The consideration zone of the officers for the promotion against the vacancies of Asstt. Commissioner in r/o cadre restructuring has already been sent to the Board by the concerned committee. .
{- OUR MAIN DEMANDS. •(1) Grade Pay of Rs.5400 in PB-3 w.e.f 01.01.2006 to all Superintendents of Central Excise and Time scale in PB-3 on completion of 4 years service as Superintendent (2) Stagnation to be reduced to less than 4 years for induction to Group-A in STS ( DC) grade directly. (3)• 3rd MACP & 2nd MACP should be Grade Pay Rs. 7600 in PB-3 & 6600 in PB-3 respectively. •(4) Parity in matter of career prospects of (Group-B) Inspector along with Examiner of Customs and other counter parts.}----. Further we also demand that (1) 50% of Dearness allowance should be merged with basic pay (2), the New Pension Scheme and PFRDA Bill should be withdrawn (3) relaxation children education allowance from Income Tax (4) Cash less health scheme to all Central Excise Employees (5) removal of the unscientific ceiling in compassionate appointment (6)creation of separate service to maintain all India seniority list for Inspectors and prospective removal of zonal disparity in promotions (7) introduction of in situ/ time bound promotional scheme to grant 5 promotions to all Inspectors of Central Excise in their entire service career,those have completed 8 years as Inspector and 20 years as Inspector and Supdt. combinedly should be upgraded to the post of Supdt and AC respectively (8) immediate DPC against existing vacancies in the cadre of AC, (9) regularization of adhoc promotions pending since 97 on revised ratio as per SC decision dated 03.08.13(10) Three upgradations under MACP should be post based like ACP scheme.(11) provision for proper infrastructures to all offices with a provision of sitting arrangement as per prescribed norms (12) issue of laptop/mobile to all Inspectors/Superintendents (13)granting of pay scale of 2000-3200 & 6500-10500 to the cadre of Inspector w.e.f 01.01.86 & 01.01.96 respectively (14) granting of pay scale of 2200-4000 & 8000-13500 to the cadre of Superintendent w.e.f 01.01.86 & 01.01.96 respectively (15) CR must be conducted in every 4 years block like CSS.

Thursday, 24 April 2014


OBITUARY
            With deep sorrow and profound grief, the sad demise of our beloved Sh. Chandrasekar, one of our former Secretary Generals of All India Federation of Central Excise Executive Officers(Presently renamed as All India Central Excise Inspectors Association), is informed to all. He left this mortal world for his heavenly abode today on 24.04.14 due to cardiac arrest at Purasawalkam, Chennai. Let us all console his family and pray the almighty God to give strength to them to face this saddest situation.  
In grief,                                                                                                                     
(RAVI MALIK),
Secretary General
and all the office bearers as
well as whole cadre.

The date of effect of the 7th Central Pay Commission

The Finance Minister answered to a question in Parliament that the date of effect of the recommendations of the 7th Central Pay Commission will be decided once the Report is submitted
GOVERNMENT OF INDIA
MINISTRY OF FINANCE
LOK SABHA
STARRED QUESTION NO 243
ANSWERED ON 07.02.2014
SEVENTH PAY COMMISSION
243 . Shri M. KRISHNASWAMY
Will the Minister of FINANCE be pleased to state:-
(a) whether the Government has initiated the process to constitute the Seventh Central Pay Commission for the Central Government employees;
(b) if so, the details and the present position thereof;
(c) the date by which the new pay is likely to be made effective;
(d) whether the representatives of the Defence forces are likely to be included in the Commission and if so, the details thereof; and
(e) if not, the reasons therefor?
ANSWER
MINISTER OF FINANCE (SHRI P. CHIDAMBARAM)
(a) to (e) A statement is laid on the Table of the House.
STATEMENT AS REFERRED TO IN REPLY TO PARTS (A) TO (E) OF LOK SABHA STARRED QUESTION NO.243 TO BE ANSWERED ON 7 FEBRUARY, 2014 REGARDING SEVENTH PAY COMMISSION BY SHRI M. KRISHNASSWAMY
(a) and (b): The Government has decided to constitute the 7th Central Pay Commission as under: -
1. Shri Justice Ashok Kumar Mathur, -Chairman
(Retired Judge of the Supreme Court and
Retired Chairman. Armed Forces Tribunal)
2. Shri Vivek Rae, – Member (Full time)
(Secretary, Petroleum & Natural Gas)
3. Dr. Rathin Roy. – Member (Part time)
(Director, National Institute of
Public Finance and Policy)
4. Smt. Meena Agarwal, – Secretary
(OSD, Department of Expenditure,
Ministry of Finance)
(c): The date of effect of the recommendations of the 7` Central Pay Commission will be decided once the Report is submitted.
(d) and (e): The composition of the 7th Central Pay Commission is broadly in line with the composition of the previous Central Pay Commissions. The scope of the task before the Central Pay Commission is framed in such a fashion as to enable the Commission to examine holistically all aspects of emoluments` structure of various categories of Central Government employees, including personnel of Defence Forces, having regard, inter-alia, to the issues specific to them and make recommendations thereon.


