|
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
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Ref. No: nfaee/sg/15/75 06.04.2015
To
The Chairman
7th Central Pay Commission
Chatrapati Shivaji Bhawan
1st Floor, B-14/A, Qutab Institutional Area
New Delhi 110016
1st Floor, B-14/A, Qutab Institutional Area
New Delhi 110016
Subject:- Oral
Presentation on Memorandum to the 7th Central Pay Commission.
Respected
Sir,
NFAEE express sincere gratitude to the
Hon’ble Chairman and the Members of the 7th Central Pay Commission
for giving us another opportunity for oral presentation as a part of discussion
with the JCM constituents.
On behalf of twenty seven unions and
association affiliated with the National
Federation of Atomic Energy Employees (NFAEE)
representing more than 20,000 Employees of Department of Atomic Energy (DAE) would
like to bring to the notice of the following for the consideration of the Pay
Commission while preparing its report.
NFAEE submitted its detailed
Memorandum to the Pay Commission on 30th July 2014 and resubmitted
on 25th October with some corrections. During the visits of the Pay
Commission at Bangalore, Mumbai and Hyderabad, some of the affiliates of NFAEE
and office bearers of NFAEE stationed at those places met the Chairman and the Members of the Pay
Commission and tried to present the issues mentioned in the Memorandum.
In general we are agreeing with the
observations and suggestions submitted by the Steering Committee of JCM
Constituents on behalf of all Organisations of Central Government Employees.
But certain area NFAEE had divergent views and placed the same for the
consideration of the Pay Commission.
We hope that the submissions made in our
memorandum and the note being submitted during the oral presentation, based on
the factual figures and facts, would receive due consideration of the Pay
Commission and the recommendations of the Pay Commission would be such as would
bring about a feeling of ‘felt fair’ amongst the Central Government Employees
in general and the employees of Department of Atomic Energy in specific. With
this we hereby present our views in short on various aspects for the
consideration of the 7th Central Pay Commission.
Thanking you,
Yours faithfully,
(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
PRINCIPLES
OF WAGE DETERMINATION
The principle for
determine the wage shall be relied upon the necessity of computing the same on
the 15th ILC norms.
MINIMUM
WAGE
Ø Five norms for fixing
minimum wages were evolved by the 15th Indian Labour Conference in 1957 – that
minimum wages should be high enough to meet all basic needs of a worker’s
family, including
food, clothing,
shelter and other amenities based on the Dr. Aykroyed formula. According to the
15th ILC, in calculating the minimum wage:
Ø The standard of a
family of worker to be taken as three consumption units for one earner, which
is two adults and two children.
Ø Minimum food
requirement to be taken as a balanced diet of 2,700 calories per day per
consumption unit;
Ø Clothing requirement
to be based on per capita consumption of 18 yards per annum, which gives 72
yards per annum for the average worker’s family;
Ø For housing, the rent
corresponding to the minimum area provided for under the government’s
industrial housing schemes should be taken; and
Ø Fuel, lighting and
other items of expenditure should constitute 20 per cent of the total minimum
wage.
The Supreme Court fully upheld these criteria in the case of
Unichoy Vs State of Kerala in 1961. In the later Reptakos Brett Vs Workmen case
in 1991, the Supreme Court held that minimum wages should also include a sixth
component, amounting to 25% of the total minimum wage, to cover children’s
education, medical treatment, recreation, festivals and ceremonies.
The
minimum wage as per our computation works out to Rs.20,861/-. This must be the
minimum wage for the unskilled worker as per the ILC norms. In Central Government employment presently
there are no unskilled labours. Considering the skilled job at the entry level
minimum pay should 30% more on the unskilled job and hence we propose 26,000/
as the minimum pay to the entry level in Group C.
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
DISCREPANCIES
IN PAY STRUCTURE
Ø Selection of Grade Pay system is irrational as
there is no definite percentage increase in progresses of Grade Pay from lower
level to higher level. Thus the senior employees in higher Grade Pays are
getting meager benefit of change in Grade Pay than the junior employees in the
lower Grade Pays in the same promotional hierarchy on account of promotion.
Ø The Sixth Pay Commission has been arrived the
factor for determining the Grade Pay as 40% of the end of the scale. But that
was not retained uniformly. The factor was gone up to 48.97% in PB – 4 while in the grades of PB – 1 to
PB – 3.it was 40% only.
