Comparison of Group ‘B’ Posts between Railways and Central Government Departments

A mild comparison of Group ‘B’ employees working in the Railways and other Central Government Departments as per the Census of 2001 and 2008. The Indian Railways Technical Supervisors Association(IRTSA) submitted an additional memorandum to 7th Pay Commission recently. The report is highlighted the situation of Group ‘B’ posts in Railways in last 14 years. We just reproduced the matter briefly for your information…

Meagre number of Group ‘B’ posts in Railways

Every department of central Government are increasing the number of gazetted posts for effective & efficient governance, Railways are not doing so inspite of huge need of it on Administrative & functional justifications and requirement thereof.

According to Census of Central Government employees published by Ministry of Labour, between the year 2001 and 2008 number of Group-B employees have increased to the tune of 35.65% from 1,59,517 to 2,47,822 despite of reduction of total number of employees to the tune of 24.5% from 38,76,395 to 31,11,610.

Source: IRTSA

Click here to view the complete memorandum submitted to 7th Central Pay Commission by IRTSA

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“On July 1 of each year, annual increments are given for all the Central Government employees. So, tomorrow is the “Increment Day” for all.”

The 6th Pay Commission had introduced the practice of granting annual increment for all on the same day. Until then, increments were implemented for the employees based either on their date of joining or on their promotion dates.

In order to reduce the monthly work burden and for administrative expediency, suggestions from the various departments were presented to the 6th Pay Commission to recommend a single day as increment date. The 6th Pay Commission had recommend 1st July of earch year as increment day. From 01.01.2006 onwards, July 1 was made the day of implementation of annual increments to all CG staff.

Employees who are appointed after January 1st are not eligible for that year’s annual increment on July 1. They qualify for annual increment only the next year. And those who retire on 30th June, they are not eligible for annual increment.

The new increment rule continues to make a huge impact, when employees are joining duty and retire from duty, due to complex CCS (RP) rules on increment. Pointing out the practical difficulties in implementing this scheme, the National Council JCM suggested to the 7th Pay Commission may recommend that two specific dates, Viz January 1st and July 1st.

According to the NC JCM Staff Side suggestion, those recruited/appointed/promoted during the period between 1st January and 30th June will have their increment date on 1st January and those recruited/appointed/promoted between 1st July and 31st December will have it on 1st July next year.

It was also suggested to recommend that those who retire on June 30 and December 31 should be given one increment on the last day of their service.

Reliable sources confirm that, instead of granting 1st July, the 7th Pay Commission may recommend to implement a 2 Day annual increment method.

Source: CGEN.in

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Pros and Cons of Pay Band and Grade Pay System

Indian Railways Technical Supervisors Association already submitted a complete memorandum to 7th Pay Commission on 26.5.2014 and Oral evidence and Power Point Presentation also by IRTSA on 12.12.2014. Now, an another supplementary Memorandum submitted to 7th Central Pay Commission on 17.6.2015. The rejoinder memorandum insists on the demands of Higher Grade Pay and Classification of posts of Technical Supervisors in Railways.

SUPPLEMENTARY MEMORANDUM SUBMITTED BY IRTSA
TO SEVENTH CENTRAL PAY COMMISSION

Chapter – 13

BENEFITS & DRAWBACKS OF PAY BAND & GRADE PAY SYSTEM INTRODUCED BY SIXTH CENTRAL PAY COMMISSION

13.1. Benefits& Drawbacks of Pay Band and Grade Pay system introduced by 6th CPC

i. Problem of stagnation in pay is eliminated, since pay bands are having long spans.

ii. If employees are stagnated at the maximum of any pay band for more than one year, continuously, he/she shall be placed in the immediate next higher pay band without change in the Grade Pay.

iii. Point to point fixation was facilitated by the pay band system, (with one increment in the revised pay cale for every three increments in the pre-revised scale) – But the employees with more years of service were placed in a disadvantageous position.

iv. Quantum of increment increases exponentially, instead of fixed rate of increment attached to every pay scale – But the difference became very large at higher levels – thus causing discrimination with those at middle & lower levels.

v. Grade Pay decides hierarchy / seniority of the post.