CONFEDERATION OF CENTRAL GOVERNMENT GAZETTED OFFICERS’ ORGANIZATIONS
.
        Cicular No /Confdn/2014 -15/1                                                                                       Dated: 22.04.2014.

“If we all stand together we are a force that can shake the whole world”.
Dear Sir,
The Convention of Confederation of Central Government Gazetted Officers Organisations was held on 17th April 2014. Chief Office bearers of 13 Federations/Associations representing 55,000 Officers participated. 35 Representatives and Office bearers from Audit and Accounts officers, CPWD Engineers, Central Excise Gazetted Officers, Pay and Accounts Officers, Statistical Officers, Postal Accounts Officers, Survey Officers, Customs Preventive Officers, all India radio engineers, Income Tax gazetted Officers, Zoological Survey Officers, Defence Research Development Organisation technical Officers, Indian Ordinance Factories Gazetted Group B Officers and Railway promote Officers attended the Convention.
Shri Bhaskar Bhattacharya, Secretary General, Income Tax Gazetted Officers Association welcomed the Gathering.  He briefly dwelt upon the objectives of the convention; the presidium consisting of Shri.S.B.Chaubey, General Secretary of Indian Ordinance Factories Gazetted Officers Association, Shri.Ravi Malik, Secretary General , All India Central Excise Gazetted Executive  Officers and Shri.Ajay Goyal, President of Income Tax Gazetted officers Association conducted the proceedings.
Shri S.Mohan, Secretary General of All India Audit and Accounts Officers Association, while introducing the draft declaration of the Convention, recalled how the idea of this Confederation emanated 10 years ago. He stressed upon the need for a forum for representing the grievances of Group B Gazetted officers.  He stated that the Group C is the most organised in the Central Government Set up while in the case of Group A officers, they themselves run the Government and they could take from the Government whatever they want, whereas Group B Gazetted officers remain the most unorganised category in the Central Government Working Segment and none of the demands of this category has been met by the Government The immediate need therefore, Shri. S.Mohan emphasized, was a JCM like forum for Group B Gazetted officers. He interalia pointed out the following:
1.      The pay scales were not uniform in the Group B Gazetted category across all the departments.  We have been divided and the Government was not considering us a force to reckon with.
2.       Before 6th Pay Commission, the Confederation of Officers demanded that the categorizing the officers as Group B Gazetted should be abandoned  and there was a need for only two categories in the Central Government,  viz. Gazetted Officer and Non Gazetted Staff.  The 6th pay commission did not accept our demand.
3.      If the Government does not accept this demand, our  we should insistence before the 7th Pay Commission to fix a minimum residency period for Gazetted Group B and after particular minimum residency period, every Gazetted Group B should be made Group A
4.       There is an immediate need to fix a decent pay for the Group B Gazetted Officers.
Shri. S.Mohan insisted that a permanent, feasible, a working body was very much necessary to take care of the Confederation of Officersdemand and there should be consistent struggle to achieve our demand. Mere application/submission of representation to pay commission was not enough for achieving our demands.
All the Chief Office bearers of the 13 Federation who participated in the convention shared their experience and valued opinion about the draft declaration and suggested improvements to the draft declaration.
The prominent suggestions included (i) minimum residency period should be fixed for Group B Gazetted Cadre for induction into Group A,(ii) Time bound promotion to Gazetted Group B, (iii) Scrapping of New Pension Scheme, (iv)to dispense with food bill reimbursement, (v) Daily allowance to officials on LTC as was being practiced in some PSUs/Banks, (vi) Annual Master Health Check-up from reputed Hospitals etc.  Finally it had been decided as follows.
1. All the 13 Federations shall carry our struggle to achieve our common demand of Gazetted Group B Officers.
2.  All the associations/Federations representing Gazetted Group B Officers in the Central Government whoever had not come so far and whoever was not approached till now shall be approached to bring them under the banner of Confederation of Central Government Gazetted Officers Organisations.
3.  A Common Memorandum on Gazetted Group B Officers shall be presented to 7th Pay Commission. The Common Memorandum would also be a part of the submissions of the respective Association/Federation to the 7th Pay Commission
4. Each individual Federation shall communicate to Shri.S.Mohan their opinion, suggestions, and demands before the 7th CPC to before 25th May 2014 so as to enable the core body to finalise the common memorandum on behalf of the Confederation.
5. It has been broadly decided to explore the commonality in approach between the JCM led organisations, its memorandum to the 7th Central Pay Commission and that of the Confederation of Officers
6. Decided to hold a Conference at Kolkotta during the second fortnight of June 2014 to adopt the Constitution of Confederation and to elect a Body democratically.
7. As an interim arrangement, Shri. S.Mohan, as the Convenor, Shri.Baskar Bhattacharya as the Joint Convener, and Shri. Raman Kumar Sharma, Secretary General, Indian Railway Promotee Officers Federation were nominated as core committee members.
The Convention concluded with the vote of thanks proposed by Shri. Baskar Bhattacharya, Secretary General, All India Income Tax Gazetted Officers Association.


