New Kendriya School At Matanhail, In Jhajjar District

New Kendriya Vidyalay at Matanhail, Distt. Jhajjar 

KENDRIYA VIDYALAYA SANGATHAN

F.11029-6/2013-KVS HQ(Admn.-I)/Vol-II

Date : 03.05.2017

OFFICE ORDER

Kendriya Vidyalaya Sangathan vide office-order of even number dated 04.03.2014, conveyed approval of Government of India, for establishing 54 new Kendriya Vidyalayas under Civil Sector with the stipulation that the sponsoring authority concerned is required to transfer the identified and demarcated land and also to give possession of the same to KVS prior to opening of the new Kendriya Vidyalaya. Kendriya Vidyalaya, Matanhail, Distt, Jhajjar, Haryana is one of the 54 new Kendriya Vidyalayas sanctioned.

Since the land in the matter of this Kendriya Vidyalaya has been leased in favour of Kendriya Vidyalaya concerned, sanction of the Commissioner, KVS is hereby conveyed to start a new Kendriya Vidyalaya under Civil Sector with immediate effect, at the following location:

S.No.	Name of Kendriya Vidyalaya	Kendriya Vidyalaya will be made functional at:
1	Matanhail, Distt. Jhajjar	C/o Government Senior Secondary School (Primary Block), Matanhail, Distt. Jhajjar -124106.

The above Vidyalaya will start functioning from class I to V ( single section in each class) during the academic year 2017-18 and thereafter will grow consequently based on feasibility.

The admission process may be completed within 30 days from the date of issue of this order.

S/d,

(Dr.Prabhakar)

Joint Commissioner (Pers.)

Click Here To View The Order Copy

Charter Of Demands For 11th Bipartite Settlement On Revision Of Wages And Service Conditions

CHARTER OF DEMANDS FOR 11TH BIPARTITE SETTLEMENT ON REVISION OF WAGES AND SERVICE CONDITIONS

BANK EMPLOYEES FEDERATION OF INDIA(BEFI)

01.BASIC PAY

· Revision of Basic Pay w.e.f. 1-11-2017 by merger of Special Allowance (7.75%of B.Pay) alongwith D.A. payable on Basic Pay and Special Allowance at the average index for the quarter July-September 2017.
· Construction of revised pay scales by loading thereafter at 20% to clerical staff and 25% to subordinate staff.
· Fitment on stage to stage basis
Stagnation Increments:
· Stagnation increments once in 2 years without any ceiling for both clerical and subordinate staff.
· Stagnation increment/s to be given in all cases of reversion from officer to clerical cadre and clerical to substaff cadre

02.SPECIAL PAY / PQP/ EQP / FPP/ OFFICIATING PAY

· Special Pay to be revised by merger of D.A and loading as in the case of Basic Pay.
· Further increase in Special Pay amount commensurate with the duties, responsibilities and risks involved in each post.
· Revision of PQP/EQP equivalent to the first stage increment in the pay scale.
· Revision of FPP on the same lines of revision of Basic pay.
· Sanction of additional increments to Subordinate Staff for acquiring additional qualifications.
· Anomaly in denial of additional increments for directly passing post- graduation to be rectified.
·Restrictions in payment of officiating allowance to be removed.
Formula for computation of officiating pay needs to be revised and made simple

03.DEARNESS ALLOWANCE

· D.A. to be paid based on CPI (2001=100) Index Series instead of CPI (1960=100) Series.
· D.A. to be revised on monthly variation in Index.
· D.A. to be revised on rise and fall of every point in the Index.

