WISH ALL MEMBERS HAPPY AND PROSPEROUS NEW YEAR 2016

 

Seventh Pay Commission: Delay salary hikes, five states tell Centre

Seventh Pay Commission: Delay salary hikes, five states tell Centre

At least five fiscally-stressed states have asked the Centre to go slow on implementation of the Seventh Pay Commission’s recommendations, seeking extra time to be able to absorb similar pay hikes, government officials said.

Government says goodbye to clerk era, changes designation for its staff

Government says goodbye to clerk era, changes designation for its staff

NEW DELHI: Designations like Lower Division Clerk (LDC) and Upper Division Clerk (UDC) in central government's employee hierarchy have been replaced with new nomenclature. The posts of UDC and LDC under Central Secretariat Clerical Service (CSCS) have been rechristened as Senior Secretariat Assistant and Junior Secretariat Assistant, respectively, an order issued by the Department of Personnel and Training (DoPT) said.  Besides, the post of Assistant under Central Secretariat Service (CSS) has been renamed as Assistant Section Officer, it said.  Both the CSCS and CSS form the backbone of administrative work in the central government.  The total sanctioned strength of CSS and CSCS is 11,467 and 5,933 respectively.  Earlier in March, the DoPT had decided to replace the 'class' categorisation for specifying the seniority of its employees with new alphabetical groupings.  The posts under the central government will be denoted as groups A, B, C and D instead of classes I, II, III and IV in the service rules, it had said.  The Class-III (Group C) employees had expressed concern that they were taunted as 'third-class' employees due to the categorisation.  The Class-I classification is for gazetted officers while Class-II refers to mainly the non-gazetted officers, though there are some gazetted officers in this category too.  Class-III comprises clerical staff and Class-IV (which is now subsumed in Class III or Group C) includes peons and helps or multi-tasking staff in the government hierarchy.

CAT case update

       The CAT parity case posted on 15-12-2015  could not be held  as the regular judge was on leave.  The case is posted for hearing on 12-1-2016.  Let us hope that New year brings parity w.e.f. 1-1-2006.

CAT UPDATE

           Our CAT case will come up for hearing tommorrow ie., on 15-12-2015

VII few recommendations on leave

7th CPC Leave Rules : 7th Pay Commission has recommended on Holidays and Leave for Central Government Employees and Offices.

Holidays and Leave : Presently Central Government offices observe a five-day week which results in 104 holidays every year on account of weekends. In addition, there are three National Holidays, fourteen Gazetted Holidays and two Restricted Holidays. Further, civilian government employees are entitled to 8 days’ Casual Leave, 20 days’ Half Pay Leave (commutable to Medical Leave) and 30 days’ Earned Leave. Besides the above, quite a few other types of leave are admissible.

The following paragraphs bring out, in alphabetical order, the different kinds of holidays and leave admissible, demands received (if any) and views of the Commission on each one of them. Unless otherwise stated, the existing terms and conditions regulating these holidays and leave shall remain unchanged.

Casual Leave (CL) : Casual Leave is granted to enable a government servant to attend to sudden/unforeseen needs/tasks. Presently 8 days CL is normally granted to a Central Government employee per calendar year. The number goes up to 10 days for Industrial Workers, 20 days for Defence

Officers and 30 days for Defence PBORs. Certain other categories of staff, particularly in the Railways, are granted CL ranging from 11 to 13 days in a year. Demands have been made to increase the number of CL to 15 days for Industrial Workers and 12 days for other employees. CAPFs have also sought parity with defence forces in matters of Casual Leave.

Analysis and Recommendations : Regarding the number of Casual Leave, the Commission is of the view that the present system is working well and need not be altered. As far as the case of CAPFs for parity with defence forces is concerned, the Commission notes that CAPFs are essentially civilian forces and their service conditions are different from defence forces. Hence parity in terms of number of casual leave cannot be considered. To sum up, status quo is recommended.

Child Adoption Leave : This leave is granted to female employees, with fewer than two surviving children on valid adoption of a child below the age of one year, for a period of 135 days immediately after the date of valid adoption.

Analysis and Recommendations : No demands have been received regarding this leave. Accordingly, status quo may be maintained.

