NFAEE

Thursday, November 12, 2009

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.nfaeehq.blogspot.com, Email address:nfaee@yahoo.com

Ref.No:nfaee/sg/09/175 11.11.2009

To

The Additional Secretary DAE &
The Chairman
Anomaly Committee
Department of Atomic Energy
Anushakti Bhavan
CSM Marg, Mumabi 400 001

Sub: Items to be discussed in the anomaly committee

Sir,

Please refer the DAE OM No. 1/1(1)/2009 –SCS/318 dated 13th May 2009 exclusively circulated to the members of the Anomaly Committee constituted by DAE. The Working Committee meeting of NFAEE held at Chennai on 11th August 2009 and the Secretariat Meeting held at Mumbai on 9th & 10th November 2009 elaborately discussed and finalised the agenda items to be submitted for the consideration of the Anomaly Committee constituted by DAE.

I am hereby submitting the following items as anomalies for the kind consideration and favorable action in the anomaly committee.

The Secretariat of NFAEE also appeals you to arrange a meeting of the Anomaly Committee with the Office Bearers of NFAEE to explain the agenda submitted by the Federation for the consideration of the Anomaly Committee.

Expecting a favorable action from your Office.

Thanking you.

Yours faithfully,

Jayaraj.K.V
(Secretary General)

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

**********************

AGENDA ITEMS FOR THE CONSIDERATION OF
ANOMALY COMMITTEE CONSTITUTED BY
DEPARTMENT OF ATOMIC ENERGY

ITEM NO. 1:

PAY OF PROMOTIONAL POST OF HELPER/MALI D SHOULD BE UPGRADED

By virtue of 2nd Cadre Review the pay of the Helper D has been upgraded in the pre revised pay of Rs3050 – 4590 with effect from 01.01.2006 and accordingly fixed the pay with Grade Pay of Rs1900. Helpers who got the promotion as Tradesman A also have the same Grade Pay of Rs1900. This anomaly is applicable to all Mali, Helper, and Tradesman who elevated to Tradesman A, Tradesman B.

To remove the anomaly those Helpers or other employees who got promotion as Tradesman A should be given the Grade Pay of Rs2000. and correspondingly upgrade the Grade Pay of Tradesman B also.

ITEM NO. 2:

FINANCIAL UPGRADATION FOR MERGED GRADES OF GROUP D EMPLOYEES

By virtue of the recommendation of CPC all Group D employees who were in the pre revised pay of Rs2550 – 3200, 2610 – 3540, 2610 – 4000, 2650 – 4000 and Rs2750 – 4400 placed in the same pay scale having the GP of 1800. By doing so the promotional benefit availed by the senior employees nullified and brought on par with the junior most employees. If considering the total service they rendered in the Department they may be entitles to avail 1/2/3 financial upgradation of their pay to 1900/2000/2400 as the case may be. But these senior employees may deny the benefits of the MACP as they may treat as availed promotion in their service carrier whereas the junior employees may get financial up-gradation and get higher pay than seniors.

To remove the anomaly financial upgradation should be given to these senior employees as per the promotion they got in the pre revised pay.

ITEM NO. 3:

MINIMUM PAY RECOMMENDED IN THE REVISED PAY SCALES AT THE ENTRY LEVEL SHOULD BE GIVEN TO THE PROMOTEES AND THE EMPLOYEES APPOINTED PRIOR TO 01.01.2006

UDC who recruited from open market may get higher pay than an LDC promoted as UDC. Because of the fixation on promotion adopted as per the recommendation of SCPC. The same shall be in the cases of T/B to T/C, T/C to T/D, PC/SC to Jr. PA/Jr. SK, SA/B to SA/C, SA/C to SA/D or SO/SB, SA/D or SO/SB to SA/E or SO/C, etc.

Similarly in certain cases the employees who were joined prior to 01.01.2006 fixed at lesser pay than those who recruited on or after 01.01.2006. For example a T/B who appointed before 01.01.2006 is fixed in the revised pay at lesser pay than a T/B appointed after 01.01.2006.

To over come from these anomalies:

a) The minimum pay recommended at the entry level in the revised pay should be given to those employees who got promotion from lower pay and get lesser pay by the formula adopted by SCPC for fixing pay on promotion.

b) The minimum pay recommended at the entry level in the revised pay should be given to those employees who joined before 01.01.2006.

ITEM NO. 4:

GRADE PAY OF THE PROMOTIONAL POST IN THE MERGED GARDES SHOULD BE UPGARDED

Since Sr. Clerk and Assistant have been given the same Grade Pay the promotion from Sr. Clerk to Assistant becomes nullified. Higher GP should be given to the promotional post. The same shall be in the case of posts of T/E to T/F, SA/A to SA/B, D/A to D/B, ASO ‘A’ to ASO ‘B’ PA/SK to Sr PA/Sr. SK and other similar posts.

To remove the anomalies the grade pay of the promotional post should be upgraded into the next higher grade pay.

ITEM NO. 5:

ADDITIONAL INCREMENT AWARDED FOR TRAINEES SHOULD BE RETAINED

Additional increment has been given based on the performance of the trainees while absorbing them after training in the case of Cat II trainees. The department reduced the increment awarded from 3,2,1 to 2,1,0 respectively. The decision is against the directive given by the Court earlier and against the natural justice.

The anomaly may removed by ensure the additional increment awarded to the trainees as the case may be.

ITEM NO. 6:

ANOMALEES ON UPDATE ALLOWANCE & TWO INCREMENTS FOR SCIENTIFIC ASSISTANTS

The revision of Update Allowance has been brought to purview of Pay Commission by the Department and revised the Update Allowance of SO/C, SO/D to Rs10000/- per year whereas the Update Allowance for SA/E & SA/F is revised as Rs5000/-.

Similarly the department continues to give two additional increments to the SO/D, SO/E and so on where as these two increments is denied to the SA/F, though SA/F also were the same feeding cadre that of SO/D.

As part of the PRIS introduced by the Department, additional increments based on the performance was extended to Scientific & Technical Staff at the rate of 2,4,6 and 1,2,3 respectively. As the Scientific Assistant D,E,F are considered as Technical they denied the additional increment at the rate of 2,4,6 on par with Scientific Officers.

The Department filed an affidavit in the Hon’ble Court of law indicating that there will not be any difference either in pay or in status of SA ‘E’/SA ‘F’ as the feeding cadre for SC/SD & SA ‘E’/SA ‘F’ are identical.

To remove the discrimination update allowance @ Rs10000/- should be given to SA ‘E’/SA ‘F’/SA ‘G’ as in the case of SC/SD and SE and extend two increments to SA ‘F’ & SA ‘G’ as in the case of SD & SE

Further to avoid the discrimination created by denying the additional increment at the rate of 6,4,2 as part of PRIS, the Scientific Assistants E, F & G also should be given the additional increments given to the Scientific Officers as the feeder cadre for are same.

ITEM NO. 7:

PROMOTIONAL AVENUE AND MACP FOR DRIVERS

Promotion to the Drivers of the Department has not been considered for extending Modified ACP. The promotion to the drivers were governed by the guidelines issued by DoPT in which the promotional post is regulated by prescribing % for each grades along with residential period in each grade. By regulating with %, most of the drivers are not getting financial upgradation in the grades for which those drivers are eligible based on their service rendered in the department for want of posts.

Since there is no change in the nature of job even after promoting into the next grade, the promotion norms for drivers should revised by removing the % for retaining higher posts so that the drivers who satisfy the residency period will get promotion subject to their clearance from DPC. Also the drivers should consider for modified ACP as this category is the only one auxiliary staff that are not getting financial upgradation under ACP.

ITEM NO. 8:

DEMERGE THE GRADES OF NURSE C & D

While implementing revised pay scale for nurses, the Department merged the existing post of Nurse C & D when the demand for creation of new grades for Nurses pending. The merger of the Nurses C & D has eaten away the promotional avenue for the nurses.

To remove the anomaly it should be de-merged and more promotional avenues should be created for Nurses.

