NOTE SUBMITTED TO THE SECRETARY, DAE ON RECOMMENDATIONS OF SCPC

National Federation of Atomic Energy Employees
NFAEE
Regn.No.17/9615
Recognised by DAE vide DAE OM No. 8/1/2007 – IR&W/95 dated 13th June 2007
JCM Office, Brindavan, Anusaktinagar, Mumbai 400 094
Website: www.nfaeehq.blogspot.com
Email address: nfaee@yahoo.com

Ref.No: nfaee/sg/08/37 15.04.2008

To

The Secretary to the Government of India,
Department of Atomic Energy,
Anushakti Bhavan,
CSM Marg, Mumbai 400 001

Sub: Recommendations of SIXTH Central Pay Commission. Reg

Sir,

The SIXTH Central Pay Commission (CPC) has submitted its report on 24rd March 2008 to the Finance Minister. Prima facie, NFAEE feels that the recommendations of the 6th CPC are not as per the expectations of the central Government employees. Especially the recommendations pertaining to the categories of employees belongs to Group D, C and B are disappointing and not as per the demands raised by the representatives of the employees. Even the entry level employees in Group A also raised their discontentment. Most of the recommendations related to the Pay structure, facilities, allowances, advances pension etc are detrimental, retrograde and discriminatory in nature. Recommendations pertaining to the Department of Atomic Energy too not as per the aspirations of the employees and there is dissatisfaction amongst all section of employees including officers.

The Government now appointed a 12 member committee of Secretaries under the chairmanship of Cabinet Secretary to look into the recommendations of the Pay Commission and to consider the views and suggestions given by the representatives and organizations. As the Pay commission has not been referred most of the issues raised by the unions and association of this department, the responsibility of the Department is increases to address the same while implementing these recommendations as well as to take up the secretaries to committee.

There is no need to mention about the premier scientific organizations such as DAE, DOS, DRDO etc are the prime focus on our development of our own indigenous technologies in various applications like, energy, power, medicine, agriculture, space technology, defence and other strategic applications. Hence to attract and retain the young, talented scientists, technocrats as well as technicians to these prime institutions is very much important in this competitive and market orient world. Thus the responsibility of the Department further increases to approach various recommendations of the Sixth Central Pay Commission, so that how the government job should be more attractive than in the private organizations.

Accordingly we here by submit our comments in two parts for consideration and to take appropriate steps as well as to take up with the Committee of Secretaries constituted by the Government.

Part I contain the views on general issues pertaining to all government employees whereas the Part II contains the issues related to Departmental issues. This note is prepared based on the inputs being given by the recognized unions and associations of DAE affiliated with NFAEE. In case any issues notice at later stage shall be submitted for the consideration

Most of the departments already jumped into action and initiated primary round discussion with the recognized Federations of the employees. The Ministries and Departments such as Railway, Defence, Postal, etc had preliminary round discussion with the office bearers of the recognized Federations at the Department level and assigned the job to coordinate the bilateral discussion with staff side and take care of the concern raised by the employees.

Hence, NFAEE request you to give us an early appointment to apprise the issues related to the recommendations of the Central Pay Commission by considering the seriousness of the issue. Also request you to constitute a committee consists both the management & the staff side to look into the anomalies/issues raised by the employees and their representing bodies to avoid the anomalies at the maximum while implementing the report of the sixth Central Pay Commission.

Thanking you.

