NFAEE

National Federation of Atomic Energy Employees NFAEE DEPARTMENT OF ATOMIC ENERGY 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 Web site: www.nfaee.blogspot.com ; Email address: nfaee@yahoo.com

Ref.No:nfaee/14/104                                                                02.08.2014

To

All

Affiliates

NFAEE

Dear Comrades,

NFAEE submitted the memorandum to the Seventh Central Pay Commission on 30^th July 2014. Copy of the Memorandum also submitted the Chairman Atomic Energy Commission & the Secretary to the Government of India and the Chairman Trombay Council & Director BARC on 31^st July 2014.

NFAEE also requested the Department to initiate discussion on pay revision issue to avoid the developments happened during the fixation of pay after Sixth Central Pay Commission. Also the Federation requested the Department to share the proposal submitted by the Department.

Since our proposal contains in more than 200 pages, it will be difficult to circulate among the employees. Copy of the Memorandum is forwarded to all the affiliates for information and propagating among the members.

A gist of the proposal is prepared and attached along with this letter.  All affiliates are requested to circulate among the members and collect the feed back

With warm Greetings

Yours fraternally

(Jayaraj KV)

Secretary General

Address for Correspondence: Jayaraj. KV, Secretary General, NFAEE

PESS/UED; BARC, Trombay, Mumbai 400 085

Tel. No: (O): 022 – 25596519; (Res): 022 – 25554179; (Mobile): 9869501189

Email Address: nfaee@yahoo.com, jrajkv@yahoo.com

SALIENT FEATURES OF THE MEMORANDUM TO VII CPC SUBMITTED BY NATIONAL FEDERATION OF ATOMIC ENERGY EMPLOYEES

Principle of Wage Determination:

Minimum wage demanded based on the need based minimum wage as per 15^th ILC formula. The Minimum pay to the lowest level of Group C functionary in the Government of India service derived as Rs 26,000/-.

PRICES OF THE INGREDINTS SPECIFIED IN THE 15TH ILC TO CALCULATE THE MINIMUM WAGES AS ON 01.05.2014

ITEMS	DELHI	MUMBAI	KOLKTA	CHENNAI	BANGALORE	BHUBANESHWAR	TRIVANDRUM	HYDERABAD	AVERAGE	PCU/                    day in gms	Per Month 3 CU ( in Kg)
Rice/Wheat	44	49	44	48	47	58	42	44	47	475	42.75	2009
Dal (Toor/Urid/Moong)	99	102	140	100	97	97	95	94	103	80	7.2	742
Raw Vegetables	44	46	41	40	42	50	48	41	44	100	9.00	396
Green Vegitables	42	43	40	42	42	43	44	40	42	125	11.25	473
Other Vegitables	43	43	41	40	40	41	49	40	41	75	6.75	277
Fruits	111	114	108	112	109	108	108	109	110	120	10.8	1188
Milk	44	44	39	39	36	36	36	38	39	200 ml	18 ltr	702
Sugar/Jaggery	44	43	42	44	45	44	46	44	44	56	5.00	220
Edible Oil	148	159	142	159	142	141	141	140	138	40	3.6	497
Fish	315	325	315	375	305	310	335	320	325		2.5	813
Meat	423	420	438	388	403	397	398	488	425		5.0	2125
Egg	5	5	5	5	5	5	5	5	5		90 Nos	450
Detergents	404	414	379	399	379	399	399	399	396			396
Clothes	198	203	178	198	178	198	198	188	192		5.5 mtr	1056
Total												11344
Housing @ 7.5%												1174
Miscellaneous @ 20%												3129
Total												15647
Additional @ 25%												5214
Grand Total -  Minimum pay for unskilled worker in the erstwhile Group D												20861
Minimum pay for Group C added with 25% with the minimum of above												5214
Minimum Pay at Group C level												26075
Rounded off to												26000

·         20% of the net minimum miscellaneous charges towards fuel, electricity, water charges, etc

·         Housing at the rate of 7.5% of net minimum

·         Addition Expenditure at the rate of 25% includes expenditure towards education, marriage etc of the children, Medical treatment, recreation, festivals etc. as per the Supreme Court decision in 1991

