UNLEASH A CAMPAIGN ON 15 POINTS OF
CHARTER OF DEMANDS
TAKE PRINT OUTS OF THE
DETAILED EXPLANATORY NOTE ON THE DEMANDS
TRANSLATE THE MATERIAL IN REGIONAL
LANGUAGES AND CIRCULATE TO EACH AND EVERY WORKER
LAUNCH NATIONWIDE STRIKE
ON 12.12.12
CONFEDERATION
OF CENTRAL GOVERNMENT EMPLOYEES AND
WORKERS
Manihsinath
Bhawan, A/2/95 Rajouri Garden, New Delhi. 110 027.
Website:
confederationhq. Blogspot.com.E mail:confederation06@yahoo.co.in.
Dated: 20th
December, 2012
EXPLANATORY
NOTE ON DEMANDS
Item
No. 1. Revision of wage with effect from. 1.,01..2011.
The present wage structure of the Central Govt. Employees has been made
on the basis of the 6th Central Pay Commission's
recommendations. The 6th CPC introduced a new concept in the
form of Pay band and Grade Pay. The recommendations of the Commission
were implemented with effect from 1.1.2006 in the case of Pay and in the case
of allowances with effect from 1.9. 2008. In the case of Central Public
Sector undertakings, the wage revisions normally takes place after every five
years. The 5th CPC in the case of Central Government employees
recommended wage revision in every 10 years. In the past wage revision
has been linked to the extent of erosion of real wages. The degree of
inflation in the economy determines the pace of erosion of the real value of
wages. The retail prices of those commodities which go into the making of
minimum wages have risen by about 160% from 1.1.2006 to 1.1. 2011, whereas the
D.A. compensation in the case of Central Government employees on that date had
been just 51%. It is also an acknowledged fact that the 6th
CPC had computed the minimum wage by suppressing the retail price of these
commodities in the market on the specious plea that official statistics of the
retail prices of these commodities were not available. They therefore,
computed the retail price by increasing the wholesale price by 20% for each of
the commodity whereas the actual retail price in the market was 60% more than
the wholesale price. While in the case of Group B,C & D employees,
the Commission applied a multiplication factor of 1.86 for arriving at the
revised pay structure, in the case of Group A Officers, the factor was ranging
from 2.36 to 3 times. In the matter of fitment formula also, unlike recommended
by the 5th CPC, the 6th CPC adopted varying percentages
whereby the officers in Group A were given rise extending from 42 to 49%,
whereas the employees in Group B,C,D were granted only 40%. While implementing
the Commission's recommendations, the Government further accentuated the
discrimination further. The recommendations of the 6th CPC when
implemented gave rise to very many glaring anomalies. They were assured to be
looked into and settled through negotiations in the JCM. The effectiveness of
JCM as a potent forum to settle issues has been eroded over the years. Thus,
though the National Anomaly Committee met 4-5 times, it could not settle any
major issues.
The minimum wage determined by the 6th CPC was
at a far lesser amount than what an unskilled worker is entitled
to. Morevoer, the Commission assigned the so determined minimum wage to
be the wage of a skilled worker.. It excluded persons below
matriculation qualification from the purview of Government employment. In
a country where one third people are illiterate, such controversial
recommendations have only gone to absolve the State from its solemn
responsibility to provide employment to the persons at the lower strata of the
society. The wage structure evolved by the 6th CPC deviated
drastically from the concepts emerged from the deliberations over decades in
the matter of wage determination of civil servants and is beset with
innumerable anomalies necessitating a thorough overhaul , which can only be
attempted by setting up another Commission with appropriate terms of
reference.
The Grameen
Dak Sewaks were excluded from the purview of the 6th Central Pay
Commission as the Postal Department took an erroneous view that they are not
Central Government employees. The 4th CPC had
categorically stated that they ought to have been included within the purview
of the Commission's jurisdiction but chose to go by the Postal Department's
decision ultimately. the GDS constitute the largest chunk of the Postal
Workers. The exclusion of GDS from the purview of the Pay Commission
being unjust, discriminatory and bereft of any logic, the next Pay
Commission when it is set up must have the jurisdiction to recommend on
wage structure and service conditions of the GDS.
