Strengthening establishment of Single Handed Branch Post Offices

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SPECIAL CASUAL LEAVE FOR 23RD CIRCLE CONFERENCE AT MANGALORE

23rd CIRCLE CONFERENCE & 59thC.W.C OF KARNATAKAA CIRCLE 59TH CIRCLE WORKING COMMITTEE OF THE UNION TO BE HELD AT ST.ALOYSIUS COLLEGE Pry SCHOOL[Campus] -KARNGALPADY-MANGLORE - 575003 ON 26/12/2015 TO 30/12/2015 23rd CIRCLE CONFERENCE OF NAPE Group 'C' KARNATAK CIRCLE IS GOING TO HELD AT ST.ALOYSIUS COLLEGE Pry SCHOOL[Campus] -KARNGALPADY-MANGLORE - 575003 ON 27/12/2015 TO 29/12/2015

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ASP DPC order

Transfer/re allotment of ASP's, promotion, allotment and postings from the cadre of IP's to ASP's issued by CPMG Karnataka Circle Bangalore

Today SGFNPO along with GS NAPE-C meet Member (P),Member (Tech),DDG(vig)& DR MV.

Outcome of the meeting:

1)PA/SA cadre restructuring is under consideration of DOP&T . Department of Personal called some information from the Department of Posts in turn Directorate send all the details sought by DOP&T 2days before.

2)MMS cadre restructuring proposal divided as 2parts.

1. Approval required from DOP&T 2.Approval required from Postal board both are under processing.

 

3)Flood advance for Tamilnadu&Puduchery : Instructions has been issued to CPMG Tamilnadu Circle to grant Flood advance to the affected staff of Tamilnadu&Puduchery.

4)CBS GO LIVE: Member (Tech) assured that instruction will be issued to Tamilnadu Circle that CBS go live will be stopped for time being in flood affected areas.

5)THE CAT PRINCIPLE BENCH DELIVERED JUDGEMENT ON MACP FOR PROMOTEES IN OA NO 3756/2011 0N 3-11-2015 IN THE CASE OF SHAKKEL AHMED BURNEY.TO DOWNLOAD JUDGEMENT CLICK BELOW LINK.
HISTORICAL JUDGEMENT ON MACP FOR PROMOTES

AN URGENT MEETING OF J.C.M. DEPARTMENT COUNCIL WAS HELD ON 08.12.2015 AT DAK BHAWAN, NEW DELHI UNDER THE CHAIRPERSONSHIP OF SECRETARY (POSTS). BOTH FEDERATIONS (NFPE & FNPO) SUBMITTED JOINT MEMORANDUM SEEKING MODIFICATION ON PAY COMMISSION RECOMMENDATIONS, WHICH WAS DISCUSSED IN DETAIL. ALL OFFICERS OF POSTAL SERVICES BOARD AND BOTH SECRETARY GENERAL & GENERAL SECRETARIES OF BOTH FEDERATIONS PARTICIPATED IN THE MEETING. THE MEMORANDUM SUBMITTED IS REPRODUCED BELOW.

CLICK HERE TO VIEW MEMORANDUM

VIEWS OF NAPE,GROUP C ON THE RECOMMENDATIONS OF THE VII CPC ON POSTAL ASSISTANT CADRE

The 7^th pay commission have now given its recommendation detailing the modus operand as to how the same was arrived at., The general dictum claimed to have been adapted are not uniformly applied in all cases and only some isolated cases have been benefitted that too on extraneous reasons like court observations and parity among recruiters from the one and the same examination regardless of nature of the work and department to which they are appointed.

The job evaluation has been totally treated as a non entity and the evidence tendered by the stake holders are meted with like- warm response. The observation of V and VI pay commission have been bluntly cited to ignore the up gradation sought for and thereby failed to contemplate the   justification  under lying  the existing  work  pattern and schedules in the changed scenario.

While the past pay commissions relied justifiably on fair comparison among the work of homogenous nature, the 7 the pay commission had decided to ward off such approach on the plea that historical parity is longer a moot point under its consideration for the present. Most of the up gradation sought for under this agenda has been turned down by the 7^th commissions on this reason ( right from pay of Postal Board members to that of Postal asst.) ; Likewise equal pay for equal work is also prime victim of this pay commission ( e.g. Artisan in MMS ).

Even this logic and the resultant adjudication is not consistently applied for. The conspicuous exemption to this is the one level up gradation recommended to the inspectorial cadre of postal department without extending the same treatment to the basic feeder cadre on functional justification clubbed with hierarchical placement.

The pay commission had agreed to the pay hike of inspectorial cadre from the present 4200/- to 4600/- with the cascading effect to its further promotional post of ASP and Superintendent by one level above the due replacing level corresponding to the existing grade pay.

The commission had substantiated that the inspector  of posts have a share of direct recruits to the tune 33.33% and recruited through ‘combined graduate level exam’ conducted by Staff Selection commission. Without any deliberation of the job evaluation in the respective  , the pay commission had simply consented to treat them on par with inspector of CBDT & CBES who are recruited through the same exam  and granted the Pay band of 4600/- .

