Monday, November 30, 2015

No proposal to discontinue the Digital Life Certificate for the Pensioners

There is a report in a section of press that while inaugurating an Awareness Workshop on the online Pension Sanction and Payment Tracking System “BHAVISHYA”, Union Minister of State (Independent Charge) for Development of North Eastern Region (DoNER), MoS PMO, Personnel, Public Grievances and Pensions, Atomic Energy and Space, Dr Jitendra Singh said that the practice of submitting Digital Life Certificate for continuation of pensions will soon be done away with. 

Strongly rebutting the report, it is stated that Union Minister Dr Jitendra Singh has never ever expressed any opinion on the issue at any platform and, therefore, the question of having made such a statement does not arise at all. 

It is clarified that, as of now, the government has no proposal to discontinue the Digital Life Certification for the pensioners. 

It is to be stated that “Jeevan Pramaan” - a facility for submission of digital of life certificates by pensioners has been launched in November 2014. This is a voluntary facility provided in addition to existing provisions available for submission of life certificates. Till date 9,62,910 Digital Life Certificates have been furnished by pensioners.

Source : PIB Release, 30.11.2015

Goodbye, Wi-Fi! Li-Fi Just Got Tested And It's 100 Times Faster!


Things are going to get very interesting in the coming months. The way we access internet can completely change forever. Well, that's what scientists are telling us anyway. Remember this word - 'Li-Fi'; it's going to be used very often soon enough. What is it you ask? Li-Fi is a wireless technology that transmits high-speed (insanely high-speed) data using visible light communication, or VLC. So imagine switching on a bulb in your room, and it'll not only be a source of light, but will also transmit wireless internet to your phones and other devices. Madness, I tell you. 
Scientists claim that they are achieving speeds of up to 224 gigabytes per second in the lab using Li-Fi earlier this year. This would mean a revolution in the world of videos. Now, scientists have taken Li-Fi out of the lab for the first time, testing it in offices and industrial environments in Tallinn, Estonia. They are claiming that they can achieve speeds of up to 1 Gb per second at a work environment. Just to put that into perspective, that is 100 times faster than the average Wi-Fi speeds that we currently have around the world. 
The technology uses Visible Light Communication (VLC), a medium that uses visible light between 400 and 800 terahertz (THz). It works basically like an incredibly advanced form of Morse code - just like switching a torch on and off according to a certain pattern can relay a secret message, flicking an LED on and off at extreme speeds can be used to write and transmit things in binary code. 
"We are doing a few pilot projects within different industries where we can utilise the VLC (visible light communication) technology," Deepak Solanki, CEO of Estonian tech company, Velmenni, told IBTimes UK. 
"Currently we have designed a smart lighting solution for an industrial environment where the data communication is done through light. We are also doing a pilot project with a private client where we are setting up a Li-Fi network to access the Internet in their office space.”
Invented by Harald Haas from the University of Edinburgh, Scotland back in 2011, Haas demonstrated how the flickering light from a single LED could transmit far more data than a cellular tower! 224 gigabytes per second! 18 movies of 1.5 GB each getting downloaded every second. Hmm, not bad eh?
There are more positives than just speed. Think about it, because light cannot pass through walls, you don't have to worry about your pesky neighbour trying to hack into your internet and stealing data. It's a lot more secure. Experts, however, don't feel that this will phase out Wi-Fi. Instead, the two technologies could be used together to achieve more efficient and secure networks.


"All we need to do is fit a small microchip to every potential illumination device and this would then combine two basic functionalities: illumination and wireless data transmission," Haas said. "In the future we will not only have 14 billion light bulbs, we may have 14 billion Li-Fis deployed worldwide for a cleaner, greener, and even brighter future." If this technology does pan out, and it comes to India, it would mean everyone who has an LED light bulb would have access to the internet. 

