NJCA MEETING DECISION
INDEFINTE STRIKE FROM 1ST WEEK OF MARCH 2016
Meeting of the National Joint
Council of Action (Railways, Defence and Confederation) was held on 08.12.2015
at JCM National Council Staff Side office, New Delhi. Detailed deliberations on
7th CPC related issues (including Gramin Dak Sewaks and Casual,
Contract and daily-rated workers) was held and a Common charter of demands was finalized.
It is further decided that the NJCA
shall go on indefinite strike from the 1st week of March 2016, if
the Government fails to reach a negotiated settlement with the staff side
before 1st week of February 2016. A letter intimating this
decision will be given to the Government shortly along with the common charter
of demands. Letter to Government and charter of demands will be published in
the website within two days.
(M. Krishnan)
Secretary General
Confederation
.
AN
URGENT MEETING OF J.C.M. DEPARTMENT COUNCIL WAS HELD ON 08.12.2015 AT
DAK BHAWAN, NEW DELHI UNDER THE CHAIRPERSONSHIP OF SECRETARY (POSTS).
BOTH FEDERATIONS (NFPE & FNPO) SUBMITTED JOINT MEMORANDUM SEEKING
MODIFICATION ON PAY COMMISSION RECOMMENDATIONS, WHICH WAS DISCUSSED IN
DETAIL.
ALL
OFFICERS OF POSTAL SERVICES BOARD AND BOTH SECRETARY GENERAL &
GENERAL SECRETARIES OF BOTH FEDERATIONS PARTICIPATED IN THE MEETING.
THE MEMORANDUM SUBMITTED IS REPRODUCED BELOW.
eventh Pay Commission Recommendations on Leave and Holidays
7th Pay Commission Recommendations on Leave and Holidays
7th CPC Leave Rules : 7th Pay Commission has recommended on Holidays and Leave for Central Government Employees and Offices…
Holidays and Leave : Presently Central Government offices observe a
five-day week which results in 104 holidays every year on account of
weekends. In addition, there are three National Holidays, fourteen
Gazetted Holidays and two Restricted Holidays. Further, civilian
government
employees are entitled to 8 days’ Casual Leave, 20 days’ Half Pay Leave
(commutable to Medical Leave) and 30 days’ Earned Leave. Besides the
above, quite a few other types of leave are admissible.
The following paragraphs bring out, in alphabetical order, the different
kinds of holidays and leave admissible, demands received (if any) and
views of the Commission on each one of them. Unless otherwise stated,
the existing terms and conditions regulating these holidays and leave
shall remain unchanged.
Casual Leave (CL) : Casual Leave is granted to enable a government
servant to attend to sudden/unforeseen needs/tasks. Presently 8 days CL
is normally granted to a Central Government employee per calendar year.
The number goes up to 10 days for Industrial Workers, 20 days for
Defence
Officers and 30 days for Defence PBORs. Certain other categories of
staff, particularly in the Railways, are granted CL ranging from 11 to
13 days in a year. Demands have been made to increase the number of CL
to 15 days for Industrial Workers and 12 days for other employees. CAPFs
have also sought parity with defence forces in matters of Casual Leave.
Analysis and Recommendations : Regarding the number of Casual Leave, the
Commission is of the view that the present system is working well and
need not be altered. As far as the case of CAPFs for parity with defence
forces is concerned, the Commission notes that CAPFs are essentially
civilian forces and their service conditions are different from defence
forces. Hence parity in terms of number of casual leave cannot be
considered. To sum up, status quo is recommended.
Child Adoption Leave : This leave is granted to female employees, with
fewer than two surviving children on valid adoption of a child below the
age of one year, for a period of 135 days immediately after the date of
valid adoption.
Analysis and Recommendations : No demands have been received regarding this leave. Accordingly, status quo may be maintained.
