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JOINT COUNCIL OF ACTION
INCOME TAX EMPLOYEES FEDERATION &
INCOME TAX GAZETTED OFFICERS’ ASSOCIATION
A-2/95, Manishinath Bhawan, Rajouri Garden, New
Delhi-110 027
Joint
Convenors
:
Rupak Sarkar
Bhaskar Bhattacharya
8902198000
08902198888
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No.
N-1/2015-16 Dated: 14th December,
2015
To,
The
Chairperson,
The
Central Board of Direct Taxes,
New Delhi.
Sir,
Sub:
We submit herewith our suggestions/ demands
on the recommendations of the 7th CPC in two parts. Part A
pertains to the issues specific to the personnel in the Income tax Department and Part B concerning
the issues of all Central Government employees.
It is to be mentioned here that Part B is in line with the suggestions
made by the Staff Side of the JCM National Council to the Cabinet
Secretary on 11.12.2015.
Part
A. (i)
We detail hereunder the anomalies in
assigning the pay levels to certain categories of the employees and officers by
the 7th CPC. The categories
are:
1. Tax Assistants
2. Income Tax Inspectors
3. Income Tax Officers
4. Administrative
Officer & Private Secretary
1. Tax Assistants.
The 6th
CPC had assigned the Tax Assistants in Income tax Department the Grade Pay of
Rs 2400/= in PB. 2. The Auditors and /Accountants in IA& AD and other
Accounting organizations, viz Defence Accounts. Civil A/c, Railway Accounts,
Postal Accounts etc, were assigned the Grade Pay of Rs. 2800/- The nomenclature for the present Tax Assistants
was UDC earlier and for the same grade
in Indian and Audit Department and other Accounting Organisations are
Accountants/Auditors. Both the cadres
i.e. the UDC/Tax Assistants in Income tax Department and the
Accountants/Auditors in IA & AD and
other accounting organisations were in the same pay scale all along till the
Government revised the pay scale of Accountants in 2003 i.e. during the period
the 5th CPC pay scales were in operation. The said order a copy of which is enclosed
was an executive fiat of the Government of India. It could be seen from the enclosed order that
the demand of the Accounting Employees were considered and conceded by the
Government to bring about parity of pay scales between the Accounting
organisations and the Cadres of the Central Secretariat. However, when the orders were issued, the
Auditors and Accountants were given a higher pay scale than even the UDCs in
the Central Secretariat, thereby disturbing the horizontal relativity between
the cadres in the Government of India Departments. We give here under a chart
depicting the Pay Scales assigned by the successive Pay Commissions to the UDCs
of various Government of India offices including the IA &AD. But for the
upgradation of the pay scale effected in 2003, for which we have not been to
make out any reasons, the pay scales of the Tax
Assistants and the Accountants/Auditors would have remained identical
and the same. Aggrieved by this
unilateral decision of the Department of Expenditure, Ministry of Finance, the JCA
took up the issue with the Government bilaterally and through the forum of the
Departmental Council. However, no
decision was taken on the specious plea that the Government having set up the 6th
CPC would not like to go into the matter but would refer the matter to the 6th
CPC. The 6th CPC did not go
into the merit of the issue at all. They
simply assigned the replacement scales in the form of PB2 and Grade pay of Rs.
2400 for Tax Assistant and for Accountant/Auditor, the Grade Pay assigned was
Rs. 2800. The JCA has taken up the
matter with the Government in the Departmental anomaly Committee where the
matter was discussed twice but no conclusions could be reached. The anomaly
committee did not meet thereafter and the issue was made to pond indefinitely.
Had the Government recorded disagreement in the Anomaly Committee meeting, the
issue could have been got settled before the Arbitrator. The doors of negotiation were shut by not
convening the meeting of the Departmental Council or the Anomaly Committee for
ever. The JCA took up the matter before
the 7th CPC but they rejected
the demand on the erroneous contention
that there had been no horizontal parity or relativity between the UDCs of
the Income tax Department (TAs) and Auditor/ Accountants in AG & AD and other Accounting
organizations. The Tax Assistant in Income Tax Department must, therefore be
assigned the Level Pay suggested by the
7th CPC in the Place of GP Rs. 2800.