ITEM NO. 9:

REVISE THE OVERTIME ALLOWANCE

Present payment of OTA in R&D and other non-industrial units is totally contradicting the concept of equal pay for equal jobs. The OTA is regulating as per the Pay of 4th CPC. The activities of the employees who perform duty in the R&D as well as Non industrial units are on par with the Industrial units where the OTA is regulates as per the Factories Act 1948. The employees in the R&D sector are forced to perform Overtime because of the reliever system in the operating plants to ensure continuous operation as well as to follow the safety guidelines, technicians/supervisors in the operating plants, pump house, electrical sub station, etc to perform the maintenance work, drivers, security, etc to ensure proper service in the Round the Clock. As the rate of Overtime Allowance is regulated as per the pay decided by the Fourth Central Pay Commission, the hourly rate is one tenth of the revised pay. By this anomaly the pay for the excess duty performed by an employee after his normal duty is just one tenth of his normal wage for a day which is even less than that prescribed by the Government for unskilled casual labour.

Hence the revision of OTA is very much essential to remove the anomaly created after the implementation of the revised pay.

ITEM NO. 10:

CRITERIA FOR ALLOTMENT OF DEPARTMENTAL ACCOMMODATION SHOULD BE THE SERVICE SENIORITY

The changes in the eligibility for departmental accommodation modified by the Ministry of Urban Development by which the criteria for getting accommodation has been changed from the basic pay to grade pay. By making these changes the concept of service seniority has been replaced with attaining the Grade pay. In other word the service seniority become mix of the Service and Pay seniority. These changes may block the movement of allottees from lower category to higher category which will result blockage of allotment. These changes further deny the existing benefit of better accommodation after rendering more years of service in the department

To overcome the anomaly the criteria suggested based on the Grade pay should be replaced by the pay in the Pay Band equivalent to the pre revised norms.

ITEM NO. 11:

DISCRIPENCIES IN THE PRIS SHOULD BE REMOVED

PRIS is introduced to DAE as well as DOS employees as per the Government decision. But while implementing, the conditionality has been modified by DAE by denying the quantum of PRIS in proportion to the Earn Leave & Half Pay Leave taken in a particular month.

Whereas in DOS no amount has been deducted in proportion to the EL & HPL from the amount towards PRIS

To remove this anomaly department should modify the clarification issued to consider EL & HPL while calculating the quantum of the amount of PRIS for a particular month.

ITEM NO. 12:

PACKAGE OF PRIS SHOULD BE EXTENDED TO ALL EMPLOYEES

As part of the PRIS department has introduced additional increments to the employees who all are covered under merit promotion, by which this benefit of PRIS has been denied to administrative, auxiliary, purchase and store staff of the Department. Since the contributions of these categories of employees also are equally important for the growth of the activities of the Department, it is very much necessary to keep the morale as that of the employees covered under merit promotion scheme.

To remove the anomaly of PRIS, all employees should be given the benefit of the all three package under PRIS, i.e.10% pay as well as additional increment while on promotion as extended 20% additional pay PRIS (O) to all employees across the board.

ITEM NO. 13:

ADHOC BONUS SHOULD BE RELEASED TO THE EMPLOYEES WHO WERE NOT BEEN GIVEN PRODUCTIVITY LINKED BONUS/INCENTIVE FOR THE YEAR 2008

Government of India has been issued OM to release adhoc bonus to all central government employees who all are not eligible for Productivity Linked Bonus/Incentive. Accordingly including DOS the adhoc bonus for the year 2008 has been released in the month of September 2009. Similarly Productivity Linked Bonus/Incentive has been released to all Industrial employees and NPCIL employees under DAE. But still DAE has not been granted Adhoc Bonus to its Group D, C, B employees who are not getting productivity Linked Bonus/Incentive.

The anomaly created by denying the adhoc bonus to the employees who are not eligible for PLB/PLI should be removed by endorse the directive issued by Government of India and assure that the adhoc bonus should continue till other section of employees of DAE gets PLI/PLB as well as other Department gets adhoc bonus where any type of PRIS introduced.

ITEM NO. 14:

DEISCREPENCIES IN THE MODIFIED PROMTION NORMS FOR

TECHNICAL STAFF

It is reliably learned that the promotion norms for Technical Staff has been undergone for a drastic change. It is understood that T/E shall be abolished and hence forth T/D shall be promoted to T/F. The Minimum Eligibility Period (MEP) for considering promotion from T/F to next grade has been increased from 4 to 6 years. It is also understood that cumulative service in T/E (T/F1) and T/F shall be counted for the promotion to the grade of T/G in the name of removal of discrepancy created by the above decision. By doing so the discrepancy created at the level of T/F may be reduced but it has been transferred to the Technical staff in the higher grades such as T/G, T/H and so on as their more years of service has been eaten for reaching them in the grades where they are today in comparison to that of new incumbents.

More over a T/E promoted to SA/B after acquiring additional qualification is given the same grade pay of T/E and he has to wait for 4 or more years to get a promotion to his next higher grade, i.e. SA/C. Here in this case even the cumulative factor has not been considered by the Department.

By virtue of the implementation of the Sixth Central Pay Commission, 2nd Cadre Review for administrative, Accounts & Auxiliary Staff, all those categories of employees except Technicians and Scientific Assistants in DAE in the pre revised pay scale of Rs6500 – 10500 has been upgraded in to the pay scale of Rs7500- 12000 and accordingly revised their pay in the scale having the grade Pay of Rs4800. Even the administrative staff further benefited to re-fixation of their pay after 4 years in the Grade Pay of Rs5400.

Similarly Nurses, Teachers, Hindi Translators, etc also got the upgraded pay scales from Rs6500 – 10500 to Rs7500 – 12000.

But it is unfortunate to note here that the Technical Staff (Technicians, Scientific Assistants, Draughtsman, Fire Staff, etc) who were in the pre revised pay scale of Rs 6500 – 10500 has been granted the Grade Pay of Rs4600 and even after promoted into the next higher grade with the MEP of 5 years, they are been given the Grade Pay of Rs4800 only.

Though our Department has been considered as premier scientific institution and the back bone for the R&D as well as Industrial activities are these Technicians and Scientific Assistants, the Department failed to ensure horizontal & vertical parity of the pay with the grades existing in the department.

In the name of introduction of New Pay Structure the Department while modifying the promotion norms they taken out the option for track changing from Scientific Assistant to Scientific Officer by which the morale of the employees gone down.

To remove these basic anomalies, Department should take following initiative:

· Abolish T/F and upgrade the existing T/F as T/G with effect from 01.01.2006
· Give cascade effect to all promotional post of Technical Staff from T/G onwards.
· Similar upgradation for all other Technical staff such as Scientific Assistants, Draughtsman foreman etc also should be carried out to maintain the horizontal – vertical relativity.
· Re – introduce the option for Track Change based on the Performance in the service as well in the promotion interview.

ITEM NO. 15:

CONTINUATION OF PCA FOR HOSPITAL/DISPENSARY STAFF

DAE vide OM No. 2/1(5)/2008 –SCS/4546 dated 23rd October 2009 withdrew the Patient Care Allowance given to Group C & D employees working in the Medical Division/Section of various DAE units and declared that Introduced Risk Insurance.

The Patient Care Allowance (in short PCA) which was granted to the employees after prolonged discussions and negotiations by the DOPT and Ministry Health. DAE also introduced Patient Care Allowance based on the Ministry of Health & Family Welfare OM. No. B- 11011/1/90 – CGHS (P) dated 10th July 1990 after a continuous debate in the Departmental Council for almost 7 years. PCA has been continued at the rates revised from time to time for more than 20 years is sought to be withdrawn from 1.4.2009 to be replaced by an RISK INSURANCE SCHEME.

PCA was evolved after merger of Dietary Allowance, Night Weightage Allowance and Risk Allowance. Whereas the proposed insurance cover has only substituted the risk allowance. The replacement of an allowance by an insurance scheme is not only conceptually incorrect but also not acceptable to the staff side as it would result in the loss of emoluments and reduction in wages.