Child Care Leave (CCL) : Child Care Leave (CCL) is granted to women
employees for a maximum period of two years (i.e., 730 days) during
their entire service for taking care of their minor children (up to
eighteen years of age). There are several demands relating to CCL which
include converting
the same into “family care” leave, extending the facility to male
parents and many representations stressing that it should be extended at
least to single male parents. Suggestions have also been received that
in cases where the child is differently abled, the clause stipulating
that the child should be minor, should be done away with. Single mothers
have highlighted their unique problems and requested the Commission for
liberalising the grant of CCL. Interestingly, representations have also
been made for discontinuance of the CCL, primarily on the grounds that
it disrupts office working and also because it promotes gender
discrimination.
Analysis and Recommendations : When CCL was first introduced by the VI
CPC it generated considerable interest as it represented a positive
measure benefiting women employees. It also took a while to stabilise
and it is seen that as many as five amendments/clarifications were
issued within a short period of time. As it stands, it is meant for
women employees “for taking care of up to two children whether for
rearing the children or looking after their needs like examination,
sickness etc.” It is treated akin to Earned Leave and is sanctioned as
such. It may not, however, be granted in more than three spells in a
calendar year.
In the first two years of its implementation the experience was that
women employees tended to treat this as Casual Leave or an extension of
the same, and the resultant frequent absences caused disruptions at
work. To address this, in September 2010, a clarification was issued
stipulating that CCL may not be granted in more than three spells in a
calendar year and also that it may not be granted for less than 15 days
at a time. However, the latter stipulation was subsequently withdrawn
and as per the latest clarification issued on 5 June, 2014 the
government has decided to remove the requirement of minimum period of 15
days CCL. It has been brought to the notice of the Commission that the
capping of maximum three spells in a calendar year has, to some extent,
addressed the problems relating to disruption of work.
Notwithstanding that, in the course of discussions with various
stakeholders, the sense that has come across is that what was introduced
as a welfare measure to help employees in times of need, is seen as a
benefit that has to be availed simply because it exists. There is,
therefore, a palpable need to bring in some inhibiting feature so as to
ensure that only genuinely affected employees avail of this scheme.
Towards this end the Commission recommends that CCL should be granted at
100 percent of the salary for the first 365 days, but at 80 percent of
the salary for the next 365 days. In making this recommendation the
Commission has also kept in mind the fact the concept of a paid (whether
100% or 80%) leave solely for child care for a period of two years, is a
liberal measure unmatched anywhere else.
The Commission notes that in the event a male employee is single, the
onus of rearing and nurturing the children falls squarely on his
shoulders. Hence extension of CCL to single male parents is recommended.
Moreover, the Commission recognizes the additional responsibility on
the shoulders of employees who are single mothers. Accordingly, it is
recommended that for such employees, the conditionality of three spells
in a calendar year should be relaxed to six spells in a calendar year.
Commuted Leave : Presently, Commuted Leave not exceeding half the amount
of half-pay leave due can be taken on medical certificate. A demands
have been made to do away with the need for medical certificate.
Analysis and Recommendations : The Commission does not find merit in the demand. Status Quo is recommended.
Earned Leave (EL) or Leave on Average Pay (LAP) : Presently 30 days EL
per annum is granted to Civilian employees and 60 days to Defence
personnel. EL can be accumulated up to 300 days in addition to the
number of days for which encashment has been allowed along with LTC.
Suggestions have been made to increase the accumulation to 450 days,
allow encashment of 50 percent of the accumulated EL after 20
years of service and delink encashment of leave from LTC. A novel
concept of “gifting” has been put forward, wherein employee should be
allowed to ‘gift’ certain number of days of leave to one’s spouse or
one’s colleague. “Vacational” staff like teachers, principals, etc. have
demanded restoration of 10 days EL, which was changed to 20 days Half
Pay Leave by VI CPC.
Analysis and Recommendations : In many organizations, employees are
encouraged to take leave on the premise that it revitalizes them and is
beneficial for the organization in the long run. Such a system is not
prevalent in the government sector in India, but substituting leave with
cash is also not desirable. Hence, no change in encashment guidelines
is recommended.
