Draft proposal for wage revision due from 1/4/14€¦ · · 2017-12-04Draft proposal for wage...

Draft proposal for wage revision due from 1/4/14

Fixation Benefit

CGVAMS demands 30% fixation benefit on basic in pre-revised scale as

following に

1. The pre-revised initial basic pay of AE is = 20425 + Add pay @8%(1634)=22059

2. The fixation benefit should be 30% of pre-revised basic

3. Basic pay in revised pay scale should be に 22059*1.3 = 28677 say 28700

JUSTIFICATION of above

The Fifth pay commission has underlined the need to use the growth in NNP and

the per capita income for the purpose of pay revision. It is an undisputed

universally accepted principle that wage revision is essentially needed to retain the

relative standard of the employees of the public entity in a growing economy. Until

and unless over a defined period of time the pay rise commensurate to the rise in

Per Capita Income is provided, the status of the employees in the society cannot be

protected.

National income, at factor cost, at 2004-05 prices, may be a appropriate basis for

determination of wage fixation benefit as it gives the growth of national income

through に wage, rent, interest and profit; after attenuating the effect of inflation.

Table 3.2-NATIONAL INCOME AT FACTOR COST

(AT 2004-05 PRICES)

Index Number(2004-05=100)

Item Gross

National

Income(GNI)

Net National

Income(NNI)

Estimated

Population

(Million)

Per Capita

Net National

Income (`)

GNI NNI Per Capita

NNI

2004-05 2949089 2629198 1089 24143 100.0 100.0 100.0

2005-06 3228177 2877284 1106 26015 109.5 109.4 107.8

2006-07 3534849 3149149 1122 28067 119.9 119.8 116.3

2007-08 3879457 3451829 1138 30332 131.5 131.3 125.6

2008-09 4133292 3664388 1154 31754 140.2 139.4 131.5

2009-10^ 4488314 3966408 1170 33901 152.2 150.9 140.4

2010-11@ 4882249 4310195 1186 36342 165.6 163.9 150.5

2011-12* 5196848 4572075 1202 38037 176.2 173.9 157.5

2012-13** 5449104 4766754 1217 39168 184.8 181.3 162.2

2013-14 awaited from GOI 173*

source - http://mospi.nic.in/Mospi_New/upload/SYB2014/ch3.html

Website of the Ministry of Statistics and Programme Implementation

* - expected - as calculated with the help of scatter plot, after considering the trend of last 10 years

From the above table one can easily see that after adjustment to the 2004-05 prices the

actual growth during FY09-FY14 is as under

The growth in Per Capita Income --- 31%%

In view of the above, fixation benefit of 30% shall be rational.

http://mospi.nic.in/Mospi_New/upload/SYB2014/ch3.html

ALLOWANCES & FRINGE BENEFITS

Generally rate of allowances is fixed on the basis of costs incurred to accomplish

such activity (facility) on the day of finalization, whereas it is fixed for a time period

of 5 year so either the expected cost should be considered for mid- point (i.e.

1/10/2018 in case of pay revision period 2014-2019) of wage revision period or

should be linked with dearness allowances as it has been adopted by Central Govt.

as per sixth pay commission recommendations. Therefore CGVAMS also demands

for adoption of same methodology incase of conveyance allowance, children

education allowance etc. whereas the compensatory allowance may be linked with

rate declared by collector for unskilled labour six monthly. The detailed submissions

are as under- in 2 part に

Part A に The allowances /facilities which are currently available

Part B - The allowances /facilities to be started

Part C に Concept of cafeteria allowances

Part にA に The allowances /facilities which are currently available

1.1 Dearness allowance and House Rent Allowance

Presently the DA & HRA are being paid at par with the rates declared by

Govt. of India for civil services. CGVAMS demands for continuation of same

procedure and the rates of these allowances should be immediately revised

whenever same are being revised by the GoI.

1.2.Conveyance Allowance

The Conveyance Allowance is paid to employees to cover expenses on running and

maintenance of vehicle for their local movement. Considering abnormal increase in

cost of petroleum products, vehicle maintenance cost, every utility has given

substantial relief on this count.