Child Care Leave (CCL) : Child Care Leave (CCL) is granted to women employees for a maximum period of two years (i.e., 730 days) during their entire service for taking care of their minor children (up to eighteen years of age). There are several demands relating to CCL which include converting

the same into “family care” leave, extending the facility to male parents and many representations stressing that it should be extended at least to single male parents. Suggestions have also been received that in cases where the child is differently abled, the clause stipulating that the child should be minor, should be done away with. Single mothers have highlighted their unique problems and requested the Commission for liberalising the grant of CCL. Interestingly, representations have also been made for discontinuance of the CCL, primarily on the grounds that it disrupts office working and also because it promotes gender discrimination.

Analysis and Recommendations : When CCL was first introduced by the VI CPC it generated considerable interest as it represented a positive measure benefiting women employees. It also took a while to stabilise and it is seen that as many as five amendments/clarifications were issued within a short period of time. As it stands, it is meant for women employees “for taking care of up to two children whether for rearing the children or looking after their needs like examination, sickness etc.” It is treated akin to Earned Leave and is sanctioned as such. It may not, however, be granted in more than three spells in a calendar year.

In the first two years of its implementation the experience was that women employees tended to treat this as Casual Leave or an extension of the same, and the resultant frequent absences caused disruptions at work. To address this, in September 2010, a clarification was issued stipulating that CCL may not be granted in more than three spells in a calendar year and also that it may not be granted for less than 15 days at a time. However, the latter stipulation was subsequently withdrawn and as per the latest clarification issued on 5 June, 2014 the government has decided to remove the requirement of minimum period of 15 days CCL. It has been brought to the notice of the Commission that the capping of maximum three spells in a calendar year has, to some extent, addressed the problems relating to disruption of work.

Notwithstanding that, in the course of discussions with various stakeholders, the sense that has come across is that what was introduced as a welfare measure to help employees in times of need, is seen as a benefit that has to be availed simply because it exists. There is, therefore, a palpable need to bring in some inhibiting feature so as to ensure that only genuinely affected employees avail of this scheme. Towards this end the Commission recommends that CCL should be granted at 100 percent of the salary for the first 365 days, but at 80 percent of the salary for the next 365 days. In making this recommendation the Commission has also kept in mind the fact the concept of a paid (whether 100% or 80%) leave solely for child care for a period of two years, is a liberal measure unmatched anywhere else.

The Commission notes that in the event a male employee is single, the onus of rearing and nurturing the children falls squarely on his shoulders. Hence extension of CCL to single male parents is recommended. Moreover, the Commission recognizes the additional responsibility on the shoulders of employees who are single mothers. Accordingly, it is recommended that for such employees, the conditionality of three spells in a calendar year should be relaxed to six spells in a calendar year.

Commuted Leave : Presently, Commuted Leave not exceeding half the amount of half-pay leave due can be taken on medical certificate. A demands have been made to do away with the need for medical certificate.

Analysis and Recommendations : The Commission does not find merit in the demand. Status Quo is recommended.

Earned Leave (EL) or Leave on Average Pay (LAP) : Presently 30 days EL per annum is granted to Civilian employees and 60 days to Defence personnel. EL can be accumulated up to 300 days in addition to the number of days for which encashment has been allowed along with LTC. Suggestions have been made to increase the accumulation to 450 days, allow encashment of 50 percent of the accumulated EL after 20

years of service and delink encashment of leave from LTC. A novel concept of “gifting” has been put forward, wherein employee should be allowed to ‘gift’ certain number of days of leave to one’s spouse or one’s colleague. “Vacational” staff like teachers, principals, etc. have demanded restoration of 10 days EL, which was changed to 20 days Half Pay Leave by VI CPC.

Analysis and Recommendations : In many organizations, employees are encouraged to take leave on the premise that it revitalizes them and is beneficial for the organization in the long run. Such a system is not prevalent in the government sector in India, but substituting leave with cash is also not desirable. Hence, no change in encashment guidelines is recommended.

The Commission recognizes that Earned Leave is, as the name suggests, earned by an employee through the services rendered. Hence, it is personal to the employee and the concept of “gifting” cannot be considered. The demand of “Vacational” staff can, however, be agreed to. Hence, it is recommended that “Vacational” staff be granted 10 days EL in place of 20 days Half Pay Leave. Other than this no other change is recommended.