04.HOUSE RENT ALLOWANCE

· Revision of HRA rates suitably on the revised Pay.
· Areas/population group to be re-classified and based on latest census figures.
· Treating peripheral areas of metros at par for payment of HRA.
· Introduction of Leased Accommodation facility to employees.
· Payment of HRA on Capital Cost / Rent Receipt basis upto 150% of normal entitlement.
· Payment of HRA to employees residing in Bank’s Quarters after recovery of standard rent.
· Special Economic Zone/EPZ/NEZ, etc. to be made at par with Project Areas.
· Revision in HRA rates at places based on mid-census population figures
· Revision in HRA at project area centres.
Payment of HRA to employees of Project Area who does not reside in accommodation provided by Bank.

05.TRANSPORT PAY

· Existing Transport Allowance to be substantially increased and renamed as Transport Pay with payment of D.A. thereon.

06.OTHER ALLOWANCES

· Adequate increase in all existing Other Allowances.
· Adequate increase in Halting Allowance/Reimbursement of Lodging Expenses.
· Introduction of Education Allowance
· Introduction of Closing Allowance, Mid-academic Year Allowance, Discomfort Allowance for staggered/odd-hour duties.
· Extension of allowances paid to Central/State Government Employees like Disturbed Area Allowance, Island Allowance, Agency/Tribal Allowance, Remote/Difficult Area Allowance, etc.
· Extension of North-East incentive as per 6th pay commission and as extended to RBI employees in North-east/Sikkim
· Far-flung/difficult areas in Uttarakhand to be paid Special Area Allowance at par with Leh/Ladakh, etc.
· Hill allowance should be given to all Districts where State Governments are paying Hill Allowance.

07.LEAVE RULES

Improvements in Leave Rules:
Casual Leave
· Casual leave to be increased to 18 days.
· Unavailed Casual Leave to be sanctioned without medical certificate.
Privilege Leave
· Accumulation of Privilege Leave should be increased to 300 days .
· Encashment of Privilege Leave should be increased to 300 days.
Where there is any shortfall under PL, Sick Leave to be allowed for encashment, if available.
· Employees should be permitted to avail Privilege Leave on 6 occasions in a calendar year.
· Privilege leave availed, irrespective of number of days, on grounds of sickness on production of medical certificate be allowed without being counted as a chance.
· Employees should be permitted to avail their privilege leave on production of sickness certificate even in cases of illness of their family members residing with them.
· Privilege Leave encashment to be permitted in case of loss of job due to punishments/resignations.
· Notice period for availing privilege leave should be reduced from 30 days to 7 days
· Intervening holidays falling in between the leave period should not be counted as Privilege Leave.
Sick Leave
· One month sick leave for every completed year of service, without any ceiling.
· Submission of medical certificate be waived for availing sick leave for small ailments like fever, flu etc, for maximum period of 5 days. For this, number of occasions in a year may be stipulated.
· Employees should be permitted to avail their sick leave on production of sickness certificate even in cases of illness of their family members residing with them.
· Special sick leave over and above the normal eligibility for treatment of cancer, renal failure, major accidents etc. and in cases, where all leave has been exhausted.
· Intervening holidays falling in between the leave period should not be counted as Sick Leave.
Maternity Leave:
· A female employee may be granted maternity leave, for legal adoption of child, upto one year within the overall entitlement.
· Over and above the maternity leave, another 2 months to be given to cover cases of hysterectomy, wherein the maternity leave is already exhausted.
· Maternity leave should be 2 years in service for women employees and for 1 year on one occasion for one child.
· Specific gyneac ailments to be covered under maternity leave including infertility treatment.
Child Care Leave:
· Child care leave on the lines as available for government employees be extended to bank employees also.
Sabbatical Leave:
· Sabbatical leave to all employees upto 2 years in the entire service with service benefits.
Study Leave
·Introduction of study leave for employees to pursue higher studies.
Special Leave for Office-bearers
· Special leave provided for office bearers should be enhanced.
· Provision of Duty Leave to Office-bearers for attending conciliation meetings/ labour courts /tribunals / labour training programmes, etc.
Leave Bank:
· Leave bank concept should be introduced with suitable modalities with sole object to help colleague employees in distress due to terminal diseases and having no leave to their credit.
Absence during Curfew, etc.:
· Absence due to curfew, riots, natural calamities/ prohibitory orders and other disturbances beyond the control of the employees to be treated as on duty.
Special leave for sports, etc.:
· Provision to be made for special leave for sports activities, trekking, mountaineering, etc. to those employees, who take part in approved competitions/programmes.
Special Leave with Pay when an employee dies after major ailments
· In case of death of the employee on account of prolonged sickness, the period of leave on loss of pay should be treated as special leave with pay.

