NC JCM and Confederation described it as retrograde recommendations, unexpected and unacceptable

1. Pay Scales and allowances are arrived by multiplying 2.57, just 14.29 % increase over existing pay and Allowances after DA neutralization.

2. The rate of HRA has been abruptly reduced,

3. Payment of CCL has been reduced for second 365 days.

4. Same confusion in MACP continues,

5. Uncertainty in Pension benefit in NPS continues.

6. Existing Pension provisions are left un touched. None of the proposals submitted by Pensioners Associations are not considered.

7. Minimum Pay is very much less; Maximum Pay is lavishly higher. [Minimum Rs.18000 – Maximum Rs.275000]

8. Gap between Minimum and Maximum Pay is not reduced, but unfortunately increased. [In sixth CPC it is 1:12 , 7th CPC Recommends 1:14]

9. All the Pay commission reduced the number of pay scales but 7th Pay commission maintained the existing pay scales,

10. 55 Allowances are abolished, No new allowances are introduced,

11. Same 3% increment continues, NCJCM demand for Two Increment Days 1st January and 1st July is not considered

12. No considerable benefit on Promotion,

13. Interest free advances including LTC advance are abolished,

14. Except the introduction of New Pay Matrix, nothing new in the recommendations of 7th Pay commission

15. Again uniform Multiplication factor was not applied for arriving Entry Pay for various Grades.

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VII CPC RECOMMENDATIONS ARE FAR BENEFICIAL THAN ALL THE PAY COMMISSIONS SO FAR EXCEPT FEW FLAWS

Financial benefits to be reaped by central government employees through the recommendation of seventh central pay commission are going to be in leaps and bounds : Criticizing the recommendations of the VII Central Pay Commission without fully studying the report and jumping to the conclusion that the pay commission has done injustice to the central government employees is not fair.

The Seventh Central Pay Commission have done an excellent job by presenting the VII CPC Report within the scheduled time and without much anomalies that were vastly found in VI CPC Report. Abolition of Pay Band and Grade Pay System deserve appreciation. Pay matrix have been worked out with brilliance which provide minimum entry scale as well as fitment table for existing employees according to the increments drawn unlike the 3 methods of fixation adopted by VI CPC among new recruits, promotees and existing employees which caused great disparity and anomaly in pay fixation. The hike granted is also quite substantial which in fact is more than what VI CPC had granted.

While the increase granted by VII CPC actually come to 32% of the pre-revised existing Basic pay, the increase is projected as 15% wrongly by the media including the VII CPC in its comparison table which unnecessarily have been paving the way for resentment and unrest among the central government employees who would not have fully studied the report. While projecting the percentage of increase the VI CPC,had taken into account only the basic pay . Whereas the VII CPC had reckoned D.A. element also to project the percentage of increase which gives a wrong picture of around 15% hike.

A clear analysis of the recommendations shall throw insight on the vast financial benefits that the central government servants are going to reap for years to come. Let me analyse the salient features of the recommendations thread bare in an unbiased mind to present a true picture:

1. Basic Pay: The VII CPC has arrived at a factor of 2.57 for multiplication with the pre-revised pay and pay band to arrive at new Basic Pay. While the pre-revised Pay in the pay band and Grade Pay is to be deemed as 100%, the D.A. as on 1/1/2016 constitute 125% totaling to 225% in other words 2.25 factor. This is the actual Pay, Grade Pay and D.A, a government servant would be drawing as on 1/1/2016 under the VI CPC pay pattern. The VII CPC added 32% hike uniformly to all the employees as fitment benefit to the existing pay and grade pay and raised it to 257% or 2.57 factor.

