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Friday, October 31, 2008

Exercised writing an Option as per Rule No.6 within 3 months

with 0 Comment


RULE No. 6 Exercise of Option - (1)

"The option under the provisos to Rule 5 shall be exercised in writing in the form appended to the Second Schedule so as to reach the authority mentioned in sub rule (2) within three months of the date of publication of these rules or where an existing scale has been revised by any order made subsequent to that date, within three months of the date of such order.
Provided that – (i) in the case of a Government servant who is, on the date of such publication or, as the case may be, date of such order, out of India on leave or deputation or foreign service or active service, the said option shall be exercised in writing so as to reach the said authority within three months of the date of his taking charge of his post in India; and

(ii) where a Government servant is under suspension on the 1st day of January, 2006 , the option may be exercised within three months of the date of his return to his duty if that date is later than the date prescribed in this sub-rule.

(2) The option shall be intimated by the Government servant to the Head of his Office.

(3) If the intimation regarding option is not received within the time mentioned in sub-rule (1), the Government servant shall be deemed to have elected to be governed by the revised pay structure with effect on and from the 1st day of January, 2006.

(4) The option once exercised shall be final. Rule 6 - This rule prescribes the manner in which option has to be exercised and also the authority who should be apprised of such option. The option has to be exercised in the appropriate form appended to the rules. It should be noted that it is not sufficient for a Government servant to exercise the option within the specified time limit but also to ensure that it reaches the prescribed authority within the time limit. In the case of persons who are outside India at the time these rules are promulgated, the period within which the option has to be exercised is three months from the date they take over charge of the post in India. In the case of Government servants the revised pay structure of whose posts are announced subsequent to the date of issue of these rules, the period of three months will run from the date of such announcement.

Option Form: THE SECOND SCHEDULE Form of Option [See Rule ____] *

(i) I _______________________________________hereby elect the revised pay structure with effect from 1st January, 2006. *(ii) I _______________________________________ hereby elect to continue on the existing scale of pay of my substantive/officiating post mentioned below until: * the date of my next increment The date of my subsequent increment raising my pay to Rs. I vacate or cease to draw pay in the existing scale.

The date of my promotion to ______________

Existing Scale __________________________________

Signature ____________________________

Name _______________________________

Designation___________________________

Office in which employed_____________________________________

Date: Station: * To be scored out, if not applicable.

Thursday, October 30, 2008

6th CPC recommends withdrawal of Risk Allowance

with 0 Comment


6th CPC recommends withdrawal of Risk Allowance All categories of jobs that involve inherent element of risk with deleterious effect on health over a period of time should instead be provided with free medical and life insurance of
Rs.5 lakhs for employees in PB-1 pay band ;
Rs.7 lakhs for employees in PB-2 pay band;
Rs.10 lakhs for employees in PB-3 pay band / higher pay bands / scales.

To offset the effect of inflation, amount of the insurance should automatically be increased by 50% every time the DA payable on the revised pay goes up by 50%. The entire expenditure on paying premium for this insurance will be borne by the Govt.

The amount insured will be paid in case of any serious injury or death sustained in the course of employment and will be over and above the others benefits with mandatory health check-ups every quarter and enhanced leave, wherever the same is necessary for proper recuperation. Further, the Govt. should ensure that latest technology and greatest level of care is observed in these jobs so that the element of risk involved therein is minimized.

http://90paisa.blogspot.com/2008/11/as-on-rates-of-da-1.html

Quantum of pension increased to the old persioners

with 0 Comment


Family Pensioners:
The enhanced family pension shall be payable to the family fo a Government servant who dies in service from the date of death of the Government servant for a period of ten years, without any upper age limit Pensioners:

The quantum of pension available to the old persioners shall be increased as follows...

Age of Family Pensioner Additional Quantum
From 80 Years to Less than 85 Years 20% of Basic Family Pesion
From 85 Years to Less than 90 Years 30% of Basic Family Pesion
From 90 Years to Less than 95 Years 40% of Basic Family Pesion
From 95 Years to Less than 100 Years 50% of Basic Family Pesion
Above 100 Years 100% of Basic Family Pesion


Once an employee renders the minimum pensionable service of 20 years, pension should be paid at 50% of the average emoluments received during the past 10 months or the pay last drawn, whichever is more beneficial to the retiring employee.It is, however, clarified that the pension of a post 1.1.2006 pensioner shall also not be lower than fifty percent of the sum of the minimum of the pay in the pay band and the grade pay from which the pensioner has ritired.

For example, if a pensioner has retired in the grade pay of Rs. 4200 p.m. in the pay band of Rs.9300-34800, his minimum guaranteed persion would be 50% of Rs. 9300 + Rs. 4200 (i.e. Rs.6750). The additional quantum of pension/family pension, on attaining the age of 80 years and above, would be admissible from the 1st day of the month in which his date of birth falls.

For example, if a pensioner / family pensioner completes age of 80 years in the month of August 2008, he will be entitled to additional pension/family w.e.f. 1.8.2008. Those pensioners/family pensioners whose date of birth is 1st August will also be entitled to additional pension/family pension w.e.f. 1.8.2008 on attaining the age of 80 years and above.

The period of 10 years for payment of enhanced family pension will count from the date of death of the government servant. These orders will however, not apply in a case where the period of seven years for payment of enhanced family pension has already been completed as on 1.1.2006 and the family was in receipt of normal family pension on that date.

Casual Labourers with Temporary Status

with 0 Comment


Casual Labourers with Temporary Status

Casual Labourers with Temporary Status will continue to receive their wages as per provisions of the Casual Lahourers (Grant of Temporary Status and Regularisation) Scheme, worked out on the basis of the pay scales for Group ‘D’ employees as per- 1S Pay Band and the corresponding Grade Pay recommended by the 6th CPC.

Encahment of leave in respect of Central Government employees

with 0 Comment


Encahment of leave in respect of CG employees: (Those who are retire after 1.Sep.2008)

Consequent upon the decisions taken by the Govt. relating to encashment of leave, both Earned Leave and Half Pay Leave shall be considered for encashment of leave subject to overall limit of 300 days. The cash equivalent payable for Earned Leave shall continue unchanged.

The cash equivalent payable for Hal Pay Leave shall be equal to leave salary as admisible for Half Pay Leave plus Dearness Allowance admissible on the leave salary without any reduction being made on account of pension and persion equivalent of other reirement benefits payable.

To make up the shortfall in Earned Leave, no commutation of Half Pay Leave shall be permissible.

The cahs equivalent for half pay leave component shall, henceforth, be calculated in the manner indicated below,Cash payment in lieu of half pay leave component=Half pay leave salary / 30 x Number of days of half pay leave.

These orders shall take effect from 1st september 2008

SCREENING COMMITTEE - Granting the benefits under the ACP Scheme

with 2 comments


SCREENING COMMITTEE

A departmental Screening Committee shall be constituted for the purpose of processing the cases for grant of benefits under the ACP Scheme.

The composition of the Screening Committee shall be the same as that of the DPC prescribed under the relevant Recruitment/Service Rules for regular promotion to the higher grade to which financial upgradation is to be granted.

However, in cases where DPC as per the prescribed rules is headed by the Chairman/Member of the UPSC, the Screening Committee under the ACP Scheme shall, instead, be headed by the Secretary or an officer of equivalent rank of the concerned Ministry/Department.

In respect of isolated posts, the composition of the Screening Committee (with modification as noted above, if required) shall be the same as that of the DPC for promotion to analogous grade in that Ministry/Department.

In order to prevent operation of the ACP Scheme from resulting into undue strain on the administrative machinery, the Screening Committee shall follow a time-schedule and meet twice in a financial year – preferably in the first week of January and July for advance processing of the cases.

Accordingly, cases maturing during the first-half (April-September) of a particular financial year for grant of benefits under the ACP Scheme shall be taken up for consideration by the Screening Committee meeting in the first week of January of the previous financial year.

Similarly, the Screening Committee meeting in the first week of July of any financial year shall process the cases that would be maturing during the second-half (October-March) of the same financial year.

For example, the Screening Committee meeting in the first week of January, 1999 would process the cases that would attain maturity during the period April 1, 1999 to September 30, 1999 and the Screening Committee meeting in the first week of July, 1999 would process the cases that would mature during the period October 1, 1999 to March 31, 2000.

To make the Scheme operational, the Cadre Controlling Authorities shall constitute the first Screening Committee of the current financial year within a month from the date of issue of these instructions to consider the cases that have already matured or would be maturing upto March 31, 2000 for grant of benefits under the ACP Scheme. The next Screening Committee shall be constituted as per the time-schedule suggested above.

Ministries/Departments are advised to explore the possibility of effecting savings so as to minimise the additional financial commitment that introduction of the ACP Scheme may entail.

The ACP Scheme shall become operational from the date of issue of this Office Memorandum. In so far as persons serving in the Indian Audit and Accounts Departments are concerned, these orders issue after consultation with the Comptroller and Auditor General of India.

The Fifth Central Pay Commission in paragraph 52.15 of its Report has also separately recommended a "Dynamic Assured Career Progression Mechanism" for different streams of doctors. It has been decided that the said recommendation may be considered separately by the administrative Ministry concerned in consultation with the Department of Personnel and Training and the Department of Expenditure. Any interpretation/clarification of doubt as to the scope and meaning of the provisions of the ACP Scheme shall be given by the Department of Personnel and Training (Establishment-D). All Ministries/Departments may give wide circulation to these instructions for guidance of all concerned and also take immediate steps to implement the Scheme keeping in view the ground situation obtaining in services/cadres/ posts within their administrative jurisdiction.

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Important order for ASSURED CAREER PROGRESSION SCHEME is given under for your kind information...

No.35034/1/97-Estt(D)
Government of India
Ministry of Personnel, Public Grievances and Pensions
(Department of Personnel and Training)

North Block, New Delhi 110001
August 9, 1999

OFFICE MEMORANDUM

Subject:- THE ASSURED CAREER PROGRESSION SCHEME FOR THE CENTRAL GOVERNMENT CIVILIAN EMPLOYEES.

The Fifth Central Pay Commission in its Report has made certain recommendations relating to the Assured Career Progression (ACP) Scheme for the Central Government civilian employees in all Ministries/Departments. The ACP Scheme needs to be viewed as a ‘Safety Net’ to deal with the problem of genuine stagnation and hardship faced by the employees due to lack of adequate promotional avenues. Accordingly, after careful consideration it has been decided by the Government to introduce the ACP Scheme recommended by the Fifth Central Pay Commission with certain modifications as indicated hereunder:-

2. GROUP ‘A’ CENTRAL SERVICES

2.1 In respect of Group ‘A’ Central services (Technical/Non-Technical), no financial upgradation under the Scheme is being proposed for the reason that promotion in their case must be earned. Hence, it has been decided that there shall be no benefits under the ACP Scheme for Group ‘A’ Central services (Technical/Non-Technical). Cadre Controlling Authorities in their case would, however, continue to improve the promotion prospects in organisations/cadres on functional grounds by way of organisational study, cadre review, etc. as per prescribed norms.