Wage revision in
all public Sector undertakings through Collective bargaining takes place once
in five years. On the same analogy, the wage revision of the Central Government
employees must be after every five years and the Government must therefore set
up the 7th CPC immediately.
Item
No. 2. Merger of DA with pay:
The wage revision of the Central Government employees had always been
through the setting up of Pay Commissions. Since the wage revision
exercise involves inquiring into various aspects of wage determination and
service conditions of the Government employees the Government had been
appointing Pay Commissions for it was considered a better suited system.
Such inquiry through setting up of Commissions had been a
time consuming process. The 3rd, 4th and 5th
Central Pay Commissions had taken more than three years to submit their
reports. The 6th CPC however, submitted its report in the time
frame provided to it i.e. 18 months. Since the earlier Commissions had
covered many aspects of the principles of wage determination and the
periodicity of such revision had come down, the exercise might not now
require a longer period of time as was the case earlier Even then
the Commission will have to be given a reasonable time frame to go into the
matter judiciously for the 6th CPC recommendations when implemented
has given rise to large number of anomalies and cadre reated grievances. The
methodology adopted for compensating the erosion in the real value of wages in
the in the interregnum period had always been though the mechanism of merger of
a portion of DA. The 5th CPC had recommended that the DA must
be merged with pay and treated as pay for computing all allowances as and when
the percentage of Dearness compensation exceeds 50%. Accordingly even
before the setting up of the 6th CPC the DA to the extent of 50% was
merged with pay. It is pertinent to mention that even this benefit was denied
to the GDS. As on 1.1.201, the Dearness compensation was 65% The
suggestion for merger of DA to partially compensate the erosion in the real
wages was first mooted by the Gadgil Committee in the post 2nd Pay
Commission period. The 3rd CPC had recommended such merger when
the Cost of Living index crossed over 272 points i.e. 72 points over and above
the base index adopted for the pay revision. In other words, the
recommendation of the 3rd CPC was to merge the DA when it crossed
36%. The Government in the National Council JCM at the time of negotiation
initially agreed to merge 60% DA and later the whole of the DA before the
4th CPC was set up. The 5th CPC merged 98% of DA
with pay. It is, therefore, necessary that the Government takes steps to
merge atleast 50% of DA with pay to compensate the erosion of the real
value of wages immediately.
Item No. 3. Compassionate appointments
On the plea of a Supreme Court directive, Govt. introduced a 5% ceiling
on the compassionate appointments. When the matter was taken up by the
Staff Side in the National Council the Government was unable to produce any
such direction of the Supreme Court.. Despite that, the official side refused
to withdraw the said instructions limiting the appointments to 5% of the
available vacancies. In one of the National Council meetings, presided
over by the Cabinet Secretary solemn assurance was given to the Staff Side that
the issue will be revisited in the light of the discussion, but nothing
happened thereafter. It is pertinent to mention in this connection that
the compassionate appointments in the Railways continue to be operated without
any such ceiling. In the Department of Posts hundreds of candidates
selected by Selection Committee were denied jobs. The list of selected
candidates was scrapped. These candidates approached the Court and obtained a
favourable order.But the Court directive was not acted upon. The
Government has chosen to dilly dally by filing SLP in the Supreme Court.
When the Central Administrative Tribunals were established, it was with the
intent of expeditious settlement of disputes on service matters. Even
recently the Prime Minister's office ordered that it would not be open for
various Ministries to appeal against the orders of the Tribunal as a matter of
course and efforts must be to explore the ways of acceptances of the judgements
of the Tribunal. In the light of this directive, the SLP ought to have
been withdrawn. The standing Committee on Department of Personnel in one of
their report has termed the scheme of Compassionate ground appointments as a
sacred assurance to a fresh entrant that if he dies in harness, his family
shall not be left in lurch. Such an assurance is being breached by the
provisions of limiting such appointments to 5% of vacancies.
This condition, therefore, must be done away with.
