7TH PAY COMMISSION LATEST NEWS

7th pay commission allowance committee report will be submitted within a week-NC JCM

Shiva Gopal Mishra Secretary National Council(Staff Side) Joint Consultative Machinery for Central Government Employees 13-C, Fer...

Friday, July 31, 2015

HOUSE BUILDING ADVANCE -EXPECTING RECOMMENDATIONS FROM 7TH CPC

HOUSE BUILDING ADVANCE: SOME THOUGHTS

Basic needs like food and clothing are very important to man; equally important is a house to live.
In the mind of every central government employee, the dream of owning a house certainly holds the first place. We can see some central government employees living in government quarters all through their service period and then searching for a rented house. In majority of the “Group C” employees, this happens to be the case.

In its recommendation, the 6th pay Commission had prescribed that the central government has to avoid giving loans and advance and if necessary, it can make an agreement with public sector banks to provide such benefits. It had also laid down that the interest offers given to central government employees can be directly paid to the banks.

Presently, for loans up to Rs.50, 000/- (given as House Building Advance to the central government employees), the interest rate is 6%; for larger loans, the interest rate is calculated as follows: for loans up to 1,50,000 the interest is 6.5%, for loans up to 5,00,000 the interest is 8.5% and for loans up to 7,50,000, the interest is 9.5%.

Considering the high price of the building materials and the wages of the construction workers, the loan of Rs, 50, 000 which the government provides will disappear like a drop of rainwater that falls in to the ocean.

All the employees expect that the 7th pay commission has to consider the situation of the central government employees and provide suitable recommendations in this respect. When giving loans to a person, the Public and private sector banks follow certain procedures. The government also needs to follow some procedures when proving Housing loans. It has to come forward to discard the outdated rules and regulations. It has to follow only the necessary and practical procedures while providing HBA.

The government has to give loans with an interest rate that is not more than 6%. For the differently abled, it has to provide HBA without interest. HBA has to be given twice during one’s service period. When both husband and wife are government employees, the loan amount also needs to be doubled. Other than the basic pay, even the Grade Pay needs to be considered and a minimum of Rs. 15,00,000 has to be provided as HBA. When the government has the heart to help all this would be possible.

 Source:www.7-paycommission.in

Railway Partnership with Kendriya Vidyalayas

Ministry of Railways have signed a Memorandum of Understanding (MOU) in February, 2010 with Ministry of Human Resource Development (HRD) for development of educational facilities for wards of railway employees as well as of children living in the vicinity of railway habitations. This MOU, inter-alia, envisages setting up of 50 Civil Sector Kendriya Vidyalayas by Ministry of HRD on the land to be provided by Railways during 11th and 12th Plan periods. Pursuant thereto, Ministry of HRD has sanctioned twelve new Kendriya Vidyalayas namely at Carriage Repair Workshop Harnaut (Bihar), Cast Wheel Plant, Bela (Bihar), Railway Campus, Nanded (Maharashtra), Railway Campus, Rangiya (Assam), Freeland Ganj Railway Colony, Dahod (Gujarat), Krishnarajapuram Diesel Loco Shed Colony, Bangalore (Karnataka), Shakurbasti, West Punjabi Bagh (Delhi), Bandel Railway Colony, Hooghly (West Bengal), Angul (Odisha), Golden Rock, Tiruchirapally (Tamil Nadu), Rail Coach Factory, Raebareily (Uttar Pradesh) and Jhajha, Jamui (Bihar).

This information was given by the Minister of State for Railways Shri Manoj Sinha in a written reply to a question in Rajya Sabha today.

****
AKS/MKV/MN/rv
(Release ID :124025)

Source:http://www.pib.nic.in/newsite/erelease.aspx?relid=0

Permanent Commission for Women Officers in Defence Forces

Women are inducted as Short Service Commission Officers (SSCOs) in the Armed Forces. Women SSCOs re eligible for consideration for grant of Permanent Commission in specified branches in terms of Government Policy letters dated 26th September, 2008 and 11th November, 2011.

So far, 340 Women SSCOs have been granted Permanent Commission in the Armed Forces. State-wise details are not maintained as officers in the Armed Forces are inducted on an All India basis.

This information was given by Defence Minister Shri Manohar Parrikar in a written reply to Dr. Pritam Gopinath Munde in Lok Sabha today.

DM/NAMPI/RAJ
(Release ID :124011)

Source:http://www.pib.nic.in/newsite/erelease.aspx?relid=0
Filed Under:

INCREASE DA FROM JULY 2015-AICPIN JUNE RELEASED

No5/1/2015-CPI
GOVERNMENT OF INDIA
MINISTRY OF LABOUR &EMPLOYMENT
LABOUR BUREAU

CLEREMONT  ''SHIMLA-171004
Dated 31 st July 2015


Consumer Price Index for Industrial Workers (CPI-IW) – June, 2015

The All-India CPI-IW for June, 2015 increased by 3 points and pegged at 261 (two hundred and sixty one). On 1-month percentage change, it increased by (+) 1.16 per cent between May, 2015 and June, 2015 when compared with the increase of (+) 0.82 per cent between the same two months a year ago.

The maximum upward pressure to the change in current index came from Food group contributing (+) 2.35 percentage points to the total change. At item level, Arhar Dal, Gram Dal, Masur Dal, Urd Dal, Groundnut Oil, Mustard Oil, Fish Fresh, Eggs (Hen), Poultry (Chicken), Milk (Buffalo & Cow), Onion, Chillies Green, Ginger, Vegetable items, Petrol, etc. are responsible for the increase in index. However, this increase was restricted by Rice, Mango, Lemon, Sugar, Electricity Charges, etc., putting downward pressure on the index.

The year-on-year inflation measured by monthly CPI-IW stood at 6.10 per cent for June, 2015 as compared to 5.74 per cent for the previous month and 6.49 per cent during the corresponding month of the previous year. Similarly, the Food inflation
stood at 6.67 per cent against 5.99 per cent of the previous month and 5.88 per cent during the corresponding month of the previous year.

At centre level, Quilon reported the highest increase of 15 points followed by Godavarikhani (9 points) and Raniganj (7 points). Among others, 6 points increase was observed in 4 centres, 5 points in 9 centres, 4 points in 11 centres, 3 points in 8 centres, 2 points in 15 centres and 1 point in 11 centres. On the contrary, Ghaziabad centres recorded a maximum decrease of 2 points. Among others, 1 point decrease was observed in 6 centres. Rest of the 10 centres’ indices remained stationary.

The indices of 35 centres are above All India Index and other 42 centres’ indices are below national average. The index of Lucknow is at par with all-India index.

The next index of CPI-IW for the month of July, 2015 will be released on Monday, 31st August, 2015. The same will also be available on the office website www. labourbureau. gov. in.

Source:http://www.labourbureau.gov.in/Press_Note_IW_June_2015.pdf

Thursday, July 30, 2015

2015 SEPTEMBER 2nd ALL INDIA STRIKE - CHARTER OF DEMANDS AND EXPLANATORY NOTES

CHARTER OF DEMANDS.

1. Urgent measures for containing price-rise through universalisation of public distribution system and banning speculative trade in commodity market [view].

2. Containing unemployment through concrete measures for employment generation. (iii) No ban on creation of new posts. Fill up all vacant posts [view]

3. Strict enforcement of all basic labour laws without any exception or exemption and stringent punitive measure for violation for labour laws. Against Labour Law Amendments [click to view]

(viii) No labour reforms which are inimical to the interest of the workers.

4. Universal social security cover for all workers

(v) Scrap PFRDA Act an re-introduce the defined benefit statutory pension scheme. (6)Assured enhanced pension not less than Rs. 3000/- P.M. for the entire working population.

5. Fix minium wage with provisions of indexation.

(i) Effect wage revision of the Central Government Employees from 01.01.2014 accepting memorandum of the staff side JCM; ensure 5-year wage revision in future; grant interim relief and merger of 100% of DA; Include Gramin Dak Sevaks within the ambit of 7th CPC. Settle all anomalies of 6th CPC.

6. Stoppage of disinvestment in Central/State PSUs. . Stoppage of contractorisation in permanent perennial work and payment of same wage and benefits for contract workers as regular workers for same and similar work.

(v) No outsourcing, contractorisation, privatization of governmental functions; withdraw the proposed move to close down the printing presses, the publications, form stores and stationery departments and medical stores Depots; regularize the existing daily-rated/casual and contract workers and absorption of trained apprentices.

7. Removal of all ceilings on payment and eligibility of bonus, provident fund; increase the quantum of gratuity.
(ix) Remove the ceiling on payment on bonus

8. Compulsory registration of trade unions within a period of 45 days from the date of submitting applications; and immediate ratification of ILO Convention C 87 and C 98.

(vi) Revive the JCM functioning at all level as an effective negotiating forum for settlement of the demands of the Central Government Employees.

9. Against FDI in Railways, Insurance and Defence.
(ii) No Privatisation, PPP or FDI in Railways, Defence Establishment and no corporatization of Postal services.

10 Remove arbitrary ceiling on compassionate appointment.

11. Ensure five promotions in the serve career.

Source: Confederation

Relaxation of Age in recruitment of Industrial Employees in OFB-BPMS

BHARATIYA PRATIRAKSHA MAZDOOR SANGH
(AN ALL INDIA FEDERATION OF DEFENCE WORKERS)

REF: BPMS / OFB / RR / IEs / 22 (7/2/L)
Dated: 28.07.2015

To,
The DGOF & Chairman,
Ordnance Factory Board,
10 A, S K Bose Road,
Kolkata – 700001

Subject: Relaxation of Age in recruitment of Industrial Employees.

Respected Sir,

With due regards, it is submitted that applications from eligible citizens of India are being invited by Ordnance & Ordnance Equipment Factories for filling up the vacancies in Group ‘C’ Industrial Employees (IEs) in the Pay Band of Rs. 5200 – 20200, Grade Pay of Rs. 1800/- plus allowances as admissible to Central Government employees. As per Recruitment Rules (SRO) the age of the candidates should be between 18 to 32 years and as per OFB/MOD instructions age relaxation is granted for Ex-Trade Apprentices of Indian Ordnance Factories the period for which they had undergone training under the Apprentices Act, 1961.