It is also understood that the nodal Ministry (Ministry of Health/CGHS) has not withdrawn the Patient Care Allowance till date.

Whereas in DAE, the Department asked the views of the Staff side through a letter to the Secretary Staff Side for which the Staff side Secretary after consulting all DC Members intimated that the PCA should be continued and as a second benefit Risk Insurance may be introduced to the Group C & D hospital/dispensary staff. Thereafter no discussion was hold by the DAE authorities either with the staff side of DAE Departmental Council (JCM) or with NFAEE.

Under this circum stance the anomaly created by DAE by withdrawing PCA unilaterally may be removed by withdrawing the above mentioned OM date d23rd October 2009 and conveys the views of the employees of DAE to continue the PCA to all eligible employees and not convert it into Risk Insurance.

ITEM NO. 16:

RECLASSIFICATION OF GROUP ‘A’ PSOT IN THE PREREVISED PAY STRUCTURE INTO GROUP ‘A’

While implementing the CCS (Revised Pay) Rules 2008, DAE reclassified posts such as Scientific Assistant E, Sr. Technician J, Foreman C etc into Group B. Prior to the implementation of the CCS (Revised Pay) Rules 2008, these grades were classified as Group ‘A’ posts.

Neither the SCPC nor the Government has directed the Departments to reclassify the existing Group ‘A’ posts into Group ‘B’ posts.

The move by the Department to reclassify the above mentioned posts snatched the status given to those employees in those grades.

To remove the anomalies the classification existed prior to 01.01.2006 shall be retained.

**************

MESSAGE FOR CPWD JR. ENGINEERS ASSOCIATION (WR)

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 094Web site: www.nfaeehq.blogspot.com, Emailaddress:nfaee@yahoo.com

Ref.No:nfaee/sg/09/173 01.11.2009

To

Com. Babu O Vargese
Regional Secretary
CPWD Jes’ Association (WR)
CPWD, Mumbai

Dear Comrade,

It gives me immense pleasure to know that the Western Regional Conference of CPWD Junior Engineers Association is going to be held on 12 & 13th November 2009 at Mumbai. At the outset on behalf of National Federation of Atomic Energy Employees (NFAEE) I wish all success to the Conference of your Association.

Never before in the history has the Central Government Employees movement been suppressed as it facing now. In the changed scenario of the era of Liberalization, Privatization, Globalization, in the name of outsourcing, downsizing, closures, retrograded changes in the service conditions are being introduced by the Government. It is sad to say that the so called Leaders occupying in the leadership of the Joint Consultative Machinery become just on lookers while government is being decided to carry all these changes arbitrarily.

It is shameful to the whole central government employees’ movement to note that the meeting of National Council (JCM) has not been called for the last 4 years. After the submission of the report of the Sixth Central Pay Commission only once the Standing Committee of National Council (JCM) was called once and asked by the government to submit the suggestions/proposals to the Government. There after not a single meeting has been convened by the Government for discussion on pay commission related issues.

While issues Notification on implementation by revising CCS (Revised Pay) Rules 2008, Government was bold enough to modify/upgrade the Grade Pay of all Group A posts but not a single Grade Pay recommended for Group D, C & B categories of employees. We all in between had seen that the Member Secretary of the SCPC has become the implementation authority of recommendations of SCPC. By which she could made modification in the recommendations of SCPC which she could not do as a member secretary of SCPC. Not only that even after the implementation of the Pay Structure Government further modified the Pay structure for the Group A employees by replacing the Pay Scale having the Grade Pay of Rs12000 with new HAG Scale starts with Rs65000 along with an annual increment of 3% of Pay. Whereas the demand of increase in the entry level or de-merger of the merged pay scales was fall on deaf years.

Though the Government constituted an Anomaly Committee at the National level, there is no move to review the anomalies submitted by the employees till date. Again here too the so called leaders of occupying in the leadership are not showing any interest to put pressure on government. As the leadership of Confederation of Central Government Employees & Workers doesn’t have the strength, their request is not been taken care by these so called leaders.

Thus even the commitment given by the Government while issuing CCS (Revised Pay) Rules 2008 that the staff side shall be consulted before taking any decision on issues such as Risk Allowance, Patient Care Allowance etc were not fulfilled and the unilateral/arbitrary decision being taken by the Government by replacing these allowances by Risk Insurance.

Similarly there are number discrepancies created by the SCPC from the introduction of Pay Structure to suggest various other proposals on various issues, such as Modified ACP in place of ACP, promotional benefits, allowances, Child Care Leave, denial of City Compensatory Allowances etc. etc.

In short the SCPC has become the tool for the government to deny the better pay structure, withdraw the existing facilities and what not?

The Conference of CPWD JEs’ Association (WR) is decided to hold such a crucial time when a total introspection is necessary not only to review the issues but for to generate a new leadership of the work force for Central government employees. I hope this conference will seriously discuss about all those issues so that along with the CPWD employees other section of Central government employees also will come foreword to identify the main enemies of the working class and will become united to fight against those forces and eliminate.

NFAEE also congratulate the leadership of CPWD JEs’ Association for bringing out a Souvenir on the occasion of the conference and convey my best wishes to the members as well as office bearers of the Association.

WORKING CLASS UNITY ZINDABaD

With fraternal Greetings

Comradely yours

(jayaraj.K.V)
Secretary General

LETTERS FROM HQ

Ref.No:nfaee/sg/09/160 22.09.2009

To

The Secretary to the Govt. of India
Department of Atomic Energy
Anushakthi Bhavan
CSM Marg, Mumbai 4000 001

Sub: Adhoc Bonus – Reg

Sir,

Please refer our earlier No. dated 14th September 2009 regarding the Office Memorandum issued by Ministry of Finance on 28th August 2009 to release Adhoc Bonus to all Group B, C, D non gazetted Government employees who are not eligible for Productivity Linked Bonus/Incentive for the year 2008 – 2009.

DAE has not been endorsed the said OM and given instruction to the units to release the Adhoc Bonus till date whereas in Department of Space has been released the Adhoc Bonus to the entitled employees.

Similarly it is understood that all Industrial units under DAE also been issued Productivity Linked Bonus/ Incentive for the year 2008 – 09.

The Government introduced the Adhoc Bonus to the employees who all are not entitled the Productivity Linked Bonus.

Under this circumstance denial of Adhoc Bonus to a section of employees is injustice and therefore the employees of various DAE units will show there protest by wearing badges and organizing Protest meeting on 24th September 2009.

Thanking you

Yours faithfully,

(Jayaraj.K.V)
Secretary General

Ref.No:nfaee/sg/09/163 01.10.2009

To

All Affiliates
NFAEE

Sub: ADHOC BONUS - Reg.

Dear Comrades,

A meeting of the Office Bearers of Mumbai based unions and associations affiliated with NFAEE were held on 30th September 2009 to review the situation after the protest programme on 24th September 2009.

The meeting was attended by the office bearers of AEW&SU (BARC), DCS&EMSA (DCS&EM), DPS (DAE) EA (DPS), AIAEDPS (Stores) SA (DPS), DAE Secretariat Staff Assn (DAE), BRITSA (BRIT).

The meeting unanimously decided to continue the fight for Adhoc Bonus as the same was extended to all Government employees in lieu of Productivity Linked Bonus. Accordingly the meeting took the following decisions:

1) Immediate effort to meet to Additional Secretary to pursue the matter.

2) Individual appeal to Secretary DAE by employees for immediate disbursement of Adhoc Bonus to all employees hwo is not eligible for Productivity Linked Bonus.

3) Divisional/ Corner/ Floor level meetings to mobilize the employees against the dual stand of the Department

4) 6th October to 12th October shall be observed as campaign week and conduct the above mentioned programmes and collect the signature from the employees.

5) With covering letter, collected appeal shall be submitted to the Secretary DAE through proper channel on 13th October 2009.

6) Also the meeting decided to request NFAEE Head Quarters to take necessary step to organize similar programme by other affiliates of NFAEE to ensure the participation of all employees who are eligible for Adhoc Bonus on those campaign programme mentioned above.