This apart, it must
be mentioned that Auditor, Accountant and Tax Assistants are recruited through
SSC on passing the Graduate Level Examination. It can be seen that the
recruitment qualification stipulated for all these cadres are one and the same.
Having been recruited through the same agency and the through the same
examination, these categories of employees are to be placed in the same scale
of pay or grade pay or pay level. The 5th
Central Pay Commission had enunciated this dictum while upgrading certain
cadres in certain department. Ever since,
this has been followed by the Government.
Even in the case of organised Group A Services and the All India cadres
(vz. IAS. IFS. IPS etc) who are recruited through the Civil Service Examination
are all assigned the same pay scale/Grade Pay/Pay level in the beginning.
2. Inspectors of Income Tax
The 5th
CPC had suggested Rs 1640-2900 as the Pay scale for Inspectors of Income Tax,
where as it had assigned the Pay Scale of Rs 2000-3200 for Inspectors of IB and
CBI, thereby disturbing the parity that was all along in existence. There had
been no valid reasoning advanced by the 5th CPC for making this
recommendation. This was agitated before the Government by the JCA as also by
the Inspectors of Central Excise and Customs. The Inspectors of Central Excise
approached the Central Administrative Tribunal to set aside the irrational
decision of the 5th CPC. The
Court after hearing the case directed the Government that they must consider
the plea as there was sufficient reason and force in the contention of the
applicant, The Government setup a high
power committee and after long deliberations, the issue was finally settled by
issuance of an the order, in
F.No.6/37/98-IC dated 21.04.2004, whereby the Inspectors of Income tax,
Central Excise and Customs were granted
the Pay Scale of Rs 2000-3200 on
par with the Inspectors of CBI and IB. The present nomenclature of Inspectors
of IB is ACIO Grade I. The 6th
CPC again disturbed the said parity by placing the
Inspector of IB and CBI on a higher pedestal by granting them Grade Pay of Rs
4600/- where as the Inspector of Income tax, Central Excise and Customs were
kept in the GP 4200/-. The anomaly was set right by the Implementation
Committee of the Department of Expenditure, Ministry of Finance granting parity
in the pay scales by upgrading the Grade Pay to Rs. 4600 in the case of
Inspectors of Income Tax, Central Excise and Customs.
The 7th CPC
has again disturbed the said parity by providing higher Pay Level to the
Inspectors of IB and CBI. They have been placed in the Pay Level equivalent to
Grade Pay 4800, whereas the Inspectors of Income Tax and Central Excise and
Customs have been assigned the normal replacement pay level of GP Rs. 4600. The
7th CPC has recommended the higher pay level to the Inspectors of IB
(nomenclature as ACIO Grade I) and Inspectors of CBI to bring parity in their
pay level with that of the Inspectors of CPMF. In the process the Commission
did not look into the horizontal relativity and parity in pay scales that was
in existence for long and corrected
whenever it was disturbed. We consider this as an inadvertent aberration, which
requires to be corrected as was done both
after the 5th and 6th CPC. We give hereunder the table
depicting the Pay Scale of Inspectors of IT, CBI and ACIO-I of IB.
3.
Income Tax Officers:
The Income tax
Officers are the immediate supervisory officers in the case of Income Tax
Inspectors. The Inspectors are to
report to the Income Tax Officers (ITO) on all matters and especially of the
specific functions entrusted to them.
They are assigned the status of a Group B Gazetted Officer in the
Department and are entrusted with various functions including assessment.
An ITO has the
largest spectrum of job profile under his belt across all Central Government
Group B officers. An ITO as an assessing officer (80% of assessing officers in
Income Tax Department are ITOs) acts as a quasi-judicial authority (undertaking
the work of a judicial officer or a judge), an investigator as well as law
enforcing officer (undertaking the work of a Police Officer), a Pleader as well
as Solicitor (discharging the duty of a law officer in MOL), an Accountant as
well as an Auditor(performing the duty of an officer of Audit & Accounts
Service), a Service Provider to Tax Payers (parallel may be drawn to job
profile of the officers of any Social Sector Service Providing Department)and
last but not the least an Administrator (heading an independent office thus
acting just like a Central Secretariat Officer). The submission of the JCA before
the 7th Pay Commission was based on substances. In the submission of
the JCA, it has been categorically tired to impress upon that as ITOs discharge most complicated and widest
range of duties (including the most precious job of decision making), they
deserve the best across all Group B officers.