The Commission recognizes that Earned Leave is, as the name suggests,
earned by an employee through the services rendered. Hence, it is
personal to the employee and the concept of “gifting” cannot be
considered. The demand of “Vacational” staff can, however, be agreed to.
Hence, it is recommended that “Vacational” staff be granted 10 days EL
in place of 20 days Half Pay Leave. Other than this no other change is
recommended.
Extra Ordinary Leave (EOL) : EOL is granted to a government servant when
no other leave is admissible or when other leave is admissible, but the
government servant applies in writing for extraordinary leave. This
leave is neither debited to leave account nor is any leave salary paid.
No demands have been received regarding this leave. Accordingly, status
quo may be maintained.
Furlough Leave : This leave is admissible only to defence officers for
up to 60 days. It can be availed at half pay, once in a cycle of three
calendar years. No demands have been received regarding this leave.
However, the Commission is of the view that Furlough Leave is a legacy
of the pre Independence era. Since defence officers are already entitled
to double the Earned Leave and more than double the Casual Leave
available to civilian employees, there is no justification for
continuation of Furlough Leave. Hence, it is recommended that Furlough
Leave be abolished.
Half Pay Leave (HPL) or Leave on Half Average Pay (LHAP) : Presently,
government employees are entitled to 20 days of Half Pay Leave for each
completed year of service, credited @10 days on the 1st of January and
1st of July every year. There are representations that encashment of HPL
should be allowed at the time of superannuation.
Analysis and Recommendations : The demands lack merit. Elsewhere in the
report it has been recommended that 20 days HPL granted to “Vacational”
staff be converted into 10 days EL. Hence, HPL will henceforth not be
available to them. No change other than this is recommended.
Hospital Leave : This leave is granted to Group `C’ Railway employees if
they are suffering from illness or injuries directly due to risks
incurred in the course of official duties, on production of medical
certificate. Full pay is admissible for first 120 days and half pay
thereafter. The leave may be combined with any other kind of leave due
and admissible, provided total period of leave does not exceed 28
months. Demands have been received to increase this leave to an
unlimited period of time as applicable to PBORs of defence forces.
Analysis and Recommendations : This has been discussed under Special Disability Leave
Leave Not Due (LND) : LND is granted when the employee has no half-pay
leave at credit and he/she requests for the grant of Leave Not Due. It
is granted only on medical certification, if the leave sanctioning
authority is satisfied that there is a reasonable prospect of the
employee returning
to duty on its expiry. LND during the entire service is limited to a
maximum of 360 days and will be debited against the half-pay leave that
the employee may earn subsequently. No demands have been received
regarding this leave. Accordingly, status quo may be maintained.
Maternity Leave : Maternity leave is granted to women government
employees–up to 180 days for pregnancy and 45 days in the entire service
for miscarriage/abortion. Maternity leave can be combined with any
other leave upto two years without medical certificate. The Commission
has received representations for enhancement of Maternity leave to 240
days with full pay and further 120 days with half pay.
Analysis and Recommendations : It is noted that Maternity Leave was
raised from 135 days to 180 days and ‘period in continuation’ raised
from 1 year to 2 years by the VI CPC. No further increase is warranted.
Status quo is recommended.
Paternity Leave : Presently, a male employee with less than two
surviving children may be granted Paternity Leave for a period of 15
days during the confinement of his wife, up to 15 days before or six
months from the date of delivery of child. Paternity leave may also be
granted to a
government servant with less than two surviving children on valid
adoption of a child below the age of one year, within a period of 6
months from the date of valid adoption. There are demands to increase
the period to 30 days.
Analysis and Recommendations : Present dispensation of 15 days is adequate. Status quo may be maintained.
Sick Leave : This leave is admissible to defence personnel only on
account of sickness attributable/ aggravated due to service conditions.
Full pay is granted for the entire duration of hospitalization. Beyond
that, defence officers are allowed Sick Leave with full pay and
allowances for first six months and fully pay only for next 18-24
months, while there is no such limit for PBORs. There are demands from
CAPFs for complete parity with defence forces in respect of provisions
of Sick Leave.
