ALL INDIA DEFENCE ACCOUNTS EMPLOYEES’
ASSOCIATION (HQ) KOLKATA
(Established in 1925)
10A. S. K. Bose Road, Kolkata-700001
(Recognized by Govt. of India)
FAX & Ph.no. (033)22624179 Fax No.(033)22480991/(033)22317592
Cell phones : 9432343678/9830141570/9038948027
President :K.K.
Verma Secretary General : S.K. Deb Roy
STRIKE NOTICE
No.
AIDAEA/HQ/Strike/16 Dated
: 9th June 2016
To
The CGDA,
Ulan Batar Road,
Palam, Delhi Cantt. 110010
Dear Sir,
This is to give notice that DAD employees who are members of this
organization will go on indefinite strike from 11th July, 2016 at
the call of Confederation of Central Govt. Employees & Workers followed by
a decision of NJCA.
The Charter of demands in pursuance of which the employees will embark upon
the Indefinite Strike action is enclosed.
Thanking you,
Yours faithfully
(S.K. Deb Roy)
Secretary General
Encl: Charter of demands.
Charter
of Demands
1. Settle the issues raised by the NJCA on the recommendations of the
7th CPC sent to Cabinet Secretary vide letter dated 10th December 2015.
2. Remove the injustice done in the assignment of pay scales to
technical/safety categories etc. in Railways& Defence, different categories
in other Central Govt establishments by the 7 CPC.
3. Scrap the PFRDA Act and NPS and grant Pension/family Pension to all
CG employees under CCS
(Pension) Rules, 1972 & Railways Pension Rules, 1993.
4. i) No privatization/outsourcing/contractorisation of governmental
function.
ii) Treat GDS as Civil Servants and extend proportional benefit on pay,
pension and allowances to
the GDS.
5. No FDI in Railways & Defence; No corporatization of Defence
Production Units and Postal Department.
6. Fill up all vacant posts in the government departments, lift the ban
on creation of posts; regularize the casual/contract workers.
7. Remove ceiling on compassionate ground appointments.
8. Extend the benefit of Bonus Act, 1965 amendment on enhancement of
payment ceiling to the
adhoc Bonus/PLB of Central Government employees with effect from the
Financial year 2014-15.
9. Ensure Five promotions in the service career of an employee.
10. Do not amend Labour Laws in the name of Labour Reforms which will
take away the existing benefits to the workers.
11. Revive JCM functioning at all levels.
Annexure-I
NJC/2015/7th CPC dated 10th December, 2015. (see item No. 1 of the
charter of demands).
1. Re-compute the minimum wage on the basis of the actual commodity
prices as on 1.7.2015and factor the Dr. Aykroyd formula stipulated percentages
for housing and social obligations, children education etc. Revise the fitment
formula and pay levels on the basis of the so determined minimum wage; we are
not in agreement with the methodology adopted by the 7th CPC in computing the
minimum WAGE. We give hereunder briefly the reasons thereof.
i. The retail prices of the commodities quoted by the Labour bureau is
irrational, imaginary and even absurd in respect of certain articles at certain
places. The Staff Side had objected to the adoption of those rates in its
meeting with the Commission on 9th June, 2015.
ii. The adoption of 12 monthly averages of the retail prices is
contrary to Dr. Aykroyd formula. Same is the case with the reduction effected by the Commission on housing and
social obligation factors. The house rent allowance is not a full compensation
of the expenditure incurred by an employee for obtaining an accommodation.
Therefore, no reduction on that count in arriving at the minimum wage is
permissible. We may cite the minimum wage computation made by the 3rd CPC in
this regard, The employees were in receipt of HRA even at that time. But still
the 3rd CPC, and rightly so, adopted the 7.5% as the factor for housing. In
respect of the addition to be made for children education and social obligation
as per the Supreme Court judgment, (25%) the Commission has reduced the
percentage to 15% on the specious plea that the employees are separately given
children education allowance. The Children education allowance is not a full
reimbursement of the expenses one has to incur. After the liberalization of the
Education Sector where private parties were allowed to set up universities and
colleges, the expenses for education had increased heavily. No concession or
allowance is granted to the employees for educating the children beyond the
higher secondary levels. The earlier Pay Commission has only tried to
compensate a little in the increasing cost of education and that too at the
primary level, since even the Governmental institutions had started charging
abnormal tuition and other fees.
iii. The website maintained for the Agriculture Ministry depicts the
retail prices of commodities which go into the basket of minimum wage
computation. Even though the rates quoted by them vary from the real retail
prices in the market, it provides a different picture. If one is to take the
rates quoted by them for different cities and make an all India average of the
prices as on 1.7.2015, it will work out to Rs.10810. It will result in the
computation of the minimum wage of Rs. 19880. Adding 25% for arriving at the
MTS scale, it will rise to Rs. 24850. To convert the same as on 1.1.2016, 3%
will be added as suggested by the 7th CPC. The final computation will be Rs.