S.Mohan
Convenor







Tuesday, 22 April 2014

All our Unit Secretaries are requested to convey the opinion of concerned unit by email to SG by 20.05.14 duly consulting their members about the reply to such questionnaire to be submitted to 7th CPC by our Association.

Dear Friends,
As you know the 7th  Central Pay Commission compiled a list of questions and sent it along with a circular to all the Ministries/Departments of Indian Government, inviting their suggestions. It has come to our knowledge that the circular was also sent to all the Central Government employee Associations/ Federations. This could be treated as a irrefutable proof of the fact that the 7th Pay Commission has already started its work!  We have already posted the Questionnaire of 7th CPC in this blog post for information of all. However the same is again reproduced below:
"7th CPC Questionnaire
1. Salaries
1.1 The considerations on which the minimum salary in case of the lowest Group ‘C’ functionary and the maximum salary in case of a Secretary level officer may be determined and what should be the reasonable ratio between the two.
1.2 What should be the considerations for determining salary for various levels of functions falling between the highest level and the lowest level functionaries?
2. Comparisons
2.1 Should there be any comparison/parity between pay scales and perquisites between Government and the private sector? If so, why? If not, why not?
2.2 Should there at all be any comparison/parity between pay scales and perquisites between Government and the public sector? If so, why? If not, why not?
2.3 The concept of variable pay has been introduced in Central Public Sector Enterprises by the Second Pay Revision Committee. In the case of the Government is there merit in introducing a variable component of pay? Can such variable pay be linked to performance?
3. Attracting Talent
3.1 Does the present compensation package attract suitable talent in the All India Services & Group A Services? What are your observations and suggestions in this regard?
3.2 To what extent should government compensation be structured to attract special talent?
4. Pay Scales
4.1 The 6th Central Pay Commission introduced the system of Pay Bands and Grade Pay as against the system of specific pay scales attached to various posts. What has been the impact of running pay bands post implementation of 6th CPC recommendations?
4.2 Is there any need to bring about any change?
4.3 Did the pay bands recommended by the Sixth CPC help in arresting exodus and attract talent towards the Government?
4.4 Successive Pay Commissions have reduced the number of pay scales by merging one or two pay scales together. Is there a case for the number of pay scales/ pay band to be rationalized and if so in what manner?
4.5 Is the “grade pay” concept working? If not, what are your alternative suggestions?
5. Increment
5.1 Whether the present system of annual increment on 1st July of every year uniformly in case of all employees has served its purpose or not? Whether any changes are required?
5.2 What should be the reasonable quantum of annual increment?
5.3 Whether there should be a provision of variable increments at a rate higher than the normal annual increment in case of high achievers? If so, what should be transparent and objective parameters to assess high achievement, which could be uniformly applied across Central Government?
5.4 Under the MACP scheme three financial up-gradations are allowed on completion of 10, 20, 30 years of regular service, counted from the direct entry grade. What are the strengths and weaknesses of the scheme? Is there a perception that a scheme of this nature, in some Departments, actually incentivizes people who do not wish to take the more arduous route of qualifying departmental examinations/ or those obtaining professional degrees?
6. Performance
What kind of incentives would you suggest to recognize and reward good performance?
7. Impact on other organizations
Salary structures in the Central and State Governments are broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions. To what extent should their paying capacity be considered in devising a reasonable remuneration package for Central Govt. employees?
8. Defence Forces
8.1 What should be the considerations for fixing salary in case of Defence personnel and in what manner does the parity with civil services need to be evolved, keeping in view their respective job profiles?
8.2 In what manner should the concessions and facilities, both in cash and kind, be taken into account for determining salary structure in case of Defence Forces personnel.
8.3 As per the November 2008 orders of the Ministry of Defence, there are a total of 45 types of allowances for Personnel Below Officer Rank and 39 types of allowances for Officers. Does a case exist for rationalization/ streamlining of the current variety of allowances?
8.4 What are the options available for addressing the increasing expenditure on defence pensions?
8.5 As a measure of special recognition, is there a case to review the present benefits provided to war widows?
8.6 As a measure of special recognition, is there a case to review the present benefits provided to disabled soldiers, commensurate to the nature of their disability?