Analysis and Recommendations : Discussed under Special Disability Leave.
Special Casual Leave (SCL) : SCL is granted to employees to cover their
absence from duty for various occasions like sports events, cultural
activities, participation in Republic Day Parade, voluntary blood
donation, Trade Union meetings, etc. Full pay is granted during SCL and
it can be sanctioned with retrospective effect also. There are demands
to extend SCL to organ donors till the time they are fit to resume duty.
Analysis and Recommendations : The Commission would like to express its
concern at the widespread use of SCL as a means of getting away from
duty. However, because of the extensive scope and case specific nature
of this leave, no concrete recommendations can be made. The government
may, however, consider the following suggestions:
1. Review the purposes for which SCL is presently granted.
2. Limit the number of purposes for which an employee can be granted SCL in a year.
3. Limit the total number of days that an employee can be granted SCL in a year.
Special Disability Leave : It is admissible to civilian employees when
disabled by injury intentionally or accidentally inflicted or caused by
or in consequence of the due performance of official duties or in
consequence of official position held. Full pay is admissible for the
first 120 days and half pay thereafter. The leave may be combined with
any other kind of leave due and admissible, provided the total period of
leave does not exceed 24 months. There are demands to remove the
ceiling limit of 24 months–the duration of leave may be left to the
discretion of doctor and full pay paid for the entire period.
Analysis and Recommendations : There are three different kinds of leave
admissible to civilian/defence employees which are granted for work
related illness/injuries–Hospital Leave, Special Disability Leave and
Sick Leave. It is an established worldwide practice that employees who
suffer illness/injuries that are attributable to/aggravated in the
course of their duty need to be adequately compensated. However, due to
the inherent difference between the nature of duties of civilians and
uniformed forces, a distinction needs be made in the level of
compensation provided. Having said that, there is some similarity in the
risks faced by different uniformed forces, and consequently parity
amongst them may be considered as far as this leave is concerned.
The following is, therefore, recommended:
1. Hospital Leave, Special Disability Leave and Sick Leave should be
subsumed in a new Leave named Work Related Illness and Injury Leave
(WRIIL).
2. Full pay and allowances will be granted to all employees during the entire period of hospitalization on account of WRIIL.
3. Beyond hospitalization, WRIIL will be governed as follows:
a. For Civilian employees, RPF employees and personnel of Police Forces
of Union Territories: Full pay and allowances for the 6 months
immediately following hospitalization and Half Pay only for 12 months
beyond that. The Half Pay period may be commuted to full pay with
corresponding number of days of Half Pay Leave debited from the
employee’s leave account.
b. For Officers of Defence, CAPFs, Indian Coast Guard: Full pay and
allowances for the 6 months immediately following hospitalization, for
the next 24 months, full pay only.
c. For PBORs of Defence, CAPFs, Indian Coast Guard: Full pay and allowances, with no limit regarding period.
4. In the case of persons to whom the Workmen’s Compensation Act, 1923
applies, the amount of leave salary payable under WRIIL shall be reduced
by the amount of compensation payable under the Act.
5. No Earned Leave or Half Pay Leave will be credited during the period that employee is on WRIIL.
Study Leave : Presently, Study Leave may be granted to all government
employees with not less than five years’ service for undergoing a
special course consisting of higher studies or specialized training in a
professional or technical subject having a direct and close connection
with the sphere of his duties as a civil servant. It is limited to 24
months, except for CHS officers who are allowed 36 months. No demands
have been received regarding this leave. Accordingly, status quo may be
maintained.
Office of the General Manager, Postal Accounts & Finance
Tamilnadu Circle, Chennai-600 008
No. /SDBS/Genl. Dt.7.12.2015
To
The Senior Supdt./Supdt. Of Post offices, RMS & Airmail sorting Divisions,
Tamilnadu circle
Sub: Clarifications on
settlement of severance amount to all discharged/promoted/resigned /
voluntarily retired and expired GDS-Reg.
