அநீதி ! அநீதி ! ஏழாவது ஊதியக் குழு
என்ற பெயரில் அநீதி ! மத்திய அரசுத்துறையா? அடிமைச் சந்தையா ?
ஏழாவது ஊதியக் குழு இழைத்த அநீதி என்ன ?
PAY MATRIX அறிமுகப்படுத்தப்பட்டு 2.57 FITMENT FACTOR மூலம் ஒரு சில சிறிய சலுகைகள் தவிர ,
இருக்கும் உரிமைகளும் பறிக்கப்பட்டதென்ன ? ஒட்டுமொத்த அஞ்சல் ஊழியர்கள் இதுகாறும் பெற்ற உரிமைகள் மறுக்கப் பட்டதென்ன ?
இது குறித்த விரிவான அறிக்கையும் ,ஊழியர் அடிமைப் படுத்தப் படுவதை எதிர்த்தும் உடனடி முதல் கட்ட போராட்ட அறிவிப்பு வேண்டி புதுடெல்லியில் தற்போது முகாமிட்டு உள்ள மத்திய அரசு ஊழியர் மகா சம்மேளன மாபொதுச் செயலர் தோழர் .M கிருஷ்ணன் அவர்களிடமும் அஞ்சல் மூன்றின் முன்னாள் பொதுச் செயலர் தோழர் . KVS அவர்களிடமும் நாம் இன்று (19.11.2015) இரவு 11.00 மணியளவில் நாம் வேண்டினோம்.
நாளை காலை 10.00 மணிக்குள் அறிவிப்பு மகா சம்மேளன வலைத்தளத்தின் மூலம் வெளியாகும் என்று அவர் உறுதி அளித்தார் . அதனை எதிர்பார்த்து நாம் காத்திருக்கிறோம். ஏழாவது ஊதியக் குழுவின் பிற்போக்குத்தனமான பரிந்துரைகளை எதிர்த்து , ஊழியர் களின் இருக்கும் உரிமைகள் பறிக்கப்படுவதை எதிர்த்து, ஊழியர்கள் அடிமைபடுத்தப்படுவதை எதிர்த்து நாளை (20.11.2015) தமிழகம் தழுவிய முதற்கட்ட கண்டன ஆர்ப்பாட்டத்திற்கு தயாராகுமாறு கேட்டுக் கொள்கிறோம். தமிழக அஞ்சல் மூன்றின் போராட்டம் அகில இந்திய முழுமைக்குமே வழி காட்டட்டடும் !
முக்கியமாக அஞ்சல் பகுதிக்கு மறுக்கப்பட்ட அம்சங்கள் :-
Postal Assistant/Sorting Assistant
11.8.23 They have demanded enhancement of minimum educational qualifications for Direct
Recruits for Postal Assistants/Sorting Assistants from Class XII to Graduation and the entry
grade pay from GP 2400 to GP 4200. Lower Selection Grade (LSG) and Higher Selection
Grade (HSG) II and I, which are promotional posts in this cadre, have accordingly been sought
to be placed in higher levels.
Analysis and Recommendations
11.8.24 The Commission is of the view that there is no justification for the upgrade sought.
Postman Cadre
11.8.28 The existing hierarchy of Postmen Cadre is as follows: Post Grade Pay Entry Level Qualification and Method of Filling Postman 2000 Class X: 50 percent by DR 50 percent by promotion from MTS MTS 1800 Class X or ITI They have demanded that the grade pay of Postman may be enhanced from GP 2000 to GP 2800.
Analysis and Recommendations
11.8.29 The Commission has noted that VI CPC had consciously recommended upgradation
of the Postman in Department of Posts and the analogous post of Mail Guard in Railway Mail
Service to their present level. The Commission has noted the entry level qualifications
prescribed (Class X or ITI for MTS) as also the work content, and is of the view that there is no justification for further raising the entry grade pay of Postman.
Post Office (PO) and Rail Mail Service (RMS) Accountants
11.8.30 There are demands for creation of a separate cadre for the accountants of this cadre
and placing them at par with organised accounts cadres.
11.8.31 The Commission is, however, of the view that the proposal is in the nature of cadre restructuring, which is not in its ambit.
Rail Mail Service (RMS) Mail Guard
11.8.32 The hierarchy of RMS Mail Guard is as follows:
Post Grade Pay Entry level Qualification and Method of Filling Sorting Assistant 2400
50 percent DR with Class XII 50 percent through LDCE from Postman (three yrs of service)
and MTS (five yrs of service) Mail Guard 2000 Class X for Direct Recruits (50 percent DR,
50 percent by promotion, 25 percent from MTS and 25 percent from GDS) MTS 1800 Class X or ITI Higher GP 2400 has been demanded for Mail Guards. Demands have also been received for
merger of the cadres of Mail Guard with Sorting Assistants in GP 2400.
Analysis and Recommendations
11.8.33 The Commission has noted that mail guards are posted in Transit Mail Offices and
Transit Sections (Trains) and their duties and responsibilities are considered arduous in nature.
It is also noted that the VI CPC had consciously established relativity between Mail Guard,
Postman and Constables of Central Police Organizations. As no modification in the grade pay of Postman is recommended, the Mail Guard shall also be placed in same pay level.
Multi-Tasking Staff (MTS)
11.8.36 They have demanded higher GP 2000 for MTS-domestic posts and GP 2400 for MTS-
foreign posts, stating that the two job profiles require greater skills as compared to MTS of
other departments. Higher educational qualification for entry into MTS-foreign posts has also
been proposed.