Due to above relaxation, an Ex-Trade Apprentice of general category of Ord Fy gets 03 yrs age relaxation and he is eligible to apply for the Semi Skilled post upto the age of 35 (32 + 03) yrs, whereas a general candidate after passing National Trade Certificate (NTC) from any ITI undertakes his Apprenticeship of 01 year from any Ord Fys may get age relaxation of 01 year and he is eligible to apply for the same post upto the age of 33 (32+01) years only. This discrimination of age relaxation is causing discontentment amongst the Ex-Trade Apprentices of Ord Fys.

Therefore, you are requested to issue necessary instructions regarding age relaxation for recruitment of Semi-Skilled so that Ex-Trade Apprentices whether they have undergone entire apprenticeship of 03 yrs in Ord Fys or they have undergone apprenticeship of 01 year in Ord Fys after passing 02 yrs NTC from ITI may be equally benefitted and age relaxation may be granted for the period of training obtained from ITI plus apprenticeship in Ord Fys, i.e., eligible upto the age of 32 + 2+1= 35 yrs.

Thanking you.

Sincerely yours
sd/-
(M P SINGH)
General Secretary

Source: http://bpms.org.in/documents/age-relaxation-5j8a.pdf

Recruitment of Industrial Employees from Ex-Trade Apprentice of Ord Fys.

BHARATIYA PRATIRAKSHA MAZDOOR SANGH
(AN ALL INDIA FEDERATION OF DEFENCE WORKERS)

REF: BPMS/OFB/RR/IEs/22(7/2/L)
Dated: 29.07.2015

To,
The Director (IR),
Ordnance Factory Board,
10 A, S K Bose Road,
Kolkata – 700001

Subject: Recruitment of Industrial Employees from Ex-Trade Apprentice of Ord Fys.

Reference: OFB ID No. 570/Per/I/Pt.54/294/Vol.IV, dated 24.06.2015

Respected Sir,

With due regards, it is submitted that Sub Section (1) of Section 22 of the Apprentice Act,
1961 has been amended and notified in Gazette of India on 05.12.2014 which states as under:-

“Every employer shall formulate its own policy for recruiting any apprentice who has completed the period of apprenticeship training in his establishment”.

In such circumstances, OFB should formulate its policy for giving preference to its own extrade apprentices in recruitment of Semi Skilled (Tradesman) in Ord Fys in following manner :-

1. The factories shall maintain the batch wise / trade wise seniority list of ex-trade apprentices of their own factory. Marks obtained in the examination for National Apprenticeship Certificate should be determining factor of intra batch/trade wise seniority. As and when vacancies arise and factories are permitted to make direct induction, in the first instance, ex-trade apprentices of their own factories will be considered for recruitment.
Only trade test would be conducted to ascertain whether the ex-trade apprentice is fit for the employment.

2. If the factory fails to meet the requirement of candidates for recruitment from the list of their ex-trade apprentices maintained either because of exhausting the list or because of the unsuitability / ineligibility of the ex-trade apprentices in the list, the factory may notify such number of vacancies as required by them to the Employment Exchange.

3. Simultaneously, the factory will have to notify the vacancies in Newspapers / Employment News. While notifying the vacancies to the Employment Exchange or in the Newspaper a mention will be made to the effect that ex-trade apprentices of Ord Fys would be given preference in recruitment.

Kindly consider the above view in correct perspective and take appropriate action so that extrade apprentices of Ord Fys may be preferred in the recruitment of Semi Skilled (Tradesman) in OFB organization.

Thanking you.

Sincerely yours
sd/-
(M P SINGH)
General Secretary

Source: http://bpms.org.in/documents/ex-trade-apprentices-qh6x.pdf

Submission of OROP Proposal

The policy of “One Rank One Pension” has been adopted by the Government to address the pension disparities. The modalities for implementation of OROP are under consideration of the government. It will be implemented once the modalities are approved by the Government.

This information was given by Minister of State for Defence Rao Inderjit Singh in a written reply to Shri Anil Desai in Rajya Sabha on Thursday, 30 July 2015.

Source:http://www.pib.nic.in/newsite/erelease.aspx?relid=0

Removing Anomaly in Pensions of Ex-Servicemen

Removal of anomaly, if any, in the pension being given to the various categories of ex-servicemen is a continuous process. Such anomaly is redressed, as and when it comes to the notice of the Government.

The policy of “One Rank One Pension” has been adopted by the Government to address the pension disparities. The modalities for implementation of OROP are under consideration of the Government. It will be implemented once the modalities are approved by the Government.

A Pension Grievance Cell exists in the Department of Ex-Servicemen Welfare. Grievances received by this Cell are examined and redressed in coordination with the agencies concerned in the matter. A system of holding Pension Adalat is in place to provide a credible forum for redressal of grievances of the defence pensioners. Officers concerned of every organisation involved remain present in the Adalats and the grievances are redressed on the spot. A computerized pension enquiry project “Suvigya” has been developed by the Controller General of Defence Accounts (CGDA). It is an online pension enquiry system which would enable the ex-servicemen to know their entitlements of pension. A pensioners’ grievance cell exists in the Office of Principal Controller of defence Accounts (Pension), Allahabad.

This information was given by Minister of State for Defence Rao Inderjit Singh in a written reply to Shri D.P Tripathi in Rajya Sabha on Thursday, 30 July 2015.

DM/NAMPI/RAJ
(Release ID :123941)
Source:http://www.pib.nic.in/newsite/erelease.aspx?relid=0

Promotion Policy for Women Officers in the Armed Forces

The details of the extant promotion policy for women officers in the armed forces, service-wise is as follows:

Army: Presently,Women Short Service Commissioned Officers (SSCOs) of all Arms / Services are eligible for substantive promotion to non-select ranks of Captain, Major and Lieutenant Colonel on completion of 2, 6, and 13 years of reckonable commissioned service respectively, at par with Men SSCOs. Women officers granted Permanent Commission are eligible for promotion in the Select Ranks (Colonel & above) based on the same criteria as applicable to Male officers.

Navy: In the Indian Navy, officers are eligible for substantive promotion to the rank of Lieutenant, Lieutenant Commander, Commander and Captain (Time Scale) after completion of 2 years as Sub Lieutenant, 4 years from the date of promotion of Substantive Lieutenant, 11 years from the date of promotion of Substantive Lieutenant and 26 years of reckonable commissioned service respectively. Promotions on these lines are subject to officers fulfilling other criteria as per extant rules. This policy is equally applicable to both men and women officers.

Air Force: The promotion policy for men and women officers in IAF is same. Promotion upto the non-select rank of Wing Commander and Group Captain (TS) is based on the years of service and minimum performance criteria and the same is applicable for men and women officers. Officers are eligible for substantive promotion to the rank of Flt. Lieutenant, Squadron Leader, Wing Commander and Group Captain (Time Scale) after completion of 2 years, 6 years, 13 years, and 26 years of reckonable commissioned service respectively. Promotions on these lines are subject to officers fulfilling other criteria as per extant rules. From the rank of Group Captain (Select) and above the promotion is based on selection process as per the promotion policy in vogue which is common for both men and women.

This information was given by Defence Minister Shri Manohar Parrikar in a written reply to Shri Shadi Lal Batra in Rajya Sabha on Thursday, 30 July 2015.

DM/NAMPI/RAJ
(Release ID :123950)

Source:http://www.pib.nic.in/newsite/erelease.aspx?relid=0
 

Wednesday, July 29, 2015

IBA Clarification on Paternity Leave, Encashment on LFC, Re-fixation of Pay and Special Allowance

ALL INDIA BANK EMPLOYEES’ ASSOCIATION
Singapore Plaza, 164, Linghi Chetty Street, Chennai – 600001

CIRCULAR No.27/120/2015/31

To
ALL UNITS AND MEMBERS:

27th July, 2015

Dear Comrades,
We reproduce hereunder the IBA’s Circular No.1120 dated 25-7-2015 providing clarification on the following issues referred to them.

1. Paternity Leave of 15 days can be availed by the employees within 6 months even if the date of delivery of the child was before 1-6-2015.

2. No leave is required to be taken for the purpose of encashment on LFC.

3. For Re-fixation of Pay for Ex-servicemen employees joined/joining the Banks on and from 1-11-2012, Special Allowance of 7.75% + DA will not be reckoned/included.

4. Special Allowance of 7.75 % + DA thereon will be included for encashment of PL on LFC/retirement.

5. Benefit of advancement of stagnation increment by one or two years for those who passed JAIIB/CAIIB/Graduation after reaching 19th/20th Stage shall be effective from 1st November, 2012.

With greetings,

Yours comradely,
sd/-
C.H.VENKATCHALAM
GENERAL SECRETARY

IBA CIRCULAR

HR & Industrial Relations
No.CIR/HR&IR/2015-16/XBPS/1120

July 25, 2015

Designated Officers of Member Banks which are parties to the BPS

Dear Sir/Madam,

X BP SETTLEMENT – CLARIFICATIONS

1. Paternity Leave:
Clause 32 of the X Bipartite Settlement provides the benefit of Paternity Leave w.e.f. 1.6.2015 to male employees with less than two surviving children for 15 days during his wife’s confinement and may be combined with any other kind of leave except Casual Leave. The leave may be availed upto 15 days before or upto 6 months from the date of delivery of the child.

Clarifications: The leave may be granted to an employee even where the date of delivery of the child was prior to 1.6.2015, provided, however, that the leave is availed within six months from the date of delivery. Further, the leave shall be sanctioned 15 days before the delivery or up to 6 months after the delivery.

2. Leave Fare Concession:
Clause 19 (iv) of IX Bipartite Settlement dated 27.4.2010 provided that an employee encashing the facility of Leave Fare Concession shall proceed on leave for a minimum period of one day.

Clarifications: Clause 19 (iv) of X Bipartite Settlement dated 25.5.2015 does not have this provision and hence with effect from 1.6.2015, employees may be allowed the facility of encashing of Leave Fare Concession without the requirement of availing Leave for this purpose.

3. Treatment of Special Allowance for fixation of Pay for Ex-Servicemen re-employed in Banks: Under Clause 9 of the X BPS, Special Allowance at the rate of 7.75% of the Basic Pay with applicable DA thereon will be paid w.e.f. 1.11.2012.