08.MEDICAL AID / HOSPITALISATION

ANNUAL MEDICAL AID:

· Substantial increase in annual medical aid amount due to escalation in cost of doctor fees, medicines, etc.

HEALTH CHECK-UP:

· Reimbursement of health check-up expenses, at least to those above 45 years of age.
· Periodical health checkup for those who operate computers and reimbursement of expenses related to computer related diseases.

09.LEAVE FARE CONCESSION

· Improvements to be made in LFC scheme on distance, class and mode of travel, etc Dynamic Fair (Rajdhani / Satabdi or any Train) to be reimbursed.
· Husband and wife if they are working in different banks are allowed to avail their block of LFC separately. Same provision may be allowed to couple working in the same bank.
· Road mileage charges to be increased substantially.
· Sight-seeing and local charges be also paid by the Bank within overall limit.
· To and fro Air Fare, beyond LFC entitlement, be paid to employees working in Tripura, Meghalaya, Manipur, Nagaland, Arunachal Pradesh, Mizoram to Kolkata, Andaman-Nicobar Islands up to Kolkata/ Chennai and in Lakshadweep up to Cochin. And in far flung areas of Himalayan States to Chandigarh/Delhi.
· LFC to visit abroad to be permitted .
· LFC by any mode including own car to be permitted.
· One more option for change of periodicity.
· Package tour should be allowed within overall limit
· Pony charges be increased.
· Reimbursement of service charges for booking of tickets be allowed.
· Partial encashment of LFC to be allowed

10.OTHER SERVICE CONDITIONS

ON TRANSFER:
· Transportation of personal effects by road by an IBA approved transport operator to be permitted in all cases.
· To increase the stipulated weight upto 5000 kgs.
· Compensation due to breakage or damage to be increased to Rs.2000/- on production of receipt and Rs.1500/- in case no receipt is produced.

11.SUPERANNUATION BENEFITS

PROVIDENT FUND:
· 12% of ‘Pay’

Gratuity:
·One month’s ‘Pay’ for each year of service rendered without any restrictions.
·Last drawn ‘Pay’ or 12 months average Pay, whichever is higher, should be taken for computation of gratuity.
Pension related issues:
· NPS to be withdrawn and all new employees from 1-4-2010 covered by NPS to be covered by old scheme under Pension Regulation 1995.
· Permanent Part-time employees on Consolidated Wages prior to 1.5.2010 and made 1/3rd wage from 1-5-2010 should be covered by Pension Regulations.
· Periodical Pension updation along with wage revision of service employees
· Basic pension of all existing pensioners to be updated at the same index level like Basic Pay of service employees viz July-Sept.2017 average.
·DA on pension to be on monthly basis.
·Extending 2nd option facility to employees who resigned between
1995 and 27.4.2010.
·Qualifying service for full pension should be 20 years like in Govt/RBI;
·Average of 10 months or last drawn ‘Pay’, ‘whichever is higher’ should be considered for calculation of basic pension.
· Service rendered in Defence, if not counted for Defence pension should be added in bank service for payment of pension. Additional pension should be given after completion of 80 years of age.
Family Pension –
·To be improved at par with RBI/ Government pension scheme. Pension Regulation 1995 clause 39(3)(a)(1) to be amended as follows:
Twice the ordinary rate of family pension or 50% of the last pay drawn whichever is less, from the date of death of an employee who died in harness for a period of 10 years without any upper age limit.
· Full pension as family pension for 10 years or upto the age of 70 years .
· Payment of Family Pension to unmarried/widowed daughters for life and if spouse and daughters are not available then to parents.
· Incorporation of provision in Pension Regulation in synergy with Clause 6 (b) 6 (c) and 6 (d) of settlement dated 10.4.2002.
· Extension of Para-368(17) of Sastry Award to Pension Optees.
Encashment of leave:
·Encashment of Privilege Leave should be increased to 300 days. Where there is any shortfall under PL, Sick Leave to be allowed for encashment, if available.
· Privilege Leave encashment to be permitted in case of loss of job due to punishments/resignations.
Cost on superannuation benefits should be outside and over and above the negotiated wage cost.