Extra Ordinary Leave (EOL) : EOL is granted to a government servant when no other leave is admissible or when other leave is admissible, but the government servant applies in writing for extraordinary leave. This leave is neither debited to leave account nor is any leave salary paid. No demands have been received regarding this leave. Accordingly, status quo may be maintained.

Furlough Leave : This leave is admissible only to defence officers for up to 60 days. It can be availed at half pay, once in a cycle of three calendar years. No demands have been received regarding this leave. However, the Commission is of the view that Furlough Leave is a legacy of the pre Independence era. Since defence officers are already entitled to double the Earned Leave and more than double the Casual Leave available to civilian employees, there is no justification for continuation of Furlough Leave. Hence, it is recommended that Furlough Leave be abolished.

Half Pay Leave (HPL) or Leave on Half Average Pay (LHAP) : Presently, government employees are entitled to 20 days of Half Pay Leave for each completed year of service, credited @10 days on the 1st of January and 1st of July every year. There are representations that encashment of HPL should be allowed at the time of superannuation.

Analysis and Recommendations : The demands lack merit. Elsewhere in the report it has been recommended that 20 days HPL granted to “Vacational” staff be converted into 10 days EL. Hence, HPL will henceforth not be available to them. No change other than this is recommended.

Hospital Leave : This leave is granted to Group `C’ Railway employees if they are suffering from illness or injuries directly due to risks incurred in the course of official duties, on production of medical certificate. Full pay is admissible for first 120 days and half pay thereafter. The leave may be combined with any other kind of leave due and admissible, provided total period of leave does not exceed 28 months. Demands have been received to increase this leave to an unlimited period of time as applicable to PBORs of defence forces.

Analysis and Recommendations : This has been discussed under Special Disability Leave

Leave Not Due (LND) : LND is granted when the employee has no half-pay leave at credit and he/she requests for the grant of Leave Not Due. It is granted only on medical certification, if the leave sanctioning authority is satisfied that there is a reasonable prospect of the employee returning

to duty on its expiry. LND during the entire service is limited to a maximum of 360 days and will be debited against the half-pay leave that the employee may earn subsequently. No demands have been received regarding this leave. Accordingly, status quo may be maintained.

Maternity Leave : Maternity leave is granted to women government employees–up to 180 days for pregnancy and 45 days in the entire service for miscarriage/abortion. Maternity leave can be combined with any other leave upto two years without medical certificate. The Commission has received representations for enhancement of Maternity leave to 240 days with full pay and further 120 days with half pay.

Analysis and Recommendations : It is noted that Maternity Leave was raised from 135 days to 180 days and ‘period in continuation’ raised from 1 year to 2 years by the VI CPC. No further increase is warranted. Status quo is recommended.

Paternity Leave : Presently, a male employee with less than two surviving children may be granted Paternity Leave for a period of 15 days during the confinement of his wife, up to 15 days before or six months from the date of delivery of child. Paternity leave may also be granted to a

government servant with less than two surviving children on valid adoption of a child below the age of one year, within a period of 6 months from the date of valid adoption. There are demands to increase the period to 30 days.

Analysis and Recommendations : Present dispensation of 15 days is adequate. Status quo may be maintained.

Sick Leave : This leave is admissible to defence personnel only on account of sickness attributable/ aggravated due to service conditions. Full pay is granted for the entire duration of hospitalization. Beyond that, defence officers are allowed Sick Leave with full pay and allowances for first six months and fully pay only for next 18-24 months, while there is no such limit for PBORs. There are demands from CAPFs for complete parity with defence forces in respect of provisions of Sick Leave.

Analysis and Recommendations : Discussed under Special Disability Leave.

Special Casual Leave (SCL) : SCL is granted to employees to cover their absence from duty for various occasions like sports events, cultural activities, participation in Republic Day Parade, voluntary blood donation, Trade Union meetings, etc. Full pay is granted during SCL and it can be sanctioned with retrospective effect also. There are demands to extend SCL to organ donors till the time they are fit to resume duty.