9. Allowances
9.1 Whether the existing allowances need to be retained or rationalized in such a manner as to ensure that salary structure takes care not only of the job profile but the situational factors as well, so that the number of allowances could be at a realistic level?
9.2 What should be the principles to determine payment of House Rent Allowance?
10. Pension
10.1 The retirement benefits of all Central Government employees appointed on or after 1.1.2004 a re covered by the New Pension Scheme (NPS). What has been the experience of the NPS in the last decade?
10.2 As far as pre-1.1.2004 appointees are concerned, what should be the principles that govern the structure of pension and other retirement benefits?
11. Strengthening the public governance system
11.1 The 6th CPC recommended upgrading the skills of the Group D employees and placing them in Group C over a period of time. What has been the experience in this regard?
11.2 In what way can Central Government organizations functioning be improved to make them more efficient, accountable and responsible? Please give specific suggestions with respect to:
a) Rationalisation of staff strength and more productive deployment of available staff;
b) Rationalisation of processes and reduction of paper work; and  ( c) Economy in expenditure.
12. Training/ building competence
12.1 How would you interpret the concept of “competency based framework”?
12.2 One of the terms of reference suggests that the Commission recommend appropriate training and capacity building through a competency based framework.
a) Is the present level of training at various stages of a person’s career considered adequate? Are there gaps that need to be filled, and if so, where?
b) Should it be made compulsory that each civil service officer should in his career span acquire a professional qualification? If so, can the nature of the study, time intervals and the Institution(s) whose qualification are acceptable, all be stipulated?
c) What other indicators can best measure training and capacity building for personnel in your organization? Please suggest ways through which capacity building can be further strengthened?
13. Outsourcing
13.1 What has been the experience of outsourcing at various levels of Government and is there a case for streamlining it?
13.2 Is there a clear identification of jobs that can be outsourced?
14. Regulatory Bodies
14.1 Kindly list out the Regulators set up unde r Acts of Parliament, related to your Ministry/ Department. The total number of personnel on rolls (Chairperson and members + support personnel) may be indicated.
14.2 Regulators that may not qualify in terms of being set up under Acts of Parliament but perform regulatory functions may also be listed. The scale of pay for Chairperson /Members and other personnel of such bodies may be indicated.
14.3 Across the Government there are a host of Regulatory bodies set up for various purposes. What are your suggestions regarding emoluments structure for Regulatory bodies?
15. Payment of Bonus
One of the terms of reference of the 7th Pay Commission is to examine the existing schemes of payment of bonus. What are your suggestions and observations in this regard?"
                    Although this is part of the usual procedure, it is a well known fact that Central Government employees treat certain questions as an indication of the mindset of the 7th Pay Commission
Let’s see the questions…

What kind of impact did the 6th Pay Commission’s reforms on the Pay Scale structure have, when they were implemented? Do you think such changes were required? The Pay Commission has included questions about the results and procedures of reducing Pay Scale and Pay Bands.Has Grade Pay Concept been effective? If no, the Commission wants to know what could be done to get the desired results.The questions regarding increments have triggered curiosity and interest. Has the purpose behind making July 1 the date of implementing the annual increment, served its purpose? Or, are there any changes required in it?
With annual increment fixed at 3%, what, according to you, would be a reasonable and acceptable level?
What are the pros and cons of the MACP Scheme?
House Rent Allowance is currently being given according to three categories, based on the population of the city. What criteria should be taken into account for the calculation of House Rent Allowance? This particular question assumes great significance.
Questions have been raised about the ratio of the salary of the lowest level employee and the top management. While debates on this issue have been on for a while now, it is worth pointing out that the question has also appeared on the 7th Pay Commission’s list. 
The list also has questions and a number of sub-questions about raising Government salaries to match the payments given in private sectors.Questions have been asked about the possibility of incorporating attributes like talent and performance in job evaluation. The sub-list also has questions regarding bonus, variable increments, performance-based schemes, State Government employees’ pay scales, and pensions. 
One thing is for sure – the circular and its questions have become the hottest topic of discussion and countless debates among government employees right now.