12.BONUS / EX-GRATIA

· Bonus Act to be amended to remove the existing eligibility ceiling and Bonus to be paid to all employees. Till the Act is amended, Ex-gratia in lieu of bonus should be paid to all employees

13.COMPASSIONATE GROUND APPOINTMENTS

Compassionate ground appointments to the family member of the employees who die in harness to be suitably revised without further delay .

14.DEFINITION OF FAMILY AND DEPENDENTS

· ‘Family’ for the purpose of hospitalization/Leave Fare Concession should include parents/parents-in-law, children, unmarried/widowed/ divorced daughter/sister and physically/mentally challenged son/daughter, brother/sister with disability of 25% or more, who are ordinarily residing with /wholly dependent on the employee.

15.DEPENDENTS’ INCOME CRITERIA

· Amount for defining dependents to be increased from Rs.10000/- to Rs.18000/- per month.

16.LOANS & ADVANCES

· Increase in quantum of interest free festival advance
· Introduction of Education Loan scheme to wards of employees for pursuing graduate/post-graduate education etc., under concessional rate of interest.
· Housing loan in case of death of an employee should be written off.
Housing Loan to Staff member at nominal interest.

17. OUTSOURCED/CONTRACT/TEMPORARY/CASUAL EMPLOYEES

· All types of outsourcing of regular permanent jobs to be withdrawn which are not covered by existing settlement provisions
· All temporary/contract/casual/outsourced employees should be absorbed.
· Equal pay for equal work for contract workers as per recent judgement of honourable Supreme Court.

18.VOLUNTARY CESSATION FROM SERVICE:

· This Chapter needs to be deleted in view of court judgements
· Those who were removed from service under this clause to be extended a chance to appeal.
· Those who have been treated under this provision to be covered under pension scheme and pension to be sanctioned to them.

19.PART TIME EMPLOYEES

· All part time sweepers/safai karamcharies to be converted to full time sweepers.
· Permanent Part-time employees on Consolidated Wages prior to 1.5.2010 and made 1/3rd wage from 1-5-2010 should be covered by Pension Regulations and not under NPS.
· Improvement in fitment formula of part-time employees on enhancement to higher-scale/full-scale wages.
· ML for legal adoption of child to be extended to part time employees.

20. RETIRED EMPLOYEES

· LFC reimbursement should be extended to retired bank employees.
· Ex-gratia to pre 1986 retirees/widows to be revised.
· Same DA at 100% compensation for all pensioners and removal of slab system.
· Pension updation along with wage revision of service employees, revising the Basic Pension of all past retirees to the index point under 11th BPS, uniform rate of DA for all pensioners and removal of slab DA system for past retirees, improvement in family pension etc on the lines of the Government/RBI scheme.
· The percentage of allocation towards welfare schemes of retirees should be uniformly defined.
· Medical Insurance premium of Retired employees should be borne by Bank.

21.EXPENSES WHILE ON TRANSFERS

· Transportation charges on transfer should be reimbursed in full by any mode
· Packing charges also be reimbursed.
· Hotel accommodation for 6 days with halting allowance on transfer of an employee.
· Travel expenses and Joining Time should be allowed to employees on their transferred to another station.
· Road transport charges should be revised.