Maximum Pay:

The ratio proposed for minimum to maximum is 1:8. Accordingly proposed the maximum salary as 8 times of the minimum salary at the Secretary level      

Proposed pay scale minimum:

POST	V CPC	VI CPC				VII CPC 9(PROPOSED)
		Scale	PB	Grade Pay	PB No	Sr.No scale	New pay scale
S-1	2550--2660-60-3200	S - 1	5200-20200	1800	PB 1	S - 1
S-2	2610-60-3150-65-3540		5200-20200	1800	PB 1
S-2A	2610-60-2910-65-3300-70-4000		5200-20200	1800	PB 1		26000
S-3	2650-65-3300-70-4000		5200-20200	1800	PB 1
S-4	2750-70-3800-75-4400		5200-20200	1800	PB 1
S-5	3050-75-3950-80-4590	S - 2	5200-20200	1900	PB 1	S - 2	31000
S-6	3200-85-4900	S - 3	5200-20200	2000	PB 1	S - 3	33000
S-7	4000-100-6000	S - 4	5200-20200	2400	PB 1	S - 4	41000
S-8	4500-125-7000	S - 5	5200-20200	2800	PB 1	S - 5	46000
S-9	5000-150-8000	S - 6	9300-34800	4200	PB 2	S - 6	56000
S-10	5500-175-9000	S - 6	9300-34800	4200	PB 2
S-11	6500-200-6900	S- 6	9300-34800	4200	PB 2	S- 7	66000
S-12	6500-200-10500	S - 7	9300-34800	4600	PB 2
S-13	7450-225-11500	S - 7	9300-34800	4600	PB 2
S-14	7500-250-12000	S - 8	9300-34800	4800	PB 2	S-8	78000
S-15	8000-275-13500	S - 9	9300-34800	5400	PB 2
	8000-275-13500 (New Scale)	S - 9	9300-34800	5400	PB 3	S - 9	88000
S-16	9000	S - 9	15600-39100	5400	PB 3		88000
S-17	9000-275-9550	S- 9	15600-39100	5400	PB 3
S-18	10325-325-10975	S - 10	15600-39100	6600	PB 3	S - 10	102000
S-19	10000-325-15200	S - 10	15600-39100	6600	PB 3
S-20	10650-325-15850	S - 10	15600-39100	6600	PB 3
S-21	12000-375-16500	S - 11	15600-39100	7600	PB 3	S - 11	120000
S-22	12750-375-16500	S - 11	15600-39100	7600	PB 3
S-23	12000-375-18000	S - 11	15600-39100	7600	PB 3
S-24	14300-400-18300	S- 12	37400-67000	8700	PB 4	S - 12	139000
S-25	15100-400-18300	S - 12	37400-67000	8700	PB 4
S-26	16400-450-20000	S - 13	37400-67000	8900	PB 4	S - 13	148000
S-27	16400-450-20900	S - 13	37400-67000	8900	PB 4
S-28	14300-450-22400	S - 14	37400-67000	10000	PB 4	S - 14	162000
S-29	18400-500-22400	S - 14	37400-67000	10000	PB 4
	New Scale			12000		S -15	176000
S-30, HAG	22400-525-24500	S - 15	67000-79000		PB 4	S - 16	193000
S-31, HAG+	22400-600-26000	S- 16	75500-80000	0	0	S - 17	202000
S-32, HAG+	24050-650-26000	S - 17	75500-80000	0	0
S-33	26000 fixed	S - 18	80000 fixed	0	0	S - 18	213000
S-33	30000 fixed Cabinet Secretary	S - 19	90000 fixed	0	0	S - 19	240000

Increment:

·         The rate of Annual increment should be 5% of the pay

·         Two dates of increment in a calendar year - 1^st January and 1^st July.

·         The employees completing 6 months as on 1^st July and 1^st January shall be eligible to be granted the increment.

·         Those who completed 11 full month service are not entitled for increment when retiring on superannuation.

·         Those employees, who complete 6 months service on the retirement day, may be given an increment.