3. GROUP ‘B’, ‘C’ AND ‘D’ SERVICES/POSTS AND ISOLATED

POSTS IN GROUP ‘A’, ‘B’, ‘C’ AND ‘D’ CATEGORIES

3.1 While in respect of these categories also promotion shall continue to be duly earned, it is proposed to adopt the ACP Scheme in a modified form to mitigate hardship in cases of acute stagnation either in a cadre or in an isolated post. Keeping in view all relevant factors, it has, therefore, been decided to grant two

financial upgradations [as recommended by the Fifth Central Pay Commission and also in accordance with the Agreed Settlement dated September 11, 1997 (in relation

to Group ‘C’ and ‘D’ employees) entered into with the Staff Side of the National Council (JCM)] under the ACP Scheme to Group ‘B’, ‘C’ and ‘D’ employees on completion of 12 years and 24 years (subject to condition no.4 in Annexure-I) of regular service respectively. Isolated posts in Group ‘A’, ‘B’, ‘C’ and ‘D’ categories which have no promotional avenues shall also qualify for similar benefits on the pattern indicated above. Certain categories of employees such as casual employees (including those with temporary status), ad-hoc and contract employees shall not qualify for benefits under the aforesaid Scheme. Grant of financial upgradations under the ACP Scheme shall, however, be subject to the conditions mentioned in Annexure-I.

3.2 ‘Regular Service’ for the purpose of the ACP Scheme shall be interpreted to mean the eligibility service counted for regular promotion in terms of relevant Recruitment/Service Rules.

4. Introduction of the ACP Scheme should, however, in no case affect the normal (regular) promotional avenues available on the basis of vacancies. Attempts needed to improve promotion prospects in organisations/cadres on functional grounds by way of organisational study, cadre reviews, etc as per prescribed norms should not be given up on the ground that the ACP Scheme has been introduced.

5. Vacancy based regular promotions, as distinct from financial upgradation under the ACP Scheme, shall continue to be granted after due screening by a regular Departmental Promotion Committee as per relevant rules/guidelines.

6. SCREENING COMMITTEE

6.1 A departmental Screening Committee shall be constituted for the purpose of processing the cases for grant of benefits under the ACP Scheme.

6.2 The composition of the Screening Committee shall be the same as that of the DPC prescribed under the relevant Recruitment/Service Rules for regular promotion to the higher grade to which financial upgradation is to be granted. However, in cases where DPC as per the prescribed rules is headed by the Chairman/Member of the UPSC, the Screening Committee under the ACP Scheme shall, instead, be headed by the Secretary or an officer of equivalent rank of the concerned Ministry/Department. In respect of isolated posts, the composition of the Screening Committee (with modification as noted above, if required) shall be the same as that of the DPC for promotion to analogous grade in that Ministry/Department.

6.3 In order to prevent operation of the ACP Scheme from resulting into undue strain on the administrative machinery, the Screening Committee shall follow a time-schedule and meet twice in a financial year – preferably in the first week of January and July for advance processing of the cases. Accordingly, cases maturing during the first-half (April-September) of a particular financial year for grant of benefits under the ACP Scheme shall be taken up for consideration by the Screening Committee meeting in the first week of January of the previous financial year. Similarly, the Screening Committee meeting in the first week of July of any financial year shall process the cases that would be maturing during the second-half (October-March) of the same financial year. For example, the Screening Committee meeting in the first week of January, 1999 would process the cases that would attain maturity during the period April 1, 1999 to September 30, 1999 and the Screening Committee meeting in the first week of July, 1999 would process the cases that would mature during the period October 1, 1999 to March 31, 2000.

6.4 To make the Scheme operational, the Cadre Controlling Authorities shall constitute the first Screening Committee of the current financial year within a month from the date of issue of these instructions to consider the cases that have already matured or would be maturing upto March 31, 2000 for grant of benefits under the ACP Scheme. The next Screening Committee shall be constituted as per the time-schedule suggested above.

7. Ministries/Departments are advised to explore the possibility of effecting savings so as to minimise the additional financial commitment that introduction of the ACP Scheme may entail.

8. The ACP Scheme shall become operational from the date of issue of this Office Memorandum.

9. In so far as persons serving in the Indian Audit and Accounts Departments are concerned, these orders issue after consultation with the Comptroller and Auditor General of India.

10. The Fifth Central Pay Commission in paragraph 52.15 of its Report has also separately recommended a "Dynamic Assured Career Progression Mechanism" for different streams of doctors. It has been decided that the said recommendation may be considered separately by the administrative Ministry concerned in consultation with the Department of Personnel and Training and the Department of Expenditure.

11. Any interpretation/clarification of doubt as to the scope and meaning of the provisions of the ACP Scheme shall be given by the Department of Personnel and Training (Establishment-D).

12. All Ministries/Departments may give wide circulation to these instructions for guidance of all concerned and also take immediate steps to implement the Scheme keeping in view the ground situation obtaining in services/cadres/ posts within their administrative jurisdiction;

13. Hindi version would follow.

(K.K. JHA)
Director(Establishment)

To

1. All Ministries/Departments of the Government of India

2. President’s Secretariat/Vice President’s Secretariat/Prime Minister’s Office/Supreme Court/Rajya Sabha Secretariat/Lok Sabha Secretariat/Cabinet Secretariat/UPSC/CVC/C&AG/Central Administrative Tribunal(Principal Bench), New Delhi

3. All attached/subordinate offices of the Ministry of Personnel, Public Grievances and Pensions

4. Secretary, National Commission for Minorities

5. Secretary, National Commission for Scheduled Castes/Scheduled Tribes

6. Secretary, Staff Side, National Council (JCM), 13-C, Ferozeshah Road, New Delhi

7. All Staff Side Members of the National Council (JCM)

8. Establishment (D) Section - 1000 copies

ANNEXURE-I

CONDITIONS FOR GRANT OF BENEFITS UNDER THE ACP SCHEME

1. The ACP Scheme envisages merely placement in the higher pay-scale/grant of financial benefits (through financial upgradation) only to the Government servant concerned on personal basis and shall, therefore, neither amount to functional/regular promotion nor would require creation of new posts for the purpose;

2. The highest pay-scale upto which the financial upgradation under the Scheme shall be available will be Rs.14,300-18,300. Beyond this level, there shall be no financial upgradation and higher posts shall be filled strictly on vacancy based promotions;

3. The financial benefits under the ACP Scheme shall be granted from the date of completion of the eligibility period prescribed under the ACP Scheme or from the date of issue of these instructions whichever is later;

4. The first financial upgradation under the ACP Scheme shall be allowed after 12 years of regular service and the second upgradation after 12 years of regular service from the date of the first financial upgradation subject to fulfillment of prescribed conditions. In other words, if the first upgradation gets postponed on account of the employee not found fit or due to departmental proceedings, etc this would have consequential effect on the second upgradation which would also get deferred accordingly;

5.1 Two financial upgradations under the ACP Scheme in the entire Government service career of an employee shall be counted against regular promotions (including in-situ promotion and fast-track promotion availed through limited departmental competitive examination) availed from the grade in which an employee was appointed as a direct recruit. This shall mean that two financial upgradations under the ACP Scheme shall be available only if no regular promotions during the prescribed periods (12 and 24 years) have been availed by an employee. If an employee has already got one regular promotion, he shall qualify for the second financial upgradation only on completion of 24 years of regular service under the ACP Scheme. In case two prior promotions on regular basis have already been received by an employee, no benefit under the ACP Scheme shall accrue to him;

5.2 Residency periods (regular service) for grant of benefits under the ACP Scheme shall be counted from the grade in which an employee was appointed as a direct recruit;

6. Fulfillment of normal promotion norms (bench-mark, departmental examination, seniority-cum-fitness in the case of Group ‘D’ employees, etc.) for grant of financial upgradations, performance of such duties as are entrusted to the employees together with retention of old designations, financial upgradations as personal to the incumbent for the stated purposes and restriction of the ACP Scheme for financial and certain other benefits (House Building Advance, allotment of Government accommodation, advances, etc) only without conferring any privileges related to higher status (e.g. invitation to ceremonial functions, deputation to higher posts, etc) shall be ensured for grant of benefits under the ACP Scheme;

7. Financial upgradation under the Scheme shall be given to the next higher grade in accordance with the existing hierarchy in a cadre/category of posts without creating new posts for the purpose. However, in case of isolated posts, in the absence of defined hierarchical grades, financial upgradation shall be given by the Ministries/Departments concerned in the immediately next higher (standard/common) pay-scales as indicated in Annexure-II which is in keeping with Part-A of the First Schedule annexed to the Notification dated September 30, 1997 of the Ministry of Finance (Department of Expenditure). For instance, incumbents of isolated posts in the pay-scale S-4, as indicated in Annexure-II, will be eligible for the proposed two financial upgradations only to the pay-scales S-5 and S-6. Financial upgradation on a dynamic basis (i.e. without having to create posts in the relevant scales of pay) has been recommended by the Fifth Central Pay Commission only for the incumbents of isolated posts which have no avenues of promotion at all. Since financial upgradations under the Scheme shall be personal to the incumbent of the isolated post, the same shall be filled at its original level (pay-scale) when vacated. Posts which are part of a well-defined cadre shall not qualify for the ACP Scheme on ‘dynamic’ basis. The ACP benefits in their case shall be granted conforming to the existing hierarchical structure only;

8. The financial upgradation under the ACP Scheme shall be purely personal to the employee and shall have no relevance to his seniority position. As such, there shall be no additional financial upgradation for the senior employee on the ground that the junior employee in the grade has got higher pay-scale under the ACP Scheme;

9. On upgradation under the ACP Scheme, pay of an employee shall be fixed under the provisions of FR 22(I) a(1) subject to a minimum financial benefit of Rs.100/- as per the Department of Personnel and Training Office Memorandum No.1/6/97-Pay.I dated July 5, 1999. The financial benefit allowed under the ACP Scheme shall be final and no pay-fixation benefit shall accrue at the time of regular promotion i.e. posting against a functional post in the higher grade;