Central Govt. employees of civil services are being paid conveyance allowance at

following rates

Gr. Pay 5400 & above ( Pay

scale 15600 and above)

4200, 4600, 4800 ( Pay scale

7440 and up to 15600)

below 4200 (Pay scale

below 7440 )

1600/+DA 800/+DA 400/+DA

Since cost of conveyance is directly linked with dearness so the allowance has been

linked with dearness allowance by GOI, therefore the CGVAMS demands for

applicability of the same pattern for conveyance allowance, as applicable to central

Govt. Civil services, as following に

Class I officer に Rs.1600 pm + DA (thereon) as applicable from time to time

Class II officer - Rs.1200 pm + DA (thereon) as applicable from time to time

1.3.Conveyance Allowance for Handicapped

The present rate of Conveyance Allowance for handicapped officers is paid @

5% of basic pay subject to min. of Rs. 400/- pm. We demand to keep continue the

same provision.

1.4.Compensatory Allowance

The Board was providing orderlies to its officers at the rate of one orderly for

class-II officers and two orderlies to class-I officers and 3 for senior class-I officers

CE /ED. In view of the problems associated with labor and increase in wages, Board

had changed the system of providing orderlies and instead started cash payment in

lieu of orderlies. For all the existing officers of the Board, the facility of orderly /

allowance stands as an established term of service package. When the facility was

introduced it was linked with the minimum daily wages for an unskilled worker.

Later on, in 1987 the rate was revised to 250/-pm per orderly, at that time the

minimum rate was about 10/- per day and calculation was done for 26 working

days/month. These rates were revised lastly in 1/4/2010 and the rates admissible

are Rs. 1800 for Class II officers and Rs. 3600 for class I officers. These rates were

fixed on the basis of change in CPI index..

It is pertinent to mention here that the monthly wage of unskilled labour in

Govt offices as per (list K) is fixed as Rs.5468 vide circular no 1571 dtd 25/4/2014,

for the period April14 to Sept 14, by Assistant labour commissioner Raipur.

Accordingly, based on above principle, Abhiyanta Sangh demands a rate of

compensatory allowances to be increased to Rs. 5500 and Rs. 11000 per month

for class II officers and class I officers respectively.

1.5 .NIGHT SHIFT ALLOWANCE

After a long pending demand during pay revision of 1989, Board agreed to

grant night shift allowance, which is at present Rs. 125.00 per night for A.E. and

Rs.166.67 per night for EE. The meager amount being paid presently on following

pre- conditions:

1. The allowance is being paid only when one performed at-least 4 night shifts.

2. Maximum limit for this allowance is restricted to 6 night shifts only per month.

In view of the hardship being faced it is proposed that the rates of this allowance

should be revised as below;

For Assistant Engineer -- Rs. 300.00 per night shift

For Executive Engineer --- Rs. 500.00 per night shift.

The above rates are based on the rates presently being applicable in NTPC

Engineers. (Circular attached).

Further the conditions mentioned above needs to be withdrawn.

1.6.Boiler Proficiency Allowance

Boiler Proficiency Allowance is presently payable @ Rs. 500/- pm on

acquiring Boiler Proficiency certificate. At present this allowance is only admissible

for those who are engaged in operation of Power plant. However it is an additional

specialized qualification which helps in improving the technical knowledge and

working of an engineer. Hence it is proposed that this allowance should be

extended to all engineers on acquiring Boiler Proficiency certificate irrespective of

their place of posting. Further the present rate should be revised to @Rs.1500/-

PM.

1.7. Baster ( Risky area) allowance

Since CG is badly affected with Naxal problems and its boundaries are spreading

from Baster to other area of CG . Working in these are becoming difficult and risk to

life in increasing day by day so there is an urgent need to compensate suitably the

risk through monetary benefits to keep the employee motivated who are working

in that area. Therefore CGVAMS demands that the name of allowance should be

changed to Baster tﾗさRｷゲﾆ┞ ;ヴW; ;ﾉﾉﾗ┘;ﾐIWざ ;ﾐS ゲｴ;ﾉﾉ HW ;ヮヮﾉｷI;HﾉW デﾗ ;ﾉﾉ

employees working in the district which has been declared by state Govt as Naxal

effected. The present rate of allowance is as 20% of basic pay, CGVAMS demands

that the basic should be increased by 20% and all allowances as applicable based on

such increased basic should be allowed.