22.OTHER DEMANDS

· Streamlining and defined business/banking hours within working hours
· Deletion of Para 536 of Sastri Award
· BSRBs should be revived.
· Personal drivers in the Banks should be regularised.
Adequate recruitment of clerical and sub staff in all Banks.

23. PHYSICALLY CHALLENGED / DIFFERENTLY ABLED EMPLOYEES:

· Government guidelines on concessions to such employees in transfers/rotations/postings, etc. to be strictly followed by all Banks.
· Revision of conveyance allowance paid to these employees as per Govt. Guidelines.
· 25 days CL for physically challenged employees.
· Full pension to physically challenged employees at 50% of Pay irrespective of service rendered.

24.EX-SERVICEMEN EMPLOYEES:

· Uniform and consolidated guidelines to be issued for fixation of emoluments of Ex Servicemen joining the Banks.

25.STAFF WELFARE SCHEME:

·The formula/quantum for allocation from profits for the Staff Welfare Fund should be revised/increased

26.REGIONAL RURAL BANK/ GRAMIN BANK:

Extension of benefits of Special Pays/Other Allowances to the Regional Rural Bank Employees at per with Industry level agreement.
Implementation of Industry level Pension Agreement in the Regional Rural Banks without any deviations.

27.GENERAL:

The Settlement should be effective from 1-11-2017
Unions reserve the right to alter, amend, add, delete or revise the demands in due course.

Source:http://banknewskumar.blogspot.in

IBA Commences Wage Revision Negotiations

IBA Commences Wage Revision Negotiations 

Wage revision talks 11 B.P.S.
1st Meeting:

CIRCULAR No. UFBU/2017/06

Date : 03.05.2017

TO ALL CONSTITUENT UNIONS/MEMBERS

IBA COMMENCES WAGE REVISION NEGOTIATIONS

All our unions and members are aware that our present wage revision settlement for employees and officers will come to an end by October, 2017 and hence the next wage accord has to commence from 1st November, 2017.

Since negotiations are taking unduly long time to arrive at the final settlement, we have been desiring timely settlement.

Government had also advised the IBA and Banks to complete the negotiations early and commence the settlement from the due date i.e. 1-11-2017.

Hence we have been asking the IBA to commence the negotiations early and this was one of the prominent demands in our All India strike on 28th February, 2017. Earlier to that we had submitted the broad summary of our common demands for employees and officers respectively.

In this background, Indian Banks Association had invited UFBU for commencing the negotiations and accordingly the meeting was held yesterday i.e. on 2-5-2017 at IBA Office in Mumbai.

IBA was represented by its Chairman Shri Rajeev Rishi, CMD, Central Bank of India, Mrs. Arundhathi Bhattacharya, Chairman, SBI, Shri Arun Tewari, CMD, Union Bank of India, Shri Ashwinikumar, CMD, Dena Bank, Shri R K Takkar, MD, UCO Bank, Mrs. Usha Subramanian, MD, PNB, Shri Shyam Srinivasan, MD, Federal Bank, Shri, P S Jayakumar, MD, Bank of Baroda and Shri Rakesh Sharma, MD, Canara Bank.

UFBU was represented by leaders of our 9 constituent unions in the discussion.

In his opening remarks, Shri Rajeev Rishi observed that bilateralism has been the hallmark in the banking industry for the past 50 years when successive bipartite settlements have been signed. He particularly referred to the 9th BPS and 10th BPS under which benefits like one more option for pension, Full Day Off on 2 Saturdays in a month, medical insurance scheme for employees and retirees, etc. were achieved due to the collective efforts of the management and the unions.

He urged upon the unions to keep the present health of the Banks and their constraints in mind while negotiating the demands and help to conclude the Settlement early, preferably before Diwali festival this year.

He informed that since some of the Banks have given mandate to IBA for negotiations would be confined only upto Scale III Officers.