Yours faithfully,




(Jayaraj.K.V)
Secretary General

Address for Correspondence: Jayaraj.KV, Secretary General, NFAEE
PESS/UED; BARC, Trombay, Mumbai 400 085
Tel. No: (O): 022 – 25594549; (Res): 022 – 2746 4704; (Mobile): 9869501189
Email Address: nfaee@yahoo.com, jrajkv@yahoo.com

PART I

COMMENTS ON RECOMMENDATIONS OF
SIXTH CENTRAL PAY COMMISSION IN GENERAL

1. Abolition of Group D posts:

1.1 The recommendation of 6th CPC to upgrade the existing Group D employees in the Pay Scales Rs 2550 – 3520, 2610 – 3540, 2610 – 4000, 2650 – 4000 to Rs 2750 – 4400 and thereafter no recruitment in these scale is nothing but direct elimination of more than 9 lakhs post in the Central Government service. By this step, the Pay Commission at a stretch reducing almost 1/3rd of the Government Job, with out considering the social impact and other adverse affects may result due to this recommendation. More over the rate of literacy of the country is even today just about 60% only (The rate of literacy is based on the knowledge to read and write in their own language, but not based on any education from school). If considered the schooling, more than 60% of the populations are non metric. As per the last census report, 55% of the Scheduled Tribe and 45% of the Scheduled Cast are even illiterate today. Similarly as per the Arjun Sen Gupta Commission, National Commission for Enterprises in the Unorganized Sector (NCEUS), 77% of the Indian population which comes nearly 83.6 crores, is earned just 20 rupees per day. 85% of the above, i.e, 71 crores of Indian population are belongs to SC, ST, OBCs and Muslims. In such condition denying job opportunity for non metrics in the name of down sizing and out sourcing is nothing but running away from the responsibility. Above all since the pay commission report is going to be implement in many of the state government for its employees, the reduction of job in states shall be further about 30 lakhs. It means at a stretch about 40 lakhs employment opportunity which is the only opportunity for the crores of villagers of this country mostly belongs to backward class and other minority communities. The impact on the social out fit shall be un imaginable and it lead to the country further backward, instead towards growth.

1.2 Hence the recommendation to downsize/outsource the government job even in the name of upgradation of post of group D employees shall not be accepted. Existing number post in the unskilled sector should be continued. Minimum scale for the unskilled workers shall be upgraded in the present pay of Rs 2750 – 4400.

2. Closure, Corporatisation & Privatization:

2.1 The Pay Commission in its report proposed to corporatise the Railways, Ordinance Factories in Defence etc. The corporatisation is nothing but privatization. The Pay Commission also proposed to introduce the Medical Insurance scheme to the new recruits as well as to the new pensioners. This is too nothing but the closure of the CGHS.

2.2 The recommendation to closure, corporatise/privatize should not be accepted and all the Government establishments should be continued in Government set up.

3. Minimum Pay:

3.1 The Pay Commission has alleged that the minimum Pay shall be Rs 6660/- . But it is not the fact. The fact is the minimum pay by adding the lowest pay in the pay band (-1S) proposed to the unskilled worker with the corresponding Grade Pay, the amount will get is Rs 5740/-.

3.2 Though the Pay Commission claims in its’ report that the lowest Pay is based on the need based minimum wage recommended by 15th ILC, the commission recommended its minimum wage based on wrong computations. The prices of food articles quoted based on the economic times, not gathered the same from any government agencies such as Statistics department, Indian Bureau of Standards, All India Radio, or National Television channel where they regularly analysis the prices of consumable items including groceries and other food items, or from any consumer societies who all are keeping the records. More over the Supreme Courts’ direction to add 25% of the overall cost of foods, clothes etc towards the expenditure for education, social commitments such as marriages and other functions and 10% as the expenditure for Housing as per the IT Act. We approached the Anushakti nagar Consumer Co operative Society, Anushaktinagar, Mumbai 400094 and took the retail rates of the items mentioned in the Table 2.2.1 of the Pay Commission and found that the rates quoted by the Pay Commission in their report are not believable. The rate noted from Anushaktinagar Consumer co operative Society is shown in Annexure I.

3.3 Fifth Central Pay Commission adopted the principle to find the minimum based on increase in the Net National Product. But sixt CPC was not ready to consider this principle. As per the record available with the Government as on 01.01.2006, the increase in the Net national Product is 56.2%.