1.8.C-OFF ENCASHMENT (to be revised)

The facility of C-off encashment in lieu of work done on gazette holidays is

presently available to engineers working in operation and maintenance of power

station, Load Dispatch Centre and 400KV substations (Operation). The present rates

for C-Off encashment are @ Rs 2230.00/- and @ Rs 2750.00/- per day for AE and

EE respectively, with maximum 30 days encashment per annum. The present rules

provide that the rate of C-Off encashment shall be revised with every DA increased

and Board shall issue Orders for such revisions. However in-spite of clear orders the

Board has not issued any order for revision of rates of C-Off encashment

corresponding to increase in rate of DA. In view of this, it is proposed that the

present rate of C-Off encashment should be enhanced to @ Rs 3500/- and @

Rs.4500/- per day for AE and EE respectively. Further it is also demanded that rate

of C-Off encashment be revised with revision in rate of DA in every six months

interval as per the rules and the limit of maximum 30 days encashment per annum

be increased to 45 days per annum.

Alternatively the C-off encashment may be provided @ average rate of one

day salary (Pay + DA) to the individual engineers.

1.9.Electricity Concession

Electricity concession has been hold as part and parcel of the service

condition of the existing employees. NTPC gives free electricity to its employees,

Coal India provides free energy (in the form of LPG Cylinders & Electricity), and

accordingly officers/ employees of SEB are also entitled for free electricity. Yet,

looking to psychological message, the completely free electricity facility generates,

the Sangh is exercising a logical restrain and hence, no change in the existing

system is being proposed.

1.10. Mobile / Phone allowance

The communication has gained significance only second to Electricity. For the

class I & II officers who have to perform functions of planning, monitoring,

execution and reporting on various fronts simultaneously, the use of mobile phones

and where mobile phone are not available the use of nearby landline phones is

such prerequisite which cannot be avoided by them. It helps the top management

in faster decision making and saves considerable time and cost too. At present

phone or mobile facility is being given to select officers on discretionary basis which

either causes discrepancy and undue loading on the deprived ones. As the need for

better communication to an executive is something which carries a self propelling

logic, hence it is proposed that a reimbursement to the class II officers @ 2000/-

and to class I officers @ 3000/- per quarter may be allowed.

1.11. Stagnation Allowance

Stagnation allowance is needed to redress the problem of stagnation in the

utility. If a person reaches the maximum of his scale and he is constrained to serve

at that post because of the pyramid-cal structure of the organization and lack of

vacancies at higher levels he gets stagnated at that level for no fault of his own. The

problem is more often gets severe turn with the persons having higher education.

It is proposed that stagnation allowance @ one increment (last increment drawn)

per year may be restored; further the facility should be allowed to such persons

also who face the problem in the Higher pay scale than their actual cadre.

1.12. Medical Facilities

Benefits of present medical facilities (especially OPD) are available to the

limited employee who resides at place where the CG ヮﾗ┘Wヴ Iﾗﾏヮ;ﾐｷWげゲ hospitals

are available such as Raipur, Korba and Bhilai. Today there is a need that patients

should be treated by specialist doctors which is generally not available in such

dispensaries operated by CG power companies. Now health insurance scheme are

available at comparatively cheaper cost than what-ever cost is incurred by the

employee and CG power companies, together. Therefore CGVAMS demands that

employee should be given an option to be covered under present scheme of

medical facilities or to be covered under Cashless Health Insurance scheme of Rs. 5

lac per family option, and if the sufficient numbers ( > 50%) of employee opts the

cashless treatment insurance scheme, then CG power companies should go for

Group health insurance scheme for such employees.

1.13. Grant of Additional increments on acquiring Higher Education

As has been illustrated elsewhere, the wage structure is determined on the

basis of various factors and along with other things it is commensurate with the

requisite educational and professional qualification for a given post. If a person

acquires higher education during the service, he not only puts up extra effort but it

also reflects his commitment and zeal to upgrade himself. Such commitment and

zeal have a definite impact on the work pattern of an individual. Coupled with the

know-how acquired through the higher education the ultimate contribution to the

utility gets bettered. As there are no free lunches, the quality is also not without

premium. To promote higher education and quality workers, traditionally some

benefits are allowed in the wage structure. Earlier, two increments were given to

the engineers who acquired ME/ M Tech. degree before or after joining the Board.

However, in rapidly changing world, the importance of modern management in the

industrial organization cannot be ignored. Hence it is proposed that two advance

increments may be allowed to the professionals acquiring higher education of

executive PGDM from IIM /MBA and one advance increment may be provided

against acquisition of PG Diploma in Management. On the similar lines in the

finance wing two increments may be allowed against ICWA/ CA qualifications.

