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HOT NEWS ...
Jul 31, 2015
Jul 30, 2015
Allowances Proposed by NC JCM Staff Side to 7th Pay Commission
The following is the proposal of NCJCM Staff Side in respect of Allowances like Dearness Allowance, House Rent Allowance, Compensatory City Allowance and Transport Allowance which has been submitted to 7th Pay Commission. Staff side defended that HRA to be doubled from the existing rates since the Rents of accommodation is increased exorbitantly. Its Justification for increasing allowances is provided in the memorandum. It is reproduced here for readers reference..
The neutralisation envisaged under the present computation of dearness compensation is supposed to be cent per cent, but in reality it is not the case. Actual consumer price index is much higher than the level at which DA is calculated on the basis of 12 monthly average. The average is always lower than the actual cost of living.
15.1.2. The calculation of consumer price index, its basis, the basket of goods on which it is based, are questionable and has become a matter of dispute. Since the Pay Commission being not the forum at which these issues could be taken, we do not propose to go into the details of this aspects.
15.1.3 We suggest, therefore, that the existing formula of computation of DA and its payment with effect from 1st January, and 1st July, may continue.
House Rent allowance(HRA)
The present scheme of HRA is based on the recommendation of the 6th CPC, which is as follows:
The present scheme of HRA is based on the recommendation of the 6th CPC, which is as follows: Population criteriaclassificationRate as a % of pay + Grade Pay + MSP +NPA50 lakhs and aboveX30%50 to 5 lakhsY20%Below 5 lakhsZ10%
15.2.2. We reproduce hereunder the recommendation made by the third Central Pay Commission in the matter of grant of house rent allowance. (Para 29 Part I. Vol. IV.Chapter 56), which would be the best if implemented even today.
“While we find it difficult to accept the kind of parity suggested above, we are aware of the acute problem caused by the lack of adequate government housing and by the inadequate government housing and by the inadequacy of the existing rates of house rent allowance and recommend as follows:-
(i) Government should take houses on long lease and make residential accommodation available to its employees on payment of 10% of their pay.
(ii) Government should lay down appropriate house rent allowance rates in different cities and towns based not on population criteria, but on an actual assessment of the prevailing levels of rent in different cities and towns. Alternatively, certain notional rents for different types of accommodation meant for officers and personnel of specified pay groups should be laid down for particular cities after studying the actual conditions in that city. The difference between the actual rent paid and 10% of pay should be reimbursed subject to a maximum of the difference between the notional rent and 10% of the pay. The existing norms in regard to entitlement of accommodation, size of rooms etc. could, if necessary, be reduced depending on the housing situation and the norms usually adopted by different income groups in renting accommodation in the various cities. Such notional rents should, to start with, be applied to all stations falling under the description of classified cities for purposes of House Rent Allowance, Additions could also be made to the list later on by including other cities deserving similar treatment.
(iii) Till the Government is able to make arrangements recommended in the preceding sub-paragraphs, the rates of HRA should be as follows:”
Class of city/townRate of HRAA, B-1 and B-215% of pay subject to a maximum amount of Rs.400 as house rent allowance.C class7 ½ % of pay subject to a maximum amount of Rs.200 as house rent allowance
15.2.3. The above said recommendation is still to be acted upon by the Government and the transitory provisions suggested by them i.e. payment of allowances at a pre-determined rate on the basis of classification made of the cities depending upon the population continue to be employed. The non-implementation of the above recommendation of the third CPC , has without exception, gone to depress the wage of all sections of Central Government employees as they are perforce to spend more than what they receive as HRA for obtaining and retaining the accommodation The rates prescribed by the 6th CPC, though an improvement over its predecessor Commission, has not improved the situation. The real estate value throughout the country has skyrocketed and owning an accommodation within the city/Municipal limit has become impossible for Government employees. There is not a single town/village where the real estate boom has remained unaffected. The phenomenal increase in the value of land has naturally impacted the rent, one is to pay on leasing house/flat. The house rent allowance does not bear even a small percentage of the rent. The 7th CPC may recommend to the Government to act upon the suggestion made by the 3rd CPC without any further delay. Pending action on the part of the Government, the Commission may suggest the following rates of House Rent allowance;
X classified cities 60%Y classified towns 40%Z classified/unclassified places 20%
Compensatory City allowance.