Pay Fixation:

The multiplication factor 3.7 (26000/7000) of Pay in Pay Band + Grade Pay

Increment on Promotion:

Two increments in the feeder cadre

Date of Effect, Merger of DA and interim Relief:

Ø  To merge DA and treat the same as pay for all purposes as  and when the DA entitlement reaches 50%

Ø  To set up the next wage revision body or Pay Commission sufficiently before the expiry of five years.

Ø  To implement their recommendations with effect from 1.1.2014 especially in the background that the desirable tenure of the earlier Commission’s recommendations expired on 1.1.2011.

Classification of posts:

 Executive and Non Executives

Dearness Allowance:

Existing formula of computation of DA and its payment on every  1^st January, and 1^st July, may continue. 

House Rent allowance:

                             X classified cities:                              30% + DA thereon

                             Y classified towns                               20% + DA thereon

                             Z classified/unclassified places           10% + DA thereon

City Compensatory allowance:

X classified city	All other cities
10% of pay	5% of pay

Transport Allowance:

Eligibility criteria	Amount
Employees who are not entitled for Air travel	7500 + DA
Employees who are entitled for Air travel	11000 + DA

The Children Education allowance:

Doubling the Allowance and increase the same by 50 % whenever the DA reaches 50%.

Overtime Allowance:

Should revise as per the revised pay

Night Duty Allowance:

The rates of NDA for all should be computed on the basis of revised pay and it should be reviewed annually in order to include the DA Admissible.

Patient care/hospital care allowance:

PCA may be doubled and the rates made uniform in respect of all employees of all Central Government hospitals and revised as and when DA crosses 50%

Other Allowances/ Advances:

Increase the following allowances and advances to three times

Conveyance Allowance

Risk Allowance

Project Allowance

Washing Allowance

Child Care Allowance

Cash Handling Allowance

All other allowances not listed above.

Natural Calamity Advance

Vehicle Advance

Personal Computer Advance

Uniform and Stitching Charges

All other Advances

House Building Advance:

We make the following suggestions to improve the present procedure.

1.   To simplify the procedure

2.   To exempt the stamp duty when the property is required to be mortgaged and de- mortgaged.

3.   To increase the advance to 50 times of the Salary

4.   Since the repayment of the advance is to be made in a span of not more than 20 years, the employees must be made entitled to the advance on completion of 5 years, which is presently 10 years.

5.   In the case of employee, who do not have the service period of 10 years for repayment,  in order to compute the advance and the repaying capacity, the entire gratuity due and become payable  to him may be taken into account.

6.   The maximum ceiling limits to be raised appropriately on the basis of the new pay scales.

7.   To reduce the rate of Interest at not more than 5%.

8.   To make the Government employees entitled for the advance for purchasing second-hand or used houses 

9.   Advance may also be sanctioned for the purpose of making extension to the existing accommodation or to upgrade the accommodation by disposing the first one purchased by availing HBA and to purchase a new one.

10.        To remove  the 5 % ceiling

11.        To ensure that compassionate appointment to the deserving candidates are given within 3 months of the date of death of the employee.

12.        In case of any administrative delay in offering compassionate appointment the deserving applicants may be granted minimum of the pay scale of the post on which his application will be considered.

Compassionate Ground Appointment:

Considering the importance as well as the difference in the activities of the Department of Atomic Energy while comparing the activities of the conventional department all candidates should be considered for compassionate ground appointment.

Promotion Cadre Review:

The cadre reviews should undertaken wherever not done to ensure five hierarchical promotions to all employees

MACP:

Ensure five financial up-gradations on grade Hierarchy.

Holidays:

Presently the holidays are determined for each year by the DOPT.  However, they permit the high power welfare committee of each State to finalise, taking into account the local conditions, three among the listed holidays.  We suggest that this may be recommended to be increased to six.  This apart, we may bring to the notice of the commission that only Government of India has refused to recognise the importance of May Day.  May Day is not a holiday for the Central Govt. employees.  We request the commission to recommend for the declaration of May Day as a holiday.