He further informed that IBA has set up a Negotiating Committee as under:

Shri R K Takkar, MD, UCO Bank – Chairman

Shri. Rakesh Sharma, MD, Canara Bank,

Smt. Usha Subramanian, MD, PNB

Shri P S Jayakumar, MD, Bank of Baroda

Shri Prashant Kumar, Dy.MD, SBI

Shri Shyam Srinivasan, MD, Federal Bank

Responding to the observations of the IBA, from our side, we thanked the IBA for initiating the process of negotiations and assured that we shall extend our best possible co-operation to conclude the settlement as early as possible and suggested holding of regular and continuous meetings for this purpose.

We also reiterated our commitment to bipartism and settling the demands amicably through mutual discussions.

We also conveyed to the IBA that given the increasing stress and heavy workload under which employees and officers are working in the Banks, they deserve satisfactory wage revision and improvement in their service conditions.

We also informed the IBA that our Unions are equally conscious and concerned about the present challenges faced by the Banks and would be willing to work with the managements to overcome these challenges successfully.

We strongly conveyed to the IBA that the negotiations in respect of officers should not be restricted upto Scale III and must cover upto Scale VII as hitherto.

In the conclusion, it was decided that the Negotiating Committee will shortly fix up the date for starting the negotiations when formal talks on our demands will commence. We shall keep our unions and members informed of further developments.

With greetings,

Convenor/UFBU

Source : banknewskumar.blogspot.in/

Salary Comparision Between C G Officers Group A And Bank Officers From 1992 To 2016

Central Government officers Group A and Bank officers salary comparision from 1992 to 2016

An important point to note

Of and on it comes for discussions while salary of Central Govt employees gets revised at 10 years interval, Bank employees' salary is being revised at 5 years interval. Let us analyse, as under, that despite salary revision at 5 years interval how salary of Bank officers is lagging behind during last 23 years duration in comparison to salary of Central Govt Officers Group- A at entry level onwards. Please also note that 7th Pay Commission has recommended that without waiting for next pay commission the salary should be revised based on the material given by Simla based Labour Bureau.

From the above table it is evident as under:

Date	Central Govt. Officer Group A				Bank Officers
	Basic Pay	Grad e Pay	D.A.	Total	Basic Pay	Special Allow	D.A.	Total	Difference Rs.
01.11.1992	2200	-	1826(83%)	4026	4250	-	164(3.85%)	4414	388 (Salary of Bank officers was higher by 9.63% )
01.11.2012	15600	5400	15120(72%)	36120	23700	1837(7.75%)	2784(10.9%)	28321	7799(Salary of Bank officers was lower          by 27.53% )
01.01.2016	56100	-	-	56100	23700	1837	10164(39.8%)	35701	20399(Salary of Bank officers was lower          by 57.13% )

From 11.1992 to 01.01.2016 the salary of Central Govt Group A officers has been increased by 1293.44% (56100-4026=52074/4026 X 100) at entry level.

From 11.1992 to 01.01.2016 the salary of Bank officers has been increased by 708.81% (35701-4414=31287/4414 X 100) at entry level.

Moreover the 7th Pay Commission has recommended that there is no need for a commission once in 10 years. It has recommended that based on the Labour Bureau reports the increase can be done periodically.

Salary in Reserve Bank of India

In case of RBI officers, the starting basic pay which was Rs 17100 has been increased to Rs 28150 and at entry They also get a local allowance of 5% of pay, family allowance of 4% of Pay, Grade allowance of Rs.6000 and a special allowance of Rs.6000(Rs 1625 for those who joined in 2016) which is eligible for DA. So their salary structure is much superior to other bank officers.

Source : banknewskumar.blogspot.in

7th CPC Pay Matrix Levels of Ranks of the Officers in the Army

Level of Ranks of the Officers in the Army

7th CPC Pay Matrix Levels of Ranks of the Officers in the Army

Determination of Ranks of Army Officers after 7th CPC Gazette Notification issued by MoD on 3.5.2017 accordance with Pay Matrix Levels.

