Inspector - Posts Examination 2014 to be held on 20/21.09.2014 - Vacancy position

Inspector - Posts Examination 2014 to be held on 20/21.09.2014 - Vacancy position

Circle Office, Hyderabad has announced the following vacancies, vide CO letter no Rectt/21-3/IP Exam/2014 dated 25.08.2014, for the Departmental Examination to promote to the cadre of Inspector Posts scheduled to be held on 20/21.09.2014.

General Category- 05

S.C - NIL
 S.T - NIL

S.B Aptitude Test to be held on 28.09.2014

Circle office, Hyderabad has announced vide CO letter no RE/8-3/SBAPT/2014 dated 25.08.2014 that the S.B Aptitude test on the pattern of Incentive Bonus Examination  for the entire AP Circle will be held on 28.09.2014(Sunday).

The last date for receipt of applications by the Divisional Heads is fixed as 15.09.2014.

CAT Case on Upgradation of GP of Inspector Posts - Update

OA No.289/13 filed by the IP/ASP Association came up for hearing before the Hon'ble CAT Ernakulam Bench on 20/8/2014. Department has filed additional reply to the rejoinder filed by IP/ASP Association. The Hon'ble Tribunal after taking the additional reply on record has posted the case to 29/9/2014 for final hearing.

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Transfers & Postings in PS Group B cadre

Circle Office has ordered the  following transfers and postings in PS Group B cadre in Hyderabad City Region.

1. Sri K.Jayaraju ADM (PLI) CO is transferred and posted as Supdt PSD Hyderabad.

2. Sri P.Sivashankaraiah Supdt PSD Hyderabad (Adhoc) is posted as Supdt CSD,

3. Smt. G.Hymavathi Supdt CSD  posted is transferred and posted as ADM (PLI), % the CPMG Hyderabad.

  

Employees Provident Fund -Interest @ 8.75% for 2014-15

Retirement fund body EPFO's trustees on Tuesday decided to retain interest payment on provident fund deposits for 2014-15 at 8.75 per cent. 

"It has been decided to pay 8.75 per cent interest in the current fiscal," Central Provident Fund Commissioner (CPFC) K K Jalan told PTI after the meeting of the Central Board of Trustees (CBT), the apex decision making body of the Employees' Provident Fund Organization (EPFO). The EPFO had provided 8.75 per cent rate of interest on PF deposits for 2013-14, which was higher than 8.5 per cent paid for the previous fiscal. 

The Lokpal and Lokayuktas Act,2013 - Submission of declaration of assets and liabilities by the public servants for each year

Click here to view DoPT memo dated 25.08.2014 on the above subject matter.

  

Holding of DPC for the promotion to the cadre of JTS Gr. A for the vacancy year 2014-15

Click here to view the list of 300 officers falling in the zone of consideration for promotion whose APRs are called for by Directorate.

Extension of grant of Split Duty Allowance for further period of 3 years w. e. f. 1/7/2011 to 30/6/2014 on existing rate

Click here to view Directorate memo No. 6-3/2002-PE-II dated 12th August 2014.

Furnishing of Mobile number in Address portion of the article - Modification to PO Guide Part-I Rule 26(c)

Click here to view  Directorate memo No. 1-3/2014-PO dated 22.08.2014 on the above subject matter.

  

SB order 9/2014 : Revision of maximum limit of subscription in a Financial Year of PPF Account

Click here to view SB Order no 9/2014 on revision of maximum limit of subscription in a Financial Year of PPF Account.

Best Inspiring Article For Failures 

 

Failure, what would you like hearing about it? Do you know what it means? Do you know why people fail? Do you know what causes them to fail?, well, the answer to all of it is pretty much the same; you know why; because failure is what leads you to success. And this failure will try to curb you into its trap but beware as you might just get away with it.

Every popular influential has failed at least once during his lifetime and perhaps his way to success. The important thing that matters is that they just didn’t give up. Instead, they fought back. Like every ordinary man does, they didn’t. They fought and kept fighting until they were satisfied with their failure. They didn’t repeat their mistakes, nor did they let their faults overcome their determination for success.

Well, nowadays, people think as the end of their life when it comes to struggling. They forget that the moment they give in to struggle they lose their toughness and the spirit to live life. I’d like to remind you all of Thomas Alva Edison. He is widely known as the inventor of the light bulb. To tell you the truth, he had carried out so many failed experiments that once his assistant asked him, “Sir, we have failed that developing a bulb after so many experiments. I think we should give up.” You know what he replied to his assistant’s words? He said, “We’ve been failing so many times because we’ve been using the inappropriate elements in our previous experiments. Those were mistakes we’ve been committing. Let’s just not repeat them now. Now we know what we should not use.”

