BSNL Voluntary Retirement Scheme – 2019: Last date of exercise of option 03.12.2019

BHARAT SANCHAR NIGAM LIMITED
(A Govt of India Enterprise)
BSNL Corporate Office
Establishment Branch,
PAT Section, 5th floor,
Bharat Sanchar Bhawan
H.C. Mathur Lane,
New Delhi-110001

No.1-15/2019-PAT(BSNL)

Dated 04.11.2019

To

All Heads of Telecom Circles
BSNL

Sub : BSNL Voluntary Retirement Scheme- 2019 – Notification of the scheme and circulation of guidelines to facilitate the exercise of option by employees.

Sir,

In pursuance to the decision of the Union cabinet conveyed by DOT vide OM No. 30-04/2019-PSU Affairs dated 29.10.2019, I am directed to circulate herewith the “BSNL Voluntary Retirement Scheme-2019” as per Annexure-I for information of all concerned and to invite options from employees eligible under the scheme for seeking voluntary retirement as per the provisions of this ‘scheme’.

2. Options for seeking voluntary retirement under this ‘scheme’ shall remain open from 04.11.2019 up to 03.12.2019 (5:30 P.M.). The effective date of voluntary retirement under this scheme will be 31.01.2020(A/N).

3. Employee seeking voluntary retirement under this scheme shall give option in ERP/ ESS portal [http://eportal.erp.bsnl.co.in/irj/portal] and take physical printout. Physical copies in triplicate signed by blue ink by the employee concerned shall, be submitted to the concerned administrative office within three days of giving option in ESS.

4. You are requested to give wide publicity to this Scheme to enable all the eligible employees to take an informed decision and exercise the options for VRS within prescribed time period.

5. To facilitate the process, it is, therefore, requested to take following steps for effective implementation of VRS:

a. A ‘Help-Desk’with Computer and ESS connectivity be set up at Circle Office and SSA/SDCA level manned by suitable officer who will provide information and technical assistance to employees to exercise options for this Scheme within time period prescribed.

b. The Controlling Officers at respective levels (Circle/SSA/Smaller Units) be asked to make the employees, under their administrative control, aware of this scheme, and assistance be provided in exercising the options for VRS within the prescribed time period.

c. The employees who are on deputation to other organizations or on authorized long leave or deputed for training in other organization, may be communicated with a copy of this Scheme. Such officersmay be provided with necessary assistance for exercising options for this Scheme within the time period and they may be asked to submit duly signed hard copies (in triplicate) of their option to their Administrative Unit. The respective Administrative Unit, in turn, will process their case and intimate the concerned borrowing organizations to repatriate the officer latest by 31.12.2019 who opts for this Scheme.

d. The Administrative Office of the employee will acknowledge the receipt of hard copy of VRS application to the optee under signature of an officer not below the rank of SDE /AO level.

e. The Officer in charge of Service Books is required to verify the correctness and completeness of the entries made by the employees on the VRS option form. If any discrepancy is found, the same may be rectified by the HR administrator in consonance with the service book record, both on ERP as well as the hard copy.

f. Upon successful completion of verification of Option form, the process for vigilance clearance be initiated online by the Administrative Office within two days, and the Vigilance Branch will intimate VC status to the Administrative Office, also within two days.

g. On receipt of vigilance status, Administrative Office will process the case for acceptance of VRS by the Competent Authority, who will decide the case within a week’s time keeping in view the provisions as mentioned in clause 7 (ii) of the VRS Scheme 2019.

h. The employees who are on unauthorized absence and/ or absconding are not to be allowed to exercise the options for this Scheme. Disciplinary action may be initiated against such employees immediately, or complete the proceedings, if ongoing.

6. Additionally, you are also required to arrange to place Bill Boards at Circle Office, Zonal Office, District Office or any other prominent locations indicating the salient features of VRS.

7. You are requested to conduct open house sessions at Circle/SSA/SDCA levels to provide maximum awareness to the employees enabling them to take an informed decision.

8. You are requested to make team of members who will drive this scheme to the lowest level. A copy of Step by Step guide for exercising option by the eligible employees for this scheme is enclosed as Annexure-II.

Encl: As above (Annexure-I and II)

Yours faithfully,

[Sheo Shankar Prasad]
Deputy General Manager [Estt. I]

File No. 1-15/2019-PATS

Annexure-1

VOLUNTARY RETIREMENT SCHEME FOR BSNL EMPLOYEES

1. SHORT TITLE

This scheme shall be called the ‘BSNL Voluntary Retirement Scheme -2019’.

2. OBJECTIVE

The scheme aims at optimising and right-sizing of Human Resource of BSNL by providing attractive benefits to the eligible employees opting for voluntarily retiring before the normal date of superannuation.

3. DEFINITIONS

 In this scheme, unless the context otherwise requires,

(a) “Absorbed employee” means a Government servant permanently absorbed in BSNL.

(b) “Controlling Officer” means the officer of the rank of SDE/Dy. Manager (or equivalent) or above under whom the employee is posted.

(c)”Competent Authority” means appointing authority for respective category of employee as per rules of BSNL.

(d)”Date of Superannuation” for purpose of this scheme means the date of Superannuation as per existing rules considering 60 years as the age of superannuation.

(e) “Direct Recruitee” means an employee directly recruited by BSNL on or after 01.10.2000.

(f) “Effective date of Voluntary retirement” means the date as stated in Clause 4.

(g) “Eligible Employee” means an employee who is eligible to opt for voluntary retirement as per the eligibility criteria of this Scheme as defined in Clause 5 and shall include all eligible BSNL employees on deputation to other organisation or posted outside BSNL on loan basis on the date of notification of the Scheme.

(h) “Existing Rules” means BSNL Rules in force as on the date of notification of this Scheme or Gol Rules as applicable to BSNL employee.

 (i) “Family” means family as defined in the CCS(Pension Rules, 1972.

(j) “Salary” means Basic Pay plus Dearness allowance thereon as applicable on the effective date of Voluntary retirement.

(k) “Service” means the length of qualifying service for the purpose of CCS Pension Rules 1972 and, further as defined in clause 6 of this Scheme for respective categories of employee(s).

(l) “Scheme” means ‘BSNL Voluntary Retirement Scheme -2019’.

4. OPERATION OF THE SCHEME:

The effective date of Voluntary Retirement under this scheme shall be 31-01 2020. The Scheme shall come into force from the date of issue of notification inviting option for voluntary retirement under the scheme and shall remain in operation as per the dates mentioned below:

 (a) Date of start of option: 04-11-2019

(b) Date of closing of option: 03-12-2019 up to 05:30PM.

5. ELIGIBILITY CRITERIA:

All regular and permanent employees (both absorbed employees and direct recruits) of BSNL, including those on deputation to other organisation or posted outside BSNL on loan/ informal/ deputation basis on the date of notification of the option for voluntary retirement under the Scheme, who has attained the age of 50 years or above as on the notified effective date of voluntary retirement scheme shall be eligible to seek voluntary retirement under this Scheme.

Explanation: Employees belonging to the following categories shall not be eligible to seek voluntary retirement under the Scheme:

(i) Government employees/ employees of other organisations working in BSNL on deputation/ deemed deputation/ loan basis.
(ii) Employees whose services are permanently transferred in public interest to Central/ State Government/ Autonomous Bodies/ Public Sector Undertakings or other entities.
(iii) Employees permanently absorbed in other organisation before the Scheme comes into force.
(iv) Casual Workers and Contractual employees.
(v) Employees retired/ retiring on superannuation/ resigned from service/ voluntarily retired under existing rules on or before effective date of voluntary retirement notified under the Scheme.

6.BENEFITS

 An eligible employee(s) voluntarily retiring under the Scheme shall be entitled to the following benefits and no other:

6.1 Lump-sum compensation or Ex-Gratia

(a) The amount of Ex-Gratia for any eligible employee will be equal to 35 days salary of such employee for each completed year of service plus 25 days salary of such employee for every year of service left, until superannuation.

Provided further that this Ex-Gratia compensation shall not exceed the sum of salary that such employee would draw at the existing level (i.e. Basic Pay plus Dearness Allowance on the effective date of Voluntary retirement) during the service period left till superannuation from the effective date of VRS.

Provided further that this Ex-Gratia compensation shall be subject to provisions in clause 6.1(c) & 6.1(d).

(b) For the purpose of calculation, the salary per day shall be equal to monthly salary of such employee divided by 30 days. For fraction of a year of service rendered / left, calculation of Ex-Gratia will be made on pro-rata basis.