10. Grant of higher pay-scale under the ACP Scheme shall be conditional to the fact that an employee, while accepting the said benefit, shall be deemed to have given his unqualified acceptance for regular promotion on occurrence of vacancy subsequently. In case he refuses to accept the higher post on regular promotion subsequently, he shall be subject to normal debarment for regular promotion as prescribed in the general instructions in this regard. However, as and when he accepts regular promotion thereafter, he shall become eligible for the second upgradation under the ACP Scheme only after he completes the required eligibility service/period under the ACP Scheme in that higher grade subject to the condition that the period for which he was debarred for regular promotion shall not count for the purpose. For example, if a person has got one financial upgradation after rendering 12 years of regular service and after 2 years therefrom if he refuses regular promotion and is consequently debarred for one year and subsequently he is promoted to the higher grade on regular basis after completion of 15 years (12+2+1) of regular service, he shall be eligible for consideration for the second upgradation under the ACP Scheme only after rendering ten more years in addition to two years of service already rendered by him after the first financial upgradation (2+10) in that higher grade i.e. after 25 years (12+2+1+10) of regular service because the debarment period of one year cannot be taken into account towards the required 12 years of regular service in that higher grade;

11. In the matter of disciplinary/penalty proceedings, grant of benefits under the ACP Scheme shall be subject to rules governing normal promotion. Such cases shall, therefore, be regulated under the provisions of relevant CCS(CCA) Rules, 1965 and instructions thereunder;

12. The proposed ACP Scheme contemplates merely placement on personal basis in the higher pay-scale/grant of financial benefits only and shall not amount to actual/functional promotion of the employees concerned. Since orders regarding reservation in promotion are applicable only in the case of regular promotion, reservation orders/roster shall not apply to the ACP Scheme which shall extend its benefits uniformly to all eligible SC/ST employees also. However, at the time of regular/functional (actual) promotion, the Cadre Controlling Authorities shall ensure that all reservation orders are applied strictly;

13. Existing time-bound promotion schemes, including in-situ promotion scheme, in various Ministries/Departments may, as per choice, continue to be operational for the concerned categories of employees. However, these schemes, shall not run concurrently with the ACP Scheme. The Administrative Ministry/Department -- not the employees -- shall have the option in the matter to choose between the two schemes, i.e. existing time-bound promotion scheme or the ACP Scheme, for various categories of employees. However, in case of switch-over from the existing time-bound promotion scheme to the ACP Scheme, all stipulations (viz. for promotion, redistribution of posts, upgradation involving higher functional duties, etc) made under the former (existing) scheme would cease to be operative. The ACP Scheme shall have to be adopted in its totality;

14. In case of an employee declared surplus in his/her organisation and in case of transfers including unilateral transfer on request, the regular service rendered by him/her in the previous organisation shall be counted along with his/her regular service in his/her new organisation for the purpose of giving financial upgradation under the Scheme; and

15. Subject to Condition No. 4 above, in cases where the employees have already completed 24 years of regular service, with or without a promotion, the second financial upgradation under the scheme shall be granted directly. Further, in order to rationalise unequal level of stagnation, benefit of surplus regular service (not taken into account for the first upgradation under the scheme) shall be given at the subsequent stage (second) of financial upgradation under the ACP Scheme as a one time measure. In other words, in respect of employees who have already rendered more than 12 years but less than 24 years of regular service, while the first financial upgradation shall be granted immediately, the surplus regular service beyond the first 12 years shall also be counted towards the next 12 years of regular service required for grant of the second financial upgradation and, consequently, they shall be considered for the second financial upgradation also as and when they complete 24 years of regular service without waiting for completion of 12 more years of regular service after the first financial upgradation already granted under the Scheme.

(K.K. JHA)
Director(Establishment)

ANNEXURE-II

STANDARD/COMMON PAY-SCALES

As per Part-A of the First Schedule Annexed to the Ministry of Finance

(Department of Expenditure) Gazette Notification dated September 30, 1997

[REFERENCE PARA 7 OF ANNEXURE I OF THIS OFFICE MEMORANDUM]


S.No. Revised pay-scales (Rs)
1. S-1 2550-55-2660-60-3200
2. S-2 2610-60-3150-65-3540
3. S-3 2650-65-3300-70-4000
4. S-4 2750-70-3800-75-4400
5. S-5 3050-75-3950-80-4590
6. S-6 3200-85-4900
7. S-7 4000-100-6000
8. S-8 4500-125-7000
9. S-9 5000-150-8000
10. S-10 5500-175-9000
11. S-12 6500-200-10500
12. S-13 7450-225-11500
13. S-14 7500-250-12000
14. S-15 8000-275-13500
15. S-19 10000-325-15200
16. S-21 12000-375-16500
17. S-23 12000-375-18000
18. S-24 14300-400-18300

Tuesday, October 28, 2008

AUTHORISED MEDICAL ATTENDANT FOR THE YEAR 2008-2009

with 4 comments
AUTHORISED MEDICAL ATTENDANT FOR THE YEAR 2008-2009

A M A - in NEW DELHI for the year 2008-2009 THE COMPLETE ADDRESS WITH PINCODE NUMBER, LIST OF 350 AUTHORISED MEDICAL ATTENDANT IN SURROUNDING OF NEW DELHI (SOME OF IN HARYANA)

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www.du.ac.in/

J C M AND RECOGNISED SERVICE ASSOCIATIONS

with 3 comments

JOINT CONSULTATIVE MACHINERY 

JOINT CONSULTATIVE MACHINERY IN ORDNANCE FACTORIES JCM – I , JCM – II , JCM – III , JCM – IV

In 1967 Govt. of India introduced the ‘Scheme for Joint Consultative Machinery and Compulsory Arbitration’ for Central Govt. employees. The objective was to promote armonious relation, securing greatest measure of cooperation between Govt. in its capacity as employer and the general body of its employees in matters of common concern and increasing the efficiency of the public service.

The Scheme provides for setting up of Joint Councils at three levels viz.

(i) National Council (JCM-I) functioningat Cabinet Secretariat

(ii) Departmental Council (JCM-II) functioning at the concerned administrative Ministry and

(iii) regional / office council (JCM-III) functioning at the lowest level of the administrative set-up. For Ministry of Defence Establishments, however, a four tier arrangement was agreed to and accordingly in the case of Ordnance Factories in addition to JCM-I (National) and JCM-II (Departmental), the following Joint Councils were set-up :- JCM – III : functioning at OFB HQrs.

JCM – IV : functioning in each of the factories under OF organisation.

The Scheme clearly demarcates the jurisdiction of the Joint Councils at each level, the items and the circumstances in which these will qualify for compulsory arbitration by a Board of Arbitration consisting of these members, one from Official side, one from Staff side and a Chairman who will be an independent person. Subject to the overriding authority of Parliament, recommendations of the Board of Arbitration will be binding on both sides.

The Scheme, Constitution of Third and Fourth Level Councils for Defence Civilians, Draft Rules for the conduct of business of these Councils, Declaration of Joint intent regarding the common approach of Govt. of India and the employees organizations to work the machinery of Joint Council and Compulsory Arbitration and forms for nominations of Staff Side Members of the Departmental Council were forwarded to DGOF, amongst others, under Ministry of Defence letter No. 7(2)/66/D(Lab) dtd. 24-7-1967.

The factories had been furnished with copies of these documents under DGOF Circular No. 652/A/W dated 3rd November 1967 and asked to forward copies thereof to the recognised Trade Union(s), recognised Associations and Works Committees functioning in the respective factories. JCM-III at DGOF HQrs. and JCM-IV at the factories have been formed in accordance with the provisions laid down in the scheme and the constitution for these Councils. The special meeting(s) of the convened to transact the following business:-

(i) Signing of Declaration of Joint Intent.

(ii) Adoption of Draft Rules for Conduct of Business.

