The Cabinet meeting on August 14th 2008 has approved new Grade Pay and Pay Bands. There are great confusions in teaching community about the recommendations of VI th pay commission. Gov't consider them as special so that they help our new generation to grow positively. Just Click here(Or go to http://delta.org.in/form/G.pdf) to see the pay band and Grade pay for teachers. For pay fixation Click here(Or go to http://delta.org.in/download.htm)
http://employmentexpress.blogspot.com
http://www.delta.org.in
Wednesday, August 27, 2008
Sixth pay Commission: Sharp criticism from IAF
The Indian Air Force (IAF) chief has criticized the Sixth Pay Commission and said that there was a need to create parity between civilian and military pay scale.
The criticism comes after several senior armed forces officials had welcomed the final Sixth pay Commission recommendations as accepted by the Union Cabinet on 14th August. Government had made several amendments to the original recommendations of the sixth pay commission to satisfy the demands of the armed forces.
Former armed forces chief General (Rtd) NC Vij had criticized the original Sixth pay recommendations calling it inadequate. In a letter written to Prime Minister Dr Manmohan Sigh he had said, " As a former chief, I feel morally duty-bound to bring this fact to the notice of the Hon'ble Prime Minister in my personal capacity. I take heart from the fact, that it is under your leadership, that, in my tenure, the government went for a major improvement in the 'operational posture by sanctioning South Western Command and 9 Corps HQs with full complements and also for some restoration of self esteem of the young officers through addressing their delayed promotions-cum-service conditions, by approving Part 1 of Ajay Vikram Singh Committee report'…If this had been followed up, through a balanced PCR and implementation of Part II of the 'AVS Report', things would have reasonably improved, but unfortunately the very opposite has happened."
Stressing on the plight of army personnel he further said, "Sir, you yourself hail from a state, which has traditionally produced soldiers. You would have often wondered, as to why a supremely fit jawan/JCO who retires at the young age of 42-48, ages and grows old so fast. It is because he has no resources to fall back upon to ensure a decent living for his family after his early retirement. This problem gets further accentuated with the constraints of even poor farming conditions. Why should a soldier retire at this early age (other services serve upto 60 years) and why this man who has served the Nation so valiantly not be given a second career by way of 'lateral transfer', which alas will never come about".
Now when everyone thought that armed forces grouse had been adequately addressed, IAF chief has asked the government to restore the parity in the pay scales of officers of the rank of Lieutenant Colonels and equivalent with their civilian and Coast Guard counterparts who have been awarded more emoluments by the Sixth Pay Commission.
Air Chief Marshal Fali H. Major in a letter addressed to Chairman of the Chiefs of Staff Committee and the Indian Navy chief says, "The finance ministry is introducing yet another anomaly by lowering the extant of parities of officers of the armed forces, of the Lt. Col. (and equivalent), by retaining them in pay band-3, while raising similarly placed civilian and paramilitary officers to pay band-4".
IAF chief added that "It is reliably learnt that civilian and paramilitary officers in the extant pay scales S-24 (Rs.14,300-400-18,300) and S-25 (Rs.15,100-400-18,300) will be placed in pay band-4, whereas the same is being denied to the armed forces officers (Lt. Col. and equivalent) who were already in S-25".
Earlier chairman Chiefs of Staff Committee and Navy Chief, Admiral Sureesh Mehta had welcomed the government's decision to consider the demands of the armed forces while granting the Sixth Pay Commission. He said that even as more details are awaited, prima-facie, all the concerns of the defence forces appear to have been suitably addressed.
The Navy chief had said, "Increase in Military Service Pay of PBORs and compensation for middle-rung officers are particularly heartening. The decision to credit arrears from January 01, 2006 is most welcome".
Source: http://paycommissionnews.blogspot.com/2008/08/sharp-criticism-from-iaf.html
The criticism comes after several senior armed forces officials had welcomed the final Sixth pay Commission recommendations as accepted by the Union Cabinet on 14th August. Government had made several amendments to the original recommendations of the sixth pay commission to satisfy the demands of the armed forces.
Former armed forces chief General (Rtd) NC Vij had criticized the original Sixth pay recommendations calling it inadequate. In a letter written to Prime Minister Dr Manmohan Sigh he had said, " As a former chief, I feel morally duty-bound to bring this fact to the notice of the Hon'ble Prime Minister in my personal capacity. I take heart from the fact, that it is under your leadership, that, in my tenure, the government went for a major improvement in the 'operational posture by sanctioning South Western Command and 9 Corps HQs with full complements and also for some restoration of self esteem of the young officers through addressing their delayed promotions-cum-service conditions, by approving Part 1 of Ajay Vikram Singh Committee report'…If this had been followed up, through a balanced PCR and implementation of Part II of the 'AVS Report', things would have reasonably improved, but unfortunately the very opposite has happened."
Stressing on the plight of army personnel he further said, "Sir, you yourself hail from a state, which has traditionally produced soldiers. You would have often wondered, as to why a supremely fit jawan/JCO who retires at the young age of 42-48, ages and grows old so fast. It is because he has no resources to fall back upon to ensure a decent living for his family after his early retirement. This problem gets further accentuated with the constraints of even poor farming conditions. Why should a soldier retire at this early age (other services serve upto 60 years) and why this man who has served the Nation so valiantly not be given a second career by way of 'lateral transfer', which alas will never come about".
Now when everyone thought that armed forces grouse had been adequately addressed, IAF chief has asked the government to restore the parity in the pay scales of officers of the rank of Lieutenant Colonels and equivalent with their civilian and Coast Guard counterparts who have been awarded more emoluments by the Sixth Pay Commission.
Air Chief Marshal Fali H. Major in a letter addressed to Chairman of the Chiefs of Staff Committee and the Indian Navy chief says, "The finance ministry is introducing yet another anomaly by lowering the extant of parities of officers of the armed forces, of the Lt. Col. (and equivalent), by retaining them in pay band-3, while raising similarly placed civilian and paramilitary officers to pay band-4".
IAF chief added that "It is reliably learnt that civilian and paramilitary officers in the extant pay scales S-24 (Rs.14,300-400-18,300) and S-25 (Rs.15,100-400-18,300) will be placed in pay band-4, whereas the same is being denied to the armed forces officers (Lt. Col. and equivalent) who were already in S-25".
Earlier chairman Chiefs of Staff Committee and Navy Chief, Admiral Sureesh Mehta had welcomed the government's decision to consider the demands of the armed forces while granting the Sixth Pay Commission. He said that even as more details are awaited, prima-facie, all the concerns of the defence forces appear to have been suitably addressed.
The Navy chief had said, "Increase in Military Service Pay of PBORs and compensation for middle-rung officers are particularly heartening. The decision to credit arrears from January 01, 2006 is most welcome".
Source: http://paycommissionnews.blogspot.com/2008/08/sharp-criticism-from-iaf.html
Sixth Pay Commission | Anomaly in reviewed pay : IAF chief; Immediate action sought
The government must take immediate steps to restore the parity in the pay scales of officers of the rank of Lieutenant Colonels and equivalent with their civilian and Coast Guard counterparts who have been awarded more emoluments by the Sixth Pay Commission, says Indian Air Force (IAF) chief Air Chief Marshal Fali H. Major. Major has made the plea in a letter to Admiral Sureesh Mehta, Chairman of the Chiefs of Staff Committee and the Indian Navy chief, urging him to intervene before the government implements the recommendations made by the pay commission.
"The finance ministry is introducing yet another anomaly by lowering the extant of parities of officers of the armed forces, of the Lt. Col. (and equivalent), by retaining them in pay band-3, while raising similarly placed civilian and paramilitary officers to pay band-4," Major wrote in the letter sent Monday. A copy of the letter was made available to IANS.
"It is reliably learnt that civilian and paramilitary officers in the extant pay scales S-24 (Rs.14,300-400-18,300) and S-25 (Rs.15,100-400-18,300) will be placed in pay band-4, whereas the same is being denied to the armed forces officers (Lt. Col. and equivalent) who were already in S-25," Major said.
The IAF chief has pointed that because of this the civilian officers who were in the lower pay bracket (S-24) and were hitherto drawing lesser pay than Lieutenant Colonels and officers of equivalent ranks would now draw a higher basic salary.
At present, the India Army, the Indian Navy and IAF have 11,187, 3,528 and 4,216 officers, respectively, of the rank of Lieutenant Colonel and equivalent.
"This is not just affecting a Lt. Col. Because of this the pay of Coast Guard's commandant with 23 years of experience will be equivalent to a Rear Admiral with 30 years of experience," a senior army official said.
The cabinet Aug 14 cleared the revised recommendations of the pay commission, granting huge hikes to five million government employees, with special attention paid to military and paramilitary personnel.
According to the government, the revision translates into a 20 percent hike over the 40 percent across-the-board increase the pay commission had recommended.
The government promised at least three promotions for defence personnel and civilian employees under the modified assured career progression (ACP) scheme.
Civilians will be assured of promotions after 10, 20 and 30 years of service. Junior and non-commissioned officers and personnel below officer rank (PBOR) will be eligible for this after 8, 16 and 24 years of work.
The Military Service Pay recommended by the pay commission has been doubled to Rs.2,000 for PBORs and retained at Rs.6,000 for officers up to the rank of brigadiers.
Middle level officers - colonels, brigadiers and equivalent - are now placed in the highest pay band of PB-4. Lieutenant generals overlooked for promotion as army commanders due to lack of residual service will get the grade of an army commander.
