REVISION OF PENSION OF PRE-2006 PENSIONERS - REG
Friday, July 31, 2015
Thursday, July 30, 2015
Wednesday, July 29, 2015
Tuesday, July 28, 2015
FORMER PRESIDENT A P J ABDUL KALAM PASSES AWAY. A BIG SALUTE TO THE
MISSILE MAN
News: Bharat Ratna APJ
Abdul Kalam Passed Away: Former Indian President Bharat Ratna APJ Abdul Kalam
(Avul Pakir Jainulabdeen Abdul Kalam) Passed Away today(27.07.2015). He was
reportedly collapsed on stage while giving a lecture at the Indian Institute of
Management in Shillong and immediately rushed to hospital. Doctors say he
suffered from a cardiac arrest.
Dr
Kalam was born in Rameswaram on October 15, 1931, to a boatman. He played a
pivotal role in India's Pokhran-II nuclear test in 1998, the first since the
test by India in 1974. He was known as Missile Man India for ensuring the
success of Integrated Guided Missile Development Programme (IGMDP). For his
achievements, he was awarded the Padma Bhushan, Padma Vibhushan and Bharat
Ratna, and then he became the 11th President of India in 2002. He was THE BEST
and the ONLY president of India who inspired youth. His life itself is a
motivational lesson for the modern youth.
APJ Abdl Kalam : Timeline of Important Dates
:
1931 : A.P.J. Abdul Kalam was born on 15th
October.
1954: Graduated from Saint Joseph's College,
Tiruchirappalli.
1955: Enrolled at the Madras Institute of
Technology to study aerospace engineering.
1960: Joined Aeronautical Development
Establishment of Defense Research and Development Organization (DRDO) as a
chief scientist.
1969: Was transferred to the Indian Space
Research Organization (ISRO).
1981 : Honored with Padma Bhushan
1990 : Honored with Padma Vibhushan
1992-1999: Served as the Chief Scientific
Adviser to the Prime Minister and the Secretary of Defence Research and
Development Organisation.
1997 : Honored with Bharat Ratna
1997 : Honored with Indira Gandhi Award for
National Integration
2002-2007: Served as the 11th President of
India.
2015 : Passed Away on 27th July.
Famous Books by Abdul Kalam :
Developments in Fluid Mechanics and Space
Technology (1988)
India 2020: A Vision for the New Millennium
(1998)
Wings of Fire: An Autobiography (1999)
Ignited Minds: Unleashing the Power Within
India (2002)
The Luminous Sparks (2004)
Mission India (2005)
Inspiring Thoughts (2007)
Indomitable Spirit (2007)
Envisioning an Empowered Nation (2010)
You Are Born To Blossom: Take My Journey Beyond
(2011)
Turning Points: A journey through challenges
(2012)
Target 3 Billion (2011)
My Journey: Transforming Dreams into Actions
(2013)
A Manifesto for Change: A Sequel to India 2020
(2014)
Transcendence My Spiritual Experiences with
Pramukh Swamiji (2015)
Monday, July 27, 2015
HANDBOOK
FOR INQUIRY OFFICERS AND DISCIPLINARY AUTHORITIES - 2013 ISSUED BY DOPT.
Click here to view the Handbook for Inquiry officers and
disciplinary authorities 2013 issued by DOPT.
Friday, July 24, 2015
Modification of paragraph 6 of the
guidelines dated 19.9.2014 of Inter-pool exchange between General Pool
Residential Accommodation and Departmental Pool and inter-pool transfer of
accommodation with General Pool in Delhi
No.12035/9/89-Pol.II
(Vol.II)
Government of India
Ministry of Urban
Development
Directorate of Estates
Nirman Bhavan,
New Delhi-110 108.
Dated the 20th July,
2015
OFFICE MEMORANDUM
Sub: Modification of paragraph 6 of the guidelines dated 19.9.2014
of Inter-pool exchange between General Pool Residential Accommodation and
Departmental Pool and inter-pool transfer of accommodation with General Pool in
Delhi
The
undersigned is directed to refer to the Directorate of Estates O.M. of even
number dated 19.9.2014 vide which guidelines for Inter-pool exchange between
General pool residential Accommodation and Departmental Pool and inter-pool
transfer of accommodation within General Pool in Delhi have been issued.
2.