(c ) Payment of Ex-gratia to combined service pensioners absorbed in BSNL under rule 37A: The amount of Ex-Gratia payable to the eligible employee(s) entitled to pension for combined service rendered in DoT and BSNL under Rule 37-A of CCS Pension Rules, 1972 shall be further restricted to the amount which would be ascertained after taking together with total amount of pension (Basic Pension without commutation plus Dearness Relief as on the date following the effective date of voluntary retirement) that such eligible employee would be drawing for the balance period left till date of superannuation.

 In case of employees regularised through TSM scheme, for ex-gratia calculation, 50% of their total length of service as TSM will be counted.

Provided further that amount of Ex-Gratia payable to the eligible employee(s) does not exceed 125% of the sum of salary at prevailing level that the employee would have drawn till superannuation from the effective date of VRS.

(d) Payment of Ex-gratia to Direct Recruit Employees, recruited by BSNL on or after 01.10.2000 including those appointed under Rule 37: In respect of the employee(s) directly recruited by BSNL on or after 01/10.2000, the amount of Ex-gratia will be calculated in terms of para 6.1 (a) and (b) for the service rendered after their appointment in BSNL.

Provided further that the provision with respect to further restricting the Ex Gratia as per clause 6.1 (c) shall not apply in the case(s) of said employee(s).

(e) An employee retiring voluntarily under the scheme shall be paid the amount of Ex-gratia in two equal instalments of 50% each. The first instalment shall be paid in FY 2019-20 and the second instalment in first quarter of FY 2020-21.

(f) Payment of the amount of Ex-Gratia and Gratuity shall be subject to recovery of dues outstanding against the employee and deduction of tax at source as per provisions of Income Tax Act, 1961, in force, on the date payment

6.2 TERMINAL BENEFITS:

In addition to the lump-sum compensation or the amount of Ex-gratia as per Clause 6.1 of the Scheme, the employee(s) voluntarily retiring under the Scheme shall be entitled to terminal and other benefits, as applicable to the said employee(s) under existing rules. The payment of such benefits shall be made in the following manner:

(a) Pension/ Family pension: The employee(s) retiring under the Scheme shall be entitled to Pension/ Family pension, as applicable, with effect from the date following the effective date of voluntary retirement and shall be authorised as per existing procedure.
Provided that the employee(s) governed by the EPF and Miscellaneous Provisions Act 1952 and EPS 1995, the pension shall be administered as per applicable rules.

(b) Retirement Gratuity :

(1) Payment of deferred Gratuity to employee(s) who opted for combined service pension and were absorbed in BSNL under rule 37A: The gratuity payable to the employee(s) who were absorbed from Central Government to BSNL and opted for Combined Service Pension, shall be calculated based on combined qualifying service rendered in Central Government and BSNL, till the effective date of voluntary retirement:

Provided that for the employee(s) who have attained more than 55 years of age on the effective date of Voluntary retirement, the payment of gratuity will be made after such employee attains the age of 60 years (superannuation age on the date of offer of VRS):

Provided that such payment of gratuity shall be made within one month from date of attaining 60 years.

Provided further that for the employees, currently aged 55 years or less, on the effective date of Voluntary retirement, the gratuity shall be paid in month of February, 2025.

(ii) Payment of Gratuity to directly recruited employees and those appointed under Rule 37: The gratuity payable to the employee(s) directly recruited by BSNL, shall be calculated based on qualifying service rendered after their appointment in the BSNL till the date of voluntary retirement.

Provided that the service rendered in previous organisation(s) before joining BSNL by such employee(s) shall not be taken into account for calculation of Gratuity benefit.

Provided that the gratuity shall be paid to such employee(s) by BSNL after voluntary retirement under this scheme without any deferment and within the existing prescribed time limit as per existing rules and procedures applicable to them.

(iii) Simple interest at the prevailing GPF rates (currently 7.9%), from the date of voluntary retirement under this scheme till the gratuity is released, shall be paid on the deferred gratuity amount for employees covered under clause 6.2 (b) (i).

(iv) In the event of death of the employee(s) retired under the Scheme before the due date of payment, the deferred gratuity amount will be released immediately to the family of such pensioner or to the nominee/ legal heir (in the absence of family pensioner), as the case may be, along with applicable interest till the date of payment as per Clause 6(b)(iii) of this Scheme.

(v) The amount of Gratuity payable to the employee on the effective date of voluntary retirement under the scheme shall be communicated to the employee by the concerned pension sanctioning authority.

(c) Commutation of Pension:

The absorbed employees who have attained more than 55 years of age on the effective date of voluntary retirement and had opted for pension on the basis of combined service in DOT and BSNL, on opting for voluntary retirement, will be eligible for commutation of pension only when such employee(s) attains the age of 60 years (superannuation age on the date of offer of VRS).

Provided that other employees currently aged 55 years or less, on the effective date of voluntary retirement, the commutation of pension shall be permitted with effect from 01-02-2025, in partial relaxation to extant rules of CCS (Commutation of pension) Rules, 1981. For commutation of pension, the retired employee will be required to make an application to the pension sanctioning authority as per the rules prevailing at that time.

Provided that till the employee opts for commutation of pension, hel she shall be paid full pension amount as admissible.

Once employee(s) become eligible for pension commutation as per above guidelines, commutation of pension shall be governed by the CCS (Commutation of pension) Rules, 1981 and such employee(s) shall be eligible for commutation of pension without submission of medical fitness certificate up to one year from date of becoming eligible for commutation, Provided further that on producing medical fitness certificate beyond one year, the commutation factor shall be applicable as per age of such employee(s) on date of commutation.

(d) Encashment of Earned Leave/ Half Pay Leave: The employee(s) retired under the Scheme shall be entitled to ‘Encashment of Earned Leave/ Half Pay Leave’ as per existing rules of BSNL.

(e) TA/ DA for journey to place of settlement after Voluntary retirement:

The employee(s) retired under this Scheme shall be entitled to TA/ DA for journey to the place of settlement as per existing rules.

(f) Retention of staff quarter: The employee(s) retiring under the Scheme shall be entitled to retention of staff quarter as per existing rules, as amended from time to time.

(g) Other Facilities/ entitlements (Residential Telephone Connection, Post retirement medical facilities etc.) shall be governed by the existing rules and procedures, as amended from time to time.

7. PROCEDURE:

(i) Eligible employee(s) shall be required to submit option to voluntarily retire from service under the Scheme during the period prescribed and as per the provisions of the scheme.

 (ii) The VRS option of employee(s) facing Departmental/ Judicial proceedings shall be accepted and Earned Leave encashment, Transfer grant, GPF/ CPF and pension will be released provisionally as per Rule 69 of CCS Pension Rules 1972. Provided that the payment of Ex-gratia and Gratuity, shall be released only on the conclusion of and based on the outcome of vigilance/disciplinary proceedings.

(iii) The option once exercised under this Scheme shall be final and decision of the competent authority shall be binding on the concerned employee(s). Provided that the employee(s) will be allowed to withdraw the option only once at any time till the closing time and date of option. Provided further that the request for withdrawal of option shall be submitted online along with signed copy in writing.

 (iv) The authority for acceptance of option under this scheme shall be the competent authority as defined in clause 3(c).

8.GENERAL CONDITIONS:

(i) The Scheme is not negotiable and shall not be a subject matter of any industrial dispute.

(ii) There shall be no recruitment in BSNL against the posts falling vacant on account of voluntary retirement under the Scheme, and these posts will be abolished

(iii) The employee(s) retired under this Scheme, shall not be eligible for Re employment in any other CPSE. Provided that in case any employee desires to take up re-employment in any CPSE, such employee shall have to refund the entire amount of ex gratia received under the Scheme to BSNL before joining such CPSE. BSNL shall remit the refunded amount to the government.

 (iv) All payments under the scheme and any other benefit payable to the employee(s) by BSNL shall be subject to prior settlement/re-payment in full of loans, advances, returning of property and any other dues payable by such employee(s) to BSNL.

Provided that such employee can give an option to settle the pending dues to BSNL from the amount of payment under Ex-gratia, Gratuity or other retirement benefits.

 (v) In the event of the death of an employee after submission of option but before the effective date of voluntary retirement under this Scheme, the amount of Ex-gratia payment shall not be released to the family/legal heirs of deceased employee: Provided that other retirement benefits as applicable according to the existing rules shall be paid to the family / legal heirs.

(vi) All payments made under the scheme shall be subject to deduction of tax at source as per Income Tax Act 1961, wherever applicable.

 (vii) The Competent Authority shall have absolute discretion either to accept or reject the request of an employee seeking Voluntary Retirement under the scheme without assigning any reason.

(viii) The benefits payable under this scheme shall be in full and final settlement of all claims of whatsoever nature, whether arising under the scheme or otherwise.

