26th -30th
August 2013
To
The Chairman
Atomic Energy Commission &
The Secretary to the Government of India
Department of Atomic Energy
Anushakthi Bhavan
CSM Marg,
Mumbai 400 001
(Through
Proper Channel)
Sub: Appeal
through this Signature Campaign to resolve the long pending common issues of
Employees & Workers of DAE, NPCIL and Aided Institutions (AI) - Causing
discontent, demotivation and demoralization in turn weakening the performance -
Your kind intervention - Highly solicited
Ref: Copies of the Resolutions adopted in the
All India Convention held on 29th June 2013 submitted to your
offices on 8th July
2013
Respected Sir,
We are about
thousands of professionally qualified employees and workers of DAE community
handling all the core technologies of DAE/NPCIL/AI and well-matched to display,
promote the high end technologies with fast changing outlook.
The expectations of
the employees have been ruined without any empathy. DAE/NPCIL/AI managements
neither considered the vertical horizontal relativity of the pay structures of
various categories of employees working nor the pay structure with the
comparable Department like DOS. Thus the anomalies/discrepancies brought to the
notice of the commission/Department/committee being continued.
The past experience
of DAE/NPCIL/Aided Institutions Employees during the implementation of previous
Pay Commission recommendations are not encouraging and always the employees got
worst package comparing with the employees of other departments such as
Department of Space (DOS). The impact of such treatment was continued last time
also when 5th CPC recommendations were implemented in DAE.
The implementation
of the recommendation of the pay structure by Sixth CPC has done injustice to
various categories of employees in DAE/NPCIL/AI. The pay structure adopted for
Scientific Assistants, Technicians, Work Assistants, Drivers, Administration,
Accounts, Material Management a Canteen employees etc created great discontent.
Further the decisions on additional qualification for track change, DQE, etc.
made the serving employees really in a dissatisfaction state. Whatever
change thereafter made after our persistent advocation benefited to the new
recruits as well as the junior employees thereby the excessive disregarding the
senior most employees of the department. Examples are illogical
track change norms for Works Assistants, Scientific Assistants, Ministry of
Expenditure orders will not be made applicable in the case of Technical
employees, career regression of Administrative /Accounts/Material
Management/Auxiliary employees etc.
However, it is
regret to mention that we are becoming the victims of high end discrimination
by DAE/NPCIL/AI management in every respects like career, pay, future and
social security benefits etc. and we are being completely ignored which in turn
is causing huge discontent, demoralization and demotivation amongst us which
may affect the performance of the department if not halted.
This signature
campaigning is under the banner of Joint Council of Action of DAE/NPCIL/AI
employees and workers and signed by the working force of the DAE/NPCIL/AI, in
continuation of the reference cited
The activities of
the Department have been divided into basically into three sections are governed
by diverge rules. Despite being divided into the Government Sector, NPCIL, BHAVINI
or in Aided Institution, numbers of issues are in common nature and pending as
unresolved. We the undersigned employees and workers of the Commission humbly
seeking your kind intervention through this signature against the following
discrimination/ignorance of DAE/NPCIL/AI management:
1) Revision of wages
of DAE/NPCIL/AI employees and workers with effect from. 1. 01.2011.
The present wage
structure of the DAE/NPCIL/AI Employees has been made on the basis of the 6th
Central Pay Commission’s recommendations.
The 6th CPC introduced a new concept in the form of Pay band and Grade
Pay. The recommendations of the Commission
were implemented with effect from 1.1.2006 in the case of Pay and in the case
of allowances with effect from 1.9. 2008.
In the case of Central Public Sector undertakings, the wage revisions
normally takes place after every five years.
The 5th CPC in the case of Central Government employees recommended wage
revision in every 10 years. In the past
wage revision has been linked to the extent of erosion of real wages. The degree of inflation in the economy
determines the pace of erosion of the real value of wages. The retail prices of those commodities which
go into the making of minimum wages have risen by about 160% from 1.1.2006 to
1.1. 2011, whereas the D.A. compensation in the case of Central Government
employees on that date had been just 51%.
