Promotion of Sports in Central Government Women Employees

F.No. 198/1/2019-20-CCSCSB
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel &. Training
(Central Civil Services Cultural and Sports Board)

Lok Nayak Bhawan
Dated 23rd September, 2019

CIRCULAR

Subject : – Promotion of Sports in Central Government Women Employees

Central Civil Services Cultural & Sports Board (CCSCSB) is the Central Agency for promotion of Cultural and Sports activities amongst Central Government employees. CCSCSB ensures larger and effective participation of the Central Government employees in the said activities for physical fitness and recreation. With these objectives in view, the CCSCSB holds Inter- Ministry and All India Civil Services in various sports disciplines.

Check this: DOPT – Scheme for Promotion of Adventure Sports and Similar Activities amongst Central Government Employees

It has been observed that participation of Women employees is very less in the Inter-Ministry Tournaments especially in team games such as Basketball, Volleyball, Wrestling, Cricket, Football, Hockey, Kabaddi and individual events i.e. Lawn Tenn is, Swimming, and Weightlifting & Power lifting.

In order to increase the participation of Women employees in the above games, CCSCSB is planning to orga nise Women Sports Awareness Programmes in various buildings of Ministries/ Departments located in Delhi.

The Board is also planning to organise Women Sports Meet in Nov/ Dec 2019 at Vinay Marg Sports Complex. The Central Govt. Women employees who are willing to participate can contact the following persons for the games mentioned against each . Also any Ministry/Department keen to organise women sports awareness programme in their building /office can contact the following persons.

Check this Latest DoPT Orders 2019

All the Welfare Officers are requested to give wide publicity to the Circular amongst their women employees in the Ministries/ Departments and attached/ subordinate offices and help/ intimate the Board to organise women sports awareness programme in their Ministry/ Department.

(Kulbhushan Malhotra)
Under Secretary to the Government of India
Tele No. 011-24646961

To,
The Welfare Officers of all Ministries/Department

Source: DoPT

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24 JUL 2019

Government is working on an incentive Scheme of reimbursement of 07 weeks wages for entities that provide 26 weeks maternity benefits to their woman employees as provided for in the Maternity Benefit (Amendment) Act, 2017. To enable an entity to avail of the incentive, the women employees working in their entity should be a wage earner of less than Rs.15,000/- per month and a member of Employees’ Provident Fund Organisation (EPFO) for at least one year and not covered by Employees’ State Insurance Corporation (ESIC). The scheme is proposed to be administered through Employees’ Provident Fund Organisation and shall be implemented after obtaining the approval of the competent authority.

This information was given by Shri Santosh Kumar Gangwar, Minister of State (I/C) for Labour and Employment in written reply to a question in Rajya Sabha today.

PIB

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Maternity Benefit Rules 2019

MINISTRY OF LABOUR AND EMPLOYMENT

NOTIFICATION

New Delhi, the 29th January, 2019

G.S.R. 57(E).- Whereas a draft of certain rules further to amend the Maternity Benefit (Mines and Circus) Rules 1963, among other rules, were published as required by sub-section (1) of section 28 of the Maternity Benefit Act, 1961 (53 of 1961), in the Gazette of India, Extraordinary, Part II, Section 3, sub-section (i) vide notification of the Government of India in the Ministry of Labour and Employment number G.S.R. 413(E), dated the 23rd April, 2018, inviting objections and suggestions from all persons likely to be affected thereby, within a period of three months, from the date on which copies of Official Gazette containing the said notification were made available to the public;

And whereas copies of the said Official Gazette were made available to the general public on the 23rd April, 2018; And whereas the objections and suggestions received on the said draft rules from the public have been considered by the Central Government;

Now, therefore, in exercise of the powers conferred by section 28 of the said Act, the Central Government hereby makes the following rules further to amend the Maternity Benefit (Mines and Circus) Rules, 1963, namely:-

1. These rules may be called the Maternity Benefit (Mines and Circus) Amendment Rules, 2019.
2. They shall come into force on the date of their publication in the Official Gazette.

