Jun 24, 2015
It’s official that 7th Pay Commission to submit its report soon
We have already posted that work of 7th Pay commission is near completion and its report is expected to come out in the Month of September 2015. Now the 7th Pay Commission has officially stated that all formalities of meeting with stake holders have been completed and now pay commission will not meet any stakeholders further.
This shows that 7th Pay Commission will now study all the data and memorandum available for two moths and report will certainly come out in the month of August or September. Our sources say that 7th Pay Commission will complete its work by August and report will be submitted in the last week of August or first week of September 2015. After that government will take few days to implement the recommendations of 7th Pay Commission. By all means it is certain that Pay Commission will be implemented on 01.01.2016.
Contents put on by the Pay Commission on its website have been reproduced below:-
“Further to the memoranda received from a variety of Organisations, Federations, Groups representing civil employees in the Government of India as also from the Defence Services, the Commission has had fruitful and wide ranging discussions on relevant issues with all stakeholders. Such interactions have now been concluded. Valuable inputs have been received and the work of compilation and finalization of the report is underway, so that the Commission completes its task in the time frame given to it. Accordingly, any future requests for meeting with the Commission will not be entertained.”
Central government employees are eagerly waiting for the 7th Pay Commission report since its inception and they are delighted that their wait is almost over. Government employees are reeling under back breaker inflation with Dearness Allowance already touching sky rocketed figure of 113% and another installment of DA is soon to be announced in July. With the implementation of 7th Pay Commission whole DA is expected to be merged with basic pay. Apart from this Fixation Multiplication Factor is another big thing which will change the fortunes of the employees. Government of India has already upgraded the Indian Cities as far as HRA is concerned, but it would be interesting to watch if pay commission revise 30%, 20% and 10% HRA limits for various cities in India. It is expected that 5% increase in limits for HRA for all types of cities in India would be recommended by the Pay Commission. Let’s hope it ends well for all Government Employees.
What are the expectations of Central Government Employees from 7th Pay Commission:-
1. General formula for determination of pay scale based on minimum living wage demanded for MTS is pay in PB+GP x 3.7.
2. Annual rate of increment @ 5% of the pay.
3. Fixation of pay on promotion = 2 increments and difference of pay between present and promotional posts (minimum Rs.3000).
4. The pay structure demanded is as under:-
Exiting Proposed (in Rs.)
PB-1, GP Rs.1800 26,000
PB-1, GP Rs.1800 26,000
PB-1, GP Rs.1900]
PB-1, GP Rs.2000] 33,000
PB-1, GP Rs.2000] 33,000
PB-1, GP Rs. 2400]
PB-1, GP Rs.2800] 46,000
PB-1, GP Rs.2800] 46,000
PB-2, GP Rs.4200 56,000
PB-2, GP Rs.4600]
PB-2, GP Rs.4800] 74,000
PB-2, GP Rs.5400 78,000
5. Dearness Allowances on the basis of 12 monthly average of CPI, Payment on 1st Jan and 1st July every year.
PB-2, GP Rs.4600]
PB-2, GP Rs.4800] 74,000
PB-2, GP Rs.5400 78,000
5. Dearness Allowances on the basis of 12 monthly average of CPI, Payment on 1st Jan and 1st July every year.
6. Overtime Allowances on the basis of total Pay+DA+Full TA.
7 Liabilities of all Government dues of persons died in harness be waived.
8. Transfer Policy – Group `C and `D Staff should not be transferred. DoPT should issue clear cut guideline as per 5th CPC recommendation. Govt. should from a Transfer Policy in each department for transferring on mutual basis on promotion. Any order issued in violation of policy framed be cancelled by head of department on representation.
9. Transport Allowance –
X Class Cities Y Class Cities
X Class Cities Y Class Cities
Pay up to Rs.75,000 Rs.7500 + DA Rs.3750 + DA Pay above Rs.75,000 Rs.6500 + DA Rs.3500 + DA
Jun 23, 2015
Benefits and Drawbacks of Pay Band and Grade Pay System – IRTSA Memorandum to 7th CPC
- Problem of Pay stagnation eliminated
- Quantum of increment increases exponentially, but the difference is too large at higher levels.
- Grade Pay decides the hierarchy.
- Increase of Pay in Pay Band & Grade Pay is not uniform – in favour of higher scales.
- Arbitrary adoption of formula of 40% of maximum of the merged scales for deciding the Grade Pay.
- Inadequate rate on annual increment & increment during promotion.