Item No. 4(a). Absorption of GDS as regular postal
employees
The postal Department employs the largest number of Government
employees, next to Railways and Defence. Nearly half of its
workforce is called the Grameen Dak Sewaks, the new nomenclature given for the
Extra Departmental Agents. The system of EDAs was evolved by the
British Colonial Government to sustain a postal system at a cheaper cost
especially in rural areas. Despite the enactment of very many
legislations to prohibit the exploitation of workers, the Government continued
with this system. No doubt in the post independent era, at the instance
and persuasion of the Unions of regular employees, certain benefits were
accorded to them. Till 1963, the GDS or the Extra Departmental Agents were
treated as Government employees and were covered by the service conditions
applicable to civil servants. However, the Department of Post
reversed this position thereafter and contended that they are not Central
Government employees. The Honourable Supreme Court in 1977 declared that they
are holders of Civil Posts. Justice Talwar Committee appointed by the
Govt. to look into the issues pertaining to GDS declared that the GDS are
holders of Civil posts and all benefits similar to regular employees must be
extended to them. However, the Government did not accept this
recommendation of the committee which they themselves set up. On the specific
suggestion of the Postal Department, the Government set up a separate Committee
called the Natarajamurthy Committee to go into their service conditions and
suggest improvement on the lines of the recommendations of the 6th
CPC. The recommendations of this Committee were totally
disappointing and the GDS in the post 6th CPC era is worse of.
Instead of utilising the service of GDS for the welfare schemes of the State in
rural areas by converting them as regular employees, the Department caused
injustice to them by acting upon the recommendations of the Natarajamurthy Committee.
Recently, the Postal Department has decided that the
vacancies in the Cadre of Postmen, and MTS would not be fully made available
for promotion to the GDS and an element of open direct recruitment has been
introduced. This has decelerated the meagre chance of the GDS being a
regular Postal employee further. In order to ensure that their grievances
are properly addressed, the Postal Department must be directed to earmark all
the existing vacancies in the cadre of Postmen and MTS to the eligible GDS for
promotion and a scheme is evolved to absorb the GDS as regular full time
Government employees.
Item
No. 4(b) Regularisation of daily rated workers.
Due to the ban on creation of posts and recruitment of personnel that
continued for a very long period and the consequent strain on the existing
workers, many Departmental heads had to recruit personnel on daily rated basis
or as casual workers. Thus,almost 25% of the present workforce in Governmental
organisations are casual workers deployed to do the permanent and perennial
nature of jobs, contrary to the prohibition of such unfair labour practices by
the law of the land. In Fifties and Sixties, even the casual workers who had
been employed to do the casual and non perennial jobs used to get priority for
regular employment as and when vacancy for such permanent recruitment
arises. Thousands of persons are now recruited as casual workers and kept
as such for years together. They are paid pittance of a salary with
no benefits like provident fund, dearness allowance, other compensatory
allowances etc. In order to ensure that they do not get the
benefit of regularisation, these workers are technically discharged for a few days
to be employed afresh again. The modus operandi differs from one
department to another. While in some organisations, they are recruited
through employment exchanges in others the functions are contracted
out. Not only the quality of work suffers but it is also an inhuman
exploitation of the workers given the serious situation of unemployment that
exists in the country. While the permanent solution is to sanction the
necessary posts and resort to regular recruitment, the Government
should evolve a scheme by which these casual/contingent/daily rated workers are
made regular workers with all the concomitant benefits available for regular
Government employees. Pending finalisation of such a scheme for
regularisation, the non regular employees recruited for meeting the exigencies
of work must be paid pro-rata salary on par with the similarly placed regular
employees on the principle of equal pay for equal work.
Item
No.5. Functioning of the JCM.
It was in the wake of the indefinite strike action of 1960, the JCM was
set up as a negotiating forum to expedite settlement of demands and problems of
employees. On the pretext of the promulgation of the new CCS(RSA)Rules, most of
the departments suspended the operation of the Departmental Councils.
Even after complying with the requisite formalities, in many departments,
Associations/Federations are yet to be recognized. Wherever the
recognition process was completed and orders issued granting recognition, no
meetings of the Departmental Councils are held. Inspite of raising the
issue in the National Council on several occasions by the Staff Side, nothing
tangible has been done to ensure that the councils are made functional.