In this regard, it is useful to mention here that looking to the growing energy

crisis, shortage of fossil fuel and all out stress on energy conservation, the

parliament has passed the Energy Conservation Bill 2001. The provisions of the act

will become mandatory for scheduled industries from 2006 and power utilities fall

in the ambit of scheduled industries. As per the provisions of the act, a Bureau of

Energy Efficiency has been set up and it conducts rigorous written & oral

examination on national level. The qualified persons are accredited with the

IWヴデｷaｷI;デｷﾗﾐﾗa さEﾐWヴｪ┞ A┌Sｷデﾗヴっ EﾐWヴｪ┞ M;ﾐ;ｪWヴざ ;ゲデｴW I;ゲW ﾏ;┞ HWく Iデｷゲ

proposed that one advance increments may be allowed for sucｴさEﾐWヴｪ┞

A┌Sｷデﾗヴゲざ ;ﾐS ﾗﾐW ｷﾐIヴWﾏWﾐデﾏ;┞ HW ;ﾉﾉﾗ┘WS デﾗゲ┌IｴさEﾐWヴｪ┞ M;ﾐ;ｪWヴゲざく

It is also submitted that the condition of acquiring higher education on the

instruction of the Board is a primitive one and has no relevance in the liberalized

world. Prior intimation may be treated sufficient.

Part 2 に The allowances /facilities to be started

2.1 CHILDREN EDUCATION ALLOWANCE

Education of the children is one of the biggest problems faced by the

Engineers due to their frequent transfers all over the state. The problem of

education has been compounded by the steep raise in the cost of higher education

ヮ;ヴデｷI┌ﾉ;ヴﾉ┞ ;aデWヴデｴW ｷﾐデヴﾗS┌IデｷﾗﾐさIﾗﾏﾏWヴIｷ;ﾉ aWW ゲデヴ┌Iデ┌ヴWざく TｴW Bﾗ;ヴS ｷゲ

presently granting reimbursement of tuition fee to class III & IV employees only. It

is therefore, became essential to provide children education allowance to all the

Engineers so as to enable them to meet the rising cost of education. In support to

the above, we wish to reproduce the observations made by honorable Justice G.G.

Sohani, Retd Chief Justice, on his report of Wage Advisory Committee for CSEB,

さThe GoI as well as state Govt. were earlier providing basic education

at very nominal fees. But recently education of children has become costly requisite

because the Govt. has withdrawn various subsidies/ Grants in aid to educational

institutions/ colleges. Further reasonably good education is not available at cheaper

rates and in view of keen competitions which our young generation will required to

face, all classes of employees are anxious and rightly so that their children are

educated at good schools but in such schools tuition fees are higher than those in

Govt. school/ college. Moreover, the Govt. has also enhanced the structure of fees

ｷﾐデｴWｷヴゲIｴﾗﾗﾉゲっ IﾗﾉﾉWｪWゲっ Uﾐｷ┗WヴゲｷデｷWゲくざ

Earlier the need for neutralization of the cost of education was acknowledged for

class III & IV employees only with the understanding that the fee at the then

prevailing levels (1994) could very well be absorbed by the class I & II officers on

their own. But with the extraordinary rise in the cost of higher education, the need

for reimbursement for officers also has become too evident. It may be further

useful to note here that the implicit burden on the Board will be meager, but for

the individual it will be a big relief. In view of the above, it is proposed that the

cost of higher education may be reimbursed at the rate of 50% of tuition fee per

child as already applicable for other employees of the Board.

2.2 SHIFT ALLOWANCES

This has been a long pending demand of Abhiyanta Sangh. Some of the arguments

are listed below for perusal of the pay commission. Given a choice no one likes to

work in shifts. It is therefore essential that shift duties are made more attractive.

Considering the arduous nature of duties and extra hour of work Abhiyanta Sangh

requests that engineers/ equivalents working in shifts be compensated at the rate

of 10% of their basic pay. The arguments in brief are as under:-

1. Electricity generation precedes its transmission & distribution. It is a 24X365

job. They have to put in extra hours of work (8 hrs in comparison to 6.5 hrs). The

shift operation is the most important and critical job in any power utility.

2. Operation needs continuous monitoring and quick reflexes for continuous 8

ｴﾗ┌ヴゲ I;┌ゲWゲげﾉﾗデﾗa ゲデヴWゲゲく TｴW ゲｴｷaデ S┌デ┞ ｷﾐ ; ヮﾗ┘Wヴ ┌デｷﾉｷデ┞ ｷゲ IﾗﾐゲｷSWヴWS ﾗﾐW ﾗa デｴW

top ten strenuous jobs. Hence compensation is justified.