Ref : This office letter No.3527 to 3576/SDBS/Genl. Dt.26.11.2015
Following this office
letter referred to above, some of the Divisions have raised doubts on
some of the key issues over phone . In order to clear some more doubts
that may arise in settlement of severance amount to all exit cases
in SDBS ,the following clarifications are issued for the guidance of
all Divisional Heads and DDOs.
S.No.
|
Doubts raised
|
Reply
|
1
|
Divisions have to issue
sanctions for settlement of severance amount accrued against the
discharged/ promoted/ resigned/voluntarily retired/ expired GDS and
instruct the DDOs to draw NIL bills.
How the amount is proposed to be paid to the concerned GDS?
|
a) On
submission of Nil bills by the DDOs for severance amount,the amount
shall be uploaded into the CRA system against PRANs of respective GDS.
b) The
funds for such uploads shall be remitted to the Trustee bank by this
office as being followed in monthly contribution uploads.
c) All
claim forms submitted (in Form-501,502 and 503 ) along with the KYC
documents by the GDS through the NL-CCs shall be forwarded to the NSDL
for further processing.
d) On
getting the approval from the NPS trust, the Trustee bank shall
transfer the entitled amount to the subscriber’s bank accounts after
apportioning the amount for investments in annuities as per the rules
extant.
Hence ,No direct cash payment should be made by the DDOs under any circumstance
|
2
|
How the sanctions proposed to be issued by the Divisions should be?
|
Sanctions proposed to be
issued by the Divisional Heads for settlement of severance for SDBS
subscribers is unique in way that while all other payments sanctions
would normally read as “ sanction is accorded for the payment of …………” followed with cash payments where as the proposed sanction for severance amount shall read as “ sanction is accorded for drawal of Nil bill for the following GDS …………” and does not involve any cash payment by the DDO.
In addition,
the proposed sanction for settlement of severance amount for GDS
enrolled under SDBS would have an explicit alert to the DDOs as “No cash payment should be made from this sanction” besides stating that “No severance amount has been authorised /paid for those GDS so far” to whom the sanction is being issued.
|
3
|
For settling the severance
amount as per severance amount, sanctions are being issued by the
Divisions quoting the relevant ruling provisions.
What ruling provisions
have to be quoted in the proposed sanctions for settlement of severance
amount to the GDS enrolled under SDBS on their exit?
|
All decisions on SDBS are arrived only on the basis of the Directorate orders No.6-11/ 2009-PE.II dated 1.4.2011.
Severance amount accrued upto 31.3.2011 for the GDS enrolled under SDBS who were subsequently promoted should be settled as per Para- 5 of the Directorate orders ibid while the same has to be settled to all other exit cases as per Para-27 (b) of the Directorate orders ibid .
|
4
|
Is it enough to submit
severance amount calculation sheets only for those GDS whose claim
papers have already been sent to the GM’s office?
|
Severance amount calculation sheets should be submitted for all exit cases as
two lists one for those exit cases from 1.4.2011 to 30.11.2015 and
another list for those GDS who are going to be discharged from
1.12.2015 to 31.3.2016 without any linkage to the submission of claim forms by the GDS .
Hence all Divisional Heads
should issue sanctions for all exit cases without waiting for the
submission of claim forms by the GDS.
|
5
|
It was instructed to
issue sanctions and prepare Nil bills 3 months in advance before the
actual discharge of the GDS. Does this 3 months mean
3 calendar months or 3 months before the actual date of discharge
|
It may be reckoned as 3 months before the actual date of discharge.
Since the CRA system does
not accept any upload after the date of discharge of the GDS, the
Directorate has arranged for one time acceptance of severance uploads
against all past discharged GDS besides instructing to stop drawal and
upload of contributions for the last three months preceding the date of
discharge, the Divisional Heads are advised to initiate the
proceedings to issue sanctions much before that so as the DDOs draw Nil
bill and submit to this office 3 months in advance before the date of
discharge of the GDS.