 The national level Convention of Confederation of Central government gazetted officers organizations was held on 17.04.14 at Delhi. The meeting was attended by representatives of the gazetted officers from all over India from all major sectors including, Railways, Defense Productions, AG, Postal, Income Tax , Customs(Prev), Central Excise etc. In the meeting it was felt that it is the right time to consolidate all the gazetted officers under the banner of Confederation of Central Government Gazetted Officer’s Organisation , so that an unified presentation can be made before 7th CPC and to consider further joint united action on the following demands: 1. Appropriate Pay structure, other allowances, and retirement benefits. 2. Five functional promotions and wherever promotion is not possible, five financial up gradation on hierarchical promotional posts. 3. Merger of DA. 4. Interim relief. 5. Cashless Medical facilities, etc.etc.. 

Therefore under the present circumstances, all our Unit Secretaries are requested to convey the opinion of concerned unit by email to SG by 20.05.14  duly consulting their members about the reply to such questionnaire to be submitted to 7th CPC by our Association. After receiving the feed back from our Units, an AC meeting may be held for finalization of the replies.

 

Gazetted Officer

GAZETTED OFFICER is a higher level ranked public servant and authority for the “Gazetted officer” stamp is granted by President of India or Governor of the States or Union Territories. These officers in the Central Government are entrusted with some supervisory and managerial role. However the public conceives a Gazetted Officer only as an attesting authority. The Central civil Group ‘B’ services are the second level of command structure among the broad categories of central civil services. Some of them are regular group ‘B’ services and others isolated posts in Group ‘B’ scales of pay. The recruitment to Group’B’ service is generally through a mixture of direct recruitment and promotions. There were no group ‘B’ services in the Government of India till the year 1930. There is no uniform promotional / classification policies, the Group ‘B’ /Group ‘A’ divisions in Gazetted services. Further on the functional and responsibility there is not much difference and posts are interchangeable. Therefore there is a need for reexamination of distinction of Group A and Group B posts. The Gazetted posts can be restructured into four grades with automatic movement from one grade to another.  The direct recruitment as well as recruitment through promotions to the Gazetted services should be in the same ratio in all the departments, without any restriction of age limit or on the consideration of ‘merit’. In the Government Service, there should only two groups namely Gazetted & Non Gazetted. The Share for induction in the officer cadre from Non Gazetted should be 80% Further, the ratio should be based on the number of sanctioned posts and not on vacancy. This will ensure adequate recognition for experience and will usher in good governance. Currently, the career progression of the various Group ‘B’ services is quite variable. Some of     the Group ‘B’ services, as for example, in the Income Tax department and Central Excise Dept, are feeder services to the corresponding Group ‘A’ services.  Others, like the Central Secretariat service, Railway Board secretariat service, armed force Head quarters service etc have chances of promotions in their offices and some of them have even reached the level of Joint Secretary, Additional Secretary, and Secretary. Some Group ‘B’ services are feeder to the All India Services, for example The Delhi, Andaman and Nicobar civil services and the Delhi Andaman and Nicobar police service. There are other Group ‘B’ services which are not so fortunate and face prolonged stagnation. Job pattern of Group B officers and those at the entry level in Group A, in almost all the Government Departments, are very similar and there could be hardly any reason, except the legacy of India’s colonial past, for persisting with two classes of officers in the Government. (During the days of British Raj, these two classes were for differentiating between White & Brown Sahibs). Such a division has no place in Independent India. It only instills sense of class difference in the officer’s cadre, which thoroughly demoralizes the officers at cutting edge level, striking a fatal blow at the very roots of quality governance. The Hon’ble Commission may, therefore, recommend to the Government to have only two cadres viz.  Gazetted and Non-Gazetted. VI CPC observed that “the Government has never conceded the principle of parity between Central Secretariat Service with other ministerial Services. Hence the 6thCentral Pay commission has been never considered our view points. On the Contrary it created lot of anomalous situations in the Group B cadre. Because of the merger of the cadres the Gazetted Group B is suffocated between Group C and Group A. Career Progression for Group B was not at all considered. The Minimum wage for a Gazetted Group B was also not considered. The concept of running a decent and a reasonable living wage for Gazetted Group B was never thought of by these pay commissions. Gazette notification of government decision on 6 CPC recommendations offered bigger Bonanza to Group ‘A’ cadre only. The Grade Pay has been upwardly revised at ten stages in favour of Gr ‘A’ officers, but not a single upgrade revision, not even the anomalies pointed out in the construction of Pay Bands, have taken place in the case of PB 2. For Senior Group A officers, another Pay Scale has been created called HAG+ (Higher Administrative Grade). The creation of pay scale 75500-80000 (not pay