(ix) An employee who voluntarily retires under this scheme or his/her family or legal heirs shall have no claim or compensation except the benefits under the Scheme.

9. In case of any doubt or ambiguity over the meaning interpretation of any of the terms of this scheme, the decision of CMD BSNL shall be final and binding.

Source: ORDER/NOTIFICATION

BSNL VRS GUIDELINES ORDER DATED 04-11-2019

BSNL VRS NOTIFICATION ANNEXURE-I

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Cabinet approves Cadre review of Posts & Telegraphs Building Works Service (P&T BWS), Group A

Press Information Bureau
Government of India
Cabinet

06-November-2019 20:32 IST

Cabinet approves Cadre review of Posts & Telegraphs Building Works Service (P&T BWS), Group A

The Union Cabinet Chaired by the Prime Minister Shri Narendra Modi approved the Cadre Review of Posts & Telegraphs Building Works Service, Group ‘A’.

The number of Duty posts was fixed as 105. The approval would result in strengthening of the cadre structure both at the headquarters and in the field units of Department of Telecommunications and Department of Posts on the basis of functional requirements. This will reduce the existing stagnation of P&T BWS officers. It was also decided that there will be no fresh recruitment into the Cadre, and the cadre will be phased out in such a manner that there is no adverse impact on the incumbents.

Background:

The Posts & Telegraphs Building Works Service (P&T BWS), Group A, was constituted in 1990 as an organized Group A service. The service comprises of three wings – Civil, Electrical and Architecture – and caters to the Department of Telecommunications (DoT) and Department of Posts (DoP). Selected through Combined Engineering Services Examination conducted by Union Public Service Commission, the officers of P&T BWS are working in management and administrative positions in the Department of Telecommunications (DoT), Department of Posts (DoP), PSUs of DoT, and also on deputation in other Central Ministries/ Departments/ Autonomous Bodies and State Governments. Since the inception of the service in 1990, no cadre review of the Service has been done so far and is long overdue.

Formation of BSNL had affected the functions as well as cadre strength of the service with absorption of various officers in BSNL. After the transfer of telecom operations, service and functions of DoT to BSNL, the P&T BWS is left with the responsibility for maintenance of assets of DoT and DoP, handling of new projects, inspection of electromechanical installations as per Central Electricity Authority Regulations, 2010, formulation of guidelines, standards and specifications for Telecom Installations, ensuring implementation of green initiatives, monitoring of EMF radiations etc. for the entire ambit of Telecom sector, both public and private, and to meet the building infrastructure needs of Department of Telecommunications and Department of Posts.

These facts coupled with the stagnation in various grades of the service necessitated a review of the structure of P&T BWS. Accordingly, a cadre structure of P&T BWS officers was approved, which is considered essential for discharge of the role & obligations of the Department of Telecommunications and Department of Posts.

The Cadre Strength was restricted to the present working strength of the cadre, and the cadre review would entail no fresh financial commitment for Government.

****

VRRK/SC/SH

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Status of Cadre Review proposals processed in DoPT as on 05.11.2019

Approved by Cabinet – 31

Pending Proposals – 10

Status of Cadre Review proposals processed in DoPT from 1st January, 2014 to 31st October, 2019 (as on 05.11.2019)

A. Approved by Cabinet

B. Pending Proposals

Source: DoPT

http://documents.doptcirculars.nic.in/D2/D02adm/Statusason31102019NMr9b.pdf

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Grant of higher grade pay of Rs. 2000/- to Drivers Gr.Ill (Constable) of RPF/ RPSF

GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
(RAILWAY BOARD)

PC-VI  No.398

RBE No. 151/2019

No.PC-Vl/2010/I/5/1Pt.

New Delhi, dated:   20.09.2019

The General Manager (P),
All Indian Railways & Production Units
(as per mailing list)

Sub:    Grant of higher grade pay of Rs. 2000/- to Drivers Gr.Ill (Constable) of RPF/ RPSF.

Ref: 1. Board’s letter No. PC-VI/2008/1/5/8 dated 03.07.2013 (RBE No. 62/2013).
2. Board’s letter No. PC-VI/2010/ 1/5/ l dated  10.04.2018 (RBE No. 56/2018).
3. Board’s  letter No. 2013/Sec(E)/PA-2/12  (CC)  dated  03.11.2017 to Chief Security Commissioner/ RPF/ Western Railway (copy enclosed).

Vide Board’s letter dated 10.04.2018 (RBE No.56/2018) higher grade pay of Rs. 2000/­ was made applicable to all the Drivers Gr. III (Constable) of RPF/RPSF only who are similarly placed as compared to the petitioners in W.P. No. 15763/2013.

2. In this connection, a reference was received seeking clarification as to whether direct recruited Driver Gr.III of RPF/RPSF (who were enlisted in service as Driver Gr. III on 15.07.2010 in the pay scale of Rs. 5200-20200 + GP Rs. 1900/-) are to be treated at par with the petitioners of Writ Petition No . 15763/2013 (Shri Valibhai Y Darvodiya & 17 Ors Vs CSC/ RPF, CCG/Mumbai and DG/RPF) for the purpose of granting higher grade pay of Rs. 2000/-.

3. The matter has been examined in depth and it is accordingly clarified that all the Drivers Gr.Ill of RPF /RPSF are to be considered similarly situated as the petitioners in W.P. No. 15763/2013 for grant of higher grade pay of Rs. 2000/-

4. Further, the recruitment at the revised upgraded pay in future will be made after duly incorporating the revised pay in the relevant Recruitment Rules.

5. This issues with the concurrence of Finance Directorate of this Ministry.

Sd/-(U.K. Tiwari)
Jt. Director, Pay Commission
Railway Board

GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
(RAILWAY BOARD)
***

No. 2013/Sec (E)/PA-2/ 12 (CC)

New Delhi, Dated 03 .11.2017

Chief Security Commissioner/RPF,
Western Railway,
Mumbai.

Sub:  Special  Civil  Application  No. 15763 of 2013 filed  by Shri  Valibhai Darvodiya & 17 others.

Ref:    Addl.CSC/WR’s letter No. SFE 64/2176 dated 14.02.2017.

The matter regarding implementation of the order dated 12.07 .201 6 passed by Hon’ble High Court of Gujarat at Ahmadabad in Special Civil Application No . 1 5763 of 2013 filed by Shri Valibhai Darvodiya and 17 other Driver Grade -Ill of RPF was referred to Ministry of Finance (Department of Expenditure), Govt. of India. The Ministry of Finance (Dept. of Expenditure) having gone through the proposal  has agreed to implement the above order dated  12.07.2016 (Copy enclosed).

In view of the above, the Railway is advised to implement the Honble Court’s directions as in para 8 of the judgment dated 12.07.2016 in SCA No. 15763/2013 in favour of petitioners in the above case in personam. The local order in this regard needs to be framed carefully making it clear that it is an in-personam order for the petitioners  who were party in above Civil Application only.

This issues in- consultation with Pay Commission and Finance Directorates.

(Renu P. Chhibber)
DIG/R&T
Railway Board

Source: Click here to view/download the PDF

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Minimum rates of wages and VDA w.e.f. 01 Oct 2019: Railway Board Order

भारत सरकार/ GOVERNMENT OF INDIA
रेल मंत्रालय/ MINISTRY OF RAILWAYS
(रेलवे बोर्ड/ RAILWAY BOARD)

RBE No. 165/ 2019

No. 2016/E (LL)/AT/MW/1

New Delhi dated: 21.10.2019

The General Managers, Zonal Railways, Production Units.
Metro Railway, Kolkata, CORE, Allahabad
The General Managers, (Construction), All Indian Railways
The Director General, RDSO, Lucknow
The DG/Railway Staff College, Vadodara
The Directors, IRICEN, IRIEEN, IRISET, IRIMEE, IRITM |
The CAO, COFMOW, Tilak Bridge. New Delhi
The CAO, Rail Coach Factory / Raebareli, Kishan Ganj, Delhi-7
The CAO, Rail Wheel Plant, Bela