13.2. Main Draw backs of Pay Band and Grade Pay system introduced by 6th CPC

i. Increase between minimum basic pay of prerevised scale and minimum of every Revised Pay Band is not uniform. There is much greater increase in favour of PB-3 & PB-4.

ii. Arbitrary adoption of formula of 40% of maximum of the merged scales for deciding the Grade Pay – instead of progressive and proportionate rise of Grade Pay from one scale to the next.

iii. Disproportionate rise of pay after Sixth Pay commission – due to grant of disproportionate Higher Grade pays in higher scales (S-24 & above) as compared to S-4 to S-23 (Please see details in the following Table and also the table in next page)

iv. Rate of annual increment (3% of basic pay) is inadequate.

v. Increment on promotion (difference in grade pay + one additional increment) is inadequate.

vi. Situation of senior promotes getting less pay than Junior direct recruits, is in violation of basic principle of Pay Band system. For example,
a. A JE with five years of service while getting regular promotion from Grade Pay Rs.4200 in PB-2 to Grade Pay Rs.4600 as SSE is fixed at a Basic pay of Rs. 16120 compared to the Direct recruit’s basic pay of Rs.17140.

b. A JE with five years of service while getting promotion (through LDCE) from Grade Pay Rs.4200 in PB-2 to Grade Pay Rs.4800 as AWM/AME/AE is fixed a Basic pay of Rs. 16120 compared to the Direct recruit’s basic pay of Rs.18150.

c. Pay on Promotion should be fixed at least at par with Entry Pay in the Revised Pay Structure for direct recruits.

Source: IRTSA

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Memorandum to the Seventh Pay Commission – Comptroller & Auditor General of India Group ‘B’ and ‘C’ cadres

Comptroller & Auditor General of India (CAG) submitted memorandum to 7th Pay Commission

The Comptroller & Auditor General of India (CAG) is a constitutional authority appointed by the President of India under Article 148 of the Constitution of India. The duties & powers of the CAG are prescribed in the Articles 149-151 of the Constitution of India. The Parliament under Article 149 of the Constitution has enacted the Comptroller & Auditor General’s (Duties, Power and Condition of Service) (CAG’s DPC Act) Act, 1971 replacing the earlier Government of India (Audit & Accounts) Order 1936.

Click to read memorandum

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No.AIRF/405(VII CPC)

Hon’ble Chairman,
Seventh Central Pay Commission,
New Delhi

Respected Sir,
Sub: Corrigendum on the Proposed Pay Scales

This refers to detailed memorandum submitted by the All India Railwaymen’s Federation to Seventh Central Pay Commission on 30th July, 2014. Consequent upon certain internal deliberations, the proposed pay scales, as contained in our original memorandum submitted to VII CPC, need to be revised as appended below:-

The VII CPC are earnestly requested to kindly consider the above proposal of the AIRF favourbaly.
With kind regards!

Copy to: Member Secretary, Seventh Central Pay Commission, New Delhi – for kind information and taking necessary action

Source: AIRF

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Meetings held by 7th Central Pay Commission(7th CPC as on 22.08.2014)

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AGENDA ITEM NO:- 3 Participation in apex JAC Convention on 19th July 2014 and finalization of joint memorandum to be submitted to 7th CPC.

            Initiating the discussion, Secretary General reported about the pay scales devised and recommended by the staff side National Council (JCM) to the 7th CPC. Further,  he stated that as per the demand adopted by the apex JAC necessary documents had been placed before CGA.

The demands are:- 

1. Upgradation LDC as Accounts Assistant with grant of Grade Pay of Rs:- 2400/-.

2. Merger of Accountant/Sr. Accountant and grantof Grade Pay of Rs:-4600/-.

3. Grant of Grade Pay of Rs:- 5400/- to AAOs.

Accordingly CGA vide letter dated 14.07.2014 recommended to Ministry of Finance to Grade Pay of Rs:- 4600/- to Sr.Accountant and Rs:- 5400/- to AAO with effect from 1.1.2006. 

The apex JAC meeting held on 28th May 2014 reversed its earlier stand and decided to demand following Pay Scales to different categories before the 7th CPC.