Thus the promotes  to IP cade from among the PAs ,   (66% ) are destined   to have the  benefit  not because of any job evaluation or functional  homogeneity  but by an extraneous consideration of direct recruit component of the care is  equated with the other recruits of the other departments.

 A new kind of approach is therefore realized in the annals of pay commission where in the nature of examination with the common educational qualification has been taken moot point for consideration of pay hike. But the same commission rejected, citing the historical parity cannot be the criterion, for upgradation Postal board members pay on par with the member of CBDT and CBES even though the ingress in the all India service remain one and the same.

While there cannot be any objection to this up gradation given to inspectorial cadre, for what so ever reason, its impact should not be confined to the IP cadre alone but to extended to the Postal assistant also because in the past the pay level of IP are determined with reference to the PA cadre and this balance has to kept intact.

  The IP cadre  were treated equal with the LSG of PA cadre  to begin with and in the ascendancy the ASP with that  of HSG II prior to V pay commission  .The status of PA and its off shoot LSG, HSG II with that of IP and ASP  can be elucidated with the following tell -tale tabulation ;

Postal assistant vis-à-vis Inspectors prior to V pay commission

CADRE	IV PAY COMM	V PAY	VI  PAY	VII PAY
POSTAL ASST	975-25-1150-1330-1600 ( S—6)	4000-100-6000 ( S-7)	5200-20200 GP 2400	LEVEL  4 = GP 2400
LSG	1400-40-1800-50-2300 ( s-8)	4500-125-7000 ( S-8)	5200-20200 GP 2800	LEVEL  5 =  GP 2800
INSPECTOR	1400-40-1800-50-2300 ( S-8)	5000-150-8000 ( S-9)	9300-34800 GP 4200	LEVEL  7 = GP 4600
HSG II	1600-50-2300-60-2660 ( S-9)	5000-150-8000 ( S-9)	9300-34800 GP 4200	LEVEL  6 = GP 4200
ASST SUPDT	1600-50-2300-60-2660 ( S-9)	5500-175-9000 (S-10)	9300-34800 GP 4600	LEVEL  8 = GP 4800

The Postal Assistant remained the sole feeder cadre for both LSG and Inspector cadre through promotion, with the same year of service (i.e. 5 year of minimum service), for becoming eligible for promotion up to IV pay commission.

The pay scale of both the LSG and Inspector were, therefore, remained the same i.e.  S-8  ( 1400-40-1800-50-2300) and the  next level of promotion as HSGII and ASP in the respective line  were placed in the next immediate higher scale namely S-9 (1600-50-2300-60-2660 ). This parity was maintained from all along even prior to IV pay commission. The operative hierarchy in postal were thus treated in tandem with the inspectorial administrative functions.

But during V pay commission , headed by  the Hon.Justice Rathnavel Pandiyan have made thread bare analysis  and paid  heed to the representation from various quarter about the job nature of the postal assistants and postman . The meticulous job evaluation of the basic cadre of the department have convinced the V pay commission to infer that PAs  are unique in the job profile and are performing multifarious functions  like mail , banking , insurance etc  and therefore have placed them  one scale higher at S-7 (4000-100-6000)  to the due S-6 (3200-85-4900 )the replacement scale  for the existing  scale  975-25-1150-1330-1600 ( S—6).

At the same stretch and nuance of  justice , the V pay commission had accorded the same one scale jump  for the inspectorial cadres  and placed them in S-9 (5000-150-8000)  instead of the due S-8  4500-125-7000( S-8) the replacement scale for the existing scale   (1400-40-1800-50-2300)   S 8

It is needless to say that the pay hike to IP s have become necessary and rendered possible for the simple fact that the V pay commission felt that the one level jump given to PA cadre should be allowed to the IP cadre also  and  thereby enabling the gap in remuneration to represent  establish the hierarchical identity and distinction .

The replacement scale of S-8  meant for the LSG/ IP   cadres was allowed as such for LSG alone  and confined to these cadre,  thereby  the IP cadre ( admin) is distinguished from that of  the PA cadre (operative line )

It is this distinction borne out of the functional compulsion and level of execution  that made  the VI  pay commission to  contemplated  and concur  the same extent of  gap with one level  jump and accordingly  placed them (.PA ;2400,  LSG ; 2800 ,IP 4200).

The up gradation given to PA and IP cadre (with inert logic and justification) has been broken once and for all with no valid and tenable reason by the VII pay commission.

The functional  justification of Postal Assistant  with multifarious work of complex nature that  warranted a  a special scale  in v pay commission  and its fall out  on the  pay  of IP cadre with the extent of hike  have been shattered in the VII pay commission .The gap is widened with no intra departmental  justification to do so,

 It is further, an irony that the job evaluation of PA cadre for present day work demand is entirely different from that of those that existed at the inception of V Pay and VI pay commission has been conveniently forgotten and the time tested concepts have been ignored.