Drawing parity with the officers of IA&AD has been only illustrative.
Or it can be put in this manner that certain comparisons/ parities were mentioned
only considering the parity obsession
of consecutive CPCs. Unfortunately, Pay Commission did certain routine parity
analysis and rejected the claim summarily. Pay Commission has clearly failed to
apprise that the parity with the officers of IA&AD had been restored by either
the High Power Committee or Department of Expenditure and they are no
lesser/inferior authority to Pay Commission, being a recommending authority, so
far as implementation of revision of pay scale is concerned.
Moreover, the
Inspectors are to be classified as Group B. non gazetted and Non ministerial
executive. In view of the functions and responsibilities assigned and the
hierarchical status of Income Tax Officers, the question of placing both the
cadre in the same pay level cannot arise. Once the pay level of Income Tax
Inspectors is raised conceding the demand for parity with the Inspectors of IB
and CBI, the pay level of Income Tax Officers, which is presently in the replacement
of the Grade Pay of Rs. 4800 will have to be raised to the next stage i.e. the
replacement level of the Grade Pay of Rs. 5400 in PB. 2. This is also required
to be addressed to bring about the vertical relativity between the Inspectors
and Income-tax Officers. It may be mentioned that presently the Income Tax
Officers, after completion of 4 years of service is placed in the Pay level
equivalent to the Grade Pay of Rs. 5400 in PB 2.
4. AO/PS CADRES
In the submission of
the JCA, one demand was very much in common that is PB-2, GP-5400 for entry
grade of all Group B Gazetted officers. This is for the first time that any CPC
has even not bothered to mention this common cadre in its report (that means
only replacement scale of PB 2 GP 4600 for our AO-PS cadres). It will be
appreciated that this “Common Cadre” tag has so far been instrumental against
these cadres in Income Tax Department to be deprived from the facilities of
Laptop and Data Card. But such is the misfortune that when the matter of pay
comes, then there is nothing common across the Departments. In our
submission, we pointed out the pay scales of CSS & CSSSS and various other
departments. We also pointed out that AO Grade-III cadre in Railways had
successfully won the case upto the Hon’ble Supreme Court for the claim of PB 2
GP-4800, but none has taken note of the development for implementing the same
in Income Tax Department.
In the report of
Cadre Restructuring Committee, submitted in 2009, there were matching 4 tiers
for AO-PS cadres (AO Gr III-AO Gr-II-AO Gr-I –Sr.AO or Pr. AO and
PS-Sr.PS-PPS-Sr.PPS) commensurate with the proposed four tiers of
CIT-Pr.CIT-CCIT-Pr. CCIT. Where the latter was clinched, the proposal for AO-PS
had eventually been rejected by the DoE.
CPC has recommended
to review the CRC of Income Tax Department. So it is the appropriate
opportunity to revive the original proposal regarding AO-PS cadres as well as
bring them the PB-2 GP-5400 replacement pay scale at their entry grade for
maintaining pay parity among so called common cadre across the departments in particular
and across the Group B officers in general.
5. Miscellaneous:
i)
There was no specific mention of whether the automatic
upgradation after 4 years in case of ITOs would continue or not. Though we demand
for the PB 2 GP 5400 replacement scale for the ITOs, but in the present
situation, that should specifically be mentioned.
ii)
It was demanded to decrease the huge jump from JAG to SAG.
Though it was artificially tried to decrease by the CPC, still the jump between
the JAG and SAG remain the highest for any promotion. We demand the higher
increase in the promotion from STS to JAG and not in the upgradation from JAG
to SAG.
iii)
The demand of the JCA regarding direct
entry to STS was rejected by CPC showing normal entry in IRS, feeder cadre for
Gr. A direct entry etc. we also mentioned the other departments where this practices
being followed. But it didn’t explain why it couldn’t be applied to us.