Analysis and Recommendations : The Commission would like to express its concern at the widespread use of SCL as a means of getting away from duty. However, because of the extensive scope and case specific nature of this leave, no concrete recommendations can be made. The government may, however, consider the following suggestions:

1. Review the purposes for which SCL is presently granted.

2. Limit the number of purposes for which an employee can be granted SCL in a year.

3. Limit the total number of days that an employee can be granted SCL in a year.

Special Disability Leave : It is admissible to civilian employees when disabled by injury intentionally or accidentally inflicted or caused by or in consequence of the due performance of official duties or in consequence of official position held. Full pay is admissible for the first 120 days and half pay thereafter. The leave may be combined with any other kind of leave due and admissible, provided the total period of leave does not exceed 24 months. There are demands to remove the ceiling limit of 24 months–the duration of leave may be left to the discretion of doctor and full pay paid for the entire period.

Analysis and Recommendations : There are three different kinds of leave admissible to civilian/defence employees which are granted for work related illness/injuries–Hospital Leave, Special Disability Leave and Sick Leave. It is an established worldwide practice that employees who suffer illness/injuries that are attributable to/aggravated in the course of their duty need to be adequately compensated. However, due to the inherent difference between the nature of duties of civilians and uniformed forces, a distinction needs be made in the level of compensation provided. Having said that, there is some similarity in the risks faced by different uniformed forces, and consequently parity amongst them may be considered as far as this leave is concerned.

The following is, therefore, recommended:

1. Hospital Leave, Special Disability Leave and Sick Leave should be subsumed in a new Leave named Work Related Illness and Injury Leave (WRIIL).

2. Full pay and allowances will be granted to all employees during the entire period of hospitalization on account of WRIIL.

3. Beyond hospitalization, WRIIL will be governed as follows:

a. For Civilian employees, RPF employees and personnel of Police Forces of Union Territories: Full pay and allowances for the 6 months immediately following hospitalization and Half Pay only for 12 months beyond that. The Half Pay period may be commuted to full pay with corresponding number of days of Half Pay Leave debited from the employee’s leave account.

b. For Officers of Defence, CAPFs, Indian Coast Guard: Full pay and allowances for the 6 months immediately following hospitalization, for the next 24 months, full pay only.

c. For PBORs of Defence, CAPFs, Indian Coast Guard: Full pay and allowances, with no limit regarding period.

4. In the case of persons to whom the Workmen’s Compensation Act, 1923 applies, the amount of leave salary payable under WRIIL shall be reduced by the amount of compensation payable under the Act.

5. No Earned Leave or Half Pay Leave will be credited during the period that employee is on WRIIL.

Study Leave : Presently, Study Leave may be granted to all government employees with not less than five years’ service for undergoing a special course consisting of higher studies or specialized training in a professional or technical subject having a direct and close connection with the sphere of his duties as a civil servant. It is limited to 24 months, except for CHS officers who are allowed 36 months. No demands have been received regarding this leave. Accordingly, status quo may be maintained.

VII CPC issue

  I contacted JCM leader Shri M.S. Raja and discussed Stenographers issues in detail and forwarded our demands.  He agreed to include our issues and will press for our demands also with the Government. The Confederation will affiliate with one of the Central Government Employees Confederation to get a membership in the JCM.  Thanks to the JCM leader who extended help to the Stenographer cadre. 

M. Harisuthan,
Secretary General,
CAICGSA

VII CPC issues

Dear Members


            Today I have contact one of  strongest  confederation of the Central Government Employees and discussed our  burning issues like betrayal of  our legitimate demands by the VII CPC.  I have emailed the GS the details and he assured me that  he  include Stenographers issues also in the JCM and  bring to the  immediate attention of the Government.

             In this connection, I am also drafting  a letter to the  DOPT and  Finance Secretary regarding non-consideration of  our  NSFG  issues ie, Rs.4200/- to entry level stenographers,  Rs.4600/- to Grade-I, Rs.4800/- to PS and Rs.5400/- to Sr.PS. 

               I request members to offer their valuable points which will help me in finalising the letter to the Government.


