Saturday, November 28, 2015

DEMONSTRATION PHOTOS ON 27.11.15 @ CHIDAMBARAM HO

27.11.15 அன்று சிதம்பரம் தலைமை அஞ்சலகத்தில் நமது தோழர்களின் ஆர்பாட்ட காட்சிகள்!


தலைவர் தோ.P .ரவி அவர்கள் உரையாற்றுகிறார் 


Thursday, November 26, 2015

PROTEST DAY BY CG EMPLOYEES -27.11.2015



Dear Comrades,          27.11.15 have been treated as Protest day by our NFPE Union and Confederation of Central Govt Employees & Workers. So Wear black badge while on work on 27.11.15. And Participate in Condemn demonstration Either at Cuddalore Ho Or Chidambaram Ho at 1800Hours..Red Salute Comrades.


//Divl,Secretary,
AIPEUP3 Cuddalore Division,
@ Chidambaram 608001.

Friday, November 20, 2015

MOST DISAPPOINTING AND RETROGRADE RECOMMENDATIONS
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


HOLD PROTEST DEMONSTRATIONS ALL OVER THE COUNTRY


NJCA LEADERS MEETING AT DELHI ON 20.11.2015 AT 11 AM, WILL DECIDE THE FUTURE COURSE OF ACTION



IMPORTANT RECOMMENDATIONS

1.    DATD OF EFFECT – 01.01.2016
JCM Staff Side demand – 01.01.2014 - Rejected

2.    MINIMUM PAY – 18000
JCM (SS) demand – 26000 – Rejected
Dr. Aykroyd Formula of 15th Indian Labour Conference for calculation of Minimum wage distorted by 7th CPC to deny the eligible minimum pay.

3.    FITMENT FORMULA – 2.57 TIMES
JCM (SS) demand – multiplication factor 3.7 (26000/7000)

4.    FIXATION ON PROMOTION – NO CHANGE – ONLY ONE INCREMENT IN THE OLD SCALE
JCM (SS) demand – Minimum two increments fixation.

5.    ANNUAL INCREMENT – 3% NO CHANGE
JCM (SS) demand – 5%

6.    MODIFIED ASSURED CAREER PROGRESSION – NO CHANGE – 10, 20, 30
Conditions made more stringent. Bench mark “Very Good” required instead of “good”. Examination for MACP proposed. Hierarchial promotion restored.
JCM (SS) demand: Five promotion – 8,7,6,5,4 (30 years)

7.    PAY BAND, GRADE PAY SYSTEM ABOLISHED
New Pension Structure called “Matrix based open ended pay structure” recommended. Total span of the scale 40 years.
JCM (SS) demand: Abolish pay band, Grade Pay system and open ended pay scales should be introduced.

8.    MAXIMUM PAY INCREASE – 14.29%
JCM (SS) demand – Minimum 40% increase for all employees.

9.                COMPARISON BETWEEN MINIMUM AND MAXIMUM PAY – 1:11.4 (18000 : 205400)
Demand of the JCM (SS) – 1:8

10.          NUMBER OF PAY SCALES – NOT REDUCED - NO DELAYERING
JCM(SS) demand – pay scales with grade pay 1900, 2000, 4600, 8700 and the pay scale 75500-80000 to be abolished.

11.          ALLOWANCES – NO IMPROVEMENT
Commission recommended abolition of 52 existing allowances such as Assisting Cashier Allowance, Cash Handling Allowance, Treasury Allowance, Handicapped Allowance, Risk Allowance, Savings Bank Allowance, Special compensatory (Hill Area) Allowance, Cycle Allowance, Family Planning Allowance etc.

12.          HRA REDUCED TO 24%, 16% AND 8% FOR X, Y AND Z CITIES
JCM (SS) demand – Existing HRA of 30% (for X class cities with population 50 lakhs and above), 20% (for Y class cities with population of 5 lakhs to 50 lakhs) and 10% (for Z class cities with less than 5 lakhs population) may be increased to 60%, 40% and 20%.