List of recognised service associations


FEDERATIONS / CONFEDERATION

1. General Secretary,All India Defence Employees Federation (AIDEF),SM Joshi Bhawan,Survey No. 81, Elphinstone Road, Kirkee, Pune – 4111003
2.General Secretary, Indian National Defence Workers Federation(INDWF) No-6, 6th Street, Vaishnavi Nagar, RCC Post, Chennai 600109.
3. General Secretary, Bharatiya Pratiraksha Mazdoor Sangh(BPMS) 2-A, Navin Market, Kanpur – 208 001.4.General Secretary, Confederation of Defence Recognised Associations(CDRA), 96, Defence Apartments, G-17 Paschim Vihar, Rohtak Road, Delhi-110087.
LIST OF RECOGNISED SERVICE ASSOCIATIONS
STENOGRAPHERSDRIVERS
General Secretary, All India Naval Stenographers Association, 13-3-16, Bhujanga Rao Pet, Maharani Peta, Visakhapatnasm – 530002General Secretary, Civilian Driver Gr.I AFV Association IndiaRZ-46, L-Block,Mahavir Enclave, Palam, New Delhi 110045
General Secretary, DGQA Orgn. Stenos. Assn.C/0 CQA ME, Aundh Road, Khadki, Pune – 411003.General Secretary, All India Defence Employees Civ. Motor DriversD – 158, Ext II, Nangloi, Delhi –110041.
General Secretary, All India DRDO Personal Staff Association,H-248, Sarojini Nagar,New Delhi – 110023.General Secretary,DRDO CivilianM.T. Drivers AssociationLASTEC Metcalfe House Delhi – 110 054
CLERKS /CIVILIAN EMPLOYEES ASSOCIATIONS
General Secretary, All India MES Clerical Cadre & Gp.D Employees Assn. Central HQ AIMCCGDEA, C/o CE Delhi Zone, Delhi Cantt-10.General Secretary, All India EME Civilian Personnel Assn. 25-40/1/1,Anantha Saraswathi Nagar,East Anand Bagh, Malkajgiri, Secunderabad-500047
General Secretary, All India AOC Clerks Assn, H.No. 244, Sant Nagar, (EOK) New Delhi – 110 065. General Secretary, All India Def. Civilian Clerk’s Assn of AOC & Record Offices, 13, Pashchim Vihar Extn.New Delhi-63.
General Secretary, DRDO Admn. Staff Assn.B-16/5 DRDO Township ,CV Raman Nagar, Bangalore – 93.General Secretary, All India Def. Estate Employees Assn.C-3116, Indira Nagar, Lucknow-226016.
General Secretary, All India NCC Def. Civilian Employees Assn.C/o NCC Dte. Karnataka Goa, 8, Cunningham Road, Bangalore-560052.General Secretary,All India Association of ClericalEmployees of Ord.Fy,CE HqrsC/o Metal &Steel Factory,Ishapore-743144.(W.B)
General Secretary,DGOF Employees Association,10-A, S K Bose Road,Calcutta. 700001General Secretary,All India Naval Clarks Association,C/o HQ Southern Naval Command. Kochi.
General Secretary,All India DGQA Clerical Association,CQA(HV), Avadi,Chnnai-600054General Secretary,Ordnance Factory Board Employees’ Democratic Association,10-A S.K. Bose Road,Kolkata-700001
DRAUGHTSMAN ASSOSN / SAFAIKARAMCHARI ASOSN
General Secretary , All India MES Civ. D/man Assn.National Executive Council, Kashmir House, New Delhi – 110011.General Secretary,All India Defence Conservancy Safai Karamachari Association,House No.T-83, Old Nangal,Delhi Cantt. 10
General Secretary, All India Naval Draughtsmen Association, A-33, Kailash Colony, New Delhi – 110048.General Secretary, Draughtsmen Assn. of DGQA 3, Ethiraj Lane, Moses Street, Gandhi Nagar, Avadi, Chennai-600054
SCIETIFIC WORKERS ASSOCS
General Secretary, Scientific Workers Assn. in DGQA, 2, Navin Market, Kanpur –208001General Secretary, All India Assn. of Scientific WorkersC/o QAE ME, Khamaria, Jabalpur- 482005.
ENGINEERS / TECH STAFF ASSOCS.
General Secretary, All India MES Civilian Engineers Assn.T-4 No.4 Poultry Farm Area,Delhi Cantt- 110010.General Secretary,All India Assn. of EME Supervisory(Tech).20-A Ayodhya Kunj, Agra.
General Secretary, Ordnance Tech. Pers Assn (NI) Gautam Niwas, A-2/372, Sector-8, Rohini, Delhi-110085.General Secretary,Defence Marine Engg. Tech Staff Welfare Assn. C/o DQA WP, H-Block, New Delhi - 110011.
General Secretary,Indian Def. Estate Service Tech. Staff Assn.C/o Office of DGDE,West Block IV, R.K. Puram, New Delhi.General Secretary,All India DGQA Tech. NGO’s Assn.CQAL Campus, JC Nagar,Bangalore – 560006.
General Secretary,All India Def Employees EME Tech Supervisor Association,R-556, Mangol Puri,New Delhi, 110 083. General Secretary,All India Naval Tech. Supervisory Staff Assn. Naval Dockyard ,Mumbai – 400023.
General Secretary, All India Assn. of NGO’sOrdnance Factory Khamaria, Jabalpur – 482005General Secretary,DRDO Senior Technical Asstt. Assoc.2, Navin Market, Kanpur 208001
STOREKEEPERS ASSOCIATIONS
General Secretary, All India Assn. of Store-keeping Staff (AOC)D-499, Gali No. 14,Sadh Nagar, Palam Colony,New Delhi - 45General Secretary , All India Civ. Store-keeping Personnel Assn.(EME) WZ-400 B, Raj Nagar, Palam Colony, Delhi – 110045
General Secretary, All India (MES) Barrack & Store Cadre Assn.Room No 74, South Hutments,Kashmir House,New Delhi-110011.General Secretary, Naval Store Storehouse Staff Association,GWH – Material Organ, NSD Ghatkoper, Mumbai – 400086
General Secretary, All India Air Force Storekeepers Association,C –6/189-B, Keshav Puram Delhi – 110035.General Secretary,DRDO Stores Staff Association, No.2448, 17th Main, 16 Cross,IInd Stage, Kumara Swami layout,Bangalore - 560078
ACCOUNTS ASSOCIATIONS
General Secretary , All India Def. Accounts Assn.(CB)C/o CDA(O), Golibar Maidan, Pune-400001General Secretary , All India Defence Accounts Employees Assn.C/o CC of A(Fys.), 10-A, Shaheed Khudiram Bose Road, Calcutta-700001
NON-TECH. SUPERVISORY STAFF ASSOC.
General Secretary, Indian Ordnance Fys. Non-Tech Supervisory Staff Assn,C/o G/IT-135,Armapur Estate, Kanpur - 9
Security Staff Association
General Secretary, DRDO Security Staff Association, Central OfficeC/o LRDE, C.V. Raman Nagar, Bangalore-560093
OFFICERS’ ASSOCIATIONS
General Secretary,All India Naval CivilianTechnical Officers Assn.,DSP/NHQ, Room No- 200‘D’II Wing, Sena Bhawan New Delhi – 110011. General Secretary, Indian Navy Civilian Officers Association, Naval Dockyard , Vishakhapatnam - 530014
General Secretary,Indian Navy CivilianDesign Officers Assn., Dte of Naval Hqr.,A – 33 Kailash Colony,New Delhi – 48.General Secretary, All India CSD Officers Assn., Mandalay Lines, Range Hills, Khadki, Pune – 411 020
General Secretary,Indian Ordnance Factories Gazetted Officers’ AssociationHIG-8, ‘B’ Block,Panki, Kanpur-208020-

Fixation of pay on promotion after 1.1.2006 option under FR 22(I)(a)1

with 4 comments


Fixation of pay on promotion after 1.1.2006 option under FR 22(I)(a)1

The government orders on implementations of revised pay on 6th CPC recommendations have been issued, in that clarification on FR22(I)(a)1 rule released on 13.10.2008 an anomaly pointed out...

For example: An employee who got promotion after 1.1.2006 opts for promotion date as per rule FR22(I)(a)1 (recommended in Vth pay commission) and gets new basic pay after fixation. Now the same employee gets less basic pay as per the rule of FR22(I)(a)1 (recommended in VIth pay commission) as opts for the promotion date. So the difference between the rule of FR22(I)(a)1 in Vth pay commission and VIth pay commission as be seen. But in selection of Increment date no diffrence has come.

Employee - A : when opts Promotion Date...
Pre revised Basic pay as on 1.Jan.2006 4400(4000-100-6000)
Increment Date Feb & Rs.100
Revised Pay in the pay band & Grade pay as on 1.Jan.20068190+2400 (PB-1 5200-20200)
Annual increment added as on 1.Jul.2006 8510+2400
Promoted (4500-125-7000)from Grade pay of 2400 to 28001-Dec-2006
Revised pay fixed as on 1-Dec-20068510+2800
Annual increment added as on 1.Jul.2007 8840+2800
Promotional increment added as on 1.Jul.2007 9190+2800
Annual increment added as on 1.Jul.20089550+2800

Employee - B

Pre revised Basic pay as on 1.Jan.2006 4400(4000-100-6000)
Increment Date Feb & Rs.100
Revised Pay in the pay band & Grade pay as on 1.Jan.20068190+2400 (PB-1 5200-20200)
Annual increment added as on 1.Jul.2006 8510+2400
Promoted (4500-125-7000)from Grade pay of 2400 to 28001-Feb-2007
Revised pay fixed as on 1-Feb-20078840+2800
Annual increment added as on 1.Jul.2008 9190+2800
Employee - A : when opts Increment Date...

Pre revised Basic pay as on 1.Jan.2006 4400(4000-100-6000)
Increment Date Feb & Rs.100
Revised Pay in the pay band & Grade pay as on 1.Jan.20068190+2400 (PB-1 5200-20200)
Annual increment added as on 1.Jul.2006 8510+2400
Promoted (4500-125-7000)from Grade pay of 2400 to 28001-Dec-2006
Revised pay fixed as on 1-Dec-20068510+2800
Annual increment added as on 1.Jul.2007 8840+2800
Promotional increment added as on 1.Jul.2007 9190+2800
Annual increment added as on 1.Jul.20089550+2800

Employee - B

Pre revised Basic pay as on 1.Jan.2006 4400(4000-100-6000)
Increment Date Feb & Rs.100
Revised Pay in the pay band & Grade pay as on 1.Jan.20068190+2400 (PB-1 5200-20200)
Annual increment added as on 1.Jul.2006 8510+2400
Promoted (4500-125-7000)from Grade pay of 2400 to 28001-Feb-2007
Revised pay fixed as on 1-Feb-20078510+2800
Annual increment added as on 1.Jul.2007 8840+2800
Promotional increment added as on 1.Jul.2007 9190+2800
Annual increment added as on 1.Jul.20089550+2800

More details of fixation: http://90paisa.blogspot.com/2008/11/loss-of-arrears_02.html

CSD Price List: CSD Rats of Cars

with 1 comment

Monday, October 27, 2008

Defence Civlians Medical Aid Fund (TB, Cancer & Leprosy)

with 0 Comment

Medical Aid Fund
(DCMAF - Defence Civlians Medical Aid Fund)

This Fund was established in 1953 as Defence Civilians Welfare (TB, Cancer & Leprosy) Fund. However, after its scope was enlarged it is now known as Defence Civilians Medical Aid Fund ( DCMAF). It is a Society registered under Societies Registration Act 1860.

The Fund has been established to provide financial assistance to its members in case they or their dependents suffer from specified ailments. In case of TB, Cancer or Leprosy · Nutritious Diet Allowance @ Rs.800/- per month

After Care Allowance @ Rs. 600 /- per month upto 6 months (after having completed domiciliary treatment).

Ex - Gratia Grant of Rs. 20,000/- to the family if member patient dies. · Reimbursement of the cost of X-ray films and other laboratory tests.

JOINT CONSULTATIVE MACHINERY - NATIONAL COUNCIL JCM

with 0 Comment

National Council (JCM) A list containing the up-dated names of Recognized Federations/Confederation/ Associations functioning under Defence fold and names of new Members of the 11th term of the Departmental Council (JCM), MoD (Annexure I,II & III) is sent herewith for inclusion in the mailing list. They are requested to endorse copies of all general circulars/general orders & instructions to all Members of JCM, Federations and Associations.

They are also requested to forward copies of these orders to US(Coord/IT) in a soft copy for putting up the circulars in the website. They are requested to endorse copies of all General circulars/general orders & instructions to all Members of JCM, Federations and Associations.

They are also requested to place copies in the website. LIST FOR INCLUSION IN THE MAILING LIST

ANNEXURE-I

1. Secretary , Staff Side National Council(JCM), 3-C, Ferozeshah Road, New Delhi – 110 001.

FEDERATIONS/CONFEDERATION

1. General Secretary, All India Defence Employees Federation (AIDEF), SM Joshi Bhawan, Survey No. 81, Elphinstone Road, Kirkee, Pune – 4111003

2. General Secretary, Indian National Defence Workers Federation(INDWF) No-6, 6th Street, Vaishnavi Nagar, RCC Post, Chennai 600109.

3. General Secretary, Bharatiya Pratiraksha Mazdoor Sangh(BPMS) 2-A, Navin Market, Kanpur – 208 001.

4. General Secretary, Confederation of Defence Recognised Associations(CDRA), 96, Defence Apartments, G-17 Paschim Vihar, Rohtak Road, Delhi-110087.