The post Upgradation of LDC as Accounts Assistant, Merger of Accounts/Sr. Accountant, GP 5400 to AAO and Projected 7th CPC Pay by NFCCA appeared first on CENTRAL GOVERNMENT EMPLOYEES NEWS.

BHARATIYA RAILWAY MAZDOOR SANGH

No: BRMS/7-CPC-Cell

Dated:- 25.07.2014

The Member-Secretary,
7th Central Pay Commission,
Post Box No.4599,
Hauz Khas P.O.,
New Delhi – 110 016
Sub :- Submission of Memorandum.
Dear Sir/Madam,
We have for reference your notification inviting memorandum from stakeholders expressing their views/opinions/comments on the various terms of references to the commission. In this context, being a responsible stakeholder, we are hereby submitting our detailed Memorandum for your kind consideration.

We also desire to depose oral evidence for the Commission, if and when called upon to do so, and shall be glad to provide any further clarification and/or information as may be needed/called upon by the Commission.
Kindly acknowledge receipt.

Thanking You,
Yours Truly,
(R.N.Tripathi)
Secretary General

Source: BRMS
Click to read complete memorandum…

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Introduction

The Government of India, Ministry of Finance, Department of Expenditure, Resolution No.1/1/2013-EIII(A) dated 28th February, 2014 in its Para 2(f) has included the following terms of reference of the 7th Central Pay Commission:

“(f) To examine the principles which should govern the structure of Pension and other retirement benefits, including revision of pension in the case of employees who were retired prior to the date of these recommendations, keeping in view that the retirement benefits of all Central Government employees appointed on and after 01.01.2004 are covered by the New Pension Scheme (NPS).”

1.2 The principles that should govern the structure of pension etc have to be evolved taking into account the relevant constitutional provisions as well as judicial pronouncements by the Supreme Court of India in this regard.

1.3 Article 366(17) of the Constitution of the Country defines pension as under:

“ Pension: Pension means a pension whether contributory or not, of any kind whatsoever payable to or in respect of any person and includes retired pay so payable; a gratuity so payable and any sum or sums so payable by way of the return, with or without interest thereon or any other addition thereto, of subscription to a Provident Fund.” From this what is to be inferred is that the gratuity as well as commutation are also part of the pension as a whole. These are also to be treated as pensionery benefits.

1.4 The IV CPC went into the conceptual question of pension in detail. Some of the observations contained in their report are relevant in understanding the purport in the background in which the Central Government employees are placed today. This is reproduced below:-

“Para 2.13: Part II: The concept of “pension” however old in its origin, had the latent and real desire to provide for an eventuality – known and unknown. The known eventuality was old age and probable reduction in earning power, while the unknown eventuality was disability by disease or accident or death. Its real purpose was security, Even though the beginning was oblique, indiscernible and faint, but the germ of an effort to provide security ran through the provision and it is natural that it should have grown and flowered with the development of human understanding and desire to look after and provide for those who deserved it for man has constantly been seeking means by which to enhance his economic security. But the extension of the pension provision from military service to civilian public employment, resulted largely from consideration for the employees and the pressure of their organisations. Some benevolent employer goes to the extent of regarding pensions as an absolutely indispensable complement of wages – a terminal benefit. That, however, is apart from another aspect bearing on pension – the social aspect. The demographic structure of the population is changing because of the greater expectation of life. Thus, those who are now in middle age are going to be nearly twice as big an economic burden to their children as their parents are to them. The problem in such cases, has been tackled as a social obligation, including social insurance for citizens generally.”