The modalities for the
payment of the amount equivalent to the Govt. contributions for the
last 3 months preceding the date of discharge shall be intimated on
receipt of further orders from the Directorate in this regard.
|
6
|
Are the
promoted/Resigned/ voluntarily retired/nominees of expired GDS who have
completed only 10 years of service or less eligible for severance
amount?
|
As per para- 3 (a) (iv) (1) and (iv) (2) of the Directorate orders No.6-11/ 2009-PE.II dated 1.4.2011,severance
amount has to be calculated for every completed year and month from
the date of commencement of continuous of regular engagement till the
time of enrolment under SDBS that is upto 31.3.2011 or 30.9.2013
depending upon the date of enrolment of the GDS under SDBS.
The minimum/ maximum ceiling limit of time/ amount applicable for the severance amount scheme cannot be extended for SDBS.
Hence
all GDS enrolled under SDBS who have been
promoted/resigned/voluntarily retired/expired after 1.4.2011 are
entitled for severance amount in proportion to the completed period of
service as per the extant orders.
|
7
|
How to calculate the severance amount from 1.4.2011 onwards?
|
It may be noted that SDBS is a replacement scheme for the existing severance amount scheme and
drawal and upload of monthly Govt .contributions is equivalent to the
payment of severance amount to the GDS on a month to month basis.
All
GDS who have been regularly appointed and enrolled under SDBS on
1.4.2011( on completion 1 year of regular service ) are eligible for
severance amount upto 31.3.2011 only.
Those
GDS who were regularly appointed before 1.1.2011 ,who have not opted
for enrolment on 1.4.2011 but opted later for enrolment from 1.10.2013
under SDBS following one more opportunity given by the Department
are eligible for severance amount upto 30.9.2013 only.
Those GDS who were regularly appointed on or after 1.1.2011 are not eligible for any severance amount.
|
8
|
Whether the names of
those GDS who are put-off duty now can be included in the severance
amount calculation sheets in case their date of discharge is nearing in
three months ?
|
Yes, the names of those
GDS who are put-off duty now can be included in the severance amount
calculation sheets in case their date of discharge is nearing in three
months .
In case an administrative
decision is taken to remove such GDS, the entire accumulations in SDBS
PRAs including severance amount can be refunded into the Govt. account.
Action may be taken to speed up the administrative decision on such pending put-off duty cases under intimation to this office.
|
9
|
Are the removed GDS
eligible for any severance amount? and can the names of such removed
GDS also be included in the sanction ?
|
No. The removed GDS are not eligible for any severance amount. The names of such removed GDS should not be included in the sanction.
The list of removed GDS has been called for by this office so as to deactivate their PRANs after getting the refund of entire accumulations in their SDBS PRAs .
|
Senior Accounts Officer
NPS-SDBS
No. /SDBS/Genl. Dt. 7.12.2015
Copy to
1. The Chief Postmasters/Senior Postmasters/Postmasters and Head Record officers ,Tamilnadu circle for information and guidance.
2. The Senior Accounts Officer (Budget) O/O The Chief Postmaster Postmaster General , Tamilnadu circle,Chennai-600 002 .
3. The Senior Accounts Officers, O/O Postmasters General ,Chennai City,Central,Southern and Western Regions for information.
Senior Accounts Officer
NPS-SDBS
Banks, insurers keen on tying up with India Post
17 entities evince interest in leveraging its vast network to extend their services
NEW DELHI, DECEMBER 7:
The
e-mail may have replaced the snail-mail but India Post has survived the
numerous obituaries written for it and become much sought-after once
again on the strength of its unmatched network.
After
being pursued by e-commerce firms for logistics and other support, the
country’s oldest postal service provider is now being wooed by banks and
insurance companies as it gears up for a debut in the payment banking
business. The list of those keen to tie up with India Post includes
marquee names like SBI, Bajaj Alliance, IDBI, YES Bank, HDFC and Axis
Bank.
There
are 17 such banking and insurance companies who have shown interest to
use the postal network for delivering their services such as EMI
collection and insurance.
According
to government sources, these companies want to use the postal network
by partnering with the India Post Payment Bank, which got licence from
the RBI recently.