The Compensatory City allowance has been granted to Central Government employees since the First Central Pay Commission. This allowance was sanctioned to compensate for the high cost of living in bigger cities classified as such for grant of house rent allowance. Upto 3rd CPC it used to be certain percentage of pay for different pay ranges and different classified towns. The 4th and 5th CPC, however, recommended lump sum amounts as CCA. 5th CPC in para 106.10 (Pge 1582) of their report has commented that
“We also do not support the demand for making CCA a percentage of basic pay because this amounts to admitting a firm and casual relationship between CCA and income.”
15.3.2. When it is admitted that CCA is essentially an allowance given to offset the imperfection in Dearness allowance as a measure of relative expensiveness of classified Cities, it really becomes an additional DA. When the DA is at a percentage of Pay, how can CCA not be fixed as a percentage of pay. The basis on which the lumpsum amount of CCA was recommended by the 4th and 5th CPCs had also not been disclosed and therefore, it appears to be an arbitrary decision. The 6th CPC on the other hand recognised that the only two factors viz. accommodation and transportation contribute to high cost of living in classified towns. They, recommended the revised HRA and Transport allowance to adequately compensate for relative expensiveness of the classified cities. In view of that contention, they stated that the CCA stands subsumed in Transport allowance. We are unable to agree with the idea of subsuming CCA in Transport allowance as recommended by the 6th CPC on the consideration that the relative expensiveness in bigger cities is only on account of problems of accommodation and transportation. There are various other factors due to which the expensiveness of a particular city either increases or decreases. CCA was a component in determination of overtime allowance prior to the implementation of the 6th CPC recommendations. By allowing this to be subsumed in the transport allowance, it became difficult to factor the CCA component in the computation of over time allowance.
15.3.3.For these reasons, we propose the Commission to recommend the following rates of City Compensatory allowance:
Pay RangeX Classified CityY Classified Towns.Pay upto Rs. 50,00010% of pay5% of PayPay of more than Rs. 500006% of Pay Subject to a Minimum of Rs. 50003% of Pay Subject to a Minimum of Rs. 2500
15.3.4. As the relative expensiveness affects middle class employees more severely we have provided higher rates of CCA for those in the pay range upto Rs. 50,000. We have not proposed grant of DA on this allowance.
The 5th CPC had introduced transport allowance for employees working in classified towns on account of various factors like unprecedented growth of city limits, increase in volume of traffic and non-availability of residential accommodation at reasonable rents near offices, which are usually located in the heart of cities. If these were the factors, it appears that the 5th CPC did not take into account that it is usually a low paid employees who finds residence at a very long distance from his office whereas officers are offered residences very near to their offices. If, therefore, transport allowance was meant to defray the transportation charges from residence to office and back, the higher rates ought to have been recommended for the low paid employees who were residing at a distant places. Since the 6th CPC’s recommendation in this regard was implemented, there had been several rounds of increase in the fuel charges making a cascading impact on the public transport fares. Taking these factors into account, we suggest that the following rates of transport allowance may please be recommended, applicable for all Government employees uniformly. There are several restrictions imposed for the grant of this allowance. One of them stipulates that the Government employees must be at his headquarters for certain number of days in a month to enable him to draw this allowance. There are organizations, where personnel by force of circumstances have to be out of Hqrs for months together. To deny them the transport allowance is to say the least salting the wound. These restrictions, we request the commission to recommend to the Government to be removed..