Clarification: Queries have been received as to whether the same is to be reckoned for the purpose of encashment of PL on LFC/retirement, Overtime, and while pay fixation of Exservicemen joined the service of the Banks on or after 1.11.2012. It is clarified that the Special Allowance is to be reckoned at the time of PL encashment on LFC/retirement, the same shall not be reckoned for the purpose of fixation of pay of Ex-servicemen who are remployed in Banks on or after 1.11.2012.

4. Adjustment/advancement of stagnation increment to employees who acquire JAIIB/CAIIB/ Graduation: Clause 11 of X BPS dated 25.5.2015 provides that in case where the non-subordinate employees as on the date of this Settlement, has already acquired JAIIB (Part-I) or CAIIB (Part-II)/ Graduation after reaching maximum of the scale of Pay (in case of JAIIB/ CAIIB/ Graduation) or after reaching 19TH stage of scale of Pay (in case of CAIIB/Graduation), and has not earned increment(s), otherwise entitled on account of acquiring such qualification, when there were no increments to provide in the scale of pay of those employees, the stagnation increment in such cases may be advanced by one year or two years as the case may be.

Clarification: Non-subordinate employees who acquires such qualification after reaching the 19th or 20th stagnation, their next immediate stagnation increment may be advanced accordingly by one/two years as the case maybe, w.e.f. 1.11.2012 or the actual date of such advancement whichever is later.

Member banks may please be guided as above.

Yours faithfully,
sd/-
K Unnikrishnan
Deputy Chief Executive

Source: http://aibea.in/upload/circular/C-031.pdf
Filed Under: ,

Tuesday, July 28, 2015

7th Pay Commission Likely to Hike Salaries By 40%: Credit Suisse


The 7th Pay Commission is likely to raise the salaries of government employees by up to 40 per cent, said Neelkanth Mishra, India equity strategist of Credit Suisse. The Pay Commission will submit its recommendations in October and it will be implemented by next year.

"As the Pay Commission numbers come through there could be a 30-40 per cent increase for each  individual. It won't be as big as last time because it was driven by a lot of arrears but definitely a large number of government employees will come into the pay bracket which can afford to have, for example,  four-wheelers," he said in an interview with NDTV. (Watch the full interview)

Credit Suisse says about one-third of India's middle class is employed by the government and as the 7th Pay Commission comes through, there will be an improvement in discretionary spending.

"In Tier 3, Tier 4 towns where government employees are 50-60 per cent of the middle class, it is very likely that real estate markets will take off again," Mr Mishra said.

Once the Pay Commission submits its recommendations in October, it will take 3-6 months for the Centre and the states to announce its implementation, Credit Suisse said.

Gujarat and Madhya Pradesh have already indicated that they are going to implement the 7th Pay Commission recommendations from January 1, 2016, he said.

As clarity emerges on the 7th Pay Commission, consumption will see an uptick and that could act as a stimulus to the economy, the brokerage said.

However, Mr Mishra struck a note of caution. "Clearly if you see a third or 35 per cent of your middle class getting a 40 per cent or 30 per cent jump in compensation in one shot, the fears of inflation will rise." Expectations of rate cuts can get pushed out and some possible fiscal pressures can emerge, he warned.

Input from   http://profit.ndtv.com/news/life-and-careers/article-7th-pay-commission-likely-to-hike-salaries-by-40-credit-suisse-1201386

Monday, July 27, 2015

Ex-President APJ Abdul Kalam passes away after collapsing during a lecture

Shillong: Former President APJ Abdul Kalam, the 'missile man' who came to be known as 'People's President' died on Monday after he collapsed during a lecture at the IIM in Shillong on Monday evening.

Kalam, who would have turned 84 in October, was confirmed dead more than two hours after he was wheeled into the ICU of Bethany hospital in a critical condition following the collapse at around 6.30 pm.

Considered the most popular President, Kalam became the 11th head of the state and occupied the post between 2002 and 2007 but lack of consensus denied a second term in office for a man who came from outside political spectrum.

Meghalaya Governor V Shanmughanathan, who rushed to the hospital on hearing the news of his admission, said Kalam died at 7.45 pm. Despite medical team best efforts, he could not be revived.
Chief Secretary PBO Warjiri told reporters outside the hospital that he had spoken to Union Home Secretary LC Goyal asking for necessary arrangements to be made for carrying Kalam's body from Guwahati to Delhi on Tuesday morning.

"The former President has been admitted to Bethany hospital in a critical condition," M Kharkrang, SP Khasi Hills said earlier.

Doctors from the army hospital and North Eastern Indira Gandhi Regional Institute of Health and Medical Sciences (NEIGRIHMS) rushed to Bethany hospital but their efforts proved to be of no avail.

A seven-day national mourning will be declared by the Centre, Union Home Secretary LC Goyal said. Both the Houses of Parliament are likely to make obituary references and adjourn as a mark of respect to his memory.

Avul Pakir Jainulabdeen Abdul Kalam rose from humble origins to become the President in the most unexpected manner during the NDA government under Atal Bihari Vajpayee after an all party consensus minus the left parties that saw him through in an election which he won handsomely.

An aeronautics engineer from Madras Institute of Technology, Kalam was considered the brain of missile programme in India got and as Chief Scientific Adviser to Vajpayee was also instrumental in the Pokhran nuclear test in 1998.

As President, Kalam utilised any opportunity that came to him to address students, especially school children, to dream big so that they became achievers in life. A bachelor, the former President was a veena player and was deeply interested in Carnatic music. He was vegetarian all his life.
Earlier during the day, Kalam had tweeted about his function at IIM Shillong.


President Pranab Mukherjee, Vice-President Hamid Ansari, Prime Minister Narendra Modi, Home Minister Rajnath Singh and leaders cutting across party lines condoled the demise of the former President.

"I got to work with him closely. I have lost an uttam marg darshak. The country has lost a son who worked for the strength of India. He had spent every moment for the youth of India. No person will be able to fill the gap left by him. His work will inspire us to work for the development of the nation," said Prime Minister Modi.

Home Minister Rajnath Singh tweeted, saying that "Dr Kalam was a man of impeccable character, indomitable spirit, profound knowledge and firm conviction."

Source:http://www.firstpost.com/india/former-president-apj-abdul-kalam-passes-away-after-collapsing-during-lecture-at-iim-shillong-2366030.html

Govt employees' likely pay hike to boost consumption: CLSA

"Our base case would be a 10-12 percent average pay hike. This should be a positive for discretionary consumption plays," Mahesh Nandurkar, CLSA said.

Mahesh Nandurkar, CLSA said.the Central Government's pay commission recommendations will likely get implemented from FY17 onwards.

Wage and pension payments to approximately 30 million government employees/pensioners adding up to a total of an estimated Rs 16 trillion will be impacted directly or indirectly, he added. "Our base case would be a 10-12 percent average pay hike.

This should be a positive for discretionary consumption plays," Nandurkar said.

Source:http://www.moneycontrol.com/news/fii-view/govt-employees-likely-pay-hike-to-boost-consumption-clsa_2165841.html

Rotational Transfer Policy applicable to CSSS Officers - Review of the Policy reg.

No. 25/28 /20 14-CS-11(A)
Government of India
Ministry of Personnel, Public Grievances and Pension
Department of Personnel and Training
CS-II Division
 3rd Floor, Lok Nayak Bhawan,
Khan Market, New Delhi- 110003
Dated: 22nd July, 2015

OFFICE MEMORANDUM

Subject: Rotational Transfer Policy applicable to CSSS Officers - Review of the Policy reg.

The undersigned is directed to refer to the subject mentioned above and to say that the draft Rotational Transfer Policy (RTP) for CSSS officers was uploaded on the website of this Department vide OM of even number dated 21.10.2014 seeking comments from the stakeholders. Subsequently, certain modifications to the policy were also notified vide OM of even number dated 04.11.2014 and CS-I Division’s OM dated 15.05.2015. Keeping in View the comments received from the stakeholders and on the basis of pilot run, the RTP has been modified and is hereby notified for information of all concerned.

sd/-
(Kameshwar Mishra)
Under Secretary to the Govt. of India

click below link to read in detail

PROPOSAL TO INCREASE OBC INCOME LIMITS-RAJYA SABHA Q&A

GOVERNMENT OF INDIA
MINISTRY OF  SOCIAL JUSTICE AND EMPOWERMENT
RAJYA SABHA

QUESTION NO  431

ANSWERED ON  23.07.2015

Annual income criteria for OBC

431  Shri Devender Goud T.

Will the Minister of SOCIAL JUSTICE AND EMPOWERMENT be pleased to state :-

(a) whether it is a fact that the annual income criteria for creamy layer for OBCs has to be revised once in every three years;

(b) if so, whether income criteria has been revised only three times since 1993;

(c) the reasons for not complying with the statutory obligation with regard to income criteria for OBCs;

(d) whether National Commission for OBC has recommended recently to increase the creamy layer from Rs. 6 lakhs to Rs. 10.5 lakhs; and

(e) if so, action taken on the above recommendation so far?

ANSWER

MINISTER OF STATE FOR SOCIAL JUSTICE AND EMPOWERMENT

(SHRI KISHAN PAL GURJAR)

(a) to (c): An Expert Committee set up in 1993 recommended for income criteria of Rs. 1 lakh per annum. The Expert Committee observed that since the Rupee value is bound to undergo change, the income criteria in terms of Rupees will accordingly stand modified with the change in value. The modification exercise may, normally speaking, be undertaken in every three years but if the situation demands, an interregnum may be less.

Keeping in view the recommendations of the Expert Committee, Government of India decided to constitute a Review Committee to consider the issue of modification of income criteria and circulated a Cabinet Note in March, 1999. The Cabinet approved constituting the Review Committee in its meeting on 27.11.2001. With the approval of the Hon’ble Prime Minister, the work relating to review the income criteria to exclude cream layer was entrusted to the National Commission for Backward Classes. The National Commission for Backward Classes (NCBC) submitted its report in January, 2004.

The income criteria were revised on 9.3.2004. Hence, there was no delay in effecting the first revision of income criteria. NCBC was requested to review in December, 2007 and they submitted their report in July, 2008. After inter-ministerial consultation and the approval of Cabinet, the second revision was effected in October, 2008. Again, in July 2011, NCBC was requested to review the same and they submitted a report in September, 2011. The Cabinet approved on 16.05.2013 the revision of income criteria from 4.5 lakhs to 6.00 lakhs and, accordingly the 3rd revision was effected w.e.f. 16.05.2013.