The National Council is, as per the scheme, to meet once in four
months. It meets after several years, the system of concluding on the
agenda in the meeting in which it is raised has been totally abandoned with the
result that number of issues have been kept pending for indefinite period of
time. The non- functioning of the Council and the consequent non-
redressal of grievances has led to agitations including strike action in many
departments. The 6th CPC recommendations were given effect to in
September, 2008. The anomalies arising therefrom (which is in large
numbers) ought to have been settled as per the agreement by Feb,. 2010.
Barring one or two items, no settlement has been brought about on a large
number of anomalies till date.
In the wake of the General Strike action on 28th Feb. 2012,
the Joint Secretary (Estt.) in the Department of Personnel wrote in her
demi-official communication addressed to all Secretaries of the Government of
India as under, which is contrary to facts but also misleading too.
"Joint consultative machinery for Central
Government employees is already functioning. This scheme has been
introduced with the object t of promoting harmonious relations and of securing
the greatest measure of co-operation between the Government, in its capacity as
employer and the general body of its employees in matters of common concern,
and with the object further of increasing the efficiency of the public
service. The JCM at different levels have been discussing issues brought
before it for consideration and either reaching amicable settlement or
referring the matter to the Board of Arbitration in relation to pay and
allowances, weekly hours of work and leave, wherever no amicable settlement
could be reached in relation to these items."
The forum of Departmental Councils must be immediately revived in all
Departments and made effective as an instrument to settle the demands of the
employees. The periodicity in which the meeting of the National Council
is to be held must be adhered. The Department of Personnel, which is the
nodal department for ensuring the functioning of the negotiating machinery must
monitor the functioning of the Departmental Councils of various Ministries and
Departments and a report placed in the National Council. The Cabinet
Secretary, who is the Chairman of the National Council, is required to ensure
that the Council meetings are convened once in four months and the issues
raised therein settled in a reasonable time frame.
Since the grant of recognition to Service Association is a pre requisite
for the effective functioning of the negotiating machinery, the Ministries must
be asked to process the application and take decision in the matter
within a fixed time frame as the recognition rules have come into existence in
1993 that is about a decade back.
Item No. 6. Remove the ban on recruitment and creation
of posts
In 1993, the Government of India introduced a total and blanket ban on
creation of posts. This was with a view to reduce the manpower in the
Governmental establishments, for on implementation of the neo liberal economic
policies, the Government will be required to close down some of its activities
and some others to be shifted to the private domain. In 2001, the GOI
issued an executive instruction modifying the complete ban on recruitment that
was in vogue whereby various departments, if they so desire, resort to recruit
personnel to fill up the existing vacancies, provided they abolish 2/3rd
of such vacancies. In other words, the concerned heads of Departments
will be permitted to fill up 1/3rd of the vacancies provided they
abolish the 2/3rd vacancies permanently.
Since it was
impossible to carry on the functions assigned to the Departments with large
number of vacant posts, they had to implement the above cited directive of the
Department of personnel, which was meant to arbitrarily reduce the manpower
especially in Group C and D segments. Though the directive was to be
applied uniformly to all cadres where direct entry is one of the mode of
recruitment, not a single Group A. post was abolished as most of the
departments offered to do away with Group C and D posts even in the
place of require Gr.A posts. Since direct recruitment is seldom resorted
to in Group B cadres, the brunt of the burden of the above cited instruction
had to be borne b y the Group C and D cadres in each
department. The said directive remained operative for nearly a decade
i.e. upto 2010. Such abnormal and arbitrary abolition of posts affected
very adversely the functioning of many departments consequent upon which the
public at large suffered immeasurably, besides accentuating the unemployment
situation to alarming proportion. To cope up with the genuine
complaints of the public, most of the heads of Departments had to resort to
either outsourcing of the functions or engaging contract workers. The Govt.
encouraged this endeavour by providing unlimited funds. In the circumstances,
it is imperative that the sanctioned Strength as on 1.01.2001 is
restored and the consequent vacancies filled up by a special drive for
recruitment.