- Situation of senior promotes getting less pay than Junior direct recruits, is in violation of basic principle of Pay Band system.
i. Problem of stagnation in pay is eliminated, since pay bands are having long spans.
ii. If employees are stagnated at the maximum of any pay band for more than one year, continuously, he/she shall be placed in the immediate next higher pay band without change in the Grade Pay.
iii. Point to point fixation was facilitated by the pay band system, (with one increment in the revised pay cale for every three increments in the pre-revised scale)
- But the employees with more years of service were placed in a disadvantageous position.
iv. Quantum of increment increases exponentially, instead of fixed rate of increment attached to every pay scale
- But the difference became very large at higher levels – thus causing discrimination with those at middle & lower levels.
v. Grade Pay decides hierarchy / seniority of the post.
13.2. Main Draw backs of Pay Band and Grade Pay system introduced by 6th CPC
i. Increase between minimum basic pay of prerevised scale and minimum of every Revised Pay Band is not uniform. There is much greater increase in favour of PB-3 & PB-4.
ii. Arbitrary adoption of formula of 40% of maximum of the merged scales for deciding the Grade Pay – instead of progressive and proportionate rise of Grade Pay from one scale to the next.
iii. Disproportionate rise of pay after Sixth Pay commission – due to grant of disproportionate Higher Grade pays in higher scales (S-24 & above) as compared to S-4 to S-23 (Please see details in the following Table and also the table in next page)
iv. Rate of annual increment (3% of basic pay) is inadequate.
v. Increment on promotion (difference in grade pay + one additional increment) is inadequate.
vi. Situation of senior promotes getting less pay than Junior direct recruits, is in violation of basic principle of Pay Band system. For example,
a. A JE with five years of service while getting regular promotion from Grade Pay Rs.4200 in PB-2 to Grade Pay Rs.4600 as SSE isfixed at a Basic pay of Rs. 16120 compared to the Direct recruit’s basic pay of Rs.17140.
b. A JE with five years of service while getting promotion (through LDCE) from Grade Pay Rs.4200 in PB-2 to Grade Pay Rs.4800 as AWM/AME/AE is fixed a Basic pay of Rs. 16120 compared to the Direct recruit’s basic pay of Rs.18150.
c. Pay on Promotion should be fixed at least at par with Entry Pay in the Revised Pay Structure for direct recruits.
Download: Memorandum Submitted by IRTSA
Jun 22, 2015
Supplementary memorandum to 7th CPC submitted by IRTSA
CHAIRMAN,
SEVENTH CENTRAL PAY COMMISSION,
NEW DELHI.
SEVENTH CENTRAL PAY COMMISSION,
NEW DELHI.
(Through: Secretary, Seventh CPC by Email to secy-7cpc@nic.in)
Subject: Supplementary Memorandum to 7th Central Pay Commission on behalf of IRTSA
Reference:- 1. Memorandum submitted by IRTSA to 7th CPC on 26th May 2014.
2. Oral evidence & Power Point Presentation by IRTSA on 12th December 2014 at Jodhpur.
2. Oral evidence & Power Point Presentation by IRTSA on 12th December 2014 at Jodhpur.
In continuation of our memorandum submitted on 26th May 2014 and oral evidence and PPP (Power Point Presentation) before the 7th CPC on 12th Dec, 2015, we submit herewith, this Supplementary Memorandum or Rejoinder – for the kind consideration of the Pay Commission – with additional justification submitted herewith, on the demands of Higher Grade Pay & Classification of posts of Technical Supervisors in Railways.
Some vital facts have come to light on the basis of the information received by us from various sources – especially under the RTI Act etc, which are very essentially need to be placed before the Pay Commission for its kind consideration – in the interest of justice on the related issues in addition to the submissions made by IRTSA in our main memorandum submitted in May, 2014 as well as during the Oral Evidence & Presentation before the Hon’ble 7th Pay Commission on 12th Dec 2014 at Jodhpur.
Some vital facts have come to light on the basis of the information received by us from various sources – especially under the RTI Act etc, which are very essentially need to be placed before the Pay Commission for its kind consideration – in the interest of justice on the related issues in addition to the submissions made by IRTSA in our main memorandum submitted in May, 2014 as well as during the Oral Evidence & Presentation before the Hon’ble 7th Pay Commission on 12th Dec 2014 at Jodhpur.
IRTSA (Indian Railways Technical Supervisors Association) represents about 70,000 Technical Supervisors / Supervising Engineers on the Indian Railways. IRTSA was established nearly 50 years back (in 1965) and is one of the oldest and most widely represented Association of middle management cadre of Technical Supervisors on Railways. We earnestly request that the submissions made in this Supplementary Memorandum may please be considered by the Pay Commission in conjunction with our main Memorandum dated 26-6-2015.
Thanking you,
Thanking you,
Yours faithfully,
Harchandan Singh
General Secretary / IRTSA
Harchandan Singh
General Secretary / IRTSA
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