The report of the Sixth Pay Commission, headed by Justice (retd) B.N. Srikrishna, was submitted to Finance Minister P. Chidambaram March 24.
It led to protests from both civilian and defence personnel, following which the government appointed a committee under Cabinet Secretary K. Chandrashekhar to study the various demands for financial corrections.
The three service chiefs also made a joint representation to Defence Minister A.K. Antony.
Source IANS
http://paycommissionnews.blogspot.com/2008/08/anomaly-in-reviewed-pay-iaf-chief.html
"The finance ministry is introducing yet another anomaly by lowering the extant of parities of officers of the armed forces, of the Lt. Col. (and equivalent), by retaining them in pay band-3, while raising similarly placed civilian and paramilitary officers to pay band-4," Major wrote in the letter sent Monday. A copy of the letter was made available to IANS.
"It is reliably learnt that civilian and paramilitary officers in the extant pay scales S-24 (Rs.14,300-400-18,300) and S-25 (Rs.15,100-400-18,300) will be placed in pay band-4, whereas the same is being denied to the armed forces officers (Lt. Col. and equivalent) who were already in S-25," Major said.
The IAF chief has pointed that because of this the civilian officers who were in the lower pay bracket (S-24) and were hitherto drawing lesser pay than Lieutenant Colonels and officers of equivalent ranks would now draw a higher basic salary.
At present, the India Army, the Indian Navy and IAF have 11,187, 3,528 and 4,216 officers, respectively, of the rank of Lieutenant Colonel and equivalent.
"This is not just affecting a Lt. Col. Because of this the pay of Coast Guard's commandant with 23 years of experience will be equivalent to a Rear Admiral with 30 years of experience," a senior army official said.
The cabinet Aug 14 cleared the revised recommendations of the pay commission, granting huge hikes to five million government employees, with special attention paid to military and paramilitary personnel.
According to the government, the revision translates into a 20 percent hike over the 40 percent across-the-board increase the pay commission had recommended.
The government promised at least three promotions for defence personnel and civilian employees under the modified assured career progression (ACP) scheme.
Civilians will be assured of promotions after 10, 20 and 30 years of service. Junior and non-commissioned officers and personnel below officer rank (PBOR) will be eligible for this after 8, 16 and 24 years of work.
The Military Service Pay recommended by the pay commission has been doubled to Rs.2,000 for PBORs and retained at Rs.6,000 for officers up to the rank of brigadiers.
Middle level officers - colonels, brigadiers and equivalent - are now placed in the highest pay band of PB-4. Lieutenant generals overlooked for promotion as army commanders due to lack of residual service will get the grade of an army commander.
The report of the Sixth Pay Commission, headed by Justice (retd) B.N. Srikrishna, was submitted to Finance Minister P. Chidambaram March 24.
It led to protests from both civilian and defence personnel, following which the government appointed a committee under Cabinet Secretary K. Chandrashekhar to study the various demands for financial corrections.
The three service chiefs also made a joint representation to Defence Minister A.K. Antony.
Source IANS
http://paycommissionnews.blogspot.com/2008/08/anomaly-in-reviewed-pay-iaf-chief.html
Sixth Pay Commission | DRDO to seek help from foreign experts to retain talent
With the attrition rate reaching alarming levels, India's premier defence research organisation DRDO will now rope in foreign experts to devise ways to retain top scientists engaged in strategic programmes.
DRDO's Recruitment and Assessment Centre (RAC), responsible for recruiting scientists, has invited human resource experts from the US, Britain, Germany, Australia and Israel to understand how these countries are managing to retain bright talents for their scientific programmes.
The initiative comes at a time when many strategic and futuristic programmes of Defence Research and Development Organisation (DRDO) are getting delayed because of manpower crunch and failure of the organisation to attract top brains.
"High rate of attrition is a serious problem affecting our strategic programmes and that is why we have invited the foreign experts to guide us in attracting and retaining top talents," Director of RAC, Arun Kumar told PTI.
DRDO recruits about 1,000 scientists every year across all its 52 laboratories and the high attrition rate, which is around eight percent, has become a key factor affecting its growth.
The urgency is reflected from RAC's move to organise a four-day workshop beginning September 17, probably first type of such workshop in India, where foreign experts as well as HR managers from Infosys, Wipro, Tata, ISRO, CSIR and Department of Atomic Energy will share their experience with DRDO on various aspects of man-power management.
"These developed countries are known for their successful scientific and strategic programmes and we hope their inputs will help us in developing a wide array of tools to stem the flow of scientists to greener pastures," Kumar said.
"We will have to develop innovative ways to retain our talent as we are facing a steady exodus of scientists which is affecting various programmes," Kumar said, adding the flight is taking place from all the DRDO laboratories across the country.
Recruitment processes
The government has approved a 21 percent hike in salaries of defence employees on the recommendations of the Sixth Pay Commission this month.
However, the general feelings in the DRDO community is that the hike was too little and it will not help stem the exodus.
"The Sixth Pay Commission has offered something. But it is not upto our satisfaction," a source in DRDO said. Admitting that the high attrition rate was a major concern, DRDO chief M Natarajan recently mooted the idea of allowing the scientists to work for a specific period of time in private sector.
Kumar, who made significant contributions in developing missile systems, said DRDO has also failed to attract top brains from IITs, IIMs and other premier institutions and in-depth discussions on how to attract young talents to DRDO will take place in the workshop.
"The workshop on 'Emerging Frameworks and Issues for Science and Technology Recruitment' is designed to cover several important issues of pre-recruitment and post recruitment processes which go beyond general methodologies of selection processes," Kumar said.
Asked whether it is seeking help from human resource experts from NASA, Kumar said those responsible for recruiting talents for the American space agency have been invited.
Kumar said Michael A McDanniel from Virginia Commonwealth University in US, Brett Myors from Australia's Gravatt university and many other experts from Israel and the UK have confirmed their participation.
Kumar said DRDO was open to forging collaboration with research institutions of these countries to reshape the framework of recruitment processes for Indian research organisations.
RAC, which was set up on 23 July 1985, undertakes various recruitment programmes to induct scientists in variety of scientific and engineering disciplines relevant to DRDO laboratories.
In order to commemorate its role in critical defence technologies for last five decades and turning India into a self-reliant nation, DRDO is observing the year 2008 as its golden jubilee year.
Its very simple to retain scientists - Pay properly. Is foreign help required on this?
Source: http://paycommissionnews.blogspot.com
DRDO's Recruitment and Assessment Centre (RAC), responsible for recruiting scientists, has invited human resource experts from the US, Britain, Germany, Australia and Israel to understand how these countries are managing to retain bright talents for their scientific programmes.
The initiative comes at a time when many strategic and futuristic programmes of Defence Research and Development Organisation (DRDO) are getting delayed because of manpower crunch and failure of the organisation to attract top brains.
"High rate of attrition is a serious problem affecting our strategic programmes and that is why we have invited the foreign experts to guide us in attracting and retaining top talents," Director of RAC, Arun Kumar told PTI.
DRDO recruits about 1,000 scientists every year across all its 52 laboratories and the high attrition rate, which is around eight percent, has become a key factor affecting its growth.
The urgency is reflected from RAC's move to organise a four-day workshop beginning September 17, probably first type of such workshop in India, where foreign experts as well as HR managers from Infosys, Wipro, Tata, ISRO, CSIR and Department of Atomic Energy will share their experience with DRDO on various aspects of man-power management.
"These developed countries are known for their successful scientific and strategic programmes and we hope their inputs will help us in developing a wide array of tools to stem the flow of scientists to greener pastures," Kumar said.
"We will have to develop innovative ways to retain our talent as we are facing a steady exodus of scientists which is affecting various programmes," Kumar said, adding the flight is taking place from all the DRDO laboratories across the country.
Recruitment processes
The government has approved a 21 percent hike in salaries of defence employees on the recommendations of the Sixth Pay Commission this month.
However, the general feelings in the DRDO community is that the hike was too little and it will not help stem the exodus.
"The Sixth Pay Commission has offered something. But it is not upto our satisfaction," a source in DRDO said. Admitting that the high attrition rate was a major concern, DRDO chief M Natarajan recently mooted the idea of allowing the scientists to work for a specific period of time in private sector.
Kumar, who made significant contributions in developing missile systems, said DRDO has also failed to attract top brains from IITs, IIMs and other premier institutions and in-depth discussions on how to attract young talents to DRDO will take place in the workshop.
"The workshop on 'Emerging Frameworks and Issues for Science and Technology Recruitment' is designed to cover several important issues of pre-recruitment and post recruitment processes which go beyond general methodologies of selection processes," Kumar said.
Asked whether it is seeking help from human resource experts from NASA, Kumar said those responsible for recruiting talents for the American space agency have been invited.
Kumar said Michael A McDanniel from Virginia Commonwealth University in US, Brett Myors from Australia's Gravatt university and many other experts from Israel and the UK have confirmed their participation.
Kumar said DRDO was open to forging collaboration with research institutions of these countries to reshape the framework of recruitment processes for Indian research organisations.
RAC, which was set up on 23 July 1985, undertakes various recruitment programmes to induct scientists in variety of scientific and engineering disciplines relevant to DRDO laboratories.
In order to commemorate its role in critical defence technologies for last five decades and turning India into a self-reliant nation, DRDO is observing the year 2008 as its golden jubilee year.
Its very simple to retain scientists - Pay properly. Is foreign help required on this?