It is also an acknowledged fact that the 6th CPC had computed the
minimum wage by suppressing the retail price of these commodities in the market
on the specious plea that official statistics of the retail prices of these
commodities were not available. They
therefore, computed the retail price by increasing the wholesale price by 20%
for each of the commodity whereas the actual retail price in the market was 60%
more than the wholesale price. While in
the case of Group B,C & D employees, the Commission applied a
multiplication factor of 1.86 for arriving at the revised pay structure, in the
case of Group A Officers, the factor was ranging from 2.36 to 3 times. In the
matter of fitment formula also, unlike recommended by the 5th CPC, the 6th CPC
adopted varying percentages whereby the officers in Group A were given rise
extending from 42 to 49%, whereas the employees in Group B,C,D were granted
only 40%. While implementing the Commission’s recommendations, DAE/NPCIL/AI
managements further accentuated the discrimination further. The recommendations
of the 6th CPC when implemented in Atomic Energy Commission gave rise to very
many glaring anomalies. They were assured to be looked into and settled through
negotiations Consultative forum/federations. The effectiveness of JCM as a
potent forum to settle issues has been eroded over the years. Thus, the
Departmental Anomaly committee could not settle any major issues. The minimum wage
determined by the 6th CPC was at a far lesser amount than what an unskilled
worker is entitled to. Moreover, the Commission assigned the so determined
minimum wage to be the wage of a skilled worker. It excluded persons below
matriculation qualification from the purview of Government employment. In a country where one third people are
illiterate, such controversial recommendations have only gone to absolve the State
from its solemn responsibility to provide employment to the persons at the
lower strata of the society. The wage structure evolved by the 6th CPC deviated
drastically from the concepts emerged from the deliberations over decades in
the matter of wage determination of civil servants and is beset with
innumerable anomalies necessitating a thorough overhaul, which can only be
attempted by setting up another Wage Commission. Wage revision in all public Sector
undertakings through Collective bargaining takes place once in five years. On
the same analogy, the wage revision of DAE/NPCIL/AI employees must be after
every five years and the Atomic Energy Commission must start negotiations
immediately.
2) Rescind the
stipulation of Compassionate Appointments only 5% of sanctioned posts and
consider all the pending cases at the earliest:
The introduction of
a ceiling of 5% of the existing vacancies under the spacious plea of the
directive of Supreme Court in the matter of compassionate appointment is unfair
and would amount to denial of livelihood for a family who had to face a serious
problem due to the sudden death of the breadwinner. Such a ceiling is against
the very spirit of offering compassionate appointment. Moreover, our Department
is not a conventional one as the employees are working under various hazardous
filed including radiation, chemicals etc. Hence the introduction of ceiling of
5% should not be accepted as it is. Also the Department have the power to frame
our own recruitment rule as per the Business allocation Rule 1961, by which the
department can frame clause for Compassionate Ground Appointment to the
relatives of the deceased employee. It is pertinent to mention in this
connection that the compassionate appointments in the Railways continue to be
operated without any such ceiling. In the Public Sector Units (PSUs) like NPCIL
and IREL the Department has introduced ‘one time financial aid’ to the tune of
Rs 2.5 lakhs to Rs 5 lakhs to the dependents of deceased employees are provided
of lumpsum in lieu of compassionate appointments which is naked hurling of the
responsibility of the department by fixing price of the service of the deceased
employee. Most of the genuine cases were got rejected or are pending for years
together without any decision or want of the vacant posts. Interestingly in
DAE alone compassionate appointments are provided to deceased Group A employees
also (!) Dependents of the deceased employees of smaller units are the
worst affected as they are not getting compassionate ground appointments at
all. The standing Committee on Department of Personnel in one of their report
has termed the scheme of Compassionate ground appointments as a sacred
assurance to a fresh entrant that if he dies in harness, his family shall not
be left in lurch. Such an assurance is
being breached by the provisions of limiting such appointments to 5% of vacancies.