13.          DRIVERS – HIGHER PAY SCALE REJECTED

14.          DA FORMULA – NO CHANGE

15.          HBA – NO CHANGE – CEILING RAISED TO 25 LAKHS

16.          CASUAL LEAVE – NO INCREASE

17.          CHILD Care Leave
1st 365 days – Full pay (100%)
Next 365 days – 80% Pay only.


18.          MATERNITY LEAVE – NO CHANGE 

19.          LEAVE ENCASHMENT AT THE TIME OF RETIREMENT – NO INCREASE MAXIMUM 300 DAYS ONLY

20.          MEDICAL
Medical Insurance Scheme for serving and retired employees recommended.

21.          TRANSPORT ALLOWANCE - NO HIKE -  ONLY 125% MERGER

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

22.          LEAVE TRAVEL CONCESSION (LTC) – NO CHANGE
One time LTC to Foreign Country during the service rejected. Splitting of Home Town LTC for employees Posted in North East, Laddakh, Andaman & Nicobars and Lakshdweep allowed.

23.          ACCOUNTS STAFF BELONGING TO UNORGANIZED ACCOUNTS – PARITY WITH ORGANISED ACCOUNTS REJECTED.

24.          PERIODICAL REVIEW OF WAGES (NOT TEN YEARS) RECOMMENDED. NO PAY COMMISSION REQUIRED

25.         PERFORMANCE RELATED PAY SHOULD BE INTRODUCED IN GOVERNMENT SERVICES AND ALL BONUS PAYMENT SHOULD BE LINKED TO PRODUCTIVITY.
JCM (SS) demand – No Performance related Pay. Productivity Linked Bonus for all.

26.          COMPULSORY RETIREMENT AND EFFICIENCY BAR REINTRODUCED
Failure to get required bench mark for promotion within the first 20 years of service will result in stoppage of increment. 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.

27.          PROMOTEE AND DIRECT RECRUITS – ENTRY LEVEL PAY ANOMALY IS REMOVED
JCM (SS) demand – the differential entry pay between new recruits and promoted employees should be done away with.

28.          CADRE REVIEW TO BE COMPLETED IN A TIME BOUND MANNER.
Commission recommended to hasten the process of cadre review and reduced the time taken in inter-ministerial consultations.

29.          NEW PENSION SCHEME – WILL CONTINUE

30.          CEA & HOSTEL SUBSIDY
Rate
CEA per month             2250 - 25% increase when DA crosses 50%
Hostel subsidy              6750 – 25% increase when DA crosses 50%

31.          GROUP INSURANCE SCHEME

Level                    Monthly Contribution           Insurance Amount
1 to 5                   1500                                       15 Lakhs
6 to 9                   2500                                       25 lakhs
10 and above      5000                                       50 lakhs

  
PENSIONARY BENEFITS

32.          PENSIONERS – PARITY – LONG STANDING DEMAND OF THE PENSIONERS ACCEPTED
Commission recommends a revised Pension Formulation for Civil employees and Defence Personnel who have retired before 01.01.2016. (expected date of implementation of seventh CPC recommendations). This formulation will bring about complete parity of past pensioners with current retirees.

