NFPE & P3 Open session at Ongole on 24-08-2014

NFPE & P3 Open session at Ongole on 24-08-2014

Why do we join Union?

In the words of .....................

Smt. Nandita Mohanty

Chairperson, Women Sub-Committee

AIPEU, Gr-C, Bhubaneswar Division 

With the evolution of society and growth in social needs there is a sharp development in industrialization. It involves use of modern technology and employment of large number of workers. As large number of people are involved,  it becomes necessary to safe guard the interest of the workers. They need to be organized to fulfil their demands in respect of salary, welfare and social security. There comes the concept of `Union’. 

          So, union is the long-term association of workers to advance and protect the interest of members of the union in the working relationship. According to Flippo “A labor union or a trade union is an organization of workers formed to protect, promote and improve through collective action, the social, economic and political interest of its members.” 

          Whenever any employee joins a union, he has some expectations in his mind. He may join the union for the following reasons:- 

  

·          Economic benefits: When any employee joins an organization the main interest is the salary or wage. As the social status of a person is defined by the economic standard he carries, more emphasis is given to the economic benefits. But any single individual has very little bargaining capacity as compared to the huge power of the management. He thinks, if he joins the union, union will fight for the economic interest of the employee as the union has great bargaining capacity to get its demands accepted by the management.  But the union has also its own limitations. It can bargain on the genuine ground according to the prevailing rules. It can demand for the economic up-gradation when the organization is economically sound. For that the employees have to give their hundred percent so that union can demand enhancement of monetary benefits. Because no organization will give any economic benefit unless and until it is economically sound. At that time expectation of economic advancement is baseless. 

·          Platform for self-expression: At the primitive days of industrialization, lives of the workers were like slaves without any voice against the tyranny of the management. They used to live at the mercy of the management. They couldn’t raise their voice against un-hygienic working conditions, hard work, low wage, long and inconvenient hours of working etc. Self-expression and individuality were totally prohibited. But the desire for self-expression is a fundamental drive which can’t be ignored. By joining the union the employees get a platform for self-expression. The union provides the mechanism through which employees can make their voice heard by the top management. Union serves as the communicating device between the employees and the management.  Sometimes due to low perspective and narrow-mindedness, some can’t understand the long-term views taken by the organization in the context of overall growth of the organization and employees. Anything which does not result in immediate reward becomes unattractive to them. This attitude results in the difference in views and conflict in union. One thing we should keep in mind that union is by the employees, for the employees and of the employees. So to be in union, one should go beyond oneself. 

·          Check-bar on arbitrary action of the management: The employees join the union to fight against the arbitrary action of the management. It works like a brake to the monopoly of the management. Employees expect a just and fare dealing from the management on the basis of the prevailing rules and regulations. Union  serves a checkmate when management goes beyond the prevailing rules and take action against the employees which is irrational, unlawful or  discriminatory. Thus union safe- guards the interest of the employees. 

·          Security :  The employees join union because they think that at the time of need the union will stand by them. They can get the protection from hazards and economic insecurities at the time of illness, accidents, unemployment etc. For example, trade union ensures compensation to the injured workers under the Workman’s Compensation Act 1923, secures the retirement benefits under Gratuity Act 1972 and PF Act 1952, employees’ health, social security, payment of wage, bonus, insurance, maternity benefit etc. and other welfare measures by compelling the management to abide by these. With the union, employees feel safe and secure both mentally and physically. 

·          Employee-employer relationship:  The employee may not have easy access to the top management. But union is the proper machinery which maintains a sound communication between the employer and the employee. Employees feel attached to the organization by this. If the relation between the employer and employees is good then industrial disputes, conflicts, strikes and lock-outs can be avoided. 

·          Sense of participation: Sense of participation is also a fundamental desire among the employees. They expect that their voice should be heard in making decisions in the organization. This is known as the Workman’s Participation. Being in the union, they can make their voice heard by the management in matters affecting them and can also influence to take a correct decision. 

·          Sense of belongingness: When any employee joins an organization the sense of belongingness is developed inside him. He tries to feel that he is the integral part of the organization. For that he may join the union. Because his co-workers are with the union. He may have the feeling that if he will not join the union he will be odd man out and can’t get any assistance at the time of need. On the contrary, when he is in the union he feels that he is attached with the organization and experiences a feel-good factor. He begins to think that he has some importance in the organization and among the co-workers. 

·          Background factor: Some who are born and brought up in the industrial area or in the organizational background where the society members and members of the family are attached with the union, join the union as a nature of practice. Here the past history works. As a result,  they think it obvious and natural enough to join the union. 

Though it is the mere truth that union is for the safe-guard of the employees, we can’t use it as the weapon against the management. If management strives for the long term benefit of the organization which may sound unreal on the today’s back ground,  then union also has to think in that angle for the mutual benefit. We should aspire for the long term benefits because our next generation may get the fruit out of it. We have to make the union strong for the bright future.