Ø Similarly the multiple factor for determine the Pay in Pay Band was determined as 1.86
of Pre- Revised Basic Pay. But that was also not retained uniformly in the
revised pay Rules 2008. The factor has gone up to 2.615 in PB – 4 while retaining the factor of 1.86 in PB – 1 to PB – 3.
Ø As a cumulative effect of non uniformity determining factor of Grade
pay as well as Pay in Pay Band the ratio of Revised pay to Pre Revised pay in PB – 1 to PB – 3 was
2.5 on an average where as the ratio in PB - 4 was gone up to 3.37.
Ø The
minimum pay recommended by the Sixth Central Pay Commission was not relevant
& not based on any scientific approach.
Thus
we have suggested that the Pay structure recommended by the Sixth Central Pay
Commission should not be the base for working out a Pay structure for Central Government
Employees.
Due
to the merger of Pay Scales in the 6th CPC recommendation
promotional avenues were taken away, much litigation are pending before various
courts regarding the promotional benefits on merged pay scales.
MOREOVER
THE Pay Commission has not recommended to upgrade the higher grade in the
merged pay scales into the next pay structure of the proposed pay scale as done
by the 4th Central Pay Commission.
We
have suggested the pay structure with open- ended pay scales, without merger of any Pay scales/Grade Pays (except
the merger of Grade Pay of Rs 5400/ PB -2 with the GP 5400/ PB3) and
retention the Grade Pay Rs 12000 PB 4
to maintain 19 scales of pay to maintain the equilibrium.
The
proposed minimum pay corresponding to the existing Pay Structure is given below
PROPOSED PAY SCALE
POST
|
V
CPC
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VI CPC
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VII CPC (PROPOSED)
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||||
|
|
Scale
|
PB
|
Grade
Pay
|
PB
No
|
Sr.No scale
|
New pay scale
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S-1
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2550--2660-60-3200
|
S
- 1
|
5200-20200
|
1800
|
PB
1
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S - 1
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26000
|
S-2
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2610-60-3150-65-3540
|
5200-20200
|
1800
|
PB
1
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|||
S-2A
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2610-60-2910-65-3300-70-4000
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5200-20200
|
1800
|
PB
1
|
|||
S-3
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2650-65-3300-70-4000
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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
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S
- 5
|
5200-20200
|
2800
|
PB
1
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S - 5
|
46000
|
S-9
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5000-150-8000
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S
- 6
|
9300-34800
|
4200
|
PB
2
|
S - 6
|
56000
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S-10
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5500-175-9000
|
S
- 6
|
9300-34800
|
4200
|
PB
2
|
||
S-11
|
6500-200-6900
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S-
6
|
9300-34800
|
4200
|
PB
2
|
S- 7
|
66000
|
S-12
|
6500-200-10500
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S
- 7
|
9300-34800
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4600
|
PB
2
|
||
S-13
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7450-225-11500
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S
- 7
|
9300-34800
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4600
|
PB
2
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||
S-14
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7500-250-12000
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S
- 8
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9300-34800
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4800
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PB
2
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S-8
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78000
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S-15
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8000-275-13500
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S
- 9
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9300-34800
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5400
|
PB
2
|
S - 9
|
88000
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New Scale
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8000-275-13500
|
S
- 9
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9300-34800
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5400
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PB
3
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||
S-16
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9000
|
S
- 9
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15600-39100
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5400
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PB
3
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||
S-17
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9000-275-9550
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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
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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
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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
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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, Fixed
|
26000 fixed
|
S
- 18
|
80000
fixed
|
0
|
0
|
S - 18
|
213000
|
S-33, Fixed, Cab. Sec.
|
30000 fixed
|
S
- 19
|
90000
fixed
|
0
|
0
|
S - 19
|
240000
|
INCREMENT
Prior to the
implementation of 6th CPC there were two different dates of annual
increments spanning six months duration. In that case a newly recruited
employee has to wait 9 months to 14 months to get his/her first annual
increment. Whereas subsequent to the implementation of 6th CPC a
newly recruited employee has to wait 6 months or at the most 17 months to get
his/her first annual 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
employees, who complete 6 months service on the retirement day, may be given an
increment.
