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Sangam

To disseminate information to the employees working in the offices of AG(civil audit), (comml&receipt audit), tamilnadu &pondicherry reg their service conditions, organisational developments. To create a community network to share views, information etc.,

Wednesday, 10 March 2010

உங்கள் பேச்சுக்கள் ரெக்கார்டு செய்யப்படுகிறது

நீங்கள் மற்றவரிடம் மொபைலில் பேசும் எதிர் முனை பீப்... பீப்...பீப்... என்ற ஒலி கேட்கிறதா என்று பாருங்கள் அப்படி ஒரு ஒலி கேட்டால் உங்கள் பேச்சுக்கள் ரெக்கார்டு செய்யப்படுகிறது என்று அர்த்தம். முடிந்தவரை அப்போதே உங்கள் தொடர்பை துண்டியுங்கள்.

Tuesday, 9 March 2010

Agenda for next meetinh of the National Council, JCM

Agenda Points for 46th Meeting of National Council (JCM) from BPMS Member, National Council (JCM) Mr.M.P.SINGH

Kindly refer your D.O. No. 3/2/2009-JCA Dated 30th Nov, 2009 whereby it has been intimated that the 46th meeting of the National council (JCM) is scheduled to be held on 16th January, 2010 under the Chairmanship of Hon`ble Cabinet Secretary.

In this meeting, I would like to submit following points on behalf of my federation BPMS, which needs the attention of the meeting for the welfare of the employees.

1. DISPARITY IN THE FORMATION OF PAY BAND / SCALES

Central Govt. Employees as well as Federations were confident that a similar Pattern would be adopted by the 6th CPC and Review Committee, in the formation, of Pay Scales, irrespective of the Cadre of workers and Officers. After thorough study of the Pay Structure, it is observed that the structure of Pay bands of PB-1 to PB-4 has been formulated with multiplying factor. But it is found that this factor has not been applied in all the Pay bands uniformly.

The Multiplying factor from PB- 1 to PB- 3 is found to be 1.86 (Approx) and for PB-4 it comes to 2.61 (Approx). This disparity has increased the Min. & Max Ration in the Pay Scales of the lowest employees and the highest, officer. This has created great resentment among the workers. It is a great un-justification with the Central Govt. employees.

This Federation strongly demands that this disparity should be removed to console the Central Govt. employees and a multiplying factor of 2.61(Approx) should also be applied for Pay Band PB- 1, PB-2 & PB-3.

2. ASSURED CAREER PROGRESSION (ACP) SCHEME

It is submitted that the Govt. of India has introduced the ACP scheme vide  No.35034/1/97- Estt (D) Dated 09.08.1999 on the recommendation of Fifth Central Pay commission to provide ‘Safety Net’ to deal with the problem of genuine stagnation and hardship faced by the employees duet to lack of adequate promotional avenues. As per instructions, the Government employees are granted financial upgradations after completion of 12 & 24 years of regular service and the mobility under ACPS are to be allowed in the ‘existing hierarchy’. Since the benefits of upgradation under ACPS are to be allowed in the existing hierarchy, the mobility under ACPS shall be in the hierarchy existing after merger of pay scales by ignoring promotions. For granting financial upgradation, if such cadre/hierarchy exists in the Ministry/Department concerned, the upgradation

maybe allowed in keeping with the pay scale of an analogous grade of a cadre/post in the same Ministry/Department. However, if no such grade exists in the Ministry/Department concerned, comparison may be made with an analogous available in other Ministries / Departments.

Further your kind attention is invited to the Resolution published in Gazette of India on 29th August 2008 which also deals with recommendations of Sixth Central Pay Commission on Assured Career Progression Scheme and the para 1. says that the Government employee will be granted 03 financial upgradations after completion of 10, 20 & 30 years of service and para. (iii) accepted by Govt. of India reads as under:-

“(iii) The grade pay shall change at the time of financial upgradation under this scheme (MACPS). The grade pay given at the time of financial upgradaion under MACPS will be the immediate next higher grade pay in the hierarchy of revised pay bands and grade pay being recommend. Thus, grade pay at the time of financial upgradation under ACPS can, in certain cases where regular promotion is not between two successive grades, be different than what is available at the time of regular promotion. In such case, the higher grade pay attached to the next promotion post in the hierarchy of the concerned cadre/organixation will be given only at the time of regular promotion.”

In such circumstances, the wish of the Govt. of India to grant 03 financial upgradation for betterment of its employees in thirty years service span will not be culminated through MACP Scheme as it is disadvantageous in comparison to erstwhile ACP Scheme particularly for the employees in Pay Band -1 as the MACPS will grant different Grade Pay to the employees of same cadre and post.

Therefore you are kindly requested to issue necessary instructions whereby the granting of benefits of ACP in vogue may be continued with modification that 03 financial upgradation will be granted on completion of 10, 20 & 30 years in the such cadre/hierarchy exists in the Ministry/Department and if no such grade exists in the Ministry/Department concerned, comparison may be made with an analogous grade available in other Ministries/Departments.

3. PROMOTIONAL BENEFITS

It is observed that there will be a very small / meager financial benefit to a Group ‘C’ Employees on his promotion. Group ‘C’ employees in the Pay Band of Rs.5200 – 20200 when promoted after a service of five years then at the time of his promotion his basis pay would be Rs.6040 (Approx). On his promotion he will get a benefit of one increment of 3% i.e. Rs.180 and additional Grade Pay of Rs.100 only, thus total financial benefit comes to Rs.280, which is a very meager amount when compared with the employees of PB-2 & PB-3 Pay Band.

It is worth to mention here that two additional increments to be granted at the time of promotion to officers of Indian Administrative Services as per Resolution issued by MoF on 29th August, 2008.

Considering the above this federation demands that two increments or a minimum of Rs.1000, whichever will be higher, should be enhanced in the Basic Pay of the Minimum paid employee.

4. INCREMENTAL BENEFIT

Your attention is invited to the para 2 (iii) of the letter No. G.O.I. MF., DoE, (Implementation Cell), F.No.1/1/2008-IC Dt. 30.08.2008 on the subject matter, which deals with granting the next increment in the revised pay structure is as under:-

“In terms of the CCS(RP)Rules, 2008, there shall be uniform date of increment i.e.1st July of the year after implementation of the revised pay structure. Consequently, will be drawn in the pre-revised scale and pay fixed in accordance with the tables after including this increment. The next increment in the revised pay structure in such cases will be drawn on 1st July, 2006.”

Further Rule 10 of CCS (RP) Rules, 2008 is an under:-

“….. Employees completing 06 months and above in the revised pay structure as on 1st July will be eligible to be granted the next increment. The first increment after fixation of pay on 01.01.2006 in the revised pay structure will be granted on 1.7.2006 for those employees for whom the date of next increment was between 1st July, 2006 to 1st January, 2007.”

The above is creating dilemma whether the employees whose date of next increment falls between 01st Feb, 2006 and 01stJune, 2006 will also be eligible to be granted their next increment on 01st Jan, 2006. If not, they will be eligible to be granted their next increment on 01st July, 2006 and this will violate the provisions of F.R.26 which confers the right to be granted next increment on completion of 12 months and as per FR 24 as increment shall ordinarily be drawn as a matter of course unless it is withheld.

Therefore you are kindly requested to remove the anomaly so that the employee may be granted the next increment on 1st January to whom those were drawing their increment between July to December of the year.

5. MERGER OF PAY SCALE OF Rs.3050 – 4590 with Rs.3200 – 4900 and Rs.4000 – 6000 with Rs.4500 – 7000

The industrial workers are being recruited in the Semi-Skilled grade against the sanctioned post of Skilled grade in the pay scale of Rs.3050-4590. Such employees have the educational qualification of Matriculation with Science & Mathematics plus they have to undergo training for 03 or 04 years as per Trade Apprentice Act. It seems injustice to grant the pay scale of Rs. 3050 – 4590 to the Skilled employees as they have to perform the highly sensitive operations on the CNC machines, metallurgical operation, work on optical and electronics equipments, chemical process with hazardous operation.