Dear Comrades,

NFAEE HQ accordingly requests all affiliates to take similar action to continue the protest against the department negative approach on Adhoc Bonus.

This is not the matter for just Rs3000 odd, but is the fight against the discriminatory and hide seek policies of the Department.

Draft letter to DAE as well as the draft appeal shall be sending within a day or two all affiliates

With warm greetings

Fraternally yours,

(Jayaraj.K.V)
Secretary General

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

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.nfaeehq.blogspot.com, Email address:nfaee@yahoo.com

Ref.No:nfaee/sg/09/164 05.10.2009

To

Secretary to the Govt. of India
Department of Atomic Energy
Anushakthi Bhavan
CSM Marg, Mumbai 400 001

Sub: Non Grant of ADHOC BONUS - Reg.
Sir,

Please refer our earlier Letter No. nfaee/sg/09/160 dated 22.09.2009 as well as the letter dated 14.09.2009 on the subject captioned. It is very unfortunate to note here that the Department is ignoring the feelings of the employees and attempting to bring in a new path of rigid move to suppress the employees’ right and deny the equitable demand of adhoc bonus. Adhoc Bonus was made applicable to Central Government Employees whom are not eligible for Productivity Linked Bonus based on the ruling of Supreme Court terming the Bonus as “DEFFERRED WAGES” that too after a continuous struggle of since early seventies.

The Central government employees were awarded Adhoc Bonus by the Ministry of Finance every year in lieu of the bonus paid on the basis of profits on production or productivity and for matters connected therein to the employees who are covered under Bonus Act. Since then in all Departments certain section of employees are covered under Productivity Linked Bonus/Incentive and other section is covered under Adhoc Bonus. In short if a section of employees are awarded Productivity Linked Bonus, other section is entitled to get Adhoc Bonus as declared by the Ministry of Finance/Department of Expenditure.

In such a back ground, the employees of DAE working in R&D establishments as well as in the service organizations are entitled to get the Adhoc Bonus as declared by the Department of Expenditure vide their OM dated 28th August 2009 since the industrial workers of the Department have been given Productivity Linked Bonus for the year 2008 –2009.

More over Department of Atomic Energy (DAE) and Department of Space (DOS) are coming under the same ministry, i.e. under none other than the Hon’ble Prime Minister of India, and categorized as identical Department and the employees of these Departments are governed by similar service conditions. It is the fact that DOS has already disbursed Adhoc Bonus for the year 2008 - 2009 to the employees as per the OM issued by the Department of Expenditure.

It is distressing to note here that it has become an everyday affair in DAE to deny/ delay the implementation of the facilities extended to the employees by the Government of India to begin with and infuriate the employees. We would like to submit that this disagreeable approach in no way will facilitate to sustain a good work culture and induce the employees to contradict against such prejudiced stance.

NFAEE feverishly request the Department to reconsider the stand taken on the disbursement of Adhoc Bonus to the eligible employees for the year 2008 – 2009 and release the adhoc bonus prior to DEEPAVALI and to light up the confidence level of the employees.

NFAEE further appeal you to grant an early appointment to discuss the non issue of Adhoc Bonus other important issues which are mentioned in our earlier letters.

Anticipating a call from your office at the earliest.

Thanking you.

Yours faithfully,

(Jayaraj.K.V)
Secretary General

Ref.No:nfaee/sg/09/169 28.10.2009

To

The Secretary General
Confederation of CG Emp & Workers &
Standing Committee Member, National Council (JCM)
New Delhi 110001

Sub: Patient Care Allowance - Reg

Dear Comrade,

While issuing the CCS (Revised Pay) Rules 2008, Government clarified that the recommendation of the Sixth Central Pay Commission (SCPC) regarding the replacement of Patient Care Allowance with Insurance Scheme shall be implemented after consultation with the Staff side and till such time the PCA/HPCA shall be continued.

There after the Ministry of Health given assurance to the employees of CGHS that the government will consult the employees before taking any decision regarding the replacement of PCA/HPCA with Insurance Scheme.

In the meantime it is understood that the Ministry concerned insisted various Departments to stop the payment of PCA/HPCA without holding discussion either at National Council (JCM) or standing Committee (JCM). Accordingly certain Departments including DAE has been stopped the payment

This has resulted in serious resentment among the para medical staff who all are entitled for PCA/HPCA.

You are requested to take up the matter with the concerned ministry to ensure the continuation of PCA/HPCA as the most of the employees are against the Insurance Scheme

With fraternal greetings

Comradely yours,

Jayaraj.K.V
Secretary General

Ref.No:nfaee/sg/09/172 30.10.2009

To

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

Sub: Patient Care Allowance – Reg

Sir,

DAE vide OM No. 2/1(5)/2008 –SCS/4546 dated 23rd October 2009 withdrew the Patient Care Allowance given to Group C & D employees working in the Medical Division/Section of various DAE units and declared that Introduced Risk Insurance.

The Patient Care Allowance (in short PCA) which was granted to the employees after prolonged discussions and negotiations by the DOPT and Ministry Health. Based on the Ministry of Health & Family Welfare OM. No. B- 11011/1/90 – CGHS (P) dated 10th July 1990, our Department introduced Patient Care Allowance after a continuous debate in the Departmental Council for almost 7 years. PCA has been continued at the rates revised from time to time for more than 20 years is sought to be withdrawn from 1.4.2009 to be replaced by an RISK INSURANCE SCHEME.

In this connection, your kind attention is invited on the demand of implementation of RISK ALLOWANCE allowed by Government of India to the employees working in the Cosmetic maintenance, the say was that the name of “RISK” will give wrong indication outside and could not be conceded. Whereas interestingly Risk Insurance Scheme is going to be implemented and even the details are not made known to the staff side till date.

PCA was evolved after merger of dietary allowance, Night Weightage Allowance and Risk Allowance. Whereas the proposed insurance cover has only substituted the risk allowance. The replacement of an allowance by an insurance scheme is not only conceptually incorrect but also not acceptable to the staff side as it would result in the loss of emoluments and reduction in wages.

It is also pertinent to note here that while the Delhi Government has entered into discussion with the leaders of the striking employees of the hospitals run by the Delhi Municipal Corporation and the Government of Delhi, settlement was reached with the representatives of the hospital employees of institutions run by MCD and the Delhi State Government and the Delhi State Government agreed to double the PCA in disagreement with the government of India notification in this regard.

We further would like to inform you that the meeting of the Departmental Council (JCM) of Ministry of Railways was held on 27-28.08.2009 and the issue of Patient Care Allowance was discussed. The outcome of the meeting is as follows:-

Item No.34/99:

Grant of Hospital Patient Care Allowance/Patient Care Allowance to Group-C & D employees (non-ministerial) in railway hospitals and dispensaries –

Official Side (Railway Board) agreed that the Patient Care Allowance would be continued till such time the matter of Risk Insurance is decided.

It is also understood that the nodal Ministry (Ministry of Health/CGHS) has not withdrawn the Patient Care Allowance till date.

Whereas in DAE, the Department asked the views of the Staff side through a letter to the Secretary Staff Side for which the Staff side Secretary after consulting all DC Members intimated that the PCA should be continued and as a second benefit Risk Insurance may be introduced to the Group C & D hospital/dispensary staff. Thereafter no discussion was hold by the DAE authorities either with the staff side of DAE Departmental Council (JCM) or with NFAEE.

Under this situation DAE supposed to present the consideration of calling the Staff side leaders/NFAEE right away and have meaningful exchange of views and explore an understanding as done in the case of Ministry of Railways. Also it is the responsibility of the Department to convey the views expressed by NFAEE/Staff Side DAE Departmental Council (JCM) to the nodal Ministry/DoPT

It is therefore request you to give necessary instruction to the officer concerned to continue the Patient Care Allowance Till such time of Government of India and the Nodal Ministry took concrete stand in this subject matter. We also request you to convey the views of the employees to continue the PCA to all eligible employees and not convert it into Risk Insurance.