 Instead the component of the eligibility of direct recruitment in a cadre and their selection process through the one and the same recruiting agency have been taken into consideration as valid point to upgrade the pay. The Inspector have been given another gradation to get equated with the inspectors of the other departments  for the one only reason that they have been  recruited through the same combined graduation level  examination of staff selection commission .

Thus an new concept of taking agency and nomenclature of recruiting process has been adapted by  the VII  pay commission (there by deviating from concepts of inclusiveness, comprehensibility and the parameters of job evaluation , fair comparison, equanimity   among the cadres of basic level.)

The intrusion of the new concept may go a long way to end in a clamor for all to get them equated with those drawing higher pay with a similar the minimum educational qualification as the deciding factor. Even the IAS/IPS officers are recruited among the candidates with minimum qualification of graduation and through a recruiting agency of UPSC, the next level entity SSC.

 The33.3 % of direct recruits of IP cadre have become the reason for the pay hike for rest of 66% of IPs promoted from PA cadre—the feeder cadre. The cascading effect of elevating the pay level of the ASP, SP in the line of ascendancy is also considered by the Pay commission.

No sort of things in the intra departmental functional justification, as decided in the previous pay commission, is considered for pay hike to IP cadre. It is only the direct recruits who have decided the pay hike

ON Other Hand;

The job evaluation submitted in respect of PA cadre to the VII pay commission by the Federation are self-speaking and in volumes. The present state of affairs in the Post offices And RMs demands only candidates of graduate level aptitude and skill. In reality  also almost the new recruits in the recent years  are not  only  graduates but are also ,considerably, the professional  degree holders like BE / B.tech etc. Therefore the need for enhancement of educational qualification and equating them with their counter parts in recruiting ting process is requested to be considered

Against the back drop of  the seventh pay commission’s  intention to cite  recommendations of V and VI pay commission to discard the request of various demands before them ,  the same intention may kindly  be invoked  to adhere to  the spirit of V and VI pay commission deliberations on PA vis-a vis IP

Accordingly   the pay of the PA should be raised   to level  5 ( with GP 2800) and there by remain just two  levels below the IP level of pay and further giving the intermediary level 6 ( GP 4200) to LSG and level 7 (GP 4600) to  HSG II   in order to   keep the extant of  gap as ever before that was inherited for the past 20 years ,the tenure of  V and VI pay commission dispensation .         

      It is a well known fact that the nature of work of a Post Office is unique and incomparable with other Government Departments.  It has no constant working hours.  A major portion of employees is working in split hours. Unlike other Government Departments, Postal employees are working for six days in a week. The services provided by Postal staff are multifarious.  They are trained to work on about 50 kinds of software’s.  The number of branches in a Post Office is an open evidence.  In most of the Government Offices, preparation and submission of returns is a monthly process.  Whereas in PO it is a daily mandatory work in every branch.   Considering its uniqueness, the V-CPC differentiated us by placing Postal Assistants at Rs.4000/- scale and Postman at Rs.3200/- on par with LDC.  But VII-CPC does not seem to have looked into the just demands of Postal Unions and totally ignored us.  It has simply put all fishes into one pot.

     In addition it has abolished 52 allowances heartlessly. The reason attributed for the abolition is still wounding. Allowances are tools of management to encourage employees to put forth their extra efforts & calibre which will definitely improve the productivity.  Abolition of all the allowances in the name of ‘uniformity’ will make them too indifferent.    Denial of Handicapped allowance is the most inhuman recommendation which nobody can tolerate and it is against the policy of the Government.  Similarly, when Treasury allowance is sanctioned on the basis of the statistics of total amount of cash handled, abolishing it by citing the reason that handling of cash has fallen down due to electronic transfers is quite meaningless.  Similarly when Chennai, a State capital has become the worst victim of floods, abolition of Flood advance is highly merciless.   And denial of Scooter advance/motor car advance, Festival advance etc. will deprive Government servants of their chance to improve their standard of living and push them to private financiers to evade complex formalities in PSU Bank.  This will rob off a sizeable portion of their income towards high rated interest.  Being the largest and model Employer, the Govt. holds the responsibility of protecting the interest and welfare of its employees. The Commission should have analysed the genuine reasons why these allowances and advances were introduced earlier.  I request you to use your good offices to see that all allowances and advances are continued and increased proportionately. 

    Particularly, the Commission has humiliated the operative staff to the extent possible. Once upon a time, during British reign the status of a Head Postmaster was comparable to the highest Revenue authorities of a District.    I request you to recall the position of HSG-I cadre and Inspector-Posts cadre during pre IV-CPC period.  As you are aware HSG-I is the highest operative cadre and IP is the lowest administrative cadre.   By placing both at Rs.4600/- grade pay level, the VII-CPC has equated the lowest administrative cadre with the highest operative cadre.  It shows the colonial attitude of the Commission that even a Head Postmaster is not above an Inspector at entry level. It is a great insult and injustice to operative side Supervisors.  