Source : http://www.indiatimes.com/

Sunday, November 29, 2015

FINMIN SEEKS COMMENTS/VIEWS ON 7TH CPC RECOMMENDATIONS FROM MINISTRIES AND STAFF ASSOCIATIONS, JCM

GOVERNMENT OF INDIA
MINISTRY OF FINANCE
DEPARTMENT OF EXPENDITURE
39-A. North Block. New Delhi-110001
November 21. 2015
D.O.No.1-4/2012-EIII(A)
Dear Sir.
The Report of the 7th Central Pay Commission was submitted to the Governmenton 19.11.2015. A COPY of the Report is placed on the website of Ministry of Finance (www.finmin.nic.in)
2. The process to examine the recommendations of the Commission has to commence immediately. An Empowered Committee of Secretaries chaired by cabinet Secretary is being constituted to consider the recommendations in its entirety and after considering the views of all the Departments as well as the Staff Associations and JCM. An implementation Cell is also being created In this Ministry to process the recommendations based on the views of the Ministries/Departments , Staff Associations and JCM for submitting the matter for consideration of the empowered Committee of Secretaries and thereafter for approval of the Cabinet based on the conclusions arrived at by the Empowered Committee of Secretaries.

3. Thus, the process to consider the, recommendations before it reaches a final shape for approval of the Cabinet requires consultation amongst all the Ministries/Departments who may formulate their opinion based on the views of Staff Associations under their administrative control.

4. Accordingly. it is requested that the following action may be taken on an urgent basis in your Department:



A Nodal Officer at the level of a Joint Secretary may be nominated immediately. Whom the implementation Cell in this Ministry would be interacting with during the course of processing of the recommendations
The recommendations of the Commission may be examined in regard to issues concerning your Department and the views thereon may be furnished to this Ministry within three weeks.
The recommendations of the Commission may be examined in regard Posts/Cadre/service/ organization under your Department and the views thereon may be furnished to this Ministry within three weeks.
While formulating the views of your Department, the comments, if any of any of the recognized Staff Associations under the administrative control of your Department. may also be obtainedand taken into account.
In case your Department has any view on any of the recommendations contained in the Report, even though it may not directly pertain to your Department, may also be furnished under a separate category within three weeks.
In case you have any other suggestion to make in this regard, the same will b appreciated.
I request you, accordingly to kindly ensure that the action on the above points is given utmost priority and the same is completed within the stipulated timeline of three weeks.

Transfer and Posting in PS Group-B Cadre

The following transfer and posting order in PS Group-B cadree has been issued vide C.O. Order No. ST/2-34(3)/2015 dated 24/11/2015.

Sl No
Name of the Officer S/Shri
Present place of Posting
Posted on transfer
1
Jumbel Munda
Manager, Postal Printing Press, Bhubaneswar on adhoc basis
Superintendent, CSD, Bhubaneswar-751007

Ad-hoc Promotion to JTS Gr-A Cadre and Posting thereof

The following PS Group-B Officers are promoted to JTS Gr-A Cadre on temporary and adhoc basis and allotted Regions/posted against the post as mentioned below vide Circle Office Memo No.ST/2-34(3)/2015 dated 24-11-2015:-

Sl No
Name of Officer
S/Shri
Present place of posting
Allotted to the Region
Posted on adhoc Promotion
1.
Satyabadi Biswal
AD(FS/TO/PMU), CO, Bhubaneswar
Bhubaneswar HQ
SSRM, RMS ‘N’ Division, Cuttack-753001
2.
N.K. Samal
Superintendent, CSD, Bhubaneswar-751007
Bhubaneswar HQ
Manager, Postal Printing Press, Bhubaneswar-751010

More flaws than plus points in 7th Pay Commission Recommendations

The much-awaited 7th Pay Commission report was submitted to the government last Thursday. The 900-page long report was perused swiftly within a day or two and criticisms have already started coming.
The very next day of submitting the report, M. Krishnan, the Confederation Secretary, gave a scathing criticism. “No other Pay Commission had submitted such a worst report,” he said. At the very beginning of the press release, he had mentioned that the backward mindset of the recommendations of the Pay Commission have been a huge disappointment for the Central Government employees.