Pay RangeX classified cityOther places.Pay upto Rs. 75,000Rs. 7500 + DARs. 3750 +DA
Source: NCJCM Staff Side Memorandum
रेलवे में नौकरी कर रहे लोगों के लिए कैट का बड़ा फरमान RAILWAY KE PORMOTION ME KOI RESERVATION NAHI - CAT
कैट की एक खंडपीठ ने मंगलवार को रेलवे के डीजल लोकोमोटिव वर्क्स में डीजल टेक्नीशियन ग्रेड-1 के पद पर कार्यरत 39 कर्मचारियों की ओर से दायर एक याचिका के संबंध में यह फैसला सुनाया। उन्होंने रेलवे के उस फैसले को कैट में चुनौती दी थी, जिसमें कैडर का पुनर्गठन करते हुए एससी/एसटी कोटे के कर्मचारियों को प्रमोशन में लाभ पहुंचाया गया था।
इन कर्मियों ने रिजर्व कैटेगरी के कर्मचारियों को प्रमोट कर दिए जा रहे लाभ को चुनौती देते हुए याचिका दायर की थी। इसमें कहा गया था कि यह कैडर में 50 प्रतिशत से ज्यादा की रिजर्वेशन पा रहे हैं। याचिकाकर्ताओं के मुताबिक रेलवे के पास ऐसा कोई डाटा नहीं है, जिसके मुताबिक सही रूप से रिजर्व कैटेगरी को प्रमोशन का लाभ मिले।
रेलवे के गुरपिंदर सिंह समेत अन्य टेक्नीशियनों ने भारत सरकार, डीजल लोकोमोटिव वर्क्स पटियाला के सीएओ के खिलाफ अर्जी दायर की थी।
SOURCE - chandigarh.amarujala
Jul 29, 2015
Jul 28, 2015
Jul 27, 2015
Jul 26, 2015
7th Pay Commission to recommend the Compensatory City allowance again
Regularisation of Daily Wage Contract Employees in Group D Posts of Central Government – Staff Side JCM writes to 7th Pay Commission
Jul 25, 2015
Jul 24, 2015
Jul 23, 2015
Jul 22, 2015
7th Pay Commission Rumours – Discarding Grade Pay system – Will it be beneficial ? - Analysis by GConnect
Fitment benefit in the form of Grade Pay provided by 6th CPC was computed based on highest pre-revised pay in each of the pre-revised Pay Scale – Fitment benefit advocated by previous pay commisions were reckoned with Pre-revised basic Pay drawn on the effective date of CPC
While Central Government Employees keep their fingers crossed after 7th Pay Commission finished all the interaction sessions with the Employees Federations and started finalising its report to be submitted to Govt, many surmises and speculations have already started filling the air through Internet and through word of mouth about possible 7th CPC pay fixation methods.
Some of those 7th Pay Commission rumours are as follows
1.There will be no running Pay band and Grade Pay System
2.The Minimum Pay will be Rs. 21000The uniform multiplication factor for arriving revised pay will be 2.86.
3.The Criteria for retirement age will be either completion of 33 Years of service or at the age of 60 Years whichever is earlier.
Interestingly, these rumours are spread out this time carry the tags as “inside information provided by Employees federations which participated in the 7th Pay Commission meetings”. The very character of a rumour is, it may be true or false. God only knows.
Among these, the unconfirmed news that 7th Pay Commission is to discard Pay Band – Grade Pay System may be affecting the Pay Structure of Central Government Employees very much if it is true.
In fact this is an off-shoot of proposal moot out by Confederation of Central Government Employees and Workers in its reply to 7th Pay Commission Questionnaire
In this background, we made an analysis as to whether discarding of Grade Pay System would be beneficial to Central Government Employees.
As per the proposal of Confederation, the Pay Band and Grade Pay system evolved by the 6th CPC brought about innumerable anomalies and the same has to be replaced by the Pay scale structure, which was in vogue prior to the implementation of the 6th CPC.
What was Pay Scale Structure prior to 6th CPC ? How fixation pay was made in that pay scale ?
Obviously, Pay Scale Structure contemplated by Confederation is 5th Pay Commission Pay Structure which is the Pay Structure prior to 6th CPC pay Structure.
Now, let us have a look at the 5th CPC Pay Structure and how pre-revised 4th CPC Pay was revised and fit into the same.