The Government has a time tested and scientific system of assessing the
workload and measuring the manpower requirement. This seems to have been
presently abandoned and the vacancies barring in a few cases are not
being filled up. Even though there had been phenomenal increase in the
workload in each department no new posts are created to cope up with the
situation. The 6th CPC dealing with the subject has recommended that
such ban on creation of posts for a long period is not desirable and the
Departments should be empowered to create the need based posts for its
effective functioning. The commensurate posts that are needed to cope up with
the increasing workload must be sanctioned and recruitment of personnel
resorted to so that the assigned functions of each department could be carried
out effectively and efficiently.
Item No. 7. Downsizing, outsourcing,
contractorisation etc.
To overcome the difficulties emanated from the total ban on recruitment and
creation of posts and more specifically impacted by the 2001 executive fiat of
the Govt. of India in the matter, many departments had to resort to outsourcing
of its functions. Some were virtually closed down and a few others
were privatised or contractorised. The large scale outsourcing and
contractorisation of functions had a telling effect on the efficacy of the
Government departments. The delivery system was adversely affected and
the public at large suffered due to the inordinate delay it caused in getting
the requisite service.. The financial outlay for outsourcing of
functions of each department increased enormously over the years. The
quality of work suffered. In order to ensure that the people do get a
better and efficient service from the Government departments and to raise the
image of the Government employees in the eyes of the common people, it is
necessary that the present scheme of outsourcing and contractorisation of
essential functions of the Government must be abandoned.The practice of outsourcing
and contractorisation is nothing but a cruel exploitation of the alarming
situation of unemployment. The system of outsourcing of the
functions seeks to informalise the workforce. The contract/casual
workers get not even one third of the salary of the regular work
force. They have no social security benefits like pension, provident fund
gratuity etc. The CG employees fought against the temporary service rules
which was in vogue in sixties and ensured that the recruitment to
Government service is permanent and the civil servants are not allowed to be
fired at the whim and fancy of their bosses. The outsourcing and
contractorisation has paved way for large scale entry of casual workers and has
resulted in the reversal of what all achieved in this direction through
struggles in the past two decades.
Item
No. 8. Stop price rise and strengthen PDS.
The abnormal and phenomenal increase in the prices of essential
commodities is an acknowledged fact. The pursuance of the new economic
policies and consequent withdrawal of the universal public distribution system
had been per se the reason for such unbearable inflation. The universal
PDS which was evolved to protect the food security of common people was an
effective instrument not only to arrest inflation but also to ensure that no
Indian dies of hunger. Government employees even at the lowest wage
structure i.e. the Group D and C employees are presently precluded from the PDS
as their meagre wages itself is considered to be above the benchmark of
"Below Poverty Line". They are to depend upon the open
market for even essential food items, which with their meagre income they are
unable to access. It is, therefore, necessary that the universal PDS as
was in vogue must be brought back as the market forces have failed to arrest
inflation and price rise of essential food items.
Item No.
9.Introduction of PLB and removal of ceiling limit.
Barring the Railways, Defence production units and Postal Department,
Bonus is paid to the Central Government employees on adhoc basis. The 30
days adhoc bonus is the maximum that is provided to them. The 4thand
5th Central Pay Commissions had recommended the introduction of
productivity linked bonus scheme to all Departments as is presently the case in
the three Departments mentioned above. Even the scheme of PLB is not uniform in
as much as the Postal Department introduced a ceiling on the entitled number of
days of bonus whereas no such ceiling exist either in the Railways or in the
Defence Production organisations. The Government is yet to
implement these recommendations even though several rounds of discussions on
the subject were held. There is no reason whatsoever, as to why this
recommendation could not be implemented. There had been no rise in the
adhoc bonus for past a decade even though there had been considerable amount of
increase in the case of PLB over the years. The Department of
Personnel and Expenditure may be advised to finalise the PLB scheme without
further delay for those who are in receipt of adhoc bonus.
