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NFIR

Registration No. : RTU/Nnnl3112012

Federation of IndianRailwaymen National ROAD,NEWDELHI. 110055 3, CHELMSFORD Affiliatedto : lndian NationalTradeUnionCongress(INTUC)& InternationalTiansportWorkers'Federation(lTF)

Dated:1610812017

No. IV/DAC|7 CPC|20I6 The SecretarY(E)' RailwayBoard, New Delhi DearSir,

out of the Sub: DepartmentalAnomaly committee to settle the anomaliesarising implementationof 7thCentralPay Commission's recommendations-reg' Ref:

(i)

(ii)

Railway Board's letter No. PC-VII/2Ol6lDACl1 dated 0511012016, & 0610612017 ,2510512017 29(gl;017 . lsl04l20l7,0310512017

. dated0910612017 NFIR'sletterNo. lY lDACITcPCl2016 **rrtfi{
Meeting In continuationof discussionsin the first DepartmentalAnomaly Committee containing held on 20thJune 2017 in the Railway Board on NFIR's Note dated 0910612017 (ltem I to Item anomalies,the Federationfurnishesadditionalissuesvide Annexuresto this letter so far as Railway 3 in 5 pages)which are required to be dealt by DAC for rectification employeesareconcemed. Yours faithfqllY' " ^', DA/S Paees

trF.'\-{', . .__ -t

(Dr. M. Raghavaiah) GeneralSecretary Delhi for copy to the Addl. Member (staff) & chairman/DAC, Railway Board, New informationandnecessaryactionplease' of affiliatedUnionsofNFIR. to the GeneralSecretaries ,lopy MediaCentreArlFIR. File No. IVAIAC/7 CPC 12016.

Fax : 011-23744013, Phone: 011-23343305, Rly-22382 65027299,Rly.030-22283,22626, [email protected], Website: www.nfirindia.org E-mail:

EARLYDETECTION OF HIV/ AIDS. PROLONGS QUALITYOF LIFE

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nnexure

Item No.l

MACPS anomaly as a result of implementation of 7thCPC Pay Matrix levels.

NFIR gives below an illustration relating to no benefit in certain situations where the employeeis grantedMACP - rectification requested. In the existing pay matrix the stagesof pay are samein most of the levels such as level Z& 3, 6&7 ,7&8 etc.In this situation, if an employeeis upgradedunder MACP from one level to another level, his pay will be almost (Exactly) same as he may have drawn even without receiving the benefit under MACP. Illustration: 7

Existing pay level

60400

Existingpay in pay level 7 (cell 11)

8

MACP Pav level MACP Pay frxed in level 8 (cell 10)

62200

Pay in level7 with one inc. (Cell 12)

62200

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Annexure Page 1

&

Anomaly in Pay Matrix levelsof 7thCPC

Item No.2

! NFIR points out that an anomaly has arisen due to non-grant of 3o/oof pay towards annual increment,pursuantto implementationof 7fr CPC pay matrix levels as explainedbelow:Clause (c) of terms of referenceof the National Anomaly Committee says that the Official Side and Staff Side are of the opinion that any recommendationis in contraventionof the principle or the policy enunciatedby the 7* CPC itself without the commissionassigningagy reason,constitutesan anomaly. The recommendationsof 7* CPC regardingAnnual Incrementare as follows: 7tnCPC Report-Highlights of recommendationsAnnual Increment-The rate of annualincrementis being retainedat3Yo. 7ft CPC Report Forward:Para 1.19- The prevailing rate of incrementis consideredsatisfactoryand has been

(a)

(b) (i) (ii)

retained. (iii) 7'hCPC Report-Chapter 4.1-Principlesof pay determination:Para-4.1.I7-The various stageswithin a pay level movesupwardsat the rateof 3o/o per annum. (iv) 7fr CPC Report-Chapter-5.1 -Pay structure(Civilian employees) Para5.I .38-Annual Increment. "The rate of annualincrementis being retainedat 3o/o" Para5.\.2I-The vertical rangeof eachlevel denotespay progresswithin that level. That indicatesstepsof annualfinancial progressionof 3% within eachlevel. However, contrary to the aboveprinciple laid down by 7^ CPC, the actual increment rate in the following pay level of the pay matrix are less than 3o/oas illustrated in the following table. (c

Pay level 1

2 a J

4 5 6 7 8 9

S. No. in Basic pay in Next abovebasic pay the revised pay after adding the 3oloincrement level (Cell) scale 25647 24900 t2 2III5 2 20500 28428 27600 9

t1 10

34300 3 81 0 0

35329 39243

9

44900 64100

46247

13 9 18

60400 87700

66023 62212 90331

Next above basic Amount of Actual pay after fixed loss to the increment as per pay matrix employee rate3o/o 2.8r 47 25600(Cell13) (Cell 2.92 15 21100 3) 2.89 28 28400(Cell10) (Cell12) 29 2.91 35300 (Cel 2.88 43 11) 39200 47 2.89 46200 'Cel 10) (Cel 2.96 23 14) 66000 2.98 T2 62200(Cel 10) 2.96 3l 90300

AnnexurePase2

(d)

From the abovetable it can be concludedthat: 1. The recommendationsof 7ft CPC regardingincrementrate is in contraventionof the principle or policy enunciatedby 7* CPC, henceit constitutesan anomaly. 2. In many stages even though the incrementrate shown is 3%o,itis roundedoff to next below amount causing financial loss to the employees. 3. In the.6fr CPC, while calculating increment,if the last digit as one or above,it used to be roundedoff to next 10. So in this pay matrix, if the amountis 10 and above,it shouldbe roundedoffto next 100.