3.4 Further, it may be the first ever Pay Commission of the country adopted novel method to find the minimum pay in the Pay Band, deviating from the pay drawn by the employees to calculate notionally. The pay drawn by the employee as on 01.01.2006 is Basic Pay + Dearness Pay (50% of the Basic Pay) + Dearness allowances (24%). In other word Basic Pay + 86% of the Basic Pay was the Payment. But the Pay Commission suggested to calculate the minimum pay by adding the basic pay and DA @ 74% which would have been payable on the existing pay scales, had merger of 50% DA as DP not been allowed w.e.f 01.04.2004. Thus the minimum pay suggested based on illogical & unconvincing method is not acceptable.

3.4 To over come the above mentioned anomalies following steps should be adopted:

3.4.1 The Government should revisit and ensure the calculation based on the actual price prevailed in the country in January 2006.

3.4.2 The increase in the Net National Product during the period 1996 to 2006 should also be considered for determining the minimum pay.

3.4.3 The principle adopted by the commission to find the minimum pay by adding basic pay with notional DA @ 74% should be modified by adding the Basic Pay + Dearness Pay + 74%DA or Basic Pay + 84% of Basic Pay

4. Ratio of the Minimum Pay and Maximum Pay:

4.1 The Pay Commission may accept only one suggestion of the Staff side in its whole report. That is nothing but the ratio of 1:12 for minimum pay to maximum pay. But there also the Commission tried to place their hidden agenda. The commission has claimed that the ratio is 1:12 in the minimum salary and maximum salary. This contention is not true. The reason is that the minimum salary for the unskilled government servant and highest post in the Government. The lowest pay in the Government service recommended by Pay Commission is 1S (not PB1) and the highest pay is for cabinet Secretary and equivalent posts. Thus the ratio becomes 1: 15.68

4.2 In the existing pay the ratio between the minimum pay (Rs 2550/-) to maximum pay (Rs. 30000/-) is 11.76, rounding to 1:12. The ration between the lowest pay now recommended in the existing pay (Rs 2750/-) to maximum pay (Rs. 30000/-) is 1:10.91 and that of 2750 to 26000 is 1:9.45

4.3 In that case, if the ratio of lowest to highest pay is 15.68, since the maximum pay is fixed as Rs. 90000/-, the pay equivalent to Rs 2750/- shall be Rs 8249/- (Rounded nearest 100 shall be Rs. 8300/-). The pay equivalent to Rs 2550/- shall be Rs. 7653/- (Rounded in nearest 100 shall be Rs 7700/-).

4.4 If considering Rs 80000/- is the highest pay then the lowest pay equivalent to Rs 2750/- should be Rs 8465/- rounded to 8500/- and at the level of Rs 2500/-, it should be Rs 7850/- as the ratio between Rs 2550/- and Rs 26000/- is 1:10.19

5. Fixation of Pay:

5.1 The commission has recommended the fixation of pay in the revised pay scale by adding Dearness allowances (DA) @ 74% to the existing emoluments after rounding it to next 10. Over and above the pay so fixed, a Grade Pay of 40% of the ending pay in the existing pay scale is recommended. This 40% is nothing but equivalent to the fixation benefit given the UF Front Government as Fitment Benefit.

5.2 It may be noted that while recommending addition of DA @ 74% with basic pay the pay commission reduced the existing emoluments actually admissible on the date of effect of the recommendations. By recommending to reduce the existing emoluments by ignoring the benefit of DA admissible on Dearness Pay, the actual Fitment benefit @ 40% in the form of Grade Pay is reduced to the extend of 12%

5.3 Fifth Pay Commission in fact had given the fitment benefit of 60% of the Pay by considering 2 interim relief @ 10% subject to Rs 100/- as minimum in each case and 40% at the time of fixation.