On GDS issues in Rajya Sabha

Demand to absorb Grameen Dak Sevaks as Postman

 GOVERNMENT OF INDIA

                  MINISTRY OF  COMMUNICATION AND INFORMATION TECHNOLOGY

RAJYA SABHA

QUESTION NO  2511

ANSWERED ON  01.08.2014

2511  SHRIMATI GUNDU SUDHARANI
Will the Minister of COMMUNICATION AND INFORMATION TECHNOLOGY be pleased to satate:-

(a)whether it is a fact that undivided Andhra Pradesh was the second largest State having 2.7 lakh Grameen Dak Sevaks (GDSs) working;

(b whether there have been demands for absorbing them as Postman;

(c) if so, how many GDSs have been absorbed as Postman during the last ten years, year-wise and State-wise with a particular reference to Andhra Pradesh; and

(d) the other demands being made by Grameen Dak Sevaks and the action taken by the Ministry on those demands?

ANSWER    

RAVI

(a) The number of Gramin Dak Sewaks (GDS) in Andhra Pradesh and Telengana taken together is 27,087 (Twenty Seven Thousand Eighty Seven). In terms of strength of GDS as on 01.07.2014, it is 2nd largest in the Country.

(b) The issue of demand by Gramin Dak Sevaks for absorption to Postman cadre does not arise as provision already exists for their absorption to the cadre of Postman, based on limited departmental competitive examination.

(c) Details of Gramin Dak Sevaks absorbed to the cadre of Postman during the last 10 years, year-wise and State wise with particular reference to Andhra Pradesh are as under:-

State	2004	2005	2006	2007	2008	2009	2010	2011	2012	2013
Andhra Pradesh	13	15	160	78	35	53	265	236	63	178
Telangana	7	52	45	8	8	175	145	16	66	33
TOTAL	20	67	205	86	43	228	410	252	129	211

(d) Status of other demands made by Gramin Dak Sevaks is as per Annexure I [As above].

STATUS ON DEMANDS OF GRAMIN DAK SEVAKS

Sl. No.	Issue	Action taken / Government’s view
1	Demand for regularization as Government servant.	Gramin Dak Sevaks, about 2,65,000 in number are a distinct category of employees, who do not form part of the regular civil service. They are governed by a separate set of conduct and engagement rules. They are engaged for 3 to 5 hours in a day. Their livelihood is not solely dependent on the allowances paid by the Postal Department. They are mandatorily required to possess independent sources of income for adequate means of livelihood. They are discharged on attaining the age of 65 years and while in employment are required to have residence mandatorily within the post village/delivery jurisdiction of the post office. The Hon’ble Supreme Court in the matter of Superintendent of Post Offices vs. PK Rajamma (1977)(3) SCC has also held that the Extra Departmental Agents [now called Gramin Dak Sevaks] are holders of the civil post outside the regular civil service.
2	Demand for restoration of parity in bonus ceiling with departmentalemployees	Bonus ceiling stands revised at par with departmental employees vide DG Posts letter No. 26-04/2013-PAP dated 04.10.2013.
3	Demand for cent percent compassionate engagement to GDS posts from dependents of Gramin Dak Sevaks dying while in employment	Compassionate engagement is allowed in only hard and deserving cases. The term, ‘hard and deserving cases,’ is defined as cases earning more than 50 points designed from a point based criteria based on indigence. There is no justification to allow compassionate engagement in cent percent cases in cases of death of Gramin Dak Sevaks irrespective of indigence.
4	Request to ban direct recruitment to Multi-Tasking Staff (MTS)/ Postman posts and filling up of 25% posts of MTS/Postman based on seniority by GDS employees.	Statutory Recruitment Rules for MTS provide for direct recruitment/absorption directly to MTS against 25% of the direct recruitment vacancies on the basis of selection cum seniority & another 25% by direct recruitment on the basis of competitive examination restricted to GDS. StatutoryRecruitment Rules for Postman provide for direct recruitment from amongst GDS to the extent of 50% of the vacancies on the basis of limited departmental examination.
5	Request for filling up of all vacant posts in all categories of GDS in Postal and RMS.	Instructions have been issued to all Circles to fill up all vacant posts of GDS Branch Postmaster and justified posts of all other approved categories.
6	Request for extending one more option to GDS for enrolment under the service Discharge benefit Scheme (SDBS) and allowing GDS to make contribution to the Scheme	Existing GDS have already been provided one more and last option for their enrolment under the Scheme before 31.01.2014. GDS beneficiaries have also been allowed to contribute towards the scheme at the rate of Rs. 200 per month per GDS effective from October, 2013.
7	Request for merger of 50% DA to the remuneration of GDS.	This is based on the similar demand made by Central Government Employees. The Government has not taken any decision on the issue for the Central Government employees either.
8	Demand for inclusion of Gramin Dak Sevaks within the purview of the 7thCentral Pay Commission.	The Government has successively constituted Committees for revision of the wage structure and other service conditions of GDS from time to time after each Central Pay Commission. The last such Committee was constituted by the Department in the year 2007 named Shri RS Nataraja Murti Committee. The latest request for their inclusion in the 7th CPC stands referred to the Ministry of Finance, Department of Expenditure.

The above statement was attached as Annexure I with the reply of undermentioned Rajya Sabha Question:-

Photos Of NFPE Federal Executive Meeting held at Ongole ,AP on 21.08.2014