FITMENT
FORMULA
Earlier pay revisions the
employees who were on rolls on the date of implementation of the Commission’s
recommendation comparatively received lesser benefit than the new
entrants. Amongst the existing employees
also, more benefit accrued to persons with lesser service period.
The multiplication factor
3.7 (26000/7000) of Pay in Pay Band + Grade Pay
FIXATION
OF PAY ON PROMOTION
At
present the sum of one increment equal to 3% of the sum of the Pay in Pay Band
and Grade Pay and the difference in Grade Pays of promoted cadre and feeder
cadre is granted as the financial benefit on promotion. Some cases the benefit
is more than two annual increments, however it is not uniform due to the irrational
selection of Grade Pay in different Grades.
We suggest that the
financial benefit on promotion must not be an insignificant amount. Considering various factual positions
Hence two increments in
the feeder cadre shall be ensured on promotion
DATE
OF EFFECT
Implement the
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.
In any case the Pay
Commission recommends any date after 01.01.2014 the variation in the Index as
well as the DA extended to the Central Government employees after 01.01.2014
should be considered to fix the minimum Pay as the Staff side worked out the
minimum pay based on the market rates as on 01.01.2014 and arrived the minimum
pay Rs26,000/- as on 01.01.2014.
ALLOWANCES AND ADVANCES
Dearness allowance
The existing formula of computation of
DA and its payment with effect from 1st January, and 1st
July, may continue.
House Rent Allowance
We
suggested the the following rates of
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
The
6th CPC recommended to abolish the CCA
We
proposed the Commission to recommend the following rates of City Compensatory
allowance:
X classified city
|
All other cities
|
10% of pay
|
5% of pay
|
Transport allowance
Transport
Allowance across the country should be in two slabs
Eligibility criteria
|
Amount
|
Employees who are not entitled for
Air travel
|
7500 + DA
|
Employees who are entitled for Air
travel
|
11000 + DA
|
Children Education Allowance
We
suggested doubling of this allowance and increasing the same by 50 % whenever
the DA reaches 50%.
Education Advance:
We
suggest that the 7th CPC may recommend to the Government for the
sanction of Education Advances with an interest rate not exceeding 5% for those
employees, whose children take up higher studies.
Patient Care/Hospital Aare Allowance
We
suggested that the lump sum amount may be doubled and the rates made uniform in
respect of all employees of all Central Government hospitals and Dispensaries.
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.
FACILITIES
Housing
facilities
The
satisfaction level of Departmental accommodation is far behind and the changes
made by the Sixth CPC further deteriorated as the eligibility criteria for
departmental accommodation has been made on the Grade Pay.
Further
we suggested that the eligibility criteria should be the basic pay as it was
existed prior to VI CPC and not the grade.
House
Building Advance
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.
The maximum ceiling limits to be raised
appropriately on the basis of the new pay scales.
6.
To reduce the rate of Interest at not more
than 5%.
7.
To make the Government employees entitled
for the advance for purchasing second-hand or used houses
8.
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.
Scheme for Appointment on
Compassionate Ground
The
Pay Commission should take consideration of the importance as well as the
difference in the activities of the Department of Atomic Energy while comparing
the activities of the conventional department and accordingly recommend to the
government that 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 and operate the post created
through Cadre Review among the existing employees and not to direct recruits.
MACP:
Ensure
five financial up-gradations on grade Hierarchy. Various benches of CAT as well
as High Court has given directive to the Government to consider pay fixation on
MACP under Grade hierarchy instead of Grade Pay hierarchy.
Canteen Facilities
Considering
the activities of the DAE, the units stationed at isolated areas, round the
clock system of activities, the various security system, etc the employees are
forced to depend the canteen facilities. Because of the restriction in
recruitment and other stringent directives, proper canteen facilities are not
extended.
Requested
to convert departmental canteen as statutory canteen, so that proper canteen
facilities shall ensured in all DAE units.
Leave Travel Concession
Ø Eligibility of LTC should be based on
the Pay it should not link with Grade.
Ø 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
Group
|
Rate of Subscription
|
Insurance cover
|
Executive
|
1500
|
1500000
|
Non executive (other than MTS)
|
750
|
750000
|
MTS
|
350
|
350000
|
Income tax on salary
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;
Scrapping of downsizing Outsourcing/
Contractorisation:
Since
the activities of the Department of Atomic Energy is far different 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.
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.