5.4 Hence the fitment benefit should be enhanced to 60% of the highest pay even though it is named as Grade Pay.

6. Discrepancy in determining the Pay Band and Grade Pay:

6.1 The principle claimed to have been adopted for fixation of pay is increase of 74% over the minimum of the pay in the lowest pay scale included in a particular pay band. But it is pertinent to note here that this principle has been made applicable only in case of Group D, C and B posts. In case of the Group A posts the increase is approximately between 95% to 174%. Especially in the higher grade in Group A post in PB4, the variation is more and more. The principle adopted by the Pay Commission to find the minimum pay in the Pay Band, multiple factor of 1.74 is rejected by the Pay commission themselves and adopted the Multiple factor varying from 2.18 to 2.74 for PB3 & PB4. For example for pay scale in the existing scale S28, the multiple Factor has been raised to 2.74 where as for S16 it is 2.625. If the multiple Factor for 1.74 is applied for S 28, the pay band shall start with 24890, but it starts with 39200, the multiple factor becomes 2.74. The multiple factor further increases to 3.07 in the case of Secretary and equivalent post.

6.2 By merging various Pay structure in the existing pay scale into same pay band the multiple factor of 1.74 has not been applied as the pay band is selected by adding 74% with the lowest grade in the merged pay scales.

6.3 In the case of Grade Pay too this discriminatory approach continued by the pay commission. In the existing scale S25, S30, S31, S32 etc. the Grade pay is more than 40% of the maximum of the respective pay scale.

6.4 To remove the above mentioned discrepancies, following steps should be adopted:

6.4.1 Uniform multiple factor should be adopted either it should be 2.625 or it should be 2.74 for all .

6.4.2 Multiple factor shall be applied on the lowest pay of highest pay scale in the merged group of existing pay scales.

6.4.3 Grade Pay also should be uniform for all Pay structure.

7 Rate of Annual Increment:

7.1 In the existing pay scale the employees are getting an annual increment of 2.5% of the initial pay of the pay scale or more in all pay scales except S1, S2, S2A, S3, S5 and S30.

7.2 The proposed increment however will not even double that of the existing increment rate.

7.3 Even after 10 years the increment is increases just by leas than 0.6%

7.4 At present annual increments are given to the employees on 1st of February and August or 1st May and November for Scientific & Technical Staff where as for others it is on 1st April. The Pay Commission proposed to have single date as 1st July. This may result in loss of pay in certain cases as the increments would be payable after 13 to 17 months.

7.5 Hence we suggest:

7.5.1 The annual increment shall 5% of the pay (inclusive of pay + grade pay)

7.5.2 Further, steps should be initiated to remove the delay for getting increment by removing the condition that to have a minimum six months for applying the uniform date of increment.

8 Fixation on Promotion:

8.1 At the time of the promotion apart from moving to the next higher grade pay, if the promotion is in the same Pay Band, only increase is assured by one increment.

8.2 At present the benefit of fixation on promotion shall be given under FR 22 (a) (i) or FR 22 (a) (ii). The increase shall be always more than one increment.

8.3 Hence to ensure benefit in lieu of promotion more than one increment the pay plus grade pay so fixed on promotion shall not be less than 10% of pay plus grade pay of the individual was drawing in the feeder cadre.

9 Merger Pay Scale:

9.1 Pay Commission has been suggested merger of various Pay scales with out proper approach. Especially the merger of the pay scale S9 to S12 created lot of resentment as in certain departments all the three scales 5000 – 8000, 5500 – 9000 and 6500 – 10500 is operative as promotional grades.

9.2 The matter should be addressed in proper way by upgrading the promotional post into next higher in the hierarchy.

10 . ACP Scheme:

10.1 The Pay Commission has been recommended only two financial up gradations in the entire service carrier.

10.2 Three financial up gradation shall be given at the stage of 10, 20 and 25 years of service

11. Dearness Allowance:

11.1 The Pay Commission recommended changing the base 1982 = 100 to 2001 = 100 for grant of Dearness allowance. By changing the base from 1982 to 2001 at least the employee may loose 11% DA.

