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;
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
|
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:-
