Tuesday, 24 February 2015
EXEMPTION FROM PHYSICAL APPEARANCE FOR THE PURPOSE OF LIFE CERTIFICATE
CLICK HERE for original order
7th Pay Commission has invited National Council JCM/Staff side for a meeting on 25.02.2015
MEENA AGRAWAL
SECRETARY
D.O. No. 7CPC/158/Meetings/2015
The Seventh Central Pay Commission has, from the time of its constitution, engaged with a variety of stakeholders on issues which it has been mandated to cover in accordance with its terms of reference. Based on the wide ranging interaction the Commission has had in the recent months, certain broad issues have emerged before the Commission. The Commission has also been seeking from individual Ministries/Departments their views on the issues posed, in relation to matters that are relevant to the Ministries.
The Commission has had the occasion to interact with the National Council and its constituents in May 2014. Before the Commission firms up its views on the major issues it is mandated to cover, a discussion with the National Council would be very useful.
Accordingly, a meeting of the National Council with the 7th Central Pay Commission has been scheduled at 11.00 am on 25 February, 2015, in the Conference Room, 1st floor, B-14/A, Chatrapati Shivaji Bhawan, Qutub Institutional . – Area, New Delhi
Secretary
National Council (Staff Side)
Joint Consultative Machinery for
Central Government Employees
13-C, Ferozshah Road,
New Delhi – 110001
Source:http://ncjcmstaffside.com/com-shiva-gopal-mishra-secretary-staff-side-ncjcm-writes-director-jca-concerns-central-government-employees-original-file/
SECRETARY
GOVERNMENT OF INDIA
SEVENTH CENTRAL PAY COMMISSION
18th February, 2015
DearThe Seventh Central Pay Commission has, from the time of its constitution, engaged with a variety of stakeholders on issues which it has been mandated to cover in accordance with its terms of reference. Based on the wide ranging interaction the Commission has had in the recent months, certain broad issues have emerged before the Commission. The Commission has also been seeking from individual Ministries/Departments their views on the issues posed, in relation to matters that are relevant to the Ministries.
The Commission has had the occasion to interact with the National Council and its constituents in May 2014. Before the Commission firms up its views on the major issues it is mandated to cover, a discussion with the National Council would be very useful.
Accordingly, a meeting of the National Council with the 7th Central Pay Commission has been scheduled at 11.00 am on 25 February, 2015, in the Conference Room, 1st floor, B-14/A, Chatrapati Shivaji Bhawan, Qutub Institutional . – Area, New Delhi
Yours sincerely,
(Meena Agarwal)
Shri Shiv Gopal MishraSecretary
National Council (Staff Side)
Joint Consultative Machinery for
Central Government Employees
13-C, Ferozshah Road,
New Delhi – 110001
Source:http://ncjcmstaffside.com/com-shiva-gopal-mishra-secretary-staff-side-ncjcm-writes-director-jca-concerns-central-government-employees-original-file/
Forum’s plea for early implementation of seventh pay commission
M. Duraipandian, State general secretary of the Confederation of Central
Government Employees and Workers sought the implementation of the
seventh pay commission at the earliest.
While talking to the newsmen here on Saturday, he said it was a prerequisite that the employees should be provided with interim relief along with 50 percent merger of dearness allowance in salaries prior to approving any pay commission.
But even after a long period, the pay commission that was announced earlier by the central government has not yet been implemented.
Besides, Gramin Dak Sevaks numbering 2,65,000 across India should be brought under the much awaited seventh pay commission.
He said they had been working for almost 30 years for a meagre payment.
Moreover, the new and existing pension scheme should be scrapped and replaced with the old pension scheme. Since the launch of the new pension scheme, fund managers had not been appointed and the employees had been raising their doubts whether they could be entitled to avail such monetary benefits after their service period.
March to Parliament
To draw the government’s attention to fulfil these demands, the confederation members would stage a demonstration in front all district headquarter offices on March 2 and as the next step the confederation would stage a massive march towards the parliament in New Delhi on April 28, he said.
If these demands were not met, the employees would go on indefinite strike, which would be announced in July, he added.
Source:http://www.thehindu.com
While talking to the newsmen here on Saturday, he said it was a prerequisite that the employees should be provided with interim relief along with 50 percent merger of dearness allowance in salaries prior to approving any pay commission.
But even after a long period, the pay commission that was announced earlier by the central government has not yet been implemented.
Besides, Gramin Dak Sevaks numbering 2,65,000 across India should be brought under the much awaited seventh pay commission.
He said they had been working for almost 30 years for a meagre payment.