Thanking you.

Yours faithfully,

Jayaraj.K.V
Secretary General

Thursday, September 10, 2009

CALL ATTENTION DAY - RESOLUTION

RESOLUTION

The general meeting of the employees of ---------------------- (name of the unit) held on 9th September 2009 noted with discernment of the dashed expectation of conciliatory approach your offices reciprocated on the said meeting in resolving the issues agreed in the meeting NFAEE office bearers had with your offices on 11th February 2009.

This meeting still hopes that the positive approach expressed during the meeting can become fruitful as the said meeting discussed the issues elaborately and the outcome of the meeting generated a lot of positive expectations.

This meeting thanks the efforts put forward by the department particularly by your offices and Additional Secretary, DAE for realisation of PRIS and Cadre Review.

The general meeting further noted that the following issues, discussed in the meeting held on 11th February 2009, are not resolved which was assured to consider favourably.

1. Permanent bilateral Machinery to have bilateral discussion with NFAEE on various issues
2. Pay parity with DOS, if the contention of inferior to DOS pay scales is right.
3. OTA revision for R&D and other non industrial units
4. Entry level pay for the Technical Staff in the pre revised pay of Rs4000 – 100 – 6000.
5. Cadre Restructuring of auxiliary staff to ensure the promotion benefit
6. Promotional norms for Canteen Staff
7. One more option to switch over from CPF to GPF
8. Merger of pay scales S2 & S3 as S2A (elongated pay scale)
9. Continuation of Transport Facility

After the meeting on 11th February 2009, it is understood that the Ministry concerned turned down the proposal to extend one more option to switch over from CPF to GPF and DAE communicated the continuation of Transport facility was not feasible by quoting just one argument placed by the Federation.

As directed by your offices NFAEE submitted detailed note on various issues to the officers concerned and the NFAEE office bearers made in person presentation with authorities concerned on the subject matters, your offices wished elaboration. Further the Federation office bearers also visited the offices of Additional Secretary, DAE and other officer in IR Section of DAE and explained the outcome of the meeting with officials concerned on the matters required fair deal, and justification of the weightage assigned to these issues.

This meeting noted with great concern that the unresolved issues and on the resultant implementation of PRIS and Cadre Review compounded the grievences of the employees.

In this changed scenario, this meeting felt that a detailed discussion at your level will only resolve the issues, otherwise the stop gap measures attempted/ attempting by the authorities concerned will multiply wrongness.

· For example the promotion of T/E to T/F1 is given in the same pay band and Grade Pay and in the administrative parlance, it can not be termed as promotion
· Likewise up gradation directive of government to award Group D personnel into pay band and Grade pay of Group C affecting the promotional hierarchy and the promotion avenues are punching.
· Likewise the posts of Sr. Clerk & Assistant and Purchase Assistant/Store Keeper & Sr. Purchase Assistant/Sr. Store Keeper in Administration and Purchase respectively denied the promotional benefit.
· The amended promotion norms defacto bracketed the Scientific Assistant as wasting cadre and denied them their chance of cadre change and worst, degraded the erstwhile Group A Scientific Assistants into Group B posts.
· On the issue of proper remuneration for the round the clock shift personnel manning all process are deprived of the Night Duty Allowance as well as NRPSA in actual and also in the case of Over Time Allowance for employees serving in non industrial units.

This meeting immensely feel that in alleviating the uncertainty on the implementation of awarded benefits, our department is none to other departments, but the spirit of your offices’ directive desire into action, not percolating to the lower most Group D employee of due pay and promotion.

With this diminishing conviction scenario, this meeting overwhelmingly felt that the concrete solutions to these issues listed on the fall out of other developments like PRIS, Cadre Review, Classification of posts etc require your kind attention and fair remedy. To score this remedy, this meeting seek earliest discussion with NFAEE as the euphoria of the positive atmosphere generated by your office on 11th February 2009 shall not go empty.

This meeting further calls upon the Director/Chief Executive (as the case may be), ------------- (name of the unit) to make all out efforts to arrange a meeting with Chairman AEC for immediate bilateral discussion with NFAEE to resolve the issues.

(President)

Saturday, August 29, 2009

Ref. No: nfaee/sg/09/144 07.08.2009

To

The Secretary
Trombay Council
BARC
Trombay, Mumbai 400 085

Sub: Revision of the Pay Scales, promotion norms etc

Sir,

The discrimination and anomalies arised out after the implementation of the recommendations of the Sixth Central Pay Commission was discussed with the Secretary DAE on 11th February 2009. In the meeting Secretary DAE assured to review the pay structure, if the pay structure of the Technical Staff of DAE is inferior to that of Department of Space and suggested to submit the views to the Department. Accordingly a comprehensive proposal was prepared by NFAEE and submitted to the Department and had discussion with the Controller BARC and Dr. Suri, Director Material Group in the month of July.

In the meeting we pointed out various anomalies created after the implementation of SCPC recommendation as well as the revision in the promotion norms introduce by the department based on the recommendations of Trombay Council.

The decision taken by the Trombay Council to overcome the short comings of SCPC recommendation widened the discrepancies/anomalies. In the meantime there are certain Office Memorandums issued by nodal ministries in the form of modified ACP, upgradation of various Pay scales to ensure the vertical horizontal relativity, creation of new pay at the level of HAG to upgrade the pre revised pay scale of 22400 – 24500, etc etc.

To present all these issues in person, we would like to have a meeting with you at the earliest hence we request you to give an appointment preferably in the next week end.

Thanking you.

Yours faithfully,

(Jayaraj.K.V)
Secretary General

Ref.No:nfaee/sg/09/150 27.08.2009

To

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

Sub: Bilateral discussion- Formal Meeting - Requested

Sir,

On 11th February DAE has convened a meeting with the Office Bearers of National Federation of Atomic Energy Employees (NFAEE) with your offices. The meeting elaborately discussed various issues and your offices agreed upon for arranging a permanent bilateral machinery to have periodical discussion. Also your offices suggested to submit our suggestion on Pay revision, Parity with Space etc to the Department and to initiate discussion with Dr. Suri, Director Material Group, BARC and the Controller BARC who are assigned to coordinate the implementation of SCPC recommendations in DAE.

Accordingly we submitted our suggestions and had two meeting with the Controller BARC and Dr. Suri. But no fruitful discussion could carry out with them and hence the issue pertaining to pay fixation, anomalies, promotion norms, increments, etc still pending as unresolved.

To make the matter worse revision of promotion norms for Technical Staff further widened in the arena of career progression and the resulting discrepancy affected the senior most employees who rendered their majority part of their living to the department and regrettably Department not ready to consider their contribution.

At the same time by one way or other our counterpart Scientific Community at the high level getting roll-over prize one after another. The recent creation of HAG grade in lieu of Grade Pay 12000 is another leap.

Following issues were discussed in the meeting held on 11th February 2009 but still unresolved

1. Permanent bilateral Machinery to have bilateral discussion with NFAEE on various issues
2. Pay parity with DOS, if the contentions of inferior to DOS pay scales are right.
3. OTA revision for R&D and other non industrial units
4. Entry level pay for the Technical Staff in the pre revised pay of Rs4000 – 100 – 6000.
5. Cadre Restructuring of auxiliary staff to ensure the promotion benefit
6. Promotional norms for Canteen Staff
7. One more option to switch over from CPF to GPF
8. Merger of pay scales S2 & S3 as S2A (elongated pay scale)
9. Continuation of Transport Facility
In the mean time the PRIS is introduced. In the name of clarification DAE directed to deduct the PRIS in proportion to the Earned Leave availed in the current year though the criteria for award of PRIS is based on mandatory ceiling on working days and grading of the Confidential Report of the previous year.

Similarly after the implementation of Second Cadre Review, anomalies have been created by deviating from the analogy adopted during the implementation of 1stCadre review. The basic concept of Cadre Review is to create promotional avenues to the incumbents by generating promotional avenues. This concept fails when the posts created by Cadre review filled by recruitment from open markets

All these issues are pending for decision and the delay causing concern.