2. In the Maternity Benefit (Mines and Circus) Rules, 1963, for rule 16, the following rule shall be substituted, namely: –

‘16. Annual return.- (1) The employer of every mine or circus shall, on or before the 1st day of February in each year, upload a unified annual return in Form X online on the web portal of the Central Government in the Ministry of Labour and Employment, giving information as to the particulars specified, in respect of the preceding year:

Provided that during inspection, the inspector may require the production of accounts, books, register and other documents maintained in electronic form or otherwise

Explanation.- For the purposes of this sub-rule, the expression “electronic form” shall have the same meaning as assigned to it in clause (r) of section 2 of the Information Technology Act, 2000 (21 of 2000).

(2) If the employer of a mine or circus to which the Act applies sells, abandons or discontinues the working of the mine or circus, then, he shall, within one month of the date of such sale or abandonment or four months of the date of such discontinuance, as the case may be, upload online, on the web portal of the Central Government in the Ministry of Labour and Employment, a further unified return in Form X referred to in sub-rule (1) in respect of the period between the end of the preceding year and the date of the sale, abandonment or discontinuance.’

No. Z-20025/23/2018-LRC]
MANISH KUMAR GUPTA, Jt. Secy.

Note: The Maternity Benefit (Mines and Circus) Rules, 1963 was published in the Gazette of India vide notification number G.S.R.1642, dated the 5th October, 1963 and lastly amended vide notification number G.S.R.435(E) dated the 29th May, 2015.

Source: labour.gov.in

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Ministry of Labour & Employment
Clarification regarding Maternity Leave Incentive Scheme

16 NOV

In a section of media, there have been some reports about Maternity Leave Incentive Scheme. In this regard, the Ministry of Labour & Employment has clarified the following:-

Background-

(i) The Maternity Benefit Act, 1961 applies to establishments employing 10 or more than 10 persons in Factories, Mines, Plantation, Shops & Establishments and other entities. The main purpose of this Act is to regulate the employment of women in certain establishments for certain period before and after child birth and to provide maternity benefit and certain other benefits. The Act was amended through the Maternity Benefit (Amendment) Act, 2017 which, inter alia, has increased the paid maternity leave to women employees from 12 weeks to 26 weeks.

(ii) While the implementation of the provision is good in Public Sector, there are reports that it is not good in Private Sector and in contract jobs. There is also a wide perception that private entities are not encouraging women employees because if they are employed, they may have to provide maternity benefit to them, particularly 26 weeks of paid holiday. In addition, the Ministry of Labour Employment is also getting complaints from various quarters that when the employers come to know that their women employee is in the family way or applies for maternity leave, the contracts are terminated on some flimsy grounds. There have been several representations before the Labour Ministry on how the extended maternity leave has become a deterrent for female employees who are asked to quit or retrenched on flimsy grounds before they go on maternity leave.

(iii) Therefore, the Ministry of Labour & Employment is working on an incentive scheme wherein 7 weeks’ wages would be reimbursed to employers who employ women workers with wage ceiling upto Rs. 15000/- and provide the maternity benefit of 26 weeks paid leave, subject to certain conditions. It is estimated that approximately an amount of Rs. 400 crores would be the financial implication for Government of India, Ministry of Labour & Employment for implementing the proposed incentive scheme.

Major Impact:

The proposed Scheme, if approved and implemented shall ensure the women in this country an equal access to employment and other approved benefits alongwith adequate safety and secure environment. Also, the women shall continue to bear the major share of household work as well as child care. The work places will be more and more responsive to the family needs of the working women.

Current Stage of the Proposal:

There are some media reports that this Scheme has been approved/notified. However, it is clarified that Ministry of Labour & Employment is in the process of obtaining necessary budgetary grant and approvals of Competent Authorities. The reports that it will be funded from Labour Welfare Cess, is also incorrect, as no such cess exists under this Ministry.

Source: PIB

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Government to refund employers for seven weeks of maternity leave given to employees: WCD

The government will give employers the salaries for seven of the 26 weeks of maternity leave for women earning more than Rs 15,000 a month, the Women and Child Development ministry announced on Thursday.

The announcement, which covers the government as well as the private sector, comes in the wake of complaints that many companies were reluctant hire pregnant women after maternity leave was extended from 12 to 26 weeks and some were even firing women employees.