Contrary to all the wild speculations, a raise of only 14.29 percent was finally given to the Central Government employees. This increment is akin to two installments of the Dearness Allowance. He has strongly stated that more than 50 lakh Central Government employees and members of the armed forces have been cheated.
In order to clarify the doubts that arise about the 7th Pay Commission report, one has to refer to the 6th Pay Commission recommendations. But, it also highlights the stark difference in the quality of both the reports. While the 6th Pay Commission report had clearly stated its recommendations and justifications with explanations and examples, the 7th Pay Commission report is a lifeless play of words.
The 6th Pay Commission recommended 10 percent, 20 percent, and 30 percent House Rent Allowance for ten years starting from 01.01.2006. The intention behind reducing it to 24 percent, 16 percent and eight percent was not explained. Despite being very well aware of the fact that the recommendations will be in effect until 2026, the fact that the Pay Commission had tried to reduce the allocation has left the Central Government employees greatly disappointed.
MACP/ Promotions: Among the biggest disappointments of the 7th Pay Commission report is the fact that promotions, which are given once every ten years, so not earn any substantial benefits for the employees. They stand to gain only 3 percent hike. Another painful observation is the fact that the gap between Grade Pay 2800 and 4200 has been completely reduced.
The next big disappointment is the method of calculating the dearness allowance. This was one of the much-anticipated parts of the report. There is no clear explanation as to the reason why changes had to be made in the CPI IW BY 2001=100 method, or the 115.76 Factor.
On top of it all, the commission has introduced a new “Pay Matrix.” Our expectations of a detailed explanation about it were never fulfilled. 3 percent of the amount has been rounded off and given for each CELL.
In short, the 7th Pay Commission report is on the receiving end of lot of criticism. Central Government employees are now hoping that the Centre would intervene and do something positive for them.
Source : cgstaffportal.in

7th Pay Commission recommendations on LTC advance and Medical Advance


Abolishing 12 Interest free advances recommended by 7th CPC

The 7th Pay Commission has , in a casual manner, recommended that all interest free advances to be abolished. The impact of this recommendation is yet un noticed by the central government employees

There are 12 Interest free advances are listed in that table provided in the 7th CPC Report. When hearing the news that 7th cpc has recommended to abolish interest free advances , every body thought that some advances like festival advances only will be abolished. But if you read the names of advances recommended for abolishment, it will give you little bit shock.
In general opinion, the amount that is paid for government servants in some occasions and for specific purposes and the same will be recovered through monthly instalments are considered advances.


But the advance paid for Medical treatment and LTC are not supposed to be included this list, since it is reimbursable in nature and will not be recovered by Government.

The amount paid as advances to the Medical treatment and LTC are not recoverable by government if there is no any default in the claim. since the expenses incurred should be reimbursed to the Govt servants according to their entitlements, the amount paid in advance can be adjusted against the claim of reimbursement is sanctioned. So there is no need of repaying the advance to government in respect of Medical and LTC advances.These should not be included in the list of interest free advances.

Eventually abolishing these advances will make the central government employees not to avail LTC facility and medical treatment in Private hospital, since the amount of 90 % of the expenses paid in advance will not be available for them any more due to this recommendation. By availing this advances they were able to manage the Medical Expenses and by availing this advance only they were able to bye Air or Train Tickets to go on LTC.

Without these advances, the Group C and B employees cannot imagine availing of LTC to visit some places in India with their family.

The Central Government should not accept the proposal of Abolishing these advances.

Source: GServants.com

Seventh Pay Commission Recommendations Holiday and Leave



9.2.1 Presently Central Government offices observe a five-day week which results in 104 holidays every year on account of weekends. In addition, there are three National Holidays, fourteen Gazetted Holidays and two Restricted Holidays. Further, civilian government employees are entitled to 8 days’ Casual Leave, 20 days’ Half Pay Leave (commutable to Medical Leave) and 30 days’ Earned Leave. Besides the above, quite a few other types of leave are admissible.
9.2.2 The following paragraphs bring out, in alphabetical order, the different kinds of holidays and leave admissible, demands received (if any) and views of the Commission on each one of them. Unless otherwise stated, the existing terms and conditions regulating these holidays and leave shall remain unchanged.