The NFAEE Working Committee meeting held at Chennai on 11th August 2009 resolved to urge the Secretary DAE to intervene and to initiate bilateral discussion immediately to resolve these pending issues. Hence, on behalf of the NFAEE Working Committee I request you to give an early appointment in the month of September 2009 to discuss and settle all pending issues amicably and to maintain the quiet environment in the industrial relations

Issues warranting is attached herewith as Annexure

Expecting a reply with an early appointment for discussion.

Thanking you.

Yours faithfully,

(Jayaraj.K.V)
Secretary General

Annexure

Issues warranting discussion with Secretary DAE

01. Permanent bilateral Machinery to have bilateral discussion with NFAEE on various issue

02. Discrepancies in the Pay Scales and other facilities after the implementation of SCPC recommendations:

a. Pay parity with DOS, as the pay scale of DAE is inferior to DOS pay scales.

b. Protection of fixation benefit on promotion in the merged pay scales in the cases of Assistants, Scientific Assistant B, Tradesman F, and other equivalent post.

c. Adverse promotional norms issued by DAE/TC which are detrimental to the career and benefits of the Technical Staff.

d. Cadre restructuring of auxiliary staff to ensure the promotion benefit.

e. Continuation of Transport Facility.

f. Clarification Order issued by DAE to deduct the PRIS in proportion to the Earned Leave availed in the current year.

03. Entry level pay for the Technical Staff in the pre revised pay of Rs4000 – 100 – 6000.

04. OTA revision for R&D and other non industrial unit.

05. Promotional norms for Canteen Staff.

06. One more option to switch over from CPF to GPF.

07. Merger of pay scales S2 & S3 as S2A (elongated pay scale).

08. Removal of anomalies created on Cadre Review Implementation.

09. Uphold the Solomon affidavit given by DAE in the Supreme Court to maintain status, pay & allowances of Scientific Assistants on par with the Scientific Officers in the corresponding grades.

LETTERS FROM HQ

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

Ref.No:nfaee/sg/09/105 08.06.2009

To

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

Sub: Revised Promotion Norms - Regarding

Sir,

Kindly recall the meeting held on 11th February 2009 with the Office bearers of NFAEE. In this meeting, it was affirmed that any modification in the promotion norms for scientific and technical staff based on the recommendations of Sixth Central Pay Commission would be in favour of all section of the employees. In the meeting it was also assured that care would be taken to ensure the pay structure as well as the promotional avenues better than that of similar Departments like Department of Space.

It is understood that the promotion norms have been altered with effect from 2009 and in which various departure in the existing promotion norms are being reported. Some of the adverse impact of the changes norms in conjunction with the implementation of Pay revision are:-

· Not only numbers of residency periods have been increased, but also for normal promotion also residency period has been increased.

· Track change has been interlaced with additional qualification.

· A new concept of Technical Officer (TO) has been introduced to those acquiring additional qualification instead of promoting them as Scientific Officer by which tagged employees of TO be barred from growing with shoulder to shoulder in our premier institution.

· Despite acquiring additional qualification, a qualifying examination has been put in for calling for an interview.

· Scientific Assistant ‘E’ has been degraded by treating as Group B which was till now categorized as per Gazette notification as Group A.

· The pay of Scientific Assistant ‘B’ has been reduced to that of Scientific Assistant ‘A”

It is pertinent to note here that in the past a good number of scientific assistants become scientific officers and competed with the direct recruited scientific officers as well as scientific officers appointed after training form the Training school and demonstrated at par or far better performance and maturity during their service period.

The concept evolved by the department was solely based on the performance and not on the back ground of the employees to attract. Talented technicians and scientific assistants who have been given chances to grow and their contribution towards the institution were much higher.

But the recent revisions in the norms are very much discriminatory and produced lot of resentment among the employees which, we fear, will not only hamper the progress of the work but also will naturally disturb the existing working arrangement/atmosphere in the organization. It is awfully much disappointed to note that that the revised norms obliquely terming - a Scientific Assistant with a first class graduation in Science stream or a Diploma with 12 – 15 years experience in this premier institution cannot be comparable with a fresh M.Sc or an Engineering graduate.

This alteration is really gloomy. Scientific assistants could not go for higher studies before joining the service due to their financial and other constrains.

By launching such changes in the promotion norms, the department itself violated the commitment given before the highest judiciary that there will not be any loss of status, position or for that matter of any financial loss even at distant future.

It is significant to make a note that the Sixth Central Pay Commission (SCPC) has opined that the scientific departments to do lot more to the scientific and technical staffs who are engaged in assisting the scientists and engineers who are involved in the R&D activities. The intention of these recommendations is to encourage the technical staff and scientific assistants, government/departments by way of more beneficial norms for recruitment and promotion.

But in reality, our department has come out with an unfair revised norms which taken away all existing facilities and not extended a single advantage to these categories of employees.

It is very sad on the part of the Department not even showing time and patience to have interaction with similar departments like Department of Space, Defence Research & Development Organisation, etc.

Let we place on record that the new promotion norms in the present form is highly partial, unfair and discriminatory as it virtually blocked permanently the channel of track change of Scientific Assistants to Scientific Officer (Now as -Technical Officer). Further it is violative to the affidavit filed by the Department in Court of law. NFAEE requests you to put on place a uniform promotion policy without any discrimination and also to restore the old promotion norms inclusive of track change without of loss of time.

NFAEE also requests you to give necessary instruction to put on hold the norms in operation till a hearing is given to this Federation and the affected parties

Thanking you

Yours faithfully,

(Jayaraj.K.V)
Secretary General

Cc: The Director
BARC &
The Chairman
Trombay Council

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

Ref.No: nfaee/sg/09/106 10.06.2009

To

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

Sub: Performance Related Incentive Scheme (PRIS) - Clarification

Sir,

Department of Atomic Energy vide OM No. 1/1/ (5)/2008-SCS/284, 285 & 286 dated 5th May 2009 introduced Performance Related Incentive Scheme (PRIS) in DAE. The payment of incentive has been started in all DAE units along with the salary for the month of May 2009 and the disbursement of arrears for the months from September 2008 to April is in full swing.

In the meantime a clarification has been issued by DAE vide their OM No. 1/1(5)/2006 – SCS/1346 dated 4th June 2009. It was mentioned that the clarifications are issues as certain units have sought regarding various aspects of grant of organizational incentives.

In these clarification we feel the Department made two clarifications and contradictory to the Scheme announce by the Government of India for Department of Atomic Energy & Department of Space. Following are the contradictory clarification regarding PRIS:

For the point of doubt whether an employee who is on EOL partly in a month will be eligible for incentive for the whole month, the clarification has been given that No, The incentive will be paid only for the period when he is on duty. (Sr. No 4 of the clarification)

Similarly for the point of doubt whether this incentive is to be paid proportionately when an employee avails Earned Leave / half Pay leave partly in a month the clarification given has been given that Yes. The incentives is payable proportionately when an employees avails Earned Leave / Half Pay Leave for part of a month. (Sr. No 6 of the clarification)

The above two clarification is against the spirit of the Office memorandum issued by DAE on 5th May 2009

The brief description on Organizational Incentive as per the Office Memorandum issued by the Department of Atomic Energy vides their OM No. 1/1/ (5)/2008-SCS/285 dated 5th May 2009 shall be:

· Organizational Incentive to be awarded to all personnel of DAE, payable monthly basis with effect from 1st September 2008, based on the achievement of set of mission goals and review of overall performance of the Organization once in five years by the Atomic Energy Commission.

· The Organizational Increment shall be in the form of Special Allowance at the rate of 20% of the basic pay i.e., pay in the Pay Band plus Grade Pay payable on a monthly basis to all the personnel of DAE and its constituent units based on accomplishment of various objectives.

· The grant of this allowance is for a period from 01.09.2008 to 31.08.2013 and the same is subject to review by Atomic Energy Commission (AEC) at an appropriate time for its continuation.