                                                                       

    The Commission has merely justified that IP cadre has to be placed on par with Inspectors recruited for CBDT.  But it has failed to consider that the duties performed daily and responsibilities held by Selection Grade Supervisors and Postmasters. Though he is in charge of Operative office, his work nature is quasi administrative.     In a PO, the Postmaster has to man, supervise and administer even about 70-80 employees. He is a Sub Appointing Authority.   In the changed scenario of CBS, his role and responsibilities are very vital in the Department.  He has to manage and solve many network and software related issues at his level. Besides he handles crores of Rupees of cash every day.  All the new products of the Department are marketed through him and all new Schemes are ultimately implemented through him.  He is meeting the customers face to face every day which is the most important work of the Department.  Post Forum meeting is conducted by the Head Postmaster himself.  The Head Postmaster is supervising the work of about 10 LSG/HSG-II Supervisors including APM (Accounts).  He is provided with independent Field Officers like PRI (P) and Marketing Executives.  

     It is imperative to mention that on migration to McCamish, the work of Postal Life Insurance has been drastically decentralised to HPOs and the Head Postmaster is delegated with financial powers to sanction huge amounts of claim. The works of perusal & acceptance of proposals, sanctioning of loans & claims etc. are highly responsible and indeed an additional work attached to the Postmaster. 

     Further the Commission has found no justification to recommend separate pay scale to DSMs and MEs.  It is surprising that the Commission has justified an open exploitation in the name of ‘willingness’.  It is a wrong precedence which will lead to serious consequences if applied mutatis mutandis in all cadres.  This will collapse the seniority system followed in transfers and postings and will cause unfair practices.  I suggest that the posts of DSM and ME may be placed at Rs.4600/- level and filled through a LDCE.

     The VII-CPC has reintroduced compulsory retirement and EB crossing. It has ruled that failure to get required benchmark for promotion within the first 20 years of service will result in stoppage of increment. And such employees who have out lived their ability, their services need not be continued and the continuance of such persons in the service should be discouraged.  This is a theorem of corporate sector who use their employees like a chewing gum.   It is like pushing parents into orphanage at their dotage when they are in need of help and support.  And EB crossing is one of the lethal weapons applied against employees.  The Commission has failed to find out the reason for lifting Efficiency Bar earlier by the Govt.

Thus, the Postal Assistant Cadre is degraded further creating a recurring anomaly to the retirees as a retired postal assistant draws less pension than a retired postman. Further on perusal of 7^th pay commission in fixation of pension to a postal assistant who retires on 31-12-2015 gets more pension (pre revised pay) than the postal assistant who retires after 01-01-2016, actually draws 15% less pension after revision of pay.  While perusing the table given by 7^th pay commission it is noticed that the annual increment which is stated to be 3% is not exactly 3% but it is between 2.7% to 2.8% this anomaly arose due to rounding off fraction of amount to the nearest 100 for example 18000 x 3%=18540 but the next stage is 18500 therefore the anomaly should be rectified by rounding off to the next 100 in the above case to 18600.

ALL ALLOWANCES RATIONALIZED OR ABOLISHED BY THE 7^TH PAY COMMISSION SHOULD BE RESTORED

                                                            D.Krishan Rao                                                                   GENERAL SECRETARY,

  NAPE GROUP C

 


Congress vice-president Rahul Gandhi Saturday accused Prime Minister Narendra Modi of having launched a “big assault” on workers by trying to weaken labour laws and attempting to “tear into pieces” their safety net.He said the Prime Minister is coming with new buzzwords like ‘Smart Cities’, ‘Make in India’ and ‘Digital India’ and is talking about growth and progress, but “only a handful” are benefiting and becoming billionaires.“Prime Minister thinks that the workers of India are dishonest, work shirkers and could be made to work only by wielding a lathi. He feels labour laws have to be weakened and workers disciplined so that they are forced to work. He wants to bring them on their knees. If you look at the new laws being made in Gujarat, Rajasthan and Haryana.Clickhere to see details.

23rd CIRCLE CONFERENCE & 59thC.W.C OF KARNATAKAA CIRCLE

59TH CIRCLE WORKING COMMITTEE OF THE UNION TO BE HELD AT ST.ALOYSIUS COLLEGE Pry SCHOOL[Campus] -KARNGALPADY-MANGLORE - 575003 ON 26/12/2015 TO 30/12/2015

23rd CIRCLE CONFERENCE OF NAPE Group 'C' KARNATAK CIRCLE IS GOING TO HELD AT ST.ALOYSIUS COLLEGE Pry SCHOOL[Campus] -KARNGALPADY-MANGLORE - 575003 ON 27/12/2015 TO 29/12/2015

7th Pay Commission pension, pay scales – highlights, more:

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)

7th Pay Commission pension, pay scales – highlights, more: Click here to see in detail 

Process to examine the recommendations made in the report of the 7^thCPC.Department of Posts called our views.

Our appeal to colleagues,

FNPO & NFPE submitted joint Memorandum to the 7^th CPC, at this stage we cannot go back from our earlier demands, further 7^th CPC rejected our demands out right.

Submitting different views to 7^thCPC will helpful to Department & Government not to  staff , however we have to  submit our views according to the present scenario.

  FNPO therefore request our colleagues to send their view to our Federation before 3^rdDecember. time line is very short, views received after 3^rdwill not be considered.