WCD Secretary Rakesh Srivastava said it has been decided to utilise the funds lying in the labour welfare cess to pay the employers.

“The utilisation of the labour welfare cess lying with the state governments has been very less. After talks with the Labour Ministry it has been decided that the seven of the 26 weeks of maternity leave for all women employees in the private and government sector getting more than Rs 15,000 a month would be paid from that fund,” Srivastava told reporters here.

The labour welfare cess has been given to state governments to ensure the welfare of workers.

Maternity leave was extended from 12 weeks to 26 weeks last year.

According to Srivastava, there were complaints from women that they were getting fired from their jobs due to the increased duration of maternity leave.

“The government has now decided that out of the 14 extra weeks, half of the amount of salary paid to the pregnant woman would be refunded to the employer from the funds of the labour welfare cess,” he said.

Till March 2017, there was Rs 32,632 crore in the fund. Of this, just Rs 7,500 crore has been utilised, he said.

“We would be refunding the salary of seven weeks to the employer so women do not face problems upon returning to work,” he said.

“The labour minister has agreed to the proposal and we are now carrying it forward. There will soon be a notification from the Labour Ministry with further details,” he added.

Source: wcd.nic.in

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GOVERNMENT OF INDIA
MINISTRY OF PERSONNEL, PUBLIC GRIEVANCES AND PENSIONS
LOK SABHA

UNSTARRED QUESTION NO: 3587
ANSWERED ON: 08.08.2018

Alternative Arrangement in Place of Employees on Child Care Leave

NAGARAJAN P.  Will the Minister of
PERSONNEL, PUBLIC GRIEVANCES AND PENSIONS be pleased to state:-

(a) whether the Union Government is aware of the fact that the office work is being totally disrupted due to absence of women employees on account of the long paid maternity leave and child care leave;

(b) if so, the details thereof;

(c) whether the Government has calculated days and assessed working during maternity/child care leave for making provisions of staff to overcome the shortage or cope up with the work in the absence of women employees who are on maternity and child care leave;
(d) if so, the details thereof; and

(e) if not, the reasons therefor?

ANSWER

MINISTER OF STATE IN THE MINISTRY OF PERSONNEL, PUBLIC GRIEVANCES AND PENSIONS AND MINISTER OF STATE IN THE PRIME MINISTER’S OFFICE
(DR. JITENDRA SINGH)

(a) to (e) : Disruption in the office work due to absence of women employees on account of the long paid Maternity Leave and Child Care Leave has not come to the notice of the Government. Ministries/Departments are authorized to make suitable leave arrangements to cope up the loss of work hours when an employee proceeds on any kind of leave including Maternity and Child Care Leave. There is also provision for creation of leave reserve posts to cover the leave vacancies. No centralized data is maintained in this regard.

Source : LokSabha

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WE WILL MAKE IT HAPPEN

Usha Bonepalli.
Chairperson,
Women’s Committee,
Confederation of Central Government Employees and Workers

Dear comrades,
Hearty wishes to every one of you on International Women’s Day 2018. We celebrate this day in honour of the great struggles that are waged by women, throughout the history of working class. We also mark this occasion to acknowledge and appreciate the wonderful roles that women play in making this world habitable, livable and lovable place of living. We utilize this occasion to reflect on the problems that prevent women from achieving gender parity, oppressions faced by them, and work out measures that lead to progress of women in all spheres of life.

One of the first organized struggles for women in modern times was held at Lowell Cotton Mills in Massachussets in 1834. Women worked for 14 hrs per day in mills in confinement, noise, lint filled air, for 1/3rd wages as compared to men. When these wages were also cut, they organized and went on strike. Women in several other mills joined them and an organised movement started for the first time in history. A second strike followed in 1836. Both the strikes were crushed by management, but that is how pioneering struggles start. Defeat gives spirit for better and more organized action. Women began Labour Reform Associations and started huge petition campaigns and political action, asking the Massachussets state legislature to cap working hours in mills at 10 hours. In 1847, New Hampshire became the 1st state to pass a 10 hour working day. This was the first success for organized working women in any part of the world. This success fuelled organized women movements throughout the world’s working class. Today, we remember that struggle with a sense of pride and honour.

