|
|
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
|
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 30th 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 31st
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)
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
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 15th 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 - 1st January and 1st
July.
·
The
employees completing 6 months as on 1st July and 1st
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 1st January, and 1st
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 7th 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.
***************