“Para 2.17: In the very nature of things, every employee, who lives long enough, reaches a stage of diminished outturn of work or what may generally be called nonproductive years. That may, speaking generally again, be set to be the responsibility of his employer for whom he has spent the best years of his life. In a welfare state that may also be set to be the responsibility of the Government (where he is not in his employment) and, in more modern society, it may also be set to be the responsibility of the individual. So all three namely, the employer, the Government and the employee or one or the other of them, may be expected to contribute towards the pension according to the social or administrative set up of the country or society where the individual undertakes the service but the one common feature and object of pension is to provide for the old age of the employee for the simple reason that time has eroded his capacity to earn and he is unable to provide for himself. In a country like ours, where we have solemnly resolved to constitute it into a “Socialist” Republic and to secure to us all social and economic justice (Preamble), it behoves the Government to take care of its employees by providing terminal benefit like retirement pension when they become entitled to them. We may refer to the directive principle of the State Policy enshrined in Article 39 (a) of the Constitution that the State shall in particular direct its policy towards securing that the citizens have the justify to an “adequate means of livelihood” ….. If, such a citizen is an employee of the State, is it out of ordinary, and not as of a Constitutional directive, that the State should appreciate its duty to provide for him by means of a pension and/or other terminal benefits? (emphasis added) …. The concept of pension, therefore carries within it the germ of certainty, periodicity, and “adequacy”. ……. Ours is a Socialist State and the fundamental aim of Social security is to give individuals and families the confidence that their level of living and quality of life will not, in so far as, be greatly eroded by any social or economic eventuality, including the age of superannuation or oncoming disability”

1.5 The concept of pension has been explained more precisely in the Encyclopaedia of Social Sciences, Vol.11 as under:

“administrators and civic leaders interested in the improvement of Government services formulated the idea of pension as an efficiency device necessary for the orderly and humane elimination of superannuated and disabled employees no longer able to function efficiently for the proper operation of the system of promotions, for the attraction of better type of employees and for the improvement of working morale”

1.6 On the doctrinal approach the Encyclopaedia further states that:

“ A doctrine recently advanced and more far reaching in its implications regard the Public Service as the logical pioneer in the meeting of the old age problem as it affects wage earner in modern society. This doctrine considers a pension as a compensation paid to the employee for the gradual destruction of his wage earning capacity in the course of his work. Retirement being a proper charge against the employees, entire period of active service, the employer should make contribution towards the employees eventual retirement during each year of service of the employee, in a manner similar to that in which he annually sets aside a reserve against depreciation and obsolescence of his plant and machinery. Pensions, according to this doctrine, are an absolutely indispensable compliment of wages.”

1.7 In para 2.20 the IV Pay Commission has observed:

“but even though the Government service pension scheme in our country is non-contributory, it has been contended again by way of doctrinal approach, that this is not really so and that some allowance is made for the missing contribution while determining the salaries”

1.8 The Supreme Court in their Landmark Judgment (which has been approvingly quoted by the 5th CPC in D.S.Nakara and others Vs Union of India (AIR 1983 SC 130) held that Pension is neither a bounty nor a matter of grace depending upon the sweet will of the employer. It is not an ex-gratia payment but payment for past services rendered. It is a social welfare measure rendering socio economic justice to those who in the hey-days of their life ceaselessly toiled for their employer on an assurance that in their old age they would not be left in lurch. The 5th CPC paying due respect to the above observation of the Honourable Apex Court in Para 127.6 of its report has stated that the pension is the statutory, inalienable, legally enforceable justify of employees which has been earned by the sweat of their brow.

As such the pension should be fixed, revised, modified and changed in ways not entirely dissimilar to the salaries granted to serving employees.

1.9 While examining the goals that a pension scheme should seek to sub-serve, the Honourable Apex Court held that “a pension scheme consistent with available resources must provide that the pensioner would be able to live:

(i) free from want, with decency, independence and self respect, and
(ii) at a standard equivalent at the pre retirement level”

The Court observed that we owe it to the Pensioners that they live, not merely exist.

1.10 From the above observation of the Supreme Court it is clear that pension is payable by the employer i.e., the Central Government to its retired employees which is their statutory and legally enforceable justify from which they cannot be deprived. That the amount of pension must be enough to enable a pensioner to live free from want with decency, independence, and self-respect and at a standard equivalent at the pre-retirement level.

1.11 Keeping the above observations and principles and judicial pronouncements in view, we submit below our suggestions for restructuring the existing pensionery scheme in appropriate chapters. We have made our submissions only in respect of issues where we want Commission to consider improvements in the existing provisions.

Click to read complete memorandum

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MEMORANDUM TO SEVENTH CENTRAL PAY COMMISSION GOVERNMENT OF INDIA

B.B. Mohanty
Member, Naval Heaquarters JCM Council,
Confederation of Defence Recognized Association

President
All India Naval Technical Supervisory Staff Associations.