Source: http://paycommissionnews.blogspot.com
Dr Dre Detox (Dr Dre Detox Album)
Detox (Dr. Dre album)Detox is the upcoming third and final studio album by rapper and record producer Dr. Dre. It was originally due for a 2004 release, but was not completed because Dr. Dre wanted to concentrate on producing for artists that were on his Aftermath Entertainment record label.
Studio album by Dr. Dre
Released: November–December 2008
Recorded: 2003–2008
Genre: West Coast hip hop, gangsta rap
Label: Aftermath, Interscope
Producer: Dr. Dre (exec.), Dawaun Parker, Focus, Hi-Tek, J. R. Rotem, Just Blaze, Mahogany, Mel-Man, Nottz, Mr. Porter, RZA, Scott Storch, Warren G, DJ Khalil
Dr. Dre chronology
2001: Detox
(1999): (2008)
Background
Work for the album dates back to early 2004,[4] but later in that year he decided to stop working on the album to focus on producing for other artists. The album had initially been set for a fall 2005 release.
On February 18, 2007, Dr. Dre revealed to Power 106 radio that he had completed eighteen potential tracks for the album. He plans to have twelve or thirteen songs in the final version, with each one being a single. He also announced that the introductory track is titled "Intervention". However, Bishop Lamont stated that the album will include more than thirteen tracks.
In an interview, 50 Cent was asked about Detox, in which he spoke of his collaborations and Dr. Dre's progress, stating,
He's working on it. I've recorded two songs for him. He's such a perfectionist. But sometimes that can be a bad thing. You create new pressure when you wait that long. When you put a new album against the last two classics, people will scrutinize it if they become impatient.
On September 9, 2007, before presenting the award for Video of the Year on the MTV Video Music Awards, Dr. Dre stated that Detox will be released. In an interview with the Los Angeles Times, Dr. Dre said the album will be released after Eminem's sixth studio album.
On September 21, 2007, he revealed to Hillary Crosley of Billboard magazine that Detox will be his final album and released in 2008.In February 2008, Bishop Lamont also announced a second "Up in Smoke Tour" to begin shortly after the album.
In May 2008, rumors spread that Detox had been completed. That same month, Detox and Eminem's new studio album were revealed to be released for the fourth quarter of 2008. In an interview with Defsounds, Lloyd Banks and Tony Yayo stated that they are unsure if they will appear on Detox. They stated that 50 Cent has recorded about three songs for Detox. In an interview with the website DubCNN.com, rapper The D.O.C. also said that fellow N.W.A members Ice Cube and MC Ren would most likely not be guests on the album. Although Ice Cube later stated in August 2008 that he is likely to be featured on the album.
In June 2008, Snoop Dogg announced that Detox was completed and that Dre is looking for the right songs for the album. He also said it would be worth the wait. During the same month, Dr. Dre revealed that he is aiming to release the album in November or December of 2008. He said "I'm just now, over the last couple of months, starting to feel that it's going to be right and it's something I can be proud of, and everybody is going to love it." Dr. Dre also talked about the drum work on the album that is derived from live instrumentation, saying "We have an entirely new thing going with the drums that's incredible and we're still developing that."
On August 6th it was reported that Dr. Dre and Drinks Americas made a joint venture to release a drink called "Aftermath Cognac" within the next 60 days. According to Drinks Americas, this drink would be introduced at the same time as the Detox album as part of a marketing plan.
Music
Concept
At one point, Dr. Dre had intended for Detox to be a concept album. In an interview with MTV in 2002, Dr. Dre stated,
I'm not talking about lowriders and blunts and all that anymore… I mean, that's played. As a matter of fact, I'm tired of hearing other people talk about it, to tell you the truth… I had to come up with something different but still keep it hardcore, so what I decided to do was make my album one story about one person and just do the record through a character's eyes, and everybody that appears on my album is going to be a character, so it's basically going to be a hip-hop musical.
Featured guests
Dr. Dre first mentioned Detox to the press around 2000, and since that time various producers and vocalists have contributed with potential tracks.[25] Dr. Dre bought a beat for Detox from producer J. R. Rotem in 2003, going so far as to record a track, "It Ain't a Thing". In January 2004, co-producer Scott Storch listed guest appearances by 50 Cent, Eminem, The Game, Guvner, Knoc-turn'al, Lloyd Banks, and Snoop Dogg. A XXL article released shortly thereafter listed many of the same performers, along with Mary J. Blige. Aftermath-affiliated producers Dawaun Parker, Hi-Tek, DJ Khalil, and Focus are also working with Dr. Dre.[28][29][30] When asked about Detox by dubcnn.com, Devin the Dude claimed to have accepted an invitation to record for the album.[31] Mike Elizondo has recorded bass guitar parts for Detox. An interview with Billboard revealed that J. R. Rotem will produce for the album.[33] RZA announced that he co-produced a track with Dr. Dre that features Marsha Ambrosius, which could be on Detox.[34] MP3.com has reported that Busta Rhymes and Snoop Dogg have also contributed to the album. Jay-Z and Warren G stated that they worked with Dr. Dre. In March 2005, Aftermath producer Mel-Man said that Dr. Dre and himself have made hundreds of beats for Detox. In July 2008, it was confirmed that Jay-Z, Lil Wayne, and Nas will be among guests on the album. In August 2008, Ice Cube also stated he is likely to be featured.
Tags: dr dre detox album,dr dre detox,dr dre detox wiki,dr dre detox wikipedia
Photo Credit: http://z.about.com
Source: wikipedia.org
www.thaindian.com | Sixth Pay Commission | Anomaly in reviewed pay commission: IAF chief
August 27th, 2008 - 9:08 pm ICT by IANS -
New Delhi, Aug 27 (IANS) The government must take immediate steps to restore the parity in the pay scales of officers of the rank of Lieutenant Colonels and equivalent with their civilian and Coast Guard counterparts who have been awarded more emoluments by the Sixth Pay Commission, says Indian Air Force (IAF) chief Air Chief Marshal Fali H. Major. Major has made the plea in a letter to Admiral Sureesh Mehta, Chairman of the Chiefs of Staff Committee and the Indian Navy chief, urging him to intervene before the government implements the recommendations made by the pay commission.
“The finance ministry is introducing yet another anomaly by lowering the extant of parities of officers of the armed forces, of the Lt. Col. (and equivalent), by retaining them in pay band-3, while raising similarly placed civilian and paramilitary officers to pay band-4,” Major wrote in the letter sent Monday. A copy of the letter was made available to IANS.
“It is reliably learnt that civilian and paramilitary officers in the extant pay scales S-24 (Rs.14,300-400-18,300) and S-25 (Rs.15,100-400-18,300) will be placed in pay band-4, whereas the same is being denied to the armed forces officers (Lt. Col. and equivalent) who were already in S-25,” Major said.
The IAF chief has pointed that because of this the civilian officers who were in the lower pay bracket (S-24) and were hitherto drawing lesser pay than Lieutenant Colonels and officers of equivalent ranks would now draw a higher basic salary.
At present, the India Army, the Indian Navy and IAF have 11,187, 3,528 and 4,216 officers, respectively, of the rank of Lieutenant Colonel and equivalent.
“This is not just affecting a Lt. Col. Because of this the pay of Coast Guard’s commandant with 23 years of experience will be equivalent to a Rear Admiral with 30 years of experience,” a senior army official said.
The cabinet Aug 14 cleared the revised recommendations of the pay commission, granting huge hikes to five million government employees, with special attention paid to military and paramilitary personnel.
According to the government, the revision translates into a 20 percent hike over the 40 percent across-the-board increase the pay commission had recommended.
The government promised at least three promotions for defence personnel and civilian employees under the modified assured career progression (ACP) scheme.
Civilians will be assured of promotions after 10, 20 and 30 years of service. Junior and non-commissioned officers and personnel below officer rank (PBOR) will be eligible for this after 8, 16 and 24 years of work.
The Military Service Pay recommended by the pay commission has been doubled to Rs.2,000 for PBORs and retained at Rs.6,000 for officers up to the rank of brigadiers.
Middle level officers - colonels, brigadiers and equivalent - are now placed in the highest pay band of PB-4. Lieutenant generals overlooked for promotion as army commanders due to lack of residual service will get the grade of an army commander.
The report of the Sixth Pay Commission, headed by Justice (retd) B.N. Srikrishna, was submitted to Finance Minister P. Chidambaram March 24.
It led to protests from both civilian and defence personnel, following which the government appointed a committee under Cabinet Secretary K. Chandrashekhar to study the various demands for financial corrections.
The three service chiefs also made a joint representation to Defence Minister A.K. Antony.
Source: http://www.thaindian.com/newsportal/uncategorized/anomaly-in-reviewed-pay-commission-iaf-chief_10089386.html
New Delhi, Aug 27 (IANS) The government must take immediate steps to restore the parity in the pay scales of officers of the rank of Lieutenant Colonels and equivalent with their civilian and Coast Guard counterparts who have been awarded more emoluments by the Sixth Pay Commission, says Indian Air Force (IAF) chief Air Chief Marshal Fali H. Major. Major has made the plea in a letter to Admiral Sureesh Mehta, Chairman of the Chiefs of Staff Committee and the Indian Navy chief, urging him to intervene before the government implements the recommendations made by the pay commission.
“The finance ministry is introducing yet another anomaly by lowering the extant of parities of officers of the armed forces, of the Lt. Col. (and equivalent), by retaining them in pay band-3, while raising similarly placed civilian and paramilitary officers to pay band-4,” Major wrote in the letter sent Monday. A copy of the letter was made available to IANS.