Harisuthan
Secretary General

Daily allowance recommended by VII CPC

Daily allowance is meant to cover living expenses when employees travel out of their headquarters for work. Presently it is in the form of reimbursement of staying accommodation expenses, travelling charges (for travel within the city) and food bills, payable at the following rates:

For journeys on foot, undertaken in organizations like FSI, Survey of India, GSI, etc. for data collection purposes, an additional allowance of Rs.7.5 per km travelled on foot shall be payable. The existing dispensation is different for Railway employees who are paid a flat sum because they are currently not entitled to stay in any accommodation other than Railway rest houses. The lump-sum rates for Railway personnel are as follows:

Representations received regarding this allowance primarily deal with the reimbursement procedure, as it is claimed that getting hotel bills (in small towns) and food bills is not always practical. 

Analysis and Recommendations by 7th CPC

The Commission considered the present model of this allowance, followed both in Railways and in other ministries. It is proposed to adopt the best from both of them so that the administration of the allowance can be simplified. Accordingly the following is recommended: 

a) Reimbursement of staying accommodation charges

For levels 8 and below, the amount of claim (up to the ceiling) may be paid without production of vouchers against self-certified claim only. The self-certified claim should clearly indicate the period of stay, name of dwelling, etc. The ceiling for reimbursement will further rise by 25 percent whenever DA increases by 50 percent. Additionally, it is also provided that for stay in Class ‘X’ cities, the ceiling for all employees up to Level 8 would be ₹1,000 per day, but it will only be in the form of reimbursement upon production of relevant vouchers.

b) Reimbursement of travelling charges

Similar to Reimbursement of staying accommodation charges, for levels 8 and below, the claim (up to the ceiling) should be paid without production of vouchers against selfcertified claim only. The self-certified claim should clearly indicate the period of travel, vehicle number, etc. The ceiling for levels 11 and below will further rise by 25 percent whenever DA increases by 50 percent. The rate of allowance for foot journeys shall be enhanced from the current rate of ₹7.5 per km to ₹12 per km travelled on foot. This rate also shall further rise by 25 percent whenever DA increases by 50 percent.

 c) There will be no separate reimbursement of food bills. Instead, the lump sum amount payable will be as per Table 1 below and, depending on the length of absence from headquarters, would be regulated as per Table 2 below. Since the concept of reimbursement has been done away with, no vouchers will be required. This methodology is in line with that followed by Indian Railways at present (with suitable enhancement of rates)

  i. Lump sum amount payable

CAT case PARITY update

The Parity case at CAT Kochi, final hearing held on 27-11-2015 with detailed arguments. The CAT heard our case in detail and reserved the judgement for December 2015.  Let us hope for the best.  The date of hearing will be published on getting the date.

CPC recommendations

Parity between Stenographer Cadre of DRDO and CSSS

11.12.124 Parity between Stenographer cadre of DRDO and CSSS has been sought. DRDO

has contended that same career progression opportunities to existing DRDO Stenographer

Cadre should be provided as are available to CSS/AFHQ SS personnel.

Analysis and Recommendations

11.12.125 The Commission in Chapter 7.1 is recommending identical pay levels for

personnel in Headquarters and in the field offices. This should address the grievances

with regard to pay for the Stenographers cadre in DRDO.

PAGE 551

nature or in the realm of the cadre structuring, both not in the ambit of the Commission

Indian Foreign Service, Group `B’ Stenographers

11.17.18 They have sought:

i. merger of IFS (B) Stenographers in IFS (B) General cadre

ii. lateral entry of IFS (B) Stenographers in IFS (B) General cadre, and

iii. automatic upgrade of 37 Senior PPS and PSOs equivalent posts to the rank of Deputy

Secretary/Director.

Analysis and Recommendations

11.17.19 The Commission in Chapter 7.1 has made recommendations with regard to the

Central Secretariat Stenographers Service. The same shall apply here as well.

PAGE 584

Stenographers of Safdarjung Hospital

11.20.28 Stenographers in Central Government hospitals are classified into five categories,

Steno Grade III (GP 2400), Steno Grade II and Steno Grade I (GP 4200), Private Secretaries

(GP 4600) and Senior Private Secretaries (GP 4800). They have pointed out that same grade

pay of Steno Grade I and Steno Grade II causes anomaly as Steno Grade I is a promotional post

from Steno Grade II.