 Casual Leave:

The Govt. reduced the Casual leave from 12 to 8 and in the case of industrial workers from 15 to 10.    The number of days as 12 was conceived to be a day per month.  Taking into account the various contingencies one has to face, the increasing social obligations, we request that the number of Casual leave may be increased to 12 per year and in the case of industrial workers in the open line establishments to 15.

Special Disability leave:

The Special disability leave is sanctioned for treatment in the case of an employee who gets injured in an accident. The Govt. has imposed a ceiling on this leave,   a maximum of 24 months.  During the leave period he will be entitled for full salary for 120 days and rest at half pay rate.  Our suggestion in the matter is that such leave must not have any restriction on the number of days.  The number of days a person has to be on such leave should be purely on the advice of the concerned Doctor and whatever he has suggested should be granted.

Earned leave:

At present there is a ceiling limit for accumulation of earned leave.  Govt. employees are entitled for 30 days EL on an average every year.  Due to revising the age of Superannuation to 60 years, generally Govt. employees are in service for 35 years and more.  The total EL that goes into the credit of the employee is of the order of 1050 days, 50% of which comes to 525 days.  In that background, the ceiling limit of 300 days can be reasonably raised to 450.  The Govt. employee may be permitted to en-cash part of such accumulated leave say 50% to meet certain financial exigencies if he has put in 20 years of service or more.

Half Pay Leave:

We suggest that the half pay at the credit of an employee may be allowed to en-cash at the time of superannuation/retirement to make the EL to 450 days as well as the balance half pay leave may be en-cashed at the rate of half pay equal to the leave

Maternity and Paternity Leave:

The entitlement may be increased to 240 days in the case of maternity leave and 30 days for paternity leave.

Child Care Leave:

We request to convert the child care leave as “family care” leave. The women employee must be entitled to avail the leave to take care of problems and difficulties of her family members. 

In the recent Supreme Court order directed the Government to remove the restriction to avail Child Care Leave

Accordingly we suggest that:

(a) no restriction on the maximum number of spells in a year ;

(b) No restriction is imposed on age of the child for grant of the leave especially in the case of children with mental or physical debilities. Or of prolonged illness.

(c) She must be allowed to avail the leave for her own biological disorders

(d)In the case of death of the women employees, her spouse, the widower may be permitted to avail the child care leave. 

Leave Travel Concession:

Leave Travel Concession is a facility extended to the Government employees, which enables them to avail holidays and undertake travel as a tourist. The facility provides him with an opportunity to be away from the monotonous daily routine and be with his family members without the tension of the official duties.  It is an established fact that if employee is encouraged to take such holidays they will reform rejuvenated and the employer is benefitted through his increased productivity.

16.7.2 Over the years, on representation from employees, the concession has been widened.  However, some aspects of this facility require certain further relaxations/improvements. We enumerate those as under:-

1. Permission for air journey for all categories of employees to and from NE Region.

2. Permission for personnel posted in NE Region for a journey within NE Region.

3. To increase the periodicity of the LTC to once in two years for home town as well on all India tour. .

4. Eligibility of LTC should be based on the Pay it should not link with Grade.

5. Explore the possibility of allowing an employer to undertake tour outside India, once in his service career in lieu of the LTC.

Group Insurance Scheme:

The rate of subscription and insurance cover as under Group Insurance Scheme:-

Group	Rate of Subscription	Insurance cover
Executive	1500	1500000
Non executive (other than MTS)	750	750000
MTS	350	350000

Income Tax:

1)   Reintroduction of the provisions of section 16(1) and allow deduction of 30% of the salary income to arrive at the taxable income.

2)   All allowances to make net of taxes.

Dues of employees died in service:

To waive all governmental dues in the case of an employee who die in harness

 Facilities for Women Employees:

Provide provision of special facilities for women employees and recommended certain measures viz., flexi time, Sub-reservation, increasing the age of recruitment, Public convenience facilities, Separate women’s hostel, serving women be given option to work half time for a maximum of six years in a career; identification of certain professions to be manned only by women employees; enhancing age of recruitment to 35 years, creation of earned leave bank so that wife could avail earned leave at her husband’s credit etc.