Casual Leave (CL)
9.2.3 Casual Leave is granted to enable a government servant to attend to sudden/unforeseen needs/tasks. Presently 8 days CL is normally granted to a Central Government employee per calendar year. The number goes up to 10 days for Industrial Workers, 20 days for Defence Officers and 30 days for Defence PBORs. Certain other categories of staff, particularly in the Railways, are granted CL ranging from 11 to 13 days in a year. Demands have been made to increase the number of CL to 15 days for Industrial Workers and 12 days for other employees. CAPFs have also sought parity with defence forces in matters of Casual Leave.
Analysis and Recommendations
9.2.4 Regarding the number of Casual Leave, the Commission is of the view that the present system is working well and need not be altered. As far as the case of CAPFs for parity with defence forces is concerned, the Commission notes that CAPFs are essentially civilian forces and their service conditions are different from defence forces. Hence parity in terms of number of casual leave cannot be considered. To sum up, status quo is recommended.
Child Adoption Leave
9.2.5 This leave is granted to female employees, with fewer than two surviving children on valid adoption of a child below the age of one year, for a period of 135 days immediately after the date of valid adoption.
Analysis and Recommendations
9.2.6 No demands have been received regarding this leave. Accordingly, status quo may be maintained.
Child Care Leave (CCL)
9.2.7 Child Care Leave (CCL) is granted to women employees for a maximum period of two years (i.e., 730 days) during their entire service for taking care of their minor children (up to eighteen years of age). There are several demands relating to CCL which include converting the same into “family care” leave, extending the facility to male parents and many representations stressing that it should be extended at least to single male parents. Suggestions have also been received that in cases where the child is differently abled, the clause stipulating that the child should be minor, should be done away with. Single mothers have highlighted their unique problems and requested the Commission for liberalising the grant of CCL. Interestingly, representations have also been made for discontinuance of the CCL, primarily on the grounds that it disrupts office working and also because it promotes gender discrimination.
Analysis and Recommendations
9.2.8 When CCL was first introduced by the VI CPC it generated considerable interest as it represented a positive measure benefiting women employees. It also took a while to stabilise and it is seen that as many as five amendments/clarifications were issued within a short period of time. As it stands, it is meant for women employees “for taking care of up to two children whether for rearing the children or looking after their needs like examination, sickness etc.” It is treated akin to Earned Leave and is sanctioned as such. It may not, however, be granted in more than three spells in a calendar year.
9.2.9 In the first two years of its implementation the experience was that women employees tended to treat this as Casual Leave or an extension of the same, and the resultant frequent absences caused disruptions at work. To address this, in September 2010, a clarification was issued stipulating that CCL may not be granted in more than three spells in a calendar year and also that it may not be granted for less than 15 days at a time. However, the latter stipulation was subsequently withdrawn and as per the latest clarification issued on 5 June, 2014 the government has decided to remove the requirement of minimum period of 15 days CCL. It has been brought to the notice of the Commission that the capping of maximum three spells in a calendar year has, to some extent, addressed the problems relating to disruption of work. Notwithstanding that, in the course of discussions with various stakeholders, the sense that has come across is that what was introduced as a welfare measure to help employees in times of need, is seen as a benefit that has to be availed simply because it exists. There is, therefore, a palpable need to bring in some inhibiting feature so as to ensure that only genuinely affected employees avail of this scheme. Towards this end the Commission recommends that CCL should be granted at 100 percent of the salary for the first 365 days, but at 80 percent of the salary for the next 365 days. In making this recommendation the Commission has also kept in mind the fact the concept of a paid (whether 100% or 80%) leave solely for child care for a period of two years, is a liberal measure unmatched anywhere else.
9.2.10 The Commission notes that in the event a male employee is single, the onus of rearing and nurturing the children falls squarely on his shoulders. Hence extension of CCL to single male parents is recommended. Moreover, the Commission recognizes the additional responsibility on the shoulders of employees who are single mothers. Accordingly, it is recommended that for such employees, the conditionality of three spells in a calendar year should be relaxed to six spells in a calendar year.
Commuted Leave
9.2.11 Presently, Commuted Leave not exceeding half the amount of half-pay leave due can be taken on medical certificate. A demands have been made to do away with the need for medical certificate.
Analysis and Recommendations
9.2.12 The Commission does not find merit in the demand. Status Quo is recommended.
Earned Leave (EL) or Leave on Average Pay (LAP)