What does it convey to you? For example, a student tries to solve a math problem. He keeps on practising and practising and on and on. He finally reaches his limit to solve the problem but cannot proceed any further since he is tired of staying focused to the problem. That limit is what enhances your capabilities. It asks you to defeat me so you can test and win against yourself. Albert Einstein once told that, “I am not a special man. I am just curious; I stay with problems longer which is why I succeed.” All you need to develop is the habit of staying with the problems longer and you could win them.

As states a famous proverb, “Take into account a bow and an arrow, before striking into force the arrow is pulled to the bow’s maximum tension. Similarly, life gives us all the pain and failures so that we strive against it and if we do, launches us into what is known as a “successful niche”.

In this world, anyone that you feel is so popular and opulent is because they’ve paid a price for that. They’ve failed and tried and failed and tried, again and again. They’ve gained for their failures.

Courtesy : http://akulapraveen.blogspot.in/

 

India Post to connect its offices through CBS and also plans to roll out 3000 ATMs 

 

MUMBAI: Preparing itself to start commercial banking operations, India post announced the launch of over 1000 ATMs in the near feature. It will also enable core banking solution CBS at its 25000 offices over the next year. 
Speaking at a financial inclusion conclave a senior official of India post elaborated on the technology initiatives in reaching the post off account holders. "We have invested around Rs 5000 crore in technology since 2012. Already 676 postal offices are connected through CBS. By March 2016, 25000 offices will be on CBS," said Kalpana Tewari, Member (Planning and Technology), Department of Post. 

"We plan to roll out 3000 ATM by FY18, of which 1000 will be in the near future," she said. The department is already running a pilot in Chennai and Delhi. Once it gets stream lined and RBI allows interoperability even other bank account holders willl be able to transact through the ATMs. India Post is already on the RBI's electronics funds transfer platform. 

India Post's banking technology system is being built by Infosys, while TCS is setting up the CBS platform. If the postal system in the country is on CBS, it means that a post office savings or deposit account holder will be able to operate his account from any post office in any geographic location in India, the same way one can operate a commercial bank account these days. 

India Post already has a tripartite arrangement with the Andhra Pradesh government to disburse MNERGA payments online through the postal network in the states. It is also working on similar such initiatives with other states. 

India Post has already indicated its intention to apply for a Payments Bank licence under the RBI's proposed differentiated licences scheme though it did not get any favourable response from the banking regulator in its initial attempt at getting a commercial banking licence. "We are awaiting to see how the final guidelines fit in the benefit of the organisation," Tewari said.

Source : The Economic Times

Night Duty Allowance in sixth pay commission – CAT Mumbai Order 

 

Night Duty Allowance in sixth pay commission – CAT Mumbai Order

OA No.2017/2014

CENTRAL ADMINISTRATIVE TRIBUNAL BOMBAY BENCH, MUMBAI

ORIGINAL APPLICATION NO:- 2017/2014 DATED THIS Friday THE 17th DAY OF January, 2014.

CORAM:-HON’BLE SMT. CHAMELI MAJUMDAR, MEMBER (J)

All Employees of Ordnance Factory Ambajhari, Nagpur 440 021

(1598 Applicants name list attached )

. … Applicants

(By Advocate Shri Shaikh Ayyub)

VERSUS

1.Union of India, Through the Secretary, Ministry of Defence, D(Fy.II), Sena Bhawan, New Delhi 110 001.

2.The Secretary,
Ministry of Personnel & Public Grievances, Department of Personnel & Training, New Delhi 110 001.



3.The D.G.O.F./Chairman, Ordnance Factory Board, 10-A, Shaheed Khudiram Bose Road, Kolkata 700 001.

4.The Sr. General Manager, Ordnance Factory Ambajhari Nagpur 440 021. …

—————-Respondents

(By Advocate Shri R. G. Agarwal)

OA No.2017/2014

ORDER(ORAL)

Per: Smt. Chameli Majumdar, Member (J).

There are 1598 applicants in this O.A. who have joined this Original Application with a common grievance and praying for common relief. However, the title sheet of the O.A. indicates that there are 1603 applicants (Sl.Nos. 135, 845, 987, 1212 and 1322 being left out while numbering). M.A. No. 2009/2014 filed by the applicants for joint petition is allowed.

2. The Applicant No. 1 is the Union of the Ordnance Factory, Ambajhari, Nagpur. The grievance of the applicants is that although other employees of some Units of Defence establishment are being paid Night Duty Allowance as per Fifth and Sixth Central Pay Commission, the same is denied to the workmen of the factory of the Ordnance Factory Board at Ambhajari.