11.20.29 The Commission notes that feeder and promotional posts of Steno Grade II and Steno

Grade I are in the same Grade Pay of 4200 due to merger of pay scales of Steno Grade II (5000-

8000) and Steno Grade I (₹5500-9000) by the VI CPC. This is not unique to Stenographers of

Safdarjung Hospital but exists in respect of various other cadres as well.

11.20.30 The Commission, therefore, recommends replacement pay levels to

Stenographers of Safdarjung Hospital

PAGE 607

Demand of Ministerial, Stenographer and other Cadres

11.22.89 The Ministerial and Stenographer Cadre has made the following demands:

a) Pay parity with CSS/CSSS cadre.

b) Pay fixation benefit for promotion from AD to JDD by granting two increments.

c) Grant of GP 4200 after five years to 30 percent of the sanctioned strength of UDCs and

Steno Gr-III.

11.22.90 Other common cadres, like Library cadre, Official Language cadre, Canteen Staff

and MTS, have also sought pay parity with their counterparts in other government departments.

11.22.91 Above aspects are covered in Chapter 7.1.

PAGE 615

Ministerial/Stenographer Cadre

11.22.141 Delhi Police have demanded parity in pay between the posts of ASI (Ministerial)

and ASI (Steno). As reported by Delhi Police, the pay of ASI (Stenographer) is in GP 4200

whereas the pay of ASI (Ministerial) is in GP 2800. This pay disparity has been continuing

since III CPC as may be seen from following table:

Name of CPC Pay of ASI (Ministerial) Pay of ASI (Stenographer)

III CPC 330-480 330-560

IV CPC 1320- 2040 1400-2300

V CPC 4000- 6000 4500- 7000

VI CPC GP 2800 GP 4200

11.22.142 It has been stated that this pay disparity has been continuing despite the direction of

the Central Administrative Tribunal to remove it. The issue was projected before the VI CPC

by Delhi Police but the VI CPC did not make any recommendation in this regard.

11.22.143 Delhi Police has stated that ASI (Ministerial) and ASI (Stenographer) both belong

to Ministerial cadre in Delhi Police and are required to be given same pay scale particularly in

view of the fact that both are given next promotion in the post of SI (Ministerial). Accordingly,

Report of the Seventh CPC

616 Index

it has been demanded that the pay scales of various ranks in the Ministerial cadre be placed at

par with the corresponding ranks of the executive cadre as also for the Stenographer cadre.

11.22.144 The Stenographer and Ministerial cadres are two distinctly different cadres. ASI/

Stenographer earns promotion in his own cadre, the highest post of which is Inspector/

Stenographer (GP 4600) whereas ASI/Ministerial earns promotion in his own Ministerial cadre

and the highest post in that cadre is ACP (DANIPS) in GP 4800. The ASI/Stenographer in

Delhi Police is appointed as ASI/Stenographer and on successful completion of two years’

probation period is elevated and designated as Sub Inspector/ Stenographer. This being the

position, ASI/Stenographer in Delhi Police cannot be granted GP 4200 as against the

prescribed GP 2800 on his initial appointment, as he becomes entitled to GP 4200 only after

successful completion of his probation period and elevation to the post of SI/Stenographer.

11.22.145 The Commission is, therefore, not recommending any change in this regard.

PAGE 627

Clerical and Stenographer Cadre

11.23.35 In respect of various posts belonging to these cadres, the demands are:

i. Pay hike of Lower Grade Clerk from GP 1900 to GP 2400

ii. Higher Grade Clerk from GP 2400 to GP 4200

iii. Head Clerk from GP 4200 to GP 4600

iv. Office Superintendent from GP 4200 to GP 4800

v. Assistant Secretary/Assistant Director from GP 4600 to GP 5400 (PB-2)

vi. Dy Secretary from GP 5400 (PB-2) to GP 6600

vii. Stenographer (OG) from GP 2400 to GP 4200

viii. PA from GP 4200 to GP 4800

Report of the Seventh CPC

628 Index

ix. PS from GP 4600 to 5400 (PB-2)

x. Sr.PS from GP 4800 and after four years 5400 (PB-2) to GP 6600.

