 2nd
MACPS i.e. 1-9-2008.
The counterpart of Postal
organization i.e. Postal Account
organization is not dispensing with date of eligibility for 1st, 2nd
& 3rd MACPS i.e. 10 years from date of entry or date of 1st promotion which
over is earlier as date of eligibility for 2nd MACPS. Similarly 10 years from 2nd MACPS eligibility date or date of second promotion whichever is earlier as date of eligibility for 3rd MACPS..
Therefore BPEF strongly demands that
a committee as desired under para 1.27 of 7th CPC may be formed to
correct MACPS anomalies by including internal finance wing of Department into it before going in the process of implementation of 7th
CPC.
9.
Many other cadres of Postal Department were restructured
by 7th C.P.C. Therefore following cadres may also be restructured.
(i)
Postal / Sorting Assistants Cadre- The induction in this
cadre is through LDCE exam. from Postman & MTS cadre as well as through the direct recruitment from the Market
and GDS employees . The educational
qualification prescribed for exam is Inter Mediate plus computer efficiency. It
has to perform various multifarious work
and promotion of business activities, which
do not matches with the emoluments paid to them and risk involve in handling of
cash amounting to crores of Rupees. They have to fulfill business targets. The cadre of SA has been defined as super Technical cadre by 5th CPC and its
pay scale was increased on this basis. It performs data entry work,
multipurpose counter work , work in RMS sections in train under hazardous
conditions . They have knowledge of
worlds geographical position used for sorting of letters and Mails. They have
perform duties in different climate of different places for more than 12 hours
. They performs Accounts work, legal adviser of Divisional Heads and attend the
court of law. The join Army postal services duties with full trailing of Army
duties. .Therefore PA/ SA cadre may be upgraded to 2800 grade pay.
(ii)
PO/RMS Accountant, System Administrator, Marketing
Executive- The
Department of Posts utilizes the employees of Postal Assistant cadre for these
expert services without providing exact benefit. Several instances have
come to notice that CPCs have recommended that different pay scales are
necessary were ever functional justification and functional difference exist. For the purpose special pay or special
allowance is not a solution. Therefore,
the posting in these cadres may be treated as LSG Promotion with grade pay 4200
and separate posts in these cadres up to HSG-II and HSG-I level may be identified.
The
demand of PO/RMS Accountant that Special pay/ Special Allowance to all may be merged in their basic pay may be
considered there after replacement
benefit may be provided.
(iii)
Postmaster Cadre: They are inducted in Postmaster Grade-I from
PA cadre after serving 5 years in it. Thereafter promotion to Postmaster Grade
–II II Grade IV from these employees. It has been created to improve
functioning P.O. s meet technology requirements, meet specialization in P.O.
management. The All India Association Postmaster Cadre proposes that G.P. of
P.M. Grade-I may be enhance to Rs. 4600 equivalent to Inspector of P.O. PM
Grade –II & PM grade –III may be merged and placed in Grade pay of Rs.
4800/-. The G.P. of Senior Postmaster may be enhanced to G.P. 5400/-.
(iv)
Postman & Mailguard Cadre: In the Department of Posts the casual labours,
part time casual labour and GDS have the opportunity for Seniority cum fitness promotion
in the regular cadre of Department of Posts but on other hand the regular
Postman / Mailguard & Regular MTS have no opportunity for promotion to next
cadre on seniority cum fines basis. Therefore these cadres may be provided
Seniority cum fitness basis promotion in PA/SA and Postman / Mailguard cadre.
(v)
Mail Motor Service: The Driver are highly skilled cadre
and suitable G.P. may be provided to them. All Technical cadre of Machine
Tyre Man , Up holster , Painter ,
Turner, Carpenter , Welder , Tim Smith , Electrician and Black smith may be made equivalent to
C.P.W.D.
(vi)
Postal Printing Press: Highly skilled Grade –I & II may
be upgrade to GP. Of 2800 from 1-1-2006. Similarly Binder Grade-I may be
upgraded to G.P. 2800.
(vii)
JA/SA cadre in Postal Accounts: These cadres are divided
into ratio of 20:80, i.e the 20% Jr. Accountants fulfill the 80% posts of Sr. Accountant These 80% Sr.
Accountant have a very meager opportunity of 10% promotion of AAO cadre into AAO.
The
structure defined above makes Junior Accountant cadre almost vacant because
these 20% J.A. get promoted into
80% S.A. cadre very early. Similarly, there is large number stagnation in SA
cadre as these 80% have very meager opportunity to get inducted into
10% AAO strength . We have gone through the various recommendations of 7th
CPC for different Departments and it has
been observed that the post bifurcated by such type of disadvantageous ratio with regards to promotion have been
merged with upgraded pay scales. Therefore, the JA /SA cadre having no functional
difference may be merged with grade pay of Rs. 4600/-.