Scheme for engagement of a dependent of deceased GDS on compassionate grounds - clarification

Today SG FNPO met Postal Board member, DR (SR) and DR (Mails)

 Outcome of the meeting :

 1) No circles sent membership position to the Directorate as on date. Directorate send reminder on 24.11.2015 to all Circles to send the membership position within a week.

2) Drivers Recruitment Rules finalized. Gazette notification issued.(This will be published in our website soon).

3)  Appeal to all Branch/Division/Circle Secretaries to hold protest meeting tomorrow (27.11.15) in all work places against 7^th CPC recommendations and appointment of formal    member (P) as GDS committee Chairman to review GDS salary.

NOTIFICATI ON OF GDS COMMITTEE

Hold Protest Demonstration at all work  places as per 10 th Federal Congress decision

Click here to see the notification



1)Govt forms panel to revisit Gramin Dak Sevaks pay, benefits

  Click the above link to see detail                                                2)Seventh Pay Commission Recommendations Allowance related to Working on Holidays.

3)Ministry of Finance has set up Implementation Cell for processing and implementing 7th CPC report     ‏.Click here to see in detail

Govt forms panel to revisit Gramin Dak Sevaks pay, benefits

The government has formed a committee to review pay structure and social security benefits provided to 'gramin dak sevaks'.

The one-man committee will review and suggest changes in existing wage structures, facilities and other social security benefits provided to 'gramin dak sevaks' (GDS), according to a notification by the Communications and IT Ministry.Gramin dak sevaks are extra-departmental agents recruited by the postal department to serve in rural areas.

They have been demanding pay and facilities at par with regular postal department employees.

"The question of examining the conditions of service and emoluments and other facilities available to the Gramin Dak Sevaks (GDS) has been under the consideration of the Government of India for some time.

The Government has now decided to set up a one-man committee for the purpose," the notification dated November 19 said.

The Committee headed by Retired Member of the Postal Services Board Kamlesh Chandra will go into the service conditions of Gramin Dak Sevaks and suggest changes as considered necessary, it said.

All India GDS Union last week had demanded that the panel should be formed under retired Supreme Court or High Court judge and not under chairmanship of a retired officer.

In the letter to Secretary, Department of Posts, the union said that it will go on one-day hunger strike on November 27 at divisional offices, at circle offices on December 4 and in New Delhi on December 10 if the demand is not met.

The committee will examine the system of branch post offices, employment conditions and the existing structure of wage and emoluments paid to GDS and recommend necessary changes.

It will also "examine and suggest any changes in the method of recruitment, minimum qualification for appointment as Gramin Dak Sevaks and their conduct and disciplinary rules, particularly keeping in view the proposed induction of technology in the Rural Post Offices", the notification said.The Committee will function for a period of one year.

Central Government Employees are totally upset, dissatisfied and disappointed over the major recommendations of the 7th CPC – NJCA Press Statement

PRESS STATEMENT – NJCAClick here to see in detail

HOLD PROTEST DEMONSTRATIONS ALL OVER THE COUNTRY on 27^thNovember  2015 bywearing black badges.

The NJCA, in the meeting held at Delhi on the 20th of November 2015, termed it as the worst recommendations ever made by any previous pay commission. The following is the briefing of the meeting.

• WORST RECOMMENDATIONS EVER MADE BY ANY PREVIOUS PAY COMMISSION
• ONLY 14.29% INCREASE IN PAY AFTER 10 YEARS (EQUAL TO TWO DA INSTALLMENTS)!
• 50 LAKHS CENTRAL GOVERNMENT EMPLOYEES AND DEFENCE PERSONNEL CHEATED & DECEIVED.

Seventh Pay Commission Pay Scale - Introduction of Matrix Pay

7th Pay Commission Standard Pay Scale : Pay matrix with distinct Pay Levels

Seventh CPC is recommending a Pay matrix with distinct Pay Levels instead of Running Pay bands and Grade Pay.

Authority: http://7cpc.india.gov.in/

Highlights of Recommendations of Seventh Central Pay Commission

Recommended Date of implementation: 01.01.2016

Minimum Pay: Based on the Aykroyd formula, the minimum pay in government is recommended to be set at ₹18,000 per month.

Maximum Pay: ₹2,25,000 per month for Apex Scale and ₹2,50,000 per month for Cabinet Secretary and others presently at the same pay level.

Financial Implications:

The total financial impact in the FY 2016-17 is likely to be ₹1,02,100 crore, over the expenditure as per the ‘Business As Usual’ scenario.  Of this, the increase in pay would be ₹39,100 crore, increase in allowances would be ₹ 29,300 crore and increase in pension would be ₹33,700 crore.

Out of the total financial impact of ₹1,02,100 crore, ₹73,650 crore will be borne by the General Budget and₹28,450 crore by the Railway Budget.

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.

The total impact of the Commission’s recommendations are expected to entail an increase of 0.65 percentage points in the ratio of expenditure on (Pay+Allowances+ Pension) to GDP compared to 0.77 percent in case of VI CPC.

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.