3. Due to lack of fresh recruitments the problem has compounded significantly

because replacements are not available.

4. Wﾗヴﾆｷﾐｪｷﾐ SｷaaWヴWﾐデゲｴｷaデゲ Sｷゲデ┌ヴHゲさBｷﾗﾉﾗｪｷI;ﾉ CﾉﾗIﾆざ causing adverse effect on

health and leads to premature deterioration. Due to above majority of engineers

are suffering from numerous diseases viz. High Blood Pressure, Acidity, Gas, Low

bone density etc, such irreparable loss needs to be compensated at least partially

as is being done in other utilities.

2.3 Earned Leave Encashment

Every employee on a regular establishment is entitled for earned leave @ 15 days

for every six month block served by him. The basic purpose of the leave was to

allow an employee to take a long break from work and get refreshed periodically.

Earlier, with sufficient number of employees there was sufficient scope for availing

the leave and even at that time also, encashment of leave @ 15 days in an interval

of 1 year or 30 days in an interval of 2 years was allowed. The encashment facility

was restricted to half the entitlement so that one cannot utilize the whole of the

leave for monitory purposes and simultaneously if one is not allowed to avail the

full leave, he may en-cash a part of it and can enjoy the life with more colors during

whatever leave he is able to get.

However, with the downsizing drive becoming a frenzy, and targets

becoming a buzz word in the daily life, not only the strain has shot through the roof

but chances of getting long breaks have also become far and few. An engineer who

is of higher value to the organization is allowed fewer leave by the superiors than

his counterpart who is just able to fill the gap only. In such pressure cooker

situations it has become far more important that the gems are preserved with

more care and for that, it is essential that encashment of a part of the leave is

allowed so that those who do not get opportunity to avail the full leave available to

their credit, can get part encashment and utilize whatever leave they get in a

quality manner so that they get refreshed in lesser time. Therefore, it is proposed

that the facility of periodic EL encashment (15 days in a year or 30 days in a block

of two years) may be restored urgently. Further, the EL encashment limit at the

time of retirement may be increased to 300 days in line with the GoI order in

pursuance of VI CPC.It will not only increase the motivational levels of the

individuals but the efficiency of the system too.

2.4 Encashment of Half Pay Leave

3.

Every employee on a regular establishment is entitled for Half Pay Leave @ 20 days

for every year served by him. The leave can be commuted to full pay leave on

medical grounds and gets accumulated throughout the service. It has often been

seen that once a person reaches to the fag end of his career he intends to take such

leave on even flimsy grounds. It is proposed that encashment of Half Pay Leave at

the time of retirement to he extent of 180 days full pay leave may be allowed to

arrest such tendency and to ensure that the Board work do not get suffered

because one has no motivation for not utilizing the leave available to his credit. It

has become all the more significant in view of the staff shortage prevailing in the

Board. At present approximately 31% shortage of staff exists and the average age

has reached 49 years. Every year about 5% of the workforce is getting retired and in

case of non redressal of problem, the same may become too costly to be

affordable.

2.5 GENERATION ALLOWANCE

All the Power stations are located in remote areas where basic

facilities are not available and the social life is almost nil. The cost of living at

generating power stations is very much higher due to non availability of

Competitive & good Markets/ Hospitals/ Schools/ Entertainment means. At most of

power stations the education facilities are available up to 12th

standard only that

to, the schools are not comparable with those available to the employees posted in

cities & towns. And for the Higher Education employees have to send their children

in nearby cities and keep them in hostels for which they have to spend about Rs.

3000.00 per month per child towards hostel charges and other expenditures.

Therefore the engineers posted at power stations are forced to bear extra

expenditure because of higher cost of living. This problem was perhaps faced by

other Electricity Boards also and that is why they have been compelled to give

compensation in the form of Special Pay/ Allowances under one or other name and

some extra facilities to engineers working in Generation Wing so as to boost up the

moral of the employees.

It is, therefore, proposed that Generation allowance should be paid to

engineers posted at power stations at the rate of 8% of basic pay. It is pertinent to

mention that the Generation Allowance @ 8% are being paid in GEB.

2.6 FIELD ALLOWANCE

The engineers engaged in distribution of power have to maintain

uninterrupted power supply to the consumers. The duty of the same becomes

more vital during rainy season, festival and other important occasions. The

engineers working in O&M. EHT, ST/RE, Load Dispatch & Power System, Testing

and communication, Electronic Data Processing, STM, Survey and Investigation,

Civil construction etc. have to play a vital role in maintaining the system. The nature

of work in these fields are of continues type and they have to be vigilant round the

clock.