(d) & (e): The recommendation of the National Commission for Backward Classes in this regard was received and the same has been sent to Department of Personnel & Training.

Source: http://rajyasabha.nic.in/

Govt for timely promotions in services, says Dr. Jitendra Singh

Government is in favour of timely promotions in services and the Department of Personnel & Training (DoPT) is constantly working on ways and means to overcome delay in providing various benefits to employees.

This was stated here today by Union Minister of State (Independent Charge) for Development of North Eastern Region (DoNER), MoS PMO, Personnel, Public Grievances, Pensions, Atomic Energy and Space, Dr Jitendra Singh, when a deputation of Central Secretariat Stenographers’ Service (CSSS) Association of Private Secretaries called on him at his North Block office.

The deputation, led by Shri Sushil Sachdeva, handed over a memorandum to Dr Jitendra Singh and said that after having put in as many as 20 to 30 years of service, the only expectation is that they would get some reward by way of timely elevation, but when this is denied, they lose the initiative to work and feel demoralised. They also complained that their agony becomes more acute when they see that their counterparts in parallel services get promoted faster and some of them become senior to them. This also affects pensionary benefits that they are entitled to receive at the time of superannuation.

The deputation leader also said that Dr Jitendra Singh is known as a Minister with highly positive and pro-employee approach and therefore, they have come to him with a great hope.

Dr Jitendra Singh gave them a patient hearing and said that various demands and grievances put up by the Association will be placed for consideration at appropriate level. He said, the Modi Government is committed to provide ‘Maximum Governance with Minimum Government’ and has adopted several radical measures to simplify governance and provide a comfortable as well as work-friendly environment for officials. It is in the same spirit that officials of different Services are also intended to be made comfortable and ensured a sense of esteem through timely promotions and befitting status in their service career, he added.

Prominent among the other members of the deputation who met the Minister were Dimple Kapoor, Girish Kumar, Alok Kumar and M.S. Rawat.

Source:http://www.pib.nic.in/newsite/erelease.aspx?relid=0

Providing Academic Support to Teachers for Improving Teaching Performance

The Central Government has launched the ‘Pandit Madan Mohan Malviya National Mission on Teachers and Teaching (PMMMNMTT)’ in December, 2014 with a vision to comprehensively address all issues related to teachers, teaching, teacher preparation, professional development, curriculum design, research in pedagogy and developing effective pedagogy.

Under Sarva Shiksha Abhiyan (SSA), the State Governments and UT Administrations are supported on several interventions to improve teaching standards, including regular in-service teachers’ training, induction training for newly recruited teachers, training of all untrained teachers to acquire professional qualifications through Open Distance Learning (ODL) mode, recruitment of additional teachers for better pupil-teacher ratios, academic support for teachers through block and cluster resource centres, a continuous and comprehensive evaluation system to equip the teacher to measure pupil performance and provide remedial action wherever required, and teacher and school grants for development of appropriate teaching-learning materials, etc. The Right of Children to Free and Compulsory Education (RTE) Act, 2009 specifies statutory duties and responsibilities of teachers and lays down the minimum qualifications for a person to be eligible for appointment as a teacher in elementary schools. For secondary education, the Rashtriya Madhyamik Shiksha Abhiyan programme, similarly, provides for in-service teacher training, induction training for newly recruited teachers and academic support to teachers for improving teacher performance.

This information was given by Union Minister of Human Resource Development Smt. Smriti Irani in a written reply to the Rajya Sabha Question today.

Source:http://www.pib.nic.in/newsite/erelease.aspx?relid=0

Sunday, July 26, 2015

Anna Hazare: Mere assurance from government on OROP not enough

"We are able to sleep without fear because of our soldiers. I will do everything possible to ensure implementation of OROP," Hazare said while addressing a public rally.

Social activist Anna Hazare on Sunday joined former servicemen in their protest against the Centre over the non-implementation of One Rank One Pension(OROP) at the Jantar Mantar in Delhi. Anna said that despite assurances by the BJP, no action has been taken to implement One Rank, One Pension scheme (OROP). He also said that they will hold countrywide seminars in the month of August.

"We are able to sleep without fear because of our soldiers. I will do everything possible to ensure implementation of OROP," Hazare said while addressing a public rally

The 78-year-old Gandhian activist has already announced launching an indefinite fast on October 2 in Delhi over the Land Bill and to press for OROP.

"I will launch the fast at Ramlila ground in Delhi on October 2," Hazare, who recently wrote a letter to Prime Minister Narendra Modi on the twin issues, had told reporters at his native village Ralegan Siddhi in Ahmednagar district.

In the letter to Modi, Hazare had said, "We have to take care of our soldiers and farmers. Making hollow announcements for their welfare and actually implementing them are different things."
"In a democracy, the government should listen to woes of the people and redress them", he had said.
"I wish to reiterate that my agitation is not political," the anti-corruption crusader's letter stated.

One Rank One Pension scheme has been a long-standing demand of nearly 3 million ex-servicemen and war widows in the country. It seeks to ensure that a uniform pension is paid to defence personnel who retire at the same rank with the same length of service, irrespective of their date of retirement.
OROP has been one of Prime Minister's main poll promises in the run-up to the 2014 general elections.

Input from  http://indiatoday.intoday.in/story/anna-hazare-mere-assurance-from-government-on-orop-not-enough/1/454145.html

Saturday, July 25, 2015

Preparation of list of Government servants due to retire along with their Aadhaar numbers and incorporation of Aadhaar number in PPO Booklet.

GOVERNMENT OF INDIA
MINISTRY OF FINANCE
DEPARTMENT OF EXPENDITURE
CENTRAL PENSION ACCOUNTING OFFICE
TRIKOOT-II, BHIKAJI CAMA PLACE,
NEW DELHI-110066

CPAO/Tech/Jeevan Pramaan/2015-16/515 to 662

10.7.2015

Office Memorandum

Subject:- Preparation of list of Government servants due to retire along with their Aadhaar numbers and incorporation of Aadhaar number in PPO Booklet.

1. As a part of Digital India initiatives, Digital Life Certification (DLC) of the pensioner has been made an option for submission of life certificate by the pensioner in the month of November each year. As the role of Aadhaar has become vital, a column for Aadhaar has already been provided in the Pension Payment Order booklet. Accordingly, all Heads of Offices have to ensure that wherever available same is provided to their Pay & Accounts Offices alongwith pension papers of the retiring government servants. In this regard, a provision has also been made in CAM-52 (PPO Booklet) by adding the following columns after existing column no.5.

6. Permanent Account Number for Income Tax (PAN)
7. Aadhaar No. (if Available)
8. Mobile No. (if Available)
9. E-Mail ID (if Available)

2. The seeding of Aadhaar with pensioners’ PPO number and their bank accounts is being closely monitored by Prime Minister Office. While this information is being regularly collected by CPAO from banks, the processing of fresh pension cases alongwith Aadhaar number is a very important requirement for expediting seeding of Aadhaar number by banks with PPO number & bank account and smooth implementation of submission of DLCs by pensioners in the month of November.

3. Further, attention is invited to Rule 56 of CCS (Pension) Rules which provides that:-

“(1) Every Head of Department shall have a list prepared every three months, that is, on the 1st January, 1st April, 1st July and 1st October each year, of all Government servants who are due to retire within the next twelve to fifteen months of that date.

(2) A copy of every such list shall be supplied to the Accounts Officer concerned not later than 31st January, 30th April, 31st July or 31st October, as the case may be, of that year.”

4. To avoid any delay in finalizing the pension cases all Heads of Offices should have first-hand information of the Aadhaar number while preparing the list of retiring government officials as per the provision of Rule 56 of CCS (Pension) Rules and should provide the same to the Accounts Officer concerned not later than 31st January, 30th April, 31st July or 31st October of that year.

5. In has been observed that during the month of June, 2015; out of 3101fresh PPOs (Pension Payment Orders), only in 220 cases Aadhaar numbers have been indicated. All Pr. CCAs/CCAs/ AGs are once again requested to ensure that all fresh PPOs are sent to CPAO with Aadhaar numbers wherever available and quarterly list of would be retirees as mentioned in para 3 & 4 above also mention Aadhaar numbers wherever available.

(Subhash Chandra)
Controller of Accounts

Source:http://cpao.nic.in/pdf/cpao_tech_jeevan_praman_2015-16.pdf

Filed Under: ,

Friday, July 24, 2015

Period for applying LTC advance


A Government servant can draw the Leave Travel Concession advance 65 days before the proposed date of outward journey.

Indian Railways has fixed the advance reservation period as 120 days excluding the date of journey w.e.f. 01.04.2015 for all long distance mail/express trains as well as Shatabdi Express trains.

The issue of any change in instructions relating to drawal of advance for LTC has to be decided keeping in view all factors including changes made by the Railways, as well as financial implications.

This was stated by the 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 in a written reply to a question by Shri Kiranmay Nanda in the Rajya Sabha today.

Input from  http://www.business-standard.com/article/government-press-release/period-for-applying-ltc-advance-115072300746_1.html

Submission of Declaration of Assets and Liabilities by the Public Servant for each year -DOPT

F. No. 11013/7/2014-Estt.(A-lll)
Government of India
Ministry of Personnel, Public Grievances & Pensions
Department of Personnel & Training
Establishment Division

North Block, New Delhi - 110001
Dated July 23rd, 2015
OFFICE MEMORANDUM

Subject: - Central Civil Services (Conduct) Rules, 1964 and the Lokpal and Lokayuktas Act, 2013 - Submission of Declaration of Assets and Liabilities by the Public Servant for each year -Regarding

The undersigned is directedto refer to this Department’s OM No. 11013/3/2014-Estt.(A] dated the 17th February, 2015 regarding submission of declaration of assets and liabilities by the public servants 'under the Central Civil services [Conduct] rules, and the Lokapal land Lokayuktas Act, 2013 and to say that as per the rule 18 [1) (i) of the Central Civil Services (Conduct) Rules, 1964, every Government servant shall on his first appointment to any service or post submit a return of his assets and liabilities, in the form prescribed by the Government, giving the full particulars of movable, immovable and valuable property and debts and other liabilities, etc.. Similarly, Government servants other than newly appointed, belonging to Group ‘A’ and Group ‘B’ are required to submit an annual return in prescribed form giving full particulars of the immovable property inherited/ owned/ acquired by him/ her or held by him/her on lease/ mortgage either in his/ her own name or in the name of any member of his/ her family or in the name of any other persons.