The pay scale of Ministerial Category i.e. Clerks and Store Keepers should be revised. At present the Pay Scale of LDC (Lower Divisional Clerk) & Store Keepers have been equated with cooks, L.H.Fireman and Drivers, causing thereby demoralization in this category. This category is performing sophisticated, Tedious & highly complicated and sensitive jobs i.e. Recruitments, Posting / Transfers, DPC, Defending Court Cases. Parliament Questions, Welfare, Labour Relation Work, Financial Implications viz. GPF A/c’s maintaining records of Advances, Pension / Retirement Terminal Benefits, Facing Audit Objections, Procurements , Preservations, Control on Material Movement, keep safe the inventories etc. etc. On the same analogy, the incumbents like Highly Skilled trades man, UDC, Supervisors (Non – Tech.) & equivalent are also eligible to be granted the higher pay scale of Rs. 4500 – 7000 from Rs.4000 – 6000 due to their job responsibilities.

It is urged to merge the pay scale of Rs. 3050 – 4590 with Rs.3200 – 4900 and the pay scale of Rs. 4000 – 6000 with Rs.4500 – 7000 in the pre-revised with grade pay of Rs.2000 & Rs.2800 respectively.

6. UPGRADATION FROM PROPECTIVE DATE

After perusal of the Gazette Notification it is found that under Part B section sub para it is very clearly mentioned that the pre-revised pay scales of Rs.5000 – 8000, Rs.5500 – 9000 and Rs.6500 – 10500 which presently constitute feeder and promotion Grades will come to lie in an identical grade. With the provision given in the Gazette, the posts in the scale of Rs.5000 – 8000 and Rs.5500 – 9000 should be merged, with the post in the of Rs.6500 – 10500, being upgraded to the next higher grade in pay band-2 i.e. to the grade pay of Rs.4600 corresponding to the pre-revised pay scale of Rs.7450 – 11500, the post upgraded from the scale of Rs.6500 – 10500 should be merged with the post in the pay scale of Rs.7450 – 11500.

Further it is mentioned under sub-para-(iii) of section I that ‘posts in the scale of Rs.6500-10500 Carrying minimum qualification of either Degree n Engineering or a Degree in Law should also be upgraded in the pays scale of Rs.7450 – 11500 corresponding to the revised pay band of Rs.9300-34800 along with grade pay of Rs.4600. It has very specifically been mentioned that ‘post of scientific staff in the scale of Rs.6500-10500 Carrying minimum qualification of Engineering Degree or a post Graduate Degree should also be upgraded and placed in the pay scale of Rs.7450-11500 corresponding to the revised pay band PB-2 of Rs.9300-34800 along with grade pay of Rs.4600. The Gazette Notification has ordered the effectiveness of the revised pay scales along with financial benefits w.e.f.1.1.2006, but lately on the contrary MoD vide its I.D. No.11(1)/2008-D(Civ.l) dated 10th Sept. under Para 2. has ordered that such upgraded Scales will be effective from a Prospective date.

It is submitted that when all the recommendations of the CPC has been agreed from 1.1.2006 then why a small group of employees should be deviated from this advantage. As such this federation demands that the upgraded scales should also be affective from 1.1.2006. This will give benefits to the employees of EME & DGOS.

7. MERGER OF PAY SCALE OF 7450-11500 & 7500-12000 OF GROUP ‘B’ GAZETTED

it is submitted that the nature of work and responsibilities of JTO (S) and JSO in DGOA & in other Defence Departments is almost same and similar. The pay scale of JTO (S) is Rs.7450-11500 and of JSO is Rs.7500-12000. (Both Group-B Officers), the difference in their pay scale is marginally of Rs.50only. It takes more than four years for JTO (S) to get promotion to JSO, which gives negligible financial gain. Further the grade pay of JTO (S) with pay scale of Rs.7500-12000 is Rs.4600 & Rs.4800 respectively. Both are Group B Gazetted Officer and doing the same nature of work. As per the recommendations of 6th, JSO with grade pay of Rs.4800 get into the grade pay of Rs.5400 after completion of four years of service in that post (refer para 3.1.14 of the report) whereas an other officer doing the same nature of work with similar responsibility has to wait for eight years to get into Rs.5400 pay band. It is a great anomaly and may be sorted out to remove resentment in the affected officers.

This Federation demands that the Cadres of JTO(S) & similar cadre should be merged into JSO cadre in the pre-revised pay scale of Rs.7500 – 12000 and both of them should be given the same grade pay of Rs.4800 and promotional benefit after completing their four years of service in this cadre.

It is observed that in different Organizations / Departments the revised pay scales of the staff & officers working in the pay scale of Rs.6500 – 10500 has been upgraded to the Pre-revised pay scale of Rs.7500-12000 having less qualification & responsibility than the Scientific / Technical staff of DGQA, working in the pay scale of Rs.6500-10500.

For example:

a) The employee in the pre-revised pay scale of Rs.6500-10500 carrying minimum qualification of engineering degree has been upgraded to the Pre-revised pay scale of Rs.7450-11500 with grade pay of Rs.4600 whereas a Section Officer / PS / Equivalent in the revised pay scale of Rs.6500-10500 has been upgraded to the pay scale of Rs.7500-1200 with grade pay of Rs.4800. The section officer / PS of secretariat will get the next higher grade pay of Rs.5400 after four years of service in that grade (Refer para 3.8.12) whereas the officer of other organization will have to wait minimum for eight years to get that grade pay. First minimum four years to get promotion for grade pay of Rs.4800 then after four years to gain grade pay of Rs.5400.

b) Asst. Nursing Superintendent in the revised pay scale of Rs.6500-10500 has been upgraded to the pay scale of Rs.8000-13500 (Refer para 3.8.15) is still bearing less qualification & responsibilities of Graduate Engineer working in work shops / Quality Assurance / Research work in defence organizations.

c) The Primary School Teachers / Trained Graduate Teachers / Post graduate teachers in the pay scale of Rs.6500-10500 has been upgraded to the pre-revised pay scale of Rs.7500-12000 with grade pay of Rs.4800 whereas they have minimum responsibility, less working hours and more leaves in a year.

d) Removal of anomaly in the pay scale of Junior Work Manager in OFB Junior Works Managers are the main pillars of this organization still they are deprived of their legitimate rights. Considering their responsibilities and duties, the pay scale of JWM may be upgraded to the pre-revised pay scale of Rs.7500-12000 to the revised pay band -2 (Rs.9300-34800) with grade pay of Rs.4800 and after completion of four years of service in the grade, they will be placed in the PB-3 (15600-39100) with the grade pay of Rs.5400 as it is stipulated in para. 1(x(a) to (e) of resolution, bearing No.1/1/2008-I.C. dated 29.08.2008 of Ministry of Finance (Department of Expenditure) for group ‘B’ cadres of DANICS, CSS, CSSS, IA & AD and group ‘B’ officers of Ministry of Railways and Departments of Posts, Revenue etc. Similar self explanatory examples are elaborated in Para 7.6.18; 7.8.10; 7.10.26; 7.19.51 & 7.19.68 etc. of the Gazette Notifications / CPC Report.

This Federation strongly demands that this disparity should be removed and similar advantage should be extended to all deserving employees of Departments of MOD viz. DGQA, DGAQA, DRDO, Naval etc. considering their qualification, Responsibility and nature of duties.

8) DISPARITY IN THE PAY OF DIRECT RECRUITEE & PROMOTEE SHOULD BE REMOVED

It is observed that a promotee with a bundle of Departmental experience gets less enumeration than a recruit appointed on direct recruitment in different cadres. Kindly refer section II of para –A of the Notification where entry pay in the revised pay structure for direct recruits appointed on or after 1.1.2006 is mentioned.

To illustrate, if an employee drawing basic pay Rs.3200 in the pre-revised pay scale of Rs.3050-4590 is fixed on the basic pay of Rs.6060+1900 = 7960 in the revised pay scale of PB-1(5200-20200) on 1.1.2006. Later, if he is promoted to the pre-revised pay scale of Rs.4000-6000 his pay will be fixed at Rs.6300+2400 = 8700 as per para 13 of the CSS (Revised Pay) Rules,2008.

On the same day, if another employee is directly recruited in the pay scale of Rs.4000-6000 (pre-revised), his pay will be Rs.7510+2400=9910 in the revised pay scale of PB-1 Rs.5200-20200 as per section II of part A of the first schedule of these rules. Thus, directly recruited employee will get Rs.1210 (i.e. 9910 – 8700 = 1210) more in comparison to the promoted employee. It is great anomaly and may be removed to avoid disappointment among the staff.