Keeping in view, the responsibility and nature of job, Field Allowance

should be paid at the rate 8% of basic pay to the field engineers & EDP personnel

other than those posted at power stations.

2.7 CONSTRUCTION/ PROJECT ALLOWANCE

The earlier rates of the Project Allowances were Rs. 75/- to Rs. 375/-

based on the range of pay. The rates were at par with the rates adopted by the

Govt. of India in Fourth Pay Revision. Since then the consumer prices index has

risen multifold. In the Fifth pay commission report the rates of project allowance

recommended from Rs.150/- to Rs. 750/- ┘ｷデｴデｴW aﾗﾉﾉﾗ┘ｷﾐｪﾗHゲWヴ┗;デｷﾗﾐさ The

more than double the existing project allowance recommended for compensating

for lack of basic civil amenities at the project site may provide some relief to the

employees but it can hardly compensate for separation with family and maintaining

two establishment till accommodation, school, medical, transportation and other

necessary facilities are made available at the project site. ざ

Hence the rates of Construction/ Project Allowance should be restored &

revised w.e.f 01.04.1999 based on the recommendation of Fifth pay commission

also adopted by the CSEB.

2.8 Additional Charge allowance

Due to extra ordinary shortage of field officers it is becoming common that

the competent and better performing officers are being loaded with Additional

charge of another post frequently and for long spans. There are examples where

one officer has been loaded with four additional charges simultaneously and that

too for months together. Such additional charges make the life just miserable.

Sangh requests that the practice of Additional charges must be put to rest by

recruiting Engineers down the level and filling up the higher posts through regular

promotions. However, for time being till such arrangements take shape, Additional

Charge Allowance @ 10% of pay ( Basic +DA) per charge, limited to 25% of pay,

must be given to partially compensate the associated strain.

2.9 Long term Incentive

Long term incentive policy is call of the day. The Sangh acknowledges the fact

that the present committee is for wage revision and not for formulation of an

incentive policy which is a tool of performance improvisation through the

application of modern HR techniques. However, looking to the importance and

criticality of an appropriate scientific incentive policy, the Sangh is requests the

liberty of the honorable committee to submit that a strong recommendation may

be made to the Board to prepare and implement a long term (say 5 year)

incentive policy for different functions, after due deliberation with the Sangh/

unions, so that the officers and employees may get additional motivation for

performance improvement and whole state may get benefited. The Sangh is more

than willing to forward its suggestions as and when opportunity is given.

***

Part C に Cafeteria Approach

CG power companies should adopt the cafeteria approach for perk and allowances

like NPTC, as following - The Cafeteria Approach for perks and allowances was

adopted in NTPC as part of the salary & wage revision with effect from 26.11.2008

allowing employees choose from a given basket of perquisite allowances subject to

the conditions that cafeteria shall be limited to 47% of revised basic pay. Keeping

the overall ceiling limit of 47% of basic pay on the cafeteria the following shall form

part of the cafeteria:

For Executives:

S.

N

Perks & Allowances Cafeteria (Upto) (% of basic pay)

1 Child Education and Hostel Subsidy Allowance

( up to 2 children)

Tuition Fee - 5%

Hostel Subsidy - 5%

2 Professional Updation Allowance 10%

3 Conveyance/Transport Allowance 5%

4 Reimbursement of expenditure on vehicle repair

& maintenance

5%

5 Domestic Help Allowance 10%

6 Electricity Reimbursement 10%

7 Newspaper / Professional Literature

Reimbursement

5%

8 Driver Allowance 10%

9 House Upkeep Allowance 5%

10 Self Development and Personality 15%

11 Enhancement Allowance

12 Club Membership 10%

Gardener Allowance 10%

13 LTC 20%

14 Other Allowances 10%

CGVAMS demands that the same should be adopted by CG power companies.

Enclosed に

1. NTPC circular regarding Night shift allowance.

2. Daily labour wage circular .

NTPC Limited

Corporate Human Resources Division

HR Policy Manual

Miscellaneous Allowances

Section:0211

Issue No: II Rev.No.:0

Issue Date: 26.09.2011

Updated as on: 31.01.2012

Page: 1 of 6

MISCELLANEOUS ALLOWANCES

1.0 CASH HANDLING ALLOWANCE

1

1.1 Eligibility - Staff discharging duties of Cashier but drawing pay in the scales of pay lower than the prescribed pay scale for Cashier.