We have all along
demanded that consecutive CPCs have been biased against twin wings of DOR, i.e.
CBDT or CBEC (the oblique derogatory reference of 5th CPC towards
Customs Preventive Officer or illogical rejection of all demands summarily, to
mention a few). But the CPC has recommended to review the CRC, 2013 and the JCA
demands that the JTS/STS level has to be enlarged according to the functional
requirement of the Department. An enlarged cadres of ACIT/DCIT was originally
been proposed in the CRC, but was reduced to 1/3rd of it during the
process of sanctioning by different authorities in between. The posts in
ACIT/DCIT cadres originally proposed by the Department in the CRC proposal have
to be revived and sanctioned, for all functional requirements and also to
maintain the DoPT approved proportion of higher level Gr. A posts.
Part
A(ii)
(a) Modified Assured Career progression.
The VII CPC has
recommended granting the MACP on the basis of the department specific
hierarchy. While we welcome this
decision, their suggestions to treat the MACP as normal and regular promotion
based upon the concerned recruitment rules and to raise the bench mark to very
good etc. are not acceptable. The
purpose of the introduction of ACP by the 5th CPC and MACP by the 6th
CPC was to provide the benefit of financial up-gradation for those employees
who could not get regular promotion even after working in the feeder cadre for
ten years and more. The recommendations
of the 7th CPC in the matter would defeat the very purpose with
which it was introduced. We suggest that
the MACP must be provided to the employees every ten year of the service of an
individual employee, provided he was not able to get his regular promotion
either for want of vacancies or for any other reason. In Income tax Department, promotion from one
cadre to another is governed by the stipulation of passing the Departmental
Examination. The Examination is meant
for (i) accelerated promotion for truly qualified personnel and (ii) to ensure
that the promotion so promoted to the higher grade does have the technical
knowledge to man that position. In the
case of MACP, the individual employee is not promoted to another cadre. He remains in the cadre in which he was
working or found to be fit for functioning in that position. Therefore, no condition of passing the
Examination, or bench mark (of-course personnel in whose case adverse entries
are made and for which right to appeal is provided may be an exception) must be
insisted upon in the grant of MACP/.
(b) Fill up vacancies. The National JCA which has submitted its
suggestions. Views and demands on the recommendations of the 7th CPC
has appealed to the Government to resort to a special recruitment drive to fill
up the large number of vacancies in
various Government Department.
The Commission has given the details of the vacancy position in
different department. The Department of
Revenue under which the Income tax Department functions has the highest
percentage of vacancies. Unless the special recruitment drive as suggested by
the National Joint Council of Action is introduced, the vacancies will remain
for several years to tome. In our
Department, the number of vacancies in MTS, TA, and Senior Tax Assistants are
above 45%. We, therefore, endorse this
suggestion made by the Staff Side of the National Council JCM.
(c) LDCs are to be upgraded as Ta Assistant
There are very few
posts of LDCs in the Department. They
number about 311. In fact the first
cadre restructuring proposals which were implemented in 2001 had initially
suggested for the abolition of this cadre altogether. However, taking into account the need for
providing for some promotional opportunities to the Group D employees, 311
posts were retained. On the introduction
of MTS., the Group D cadres stand abolished.
Moreover, in the present work scenario of the Department, there is
little work for the LDCs. The computerized
functioning at the lower level has made the cadre obsolete. The Staff Side National Council JCM in their
letter to the Cabinet Secretary has suggested for up gradation of the existing
posts of LDCs as UDCs. In our
departments, the incumbents of the 311 posts of LDCs may be promoted as Tax
Assistants, by up-grading the LDC posts as Tax Assistants.
(d) Regularisation
of Casual/Contingent/Daily rated and contract workers.
There are presently huge numbers of workers
engaged by the Department on daily rated/casual or contingent basis. Besides, Contract workers are also engaged to
attend to the day to day functioning. In
the light of the large number of vacancies in various cadres, the need for such
recruitment is understandable though not desirable. The engagement of contract/casual/daily rated
workers for permanent and perennial jobs are prohibited by the law of the
land. Most of these employees/workers
spend their young age in the Department and if fired will be left with no job
and not capable of seeking job also due to the increased age. It is, therefore, necessary that the
Department must draw up a scheme for regularization of these employees in the
cadre of MTS and Tax Assistants depending upon their educational
qualification. Over the years such
recruitment should be avoided so that the qualified and educated youth who wait
indefinitely for employment would not suffer.