9.2.13 Presently 30 days EL per annum is granted to Civilian employees and 60 days to Defence personnel. EL can be accumulated up to 300 days in addition to the number of days for which encashment has been allowed along with LTC. Suggestions have been made to increase the accumulation to 450 days, allow encashment of 50 percent of the accumulated EL after 20 years of service and delink encashment of leave from LTC. A novel concept of “gifting” has been put forward, wherein employee should be allowed to ‘gift’ certain number of days of leave to one’s spouse or one’s colleague. “Vacational” staff like teachers, principals, etc. have demanded restoration of 10 days EL, which was changed to 20 days Half Pay Leave by VI CPC.
Analysis and Recommendations
9.2.14 In many organizations, employees are encouraged to take leave on the premise that it revitalizes them and is beneficial for the organization in the long run. Such a system is not prevalent in the government sector in India, but substituting leave with cash is also not desirable. Hence, no change in encashment guidelines is recommended.
9.2.15 The Commission recognizes that Earned Leave is, as the name suggests, earned by an employee through the services rendered. Hence, it is personal to the employee and the concept of “gifting” cannot be considered.
9.2.16 The demand of “Vacational” staff can, however, be agreed to. Hence, it is recommended that “Vacational” staff be granted 10 days EL in place of 20 days Half Pay Leave. Other than this no other change is recommended.
Extra Ordinary Leave (EOL)
9.2.17 EOL is granted to a government servant when no other leave is admissible or when other leave is admissible, but the government servant applies in writing for extraordinary leave. This leave is neither debited to leave account nor is any leave salary paid. No demands have been received regarding this leave. Accordingly, status quo may be maintained
Furlough Leave
9.2.18 This leave is admissible only to defence officers for up to 60 days. It can be availed at half pay, once in a cycle of three calendar years. No demands have been received regarding this leave. However, the Commission is of the view that Furlough Leave is a legacy of the pre- Independence era. Since defence officers are already entitled to double the Earned Leave and more than double the Casual Leave available to civilian employees, there is no justification for continuation of Furlough Leave. Hence, it is recommended that Furlough Leave be abolished.
Gazetted and Restricted Holidays
9.2.19 Besides the three National Holidays, employees are presently entitled to 14 Gazetted and 2 Restricted holidays every year. Out of the 14 Gazetted holidays, 11 are observed throughout India, while 3 are decided locally. For Restricted holidays, a list is drawn up at the local level taking local factors into consideration; employee is entitled to choose anytwoin a year out of that list. There are demands to include May Day and 14th April as compulsory holidays throughout India. Suggestions have also been received to increase the number of locally decided Gazetted Holidays from 3 to 6.
Analysis and Recommendations
9.2.20 The Commission is of the view that the present system is working well. Accordingly, status quo is recommended.
Half Pay Leave (HPL) or Leave on Half Average Pay (LHAP)
9.2.21 Presently, government employees are entitled to 20 days of Half Pay Leave for each completed year of service, credited @10 days on the 1st of January and 1st of July every year. There are representations that encashment of HPL should be allowed at the time of superannuation.
Analysis and Recommendations
9.2.22 The demands lack merit. Elsewhere in the report it has been recommended that 20 days HPL granted to “Vacational” staff be converted into 10 days EL. Hence, HPL will henceforth not be available to them. No change other than this is recommended.
Hospital Leave
9.2.23 This leave is granted to Group `C’ Railway employees if they are suffering from illness or injuries directly due to risks incurred in the course of official duties, on production of medical certificate. Full pay is admissible for first 120 days and half pay thereafter. The leave may be combined with any other kind of leave due and admissible, provided total period of leave does not exceed 28 months. Demands have been received to increase this leave to an unlimited period of time as applicable to PBORs of defence forces.
Analysis and Recommendations
9.2.24 This has been discussed under Special Disability Leave.
Leave Not Due (LND)
9.2.25 LND is granted when the employee has no half-pay leave at credit and he/she requests for the grant of Leave Not Due. It is granted only on medical certification, if the leave sanctioning authority is satisfied that there is a reasonable prospect of the employee returning to duty on its expiry. LND during the entire service is limited to a maximum of 360 days and will be debited against the half-pay leave that the employee may earn subsequently. No demands have been received regarding this leave. Accordingly, status quo may be maintained.
Maternity Leave
9.2.26 Maternity leave is granted to women government employees–up to 180 days for pregnancy and 45 days in the entire service for miscarriage/abortion. Maternity leave can be combined with any other leave upto two years without medical certificate. The Commission has received representations for enhancement of Maternity leave to 240 days with full pay and further 120 days with half pay.
Analysis and Recommendations