Sub: Minimum rates of wages and variable dearness allowance w.e.f. 01.10.2019

A copy each of Orders No. (i) 1/36(1)/ 2019-LS-II, (ii) 1/36/(2)/ 2019-LS-H, (iii) No. 1/36(3)/2019-LS.II, (iv) No.1/36(4)2019 LS.II (v) No.1/36(5)2019 -LS.II (vi) 1/36(6)/2019-LS-II and (vii) 1/36(7)/2019-LS-II dated 23.09.2019 revising the rates of variable dearness allowance for contract workers engaged in (i) Agriculture (ii) Gypsum Mines, Barytes Mines, Bauxite Mines, Manganese Mines, China Clay Mines, Kyanite Mines, Copper Mines, ClayMines, Magnesite, Mines, White Clay Mines, Stone Mines, Steatite Mines (including the mines producing Soap Stones and Talc), Ochre Mines, Asbestos Mines, Fire Clay Mines, Chromite Mines, Quratzite Mines, Qrarts Mines, Silica Mines, Graphite Mines, Felspar Mines, Laterite Mines, Dolomite Mines, Red Oxide Mines, Wolfram Mines Iron Mines Ore Mines, Granite Mines,Rock Phosphate Mines, Hematite Mines Marble and Calcite Mines, Uranium Mines, Mica Mines, Lignite Mines, Gracel Mines, Slate Mines and Magnetite Mines (iii) Construction or Maintenance of Roads or runways or in Building Operations including Laying Down Underground electric, wireless, Radio, Television, Telephone, Telegraph and Overseas Communication Cables and Similar other Underground cabling work, Electric lines, Water supply lines and Sewerage Pipe Lines (iv) Stone mines (v) Employment of sweeping and cleaning excluding activities prohibited under the Employment of Manual Scavengers and Construction of Dry Latrines (Prohibition) Act, 1993 (vi) Watch and Ward (With arms and without arms) and (vii) Loading and unloading in (i) Goods sheds, parcel offices of Railways, (ii) other goods-sheds, godowns, warehouses and other similar employments; (iii) Docks and Ports; And (iv) Passengers goods and Cargo Carried out at Airports ( Both International and Domestic). The rates are applicable w.e.f. 01.10.2019.

2. Railways, being Principal Employer are required to ensure that the contractors are complying with the provisions of the Contract Labour (R&A) Act, 1970 and Minimum wages. Act, 1948 strictly and arranging prescribed minimum wages to the contract labourers.

3. This issues with the concurrence of the Finance Directorate of Ministry of Railways. Please acknowledge receipt.

D.A.: As above (10 pages) :

(Manju)
Jt. Director Establishment (LL)
Railway Board

Documents Attached:

Minimum Wages & VDA from 01.10.2019 for Watch & Wards [Security Guards] Duties

Minimum Wages & VDA from 01.10.2019 for Loading and Unloading Workers in Railways, Docks & Ports, Cargo etc.

Minimum Wages & VDA from 01.10.2019 for Sweeping and Cleaning Workers

Minimum Wages & VDA from 01.10.2019 for Agricultural Labours

Minimum Wages & VDA from 01.10.2019 for Industrial Workers in Mines

Minimum Wages & VDA from 01.10.2019 for Industrial Workers in Mines

Minimum Wages & VDA from 01.10.2019 for Industrial Workers in Construction

Minimum Wages & VDA from 01.10.2019 for Industrial Workers in Stone Mines

Source: Click here to view/download the PDF

[http://www.indianrailways.gov.in/railwayboard/uploads/directorate/establishment/ELL/2019/RBE_165_2019_E(LL).pdf]

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Implementation of BSNL Voluntary Retirement Scheme, 2019 – Instructions for smooth and timely settlement of pension cases

BHARAT SANCHAR NIGAM LIMITED
(A Govt. of india Enterprise)Corporate Office
Pension Section, 5th floor
Bharat Sanchar Bhawan
H.C. Mathur Lane
New Delhi-110001

No.48-13/2019-Pen (B)

Dated: 04-11-2019

To
All Heads of Circles/Telecom Districts/ Regions/Projects/
Telecom Stores/Telecom Factories & Other Administrative Offices
Bharat Sanchar Nigam Limited

Sub: Implementation of BSNL Voluntary Retirement Scheme, 2019 — Augmentation of staff strength in Pension Cells in Circles and other administrative units for smooth and timely settlement of pension cases.

Sir,
I am directed to invite your kind attention to this office letter no. 1-15/2009-PAT (BSNL) dated 04.11.2019 regarding introduction and implementation of BSNL Voluntary Retirement Scheme, 2019.

2. As per the said scheme, employees aged 50 years or above are eligible to opt for voluntary retirement w.e.f. 31.01.2020 and it is expected that a sizable number of eligible employees would be opting for voluntary retirement under the scheme. Consequently, the workload of the pension settlement units in circles and other administrative units are expected to increase manifold. Moreover, some of the eligible employees who are presently posted in pension settlement units may also opt for voluntary retirement under the scheme. It would, therefore, be necessary to arrange for suitable substitutes for such employees for maintaining continuity.

3. In view of above, you are requested to ensure posting of suitable and sufficient number of Executives/Non-Executives in sections handling pension settlement in Circle/SSAat the earliest, so that the newly posted employees could be accustomed with the nature of work and pension cases can be processed and settled in timely manner.

Yours faithfully,
(Sheo Shankar Prasad)
Dy. General Manager (Estt.-l)

Source: Click here to view/download the PDF of Banner

BSNL Voluntary Retirement Scheme-2019

1. Eligibility Criteria:-

All regular employees, both absorbed and directly recruited, of BSNL who attains 50 years or above as on effective date of VRS,ie 31/01/2020, are eligible.

2. Important Dates:-

a. Start of option : 04/11/2019
b. Closing of option ; 03/12/2019 up to 1730 hrs.

3. Benefits:-

i. Ex-gratia- 35 days salary for each completed year of service+25 days salary for each year of service left, until superannuation, provided further ex-gratia shall not exceed the salary he/she would have drawn at the existing level for the service period left.

ii. For employees absorbed in BSNL under Rule 37A, ex-gratia shall be restricted to the amount which taken together with the pension that the employee would be drawing for the balance period left till superannuation. Provided further that the ex-gratia shall not exceed 125% of the salary of the employee would have drawn at the existing level for service period left.

4. Employees opting VRS are entitled for the terminal & other benefits under existing rules as below:-

i. For Absorbed employees:-

» Pension/Family Pension from the next day of effective date of VRS

» Retirement Gratuity:-

• For employees above 59 years- within one month from the date of attaining 60 years
• For employees 55 and below – in February 2025.

» Incase of death of the retired employee before due date of payment of gratuity , the amount shall be released immediately to family along with interest.

» Simple interest @GPF rates(currently 7.9%) will be paid till the date of release of gratuity

ii. For BSNL Recruited employees and those appointed under Rule 37, gratuity shall be paid without deferment.

iii. Commutation of Pension:-

Full pension will be paid till the employee opt for commutation as below:-

» For employees above 50 years- on attaining 60 years
» For employees 59 and below- on 01/02/2025.

iv. Encashment of EL/HPL, TA/DA to place of settlement after VRS, Retention of staff quarters, RTC, Post-retirement medical facilities allowed as per existing rules and procedures, amended from time to time.

5. The eligible employees are required to login to the ERP/ESS portal
(http://sp05rpxl.erp.bsnl.co.in/irj/portal) for exercising his option for seeking voluntary retirement under the BSNL Voluntary Retirement Scheme -2019. Physical copies in triplicate signed in blue ink by the employee concerned shall be submitted to the administrative office concerned, within three days of giving option in ESS.

11. The option once exercised under this Scheme shall be final and decision of the competent authority shall be binding on the employee(s).Provided that the employee(s) will be allowed to withdraw the option only once at any time till the closing time and date of option.

6. A helpdesk has been opened in Circle Office at 6 floor, C wing with CAO(FA). Eligible and interested employees can contact the helpdesk at 022-49780294, during normal office hours for assistance.

Source: Click here to view/download the PDF of Banner

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Scheme for engagement of paramedical staff on contractual basis in Railways is valid only till 31.03.2020

GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
(RAILWAY BOARD)

RBE No. 180/2019

No. E(NG)II/2005/RC-4/SC/2

New Delhi, dated 24.10.2019

The General Manager (P),
All Zonal Railways/Production Units,
CORE/Allahabad & Metro Railway, Kolkata.

Sub: Filling up of posts in Para-medical categories in Group ‘C’ on contract basis.

Ref: Board’s letter No. E(NG)II/2005/RC-4/SC/2 dated 31.05.2019.

Attention is invited to Railway Board’s letter under reference on the above subject, it may be noted that the scheme for engagement of paramedical staff on contractual basis is valid only till 31.03.2020. Therefore, as RRB recruited paramedical employees will be joining shortly, contractual employees should be let go within prescribed notice period in a phased manner, ensuring that no such contractual! employees continue beyond 31.03.2020, on joining of the regularly selected candidates from RRB.