Fitment: A fitment factor of 2.57 is being proposed to be applied uniformly for all employees.

Annual Increment: The rate of annual increment is being retained at 3 percent.

Modified Assured Career Progression (MACP):

Performance benchmarks for MACP have been made more stringent from “Good” to “Very Good”.

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.

No other changes in MACP recommended.

Cadre Review: Systemic change in the process of Cadre Review for Group A officers recommended.

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.

 House Rent Allowance: Since the Basic Pay has been revised upwards, the Commission recommends that HRA be paid at the rate of 24 percent, 16 percent and 8 percent of the new Basic Pay for Class X, Y and Z cities respectively. The Commission also recommends that the rate of HRA will be revised to 27 percent, 18 percent and 9 percent respectively when DA crosses 50 percent, and further revised to 30 percent, 20 percent and 10 percent when DA crosses 100 percent.

In the case of PBORs of Defence, CAPFs and Indian Coast Guard compensation for housing is presently limited to the authorised married establishment hence many users are being deprived. The HRA coverage has now been expanded to cover all.

Any allowance not mentioned in the report shall cease to exist.

Emphasis has been placed on simplifying the process of claiming allowances.

TRANSPORT ALLOWANCE

Pay Level	Higher Transport Allowance cities (A, AI)	Other places
9 and above	7200 + DA	3600 + DA
3 to 8	3600 + DA	1800 + DA
1 and 2	1350 + DA	900 + DA

Advances:

All non-interest bearing Advances have been abolished.

Regarding interest-bearing Advances, only Personal Computer Advance and House Building Advance (HBA) have been retained. HBA ceiling has been increased to ₹25 lakhs from the present ₹7.5 lakhs.

Central Government Employees Group Insurance Scheme (CGEGIS): The Rates of contribution as also the insurance coverage under the CGEGIS have remained unchanged for long. They have now been enhanced suitably. The following rates of CGEGIS are recommended:

	Present		Proposed
Level of Employee	Monthly Deduction  (₹)	Insurance Amount  (₹)	Monthly Deduction  (₹)	Insurance Amount  (₹)
10 and above	120	1,20,000	5000	50,00,000
6 to 9	60	60,000	2500	25,00,000
1 to 5	30	30,000	1500	15,00,000

          CASUAL LEAVE – No Change

         CHILD Care Leave

        1^st 365 days – Full pay (100%)

        Next 365 days – 80% Pay only.

    MATERNITY LEAVE – NO CHANGE - 

LEAVE ENCASHMENT AT THE TIME OF RETIREMENT – No change MAXIMUM 300 DAYS ONLY

Medical Facilities:

Introduction of a Health Insurance Scheme for Central Government employees and pensioners has been recommended.

Meanwhile, for the benefit of pensioners residing outside the CGHS areas, CGHS should empanel those hospitals which are already empanelled under CS (MA)/ECHS for catering to the medical requirement of these pensioners on a cashless basis.

  All postal pensioners should be covered under CGHS. All postal dispensaries should be merged with CGHS.

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 past pensioners shall first be fixed in the Pay Matrix being recommended by the Commission on the basis of Pay Band and Grade Pay at which they retired, at the minimum of the corresponding level in the pay matrix.

This amount shall be raised to arrive at the notional pay of retirees, by adding number of increments he/she had earned in that level while in service at the rate of 3 percent.

In the case of defence forces personnel this amount will include Military Service Pay as admissible.

Fifty percent of the total amount so arrived at shall be the new pension.

An alternative calculation will be carried out, which will be a multiple of 2.57 times of the current basic pension.

The pensioner will get the higher of the two.

Gratuity: Enhancement in the ceiling of gratuity from the existing ₹10 lakh to ₹20 lakh. The ceiling on gratuity may be raised by 25 percent whenever DA rises by 50 percent.

New Pension System: The Commission received many grievances relating to 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.

Regulatory Bodies:  The Commission has recommended a consolidated pay package of ₹4,50,000 and ₹4,00,000 per month for Chairpersons and Members respectively of select Regulatory bodies. In case of retired government servants, their pension will not be deducted from their consolidated pay. The consolidated pay package will be raised by 25 percent as and when Dearness Allowance goes up by 50 percent. For Members of the remaining Regulatory bodies normal replacement pay has been recommended.

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.

There are few recommendations of the Commission where there was no unanimity of view and these are as follows:

The Edge: An edge is presently accordeded to the Indian Administrative Service (IAS) and the Indian Foreign Service (IFS) at three promotion stages from Senior Time Scale (STS), to the Junior Administrative Grade (JAG) and the NFSG.  is recommended by the Chairman, to be extended to the Indian Police Service (IPS) and Indian Forest Service (IFoS).

Shri Vivek Rae, Member is of the view that financial edge is justified only for the IAS and IFS. Dr. Rathin Roy, Member is of the view that the financial edge accorded to the IAS and IFS should be removed.

Superannuation: Chairman and Dr. Rathin Roy, Member, recommend the age of superannuation for all CAPF personnel should be 60 years uniformly. Shri Vivek Rae, Member, has not agreed with this recommendation and has endorsed the stand of the Ministry of Home Affairs.