Need for a Effective Grievance
Redressal Procedure:
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.
Considering the peculiarity and
R&D jobs of the DAE all Non gazetted (Non Executive) staff shall be brought
and permitted to participate in the JCM scheme.
One more option to switch over to the
GPF from CPF:
Prior
to 5th CPC, based on the recommendations of the Central Pay
Commissions Government give an option to the employees to switch of from CPF to
GPF or vice versa. But the 5th & 6th CPC has not been
given such recommendations.
More
over the scientific community are extended a facility to exercise a final
option before retirement to switch over from CPF to GPF.
Without
prejudice to our demand for scraping the New Pension Scheme we propose to
recommend either an options should be extended to all employees before
retirement or at least one more option to switch over from CPF to GPF those who
joined before 1st January 2004.
LEAVE ENTITLEMENT,
HOLIDAYS AND WORKING HOURS
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.
We requested 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.
Earned leave
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.
Half Pay Leave
We suggested 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
In the recent Supreme Court order directed the Government to
remove the restriction to avail Child Care Leave
(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.
PENSION
AND OTHER RETIREMENT BENEFITS
New
Pension Scheme (NPS):
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
DAE SPECIFIC ALLOWANCES
OVERTIME ALLOWANCE
The activities and nature of the employees in the
R&D and other non industrial units are at par with the Industrial units
under DAE where the OTA is regulated as per the Factories Act 1948. The
employees in the R&D sector are forced to perform the Overtime because of
the reliever system in the nuclear operating plants. The Nuclear plant
operators, Technicians/Supervisors, Drivers, Security staff, Fire Staff etc.
are forced to perform Overtime to ensure the continuous operation (24 hours on round the clock basis) of the operating
plats, electrical substation pump house etc., This
is to follow the safety guidelines and also to ensure proper security to the
Nuclear establishments.
Government
of India promulgates Atomic Energy Factories Rules which is identical to the Factories Act 1948
and the same made applicable to the R& D and other non Industrial units under
the Department of Atomic Energy. But always the Department of Atomic Energy in
the earlier occasions had skipped to revise the Overtime Allowance of R&D
and Non Industrial units while revising the Overtime Allowance for Industrial
units after the implementation of the Pay revision based on the recommendations
of Pay Commissions.
To
recommend to the Government considering the peculiarity of DAE to revise the
rate of Overtime Allowance to ensure the employees who are asked to perform
overtime to ensure the smooth and continuous operation (24 hours on round the clock basis) of the Nuclear
Installations in the Research & Development units and other non industrial
units.
QUALIFICATION
INCENTIVE SCHEME (QIS)
The
Qualification Incentive scheme (QIS) introduce the Department of Atomic Energy
(DAE) in its specific nuclear operating plants to ensure the safe operation,
adopt higher safety measures, safe working procedure in nuclear plants by adhering to IAEA/AERB/BSC standards. Every operational, maintenance
persons in the nuclear plant shall be well trained, qualified and experienced
to understand the intricacy of the safe operation and maintenance procedure of the
nuclear plant. For that purpose this scheme was
introduced through a meticulous qualification process of completing the check
list, examination, interview etc. The employees are qualified in five different
levels depending on their responsibility qualification and experience.
Accordingly the incentives are also paid in five different levels.
Recommend
3.7 times of the existing rates.
NUCLEAR RESEARCH
PLANT SUPPORTING ALLOWANCES (NRPSA):
The
extra work being done by the employees working in Round the Clock Shift
comparing with the general shift people was compensated with NRPSA. Though the
name of the allowance is NUCLEAR
RESEARCH PLANT SUPPORTING ALLOWANCES, it is nothing but an allowance to
compensate Extra Duty which was extended based on an arbitration award.
Therefore
we propose that the NRPSA should be renamed as EXTRA DUTY ALLOWANCE and should
be given on actual wages.
RADIATION
ALLOWANCE
Considering the functional intricacies of the organization
especially taking into account the fact that the nature of occupation of
employees in the area of high level nuclear radiation warranting a special
allowance. It is worth to mention that some departments are already granted
Risk Allowance to ‘X –Ray’ Attendants, which is an insignificant Radiation
exposure occupation than the DAE employees working in various nuclear
plants/laboratories etc. Hence it is high time to grant a special Radiation
Allowance to the DAE employees.