This federation demands that necessary amendments may pleas be carried out, so that the pay of the promoted employee may be fixed higher than the entry pay for the direct recruits appointed on after 1.1.2006.

9. RISK ALLOWANCE, HOSPITAL PATIENT CARE ALLOWANCE SHOULD BE CONTINUED

The risk allowance is paid to all those engaged in duties involving greater hazards or whose health is liable to be adversely affected progressively over a long period of time because of the particular avocation. The second pay commission recommended that certain unskilled staff employed in the Ministry of Defence and Railways, whose work was exceptionally heavy or whose normal duties involved special risk such as those of chemical process was also extended to sweepers working in underground sewers and in infectious hospitals in the name of Patient Care Allowance and or Hospital Patient Care Allowance. On the recommendation of 3rd CPC, a committee was constituted to examine the facilities of rationalizing nature, which classified the beneficiaries of Risk Allowance into four categories namely: Semi Skilled, Skilled Workers, Supervisors and certain Gazetted and non Gazetted officers. The 4th CPC recommended a hundred per cent increase in the cover in cases where employees like custom inspectors, Railway Drivers, Guards, Income Tax officers and staff carrying out raids, are exposed to risks. The 5th CPC concluded that risk and continuous risks. Contingent risks relate to one time events where event is uncertain and that may be considered for insurance cover or ex-gratia payment. Continuous in the occupation itself with adverse effect on the health and the employee will be paid the risk allowance with the revised rates.

The 6th CPC was also partially agreed that Risk Allowance is only justified for jobs which are inherently risky with adverse effect on health but recommended that the Government should insure that latest technology and greatest level of care is observed in these jobs so that the element of risk involved therein minimized. In this context, it should be kept in views that technological upgradation cannot zero the continuous risk but in can minimize the risk only due to nature of specific job or process. Hence, the risk insurance scheme cannot provide any relief in case of continuous risk.

Therefore, this Federation demands that the Risk Allowance, Patient Care Allowance, Hospital Patient Care Allowance should be continued and even the amount of the risk allowance should be doubled as the 6th CPC has doubled all the allowance payable to Government employees.

This Federation does appreciate the provision for free medical and insurance for those employees, but it should be in addition to Risk Allowance.

10. CHILD CARE LEAVE

6th CPC has recommended Child Care Leave for women employees having minor children for a maximum period of two years 730 days during their entire service for taking care of up to two children. This leave s admissible up to the age of 18 years of her child. This Federation welcomes this scheme, it will help the mothers to built better career of their child.

This Federation submits that there may be a case/instance when the wife of the Central govt. employee expires at the time of delivery or at time when her child is less than 18 years of age. In that case the father of the child should be entitled for all that child care leave benefits for which a Central govt. women employee is entitled. Such cases happen very rare, but there must be a similar provision for Central Govt. male employees so that a proper care could be given to their child.

Further, child care leave and enhanced maternity leave should be granted to Industrial Employees as it is being to the female employees governed by the existing provisions of the Central Civil Services (Leave) Rules,1972.

11. NIGHT DUTY ALLOWANCE (NDA)

6th CPC vide their Sub para 4.2.81 has recommended to double the allowances including Night Duty Allowance, which is not as per rules of Night Duty Allowance (NDA). NDA has ever been calculated with a given formula. This Federation demands that for the calculation of NDA the same formula should be adopted with inclusion of Transport Allowance in place of CCA.

Formula:-

Night Duty Allowance =
Basic Pay + DA + TA
------------------------
195 x 6

12. RECRUITMENT OF TRADE APPRENTICES

The grade of unskilled and semi-skilled has been merged as per recommendation of 6th CPC 3.8.27. In such circumstances, ex-trade apprentices (NCVT / ITI passed) should be directly recruited in the grade of skilled in the pay scale of Rs.5200-20200 + Grade Pay of Rs.1900) instead of Semi-Skilled grade.

13. PAY SCALE OF Sr. DATA ENTRY OPREATOR

Head clerk / Assistants / Steno Gr.II / Equivalent in the pay scale of Rs.4500-7000 and Rs.5000-8000 are upgraded to the revised pay scale of Rs.6500-10500 in the PB-II with a grade pay of Rs.4200. Accordingly Sr.Data Entry Operator who are in the existing pay scale of Rs.4500-7000 should be covered by such upgradation. It is learnt that the same benefit has been granted in DRDO vide their letter No. DHRD/16342/VI CPC/1/C/M/01 dated 7.10.2008.

14. DISPARITY IN LEAVE TRAVEL CONCESSION

Prior to implementation of 6th CPC the benefit of availing LTC was uniform among the employees, but the anomaly has been created by implementing the 6th CPC and some segment (newly recruited) of employees will enjoy the benefits of LTC every year, but others shall loose the same benefits.

It is therefore submitting that suitable provisions in the rules may be obtained to clear this disparity by providing LTC to the employees every year as every employee and his family desires to visit at his Home Town yearly.

15. DATE OF NEXT INCREMENT IN EXTRA ORDINARY LEAVE CASES

Your attention is invited to DOP&T U.O No. 13/1/2009-pay I dated 20/02/2009 on the subject matter wherein it is stipulated “…. Qualifying service of less than 06 months rendered between 1st January and 30th June of any year on account of EOL will have the effect of postponing one’s increment to1st July of next year ,if all other conditions are met.”, whereas the Rule 10 of the Civilians in Defence Services [Revised Pay] Rules,2008 issued by MOD F>No.11[1]/2008/D[Civ-I] dated 09th Sep,2008 says that the employees completing 6 months and above in the revised pay structure as on1st July will be eligible to be granted the increment.

It is crystal clear from Rule 10 above that if an employee completes 06 months or more between 01st July,2006 to 30th June,2007 and he takes EOL of 02 months for personal affairs [without medical certificate] between 01.01.2007 to30.06.2007, he will be granted his next increment on 1.7.2007 (not on 1.7.2008). Such types of examples are published in the Swamysnews.

Therefore you are kindly requested to amend the DOP&T letter dated 20.2.2009 and issue clarification so that the employees may be granted their next increment on their legitimate due date.

16. ENHANCEMENT OF BENEFITS OF CENTRAL GOVERNMENT EMPLOYEES GROUP INSURANCE SHCEME

The Central Government Employees Group Insurance Scheme was introduced in Jan 1982 to provide insurance cover to the employees so as to enable their families to get a lump sum amount in the event of employees death. The scheme also envisages a lump sum payment on cessation of employment. The scheme is wholly contributed and is run on self different groups. Subscription under the scheme is appointed between the insurance fund and the saving fund in the ratio of 30:70. The rates of monthly subscription as well as the insurance cover are supposed to be revised periodically.

The present rates of subscription and insurance cover for the different categories of employees are Rs.15 and Rs.15000 respectively for the lowest category of government employees since Jan. 1990 (i.e. due to implementation of 4th CPC recommendations).

Thereafter, the 5th CPC, taking in account the erosion in the real value of rupee recommending daubing of the rates of monthly subscription, as well as the insurance cover available under the scheme has become totally inadequate and an amount of Rs.15000 cannot provide financial support to the family of a diseased group ‘D’ employees. When the rates of subscription and the insurance cover under this scheme were last revised in 1990, the pay scales recommended by 4th CPC were in vogue and the minimum salary was Rs.750.

Now the minimum salary of Government employees is Rs.7000 as recommended by 6th CPC. The increase in the minimum salary between 1.1.1990 and the date of implementation i.e. 1.1.2006, of the pay scales works out to be more than nine times. However, the 6th CPC has recommended that monthly subscription should be Rs.180 and the amount of insurance will be Rs.180000

To restore the actual value of insurance cover provided under the scheme, this federation demands that the present amount for various categories should be enhanced to rupees two lakh as a minimum payment to the lowest cadre.