33.          PENSIONERS – MINIMUM PENSION RS. 9000/-
(50% of the minimum pay recommended by the 7th CPC)

34.          PENSIONERS – GRATUITY CEILING RAISED TO 20 LAKHS

35.        PENSIONERS – FIXED MEDICAL ALLOWANCE (FMA) – NO CHANGE (RS. 500/-)

36.          CGHS FACILITIES TO ALL POSTAL PENSIONERS RECOMMENDED
33 Postal dispensaries should be merged with CGHS

37.          GRAMIN DAK SEVAKS (GDS) OF THE POSTAL DEPARTMENT DEMAND FOR CIVIL SERVANTS STATUS REJECTED
Recommendation: - The committee carefully considered the demand for treating the Gramin Dak Sevaks as civil servants at par with other regular employees for all purposes, and noted the following:
(a)       GDS are Extra-Departmental Agents recruited by Department of Posts to serve in rural areas.
(b)       As per the Recruitment Rules the minimum educational qualification for recruitment to this post is class X.
(c)        GDS are required to be on duty only for 4 to 5 hours a day under the terms and conditions of their service.
(d)       The GDS are remunerated with Time Related continuity Allowance (TRCA) on the pattern of pay scales for regular Government employees plus DA on pro-rata basis.
(e)       A GDS must have other means of income independent of his remuneration as a GDS to sustain himself and his family.

Government of India has so far held that GDS is outside the Civil Service of the Union and shall not claim to be at par with the Central Government Employees. The Supreme Court Judgment also states that GDS are only holder of Civil posts but not civilian employees. The Commission endorses this view and therefore has no recommendation with regard to GDS.


(M. Krishnan)
Secretary General
Confederation

7th CPC REPORT TOTALLY DISAPPOINTED - SECRETARY GENERAL NFPE - POSTAL EMPLOYEES ALL DEMANDS REJECTED

NATIONAL FEDERATION OF POSTAL EMPLOYEES
1st Floor, North Avenue PO, New Delhi – 110001


7th  PAY COMMISSION REPORT

TOTALLY DISAPPOINTING
POSTAL EMPLOYEES – ALL DEMANDS REGARDING ENHANCED WAGES AND SERVICE CONDITIONS REJECTED
 

HOLD PROTEST DEMONSTRATIONS ALL OVER THE COUNTRY
 

1.     Commission is of the view that there is no justification of upgrading the pay of
(a)  Postal Assistants/Sorting Assistants
(b) Postal Assistant (SBCO)
(c)  Postal Assistant (CO)
(d) Postman cadre & Mailguard.
(e)  PO & RMS accountants
(f)   Despatch Rider (MMS)
(g)  Multi-Tasking Staff (MTS) including Foreign Post
(h) Binders
(i)    System Administrators (No separate cadre or pay)
(j)    Marketing Executives (no separate cadre or Pay)
(k)  Artisans
(l)    Technical Supervisors (MMS) (in) Drivers

2.     Gramin Dak Sevaks cannot be treated as Civil servants at par with Regular employees. As they are only holder of civil posts and not civilian employees, no recommendations with regard to GDS.

3.     Recommended immediate merger of 33 Postal dispensaries in 10 Postal Circles with CGHS.
  
4.     ADDITIONAL POST ALLOWANCE FOR POSTMAN
10% of Basic Pay if one shares the another Postmen duty. If it is shared by two Postmen, it will be 5% for both.

5.     HOLIDAY MONETARY COMPENSATION
Supervisor, PA, Sorting Postman – Rs. 200/- per holiday.
MTS – Rs. 150/- per holiday

6.     ADDITIONAL WORK ALLOWANCE
2% of the Basic Pay per month
10% of the Basic pay if period exceeds 45 days.

7.     IP/ASP/SP SCALE UPGRADED
Commission has noted that the VI CPC had placed Inspector (Posts) at par with Inspector of CBDT/CBED. Subsequently the Inspector of CBDT/CBE were elevated to GP 4600. The Commission has further noted that the Inspector of Posts and Inspector of CBDT/CBED are recruited through the same combined graduate level examination. Therefore the commission recommended 4600 GP for IP and 4800 GP and 5400 GP for SPOs.


(R. N. Parashar)
Secretary General
NFPE

நன்றி,  nfpe

cpj கென்னெடி (எ) அறிவரசு c
கோட்ட செயலர்  



Thursday, November 19, 2015



அநீதி  !  அநீதி  !  ஏழாவது ஊதியக்  குழு 
 என்ற பெயரில் அநீதி ! மத்திய அரசுத்துறையா? அடிமைச் சந்தையா  ?