Further, the guidelines for posting husband and wife in the same station are not being observed particularly in case of Gr C women employees.  The guidelines should be made mandatory.  Further it is needed to implement the recommendations of the National Women’s Commission for 30%, sub-reservation which will automatically enthuse women to equip them and be in the mainstream.  A large number of women employees are facing problems like removal of uteruses etc. (Hysterectomy) after attaining the age of 40 years or more which requires special rest.  The women employees may be granted one month special leave for such purposes.

Scrapping of downsizing Outsourcing/ Contractorisation:

Since the activities of the Department of Atomic Energy is far differ from that of other conventional Department. The activities of the Department are co related with exposure to the Radiation Chemical hazards. As per the International Atomic Energy Association (IAEA) guidelines, all the employees are closely monitored thoroughly about their health for any radiation or hazardous gas reaction. The contracturaisation and out sourcing of the staff strength ultimately reduces from the staff strength and thus engaging the core activities of the Department who all are not trained to dos and spend money for procuring material/s for completion of the job.

We, therefore request the pay commission to recommend for scrapping of downsizing Outsourcing/ Contractorisation / of Central Government functions and in the Department of Atomic Energy particularly.

Joint Consultative Machinery (JCM):

The scheme has been introduced to ensure a perfect redressel forum for all non gazetted employees under Government of India. But the seriousness towards the scheme can be seen from the approach towards the process for updating the scheme. Government never considered the necessity to update the scheme based on the changes being made by various pay commissions. It became crucial after the implementation the VI CPC recommendation that the abolition of the Group D cadre. Now in short the scheme is exclusively operating for non gazetted staff of Group C.  It is, therefore, necessary to revisit the scheme itself and redraft the bye laws for the Joint Consultative Machinery (JCM) such a way that all non gazetted staff (non executive class employees as suggested in this memorandum) should be covered under the JCM Scheme.

To sum up we request the VII CPC to consider and devise ways and means whereby the Government is advised to adhere to the laid down processes and to implement the objectives for which JCM Scheme was operationalised and in particular all Non gazetted (Non Executive) Central Government employees should be brought under the coverage of JCM.

Retirement Benefits

New Pension Scheme:

Scrape New Pension Scheme and the PFRDA Act.

Pension:

The emoluments for the calculation of pension should include:

(a) Basic Pay

(b) Any Special pay or personal pay, or deputation duty allowance.

(c) Dearness Allowance

(d) Non-practicing allowance in respect of Doctors

(e) 75% of the running allowance in respect of Railway Running Staff retired after 4.12.1988

·         To recommend that if a person retire on the day he has completed 12 months of service since his last increment, the increment accrued to him may be added notionally to his basic pay and then the pension computed.

·         To Recommend that the ten monthly average emoluments or the last pay drawn, whichever is more beneficial, should be the basis of computation of pension.

·         Propose that the 50% of service before acquiring temporary status and full service after acquiring temporary status irrespective of whether he / she was regularized or not should count towards pension. Similarly these employees have to remain for long durations without any regularisation and are deprived many amenities which a regular employee gets. Not to treat their service pensionable for a considerable period leaves them with very meagre pension and in some cases with no pension. This is against the principle of social justice and therefore our above suggestion should be considered by the 7^th CPC.

·         Propose that entire service rendered as a casual labour irrespective of the fact whether he was granted temporary status or ultimately regularised should be treated as pensionable service and the service rendered as GDS in Department of Posts also should be treated in the similar fashion.

·         Propose that instead of treating interruption to cause an automatic forfeiture of past service for pensions, it should be dealt with under CCA Rules. The provision causing forfeiture of service for pension purposes on account of

·         Suggest that full pension should be at the rate of 67% of Last Pay Drawn or 10 months average emoluments, whichever is more beneficial.

·         To consider addition to the pension after granting 67% of last pay drawn (LPD) / Average of emoluments as full pension on superannuation at 60 years of age as under, because of prevailing life expectancy of Indian Citizen Age is 69.6 (assessed during the year 2011-15) and the old pensioner who is also considered to be senior citizen has to wait for a period of twenty years on his retirement to get an increase at his age of 80 maintaining his health from disease burden.