“It is reliably learnt that civilian and paramilitary officers in the extant pay scales S-24 (Rs.14,300-400-18,300) and S-25 (Rs.15,100-400-18,300) will be placed in pay band-4, whereas the same is being denied to the armed forces officers (Lt. Col. and equivalent) who were already in S-25,” Major said.
The IAF chief has pointed that because of this the civilian officers who were in the lower pay bracket (S-24) and were hitherto drawing lesser pay than Lieutenant Colonels and officers of equivalent ranks would now draw a higher basic salary.
At present, the India Army, the Indian Navy and IAF have 11,187, 3,528 and 4,216 officers, respectively, of the rank of Lieutenant Colonel and equivalent.
“This is not just affecting a Lt. Col. Because of this the pay of Coast Guard’s commandant with 23 years of experience will be equivalent to a Rear Admiral with 30 years of experience,” a senior army official said.
The cabinet Aug 14 cleared the revised recommendations of the pay commission, granting huge hikes to five million government employees, with special attention paid to military and paramilitary personnel.
According to the government, the revision translates into a 20 percent hike over the 40 percent across-the-board increase the pay commission had recommended.
The government promised at least three promotions for defence personnel and civilian employees under the modified assured career progression (ACP) scheme.
Civilians will be assured of promotions after 10, 20 and 30 years of service. Junior and non-commissioned officers and personnel below officer rank (PBOR) will be eligible for this after 8, 16 and 24 years of work.
The Military Service Pay recommended by the pay commission has been doubled to Rs.2,000 for PBORs and retained at Rs.6,000 for officers up to the rank of brigadiers.
Middle level officers - colonels, brigadiers and equivalent - are now placed in the highest pay band of PB-4. Lieutenant generals overlooked for promotion as army commanders due to lack of residual service will get the grade of an army commander.
The report of the Sixth Pay Commission, headed by Justice (retd) B.N. Srikrishna, was submitted to Finance Minister P. Chidambaram March 24.
It led to protests from both civilian and defence personnel, following which the government appointed a committee under Cabinet Secretary K. Chandrashekhar to study the various demands for financial corrections.
The three service chiefs also made a joint representation to Defence Minister A.K. Antony.
Source: http://www.thaindian.com/newsportal/uncategorized/anomaly-in-reviewed-pay-commission-iaf-chief_10089386.html
Khabrein.Info: IAF chief criticizes Sixth Pay Commission
By Khabrein.Info Correspondent,
New Delhi, Aug 27, 2008: The Indian Air Force (IAF) chief has criticized the Sixth Pay Commission and said that there was a need to create parity between civilian and military pay scale.
The criticism comes after several senior armed forces officials had welcomed the final Sixth pay Commission recommendations as accepted by the Union Cabinet on 14th August. Government had made several amendments to the original recommendations of the sixth pay commission to satisfy the demands of the armed forces.
Former armed forces chief General (Rtd) NC Vij had criticized the original Sixth pay recommendations calling it inadequate. In a letter written to Prime Minister Dr Manmohan Sigh he had said, “ As a former chief, I feel morally duty-bound to bring this fact to the notice of the Hon'ble Prime Minister in my personal capacity. I take heart from the fact, that it is under your leadership, that, in my tenure, the government went for a major improvement in the 'operational posture by sanctioning South Western Command and 9 Corps HQs with full complements and also for some restoration of self esteem of the young officers through addressing their delayed promotions-cum-service conditions, by approving Part 1 of Ajay Vikram Singh Committee report'…If this had been followed up, through a balanced PCR and implementation of Part II of the 'AVS Report', things would have reasonably improved, but unfortunately the very opposite has happened.”
Stressing on the plight of army personnel he further said, “Sir, you yourself hail from a state, which has traditionally produced soldiers. You would have often wondered, as to why a supremely fit jawan/JCO who retires at the young age of 42-48, ages and grows old so fast. It is because he has no resources to fall back upon to ensure a decent living for his family after his early retirement. This problem gets further accentuated with the constraints of even poor farming conditions. Why should a soldier retire at this early age (other services serve upto 60 years) and why this man who has served the Nation so valiantly not be given a second career by way of 'lateral transfer', which alas will never come about”.
Now when everyone thought that armed forces grouse had been adequately addressed, IAF chief has asked the government to restore the parity in the pay scales of officers of the rank of Lieutenant Colonels and equivalent with their civilian and Coast Guard counterparts who have been awarded more emoluments by the Sixth Pay Commission.
Air Chief Marshal Fali H. Major in a letter addressed to Chairman of the Chiefs of Staff Committee and the Indian Navy chief says, “The finance ministry is introducing yet another anomaly by lowering the extant of parities of officers of the armed forces, of the Lt. Col. (and equivalent), by retaining them in pay band-3, while raising similarly placed civilian and paramilitary officers to pay band-4”.
IAF chief added that “It is reliably learnt that civilian and paramilitary officers in the extant pay scales S-24 (Rs.14,300-400-18,300) and S-25 (Rs.15,100-400-18,300) will be placed in pay band-4, whereas the same is being denied to the armed forces officers (Lt. Col. and equivalent) who were already in S-25”.
Earlier chairman Chiefs of Staff Committee and Navy Chief, Admiral Sureesh Mehta had welcomed the government’s decision to consider the demands of the armed forces while granting the Sixth Pay Commission. He said that even as more details are awaited, prima-facie, all the concerns of the defence forces appear to have been suitably addressed.
The Navy chief had said, “Increase in Military Service Pay of PBORs and compensation for middle-rung officers are particularly heartening. The decision to credit arrears from January 01, 2006 is most welcome”.
Source: http://www.khabrein.info/index.php?option=com_content&task=view&id=16190&Itemid=88&limit=1&limitstart=1
New Delhi, Aug 27, 2008: The Indian Air Force (IAF) chief has criticized the Sixth Pay Commission and said that there was a need to create parity between civilian and military pay scale.
The criticism comes after several senior armed forces officials had welcomed the final Sixth pay Commission recommendations as accepted by the Union Cabinet on 14th August. Government had made several amendments to the original recommendations of the sixth pay commission to satisfy the demands of the armed forces.
Former armed forces chief General (Rtd) NC Vij had criticized the original Sixth pay recommendations calling it inadequate. In a letter written to Prime Minister Dr Manmohan Sigh he had said, “ As a former chief, I feel morally duty-bound to bring this fact to the notice of the Hon'ble Prime Minister in my personal capacity. I take heart from the fact, that it is under your leadership, that, in my tenure, the government went for a major improvement in the 'operational posture by sanctioning South Western Command and 9 Corps HQs with full complements and also for some restoration of self esteem of the young officers through addressing their delayed promotions-cum-service conditions, by approving Part 1 of Ajay Vikram Singh Committee report'…If this had been followed up, through a balanced PCR and implementation of Part II of the 'AVS Report', things would have reasonably improved, but unfortunately the very opposite has happened.”
Stressing on the plight of army personnel he further said, “Sir, you yourself hail from a state, which has traditionally produced soldiers. You would have often wondered, as to why a supremely fit jawan/JCO who retires at the young age of 42-48, ages and grows old so fast. It is because he has no resources to fall back upon to ensure a decent living for his family after his early retirement. This problem gets further accentuated with the constraints of even poor farming conditions. Why should a soldier retire at this early age (other services serve upto 60 years) and why this man who has served the Nation so valiantly not be given a second career by way of 'lateral transfer', which alas will never come about”.
Now when everyone thought that armed forces grouse had been adequately addressed, IAF chief has asked the government to restore the parity in the pay scales of officers of the rank of Lieutenant Colonels and equivalent with their civilian and Coast Guard counterparts who have been awarded more emoluments by the Sixth Pay Commission.
Air Chief Marshal Fali H. Major in a letter addressed to Chairman of the Chiefs of Staff Committee and the Indian Navy chief says, “The finance ministry is introducing yet another anomaly by lowering the extant of parities of officers of the armed forces, of the Lt. Col. (and equivalent), by retaining them in pay band-3, while raising similarly placed civilian and paramilitary officers to pay band-4”.
IAF chief added that “It is reliably learnt that civilian and paramilitary officers in the extant pay scales S-24 (Rs.14,300-400-18,300) and S-25 (Rs.15,100-400-18,300) will be placed in pay band-4, whereas the same is being denied to the armed forces officers (Lt. Col. and equivalent) who were already in S-25”.
Earlier chairman Chiefs of Staff Committee and Navy Chief, Admiral Sureesh Mehta had welcomed the government’s decision to consider the demands of the armed forces while granting the Sixth Pay Commission. He said that even as more details are awaited, prima-facie, all the concerns of the defence forces appear to have been suitably addressed.
The Navy chief had said, “Increase in Military Service Pay of PBORs and compensation for middle-rung officers are particularly heartening. The decision to credit arrears from January 01, 2006 is most welcome”.