There is a well-structured machinery for joint consultation between the Central Government and its employees on a wide variety of service matters having a bearing on the administration and the general interests of the Government employees. It is a three-tier machinery consisting of the National Council, the Departmental Council and the Regional/Office Council. Service matters pertaining to the interests of the generality of employees or specific groups of them are dealt with by this machinery.

CSD - UNIT RUN CANTEEN - RIGHTS OF THE CSD CUSTOMER

with 0 Comment
CSD – UNIT RUN CANTEEN

RIGHTS OF THE CSD CUSTOMER

YOU CAN DEMAND:

Testing of all consumer durables including electrical appliances, in your presence, and to your satisfaction.

• Guarantee cards duly filled, signed and stamped by the unit-run-canteen (URC).

• Replacement of faulty products within warranty period.

• Proper and efficient after-sales service and CSD’s intervention in case of complaints.

• Food articles with adequate shelf-life.

• Consumer promotion schemes as applicable.

• To see Pictorial Price-List and Monthly Bulletins, published by the CSD.

• Information on availability of items Against-Firm-Demand (AFD), like automobiles, televisions, refrigerators, and washing machines.

• Appointment of dealers for AFD items in your town, if it has a major concentration of entitled CSD customers, and if such dealers exist in the civil market.

• Visit to the CSD Area Depot once a month on a date fixed by the Station Commander.

Effective use of JCM Scheme - DOPT Circular

with 0 Comment
Effective use of JCM Scheme

The undersigned is directed to say that instructions have been issued from time to time for making effective use of the JCM machinery.

The Staff Side have, however, highlighted that periodic meetings of JCM are not being held and that Departmental Councils have also not been re-constituted in some of the Ministries/Departments. In view of the concerns expressed by the Staff Side during the 42nd National Council meeting, the following instructions are reiterated:-

If you are interested to read all the instructions , Pl. go to www.persmin.gov.in
with 0 Comment

WISH YOU ALL HAPPY DIWALI

Sunday, October 26, 2008

Employees of Ordnance Factories in India

with 0 Comment

The employees of the Ordnance Factories are categorized in four groups for the purpose of compensation in regard to their work viz. 1. Group A & B Gazetted Officers

2. Group B & C Non Gazetted Officers

3. Group C & D Non Industrial Employees and

4. Group C & D Industrial Employees Industrial Relations are governed by ID Act, 1947. As per provisions laid out in this act Works Committee, etc. are constituted which lays down the foundation of workers participation in certain areas of decision-making.

However, in our organization participative management is further strengthened by forums like
Joint Consultative Machinery,
Productivity Council,
Safety Committees, etc.

Weekly Holiday : Sunday is the weekly holiday for which no separate payment is admissible.

Duty Pay or Time Wages for the Day Workers including the Maintenance Workers are calculated for each month on the basis of actual attendance for the month according to the following formula:
P * A / (N - S - H)

More Details
Pl. visit the website…

Saturday, October 25, 2008

OVER TIME CALCULATION (FOR ORDNANCE EMPLOYEES)

with 0 Comment

OVER TIME CALCULATION (FOR ORDNANCE EMPLOYEES)

OVERTIME HOURS If a Worker works for more than 44 & 3/4 hours in a week, the Extra hours will be treated as Overtime Hours.

DayO.T. Hrs.
Monday8 Hrs.
Tuesday8 Hrs.
Wednesday8 Hrs.
Thursday8 Hrs.
Friday8 Hrs.
Saturday4 3/4 Hrs.
Total44 3/4 Hrs.

Example- 1: Suppose a Worker worked as follows in a Week.

Hence his Overtime hours are: 51 &3/4 - 44 &3/4 = 7 hrs. OT Bonus - 7 hours OT Single - 8 hours DOT - Nil

DayO.T. Hrs.
Monday10 Hrs.
Tuesday8 Hrs.
Wednesday9 Hrs.
Thursday10 Hrs.
Friday10 Hrs.
Saturday4 3/4 Hrs.
Total51 3/4 Hrs.

Example- 2: Suppose a Worker worked as follows in a Week.

OT Bonus - 6 hours OT Single - 9 1/4 hours DOT - 4 1/4 hours

DayO.T. Hrs.
Monday9 Hrs.
Tuesday9 Hrs.
Wednesday9 Hrs.
Thursday9 Hrs.
Friday9 Hrs.
Saturday9 Hrs.
Total54 Hrs.

Example- 3: Suppose a Worker worked as follows in a Week.

OT Bonus - 5 hours OT Single - 16 1/4 hours DOT - 4 1/4 hours

DayO.T. Hrs.
Monday9 Hrs.
Tuesday9 Hrs.
Wednesday9 Hrs.
Thursday9 Hrs.
FridayHoliday
Saturday9 Hrs.
Sunday8 Hrs.
Total51 3/4 Hrs.

Note: The method of working OT Hours is the Same for both Day Workers and Piece Workers. DAY WORKERS OVER TIME CALCULATION FORMULA: Over Time Pay = BP + GP / 200 Over Time Bonus = BP + GP + 2( DA + HRA ) / 200 Departmental Over Time = DA + TA / 200 PIECE WORK SYSTEM OVER TIME CALCULATION FORMULA: Over Time Pay = BP + GP / 200 Over Time Pay = MINIMUM OF THE SCALE / 200 Over Time Bonus = 1.25 (BP + GP)+ 2 (DA + HRA ) / 200

History of Pay Commissions

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History of Pay Commissions

The first pay commission was constituted in May 1946, and had submitted its report in a year...

The second panel had been set up in August 1957 and had given its report exactly after two years...

The third pay commission set up in April 1970 and gave its report in March 1973...

The fourth pay commission Constituted in June 1983, its report was given in three phases within four years...

The Fifth Pay Commission was set up in 1994 and implemented in 1997 ...

In July 2006, the Cabinet approved setting up of the sixth pay commission and implemented in Aug-2008

HOUSE BUILDING ADVANCE AND VEHICLE ADVANCE

with 5 comments
Advances for Central Government Employees :-

HOUSE BUILDING ADVANCE - COMPUTER ADVANCE AND VEHICLE ADVANCE

Most of the VI Pay Commission orders are released with official notification (Gazette) followed by departmental confirmation and notification. But so far we have not come across notification with regard to advances for the purchase of Vehicles, Housing Loan etc.

Sixth pay commission says that all the loans/advances will be carried out by Banks with 2% subsidy on the eligible amount. Is it possible to know when the official orders will be released and reach the departments.

Hope many of the central governmental employees are eagerly waiting for the gazette notification and official communication.

DISBURSEMENT OF PRODUCTIVITY LINKED BONUS

with 0 Comment


Bonus arrear of Rs.2668(Max)

DISBURSEMENT OF PRODUCTIVITY LINKED BONUS REVISED CALCULATION CEILING FOR THE YEAR 2006-2007, 2007-2008 TO THE ELIGIBLE ORDINANCE EMPLOYEES WITH ON ENHANCED OVERALL CEILING OF EMOULMENTS FROM Rs.2500 TO 3500 PER MONTH.

ALL ELIGIBLE ORDNANCE EMPLOYEES GOT THEIR bonus arrear of Rs.2668(Max) through their bank account

Friday, October 24, 2008

Diffrence between Pay Band and Pay In the Pay Band..?

with 1 comment


What is the different between Pay Band and Pay In the Pay Band?

Pay in the pay band means pay drawn in the running pay bands.

Pre-revised basic pay with multiply factor of 1.86 on 1.1.2006

Pay Band means nothing but Pay Scale According to the Grade Pay there will be start and end figure.

Example: PB-1 5200 – 20200 PB-2 9300 – 34800 Grade Pay means the pay fixed amount corresponding to the pre-revised pay scales

Basic Pay means (in the revised pay structure) pay drawn in the prescribed pay band plus the applicable Grade Pay only.

Night Shift Allowance for Industrial Employees

with 6 comments
Night Shift Allowance for Industrial Employees

1. NIGHT DUTY ALLOWANCE (NDA)

2. NIGHT SHIFT BONUS (NSB)

Night Duty Allowance :

Industrial employees are entitled to get Night Duty Allowance @ 10 minutes for each hour of work done between 22.00 hrs. to 06.00 hrs. in the night shift. 

The prescribed hourly rate for Night Duty Allowance is (Pay + DA + CCA) / 200. (For Night duty performed between 2200 hrs and 0600 hrs. Calculated on the basis of  Weightage. Weightage is given as 10 minutes for every 1 hour of night duty, while calculating number of hours of Night Duty, than 30 minutes..... rounded of to 1 hour.  Less than 30 minutes.....ignored.) 

NDA is calculated on the Weightage with a specific Rate. This Rate is determined by the Govt. from time to time
Example:
An Industrial Employee is working in Night Shift between 22.00 hrs & 07.00 hrs.
The total working hours will be 9.00 hrs. But Night Duty Hours calculate from 2200 to 600 only, Night Duty hrs is 7 hrs.
Weightage is 7 x 10 = 70mts
Note : Night Duty hrs does not include * Recess time *

Shift leave * performed during Night duty hours.
The prescribed hourly rate for (rate calculated asper the formula) For one hour = (BasicPay + DA ) / 200.

(Railway Employees are getting modified rate But, still Ordnance Employees are getting as per the V th pay commission pay scale)

Night Shift Bonus :-
PWs who perform night shift are paid an extra 1/2hr pay called Night Shift Bonus.
The hourly rate is.... 1/200 of the total of Basic pay, DA (But, still getting as per the IV th pay commission pay scale)


ARMOURED WELDING ALLOWANCE

with 0 Comment

Order from Ministry of Defence dated 16th August 2007

Armour Welding Allowance at the rate
Rs. 280 per month be granted to Master Craftsman Grade
Rs.240 per month to Highly Skilled Grade and
Rs.200 per month to Skilled Grade

The ‘Armour Welding Allowance’ was granted to eligible employees o f HVF, Avadi w.e.f.1st Jan 1986 and to similarly placed employees of OFP, Medak w.e.f.19th 1991.

The ‘Armour Welding Allowance’ is being granted to the Welders with special skills over and above, what is admissible to ordinary Welders. This allowance is considered as an incentive for the additional exertion caused by sustained exposure to elevated temperature while carrying out Armour Plate Welding. Besides the welders who are in receipt of this allowance are periodically tested and in case, they fail in the test the said allowance is discontinued. It is noteworthy that the recipients of the said allowance are however no entitled to any risk allowance or compensation.