· The payment of this allowance to the personnel of DAE and its constituent units during any financial year will be subject to the following conditions:

a) The employee should have minimum attendance i.e., not less than 150 working days during the preceding calendar year. Leave period on account of Maternity, medical grounds and for approved course of studies will also be counted for attendance for this limited purpose. However, for the half year 2008 – 09 the working days required would be 75.

b) The final grading of the employee in the Confidential Report of the preceding calendar year should be “Average” or above.

· The grant of Special Allowance shall be withdrawn immediately under the following circumstances:

a) On initiation of disciplinary proceedings and/or placing an employee under suspension. However grant of allowances shall be restored with retrospective effect, if the employee is exonerated of all charges.

b) Employees not serving the DAE on account of taking up any other assignment outside DAE.

· The Special Allowance shall be a separate element and will not be treated as part of the basic pay for any purpose like HRA, DA, Transport Allowance, Pension, etc.

From the above it can be seen that the Organizational Incentive shall be in the form of Special Allowance at the rate of 20% of the basic pay i.e., pay in the Pay Band plus Grade Pay payable on a monthly basis to all the personnel of DAE and its constituent units based on accomplishment of various objectives.

And also can see that the payment of this allowance to the personnel of DAE and its constituent units during any financial year will be subject to the following conditions:

a) The employee should have minimum attendance i.e., not less than 150 working days during the preceding calendar year. Leave period on account of Maternity, medical grounds and for approved course of studies will also be counted for attendance for this limited purpose. However, for the half year 2008 – 09 the working days required would be 75.

b) The final grading of the employee in the Confidential Report of the preceding calendar year should be “Average” or above.

As per the OM dated 5th May 2009, it is clear that Organizational Incentive shall be 20% of the pay in band plus the Grade pay and it is not linked with the day worked in the current year. Where as the conditionality shall be the minimum attendance and CR grading for the previous financial year. In short if the criteria stipulated for the previous years performance is met by an employee, he/she is eligible for organizational incentive @ 20% of the basic pay on monthly basis in the current financial year. In such case there is no logic to consider the leave taken in a particular month in the current year for calculating the basic pay of an employee. The incentive is sanctioned based on the performance of the previous year and not the days attend duty for the current year. The attendance of the current year shall be counted for granting Departmental Incentive for the coming year.

It is worth to mention here that no such “clarification” has been issued by Department of Space for calculating the quantum of money to be paid monthly as Organizational Incentive. It is also pertinent to note here that the PRIS is introduced in DAE as well as DOS based on the same Office Memorandum issued by Department of Expenditure in the month of January 2009.

Under these circumstance NFAEE request you to give necessary instruction to the Deputy Secretary to withdraw the clarification No. 4 & 6 from the OM No. 1/1(5)/2006 – SCS/1346 dated 4th June 2009.

Thanking you.

Yours faithfully,

(Jayaraj.K.V)
Secretary General

Ref.No:nfaee/sg/09/113 22.06.2009

To

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

Sub: Introduction of Tuition fee in AEES Schools.

Sir,

Please refer our letter No. nfaee/sg/09/056 on Revision of School Fees for DAE employees in AEES The staff side had a meeting with the Joint Secretary (R&D) on 19th April 2009, on the captioned subject and conveyed the concern to him. Though he agreed to consider the issues raised by the Federation and other affiliated unions and associations in this regard, no action has been initiated to review the increase in the fees till date. Prior to that the staff side had a meeting with the Chairman AEES on 16th April 2009 and requested him not to implement the decision to introduce the tuition fee in the AEES schools.

We once again would like to bring to your notice that:

1. The Schools under AEES are fully aided by Department of Atomic Energy
2. The Schools under AEES are following the pattern of Kendriya Vidhyalay Sangathan (KVS) where no fee hike is proposed.
3. Kendriya Vidyalayas are not charging any extra fee to the “any other category” (corresponding to the Non-DAE wards) i.e. the fee charged to the wards of the Central/State Government employees are same to the other category wards.
4. The huge amount collected through fees will lead to reduction in the Aid/funding by DAE and a stage may come to enhance the fee structure at a later stage.
5. As done in the case of abolition of the CCA by Sixth CPC which was introduced by 4th CPC, if the Educational Allowance withdraws in the future, there is no guarantee for withdrawal of the tuition fee
6. Since the Educational allowance is restricted to two children, no imbursement is entitled for the third child
7. In the recent Judgment of Hon’ble Mumbai High Court with respect to the increase in tuition fees in schools, the proposal of the management has been turned down. It is pertinent to note here that these schools are unaided schools even then the court has not accepted the proposal for increase in fees.
8. AEES should have introduced extra curricular activities by involving professionals in the respective field to enhance the talents of AEES students instead of introducing tuition fee.
.
As there was no action from the Department/AEES the parents was forced to show their protest against the unilateral decision to introduce the fee structure in AEES School and accordingly the parents of the wards of AEES schools in Mumbai decided to hold protest meeting on 24th June 2009 in front of AEES. Similar protest meeting shall be held during the period of 25th – 27th June 2009 in all DAE units wherever AEES Schools are functioning.

In the view of the above we once again request you to give necessary instruction to the concerned authorities to withdraw the introduction/hike of tuition fee for DAE and Non-DAE ward’s respectively. It will be highly appreciated that the decision in the above request is communicated to this Federation

Thanking you,

Yours faithfully,

(Jayaraj.K.V)
Secretary General

Ref. No: nfaee/sg/09/126 18.07.09

To

The Hon’ble Minister for State
Prime Ministers’ Office,
Govt. of India,
North Block, New Delhi 110 001

Sub: Grievances of DAE employees

Respected Sir,

At the outset the National Federation of Atomic Energy Employees (NFAEE), convey our heartiest greetings and best wishes to you for your induction in the Government and retain the portfolio as well as giving additional responsibility. NFAEE is the recognised Federation represents more than 15000 of the non gazetted employees working in various establishments of Department of Atomic Energy (DAE) across the country. Being our Department, DAE, is coming directly under the Hon’ble Prime Minister, we hope that you will take care of the issues pertaining to the employees of DAE.

NFAEE express the sincere gratitude on behalf of the whole DAE employees for your sincere support to extend the PRIS to DAE employees, to get the approval for 2nd Cadre Review for administrative and auxiliary staff, etc.

At the same time there are certain grievances still pending as unresolved. We would like to submit the following points for your kind consideration and favorable orders:

(1) Parity in pay structure of scientific & technical staff with that of Department of Space.
(2) New Promotion Norms.
(3) PRIS- Regular Leave- Clarification.
(4) Introduction of Tuition Fee in AEES schools.

I. PARITY IN PAY STRUCTURE WITH DEPARTMENT OF SPACE:-

The pay structure of Scientific & Technical staff of Department of Atomic Energy is low compared to that of Department of Space, though both the departments coming under the same ministry and having the same nature of activities such as Research & Development as well as dealing with the strategically related need of the country related to national security. Since both departments continue with the Flexible Complementing Scheme for Scientific & Technical Staff (merit promotional scheme) from the day of their inception, they are suppose to be adopted identical pay structure specified by Govt. Of India but while implementing the pay structure DAE has adopted inferior pay structure for their staff compared to that of Department of Space. This issue was discussed with the Department in the meeting held on 11th Feb 2009 with the Secretary DAE and the Office bearers of the NFAEE. In the meeting DAE was asked the Federation to submit brief note on all facts and assured that if the pay structure for DAE employees are lesser than that of DOS employees, the Department will bring parity with the scale of pay of DOS. Accordingly NFAEE has submitted their brief about recruitment norms, promotion norms, etc in the month of May 2009.