2. The Lokpal and Lokayuktas Act, 2013 [Lokpal Act) notified by the Government requires all public servants to declare, on first appointment and subsequently every year, a declaration of his/ her assets 84 liabilities. in exercise of powers conferred by sub-section [1), clause [k] and clause [I] of sub-section [2] of Section 59 read with section 44 and 45 of the Act, this Department has notified the Public Servants (Furnishing of Information and Annual Return of Assets and Liabilities and the Limits for Exemption of Assets in Filing Returns) Rules, 2014. The form for declarations is at Annexure-l. All Government servants i.e., belonging to Group A, Group B, Group C and erstwhile Group D, are now required to furnish the declaration of their assets & liabilities in the enclosed format.

3. Vide D. O. No. 4-07/12/2014-AVD-IV-B dated the 30th April, 2015, this Department has informed all concerned the time-lines for filing the returns regarding assets and liabilities under the Lokpal Act, which are as follows:

(i) The first return under the Lokpal Act [as on 15¢ August. 2014) should be filed on or before 15th October. 2015;
.
[ii] The next annual return under the Lokpal Act, for the year ending 31st March, 2015 should be filed on or before 15th October. 2015; and
(iii) The annual returns for subsequent years as on 31st March every year
should be filed on or before 31st July ofthat year.

4. It is, therefore, requested that all concerned may be suitably advised to file the return within the time indicated in paragraph 3. It is relevant to state here that as per section 45 of the Lokpal Act, if any public servant wilfully or for reasons which are not justifiable, fails to (a) to declare his assets; or (b) gives misleading information in respect of such assets and is found to be in possession of assets not disclosed or in respect of which misleading information was furnished, then, such assets shall, unless otherwise proved, be presumed to belong to the public servant and shall be presumed to be assets acquired by corrupt means.

sd/-
[Mukesh Chaturvedi)
Director (E)

Source:http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02est/11013_7_2014_Estt_A_111.pdf
Filed Under: ,

Health Insurance to Senior Citizens

It is a priority of the Government to work towards enabling social security protection for citizens, especially from the economically weaker and vulnerable sections. In accordance with this priority, the Pradhan Mantri Jeevan Jyoti Bima Yojana (PMJJBY), the Pradhan Mantri Suraksha Bima Yojna (PMSBY) and Atal Pension Yojna (APY) were recently launched to address the areas of life and accident risk, and old age income security. The Rashtriya Swastha Bima Yojana (RSBY) is also operational to provide health insurance cover to persons living below the poverty line etc. The Government would continue to work towards the furtherance of these objectives.

Further, the Public Sector General Insurance Companies (PSGICs) have specially designed policies for senior citizens at the entry level in the age bracket of 60 to 80 years namely “Varishtha Bima Yojana” by National Insurance Company Ltd., “Health of Privileged Elderly (HOPE)” by the New Oriental Insurance Company Ltd. and “Senior Citizens Mediclaim Policy” by the New India Assurance Company Ltd and United India Insurance Company Ltd. As in the case of regular Mediclaim insurance policies, there is no age limit for renewals of these policies and can be continued throughout the life-time of the insured.

In Budget Announcement, 2015 Hon’ble Finance Minister had proposed the creation of a Senior Citizen Welfare Fund through use of certain unclaimed amounts under various specified schemes.

The Senior Citizens Welfare Fund Act has been passed along with the Finance Act, 2015. The scheme Rules for Senior Citizen Welfare Fund are under preparation.

This was stated by Shri Jayant Sinha, Minister of State in Ministry of Finance in written reply to a question in the Lok Sabha today.

Filed Under: ,

One Rank One Pension Scheme

Government is aware that Ex-Servicemen Associations have been agitating for implementation of One Rank One Pension (OROP) Scheme from 2008 onwards.

The policy of “One Rank One Pension” has been adopted by the Government to address the pension disparities, in the budget 2014-15.

The modalities for implementation of OROP are under consideration of the Government. It will be implemented once the modalities are approved by the Government.

This information was given by Defence Minister Shri Manohar Parrikar in a written reply to Dr. Shashi Tharoor and Shri Ninong Eringin LokSabha today.

Source::http://www.pib.nic.in/newsite/erelease.aspx?relid=0

Self Reliance in Defence Production

The Defence Production Policy promulgated in 2011, aims at achieving substantive self-reliance in the design, development and production of equipment, weapon systems, platforms required for defence in as early a time frame possible; creating conditions conducive for the private industry to take an active role in this endeavour; enhancing potential of SMEs in indigenisation and broadening the defence R&D base of the country.

In pursuance of the Policy of achieving substantial self-reliance in Defence Production, the Government has taken several initiatives to promote participation of domestic defence industries in Defence Production and Procurement. These include, preference to ‘Buy (Indian)’ and ‘Buy & Make (Indian)’ categories of acquisition over ‘Buy (Global)’, liberalisation of FDI and Industrial Licensing Policy, Level Playing Field in respect of Customs / Excise Duties between private sector and the public sector, etc.

The policy of achieving self-reliance in Defence Production is pursued through various policy initiatives, as mentioned above, and no specific fund allocation for the purpose has been made. However, the Government in the Union Budget 2014-15 has announced setting up of a Technology Development Fund with an initial sum of Rs.100crore for providing financial support to Indian industry, including SMEs as well as Academic, Scientific and Research & Development (R&D) Institutions for development of defence equipment / systems that enhances cutting edge technology in the country.

This information was given by Minister of State for Defence Rao Inderjit Singh in a written reply to Shrimati Vasanthi M in Lok Sabha today.

Source:http://www.pib.nic.in/newsite/erelease.aspx?relid=0

Thursday, July 23, 2015

DISCONTINUING CENTRALISED CAR SANCTION FOR PURCHASE OF CAR THROUGH CSD

Integrated HQ of MOD (Army)
Quartermaster General’s Branch
Dy Dte Gen Canteen Services
Army Headquarters
Room No. 14A, L-1 Block.
Church Road. New Delhi- 110001

No. 96410/Q/DDGCS/

13/July/2015

DISCONTINUING CENTRALISED CAR SANCTION FOR PURCHASE OF CAR THROUGH CSD


1. Refer following letters:-

(a) This HQ letter No 96410/Q/DDGCS dated 15 Apr 2011.
(b) This HQ letter No 96410/Q/DDGCS dated 16 Jan 2012

2. Due to budgetary constraints, the car sanction was centralised in Jan 2012. However, due to the improved Budgetary allocations, the centralised Car Sanction by CS Dte on behalf of the QMG is being discontinued with effect from 20 Jul 2015. Individual(s) will process the car sanction through the CSD Depots as hither- to- fore prior to Jan 2012. The new indent form to be submitted to CSD Depot is att at Appx and also can be downloaded from www.csdindia.gov.in/www.indianarmy.nic.in. Guidelines for purchase of four wheeler from CSD is also enclosed.

3. The countersigning authorities and CSD Depots will exercise due diligence while scrutinising the documents to verify the authenticity of applicant and ensure that only eligible category avail this facility as enunciated vide our letter No 95286/SG/Q/DDGCS dated 29 Apr 2015 (Copy att). The onus of correctness of application will be on both applicant and countersigning authority to prevent any misuse/malpractice of this facility. Each application will be vetted by CSD Depot for orrectness in all respects. In case any malpractice/misuse is noticed, strict disciplinary action will be initiated.

4. This Letter be given vide publicity inculuding display in the notice boards in Station HQs Zila Sainik Boards and URCs for information of all concerned.

sd/-
(Vivek Siwach)
Lt Col
Joint Director
Canteen Services
for DDGCS

Source: http://csdindia.gov.in/writereaddata/IMP/1507154536POLICY%20CIRCULAR.pdf
Filed Under: ,

Seventh Pay Commission must rationalise India’s obese and unwieldy bureaucracy

The Seventh Pay Panel report should press for the rationalisation of government salaries and making bureaucracy leaner and more efficient.

The four-member Seventh Central Pay Commission, led by former Supreme Court Justice Ashok Kumar Mathur, will soon come up with its recommendations to determine a salary structure for central government employees. As always, the salary structure is supposed to be linked to “the need to attract the most suitable talent to government service, promote efficiency, accountability and responsibility in the work culture, and foster excellence in the public governance system”.

Salaries in government must perforce be benchmarked to the income of the general population as also those of private sector employees. According to a World Bank survey, the average salary of a government employee in the UK during 1995-2000 was £19,000 per year – 1.4 times the average income of British citizens. This ratio was 1.0 in Indonesia, 1.2 in China, 1.4 in the US, 1.5 in South Korea and so on. The average annual income of government employees in India on the other hand was as much as 4.8 times the average income of the Indian citizen.

A disproportionately liberal remuneration package in comparison with the private sector generates an unhealthy clamour for government jobs and distorts the labour market. The bureaucracy also enjoys a plethora of perks such as residential bungalows, cars, a retinue of personal staff and so on, all of which put additional burden on the state exchequer.

An obese and unwieldy bureaucracy is the single most pernicious malady afflicting governance. It clogs the channels of communication, leads to delays, diffusion of responsibility, and spiralling costs. Foreign investors find it harrowing to do business in India on account of what Arun Shourie calls multiple silos in which ministries function, thereby creating a sclerotic system.

Thanks to regular cadre restructures and inter-service competition, the bureaucracy has seen a steady expansion. In 1947 the number of secretariat departments at the Centre was 18. Today, the number of Secretary level officials is over 150. There are as many Additional Secretaries or equivalent, not to speak of a battalion of Joint Secretaries. The authorised IAS cadre strength now exceeds 6,150 – up from 1,230 in 1951.

In the corporate world slimming a workforce by a tenth of its size is standard practice. Why shouldn’t governments do it too if needed? Sweden and Canada have done it and yet managed to retain effective public services. In 1993 then US President Bill Clinton had laid out a blueprint aiming at reducing the federal work force by 2,52,000, designed to bring about a savings of $108 billion over a five-year period.