On attaining Age of                                          Pension admissible;

65 Years                                                        70% of L.P.D.

70 Years                                                        75%  of LPD

75 Years                                                        80% of LPD

80 Years                                                        85% of LPD

85 Years                                                        90% of LPD.

90 Years                                                        100% of LPD

Note: L.P.D= Last Pay drawn or ten monthly average of the pay drawn whichever is more beneficial.

• 100% of the minimum wage should be the Minimum Pension.
• It should be periodically merged with the basic pension so that deficiency in the 100% neutralization in the cost of living is partially compensated.
• It should be periodically merged with the basic pension so that deficiency in the 100% neutralization in the cost of living is partially compensated.
• It should be periodically merged with the basic pension so that deficiency in the 100% neutralization in the cost of living is partially compensated.
• We therefore urge that pay of every pre-2014 retiree should be notionally redetermined (corresponding to the post from which he or she retired and not corresponding to the scale from which he or she retired) as if he or she is not retired and then the pension be computed under the revised liberalised rules which are to be applicable to the post-2014 retirees under the same rules which would be applicable to employees in service as on 1.1.2014.
• However, family pension shall be equal to 50% (67% as proposed by us) of pay last drawn or twice the rates given above, whichever is less and the amount so admissible shall be payable from the date following the date of death of the Government Servant for period of 7 years or for a period up to the date on which the deceased Government Servant would have attained the age of 67 years had he survived / 10 years in case of death in harness. The family pension is not less than Minimum Pension.
• The prescribed period for which the family pension is payable is as under:

(i) In the case of a widow or widower, up to the date of death or remarriage whichever is earlier

(ii) In the case of a Son until he attains the age of 25 years.

(iii) The unmarried / widowed / divorced daughter.

(iv)The disabled mentally retarded child of the Government Servant.

The Commission is requested to recommend removal of this disparity to enable grant of enhanced family pension uniformly in both the  cases for 10 years keeping in view the principle of social justice , equity and fair play.

·         The quantum of family pension for the period of 10 years should be equal to the pension of the Government Servant was entitled as per Rules.

·         After the expiry of the above 10 years period, the family pension may be reduced to 50% of last pay drawn

·         The concession extended to a disabled mentally retarded child to receive family pension until his / her death is subject to the condition that the said disability should have manifested before the death of Government employee. We suggest that this condition may be removed.

·         The family pension is also to be extended to widowed daughter-in-law.

·         In case of a Son, the family pension may be allowed up to the age of 28 years. This is suggested because the recruitment age has been raised in certain cases to 28 year

Additional Pension:

(a) 5.5 In the case of family pensioners also taking into account their solitude and inability to earn and the ever rising cost of living etc we request for the enhancement of the family pension at the following rates:

On attaining age of                               Additional Quantum of Family Pension

65 Years                                                                                   5% of Family pension

70 Years                                                                                   5% of Family pension

75 Years                                                                                   5% of Family pension

80 Years                                                                                   5% of Family pension

5 Years                                                                                     10% of Family pension

90 Years                                                                                   20% of Family pension

(b) The VII Central Pay Commission is requested to recommend removed of the disparity existing between the 3 categories of CPSU Absorbees stated above by extending the provisions of CCS (Pension) Rules, 1972 to all the Absorbees uniformly making them eligible for family pension.

(c) We suggest that the gratuity may be calculated on the basis of 25 effective days as against 30 days in a month. We make this suggestion because the Government Servant should not be paid at a rate lesser than what is admissible under the Gratuity Act.

(d)The ceiling of 16.5 times and the quantum limit of Rs. 10 lakhs should also be removed. This is because under existing rules gratuity is reduced in the case of a Government Servant who has put in less than 33 years of service. In the banking industry there is no such ceiling of 16.5 months‟ salary but the retiring bank employees are getting at the rate of ½ a month salary for every year of service even over and above 33 years of service. Therefore, it is but logical that for a service span exceeding 33 years, the gratuity should be higher and the above ceiling be withdrawn.

(e) Taking all these factors into account, we suggest that the commuted pension may be restored on completion of 10 years or reaching the age of 70 years, whichever is earlier.