1.2 Rate

1.2.1 Amount of average Rate of Allowance

monthly cash handled (Rs./per month)

(Rs.)

Upto 75,000 50

75001 to 2,00,000 75

2,00,001 to 5,00,000 100

5,00,001 & above 125

1.2.2 The rate of Cash Handling Allowance to be granted shall depend upon the average amount of monthly cash disbursed but excluding payments made by Cheques.

1.2.3 For this purpose, the Head of the Finance & Accounts Department (GM - Finance in case of CC) of the concerned Project/Unit/Estt. shall certify, on the basis of the previous financial years average, the amount of average monthly cash disbursed and sanction the rate of Cash handling allowance, as applicable to the employees concerned.

1.2.4 In case, however, it is not possible to assess the amount of cash disbursed based on figures of previous Financial year e.g in respect of newly formed Projects/Units etc. Cash handling Allowance may be granted on the basis of the estimated amount of monthly cash disbursement.

1.2.5 The rate of Cash handling Allowance sanctioned to the employees concerned, may be

reviewed at the commencement.

1.3 General

1.3.1 The above allowance will be admissible only so long as the employee concerned

continues to discharge the duties of a Cashier and will cease to be payable on his

promotion/appointment to the appropriate pay scale for cashier.

1.3.2 The allowance shall not count as pay for any purpose.

NTPC Limited


HR Policy Manual


Section:0211




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2.0 SPECIAL ALLOWANCE TO SECRETARIAL PERSONNEL ATTACHED TO SENIOR OFFICIALS

2

2.1 Eligibility: Secretarial personnel attached with CMD, Functional Directors,

Executive Directors and project General Managers, provided they are not actually

in the specified category/scale of pay. The prescribed categories of secretarial

personnel to be attached with the aforesaid executives are as mentioned below:

Officer with whom attached

Prescribed categories of PS

CMD 1 Sr. Executive Secretary in E3 scale of pay 1 Executive Secretary in E1/E2

Functional Directors 1 Executive Secretary in E2 1 Executive Secretary in E1

Executive Directors 1 Executive secretary in E1/E2 1 Private Secretary in S3

Project General Manager 1 Executive Secretary in E1/E2 1 Private secretary in S3

2.2 Rate- Rs. 150/-per month4B

.

2.3 Terms & Condition13

i The allowance will be admissible only to Executive Secretaries/Private

Secretaries/Personnel Assistants & Steno's & above attached to

CMD,Functional Directors, Executive Directors and General Managers

(In-charge) of the Projet/Units.

ii. The allowance will be admissible only in case the incumbent chosen for

the job is in a scale of pay lower than the prescribed scale of pay.

iii The allowance will also be admissible to secratarial personnel who are

in the category of Steno & above13

.

iv. The allowance will not be admissible for looking after the work during temporary absence of the Executive Secretaries/Private Secretaries, Personnel Assistants as the case may be.

v. The allowance will be admissible only so long as the employee

concerned continues to be in a scale of pay lower than the prescribed

scale of pay and will cease to be payable on his promotion/appointment

to the prescribed-pay scale or else on being transferred from the post

on which the allowance is admissible; and

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vi. The Special Allowance will be considered as Special pay for all purpose

except for pay fixation on promotion to the specified scale of pay in

which case it will be considered as Special pay only if the incumbent

has drawn it for a minimum of 36 months. When once the Special Pay

has been taken into account while fixing the pay on promotion, this will

not be made admissible again as a distinct element to any individual3.

Note 4 A In case there is a drop in emoluments Consequent upon treatment of

spl. allowance as pay for the purpose of pay fixation on promotion, pay

fixation will be done on the following basis :

(a) While fixing the pay on promotion, the pay to be considered in

the pre-promoted grade should be without adding the spl.

allowance of Rs. 150/-PM.

(b) After pay has been fïxed in the promoted scale as per the

norms of pay fixation rules, Rs.150/- should then be added to

the basic pay to arrive at.

(c) If, as a result of (b) above, an appropriate stage is available in

the promoted scale, then the basic pay should be fixed at that

stage, otherwise the same should be fixed on the next higher

stage.

Protection of the Special Allowance of Rs. 150/- per month is to be allowed in case of transfer from one office / department to another, provided the incumbent has drawn the said allowance for a minimum period of 36 months continuous and the same will be considered for pay fixation on promotion to the next higher scale of pay of the employee concerned.

vii. Notwithstanding para (iii) above, an employee who might already be in

receipt of the allowance though not in the category of Personal

Assistant at least, would continue to get the same as personal protec-

tion to him subject to fulfillment of all other conditions referred above.