Moreover, the new and existing pension scheme should be scrapped and replaced with the old pension scheme. Since the launch of the new pension scheme, fund managers had not been appointed and the employees had been raising their doubts whether they could be entitled to avail such monetary benefits after their service period.
March to Parliament
To draw the government’s attention to fulfil these demands, the confederation members would stage a demonstration in front all district headquarter offices on March 2 and as the next step the confederation would stage a massive march towards the parliament in New Delhi on April 28, he said.
If these demands were not met, the employees would go on indefinite strike, which would be announced in July, he added.
Source:http://www.thehindu.com
Monday, 23 February 2015
Sunday, 22 February 2015
Revision of rates for various treatment procedures under CGHS.
F. No.S-11011/48/2014 – CGHS (HEC)
Ministry of Health & Family Welfare
Directorate General Central Govt. Health Scheme
(Hospital Empanelment Cell)
Nirman Bhavan, New Delhi,
Dated the February 18, 2015
OFFICE MEMORANDUM
With reference to the above mentioned subject the undersigned is
directed to draw attention to O.M. No. S.11045/36/2012-CGHS (HEC) dated
1.10.2014 whereby CGHS package rates for various treatment procedures
were notified by the Government empanelled hospitals under CGHS Delhi
and NCR. This Directorate has been receiving representations from
different stake holders regarding discrepancies in these notified rates.
The matter was examined in this Directorate and now it has been decided
with the approval of competent authority to revise the rates of
following treatment procedures under CGHS.
Sr. No.
|
TREATMENT PROCEDURE
|
Revised Rates Non-NABH
|
Revised Rates NABH
|
Gynae & Obst
| |||
1
|
RVF Repair
|
18975
|
21821
|
2
|
USG for Obstetrics –Anomalies scan
|
770
|
887
|
Nephrology & Urology
| |||
1
|
Epididymectomy
|
15938
|
18750
|
2
|
Lithotripsy Extra corporeal shock wave
|
19550
|
22483
|
3
|
Ureteric Catheterization
|
8278
|
10950
|
4
|
Kidney transplant (Related)
|
200000
|
230000
|
5
|
Kidney transplant (Unrelated including immunosuppressant therapy)
|
300000
|
345000
|
General Surgery
| |||
1
|
Secondary suture of wounds
|
3400
|
4000
|
2
|
Haemorrhoidectomy
|
20720
|
24375
|
3
|
Stappler Haemorrhoidectomy
|
38000
|
43700
|
4
|
Varicose vein surgery; Trendelenburg operation with suturing or ligation.
|
10000
|
11500
|
5
|
Catheterization
|
425
|
500
|
6
|
Fissure in Ano-Fissurectomy
|
13800
|
15870
|
7
|
Laparoscopic Paraumbilical Hernia Repair
|
17500
|
20125
|
Ophthalmology
| |||
1
|
Pterygium Surgery
|
5500
|
6325
|
2
|
Conjunctival wound repair or exploration following blunt trauma
|
3300
|
3795
|
Imaging Investigations
| |||
1
|
CT-orbit and brain
|
1600
|
1840
|
2
|
Foramen magnum decompression for Chari Malformation
|
93750
|
107813
|
Cardiology
| |||
1
|
DVR
|
155422
|
178735
|
Reimbursement to beneficiaries/empanelled hospitals shall be
limited to ceiling rate or as per actual, whichever is lower. The other
terms and conditions as regards to CGHS package rates remain unchanged.
2. The revised rates shall come into force from the date of issue and
shall be in force till further orders and are applicable in all CGHS
cities.
3. This issues with concurrence of Integrated Finance Division of
Ministry of Health and Family Welfare vide diary no.C-2289 dated
13/02/2015.
Sd/-
(Dr. (Mrs. Sharda Verma)
Director CGHS
Five ways to make the workplace stress-free
Rising levels of stress are a common concern for employees in every industry sector. ET looks at ways organisations can make the workplace stress-free.
Have the basics in place
Getting the basics in place is the most crucial way in which an organisation can keep the workplace stress-free. This includes, "making sure job designs, workplace design and workflows are correct", that employees are not being burdened with too much work or unrealistic deadlines and that company environmental conditions are not contributing to workplace stress, says Swapnil Kamat, founder, CEO and chief trainer at Work Better.
Improve communication
"This includes clearly defining employees' roles and responsibilities, giving employees the opportunity to participate in decisions that affect their jobs and sharing information with employees to reduce uncertainty," says Kamat. Agrees Deodutta Kurane, group president, human capital, YES Bank: "Relaxed conversations go a long way in keeping morale high."
Stress-proof the workplace
"When we treat our employees fairly, they spend less time on who is getting an unfair share or looking for another job," says Kurane. The organisational traits for low-stress work and increased productivity include: Recognition of employees for good work; opportunities for career development and a culture that values the individual worker.