Recommendations of the Fifth Central Pay Commission (CPC-V) had included a 30% reduction in government jobs over a period of 10 years; reduction of the number of Secretary level posts from 90 to 30; abolishing 3,50,000 vacant posts; pruning the current five to six administrative layers to not more than two; functional multi-tasking and so on. But these recommendations got a quiet burial.

The Indian state today has a lopsided staff structure. Ninety-five per cent of its employees belong to categories ‘C’ and ‘D’. In most states, almost three-fourths of all government employees are parasitical support staff such as peons, chowkidars, drivers and clerks. Nothing has really happened on CPC-VI’s recommendation to phase out Group ‘D’ staff, most of whom are unskilled and sometimes even illiterate.

Government today needs more specialists, fewer generalists. Several senior positions can be better filled by short-term contracts, enabling lateral entry of technocrats, professionals and entrepreneurs to supplement and strengthen a system dominated by the general elite.

Pay panels impose no small burden on the country’s finances. The central fiscal deficit under the impact of CPC-VI jumped from 2.5% in 2007-08 to 6.5% in 2009-10. Post-CPC-V, the annual wage bill of central government employees rose from Rs 21,885 crore in 1996-97 to Rs 43,568 crore in 1999-2000. Likewise, state governments’ expenditure on salaries increased from Rs 51,548 crore to Rs 89,813 crore during the same period, compelling 13 states to seek central help to pay staff salaries.
Again, post CPC-VI, and between 2007-08 and 2013-14, the annual wage bill of central employees more than doubled to Rs 1,15,000 crore. The wage bill of government staff in the states jumped to Rs 2,86,000 crore from Rs 1,36,000 crore.

A World Bank study revealed that “employees have effectively captured control over state spending in health and education, and diverted most of it to themselves through salaries, with negative consequences for service delivery”.

While the aam admi – the peasant, the stone breaker, the daily wage earner, the rural landless, the urban slum dweller – toils, these entitled babus take their place in government for granted. No hearts should bleed for privileged government employees battening on their inflation-indexed dearness allowance installments.

Is the Seventh Central Pay Commission listening?

The writer is former Managing Director, Container Corporation of India

Input from  Seventh Pay Commission must rationalise India’s obese and unwieldy bureaucracy

J&K govt approves 2-years child care leave for women employees

As per the new provision, a women employee can avail a maximum period of 730 days of child care leave during her entire service.

In a major welfare measure for women employees in Jammu and Kashmir, the state government today approved Child Care leave for them for a period of two years to look after their children.
The Government issued a notification allowing the Child Care leave for its women employees.

As per the new provision, a women employee can avail a maximum period of 730 days of child care leave during her entire service for taking care of her two eldest children, an  official spokesman said.

The spokesman said after approval by Chief Minister Mufti Mohammad Sayeed, the Finance Department has issued the notification incorporating the child care leave in the Jammu  and Kashmir Civil Services (Leave) Rules.

During the period of child care leave, a woman employee shall be paid leave salary equal to pay drawn immediately before proceeding on leave and the child care leave can be combined with any other kind of leave, the  spokesman said.

However, the leave shall not be granted for more than three spells in a calendar year, he said.
The spokesman said though child care leave can be claimed only after completion of probation period by the employee, yet as a humanitarian gesture, some minimum child  care leave can be allowed to a probationer in certain extreme circumstances.

The present PDP-BJP coalition Government in its first budget had announced that the child care leave shall be introduced in the State Leave Rules so that the difficulties  faced by working mothers is resolved and women employees get this benefit at par with Central Government employees.

Input from  http://indianexpress.com/article/india/india-others/jk-govt-approves-2-years-child-care-leave-for-women-employees/

Filed Under: ,

Performance bonus for govt employees yet to come into force

New Delhi: A scheme to give performance- linked incentive to central government employees is yet to be implemented, the government said on Wednesday.

The central government has accepted in principle the recommendation of the sixth pay commission for introduction of a performance-related incentive scheme in the form of pecuniary benefit over and above the regular salary, for it employees, Minister of State for Personnel Jitendra Singh told Lok Sabha in a written reply.

Singh said the government has not implemented the scheme.

PTI
Source:http://zeenews.india.com/news/india/performance-bonus-for-govt-employees-yet-to-come-into-force_1634387.html

Wednesday, July 22, 2015

WILL THE 7th PAY COMMISSION RECOMMEND CGEPHIS FOR CENTRAL EMPLOYEES AND PENSIONERS?

Central Government Employees and Pensioners 
Insurance Scheme

CGEPHIS (Central Government Employees and Pensioners Insurance Scheme) was introduced as per the recommendation of 6th Pay Commission for the welfare of the Central Government employees.

According to the recommendation of the 5th Pay commission, a Fixed Medical Allowance (FMA) of Rs. 100 was given through the GO released on 19/12/1997 to the Central Government pensioners living in areas where there was no CGHS.(Click here to view CGHS covered cities) Then, the sum was increased to Rs. 300 and presently, it is given as Rs. 500.

The FMA that is given now is not adequate. Central Government employees expect the creation of suitable medical schemes that will cover all the expenses when they receive treatment from a hospital as outpatients or inpatients. This was one of the considerations when the Central Government implemented CGEPHIS.

Through this scheme, a Central Government employee and his family members can avail up to five lakh rupees for their medical expenses. The insurance company shall take care of the expenses.
This scheme is still not implemented. The Employees’ Federation and Trade unions of various departments of the Central Government did not take suitable steps to implement this scheme.

Recently, the two insurance schemes launched by the PM achieved about 8 crore policy holders and became a great success. There can be no doubt that if the CGEPHIS is implemented for the welfare of a few lakh central government employees, it will certainly get the support from all the employees.

The central government employees living in places where there is no CGHS have to struggle a lot to get the reimbursement for their medical expenses. At the same time, they never get a full reimbursement. All such problems can be solved through CGEPHIS.

These days, most of the Group ‘C’ workers are not aware of CGEPHIS at all. The government is not publishing any advertisements about the scheme. Even the Federations of various departments do not show any interest in them. This has to change. Steps have to be taken to make sure that CGEPHIS is included in the recommendations of the 7th Pay commission that is going to be implemented from 1/1/2016. In order to make this scheme successful, the government itself has to pay the first premium in full.

As the employees are going to enjoy the benefit of this scheme, they will not mind the premium amount. Whenever any new scheme is introduced there will always be a mix of fear and expectation in the minds of the employees. The duty of explaining the benefits of this scheme cannot and should not be avoided by the government and by the Trade unions. At the same time, the employees have to put pressure on the government and Federations to implement CGEPHIS.

S.RAVI

Change in approved treatment procedure mentioned at Sr. No. 216 in CGHS approved rate list.

F. No. S-11011/34/2015-CGHS (HEC)
Ministry of Health 85 Family Welfare
Directorate General of Health Scheme
(Hospital Empanelrnent Cell)
Nirman Bhawan, New Delhi.
Dated .21st July, 2015

CORRIGENDUM

Subject: - Change in approved treatment procedure mentioned at Sr. No. 216 in CGHS approved rate list.

With reference to the above mentioned subject the undersigned is directed to draw attention to OM No. 8-1 1045/36/2012-CGHS (HEC) dated 01.10.2014 whereby CGHS treatment procedures were notified along with their rates for Delhi/ NCR, by Government for empanelled hospitals under CGHS.

In this regard it has been decided with approval of competent authority to revise the treatment procedure mentioned at Sr. No. 216 as follows:-
 Sr. No. of CGHS List
 Presently mentioned as
 To be read as
 216
 Removable partial denture-Acrylic based-more than 3 teeth
 Removable partial denture- Acrylic based-more than 3 teeth /per tooth



Rate of Rs.264/- for Non-NABH and Rs.304/- for NABH HCOs at Sr. No. 216 would
remain the same.


D. C. J oshi
Director (CGHS)

Source: http://msotransparent.nic.in/writereaddata/cghsdata/mainlinkfile/File1107.pdf

Demand of One Rank One Pension by paramilitary forces

There have been some requests demanding One Rank One Pension on the line of demand in Defence Forces. There is no proposal under consideration of the Ministry on the issue.

Proposals regarding granting of Para Military Service pay and enhancement of casual leave at par with Army have been received in this Ministry. The same have been referred to the 7th Central Pay Commission for consideration.

This was stated by the Minister of State for Home Affairs, Shri Kiren Rijiju in a written reply to a question by Smt. Rajani Patil and Shri A.K. Selvaraj in the Rajya Sabha today.

Source:http://www.pib.nic.in/newsite/erelease.aspx?relid=0

Tuesday, July 21, 2015

No ‘One Rank One Pension Scheme’ for paramilitary forces: Government

The principle of OROP for the armed forces has been accepted by the government, Minister of State for Defence Rao Inderjit Singh said in a written reply in Rajya Sabha.
 
Government on Tuesday said it is not formulating any policy for implementing ‘One Rank One Pension Scheme’ for paramilitary forces.

The principle of OROP for the armed forces has been accepted by the government, Minister of State for Defence Rao Inderjit Singh said in a written reply in Rajya Sabha.

He added that the modalities for implementation were discussed with various stakeholders and are presently under consideration of the government.

It will be implemented once the modalities are approved by the government, he said.
On a question whether the government is formulating any policy for implementing this scheme for paramilitary forces also, he said, “No”.

The reply comes in the backdrop of the ongoing agitation by the ex-servicemen community seeking implementation of the long-pending OROP.

A section of the paramilitary forces’ personnel have also started demanding OROP.

Source:http://indianexpress.com/article/india/india-others/no-one-rank-one-pension-scheme-for-paramilitary-forces-government/

Automatic Refund of Confirmed/ Rac e-tickets on Cancellation of Trains Becomes Effective

Ministry of Railways have decided to grant automatic refund of Confirmed/RAC e-tickets on cancellation of trains similar to waitlisted e-tickets. There shall not be any requirement for cancellation/filing of TDR for refund of e-tickets in case of cancellation of trains. This has become effective with effect from July 13, 2015.
However, in case of cancellation of trains, PRS counter ticket shall continue to be refunded across the reservation counter as per the existing provisions.
                                                         
Source:http://www.pib.nic.in/newsite/erelease.aspx?relid=0

Status of Implementation of OROP

The principle of One Rank One Pension for the Armed Forces has been accepted by the Government. The modalities for implementation were discussed with various stakeholders and are presently under consideration of the Government. It will be implemented once the modalities are approved by the Government.