The decision of the Supreme Court not to allow the back door entry in
Government service must be adhered to by not engaging workers on casual and
contingent basis.
Part (B)
1. Re-compute the
minimum wage on the basis of the actual commodity prices as on 1.7.2015 and
factor the Dr. Aykroyd formula stipulated percentages for housing and social
obligations, children education etc. revise the fitment formula and pay levels
on the basis of the so determined minimum wage;
We are not in agreement with the methodology adopted by
the 7th CPC in computing the minimum wage. We give hereunder briefly the
reasons thereof:
1. The retail prices of the commodities quoted by the
Labour bureau is irrational, imaginary and even absurd in respect of certain
articles at certain places. The Staff Side had objected to the adoption of
those rates in its meeting with the Commission on 9th June, 2015.
2. The adoption of 12 monthly averages of the retail
prices is contrary to Dr. Aykroyd formula. Same is the case with the reduction
effected by the Commission on housing and social obligation factors. The house
rent allowance is not a full compensation of the expenditure incurred by an
employee for obtaining an accommodation. Therefore, no reduction on that count
in arriving at the minimum wage is permissible. We may cite the minimum wage
computation made by the 3rd CPC in this regard, The employees were
in receipt of HRA even at that time. But still the 3rd CPC, and
rightly so, adopted the 7.5% as the factor for housing CHARTER OF DEMANDS. In respect of the
addition to be made for children education and social obligation as per the
Supreme Court judgement, (25%) the Commission has reduced the percentage to 15%
on the specious plea that the employees are separately given children education
allowance. The Children education allowance is not a full reimbursement of the
expenses one has to incur. After the liberalization of the Education Sector
where private parties were allowed to set up universities and colleges, the
expenses for education had increased heavily. No concession or allowance is
granted to the employees for educating the children beyond the higher secondary
levels. The earlier Pay Commission has only tried to compensate a little in the
increasing cost of education and that too at the primary level, since even the
Governmental institutions had started charging abnormal tuition and other fees.
3. The website maintained for the Agriculture Ministry
depicts the retail prices of commodities which go into the basket of minimum
wage computation. Even though the rates quoted by them vary from the real
retail prices in the market, it provides a different picture. If one is to take
the rates quoted by them for different cities and make an all India average of
the prices as on 1.7.2015, it will work out to Rs. 10810. It will result in the
computation of the minimum wage of Rs. 19880. Adding 25% for arriving at the
MTS scale, it will rise to Rs. 24850. To convert the same as on 1.1.2016, 3%
will be added as suggested by the 7th CPC. The final computation will be Rs.
25,596, when rounded off shall be Rs. 26000.
4. The Andhra Pradesh State
Pay Commission in its report has taken the commodity prices at Rs. 9830.- as on
1.7.2013 which works out to a minimum wage of Rs. 18080. The wage of MTS will
then be Rs. 22600 as on 1.7.2013, The Corresponding figure for 1.1.2016 shall
be Rs. 26758 , rounded off to Rs. 27000.
5. The Staff side had computed the minimum wage as on
01.01.2014 at Rs. 26,000/-, taking the commodity price at Rs. 11344/-. The
rates were taken on the basis of the actual retail prices in the market as on
01.01.2014 (average prices of 8 Cities in the country) substantiated by the
documentary evidence of Cash bill obtained from the concerned vendors. As on
01.012016, the minimum wage work out to Rs. 29339/-, rounded off to Rs.
30,000/-.
6. The 5th CPC adopted the
rate of growh in the economy ( as reflected in the increase in the per capita
net national produce at factor cost) over a period of ten years to arrive at
the increase required to be made to arrive at the minimum wage. The per capita
NNP at factor cost registered an increase of 65.28% over a period of ten years
in 2013-14. If we apply the same percentage to the emoluments (Pay +DA) as on
1.1.2016 (assuming that DA will be 125% as on that date), the minimum wage as
on 1.1.2016 for an MTS will have to be Rs. 26030, rounded off to Rs. 27000.