ஏழாவது  ஊதியக்  குழு  இழைத்த  அநீதி  என்ன

PAY MATRIX  அறிமுகப்படுத்தப்பட்டு  2.57 FITMENT FACTOR மூலம் ஒரு சில சிறிய சலுகைகள் தவிர ,  

இருக்கும்  உரிமைகளும்   பறிக்கப்பட்டதென்ன  ? ஒட்டுமொத்த  அஞ்சல் ஊழியர்கள்  இதுகாறும்  பெற்ற  உரிமைகள் மறுக்கப் பட்டதென்ன  

இது  குறித்த விரிவான  அறிக்கையும் ,ஊழியர் அடிமைப் படுத்தப் படுவதை எதிர்த்தும் உடனடி முதல் கட்ட  போராட்ட அறிவிப்பு வேண்டி புதுடெல்லியில் தற்போது  முகாமிட்டு  உள்ள மத்திய அரசு ஊழியர்  மகா சம்மேளன மாபொதுச்  செயலர்   தோழர் .M கிருஷ்ணன் அவர்களிடமும் அஞ்சல் மூன்றின் முன்னாள்  பொதுச் செயலர்   தோழர் . KVS அவர்களிடமும்   நாம்  இன்று (19.11.2015) இரவு 11.00 மணியளவில் நாம் வேண்டினோம். 

நாளை காலை  10.00 மணிக்குள்  அறிவிப்பு  மகா சம்மேளன வலைத்தளத்தின் மூலம் வெளியாகும் என்று  அவர்   உறுதி  அளித்தார் . அதனை  எதிர்பார்த்து  நாம் காத்திருக்கிறோம்.  ஏழாவது  ஊதியக் குழுவின்   பிற்போக்குத்தனமான  பரிந்துரைகளை  எதிர்த்து  , ஊழியர் களின்  இருக்கும்  உரிமைகள்  பறிக்கப்படுவதை எதிர்த்து,   ஊழியர்கள் அடிமைபடுத்தப்படுவதை  எதிர்த்து  நாளை (20.11.2015) தமிழகம் தழுவிய முதற்கட்ட   கண்டன  ஆர்ப்பாட்டத்திற்கு தயாராகுமாறு கேட்டுக் கொள்கிறோம்.  தமிழக  அஞ்சல் மூன்றின் போராட்டம்  அகில இந்திய முழுமைக்குமே  வழி  காட்டட்டடும் !

முக்கியமாக அஞ்சல் பகுதிக்கு மறுக்கப்பட்ட  அம்சங்கள் :- 

Postal Assistant/Sorting Assistant

11.8.23  They have demanded enhancement of minimum educational qualifications for Direct
Recruits for Postal Assistants/Sorting Assistants from Class XII to Graduation and the entry
grade pay from GP 2400 to GP 4200. Lower Selection Grade (LSG) and Higher Selection
Grade (HSG) II and I, which are promotional posts in this cadre, have accordingly been sought
to be placed in higher levels. 

Analysis and Recommendations

11.8.24 The Commission is of the view that there is no justification for the upgrade sought. 

Postman Cadre

11.8.28 The existing hierarchy of Postmen Cadre is as follows: Post Grade Pay Entry Level Qualification and Method of Filling Postman 2000 Class X: 50 percent by DR 50 percent by promotion from MTS  MTS 1800 Class X or ITI  They have demanded that the grade pay of Postman may be enhanced from GP 2000 to GP 2800. 

Analysis and Recommendations

11.8.29 The Commission has noted that VI CPC had consciously recommended upgradation 
of the Postman in Department of Posts and the analogous post of Mail Guard in Railway Mail
Service to their present level. The Commission has noted the entry level qualifications
prescribed (Class X or ITI for MTS) as also the work content, and is of the view that there is no justification for further raising the entry grade pay of Postman. 