Analysis and Recommendations
11.8.37 The Commission is of the view that given the minimum entry level qualification of
Class X, and the job content of MTS-domestic posts, the existing entry GP 1800 appears to be
appropriate. In so far as MTS-foreign posts are concerned, it is noted that they have, as Packers
of Foreign Posts, been treated as skilled workers and accordingly, in the wake of a judgement
of the High Court of Delhi, they were provided GP 1900. No upgrade is considered necessary for either MTS-domestic or MTS-foreign posts.
Gramin Dak Sewaks
11.8.48 A demand has been made before the Commission for treating Gramin Dak Sewaks
(GDS) as civil servants at par with other regular employees for all purposes.
Analysis and Recommendations
11.8.49 The Commission has carefully considered the demand and noted the following:
a. GDS are Extra-Departmental Agents recruited by Department of Posts to serve in rural
areas.
b. As per the RRs, the minimum educational qualification for recruitment to this post is
Class X.
c. GDS are required to be on duty only for 4-5 hours a day under the terms and conditions
of their service.
d. The GDS are remunerated with Time Related Continuity Allowance (TRCA) on the
pattern of pay scales for regular government employees, plus DA on pro-rata basis.
e. A GDS must have other means of income independent of his remuneration as a GDS,
to sustain himself and his family.
11.8.50 Government of India has so far held that the GDS is outside the Civil Service of the
Union and shall not claim to be at par with the Central Government employees. The Supreme
Court judgment also states that GDS are only holders of civil posts but not civilian employees.
The Commission endorses this view and therefore has no recommendation with regard to GDS.
Separation of Cadres
11.8.51 System Administrators and Marketing Executives have demanded creation of separate
cadres with higher pay scales. Presently incumbents of these posts are drawn from the cadre of
Postal Assistants/Sorting Assistant Cadre.
11.8.52 The V and the VI CPC have also dealt with this issue and have not recommended
separation of cadres. The Commission also does not see any rationale for creating separate cadres.
Modified Assured Career Progression (MACP)
5.1.44 Although a number of demands were received for increasing the frequency of MACP as well as to enhance the financial benefit accruing out of it, this Commission feels that the
inherent issues in the existing pay structure owing to which there was widespread resentment have been set right by way of rationalisation of pay levels, abolition of pay band and grade pay and introduction of a matrix based open pay structure. Hence, there is no justification for increasing the frequency of MACP and it will continue to be administered at 10, 20 and 30 years as before. In the new Pay matrix, the employees will move to the immediate next level.
BENCH MARK FOR MACP AND PROMOTIONS:-
5.1.45 There is, however, one significant aspect where this Commission feels that a change is
required. This is with regard to the benchmark for performance appraisal for MACP as well as
for regular promotion. The Commission recommends that this benchmark, in the interest of improving performance level, be enhanced from ‘Good’ to ‘Very Good.’ In addition, introduction of more stringent criteria such as clearing of departmental examinations or mandatory training before grant of MACP can also be considered by the government.
என்ன கொடுமை இது ! அடிமைச் சந்தையா ?
NON PERFORMER என்று யார் வேண்டுமானாலும் எப்படி வேண்டுமானாலும் முடிவு செய்ய முடியுமே ! இதற்கு MECHANISM எதுவும் கிடையாதே !
Withholding Annual Increments of Non-performers
after 20 Years
5.1.46 There is a widespread perception that increments as well as upward movement in the
hierarchy happen as a matter of course. The perception is that grant of MACP, although subject
to the employee attaining the laid down threshold of performance, is taken for granted.
This Commission believes that employees who do not meet the laid down performance criterion should not be allowed to earn future annual increments. The Commission is therefore proposing withholding of annual increments in the case of those employees who are not able to meet the benchmark either for MACP or a regular promotion within the first 20 years of their service.
This will act as a deterrent for complacent and inefficient employees. However, since this is
not a penalty, the norms for penal action in disciplinary cases involving withholding increments
will not be applicable in such cases. This will be treated as an “efficiency bar”. Additionally,for such employees there could be an option to leave service on similar terms and conditions as prescribed for voluntary retirement.
ஒழிக்கப்பட்ட ALLOWANCE கள்
22 Caretaking Allowance
Abolished as a separate allowance. Eligible employeeto be governed by the newly proposed “Extra Work Allowance”
23 Cash Handling Allowance : abolished.
33. Compensation in Lieu of Quarters : Abolished as a separate allowance. Eligible employees
to be governed by the newly proposed provisions for Housing for PBORs.
42 Cycle Allowance : Abolished.
60 Family Planning Allowance : Abolished.
69 Funeral Allowance : Abolished.
81 Holiday Compensatory Allowance : Abolished as a separate allowance. Eligible employees
to be governed by National Holiday Allowance.
125 Overtime Allowance (OTA) : Abolished.
140 Rent Free Accommodation : Abolished.
145 Savings Bank Allowance : Abolished.
189 Treasury Allowance : Abolished.
196 Washing Allowance : Abolished as a separate allowance. Subsumed in the
newly proposed Dress Allowance.
HRA :
8.7.15 Considering all these factors, and in line with our general policy of rationalizing the
percentage based allowances by a factor of 0.8, the Commission recommends that HRA
should be rationalized to 24 percent, 16 percent and 8 percent of the Basic Pay for Class
X, Y and Z cities respectively. However, the Commission also recognizes that with the current
formulation, once the new pay levels are implemented, the compensation towards HRA will
remain unchanged until such time as the pay and allowances are next revised. Going by the
historical trend this event is likely to be a decade away. Some representations have been
received stating that towards the later part of the ten year period the HRA compensation falls
considerably short of the requirement. Having regard to this, the Commission also
recommends that the rate of HRA will be revised to 27 percent, 18 percent and 9 percent
when DA crosses 50 percent, and further revised to 30 percent, 20 percent and 10 percent
when DA crosses 100 percent.
PAY MATRIX TABLE :-
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