Even though Bonus
Act is said to have no application or relevance to the Productivity linked
Bonus or adhoc bonus, the provisions of the said Act is employed to deny the
entitled bonus to the Government employees on the basis of their
emoluments. The bonus entitlement in both the cases is restricted to the
computation based on the notional emoluments of Rs. 3500, while the Postal
Department went one step ahead and declared that in the case of GDS, it would
continue to be Rs. 2500.The injustice meted out to the GDS in the matter by the
Postal Department is highly deplorable. Presently even a casual
worker is entitled to get a monthly wage of more than Rs. 3500. The
minimum wage as on 1.1.2006 determined by the 6th CPC in respect of
Central Government employees is Rs. 7000. By artificially
linking the restriction of emoluments stipulated by the Bonus Act, the
employees are denied their legitimate entitlement of Bonus. The
Bonus entitlement must be computed on the basis of the actual emoluments of an
employee.
Item No. 10. Revising OTA and Night Duty allowance
rates:
Overtime allowance is seldom given to the Government employees. In
case of emergency and in the contingency in which the work cannot be postponed,
like that happens in the RMS division of Postal Department, in the Atomic
Energy Commission offices or when the Parliament is in session in other
administrative offices, employees are asked to do work beyond the stipulated
working hours. The Night duty allowance is provided to the employees who
are asked to work in the night shifts with certain stipulated conditions.
The 4th CPC recommended that since there had been considerable
misuse of the provisions relating to the grant of OTA, the Government should find
alternative methods to compensate the employees who are asked to work on over
time and pending such a scheme being evolved recommended not to revise the
rates. However, the Govt.did not bring in any new scheme but issued the
directive that the OTA and Night duty allowance will be paid to the employees
who are called upon to do overtime or night duty on the basis of the 4th
CPC pay structure. This directive is still in vogue. On quite a
number of occasions, the Staff Side pointed out the irrationality of the
directive of the Government in as much as a person engaged for managing
the excess work from outside gets better emoluments than the over time
allowance granted to the regular employees. The Government refused to
reach an agreement in the National Council on this issue. When the Staff
side pressed, the Government came forward to record disagreement and refered
the matter to the Board of Arbitration under the JCM. Scheme. The
Board of Arbitration having found the unreasonable position taken by the
Government gave out the award in favour of the staff and directed the
Government to revise the order whereby the allowance will be linked to the
actual pay of the Government employees. The Govt. did not accept this
award and has approached the Parliament for the rejection of the same.
The matter has not yet been placed in the form of a resolution in the
Parliament. Despite the fact that the employees had been abiding by the
directive of their superiors to be on overtime/night duty, and despite having
won the case before the Board of Arbitration they continue to be compensated on
the basis of the Notional pay as in 1986. There could not have been a
much bigger injustice meted out to the employees. The Government must accept
the award of the Board and issue instructions linking the allowance
to the actual pay of the employee.
Item No.11. Arbitration Awards.
There are about 17 awards of the Board of Arbitration given in favour of
the employees. On the plea that the implementation of these awards would
result in heavy financial outflow, the Govt. has moved resolutions in the
Parliament for the rejection of these awards. The fact is that the
financial burden on account of acceptance of these awards is meagre. The
figures quoted by the official side included the arrears that have become due
to the delay in taking decisions. The financial implication is normally
computed as a total outlay for a period of a year. The official side has
in fact only tried to mislead the Parliament in order to obtain a rejection of
the award. A few years back, the staff side agreed to alter
the date of implementation of these awards in order to reduce the financial
implication. The official side discussed the issue on several occasions
but did not conclude with the result that these awards are still pending
acceptance of the Government. It is rather unethical and untenable that
the Government has chosen to invoke the sovereign authority of the Parliament
to deny the legitimate dues of its own employees. Prior to 1998, the
Government has not chosen to approach the Parliament once the award is given in
favour of the employees and implemented every one of them except in a very few
cases. The Government must accept these awards and implement
the same for such a direction will bring in confidence in the efficacy of the
negotiating forum and a sense of reasonableness in the decision making process.