The matter has been reviewed and
it has been decided by the competent authority to substitute the paragraph 6 of
the existing guidelines dated 19.9.2014 as below:
“6. Inter-pool exchange may be
allowed only in cases where a Department is offering a higher type of
accommodation from its Pool in lieu of lower type of accommodation of General
Pool in respect of Type I to VI(Special) accommodation. However, in respect of
exchange of Type V and above accommodation, inter-pool exchange may be allowed
if the same or higher type of accommodation is offered by the Department from
its Pool in lieu of the type of accommodation in General Pool.”
3.
All other terms and conditions
laid down in the guidelines dated 19.9.2014 will remain unchanged.
Sd/-
(Swarnali
Banerjee)
Deputy
Director of Estates(Policy)
Thursday, July 23, 2015
RECOMMENDATIONS & CONCLUSIONS
46th SESSION
OF I.L.C.
CONCLUDING
SESSION OF 46TH ILC
The 46th session of
India Labour Conference concluded yesterday at Vigyan Bhawan, New Delhi where
the recommendations and conclusions were adopted on 5 chosen agenda items after
the at length tripartite deliberations which lasted 2 days.
In his concluding remarks, the chairman of the ILC and Labour and
Employment Minister of state (Independent Charge) , Shri Bandaru Dattatreya
reiterated his Governments commitment to reform process with tripartite
consensus to promote the employment generation at a massive scale particularly
for the aspiring youth population of this country. The consensus
conclusions/recommendations on each of the agenda items are reproduced here:
Implementation of the conclusions/ recommendations of the 43rd, 44th and
45th Indian labour conference, particularly on contract labour, Minimum wages
and scheme workers and tripartite mechanism Conclusions of the committee are as
follows:-
The committee debated the recommendations of the 43rd, 44th and 45th
Indian labour conference at length and expressed its concern over
non-implementation of the conclusions, particularly on contract labour, Minimum
wages, scheme workers and tripartism. It was therefore unanimously recommended
that concrete measures should be undertaken to expeditiously implement the
recommendations in letter and spirit. Periodic reviews should be undertaken by
the stakeholders.
Recommendations of conference committee on “social security for
organized, unorganized and migrant International workers”
There was an in-principle agreement for coverage of all workers
organized as well as unorganized under social security with support wage by
Government, if required, for providing decent living conditions. The committee
recommended that:
I. Mechanism for identification
and registration of unorganized workers should be provided. Special drive
should be launched for the said purpose and, if required, direct registration
by the Government.
II. Schemes for organized/
unorganized workers should be made efficient.
III. Budgetary provisions
should be made for those unorganized workers who are not covered under any specific
social security scheme.
IV. The cost of
registration of unorganized workers should be borne by the Central/ State Government.
V. There should be proper
utilization of fund collected through building construction cess and administrative
expensed should not be for what is not stipulated.
VI.
The Anganwadi/ Asha/ Mid-day meal and other such workers, the
committee reiterated that they should
be extended coverage under ESI/ EPF.
VII.
As regards ESIC, the following recommendations were given:-
a.
ESIC to expand to cover all states/ UTs. All districts where scheme is
running at present should be covered fully/
b.
The ESIC scheme to be expanded to unorganized sector by reducing the
threshold form present 10. Self employed
should be provided medical benefit, in phases.
c.
The ESIC should directly run the health services in all the states.
Stated should not be asked to bear the cost of Medical expenses.
d.
Medical Facilities should be expanded at a fast pace; establishments of
hospitals and dispensaries should be decided based on geographical necessity.
e.
All construction workers should be covered under ESI.
f.
ESI coverage for round the clock for medical benefit.
VIII.
As regards EPF, recommendations were:-
a.
Medical Scheme to EPS pensioners from the surplus Corpus of EDLI Scheme.
b.
Extension of coverage by reducing threshold form 20 to 10. ‘Member of
LUB opposed this’
c.
Coverage of both inter-state and international migrant workers under EPF
Act.
d.
EPF pension should be enhanced and linked with price index.
IX.
Wages definition should be uniform for all labour laws.
X.
There should be a mechanism so that employers can deposit social
security contributions at single window.
XI.
For construction workers, there should be a single contribution from
employer.
XII.
Implementation of the decisions taken by 43rd, 44th and 45th ILC with
regard to Social Security.
However, on the point of optional schemes for ESI & EPF, the
employee’s representatives strongly opposed whereas the employers
representatives were of the view that options should be available.
