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Wednesday, 30 April 2014

DoPT issues orders on 25% increase in certain allowances

No.A-27012/1/2014-Estt. (Allowance)

Government of India
Ministry of Personnel, Public Grievances and Pension
Department of Personnel & Training
Block-IV, Old JNU Campus
New Delhi, 28th April, 2014
OFFICE MEMORANDUM
Subject: Clarification on increase in certain allowances by further 25% as a result of enhancement of Dearness Allowances w.e.f. 1.1.2014
The undersigned is directed to refer to para 1(j) of this Department’s OM. No.12011/03/2008-Estt. (Allowance) dated 2.9.2008. This provides that the limits of Children Education Allowance would be automatically raised by 25% every time the Dearness Allowance on the revised pay structure goes up by 50%. References are being received from various quarters with regard to the amount of Children Education Allowance admissible consequent upon enhancement of Dearness Allowance payable to Central Government employees @ 100% w.e.f. 1 January, 2014 announced vide Ministry of Finance, Department of Expenditure O.M. No.1/l/2014-E-1I (B) dated 27th March, 2014.
2. In accordance with the above, the following shall be the revised limits:
a) The annual ceiling limit for reimbursement of Children Education Allowance shall be Rs.18,000/- per child. Accordingly, the quarterly claim could be more than Rs.4500/- in one quarter. The Hostel Subsidy shall be Rs.4500/- per month per child;
b) The rates of Special Allowance for Child Care to women with disabilities stands revised to Rs. 1500/- per month; and
c) The annual ceiling for reimbursement of Children Education Allowance for disabled children of Government employees shall be treated as revised to Rs.36,000/- per annum per child and the rates of Hostel Subsidy for disabled children of Government employees shall be treated as revised to Rs.9000/- per child per month.
3. These revisions are applicable with effect from 1st January, 2014.
4. These revisions shall be subject to other terms and conditions mentioned in this Department’s O.M. No.12011/03/2008-Estt (Allowance) dated 2.9.2008, O.M. No.12011/04/2008 dated 11.9.2008 and 12011/07(i)12011-Estt.(AL) dated 21.2.2012.
sd/
(Mukul Ratra)
Director
Source:www.persmin.gov.in

Saturday, 26 April 2014

The date of effect of the 7th Central Pay Commission

The Finance Minister answered to a question in Parliament that the date of effect of the recommendations of the 7th Central Pay Commission will be decided once the Report is submitted
GOVERNMENT OF INDIA
MINISTRY OF FINANCE
LOK SABHA
STARRED QUESTION NO 243
ANSWERED ON 07.02.2014
SEVENTH PAY COMMISSION
243 . Shri M. KRISHNASWAMY

Will the Minister of FINANCE be pleased to state:-

(a) whether the Government has initiated the process to constitute the Seventh Central Pay Commission for the Central Government employees;

(b) if so, the details and the present position thereof;

(c) the date by which the new pay is likely to be made effective;

(d) whether the representatives of the Defence forces are likely to be included in the Commission and if so, the details thereof; and

(e) if not, the reasons therefor?
ANSWER
MINISTER OF FINANCE (SHRI P. CHIDAMBARAM)

(a) to (e) A statement is laid on the Table of the House.

STATEMENT AS REFERRED TO IN REPLY TO PARTS (A) TO (E) OF LOK SABHA STARRED QUESTION NO.243 TO BE ANSWERED ON 7 FEBRUARY, 2014 REGARDING SEVENTH PAY COMMISSION BY SHRI M. KRISHNASSWAMY

(a) and (b): The Government has decided to constitute the 7th Central Pay Commission as under: -

1. Shri Justice Ashok Kumar Mathur, -Chairman

(Retired Judge of the Supreme Court and

Retired Chairman. Armed Forces Tribunal)

2. Shri Vivek Rae, – Member (Full time)

(Secretary, Petroleum & Natural Gas)

3. Dr. Rathin Roy. – Member (Part time)

(Director, National Institute of

Public Finance and Policy)

4. Smt. Meena Agarwal, – Secretary

(OSD, Department of Expenditure,

Ministry of Finance)

(c): The date of effect of the recommendations of the 7` Central Pay Commission will be decided once the Report is submitted.
(d) and (e): The composition of the 7th Central Pay Commission is broadly in line with the composition of the previous Central Pay Commissions. The scope of the task before the Central Pay Commission is framed in such a fashion as to enable the Commission to examine holistically all aspects of emoluments` structure of various categories of Central Government employees, including personnel of Defence Forces, having regard, inter-alia, to the issues specific to them and make recommendations thereon.

COMPUTATION OF RESERVATION — IMPLEMENTATION OF THE JUDGMENT OF HON’BLE SUPREME COURT IN THE MATTER OF UNION OF INDIA & ANR. VS. NATIONAL FEDERATION OF BLIND & ORS 

                                                           No.36012/24/2009-Estt.(Res.)