Analysis and Recommendations

11.23.36 In respect of the Clerical cadre posts, the existing pay structure up to the rank of Head

Clerk is similar to that of the posts of LDC, UDC and Assistant in Field/Subordinate offices.

Any revision of pay of these posts at par with the CSS will be applicable to the clerical posts

of UTs following the same pay structure as available in the Central Government.

11.23.37 The posts in the Stenographer cadre are already placed in the similar pay

structure available in Field Offices. The issues of parity in pay between headquarters and

field have been dealt with in the Chapter 7.1.

PAGE 655   important

Stenographers

11.23.167 A demand has been made for higher grade pay for Steno Grade-II from existing GP

4200 to GP 4600 and Sr.P.A Gr.I from GP 4600 to GP 4800 and GP 5400 (PB-3) after

completion of four years of service. They have demanded the higher pay scale in respect of

specific posts to bring parity with that of CSSS cadre posts. The demand has been justified on

the ground that the mode of recruitment is same as for the CSSS, i.e., All India Competitive

Examination with similar eligibility criteria and that all Stenographer of the rank of Steno

Grade II and above working in the GNCT of Delhi have been recruited through Staff Selection

Commission prior to Delhi Subordinate Services Selection Board.

Analysis and Recommendations

11.23.168 GNCT Delhi has already upgraded the pay scales of Sr.P.A/Stenographer Gr.I,

Stenographer Grade II and Stenographer Grade III vide Orders No. 56, 57 and 58

respectively all dated 03.02.2015. Hence, no further recommendations are required.\

PAGE 660

11.23.195 Similarly, the pay scales for the post of Inspectors (GP 4200) should be upgraded to

GP 4600 at par with the pay scales of their counterparts in these States which is GP 4600. For

said pay hike for the post of Inspectors, they have also stated that, GNCT Delhi vide their order

dated 03.02.2015 upgraded the pay scales of Grade-II (DASS) and Stenographer Grade-II

which has been extended to Inspectors of other Departments of Delhi Government, namely

Labour, VAT, Industry etc.

Analysis and Recommendations

11.23.196 The comparison of pay scales of various posts of the Transport Department, GNCT

Delhi, with the pay scale of Regional Transport Officers of State Governments is not tenable.

11.23.197 The comparison of pay scales with DASS cadre is on account of the fact that DASS

Grade II officers are posted in field offices as Inspectors in various departments such as Labour

Department, Transport Department etc and they continue to draw their salary in GP 4600

whereas the entry level posts in such departments are in GP 4200.

11.23.198 Accordingly, demand for pay hike for the post of Inspector from GP 4200 to GP

4600 at par with the pay of DASS Grade-II has been made. Since, the upgradation of pay of

DASS cadre has been carried out by the Delhi Government unilaterally, this Commission

is not in a position to recommend rectification of such parity issues. This Commission

however feels that upgradation of pay scales of any cadre may be taken up by the

government only after assessing underlying parity issues with other cadres and

implications it may involve vis-à-vis similarly placed cadres in the same/different

departments.

PAGE 712

Central Administrative Tribunal (CAT)

11.35.7 The Central Administrative Tribunal was set up in November 1985 after the Parliament

enacted the Administrative Tribunals Act 1985 which came into force in July 1985 for

adjudication of disputes with respect to recruitment and conditions of service of persons

appointed to Public Services and Posts in connection with affairs of the Union or other local

authorities within the territory of India or under the control of Government of India and for

matters connected therewith or incidental thereto.

Maintenance of Pay Parity with CSS/CSSS

11.35.8 Consequent on orders of DoPT in compliance with court order, the Assistants/

Stenographer Grade C/Court Masters in CAT were placed in GP 4600 w.e.f. 01.01.2006 at par

with CSS/CSSS cadre. Similarly, vide a separate DoPT Order dated 01.04.2009 the Section

Officer/PS of the CAT were granted GP 4800 and GP-5400 (PB-3) thereafter on completion

of four years of regular service w.e.f. 01.01.2006 at par with CSS/CSSS.

11.35.9 The CAT has demanded that the Commission make specific recommendations in their

report and grant same pay scale and grade pay to their officer/staff, as applicable to CSS/CSSS.