This condition, therefore, must be done away with. It is therefore
necessary that the DAE rescind the instruction immediately on the very
nature of scientific department and disperse of all the pending applications in
DAE/NPCIL/AI.
3) Stop Downsizing,
outsourcing, contractorisation etc.
To overcome the
difficulties emanated from the recruitment and creation of posts and more
specifically impacted by the 2001 executive fiat of the Govt. of India in the
matter, department had to resort to outsourcing of its functions. Handing over
of various operational activities to contract and engaging contract labour for
operation, maintenance, supervision, design, and even execution of the
work. Appointing helpers, operators,
technicians, scientific assistants, draftsman, and even scientific officers on
contract became regular activities in the department without understanding the
implications in the present scenario. Apart from these, DAE/NPCIL/AI trying to
their level best to outsource various activities such as transportation,
canteen, security service, even mopping operation in strategic areas etc by
handing over the same to private contractors, which adversely affecting the success
of the nuclear programme. The large scale outsourcing and contractorisation of
functions had a telling effect on the efficacy of the department. The delivery
system was adversely affected and at large suffered due to the inordinate delay
it caused in getting the requisite service.
The financial outlay for outsourcing of functions of various arms of commission
increased enormously over the years. The
quality of work suffered. The practice of outsourcing and contractorisation is
nothing but a cruel exploitation and the non-regularization of workers
performing under the Kalpakkam Industrial Co Operative service Society is the
finest illustration of the alarming situation mistreatment. The system of
outsourcing of the functions seeks to informalise the workforce. The contract/casual workers get not even one
third of the salary of the regular work force.
They have no social security benefits like pension, provident fund
gratuity etc. The public opinion on the
safety and security of the nuclear installations after the Fukushima incident
casting misgivings on the working and Atomic Energy Commission has to re assure
the public about the safety and security of nuclear installations by ensuring
quality work in its all activities through qualified, trained and reliable work
force by stopping downsizing, out sourcing and privatizing all the activities
in the entire arena of nuclear energy. In order to ensure that the people recognize
the importance of nuclear energy and to raise the image of the department in
the eyes of the common people, it is necessary that the present scheme of
outsourcing and contractorisation of essential functions of the DAE/NPCIL/AI
must be abandoned.
4) Introduce Pension
Scheme for those appointed after 1.1.2004 in DAE and also for NPCIL/AI
employees
The concept of
contributory Pension scheme is on the specious plea that the outflow on pension
had been increasing year by year and is likely to cross the wage bill and the
commission is not contributing the same amount to the fund as the NPCIL
employees to make. The contribution collected from the employees who are
recruited after 1.1.2004 in DAE is to be managed by a mutual fund operator for
investment in the stock market. It is
the vagaries of the stock market which will then determine the quantum of
pension or in other words annuity, which would not be cost indexed. Despite the non-passage of the PFRDA bill and
the consequent absence of a valid law to support the Pension Regulatory
authority, the conversion of the existing pension scheme into a contributory
one through executive fiat and invested a percentage of the fund so generated
from the employees’ contribution in the Stock market. AEC is country’s energy, foreign policy mix the
expenditure on statutory pension shall not more than 7 % of which commission
can afford to spend. The introduction of Statutory Pensions scheme for those
appointed after 1.1.2004 in DAE and also for NPCIL/AI employees is required for
the following solid reasons:
(a)
The new pension scheme is going to make social security
in old age uncertain and dependent on market forces.
(b)
The new pension scheme has been compulsorily imposed on
a section of employees and in the case of NPCIL it is without employer
contribution and hence it is discriminatory.
(c)
Such scheme had
been a failure in many countries including Chile, UK and even USA. In USA entire pension wealth has been wiped
out leaving pensioners with no pension.
(d)
The contributory scheme does not give any guarantee for
a minimum pension of 50% of the pay drawn at the time of retirement of the
employee. Nor does the new pension provide for the protection of his family
members in the form of family pension in the event of death.
