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/sg/15/077                                                                        08.04.2015

To

All Affiliates

NFAEE

Sub: Oral presentation before 7^th Central Pay Commission

on 6^th April 2015 at New Delhi.

Dear Comrades,

The 7^th Central Pay Commission had invited the National Federation of Atomic Energy Employees (NFAEE) for oral presentation on 6^th April 2015 at its office at Qutub Institutional Area, New Delhi.

Following Office bearers of the Federation appeared before the Pay Commission for the presentation:

Jayaraj KV             Secretary General           BARC           Mumbai

A.   Sreedharan      Working President           BARC           Mumbai

K.G. Bilaskar          Treasurer                        DPS             Mumbai

D.K. Kharol            Org. Secretary                HWP            Kota

KV Murugaraj        Org. Secretary                GSO            Kalpakkam

G. Ramesh            Jt. Treasurer                  HWP            Manuguru

          All the members of the Pay Commission along with Jt. Secretary, Advisor and other assistants were participated from the Pay Commission side. During the presentation the Chairman called the official in charge for Allowances and looking after the DAE portfolio and asked them to take note of Department specific issues. All the members were interactive and sought clarification and asked to elaborate various issues pertaining to the Department.

          A detailed note on general issues as well as Department specific was submitted for the reference of the Pay Commission.

Following issues were placed before the Commission:

·         Minimum wage should be based on the Dr. Aykhroid Formula. The Staff side demanded Rs. 26000/- as minimum pay based on the market valuation of 2014 and the date of effect should be 01.01.2014.

·         In any case the Pay Commission propose date of effect after 01.01.2014 the inflation in the market and the DA given to the government employees should be considered for arriving minimum pay

·         Grade Pay system should be removed

·         The number of scales should not be further compressed, which may result anomalies to those employees got promotion.

·         In any case merger of pay scales suggest the pay Commission, the higher scale in the merged group should be upgraded into the next higher grade in the proposed pay structure

·         Expressed our agreement with other proposals of the National JCM on Interim Relief, DA Merger, multiplication factor, Fitment formula, general allowances and advances, pension and retirement benefits, etc.

·         Elaborately explained about the Departmental specific allowances such as NRPSA, QIS, PRIS and the need of revision in Overtime Allowance and Night Duty Allowance.

·         The need of continuation of the facilities such as Canteen, etc also brought to the notice of the Pay Commission.

·         The difference in the activities of the Department comparing with the conventional department also explained and pleaded for the improved pay structure for the DAE employees.

·         Briefly explained various categories of employees existing in the department

·         The activities of various categories of employees such as Work Assistant, Canteen Staff, Security Staff, Drivers, Technician, Scientific Assistants, Medical Staff, Fire Staff, Administrative Staff, Purchase and Sore staff, etc were explained.

·         Pointed out the categorization of employees and conversion of Gazetted status

·         Track change based on the service also brought to the notice and the order issued by the Government of India in this aspect has been handed over to the Pay Commission.

There was detailed discussion on all issues we brought out. The historical back ground of NRPSA, QIS, Overtime Allowance, etc was explained and the commission noted. When we mentioned the NRPSA was implemented based on an arbitration award, the Chairman asked the officer in charge concerned on Allowances to study the issue in proper and make the note on that.

From the discussion, it is observed that the Commission in General is of the view that the Grade Pay System want to be discard and the Commission may submit its report in due course.

In general the meeting was cordial and satisfactory as far as concern to present the issues.

With warm greetings

Comradely yours,

(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

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/sg/15/75                                                                               06.04.2015

To

The Chairman

7^th Central Pay Commission

Chatrapati Shivaji Bhawan
1^st Floor, B-14/A, Qutab Institutional Area
New Delhi 110016 

Subject:- Oral Presentation on Memorandum to the 7^th Central Pay Commission.

Respected Sir,

          NFAEE express sincere gratitude to the Hon’ble Chairman and the Members of the 7^th 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 30^th July 2014 and resubmitted on 25^th 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 7^th 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

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

PRINCIPLES OF WAGE DETERMINATION

The principle for determine the wage shall be relied upon the necessity of computing the same on the 15^th 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 6^th 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 4^th 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	VI CPC				VII CPC (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	26000
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
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	S - 9	88000
New Scale	8000-275-13500	S - 9	9300-34800	5400	PB 3
S-16	9000	S - 9	15600-39100	5400	PB 3
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, 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 6^th 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 6^th 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 - 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 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 1^st January, and 1^st 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 6^th 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 7^th 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 5^th 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 5^th & 6^th 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 1^st 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 31^st 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 5^th CPC to the technicians should be rectified. The entry level of pay recommended by 5^th CPC has not been implemented to the technicians till date and the dispute still continues
• After the implementation of the 6^th 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 5^th 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 5^th 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 7^th 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 25^th 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