Analysis and Recommendations

11.35.10 The Section Officer/PS and the Assistant/Steno Grade-C/Court Masters of the

CAT are already placed in the same Band Pay and Grade Pay as admissible to their

counterparts in CSS/CSSS. Thus, the demand of CAT amounts to maintenance of parity.

The pay structure of CSS/CSSS has been dealt with in detail in Chapter 7.1. Hence

replacement pay applicable to CSS/CSSS will be extended to CAT as well.

PAGE 715

Pay Parity with CSSS

11.35.24 The Non-Gazetted Officers Association, LBSNAA has demanded pay parity with

CSSS in respect of the posts of PA/Grade-C Stenographer and PS in Subordinate/Field offices

and GP-4600 for the post of Assistant and GP-4800 for the Office Superintendent of LBSNAA

at par with their counterparts in ISTM on the ground that in ISTM, these officers are getting

higher pay being employee of the CSS cadre. The Assistants in ISTM are drawing pay in GP

4600 while those in LBSNAA are drawing GP 4200. Similarly, Section officer in ISTM is in

GP 4800 whereas Office Superintendent in LBSNAA is drawing pay in GP 4200.

11.35.25 It has been argued that this parity is necessary for improving the delivery mechanism

for providing better services to officer trainees and the common man.

Analysis and Recommendations

11.35.26 The issue has been dealt under Chapter 7.1. Hence no specific recommendations

are being made here.

PAGE 798

Secretariat and Non-Secretariat Staff

11.46.14 The hierarchy of Secretariat Staff in DOS and Non-Secretariat staff in ISRO is shown

below:

ISRO DOS

Senior

Assistant GP 4200

100 percent by

promotion Assistant GP 4600

100 percent by

promotion

Assistant GP 2400 Graduate-1st UDC GP 2400 Graduate–1st

Personal

Assistant GP 4200

100 percent by

promotion

Personal

Assistant GP 4200

100 percent by

promotion

Junior PA GP 2400 Graduate-1st Stenographer GP 2400 Graduate–1st

11.46.15 A demand has been made to upgrade the post of Senior Assistant in ISRO from the

present GP 4200 to GP 4600 at par with Assistant in DOS. Similarly a demand has also been

made to upgrade the post of Personal Assistant in ISRO from its present GP 4200 to GP 4600

at par with Personal Assistant in DOS. The justification given is that both Senior Assistants

and Personal Assistant in ISRO at their preceding levels are in the GP 2400 and carry the

minimum entry qualification of graduation with first class, which is the same as that of the

preceding levels of Assistants and Personal Assistants in DOS.

Analysis and Recommendations

11.46.16 The Commission has considered the parity issue between secretariat and nonsecretariat

offices in its Chapter 7.1 on Headquarters Organizations in GoI and Office Staff in

field offices. The general recommendations made therein will apply to all categories of

Administrative Staff in DOS/ISRO as well.

PAGE 821

Stenographers’ Cadre

11.52.21 They have sought an upgradation in pay for the posts of Stenographer Gr II,

Stenographer Gr I, Private Secretary, Senior Private Secretary, Principal Private Secretary to

bring them at par with those in the Central Secretariat Stenographers Service (CSSS).

Analysis and Recommendations

11.52.22 The ministry has forwarded to the Commission the views of CPWD in this regard.

CPWD has recommended complete pay parity with CSSS cadre for this Ministerial cadre of

CPWD.

11.52.23 The Commission has recommended that pay level for posts of Stenographers should

be common across Headquarters and field offices. Recommendations regarding this cadre are

detailed in Chapter 7.1.

PAGE 823

Stenographers

11.52.36 Stenographers in the Land and Development Office (L&DOs) have sought merger of

their posts with the Central Secretariat Stenographers Service (CSSS) with a view to enhancing

their pay and promotional prospects.

Analysis and Recommendations

11.52.37 The Commission notes that the Land and Development Office is an attached office of

the ministry. On the other hand, the Central Secretariat Stenographers Service is tasked with

assignments in the Central Secretariat. The Commission, in Chapter 7.1, is recommending

identical pay levels for personnel in Headquarters and in the field offices. This should address

the grievances with regard to pay for the Stenographers in the Land and Development Office.