The Supreme Court
had declared pension as one of the fundamental rights. The Commission should
therefore retrace from its avowed position, which is detrimental to the
interest of the employees and ensure that the employees recruited after
1.1.2004 in the case of DAE and NPCIL/AI are covered by the existing statutory
defined benefit scheme
5) Ensure the
maintenance and effectiveness of the Contributory Health Service Scheme (CHSS)
It is noted that
the administrative authorities of DAE without considering the historical
reasons behind the introduction of CHSS for DAE employees are attempting to
dilute though a generalized health scheme extended to the central Government
employees namely, CGHS. CHS Scheme is also the contribution of father of
Nuclear Research in India, none other the great & one and only Dr. Homi
Bhabha and it shows the long term vision he had not only in R&D in Nuclear
Energy but the care and love towards the work force of DAE.
When the Health
Ministry and Finance Ministry initiated steps to replace the Central Government
Health Scheme with Medical Insurance Scheme, our administrative authorities, to
get clapping from their superiors at Delhi, without considering the back ground
to the introduction of the CHSS, initiated steps to privatize our CHSS through
medical insurance scheme. Because of the timely intervention of the entire DAE
Community from all sectors, the Department was forced to shelve the proposal
for privatization of CHSS in the name of Insurance.
But it is noted
with deep concern that the administrative authorities of DAE is trying to overrule
the scientific policy decision of the Department on Occupational Health of its
employees, their dependents and the need of periodical monitoring for genetic
study which is also a necessity to fulfill the safety regulations, review of
the safety regulations etc.
The CGHS or Medical
Insurance Scheme or whatever is available in India or elsewhere is not at all
giving any sort of medical assistance near to the present CHS Scheme. In order
to channelize towards the goal
managements are outsourcing the various activities viz employing
contract personnel for ward duties, first said duties contract employment of
medical personnel etc. and thereby
diluting, tortuously to downgrade the medical facilities. The complaints of
negligence and unbecoming treatment are becoming the day and a sensation is shaped
among the employees and beneficiaries in general that those who are undergoing
treatment became the testing equipment for the doctors for conducting research
on beneficiaries. The number of deficiencies and discrepancies in the Medical
attention and care will affect the health care of all section of employees.
Therefore it is
urged that Chairman, Atomic Energy Commission to look into the matter
personally and do the needful to continue the subscription based CHS Scheme
and give necessary directives to the concerned to give away the thought to
replace the CHSS with any sort of Medical Insurance Scheme or dilute the scheme
in guise of CGHS model etc.
6) Liability
compensation for Radiation Injuries
Radiation is
especially insidious because of its invisibility and intangibility. Even the
smallest exposure to radiation is
abnormal and dangerous The damage caused by ionizing radiation to living cells,
especially human cells, may not be immediately
recognizable; it may
be hidden for
a long time. Since
the radiation doses received by living cells
have cumulative effects, there
may be damage caused by different sources of radiation Even personal
injury compensation program
of US now
encompasses 36 medical conditions, each
one of which
has been adopted
based on accepted
scientific and medical research findings
about the effects
of radiation on
humans or on
established precedent entitling
citizens to compensation for conditions presumed to result from radiation exposure.
Injury caused by
radiation and had been exposed to radiation, no matter how small a dose that
comes from a nuclear installation to be included for damages. The compensation
for exposure in radiation and other hazardous chemicals is the need of the hour
and shall be provided with protein diet at subsidized rate. Employees right
to liability compressional tort claims in the event of an Radiation injuries to
be ensured.
7) Make the AERB
independent body with teething powers to implement the provisions of all
industrial and labour laws especially Factories Act/Rules and Radiation
Protection Rules
The necessity of
the reputation to bring AERB and BARC Safety Council as independent agency is
must. Since both AERB as well as BARC Safety Council are part & parcel of
the Department, there are always misgivings arising in the findings of these
agencies whenever dispute arise on Safety related issues. The implementation of various legislative
provisions under Factories act/rules also of no value in department and the
best specimen of the AERB’s inaction is in the non-implementation of the
provisions of Section 59 of Factories Act provisions to the employees of
DAE/Aided Institutions employees.