Source: http://www.khabrein.info/index.php?option=com_content&task=view&id=16190&Itemid=88&limit=1&limitstart=1
Sixth pay commission: Websites
6th pay commission: Websites
1. Calculator based on 6th Pay commission recommendations.Sixth Pay Commission Calculator:
www.6pc.in
1. The Sixth Central Pay Commission submitted its Report to the Government on 24th March, 2008. The Report and main highlights can be viewed through this website india.gov.in/govt/paycommission.php
3. Staff Corner.com hwww.staffcorner.com
http://staffcorner.com/calc_mirror1.html
http://staffcorner.com/calc_mirror2.html
4.http://www.gconnect.in
5. http://www.khabrein.info
1. Calculator based on 6th Pay commission recommendations.Sixth Pay Commission Calculator:
www.6pc.in
1. The Sixth Central Pay Commission submitted its Report to the Government on 24th March, 2008. The Report and main highlights can be viewed through this website india.gov.in/govt/paycommission.php
3. Staff Corner.com hwww.staffcorner.com
http://staffcorner.com/calc_mirror1.html
http://staffcorner.com/calc_mirror2.html
4.http://www.gconnect.in
5. http://www.khabrein.info
Allowances as suggested by Sixth Pay Commission
New Delhi, Aug 27, 2008: Following are the list of allowances as suggested by Sixth Pay Commission:
4.1.3 The Fifth Central Pay Commission recommended uniform neutralization of DA at 100% to employees at all levels; conversion of DA into Dearness Pay each time the CPI increases by 50% over the base index with Dearness Pay counting for all purposes including retirement benefits; and Dearness Allowance including Dearness Pay being paid net of tax. The Commission did not favor the option of employing separate indices for each category of employee because of the sheer impracticality of the task and, therefore, recommended using the 12 monthly average of All India CPI (IW) with base 1982 for calculating DA.
• DA should be paid net of taxes on the same line asrecommended by the 5th CPC to make the concept of 100% neutralization somewhat meaningful. Determining the level of inflationmethodology 4.1.7 While considering the issue of the quantum of DA admissible, the Commission considered at length the procedure for estimation of inflation. Presently, inflation as determined by the AICPI (IW), is estimated using the Laspeyere’s Fixed base methodology. The inflation index using this methodology captures the cost of buying a basket of goods (fixed in the base year) at current prices relative to the cost of buying the same basket of goods at base year prices.
4.1.11 Presently, the estimation of DA for Central Government Employees is based on the movements in the AICPI (IW) (1982=100). The Fourth Central Pay Commission, while considering the issue of suitability of the AICPI, opined that the Government should examine whether a more suitable index could be prepared for Government employees taking into account their consumption pattern and other relevant factors. This recommendation was based on the view that the AICPI does not truly represent the consumption pattern of all central Government employees. On the other hand, the Fifth Central Pay Commission took the view that consumption patterns of Group A,B,C,D employees within Government are bound to be different due to different income levels and hence a suitable index based on consumption pattern for Government employees as recommended by the Fourth Central Pay Commission is likely to suffer from the same set of problems which the AICPI(IW) suffers. The Fifth Central Pay Commission opined that even though the option of employing separate indices for each category of employees did exist, it was devoid of merit because of the sheer impracticality of the task as well as needless suspicion such an arrangement was likely to arouse between various groups. Therefore, they recommended that the AICPI (IW) should continue to be the index used for calculating DA for Government employees.
4.1.15 The rate of dearness allowance is calculated in terms of the percentage increase in 12 monthly average of AICPI (base 1982) over the average index of 306.33, which was the reference base for the existing scales of pay recommended by the Fifth Central Pay Commission.
4.2.4 City Compensatory Allowance (CCA) is granted to Central Government employees to adjust the high cost of living in certain specified localities.
4.2.9 Special Compensatory Allowance (Hill Areas/Remote Locality/Border Area/Gandhinagar) - Special Compensatory Allowances are paid on account of exceptionally difficult local conditions in various places.
4.2.10 Hill Area allowance - It is granted to Central Government employees posted at Hill stations located at an altitude of 1000 Mtrs. or more above sea level. The rates of Special Compensatory (Hill Area) Allowance vary between Rs.40 to Rs.300 per month. 4.2.11 Special Compensatory (Remote Locality) Allowance - It is payable to the employees serving in specified remote localities at rates varying between Rs.40 to Rs.1300 per month.
4.2.17 Tribal Area Allowance – It is paid in certain Tribal Talukas and pockets in certain States and is payable at rates varying between Rs.40 to Rs.200 per month.
The rates of all the components of Daily Allowance shall automatically increase by 25% whenever the Dearness Allowance payable on the revised pay bands goes up by 50%.
4.2.44 Simultaneously, the existing condition which prohibits grant of Transport Allowance to the employees who have been provided with official accommodation within one Kilometer of the office should also be removed because this creates an artificial distinction between the employees living in private accommodation within one Kilometer of the office vis-Ã -vis those living within one Kilometer of the office in Government accommodation. Other conditions regulating the grant of this allowance shall remain unchanged. Physically disabled employees shall continue to draw this allowance at double the normal rates. This, however, will be further subject to the condition that Transport Allowance in the case of physically disabled employees shall, in no case, be less than Rs.1000 per month plus the applicable rate of dearness allowance. Employees in pay band PB-4 who are entitled to the use of official car for travel between residence and office may be given the option to draw transport allowance at a higher rate of Rs.7000 p.m. plus dearness allowance provided they give up the use of official car for travel between residence and office.
Non-Practicing
4.2.45 Presently, Doctors are given Non-Practicing Allowance (NPA) at the rate of 25% of the basic pay subject to the condition that NPA + basic pay + dearness pay does not exceed Rs.44,250. NPA is counted as pay for all service and pensionary benefits.
4.2.55 The Fifth CPC had recommended a high increase in the HRA of Metropolitan towns like Delhi & Mumbai in view of the inordinate increase in monthly rents for residential accommodation in the period upto 1995 in these cities. The Fifth CPC also persisted with the population criteria for classification of cities and towns and recommended creation of a new category of A-1 cities for cities having a population of 50 lakh and above.
Demands 4.2.56 The Commission has received many demands relating to payment of HRA. Most of the demands seek an increase in the rates of HRA especially in cities other than A-1. Demands have also been received for granting A-1 status to the cities of Bengaluru and Hyderabad. This demand was, however, conceded by the Government during the term of the Commission and Bengaluru and Hyderabad already stand classified as A-1 cities.
Risk Allowance 4.2.65 Risk Allowance is presently given to employees engaged in hazardous duties or whose work will have deleterious effect on
health over a period of time. Risk Allowance is also paid to
Sweepers and Safaiwalas engaged in cleaning of underground
drains, sewer lines as well as to the employees working in trenching
grounds and infectious diseases hospitals.
The Commission, recommends continuation of the five day week in the offices of the Central Government. Holiday policy 4.5.6 As regards the issue of holidays, there can be no rationale for observing a large number of closed holidays in the Government along with a five day week. It is also very true that in a secular nation, religious festivals should be treated as personal to each individual employee without the Government offices having to be closed on that account. Keeping in view the recommendations of
the Fifth Central Pay Commission in this regard, the Commission 270 recommends that, henceforth, the Government offices should remain closed only on the 3 National holidays. No other closed holidays should be allowed. To enable the Government employees the freedom to celebrate their festivals and other
occasions of special significance to them, the number of
Restricted Holidays available to an employee shall be increased
to 8 with the list of Restricted Holidays being suitably enlarged
to include all the erstwhile Gazetted Holidays therein.
4.7.2 Keeping in view the dual responsibilities borne by working
women and the increasing practical difficulties in balancing work
and family responsibilities, previous Pay Commissions made
recommendations for providing special facilities for women in terms
of provision of residential accommodation for single women,
provision of transport facilities, introduction of concepts such as
flexi-time and flexi-place on trial basis, options for working half
time during the period that children are young , etc. The provisions
made by the Central Government for women employees include age
relaxation for appointment in Group ‘C’ and ‘D’ posts, exemption
from educational qualifications for compassionate appointments to
widows of deceased Government employees, maternity and
paternity leave benefits, guidelines for provision of crèche facilities
as well as for posting of husband and wife at the same station.
Demands of the Staff Side
Recommendations 4.7.5 The Commission has studied the facilities provided in other
countries and taken into account the demands made in this regard.
It is the considered opinion of the Commission that adequate
facilities need to be provided to ensure that more women take up public employment and to enable them to balance the dual responsibilities of looking after children and work. In pursuance of this, the Commission makes the following recommendations: -
(i) The concept of staggered working hours needs to be introduced for women employees as it would give flexibility to employees to work either early or late depending on their requirements at the home front. Under this scheme, 11 AM to 4 PM will be core hours during which all women employees will necessarily need to be present in the office. They will, however, have the option of either coming upto one and a half hours earlier or
leaving upto two hours late depending upon the actual time
they have clocked in.
(ii) The concept of child care leave exists in countries like Japan & Netherlands where women employees are allowed leave to look after the needs of their children. A similar facility needs to be extended in Central Government as it will facilitate women employees to take care of their children at the time of need. All women employees having minor children may, therefore, be allowed total leave of upto two years (i.e. 730 days) for taking care of upto 2 children whether for rearing the children or looking after any of their needs like examination, sickness, etc. Child care leave should also be allowed for the third year as leave not due. However, no child care leave shall be given for a child who is eighteen years of age or older.
(iii) Although instructions exist in regard to setting up of daycare- centers/crèches in offices or major residential areas, most Departments have not created such facilities. The setting up of these crèches should be made mandatory in offices where the employees, male and female, have preschool or primary school going children. This will enable male employees also to keep their children in such crèches. These crèches could also be run on contributory basis so that appropriate standard of facilities is maintained.