·         We therefore suggest that 10% of the total units constructed by the State Housing Boards, Central Housing Corporations etc to be reserved for pensioners. Similarly quite a number of staff quarters sometimes lie vacant without occupation by serving employees and such quarters may be allotted for pensioners on payment of just licence fee only.

·         In addition, dormitory type single room tenements with common dining hall, library, cultural centre, auditorium, basic medical facility etc may be constructed at the outskirts of the cities and allotted to pensioners on payment of a reasonable amount. Until such schemes are accepted and worked out, HRA may be granted to the Pensioners on the same rates as is given to serving employees.

·         Similarly any travel concession granted to Pensioners will also boost the tourism development in the country besides bringing happiness at their old age.

·         Therefore the 7th CPC is requested to examine this proposal for framing such a scheme for facilitating payment of at least 1,00,000 rupees on the demise of the pensioners to their spouses

PAY STRUCTURE FOR VARIOUS CATEGORIES OF DAE EMPLOYEES

Designation		Grade Pay	Upgraded Grade Pay	Proposed Pay	Remarks
AUXILLIARY STAFF
Work Assistant
Work Assistant A/ Hospital Work Assistant A		1800	1900	31000	One upgraded pay scale considering the nature of job, qualification and training
Work Assistant B/ Hospital Work Assistant B		1900	2000	33000
Work Assistant C/ Hospital Work Assistant C		2000	2400	41000
Sr. Work Assistant  A/ Sr. Hospital Work Assistant A		2400	2800	46000
Sr. Work Assistant B/  Sr. Hospital Work Assistant B		2800	4200	56000
Sr. Work Assistant  C/ Sr. Hospital Work Assistant C		4200	4600	66000
Drivers
Driver Ord	1900		2400	41000	SSC with Driving License for Heavy Vehicle
Driver Gr. II			2800	46000	Promotion post after 6 years
Driver Gr I			4200	56000	Promotion post after 5 years
Driver Sp Gr I			4600	66000	Promotion post after 5 years
Driver Sp. Gr II			4800	78000	Promotion post after 6 years
Driver Sp. Grade III			5400	88000	Promotion post after 6 years
Canteen Staff
Canteen Attendant A		1800	1900	31000
Canteen Attendant B		1900	2000	33000
Asst Halwai- Cook/ Canteen Attendant C/ Clerk		2000	2400	41000	Promotion post for Canteen Attendant B
Cook/ Asst. Manager cum Store Keeper		2400	2800	46000
Manager cum Accountant		2800	4200	56000
Dy General Manager		4200	4600	66000
General Manager			4800	78000
Sr. General Manager			5400	88000