The regulator
has to have
legal authority, be
technically and organizationally competent, possess financial and human
resources required effectively carrying out his responsibilities and being
independent from licensees
and other institutions,
in order to
exclude potential pressure from
stakeholders. [Responsibility and
independence of main safety regulatory bodies -Bukrinsky A.M.]
To avoid these
fears of distrust it is better to keep these agencies out of the direct control
of the DAE to develop transparency of the activities it is essential in the
present scenario of the misinformation spreading through various agencies,
media, etc.
The IAEA
safety guide GS-G-1.1
outlines six aspects
of regulator independence: political, legislative,
financial, competence, public
information, international. The regulatory body (AERB) has to be
independent in all of these aspects and be free of any outside pressure.
8) Implement the ILO
Convention on Night Work and Overtime Work
ILO C171 - Night
Work Convention, 1990 (No. 171) Convention concerning Night Work (Entry into
force: 04 Jan 1995)
Article 3 1.
Specific measures required by the nature of night work, which shall include, as
a minimum, those referred to in Articles 4 to 10, shall be taken for night
workers in order to protect their health, assist them to meet their family and
social responsibilities, provide opportunities for occupational advancement,
and compensate them appropriately. Such measures shall also be taken in
the fields of safety and maternity protection for all workers performing night
work.
Article 8 Compensation
for night workers in the form of working time, pay or similar benefits shall
recognize the nature of night work.
Central
Administrative Tribunal, Jodhpur Bench also ordered for payment of NDA in
actual and the Hon Tribunal allowed the petition and ordered to “Night Duty
Allowance shall be paid to the applicants and the similarly situated persons on
the basis of the actual salary………………”. Honoring the Tribunal’s direction the
Ministry of Defence ordered the payment of NDA and also the arrears from 2007.
In similar manner , department should pay the Night Work allowance on the
basis of actual pay in tune with ILO convention and CAT decisions and also of
2007 year of effect.
Pay
for Overtime Work
Overtime refers to
all hours worked in excess of the normal hours, unless they are taken into account
in fixing numeration
in accordance with
custom [Reduction of
Hours and Work
Recommendation, 1962 (No. 116)]
The eight-hour day,
implying the 48-hour week, was a key demand of the working class all over the
world before the ILO was established. To
the workers, the
extension and generalized application
of the eight-hour
day represented a
reform which no
other could equal in
value –a chance to share in the
distribution of the new wealth created by
modern industry and to
receive that share
in the form
of spare time.
More generally, the
need to safeguard the
health and well-being
of workers was
recognized; overlong hours
had been shown to be harmful to
economic efficiency as well as to material and moral welfare of the workers and
to be incompatible with political democracy.(ILO 1958: 3)
ILO conventions set
guidelines for, among other things, normal working time, weekly rest, and the
scheduling of work time. These
conventions cover all workers, but there
are also additional conventions
dealing with specific
categories of workers,
such as night
workers. The first ILO convention, in 1919, defined the normal working
day as 8 hours and the normal working week as 48 hours. This convention was
ratified by 52 nations. Later, in 1930, a new convention allowed this
48-hour week to
be averaged over
three week periods
as long as daily working time does not exceed 10
hours. In 1935, the ILO endorsed a shift
to the 40-hour week, but this convention was only ratified by 14 nations. Later
ILO conventions, in 1962 and 1970, proposed reducing work time further and
stipulated paid holidays totaling three weeks at the minimum. Moreover, the ILO conventions mandate 24
hours rest every seven days, which has been ratified by more countries (62)
than the other conventions that relate to work time.
At the national
level, overtime is regulated by Factories Act and Rules provisions and the
payment is double the wages. In the case of DAE/AI it is being paid at the
wages prevailing as on 31st Demeter 1985 In DAE it is argued that approval of a
government agency is required and the situation continues form 1986.