(M.M. Rai)
Joint Director/Estt.(N)II
Railway Board

Source: http://www.indianrailways.gov.in/railwayboard/uploads/directorate/establishment/ENG-II/2019/RBW_180_19.pdf

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Classification of the post of Assistant Director (Official Language) as Group ‘A’ in the Defence Accounts Department

कार्यालय, रक्षा लेखा महानियंत्रक
उलान बटार रोड, पालम, दिल्ली
CONTROLLER GENERAL OF DEFENCE ACCOUNTS
ULAN BATAR ROAD, PALAM, DELHI CANTT-110010

फाईल सं. AN/VIII/8201/2//RR/Asstt. Director (OL)

दिनांक: 04/11/2019

To
1. All PCDAs/PCA(Fys)
CDAs/CsFA
Admin W (Local)

विषय : रक्षा लेखा विभाग में सहायक निदेशक (राजभाषा) के पद का समूह “क’ में वर्गीकरण
Sub. : Classification of the post of Assistant Director (Official Language) as Group ‘A’ in the Defence Accounts Department.

रक्षा मंत्रालय (वित्त) ने दिनांक 22 अक्तूबर 2019 के एफ. सं. 9(6)2/2011 के द्वारा रक्षा लेखा विभाग में सहायक निदेशक (राजभाषा) के पद को समूह “क” में वर्गीकृत किए जाने की सक्षम प्राधिकारी की संस्वीकृति को संप्रेषित किया है । उसकी एक प्रति सूचना एवं आपकी अगली आवश्यक कार्रवाई हेतु एतद्द्वारा आपको अग्रेषित की जा रही है। इस सबंध में संबंधित अधिकारियों को कार्यालय आदेश भाग-2 प्रकाशित करके एक प्रति इस कार्यालय को प्रेषित करेंं।

रक्षा लेखा महानियंत्रक के अनुमोदन से जारी किया गया।

Sanction of the competent authority has been conveyed regarding classification of the post of Assistant Director (Official Language) as Group ‘A’ in Defence Accounts Department vide MoD (Finance) New Delhi F.No. 9(6)/C/2011, dated 22 October 2019. A copy of the same is forwarded herewith for information and further necessary action at your end. A Part-II Office Order may be published in respect of the concerned officer(s) and forwarded to this Hqrs office.

This issues with the approval of the CGDA.

संलग्न : यथोपरि |

Sd/-
(देवेन्द्र मोहन)
लेखा अधिकारी (प्रशासन)

F.No. 9(6)/C/2011
Ministry of Defence (Finance)
DAD (Coord)
Room No.24A, South Block,
New Delhi

Dated 22nd of October 2019

To

The CGDA
O/o CGDA, Ulan Batar Road
Delhi Cantt
[Kind attention: Dr. Amit Gupta, Sr. Dy. CGDA (Admin)]

Subject: Classification of the post of Assistant Director (Official Language) in Defence Accounts Department as Group ‘A’ post.

Sir,

I am to refer to subject proposal of the CGDA’s office submitted vide UO No. AN/ VII/8201/2/RR/Astt. Director (OL) dated 18.09.2019 and to convey that the post of Assistant Director (Official Language) in Defence Accounts Department has been approved to be classified as Group “A” post by the competent authority viz. Hon’ble RM to classify as Group “A” post.

(Anu Arora)
Asstt. Financial Advisor

Source:  Click here to view/download the PDF

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Income-Tax deduction at source from salaries during the financial year 2019 – 20 – Information regarding – Proforma

TIME BOUND

F.NO. G.27036/1/2011-Cash-I
Directorate General of Health Services
(Cash-I Section)

CIRCULAR

Nirman Bhawan,New Delhi
Dated the 6th September, 2019

Subject: Income-Tax deduction at source from salaries during the financial year 2019 – 20 (U/S 192 of the Income Tax Act, 1961) -information regarding.

Cash Section, Dte.GHS is required to work out income tax liability in respect of all the officials and recover remaining Income-Tax from salary in remaining months of the current financial year(2018-19).

All the Officers/Staff, in Dte. GHS are, therefore , requested to intimate savings (other than GPF/NPS contribution,CGEGIS & CGHS) as per proforma enclosed so that income tax liability can be worked out and recovered in the remaining months of current financial year on an average basis. In case of non-receipt of information by 16th September 2019, it will be presumed that there is no savings besides GPF/NPS contribution,CGEGIS & CGHS and income tax will be deducted accordingly on an average basis.

If staying in rented accommodation ,proper rent receipt from the landlord may be provided. Further, if annual rent paid by the employee exceeds Rs. 1,00,000/- per annum, it is mandatory to furnish i n Form 1288 (available in proforma), the name, address, and PAN of the landlord(s).

Officers who are drawing Annual Allowance are requested to submit a certificate to the effect that the annual allowance drawn by them for the year 2019-20 has been utilized for the purpose for which it was given.

Self attested copies of documents in respect of savings intimated may also be provided.

(Johnson)
Section Officer & DDO
Directorate General of Health Services

Source: Click here to view/download the PDF

[https://dghs.gov.in/WriteReadData/Orders/201909060243178254260incometaxform.pdf]

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MACP – Counting of promotion to a post carrying same grade pay: AIRF/PNM

Reference is invited towards AIRF’s PNM Item No.33/2018, vide which a demand was placed to extend benefit of Fixation of Pay in case of Sr. Goods Guard promoted to the post of Passenger Guard (post carrying higher duties and responsibilities, but carrying same Grade Pay)…..

A.I.R.F.
All India Railwaymen’s Federation

No.AIRF/PNM/05/2014

Dated: October 22, 2019

No.AIRF/PNM/33/2018
No.AIRF/36(1106)

The Member Staff,
Railway Board,
New Delhi

Dear Sir,

Sub: Item No.05/2014 of PNM/AIRF – Fixation of Pay on Promotion to a post carrying higher duties and responsibilities but carrying same grade pay

Ref.: Railway Board’s letter No.PC-VI/2014/IR-A/1 dated 09.10.2019

Reference is invited towards AIRF’s PNM Item No.33/2018, vide which a demand was placed to extend benefit of Fixation of Pay in case of Sr. Goods Guard promoted to the post of Passenger Guard(post carrying higher duties and responsibilities, but carrying same Grade Pay).

Railway Board vide their letter under reference dated 09.10.2019 have declined to accept the demand unjustifiably, although Rule 1313 FR(22)(1)(a)(1) of the IREC, Vol. II, which reads as under, provides for it:-

“(a)(1) Where a Railway Servant holding a post, other than a tenure post, in a substantive or temporary or officiating capacity is promoted or appointed in a substantive, temporary or officiating capacity as the case may be, subject to the fulfillment of the eligibility conditions as prescribed in the relevant Recruitment Rules, to another post carrying duties and responsibilities of greater importance than those attaching to the post held by him, his initial pay in the time scale of the higher post shall be fixed at the stage next above the notional pay arrived at by increasing his pay in respect of the lower post held by him regularly by an increment at the stage at which such pay has accrued or rupees twenty five only, whichever is more.” Obviously, Sr. Goods Guard, when promoted to Passenger Guard, although in erstwhile same Grade Pay of Rs.4200, has to assume another post, carrying duties and responsibilities of greater importance than those attaching to the post held by him prior to his promotion. As such, fixation of pay under Rule 1313 FR(22)(1)(a)(1) is fully justified.

Since Railway Board have not accepted our demand, as mentioned above, according to their reply, and the employee appointed as Goods Guard gets benefit of fixation of pay under Rule 1313 FR(22)(1)(a)(1) only two times in his whole career up to his/her promotion to the post of Guard(Mail Express), as such, promotion earned by him/her should be counted as “two” instead of three, and they should be extended benefit of third financial upgradation after completion of 10 years service from the last promotion or 30 years of regular service, whichever is earlier, as has been done in the case of Cashier under RBE No.163/2019.

Yours faithfully,

Sd/-

(Shiva Gopal Mishra)
General Secretary

Copy to: General Secretaries, all affiliated zonal unions – for information.

Item No.05/2014 of PNM/AIRF – Fixation of Pay on Promotion to a post carrying higher duties and responsibilities but carrying same grade pay

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Revision of pension/family pension of pre-2006 pensioners to maintain the existing modified parity between present and future retirees in the wake of apex court verdict: BPS writes to DOP&PW

BHARAT PENSIONERS’ SAMAJ
(All India Federation of Pensioner’s Association)
New Delhi-110014

NO BPS /SG/029

Dated: 29.10.2019

To
The Secretary.
GOI M/O Personnel PG & Pensions- DOP &PW

Sub: Revision of pension/family pension of pre-2006 pensioners in the wake of apex court verdict dt. 11.7.2019 in Manipur Pensioners Association vs State of Manipur case No. CA 10857/2016.