Item
No. 12. Right to strike
Article 309 of the Constitution makes it incumbent upon the Government
of India and the Provincial Governments to make enactments to regulate the
service conditions of the civil servants. However, till date no such
enactment has either been moved or passed by the Parliament.. The
transitory provisions empowering the President of India to make rules till such
time the enactment is made has been employed to regulate the service conditions
of the Government employees. Once recruited as an employee, the ILO's
conventions provide all trade union rights. India is a signatory to those
conventions. Despite all these legal and moral obligations on the part of the
Government, the Government employees continue to be denied the right to
collective bargaining. No negotiation is worth the meaning, if the
employees have no right to withdraw their labour in case of a non-satisfactory
agreement on their demands. It is this legal lacuna which was employed by
the Supreme Court to justify the arbitrary dismissal of lakhs of employees by
the Tamilnadu State Government when they resorted to strike action. In
the judgment delivered by the Supreme Court, it was observed that the
Government employees do not have any legal, fundamental or moral right to
resort to strike action. The entire section of the Indian Working Class
enjoys the right to strike and an effective collective bargaining system except
the Government employees. The denial of the right to strike to Government
employees was employed by the British Colonial Rulers as part of the scheme to
subjugate the Indian people and to shut out any probable dissenting views
within the Governmental machinery. To continue with the same
concept is to infer that the Sovereign Republic of India want to follow
the archaic rules and regulations conceived by colonial rulers perhaps with the
same intent. We therefore urge that necessary legislation affording the
right to strike to Government employees may be made in the Parliament.
Item
No. 13 :Career progression: Grant five promotion in the service career.
For the efficient functioning of an institution, the primary
pre-requisite is to have a contended workforce. It is not only the
emoluments, perks and privileges that motivate an employee to give his best.
They are no doubt important. But what is more important is to provide
them a systematic career progression. The present system of career progression
available in the All India Services and the organised group A Civil services
attracts large number of young, talented and educated persons to compete in the
All India Civil Service Examination. No different was the career
progression scheme available in the subordinate services in the past.
Persons who were recruited to subordinate services were able to climb to Managerial
positions over a period of time. The situation underwent vast changes in
the last two decades. In most of the Departments, stagnation has come to
stay. It takes decades to be promoted to the next higher grade in the
hierarchy. It was the recognition of the lack of promotional avenue in
the subordinate services that made the 5th CPC to recommend a time
bound two career progression scheme. However, this has not gone to
address the inherent problem of de-motivation that has crept in due to the high
level of stagnation. In most of the Departments, the exercise of cadre
review which was considered important was not carried out. Any attempt in
this regard was restricted to Group A services. The discontent amongst
the employees in the matter is of high magnitude today. It is, therefore,
necessary that every Department is asked to undertake to bring about a cadre
composition and recruitment pattern in such a manner that an employee once
recruited is to have five hierarchical promotions in his career as is
presently the position in the All India Services and in the organised Group A
services.
Item
No.14: Scrap the New Pension Scheme
The defined benefit scheme of pension was introduced
replacing the then existing contributory system decades back. . The
Government decided to reconvert the same into a contributory scheme on the
specious plea that the outflow on pension had been increasing year by year and
is likely to cross the wage bill. By making it contributory, the Government
expenditure on this score is not likely to get reduced for the next four
decades because of the reason that as per the announced scheme, the
Government is to contribute the same amount to the fund as the employees make.
Coupled with this stipulation the Government is also duty bound to make payment
for the existing pensioners and for all Central Government employees who were
in service prior to 1.1.2004. The contribution collected from the
employees who are recruited after 1.1.2004 is to be managed by a mutual fund
operator for investment in the stock market. It is the vagaries of the
stock market which will then determine the quantum of pension or in other words
annuity, which would not be cost indexed. Before the introduction of the
new scheme and the PFRDA bill, the Government had set up a committee under the
chairmanship of Shri Bhattacharya, the then Chief Secretary of the State of
Karnataka. The bill was unfortunately drafted and presented to the Parliament
disregarding even the recommendation of the said committee to the effect that
the Govt. should consider introducing a hybrid system by which the employees
will have either a defined benefit pension or opt for a
higher return through stock exchange investments. Despite the non-passage
of the bill and the consequent absence of a valid law to support the Pension
Regulatory authority, the Govt. converted the existing pension scheme into a
contributory one through executive fiat and invested a percentage of the fund
so generated from the employees' contribution in the Stock market. India is a young country and the expenditure on statutory pension
has remained over a long period not more than 5% of GDP which the
country/Government can afford to spend. The withdrawal of PFRDA bill is
required for the following solid reasons:
(a) The new pension scheme is going to make
social security in old age uncertain and dependent on market forces.