7. In para 4.2.9 of the report, the Commission has given
a table depicting the percentage increase provided by the successive Pay
Commissions, according to which the 2nd CPC had made a paltry
increase of 14.2%. The 3rd
CPC gave a rise of 20.6, 4th 27.6, 5th 31.0 and 6th CPC 54%. While the percentage increase had
been in ascending order all along, the 7th CPC has sought to reverse
that trend ostensibly for reasons unknown. It is was the meagre increase of 14%
provided for by the 2nd CPC that triggered the volatile situation in
the civil service and led to all India strike encompassing all employees which
lasted for 5 days in 1960. We do not know whether the 7th CPC really intend to create such a scenario
once again.
8. In the case of Bank, Insurance and many other Public
Sector Undertakings wage revision takes place once in 5 years. In the recently
concluded agreement, Bank employees were provided more than 15% increase.
9. After the implementation of the Pay Commissions Report
the AP State Employees have been given a wage structure based on a minimum wage
far above the level of Central Government employees. In their case also wage
revision does take place once in 5 years.
It could be seen from the above that the computation of
minimum wage by the 7 CPC is prima facie wrong and computed on untenable
premises and incorrect data. The minimum wage therefore requires re-computation
and revision. Once the minimum wage gets revised, the fitment formula, the
multiplication factor applied for determining the pay levels and the pay matrix
itself will have to consequently revised
Determination of Pay Level Minimum
It is seen that the 7th CPC has applied varying
multiplication factors for different pay levels. The 6th CPC has taken the
emoluments in the private sector to hike the salary of officers by applying
different yardstick to compute the pay bands disturbing the vertical relativity
while the 7th CPC has further accentuated the gap of differences in wages
between officers and employees. This being unacceptable we urge upon adoption
of uniform multiplication factor for determining pay levels.
2. Revise the pay
matrix basing upon the revised minimum wage and rounding off the stages to the
next hundred. Accept the suggestion made by the Staff Side in its memorandum to
7 CPC for de-layering viz. to abolish the pay levels pertaining to GP 1900,
2400 and 4600.
In our memorandum to 7th CPC the staff side had requested
for de-layering by abolition of Grade Pay of Rs 1900, 2400 & 4600. The pay
levels pertaining to GP 1900, 2400 and 4600 may be abolished and merged with
the next higher levels.
3. Revise the rate of increment to 5 % and Grant two
increments in the feeder cadre levels as promotion benefit.
The rate of increment has been pegged down to 3% by the
7th CPC. At this rate an employee will not be able to double his pay even after
30 years. The demand of the staff side to increase the rate of increment to 5%
is to be accepted.
Promotion from one cadre to another is a rare phenomenon
in government services especially in lower grades. If one to be awarded only an
increment amounting to 3% of pay, it might not become a sought after affair and
will in fact act as a de-motivating factor. This apart, in most of the Govt.
Departments, promotion is followed by posting to a different location. Those
who are posted to unclassified cities or from Metro cities to towns will
financially suffer due to such mandatory transfer on promotion. This is because
of the fact that the rate HRA, Transport Allowance etc vary from one station to
another. The financial benefit on promotion must be, therefore, at least two
increments i.e. 10% of the pay.
4. Fill up all vacant posts by holding special
recruitment drive
5. MACP to be treated as financial up-gradation, without
any grading stipulation; to be provided on the basis of the promotional cadre
hierarchy of the concerned department; increase the number of MACP to five on
completion of 8, 15,21,26 and 30th years of service. Reject the Efficiency Bar
stipulation made by 7th CPC. Personnel promoted on the basis of Examination
should be treated as fresh entrants to the cadre.
6. Upgrade the LDCs in all departments as UDCs for it is
stated by the Commission that the Government has stopped recruiting personnel
to this cadre.