The first National Womens Day was held in NewYork in 1909 to commemorate the 1908 garments workers strike. On 8th March 1908, 15000 women garment workers marched through Union Square to demand economic and political rights. The three month strike against Triangle Shirtwaist and other mills became hugely successful. This success was celebrated throughout Europe and Soviet. Clara Zeitkin, a German socialist proposed designating a day as ‘International Women’s Day’ at International Socialist Congress in Copenhagen in 1910. From 1911, we are observing International Womens Day. From 1975, UNO began celebrating International Womens Day on March 8th.

Comrades, the working conditions and safeguards that are available to women today, are a result of many such glorious struggles across the world. We have an 8 hour working day, equal pay for equal work, at least in the government sector, and statutory framework for women like Maternity Benefit Act 1961, Factories Act 1948, Equal Remuneration Act 1976, Sexual Harrassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 etc. None of these acts were made by way of compassion, but were a result of prolonged struggle of the working women. The latest Act in 2013 against sexual harassment at workplace was a result of Supreme Court guidelines in the Visakha case. Everyone knows that women are subject to sexual harassment in all spheres of life, but it took till 2013, and only after a long and concerted legal struggle before the Supreme Court, that guidelines were issued and Government found it fit to pass an Act on this issue. We should keep this in mind that nothing could be achieved unless we organize and wage struggles. We should realize that, though the working women’s movement has achieved significant results, there is a lot lot more to be achieved.

Nagaland, which went to polls recently, did not have a single woman MLA in its 54 years of statehood and 12 assembly elections. The situation is not much rosy in other states and even in the Parliament. Women representation in Lok Sabha is barely 11.3 % – 62 women out of 543 MPs. Take any elected body, including the trade unions, the presence of women in leadership positions is barely minimum. There are two reasons, resistance to give opportunities to women as men are entrenched in leadership positions, and lack of enough strength from women to push themselves ahead. Let us address the second issue, which is the only way to repulse the first issue.

Women are bogged down by multiple commitments, they have the inescapable responsibility of household duties. A working woman needs to get up early, cook food, pack lunches for everyone, layout breakfast and clothes for the boys, then commute to work, spend the day in office, and commute back to home, to cook again, help in homework, and then retire to bed, trying to look beautiful. This is the story of every working woman, either in Postal department, or in Dept of Atomic Energy, either as a clerk or in a higher cadre. There is no CL or EL to this duty. Good health or bad health, there is no escape from this routine. Added to this, women face stigma, violence and harassment at workplace, in society, on the streets, during commute, and some times, even at home. Women face deficit in respect in all walks of life. Media and commerce address women as a commodity. They stereotype women, erect standards of medieval morality and even resort to body-shaming. The invisible chains that tie up women are too heavy and too arresting, to unshackle. It’s a herculean task for any woman to unshackle herself, free herself and make her voice count, in public discourse and organized struggles. But we have to realize, and there is no better day that today, that struggle is the only way. It is only because of our organized struggles that we have achieved so far.

One way to derive inspiration and strength to unshackle ourselves is to celebrate the success stories of women, big or small, in all walks of life. Look around for icons and celebrate them. When our daughters submit a project in school and get two stars, lets celebrate that at home, with all the vigour. When Harmanpreet Kaur hits 171 in 115 balls in Cricket World Cup, lets put her posters (over Sachin’s posters) in our rooms and celebrate that with joy. When we come to know that global Chairman/MD/CEOs of General Motors, Pepsico, IBM, Lockheed Martin are all women, lets celebrate that. When we realize that the superstar of male-centric Bollywood during 1980s was not a man but a woman, lets celebrate that. Every woman who achieved something in life, would have achieved against all odds, facing many difficulties. Lets be proud of all of them, lets gain inspiration from them. And lets help our colleagues, our relatives, our neighbours, our fellow women, in whatever they are aspiring to achieve. And stand by her in all her difficulties. Unless a woman supports a woman, no one supports her.