Ref: DOP&PW OM No.F.No.38/37/08-P&PW(A) at. 1.9.2008.
Sir,

The DOP&PW notified the rules governing revision of pension/family pension of pre-2006 pensioners/family pensioners vide OM under reference for implementing the recommendations of VI CPC. Two different formulae – one for pre-2006 pensioners/family pensioners and another for post-2006 pensioners/family pensioners – led to discrimination in the quantum of pension payable to the pre and post-2006 pensioners/family pensioners. Representations made against this injustice were rejected on the sole criteria that the pension of pre-2006 pensioners/ family pensioners was fixed on the basis of the concordance table provided by the VI CPC based on a formula that is different from the one followed for the pensioners retired after 31.12.2005. In other words, the pension of pre- 2006 pensioners was fixed without following the principle of fixing notional pay in the new pay scale thereby violating the law established through SC judgement in D.S. Nakara & Others vs Union Of India on 17 December, 1982 Equivalent citations: 1983 AIR 130, 1983 SCR (2) 165 reconfirmed vide CIVIL APPEAL NO. 10857 OF 2016. All Manipur Pensioners Association Appellant by its Secretary Versus The State of Manipur and others..Respondents. Date of judgement 11.07.2019. Whereas, the principle of fixing notional pay/pay was followed for post-2006 pensioners and this discrimination led to anomaly of less pension for pre-2006 pensioners/family pensioners.

Paradoxically though, the revised PPO issued post-7th CPC indicates the notional pay of pre-2006 pensioners which entitles more pension than what had been paid. This discrimination inflicted on pre-2006 pensioners/family pensioners is held legally not tenable and hence requires to be rectified and their claim for arrears of the short payment settled in the light of the following.

2. Implementation of the recommendations of VI CPC has the dubious distinction of attracting several litigations due to inherent flaws in the recommendations as such, as also the inappropriate interpretation given to some of the recommendations, e.g., apex court had to intervene twice for paying arrears of pension/family pension to pre-2006 pensioners w.e.f. 1.1.2006, the date fixed for giving effect to VI CPC Scales. Furthermore, the formula adopted by the VI CPC, which is different from the policy of parity between pensioners retired in different time frame is nothing but an aberration from the declared policy of successive CPCs right from III CPC onward, including VII CPC. Even the VI CPC’s report (vide para 5.1.47) states that “in order to maintain the existing modified parity between present and future retirees it will be necessary to allow the same fitment benefit as is being recommended for the existing Government employees.” Yet, finally it ended up in lower rate of pension to pre-2006 pensioners/family pensioners as against post-2006 pensioners. (Fitment benefit for post 2006 was through Grade Pay which in in many cases happen to be higher than 40%).

3.1. It is not that the policy of parity between pensioners has been advocated by the successive CPCs; even the judicial pronouncements upheld that view and observed that disparity between pensioners is violative of Article 14 of the Constitution of India. In its judgment in the case of Union of India vs SPS Vains (Retd) & Others (2008) 2 SCC (LS 838) the Supreme Court held that the disparity created within the same class i.e.., two officers both retired as Maj. Gen., one prior to 1.1.1996 and other after that date but getting different amounts of pension was arbitrary and that the same also offends Article 14 of the Constitution of India.

3.2. In a recent case (CA10857 of 2016 in Manipur Pensioners Association vs State of Manipur) the Supreme Court has held that ALL THE PENSIONERS, IRRESPECTIVE OF THEIR DATE OF RETIREMENT, ViZ., PRE-1996 RETIREES SHALL BE ENTITLED TO REVISION IN PENSION AT PAR WITH THOSE PENSIONERS WHO RETIRED POST-1996. This decision has been given on an appeal by the Manipur Pensioners Association against the decision of the Division Bench of the H.C. setting aside the verdict of the single judge bench that allowed parity between the pre-1996 and post-1996 pensioners as demanded by the said Association. The judgment of the single judge bench is in accordance with the judgment of a Constitution Bench of 5 judges in D.S.Nakara case, in which para 46 says that “revised pay scales are introduced from a certain date. All existing employees are brought on to the revised scale of pay by adopting a theory of fitments and increments for past service. In other words, benefit of revised scale is not limited to those who are in service or who enter service subsequent to the date fixed for introducing revised scales, but the benefit is extended to all those who were in service prior to that date. This is just and fair”. This verdict is not diluted by the Supreme Court in its subsequent judgements so far.

3.3 During the trial in the Supreme Court the respondent (Manipur State) claimed that the decision of the apex court in D.S. Nakara case is one of limited application and there is no scope for enlarging the ambit of their decision to cover all schemes including identical amount of pension irrespective of the date of retirement and in support of its stand quoted the decisions/observations of the apex courtin similar cases such as (1) Indian Ex-Services League vs U.O.1, (2) Kallakkurichi Tk. Retd. Officials Association vs Tamil Nadu State and some more cases. However, the apex court rejected all those issues as ‘none of the judgments relied upon by the respondent (Manipur State) has any bearing to the controversy on hand’. On the other hand, the court extensively quoted its own observations/ decisions given in the matter of D.S. Nakara & others vs Union of India and even verbatim reproduced paras 42 and 65 of the judgment in the said case and concluded that the controversy/issue in the appeal filed by Manipur Pensioners Association is squarely covered by the decision of the apex court.

4. Moreover, there is similarity between the two cases – one adjudicated by the apex court in the Manipur Pensioners Association vs State of Manipur referred to above and the ground attributed by the Govt. of India for rejecting the demand of pre-2006 pensioners for parity with post-2006 pensioners. The State of Manipur’s ground for rejecting the claim for parity between pre and post 1996 pensioners was constraint of financial resource with the State while it was ‘recommendation of VI CPC’ that recommended different criteria for pre and post 2006 pensioners.

5. Rejecting the claim for parity in pension between pre and post-2006 pensioners was attributed to the Govt. decision based on the recommendation of CPC. In this regard it is worthwhile to recall that recommendations of CPCs are recommendatory and not binding on the Govt. but can be rejected, modified or accepted in toto, while the decision of the Govt. is not always appropriate whereas the verdict/ruling in the matter adjudicated by the courts of law is considered final and holds the ground, as narrated in the preceding paras.

6. Pensioners are a homogenous class and dividing them into pre and post particular cutoff date violates the norms laid by the Hon’ble Supreme Court. Hence, we request the DOP&PW to issue suitable modified instructions keeping in view the verdict of the apex court so that the long pending demand of pre-2006 pensioners/family pensioners is settled without losing further time.

Thanking you

Yours truly,

Sd/-

S C Maheshwari
Secy Genl Bharat Pensioners Samaj

Copy to Ms.Seema Gupta, Director (PW) GOI M/O Personnel PG & Pensions- DOP &PW New Delhi.

Source: https://scm-bps.blogspot.com/2019/10/revision-of-pensionfamily-pension-of_31.html

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Monthly remuneration of a re-engaged retired employee: Railway Board’s clarification with illustrations

GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
(RAILWAY BOARD)

No. E(NG)II/ 2007/ RC-4/ CORE/1

New Delhi, dated 24.10.2019

The General Manager (P),
North Eastern Railway,
Gorakhpur.

Sub: Monthly remuneration of a re-engaged retired employee.

Ref: Board’s letter No. E(NG) II / 2007 / RC-4 / CORE/ 1 dated 16.10.2017.

Please refer to North Eastern Railway’s letter No. ‘ifiT / 227 / 2/ Re­ engagement /cm: dated 30.07.2019 on the above subject seeking clarifications regarding calculation of monthly remuneration of a re-engaged retired employee with reference to Board ‘s letter dated 16. 10.2017. Railway has sought specific clarification on whether along with Last Basic Pay drawn such monthly remuneration should be computed after factoring DA drawn.

2. Attention in this connection is drawn to Ministry of Labour and Employment’s OM No. A-12034/11/2018-Admn.I dated 30.11.2018 (nodal Ministry) in terms of which total monthly remuneration and pension drawn by the retired employee re-engaged on contract basis (i.e., Consultant) cannot be more than last pay drawn by him / her at current DA rates.

3. Considering the nodal Ministry’s guidelines in the matter at para-2 above; the provision made in para 2(vii) of Board’s letter No. E(NG) II / 2007/ RC-4/ CORE/1 dated 16.10.2017 requires to be modified appropriately. For ease of comparison, two different scenarios/ options for calculating the monthly emoluments, as sought in the Railway’s reference dated 30.07.2019, are illustrated in para-5 below as Scenario ‘A’ and Scenario ‘B’ for an employee with details as in para-4 below. ·

4. Both Scenarios (‘A’ and ‘B’) are with reference to an employee with the following details-

Note: DA and DR are as per rates prevalent at the time of retirement of the employee.