(iv) Maternity leave of 135 days is presently permitted to women employees for two children. Further, leave up to a 279 period of one year can be availed of in continuation of maternity leave. Keeping in view the guidelines of Ministry of Health & FW which recommends nursing of children till the age of 6 months, the Commission recommends that maternity leave should be increased from 135 days at present to 180 days. Further, the period of leave which can be availed of in continuation of maternity leave should be increased to 2 years instead of one year at present.
Medical facilities for serving employees & pensioners
Introduction 4.11.1 Presently, serving Government employees paid from civil estimates other than those working in Railways and Delhi
Administration are covered under the Central Government Health
Scheme (CGHS) which is a compulsory scheme for all Central
Government employees residing within the area covered by the
CGHS Dispensaries. CGHS is a contributory scheme and the
Government employees have to contribute varying sums between
Rs.15 to Rs.150 p.m. for this facility. Pensioners/family pensioners
can also avail CGHS facilities on payment of registration fee. It is
not necessary for pensioners/family pensioners to be living in the
areas covered under the CGHS for joining it. Railways and Defence
have their own medical infrastructure and their
employees/pensioners are not covered under CGHS. Presently, the
coverage of CGHS is available in 24 cities. Central Government
employees living outside these cities are not covered under CGHS.
Employees and their family members living outside the CGHS
areas are entitled to reimbursement for medical attendance and
treatment under the Central Services (Medical Attendance) Rules
[CS(MA) Rules]. These CS (MA) Rules, however, are available
only to the serving Government employees and the pensioners are
not covered under these rules. Pensioners living in non-CGHS
areas are allowed a sum of Rs.100 p.m. for meeting their medical
expenditure that does not require hospitalization. The amount of
Rs.100 was recommended by the Fifth CPC and has remained
unchanged since then. Pensioners living in non-CGHS areas are,
however, eligible for reimbursement of expenditure incurred on
hospitalization in accordance with the prescribed rules.
Demands 4.11.2 Some associations of Government employees in their
submissions to the Commission have lamented the poor quality of
service available under CGHS and sought an alternative to it. The
Central Government pensioners living in non-CGHS areas and
their associations have demanded reimbursement of medical
expenditure under the CS (MA) Rules on par with what is available
to the serving employees. Substantial enhancement in the amount
Chapter 4.11
323
of medical allowance of Rs.100 presently payable to pensioners
living in non-CGHS areas has also been demanded.
Analysis and
recommendations
4.11.3 The Commission is aware that there is increasing pressure
on CGHS which sometimes results in less than satisfactory services
being provided to its beneficiaries. On the obverse, CGHS is
appreciated by a number of employees and most of the pensioners.
In fact, most of the pensioners associations, in their submissions to
the Commission, have requested continuance of CGHS facilities.
The need of the hour may, therefore, be to retain the existing
scheme of CGHS while simultaneously providing optional inpatient
facilities (IPD) through medical insurance. This will
provide an alternative to such of those employees/ pensioners who
are not satisfied or are not living in the areas covered by CGHS.
The Commission, therefore, recommends that the Government
should revise entitlements for treatment in IPD for CGHS card
holders so that private ward facilities are available at least to the
employees in PB-2 pay band. The Commission is not in favour of
extending CS(MA) Rules to the pensioners as not only it will
prove to be very costly (estimates given by the Government peg
it at Rs.1,820 crore p.a.) but will also suffer from problems
relating to submission of bills, its verification and subsequent
payment, etc. This will pose additional problems for the
pensioners claiming reimbursement and will generate additional
administrative work with attendant problems for the
Government. The Commission is of the view that an insurance
scheme should be devised for meeting the OPD needs as well. In
the interregnum, the Government should consider enhancing the
amount of medical allowance for pensioners living in non-CGHS
areas appropriately.
Health insurance for Government employees & pensioners
4.11.4 Availability of health service providers in the private sector
has increased discernibly in the recent past. Therefore, making
available the in-patient facilities through a set up outside CGHS is
now viable. CGHS, by way of referrals, is already using this both
private and Government network. CS (MA) Rules, in any case,
operate through a system of Authorized Medical Attendants
(AMA) where adequate number of Government Doctors is not
available. CS (MA) Rules also provide for a set of empanelled
hospitals where the concerned employees can take treatment. The
Commission was informed that the Government is in the final
stages of introducing a health insurance scheme for its employees
so as to provide them with wider facilities and quality health care
without directly burdening the Government with the
administrative responsibility of verifying bills and/or expanding
public sector medical infrastructure. The scheme being formulated
by the Government, however, had not been formalized till the time
of finalization of this Report. Accordingly, the Commission is
324
recommending a scheme of health insurance for Central
Government employees and pensioners in this Report.
Recommendations 4.11.5 The Commission, accordingly, recommends introduction
of a Health Insurance Scheme for Central Government
employees/pensioners as under :-
i) For the existing employees and pensioners, the Insurance
Scheme would be available on voluntary basis subject to
paying the prescribed contribution. Contributions should
be based on the actual premium paid. Group A, B and C
employees should contribute 30%, 25% and 20% of the
annual premium respectively with the Government
paying the remainder. This arrangement should be
reviewed periodically.
ii) The Health Insurance Scheme would be compulsory for
new Government employees who would be joining
service after the introduction of the Scheme. Similarly,
new retirees after the introduction of the Insurance
Scheme would be covered under the Scheme. The new
recruits and pensioners will consequently not be provided
CGHS / CS (MA) facilities. The new recruits and the new
retirees may be paid an appropriate amount for meeting
their OPD expenditure till the time an insurance scheme
for providing OPD facilities is devised.
iii) Serving employees and existing pensioners shall have the
option to opt out of CGHS and subscribe only to the
Insurance Scheme, thus making their own arrangements
for OPD needs. In such cases, they will not pay
contributions to the CGHS. On par with new recruits,
they will need to contribute only the amounts prescribed
for similarly placed class of employees/pensioners under
CGHS and may also be paid an appropriate amount for
their OPD expenditure till the time an insurance scheme
for providing OPD facilities is devised. The serving
employees in non-CGHS areas may also opt for Health
Insurance Scheme and subscribe to the same.
iv) All personnel of the Central Government including All
India Service officers, serving and retired, and others who
are covered under the existing CGHS and under CS (MA)
Rules may be offered the health insurance scheme on a
voluntary basis.
Railways &
Defence
(combatants)
4.11.6 The aforesaid scheme has been recommended for
Government employees paid from civil estimates other than those
working in Railways. However, Railways and Defence
(combatants), who are having their own medical infrastructure,
should also devise a similar scheme for their employees.
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Source: http://www.khabrein.info
4.1.3 The Fifth Central Pay Commission recommended uniform neutralization of DA at 100% to employees at all levels; conversion of DA into Dearness Pay each time the CPI increases by 50% over the base index with Dearness Pay counting for all purposes including retirement benefits; and Dearness Allowance including Dearness Pay being paid net of tax. The Commission did not favor the option of employing separate indices for each category of employee because of the sheer impracticality of the task and, therefore, recommended using the 12 monthly average of All India CPI (IW) with base 1982 for calculating DA.
• DA should be paid net of taxes on the same line asrecommended by the 5th CPC to make the concept of 100% neutralization somewhat meaningful. Determining the level of inflationmethodology 4.1.7 While considering the issue of the quantum of DA admissible, the Commission considered at length the procedure for estimation of inflation. Presently, inflation as determined by the AICPI (IW), is estimated using the Laspeyere’s Fixed base methodology. The inflation index using this methodology captures the cost of buying a basket of goods (fixed in the base year) at current prices relative to the cost of buying the same basket of goods at base year prices.
4.1.11 Presently, the estimation of DA for Central Government Employees is based on the movements in the AICPI (IW) (1982=100). The Fourth Central Pay Commission, while considering the issue of suitability of the AICPI, opined that the Government should examine whether a more suitable index could be prepared for Government employees taking into account their consumption pattern and other relevant factors. This recommendation was based on the view that the AICPI does not truly represent the consumption pattern of all central Government employees. On the other hand, the Fifth Central Pay Commission took the view that consumption patterns of Group A,B,C,D employees within Government are bound to be different due to different income levels and hence a suitable index based on consumption pattern for Government employees as recommended by the Fourth Central Pay Commission is likely to suffer from the same set of problems which the AICPI(IW) suffers. The Fifth Central Pay Commission opined that even though the option of employing separate indices for each category of employees did exist, it was devoid of merit because of the sheer impracticality of the task as well as needless suspicion such an arrangement was likely to arouse between various groups. Therefore, they recommended that the AICPI (IW) should continue to be the index used for calculating DA for Government employees.
4.1.15 The rate of dearness allowance is calculated in terms of the percentage increase in 12 monthly average of AICPI (base 1982) over the average index of 306.33, which was the reference base for the existing scales of pay recommended by the Fifth Central Pay Commission.
4.2.4 City Compensatory Allowance (CCA) is granted to Central Government employees to adjust the high cost of living in certain specified localities.
4.2.9 Special Compensatory Allowance (Hill Areas/Remote Locality/Border Area/Gandhinagar) - Special Compensatory Allowances are paid on account of exceptionally difficult local conditions in various places.
4.2.10 Hill Area allowance - It is granted to Central Government employees posted at Hill stations located at an altitude of 1000 Mtrs. or more above sea level. The rates of Special Compensatory (Hill Area) Allowance vary between Rs.40 to Rs.300 per month. 4.2.11 Special Compensatory (Remote Locality) Allowance - It is payable to the employees serving in specified remote localities at rates varying between Rs.40 to Rs.1300 per month.