Another way to unshackle ourselves is to resist media stereotypes. Media is obsessed with stereotyping women as loud viragoes. Social media is obsessed with posting comments on women in the form of jokes, which insult and denigrate the attitude of women. And the commercial industry insults women by portraying women as beautiful only if they are slim or if they have certain body statistics. Why is a man’s figure or his tummy not an object of shame but a woman’s figure or tummy is shamed. A woman becomes a mother, has a rebirth herself when she gives birth to children, undergoes many body changes and fights to come back to normal. Whatever shape she eventually has, the society should make her feel proud of it, not ashamed of it. But because of the intense media standards on what is beautiful and what is not, women are psychologically forced to follow some fad diets, starve themselves and spoil their health. Even school going girls are doing dieting. This is a very dangerous trend. Yes, we need to have fitness. We should do exercise or yoga if it fits in our daily routine, or at least some walking, but beauty doesn’t mean looking like a pencil. We need a movement, first in our minds, and then in the society, to stop this trend. Because of our workload at home and at workplace, women need to eat well, be healthy, and feel confident about whatever shape they are in. One report says that 80 % of present day women above 40 are cases for bone related ailments like osteoporosis. So I request all women to take your health seriously, get some sunlight for Vit D, have iron and calcium supplements and above all, eat well. Don’t starve. We are ourselves. We will not allow the media to judge us.

Friends, the sure way to unshackle ourselves is to develop the confidence in our abilities. Seek responsibilities, take active part in leadership positions in your workplace, in administration, and in unions. If you develop the will and confidence, there is nothing that a woman cannot do, as good as, if not better than, her male counterpart. We have an immense task cut out before us. Once women gain employment, they should be endowed with right to equality, right against discrimination in workplace. Women should be assured dignity of labour, equal wages, beneficial facilities and additional safeguards which compensate for their lack of level playing field. These safeguards and benefits should be made statutory, institutionalised, and implemented thoroughly. We should make relentless fight for safegaurds that we are yet to achieve. We should be very vigilant. Because there will always be attempts to mock, sneer, and trample on the safeguards and the genuine benefits that we rightfully deserve.

“Achieving gender equality and empowering women and girls is the unfinished business of our time, and the greatest human rights challenge in our world.” These are the words of our present UN Secretary General Antonio Guterres. In recognition of this ‘unfinished business’ and ‘greatest human rights challenge’, the campaign theme for International Women’s Day for 2018 is selected as ‘Press for Progress’. The campaign requires that the following activities are taken up:

a. Maintain a gender parity mindset (question any lack of womens’ participation, identify alternatives that are more inclusive, nominate women for opportunities, always include and support women, think 50/50 as goal),

b. Challenge stereotypes and bias (question assumptions about women, challenge statements that limit women, always use inclusive language, work to remove barriers to women’s progress, bur from retailers who position women in positive ways),

c. Forge positive visibility of women (identify ways to make women more visible, extend opportunities to women first, assume women want opportunities until declined, select women as spokepersons and leaders, support visible women),

d. Influence others’ beliefs/actions (supportively call-out inappropriate behavior, campaign for equality in meaningful ways, lead by example via inclusive actions, be a role model for equality, actively contribute to change the status quo) and

e. Celebrate women’s achievements (believe achievement comes in many forms, value women’s individual and collective success, ensure credit is given for women’s contributions, celebrate women role models and their journeys, support awards showcasing women’s success).

Lets do that comrades. As Chairperson of the Womens Committee of Confederation of Central Government Employees and Workers, I call upon everyone to join hands and rededicate ourselves to this call – Press for Progress. We will make it happen.

Source: Confederation

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There is no such proposal for grant of any menstrual leave or introduction of any legislation in this regard. However, under the centrally sponsored scheme of Rashtriya Madhyamik Shiksha Abhiyan (RMSA), activities such as adolescent health awareness programme for girls, provision of separate toilet blocks for girls as part of schools and installation of incinerator machine and sanitary napkin & vending machine for girls at schools and girl’s hostels are undertaken for general hygiene management. National Council of Educational Research and Training (NCERT) has developed syllabus on health and physical education for classes I-XII as a follow up of National Curriculum Framework, 2005, which provides adequate space for menstrual hygiene.

Ministry of Health and family Welfare is implementing the scheme for Promotion of Menstrual Hygiene for Adolescent Girls residing primarily in rural areas of the country. Adolescent girls are provided with sanitary napkins at subsidized rates by Accredited Social Health Activists (ASHA’s) within the community and through the platform of Government and Government aided school. Ministry of Drinking Water and Sanitation has also developed National Guidelines on Menstrual Hygiene Management (MHM) which aims to support all adolescent girls and women.