17. DEFINE THE MEANING OF “ORDINARY RATE OF WAGES” UNDER THE FACTORIES ACT, 1948

This reflects the concern of the employees working in Indian Ordnance Factories under Ministry of Defence, over the interpretation of ‘Ordinary rate of wages’ under Rule 59 of the Factories Act, 1948 issued by Ministry of Labour and Employment vide their O.M. No. Z 16025/81/2007 – ISH – II dated 27.05.2009 wherein it has opined that the allowance of compensatory nature (HRA / Transport Allowance / Small Allowance etc.,) may be excluded for the purpose of computing Overtime Allowance under the Factories Act, 1948. Earlier, Ministry of Labour and Employment vide their O.M. No. Z – 16025/81/2007 – ISH – II dated 19.11.2007 has compensatory allowance which is reimbursed and hence may not be taken into account calculating OTA under the Factories Act, 1948.

The above interpretation of the Ministry of Labour is contrary to the provisions of Factories Act, 1948. As per section 59 of Factories Act, a worker shall be entitled to wages at the rate of twice of his ordinary rate of wages, in respect of Overtime work as per Sub Section (2) of section 59 the ‘Ordinary rate of wages’ means the basic wages plus such allowances. Including the cash equivalent of the advantage accruing through the concessional rate to workers of food grains and other articles, as the worker is for the time being entitled to but does not include a bonus and wages for overtime work.

Presently Dearness Allowance, House Rent Allowance, City Compensatory Allowance and Transport Allowance are included for the purpose of calculating Overtime Allowance under Factories Act, 1948 and the employees are being paid accordingly.

Dearness Allowance” which is being paid at present is in the nature of a compensatory payment to employees for erosion in the real value of their salaries resulting from price rise. (Para 13.1; Page 216 of 4th CPC Report)

“City Compensatory Allowance” is granted to Central Government employees to enable them to meet the high cost of living in certain specially costly cities. (Para 106.2; Page 1579 of 5th CPC Report)

“House Rent Allowance” is paid to Central Government employees to compensate them partly for the specially high rents which they have to pay for hired residential accommodation. (Para 14.21; Page 225 of 4th CPC Report)

“Transport Allowance” has been granted to Central Government employees to suitably compensate them for the cost incurred on account of commuting between the place of residence and the place of duty.
(G.I. M.F., O.M. No.21(1)97/E-II (B), dated 03.10.1997)

From above it is abundantly clear that allowances like DA, CCA, HRA and TA being paid to Central Government employees are compensatory in nature and there is no justification in discriminating among the above allowances.

It is worth to mention here that the Ministry of Labour is a custodian of rights conference by the Parliament of India to the employees under various Labour Laws but now it has wrongly interpreted the meaning of the ordinary rate of wages means the basic wages plus such allowance such the worker is for the time being entitled. Due to this the employees are deprived of the extra wages for overtime, which they are getting for more than last 50 years.

Therefore you are requested to take appropriate action so that the provision of payment of Overtime may be continued in letter and spirit of Factories Act, 1948 and the House Rent Allowance, Transport Allowance should not be excluded for the purpose of calculating extra wages for overtime under the Factories Act, 1948.

18. COMPASSIONATE APPOINTMENTS IN FATAL ACCIDENT CASE

Your attention is invited to the situation where a Government servant who is the sole breadwinner of a family unfortunately dies in harness leaving his family in immediate need of assistance in such cases, Ministries / Departments have been delegated the power to appoint n relaxation of procedure of recruitment to a dependent member of the family of the deceased, in the event of there being no other earning member in the family.

For this purpose, Ordnance Factory Board has forwarded the MOD, D(Lab) instruction vide OFY letter No. 039/(6)/A/A/(Vol-III) dated 18.1.2006, whereby directives have been issued ofr making relative merit points scale to various parameters like Family Pension, Terminal Benefits, Monthly income of earning members and income from property, Movable/immovable property. No.of Dependents, No.of unmarried daughters, No. of minor children and left over service. The weightage fixed above is to be strictly followed.

Sir, very painfully it is brought to your kind notice that no weightage has been given to the death in fatal accident in the process of performing his duty. We have experienced that a number of Ordnance Factories are engaged in manufacturing, filling ;process of Highly Explosives and during the above process some major fatal accidents occurred causing loss of several employees like Ordnance Factory Bhandara, Itarasi and Khamaria where employees have succumbed to the accidents but their dependents are waiting for extra weightage to the Department/Ministry/Nation which needs to be considered while assessing the wieghtage for compassionate appointments. In spite of that MOD has clarified vide its I.D dated 4.8.2008 as under:

“Since the financial impact of the family due to demise of the Government servant for whatever cause (accident or otherwise) is similar, the cases of accident victims cannot be taken on a different footing and may be regulated under the scheme for compassionate appointment as circulated vied this Department’s O.M. dated 9th Oct, 1998.

In the above circumstances, you are requested to intervene into the matter and kindly issue necessary directions so that top priority may be given to the next of kin to the deceased employees for granting him immediate compassionate appointment without considering the weightage whereby it may be proved that MOD, GOI as always caring the family of the employee who have sacrificed his life of the Government.

19. HALF DAYS’ CASUAL LEAVE TO INDUSTRIAL EMPLOYEES AT PAR WITH THE OTHER CENTRAL GOVT. EMPLOYEES

The Government of India has kindly pleased to grant Half Day Causal Leave to the employees for various reasons mentioned in the G.I., M.H.A., O.M. No. 60/17/64-Esst. (A) dated 4.8.1965. It is worth to mention here that the above does not discriminate among the Industrial Employees and Non-Industrial Employees but the rule is published only in the Appendix –III under Central Civil Services (Leave) Rules, 1972.

Therefore you are requested to issue necessary instructions so that half days causal leave to the Industrial employees may be granted at par with the other CG employees, and present system of short leave of 2 hours on 2 occasions in a month may be continued but without pay.

20. REMOVAL OF LEAVE DISPARITY AMONG THE FACTORIES ACT, 1948 AND DEPARTEMNTAL RULES

It is apprised that the ‘Principal Controller of Accounts (Factories), Kolkata vide its letter No. pay/Tech – II/ 1058 dated 27.3.2007 has instructed to all Branch Accounts Officers of Ordnance & Ord. Equipment Factories that the Industrial employees who has opted to be governed by CDS(IEs) Leave Rules, 1954 is entitled to 30 days Earned Leave and those who have opted for Factories Act are entitled to one EL for every 20 days of work in the preceding year.

Kindly refer to GOI, DoP&T O.M. No. 12012/1/97-Esst (Leave) dated 20 July, 1998 wherein it is stipulated that as per agreement with the Staff Side of the National Council (JCM) singed on 11.9.1997, the Govt. has decided that henceforth the Industrial employees in CG Departments other than Railways shall be entitled year of service irrespective of service holidays shall also count towards such leave. Chapter – VIII of the Factories Act, 1948 deals with Annual Leave with wages and Section 78 of the Act reads as under:

(i) The provision of this chapter shall not operate to the prejudice of any right to which a worker may be entitled under any other law or under the terms of any award, agreement (including settlement) or contract of service: Provided that if such award, agreement (including settlement) or contract of service provides for a longer Annual Leave with Wages than provided in this chapter, the quantum of leave, which the worker shall be entitled to, shall be in accordance with such award, agreement or contract of service, but in relation to matters not provided for a in such award, agreement or contrast of service or matters not provided for less favorably therein, the provisions of Section 79 to 82, so for as may be, shall apply.

From above it may be deduced that the Industrial employees who have opted for Earned Leave under Factories Act, are entitled for 30 days in a year and the matter to remove disparity of leave among Factory Rules and Department Rules for industrial employees is pending for very long period.

21. CHILDREN EDUCATION ALLOWANCE

DOP&T has issued clarification vide OM No. 1201111612009 – (Allowance) dated 13th Nov. 2009 that CEA is admissible for the two eldest surviving children only, expect when the number of children exceeds two due to second child birth resulting in multiple births.

It is worth to mention here that neither 6th CPC has restricted that the only first 02 eldest surviving children’s education allowance will be reimbursed not DOP&T has restricted vide instruction OM NO. 12011/03/2008 – Estt.(Allowance) dated 2nd Oct. 2008.

In such circumstances, kindly issue necessary instructions for granting the CEA to the employees for his/her 3rd or 4th son/daughter if he has not claimed the Tuition Fee reimbursement for his son/daughter on any earlier occasions.