The cadre of LDC, after the introduction of MTS has
presently overlapping functions. Most of the specific functions have also
become obsolete on introduction of computerized diarizing and maintenance
register. There is no specific need for this cadre in any of the offices. While
future recruitment can be stopped, which the government has conveyed to the
Commission, what has to be done to the existing cadre is not mentioned. It is
therefore necessary that the existing incumbents be promoted as UDCs by
upgrading all posts of LDC as UDCs.
7. a) Parity to be ensured for all Stenographers,
Assistants, Ministerial Staff in subordinate offices and in all the organized
Accounts cadres with Central Sectt. By upgrading their pay scales ( and not by
downgrading the pay scales of the CSS)
b) Drivers in all Government offices to be granted pay
scale on par with the drivers of the Lok Sabha
The question of Parity, as has been rightly mentioned by
7th CPC, is a settled matter. It is the Department of Personnel which the cadre
controlling Department for CSS cadre that unsettles the parity every time. The
recommendation to downgrade the CSS is however not acceptable. What is required
is to grant higher pay levels at par with CSS ministerial and stenographer
cadres and other similarly placed cadres in the field/subordinate offices and
IA&AD & Organized Accounts cadres.
8. To remove existing
anomaly, the annual increment date may be 1st January for those recruited prior
to 30th June and 1st July in respect of those recruited prior to 31st December.
9. Wage of Central
Government Employees be revised in every 5 years
10. Treat the GDS as Civil
Servant and grant them all pay, allowances and benefits granted to regular
employees on Pro -rata basis
11. Contract/casual and
daily rated workers to be regularized against the huge vacancies existing in
various Government offices.
12. Introduce PLB in all
departments. All existing bilateral agreement on PLB must continue to be in
operation
13. Revise the pension and
other retirement benefits as under:-
(b). Pension to be 60% of
the last pay drawn in the case of all eligible persons who have completed the
requisite number of years of service.
(c). The family pension to
be 50% of the last pay drawn.
(d). Enhance the pension
and family pension by 5% after every five years and 10% on attaining the age of
85 and 20% on attaining the age of 90.
(e). Commuted value of
pension to be restored after 10 years or attaining the age of 70, whichever is
earlier. Gratuity calculation to be on the basis of 25 days in the month as
against 30 days as per the Gratuity Act.
(f). Fixed medical
allowance for those pensioners not covered by CGHS and REHS to be increased to
Rs. 2000 p.m.
(g). Provide one increment
on the last day in service if the concerned employee has completed six months
or more from the date of grant of last increment.
14. Exclude the Central
Government employees from the ambit of the National Pension Scheme (NPS) and
extend the defined benefit pension scheme to all those recruited after 1.1.2004
15. In the absence of any
recommendation made by 7 CPC, the Government must withdraw the stipulated
ceiling on compassionate appointments
16. Revise the following allowances/advances as under in
place of the recommendations made by the 7th CPC :
The 7th CPC has recommended to abolish large number of
allowances and interest free advances without going into the exact relevance in
certain departments where the allowances are provided for. The allowances which
are stated to be subsumed and which are clubbed with other s also require
consideration. If these allowances are withdrawn, it might affect adversely the
very functioning of the Department itself in certain emergent situation. Of the
allowances mentioned in the report for abolition, we have mentioned hereunder
those pertaining to civilian employees which require to be retained.
In respect of advances the Commission appears to have
taken a shylock view of the matter. Most of the under mentioned advances are
required to meet out contingencies which the employees cannot manage to
organize. These advances are, therefore, to be retained.
(i) Allowances
(a). Retain the rate of
house rent allowance in place of the recommendation of the Commission to reduce
it.
(b). Restructure the transport allowance into two slabs
at Rs. 7500 and 3750 with DA thereof removing all the stipulated conditions.
(c). Fixed conveyance allowance: This allowance had no DA
component at any stage.. This allowance must be enhanced to 2.25 times with 25%
DA thereon as and when the DA crosses 50%
(d). Restore the island Special duty allowance and the
Tripura Special compensatory remote locality allowance.
(e). The special duty allowance in NE Region should be
uniform for all at 30%
Thanking
you.
Yours
comradely,
(Bhaskar
Bhattacharya) (Rupak Sarkar)
Joint Convenors
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