9.2.27 It is noted that Maternity Leave was raised from 135 days to 180 days and ‘period in continuation’ raised from 1 year to 2 years by the VI CPC. No further increase is warranted. Status quo is recommended.
Paternity Leave
9.2.28 Presently, a male employee with less than two surviving children may be granted Paternity Leave for a period of 15 days during the confinement of his wife, up to 15 days before or six months from the date of delivery of child. Paternity leave may also be granted to a government servant with less than two surviving children on valid adoption of a child below the age of one year, within a period of 6 months from the date of valid adoption. There are demands to increase the period to 30 days.
Analysis and Recommendations
9.2.29 Present dispensation of 15 days is adequate. Status quo may be maintained.
Sick Leave
9.2.30 This leave is admissible to defence personnel only on account of sickness attributable/ aggravated due to service conditions. Full pay is granted for the entire duration of hospitalization. Beyond that, defence officers are allowed Sick Leave with full pay and allowances for first six months and fully pay only for next 18-24 months, while there is no such limit for PBORs. There are demands from CAPFs for complete parity with defence forces in respect of provisions of Sick Leave.
Analysis and Recommendations
9.2.31 Discussed under Special Disability Leave.
Special Casual Leave (SCL)
9.2.32 SCL is granted to employees to cover their absence from duty for various occasions like sports events, cultural activities, participation in Republic Day Parade, voluntary blood donation, Trade Union meetings, etc. Full pay is granted during SCL and it can be sanctioned with retrospective effect also. There are demands to extend SCL to organ donors till the time they are fit to resume duty.
Analysis and Recommendations
9.2.33 The Commission would like to express its concern at the widespread use of SCL as a means of getting away from duty. However, because of the extensive scope and case specific nature of this leave, no concrete recommendations can be made. The government may, however, consider the following suggestions:
Review the purposes for which SCL is presently granted.
Limit the number of purposes for which an employee can be granted SCL in a year.
Limit the total number of days that an employee can be granted SCL in a year.
Special Disability Leave
9.2.34 It is admissible to civilian employees when disabled by injury intentionally or accidentally inflicted or caused by or in consequence of the due performance of official duties or in consequence of official position held. Full pay is admissible for the first 120 days and half pay thereafter. The leave may be combined with any other kind of leave due and admissible, provided the total period of leave does not exceed 24 months.
9.2.35 There are demands to remove the ceiling limit of 24 months–the duration of leave may be left to the discretion of doctor and full pay paid for the entire period.
Analysis and Recommendations
9.2.36 There are three different kinds of leave admissible to civilian/defence employees which are granted for work related illness/injuries–Hospital Leave, Special Disability Leave and Sick Leave. It is an established worldwide practice that employees who suffer illness/injuries that are attributable to/aggravated in the course of their duty need to be adequately compensated. However, due to the inherent difference between the nature of duties of civilians and uniformed forces, a distinction needs be made in the level of compensation provided. Having said that, there is some similarity in the risks faced by different uniformed forces, and consequently parity amongst them may be considered as far as this leave is concerned
9.2.37 The following is, therefore, recommended:
Hospital Leave, Special Disability Leave and Sick Leave should be subsumed in a new Leave named Work Related Illness and Injury Leave (WRIIL).
Full pay and allowances will be granted to all employees during the entire period of hospitalization on account of WRIIL.
Beyond hospitalization, WRIIL will be governed as follows:
For Civilian employees, RPF employees and personnel of Police Forces of Union Territories: Full pay and allowances for the 6 months immediately following hospitalization and Half Pay only for 12 months beyond that. The Half Pay period may be commuted to full pay with corresponding number of days of Half Pay Leave debited from the employee’s leave account.
For Officers of Defence, CAPFs, Indian Coast Guard: Full pay and allowances for the 6 months immediately following hospitalization, for the next 24 months, full pay only.
For PBORs of Defence, CAPFs, Indian Coast Guard: Full pay and allowances, with no limit regarding period.
In the case of persons to whom the Workmen’s Compensation Act, 1923 applies, the amount of leave salary payable under WRIIL shall be reduced by the amount of compensation payable under the Act.
No Earned Leave or Half Pay Leave will be credited during the period that employee is on WRIIL.
Study Leave
9.2.38 Presently, Study Leave may be granted to all government employees with not less than five years’ service for undergoing a special course consisting of higher studies or specialized training in a professional or technical subject having a direct and close connection with the sphere of his duties as a civil servant. It is limited to 24 months, except for CHS officers who are allowed 36 months.
9.2.39 No demands have been received regarding this leave. Accordingly, status quo may be maintained.