band) for HAG+ itself negated the argument that pay commission recommendation on pay bands were sacrosanct and there could not be any modifications in the pay scales. As regards Gazetted Officers Group B many posts have been merged with same Grade Pay without any extra financial benefit. A Scheme for joint consultation with the organizations of Government servants on the pattern of the Whitely Machinery in the U.K. was recommended by the Second Pay Commission (1959). The Scheme was introduced in 1966 with the object of promoting harmonious relations and of securing the greatest measure of cooperation between the Government, in its capacity as employer, and its employees in matters of common concern, and with the object, further, of increasing the efficiency of the public service. It broadly covers over 95% of the regular civil employees of the Central Government including industrial employees working in departmentally run undertakings like the Railways and the Workshops/Production Units of various Ministries. The Scheme is a voluntary one, and the Government as well as the Staff Associations/Unions participating in the Scheme is required to subscribe to a Declaration of Joint Intent which inter alia provides for abjuration of agitational methods by the Staff Unions/Associations for redressal of their grievances. The Scheme covers all regular civil employees of the Central Government, except: (A) the Class I services; (B) the Class II services, other than the Central Secretariat Services and the other comparable services in the headquarters organization of the Government; (C) the persons in industrial establishments employed mainly in managerial or administrative capacity, and those who being employed in supervisory capacity employees of the Union Territories; and (D) police personnel. More than five decades have gone since then and the issues concerning the Gazetted Officers especially the middle-management cadres continued to mount in the absence of“Grievance Redressal” machinery. The impact of such a gross neglect has been accelerating despite the advent of successive pay commissions and almost reached a level that no more bearable.  The question whether the JCM scheme has been successful in India in terms of non gazette employees of Government of India is debatable the fact remains that the non-gazetted employees could atleast redress their grievances before the JCM and many a times could achieve some tangible results either through meaningful negotiation with National Council or through Arbitration wherever the disagreement is reached notwithstanding the fact it that the  award delivered by the Arbitration Board is subject to the authority of parliament to modify/reject on grounds of national economy/social justice. It has been our experience with the successive pay commissions that we have been treated as ministerial staff and sometimes even lower. Our representations to the Departmental Heads to the pay commissions, to the Ministry and every authority concerned have been simply ignored or rejected off hand without any justification. The sixth Pay Commission is no exception. It has in fact added insult to injury by deliberately denying even the minimum benefit to the Gazetted Officers including MACP. A culture of human exploitation and disrespect for the law prevails, and we are expected to discharge our public service at cheaper cost to enable certain people to pocket extra profit. Disrespect for human beings is in the DNA of the current system. While slavery is, of course, the most extreme situation in the field level offices, the truth is that the Gazetted and Promotee officers are being ruthlessly over loaded. Our Officers perform backbreaking work, at  very low pay scales; and virtually no protection to their self-respect exists. Historically these Gazetted Officers have been and continue to be excluded from Indian fair labour standards and are prevented from associating themselves. The cruelty of modern-day slavery prevailing in the Departments have motivated our officers to continue fighting for their rights, prompting the Government agencies to support our demands that include better pay scales and working conditions and new environment. Pay commissions have been viewed, or at least portrayed, as a stable watch dog of our economy, looking out for everyone’s good like a kind of gentle Big Brother. Any one attacking these Commissions’ Reports particularly the members of the Association, have been dismissed as crazy people. We wouldn’t survive without the Pay Commissions, is what most of our Gazetted officers believe. What we fail to see is the reality that the door to the Pay Commission is a revolving one working at the behest of the Finance Ministry of India. What we did not see is that the Pay commission is a ruling class agency that manufactures policy in the interests of that class. Our job now is to unite every resource available and put every shoulder to the wheel and assert ourselves. A strong united movement of Gazetted officers serving in the Central Government alone can change the status of the Gazetted Officers and render Justice.  Our thirst for justice has remained unquenched for five decades. In fact it has been deliberately allowed to be aggravated by repeated injustice by the Pay Commissions and by the Authorities who seem to have taken upon themselves the task of suppressing us further and further in to virtual slavery. Our thirst for justice is real, acute and painful. We can quench our thirst with a fair deal only when we, every one of us, establish emphatically that we are capable of sustained struggle. Our thirst will be quenched when every one of us demonstrate that “it is nobler to take arms against the sea of troubles and by opposing end them”  