What is to be noted here is although the VI CPC had granted 40% of the maximum of the basic pay scale of the pre-revised V CPC pay as fitment benefit and shown it separately as Grade Pay, yet the present hike of 32% in pay and grade pay is more than that because the existing basic pay containing pay and grade pay already contain 1.86 factor +40% fitment benefit offered by V CPC i.e. 72% D.A as on 1/1/2006, in other words 86% D.A as on 1/1/2006(i.e 50% Dearness Pay and 24% DA and 24% D.A on 50% D.P which come to 12% totaling to 86% plus Grade Pay of 40% totaling to 226 or 2.26 factor Therefore virtually 32% of increase presently granted by VII CPC on the 6th CPC Pay consisting of 1.86 factor plus Grade Pay of 40% totaling to 226 or 2.26 factor actually come to 72.32% hike (226 x 32% = 72.32%) when we have to compare the hike of VII CPC with VI CPC and in terms of the amount.

2. Dearness Allowance: The VII CPC had rightly added 6% D.A. notionally for the period 1/7/2015 to 31/12/2015 to the existing 119% D.A and merged 125% of D.A. on the pre-revised pay and Grade Pay in its revised Basic pay. What is more – the future D.A payable every 6 months as per the All India Consumer Price Index is going to be calculated retaining the same formula of 115.76(Base year 2001=100). Continuance of D.A calculation formula as per the existing rate for the revised Basic Pay which include 125% of D.A as on 1/1/2016 and 32% fitment benefit certainly is going to increase the salary level hugely as the D.A. increase every 6 months may continue to be in the range of 6% to 7%.

3. House Rent Allowance: Although the existing percentage of HRA has been reduced to 0.8 factor i.e. to 80 percent which comes to 24%, 16% and 8% for the X, Y and Z cities respectively, yet there is more than 100% increase in the present HRA rate as a result of payment of HRA on the revised basic pay which include 125% D.A. and 32% fitment benefit totaling to 257 or 2.57 factor. The percentage of increase of HRA come to 61.68% of the existing pre-revised pay and grade pay for X cities which carry only 30% at present(257 x 24%=61.68). The HRA come to 41.12% of the existing pre-revised pay and grade pay for Y cities which carry only 20% at present(257 x 16%=41.12).. Similarly the HRA come to 20. 56% of the existing pre-revised pay and grade pay for Y cities which carry only 10% at present(257 x 8%=20.56).. Thus the present hike in HRA is more than 100% of the existing HRA amount drawn. Further when D.A crosses 50% HRA will be raised to 27%, 18% and 9% and when D.A. crosses 100% HRA will be raised to 30%, 20% and 10%. It must be seen that HRA rate recommended by VII CPC at present itself is very huge.

4. Transport Allowance: 125% of D.A. as on 1/1/2016 have been merged to the existing slab and revised Transport Allowance slabs have been arrived at on exact basis. For example the Transport Allowance after merger of D.A to the existing slab of Rs.3200, 1600 and 600 gets raised to 7200, 3200 and 1350 respectively. Further The D.A gets added once in every 6 months as per the CPI index. Therefore there will be steep increase in Transport Allowance amount every 6 months as the D.A rate enhances.

5. Annual Increment: Retaining 3% increment is quite okay because the 3% increment is granted on revised basic pay which constitute pay, grade pay D.A. at 125% and 32% hike in the existing basic pay as fitment benefit. Of course the benefit is marginal only from the existing monetary benefit that accrue on increment.

6. Children Education Allowance: Hiked by 25% i.e. to Rs.2250 per month with simiar rise in hostel fee.

7. Child Care Leave: Recommended for single male parent also. 80% salary for the next 365 days of the total 730 days is a welcome measure to discourage misuse of Child Care Leave.

8. House Building Advance raised from a meager limit of 7.5 lakhs to 25 lakhs

9. Group Insurance Schme: Increasing Group Insurance limit to such a stupendous level of Rs.50.00 lakhs, 25 lakhs and 15 lakhs shall provide adequate succor to the bereaved family of the government servants who die while in service.

10. Retirement Benefits:

i. Pension: 32% hike in the basic pension(2.57 factor) with one more option for ensuring equal pension for equal number of years of service as in the case of defence which perhaps was not demanded by any central government employees forum is a milestone of the recommendation.