25,596, when rounded off shall be Rs.26000.
iv. The Andhra Pradesh State Pay Commission in its report has taken the
commodity prices at Rs. 9830. as on 1.7.2013 which works out to a minimum wage
of Rs. 18080. The wage of MTS will then be Rs.22600 as on 1.7.2013, The
Corresponding figure for 1.1.2016 shall be Rs. 26758, rounded off to Rs.27000.
v. The Staff side had computed the minimum wage as on 1.1.2014 at Rs.
26,000, taking the commodity price at Rs. 11344. The rates were taken on the
basis of the actual retail prices in the market as on 1.1.2014 (average prices
of 8 Cities in the country) substantiated by the documentary evidence of Cash bill
obtained from the concerned vendors. As on 1.12016, the minimum wage work out
to Rs. 29339, rounded off to Rs. 30,000.
vi. The 5th CPC adopted the rate of growth in the economy (as reflected
in the increase in the per capita net national produce at factor cost) over a
period of ten years to arrive at the increase required to be made to arrive at
the minimum wage. The per capita NNP at factor cost registered an increase of 65.28%
over a period of ten years in 2013-14. If we apply the same percentage to the
emoluments (Pay +DA) as on 1.1.2016 (assuming that DA will be 125% as on that
date), the minimum wage as on 1.1.2016 for an MTS will have to be Rs. 26030,
rounded off to Rs. 27000.
vii. In para 4.2.9 of the report, the Commission has given a table
depicting the percentage increase provided by the successive Pay Commissions,
according to which the 2nd CPC had made a paltry increase of 14.2%. The 3rd CPC
gave a rise of 20.6, 4th 27.6, 5th 31.0 and 6th CPC 54%. While the percentage
increase had been in ascending order all along, the 7th CPC has sought to
reverse that trend ostensibly for reasons unknown. It was the meager increase
of 14% provided for by the 2nd CPC that triggered the volatile situation in the
civil service and led to all India strike encompassing all employees which
lasted for 5 days in 1960. We do not know whether the 7 CPC really intend to
create such a scenario once again.
viii. In the case of Bank, Insurance and many other Public Sector
Undertakings wage revision takes place once in 5 years. In the recently
concluded agreement, Bank employees were provided more than 15% increase.
ix. After the implementation of the Pay Commissions Report the AP State
Employees have been given a wage structure based on a minimum wage far above
the level of Central Government employees. In their case also wage revision
does take place once in 5 years. It could be seen from the above that the
computation of minimum wage by the 7 CPC is prima facie wrong and computed on
untenable premises and incorrect data. The minimum wage therefore requires
re-computation and revision. Once the minimum wage gets revised, the fitment
formula, the multiplication factor applied for determining the pay levels and
the pay matrix itself will have to consequently revise. Determination of Pay
Level Minimum It is seen that the 7th CPC has applied varying multiplication
factors for different pay levels. The 6th CPC has taken the emoluments in the
private sector to hike the salary of officers by applying different yardstick
to compute the pay bands disturbing the vertical relativity while the 7th CPC
has further accentuated the gap of differences in wages between officers and
employees. This being unacceptable we urge upon adoption of uniform
multiplication factor for determining pay levels.
2. Revise the pay matrix basing upon the revised minimum wage and
rounding off the stages to the next hundred. Accept the suggestion made by the
Staff Side in its memorandum to 7 CPC for de-layering viz. to abolish the pay
levels pertaining to GP 1900, 2400 and 4600.In our memorandum to 7th CPC the
staff side had requested for de-layering by abolition of Grade Pay of Rs 1900,
2400 & 4600. The pay levels pertaining to GP 1900, 2400 and 4600 may be
abolished and merged with the next higher levels.
3. Revise the rate of increment to 5 % and Grant two increments in the
feeder cadre levels as promotion benefit. The rate of increment has been pegged
down to 3% by the 7th CPC. At this rate an employee will not be able to double
his pay even after 30 years. The demand of the staff side to increase the rate
of increment to 5% is to be accepted. Promotion from one cadre to another is a
rare phenomenon in government services especially in lower grades. If one to be
awarded only an increment amounting to 3% of pay, it might not become a sought after
affair and will in fact act as a de-motivating factor. This apart, in most of
the Govt. Departments, promotion is followed by posting to a different
location. Those who are posted to unclassified cities or from Metro cities and
towns will financially suffer due to such mandatory transfer on promotion. This
is because of the fact that the rate HRA, Transport Allowance etc. vary from
one station to another. The financial benefit on promotion must be, therefore,
at least two increments i.e. 10% of the pay.