Sources close to the development told BusinessLine that
SBI could be the first bank to join hands with the Postal Department.
“SBI chief (Arundhati Bhattacharya) and Kavery Banerjee, Secretary,
Department of Posts, had a meeting recently and they discussed to work
hand-in-hand for providing services to customers,” an official said.
Both
the heads — of the largest bank and postal networks — discussed how
they can leverage each other’s strengths and help extend financial
services to the disadvantaged, the official added.
“There
was a discussion also on how a postman can work as a bank agent in
far-flung rural areas where neither a bank branch nor a bank agent can
go for verification of loans. But with the Postal Department’s help,
farmers and students can get loans (for agriculture/education) without
much hassle,” the official said.
ATMs at post offices
The
official said the government is also working towards banks installing
ATMs at post offices; the Department of Posts has a network of 1.55 lakh
branches across the country and more than 85 per cent are in rural
areas.
But
it is evident that the banks are gung-ho about tying up with the Postal
Department as they will only stand to benefit. “This initiative will
play a pivotal role in bringing a large number of uninsured segments of
the country under the safety net and improving the penetration of
insurance in the country,” said TA Ramalingam, Chief Distribution
Officer, Bajaj Allianz General Insurance.
A
tie-up with payment banks like The India Post will provide insurers an
opportunity to distribute retail insurance solutions such as personal
accident and health insurance policies to their huge customer base, he
said.
“This
will also enable insurers leverage on the payment bank’s strong
distribution network to take insurance solutions to the unrepresented
segments in the country, especially in tier-III cities and villages,” he
added.
Source :http://www.thehindubusinessline.com/money-and-banking/banks-insurers-keen-on-tying-up-with-india-post/article7958678.ece
DPC for promotion to JTS of IPoS Group A for the vacancy year 2016-17 - Nominations called for
Directorate
vide letter no 4-18/2015-SPG dated 27.11.2015 has communicated the
tentative zone of consideration containing list of 156 officers for JTS
DPC for the vacancy year 2016-17 and asked the circles to submit the
APARs etc of these 156 officers covering the period from 2009-10 to
2014-15 by the schedule date given to each circle.
10 Officers of AP circle figured in the ZoC. Time slot given for AP circle for submission of APARs is 04.01.2015.
Click here
to view the list of officers figured in the Zone of consideration and
the circle wise timeslot given for submission of APARs etc to
Directorate.
Updation of Gradation Lists (Upto the Year 2000) of Inspector Posts
Click here
to view the updated Gradation list of Inspector Posts up to the year
2000 communicated vide Postal Directorate letter No.9-9/2011-SPG dated
02.12.2015.
Verification of claims of candidates belonging to SCs, STs and OBCs for purpose of appointment to posts/services - Instructions
Click here to view the Dept of Personnel and Training OM no No.36011/1/2012-Estt.(Res.)
dated 07.12.2015 on the above subject matter.
Presently it has four
components: (a) Travel entitlement similar to Travelling Allowance, (b)
Composite Transfer and Packing grant (CTG), (c) Reimbursement of charges
on transportation of personal effects, and (d) Reimbursement of charges
on transportation of conveyance.
Personnel posted in
Island Territories have sought higher CTG on account of
greater expenditure involved in transferring their household goods to
and from the mainland.
Besides other demands
for increase in entitlements, it has been brought to the notice of the
Commission that when transfer is from a Class Z city to another Class Z
city, the reimbursement for transportation of personal effects is
granted at a lower rate compared to when the transfer is to a Class X or
Class Y city. Uniformity has been sought in this regard.
Analysis and Recommendations
Each of the four components is discussed separately:
a. Travel entitlement–This is discussed under the topic of “Travelling Allowance.”
b. Composite Transfer
and Packing Grant (CTG)–The Commission notes that CTG is payable to both
serving as well as retiring employees upon their transfer at a
similar rate of one month’s Basic Pay last drawn. In line with our
general approach of rationalizing the percentage based allowances by a
factor of 0.8, it is recommended that CTG should be paid at the rate of
80 percent of last month’s Basic Pay.