Level of Ranks :– The Level of ranks shall be determined in accordance with the various Levels as assigned to the corresponding existing Pay Band and Grade Pay or scale as specified in the Pay Matrix and the Level in Pay Matrix corresponding to the rank of an Officer is specified in Part B of the Schedule.

S. No.	Rank	Pay Level in
		Pay Matrix
(i)	Lieutenant	10
(ii)	Captain	10B
(iii)	Major	11
(iv)	Lieutenant Colonel	12A
(v)	Colonel	13
(vi)	Brigadier	13A
(vii)	Major General	14
(viii)	Lieutenant General (HAG)	15
(ix)	Lieutenant General (HAG+)	16
(x)	Vice Chief of Army Staff and Army Commanders	17
(xi)	Chief of Army Staff	18

Authority: MoD Gazette Notification on Army Pay Rules 2017

7th CPC Pay Matrix Table for Army Officers

Pay Matrix Table for Army Officers

7th CPC Pay Matrix Table for Army Officers

“Pay Matrix” means the Matrix specified in Part A of the Schedule, with Levels of pay arranged in vertical Cells as assigned to corresponding Pay Band and Grade Pay or scale;

“Level” in the Pay Matrix, means the Level corresponding to the existing Pay Band and Grade Pay or scale specified in the Part A of the Schedule.

Authority: MoD Gazette Notification on Army Pay Rules 2017

Clarification on Recently Notified Maternity Benefit (Amendment) Act,2017

Clarification on Recently Notified Maternity Benefit (Amendment) Act, 2017

Press Information Bureau

Government of India

Ministry of Labour & Employment

Clarification on Recently Notified Maternity Benefit (Amendment) Act,2017

The Government has notified the Maternity Benefit (Amendment) Act,2017 on 28th March,2017 and the provisions of the Amendment Act have come into force with effect from 1st April,2017, except those relating to crèche facility {Section 4(1)} which would come into force from 01.07.2017.

Keeping in view queries received from various quarters, the Ministry of Labour & Employment, on 12.04.2017, had issued certain clarifications on various provisions of Maternity Benefit (Amendment) Act, 2017. One of the clarifications issued by the Ministry stated that the enhanced maternity benefit, as modified by the Maternity Benefit (Amendment) bill, 2016 can be extended to women who are already under maternity leave at the time of enforcement of this Amendment Act.

Having received further queries and to remove doubts, it is further clarified that it is mandatory on the part of employers to extend the benefit of enhanced maternity leave to those women workers who were already on maternity leave on the date of enforcement of the Maternity Benefit (Amendment) Act,2017 i.e. as on 01.04.2017.

Staff Side Feelings About The Recommendations Of The Allowance Committee

Staff Side Feelings About The Recommendations Of The Allowance Committee

Proceedings of the meeting of the Standing Committee meeting of the National Council(JCM held on 03.05.2017 under the Chairmanship of Secretary(DoP&T)

Shiva Gopal Mishra
Secretary

National Council (Staff Side)

Joint Consultative Machinery

for Central Government Employees

13-C, Ferozshah Road, New Delhi – 110001

E-Mail : nc.jcm.np@gmail.com

No.NC/JCM/2-17

Dated: May 5, 2017

All Constituents of NC/JCM(Staff Side)

Dear Comrades!

Sub: Proceedings of the meeting of the Standing Committee meeting of the National Council(JCM held on 03.05.2017 under the Chairmanship of Secretary(DoP&T)

Immediately after Introductory Remark of the Secretary(DoP&T), the Staff Side raised the following issues:-

1. For more than 7 years now the National Council(JCM) has not met. Functioning of the JCM is completely diluted by the Government Departments are also not holding meeting. The grievances on service matter of the employees are getting accumulated. The JCM Machinery needs to be strengthened and meeting with the Staff Side should take place regularly.