5th Pay Commission Pay fixation Method :
As per Central Civil Services (Revised Pay) Rules 1997 which was notified by Ministry of Finance for implementation of 5th Pay Commission Report, Revised Pay Scales against 4th CPC pay scales are as follows
4th CPC Pay scales5th CPC pay scales750-12-870-14-940S-12550-55-2660-60-3200775-12-871-12-1025S-22610-60-3150-65-3540775-12871-14-955-15-1030-20-1150S-2A2610-60-2910-65-3300-70-4000800-15-1010-20-1150S-32650-65-3300-70-4000825-15-900-20-1200S-42750-70-3800-75-4400950-20-1150-25-1400/950-20-1150-25-1500/1150-25-1500S-53050-75-3950-80-4590975-25-1150-30-1540/975-25-1150-30-1660S-63200-85-49001200-30-1440-30-1800/1200-30-1560-40-2040/1320-30-1560-40-2040S-74000-100-60001350-30-1440-40-1800-50-2200/1400-40-1800-50-2300S-84500-125-70001400-40-1600-50-2300-60-2600/1600-50-2300-60-2660S-95000-150-80001640-60-2600-75-2900S-105500-175-90002000-60-2120S-116500-200-69002000-60-2300-75-3200/2000-60-2300-75-3200-3500S-126500-200-105002375-75-3200-100-3500 / 2375-75-3200-100-3500-125-3750S-137450-225-115002500-4000S-147500-250-120002200-75-2800-100-4000/2300-100-2800S-158000-275-135002200-75-2800-100-4000NEW SCALE8000-275-13500(Group A Entry)2630/- FIXEDS-1690002630-75-2780S-179000-275-95503150-100-3350S-1810325-325-109753000-125-3625/3000-100-3500-125-4500/ 3000-100-3500-125-5000S-1910000-325-152003200-100-3700-125-4700S-2010650-325-158503700-150-4450/3700-125-4700-150-5000S-2112000-375-165003950-125-4700-150-5000S-2212750-375-165003700-125-4950-150-5700S-2312000-375-180004100-125-4850-150-5300/4500-150-5700S-2414300-400-183004800-150-5700S-2515100-400-183005100-150-5700/5100-150-6150/5100-150-5700
S-2616400-450-200005100-150-6300-200-6700S-2716400-450-209004500-150-5700-200-7300S-2814300-450-224005900-200-6700/5900-200-7300S-2918400-500-224007300-100-7600S-3022400-525-245007300-200-7500-250-8000S-3122400-600-260007600/-FIXED /7600-100-8000S-3224050-650-260008000/- FIXEDS-3326000(FIXED)9000/- FIXEDS-3430000(FIXED)
Further, 5th CPC revised pay of Central Government Employees was worked out by adding DA as on 01.01.1996, two installments of Interim Relief (IR-1 and IR-2) and 40% of pre-revised basic pay with Pre-Revised Basic pay drawn as on 01.01.1996. Then resultant revised basic pay was stepped up to nearest incremented pay in the revised 5th CPC pay scale against the existing 4th CPC pay scale in which the pay was drawn. The following illustration would provide clear cut idea about 5th Pay Commission Pay fixation method
Illustration for 5th Pay Commission Pay fixation
Existing 4th CPC pay scaleRs. 1640-60-2600-75-2900Revised 5th CPC pay scaleRs. 5500-175-9000Pre-Revised Basic PayRs. 2360D.A as on 01.01.1996 @ 148%Rs. 3493IR-1Rs. 100IR-2Rs. 236Add 40% of pre-revised B.PRs. 944TotalRs. 7133Nearest incremented pay in revised 5th CPC pay scale —-ARs, 7250If one increment is ensured in the revised pay scale for every three increments in the pre-revised pay scale, the revised basic will be —- BRs. 62505th CPC revised Basic Pay as on 01.01.1996 (A or B whichever is higher)Rs. 7250
From the above it could be found that fitment benefit of 40% is calculated using the pre-revised basic pay received by an employee as on 01.01.1997. On the contrary, in the case of fitment benefit allowed by 6th Pay Commission in the form of Grade Pay, it has been calculated at 40% of highest Pay in each of 5th CPC Pre-Revised pay scale.
6th Pay Commission Pay Band and Grade Pay hierarchy
5th CPC Pay Scales6th CPC Pay Band and Grade PayGRADESCALEPay BandGrade PayS-12550-55-2660-60-3200-1S4440-74401300S-22610-60-3150-65-3540-1S4440-74401400S-2A2610-60-2910-65-3300-70-4000-1S4440-74401600S-32650-65-3300-70-4000-1S4440-74401650S-42750-70-3800-75-4400PB-15200-202001800S-53050-75-3950-80-4590PB-15200-202001900S-63200-85-4900PB-15200-202002000S-74000-100-6000PB-15200-202002400S-84500-125-7000PB-15200-202002800S-95000-150-8000PB-29300-348004200S-105500-175-9000PB-29300-348004200S-116500-200-6900PB-29300-348004200S-126500-200-10500PB-29300-348004200S-137450-225-11500PB-29300-348004600S-147500-250-12000PB-29300-348004800S-158000-275-13500PB-29300-348005400NEW SCALE8000-275-13500(Group A Entry)PB-315600-391005400S-169000PB-315600-391005400S-179000-275-9550PB-315600-391005400S-1810325-325-10975PB-315600-391006600S-1910000-325-15200PB-315600-391006600S-2010650-325-15850PB-315600-391006600S-2112000-375-16500PB-315600-391007600S-2212750-375-16500PB-315600-391007600S-2312000-375-18000PB-315600-391007600S-2414300-400-18300PB-437400-670008700S-2515100-400-18300PB-437400-670008700S-2616400-450-20000PB-437400-670008900S-2716400-450-20900PB-437400-670008900S-2814300-450-22400PB-437400-6700010000S-2918400-500-22400PB-437400-6700010000S-3022400-525-24500PB-437400-6700012000S-3122400-600-26000HAG+SCALE75500-80000NILS-3224050-650-26000HAG+SCALE75500-80000NILS-3326000(FIXED)APEX SCALE80000(FIXED)NILS-3430000(FIXED)CAB. SEC.90000(FIXED)NIL
We are of the view that if the 7th CPC fitment benefit is calculated on the basis of existing pre-revised pay as in the case of 5th CPC then revised 7th CPC pay would be lesser than the revised 7th CPC Pay calculated by adopting the methods 6th CPC, in which grade pay (fitment benefit) has been arrived at on the basis of highest pay in the pre-revised pay Scale.
