NFAEE is the one and only all India Federation of Atomic Energy Worker, recognised by Government of india/Department of Atomic Energy (DAE).

It represents the Industrial, Research & Development and Service organisations under Department of Atomic Energy.

26 Unions and associations of DAE Employees recognised under CCS (RSA) Rule are affiliated with NFAEE

Monday, August 26, 2013

26th -30th August 2013

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”(  )

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.
3/2/94-Dir ( C )
Model Recruitment Rules for adoption with suitable modification
DAE assurance to Hon Minister of Labour affording Equal Opportunities to all canteen employees
3/1/92-Dir ( C )
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)
To fill up the vacancies
3/1/99 Dir(C )
Review of Regular Promotion and Remedial Action
27/3/96-Dir(C )
Direct Recruitment only at the level of Safaiwallhas
15/3/92-Dir(C )
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. 


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.