(b) The scheme has been compulsorily imposed on a section of
employees and hence it is discriminatory.
(c) Such scheme had been a failure in many countries
including Chile, UK and even USA. In USA entire pension wealth has been
wiped out leaving pensioners with no pension. In Argentina the contributory
scheme which was introduced at the instance of IMF was replaced with the
defined benefit pension scheme.
(d) The PFRDA Bill has provisions empowering the Govt. and
the Authority to cover employees now left out and to amend the existing
entitlements of pension benefits.
(e) In majority of the countries, "pay as you go"
is the system of
pension.
(f) The contributory scheme does not give any
guarantee for a minimum pension of 50% of the pay drawn at the time of
retirement of the employee. Nor does it provide for the protection of his
family members in the form of family pension in the event of death.
The Supreme Court
had declared pension as one of the fundamental rights. The government should
therefore retrace from its avowed position, which is detrimental to the
interest of the employees and ensure that the employees recruited after
1.1.2004 is covered by the existing statutory defined benefit scheme and
withdraw the PFRDA bill from the Parliament.
The recent decision of the Cabinet to allow FDI in pension fund
operations has made the real intent of the PFRDA bill unambiguously clear. The
FDI will facilitate the mutual fund operators to invest the funds outside India
thereby making Indian Savings available for development of a foreign country.
It is now clear that the decision behind the contributory pension scheme was
the pressure imposed by imperialist powers and more specifically IMF. It
has, therefore, to be opposed at all cost and with vehemence. The Govt.
must not be allowed to go ahead with its intention of induction of FDI in
pension fund companies. The one day strike on 12th December,
2012 must be seen as a beginning of the sustained and incessant struggles in
the days to come.
Item No. 15.Vacate All Trade Union victimisation
The Central Government employees are alarmed and distressed over the
spree of vindictive actions pursued by various Accountant Generals against the
employees of the I A & AD Department. More than 12000 employees have
been proceeded against under Rule 14 or 16 of the CCS (CCA) rules. The resort
to such vindictive action has been taken by the Administration of the
Comptroller and Auditor General of India for the simple reason that the
employees together decided to be on mass casual leave demanding the vacation of
victimization of the Union functionaries in Kerala, Rajkot, Gwalior, Kolkata,
Nagpur, Allahabad etc. The very fact that large number of employees
participated in the Mass Casual leave programme is indicative of the fact of
the growing discontent against the highhandedness of the Administration.
The authorities in
the IA & AD have not been permitting the genuine trade union activities for
the last several years. No meeting of the employees is allowed if the same is
held under the auspices of the recognized Associations, whereas permission to
hold cultural shows even during office hours are granted. In the name of
discipline, dissenting voice, howsoever genuine they are, is not being
tolerated. Despite repeated pleas made by the All India Audit and Accounts
Association, the Comptroller General of India did not deem it to fit to
intervene and set right the high handed behaviour of the Accountant General
Kerala. On his promotion as Principal Accountant General, he was transferred to
Hyderabad, where, as per the report, he has continued with his intolerant attitude
towards the Association. Permission to hold the General Body meeting, a
constitutional requirement and a necessity to abide by the stipulations made by
the CCS (RSA) Rules, 1993, was denied to the recognized Association in Andhra
Pradesh. The General Secretary and other office bearers of the Association have
been proceeded against under Rule 16 for holding the General Body meeting
during lunch break.
In the background of this unprecedented situation and the blanket ban
instituted by the authorities to hold any meeting within the office premises we
appealed to the Honourable Prime Minister to intervene in the
matter and direct the concerned to hear the grievances of the employees and
settle the same in an amicable and peaceful atmosphere. We also requested that
In order to create a conducive atmosphere for talks, the authorities may be
asked to withdraw all punitive and vindictive actions against the employees who
had gone on Mass casual leave as a means of protesting against the inordinate
delay in settling issues and to give vent to their feeling of anger. Not only
no action has been initiated by the C&AG in this direction but the
vindictive attitude of the Accountat Generals continue to persist. The
Government is required to interfere and bring about a peaceful atmosphere in
this prestigious institution.
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