3.0 COMPENSATION FOR WORKING DURING NIGHT HOURS 21

It has been decided to introduce scheme of compensation for working during night hours

for those employees who are rostered in shift duty. The payment per night shift shall be paid as under w.e.f. 26.11.2008.

Grade Amount payable Night Shift Duty worked

(Rs/Night)

E5 and above 420

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E3-E4 335

E1-E2A 255

SG 195

S1-S4 150

W8-W11 150

W1-W7 90

4.0 KIT ALLOWANCE 8

4.1 Eligibility:- Employees deputed abroad for training under various plans and bilateral agreements.

4.2 Rate-Rs.1500/-

4.3 Terms And Conditions - The non-refundable kit allowance as above is

paid towards preparatory, pre-depature expenditure, subject to fulfillment

of the following conditions:

i. The continuous duration of the training abroad should be of more than 30 days; and,

ii. The employee concerned has not received such an allowance in the last 3 years.

The allowance shall be paid in Indian currency only.

5.0 CONSULTANCY ALLOWANCES

5.1 NTPC has been engaged in providing Consultancy services to organization in Private/Government sector through its Consultancy Wing located at Corporate Center.

5.2 The nature of assignment are challenging and sometimes may be of short duration. In such assignments, it becomes difficult to place manpower for short duration after destabilising the official and their families from their original place of posting.

5.3 In order to rationalise the payment to manpower posted at Consultancy sites, it has been decided to allow the following dispensation:

5. 3.1 The NTPC manpower posted at Consultancy sites of the clients may be paid an allowance equal to 35% of their basic pay to overcome hardships on account of

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postings, at a different location and 30% of their basic pay on account of Consultancy site posting in same location subject to the condition that they will not be entitled to FCA/special allowance and any other incentive except Ex-Gratia.

5.3.2 House Rent Recovery at such Consultancy project sites is so be the same as House Rent Recovery at NTPC Projects/ Station including HRR for leased accommodation.

AUTHORITY:

1. Corporate Personnel Circular No. 35/79 dt. 11.9.1979

1a. Corporate personnel Circular No.266/90 dt.25.9.1990

2. Corporate Personnel IOM No.01:Pers:28(4)dt.21.7.1983

3. Corporate Personnel IOM No.:28(4)dt. 10.11.1984

4. Corporate Personnel IOM No.01:Pers:28(4)dt.9.12.1988

4a. Corporate Personnel IOM No.01:Pers:28(4)dt. 15.11.1989

4b. Corporate Personnel Circular No.277/91 dt. 18.9.1991

5. Corporate personnel Circular No. 118/83 dt. 19.9.1983

5a. Corporate Personnel IOM No.01:Pers:28(4)/182dt.7.11.1990

5b. Corporate Personnel IOM No.01:Pers:28(4)/194dt.8.3.1991

6. Corporate personnel Circular No. 117/83 / 118/93dt. 19.9.1983

7. Corporate personnel Circular No.234/89 dt. 18.8.1989

8. Corporate personnel Circular No.136/84 dt.1.8.1984

9. Corporate personnel Circular No. 1/89 dt.2.3.1989




13. Corporate Personnel IOM No. 01/Pers/28(4)/327, dt. 8.5.97

14. Corporate Personnel IOM No. 01/Pers/28(4)/370, dt.10.2.2000.

15. Circular No.6/89dt.14.12.1989

16. Corporate personnel Circular No.330/95 dt.30.5.95

17. Corporate personnel IOM No.:01:Pers:28(4)/232dt.22.1.1993

18. Corporate personnel IOM No. 01/Pers/28(4)/370 dt.10.2.2000

19. CPC No. 445/2000 dt. 6.7.2000

21.

CPC No. 459/2001 dt 2.3.2001 Corporate HR IOM No.01:HR-Policy:28(4)/733 dated 30.08.2010

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RECORD OF REVISIONS

Section-Clause No. Revision No.

Revision Date

Amendment Details

0211-Record of Revisions

0 13.02.2012 Provision Added

PREPARED BY REVIEWED BY APPROVED BY

Pratibha Singh

M(HR)

Chandramauli S J

SM(HR)

D S Rao

AGM(HR)

Draft proposal for wage revision due from 1/4/14€¦ · · 2017-12-04Draft proposal for wage...

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