Address: F-10/105, Kings Ville, Green City,
Ambarnath (East), Thane-421501.
Email-mohanty555@yahoo.co.in
Mob. No. 08655481087

AINTSSA/BBM-DO/31 /VII CPC

30 Jul 2014

The Member Secretary,
7th Central Pay Commission,
Post Box No. 4599,
Hauz Khas Post Office,
New Delhi-110016.

Respected Madam,

PREFACE

On behalf of All India Naval Technical Supervisory Staff Association, I welcome and wish all the success to the 7th Pay Commission in their mission of evolving pay structures and other related matters, which is expected to be fair enough for the government employees to lead a dignified life and perform their duties effectively and efficiently.

AINTSSA represents about 4000 Technical Supervisors working in Indian Navy in various Naval establishments of the Nation. They are basically from all the branches of engineering – including Civil , Mechanical , production, Electrical , Computer, Electronics & Telecom Engineering etc. They supervise and guide around 26000 workforce of Navy.

We present this memorandum to 7th CPC representing the following categories in the Indian Navy:
Around 2400 Chargeman
Around 1600 Foreman

Degree of skills, strain of work and requirement of knowledge, experience & expertise, continued & updated technical knowledge with effective training, mounting responsibility and accountability, multifaceted work contents, working condition with hazards and fatigue, mental & physical strain pertaining to these categories have been elaborately explained in the subsequent explanations.

The key to efficiency and competitive spirit in work lies not only in getting appropriate salary for the job but also with dignity & status. We welcome the provisions provided in the terms of reference. Those strategies are to be evolved in order to attract talents and retain them in service which is considered to be the need of the day in the globalised era.

Important role of these middle level managers was recognized by 3rd & 4th CPC which exclusively granted appropriate pay scales to technical supervisors based on their job contents and other factors. But it was shattered by the V & VI CPC which completely ignored their duties and responsibilities and diluted their status by seriously disturbing their relativity.

Further the fact that Naval Dockyards, NSRYs, Training centers and Ship building establishments of Indian Navy are basically technical organizations and the safe successful and efficient performance of the organizations lies primarily in the hands of their technical work forces who are supervised, trained and overseen by these technical supervisors.

7th CPC is requested to look into the serious anomalies caused especially by the Sixth CPC which have demoralized the category due to non-redressal of these anomalies – as brought out in this Memorandum. We request the Pay Commission to kindly evolve a replacement scale to the categories and ensure natural justice and dignity.

Technical Supervisors shoulder the direct responsibilities of safe, efficient & ‘Failure proof’ production, repair, maintenance and operation of almost all the systems of Naval warships of Indian Navy. Reduction of manpower in artisan staff, introduction of new ships, addition of new assets and introduction of new & modern technologies etc, have substantially added to their duties and responsibilities over the years. Other departments provide only necessary support to them in order to enable them to discharge their functions.

It is unfortunate that both 5th and 6th Pay Commissions had underestimated the significance and sensitiveness of the work-content of the technical supervisors, their responsibility and accountability. Many vital factors like their ‘Professional qualifications’ & ‘greater responsibilities’ as well as the accountability towards public safety and efficiency of the Nation went out of sight of both these Pay Commissions.

But, supporting categories like Accounts, Teachers and Nurses who were all along in the lower pay scales than the Technical Supervisors, were given up-gradation and were placed even two grades higher than Technical Supervisors. Worse and even more humiliating is the fact that the pay of categories like MCM, which work under the Technical Supervisors, were also equated with them – undermining the Supreme Court judgment of “the supervisor’s pay cannot be equal to the person being supervised”.

It is our earnest request that 7th CPC may consider the facts brought out in our memorandum. Commission is requested to remove various obstacles that come in the way of attracting talents to the technical supervisory cadre of Indian navy and in improving the efficiency of working system for which the Commission may kindly provide appropriate replacement scales for Chargemen and Foremen, which may justify the relativity of the emoluments in accordance with the job contents, working conditions, accountability & responsibilities, multi-faceted skills & critical management capacity.

I, also earnestly believe that we may be summoned for tendering oral evidence before 7th CPC in line with the earlier CPCs.

Thanking you,
yours faithfully,
(BB Mohanty)
President

Click to read Memorandum

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