 

ii. Gratuity: Retention of Gratuity at 16.5 months of revised basic pay and D.A . shall increase the take home gratuity amount. Doubling of Gratuity amount from Rs.10.00 lakhs to Rs.20.00 lakhs with provision for raising the Gratuity limit by 25% when D.A. crosses 50% i.e. to Rs.25 lakhs is a great relief to middle level and higher level employees whose remuneration for 16.5 months are much higher than the existing Rs.10.00 lakhs and who would be saved from losing several lakhs as a result of enhancement of gratuity limit.

 

iii. Commutation of Pension: Retention of Pension commutation at 40% of the revised basic pension which stands increased by 2.57 times as a result of merger of 125% D.A and 32% fitment benefit shall correspondingly increase the take home pension commutation by 2.57 times. For example, an employee who may be otherwise getting only Rs.5.00 lakhs as pension commutation on the existing Pay+Grade Pay under VI CPC recommendation, may get Rs.12.85 lakhs as pension commutation under VII CPC recommendation.

 

iv. E.L. encashment: Retention of E.L encashment at the existing 300 days is also a welcome gesture.
Surely there will be 60 to 70 percent increase in the overall take home retirement benefits when compared to the existing retirement benefits

All these monetary benefits recommended by the VII Pay Commission, shall definitely provide an insight about the genuine concern of the Hon’ble Chairman and the Members of the VII Pay Commission to improve the financial situation of the central government employees. The criticisms raised against the Pay Commission’s recommendations are totally unwarranted.

SOME FLAWS OBSERVED IN THE RECOMMENDATIONS WHICH NEED RECTIFICATION BY GOVERNENT:

1. Retention of 3% increment on basic pay in case of promotion leads to lower financial benefits than the existing benefits: In the matter of increment on promotion, the Chairman and the Members of the VII CPC have erred, since the financial benefit would be much lower than what a government servant would have got under VI CPC recommendation on promotion, because the existing benefit on promotion carry change in grade pay apart from 3% increase in Pay+Grade Pay. The following illustration shall show the huge difference:
Suppose an employee whose Pay is Rs.24210/- and the Grade pay is Rs. 5400 totalling to Rs.29610(in the Pay band of 15600-39100), gets his next promotion to the Grade Pay of Rs.6600/- he will be entitled to the following hike in total remuneration under the existing VI CPC recommendation:
Rs.29610 x 3% increment =Rs.890

Difference in Grade Pay from Rs.5400 to Rs.6600= Rs.1200

Total increase of increment in basic pay and Grade Pay= Rs.2090

D.A. at 125% as on 1/1/2016 on Rs.2090 = Rs.2613

HRA at 30%(assuming X city) on Rs.2090 =Rs.627

Total monetary benefit = Rs.5330/-

Whereas the net monetary benefit under VII CPC recommendation, as a result of promotion in the above case will be much lower than the above illustraion as shown under:
Equivalent Basic Pay for Rs.29610 come to Rs77700 as per pay matrix

Rs.77700 x 3% increment =Rs.2331(rounded to 2300)

D.A. at 0% as on 1/1/2016 on Rs.2300 = 0

HRA at 24%(assuming X city) on Rs.2300 =Rs.552

Total monetary benefit = Rs.2852/-only as against the existing Rs.5330/- leading to shortage of Rs. 2478/- This is a big blunder committed by the VII Pay commission.

Therefore the increment on promotion should be atleast 5 to 6% to bring the benefit of increment on promotion to the existing level.

2. Non recommendation for merger of 50% of D.A. with basic pay when D.A. crosses 50% is a great disappointment:
The long standing demand of the central government employees for merger of 50% D.A with basic was not implemented by the government on the excuse that the VI CPC had not made such a proposal. The VII CPC is totally silent about this aspect. It appears no one has demanded the same before the VII CPC for consideration.