It is to mention that the Jr. Accountant comes
from Staff Selection Commission by the combined Graduate level Examination
(CGLE) along with Inspectors of Post
offices and Assistants of Central Secretariat service. The Examination is same
but the Jr. Accountant are selected on the basis of written examination and
placed in 2800 Grade pay were as the IPOs of Postal and Assistants of CSS have
to qualify interview and are placed in
G.P .of 4200 and 4600 respectively. (The
7th CPC has also over turned the grade pay of Inspector of Post
offices and Assistants of CSS. It now
recommended G.P. of 4600 to Inspectors and G.P. of 4200 to Assistants ).
Respected
Prime Minister Shri Modi Ji has announced that no interview is necessary up to
Gr. B. Non Gazetted post. (The 7th CPC has also over turned the
grade pay of Inspector of Post offices and Assistants of CSS. It now recommended G.P. of 4600 to Inspectors
and G.P. of 4200 to Assistants ).
The BPEF on account of all above discussions resolves
to hold that the Assistants of CSS, Inspector of Post offices and Jr.
Accountant of Postal Accounts and other organized Accounts Department may be
placed at equal G.P. as they are inducted through similar examination taken
by similar agency and now interview for appointment to these post have been stopped
by the Hon’ble Prime Minister of India. It
is also to remind that the Department of Posts has already utilized this
announcement in forming new recruitment rules for GDS.
(viii)
LDC
in Postal Account Organization: The L.D.C. of Railway Accounts has changed the
nomenclature as Accounts clerks with qualification High School and decided to
recruit then from Railway Board recruited cell.
On this basis a
restructuring committee was formed in PAOs and it was decided that the
nomenclature will be made Accounts Assistant will qualification Inter Mediate
and its function superior to be common L.D.C. Therefore, G.P. of 2400 MOF is
still awaited. Therefore, the matter may referred to Govt. for increasing the
G.P. of this Accounts Assistant to 2400. If the Deptt. agree this recruiting
agency can also be change for said post. :
(ix)
LDC
in Civil wing of Department of Posts: A restructuring Committee has been formed
in Civil Wing organization of Deptt. of Post to have cadre review and propose
various changes in cadre and its pay scales.
(a)
Works clerk Grade-II: - Since beginning the cadres of works
Clerk grade-II of Civil Wing are not kept at at par with other postal
employees. Now this employee is recruited from staff Selection Commission with
Inter Mediate qualification and provided with grade pay of 1900 as common
L.D.C. But this LDC has to perform Clerical
work, Tendering work , E-tendering work and cashier work also for which computer
knowledge is essential. .
In the
Department PA/SA with Inter Mediate qualification and Computer knowledge are
being recruited by Department its self and are placed in Grade pay of Rs.
2400/-
Therefore,
the BPCWNGEU affiliated to BPEF demands that works clerk works clerk-II grade
–II be renamed as Civil Assistant and placed in Grade pay of Rs. 2400/- If
Department decides to recruit them from PA/ S.A. Exam. then we have no
objection.
(b)
Works Clerk Grade-I – It deals with tender finalization, agreement,
Auditing of Bills , Court cases , arbitration cases , Budgetary control and
expenditure management , E-procurement etc. Hence these works clerk grade-I may
be renamed as Assistants with grade pay of Rs. 4200/-
(c)
Head Clerk: It is supervisory post and every Dn. must
have this supervisor cadre. Hence they may be renamed as Office Supdt. Grade-II
with grade pay of Rs. 4600/-.
(d)
Office Supdt. Grade –I : It is also a supervisory
post existing in every Circle. Their grade pay may be made 4800/- .
(e)
MTS (Technical) : Like Assistant Carpenter , Asstt plumber , Sewer
Man , Asstt. Mason, Asstt. Wireman, Asstt. Lift operator have to be delinked
from general unskilled MTS . These may be redesignated as MTS technical with qualification
High School ITI with grade pay of Rs. 2000/- They are promoted in semi skilled
cadre of Rs. 2400/- after 8 years of service in MTS technical. The semi skilled employees is promoted skilled
cadre after 8 years in semi skilled cadre with grade pay of Rs. 2800/- This
skilled employees promoted highly skilled cadre with grade pay 4200 after
serving 8 years skilled cadre. .
The Foreman (Electrical / Civil) After 8 years of service in highly skilled
may be created with grade pay of Rs. 4800/-.
10.
House Rent Allowance :. The factor of 0.8 has been
introduced illogically and without any justification. This factor should be removed & H.R.A.
should be to restored on the basis of
Metro and Non metro classification of cities only with percentage 40 & 30 respectively .