This information was given by Minister of State for Defence Rao Inderjit Singh in a written reply to Shri Neeraj Shekhar and others in Rajya Sabha today.

Source:http://www.pib.nic.in/newsite/erelease.aspx?relid=0





West Bengal government hikes child care leave for working mothers

Chief Minister Mamata Banerjee recently declared that women teachers of government-aided schools and colleges and women staffers in state government undertakings will now get two years of child care leave. The child has to be less than 18 years of age and the leave can be taken in phases.

“In 2012, the Trinamool government had announced the child-care leave facility for state government employees and now the employees of the undertakings and aided schools and colleges will also get the advantage. It will help more than 1 lakh women employees,” Banerjee said.

Women in Jadavpur welcomed this initiative. Speaking in this regard, Anindita Ghosh, a professor in Jadavpur University, Said, “This comes as a blessing for all working mothers. We can attend our child’s needs in proper manner. Giving birth to the child is not just the thing. We needed leaves to take care of their examinations, growing up and sickness.”

Women are allowed to avail themselves of CCL to take care of up to two minor children. They can take this leave whether for rearing or to look after any of their needs like examination and sickness.The state finance department had announced that during the CCL, women employees shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. The CCL would not be granted for more than thrice in a year and not for less than 15 days at a stretch.

In 2008, the Central government had introduced CCL for its women employees for a maximum period of two years, based on the on recommendations of the Sixth Pay Commission.

Input from  http://www.iamin.in/en/jadavpur/news/west-bengal-government-hikes-child-care-leave-working-mothers-65019








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Monday, July 20, 2015

Seventh Cental Pay Commission To Submit Report By October 31

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.

Input from  http://www.tkbsen.in/2015/07/seventh-cental-pay-commission-to-submit-report-by-october-31/

One Rank One Pension Explained in 10 Points

NEW DELHI:  One Rank One Pension or OROP, a longstanding demand of ex-servicemen, will grant retired armed forces personnel pension parity with officers and jawans of the same rank who are retiring now. Gandhian activist Anna Hazare has announced an indefinite fast in support of OROP from October 2.

Here is a 10-point guide:

Retired services personnel also expect a year's back pay in pensions at the new rate, which if approved will be a windfall for pensioners.

Unlike the civil services, where the retirement age is 60, 85 per cent soldiers are compulsorily retired between 35 and 37 years of age. Another 12-13 per cent soldiers retire between 40 and 54 years.

Protesters demanding OROP also point out that civil servants cannot be discharged by the government on account of disability until they reach their retirement age. But soldiers can be discharged any time on account of disability.

Currently, the pension for retired personnel is based on the Pay Commission recommendations at the time when they retired. So, a Major General who retired in 1996 draws less pension than a Lt. Colonel who retired after 1996.

Implementing OROP will cost the government at least an estimated Rs 8,300 crore annually and the Finance Ministry has to take the final call on it now. One Rank One Pension will benefit 25 lakh ex-servicemen.

One Rank One Pension was an election promise of the BJP. Ex-servicemen are now demanding that it fulfil that promise.

In its last Budget in 2014, months before the national election, the Congress-led UPA government announced that OROP would be implemented, but allocated a meagre Rs 500 crore.

The BJP government says that was grossly inadequate and that it has, since it came to power, been working hard to implement OROP.

The Supreme Court had ordered the implementation of OROP six years ago in 2009, and in February this year, reminded the government that it is yet to do so. In 1983, the Supreme Court said, "Pension is not a bounty nor a matter of grace depending upon the sweet will of the employer."

A group of ex-servicemen leading protests at Jantar Mantar in New Delhi claim ex-jawans are willing to fast unto death for OROP. With Anna Hazare on board, the ex-servicemen say they will also protest in election-bound states such as Bihar.

Input from  http://www.ndtv.com/cheat-sheet/one-rank-one-pension-explained-in-10-points-782065

Steps for conducting inquiry in case of allegation of Sexual Harassment

F. No. 11013/2/2014-Estt (A-III)
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel & Training

North Block, New Delhi
Dated July 16th, 2015

OFFICE MEMORANDUM

Subject: Steps for conducting inquiry in case of allegation of Sexual Harassment

Undersigned is directed to say that during the meeting of the Chairpersons of Complaints Committees with Secretary (Personnel) on the 16 th April, 2015 it was suggested that the Department of Personnel and Training may prepare a step guide for conduct of inquiry in complaint cases of sexual harassment. Rule 14(2) of the Central Civil Services (Classification, Control and Appeal) Rules, 1965 lays down that the Complaints Committee established in each Ministry or Department for inquiring into complaints of sexual harassment shall hold such inquiry as far as practicable in accordance with the procedure lain down in these Rules.

2. The annexed guide on “Steps for Conduct of Inquiry in complaints of Sexual Harassment” is intended to give the procedure as prescribed in the rules/instructions. This is, however, not intended as a substitute for reference to the Rules and instructions. Members of the Complaints Committees and others who are required to deal with such inquiries should acquaint themselves with Central Civil Services (Classification, Control and Appeal) Rules, 1965, and instructions issued thereunder.

( Mukesh Chaturvedi)
Director (E)


Steps for Conduct of Inquiry in Complaints of Sexual Harassment

Complaints Committees

l. Complaints Committees have been set up in all Ministries/Department and organisations under them in pursuance to the judgement of the Hon’ble Supreme Court in the Vishakha case. As per Section 4(1) of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013(“the Act”), the Internal Complaints Committee (referred to as “Complaints Committee” hereafter) is to be set up at every workplace. As per Section 4(2), this will be headed by a woman and at least half of its members should be women. In case a woman officer of sufficiently senior level is not available in a particular office, an officer from another office may be so appointed. To prevent the possibility of any undue pressure or influence from senior levels, such Complaints Committees should involve a third party, either an NGO or some other body which is familiar with the issue of sexual harassment.


What is Sexual Harassment?

2. “sexual harassment" includes any one or more of the following acts or behaviour, (whether directly or by implication), namely:-

(i) physical contact and advances; or
(ii) demand or request for sexual favours; or
(iii) sexually coloured remarks; or
(iv) showing any pornography; or
(v) any other unwelcome physical, verbal, non-verbal conduct of a sexual nature.

3. The following circumstances, among other circumstances, in relation to or connected with any act or behavior of sexual harassment may amount to sexual harassment:
(i) implied or explicit promise of preferential treatment in employment; or

(ii) implied or explicit threat of detrimental treatment in employment ; or

(iii) implied or explicit threat about her present or future employment status; or

(iv) interference with her work or creating an intimidating or offensive or hostile work environment for her; or

(v) humiliating treatment likely to affect her health or safety.


Workplace defined:
4. As per Section 2(0) ofthe Act, the following places are included within the ambit of the expression “workplace”:
(i) any department, organisation, undertaking, establishment, enterprise, institution, office, etc. -established, owned, controlled or wholly or substantially financed by funds provided directly or indirectly by the Central Government;

(ii)hospitals or nursing homes;

(iii) any sports institute, stadium, etc., used for training, sports or other activities relating thereto;

(iv)any place visited by the employee arising out of or during the course of employment -including transportation provided by the employer for undertaking such journey;


Initial relief
5. The Committee will also have the powers to recommend:-
(a) to transfer the aggrieved woman or the charged officer to any other workplace; or
(b) to grant leave to the aggrieved woman up to a period of three months.
(The leave will not be deducted from her leave account.)

Complaints Committee to be Inquiring Authority
6. As per Proviso to Rule 14(2) of CCS (CCA) Rules, 1965, in case of complaints of sexual harassment, the Complaints Committee set up in each Ministry or Department etc. for inquiring into such complaints shall be deemed to be the Inquiring Authority appointed by the Disciplinary Authority for the purpose of these rules. Complaints Committee, unless a separate procedure has been prescribed, shall hold the inquiry as far as practicable in accordance with the procedure laid down in the Rule l4.

Need for investigation
7. The Complaints Committees may act on complaints of sexual harassment when they receive them directly or through administrative authorities etc, or when they take cognizance of the same suo-moto. As per Section 9(1) of the Act, the aggrieved woman or complainant is required to make a complaint within three months of the incident and in case there has been a series of incidents, three months of the last incident. The Complaints Committee may however extend the time limit for reasons to be recorded in writing, if it is satisfied that the circumstances were such which prevented the complainant from filing a complaint within the stipulated period.

8. As mentioned above, the complaints of sexual harassment are required to be handled by Complaints Committee. On receipt of a complaint, facts of the allegation are required to be verified. This is called preliminary enquiry/fact finding enquiry or investigation. The Complaints Committee conducts the investigation. They may then try to ascertain the truth of the allegations by collecting the documentary evidence as well as recording statements of any possible witnesses including the complainant. If it becomes necessary to issue a Charge Sheet, disciplinary authority relies on the investigation for drafting the imputations, as well as for evidence by which the charges are to be proved. Therefore this is a very important part of the investigation.

Dual Role
9. in the light of the Proviso to the Rule 14 (2) mentioned above, the Complaints Committee would normally be involved at two stages. The first stage is investigation already discussed in the preceding para. The second stage is when they act as Inquiring Authority. It is necessary that the two roles are clearly understood and the inquiry is conducted as far as practicable as per Rule 14 of CCS (CCA) Rules, 1965. Failure to observe the procedure may result in the inquiry getting vitiated

10. As the Complaints Committees also act as Inquiring Authority in terms of Rule 14(2) mentioned above, care has to be taken that at the investigation stage that impartiality is maintained. Any failure on this account may invite allegations of bias when conducting the inquiry and may result in the inquiry getting vitiated. As per the instructions, when allegations of bias are received against an Inquiring Authority, such Inquiring Authority is required to stay the inquiry till the Disciplinary Authority takes a decision on the allegations of bias. Further, if allegations of bias are established against one member of the Committee on this basis, that Committee may not be allowed to conduct the inquiry.