4.2.17 Tribal Area Allowance – It is paid in certain Tribal Talukas and pockets in certain States and is payable at rates varying between Rs.40 to Rs.200 per month.
The rates of all the components of Daily Allowance shall automatically increase by 25% whenever the Dearness Allowance payable on the revised pay bands goes up by 50%.
4.2.44 Simultaneously, the existing condition which prohibits grant of Transport Allowance to the employees who have been provided with official accommodation within one Kilometer of the office should also be removed because this creates an artificial distinction between the employees living in private accommodation within one Kilometer of the office vis-Ã -vis those living within one Kilometer of the office in Government accommodation. Other conditions regulating the grant of this allowance shall remain unchanged. Physically disabled employees shall continue to draw this allowance at double the normal rates. This, however, will be further subject to the condition that Transport Allowance in the case of physically disabled employees shall, in no case, be less than Rs.1000 per month plus the applicable rate of dearness allowance. Employees in pay band PB-4 who are entitled to the use of official car for travel between residence and office may be given the option to draw transport allowance at a higher rate of Rs.7000 p.m. plus dearness allowance provided they give up the use of official car for travel between residence and office.
Non-Practicing
4.2.45 Presently, Doctors are given Non-Practicing Allowance (NPA) at the rate of 25% of the basic pay subject to the condition that NPA + basic pay + dearness pay does not exceed Rs.44,250. NPA is counted as pay for all service and pensionary benefits.
4.2.55 The Fifth CPC had recommended a high increase in the HRA of Metropolitan towns like Delhi & Mumbai in view of the inordinate increase in monthly rents for residential accommodation in the period upto 1995 in these cities. The Fifth CPC also persisted with the population criteria for classification of cities and towns and recommended creation of a new category of A-1 cities for cities having a population of 50 lakh and above.
Demands 4.2.56 The Commission has received many demands relating to payment of HRA. Most of the demands seek an increase in the rates of HRA especially in cities other than A-1. Demands have also been received for granting A-1 status to the cities of Bengaluru and Hyderabad. This demand was, however, conceded by the Government during the term of the Commission and Bengaluru and Hyderabad already stand classified as A-1 cities.
Risk Allowance 4.2.65 Risk Allowance is presently given to employees engaged in hazardous duties or whose work will have deleterious effect on
health over a period of time. Risk Allowance is also paid to
Sweepers and Safaiwalas engaged in cleaning of underground
drains, sewer lines as well as to the employees working in trenching
grounds and infectious diseases hospitals.
The Commission, recommends continuation of the five day week in the offices of the Central Government. Holiday policy 4.5.6 As regards the issue of holidays, there can be no rationale for observing a large number of closed holidays in the Government along with a five day week. It is also very true that in a secular nation, religious festivals should be treated as personal to each individual employee without the Government offices having to be closed on that account. Keeping in view the recommendations of
the Fifth Central Pay Commission in this regard, the Commission 270 recommends that, henceforth, the Government offices should remain closed only on the 3 National holidays. No other closed holidays should be allowed. To enable the Government employees the freedom to celebrate their festivals and other
occasions of special significance to them, the number of
Restricted Holidays available to an employee shall be increased
to 8 with the list of Restricted Holidays being suitably enlarged
to include all the erstwhile Gazetted Holidays therein.
4.7.2 Keeping in view the dual responsibilities borne by working
women and the increasing practical difficulties in balancing work
and family responsibilities, previous Pay Commissions made
recommendations for providing special facilities for women in terms
of provision of residential accommodation for single women,
provision of transport facilities, introduction of concepts such as
flexi-time and flexi-place on trial basis, options for working half
time during the period that children are young , etc. The provisions
made by the Central Government for women employees include age
relaxation for appointment in Group ‘C’ and ‘D’ posts, exemption
from educational qualifications for compassionate appointments to
widows of deceased Government employees, maternity and
paternity leave benefits, guidelines for provision of crèche facilities
as well as for posting of husband and wife at the same station.
Demands of the Staff Side
Recommendations 4.7.5 The Commission has studied the facilities provided in other
countries and taken into account the demands made in this regard.
It is the considered opinion of the Commission that adequate
facilities need to be provided to ensure that more women take up public employment and to enable them to balance the dual responsibilities of looking after children and work. In pursuance of this, the Commission makes the following recommendations: -
(i) The concept of staggered working hours needs to be introduced for women employees as it would give flexibility to employees to work either early or late depending on their requirements at the home front. Under this scheme, 11 AM to 4 PM will be core hours during which all women employees will necessarily need to be present in the office. They will, however, have the option of either coming upto one and a half hours earlier or
leaving upto two hours late depending upon the actual time
they have clocked in.
(ii) The concept of child care leave exists in countries like Japan & Netherlands where women employees are allowed leave to look after the needs of their children. A similar facility needs to be extended in Central Government as it will facilitate women employees to take care of their children at the time of need. All women employees having minor children may, therefore, be allowed total leave of upto two years (i.e. 730 days) for taking care of upto 2 children whether for rearing the children or looking after any of their needs like examination, sickness, etc. Child care leave should also be allowed for the third year as leave not due. However, no child care leave shall be given for a child who is eighteen years of age or older.
(iii) Although instructions exist in regard to setting up of daycare- centers/crèches in offices or major residential areas, most Departments have not created such facilities. The setting up of these crèches should be made mandatory in offices where the employees, male and female, have preschool or primary school going children. This will enable male employees also to keep their children in such crèches. These crèches could also be run on contributory basis so that appropriate standard of facilities is maintained.
(iv) Maternity leave of 135 days is presently permitted to women employees for two children. Further, leave up to a 279 period of one year can be availed of in continuation of maternity leave. Keeping in view the guidelines of Ministry of Health & FW which recommends nursing of children till the age of 6 months, the Commission recommends that maternity leave should be increased from 135 days at present to 180 days. Further, the period of leave which can be availed of in continuation of maternity leave should be increased to 2 years instead of one year at present.
Medical facilities for serving employees & pensioners
Introduction 4.11.1 Presently, serving Government employees paid from civil estimates other than those working in Railways and Delhi
Administration are covered under the Central Government Health
Scheme (CGHS) which is a compulsory scheme for all Central
Government employees residing within the area covered by the
CGHS Dispensaries. CGHS is a contributory scheme and the
Government employees have to contribute varying sums between
Rs.15 to Rs.150 p.m. for this facility. Pensioners/family pensioners
can also avail CGHS facilities on payment of registration fee. It is
not necessary for pensioners/family pensioners to be living in the
areas covered under the CGHS for joining it. Railways and Defence
have their own medical infrastructure and their
employees/pensioners are not covered under CGHS. Presently, the
coverage of CGHS is available in 24 cities. Central Government
employees living outside these cities are not covered under CGHS.
Employees and their family members living outside the CGHS
areas are entitled to reimbursement for medical attendance and
treatment under the Central Services (Medical Attendance) Rules
[CS(MA) Rules]. These CS (MA) Rules, however, are available
only to the serving Government employees and the pensioners are
not covered under these rules. Pensioners living in non-CGHS
areas are allowed a sum of Rs.100 p.m. for meeting their medical
expenditure that does not require hospitalization. The amount of
Rs.100 was recommended by the Fifth CPC and has remained
unchanged since then. Pensioners living in non-CGHS areas are,
however, eligible for reimbursement of expenditure incurred on
hospitalization in accordance with the prescribed rules.
Demands 4.11.2 Some associations of Government employees in their
submissions to the Commission have lamented the poor quality of
service available under CGHS and sought an alternative to it. The
Central Government pensioners living in non-CGHS areas and
their associations have demanded reimbursement of medical
expenditure under the CS (MA) Rules on par with what is available
to the serving employees. Substantial enhancement in the amount
Chapter 4.11
323
of medical allowance of Rs.100 presently payable to pensioners
living in non-CGHS areas has also been demanded.
Analysis and
recommendations
4.11.3 The Commission is aware that there is increasing pressure
on CGHS which sometimes results in less than satisfactory services
being provided to its beneficiaries. On the obverse, CGHS is
appreciated by a number of employees and most of the pensioners.
In fact, most of the pensioners associations, in their submissions to
the Commission, have requested continuance of CGHS facilities.
The need of the hour may, therefore, be to retain the existing
scheme of CGHS while simultaneously providing optional inpatient
facilities (IPD) through medical insurance. This will
provide an alternative to such of those employees/ pensioners who
are not satisfied or are not living in the areas covered by CGHS.
The Commission, therefore, recommends that the Government
should revise entitlements for treatment in IPD for CGHS card
holders so that private ward facilities are available at least to the
employees in PB-2 pay band. The Commission is not in favour of
extending CS(MA) Rules to the pensioners as not only it will
prove to be very costly (estimates given by the Government peg
it at Rs.1,820 crore p.a.) but will also suffer from problems
relating to submission of bills, its verification and subsequent
payment, etc. This will pose additional problems for the
pensioners claiming reimbursement and will generate additional
administrative work with attendant problems for the
Government. The Commission is of the view that an insurance
scheme should be devised for meeting the OPD needs as well. In
the interregnum, the Government should consider enhancing the
amount of medical allowance for pensioners living in non-CGHS
areas appropriately.