Balance work and life
Employees have commitments within and outside the organisation. Juggling these can be stressful. Organisations must explore ways to support employees to improve their work-life balance. "Flexible working arrangements can help them to balance their commitments, reducing the pressure," says Kamat.
Chart a career path
Career development plans let employees sit down with their managers and design a plan to achieve their goals. "The plan may include training, education and taking on further responsibilities. When employees know where their career is going, they tend to be more committed," says Kamat. It is also important to acknowledge when employees perform well in their role, says Kurane.
Have the basics in place
Getting the basics in place is the most crucial way in which an organisation can keep the workplace stress-free. This includes, "making sure job designs, workplace design and workflows are correct", that employees are not being burdened with too much work or unrealistic deadlines and that company environmental conditions are not contributing to workplace stress, says Swapnil Kamat, founder, CEO and chief trainer at Work Better.
Improve communication
"This includes clearly defining employees' roles and responsibilities, giving employees the opportunity to participate in decisions that affect their jobs and sharing information with employees to reduce uncertainty," says Kamat. Agrees Deodutta Kurane, group president, human capital, YES Bank: "Relaxed conversations go a long way in keeping morale high."
Stress-proof the workplace
"When we treat our employees fairly, they spend less time on who is getting an unfair share or looking for another job," says Kurane. The organisational traits for low-stress work and increased productivity include: Recognition of employees for good work; opportunities for career development and a culture that values the individual worker.
Balance work and life
Employees have commitments within and outside the organisation. Juggling these can be stressful. Organisations must explore ways to support employees to improve their work-life balance. "Flexible working arrangements can help them to balance their commitments, reducing the pressure," says Kamat.
Chart a career path
Career development plans let employees sit down with their managers and design a plan to achieve their goals. "The plan may include training, education and taking on further responsibilities. When employees know where their career is going, they tend to be more committed," says Kamat. It is also important to acknowledge when employees perform well in their role, says Kurane.
Source:-The Economic Times
Travelling Allowance in respect of Attendant / Escort for accompanying a Government Servant with Disabilities on travel during tour / training
To view Department of Expenditure OM No.19030/3/2013-E.IV dated 17/02/2015 please CLICK HERE.
Wednesday, 18 February 2015
Modified Assured Career Progression Scheme for the Central Government Civilian Employees-Instructions regarding.
No.35034/3/2008-Estt. (D)
Government of India Ministry of Personnel, Public Grievances and Pensions
(Department of Personnel and Training)
North Block, New Delhi
the 18th February, 2015
OFFICE MEMORANDUM
Subject:-MODIFIED ASSURED CAREER PROGRESSION SCHEME FOR THE CENTRAL GOVERNMENT CIVILIAN EMPLOYEES-instructions regarding,
This Department on the recommendation of Sixth Central Pay Commission in Para 6.1.15 of its report and in supersession of previous Assured Career Progression Scheme, vide O.M. No. 35034/3/2008-Estt.(D) dated 19.05.2009 introduced the Modified Assured Career Progression Scheme (MACPS) for the Central Government Civilian Employees which is operational w.e.f. 01.09.2008. MACP Scheme envisages the three financial upgradations at intervals of 10, 20 and 30 years of continuous regular service to all regularly appointed Group "A", "B", and "C" Central Government Civilian Employees.
2. As per para 6 of DOPT's O.M. No. 35034/3/2008-Estt.(D) dated 19.05.2009, the Screening Committee would follow a time-schedule and meet twice in a financial year - preferably in the first week of January and first week of July of a year for advance processing of the cases maturing in that half. Accordingly, cases maturing during the first-half (AprilSeptember) of a particular financial year would be taken up for consideration by the Screening Committee meeting in the first week of January. Similarly, the Screening Committee meeting in the first week of July of any financial year would process the cases that would be maturing during the second-half (October-March) of the same financial year.
3. It has come to notice of this Department that the benefits of MACPS are not being granted as per the schedule/provisions in the MACP Scheme leading to dissatisfaction and grievances among the employees. Therefore, Ministrie/Departments are advised to ensure strict compliance to the time limits indicated in MACPS for grant of benefits under this scheme as and when the employees become eligible for such benefits.