Government of India
Ministry of Personnel, Pubic Grievances and Pensions
Department of Personnel and Training
North Block, New Delhi
Dated the 17th April, 2014
OFFICE MEMORANDUM
Sub: Computation of reservation — Implementation of the judgment of Hon’ble Supreme court in the matter of Union of India & Anr. Vs. National Federation of Blind & Ors.
The undersigned is directed to refer to this Department OM of even no. dt. 20-3-204  regarding  judgment of the Hon’ble Supreme Court pronounced on 08.10.2013 in the matter of Civil Appeal No.9096 of 2013 (arising out of SLP(civil) No.7541 of 2009 titled Union of India & Anr. Vs. National Federation of Blind & Ors. and this Department’s O.M. of even no. dated 03.12.2013.
2. The Ministries/Departments/Organisations of the Government of India were requested to furnish data on vacancies available and posts identified for persons with disabilities in all the cadres under their control, including attached offices, subordinate offices, public sector undertakings/Government companies, cantonment board and the services under their administrative control so that consolidated Status Report could be filed before the Hon’ble High Court of Delhi before the next date of hearing on 28.04.2014.
3. The Ministries/Departments who have already furnished requisite information may furnish data in regard to the Services, if any, which are being administered by them.
sd/-
(Debabrata Das)
Under Secretary to the Govt. of India

WOMAN EMPLOYEE OF THE CENTRAL GOVERNMENT CAN AVAIL UNINTERRUPTED 730 DAYS OF CHILD CARE LEAVE – HON’BLE SUPREME COURT DECIDES IN FAVOUR OF WOMAN GOVERNMENT EMPLOYEE WHOSE CCL WAS RESTRICTED TO 45 DAYS

Issue in Brief :
 The Woman Employee concerned applied for Child Care Leave for period of 6 months intitially to take care of her son who was in 10th Std. While her request for CCL was pending she applied for CCL for a period 2 years, which was restricted by the Department to 45 days. Aggrieved by this order she approached CAT where she got favourable orders. However, Department filed an appeal against the order of CAT before Hon’ble High Court, the case which was allowed by Hon’ble High Court in favour of Department by observing the CCL can not be claimed as matter of right. Now in the Civil Appeal filed by the woman employee against the judgement of High Court, Hon’ble Supreme Court  in
IN THE SUPREME COURT OF INDIA
CIVIL APPELLATE JURISDICTION
CIVIL APPEAL NO. 4506 OF 2014
(arising out of SLP (C) No. 33244 of 2012)
KAKALI GHOSH
 
… APPELLANT
 
VERSUS
 
CHIEF SECRETARY,
ANDAMAN & NICOBAR
ADMINISTRATION AND ORS
 
…RESPONDENTS
J U D G M E N T
Sudhansu Jyoti Mukhopadhaya, J.
 has decided that Woman employee of the Central Government can avail 2 years of Child Care Leave without any break.



7th CPC Questionnaire

GOVERNMENT OF INDIA
SEVENTH CENTRAL PAY COMMISSION
NEW DELHI-110001
Meena Agarwal
Secretary
D.O No. 7CPC/15/Questionnaire
9th April, 2014

Dear ………..,

As you may be aware the Seventh Central Pay Commissions has been constituted by the Government on 28 February 2014 with a view to go into various issues of emoluments’ structure, retirement benefits and other service conditions of Central Government employees and to make recommendations on the changes required. The terms of reference of the Seventh Central Pay Commission are available on the http://7cpc.india.gov.in .

2. A Questionnaire seeking the considered views of all stakeholders is enclosed. The response of your Ministry to this Questionnaire is sought. I shall be grateful if the replies are furnished to the Commission on or before 10th May, 2014, so as to enable the Commission to take them into account as part of its examination of the issues that it is mandated to address. The reply may be sent to Post Box No. 4599, Hauz Khas P.O, New Delhi 110 016, and in the case of email to secy-7cpc@nic.in.

Encl:- As above.
With Regards,
Yours sincerely,
(Meena Agarwal)
To all Secretaries to Govt of India