22. REMOVAL OF ANOMALY IN THE PAY SCALE OF LAB.TECHNICIANS SERVING IN ORDNANCE FACTORIES HOSPITALS IN PB-2 WITH GRADE PAY OF Rs.4200 LIKE OTHER CENTRAL GOVT. DEPTT. i.e. RAILWAY RECRUITMENT BOARD INSTEAD OF PB-1 (Rs.5200-20200) WITH GRADE PAY OF Rs.2800.

Lab Technicians serving in Ordnance Factory Hospitals under Min. of Defence have been ordered to be placed in PB-1 (Rs.5200-20200) with Grade Pay of Rs.2800 due to their corresponding 5th CPC scales of Rs.4500-7000.

1. As per description given Lab Technician (designated as Lab. Superintendent Gr-III in the other central government department exists in the pay scale of Rs.5000-8000, Rs.5500-9000 and Rs.6500-10500. It means that Lab Technician (Lab. Superintendent) should be in the scale of Pay of Rs.5000-8000 minimum. The below scale of Rs.4500-7000 was meant for Lab. Asst. and not for Lab. Technician. This anomaly should have been set right prior to 6th CPC, but it is painful that nothing was done in this regard.

2. Following list of other CG Departments clearly exhibit that Lab. Technician with entry qualification B.Sc + Diploma are getting the 5th CPC scale of Rs.5000-8000 whereas in Ordnance Factory Board organization. Lab. Technician inspite of having the same entry qualification B.Sc + Diploma are getting 5th CPC scale of Rs.4500-7000.

Organisation/Post Pay Scale(Pre-revised) Qualification Nature of Work
Ordnance Factory Hospitals Lab.Technician Rs.4500-125-7000 (i) BSc with Bio-Chemistry/Micro Biology
(ii) Diploma in MLT
(iii) 01 year experience Routine Blodd Test of Pathology, Micro-Biology, Bio-Chemistry etc.
Regional Institute of Health & Medical Science Shilong Sr.Lab.Technician Rs.5500-175-9000 (i) BSc with Medical Lab.Technology or
(ii) BSc with Phy/Chem/Zool/Bot from a recognised university with Diploma in MLT of 1 year duration. Routine Blodd Test of Pathology, Micro-Biology, Bio-Chemistry etc.
Bhabha Automic Research Centre. Scientific Asst.B(Pathology) Rs.5500-175-9000 BSc + 01 year Diploma in MLT with 50% in BSc and 60% in DMLT Routine Blodd Test of Pathology, Micro-Biology, Bio-Chemistry etc.
J.N.Medical College, AMU Sr.Tehcnical Asst. Rs.5500-175-9000 (i)BSc
(ii)Diploma in MLT
(iii)02 years experience Routine Blodd Test of Pathology, Micro-Biology, Bio-Chemistry etc.
Railway Recruitment Board Lab.Superintendent Gr-III Rs.5000-150-9000 (i)BSc with Bio-Chemistry/Micro-Biology
(ii)Diploma in MLT Routine Blodd Test of Pathology, Micro-Biology, Bio-Chemistry etc.
Rastriya Sanchari Rogsansthan Technician Rs.5500-150-8000 BSc with Bio-Chemistry/Micro-Biology Routine Blodd Test of Pathology, Micro-Biology, Bio-Chemistry etc.


3.OFB while issuing SRO – 88 (Recruitment Rules) as on 3rd August 2005 revised the entry qualifications of Lab. Technician B.Sc + Diploma (DMLT) + 01 year experience bringing it at par other Lab. Technician serving in other CG Departments, but did not revised the 5th CPC scale of pay from Rs.4500-7000 to Rs.5000-8000. In spite of the facts that many of Lab. Technician of other deptt. are already getting the 5th CPC pay scale of Rs.5000-8000.

In view of the above, kindly initiate necessary action for placing Lab.Technician of Ordnance Factories under Ministry of Defecne, appropriately in PB-2 with Rs.4200 Grade Pay so that the norms / logic of giving 5th CPC scale of pay Rs.5000-8000 Lab.Technician, which of course could not be done for any reason, is set right at this stage with the placement of the scales in the 6th CPC.

22. ENCASHMENT OF FIXED MEDICAL ALLOWANCE FOR PENSIONERS/FAMILY PERNSIONERS

On the recommendation of 5th CPC Govt. of India has issued instruction vide DOP&PW. OM NO. 45/57/97-P 7 PW. Dated 19.12.1997 to the grant of fixed medical allowance @ Rs.100 p.m. to the CG pensioners / Family pensioners residing in the areas not covered by CGHS administered by Min. of Health & Family Welfare and corresponding Health Scheme administered by other Ministries/Departments for their retired employees for meeting expenditure on day to day medical expenses that do not require hospitalization. The amount of Rs.100 was recommended by the 5th CPC and has remained unchanged since then.

6th CPC has recommended in para, 4.11.3 that the Government should consider enhancing the medical allowance for pensioners living in non-CGHS areas appropriately.

Therefore all pensioners and family pensioners living in non-CGHS areas should be granted Rs.100 p.m. Fixed Medical Allowance and the rate of this allowance should be enhanced by 25% automatically each time the dearness allowance payable on the revised pay band goes up by 50%.

23. REDUCTION IN MINIMUM QUALIFYING SERVICE FOR PROMOTION FROM ONE GRADE PAY TO NEXT GRADE PAY.

DOP&T has issued instructions vide OM No. AB 14017/61/2006-Esst. (RR) dated 24th March, 2009 on Sixth CPC recommendations – revision of pay scales – amendment of service rules / Recruitment Rules and instructed to modify the heading of column No. 4 of the schedule on Recruitment Rules and the minimum eligibility service as per the revised guidelines as enclosed in annexure reveals that the minimum qualifying service for promotion from one grade to next or higher grade pay has been enhanced in comparison to existing SROs. This causes discontentment among the employees.

Therefore you are requested to issue necessary instructions for revision of Service Rules/Recruitment Rules without adversely affecting the promotional aspects agenda points in the meeting.

Thanking you in anticipation.