Post Office (PO) and Rail Mail Service (RMS) Accountants

11.8.30 There are demands for creation of a separate cadre for the accountants of this cadre 
and placing them at par with organized accounts cadres.

11.8.31 The Commission is, however, of the view that the proposal is in the nature of cadre  restructuring, which is not in its ambit. 


Rail Mail Service (RMS) Mail Guard

11.8.32 The hierarchy of RMS Mail Guard is as follows: 

Post Grade Pay Entry level Qualification and Method of Filling Sorting Assistant 2400
50 percent DR with Class XII 50 percent through LDCE from Postman (three yrs of service)
and MTS (five yrs of service) Mail Guard 2000 Class X for Direct Recruits (50 percent DR,
50 percent by promotion, 25 percent from MTS and 25 percent from GDS) MTS 1800 Class X or ITI Higher GP 2400 has been demanded for Mail Guards. Demands have also been received for
merger of the cadres of Mail Guard with Sorting Assistants in GP 2400. 

Analysis and Recommendations

11.8.33 The Commission has noted that mail guards are posted in Transit Mail Offices and 
Transit Sections (Trains) and their duties and responsibilities are considered arduous in nature.
It is also noted that the VI CPC had consciously established relativity between Mail Guard, 
Postman and Constables of Central Police Organizations. As no modification in the grade pay of Postman is recommended, the Mail Guard shall also be placed in same pay level. 

Multi-Tasking Staff (MTS)

11.8.36 They have demanded higher GP 2000 for MTS-domestic posts and GP 2400 for MTS-
foreign posts, stating that the two job profiles require greater skills as compared to MTS of
other departments. Higher educational qualification for entry into MTS-foreign posts has also
been proposed. 

Analysis and Recommendations

11.8.37 The Commission is of the view that given the minimum entry level qualification of 
Class X, and the job content of MTS-domestic posts, the existing entry GP 1800 appears to be
appropriate. In so far as MTS-foreign posts are concerned, it is noted that they have, as Packers
of Foreign Posts, been treated as skilled workers and accordingly, in the wake of a judgement
of the High Court of Delhi, they were provided GP 1900. No upgrade is considered necessary for either MTS-domestic or MTS-foreign posts. 

Gramin Dak Sewaks

11.8.48 A demand has been made before the Commission for treating Gramin Dak Sewaks 
(GDS) as civil servants at par with other regular employees for all purposes.

Analysis and Recommendations

11.8.49 The Commission has carefully considered the demand and noted the following: 
a. GDS are Extra-Departmental Agents recruited by Department of Posts to serve in rural
areas. 
b. As per the RRs, the minimum educational qualification for recruitment to this post is
Class X. 
c. GDS are required to be on duty only for 4-5 hours a day under the terms and conditions
of their service. 
d. The GDS are remunerated with Time Related Continuity Allowance (TRCA) on the
pattern of pay scales for regular government employees, plus DA on pro-rata basis. 
e. A GDS must have other means of income independent of his remuneration as a GDS,
to sustain himself and his family. 

11.8.50 Government of India has so far held that the GDS is outside the Civil Service of the
Union and shall not claim to be at par with the Central Government employees. The Supreme
Court judgment also states that GDS are only holders of civil posts but not civilian employees.

The Commission endorses this view and therefore has no recommendation with regard to GDS. 

Separation of Cadres

11.8.51 System Administrators and Marketing Executives have demanded creation of separate 
cadres with higher pay scales. Presently incumbents of these posts are drawn from the cadre of
Postal Assistants/Sorting Assistant Cadre. 

11.8.52 The V and the VI CPC have also dealt with this issue and have not recommended
separation of cadres. The Commission also does not see any rationale for creating separate cadres. 

Modified Assured Career Progression (MACP)

5.1.44 Although a number of demands were received for increasing the frequency of MACP as well as to enhance the financial benefit accruing out of it, this Commission feels that the
inherent issues in the existing pay structure owing to which there was widespread resentment have been set right by way of rationalisation of pay levels, abolition of pay band and grade pay and introduction of a matrix based open pay structure. Hence, there is no justification for increasing the frequency of MACP and it will continue to be administered at 10, 20 and 30 years as before. In the new Pay matrix, the employees will move to the immediate next level.