4. Fill up all vacant posts by holding special recruitment drive
5. MACP to be treated as financial up-gradation, without any grading
stipulation; to be provided on the basis of the promotional cadre hierarchy of
the concerned department; increase the number of MACP to five on completion of
8, 15,21,26 and 30th years of service. Reject the Efficiency Bar stipulation
made by 7th CPC. Personnel promoted on the basis of Examination
should be treated as fresh entrants to the cadre.
6. Upgrade the LDCs in all departments as UDCs for it is stated by the
Commission that the Government has stopped recruiting personnel to this cadre. The
cadre of LDC, after the introduction of MTS has presently overlapping
functions. Most of the specific functions have also become obsolete on
introduction of computerized diarizing and maintenance register. There is no
specific need for this cadre in any of the offices. While future recruitment
can be stopped, which the government has conveyed to the Commission, what has
to be done to the existing cadre is not mentioned. It is therefore necessary that
the existing incumbents be promoted as UDCs by upgrading all posts of LDC as
UDCs.
7. a) Parity to be ensured for all Stenographers, Assistants,
Ministerial Staff in subordinate offices and in all the organized Accounts
cadres with Central Sectt. By upgrading their pay scales (and not by
downgrading the pay scales of the CSS)
b) Drivers in all Government offices to be granted pay scale on par
with the drivers of the Lok Sabha The question of Parity, as has been rightly
mentioned by 7th CPC, is a settled matter. It is the Department of Personnel
which the cadre controlling Department for CSS cadre that unsettles the parity
every time. The recommendation to downgrade the CSS is however not acceptable.
What is required is to grant higher pay levels at par with CSS ministerial and
stenographer cadres and other similarly placed cadres in the field/subordinate
offices and IA&AD & Organized Accounts cadres.
8. To remove existing anomaly, the annual increment date may be 1st
January for those recruited prior to 30th June and 1st July in respect of those
recruited prior to 31st December.
9. Wage of Central Government Employees be revised in every 5 years
10. Treat the GDS as Civil Servant and grant them all pay, allowances
and benefits granted to regular employees on Pro -rata basis
11. Contract/casual and daily rated workers to be regularized against
the huge vacancies existing in various Government offices.
12. Introduce PLB in all departments. All existing bilateral agreement
on PLB must continue to be in operation
13 Revise the pension and other retirement benefits as under: -
(a) Parity between the past and present pensioners to be brought about
on the basis of the 7th CPC recommendations with the modification that basis of
computation to be the pay level of the post /grade/ scale of pay from which one
retired; whichever is beneficial.
(b) Pension to be 60% of the last pay drawn in the case of all eligible
persons who have completed the requisite number of years of service.
(c) The family pension to be 50% of the last pay drawn.
(d) Enhance the pension and family pension by 5% after every five years
and 10% on attaining the age of 85 and 20% on attaining the age of 90.
(e) Commuted value of pension to be restored after 10 years or
attaining the age of 70, whichever is earlier. Gratuity calculation is to be on
the basis of 25 days in the month as against 30 days as per the Gratuity Act.
(f) Fixed medical allowance for those pensioners not covered by CGHS
and REHS to be increased to Rs.2000 p.m.
(g) Provide one increment on the last day in service if the concerned
employee has completed six months or more from the date of grant of last
increment. 14 Exclude the Central Government employees from the ambit of the
National Pension Scheme (NPS) and extend the defined benefit pension scheme to
all those recruited after 1.1.2004
15 In the absence of any recommendation made by 7 CPC, the Government
must withdraw the stipulated ceiling on compassionate appointments
16 Revise the following allowances/advances as under in place of the
recommendations made by the 7th CPC:
The 7th CPC has recommended abolishing large number of allowances and
interest free advances without going into the exact relevance in certain
departments where the allowances are provided for. The allowances which are
stated to be subsumed and which are clubbed with others also require consideration.
If these allowances are withdrawn, it might affect adversely the very
functioning of the Department itself in certain emergent situation. Of the allowances
mentioned in the report for abolition, we have mentioned hereunder those
pertaining to civilian employees which require to be retained. In respect of
advances the Commission appears to have taken a shylock view of the matter.
Most of the under mentioned advances are required to meet out contingencies
which the employees cannot manage to organize. These advances are, therefore,
to be retained.
(i) Allowances
(a) Retain the rate of house rent allowance in place of the
recommendation of the Commission to reduce it.
(b) Restructure the transport allowance into two slabs at Rs. 7500 and
3750 with DA thereof removing all the stipulated conditions.
(c). Fixed conveyance allowance: This allowance had no DA component at
any stage. This allowance must be enhanced to 2.25 times with 25% DA thereon as
and when the DA crosses 50%.