Health insurance for Government employees & pensioners
4.11.4 Availability of health service providers in the private sector
has increased discernibly in the recent past. Therefore, making
available the in-patient facilities through a set up outside CGHS is
now viable. CGHS, by way of referrals, is already using this both
private and Government network. CS (MA) Rules, in any case,
operate through a system of Authorized Medical Attendants
(AMA) where adequate number of Government Doctors is not
available. CS (MA) Rules also provide for a set of empanelled
hospitals where the concerned employees can take treatment. The
Commission was informed that the Government is in the final
stages of introducing a health insurance scheme for its employees
so as to provide them with wider facilities and quality health care
without directly burdening the Government with the
administrative responsibility of verifying bills and/or expanding
public sector medical infrastructure. The scheme being formulated
by the Government, however, had not been formalized till the time
of finalization of this Report. Accordingly, the Commission is
324
recommending a scheme of health insurance for Central
Government employees and pensioners in this Report.
Recommendations 4.11.5 The Commission, accordingly, recommends introduction
of a Health Insurance Scheme for Central Government
employees/pensioners as under :-
i) For the existing employees and pensioners, the Insurance
Scheme would be available on voluntary basis subject to
paying the prescribed contribution. Contributions should
be based on the actual premium paid. Group A, B and C
employees should contribute 30%, 25% and 20% of the
annual premium respectively with the Government
paying the remainder. This arrangement should be
reviewed periodically.
ii) The Health Insurance Scheme would be compulsory for
new Government employees who would be joining
service after the introduction of the Scheme. Similarly,
new retirees after the introduction of the Insurance
Scheme would be covered under the Scheme. The new
recruits and pensioners will consequently not be provided
CGHS / CS (MA) facilities. The new recruits and the new
retirees may be paid an appropriate amount for meeting
their OPD expenditure till the time an insurance scheme
for providing OPD facilities is devised.
iii) Serving employees and existing pensioners shall have the
option to opt out of CGHS and subscribe only to the
Insurance Scheme, thus making their own arrangements
for OPD needs. In such cases, they will not pay
contributions to the CGHS. On par with new recruits,
they will need to contribute only the amounts prescribed
for similarly placed class of employees/pensioners under
CGHS and may also be paid an appropriate amount for
their OPD expenditure till the time an insurance scheme
for providing OPD facilities is devised. The serving
employees in non-CGHS areas may also opt for Health
Insurance Scheme and subscribe to the same.
iv) All personnel of the Central Government including All
India Service officers, serving and retired, and others who
are covered under the existing CGHS and under CS (MA)
Rules may be offered the health insurance scheme on a
voluntary basis.
Railways &
Defence
(combatants)
4.11.6 The aforesaid scheme has been recommended for
Government employees paid from civil estimates other than those
working in Railways. However, Railways and Defence
(combatants), who are having their own medical infrastructure,
should also devise a similar scheme for their employees.
Tags: Sixth Pay Commission,6th Pay Commission,Sixth Pay Commission Latest News,Sixth Pay Commission News, 6th Pay Commission Latest news,Sixth Pay Commission Allowances,6th Pay Commission Allowances
Source: http://www.khabrein.info
Sixth Pay Commission: Whoever said the govt employees were ill-paid?
R Vaidyanathan/ DNA MONEY
The report of the Sixth Pay Commission has been accepted by the government with some generous addition. Various experts from the academia and media have given their verdict in its favour, saying the government babus are overworked and underpaid and deserve the hike. Some have even made bizarre observations such as a possible reduction in corruption following the hikes.
But it is one of the multitudes of myths in our society that the babus are ill-paid.
Most of the discussion on the emoluments of the government employees focuses on the senior level positions like that of Secretary etc. But more important is the positions at the lower end of the hierarchy.
There was an interesting news item sometime ago about there being over 11,000 applicants for just three posts of peons advertised by the Haryana Electricity Regulatory Commission.
This is hardly surprising considering the lower the category of position in government the larger is the number of aspirants. The salary and perks in government are significantly higher than those of the private sector at the lower levels.
Reports suggest that post-implementation of the Pay Commission report, the lowest-level worker will get more than Rs 10,000 per month as pay.
In the private sector, a peon or similar-category position might fetch around Rs 3,000 or at best Rs 5,000.
An important consideration is the hours of work involved.
It is suggested that in many a private sector job people are paid Rs 20,000 or even Rs 30,000 at entry, while government babus slog a number of years to reach there.
But, such discussions do not take into account the fact that people with coveted private sector jobs, such as a software professional or investment banker, put in more than 70 hours per week. Even executives at lower levels can be seen slogging from 8 am to 8pm or 9 pm daily.
The situation is far worse in the non-corporate sector, wherein a clerk or accountant has to slog it out for half the government servant’s pay with double the number of hours and without adequate holidays.
Contrast this to a typical state secretariat or central government office. There is hardly 3-4 hours of work and that to for five days of the week. This works out to 25 hours per week at best.
How then can we compare the salaries between the government and the private sector?
The second issue is that of part-time businesses undertaken by government employees, often during working hours.
Many lower level employees have entrepreneurship and are involved in poultry, gas agency, retail stores, barber shops, chits or micro-financing at usurious rates etc. These alternate businesses provide flexi-incomes while the government job offers a fixed income stream. Employees such as corporation sweepers and electricity linemen commonly outsource their jobs to others and carry on other, more paying business. For a private sector employee, this would be unthinkable.
The third issue pertains to bribes, which is perhaps the most attractive part of a government job.
Raids by the Lokayuktha in Karnataka provide proof of unbelievable levels of corruption, with small-time commercial tax inspectors or police constables often found to possess assets worth crores of rupees, a substantial portion of it in cash.
Such corruption hurts the poor much more than the rich.
The India Corruption study 2007, brought out by the NGO Transparency International and Centre for Media Studies, found that about one-third of households below poverty line bribed officials to get a service from police to personnel in the public distribution system. The study found that nearly Rs 900 crore is paid as bribes by the poor.
For example, according to a recent report, in a government hospital in Bangalore, one has to pay Rs 300 for being shown a newborn baby boy and Rs 200 in case of a baby girl by the hospital employees. It is difficult to think such practices will cease with the pay hikes.
Hence, if we consider hourly pay, including bribes, government employees are an extremely pampered lot. So much so one could well question the need to pay them a fixed salary at all. Rather, they should be asked to share a portion of their extra income with the government. That would be a trend-setting move.
Source: http://sify.com/finance/fullstory.php?id=14746566&cid=20742
The report of the Sixth Pay Commission has been accepted by the government with some generous addition. Various experts from the academia and media have given their verdict in its favour, saying the government babus are overworked and underpaid and deserve the hike. Some have even made bizarre observations such as a possible reduction in corruption following the hikes.
But it is one of the multitudes of myths in our society that the babus are ill-paid.
Most of the discussion on the emoluments of the government employees focuses on the senior level positions like that of Secretary etc. But more important is the positions at the lower end of the hierarchy.
There was an interesting news item sometime ago about there being over 11,000 applicants for just three posts of peons advertised by the Haryana Electricity Regulatory Commission.
This is hardly surprising considering the lower the category of position in government the larger is the number of aspirants. The salary and perks in government are significantly higher than those of the private sector at the lower levels.
Reports suggest that post-implementation of the Pay Commission report, the lowest-level worker will get more than Rs 10,000 per month as pay.
In the private sector, a peon or similar-category position might fetch around Rs 3,000 or at best Rs 5,000.
An important consideration is the hours of work involved.
It is suggested that in many a private sector job people are paid Rs 20,000 or even Rs 30,000 at entry, while government babus slog a number of years to reach there.
But, such discussions do not take into account the fact that people with coveted private sector jobs, such as a software professional or investment banker, put in more than 70 hours per week. Even executives at lower levels can be seen slogging from 8 am to 8pm or 9 pm daily.
The situation is far worse in the non-corporate sector, wherein a clerk or accountant has to slog it out for half the government servant’s pay with double the number of hours and without adequate holidays.
Contrast this to a typical state secretariat or central government office. There is hardly 3-4 hours of work and that to for five days of the week. This works out to 25 hours per week at best.
How then can we compare the salaries between the government and the private sector?
The second issue is that of part-time businesses undertaken by government employees, often during working hours.
Many lower level employees have entrepreneurship and are involved in poultry, gas agency, retail stores, barber shops, chits or micro-financing at usurious rates etc. These alternate businesses provide flexi-incomes while the government job offers a fixed income stream. Employees such as corporation sweepers and electricity linemen commonly outsource their jobs to others and carry on other, more paying business. For a private sector employee, this would be unthinkable.
The third issue pertains to bribes, which is perhaps the most attractive part of a government job.
Raids by the Lokayuktha in Karnataka provide proof of unbelievable levels of corruption, with small-time commercial tax inspectors or police constables often found to possess assets worth crores of rupees, a substantial portion of it in cash.
Such corruption hurts the poor much more than the rich.
The India Corruption study 2007, brought out by the NGO Transparency International and Centre for Media Studies, found that about one-third of households below poverty line bribed officials to get a service from police to personnel in the public distribution system. The study found that nearly Rs 900 crore is paid as bribes by the poor.
For example, according to a recent report, in a government hospital in Bangalore, one has to pay Rs 300 for being shown a newborn baby boy and Rs 200 in case of a baby girl by the hospital employees. It is difficult to think such practices will cease with the pay hikes.
Hence, if we consider hourly pay, including bribes, government employees are an extremely pampered lot. So much so one could well question the need to pay them a fixed salary at all. Rather, they should be asked to share a portion of their extra income with the government. That would be a trend-setting move.
Source: http://sify.com/finance/fullstory.php?id=14746566&cid=20742
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