Administrative Staff
LDC	1900	2400	41000	HSC with computer proficiency – Compassionate
UDC	2400	4200	56000	Direct Recruitment – Graduation with Computer Proficiency for Administration and Account Cadre
	4200	4600	66000	30% of the post may be upgraded on seniority
Assistant/Asst. Acct	4600	4800	78000
APO/AAO/SO	4800	5400	88000
Store keeping Staff
Jr. Storekeeper Jr. Purchase Asst.	2800	4200	56000	Material Assistant
Storekeeper Purchase Asst.	4200	4600	66000	Sr. Material Assistant
Sr. Storekeeper Sr. Purchase Asst.	4200	4800	78000	Material  Officer
Asst. Stores Officer Asst. Purchase Officer	4800/ 5400	5400	88000	Sr. Material  Officer
Stores Officer Purchase Officer	6600	6600	102000	Chief Material Officer
Dy. Director	7600	7600	120000
Technical Staff
Technician A	1900	2000	33000	Promotion post for Work Assistant
Technician B Draftsman/B*	2000	2400	41000	SSC with ITI or HSC in Science Stream
Technician C/ Draftsman C	2400	2800	46000	Direct Recruitment/ Promotion post for Technician B.  Above qualification with 2 year In plant Training All incumbent accordingly should be upgraded.
Technician D/ Draftsman D	2800	4200	56000
Technician F/ Draftsman E	4200	4600	66000
Technician G/ Foreman A/ Draftsman G	4600	4800	78000	Foreman A is the promotion post of Technician E
Sr. Technician H/ Foreman B/ Draftsman G	4800	5400	88000
Technical Sup A/ Foreman C/ Draftsman J	5400	6600	102000
Technical Sup B/ Foreman D/Draftsman H	6600	7600	120000
Technical Sup C/ Foreman E	7600	8700	139000
* Draftsman recruited prior to Sixth Central Pay Commission should continue their pay and promotion based on the pre revised pay structure and promotion norms existed in DAE.  Scientific Assistants
SA B	4200	4600	66000	Diploma in Engineering or BSc
SA C	4600	4800	78000	Direct Recruitment/ Promotion post for SA B Above Qualification with 2 year In plant Training All incumbent accordingly should be upgraded.
SA D/TO B	4800	5400	88000
SA E/SO C/TO C	5400	6600	102000	Track Change to Technical Officer without any additional  qualification
SA F/SO D/TO D	6600	7600	120000
SA G/SO/E/TO E	7600	8700	139000
SOF		8900	148000
SG		10000	162000
Nurses
Nurses A	4600	4600	66000	BSc Nursing
Nurses B	4800	4800	78000
Nurses C	5400	5400	88000
Nurses D	5400	6600	102000
Nurses E	6600	7600	120000
Sister In Charge	7600	8700	139000
Sister In charge B	8700	8900	148000
Asst. Matron	8900	10000	162000
Pharmacist
Pharmacist B		4200	56000
Pharmacist C		4600	66000
Pharmacist D		4800	78000
Pharmacist E		5400	88000
Pharmacist F		6600	102000
Pharmacist G		7600	120000
Dental Technician
Dental Technician A		2800	46000
Dental Technician B		4200	56000
Dental Technician C		4600	66000
Dental Technician D		4800	78000
Dental Technician E		5400	88000
Dental Technician F		6600	102000
Fire Service Staff
Fireman A	1900	2000	33000	SSC with Diploma in Fire Fighting
Fireman B	2000	2400	41000
Fireman C/ L Fireman  A	2400	2800	46000	All Leading Fireman post should be the promotional post of Fireman of the Department only
Fireman D/ L Fireman B	2800	4200	56000
Fireman E/L. Fireman C/ Sub Off A	4200	4600	66000
L. Fireman D/Sub Officer B	4600	4800	78000
Sub Officer C	4800	5400	88000
Sub Officer D	5400	6600	102000

Scientific Officers

To maintain the horizontal and vertical relativity with the Technical Staff and the Scientist, we propose the following pay structure for the Scientific Officers of DAE.

Designation		Grade Pay	Upgraded Grade Pay	Proposed Pay	Remarks
Scientific Officers
SO B	4800		5400	88000	BE/B Tech or MSc
SO C	5400		6600	102000	Above qualification with One year Training
SO D	6600		7600	120000
SO E	7600		8700	139000
SO F	8700		8900	148000
SO G	8900		10000	162000
SO H	10000		12000	176000	Newly created Grade
OS	12000		67000 - 79000	193000
DS	67000 - 79000		75000 - 80000	202000
Secretary	80000			213000

Isolated Posts

All isolated and any other post not covered in this memorandum should be clubbed with the posts equivalent to the job specification, qualification, experience thereon etc and accordingly pay structure may be evolved.

OVERTIME ALLOWANCE:

To recommend to the Government to revise the rate of Overtime Allowance to ensure the employees who are asked to perform overtime to ensure the smooth operation of the Nuclear Installations in the Research & Development units and other non industrial units.

QUALIFICATION INCENTIVE SCHEME (QIS)

To recommend 3.7 times of the existing rates.

NUCLEAR RESEARCH PLANT SUPPORTING ALLOWANCES (NRPSA):

Propose that the NRPSA should be renamed as EXTRA DUTY ALLOWANCE and should be given on actual

PERFORMANCE RELATED INCENTIVE SCHEMES (PRIS)

Redefine the conditionality’s to ensure that no one should punished twice for his failure to fulfil the conditionality to ensure the attendance.

Propose to extend the PRIS (I) to all administrative and auxiliary staff including Store keeping staff.

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