At the same time it may not be viable to arrive 7th CPC fitment benefit on the basis of highest Pay in each of Pay Band as 6th CPC Pay Band Structure has been designed in such a way that each of the Pay band accommodates many 5th CPC Pre-Revised Pay Scales
However, even after discarding Grade pay System, if the fitment benefit for 7th Pay Commission Pay revision is provided on the basis of highest pay in the fitment table provided vide O.M 1/1/2008-IC dated 30.08.2008 for the each of the 5th CPC Pre-Revised Pay Scale, then it would be Pay wise beneficial to Central Governement Employees.
GConnect invites valuable opinion of readers in the form of comments to this article so that pay fixation method beneficial to CG Employees community can be highlighted.
Source - gconnect
New Delhi: The eyes of the central government employees will be firmly glued on the forthcoming seventh central pay commission reports which is likely to be be submitted by October 31 for implementation from April 2016.
The pay panel is likely to finalise and submit its report on salary and allowance hike by October 31, sources said. The members and officials of the panel had made several field tours and collected valuable suggestions, which are all going to be trashed as the Commission winds up its office within three month.
After getting recommendations, the central government may announce to accept it in the budget 2015-16 to implement it from April 2016.
It is expected that seventh pay panel to suggest hiking the tripled salaries of central government employees.
The salaries of central government employees were roughly tripled with retrospective effect from 1996 and tripled once again with retrospective effect from 2006 by the fifth pay panel and sixth pay panel respectively. This shows the salaries of central government employees have tripled every decade.
According to media report says that investors are expecting car bazar to get a boost from the seventh central pay commission’s recommendations from mid-next year on account of getting arrears of rising salaries of central government employees.
The last Pay Commission report had resulted in car sales rising 18 per cent annually between financial year 2009-10 and financial year 2010-11.
The last pay commission was implemented in August 2008 with retrospective effect from January 2006 which resulted in getting huge salary arrears to central government employees to enable them to purchase car from their arrears on loan basis.
They paid margin amount from arrears and installments from salaries but this pay panel will be implemented from January 2016, hence no such huge arrears will be paid to central government employees this time to pay margin amount for car loan. So car bazar will not get a boost from the seventh central pay commission’s recommendations.
Jul 21, 2015
Jul 19, 2015
Jul 18, 2015
7th Pay Commission Recommendations has begun to emerge!
It doesn’t come as a surprise that even bits and morsels of information about the recommendations, which is being eagerly expected by nearly 50 lakh employees and pensioners, make headlines.”
The recommendations of the 7th Pay Commission have slowly started to make their way to the media in the form of unconfirmed news. The information that was being extensively discussed by all for more than a week now has finally made it to the websites yesterday.
It has now been confirmed that the 7th Pay Commission will submit is report to the Government next month. With the report being given a final shape, certain pieces of information have already started to hit the media. Some of the workable recommendations of the commission are out.
In 2006, a number of such unconfirmed reports surfaced, when the 6th Pay Commission report was being prepared, because the report was not submitted to the government on time. Due to the delay, there was tremendous curiosity to find out what the report contained. This led to a lot of rumors. Since the internet didn’t become that popular in those days, those rumors were hard to believe. Most of them were circulated by word of mouth.
Now, despite the fact that there are plenty of news sources, since it has become possible to trace the point of origin of the information, such rumors have reduced. This time around, the information was given by the leaders of Federations. Yet, one can neither completely accept them as true, nor dismiss them as entirely false.