Wednesday, 29 July 2009

Steno and DEO outsourcing

OFFICE OF THE COMPTROLLER AND AUDITOR GENERAL OF INDIA
9, DEEN DAYAL UPADHYAY MARG, NEW DELHI- 110124
Tender Enquiry No.1188–GS/18-2008(KW) Dated : 23.7.2009
Tender notice inviting bids from agencies for Outsourcing of Stenographers and
Data Entry Operators (DEOs) on Contract basis.
Sealed tenders are invited from reputed Agencies for outsourcing of Stenographers and Data
Entry Operators (DEOs) on contract basis in the office of the Comptroller and Auditor General of
India as detailed below:
1. Total No. of persons required : 5 Stenos and 20 DEOs (Subject to change as
per actual requirements)
2. Eligibility : Graduates with good knowledge of English
and operating computers.
Proficiency in stenography (only for Stenographers).
3. Age : Not exceeding 30 years.
4. Period : Approximately for one year.
5. Security Considerations : The persons supplied by the agency should not
have any Police record/criminal cases against
them. The agency should make adequate enquiries
about the character and antecedents of the
persons being recommended.
6. Period within which the manpower
should be supplied. : Within 5 days of award of contract.
Other details like eligibility criteria, procedure for application, and terms & conditions
may be down loaded from our web site www.cag.gov.in
Sd/-
(Dinesh Kumar)
Sr. Administrative Officer
Eligibility Criteria:
a) The Agency should be registered with the concerned Govt. Authorities under the
Companies Act, ESI Act & Service Tax under Central Excise Act and a copy of the
registration may be submitted. The Agency should also provide an undertaking that
they will comply with all relevant statutory norms.
b) The Agency should have a minimum of 3 years experience in supplying manpower.
c) The Agency should submit its PAN and Sales Tax registration Number.
d) An earnest money of Rs. 10,000/- (Rupees ten thousand only) in form of a demand
draft drawn in favour of PAO, AG (Audit) Delhi payable at Delhi may be submitted
along with the bid failing which bids will not be considered.
e) The successful bidder should furnish a security deposit equivalent to Rs. 1 lakh which
will be forfeited in case the supply of manpower is delayed beyond the stipulated
period indicated at para 6 above or on account of unauthorized absence from
duty/misconduct on the part of manpower supplied by the agency.
How to apply:
The tenders should be submitted in two separate sealed covers. The first sealed cover
should be super scribed “ Technical Bid’ and should contain (i) Company profile including
previous experience of manpower supply to Government Department etc. (ii) Acceptance of
terms and conditions mentioned at para (a)-(e) above (iii) Demand Draft for earnest Money
Deposit. The second sealed envelope super scribed as ‘Financial Bid’ should contain only
rates which is to be quoted on monthly basis for normal duty of 8 hours per day per person.
Both the sealed covers should be put in single cover super scribed ‘Tender for supply of
Stenographers and DEOs’ and should be sent to Shri Dinesh Kumar, Sr. Administrative
Officer, Office of the Comptroller and Auditor General of India, 9, Deen Dayal Upadhyay
Marg, New Delhi-110124. The tender must reach this office by 10.00 hrs on 10-08-2009.
Tenders received after this time will not be considered if they choose to be present)
The tenders will be opened by a Bid Committee in the presence of participating
bidders.
TERMS & CONDITIONS
(a) This office may require the service provider to dismiss or remove from the site of
work, any person or persons, employed by the service provider, who may be
incompetent or for his/her/their misconduct and service provider shall forthwith
comply with such requirements.
(b) The service provider shall provide Photo Identity Cards to persons employed, which
should be invariably displayed during office hours. Loss of card must be reported
immediately.
(c) The service provider shall replace immediately any of its personnel, if they are
unacceptable to the office because of security risk, incompetence, conflict of interest
and/or breach of confidentiality or improper conduct, upon receiving written notice
from office.
(d) Office shall not be liable for any loss, damage, theft, burglary or robbery of any
personal belongings, equipment or vehicles of the personnel of the service providers.
(e) The personnel deployed should be polite, cordial, positive and efficient, while handling
the assigned work and shall promote good will and enhance the image of this office.
The service provider shall be responsible for any act of indiscipline on the part of
persons deployed by him.
(f) The service provider shall not assign, transfer, pledge or sub contract the performance
of services without the prior written consent of this office.
(g) The personnel deployed shall not divulge or disclose to any person, any details of
office, operational process, technical know-how, security arrangements, and
administrative/organizational matters as all are of confidential/secret nature.
(h) The service provider’s personnel shall not be entitled to any
benefit/compensation/absorption/regularization of service with office under the
provision of Industrial Disputes Act, 1947 or Contract Labor (Regulation & Abolition)
Act, 1970. Undertaking to this effect will be required to be submitted by the service
provider to this office in respect of all personnel deployed at this office.
(i) The service provider shall ensure deployment of suitable people from proper
background after investigation by the local police, collecting proofs of identity like
driving license, bank account details, previous work experience, proof of residence and
recent photograph and withdraw such employees who are not found suitable by the
office for any reason, immediately on receipt of such a request.
(j) The service provider shall ensure proper conduct of his personnel in office premises,
and enforce prohibition of consumption of alcoholic drinks, paan, smoking, loitering
etc.
(k) The service provider shall engage the necessary personnel as required by our office
from time to time. The said personnel engaged by the service provider shall be the
employees of the service provider and it shall be the duty of the service provider to pay
their salary every month.
(l) The transportation, food, medical and other statutory requirement in respect of
personnel of the service provider will be the sole responsibility of the service provider.
(m) The character and antecedents of each of the personnel of the service provider will be
got verified by the service provider before their deployment, and a certificate to this
effect may submitted to this office.
(n) Working hours would be normally 8 ½ hors per day between 9.00 A.M to 5.30 P.M
during working days including half an hour’s lunch break. Actual amount per hour
would be calculated for the personnel deployed on duty.
(o) The personnel may be called on Saturdays, Sundays and other gazette holidays, if
required. They may be paid extra as per rates approved by the office.
(p) The service provider will submit the bill in triplicate in the 2nd week of the month. The
payment will be released by the 1st week of the following month.
(q) The service provider will provide the required personnel for shorter periods also, in
case of any exigencies as per the requirement of the office.
(r) The service provider shall provide a substitute well in advance if there is any
probability of the person leaving the job due to his/her own personal reasons. The
payment in respect of the overlapping period of the substitute shall be the
responsibility of the service provider.
(s) Payments to the service provider would be strictly on certification by the officer with
whom the personnel is attached that his/her services were satisfactory and attendance
as per the bill preferred by the service provider.
(t) The service provider shall be available for contact at all times, and receipt of message
sent by e-mail/fax/Special Messenger from this office to the service provider shall be
acknowledged immediately.
(u) The agency should be registered with the concerned Govt. Authorities, and a copy of
registrations may be submitted.
(v) The Agency should submit its PAN and Sales Tax Registration Numbers.
(w) An Earnest Money Deposit of Rs. 10,000/- in the form of demand draft drawn in
favour of PAO, AG (Audit) Delhi, payable at Delhi may be submitted, failing which
bids will not be considered valid.
(x) The successful bidder should furnish a security deposit equivalent to Rs. 1 lakh which
will be forfeited in case the supply of manpower is delayed beyond the stipulated
period indicated at para 6 above or on account of unauthorised absence from
duty/misconduct on the part of manpower supplied by the agency.

AO's Assn Meeting with PD, Staff

ALL INDIA AUDIT AND ACCOUNTS OFFICERS ASSOCIATION



No. AIAAAOA/Circular/ 2009-10/2 dated 26.07.2009




Courtesy Meeting with Pr.Director (Staff): The delegation comprising the Secretary General Com S.Mohan, and the Secretary Finance Com. P.Prabhakar met the New Pr.director (Staff) on 17th July 2009 @ 3.30 p.m. as a courtesy in her Cabin. After formal exchange of pleasantries we presented the following issues.

Up gradation of Pay Scales of Audit/Accounts and Senior Audit/Accounts Officers:
The Ao/Sr.AOs in Indian Audit and Accounts Department are facing a very demoralising situation due to the following:
1. The Notification dated 29th August 2008 prescribing the new pay scales effective from 1.1.06 has granted the Sr .Divisional Accounts officer of IA&AD the scale of pay Rs. 8000-13500 with a Grade pay of Rs.5400 and placing them in PB3.The AOs of the IA&AD have been granted the same scale and Grade pay but placed in PB2. Thus the present scales have disturbed the well established vertical relativity by placing the Sr. DAO above the AO in an equal position with the SAO of IA&AD ignoring the fact that the department’s recruitment rules place the Divisional Accounts Officer in the scales equal to the AAO and the Sr. DAO has been placed in the scales applicable to the AOs only.
2. At the time of promotion to Audit / Accounts Officer they are entitled to one increment along with Rs.5400 as Grade pay. When they are promoted to the cadre of Sr.Audit or Sr.Accounts Officer they are granted one increment with the Same Grade Pay. When conferred IAAS also they are offered one increment with the same grade Pay.
3. When the implementation of MACP in the department most of the seniors in the merged cadre of SOs/AAOs would, on account of the run away stagnation in the department, become eligible for placement in the Grade pay of Rs.5400 placing the supervisors and the supervised in the same Pay Band and Grade Pay.
This has fuelled the frustration already existing in the minds of Audit and Accounts Officers and Sr.Audit and Sr.Accounts Officers further. With the implementation of MACP Scheme there will be less motivation factor to take up SOG Examination seriously unless Grade Pay of the Supervising Cadres is suitably upgraded and further promotional avenues are opened up for the AOs/SAOs.
In the background of appointment of Anomaly committee by the Government of India which is exclusively for Group ‘C’and ‘D’ employees it has been repeatedly requested that this issue be taken up through appropriate channel. Accordingly the departmental head had forward the case to finance ministry bringing the issue within the definition of Anomaly.

The response from the Pr.Director was positive. She explained that the department had taken much care to remove this anomalous situation and assured that this issue would be pursued vigorously.

Cadre Review:
The cadre of SAOs has no promotional prospects in the department except for induction to IA & AS cadre. The induction is a very small percentage with the conditionality of age restriction etc. Moreover the induction to IA&AS is of no incentive as it has too many unreasonable and unscientific riders and also number of promotions is very meagre. This has resulted in persons stagnating in the same cadre for more than 10 to 12 years resulting in frustration coupled with de-motivation.
To remove this acute stagnation and also to meet the functional needs of the department there is an urgent need to have fresh review of the cadre providing more promotional opportunities to the SAOs in the department. This is not exclusive phenomena for Indian Audit and Accounts Department. In all other Central Government Departments like Income Tax, Customs, and Central Secretariat the same process is on. In most of the other Departments the respective recognised federation were taken into confidence by inducting their representatives into respective Cadre restructuring Committees whereas in Indian Audit and Accounts Department only there is just a vague assurance given by the authorities that the recognised federations would be consulted before finalising the proposal of the committee.