PERORMANCE RELATED
INCENTIVE SCHEMES (PRIS):
As
per the recommendation of the VI CPC, Department of Atomic Energy, Department
of Space and DRDO in Defence Ministry has been introduced Performance Related
Incentive Scheme and continues the same for last 5 years or more. We suggest
the PRIS should continue and there may be some fine tuning for the
conditionality adopted by Scientific Departments to bring uniformity.
Redefine
the conditionality’s to ensure that no one should be punished twice for his
failure to fulfill the conditionality of the attendance. Medical leave shall be
exempted. Propose to extend the PRIS (I)
to all administrative and auxiliary staff including Store keeping staff
CATEGORISATION OF
EMPLOYEES:
DoPT
categorized all Central Government employees after the implementation of
recommendations of 6th Central Pay Commission as Group C, B and Group A
services. Also in general the Government categorized all employees above
Rs5400/- grade Pay as gazetted. But in the Department of Atomic Energy only
those employees in the Grade Pay of Rs7600/- also considered as Non gazetted.
Even the Government of India way back in 1977 issued directive to consider the
Diploma in Engineering as Graduate Engineer with the experience of 10 years,
DAE is not ready to convert these post as gazetted. All major Departments such
as CPWD, DOS, DOE, DRDO, etc considering Diploma holder after a certain period
of service for track change without any additional qualification and gives the status
of gazetted employees and their perks.
CATEGORIES
OF EMPLOYEES IN DAE
The
activities of the Department vary and elaborately mentioned in the Memorandum
submitted to the Pay Commission on 31st July 2014. Since the
activities are in multi dimensional, the categories of employees also
diversified.
Department
of Atomic Energy may be the only Department having this much categories of
employees. The categories of employees include the following:
Work
Assistants: Gardening, Cleaning,
Decontamination, Plant
Supportive
Staff, Workshop Attendant, etc
Canteen
Staff: Canteen Attendant,
Tea/coffee maker, cook, clerk, Store Keeping, managerial, etc
Drivers: Light vehicle Drivers,
Heavy Vehicle drivers, Traffic
Supervisor,
etc
Security
Staff: Security Guard,
Assistant Security Officer, Security Officer, etc
Technical: Plant operators, maintenance
staff, fabricators, Machine Operators, electricians, instrument mechanics, Drafts
man, Scientific Assistants, etc
Medical
staff: Hospital Attendant,
Ayah, Cook, Nurses, Pharmacists,
Technicians
such as dental, ophthalmic, paramedical, etc
Fire
Staff: Fireman, Leading
Fireman, Driver Cum Operator, sub
Officer,
etc
Administration: UDC, Sr. Clerk, Accounts Assistant,
Assistant, Assistant
Accounts,
Assistant Personnel Officer, Assistant Accounts Officer, Stenographers, Hindi
Translators, Care Taker, PRA, etc
Purchase
& Stores
Cadre:
Jr. Purchase
Assistant, Jr. Store Keeper, Purchase
Assistant, Store Keeper, Sr. Purchase Assistant, Sr. Store Keeper,
Assistant Purchase Officer, Assistant Stores Officer, etc.
The
above mentioned are the post operating in Group C, B and D non gazetted and the
promotional post for administrative, auxiliary and Purchase Stores Cadre. There
are other posts direct recruited at Group A level.
PAY
STRUCTURE FOR DAE EMPLOYEES
Following
points should take into account while recommending pay structure to the DAE
employees on various categories:
- Ensure the
continuation of Flexible Complementary Scheme for Technical Staff
- The denial of
pay structure proposed by 5th CPC to the technicians should be
rectified. The entry level of pay recommended by 5th CPC has
not been implemented to the technicians till date and the dispute still
continues
- After the
implementation of the 6th CPC Department revised the norms and
denied the track change from Scientific Assistant to Scientific Officers.
Thus DAE become the only one department denied the opportunity to become
gazetted for Diploma holders. Even the Government of India directive well
before that the 10 year experienced Diploma holder should be considered as
graduated Engineers and extended promotion on par with Engineering
Graduate. Similarly parity on pay structure with DOS was denied.
- The denial of
better pay structure and promotional avenues for Security staff etc also
explained and requested to the Pay Commission to take care of those
categories.