3. Total emoluments which this retired employee with above details will be receiving after being re-engaged can be either as illustrated in scenario ‘A’ or ‘B’ as given below-

Scenario ‘A’ [Emoluments to Consultant = (Last Basic + DA) – Pension]

Scenario  ‘B’ [Emoluments to Consultant = (Last Basic – Pension)]

6. It is seen that in Scenario ‘A’, total emoluments to the retired employee [amount at (v) ]is more than his last Basic Pay + DA and is therefore violative of Ministry of Labour and Employment’s OM dated 30.11.2018. It is in Scenario ‘B’ that the total emoluments [amount at (vii)] is less than last Basic Pay + DA and is therefore in conformity with the OM ibid.

7. Method of calculating emoluments to be paid to the re-engaged retired employee as illustrated in Scenario ‘B’ therefore should prevail. Stipulation made in para 2(vii) of Board’s letter No. E(NG) II / 2007 / RC-4 / CORE / 1 dated 16. 10.2017 is therefore modified to this extent.

8. It is also pointed out that though with the illustration shown in Scenario ‘B’, the total emoluments to the retired employee are marginally less than his total emoluments prior to retirement; this difference will get progressively reduced with fresh instalments of DR that will accrue on the pension as announced at regular intervals.

9. This issues with the concurrence of the Finance Directorate of the Ministry of Railway.

(M.M. Rai)
Jt. Director/E(N)II
Railway Board

Source: Click here to view/download the PDF

[http://www.indianrailways.gov.in/railwayboard/uploads/directorate/establishment/ENG-II/2019/ENG_II_241019.pdf]

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Promotion of Non-gazetted (Group ‘C’) staff to Non-selection posts – Policy & Procedure (Railway Board Master Circular No.37)

भारत सरकार GOVERNMENT OF INDIA
रेल मंत्रालय MINISTRY OF RAILWAYS
(रेलवे बोर्ड RAILWAY BOARD)

No.E(NG)I-2019/PM 1/19

New Delhi, dated October 10, 2019

The General Managers,
All Zonal Railways &
Production Units.
(as per standard mailing list)

Sub: Promotion of Non-gazetted (Group ‘C’) staff to Non-selection posts – Policy & Procedure (Master Circular No.37).

Please find enclosed herewith a copy of updated Master Circular No.37 on the above subject for information and guidance.

DA : As above.

(P.M.Meena)
Dy. Director -11/E(NG)I
Railway Board

MASTER CIRCULAR No.37

भारत सरकार GOVERNMENT OF INDIA
रेल मंत्रालय MINISTRY OF RAILWAYS
(रेलवे बोर्ड RAILWAY BOARD)

No.E(NG)I-2019/ PM1/19/Master Circular

New Delhi, dated 23.09.2019

The General Managers,
All Indian Railways,
Production Units & others
(as per standard mailing list).

Sub: Promotion of Non-gazetted (Group ‘C’) staff to Non-selection posts – Policy & Procedure (Master Circular No.37).

At present the orders relating to promotion of non-gazetted (Group ‘C’) staff to non-selection posts are contained in Chapter-II, Section ‘B’ of IREM, 1989 and also in a number of office circulars/letters issued from time to time and Master Circular No. 37 issued in 1991. Updated Master Circular No. 37, incorporating the provisions of instructions issued on the subject till date, is as follows:

2. Promotion:

(i) Promotion includes promotion from lower grade to higher grade, from one class to another class and from one group to another group. (Para 211 of IREM, 1989).

(ii) ‘Non-selection posts’ are posts, grades or classes which have not been declared as ‘selection posts’.

(iii) Declaration of posts as ‘selection’ or ‘non-selection posts’ – The posts are declared as ‘selection’ or ‘non-selection’ for the purpose of promotion by the Railway Board depending upon the requirement of the service.

A Railway servant may be promoted to fill any post only if he is considered fit to perform the duties attached to the post. The Railway Board, General Manager, the Head of Department or the Divisional Railway Manager may prescribe the passing of specific departmental or other tests as condition precedent to a Railway servant being considered fit to hold specified posts, such rules should be published for the information of the staff concerned. (Para 213 of IREM, 1989).

Unless specifically provided otherwise, promotion shall be made without any regard for communal or racial consideration.

2.1 Promotion of persons with disability:- There shall be no discrimination in the matter of promotion merely on ground of physical disability. This will apply to the categories of staff who have been recruited from the open market against the vacancies reserved for recruitment or physically handicapped and the staff who acquire disability during service and are absorbed in suitable alternative employment as per provisions contained in Chapter-XIII. Such staff will be considered for promotion in their turn based on their eligibility and suitability along with others in the selection/ suitability I trade test, for promotion to higher grade post.

3. Procedure for filling Non-selection posts:

3.1 Non-selection posts will be filled by promotion of the senior-most suitable Railway employees, the suitability, whether of individual or a group of employees, being determined by the authority competent to fill the posts on the basis of the record of service and/ or departmental tests, if considered necessary.

3.2 A senior employee may be passed over only if he/she has been declared unfit for holding the post in question.

3.3 When a senior Railway employee is passed over, the authority making the promotion shall record briefly the reasons for such supersession. (E.48/RC l / 18/3 dated 21.11.1953 (Item 2), E(56)/PM1 /12/3 dated 23.03.1956, E(NG)I/80/ PM l / 317 dated 30.12.1980 and para 214 of IREM, 1989).

3.4 If written test is held as the part of suitability, it should be based on 100% objective pattern as per Board’s guidelines issued vide letters No. E(NG)I/2018/ PM l /4 dated 14.12.2018 (RBE No. 196/2018) and dt. 14.06.2019 (RBE No. 97/ 2019).

4. Assessment of vacancies:

(i) The number of eligible staff called for consideration should be equal to the number of existing vacancies plus those anticipated during the next one year due to normal wastage (i.e. retirement/superannuation) likely acceptance of requests for voluntary retirement/ resignation, the vacancies in the higher grades in the channel, the filling up of which will result in the need to make consequent appointments from the proposed select list, staff approved to go on deputation to other units, staff already empanelled for ex-cadre posting, creation of additional posts already sanctioned by the competent authority and due to staff likely to go out on transfer to other Railways/Divisions. In the case of promotion by trade test also the vacancies should be calculated on the basis of existing vacancies plus those anticipated to occur during the next one year.

(Authority:- Railway Board’s letter No. E(NG)I/97 /PMl /31 dated 17.02.1998 and E(NG)2018/PM- l /65 dated 07.12.2018.)

(ii) If, sufficient number of suitable candidates are not available further candidates to meet the shortfall may be called up in continuation and so on, but the whole process should be completed within six months. If this period is exceeded, it will be treated as a fresh suitability test and those who failed in the earlier test should be eligible for reconsideration.

(iii) Where non-selection posts are filled from different categories of staff, no hard and fast limits need be prescribed as to the number of the candidates to be admitted from each eligible category. In cases, where posts are to be filled on the quota basis, it should be ensured that each category is adequately represented within the overall number of candidates called up. Employees passing the suitability test should only be placed in the select list. Employees not qualifying in the test should not be taken merely to make up the quota fixed.

5. Eligibility Conditions (condition of the minimum two years service in the immediate lower grade)

5.1 The minimum period of service for eligibility for promotion within Group ‘C’ should be two years in the immediate lower grade irrespective of whether the employees belong to reserved community or not.

5.2 Service for this purpose shall be the service rendered on regular basis. Service rendered on ad-hoc basis shall, however, be taken into account for this purpose if it is followed by regularisation without break.

5.3 The condition of two years minimum service has to be satisfied at the time the promotion is actually made. Thus employees who are regular in the relevant lower grade can be considered according to the procedure laid down but a person, who is empanelled, can actually be promoted only when he completes two years service in the immediate lower grade. Accordingly, a suitable note to this effect should be inserted in all suitability lists which included names of candidates who have not completed two years of service in the lower grade at the time suitability was adjudged.

5.4 Where longer length of service in the lower grade has been stipulated as a condition of eligibility for promotion in any particular category, the same will continue to apply.

5.5 If by virtue of operation of the above, a junior is eligible for promotion to the relevant next higher grade, his/ her senior also will be eligible for promotion even though he/ she might not have put in a total of two years service in the immediate lower grade.

5.6 In cases where promotion could not be made on account of a Stay Order or injunction of the Court of Law and the employees in the meantime becomes due for promotion to higher grade but could not be promoted on account of non-fulfilment of two years service in the immediate lower grade, relaxation can be granted in such cases with the personal approval of:-

(i) DRM in the case of Divisionally controlled posts;

(ii) A nominated SA Grade Officer of the concerned Department in the case of posts controlled by the headquarters (standing nomination to be done by the PHOD of the Department); &

(iii) Respective SA Grade Controlling Officer in other cases.