The above information was given by Union Minister of State for Women and Child Development Dr.Virendra Kumar in a written reply in Lok Sabha on 9.2.2018.

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In order to ensure the effective implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the Ministry of Women & Child Development has launched an online complaint management system titled Sexual Harassment electronic-Box (SHe-Box) for registering complaints related to sexual harassment at workplace of all women employees in the country, including government and private employees.

More than 350 complaints relating to inappropriate behaviour have been received in the Ministry which includes complaint received through portal ‘SHe-box‘.

Ministry of Corporate Affairs has been requested for mandatory disclosure of Internal Complaints Committee (ICCs) in the Annual Report of the Companies. Ministry of Corporate Affairs along with the industry bodies, Associated Chambers of Commerce & Industry of India (ASSOCHAM), Federation of Indian Chambers of Commerce and Industry (FICCI), Confederation of Indian Society, Chamber of Commerce & Industry (CCI), and National Association of Software and Services Companies (NASSCOM) have also been requested to ensure effective implementation of the Act amongst their members in private sectors.

This information was given by Minister of State for Women and Child Development, Dr. Virendra Kumar in reply to a question in Rajya Sabha today.

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Online complaint management system titled “Sexual Harassment electronic-Box (SHe-Box)” – regarding

Subject: Online complaint management system titled “Sexual Harassment electronic-Box (SHe-Box)” – regarding

The undersigned is directed to say that Ministry of Women & Child Development launched an online complaint management system titled Sexual Harassment electronic-Box (SHe-Box) on 24th July, 2017 for registering complaints related to sexual harassment at workplace. The She-Box is; an initiative to provide a platform to the women working or visiting any office of Central Government (Central Ministries, Departments, Public Sector Undertakings, Autonomous Bodies and Institutions etc.) to file complaints related to sexual harassment at workplace under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

2. Once a complaint is submitted to SHe-Box, it wiil be directly sent to the Internal Complaint Committee (ICC) of the concerned Ministry / Department/ PSU / Autonomous Body etc. having jurisdiction to inquire into the complaint. The She-Box also provides an opportunity to both the complainant and nodal administrative authority to monitor the progress of inquiry conducted by the ICCs. The SHe-Box portal can be accessed at the link given below:

http://www.shebox.nic.in/

3. Features of the SHe-Box are as under:

(i) SHe-Box is an online Complaint Management System for lodging complaints related to sexual harassment of women at workplace. The steps required for filing of complaint through SHe-Box can be downloaded from the link:

http://www.shebox.nic.in/assets/site/downloads/manual.pdf

(ii) Any woman working or visiting any office of Central Government (Central Ministries, Departments, Public Sector Undertakings, Autonomous Bodies an.d Institutions etc.) can file complaint related to sexual harassment at workplace through this SHe-Box.

(iii) Once a complaint is submitted to the SHe-Box, it will directly send the complaint to the Internal Complaints Committee. (ICC) of the concerned Ministry /Department/PSU / Autonomous Body etc; having jurisdiction to inquire into the complaint. The Internal Complaints Committee will take action as prescribed under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and update the status of the complaint through ‘Administrator Login‘

(iv) The status of complaint can be viewed at any time by pressing the tab ‘View Status of Your Complaint’ within SHe-Box.

4. The complaint registered in the She-Box contains only a brief description of the incident of sexual harassment at workplace. The Internal Complaints Committee (ICC) is required to initiate inquiry as prescribed under Section 11 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 read with Department of Personnel & Training’s  O.M. No. 1l013/2/2014-Estt.(A-III) dated 16th July, 2015 by calling upon the complainant to provide detailed complaint along with all the relevant evidences (documentary or otherwise).

5. All the Ministries/Departments are requested to bring the contents of this OM to the notice of all officers and staff working under them. The Ministries/ Departments are also requested to advise the PSEs / Autonomous Bodies under their administrative control to bring the content of SHe-Box to all officers and staff.

6. Hindi version will follow.

To
The Secretaries of All Ministries/Departments
(as per the standard list)

Source: DoPT

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