Non-functional time scale in PB3 instead of PB2to Superintendentsafter 4 years of service.



ALL INDIA ASSOCIATION OF CENTRAL EXCISE
GAZETTED EXECUTIVE OFFICERS
President:                                          Address for communication:                          Secretary General:
Lokanath Mishra                        240, Razapur, Ghaziabad-201001 (U.P.)                           Ravi Malik
Mob. 09437314941                      mail Id: ravimalik_sweet@yahoo.com                         Mob. 09868816290
Vice Presidents: SampatRai, VatanKamble (Central); Anurag Chaudhary, Ravi Joshi (North); A. Ravinder Singh, Rajan G. George (South); A. S. Roy, Shubhrangshu Deb (East); P. D. Nimhan, S. K. Jha (West)
Joint Secretaries: Anand Kishore, LaxmiLalSinghvi (Central); N. N. Lal, R. K. Solanki (North); G. Srinath, S. Chandrasekar (South); AshwiniMajhi, V. N. Jha (East); G. K. Jhala, M. K. Misra (West)
Office Secretary: C.S.Sharma (Mob. 09313885411)             Treasurer: N.R.Manda (Mob. 09871483585)
(Recognised by G.O.I., Min. of Fin. vide letter F.No. B. 12017/10/2006-Ad.IV A Dt.21.01.08)
Ref. No. 86/TS/14                                                                          Dt. 22.04.14
To,
Ms. Neerja Shah,
DG, HRD of CBEC,
New Delhi.
Sub: Non-functional time scale in PB3 instead of PB2to Superintendentsafter 4 years of service.
Madam,
            Kindly refer to the decision taken against the point No. 2 of the meeting of 04.03.14 headed by the Chairperson and minuted vide F. No. 8/B/49/HRD(HRM)/2014/1272 Dt. 26.03.14 asking the Association to submit the copy of the detailed representation to your goodself.
2. It is submitted with due regards that the time scale has been granted in PB3 to other counterparts including CSS while it is merely in PB2 for Central Excise Superintendents as well as their counterparts of the Department of Revenue and Posts. It wasgranted to CSS officers since 1996 in PB3/equivalent scale whereas since 2006 in PB2 to our officers in a very discriminatory manner. It is also worth to mention that it was granted to CSS officers during their cadre restructuring but nothing such was proposed for us in the cadre restructuring despite of the requests of the Association.
3. It is further submitted that the Superintendents of Central Excise were granted a non-functional time scale in PB2 after 4 years of regular service as per the resolution dt.29.08.08 of the GOI. On the contrary, the most of the other group ‘B’ gazetted officers barring Postal Department were granted the said time scale in PB3 after the equal years of service. In our own CBEC, the counterparts of the Superintendents of Central Excise belonging to CSS, CSSS etc. are getting this time scale in PB3.
4. In the Department of Revenue, the Superintendents of Central Excise etc. have been granted the time scale in PB-2 corresponding to the pay scale of Rs.8000-13500/-. They were placed under the pay scale of Rs.7500-12000 w.e.f. 21.04.04 while the officers of CSS & CSSS were placed under the equivalent scale w.e.f. 01.01.06 justifying the stronger claim forSuperintendents to be placedunder a time scale in PB3 w.e.f. the date since when the officers of CSS & CSSS were placed under the Group ‘A’ time scale of Rs.8000-13500/-. The claim of the Superintendents becomes even stronger on account of the judicial powers granted to them to adjudicate the relevant cases and recording statements like a Magistrateunder Section 14 of the Central Excise Act& Section 108 of the Customs Act having validity even before the Supreme Court. Not only it, the Adjudication Orders are also being prepared by them for the Commissioner level officers. No such powers have been granted to any Group ‘B’ Gazetted officer of the Govt. of India.
5. The aboveanomalous situation gives rise to the disparity& discrimination.  Officers of equal rank & status of the Department of Revenue working in CBEC have not been treated at par with the officers of equal status & rank belonging to the Central Secretariat Service working in headquarters offices despite of 6th CPC recommendations for the equal treatment to Hqrs and field officers vide chapter 3.1 of its report.