However, for transfer
to and from the island territories of Andaman, Nicobar and Lakshadweep,
CTG may continue to be paid at the rate of 100 percent of last month’s
Basic Pay. Presently NPA and MSP are included as a part of Basic Pay
while determining entitlement for grant of CTG. The Commission finds no
justification for doing so, as the expenditure and inconvenience
involved in relocation on transfer/retirement is similar for all
employees. Hence, no other add-ons should be allowed in Basic Pay while
calculating CTG.
c. Reimbursement of charges on transportation of personal effects–The following provisions are recommended:
Level
|
By Train/Steamer
|
Rate for Transportation by Road
|
12 and above
|
6000 kg by goods train/4 wheeler wagon/1 double container
|
₹50 per km
|
6 to 11
|
6000 kg by goods train/4 wheeler wagon/1 single container
|
₹50 per km
|
5
|
3000 kg
|
₹25 per km
|
4 and below
|
1500 kg
|
₹15 per km
|
The rates will further increase by 25 percent each time DA rises by 50 percent.
The Commission notes
that rates for transportation by road are already on a per km basis, and
finds no merit in differentiating between classes of cities for this
purpose.
Hence, considerations of class of city have been done away with.
d. Reimbursement of
charges on transportation of conveyance–The present provisions to this
effect are adequate. Accordingly, the following is recommended:
Level
|
Reimbursement
|
6 and above
|
One motor car etc. or one motorcycle/scooter
|
5 and below
|
One motorcycle/scooter/Moped/bicycle
|
25 banks & institutions keen on India Post Payments Bank venture
As
many as 25 commercial banks and institutions including Deutsche Bank,
State Bank of India, Punjab National Bank, Axis Bank, Yes Bank and IDBI
have evinced interest in partnership with India Post for their payments
bank venture.
The
postal department has also floated tender for appointing consultants
for the new venture and likely to finalise the consultant by next month,
a senior official from the department of posts told Business Standard.
"We
are in the process of appointing a consultant. Subsequently, we will
take a decision on the various proposals by banks and institutions which
might take few months. We are evaluating the proposals," the official
said.
In
August this year, RBI approved Payments Bank plans of 11 firms
including Paytm, Reliance Industries, Bharti Airtel, Departments of
Posts (DoP), Vodafone and others.
The
official said such partnerships could be beneficial for end users and
could enable offerings of mutual funds, insurances and other related
products to the customers.
As
per RBI guidelines, the first branch of payments bank has to be set up
within 18 months. Payments bank will be able to offer products such as
demand deposits and remittances. They will not be allowed to undertake
lending activities and will initially be restricted to hold a maximum
balance of Rs 1 lakh per customer. However, they will be allowed to
issue ATM or debit cards as other prepaid payment instruments, but not
credit cards.
Money
remittance is a big segment and 55-60 per cent of these happen in the
unorganised sector while the total market is estimated to be Rs 2
lakh-crore, half of which is in the informal sector.
DoP
is in the process of preparing a note for approval by the Public
Investment Board (PIB) for an investment of around Rs 300-400 crore for
Payments Bank.
After
PIB, an approval will be sought from the Cabinet. A wholly-owned
subsidiary will be carved out under the DoP for payments bank, which
will later become an umbrella firm for a full Bank and professionals
will be roped from the private sector to manage the new firm
Under
the payments bank, the initial plan is to have 650 main branches where
the department has head or bigger post offices. Subsequently, 25,000
'spoke' branches will be set up while the other 130,000 POs will act as
business correspondents. The new unit will use the existing
infrastructure of the postal department and will pay user charges to the
department.
According
to an earlier detailed project report by Ernst & Young for DoP, the
payments bank will be able to break-even in five years, once operations
start. And, DoP will earn revenue of Rs 250 crore in the first year
from the new banking entity, expected to go up to Rs 600-700 crore
annually in the five years.
Source : http://www.business-standard.com/
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