The Pr.Director responded that there was a proposal for a cadre review in this department. The proposal was yet to crystallise. The Department is keeping a watch on the reports of similar reviews elsewhere in other departments and it has been indicated that any proposal from our departmental side would normally attract the comment of repercussion in other cadres whenever such proposal is sent to Ministry of Finance by the C&AG

Conferment of Group A status to Sr.AOs:
An immediate conferment of Group A Status to Sr.AOs of this Department as per the Notification of the Ministry of Personnel, Public Grievances and Pensions (Department of personnel and training) Order dated 9th April 2009 is the need of the Hour. Even though this conferment would not fetch any immediate benefit to our cadre it would facilitate us to meet the illogical argument developed by 6th CPC that the AO Cadre is the Feeding cadre of Group A cadres and it would further facilitate us to get some improvement in our career and in the long run it would remove some frustration in the minds of the Sr.AOs

The Pr.Director of Staff indicated that this matter was under examination of the top management of the Indian Audit and Accounts Department.

Transport Allowance:
As per the recommendations of the Sixth pay commission the City Compensatory Allowance has been subsumed in Transport allowance. The City Compensatory Allowance was paid to all Officers and Employees irrespective of the fact that whether the Officer/Employee was on leave or on tour in excess of 30 days. In view of the subsuming of City Compensatory Allowance in transport allowance the retention of condition disallowing transport allowance for those who were on tour for more than 30 days in a month is illogical and anomalous and needs to be deleted. In view of the nature of duties involved in the Indian Audit and Accounts Department, the Officers and Employees of the Department are more frequently subject to long tours exceeding 30 days. The non – removal of the second condition therefore affects the Employees and Officers of the Department much more than other employees and is serving as a disincentive to the employees and Officers in discharging their normal functions.

The Pr.Director of Staff concurred with our views and she agreed to instruct informally all the heads of offices in the department to bring back all audit parties once in a calendar month and she agreed to take up this issue with Government.

Amendment to the Constitution
It has been insisted that the Conference of the Association should take place once in two years despite the decision of the Executive Committee to change the period to three years. We are very much constrained that our federated units being spread all over India and it is being found to be difficult and very expensive to hold its Conference biennially. Therefore it is insisted the CAG administration to re-examine this clause of the Constitution of the All India Audit and Accounts Officers Association and to facilitate this Federation to hold its Conference once in three years.

The Pr.director of Staff has agreed to examine this issue.

Filling up of the Post of Welfare Officer:
We insisted that Welfare Officer Post should be created in each office of the Audit/Accounts office without any reference to the total number of staff working in that office. Further the Welfare officer post should be filled up on the basis of strict of seniority. More over in some offices the post of Welfare Officer remaining vacant and it has not been filled up.
The Pr.Director of Staff agreed to examine this issue and further she agreed to instruct the Director (P) in respect of filling up of Welfare Officers in certain field Offices.

Recognition to the P&T Audit officers/Sr.Audit Officers Association & North Western Railway Audit Officers Assn:
This issue is a long pending one and the respective field level associations have complied their respective compliance of the Constitution the recognition has not been accorded to above said associations so far.
The Pr.Director of Staff agreed to pursue the case further.

Entitlement of TA/DA claims:
Our authorities’ response is very negative in respect of accepting the Self Certification for Food bills and Travel bills. They fail to realise the difficulties faced by our Officers while on tour in respect of production of food bills and travel bills. In the last meeting with DAI we reminded that it was illegal, and illogical to deny the benefits of revisions of Daily allowance entitlements even after 10 years to those who opted for old DA pattern. Hence the Clarification must be the double the rate of old DA pattern or new DA/TA entitlements would be the logical one. Now it has been learnt that even the above said proposal forwarded by our Department had been turned down by the expenditure Secretary. Hence we insisted that the department should take up this issue again with Ministry of Finance for the disposal of TA/DA claims on the basis of self Certification. We pointed out that the some of the Departments have already issued orders in this regard.

The Pr.Director of Staff agreed to take up this issue with the Finance Ministry again and she assured that the department would pursue the case for disposal of TA/DA claims on the basis of self certification.

Problems relating to North Eastern region:
In the North Eastern region separate offices have been created in each state and Audit and Accounts Officers working in these offices are very minimal and they are not able to form the association as they are not able fulfill the required strength to form the association. Hence practically there is no grievance redressal machinery available in the North Eastern States except the Offices in the Assam. There are exclusive problems like Deputation, transfer from those states to other states and vice versa to be sorted out. Therefore we insisted that suitable mechanism would be worked out to have grievance redressal machinery for those states.
The Pr. Director agreed to examine this issue.

Permit to stay in hotels of appropriate entitlement to Railway Audit Personnel wherever Rest house facilities are not available:
The Officers and staff of the Railway Audit wing of the I.A&A.D while on tour duty for inspections/reviews are governed by the Railway T.A Rules envisaging travelling on Duty passes and stay in Railway Rest houses at the work spot. The difficulties are being faced by the inspection personnel on tour due to non-availability of Railway rest houses at the work spot/ non-allotment of accommodation for the required periods in the rest houses wherever available due to priority in allotment in favour of the Railway personnel on tour. The period of allotment does not exceed 3 days at a time as per the local arrangements. Besides, the touring personnel have to vacate the accommodation even after allotment for these restricted periods in the event of requirement for Railway personnel in exigencies arising out of Railway operations. As this affects the unhindered conduct/ completion of inspections/ reviews as programmed to the required satisfaction and impacts on the output it was requested during earlier meetings that the members of the inspection/ review parties may be permitted to stay in hotels of appropriate entitlement wherever Rest house facilities are not available/ accommodation not allotted during the period of inspection/ review and expenditure thereof be reimbursed to the personnel on tour duty.
The Pr. Director of Staff agreed to examine this issue.

Lower HRA to the Audit Staff& Officers At Guntapalli:
At present the staff and officers of the Railways posted to work at the Wagon Repair Shop, South Central Railway located at Guntapalli are granted House Rent Allowance at the rates applicable for Vijayawada. However the Railway Audit employees posted at Workshop Audit office, Wagon Repair Shop, Guntapalli, are granted at the rates applicable for Guntapalli only. This discrimination is affecting the morale of the Audit employees & Officers posted at Guntapalli whereas no such problem is faced by the employees in the Auditee units. This needs to be addressed.
The Pr.director of Staff agreed to examine this issue.

Observe Protest Day On 12th Aug:
Though the meeting with the New Pr.Director (Staff) was on a positive note we cannot afford to be complacent in the matter. We have no choice but to vigorously follow our negotiations through organizational efforts and create tremendous pressure to achieve our demands. Our experience all along has been that the authorities take a lackadaisical approach in all the matters relating to benefits and facilities to the AOs /Sr.AOs. The Association has, therefore decided to mobilize the entirety of its membership throughout the country and to wage a relentless battle under the banner of our Association. We have to mobilise our cadres to observe protest day on Aug 12th by holding General Body meetings and adopting resolution to this effect. (Resolution is enclosed)