BENCH MARK FOR MACP AND PROMOTIONS:-


5.1.45 There is, however, one significant aspect where this Commission feels that a change is
required. This is with regard to the benchmark for performance appraisal for MACP as well as
for regular promotion. The Commission recommends that this benchmark, in the interest of improving performance level, be enhanced from ‘Good’ to ‘Very Good.’ In addition, introduction of more stringent criteria such as clearing of departmental examinations or mandatory training before grant of MACP can also be considered by the government. 

என்ன  கொடுமை  இது  ! அடிமைச்  சந்தையா  ?
NON PERFORMER  என்று யார் வேண்டுமானாலும் எப்படி  வேண்டுமானாலும்  முடிவு செய்ய முடியுமே  ! இதற்கு  MECHANISM  எதுவும் கிடையாதே !

Withholding Annual Increments of Non-performers 
after 20 Years

5.1.46 There is a widespread perception that increments as well as upward movement in the 
hierarchy happen as a matter of course. The perception is that grant of MACP, although subject
to the employee attaining the laid down threshold of performance, is taken for granted. 

This Commission believes that employees who do not meet the laid down performance criterion should not be allowed to earn future annual increments. The Commission is therefore proposing withholding of annual increments in the case of those employees who are not able to meet the benchmark either for MACP or a regular promotion within the first 20 years of their service.
This will act as a deterrent for complacent and inefficient employees. However, since this is
not a penalty, the norms for penal action in disciplinary cases involving withholding increments
will not be applicable in such cases. This will be treated as an “efficiency bar”. Additionally,for such employees there could be an option to leave service on similar terms and conditions as prescribed for voluntary retirement. 

ஒழிக்கப்பட்ட  ALLOWANCE கள் 

22 Caretaking Allowance 

Abolished as a separate allowance. Eligible employeeto be governed by the newly proposed “Extra Work Allowance” 

23 Cash Handling Allowance :  abolished. 

33. Compensation in Lieu of Quarters : Abolished as a separate allowance. Eligible employees
to be governed by the newly proposed provisions for Housing for PBORs. 

42 Cycle Allowance :                        Abolished.

60 Family Planning Allowance :     Abolished.

69 Funeral Allowance :                  Abolished.

81 Holiday Compensatory Allowance  : Abolished as a separate allowance. Eligible employees
                                                                  to be governed by National Holiday Allowance. 
125 Overtime Allowance (OTA) :           Abolished. 

140 Rent Free Accommodation :            Abolished.

145 Savings Bank Allowance :                Abolished. 

189 Treasury Allowance :                        Abolished. 

196 Washing Allowance :                        Abolished as a separate allowance. Subsumed in the
                                                                  newly proposed Dress Allowance. 

HRA :

8.7.15 Considering all these factors, and in line with our general policy of rationalizing the 
percentage based allowances by a factor of 0.8, the Commission recommends that HRA
should be rationalized to 24 percent, 16 percent and 8 percent of the Basic Pay for Class 
X, Y and Z cities respectively. However, the Commission also recognizes that with the current
formulation, once the new pay levels are implemented, the compensation towards HRA will
remain unchanged until such time as the pay and allowances are next revised. Going by the
historical trend this event is likely to be a decade away. Some representations have been
received stating that towards the later part of the ten year period the HRA compensation falls
considerably short of the requirement. Having regard to this, the Commission also
recommends that the rate of HRA will be revised to 27 percent, 18 percent and 9 percent
when DA crosses 50 percent, and further revised to 30 percent, 20 percent and 10 percent
when DA crosses 100 percent. 

நன்றி ,   மாநில சங்கம்

cpj. கென்னெடி (எ)  அறிவரசு C 
செயலர் ,