The Ministry
of Labour has
the responsibility to
protect and safeguard
the interests of workers in general and those constituting
the workers in the atomic energy units in particular with regard to the creation
of a healthy work environment. The Ministry seeks to achieve this objective
through enacting and implementing the “Overtime” through Factories Act 1948Act
provides the rule making for realizing the provision in regard to Overtime and
the DAE promulgated Atomic Energy Factories Rules 1996. These laws provide for
an inspectorate to supervise implementation and also have penalties ranging
from imprisonment to fines.
In the DAE case of
Compensation rate of “Double time for work over 9 hours a day” was not
addressed since 1986 even though it is specifically identified and complained
to Government of India and various authorities in the Department of Atomic
Energy.
ILO recommends
that “In order
to minimize the
potentially negative consequences
of overtime, employers should
facilitate the participation
of the workforce
in the process
of determining overtime work and working time more generally. In
particular, the needs of the worker and his or her family should be considered.
To this end, it is necessary to ensure that the
needs of workers
with family responsibilities are
explicitly taken into
account in negotiating working
time”(www.ilo.org/wcmsp5/groups/public/---ed.../wcms_170708.pdf )
It is demanded
that the ILO recommendation in regard to
determine the overtime
work and working time should be implemented in DAE and the compensation
shall be the double the wages in actual and the implementation shall be discussed with the federations
9) Sort out the
discrepancies, discrimination in the matter of Pay, Pay Anomaly, Pay Fixation
Promotion avenues etc of Technical Employees of DAE/NPCIL/AI
Technical
staff
A)
Ensure
the promotional benefit for senior most technical staff on par with the juniors
as per the revised norms
B)
Entry
level for CAT II trainees should be Technician C with additional increment as
the case may be
Scientific
Assistants
A)
In
the case of Scientific Assistants the entry level brought down in the grade of
SA A for SA B. Prior to implementation SCPC the Technician F and SA B were in
equal grade, now the SA B is equated with the Technician E. In Department of
Space the entry level of SA/TA has been upgraded to the Grade Pay of Rs4600
where as in DAE still the pay has been retain with the Grade Pay of Rs4200.
B)
The
revision in the norms for promotion on accruing higher qualification, removing
the facility for track changing, etc created discontentment among the
Scientific Assistants. Whereas the Department of Space made it compulsory to
change the track from Scientific Assistant C/ Technical Assistant C to
Technical Officer B.
C)
The
deviation from the assurance given in the court of law by the Department that
there will no be any discrimination in pay & status while operating the
promotional post from SA ‘C’ to SA ‘D’/SO ‘B’, SA ‘D’ to SA ‘E’/SO ‘C’ and so
on. Now those who are moved into gazetted stream are getting additional pay in
the way of difference in the Update Allowance as well as two increments.
Work
Assistants
A)
By
virtue of Cadre Review the pay of the Helper D has been revised with Grade Pay
of Rs1900. Helpers who become the
Tradesman A after promotion too have the same Grade Pay of Rs1900. This anomaly
is applicable to all Mali, Helper, Tradesman who elevated to Tradesman(presently
Technician)
B)
By
virtue of the recommendation of CPC all Group D employees who were in the pre
revised pay of Rs2550 – 3200, 2610 – 3540, 2610 – 4000, 2650 – 4000 and Rs2750
– 4400 placed in the same pay scale having the GP of 1800. By doing so the
promotional benefit availed by the senior employees nullified and brought on
par with the junior most employees Restore the promotion awarded to the Work
Assistant (the erstwhile Mali, Helpers, etc) prior to the re-designation of
Work Assistant post and accordingly the the Grade pay should be given to those
employees.
C)
Those
employees who were appointed as Temporary Status and later given appointment
against permanent post at higher level, the increments they earned in the past
service while they were in the Temporary post to be considered while fixation
of pay
10) Grant five
promotion in the service career of Administrative, Accounts, Material
Management (Purchase &Stores) Canteen, Drivers, and Security cadres and
carry out the Cadre Restructuring
immediately
For the efficient
functioning of an institution, the primary pre-requisite is to have a contended
workforce. It is not only the
emoluments, perks and privileges that motivate an employee to give his best.