- The duties and
responsibilities of Drivers in DAE are entirely different than the staff
car drivers. Round the clock shift duty, carrying radioactive and
hazardous material, etc are different nature of activities of DAE drivers
- Administrative
and other categories of employees who all are having vacancy based
promotion should be ensured five promotion in the service
- MACP should be
on grade hierarchy.
- The denial of
the pay structure recommended by 5th CPC for Store keeping
Staff and denial of parity with similarly placed categories of employees
in Railways, Defence, etc were brought to the notice of the Pay Commission
and requested the Pay Commission to recommend specifically for store
keeping staff as done by 5th CPC, so that the
Department/Government bound to act on that. Consider the request for
convert store keeping staff into of
technical
- The earlier
Pay Commissions not given due consideration to suggest pay structure for
the employees of DAE considering the difference in the nature of work and
the non conventional activities. Since the 7th Pay Commission
members visited the premier institution of the Department and physically
assessed the importance of the Department and the special nature of the
job being carried out by the Nuclear worker of the Country, the pay
structure of all categories of employees may be proposed by the pay
commission itself.
- The administrative,
auxiliary and Purchase & Store staff are assigned to work with certain
plants and project. But the facilities extended to the plant and project
workers may not be extended to these categories of employees. Pay
Commission may direct to extend all such facilities to the employees of
admin, auxiliary and Purchase & store staff also.
- Accordingly we
suggest the following pay structure to the DAE employees:
Pay
structure to the 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
|
Security Staff
|
||||
Security Guard A
|
1800
|
2000
|
33000
|
|
Security Guard B
|
|
2400
|
41000
|
|
Security Guard C
|
|
2800
|
46000
|
|
Security Asst
|
|
4200
|
56000
|
|
Sr. Security Asst./
Asst. Sec. Officer A
|
|
4600
|
66000
|
|
ASO B
|
|
4800
|
78000
|
|
Security Officer A/ ASO
C
|
|
5400
|
88000
|
|
Security Officer B/
|
|
6600
|
102000
|
|
Canteen Staff
|
||||
Canteen Attendant A
|
1800
|
1900
|
31000
|
|
Canteen Attendant B /
Asst Halwai- Cook/ Clerk/ Tea/Cofee Maker
|
1900
|
2000
|
33000
|
|
Canteen Attendant C/
Tea/Cofee MakerB/ Halwai-cum- Cook
|
2000
|
2400
|
41000
|
Promotion post for
Canteen Attendant B
|
Sr. Canteen Attendant A/
Tea/Cofee Maker C/ Halwai-cum- Cook B/Asst. Manager cum Store Keeper
|
2400
|
2800
|
46000
|
|
Sr. Canteen Attendant B/
Tea/Cofee Maker D/ Halwai-cum- Cook C
|
2800
|
4200
|
56000
|
|
Halwai-cum- Cook D/ Manager cum Accountant
|
4200
|
4600
|
66000
|
|
Dy General Manager
|
|
4800
|
78000
|
|
General Manager
|
|
5400
|
88000
|
|
Sr. General Manager
|
|
6600
|
102000
|
|
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
|
|
Stenographers
|
||||
Stenographer III
|
2400
|
4200
|
56000
|
Junior
Management Assistant
|
Stenographer II
|
4200
|
4600
|
66,000
|
Management
Assistant
|
Stenographer I
|
4200
|
4800
|
78000
|
Senior Management
Assistant
|
PS
|
4800
|
5400
|
88000
|
Principal
Management Assistant
|
Sr. PS
|
|
6600
|
102000
|
Senior Principal
Management Assistant
|
PPS
|
|
7600
|
120000
|
Senior Management Assistant
|
Hindi Translator - Official Language
|
||||
Jr. Translator
|
|
4600
|
66000
|
|
Sr. Translator
|
|
4800
|
78000
|
|
Hindi Officer
|
|
5400
|
88000
|
|
Dy Director (OL)
|
|
6600
|
102000
|
|
Director (OL)
|
|
7600
|
120000
|
|
Technical Staff
|
||||
Technician A
|
1900
|
2000
|
33000
|
Promotion post for Work
Assistant
|
Technician B
|
2000
|
2400
|
41000
|
SSC with ITI or HSC in
Science Stream
|
Technician 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
|
2800
|
4200
|
56000
|
|
Technician F
|
4200
|
4600
|
66000
|
|
Technician
G/ Foreman A
|
4600
|
4800
|
78000
|
Foreman A is the
promotion post of Technician E
|
Sr.