It is quite surprising that such a vital issue of non-recommendation of merger of D.A with basic pay when D.A crosses 50% is not being opposed by any central government associations or pointed out by the the media. Had it been recommended by the VII CPC, the government would have implemented the same and the benefit of hike in salary as a result of merger of D.A with basic when it cross 50%, would be so vast that no government servant would crave for a need for timely setting up of next VIII Central Pay commission.

3. Disparity in fitment factor among existing and new recruits at various pay levels: The grant of higher percentage of fitment benefit to new recruits at 2.62 factor(37% increase on Pay+Grade Pay), 2.67) factor(42% increase on Pay+Grade Pay) and 2.72 factor(47% increase on Pay+Grade Pay) etc., is reminiscent of VI Pay Commission’s recommendations which led to disparity among promotees and new recruits. Uniform method should have been adopted. There are chances of persons with more service in a particular pay level getting equal salary with his junior by one or 2 year. This needs rectification.

4. Likely disparities in pension fixation whereby junior may get more pension than the seniors as a result of recommendation under option 2:
The VII CPC has recommended a factor of 2.57 for multiplication of existing basic pension to arrive at revised basic pension. This of course shall not lead to any disparity in pay fixation.

Where as the 2nd option to get the pension fixed as per the number of increments drawn in the particular pay level prior to retirement, may result in great disparities whereby the juniors may get much more than senior pensioners who retired in a higher pay with more basic pension, but with less number of service in the promoted post which he would have held at the time of retirement. Because for arriving at pension under the 2nd option, only the number of years served by a government servant in the particular level of pay at the time of retirement should be taken into consideration as per VII CPC recommendation for exercising the second option.

Therefore in order to arrive at a correct picture to ensure equal pension for civilians for equal number of years, the number of years of service at various level should be taken into account in all the levels from the date of joining the government service till retirement.

5. Suggestion of the Chairman, VII CPC, to do away with setting up of future central pay commissions and give proportionate hike annually to avoid financial burden is a wrong proposal:
The Pay Commissions are set up by the government, to look into the current salary structure and to recommend the hike needed in the pay and other allowances on the basis of the current economic scenario. The Pay Commissions recommendations are not meant for providing financial benefit for the past 10 years, but for future 10 years. The additional financial implication of about Rs.1,02,100 crore i.e. 23.55% in the existing financial liability for implementation of the recommendation is only for one year. i.e.2016-17 which proportionately gets increased every year for the next 10 years. Therefore the suggestion of the Chairman to do away with setting up any more pay commissions and instead to grant proportionate rise in salary every year is a big flaw. It is not clear what the Hon’ble Chairman of the VII CPC really want to suggest. Such a suggestion really shall baffle all the financial experts since the very quantum of additional increase in salary every year comes on the basis of recommendation of the pay commission. Does the Chairman suggest to government to grant further increase in salary every year over and above what the VII CPC have recommended?

6. Questions that need to be answered by the Pay Commission/Government:

 
a). While adequate amount is provided out of the minimum basic pay of Rs.18,000/-for monthly food items for 3 persons of a family unit which is quite sufficient even for 6 members in a family, but adequate provision is not made towards house rent and educational aspects. The House Rent admissible in X Cities at 24% for Rs.18000/- comes to only Rs.4320/- No family can get a good accommodation for this rate even in Z category cities. There should be a minimum of at least Rs.8000/- as House Rent Allowance in X category cities and a maximum ceiling of Rs.25000/- should be imposed, since persons in higher basic pay stand to get hefty amount as House Rent Allowance which is not advisable.
b). There is no point in granting Children Education Allowance only upto 12th Standard. Any one with 12th Std. qualification can at the most go for a helper job or MTS in government offices. Certainly no welfare government will have such a narrow concept of making the wards of government employees limit their education upto 12th Std. with a view of providing them menial jobs. Therefore government should encourage high level education and pay Children Education Allowance upto Post Graduation level.