They are no doubt important. But what is
more important is to provide them a systematic career progression. The present
system of career progression available in the All India Services and the organized
group A Civil services attracts large number of young, talented and educated
persons to compete in the All India Civil Service Examination. Persons who were
recruited to subordinate services were able to climb to Managerial positions
over a period of time in the past. The
situation underwent vast changes in the last two decades. In most of the units stagnation has come to
stay. It takes decades to be promoted to
the next higher grade in the hierarchy.
It was the recognition of the lack of promotional avenue in the
subordinate services that made the 5th CPC to recommend a time bound two career
progression schemes. However, this has
not gone to address the inherent problem of de-motivation that has crept in due
to the high level of stagnation. In DAE,
the exercise of cadre review which was considered important was not carried
out. Any attempt in this regard was
restricted to Group A services. The
discontent amongst the employees in the matter is of high magnitude today. It is, therefore, necessary that Department is asked to undertake to bring
about a cadre composition and recruitment pattern in such a manner that an
employee once recruited is to have five
hierarchical promotions in his career as is presently the position in
the All India Services and in the organized Group A services.
Department also may
explore the possibility of uniform promotion policy for Administrative,
Accounts, Purchase & Store staff as it existence in the Aided Institutions
as well as other scientific Establishments – a combination of merit promotion
and vacancy based.
11)
Replace GP as entitlement for
Accommodation with Pay in the Pay band
The changes in the eligibility for departmental accommodation made by
Ministry of Urban Development as per the recommendation of SCPC by which the
criteria for getting accommodation has been changed from the basic pay to grade
pay, results blocking the movement of senior employees into higher category and
thus the satisfaction level brought down drastically. In the recent past
Ministry of Railways considered the discrepancy and modified the categorization
be revising the eligibility criteria by bringing down the Grade Pay for all categories
of departmental accommodation. These changes may obstruct the movement of lower level
employees switching over higher category which will result in denial of
allotment. These changes further deny the existing benefit of better
accommodation after rendering more years of service in the department. To
overcome these discrepancies, the criteria suggested based on the Grade pay
should be replaced by the pay in the Pay Band equivalent to the pre revised
norms.
12) Extension of all
facilities AI Employees
The need of to look
into the various issues of the employees of Aided Institutions under DAE is obligation.
Implementation of similar pay scales / grade
pays for equivalent posts in all cadres of Aided institutions of DAE through a
properly framed and endorsed promotion and recruitment norms, adoption of MACP,
extending the facilities like update allowance, PRIS, OTA, NDA,
safety/hazardous allowance etc. to all aided institutions. Ensuring safety
stipulations in aided institutes and appointment regular employees to perform
the activities on all aided institutions and Extending medical benefits based
on CHSS to all aided units are of the hour
13) Implementation of
PRIS
While implementing
PRIS there were discrepancies. Especially in the case of PRIS (G) for DPS, AMD,
DCSEM, etc. Similarly PRIS (I) has been denied to administrative, accounts,
auxiliary staff of DAE/NPCIL and Aided Institutions employees. Before
finalizing the PRIS Target recognized unions and associations should be taken
into confidence
14)
Extending Tribal
allowance
Extend Tribal
Allowance to all DAE employees including Aided Institution employees working in
such states where Tribal Allowance is declared to their state government
employees should be extended on par with the State Government rates.
15) Recognition of
National Federation of Aided Institutions Employees (NFAIE)
NFAIE submitted its
application for recognition under RSA Rules 1993 to the Department in the year
2012. In addition, the clarifications
asked for submitted. DAE has not intimated the process of recognition nor sent
to DoPT for the purpose of vetting. It is appealed to accord the recognition of
NFAIE at the earliest, as it is the only federating body commending majority of
the recognized associations in AI
16) Revise the
Qualification Incentive Scheme (QIS) and extend the QIS in units/divisions DAENPCIL/AI where the similar nature works
are being undertaken
Qualification
Incentive Scheme was introduced in the Department to motivate the employees
working in the field of Radiation and hazardous area and to update the
knowledge. The quantum of amount was fixed almost 7 years back and the request
for revision of the QIS was pending with the Department since long back.