source:govtempdiary.com

Govt to bring Bonus Act amendment bill

New Delhi, Nov 28, 2015, DHNS:

Government will introduce a bill in the ongoing winter session to amend the Bonus Act, 1965, Prime Minister Narendra Modi told Parliament on Friday. 
Replying to the two-day special debate to mark the Constitution Day and Dr BR Ambedkar’s 125th birth anniversary, Modi said: “We are going to bring an important bill in this House to amend Bonus Act. The Cabinet has already approved it. This is a very important bill for our workers. We are taking decisions and working for welfare of the labour class.” 

Bonus calculations

The amendment bill seeks to enhance extent of coverage for payment of bonus from the existing wage limit of Rs 10,000 to Rs 21,000 per month as well as the calculation limit for payment of bonus from Rs 3,500 to Rs 7,000 per month.

The Union Cabinet had approved the amendment in the Payment of Bonus Act 1965 for the Industrial workers last month, making them eligible for the reward.


Source :  http://www.deccanherald.com

Saturday, November 28, 2015

List of Closed & Restricted Holidays to be observed by the CG employees in Odisha during 2016



Launch of Atal Pension Yojana (APY) through CBS HOs from 1st Dec. 2015

From : Director (CBS)

Sent: 26 November 2015 18:00

To: CPMG Andhra Pradesh Circle; CPMG Assam Circle; CPMG Bihar Circle; CPMG Chattisgarh Circle; CPMG Delhi Circle; CPMG Gujrat Circle; CPMG Haryana Circle; CPMG Himachal Pradesh Circle; CPMG Jammu & Kashmir Circle; CPMG Jharkhand Circle; CPMG Karnataka Circle; CPMG Kerala Circle; CPMG Madhya Pradesh Circle; CPMG Maharashtra Circle; CPMG North East Circle; CPMG Orissa Circle; CPMG Punjab Circle; CPMG Rajasthan Circle; CPMG Tamilnadu Circle; CPMG Uttar Pradesh Circle; CPMG Uttarakhand Circle; CPMG West Bengal Circle

Cc: DDG (Financial Services); ADG (FS I); Kawaljit Singh; Member (Banking & HRD); ADG (IMTS&MO)

Subject: Launch of Atal Pension Yojana (APY) through CBS HOs from 1st  Dec. 2015  

Respected Sir/Madam,

I am directed to inform that under Pradhan Mantri Jan suraksha Yojana, Atal Pension Yojana (APY) the Pension Scheme where minimum monthly pension is guaranteed  by the Government of India for the section of society who joins between the age of 18-40 years and Government is also contributing 50% of the contribution or Rs.1000/- whichever is less for 5 Years for those who will joint the scheme by 31st December 2015 subject to the condition that the beneficiary should not be Income Tax Payee and not beneficiary of any other Social Welfare Scheme of the Government. 

2. Department has developed  APY Module in CBS Application which will be launched from 1st December 2015 and will be available in all CBS Post Offices. But to start with, Department has decided to register CBS HOs only with PFRDA as NLCC. Therefore, only those HOs would be able to register APY subscribers which have NLCC number. List of such HOs is attached with NLCC number. A chart containing contribution amount based on the entry age criteria and the option of payment of contribution i.e Monthly, Quarterly or Half Yearly is also enclosed. This is very important to note that only Savings Account  Holder of any CBS  Head Post Office can enroll for APY and there will not be any cash deposit or deposit through any other mode except auto debit from savings account. For sensitizing the staff about features of APY, FPRDA has already conducted workshops in all the circles and that concerned staff may be aware with the features of the scheme. 

3. It is requested that counter as well as Supervisory staff of CBS HOs should be asked to be ready for the launch  from 1st December 2015  and Standard Operating Procedure (SOP) along with Subscription Forms of the scheme will be circulated in a day or two through a separate mail. 


 With regards,

Sachin Kishore
Director (CBS)
Sansad Marg,
Dak Bhavan 

Central Govt Employees To Get PPO, Other Benefits On Retirement Day

New Delhi: The government has decided to give pension payment order (PPO) and all other retirement benefits on the day of retirement to all 50000 central government employees retiring every year, Union minister Jitendra Singh said on Thursday.