(d) Restore the island Special duty allowance and the Tripura Special
compensatory remote locality allowance.
(e) The special duty allowance in NE Region should be uniform for all at
30%.
(f) Overtime allowance whenever sanction must be based upon the actual
basic pay of the entitled employee.
(g) Cash handling /Treasury allowance. The assumption that every
transaction in Government Departments are through the bank is not correct. There
are officials entrusted to collect cash and therefore the cash handling
allowance to be retained.
(h) Qualification Pay to be retained.
(i) Small family norms allowances;
(j) Savings Bank allowance.
(k) Outstation allowance.
(l) P.O. & RMS. Accountants special allowance.
(m) Risk allowance.
(n) Break-down allowance.
(o) Night patrolling allowance.
(p) Special Compensatory hill area allowance.
(q) Special allowance for Navodaya Vidyalaya Staff.
(r) Dress Allowance ceiling to be raised to Rs. 32,400/- p a.
(s) Nursing Allowance to be raised to 2.25 times of Rs 4800/-.
(t) All fixed allowances must be raised to 2.25 times as per the
principle enunciated by the Commission.
(u) The erroneous statement in Para 9.2.5 to be corrected. Vide OM No.
13018/1/2009-Estt (L) dated 22.07.2009, DOP, P&W, the leave period for
Child adoption has been increased to 180 days.
(v). Restore the allowances abolished for the reason that it is either
not reported or mentioned in the Report by the Commission
17. Advances.
Restore the following advances and revise the same to 3 times.
(a). Natural calamity advance;
(b). Festival Advance
(c). LTC and TA advances
(d). Medical advance
(e). Education advance.
(f). Vehicle advances including cycle advance.
18. The stipulation made by the 7th CPC to grant only 80% of salary for
the second year of CCL be rejected and the existing provisions may be retained.
19. 50% of the CGEIS premium to be paid by the Government in respect of
Group B and C employees.
20 Health insurance to be introduced in addition to CGHS/REHS and
CCS(MA) benefits and the premium to be paid by the Government and the employee
equally.
21 Reject the recommendations concerning PRIS
22 Full pay and allowances are to be provided for the entire period of
WRII.
23 The conditions stipulated in clause (4) & (5) under Para 9.2.37
be removed
24 Reject the recommendation made by the 7th CPC in Para 8.16.9 to
8.16.14 concerning dress allowance to PBOR as otherwise the five Ordnance
Equipment factories under OFB will have to be closed down
25 Set up a Group of Ministers’ Committee to consider the anomalies
including the disturbance of the existing horizontal and vertical relativities
at the National level and Departmental/Ministry level with provision for referring
the disputed issues to the Board of Arbitration under the JCM scheme
26 To increase the promotional avenue for Technical and other
Supervisory staff.
Annexure-II
1. The cadre of Clerk in DAD
may be re-designated as Audit Assistants and granted the level 4 (Pay Scale of
Table 5: Pay Matrix) which is the replacement scale of PB-1 Grade Pay
Rs.2400.
2. The analysis and
recommendation of the 7th CPC in respect of Auditor (Para 11.62.15 – Chapter)
is not rational. It is requested to reject the said recommendation. Auditor may
kindly be granted the replacement pay scale of PB 2 GP 4200 i.e. level 6 (Pay
Scale of Table 5Pay Matrix).
3. The 7CPC has adopted
the most unscientific method to deal with the pay parity issue with the
Assistants of Central Secretariat. Assistants of Central Secretariat have been
brought down to level 6 in the Pay Matrix and thus settling the parity claims
of others. At the same time the Pay protection is allowed to the Assistants
already in the G.P. of Rs.4600. This method adopted to negate the claims of pay
parity is not rational. Disparity is allowed to continue further by way of Pay
Protection. The Auditors are claiming higher-grade pay on scientific /
historical ground. C&AG and CGA also recommended the higher Grade Pay in his
Memorandum to 7th CPC. Appreciating all these facts the Senior Auditors) should
be granted level 7 in the Pay Matrix by treating the Grade Pay of Rs. 4600 as
replacement pay.
4. It is requested to
accept the recommendation of 7 CPC in Para No. 11.12.140 grant of replacement
scale of GP 5400(PB-2) i.e. Pay level 9 in the pay matrix to AAOs on completion
of four years’ service and extend it to all AAOs.
5. Grant following
replacement Pay scales to AOs/SAOs:-
•Accounts Officer - GP6600PB3
level 11 pay scale of Table 5.Pay Matrix
• Sr. Accounts Officer-
GP 7600 PB 3 level 12 pay scale of Table 5.Pay Matrix
6. All departmental
qualified MTS to be promoted to the Grade of Clerk.
7. HoDs may be empowered
for regional recruitments against each SSC allotted candidate quit DAD after
joining.
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