7th CPC Questionnaire
1. Salaries
1.1 The considerations on which the minimum salary in case of the lowest Group ‘C’ functionary and the maximum salary in case of a Secretary level officer may be determined and what should be the reasonable ratio between the two.
1.2 What should be the considerations for determining salary for various levels of functions falling between the highest level and the lowest level functionaries?
2. Comparisons
2.1 Should there be any comparison/parity between pay scales and perquisites between Government and the private sector? If so, why? If not, why not?
2.2 Should there at all be any comparison/parity between pay scales and perquisites between Government and the public sector? If so, why? If not, why not?
2.3 The concept of variable pay has been introduced in Central Public Sector Enterprises by the Second Pay Revision Committee. In the case of the Government is there merit in introducing a variable component of pay? Can such variable pay be linked to performance?
3. Attracting Talent
3.1 Does the present compensation package attract suitable talent in the All India Services & Group A Services? What are your observations and suggestions in this regard?
3.2 To what extent should government compensation be structured to attract special talent?
4. Pay Scales
4.1 The 6th Central Pay Commission introduced the system of Pay Bands and Grade Pay as against the system of specific pay scales attached to various posts. What has been the impact of running pay bands post implementation of 6th CPC recommendations?
4.2 Is there any need to bring about any change?
4.3 Did the pay bands recommended by the Sixth CPC help in arresting exodus and attract talent towards the Government?
4.4 Successive Pay Commissions have reduced the number of pay scales by merging one or twopay scales together. Is there a case for the number of pay scales/ pay band to be rationalized and if so in what manner?
4.5 Is the “grade pay” concept working? If not, what are your alternative suggestions?
5. Increment
5.1 Whether the present system of annual increment on 1st July of every year uniformly in case of all employees has served its purpose or not? Whether any changes are required?
5.2 What should be the reasonable quantum of annual increment?
5.3 Whether there should be a provision of variable increments at a rate higher than the normal annual increment in case of high achievers? If so, what should be transparent and objective parameters to assess high achievement, which could be uniformly applied across Central Government?
5.4 Under the MACP scheme three financial up-gradations are allowed on completion of 10, 20, 30 years of regular service, counted from the direct entry grade. What are the strengths and weaknesses of the scheme? Is there a perception that a scheme of this nature, in some Departments, actually incentivizes people who do not wish to take the more arduous route of qualifying departmental examinations/ or those obtaining professional degrees?
6. Performance
What kind of incentives would you suggest to recognize and reward good performance?
7. Impact on other organizations
Salary structures in the Central and State Governments are broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions. To what extent should their paying capacity be considered in devising a reasonable remuneration package for Central Govt. employees?
8. Defence Forces
8.1 What should be the considerations for fixing salary in case of Defence personnel and in what manner does the parity with civil services need to be evolved, keeping in view their respective job profiles?
8.2 In what manner should the concessions and facilities, both in cash and kind, be taken into account for determining salary structure in case of Defence Forces personnel.
8.3 As per the November 2008 orders of the Ministry of Defence, there are a total of 45 types of allowances for Personnel Below Officer Rank and 39 types of allowances for Officers. Does a case exist for rationalization/ streamlining of the current variety of allowances?
8.4 What are the options available for addressing the increasing expenditure on defence pensions?
8.5 As a measure of special recognition, is there a case to review the present benefits provided to war widows?
8.6 As a measure of special recognition, is there a case to review the present benefits provided to disabled soldiers, commensurate to the nature of their disability?
9. Allowances
9.1 Whether the existing allowances need to be retained or rationalized in such a manner as to ensure that salary structure takes care not only of the job profile but the situational factors as well, so that the number of allowances could be at a realistic level?
9.2 What should be the principles to determine payment of House Rent Allowance?
10. Pension
10.1 The retirement benefits of all Central Government employees appointed on or after 1.1.2004 a re covered by the New Pension Scheme (NPS). What has been the experience of the NPS in the last decade?
10.2 As far as pre-1.1.2004 appointees are concerned, what should be the principles that govern the structure of pension and other retirement benefits?
11. Strengthening the public governance system
11.1 The 6th CPC recommended upgrading the skills of the Group D employees and placing them in Group C over a period of time. What has been the experience in this regard?
11.2 In what way can Central Government organizations functioning be improved to make them more efficient, accountable and responsible? Please give specific suggestions with respect to:
a) Rationalisation of staff strength and more productive deployment of available staff;
b) Rationalisation of processes and reduction of paper work; and
c) Economy in expenditure.
12. Training/ building competence
12.1 How would you interpret the concept of “competency based framework”?
12.2 One of the terms of reference suggests that the Commission recommend appropriate training and capacity building through a competency based framework.
a) Is the present level of training at various stages of a person’s career considered adequate? Are there gaps that need to be filled, and if so, where?
b) Should it be made compulsory that each civil service officer should in his career span acquire a professional qualification? If so, can the nature of the study, time intervals and the Institution(s) whose qualification are acceptable, all be stipulated?
c) What other indicators can best measure training and capacity building for personnel in your organization? Please suggest ways through which capacity building can be further strengthened?
13. Outsourcing
13.1 What has been the experience of outsourcing at various levels of Government and is there a case for streamlining it?
13.2 Is there a clear identification of jobs that can be outsourced?
14. Regulatory Bodies
14.1 Kindly list out the Regulators set up under Acts of Parliament, related to your Ministry/ Department. The total number of personnel on rolls (Chairperson and members + support personnel) may be indicated.
14.2 Regulators that may not qualify in terms of being set up under Acts of Parliament but perform regulatory functions may also be listed. The scale of pay for Chairperson /Members and other personnel of such bodies may be indicated.
14.3 Across the Government there are a host of Regulatory bodies set up for various purposes. What are your suggestions regarding emoluments structure for Regulatory bodies?
15. Payment of Bonus
One of the terms of reference of the 7th Pay Commission is to examine the existing schemes of payment of bonus. What are your suggestions and observations in this regard?