3. Heard Shri Shaikh Ayyub, Learned Counsel for the applicants and Shri R. G. Agarwal, Learned Counsel for the Respondents.

4. The Learned Counsel for the applicants has drawn my attention to the judgment passed by the Central Administrative Tribunal, Madras Bench, in O.A. No. 1391/2010 decided on 08.08.2012. In the said judgment, the Tribunal at Madras Bench relied on the judgment passed by the Central Administrative Tribunal, Jodhpur Bench. Relevant portion of the judgment is set out herein below :

“this is a fit case to direct the respondents to calculate and pay night duty allowance payable to industrial employees working in the 4th respondent factory on the basis of the revised basic pay and allowances drawn by them with effect from 01.01.1996 and 01.01.2006 as per the 5th and 6th Pay Commission’s recommendations respectively along with arrears with effect from 1.1.1996. The respondents are further directed to complete the entire exercise within a period of three months from the date of receipt of a copy of this order. In the result, the O.A. is allowed. No order as to costs.”

5. In view of the above, the competent authority is directed to consider the said representations of the applicants in the light of the judgment passed by Jodhpur as well as Madras Bench within 12 weeks from the date of receipt of a copy of this order and pass a reasoned and speaking order in accordance with law.

6. The O.A. stands disposed of in terms of above direction at the admission stage itself.

(Smt. Chameli Majumdar)

Member (J)

Source : Central Administrative Tribunal

ISSUE OF MEDICINES / REIMBURSEMENT OF EXPENDITURE ON INVESTIGATIONS / TREATMENT PROCEDURES / IMPLANTS AND OTHER MEDICAL DEVICES UNDER CGHS 

 

No. 2-2/2014/CGl-IS. HQ/PPT/CGHS(P)

Government of India

Ministry of Health & Family Welfare

Department of Health & Family Welfare

Nirman Bhawan, New Delhi

Dated: the 25th August , 2014

OFFICE MEMORANDUM

Sub- Issue of medicines / reimbursement of expenditure on investigations / treatment procedures / implants and other medical devices under CGHS- regarding 

With reference to the above mentioned subject the undersigned is directed to state that this Ministry has examined the matter in detail and with a View to streamlines the procedures regarding issue of medicines, reimbursement of expenditure on investigations, treatment procedures, implants and medical devices and with a View to plug the loopholes in the system, it has now been decided that:

a) CGHS shall supply / indent only those medicines, which are included in the CGHS formulary, except for para (b) below. However, for medicines prescribed outside formulary, medicines with identical formulations and /or similar therapeutic effect may be supplied from CGHS formulary against such medicines. CGHS formulary containing 1447 generic and 622 brandedmedicines is available on CGHS Website at http://msotransparentnic.in/cghsnew/index.asp

b) Anti Cancer and other similar medicines are however supplied on a case to case basis. Only the medicines approved by DCGI for use in India shall be supplied. In case an Indian version is available, which is cheaper than the imported medicine, only the Indian medicine shall be supplied even if, an imported medicine has been prescribed.

c) Medicines shall be supplied for a maximum period of one month. 

d)In case of CGHS beneficiaries going abroad, issue of medicines shall be restricted for a maximum period of three months.

e) CGHS shall hereinafter allow only the listed investigations / treatment procedures for which there are prescribed CGHS rates, to be under taken in CGHS empanelled diagnostic centres and hospitals.

f) Similarly, only listed implants / medical devices with a CGHS prescribed ceiling rate shall be permitted for treatment / reimbursement under CGHS.

g) In those cases where any unlisted investigation / treatment procedure is undertaken the reimbursement shall be limited to the rate of nearest similar investigation / treatment procedure under CGHS. Addl. Director of the city /zone shall take a decision based on justification in such cases, in consultation with experts in the field, if necessary.

h) In those cases where any unlisted implant / device is installed reimbursement shall be limited to the CGHS rate of nearest similar implant / device. Addl. Director of the city / zone shall take a decision based on justification in such cases in consultation with experts in the field, if necessary.

i) Registration of Mobile number with CGHS has been made compulsory as a guard against misuse of CGHS Card.

j) In order to provide a mechanism to update the investigations / treatment procedures / implants , etc., as an ongoing process , a Technical Committee is being constituted to consider inclusion / exclusion of investigations /treatment procedures / implants , etc., under CGHS.

sd/-
(RAVI KANT)
Under Secretary to Government of India
011-2306 1441

Source: http://msotransparent.nic.in/writereaddata/cghsdata/mainlinkfile/File738.pdf

 

 

SMALL SAVINGS – PAMPHLET :

 

 

 

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