Since the government and the major employees federations have their own websites, it has become possible for the information to spread to the corners of the world within minutes. Also, retracts and denials too have become equally fast, thus killing the rumours immediately. With a number of other individual websites and blogs too covering the news about Central Government employees, the readers are now able to differentiate between news and rumours.
There is nothing surprising or shocking in the news reports that have now surfaced. A minimum basic pay of Rs.21,000 is an expected one. The recently released Kerala Pay Commission too has recommended the minimum wage at Rs.17,000 (from 01.01.2014 onwards). The National Council has demanded that it be Rs.26,000 per month.
It is a well known fact that the Grade Pay System had been a source of constant irritation. The dual Hierarchy System (Promotional hierarchy and Grade Pay hierarchy) will come to an end. There will not be any more confusion about the promotions that come through MACP.
The Multiplication Factor of 2.86 does sound very low. NC JCM had pressurized the Pay Commission to fix it at 3.7. The 6th Pay Commission had fixed it at 1.86, and also given Grade Pay. Since the DA now stands at 125% (including July 2015 and January 2016), this could end up being substantial.
Information about retirement is unexpected. Unconfirmed reports claim that the 7th Pay Commission is planning to recommend 33 years in service or the age of 60 (whichever comes early) as the criteria for superannuation. Since the recommendations will be implemented from 01.01.2016 onwards, many are likely to get affected.
And also some key messages revolving about the recommendations are…
There will be no running Pay band and Grade Pay System. The Pay scales will be open ended to avoid stagnation in the scales. The CCA will be separated into two components as it was in the 5th Pay Commission. CGEGIS Insurance Coverage and Monthly premium will be increased. Classification of Posts will be Modified and the 7th Pay Commission recommendation will be implemented with effects from 1.1.2016.
Jul 17, 2015
Jul 16, 2015
Probable recommendations of 7th Pay Commission are out
7th pay Commission has mentioned that work of compilation and finalization of the report is underway and it would not meet any stake holder for further discussions, it is the time for expecting the date on which the report will be submitted after it is finalized. The stipulated time for submitting the report is 18 months from the date of notification issued. In a resolution dated 28th February, 2014, Government of India has appointed the Seventh Central Pay Commission comprising Justice Shri Ashok Kumar Mathur as Chairman, Shri Vivek Rae as full time Member, Dr. Ratin Roy as part time Member and Smt. Meena Agarwal as Secretary
The 7th pay commission has been given 18 months’ time from date of its constitution to make its recommendation. Hence the tentative date for submission of Report will be 30th August 2015.
The sources close to the 7th Pay Commission, on the condition of anonymity told that the 7th pay Commission Report is almost finalized and the Report is expected to be submitted on or before 14th August 2015. The Leaders representing one of the railway federations in the staff side also confirmed this news.
According to the Sources the important Points of the Pay Commission’s Recommendations are ..
1. There will be no running Pay band and Grade Pay System
2. The uniform multiplication factor for arriving revised pay will be 2.86
3. The Pay scales will be open ended to avoid stagnation in the scales
4. The Minimum Pay will be Rs. 21000
5. The CCA will be separated into two components as it was in the fifth CPC
6. Percentage of HRA will remain same.
7. The Criteria for retirement age will be either completion of 33 Years of service or at the age of 60 Years whichever is earlier.
8. CGEGIS Insurance Coverage and Monthly premium will be increased
9. Classification of Posts will be Modified
10. The 7th Pay Commission recommendation will be implemented with effects from 1.1.2016.
Further ,the sources told that the Committee of Secretaries will be appointed to study the report and analyze the financial implications upon implementation of 7th pay commission recommendation. An ally of NCJCM Staff Side told that the Staff Side also will be invited by the third week of September 2015 by this Committee before giving its final nod for approval for this Recommendation.
It appears that after three decades the Pay Commission recommendations will come into force on the first day of its due date. Retrospective effect will not be required for implementation of 7th Pay Commission recommendation, since the notification for implementation of 7th Pay Commission recommendations might be issued on or before 1.1.2016. So there will be no financial burden for government on spending for payment of Arrears to this effect.
It is indeed very good news for entire central and some State government employees community. There are expectations on its peak over 7th pay commission recommendation. Whether the 7th Pay Commission’s recommendation fulfill their expectations or not?. Let’s hope, by the time of next month, everything that is concealed will be brought to light and made known to all.