It is pertinent to note here that while implementing the revised pay scale recommended by FIFTH CENTRAL PAY COMMISSION (FCPC) in the year 1996 itself the Department selected inferior pay structure for Scientific & Technical Staff of DAE by overlooking the directives of the Ministry of Personnel, Public Grievances & Pension. Vide their OM No2/41/97 – PIC dated November 1998 DoPT mentioned that the existing scheme of merit based promotion system covering the groups A, B & C personnel, as presently applicable in the Department of Atomic Energy, Department of Space and DRDO shall continue. The said OM further recommended the Rs 8000 – 275 – 13500 as the revised pay scales as per FCPC for the grade of Scientist B. Accordingly Department of Space introduced the pay scale of Rs 8000 – 275 – 13500 for Scientific Officer B. Also the same scale has been extended to Scientific Assistant D who was promoted from the post of Scientific Assistant C as well as to the Senior Technician to maintain the vertical & horizontal relativity.

Whereas, in DAE by deviating from the above mentioned OM of Ministry of Personnel, they introduced an intermittent Scale Rs 7450 – 250 – 11500 for Scientific Officer B. The same intermittent scale has been extended to the Scientific Assistant D and Technician H who got promotion under Flexible Complemented Scheme. By the negligence of DAE authorities, the Scientific & Technical personnel are already in an inferior pay structure since 1996. It will be further inferior in pay, if a correction has not been done now.

NFAEE request you to give necessary instruction to the Department to take all appropriate steps within a time frame to rectify the discrepancies and to ensure justice to the employees of this prestigious department while considering the demand of parity with the pay structure of the employees of Department of Space.

II. PROMOTION NORMS OF DAE EMPLOYEES:-

The promotion norms of Scientific & Technical Staff have been altered with effect from 2009 and in which various discrepancies are being reported. Some of the adverse impact of the changes in norms in conjunction with the implementation of pay revision likes:

· Number of residency period has been increased.
· Track change has been interlaced with additional qualification.
· Junior Employee is overriding senior.
· Merged pay structure retained in the promotion hierarchy till 2009 with same grade pay for the promotional post.

In the case of Technicians (the then tradesman of the Department) as well as that of Scientific Assistants the residency period for getting promotion has been increased. Earlier there was an opportunity for the Scientific Assistants to consider for track changing into the grade of Scientific Officer (gazetted status) from their second or third promotion onwards. The same has been taken away by the revised norms. The facility to get gazetted post is continuing in the departments like Railways, CPWD, DRDO, DOS, etc. Even in the administrative side of the DAE the conversion from non gazetted to gazetted is continues. Without considering the impact of the merger of the promotional post, DAE merged the promotional post. It is worth to note here that while issuing the Modified Assured Carrier Progression Scheme by the Ministry of Personnel, they taken care to retain the benefits of the promotion to those who got ACP till the date of issue of the OM on issue of the modified ACP by giving the higher grade pay in the hierarchy to those employees in the higher scale of the merge scale. But in DAE without considering the consequence of the effect of the merger they simply recommended pay structure based on the promoted posts. Moreover to cover the mistake, different bench mark has been recommended for considering the promotion which is likely to give the result of junior employee overrides the senior.

By introducing such changes in the promotion norms, the department it self violated the commitment given before the Court of Law that there will not be any loss of status, position or for that matter of any financial loss over at distant future. But in reality our department has come out with an unfair revised norms which taken away all existing facilities and not extended a single advantage to these categories of employees.

Hence it is requested you to give necessary instruction to the Department to Review the promotion norms so that the above mentioned discrepancies in the modified promotion norms shall be removed, and shall be ensured the promotional avenues be similar to that of the Department of Space, etc.

III. PRIS- REGULAR LEAVE- CLARIFICATION:

Department of Atomic Energy vide O.M. No. 1/1/(5)/2008-SCS/284,285 &286 dated 5th May 2009 introduced performance Related Incentive Scheme (PRIS). The payment of incentive has been started in all DAE Units along with the salary for the month of May 2009. The PRIS is extended based on the performance of the employees in the previous year by considering their attendance and the CR grading. A minimum 150 days attendance along with CR grading of “Average” above is necessary to get the PRIS @ 20% of the Pay in the ensuing year.
A similar Scheme has been introduced to the employees of Department of Space also during the same period with identical conditions.

In the mean time a clarification has been issued by DAE vide their O.M. No. 1/1/ (5)2006-SCS/1346 dated 4th June 2009. The clarifications are contradictory to the Scheme announced by the Government of India for DAE & DOS the following are clarifications regarding PRIS.

For the Point of doubt whether an employee who is on EOL partly in a month will be eligible for incentive for the whole month, the clarification has been given that No, The incentive will be paid only for the period when he is on duty. (Sr. No 4 of the clarification)

For the Point of doubt whether this incentive is to be paid proportionately when an employee avails Earned Leave / half pay leave partly in a month the clarification given has been given that. Yes. The incentive is payable proportionately when an employees avails Earned Leave/ Half pay leave for part of a month (Sr. No. 6 of the clarification).

As per the OM dated 5th May 2009, it is clear that Organizational Incentive shall be 20% of the pay in band plus the Grade pay and it is not linked with the day worked in the current year. Where as the conditionality shall be the minimum attendance and CR grading for the previous financial year. In short if the criteria stipulated for the previous years performance is met by an employee, he /she is eligible for organizational incentive @ 20% of the basic pay on monthly basis in the current financial year. In such case there is no logic to consider the leave taken in a particular month in the current year for calculating the basic pay of an employee. The incentive is sanctioned based on the performance of the previous year and not the days attend duty for the current year. The attendance of the current year shall be count for granting departmental Incentive for the coming year.

It is worth to mention here that no such “clarification” has been issued by Department of Space for calculating the quantum of money to be paid monthly as Organization Incentive. It is also pertinent to note here that the PRIS is introduced in DAE as well as DOS based on the same Office Memorandum issued by Department of Expenditure in the month of January 2009.

Hence, NFAEE request you to give necessary instruction to the Department to withdraw the clarification No.4 & 6 from the OM No. 1/1(5)/2006-SCS/1346 dated 04.06.2009 and extend the Incentive as being given to the employees of Department of Space.

IV. INTRODUCTION OF TUITION FEE IN AEES SCHOOLS:

Atomic Energy Education Society (AEES) has been introduced tuition fee @ Rs 500/- per month for the wards of DAE employees and the hiked the tuition fees from Rs 750 to Rs 1500 for the wards of Non-DAE employees in the schools under the AEES.

· The Schools under AEES are full aided by DAE, the schools under AEES are following the pattern of Kendriya Vidhyalay Sangathan (KVS), and where as KVS are not charging any extra fee to the “any other category” (corresponds to Non DAE wards) i.e. the fee charged to the wards of the Central/State Government employees are same to the other category wards.
· The Schools under the administrative control of Department of Space also not introduced new fees or hiked the fees for the wards of the non DOS employees.
· The huge amount collected through fees will lead to reduction in the Aid/ funding by DAE and a stage may come to enhance the fee structure at a later stage.
· The Child Educational Allowance is extended to all government employees whose wards are studying, where as the impact of the introduction of the fees has to be barred by the parents of non SC – ST boys child.

In view of the above, NFAEE request you to give necessary instruction to the Department to withdraw the introduction/ hike of tuition fee for DAE and Non DAE ward’s respectively and refund the fees paid by the parents towards their wards.

V. UNIFORMITY ON IMPLEMENTATION OF GOVERNMENT DECISIONS IN DAE – DOS

On various occasions we brought to the notice of the Department the different approach adopted by the DAE authorities on implementation of the decisions of the government pertaining to DAE. The selection of Pay scales, Implementation of Flexible Complementing Scheme, Introduction of Tuition Fees in the Schools running by the Department, Payment of Performance Related Incentive Scheme (PRIS), Extension of Medical facilities – Contributory Health Service Scheme (CHSS), Staff Relation and Welfare Activities etc are some issues where the DAE adopted different approach than that of DOS by which the DAE employees are getting inferior treatment comparing the employees of Department of Space.

Hence NFAEE request you to give instruction to ensure uniformity on implementation of government decision on various issues related to employees.

We once again humbly request you sir to kindly look into the above mentioned issues and do the natural justice for which act of yours, we shall remain grateful.

Thanking you,

Yours faithfully,

(JAYARAJ.K.V)
Secretary General

Thursday, November 12, 2009

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