11.2 Further no recommendation has been made by the Pay commission to protect the DA admissible to the employees from 01.07.2006 to 01.01.2008. If protection is not allowed, the salary of the employees will get reduced to the extent of about 11%.

11.3 If the present DA pattern is changed to 2001 = 100, without modifying the proposed pay structure within a short period, say with two to three years from now the employees shall be getting pay less than that the pay they are getting based on the present pay structure. This shall be illustrated in the Annexure 2.

11.4 Hence, the index for calculating DA should not be changed. Base 1982 = 100 should be taken for calculating Consumer Price Index.

12. City Compensatory Allowances:

12.1 In the name of enhancing Transport allowance, withdrawal of CCA is not justifiable. The eligibility criteria for both allowance is entirely different. CCA is given based on the personnel Pay where as Transport allowance is given based on the Pay Scale.

12.2 CCA was extended to the employees to meet financial burden being faced by the employees on various accounts such as excess price escalation on various commodities in the market, comparing with smaller cities & villages, schooling etc and the CCA is depended upon the city.

12.3 By withdrawing the CCA employees are loosing not only CCA, but proved the claim by the Pay Commission that the Transport Allowance is enhanced by four times is not true.

12.4 Transport Allowance and CCA should not be subsumed as claimed by CPC as the criteria & eligibility conditions are entirely different.

12.5 City Compensatory allowance is granted to the employees based on the personnel pay.

12.6 An employee having the basic pay of Rs 6000/- in the pay scale of 5000 – 8000 and working in the A-1 city is entitled for CCA @ Rs 300/- and Transport allowance of Rs 100/-. That means this employee is getting already Rs 400/- as CCA and Transport allowance. Based on the present proposal, he will be again eligible only for Rs 400/- only after withdrawing CCA.

12.7 Hence we request that:

12.7.1 City Compensatory Allowance should not be withdrawn.

12.7.2 CCA should be enhanced as other Allowances increased.

13. Transport Allowance:

13.1 Pay Commission has been recommended to enhance the Transport Allowance to four folds after subsuming the CCA. This in fact reduced the existing benefit to a certain categories of employees. Now the Transport Allowance is Tax Free. But now CPC has been recommended to put into the net of Tax.

13.2 Hence we propose:

13.2.1 If the Government accepts the suggestion to withdraw the CCA, then no condition should be imposed for grant of Transport allowance. It should be extend to all section of employees across the board.

13.2.2 Transport Allowance should be enhanced notionally as recommended by the Arbitration award and then made four times.

13.2.3 Employees not provided free transport within the Campus also should be granted Transport Allowance.

13.2.4 Transport allowance should be Tax Free.

14. Risk Allowance:

14.1 Replacing the Risk allowance with Risk Insurance not a logical proposal.

14.2 Risk Allowance is extended to compensate the risk faced by the employee while performing the duties in such atmosphere like handling hazardous chemicals, working in such as abnormal atmosphere etc. To over come the risk the employees advised to take care of health by taking nutritious food etc. To ensure such health care, Risk allowance has been given to the employees.

14.3 Where the new recommendation suggests no remedial action is necessary by the employee performing the duty and he may allow becoming sick and knowingly pushing him to death and there after Insurance company may give compensation to the deceased family. This recommendation is not in the line of medical ethics and therefore should not be accepted.

14.4 Hence steps should be taken to:

14.4.1 Continue Risk Allowance in addition to the newly proposed Risk Insurance.

14.4.2 Enhance Risk Allowance as other Allowances increased.

15. Patient Care Allowance:

15.1 Patient Care Allowance is extended to the employees as a compensation to the employees working in Hospital/dispensaries where these employees has to interact with infected patients as well as infected materials, instruments and equipments.