NFIR, therefore,requeststhe Railway Board to take necessaryaction for rectification of anomaly so as to ensurethat the increment @3% of pay is grantedto employeesin whosecases where the actualamountis less than3%o. ,F{<***rlrFrf

Annexure Page3

Item No. 3

Sub:

Seventh CPC pay structure - grave injustice done to Graduate Engineers and Diploma Engineers in Railways - Review urged. *t< 'k* *'|<{< ***

NFIR invites kind attentionof the Railway Board to Para II.40.I04 to 11.40.115 of the 7tr'CPC report(PageNo. 747 to 749). Vide Para 11.40.109of the 7'h CPC report, it has been stated that oothenext post in the hierarchical structure for Technical Supervisorsis the post of Assistant Engineer. There is a 1:1 ratio betweenthe posts of Assistant Engineer filled by Direct Recruitment and those filled through promotion". In this connection,Federationpoints out that no promotions are presently availablefor SSEson the basis of 1:1 ratio. The ground reality is that directly recruited GraduateEngineersto the post of SSE (6d'CPC GP 4600/-) continued to remain in the same Grade PaylPayLevel for not less thin 15 to 20 years.Federationalso conveysthat it would be incorrect to call them "Technical Supervisors"while their official designationsare Sr. SectionEngineersor Jr. Engineers. It is further leamt that the 7s Central Pay Commissionhad relied upon the study report given by Indian Institute of Management, Ahmedabad for denying the improved pay matrices for Graduate Engineersas well Diploma Engineers.Para 6.16.2 of the study report of IIM, Ahmedabadsubmiued to the 7'CPC is reproducedbelow: "6.16.2 Sector-WiseCareerPropressionand PromotionRules: Table 6.16.2:Career Progressionfor Graduate Engineer throush RRB in Railwavs Job Role: Graduate Ensineer Desisnation/Post Promotion Criteria Entry kvel Graduate Engineer through RRB in Railwavs Entry+ l Level AssistantEneineer Period prescribed for promotion to this level as per RIRs is 2 years in the previous level. Actual averageperiod of promotion is 4 vears. Entry+ 2 fuvels Divisional Engineer Period prescribed for promotion to this level as per R"/Rs is 4 years in the previous level. Actual averageperiod of oromotion is 6 vears. Entrv * 3 Levels Sr. Divisional Engineer Period prescribed for promotion to this level as per R/Rs is 4 years in the previous level. Actual averageperiod of promotion is 4 vears. Source:Basedon data provided by the SeventhCentral Pav Commission NFIR hopesthat the Railway Board admits the truth that never promotions have been grantedto the GraduateEngineerson completion of 4-yearsperiod to the post of AssistantEngineerand to the post of Divisional Engineer on completion of 4-years in the previous pay level. The IIM's distorted study report has done grave damageto the careergrowth of directly recruitedGraduateEngineersin Railways. The wrong information given to the 7* CPC with regard to career progression and salary detalls of Graduate Engineers recruited through RRB in Railways through IIM's study rcport has causedsevere damageto their careerresulting alround resentmentamongthem. Annexure Page4

It is sad to state that the Pay Commission has deviated its own principle u. vide Para "nirrrr"rur"d 4.1.19 of its repoit, which is reproducedbelow:o6Historicallg the qualification and skill set required as well as roles and responsibilities discharged at various levels in the overall hierarchy have been central to the basis for pay grading. The rationalization index has been applied keeping this principle in mind". It is surprising to note that the Railway Ministry (as recordedvide Para 11.40.112of the 7e CPC report) had strongly defended the continuation of existing alrangements on functional grounds, ignoring the reality that the Railway Ministry in the year 2010 had proposedreplacementof GP 46001-with GP 48001-for improvirig the careergrowth of SSEsetc. The Railway Board also failed to mention before 7ft CPC of its decision to upgrade Apex kvel (GP 4600/-) posts to Group 'B' Gazetted(which is yet to be finalized). A seriousanomaly has arisen as a result of misleadingfacts placedby Railway-Ministry before 7* CPC and also the totally incorrect study report of IIM, Ahmedabad presentedto the 7h CPC as sought by the Commission. NFIR" therefore, urges upon the Railway Ministry to review de-novo the entire issue and rectify all aberrations and anomalies arisen consequentupon the denial of improved pay structure and status to the Graduate Engineers as well as Diploma Engineers in Railways and also accord approval for time bound promotionsto them.

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Annexure Page5