Removal of Conditions on
payment Ceiling eligibility Limits, Decisions to pay Minimum Bonus without
linking to loss when the performance indicator satisfy grant of bonus- The
major conclusions emanating from the discussions in the committee are as follows:
The Conference committee on amendment of Bonus Act – Removal of
Conditions on Payment Ceiling, Eligibility Limits. Decisions to pay Minimum
Bonus without linking to loss when the performance indicator satisfy grant of
bonus constituted to discuss the Agenda item No. 3 of 46th session of the
Indian Labour Conference met under the chairmanship of Captain Abhimanyu,
Minister of Labour, Govt. of Haryana. Shri Om Prakash Mittal, General
Secretary, Laghu Udyog Bharti (LUB) and Ms. Meenakshi Gupta and Mr. B.B.
Mallick, Joint Secretary, MoLE respectively were the Vice-Cheirman and Member
Secretary of the Committee. The Committee had the representation of all the
stake-holders (Workers’ Group, Employers’ Group and State Government).
2.
At the very outset, the chairman of the committee welcomed all the
representatives. He observed that the issue of bonus has been pending for long.
He expressed the hope that all the partners would understand and appreciate the
position of each other and give recommendations keeping in the view the larger
national interest. The Vice-Chairman also welcomed all the Members. Thereafter,
the Member Secretary introduced the subject. The agenda has following 3
issues:-
(i). Removal of calculation ceiling;
(ii).
Removal of Eligibility
Limit; and
(iii). Decisions to pay Minimum Bonus
without Linking to loss when the performance indicator satisfy grant of bonus.
3. It was mentioned that last revision in
the limits (Calculation Ceiling – Rs. 3500 and Eligibility Limit-RS. 10,000)
was done in 2007 based on the recommendations of the 41st ILC.
4.
The committee had very intense detailed discussions on all the aspects
of the Agenda Item no. 3.
(i). The Trade Unions were of the view
that all the ceilings under the payment of Bonus Act. 1965 i.e. eligibility
ceiling, calculation ceiling and maximum percent of bonus payable need to be
removed. They further expressed that they would like to reiterate the stand
taken by them in the tripartite meeting held on 20 October, 2014.
(ii). The Employers,
representatives were of the view that total removal of various ceilings may
lead to spurt in industrial relation issues. They observed that while making
any change in the payment of Bonus Act, 1965 productivity of the workers and
paying capacity of the employers have to be taken into account. They further
observed that they are not in favour of indexation of cost of living for the
purpose of ceiling and bonus calculation. The term ‘Employee’ should be
substituted by the term ‘workman’ as defined under the industrial disputes Act.
The present system of prescribing limits both for eligibility and calculation
should be retained.
(iii). The State Government
representatives were of the view that minimum, limit of bonus (8.33%) may
continue. Regarding limits with regard to calculation and payment ceiling it
was stated that they had no comments to offer. They further observed that
distinction between statutory bonus and productivity linked bonus is quite
relevant in this regard.
(iv). The State Government
representatives also suggested that the central Government may consider
notifying the limits for eligibility of bonus and calculation of bonus through
and administrative process based on tripartite mechanism rather then
legislative process every time. Appropriate amendment to the payment of Bonus
Act, 1965 may have to be carried out accordingly.
Labour laws Amendments proposed/ done by
central or State Governments Conclusions of the committee are as follows:-
1. The
committee reiterates historical role of tripartite mechanism functioning in the
country before any enactment/ amendment of labour laws.
2.
Any labour law amendments/ enactment should take into account three
purpose namely:
(i). Rights and welfare of workers;
(ii). Sustainability of
enterprises and job creation; and
(iii). Industrial peace.
3.
The labour laws need to be relooked and updated in a time bound manner.
4.
Committee recommends that the overall exercise of the labour law
amendments should be discussed in the tripartite forum and the broad and
specific proposals should also be discussed in tripartite meetings.
Recommendations of committee on “Employment and Employment
Generation” of 46 the Indian Labour conference (ILC) are as follows:-
1.
The committee noted that the recommendations of 43rd to 45th ILC on
Employment & Employability need to be fully implemented.
2.
Recognising the employment potential in micro and small industry,
especially in rural areas, an effective single-window system be established to
promoted agro-based and micro & small industries with facility like
concessional finance etc. A system for centralized marketing of products
manufactured by these industries can also be developed.
3.
Enhance the outlays and threshold for public employment generation
programmes in both rural and urban areas.
4.
Fill up vacant posts in Central Government, State Governments and Public
Sector Undertakings in a time bound manner.
5.
Reiterate the necessity for publishing quarterly employment and
unemployment data.
6.
With Central and State Government moving to on-line systems for
employment exchanges there is a need for capacity building of Employment
Exchanges officers for their revised roles under National Career Service (NCS).