CONCLUSION:

 
Except for the above flaws which need to be rectified, the recommendations of the VII CPC are by and large beneficial and therefore there should be no cause for resentment among the central government employees. They should rejoice over the benefits offered by the VII CPC since the recommendations of the VII Pay Commission are going to yield huge financial benefits in the long run. However, there is a need to take up the matter with the government on the issues which really need intervention by the government to set right the anomalies.

In a nutshell the Chairman and Members of the VII CPC have done a commendable job and fulfilled their mission successfully ensuring justice to all levels of central government employees without any need for worrying about their bread and butter. They really deserve appreciation for presenting an employee friendly report which surely is far beneficial in the history of pay commissions constituted so far.

M.DORAI
Deputy Director
ESIC Model Hospital
(Ministry of Labour, Government of India)
Rajajinagar,
Bangalore

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

10.3.13 In so far as the future value of pension under NPS is concerned, the Commission notes that this would depend upon a combination of factors:

(i) performance of the invested fund, which in turn would depend on the asset mix of the investment and general economic situation of the country,
(ii) cost of financial intermediation,
(iii) contribution rates,
(iv) period of contribution,
(v) performance of the fund manager and
(vi) development of the annuity market.

Grievances against the NPS

The NPS has now been in effect for over 10 years. During this period, there has been perceptible progress in putting together the architecture and providing information to subscribers. Major concerns, however, remain. Broadly, these are as under:

i. The larger federations and staff associations advocated scrapping the NPS on the ground that it discriminates between two sets of government employees.

ii. Individuals covered under NPS have pleaded for reverting to the OPS on the grounds of uncertainty regarding the actual value of their future pension in the face of market related risks.

iii. Individuals have pointed out that under NPS, the effective salary becomes less since the employee has to mandatorily contribute 10 percent of pay towards the pension fund.
iv. Individuals have stated that grievance redressal facility is not effective and consultation with stakeholders has been non-existent. This communication gap has generated insecurity in the minds of stakeholders including staff and Group ‘A’ officers of Central Government as well as All India Service Officers.

v. Associations have complained that Family Pension after the death of the employee is not ensured in the NPS. Moreover, if an employee dies at an early age, the family would suffer since annuity from the contribution would be grossly inadequate.

vi. Individuals have complained that NPS subscribers have no recourse to GPF for their savings. Their personal savings (10% of salary) are considered part of a larger corpus. It has been pointed out that the justify approach would be to consider only government’s contribution and the returns earned on it as the effective amount available for purchase of annuities.

vii. Associations have pointed out that unlike the facility under GPF, it is not possible to take refundable advances under NPS, even to meet obligatory social expenditure. This forces employees towards increased indebtedness as they have to borrow from elsewhere.

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

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

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

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

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

Authority : http://7cpc.india.gov.in/

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Abolishing 12 Interest free advances recommended by 7th CPC

The 7th Pay Commission has , in a casual manner, recommended that all interest free advances to be abolished. The impact of this recommendation is yet un noticed by the central government employees

There are 12 Interest free advances are listed in that table provided in the 7th CPC Report. When hearing the news that 7th cpc has recommended to abolish interest free advances , every body thought that some advances like festival advances only will be abolished. But if you read the names of advances recommended for abolishment, it will give you little bit shock.

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

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

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

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

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

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

Source: GServants.com

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

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

BHARAT PENSIONERS’ SAMAJ
(All India Federation of Pensioner’s Associations)
New Delhi -110014

SG/BPS/ 10/2015

New Delhi-Dt. 25-11-15

To
Dear Shri Arun Jaittleyji,
Honourable Minister of Finance
Government of India

Subject : 7th Central Pay Commission report released on 19.11.2015

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

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

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

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

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

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

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

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

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

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

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

Thanking you in anticipation.

sd/-
S.C.Maheshwari
Secy. General Bharat Pensioners Sama

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