Similarly the request for extending the QIS uniformly where the similar nature
of jobs are carrying out in various units of DAE/NPCIL/AI and Divisions/Sections
of units where the scheme implemented in partial. Though it was discussed and
agreed in principle to extend, the implementation is still pending. It is
therefore urged to the Department to extend the QIS to the DAE/NPCIL/AI
units and Divisions/sections of the units in which the scheme is not in
existence and also in the units where the scheme has been implemented partially
in the working atmosphere of Radiation and other hazardous nature and the
regulatory inspection and licensing is obligatory.
17)
Canteens should be converted into statutory canteen
and in the meanwhile creation the entitled number of posts in canteen as per
DOPT norms.
|
OM. No.
|
Date
|
Subject
|
|
3/2/94-Dir ( C )
|
1.4.1995
|
Model Recruitment Rules for
adoption with suitable modification
|
|
1/36/97-SCS/1204
|
7.11.1997
|
DAE assurance to Hon Minister
of Labour affording Equal Opportunities to all canteen employees
|
|
3/1/92-Dir ( C )
|
22.6.1998
|
Categorization of Canteens
depending upon the strength of the establishment and fixing of posts in tune
with the re - categorization
|
|
3/1/92 Dir ( C)
|
22.6.1998
|
To fill up the vacancies
|
|
3/1/99 Dir(C )
|
31.3.1999
|
Review of Regular Promotion and
Remedial Action
|
|
27/3/96-Dir(C )
|
11.4.2000
|
Direct Recruitment only at the
level of Safaiwallhas
|
|
15/3/92-Dir(C )
|
2.5.2000
|
Manpower recruitment are
directly controlled by Dept under whom the canteen are functioning DOPT is
only nodal agency
|
While the above orders are yet to
be implemented, department is saying that the promotion policy formulated by
DOPT in the matter was circulated to all units for implementation. But on
the contrary, Canteens are neither re-categorized according to the strength of
establishment nor the eligible employees get their regular promotion in tune
with the re-categorization – leave alone the converting the canteens as
Department Canteens as spelt out by Atomic Energy (Factories) Rules 1996. It
is therefore urged to take necessary steps to convert all canteens as
Departmental
Your offices would
agree that employees and workers are their most valuable resource in taking the
Department to the zenith and hence motivation level of this lot must always be
kept in high spirits. But perhaps
DAE/NPCIL/AI management is thinking and doing just opposite to make us the most
deprived and demotivated lot which gives us enough reasons to believe that such
discrimination cannot be due to ignorance and it must be a deliberate action of
the vested interests in DAE/NPCIL/AI management to take it downwards by
inducing discontent, demotivation and demoralization amongst the backbone of
this esteemed DAE/NPCIL/AI
We never intended
to go on the path of agitation and always believed in justified negotiation in
amicable ways but DAE/NPCIL/AI management is not listening to us despite
passionate and appeals to settle our grievances. This continued ignorance has
forced us to sign of this petition for justice.
Hopefully we submit
this representation for your kind consideration and favorable decision by which
the DAE/NPCIL/AI employees who are always neglected in the bilateral process in
the name of barred entry, consultative scheme, autonomous status etc.
YOU’RE KIND
INTERVENTION IS HIGHLY SOLICITED TO SETTLE OUR LONG NEGLECTED ISSUES AND
PREVENT US FROM PERISHING IN THE SEA OF DISAPPOINMENTS, DEMOTIVATION AND
DEMORALIZATION WHICH HAS BEEN DELIBERATELY CREATED BY DAE/NPCIL/AI managements.
Yours’ faithfully
( DAE/NPCIL/AI employees and workers)
Kindly see the overleaf for detail
and signature of the employees & workers
Sub: Appeal
to the Chairman Atomic Energy Commission to resolve the long pending common
issues of Employees & Workers of DAE, NPCIL, BHAVINI and Aided Institutions.
|
NAME
|
DESIGNATION
|
EMP/
CC NO
|
UNIT/
SECTION
|
SIGNATURE
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