11. In view of the above, the Complaints Committee when investigating the allegations should make recommendations on whether there is a prima facie substance in the allegations which calls for conducting a formal inquiry. They should avoid making any judgmental recommendations or expressing views which may be construed to have prejudiced their views while conducting such inquiry.

Decision to issue Charge sheet, and conducting Inquiry
12. On receipt of the Investigation Report, the Disciplinary Authority should examine the report with a view to see as to whether a formal Charge Sheet needs to be issued to the Charged Officer. As per Rule 14(3), Charge Sheet is to be drawn by or on behalf of the Disciplinary Authority. In case the Disciplinary Authority decides on that course, the Charged Officer should be given an opportunity of replying to the Charge sheet. As per Rule 14(5), a decision on conducting the inquiry has to be taken after consideration of the reply of the charged officer.

13. If the Charged Officer admits the charges clearly and unconditionally, there will be no need for a formal inquiry against him and further action may be taken as per Rule 15 of the CCS (CCA) Rules.

The Inquiry-stages
14. In case the Charged Officer denies the charges and his reply is not convincing, the Charge sheet along with his reply may be sent to the Complaints Committee for formal inquiry, and documents mentioned in Rule l4 (6) will be forwarded to the Complaints Committee. As per Section 1 1(3) of the Act, for the purpose of making an inquiry, the Complaints Committee shall have the same powers as are vested in a civil court under the Code of Civil Procedure, 1908 when trying a suit in respect of the following matters, namely:-
(a) summoning and enforcing the attendance of any person and examining him on oath;
(b) requiring the discovery and production of documents; and
(c) any other matter which may be prescribed.

The Section 11(4) of the Act requires that the inquiry shall be completed within a period of ninety days.

15. The Disciplinary Authority shall also in terms of Rule 14(5) (0) appoint a Government servant as a Presenting Officer to present evidence on behalf of prosecution before the Complaints Committee/ Inquiring Authority. The listed documents are to be sent to the Presenting Officer. The Complaints Committee would, thereafter, summon the Presenting Officer and the Charged Officer. As a first step, the charged officer would be formally asked as to whether he admits the charges. As mentioned above, in case of any clear and unconditional admission of any Article of Charge, no inquiry would be held in respect of that Article and the admission of the Charged Officer would be taken on record. The inquiry would be held, thereafter, in respect of those charges which have not been admitted by the Charged Officer. The Charged Officer is also entitled to engage a Defence Assistant. The provisions relating to Defence Assistant are given in Rule 14(8).

16. The Inquiring Authority is, thereafter, required to ask the Presenting Officer to have the prosecution documents, listed in the Charge Sheet inspected by the Charged Officer. Copies of such documents, if not only given to the Charged Officer, would be handed over to him. The Charged Officer would, therefore, be required to submit a list of documents and witnesses which he wants to produce in support of his defense. The Inquiring Authority would consider allowing such documents or witnesses on the basis of their relevance. Normally, any document or witness which reasonably appears to be relevant and helpful in defense may be allowed. Once the documents have been allowed, the Inquiring Authority would send a requisition for these documents to the custodian of such documents.

I7. When the regular hearing commences, the Inquiring Authority would ask the Presenting Officer to produce the documentary evidence. Such documents as are disputed by the Charged Officer have to be proved by the witnesses before they are taken on record. The undisputed documents would be taken on record and marked as exhibits.

Examination of Witnesses
18. Summons would. thereafter, be sent to the witnesses listed in the Charge sheet. The Presenting Officer may choose to produce them in any order he finds appropriate. These witnesses would be examined in the inquiry in the following manner. The examination in chief would be done by the Presenting Officer where the Presenting Officer may ask questions of the witness to ascertain the facts. The witness would, thereafter, be cross-examined by the Defense. After the cross-examination, the Presenting Officer would be given an opportunity to re-examine the witness. In the examination in chief, leading questions are not allowed. These are however allowed in the cross examination.

19. The procedure of Inquiry requires Opportunity to the Charged Officer to cross-examine all the witnesses that appear on behalf of the Prosecution. Failure to do so may be construed as a denial of reasonable opportunity to the charged officer, resulting in vitiation of the Inquiry. If the complainant appears as a witness, she would also be examined and cross-examined. The Inquiry Officer may however disallow any questions which are offensive, indecent or annoying to the witnesses, including the complainant.

20. If Inquiring Authority wishes to ascertain some facts for clarity, he may pose questions to the witnesses. This should however, be done in such a manner as to not show any bias for or against the Charged Officer. This has to be done in the presence of the Presenting Officer and the Charged Officer/Defence Assistant. No inquiry should be conducted behind the back of the charged officer. The witnesses will be examined one by one, and the other witness who are either yet to be examined, or have been examined are not allowed to be present during the examination of a witness.

Daily Order Sheet
21. The Inquiring Authority would also maintain a document called Daily Order Sheet in which all the main events of the inquiry and including requests/representations by the Charged Officer or the Presenting Officer, and decisions thereon would be recorded. For example (i) if the Charged Officer refuses to cross-examine the witnesses, this should be recorded in the Daily Order Sheet (ii) the Daily Order Sheet should record that the Charged Officer had been advised that he has the right to engage a Defense Assistant (iii) it should also be clearly mentioned that the Charged Officer was aIso informed as to who are eIigible to assist him as Defense Assistant. (iv) the Daily Order Sheet should also record in case request of the Charged Officer for engaging a particular person as Defense Assistant is disallowed in the light of the existing instructions. Daily Order Sheet should be signed by the Inquiring Authority, Presenting Officer and the Charged Officer/Defence Assistant.

Defence Evidence
22. After the prosecution evidence is over, the Charged Officer is required to submit his statement of defense. In this statement, the Charged Officer is required to briefly indicate his line of defense. After this. the Defense evidence will be taken. The evidence will be produced in the same order as the prosecution evidence. First, the documents allowed by the Inquiry Authority would be taken on record and then the witnesses called and their examination, cross-examination and re-examination done. The onIy difference here would be that the Examination in Chief would be done by defense while the cross-examination would be done by the prosecution. The defense would then have the Opportunity of re-examining the witness.

General Examination of the Charged Officer
23. After the Defense evidence is over, the Inquiring Authority shall ask Charged Officer as to whether he wishes to appear as his own witness. In case he does so, he will be examined like any other defense witness. In case however, he declines to do so, the Inquiring Authority is required to generally question him. At this stage due care is required to be exercised that as per Rule I408) the purpose of this stage is to apprise Charged Officer of the circumstances which appear to be against him. This is to enable the Charged Officer to explain them to the Inquiring Authority. Presenting Officer and the Defence Assistant do not take any part in the General Examination. Charged Officer may not be compelled to answer questions during examination by the Inquiring Authority.

Brief
24. After this, the Presenting Officer would be asked to submit his brief. A copy of this brief would be given to the Charged Officer. Both the Presenting Officer and the Charged Officer may be allowed reasonable time for submission of their brief.

25. The Inquiring Authority then writes the Inquiry Report in which the evidence in support of the charges and against them will be examined. The Report should be a speaking one clearly bringing out as to the evidence on the basis of which any particular conclusion has been reached. Based on this analysis, the Inquiring Authority will give its findings on the Articles as proved or not proved. In case any Article of charge is proved only partially, then the Inquiring Authority should record the extent to which that Article has been proved.

Powers of the Committee to make recommendations
26. Normally, the Inquiry Officer is not allowed to make any recommendations in his report. Here the function of the Complaints Committee acting as the Inquiring Authority differs. The Complaints Committee may however, make recommendations including what has been mentioned in para 2 above:
(c) to grant such other relief to the aggrieved woman as may be prescribed; or

(d)to deduct from the salary or wages of the charged officer such sum as it may consider appropriate to be paid to the aggrieved woman or to her legal heirs.

Any amount outstanding at the time of cessation of the services of the charged officer due to retirement, death or otherwise may be recovered from the terminal benefits payable to the officer or his heirs.

Such compensation will not amount to penalty under Rule 11 of CCS (CCA) Rules in terms of the Explanation (ix) to Rule 11 inserted vide Notification of even Number dated 19-11-2014.

Committee may recommend action to be taken against complainant, if the allegation is malicious, or the complainant knows it to be false, or has produced any forged or misleading document.

The Committee may also recommend action against any witness if such witness has given false evidence or produced any forged or misleading document.


27. The Complaints Committee should also remember that as per the Section 16 of the Act, notwithstanding the RTI Act, 2005, information as regards identity and addresses of the aggrieved woman, respondent and witnesses, Inquiry proceedings, Recommendations of the Committee, shall not be published or communicated or made known to public, press or media in any manner. Provided that information may be disseminated regarding the justice secured to any victim of sexual harassment under Act without disclosing the name, address, identity or any other particulars calculated to lead to the identification ofthe aggrieved woman and witnesses.

28. With the above stage, the inquiry would be formally over. The Inquiring Authority should prepare separate folders containing the documents mentioned in Rule l4(23(ii).

Suspension
29. A Government servant may also be placed under suspension before or after issue of a Charge Sheet where his continuance in office will prejudice the investigation, for example if there is an apprehension that he may tamper with witnesses or documents. Suspension may also be resorted to where continuance of the Government servant in office will be against wider public interest such as there is a public scandal and it is necessary to place the Government servant under suspension to demonstrate the policy of the Government to deal strictly with officers involved in such scandals. It may be desirable to resort to suspension in case of misdemeanor involving acts of moral turpitude.

Special provisions to deal with threats or intimidation
30. Disciplinary Authority may also diSpense with inquiry under Rule l9(ii), and action may be taken without the inquiry when the Disciplinary Authority concludes that it is not reasonably practicable to hold such an inquiry. The circumstances leading to such a conclusion may exist either before the inquiry is commenced or may develop in the course of the inquiry. Such situation would be deemed to have arisen:

(i) where the Government servant, through or together with his associates terrorizes, threatens or intimidates witnesses who are likely to give evidence against him with fear of reprisal in order to prevent them from doing so; or

iii) where the Government servant himself or with or through others threatens, intimidates and terrorizes the Disciplinary Authority, Members of the Committee, the Presenting Officer or members of their family.

Disciplinary Authority is not expected to dispense with the inquiry lightly, arbitrarily or with ulterior motive or merely because the case against the Government servant is weak.

Source:http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02est/11013_2_2014-Estt.A-III-16072015.pdf

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