(Mukta Goel)
Director(E-I)
Tele. No. 23092479
Government of India Ministry of Personnel, Public Grievances and Pensions
(Department of Personnel and Training)
North Block, New Delhi
the 18th February, 2015
OFFICE MEMORANDUM
Subject:-MODIFIED ASSURED CAREER PROGRESSION SCHEME FOR THE CENTRAL GOVERNMENT CIVILIAN EMPLOYEES-instructions regarding,
This Department on the recommendation of Sixth Central Pay Commission in Para 6.1.15 of its report and in supersession of previous Assured Career Progression Scheme, vide O.M. No. 35034/3/2008-Estt.(D) dated 19.05.2009 introduced the Modified Assured Career Progression Scheme (MACPS) for the Central Government Civilian Employees which is operational w.e.f. 01.09.2008. MACP Scheme envisages the three financial upgradations at intervals of 10, 20 and 30 years of continuous regular service to all regularly appointed Group "A", "B", and "C" Central Government Civilian Employees.
2. As per para 6 of DOPT's O.M. No. 35034/3/2008-Estt.(D) dated 19.05.2009, the Screening Committee would follow a time-schedule and meet twice in a financial year - preferably in the first week of January and first week of July of a year for advance processing of the cases maturing in that half. Accordingly, cases maturing during the first-half (AprilSeptember) of a particular financial year would be taken up for consideration by the Screening Committee meeting in the first week of January. Similarly, the Screening Committee meeting in the first week of July of any financial year would process the cases that would be maturing during the second-half (October-March) of the same financial year.
3. It has come to notice of this Department that the benefits of MACPS are not being granted as per the schedule/provisions in the MACP Scheme leading to dissatisfaction and grievances among the employees. Therefore, Ministrie/Departments are advised to ensure strict compliance to the time limits indicated in MACPS for grant of benefits under this scheme as and when the employees become eligible for such benefits.
(Mukta Goel)
Director(E-I)
Tele. No. 23092479
Importance of following the due process in disciplinary proceedings-regarding.
mportance of following the due process in disciplinary proceedings - regarding: DoPT Order
F. No.11012/3/2015-Estt.A-III
Government of India
Ministry of Personnel, Public Grievances & Pensions
Department of Personnel & Training
North Block, New Delhi
Dated February 18, 2015
OFFICE MEMORANDUM
Subject: Importance of following the due process in disciplinary proceedings - regarding
This Department has been emphasising the necessity of conforming with the procedures prescribed in the Central Civil Services (Classification, Control & Appeal) Rules, 1965 [CCS(CCA) Rules, 1965] while dealing with the disciplinary proceedings conducted in Ministries/ Departments. Many a times the Hon'ble Administrative Tribunals and Courts have held the proceedings non-est for non-conformity of the procedure, without even going into the merits of the case. This issue was highlighted recently in the judgement of the Hon'ble Supreme Court in the B. V. Gopinath case in SLP No. 6348/2011.
2.
Procedural lapses have also been noticed in a few cases referred to
this Department for advice. Two areas where procedural lapses are
frequently noticed are: (i) not following the procedure prescribed in
Rule 14(18) of CCS (CCA) Rules, 1965 while conducting the disciplinary
inquiry; and (ii) not following the procedures laid down in Rule 9 of
CCS(Pension) Rules, 1972 in the case of proceedings against retired
Government servants.
3.
Rule 14(18) of CCS (CCA) Rules, 1965, provides that, "the inquiring
authority may, after the Government servant closes his case, and shall,
if the Government servant has not examined himself, generally question
him on the circumstances appearing against him in the evidence for the
purpose of enabling the Government servant to explain any circumstances
appearing in the evidence against him.". This is a formal action
required to be taken by the inquiry officer before closing the inquiry.
It has been seen that many a times this is not formally recorded and the
inquiry gets vitiated. It is imperative that the inquiry is conducted
strictly in accordance with the procedures prescribed.
4.
Attention is also invited to Rule 9 of the Central Civil Services
(Pension) Rules, 1972, while lays down that the departmental
proceedings, if instituted while the Government servant was in service,
whether before his/her retirement or during his re-employment, shall,
after his/her final retirement, be deemed to be proceedings under the
rule and shall be continued and concluded by the authority which
commenced
them, in the same manner as if the Government servant had continued in
service. This rule also stipulates that where the departmental
proceeding is instituted by an authority subordinate to the President,
that authority shall submit a report recording its findings to the
President.
5.
All Ministries / Departments are requested to please bring to the
attention of all concerned the necessity of conforming to the procedures
prescribed for conducting departmental proceedings.
6.
In this regard, attention is also invited to the ISTM publication
'Handbook for Inquiry Officers & Disciplinary Authorities, 2013',
which can be used as a reference guide in such matters. The Handbook may
be accessed under 'Publications/Reports' on this Department's website:
http://persrnin.nic.in/DOPT.asp.
(J.A. Vaidyanathan)
Director (E)
Source: www.persmin.nic.in