11.
CGEIS Benefit : Many banks especially corporation Bank of
India is providing Insurance cover on natural death over salary account to the
tune of 10 to 20 Lacks . Therefore, it is not advisable to increase the
Insurance Benefit heavily and also its premium.
If saving fund is the basis of this increase in CGEIS
premium then all New entrant may be allowed for G.P.F. contributions.
12.
Child Care leave: This leave for all two years may be granted
with full salary. Its benefit should also be extended to Male employees.
13.
Medical Advances : As the terms of Children Education Allowance and Traveling
Allowance were made easier , the terms of Medical
Advance may also be made easier and
advances up to 1 lacs amount should be
allowed to be sanctioned by the Head of the office instead present 10 thousand
ceiling.
14.
Leave Travel .concession :- should be
allowed exactly on same terms as it is presently. It is to remined that the
facilities was devised to boost up the tourism Industry and also to get relief to the employees and its family from getting
tired due to routine work.
15.
Bonus: Bonus in all forms may be continued as it is
considered as deferred wage.
16.
Income Tax issues:
Present
limit of income tax may be enhanced to 2.57 times . All allowances of Central Govt. employees may be
kept out from preview of Income tax. The Pension amount should be exempted from
tax .Death cum retirement gratuity should be exempted form income tax.
17.
. Fitment benefit of to decide quantum of minimum pension: should be equal to minimum
wage and fitment benefit of 2.57 may be increased to 3.
18.
Allowances: All Allowances were devised as per
requirement of existing Govt. policies and conditions of service in the Department.
Therefore, any decision taken abruptly is certainly going to produce unrest. The BPEF quotes certain
allowances that are certainly to be restored and instead its rate should also
be enhanced and rationalized.
Assisting Cashier Allowance ,
Caretaking Allowance , Family planning Allowance , FMC, Funeral Allowance, Ghat
Allowance , Handicapped Allowance, Head quarter Allowance, Kit Maintenance Allowance., ,Over times
Allowance, Rent free Accommodation, Risk Allowance , Training stipend ,
Treasurer Allowance Washing allowance , Cash Handling Allowance ., Cycle
Allowance etc.
19.
Compassionate Appointment: Ceiling of 5% over DR vacancies imposed over Central Govt. employees at the time of
compassionate appointment may be removed and it may be made 100%
20.
Gramin Dak Sewak: BPEF demands that Negative recommendation of 7th
C.P.C. to treat GDS a non Govt. employees to the extent that their salary may
be separated from salary other regular employees being drawn from consolidated
fund of India may be expunge out from recommendation of 7th C.P.C.
as Department of Posts has already constituted a GDS committee to look into to
all service condition and employment matters in entirety.
21.
New Pension Scheme: It is to emphasis that Article 366
(17) defines Pension. On its basis AIR
1983 SC 130 held that Pension is not an exgratia
payment but it is payment of past services rendered. Simirarly , Supreme
Court reiterated that pension is not a
bounty of state. It is earned by the employees for services rendered to fall
back upon after retirement . It is attached to the office it cannot be arbitrarily
denied.
In a judgement in U.O.I.
& others (1990) 4 SSC 207) – It was never held that both the pension retiree and PF release form a homogeneous class and that any further classification
among them would be voilative of Article -14.
The 7th CPC held that
under the pension scheme, the Govt. obligation begins on his retirement and
then continuous till the death of employees. In Para 10.1.64 the 7th CPC quotes
there is clear evidence that Govt. has progressively moved towards liberalized regime
for past pensioners. The 6th CPC has provided additional pension and
7th CPC has provided one Rank one pension.
Unfortunately
no promise has been made by the 7th
CPC. But vide para 10.3.3 it quotes that the commission notes that the NPS is the culmination of a series of social securities and pension related
reforms initiatives in India . At present OASIS has concluded that instead of defined benefit scheme for pension
, the defined contribution scheme should
be introduced. In NPS 40% of accumulated
wealth is invested for pension purpose and 60% is paid at the time of
retirement. NPS is not covered in GPF. On
the death of employee 80% wealth is
utilized for purchase of annuity and 20% is paid to legal heir .
7th
C.P.C. Vide para 10.3. clearly speaks that uncertainty over the NPS scheme
should be removed. Therefore the BPEF suggest that
1.
The
quantum of pension should be made equivalent to old pension scheme and this
decision may be notified along with 7th C.P.C. recommendations.
2.
The
amount of gratuity for NPS should be made equal to old pension.
3.
Family
pension & other benefit to the NPS employees should be declared along with
7th CPC recommendations.
With regards,
(
S.K. Mishra )
Secretary
General.
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