15.2 Pay Commission in the pretext of Insurance Scheme and PRIS suggested withdrawing the PCA/HPCA.

15.3 The insurance coverage is for getting financial support for the deceased family after the employee affected with interaction with infected patients as well as infected materials, equipments and instruments.

15.4 Whereas the PCA/HPCA shall help the employee while serving the effected employees and handling the effected materials and instruments can take care of their health by ensuring intake of nutritious and protein diet to enhance the resistance power.

15.5 Therefore the following suggestions should be considered:

15.5.1 The Patient Care Allowance & Hospital Patient Care Allowance should be continued.

15.5.2 It should be extended to all Para medical staff with out any restriction in Pay.

15.5.3 The PCA/HPCA should be enhanced as other Allowances enhanced.

16. Interest Free Advances:

16.1 Interest free Advances like Festival Advance should be made four times and the cycle advance should be actual cost

17. Interest Bearing Advances:

17.1 CPC has been recommended to stop the Interest Bearing Advances given by the Government/department such as HBA, Computer Advances, Motor Vehicle Advances etc, by arranging MOU with Nationalized Banks with 2% subsidy on interest.

17.2 It is there fore we request:

17.2.1 Interest Bearing Advances should continue.

17.2.2 The interest on HBA, Computer Advance etc should be reduced as in the case of Bank Employees.

18. Holidays:

18.1 The celebrations of various festivals of various communities, religions jointly are the custom of the whole part of Secular India. The view expressed by the Justice Srikrishna in respect to Why Muslims and Christian should take on leave on Ram navami is not at all on the line of secular spirit, but came from a religiously blinded man.

18.2 Hence we propose that:

18.2.1 The existing 17 Holidays should maintain.

18.2.2 The holidays should be effective holidays.

19. Commutation of Half Pay Leave:

19.1 HPL should be allowed to be commuted for encashment to the extent of shortfall in EL.

20. Medical Insurance Scheme:

20.1 Medi-claim scheme will not give proper medical attention to the patients. Further it will create number of hurdles to low paid employees as initially the payment for treatment shall be arranged by the employee and thereafter amount shall be returned through reimbursement.

20.2 CGHS Scheme should be continued and the same should be improved for better medical care.

21. Overtime Allowances:

21.1 Since Overtime Allowances are given to compensate the extra work being carried out by the workers, should not clubbed with any PRIS

21.2 Only because statutory regulations are not extended to the work force in government other than Industrial units and operational staff, it is not fare not to compensate the extra work carried out by the employees.

21.3 It is there we suggest that:

21.3.1 Overtime should be compensate by Overtime Allowance and hence should continue OTA

21.3.2 OTA should be revised and given based on the revised Pay.

22. Bonus:

22.1 Bonus has been declared as deferred wages by the division bench of the Supreme Court of the country. Hence it cannot be replaced with Performance Related Incentive Scheme.

22.2 Therefore, Productivity Linked as well as Adhoc Bonus should be continued.

23. Performance Related Incentive Scheme:

23.1 Pay Commission recommended introducing Performance Related Incentive Scheme Departmental vise. Even there are various forms of Incentive scheme such as fast track promotion in various departments and such benefits are always getting to the employees in the good book and not to the eligible employees. Thus the existing system itself creating discontentment among the employees and the overall efficiency of the Department is in challenge.

23.2 In the present scenario Performance Related Incentive Scheme may be counter productive and hence it should not be implemented.

24. LTC:

24.1 In the recent past in certain states like Madhya Pradesh privatized he entire State Transport System.

24.2 Hence in such area LTC shall be extended to the employees traveling through the registered Private Transport system prevailing in such States.

25. Departmental Accommodation:

25.1 The pay Commission has been recommended to allot the Departmental accommodation based on grade pay seniority. By this the age old service seniority system shall be replaced with pay seniority. This will be harmful for getting entitled accommodation for the senior most employees.