Technician H/ Foreman B
|
4800
|
5400
|
88000
|
|
Technical
Sup A/ Foreman C
|
5400
|
6600
|
102000
|
|
Technical
Sup B/ Foreman D
|
6600
|
7600
|
120000
|
|
Technical
Sup C/Foreman E
|
7600
|
8700
|
139000
|
|
Draftsman (Existing before 01.01.2006)
|
||||
Draftsman B1/B
|
4200
|
4200
|
56000
|
|
Draftsman C
|
4600
|
4600
|
66000
|
|
Draftsman
D
|
4800
|
4800
|
78000
|
|
Draftsman E
|
5400
|
5400
|
88000
|
|
Technical
Sup A
(Drg.)
|
6600
|
6600
|
102000
|
|
Technical
Sup B
(Drg.)
|
7600
|
7600
|
120000
|
|
Technical
Sup C
(Drg.)
|
8700
|
8700
|
139000
|
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/ Sister In
Charge A
|
5400
|
6600
|
102000
|
|
Nurses E/ Sister In
charge B/ Asst. Matron
|
6600
|
7600
|
120000
|
|
Matron
|
7600
|
8700
|
139000
|
|
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/
Leading 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
|
|
STORE KEEPING STAFF
Directorate
of Purchase and Stores is coming under Department of Atomic Energy (DAE). This
directorate is formed on 25th May 1977 vide DAE OM No.
16/5(10)/75-PP (RRC) as separate cadre DISTINCT from the
Administrative and Accounts Cadres. Due to sensitive nature of activities DAE
has been exempted from the purview of Directorate of General Supply &
Disposal (DGS&D) and allowed for procurement of highly sophisticated stores
such as scientific equipment, components, raw materials, spares for plant and
machinery, medicines, medical equipments, hazardous chemicals, clearance of
imported item mainly nuclear raw materials (Uranium) and delivering them at the
point of requirement, Export of Heavy Water to various countries, disposal of
radioactive material, also supporting movement of materials etc. Also DPS staff
has responsibility of preservation, accounting and delivery of items for
R&D establishments/ Industrial establishments and storage of Uranium
related materials.
Presently staff working in this
Directorate is non-technical, but by acquiring training and experience all are
familiar with needs of department and supporting R&D staff like technical
staff, even though the staff has not been considered for separate benefits more
than Administrative and Accounts Cadres. The Fifth CPC in chapter 92 vide para
92.8 and 55.244 to para 55.254 recommended for revision of pay scales of
storekeeping staff like other ministries by reviewing recruitment and promotion
norms. Unfortunately in spite of sincere efforts on our part this Department
have not considered the above paras and treated storekeeping staff like Administrative
& Accounts cadre.
Therefore taking into account future Atomic
energy Programme of the country, we once again request you to introduce
separate chapter under DAE for Purchase and Storekeeping staff considering them
as DISTINCT CADRE or SPECIAL CADRE like para-medical
staff, teaching staff and rajyabhasha vibhag employees with higher pay scales.
Store keeping Staff
|
||||
Designation
|
Grade Pay
|
Upgraded Grade Pay
|
Proposed Pay
|
Remarks
|
Jr. Storekeeper
Jr. Purchase Asst.
|
2800 GP
|
4200
|
56000
|
Material Assistant
|
Storekeeper
Purchase Asst.
|
4200 GP
|
4600
|
66000
|
Sr. Material Assistant
|
Sr. Storekeeper
Sr. Purchase Asst.
|
4200 GP
|
4800
|
78000
|
Material
Officer
|
Asst. Stores Officer
Asst. Purchase Officer
|
4800/
5400 GP
|
5400
|
88000
|
Sr. Material Officer
|
Stores Officer
Purchase Officer
|
6600 GP
|
6600
|
102000
|
Chief Material Officer
|
Dy. Director
|
7600 GP
|
7600
|
120000
|
|
Scientific Officers
To maintain the horizontal and vertical relativity we propose
the Pay structure for the Scientific Officers of the Department as follows:
Scientific Officers
|
||||
Designation
|
Grade Pay
|
Upgraded Grade Pay
|
Proposed Pay
|
Remarks
|
SO B
|
4800
|
5400
|
88000
|
BE/BTech 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
|
|
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