More details in Government Order:





In VI CPC there is no any recommendation about this allowance


Download

Thursday, October 23, 2008

More DOPT Circulars for Central Government Employees

with 23 comments

MORE ORDERS FROM CENTRAL GOVERNMENT

SPECIAL ALLOWANCES ARE DOUBLED

CASH HANDLING ALLOWANCES ARE DOUBLED

ALLOWANCES WILL INCREASE BY 25% ON THE DA INDEX IN REVISED PAY TOUCHES 50% THESE ARE ALL EFFECT FROM SEPTEMBER-2008 

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THE GOVERNMENT HAS REVISED THE QUANTUM FOR DETERMINING THE INCOME LIMIT FROM 2.5 LAKHS TO 4.5 LAKHS FOR CREAMY LAYER AMONGST THE OBCS W.E.F. 3.10.2008.

THE ORDER ISSUED BY THE DOP&T TODAY.
*****************************************************************

THE GOVERNMENT HAS REVISED
THE QUANTUM FOR DETERMINING THE INCOME LIMIT FROM 2.5 LAKHS TO 4.5 LAKHS FOR CREAMY LAYER AMONGST THE OBCS W.E.F. 3.10.2008.

THE ORDER ISSUED BY THE DOP&T TODAY.
Highlights of the order:




No. 4/6/2008-Estt. (Pay II)
Government of India
Ministry of Personnel, Public Grievances & Pensions
Department of Personnel & Training


Subject:- Revision of income criteria to exclude socially advanced persons/sections (Creamy Layer) from the purview of reservation for Other Backward Classes (OBCs). 

The undersigned is directed to invite attention to this Department's O.M No.36012/22/93-Estt.(SCT) dated 8th September, 1993 which inter alia provided that sons and daughters of persons having gross annual income of RS.1 lakh or above for a period of three consecutive years would fall within the creamy layer and would not be entitled to get the benefit of reservation available to the Other Backward Classes. The limit of income for determining the creamy layer status was raised to Rs. 2.5 lakh vide this Department's OM of even number dated 9.3.2004. It has now been decided to raise the income limit from Rs. 2.5 lakh to Rs. 4.5 lakh per annum for determining the creamy layer amongst the OBCs. Accordingly the following entry is hereby substituted for the existing entry against Category VI in the Schedule to the above referred O.M.Son(s) and daughter(s) of (a)Persons having gross annual income of Rs. 4.5 lakh or above or: possessing wealth above the exemption limit as prescribed in the Wealth Tax Act for period of three consecutive years. (b)Persons in Categories I, II, III and V A who are not disentitled to the benefit of reservation but have income from other sources of wealth which will bring them within the incomelwealth criteria mentioned in 
a) above. Income from salaries or agricultural land shall not be clubbed.


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Family Planning Allowance

(released on 24-9-2008) Revised rates of Family Planning Allowance (FPA) with reference to Revised Pay Bands and Grade Pay


Pay BandRevised Pay ScaleGrade PayFPA
1S4,400 - 7,4001,300210
1S4,400 - 7,4001,400210
1S4,400 - 7,4001,600210
1S4,400 - 7,4001,650210
PB-15,200 - 20,2001,800210
PB-15,200 - 20,2001,900210
PB-15,200 - 20,2002,000210
PB-15,200 - 20,2002,400210
PB-15,200 - 20,2002,800250
PB-29,300 - 34,8004,200400




Promotion Policy :ACPS-ADEQUATE CAREER PROGRESSION

with 4 comments

PROMOTION POLICY 

ACPS-ADEQUATE CAREER PROGRESSION 6.1.15 

Promotion policy exists to provide adequate career progression to the employees.

The Fifth CPC was of the opinion that the Government should formulate a promotion scheme that caters to the promotion aspirations of Central Government employees in general. They recommended the Assured Career Progression Scheme (ACPS) for the general employees in the Government. The Fifth CPC had also recommended use of cadre review mechanism to bring uniformity in the career prospects of Group A central services. Department of Personnel & Training (DOPT) was also advised to issue detailed guidelines for cadre reviews of posts belonging to Groups B, C & D so as to ensure timely review thereof.

The scheme of ACP recommended by the Fifth CPC envisaged three time bound promotions for Group A posts after 4, 8 & 13 years of service. For posts in Groups B, C & D, two time bound promotions were to be provided on completion of 8 & 16 years of service for Group B, 10 & 20 years for Group C and 12 & 24 years of service for Group D.

The Government accepted this recommendation in a modified manner and introduced the ACPS for Groups B, C & D and isolated posts in Group A where two financial upgradations were to be provided on completion of 12 & 24 years of service. The financial upgradations were to be in the next higher grade in the existing hierarchy.

Benefit of pay fixation under FR-22(1) (a) (i) was to be given at the time of these financial upgradations but no change in designation or functions accompanied such upgradation. The scheme, therefore, did not envisage a change in the status or rank of the employee who continued in the same post but only extended the next higher pay scale available in the hierarchy.

ACPS has, by and large, alleviated the problem of stagnation and also allowed higher rate of increments in the higher scale extended under it. However, it has given rise to many other problems, mainly because the financial upgradations in the extant scheme follow the existing hierarchy. This gives uneven benefit to employees existing in the same pay scale in different organisations with a different hierarchical pattern. Employees working in organisations having more intermediate grades suffer because financial upgradation under ACPS places them in a lower pay scale vis-à-vis a similarly placed employee in another organisation that has lesser intermediary grades. This, in a few cases also leads to a situation where the benefit of higher pay scale is not available because the next post in the hierarchy also exists in an identical pay scale. In such cases, benefit under ACPS is limited to increase in salary in the same pay scale on account of fixation under FR-22(1)(a)(i).

The Commission has received many representations seeking a uniform benefit under ACPS or seeking abolition of intermediary grades merely with a view to get higher jumps in pay scales under ACPS. While delayering of Government machinery is desirable and the Commission has made numerous recommendations to achieve the same, abolition of intermediary levels just to give better jumps under ACPS, even though the same are not desirable functionally, cannot be considered.

The only other way is to bring systemic changes in the existing scheme of ACPS so that all employees, irrespective of the existing hierarchical structure in their organisation/cadre, get same benefit under it. The Commission, therefore, recommends that the existing scheme of Assured Career Progression may, in future, be continued with two financial upgradations being allowed as at present with the following modifications:-

i) The scheme will also be available to all posts belonging to Group A - whether isolated or not. Organised Group A services will, however, not be covered under the scheme.

ii) Benefit of pay fixation available at the time of normal promotion shall be allowed at the time of financial upgradations under the scheme. Thus, an increase of 2.5% of pay and grade pay shall be available as financial upgradation under the scheme.

iii) The grade pay shall change at the time of financial upgradation under this scheme. The grade pay given at the time of financial upgradation under ACPS will be the immediate next higher grade pay in the hierarchy of revised pay bands and grade pay being recommended. Thus, grade pay at the time of financial upgradation under ACPS can, in certain cases where regular promotion is not between two successive grades, be different than what is available at the time of regular promotion. In such cases, the higher grade pay attached to the next promotion post in the hierarchy of the concerned cadre/ organization will be given only at the time of regular promotion.

iv) Financial upgradation under the scheme will be available whenever a person has spent 12 years continuously in the same grade. However, not more than two financial upgradations shall be given in the entire career as was provided in the extant scheme.

The scheme with aforesaid modifications shall be called modified ACPS and will ensure suitable progression uniformly to all the employees in Central Government. 6.1.16 Scientists and Doctors are presently covered under separate promotion schemes viz. Flexible Complementing Scheme and Dynamic Assured Career Progression Scheme respectively.

The Commission has considered these schemes in Chapters 3.5 & 3.6 of the Report. 6.1.17 Promotion channels are not very attractive for many posts in Groups B & C. Many times, highly qualified persons join these posts but get demoralized on account of prevailing stagnation. While running pay bands and Modified ACPS will address the problem of stagnation, the Commission is of the view that these employees need to be allowed a fast track promotion mechanism wherein the brighter employees will be able to get promoted faster, irrespective of their seniority, subject to their selection in the prescribed examination.

The Commission recommends that 10% of the vacancies hitherto filled by direct recruitment for all posts in Group B and C (apart from those in pay band PB-1 with grade pay of Rs.1800) will now be filled by Limited Departmental Competitive Examination (LDCE). All employees possessing minimum qualifications prescribed for direct recruitment shall be eligible for this examination irrespective of their present grade and the period of incumbency therein. Thus, even an employee in pay band PB-1 with grade pay of Rs.1800 will be eligible to appear in LDCE for a post in PB-2 with grade pay of Rs.4800 provided he/she possesses the necessary qualifications. This will be over and above any existing scheme of LDCE for filling up posts in various grades.

Wednesday, October 22, 2008

Paternity Leave :In 6th CPC has any recommendation on this issue..?

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Paternity Leave :In 6th CPC has any recommendation on this issue..?

What about the Paternity Leave..?

In 6th CPC has any recommendation on this issue..?

Rule 551 (A) - Paternity Leave.

A male CG servant (including an apprentice) with less than two surviving children may be granted Paternity Leave for a period of 15 days during the confinement of his wife i.e. upto 15 days before or upto six months from the date of delivery of child and if such leave is not availed of within this period it shall be treated as lapsed.

It shall not be debited against the leave account and may be combined with any other kind of leave (as in the case of Maternity Leave). It shall not be refused under any circumstances. Paternity Leave too, like Maternity Leave can be sanctioned only in a single spell. During the period of such leave he shall be paid leave salary equal to the pay drawn immediately before proceeding on leave.

Useful Website Address for Central Government Employees

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Tuesday, October 21, 2008

Over Time Allowance (Recommendation – 6th pay commission)

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Over Time Allowance (Recommendation – 6th pay commission) 

4.4.1 Prior to Fifth Central Pay Commission, all non-gazetted employees in receipt of monthly basic pay of upto Rs.2200 were entitled to Over Time Allowance for performing duties beyond the designated working hours.

The Fifth Pay Commission had recommended abolition of Over Time Allowance for all categories except the Staff Car Driver, operational staff and industrial employees.

The Pay Commission had also recommended that the staff deployed on weekly off days should be given a compensatory leave rather than any cash compensation in the form of OTA or otherwise. The recommendations of the Fifth CPC were, however, not accepted and status-quo was maintained with notional pay admissible in pre-revised (Fourth Central Pay Commission) pay scales being taken into account for this purpose.

Recommendations 4.4.2 The emphasis of this Report is to herald a proper work culture and result orientation in all the Government offices with increased productivity and efficiency being rewarded in the form of Performance Related Incentive Scheme (PRIS) that will be payable as an extra component over and above the salary. In such a scenario, continued payment of Over Time Allowance will be totally without any justification.

The Commission, accordingly, recommends abolition of compensation in the form of Over Time Allowance or any other similar allowance to any of the Central Government employees except those belonging to the categories of operational staff and industrial employees governed by statute. The categories of operational staff and industrial employees who are governed by statutory provisions will need to be paid this allowance in accordance with the extant rules and instructions because payment of this allowance in their case is a statutory requirement.