25.2 Hence the recommendation to change the criteria for allotment as grade should not be accepted and the present system of service seniority should continue for allotment of departmental accommodation.

26. Incentive for Small Family Norms:

26.1 A special increment and rebate of ½% in the interest on Housing Building Advance has been given to the employees for promoting Small family Norms.
26.2 The Pay Commission left out the increment for small family norms. To encourage adoption of small family by government employees, the scheme shall continue.
26.3 Hence we suggest:

26.3.1 The Increment for small Family Norms shall be continued

26.3.2 The increment shall be given as a lump sum amount

27. Pension:

27.1 5th Central Pay Commission suggested refixing the pension on the basis of Notional Pay as on 01.01.1996. This has not been implemented till date. Similarly the minimum pension should be raised from the existing 50% of the last drawn pay.

27.2 Hence we suggest that:

27.2.1 Refix the pension basis on the notional pay as on 01.01.1996 and workout the pension entitlement.

27.2.2 The minimum pension should be raised from 50% to 75%

28. Pension Commutation:

28.1 Pay Commission recommended handing over the commutation business to Nationalized Banks to handle. Here too CPC suggested giving a subsidy on interest.

28.2 We suggest that:

28.2.1 Recommendation to hand over the Pension commutation to Nationalized Bank/Institution should not be accepted.

28.2.2 Commuted portion of the pension should be given back to the employees after 10 years, if not at least after 12 years.

29. Commutation Factor:

29.1 CPC has recommended to replace the existing commutation factor and proposed anew one by which the employees who all are opting commutation of the pension at the time their retirement shall be losers.

29.2 Hence Existing commutation factor should continue.

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PART II

Issues pertaining to
Department of Atomic Energy:

1 General Recommendations of 6th Central Pay Commission:

1.1 All the issues mentioned in respect to general recommendations are going to affect the employees of the DAE also. Hence the Department has to take all efforts to take up the issues referred in the Part I of the note with the Secretaries committee headed by the Cabinet Secretary.

1.2 The issues such as Pay & allowances, facilities etc recommended by the commission is retrograde in nature and especially, the impact of such recommendations shall be in adverse as now itself the Department like DAE, DOS, DRDO and other Departments under Science & Technology are facing brain drain at various level including scientific officers as well as technocrats and technicians.

1.3 Hence special effort to be made by DAE and other Departments. If necessary, it should be brought to the notice of the Hon’ble Prime Minister and plead for the intervention.

2 Abolition of Group D Posts:

2.1 The abolition group D posts, and pay scales recommended for Group D employees are unjustifiable as our activities are not conventional in nature.

2.2 There are about 4000 Group D employees in DAE including that of in NPCIL, The activities of these section of employees are quite different from other conventional Ministries and Departments as majority of our Group D employees involved actively to support out nuclear plant activities.

2.3 Based on the activities for which the Group D employees are appointed, upgradation of the minimum pay is justifiable.

2.4 But the by lifting them up and handing over the jobs to contractual labour in the Nuclear Installations are not advisable, which attracts various other issues including that of security of the nation.

2.5 Hence upgrade the entry level of Group D employees. But ensure the posts of supporting staff should not be operated in contractual labour.

3 Merger of Pay Scales:

3.1 The Pay scales S9, S10, S12 are operating in DAE and all the three scales are operating as promotional post. By merging these pay scales into one pay band with one grade pay, the technical staff including nurses and fire staff and auxiliary staff would affect, if not properly selected the pay scale by ensuring the promotional grades for the existing posts.

3.2 Hence, the merger of the Pay scales at the level of S9, S10, S11, S12 etc should be dealt with proper.

4 Anomalies still existing since implementation of 5th CPC recommendations:

4.1 The demands for removing the anomalies created by the Department during the period of implementation of 5th CPC recommendation in respect to the entry grade for technical staff, upgardation of pay scale of group D employees after the merger of Pay scale S2 & S2A etc have not been addressed by the Pay Commission.