Source - Govemployee
Jul 15, 2015
Major issues of the Central Government Employees regarding 7th Pay Commission
Five major issues of the Central Government employees which are projected for a serving employee to the 7th CPC.
1) Inadequate pay compared to talent.
2) Lack of promotions and better increment rate.
3) Equal pay for equal work.
4) Non-filling up of vacant posts and increased work load.
5) Allowances to be paid as per market rate.
1) Inadequate pay compared to talent:
The person joining a Government Service is not just for the employment is for a whole career, if a person joins a Government Service he will quit/ retire from the job only after putting 30 years service or more. In case of the person joining a private company he will jump from one company to another at least five times in thirty years.
The talented persons from all over the country are moving to IT, BT and private sectors, rather than Central Government sector. Because of the lower salary / pay structure in Central Government sector compared to IT and BT sectors and complex nature of rules and regulations in Central Government sector and also the skill and merit of the worker/ employee is not into account in Central Government sector.
Today, the weakest link in respect of any government policy is at the delivery stage. This phenomenon is not endemic to India. Internationally also, there is an increasing emphasis on strengthening the delivery lines and decentralization with greater role being assigned at delivery points, which actually determines the benefit that the common citizen is going to derive out of any policy initiative of the government.
More the talented persons are there in Government services, more the delivery of the government schemes will be there, thus the Government machinery will be more effective and common man will benefit a lot.
Main consideration in the private and public sector being ‘profit’, and in Central Government it is “service” even through Railways, Income Tax & Central Excise are revenue earning departments, hence an equal comparison with the Government is not going to be ever possible. Performance for the Government is usually not measured in terms of profit, but in terms of achieving societal goals.
The time scale gap between one posts to another should be uniform rate from starting to end, starting from Rs 26,000 to Rs 2, 60,000.
The minimum wage should be calculated using Dr Aykroyd formula and following 15th ILC norms and four units should be taken into account not three units as followed by the 6th CPC.
The pay should fixed taking in following factors.
a) The educational qualifications.
b) The level of responsibility.
c) The skill of the work.
The earlier pay commissions were only taking into account only educational qualifications into account.
Only around 8 to 9 % of the total Govt revenue collection is spent on wages of Central Government employees, compared to 20% to 25% of the revenue spent on wages in private sector.
The cost of living (prices of essential items and other items) has gone by over 250% during last 10 years, compared to 113% DA. The prices are continuously rising.
The Government is a model employer, hence the wages should be provided with the needs and to attract the talented and skilled persons.
2) Lack of promotions and better increment rate.
Today there are persons who have not even got two promotions in his entire career, The MACP scheme is not that much effective, lack of promotions in Central Government sector compared to IT and BT sectors.
One should get five promotions in promotional hierarchy during his service to motivate him to work more. As the Government employee put more and more service, he will be more trained to perform his duties in a better befitting manner. Thus the Government is more beneficial as good quality of work can be expected of him.
The family responsibility will increase with age. There should be adequate financial protection for him, the better rate of increment should motivate him to work more from the present 3% to 5%. On promotion one should get a minimum salary increase of Rs 3000/- per month as he will perform higher duties.
3) Equal Pay for Equal work.
For the same post which include similar duties and responsibility. There are different pay scales/ Grade Pay existing for same nature of duties and similar recruit qualifications. This anomaly should be rectified.
Grant of Grade Pay Rs.4800 to all Supervisors cadre. The gazetted Group “B” post should start from Rs 5400/- GP.
4) Non-filling up of vacant posts and increased work load
In 1990 the Population of the country is 85 crores and the Central Government Employees strength is 40 lakhs in the year 2014 population of the country is 125 crores, whereas the Central Government Employees strength is just 31 lakhs.
Non-filling up of vacant posts has resulted in increased work load on the existing employees. The strength of Central government employees should increase considerably.
5) Allowances to be paid as per market rate:
The house rent allowance should be from Rs 7000/- per month to Rs 55,000/- per month. All allowances such as Tour DA, OTA, Night Duty, CEA (tuition fees) , Cashier Allowances, etc should be increased by three times.
The all allowances should also be paid net of taxes which has been examined by 5th CPC in para no 167.
The staff side (JCM) has represented well the above important issues of the Central Government Employees before the 7th CPC, we sincerely hope the 7th CPC will address and resolve the above issues.
Let us wait patiently for the 7th CPC to submit its report and then we can deliberate on the report and do the needful action.