6. Due to the abovedisparity& discrimination, the officers joining as the Inspector of Central Excise get the first MACP upgradation in the grade pay of Rs.4800/- (in PB-2). They get the 2nd MACP upgradation or time scale in the grade pay of Rs.5400/- in PB-2. After completion of 30 years of service, they get the 3rd MACP upgradation in the same grade pay of Rs.5400/- in PB-3 without any financial benefit while they were able to get the same only after 24 years of service under the original scheme of ACP. On the contrary, their common entry counterparts of CSSand other organisations are able to get the higher grade pay of Rs. 6600/- or 7600/- under MACPS after completion of 30 years.
7. Due tothe abovedisparity& discrimination,our Group ‘B’ gazetted officers getting time scale in PB-2 are also not able to getthe otherbenefitsincluding the performance based higher rate of annual increment at 4% allowed to theircounterparts placed in PB-3 on account of time scale.
8. The Central Excise Superintendents/Inspectors remain in the same grade pay of Rs. 5400/- itself on the grant of 2nd MACP upgradation/time scale and 3rd MACP upgradation.  If they are also granted parity with the CSS and other counterparts in the matter of time scale, they will also be able to get a grade pay of Rs. 6600/- after completion of 30 years. 
9. If the above disparity/discrimination is undone, the anomalous situation may be rectified upto a certain extent as the counterparts of CPWD, CSS & CSSS etc. have already got a grade pay of Rs. 7600/- after completion of 30 years of service {clarification point No. 3 in OM No. 35034/3/2008-Estt. (D) Dt. 09.09.10 of DOPT}.Reason of this serious disparity is the direct promotion of group ‘B’ gazetted officers of CPWD, CSS & CSSS etc. to a post in grade pay of Rs. 6600/- contrary to the promotion of group ‘B’ gazetted officers of field formations under CBEC to merely a post ina grade pay of Rs. 5400/-. Our officers getting promotion after the grant of 2ndACP up-gradation could not get any financial benefit on promotion due to this. They also didn’t get the benefit of time scale.The officers promoted as Superintendent after 16 years of service are also at the loss of one increment.This disparity also needs an immediate remedy by promoting the Superintendents directly to a post ina grade pay of Rs. 6600/-.
10. IFU also recognized the above disparity and recommended the time scale in PB3 for Central Excise Superintendents to Expenditure but the same was not acceded byExpenditure saying that the provisions of time scale in the pay scale of Rs. 8000-13500/- existed even prior to 6th CPC for CSS (vide p-14/n of F. No. A.26017/97/2009-Ad.IIA). The reason shown by the Expenditure for not granting the same benefit to the Central Excise Superintendents does not seem genuine& reasoned particularly after being duly recommended by IFU. Moreover, other counterparts have been granted the time scale in PB3 at par with CSS despite of the fact that they were not having this benefit prior to the 6th CPC.
11. Prior to the implementation of the recommendations of the 6th CPC, a Group ‘B’ gazetted field officer under CBEC holding the post in the pay scale of Rs.7500-12000/- got the promotion to aGroup ‘A’ postwith the pay scale of Rs.8000-13500/-.  Further under the ACP Scheme issued in 1999, 2nd financial up-gradation was also granted in the same pay scale of Rs.8000-13500/- of Group ‘A’.  There was no distinction between the entitlements due to the grant of higher pay scale of Rs.8000-13500/- granted either by promotion or by financial up-gradation under ACP Scheme. 
12. It also mentionworthy that there was no provision of time scale in PB-2prior to 6th CPC. 
13. In view of the above, it is once again requested that the Superintendents of Central Excise may also kindly be granted the non-functional time scale in PB3 or equivalent scale after completion of 4 years of service since the date of grant of this benefit to the group ‘B’ gazetted officers of CSS.
Thanking you,
Yours faithfully,


(RAVI MALIK),
Secretary General.
Copy with the request for necessary action w.r.t. meeting of 04.03.14 to:
1) The Chairperson, CBEC, North Block, New Delhi.
2) The Member (P&V), CBEC, North Block, New Delhi.


(RAVI MALIK)