7th CPC report on Department of Posts

19/11/2015
7th Cpc Rejected all our (FNPO&NFPE) demands directly, what is our next course of action? 
Please read page no 466to 477Report of 7th cpc.

Highlights of Recommendations of Seventh Central Pay Commission.

Recommended Date of implementation: 01.01.2016

Minimum Pay: Based on the Aykroyd formula, the minimum pay in government is recommended to be set at ?18,000 per month.

Maximum Pay: ?2,25,000 per month for Apex Scale and ?2,50,000 per month for Cabinet Secretary and others presently at the same pay level.

Financial Implications:

The total financial impact in the FY 2016-17 is likely to be ?1,02,100 crore, over the expenditure as per the ‘Business As Usual’ scenario. Of this, the increase in pay would be ?39,100 crore, increase in allowances would be ? 29,300 crore and increase in pension would be ?33,700 crore.

Out of the total financial impact of ?1,02,100 crore, ?73,650 crore will be borne by the General Budget and ?28,450 crore by the Railway Budget.

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.

The total impact of the Commission’s recommendations are expected to entail an increase of 0.65 percentage points in the ratio of expenditure on (Pay+Allowances+ Pension) to GDP compared to 0.77 percent in case of VI CPC.

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.

Fitment: A fitment factor of 2.57 is being proposed to be applied uniformly for all employees.

Annual Increment: The rate of annual increment is being retained at 3 percent.

Modified Assured Career Progression (MACP):

Performance benchmarks for MACP have been made more stringent from “Good” to “Very Good”.

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.

No other changes in MACP recommended.

House Rent Allowance: Since the Basic Pay has been revised upwards, the Commission recommends that HRA be paid at the rate of 24 percent, 16 percent and 8 percent of the new Basic Pay for Class X, Y and Z cities respectively. The Commission also recommends that the rate of HRA will be revised to 27 percent, 18 percent and 9 percent respectively when DA crosses 50 percent, and further revised to 30 percent, 20 percent and 10 percent when DA crosses 100 percent.

In the case of PBORs of Defence, CAPFs and Indian Coast Guard compensation for housing is presently limited to the authorised married establishment hence many users are being deprived. The HRA coverage has now been expanded to cover all.

Any allowance not mentioned in the report shall cease to exist.

Emphasis has been placed on simplifying the process of claiming allowances.

Transport Allowance

Pay Level	Higher TPTA Cities(₹ pm)	Other Places(₹ pm)
9and above	7200+DA	3600+DA
3 to 8	3600+DA	1800+DA
1 and 2	1350+DA	900+DA

 

Advances:

All non-interest bearing Advances have been abolished.

Regarding interest-bearing Advances, only Personal Computer Advance and House Building Advance (HBA) have been retained. HBA ceiling has been increased to ?25 lakhs from the present ?7.5 lakhs.

Central Government Employees Group Insurance Scheme (CGEGIS): The Rates of contribution as also the insurance coverage under the CGEGIS have remained unchanged for long. They have now been enhanced suitably.

Medical Facilities:

Introduction of a Health Insurance Scheme for Central Government employees and pensioners has been recommended.

Meanwhile, for the benefit of pensioners residing outside the CGHS areas, CGHS should empanel those hospitals which are already empanelled under CS (MA)/ECHS for catering to the medical requirement of these pensioners on a cashless basis.

All postal pensioners should be covered under CGHS. All postal dispensaries should be merged with CGHS.

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 past pensioners shall first be fixed in the Pay Matrix being recommended by the Commission on the basis of Pay Band and Grade Pay at which they retired, at the minimum of the corresponding level in the pay matrix.

This amount shall be raised to arrive at the notional pay of retirees, by adding number of increments he/she had earned in that level while in service at the rate of 3 percent.

In the case of defence forces personnel this amount will include Military Service Pay as admissible.

Fifty percent of the total amount so arrived at shall be the new pension.

An alternative calculation will be carried out, which will be a multiple of 2.57 times of the current basic pension.

The pensioner will get the higher of the two.

Gratuity: Enhancement in the ceiling of gratuity from the existing ?10 lakh to ?20 lakh. The ceiling on gratuity may be raised by 25 percent whenever DA rises by 50 percent.

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.

There are few recommendations of the Commission where there was no unanimity of view and these are as follows:

The Edge: An edge is presently accordeded to the Indian Administrative Service (IAS) and the Indian Foreign Service (IFS) at three promotion stages from Senior Time Scale (STS), to the Junior Administrative Grade (JAG) and the NFSG. is recommended by the Chairman, to be extended to the Indian Police Service (IPS) and Indian Forest Service (IFoS).

Shri Vivek Rae, Member is of the view that financial edge is justified only for the IAS and IFS. Dr. Rathin Roy, Member is of the view that the financial edge accorded to the IAS and IFS should be removed.