Finance Ministry issued orders on Overtime Allowance to Central Government Employees, the old order is reproduced as under...

No. 15011/2/E.II (B)/ 76
Government of India
Ministry of Finance
Department of Expenditure

New Delhi, dated the 11th August, 1976

Office Memorandum

Subject: Overtime Allowance to Central Government employees.

The undersigned is directed to state that a need has been felt for some time past of consolidating at one place the instructions/ orders issued by this Ministry from time to time. Accordingly in supersession of all the previous orders on the subject, the grant of overtime allowance to Central Government employees will be governed by the following orders. The Ministry of Home Affairs etc. are requ3sted that these orders may be brought to the notice of all the administrative authorities under them for information/ guidance and compliance.

2. Eligibility
All non-gazetted Central Government servants and also gazetted Government servants who fall in the excepted category mentioned at para 5(a) of these orders, paid from Civil Estimates (including those working in the Union Territories Administration) of the following categories, Vis. (i) office staff and (ii) those staffs whose prescribed hours and nature of work are comparable to those of "Office staff" shall in future, be governed by these orders.

Administrative Ministries will be competent to decide, in consultation with their Internal Financial Advisers, as to which staff falls in category (ii) above. The Comptroller & Auditor General of India will exercise that power in respect of the staff of the Indian Audit and Accounts Department.

3. Condition for the grant.
(a) The work in all offices should be so organized as ordinarily to be capable of being done during the normal office hours. The question of overtime work to be done should are only in special circumstances and where working beyond the prescribed office hours is a regular feature the offices and the officers should so stagger the working hours that the staff working in the office or attaché to officers attend to such work by rotation.

(b) Where, in special circumstances, it becomes necessary to perform overtime work, the competent authority may authorize such overtime work, after satisfying himself that the work is of such an urgent nature that it cannot be postponed in the public interest till the next working day and the competent authority shall, as far as possible, specify beforehand the time upto which a Government servant may be required to perform overtime work. In this regard following further instructions may be strictly observed:-

(i) If an employee is required to attend office earlier than the prescribed hours of work, he should normally be allowed to leave office correspondingly early. Where, however, it is not feasible to allow him to leave office early, he may be paid overtime allowance after deducting the normal one hour of free work.. If such an employee is also required to work beyond office hours on that day overtime allowance may be allowed for the total period of overtime work performed before and after the prescribed hours of work after deducting from the total normal one hour of free work..

(ii) The staff who are required to perform overtime duty for the full prescribed hours of work on Sundays (or other weekly or fortnightly off-day or Second Saturdays) or on other holidays/ public holidays should, as a rule, be granted compensatory leave in lieu. Employees who are required to work on such days beyond full day may be allowed a day’s compensatory leave in lieu of the full day’s work and paid overtime allowance for the excess time put by them minus one hour free duty. In cases where an employee is required to work for half a day or less, e.g. from the time the office opens till lunch time, two such half days should be taken a equivalent to one full day for the purpose of grant of compensatory leave. Where necessary half a day’s compensatory leave may be given.

Cash compensation in the form of overtime allowance for duty on Sundays/ weekly or Fortnightly off-days/ Second Saturdays/ public holiday may be granted only in very exceptional circumstances where an officer not below the rank of Joint Secretary in the Secretariat Offices or the Head of the Department in the case of Attached, Subordinate or other offices is satisfied and certifies that it is not possible to grant compensatory leave.

Note 1:- Whenever duty is performed beyond a full day (beyond full prescribed hours of work), overtime allowance for such duty is to be granted only after deducting one hour free duty. If an employee comes to office late, with or without previous permission, on any day and is required to work beyond office hours on that day, the following deductions should be made in calculating overtime allowance:-

(a) the normal one hour of free work; and

(b) the time by which he comes late.

Note 2:- Normally compensatory leave under these orders should be granted within one month of its becoming due. This condition may be relaxed in exceptional circumstances to be decided upon by an officer of the rank of Joint Secretary in the case of Secretariat staff and Head of the Department in the case of staff of attached, subordinate or other offices, who will satisfy himself and certify that the grant of compensatory leave to all the staff within a month would cause serious dislocation of current work.. There will be no limit upto which compensatory leave may be allowed to accumulate but not more than two days compensatory leave may be allowed to be availed of at a time.

(iii) The total overtime allowance payable to a Government se5vant in terms of these orders shall not exceed one-third of their monthly emolument payable during the month as defined in rule 4(b) below. While the ceiling referred to above will normally apply to personal staff also, in special cases, such staff may be paid overtime allowance in excess of the ceiling if the officers to whom they are attached certify that they have satisfied themselves that the overtime work performed by their personal staff necessitating the payment of overtime allowance in excess of the ceiling was necessary in the public interest. But in any case it should not exceed 50% of their emoluments as defined in these orders.

Note:- Payment of overtime allowance upto the ceiling of 50% of emoluments" referred to above will not be applicable to the personal staff posted by informal arrangements. The concession will be limited to those personal staff posted/ sanctioned by the Department of Personnel & Administrative Reforms or authorized by the competent authority.

In calculating overtime allowance under these orders, the actual time taken for lunch break should be deducted from the total hours for which the staff concerned is eligible for the allowance.

Overtime allowance under these orders may not be paid to Government servants required to perform duty at the site of an exhibition/ fair, in addition to his normal duty.

All the regular class IV staff, including Waiters, Cooks, Sweepers, Farashes and Chowkidars, whose hours of work have been prescribed by the competent authority and who are at present eligible to overtime allowance may be paid overtime allowance as the same rate admissible to other class IV staff working in offices except those who are paid overtime allowance under any statutory rules in force.

DEFINITIONS
For the purpose of these orders, unless the context otherwise requires:-

(a) A competent authority means:-

In the case of Secretariat and attached offices an officer not below the rank of an Under Secretary to the Government of India or comparable status;

In the case of an office under the supervision of a Government servant holding a non-gazetted post, a Government servant authorized by the Head of the Department to exercise the powers of a competent authority:

In the case of any other office, the Head of office declared a such for that office under the appropriate rule of GFE or under Rule 10(A) of the DFP Rules 1958 or any other officer in that office of a rank not lower than that of the Head of Office; and

In respect of the personal staff of Ministers and officers above the rank of Joint Secretary, their private Secretary, if the Private Secretary is a gazetted officer, will be the competent authority under these orders.

(in respect of the personal staff of officers of the rank of Joint Secretary, the Joint Secretary concerned or an officer of his rank may be regarded as the competent authority).

(b) Emoluments mean pay as defined in clause (c) below and all allowances including Winter Allowance & Hill compensatory allowance be excluding house rent allowance, conveyance allowance, horse allowance, traveling / daily allowance, permanent traveling allowance and clothing/ uniform allowance. In the case of re-employed pensioners, emoluments shall also include pension to the extent indicated vide para 6 below:-

Note 1:- The list of excluded allowances above is not exhaustive. The other allowance like children educational allowance, Messing allowance etc., which are not admissible to all Government Servants working at a place may be regarded as excluded category of allowances. The Project allowance to the extent it does not include an element of excluded an element of excluded category can be included in the emoluments for the purpose of Overtime allowance.

Note 2:- In the case of those employees who have opted to remain on pre-revised scales of pay under the Central Civil Services (Revised Pay) Rules, 1973 the term emoluments will also include interim relief admissible to them.

( c) Head of a Department means the authority declared as such under Supplementary Rule 2(10);

(d) Overtime work means work done in excess of one hour over the prescribed hours of work on any working day and includes work done on any Sunday or any other holiday;

(e) Pay means pay as defined in Fundamental Rules 9(21) (a).

Note:- As the overtime allowance payable in terms of these orders is based on emoluments which term includes dearness allowance, it will have to be recalculated, if any change- upwards or downwards- in emoluments is given effect from a retrospective date. As a result of recalculation of Overtime Allowances, arrears are to be paid or, as the case may be , recoveries of over payments are to effected.

(f) Prescribed hours of work means hours of work prescribed in any office in respect of employees working in this office.

5. CATEGORIES OF GOVERNMENT SERVANTS TO WHOM THESE ORDERS WHALL NOT APPLY EVEN THOUGH THEY MAY BE OF THE NATURE OF OFFICE STAFF OR STAFFS WHOSE PRESCRIBED HOURS AND NATURE OF WORK ARE COMPARABLE TO THOSE OF ‘OFFICE STAFF’

These orders shall not apply to:-

(a) Government servants holding gazetted posts except that:-

The concessions of overtime allowance may be extended to officers holding the post of Private Secretaries, Additional Private Secretaries , Assistant Private Secretaries or First Personal Assistants to Ministers Deputy Ministers even though these posts are gazetted posts, in those cases in which:-

(i) Just before their appointment to such posts, they had held non-gazetted posts;

(ii) They have not been allowed full pay of the said gazetted posts but their pay has been restricted under FR 35 to below the minimum of the pay of those posts; and

(iii) their pay, as defined in para 4 (e) above does not exceed Rs. 750/-:

(iv) The grant of overtime allowance in above cases will also be subject to those orders, including ceiling limits etc.

Note: The overtime allowance will also be admissible to officers of the Central Secretariat Stenographers Service, not approved for appointment to Grade I of the service, but appointed as first personal Assistants to Ministers, if the total pay plus the special pay admissible falls below the minimum of the Grade I of the Central Secretariat Stenographers Service.

(b) Government servants holding non-gazetted posts whose pay, as defined under these orders exceeds Rs. 750/- p.m..

( c) Government servants who hold supervisory posts not excluded b clauses (a) and (b) above, unless they fulfill the following conditions:-

(i) They are in direct and continuous contact with staffs supervise:

(ii) They work the same hours as the staff under them; and

(iii) They are themselves subject to the kind of supervision which would enable them ordinarily to obtain prior approval for overtime.

(d) Field staff and Inspection staff.

(e) Government servants who are governed by the Factories Act, 1948, or the Minimum Wages (Central) Rules, 1950, and are paid overtime allowances in accordance with the provisions of Section 59 of the Factories Act, 1948 or Rule 25 of the Minimum Wages (Central) Rules, 1950 as the case may be:

(f) Staff Car Drivers.

(g) Resident (night duty) clerks and Peons attached to them in jthe Secretariat and certain other offices.

(h) Persons not in whole-time employment.

(i) Personal paid out of contingencies.

(j) Persons paid otherwise than on a monthly basis.

(k) Persons employed on contract except when the contract provides otherwise; and

(1) Such of the Government servants employed in the Government of India Presses, the Government Controlled Ports, the Mercantile Marine Department, the Customs (including Land Customs) Department, the Central Excise Department and the Overseas Communication Service, as are already in receipt of overtime allowance under other schemes.