Monday, 27 July 2009

CAG calls for consultants for work study

Expression of Interest (EOI)
Subject: Appointment of a Consultant to conduct a work-study to redefine/established work norms relevant in the current context for optimized staffing of Group ‘B’ & ‘C’ cadres in Indian Audit and Accounts Department and thus arrive at a continuing scientific framework to estimate manpower requirement for various types of audit/ accounting work in the changing environment
The Comptroller and Auditor General of India is the sole authority prescribed in the Constitution of India entrusted with the responsibility of audit of accounts of the Union and of States. He is appointed under Article 14(i) of the Constitution. His duties and powers are determined under Articles 148(5) and 149 to 151 of the Constitution and CAG’s (DPC) Act, 1971. He discharges his responsibilities through the agency of the Indian Audit and Accounts Department. In addition to the Headquarters office in New Delhi, the IA&AD has 136 field offices with 91 Branch Offices and 465 RAOs across the country and abroad. The offices consist of both Audit and Accounts and Entitlements offices. The staff strength of the Department is about 48,000 consisting of personnel in Group ‘A’, ‘B’,’C’ and ‘D’.
Introduction:
The existing work norms, crucial for assessing manpower needs for both audit and accounts and entitlement offices, are very old. There have been rapid changes in the work environment over the past couple of decades such as automation of certain government functions, increased role of public private partnership model, increase in regulatory functions, e-governance, and changes in public funding of major programmes and schemes, etc. As a result, the existing work norms have become outdated and are no longer comprehensive enough to be of much use in determining optimal strength of the Department. Further, in the case of Accounts & Entitlements (A&E) offices, the working environment has changed from a manual accounting system to an IT based system. The norms, therefore, need review and revision due to changes in audit/ accounting processes over years. It has therefore, been decided to conduct a work study to redefine/ revise the work norms for assessing the staff strength in Group ‘B’ & ‘C’ cadres in different streams of IA&AD.
The idea of involving a consultant is to get a work-study conducted to redefine the work norms relevant in the current context for assessing staff strength in Group ‘B’ & ‘C’ cadres in different streams of IA&AD and arrive at a scientific framework to estimate manpower requirements continually for various types of audits/ accounting work. Purpose of this exercise is to classify the audit functions into following broad categories: Expenditure audit, Receipt audit (with compliance, financial attestation and performance aspects). In addition, there are three other functions in the organization viz~ Accounting, Administrative and Training. The Consultant will have to create distinct models for human resource requirements, one for each of the above category to cove r the entire organization. The work study team will be required to visit a few field offices also from each type, to be able to develop a good model.
Role of Consultant:
The scope of work-study will consist of the following:
Scope of Work
(i) Workload norms identification for distinct roles for each identified categories Norms are to be derived from identification and assessment of factors that drive effort/ volume of work. Any change in these results in effort requirement and hence manpower.
(ii) Activity level time estimation based on the new norms within each distinct role within each identified category - This will include a detailed role profile stating the time spent by each distinct role within each relevant process steps for processes where the role has considerable contribution.
(iii) Development of manpower estimation model to calculate overall FTE (full time equivalents) required
This will help estimate the manpower required completing a specific kind of audit and manpower strength for accounting and other functions.
A comprehensive work study report to meet the specified objectives based on the study conducted should be submitted along with:
Deliverables:
i. Documented lists of processes and ‘Work Distribution Chart’ analysis for each role/ level.
ii. Role profiles and activity level time estimate for the unique roles within the category based on the new norms.
iii. List of potential productivity improvement opportunities areas for unique roles within the category.
iv. FTE estimation model for each identified category.
The consultant should be a company/society/an institute which possesses expertise in conducting work studies to devise the work norms for optimized staffing and to arrive at a scientific frame work to estimate manpower requirement for a specified work especially in the Government Sector i.e. in a large-sized government department, government company or an autonomous body funded by the government. The consultant should have conducted at least 10 work studies of which at least one should be in government sector.
Eligibility/ Pre-qualification
The Consultant should apply by giving complete details of their background, the work studies undertaken in the past and present, list of experts working in their panel, the financial status of the company, etc. along with adequate evidence to support the same. Certificates from the organizations (especially Government organizations where similar studies were conducted) could be helpful. The same should be sent to
Director (P),
Office of the Comptroller and Auditor General of India,
Pocket 9, D.D.U. Marg,
New Delhi.
The last date for the receipt of the proposal is August 14, 2009.

Wednesday, 22 July 2009

MCAA



Tentative list of Group D, Filer, RK, SGRK and peon.P

Sl No. Name Designation I/II/III ACP wef Grade pay
1. Anand.K Safaiwala I 1.9.08 1900
2. Anandamurthy.M SGRK II 1.9.08 2000
3. Arumugam.J JGO I
II 1.9.08
1.9.08 1900
2000
4. Babu.D Daftry I 1.9.08 1900
5. Bushkaran.N RK I
II 1.9.08
1.9.08 1900
2000
6. Chandra Bai.C RK I 1.9.08 1900
7. Chandra.R RK
I
II 1.9.08
1.9.08 1900
2000
8. Damodaran.K Peon I 1.9.08 1900
9. Dhanalakshmi.V RK I 1.9.08 1900
10. Eswari.E Peon I 3.12.08 1900
11. Girija.R.C Daftry I 1.9.08 1900
12. Gopinathan.R RK I
II 1.9.08
1.9.08 1900
2000
13. Gowri.D RK I
II 1.9.08
1.9.08 1900
2000
14. Gowri.K RK I
II 1.9.08
1.9.08 1900
2000
15. John Prabhakaran RK I 1.9.08 1900
16. Jude Basil Wheeler RK I 1.9.08 1900
17. Kaliyammal.K Peon I 1.9.08 1900
18. Kamalakannan Daftry I 1.9.08 1900
19. Karthikekyan.R RK I
II 1.9.08
19.9.09 1900
2000
20. Lakshmi.A Daftry I 1.9.08 1900
21. Loganathan.R RK I
II 1.9.08
1.9.08 1900
2000
22. Manivannan.K Peon I 8.12.08 1900
23. Mannappan.J SGRK II 1.9.08 2000
24. Meera.G Safaiwala I 1.9.08 1900
25. Muniammal.N Daftry I
II 1.9.08
1.9.08 1900
2000
26. Muruga.R Peon I 1.12.08 1900
27. Murugan.S SGRK II 1.9.08 2000
28. Muthulakshmi.S Peon I 1.9.08 1900
29. Muthuraman.P RK I 1.9.08 1900
30. . Nareshkumar.B Peon I 1.9.08 1900
31. Navamma.G Safaiwala I 1.9.08 1900
32. Palani.P RK I 1.9.08 1900
33. Pown.K Daftry I
II 1.9.08
14.9.09 1900
2000
34. Raghupathy.K.R Safaiwala I 1.9.08 1900
35. Rajathi.D Daftry I
II 1.9.08
13.9.09 1900
2000
36. Rajendran.V Peon I 18.12.08 1900
37. Rajesh.R Peon I 1.9.08 1900
38. Rajeswari.A.M Peon I 1.9.08 1900
39. Raju-II.K RK I
II 1.9.08
1.9.08 1900
2000
40. Ramachandran.A SGRK II 1.9.08 2000
41. Ravi.S I 1.9.08 1900
42. Saraswathy.M Daftry I
II 1.9.08
1.9.08 1900
2000
43. Sathiyamoorthy Peon I 1.9.08 1900
44. Selvaraj.G Daftry I
II 1.9.08
1.9.08 1900
2000
45. Sivakumar.P.T.N RK I
II 1.9.08
1.9.08 1900
2000
46. Srinivasulu.U Daftry I
II 1.9.08
14.9.09 1900
2000
47. Udayakumar.K RK I 1.9.08 1900
48. Venkatasubramani.P.R Safaiwala I 1.9.08 1900
49. Venukumar Daftry I 1.9.08 1900
50. Yeasudoss.K RK I
II 1.9.08
1.9.08 1900
2000
51. Yoganathan.S SGRK II 1.9.08 2000
MCAA



Tentative list of Clerks

Sl No. Name Designation I/II/II AVCP w.e.f Grade Pay
1 Balasubramanian.G Clerk I 1.9.08 1900
2 Devika.J Clerk I 1.9.08 1900
3 Gowri.G Clerk I 1.9.08 1900
4 Gracy Goldamair.S Clerk I 1.9.08 1900
5 Jayaraman.P Clerk I 14.12.08 1900
6 Munusamy.S Clerk I 1.9.08 1900
7 Murthy.M.K Clerk I 1.9.09 1900
8 Murugan.K Clerk I 1.9.08 1900
9 Natarajan.L Clerk I 1.9.08 1900
10 Pechimuthu.S Clerk I 1.9.08 1900
11 Rajendran.M Clerk I 1.9.08 1900
12 Ravikumar.J Clerk I 9.12.08 1900
13 Sasikumar.K Clerk I 1.9.08 1900
14 Sekar.N Clerk I 1.9.08 1900
15 Sivaguru.S Clerk I 2.12.08 1900
16 Vetri Tiruvarutselvi.K Clerk I 1.12.08 1900
17 Vijayasarathy.M Clerk I 1.9.08 1900

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