4.2 Hence we request to remove the anomalies created/continue in various categories of employees after the implementation of the recommendations of 5th Central Pay Commission.

5 Update Allowance:

5.1 The Pay Commission recommended extending Update Allowance only to Scientific and Technical Staff and not to the administrative, auxiliary and other categories.

5.2 This proposal is biased in nature and not acceptable.

5.3 Hence requested to extend update allowance to all categories of employees.

6 Overtime Allowance:

6.1 For smooth functioning of the activities of R&D units and other supporting units such as DCS&EM, GSO, over stay of the employees are very much necessary as in the case of Industrial units, since most of the activities in these units are quite identical to that of these industrial units.

6.2 Most of the Divisions and sections are functioning as pilot plants of our industrial units and functions as operating plants even today. These units also very much necessitate to maintain minimum man power to continue the operational and maintenance activities in round the clock as well as on holidays. Manning round the clock by the security, providing water, electricity, transport service, medical facilities etc are activities of the supporting units such as DCS&EM, GSO in round the clock.

6.3 Under these circumstances differentiating the activities of the industrial units and operation units shall be difficult for the Department.

6.4 By seeing this only with the long vision of Dr. Homi Bhabha, the father or Nuclear Energy in India, issued an order to continue the OTA on par with industries in R&D units also.

6.5 To ensure smooth functioning of the operational activities of R&D other units on par with industrial units, make the OTA rule statutory and bring a permanent solution for the decade long issue.

7 Bonus:

7.1 The Pay commission recommended replacing the Productivity Linked Bonus as well as Adhoc Bonus with a Performance Related Incentive.

7.2 Further the activities of the R&D establishments and other supporting units of the Department is for the furtherance and advancement of the activities of the Industrial units including that of Nuclear Power Plants

7.3 Hence considering the activities of the Department as that of a single unit evolve a Productivity Linked Bonus Scheme for all DAE units taking the average of the PLB extending to all Industrial units as well as PSUs of the Department.

8 Performance Relative Incentive Scheme:

8.1 The Pay Commission recommended evolving departmental wise PRIS. In this pretext we would like to mention here that in the Department already exists PRIS in the name of fast track promotion.

8.2 Before evolving any new scheme the Department should scrutinize the present scheme and how much it benefited the activities of the Department, how much discriminatory approach is involved while recommending for fast track promotion etc. For this an impartial study should be conducted. Till such time no PRIS should be evolved.

9 Contractual Appointment:

9.1 Pay commission recommended contractual appointment at the higher posts. The proposal shall be discriminatory in nature and the balancing existing in the department shall be disturbed and it becomes counter productive.

9.2 Contractual appointments for fixed tenure may not have any accountability and may have major bearing on the in house talents and results de motivation among the work force of the entire department.

9.3 Contractual appoint shall not be the answer for the brain drain. The Department has to come bravely to find the real reason for the brain drain. The factual position shall be something else such as de motivation for the initiative of the talented people, partisan approach, favoritism etc may be the real reason.

9.4 Unhappy about the remuneration, withdrawal of pension scheme etc also may be the reason for leaving the job.

9.5 Also the brain drain and knowledge degradation in the country may be a ploy deployed by MNCs and organizations of foreign origin to deprive India of its developments in the field of science technologies and marching towards a developed nation.

9.6 Hence instead of offering contractual appointments for a fixed tenure, the Government & Department should come out with proper recruitment/promotion policy as well as pay package for scientists, technocrats and technicians who are the back born of R&D establishments as well as that of the scientific establishments.

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Address for Correspondence: Jayaraj.KV, Secretary General, NFAEE
PESS/UED; BARC, Trombay, Mumbai 400 085
Tel. No: (O): 022 – 25594549; (Res): 022 – 2746 4704; (Mobile): 9869501189Email Address: nfaee@yahoo.com, jrajkv@yahoo.com