Need for integration of Central and State IT initiatives to avoid duplication.
7.
Utilization of idle capacity in Vocational and Educational Institutions
and closed/ sick industry for demand responsive training.
8.
Enhance and expand areas for Recognition of Prior Learning (RPL) with
effective assessment.
9.
Enhance number and improve quality of assessors for vocational training
and consider including ITI faculty for assessments.
10.
To identify labour-intensive industries and new areas where jobs can be
created like renewable energy and reusable resources etc. and providing
employment liked training.
11.
Evolve strategies for increasing female workforce participation in both
public and private employment. YSK/Uma (Release ID :123527)
Re-classification
/ Upgradation of Cities / Towns on the basis of Cencus-2011 for the purpose of
grant of House Rent Allowance to Central Government Employees
To view please
Department of Expenditure OM No.2/5/2014-E.II(B) dated 21/07/2015 please Click Here.
CGHS RATES FOR DENTAL TREATMENT PROCEDURE: CORRGENDUM CLICK HERE FOR DETAILS
Wednesday, July 22, 2015
New
Delhi: A complainant in sexual harassment case will be allowed three months
paid leave and she or the charged central government employee can be
transferred to other department during the inquiry, according to Office
Memorandum F.No.11013/2/2014-Estt (A-II1) dated July 16, issued by
the Department of Personnel and Training (DoPT) in such cases.
The disciplinary authority has been
directed not to dispense with the inquiry in complaints of sexual harassment
lightly, arbitrarily or with ulterior motive or merely because the case against
the government servant is weak.
The committees for checking sexual
harassment at work place will have the powers to recommend transfer of the
aggrieved woman or the charged officer to any other workplace, and to grant
leave to the aggrieved woman up to a period of three months. “The leave will
not be deducted from her leave account,” it said.
Complaints committees have been set
up in all ministries and organisations under them in pursuance to the judgement
of the Supreme Court in the Vishakha case. These committees are to be headed by
a woman and at least half of its members should be women.
“In case a woman officer of
sufficiently senior level is not available in a particular office, an officer
from another office may be so appointed. To prevent the possibility of any
undue pressure or influence from senior levels, such complaints committees should
involve a third party, either an NGO or some other body which is familiar with
the issue of sexual harassment,” the DoPT said in its instructions.
The aggrieved woman or complainant
is required to make a complaint within three months of the incident and in case
there has been a series of incidents, three months of the last incident, it
said.
The complaints committee may,
however, extend the time limit for reasons to be recorded in writing, if it is
satisfied that the circumstances were such which prevented the complainant from
filing a complaint within the stipulated period, the DoPT guidelines said.
Sexual harassment includes physical
contact and advances, demand or request for sexual favours, sexually coloured
remarks, showing any pornography and any other unwelcome physical, verbal,
non-verbal conduct of a sexual nature.
Besides, implied or explicit promise
of preferential or detrimental treatment in employment; implied or explicit
threat about her present or future employment status; interference with her
work, creating an intimidating, offensive or hostile work environment for her;
and humiliating treatment likely to affect her health or safety may also amount
to sexual harassment, it said. .Source :PTI
***********************************
Frequently Asked Questions(FAQs)
*Courtesy: International Labour
Organisation,2014
What is Sexual Harassment?
Sexual harassment is any unwelcome sexually defined behaviour
which can range from misbehaviour of an irritating nature to the most serious
forms such as sexual abuse and assault, including rape.
The Sexual Harassment of Women (Prevention, Prohibition
and Redressal) Act 2013 defines sexual harassment to
include any one or more of the following unwelcome acts or behaviour (whether
directly or by implication) namely:
i. physical contact and advances
ii. a demand or request for sexual favours
iii. making sexually coloured remarks
iv. showing pornography
v. any other unwelcome physical, verbal or
non-verbal conduct of sexual nature.
· What
is sexual harassment at workplace?
Sexual harassment at
the workplace is any unwelcome sexually defined behaviour which has the purpose
or effect of unreasonably interfering with the individual’s work performance or
creating an intimidating, hostile, abusive or offensive working environment.
The Sexual Harassment of Women (Prevention, Prohibition
and Redressal) Act 2013 states that if the following
circumstances occur or are present in relation to, or connected
with any act or behaviour of sexual harassment, it may amount to sexual harassment
at the workplace:
I. Implied or explicit promise of preferential
treatment in her employment in her employment; or
II. Implied or explicit threat of detrimental
treatment in her employment; or
III. Implied or explicit threat about her present
or future employment status; or
IV. Interference with her work or creating an
intimidating or offensive or hostile work environment for her; or
V. Humiliating treatment likely to affect her
health or safety.