Empanelment: The Chairman and Dr. Rathin Roy, Member, recommend that All India Service officers and Central Services Group A officers who have completed 17 years of service should be eligible for empanelment under the Central Staffing Scheme and there should not be “two year edge”, vis-à-vis the IAS. Shri Vivek Rae, Member, has not agreed with this view and has recommended review of the Central Staffing Scheme guidelines.

Non Functional Upgradation for Organised Group ‘A’ Services: The Chairman is of the view that NFU availed by all the organised Group `A’ Services should be allowed to continue and be extended to all officers in the CAPFs, Indian Coast Guard and the Defence forces. NFU should henceforth be based on the respective residency periods in the preceding substantive grade. Shri Vivek Rae, Member and Dr. Rathin Roy, Member, have favoured abolition of NFU at SAG and HAG level.

Superannuation: Chairman and Dr. Rathin Roy, Member, recommend the age of superannuation for all CAPF personnel should be 60 years uniformly. Shri Vivek Rae, Member, has not agreed with this recommendation and has endorsed the stand of the Ministry of Home Affairs.

The 7th Pay Commission submits its report to the Central Government - 
Click the above link to view the report


.22 per cent pay hike for Central staff, could go up to 30: Proposal of pay panel  - Indian Express - Updated:November 19, 2015 7:31 am

The net figure would provide the government the leeway to add another 5-7 per cent increase

The net increase is likely to be in the range of 22 per cent after subsuming the current 119 per cent dearness allowance in the new basic and grade pay scale.

The Seventh Pay Commission is likely to recommend a net increase of 22 per cent over the current pay package of Central government employees with a 15 per cent raise in basic pay and up to 25 per cent jump in allowances.

“The net increase is likely to be in the range of 22 per cent after subsuming the current 119 per cent dearness allowance in the new basic and grade pay scale,” sources said. They said the net figure would provide the government the leeway to add another 5-7 per cent increase — as was done on the last two Pay Commission recommendations — to take the eventual raise to nearly 30 per cent.

The final figure, however, could be a tad below the 35 per cent hike employees got on implementation of the Sixth Pay Commission in 2008. “That time the situation was different. There was buoyancy in revenue collections. Now revenue receipts have become stagnant,” an official said. 

The recommendation, which will become effective after a Cabinet nod, will impact 50 lakh Central government employees and 54 lakh pensioners. Sources said they expected the entire approval process to take another four months, at least, with the likelihood of its implementation by June next year.

However, since the hike in salaries is effective from January 2016, the arrears until June could be hived off as employees’ savings into the pension fund. “The Controller General of Accounts is already considering options for investment of Seventh Pay Commission arrears,” said an official

Source : http://indianexpress.com/article/india/india-news-india/22-per-cent-pay-hike-for-central-staff-could-go-up-to-30-pay-panel-proposal/

Dissent in 7th pay panel over edge for IAS & IFS

The Seventh Pay Commission, chaired by Justice A.K. Mathur, will submit to Union Finance Minister Arun Jaitley on Thursday recommendations for an average 15-16 per cent increase in pay, allowances and pensions for Central government employees, lower than the 20 per cent suggested by the Sixth Pay Commission on the basis of which the then government revised the pay scales by nearly 40 per cent with effect from 2006.

“The less generous recommendation reflects that the economy isn’t booming now as it was then,” a member of the Commission told The Hindu. The Modi government is expected to revise pays, pensions and allowances, on the basis of the Seventh Pay Commission’s recommendations, with effect from January 1, 2016, for 48 lakh employees and 54 lakh pensioners.

Top sources told The Hindu that the report could not reach an agreement on “controversial” issues such as if and how the edge the IAS and the IFS officers enjoyed over other services should be maintained, and the report included multiple dissent notes from its members.

The chairman has recommended that the current practice — in which the pays of all officers recruited in a particular year are upgraded within two years of the first officer of the batch getting promotion — be extended to all services, including defence and central paramilitary services. The dissenting member, however, has suggested that the government get rid of this rule so that pay upgrade for officers, including IAS and IFS, should come off only after they themselves get promoted rather than within two years of the promotion of the first officer of their batch. Another dissenting member has recommended status quo.

On the empanelment of officers above the level of joint secretary for deputation to the Centre, the chairman and a member have recommended that officers of non-IAS and non-IFS services of a batch be considered. But the dissenting member suggested maintaining status quo.

The commission will also submit a recommendation on an alternative approach to the one rank one pension for defence personnel.

The cost of the recommendations, if accepted by the Centre, works out to 0.6% of the GDP in the first year of implementation, lower than that of the Sixth Pay Commission, which was 0.77%. In nominal terms, the rise is more than Rs. 1 lakh crore against the nearly Rs.18,000 crore following the Sixth Pay Commission’s award, which also resulted in additional arrears of Rs.30,000 crore. The per month ‘cost to company’ for the Centre will rise to Rs.4 lakh crore.

However, as percentage of the revenue expenditure, the cost is put at 18.5 per cent of the estimate in the budget for the current year. It was 22.3 per cent for the first year of the implementation of the Sixth Pay Commission.

In the report to be submitted on Thursday, the commission has also recommended substantial rises in the HRA to officers in lieu of government accommodation.