“The goal is to ensure 100 per cent payment of all retirement benefits and the delivery of pension payment order (PPO) to retiring employees on the day of retirement itself,” The Minister of State for Personnel, Public Grievances and Pensions Jitendra Singh said at the inauguration of a workshop on ‘Bhavishya ’, an online pension sanction and payment tracking system for central government retirees.

“Last year of a retiring employee is spent in preparation of pension payment order (PPO) and collecting no-dues certificates as he fears no one will let him in after he retires. The reputation of a retiring government servants becomes such that he is preparing to get his pension on time. This is just not done,” Singh said

“Our experience shows pension payments are considerably delayed. Retirees need a dignified exit from service and can’t be expected to run around for their pension payment order (PPO) and all retirement benefits or make requests to someone for it,” said an official on this occasion.

Bhavishya involves preparation of advance list of employees retiring in the next 12 months and sending each such employee a login and password for ‘ Bhavishya ‘ portal eight months before the date of his retirement on his mobile phone and e-mail ID.

The employee fills up his details on the portal and based on that information, pension forms are auto-generated by the software and submitted for processing. The system then sends SMS and e-mail alerts to the employee, his head of department and disbur...

The Minister said apart from ensuring timely disbursal of pension, the Department is also holding pre-retirement counselling for employees and considering various options on how best to utilize the experience of retired personnel who can contribute a lot to the government and society as they are energetic and resourceful for long beyond 60 years of age.

Source : http:// tkbsen.in

Operative & Administrative Hierachy Levels in DOP

7th CPC Recommendations - Confederation National Secretariat Decisions


Date : 27-11-2015


Dear Comrades,


National Secretariat of the Confederation of Central Govt Employees & Workers held on 27-11-15 at New Delhi after detailed deliberations on the recommendations of the 7th Central Pay Commission (CPC) has decided as follows :



1.The National Secretariat has come to the unanimous conclusion that many of the recommendations of the 7th CPC are most retrograde and require to be modified before implementation by the Government, especially the faulty and depressed minimum wage arrived at by the 7th CPC and the fitment formula. Some of the recommendations such as abolition of certain allowances etc., are to be rejected.


2. The National Secretariat is of the firm opinion that a united struggle of entire Central Govt Employees including Railways, Defence and Confederation under the banner of National Joint Council of Action (NJCA) can only compel the Government to modify or reject the retrograde recommendations of the 7th CPC and hence it is decided to further strengthen the unity.


3. The National Secretariat further resolved that the form of the united struggle of NJCA should be an indefinite strike, within a time frame, as Govt is moving fast to implement the recommendations. Negotiation with the Government should precede declaration of indefinite strike and intensive campaign among the employees and mobilization, to create sanction behind the demands.


4. In case the requisite movement is not coming about for any reason, Confederation National Secretariat will meet and chalk out its own independent action.


5. Regarding the sector-wise issues relating to the employees of each department, the affiliated organizations of the Confederation in those departments shall take initiative for uniting all like-minded Federations/Associations/Unions in their department and shall organize agitational programmes on departmental specific demands.


6. The National Secretariat decided to insist that the charter of demands of the NJCA and Confederation should include the demands of Gramin Dak Sevaks, Casual/Contract labourers, filling up of vacancies and scraping the New Contributory Pension Scheme.


7. All affiliated organizations of Confederation are requested to intimate by e-mail to the Confederation CHQ (confederationhq@gmail.com or mkrishnan6854@gmail.com) on the required modifications or additions / deletions in the common recommendations (not department-specific) of the 7th Pay Commission on or before 05-12-2015.


8. Available Secretariat members of the Confederation will meet on 07-12-2015 at New Delhi and finalize the common demands to be included in the charter of demands of NJCA. (NJCA meeting is being held at JCM National Council, Staff-side office on 08-12-2015 to finalize the charter of demands and the further course of action).


9. The National Secretariat congratulated all the Central Govt Employees who made the 27th November 2015 ‘All India Protest Day’ at the call of NJCA, a grand success all over the country by wearing ‘black badges’ and participating in protest demonstrations.


Other Decisions:


1.Next All India Workshop-cum-Trade Union Camp of Confederation will be held at Dehradun (Uttarakhand) before March 2016.


2. The National Secretariat extended full support and solidarity to the proposed agitational programmes of Passport Employees Association including ‘Indefinite hungerfast’.


=M.Krishnan

Secretary General