2. It is now more than 10 months after proposed “Indefinite Strike” was deferred by the Central Government Employees; based on the assurance given by the Group of Ministers. None of the demands is settled. “The Staff Side is in dark about the recommendations of the Allowance Committee”. “While Pay Commission’s report is put on the Public Domain after its submission to the government, why these reports are kept secret”, the Staff Side asked. Since Allowances Committee report is considerably delayed the date of effect of the revised allowances should be w.e.f. 01.01.2016.

The Staff Side has demanded that, Minimum Wage should be raised, Pay Matrix should also be revised, to recommend at least Minimum Guaranteed Pension of 50% of the last pay drawn, Family Pension, and Disability Pension and GPF to all the Central Government Employees. It is unfortunate that, Option No.1, recommended by the 7th CPC for pre-01.01.2016 Pensioners, is also rejected. The Central Government Employees are very much agitated and there is going to be an uncontrollable unrest, hence the Chairman is requested to convey our feelings to the government to avoid a confrontation

(Chairman intervened and assured that he would convey the feelings of the Staff Side to the government).

Click to read continue…

7th CPC Military Service Pay (MSP) for Army

7th CPC Military Service Pay (MSP) for Army

Military Service Pay (MSP) for Honorary Commissioned Officers, and all Junior Commissioned Officers/ Other Ranks in Army as per the 7th CPC Gazette Notification issued by the Ministry of Defence on 3.5.2017 as follows…

Existing Military Service Pay : Existing Military Service Pay in relation to a Junior Commissioned Officer/ Other Rank means the amount of Military Service Pay applicable to the rank held by him as on the date immediately before coming into force of these rules

Military Service Pay : Military Service Pay in relation to a Junior Commissioned Officer/Other Rank means the Military Service Pay applicable to the rank held by him on drawal of pay in the prescribed Level in the Pay Matrix

Military Service Pay is a compensation for the various intangible aspects linked to the special conditions of service in Army

Military Service Pay shall be admissible on drawal of pay in the prescribed Level in the Pay Matrix, at the rate of Rs 15,500 for Honorary Commissioned Officers, and Rs 5,200 for all Junior Commissioned Officers/ Other Ranks; and

Military Service Pay shall be counted as pay for the purpose of computation of dearness allowance and pension.

Authority: MoD Gazette Notification on Army Pay Rules 2017

7th CPC Military Service Pay (MSP) for Air Force

7th CPC Military Service Pay (MSP) for Air Force

Military Service Pay (MSP) for Honorary Commissioned Officers, and all other Warrant Officers/ Sergeant/Corporal/Leading Aircraftsman/Aircraftsman in Air Force as per the 7th CPC Gazette Notification issued by the Ministry of Defence on 3.5.2017 as follows…

Existing Military Service Pay : Existing Military Service Pay in relation to a Warrant Officer/Sergeant/Corporal/Leading Aircraftsman/Aircraftsman means the amount of Military Service Pay applicable to the rank held by him as on date immediately before coming into force of these rules.

“Military Service Pay” in relation to a Warrant Officer/ Sergeant/Corporal/Leading Aircraftsman/Aircraftsman means the Military Service Pay applicable to the rank held by him on drawal of pay in the prescribed level in the pay patrix;

Military Service Pay is a compensation for the various intangible aspects linked to the special conditions of service in Air Force;

Military Service Pay shall be admissible on drawal of pay in the prescribed Level in the Pay Matrix, at the rate of Rs 15,500 for Honorary Commissioned Officers, and Rs.5,200 for all other Warrant Officers/ Sergeant/Corporal/Leading Aircraftsman/Aircraftsman;

Military Service Pay shall be counted as pay for the purpose of computation of dearness allowance and pension.

Authority: MoD Gazette Notification on Army Pay Rules 2017