· Quick checklist: Is your work
environment free from sexual harassment?
Most women themselves fail to recognize sexual harassment and
treat it as trivial and routine. Take a look at the checklist below and fill a
check mark (√) to an appropriate box.
|
Check items
|
Yes
|
No
|
|
1. You have supervisors or colleagues that you want to avoid
working together
|
||
|
2. You feel that somebody is constantly staring at you
|
||
|
3. The number of female and male workers is not well-balanced
|
||
|
4. There are times when supervisors or colleagues touch your
body
|
||
|
5. There are uncomfortable incidences at my workplace but I
tolerate it with my patience
|
||
|
6. My supervisor sometimes asks me out for dinner
|
||
|
7. I stay obedient to whatever my supervisor says as I do not
want to lose my job
|
||
|
8. I receive some jokes and comments related to my appearance
|
||
|
9. My supervisor frequently asks me about my personal life
|
||
|
10. I often receive emails irrelevant to my work from a
colleague/supervisor
|
If you have many check marks under “Yes”, your work environment
may not be free from sexual harassment. If you are in doubt, discuss with
trusted colleagues, and do not stay silent.
· What should you do if you experience sexual
harassment?
If you experience sexual harassment, take action to stop it.
Speak up at the time: Be sure to say
"NO" clearly, firmly and without smiling when you experience sexual
harassment as that is the best way to let the harasser know that his or her
behaviour is offensive. If you are asked to go places, do things, respond to questions,
or engage in situations that make you uncomfortable, say "NO"
emphatically and clearly and do not worry about offending the other person or
hurting his or her feelings. Objecting to the behaviour when it occurs helps if
you decide to file charges later.
Keep records: Keep track of
what happens in a journal or diary and keep any letters or notes or other
documents you receive. Keep copies of any offensive material at the workplace.
Write down the dates, times (including frequency of offensive encounters),
places, and an account of what happened. Write down the names of any witnesses.
Every document that you use during trial must be authenticated
by a witness. Keep this in mind during your depositions when the defense asks
you where you obtained a document. If you are not clear about where you got the
document, and who can authenticate it, you will not be able to use it during
your trial.
Take all letters of commendation, awards, thanks you's and
anything at all that will corroborate your positive job performance. Pay
special attention to documents that your superiors have provided lauding you
and your work. If possible, ask your clients, staff, and peers for letters of
commendation.
Talk to someone you can trust: Being quiet or stoic
about sexual harassment lets it continue. Talk to other co-workers, union
members, family members or friends whom you can trust. You may not be the only
one harassed by this person.
Create a witness: Inform a trusted
colleague and try to insure that s/he is an eye or ear witness to a situation
where you are being sexually harassed. This will be useful later if you chose
to file a formal complaint.
Report sexual harassment to the appropriate person in the
organization: Explore the different avenues available
to you and file a formal complaint if necessary. If your organization does not
have a policy, ensure that your employer formulates an anti-sexual harassment
policy and carries out all the connected tasks.
Get a medical check-up: If you have been raped
or physically assaulted, go for a medical check-up. Obtain a medical report.
This is important, should you decide to pursue a legal case.
· Can an aggrieved file a civil suit in a case
of sexual harassment in the workplace?
Yes, a civil suit can be filed for damages under tort laws. The
basis for filing the case would be mental anguish, physical harassment, loss of
income and employment caused by the sexual harassment.
· Under what circumstances can complaints be filed?
Complaints may be filed under the following circumstances:
· Cases involving individuals from the same
organization
· Cases that concern third party harassment,
which implies harassment from an outsider.
· Where can I
file a complaint?
o Internal Complaints Committee – if you are an aggrieved woman who has a
relationship of work with that specific organization
o Local Complaints Committee – if you are an employee from an establishment
where the Internal Complaints Committee has not been constituted due to having
less than 10 workers. In the case that the complaint is against the employer
himself/herself and the individual feels that the case may be compromised, she
can also lodge the complaint in the LCC
o For instances where the LCC may not be
immediately accessible, the Act instructs the District officer to designate one
nodal officer in every block, taluka and tehsil in rural or tribal area and
ward or municipality in the urban area, who will receive the complaint and
forward it to the concerned LCC within 7 days.
o Local police station, in case provisions under the Indian
Penal Code are applicable.
Source :
http://pib.nic.in/newsite/efeatures.aspx?relid=1231
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