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Tuesday, 1 April 2014
Saturday, 29 March 2014
Concerns regarding Implementation of OROP
Persistence of Existing Anomalies
OROP by
itself will not solve or set at rest all the pending issues which need to be
first sorted out before formulating the modalities of implementing OROP.
Otherwise, the existing anomalies and inconsistencies would not only persist
but also be carried forwarded and incorporated in OROP, thus vitiating the
proper adoption of OROP in true spirit.”
Application
of OROP.
(a) The concept of OROP needs to be well
defined and properly understood. Simply stated, OROP means that a person who
retired prior to 01-01-2006 should get the same pension as a person of the same
rank retiring after 01-01-2006 based on common parameters for fixing the
pension. In the application of VI CPC, different parameters were used for pre
and post 2006 retirees. The pension for all pre 2006 retirees was based on the
minimum of the pay in the scale for the rank (as corrected by the Govt letter
of 17-01-20013). For post 2006 retirees the basis was the last pay drawn which
would be different for different individuals depending on the length of service
in the last rank held. “
“(b) If the post 2006 set of parameters were
to be applied to pre 2006 retirees, complete data on the total length of
service and service in the last rank held need to be collected and the pension
re-fixed for each individual. This would be a laborious and time consuming
process besides data being unavailable particularly in the case of pre
1986/1996 retirees. If the pre-2006 parameters were to be adopted for all, the
benefit, if any, of length of service in the last rank held presently enjoyed
by post 2006 retirees would be lost.”
“(c) At least three different sets of
common parameters have been suggested. One such suggestion is to adopt the
maximum pay in the pay scale for the rank as the basis of fixing the pension
with a provision for pro rata deductions for shortages, if any, in the minimum
qualifying service. This is the most acceptable, practical, easily
implementable and least cumbersome and time consuming solution which will
satisfy all categories of veterans. It may be mentioned that most, if not all,
veterans would have become entitled to pay at the top end or at least beyond
the mid-point of the scale for the rank while in service. The extra benefit
that may accrue to a very small number of veterans who may not have drawn any
increment in the pay scale while in service should not be grudged.”
VII
CPC.
The constitution of VII CPC without any
meaningful representation in it from the services has been announced. If the
pending issues flowing from the anomalies and inconsistencies relating to IV, V
And VI CPC s are not resolved urgently and OROP is also implemented as
envisaged with effect from April this year, VII CPC may start functioning under
the burden of incomplete, carried over and inconsistent terms of reference
resulting in a spate of fresh anomalies in its final report.”
Action Required
Clear and unambiguous instructions should be
issued on the implementation of the decision on OROP. Points mentioned above
should be kept in view while doing so.”
Courtesy-: AVM(Retd) S Krishnaswamy
Wednesday, 26 March 2014
CONTEMPT PETITION ADJOURNED AGAIN
The contempt petition No.158/2012 filed by pre-2006 pensioners for the Non-implementation of CAT PB judgement in OA 655/2010 even after the dismissal of appeals for the same by Delhi High Court & Supreme Court.The arguments of both the counsels were heard today on 26/03/2014 but could not be concluded. Hence the case was adjourned to 03/04/2014 for further hearing.
Thursday, 6 March 2014
CONTEMPT PETITION IN CAT PB AGAIN ADJOURNED
THE PRE-2006 PENSIONERS CONTEMPT PETITION IN CAT
PB WAS HEARD ON 05/03/2014 BY THE FULL BENCH. THE CASE WAS ADJOURNED TO
26/03/2014 SINCE THE UOI WANT TO FILE COUNTER AFFIDAVIT
Saturday, 1 March 2014
TERMS OF REFERENCE OF 7th PAY PANEL
The Union Cabinet gave its
approval to the Terms of Reference of 7th Central Pay Commission
(CPC) as follows:
a)To examine, review, evolve and recommend changes
that are desirable and feasible regarding the principles that should govern the
emoluments structure including pay, allowances and other facilities/benefits,
in cash or kind, having regard to rationalization and simplification therein as
well as the specialized needs of various Departments, agencies and services, in respect of
the following categories of employees:
i.Central Government employees industrial and non
industrial;
ii.Personnel belonging to the All India Services;
iii.Personnel of the Union Territories;
iv.Officers and employees of the Indian Audit and Accounts
Department;
v.Members of regulatory bodies (excluding the
Reserve Bank of India) set up under Acts of Parliament; and
vi.Officers and employees of the Supreme Court.
b)To examine, review, evolve and recommend changes
that are desirable and feasible regarding
principles that should govern the emoluments structure, concessions and facilities/benefits,
in cash or kind, as well as retirement benefits of personnel belonging to the defence
Forces, having regard to historical and traditional parities, with due emphasis
on aspects unique to these personnel.
c)To work out the framework for an emoluments
structure linked with the need to attract the most suitable talent to Government
service, promote efficiency, accountability and responsibility in the work
culture, and foster excellence in the public governance system to respond to
complex challenges of modern administration and rapid political, social,
economic and technological changes, with due regard to expectations of
stakeholders, and to recommend appropriate training and capacity building through a competency based
framework.
d)To examine the existing schemes of payment of
bonus, keeping in view, among other things, its bearing upon performance and
productivity and make recommendations on the general principles,
financial parameters and conditions for an appropriate incentive scheme to
reward excellence in productivity, performance and integrity.
e)To review the variety of existing allowances
presently available to employees in addition to pay and suggest their
rationalization and simplification, with a view to ensuring that the pay structure is so designed as
to take these into account.
f)To examine the principles which should govern the
structure of pension and other retirement benefits, including revision of
pension in the case of employees who have retired prior to the date of effect
of these recommendations, keeping in view that retirement benefits of all Central Government employees
appointed on and after 01.01.2004 are covered by the New Pension
Scheme (NPS).
g)To make recommendations on the above, keeping in
view:
i.the economic conditions in the country and need
for fiscal prudence;
ii.the need to ensure that adequate resources are
available for developmental expenditures and welfare measures;
iii.the likely impact of the recommendations on the
finances of the State Governments, which usually adopt the recommendations with
some modifications;
iv.the prevailing emolument structure and
retirement benefits available to employees of Central Public Sector
Undertakings; and
v.the best global practices and their adaptability
and relevance in Indian conditions.
h)To recommend the date of effect of its recommendations
on all the above.The Commission will make its recommendations within 18 months
of the date of its constitution.It may consider, if necessary, sending interim
reports on any of the matters as and when the recommendations are finalised.The
decision will result in the benefit of improved pay and allowances as well as rationalization
of the pay structure in case of Central Government employees and other employees
included in the scope of the7th Central Pay Commission.
Background
Central Pay
Commissions are periodically constituted to go into various issues of emoluments’
structure, retirement benefits and other service conditions of Central Government employees and to make recommendations on
the changes required.
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