5. (a) Re-employed pensioners

The drawal of overtime allowance jin the case o re-employed pensioners shall be regulated as indicated below:-

(i) in the case of officers whose pay plus pension exceeds the sanctioned maximum pay of the post, overtime allowances shall be calculated on that maximum plus the includible allowance referred to in paragraph 4(b) above as may be admissible to them;

(ii) in the cases of officers whose pay on re-employment in civil posts is fixed without taking into account the entire pension or part thereof the amount of pension so ignored shall be ignored for calculating emoluments under para 4(b)

(iii) in other cases, the overtime allowance shall be calculated on pay plus pension plus the includible allowances referred to in paragraph 4(b) above as may be admissible to them.

(b) Persons in receipt of emoluments from foreign Governments:

Persons in receipt of any emoluments of the nature of pay, leave salary or pension from foreign Governments (eg. Burma Ceylon, Pakistan, etc.) in addition to pay from the Government of India shall subject to the total emoluments not exceeding the limits prescribed for eligibility for overtime allowance, draw the allowances on the basis of their pay plus the includible allowances referred to in paragraph 4(b) above as may be admissible to them from the Government of India alone.

Note:- For the purpose of sub-paragraphs (a) and (b):-

(i) "Pension" means gross pension including temporary increase in pension, death-cum-retirement gratuity and other retirement.

(ii) The amount of pension shall be the amount originally sanctioned (i.e. before commutation, in any) less the amount of pension, if any, held in abeyance as a condition of re-employment

( c) Workshop staffs:

(1) Where the payment of overtime allowance is regulated under the Factories Act or other statutory enactment, it will continue to be so regulated.

(2) In the case of the overtime allowance payable otherwise than according to the statutory provisions, the Third Pay Commission have made the following recommendations:-

(i) Where the system of overtime wok continues, the period of overtime should be made admissible only if the work put in during a working week of 6 days exceeds 48 hours; in reckoning these 48 hours the period allowed for total breaks should be included;

(ii) In Government Presses, where the prescribed weekly hours are less than 48, the work done between the prescribed hours and the weekly norm of 48 hours is compensated in the form of overtime allowance at double the time rate. Compensation for such work should be only at the time rate in future.

It has been decided that these recommendations will not apply to existing employees working in the industrial establishment of the Government. They may continue to be governed by existing rules. Attempts should, however, be made to apply the recommendation to those who join service on or after 3.12.1974 and to employees of new industrial units. For this purpose, it may be necessary to to amend standing orders, given notice of change etc. The administrative Ministries are requested to try the system as recommended by the Pay Commission wherever they find it feasible and in any case wherever a new industrial units are established. In such cases the rates of overtime allowance which may by prescribed by rules or orders should also be in accordance with the Pay Commissions’ recommendations.

Non-industrial staffs in workshops

In the case of non-industrial staffs in workshops whose hours of work and holidays are the same as those of industrial staffs, the existing rates of overtime allowance may continue, if such non-industrial staffs are already covered by a scheme of overtime allowance.

If such non-industrial staffs are not at present covered by any scheme of overtime allowance, they may be allowed overtime allowance but only at the time rate for work in excess of the prescribed hours but not in excess of 48 hours in a week or 9 hours on any day. For work in excess of 9 hours on any day or 48 hours in a week, the non-industrial staff in workshops may be given overtime allowance at the same rates as is admissible to the industrial staffs provided the Head of the establishment certifies that:-

(a) the non-industrial staffs have the same hours of work and holidays as the industrial staffs; and

(b) the nature of duties of the non-industrial staffs in such that their presence throughout is necessary for the efficient working of the industrial staffs.

Where the above two conditions are not fulfilled, the rate of overtime allowance for the non-industrial staffs for work in excess of 9 hours a day or 48 hours a week will be the time rate.

(III) If the hours of work and holidays of the non-industrial staffs are not the same as for industrial staffs the rate of over time allowance for the non-industrial staffs shall be the time rate for overtime work done in excess of one hour over the prescribed hours of work, unless there already exists any scheme for payment of overtime allowance to such employees which is more liberal, in which case the existing scheme will continue in force.

Note 1:- For this purpose, "time rate" shall mean the single hourly rate of over time allowance admissible in singular circumstances to the corresponding industrial staffs, in the same workshop/ establishment.

Note 2:- "Industrial staffs" in the above clause refers to "workers" as defined in Section 2(1) of the Factories Act. 1948 and non-industrial staffs refer to the staff other than ‘workers’

Note 3:- The term "Workshop for this purpose shall mean a factory registered as such under factories act, 1948.

Note 4:- Where under the relevant enactments of the State Legislatures, the term "worker" includes also the non-industrial staff in the industrial establishments, payment of overtime allowance will be regulated according to the provisions contained in these enactments."

7. RATES OF OVERTIME ALLOWANCE

Where a Government servant to who this order applies is required to perform overtime work, he shall be entitled to overtime allowance in respect of the overtime work done by him in accordance with the following rates:-

The rates of overtime allowance and the basis of reckoning them will, for the present, be as under:-


Emoluments Rs.
Overtime allowance per hour Up to the first one hour. Thereafter in excess of the prescribed hours of work
Below Rs. 275 Nil 0-95
275 and above but below Rs.325 Nil 1.25
325 and above but below Rs.375 Nil 1.55
375 and above but below Rs.425 Nil 1.8
425 and above but below Rs.475 Nil 2.05
475 and above but below Rs.525 Nil 2.35
525 and above but below Rs.575 Nil 2.6
575 and above but below Rs.625 Nil 2.9
625 and above but below Rs.675 Nil 3.2
675 and above Nil 3.46

8. Where overtime allowance is payable to a Government servant for the overtime work performed by him, he shall not be entitled to receive any other remuneration (whether in the form of conveyance charge or compensatory leave or other-wile), in respect of such overtime work.

Provided that where a Government servant has been recalled from his residence to perform overtime work, the competent authority may allow conveyance charges to such a Government servant in addition to the overtime allowance admissible to him.

EXPLANATION 1: The first one hour of overtime work on a working day shal be free only where a Government servant works in continuation of the prescribed hours of work. Where a Government servant is recalled from his residence to perform overtime work, overtime allowance may be paid for the entire period of overtime work including the first one hour.

EXPLANATION 2: The overtime work in excess of one hour upto half an hour and thereafter every period upto half an hour be reckoned as half hour e.g. a person working for 2 hours and 10 minutes in excess of one hour beyond the prescribed hours of work will get overtime allowance for 2-1/2 hours.

EXPLANATION 3: The overtime allowance payable to Government servant shall be calculated to the nearest multiple of five paise, the fraction of three paise and more being rounded off to the next higher multiple of five paise and fractions below three paise being ignored.

EXPLANAION 4: If, for special reasons (such as the demise of a dignitary a working day is declared as a holiday before the time prescribed for the opening of the office, it shall be treated just like a Sunday or other holiday for the purpose of the payment of Overtime allowance on a day, on which the office is closed for special reasons after the prescribed opening time but before the prescribed closing time, shall be treated as a holiday only from the time the orders for closing the office reach the office.

EXPLANATION 5: The overtime allowance payable under these orders shall be classified as "honorarium" under F.R. 9(9) and shall not be treated as ‘pay’ as defined in F.R. 9 (21) or for the purposes of the supplementary Rules.

EXPANATION 6: Government servants will also the eligible for overtime allowance for performing overtime work while on tour, subject to observance of the conditions prescribed under these orders, namely limit of 1/3rd /50% applicable to total overtime earnings, deduction of one hours free work, maintenance of overtime register, grant of compensatory off, etc., and also subject to strict compliance with the conditions indicated below:-

(i) Employees who are not at present entitled to overtime allowance at their head quarters under the existing rules or schemes, shall not be entitled to overtime allowance on tour

(ii) Subject to (i) above, on employee would be entitled to overtime allowance on tour, provided overtime work in ordered on the spot (a) by his superior official in the tour party; or (b) where an employee on tour is attaché to a local office at his tour station by the competent authority in such local office at the tour station.

Note:- Where the superior official, who orders his subordinate official on tour to perform overtime work is a non-gazetted officer, or is not the competent authority to order overtime work at the head-quarters under the existing rules, he shall, on return to headquarters, submit a report to his controlling gazetted officer and / or to the competent authority, as the case may be, explaining the circumstances necessitating the detailing of staff on overtime duty, and seeking his approval.

(iii) Subject to (i) above, an employee on temporary transfer not exceeding 90 days would also be entitled to overtime allowance provided the overtime work has been ordered by his superior official on the spot.

(iv) For purposes of calculation of overtime, the time spent in travel shall be excluded . In other words, overtime shall be restricted to the period between the time when a halt on tour begins and the time when such halt ends.

(v) Overtime allowance regulated under any statutory rules will continue to be governed by such rules only.

9. CERTIFICATE: A certificate to be signed by the drawing officer in Form I shall be attached to the bill in which overtime allowance is drawn in respect of every Government servant to whom the overtime allowance is payable.

10. REGISTER :

(i) A register of overtime wok shall be maintained in Form II in each office in which entries shall be made as and when overtime wok authorized by the competent authority is performed by th4 Government servant concerned.

(ii) This register shall be examined by superior officers and shall be liable to examination by Audit at the time of inspection or audit and any instance of undue grant of overtime allowance shall be brought to the notice of the higher authorities. The superior officer shall particularly scrutinize cases where the same employee has been paid overtime allowance for more than 10 days in a month.

Note: The administrative Ministries / Departments concerned will take a decision as to who should be regarded as "Superior Officer" for the purpose of these orders.

11. If, in respect of any of the categories of staff excluded from the purview of these orders, these is no scheme of overtime allowance already in force and it is considered necessary to have such a scheme, a suitable scheme may be evolved in consultation with the Ministry of Finance, provided (a) the staff in question has prescribed hours of work; (b) the nature of work performed by the staff lends itself to a scheme of overtime allowance; (c) the staff is subject to the kind of supervision which would enable it ordinarily to obtain prior approval for working overtime and (d) the scheme is in conformity with the principles laid down in this Office Memorandum.

12. If any doubt arises relating to the interpretation of these orders it may be referred to the Ministry of Finance.

13. These orders shall take effect from the date of issue.

14. In so far as the persons working in the Indian Audit and Accounts Department are concerned, these orde5rs issue after consultation with the Comptroller and Auditor General of India.

15. Hindi version of this O.M. will follow.

sd/_
(R.L. Bahl)
Under Secretary to the Govt. of India

Over Time Calculation for Ordnance Employees : Pl.click here




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