5.7 In addition to the above, the employees should also fulfil the educational qualifications etc. and any other condition wherever prescribed for the post for which suitability test is held.

5.8 If a person is selected for and appointed in another cadre to a post in the same grade as that held by him in his parent cadre and he has to seek further promotion in the new cadre, he has to render two years service in the new cadre before being promoted therein.

5.9 If the post is to be kept unfilled due to candidates with two years service in the immediate lower grade not being available, the posts should be downgraded and operated in the lower grade.

5.10 Two years service condition in the immediate lower grade is also applicable to local officiating/ ad hoc promotions against short terms vacancies.

[No.E(NG)I/ 75/ PM l /44 dated 31.05 .1982, 22.09.1982 & 26.05.1984, No.E(NG)I/85/PM l / 14 (RAEC-78) dated 13.11.1985 (RBE 296/ 1985), E(NG)I/85/PM1/13(RRC) dated 19.02.1987 (RBE 28/1987), 04.11.1987, 23.03.1989 (RBE 83/1989) and 13.02.1990 (RBE 20/ 1990)].

6. Suitability test, Number to be called, Continuation/Supplementary test, interval between two suitability tests etc :-

6.1 Suitability test should be held after a gap of not less than one year. All eligible staff, including those who failed in the earlier test should be called. Period of one year is reckoned from the date of announcement of results. The number of eligible staff called for consideration should be as per Para 4(i) above.

6.2 An employee who has passed a suitability test once need not be called for the test again and should be eligible for promotion as and when vacancy arises.

6.3 An employee failing in a suitability test should be considered only for a fresh suitability test after a lapse of one year and not in a supplementary suitability test or suitability test held in continuation of the earlier one which has to be done within six months.

6.4 If a person fails in a suitability test but is called up again for a suitability test after a time lapse of one year and he/ she passes the same, he/ she should be given preference for promotion over his/ her junior, who had passed the suitability test earlier but is still waiting to be promoted for want of a vacancy.

6.5 If a Railway servant is promoted after qualifying in a suitability test and is subsequently reverted on grounds of unsuitability, he/she should not be further promoted to the said post, irrespective of time limit, till he qualifies afresh in a suitability test held next for promotion to such a post.

6.6 An employee who is unable to appear in a suitability test within a period of one year due to reasons beyond his control, such as prolonged sickness etc., he/ she should be given a supplementary suitability test within a reasonable period after return to duty and on being found suitable for promotion, he/ she should be assigned proforma seniority position vis-a-vis his/ her juniors promoted earlier.

6.7 Once an employee has been placed on a suitability list he should not be denied the promotion simply because of subsequent adverse confidential Report. However, it is open to the Administration to revert him on the ground of general unsuitability, in case his work is found unsatisfactory after promotion, in terms of the Board’s letter No. E(D&A)65 RG 6-24 dated 09.06.1965 and E(D&A)61 RG 6120 dated 30.05.1966 (Annexure-I & Annexure-II) , which also apply to promotion to non-selection Posts mutatis-mutandis.

6.8 However, a person promoted after being found/ declared suitable cannot be reverted for unsatisfactory work after 18 months without following the procedure prescribed in the Discipline and Appeal Rules.

Note:

General Managers may, however, in very special circumstances, revert an employee regularly officiating in a higher post, in relaxation of the above mentioned time limit of 18 months, in exercise of their personal judgments.

6.9 The following procedure has been evolved for effecting reversion of such a person on account of unsatisfactory performance, such unsatisfactory performance being adjudged from:-

The annual C.R. of the employee, if already written; and

(i) By calling for a special report on his performance if his C.R. has not been written.

(ii) Reversion should take place only after the incumbent has been warned for unsatisfactory performance and after having watched his subsequent performance after warning.

(iii) Decision for such a reversion should be taken at the level of DRM in the Division for divisionally controlled posts and the Head of the Department concerned for the Headquarters controlled posts.

(iv) In case where action as above is taken, the concerned Railway employee will have to appear at a subsequent suitability test before his re-promotion.

Note:

1. The procedure indicated in sub-paragraph 6.8 and 6.9 above will be applicable to those employees who have acquired the prescriptive right to the officiating post by virtue of their having been found/ declared suitable.

2. The said procedure does not apply to those employees officiating on a stop-gap arrangement on an ad hoc basis and also to those cases where the employees duly selected have to be reverted after a lapse of 18 months because of the cancellation of the promotion proceedings or consequent on the rectification of mistake in seniority etc.

6.10 Whenever a written test is held for promotion to the highest grade non-selection post in a category, the Question Paper will be objective type as per instructions contained in Board’s letter No. E(NG)I/ 2018/ PM 1/4 dated 14.12.2018 read with clarificatory instructions of same circular dated 14.06.2019 .

6.11 Whenever test is held for adjudging suitability the subject of ‘Passenger Amenities’ should also, as for as possible, figure in the questions for examination for promotion to the post of Inspectors etc. in categories of staff concerned with provision and maintenance of passenger amenities . The specific categories for this purpose may be laid down by the Zonal Railways.

[E(NG)54/ PM 1/35 dated 10.10.1960, 13.4. 1961, 3.10.1961;
E(D&A)65 RG 6-24 dated 09.06.1965
E(D&A)61 RG 6120 dated 30.05.1966
E(D&A)65 RG 6-24 dated 20.11 . 1966
E(NG)66/ PM 1/ 98 dated 18.2.1967, 13.10.1967, 28.7 .1970;
E(NG)I/ 72/PM 1/ 55 dated 29.1.1974;
E(NG)I/ 73/PM 1/ 214 dated 8. 11.1973;
E(NG)I/ 76/PM 1/ 21 dated 15.1.1980;
E(NG)I/ 76/PM 1/ 122 dated 26.6.1980;
E(NG)I/82 / PM 1/68 dated 28.4.1982;
E(D&A)85 RG 619 dated 20.04.1985;
E(NG)I/87 / PM 1/21 dated 14.12.1987 (RBE 307/ 1987);
Hindi-87 / OLl / 10/3 dated 03.11.1988 and
E(NG)I/90 / PM 1/ 36 dated 19.12. 1990 (RBE 236/ 1990)]
E(NG)I/97 / PM l / 31 dated 17.02.98
E(NG)I/ 2018/ PM 1:i.i dated 14.12.2018 & 14.06.2019

7. Representation against suitability test/list:

7.1 A suitability list once approved should not be normally cancelled . If after the announcement of the suitability list, procedural irregularities or other defects are found and it is considered necessary to cancel or amend such a list , this should be done after obtaining the approval of the authority next higher than the one who approved the suitability list.

7.2 Representations, if any, in this regard should be submitted to the competent authority within a period of two months from the date of announcement of the list. However, the authority that approved the list or higher authority may use his discretion and take such action as is considered necessary if he is satisfied that an irregularity has occurred and on that account some staff have been put to hardship.

8. Proforma promotion as a result of empanelment for higher grade:

If an employee is selected for a higher grade selection post, he will be given proforma position in the non-selection intermediate grade only if such a position was due in accordance with his seniority, suitability being accepted by virtue of fitness for the higher grade by a process of selection.

Provided that the benefit of pro-forma promotion in the Intermediate Skilled Grade to an Artisan in the skilled grade selected as Intermediate Apprentice for absorption as Junior Engineer Grade-II in scale Rs. 5000-8000 by the process of Limited Departmental Competitive Examination and undergoing Training/ Apprenticeship, will be due with reference to actual date of promotion of his immediate junior, only, if he passes the prescribed trade test for which he may be called as per seniority in the relevant skilled grade.

(E(NG)56/PM 1/36 dated 22.01.1960 and Para 222(b), Chapter-II, Section-B, IREM-1989, E(NG)I-97/PM7/ 9 dated 10.12.98 and 10.06.99, ACS No. 81).

9. Effect of Refusal of Promotions:

9.1 The following principles may be followed in respect of staff, who refuse promotion on transfer from one station to another:-

(a) The employee concerned should give in writing his refusal to accept promotion accepting the condition that he would not be eligible for promotion to that post for a period of one year. Employee who refuses promotion for a period of one year on account of some unavoidable domestic reasons should not be transferred for that year.

(b) At the end of the one year period, if the employee still refuses promotion, his name will be removed from the suitability list and he will be required to appear again for a suitability test before being promoted to that post. In such cases, the Railway Administration can transfer the employee should they consider it necessary to do so.

(c) An employee who refuses promotion will rank junior to all promoted during the period he was allowed to refuse promotion, irrespective of his relative seniority. He will not however, lose seniority to another employee promoted to the same category during the one year period of penalty as a result of fresh suitability test subsequently held.

(Railway Board’s letter No. E(NG)I/66 /SR 6/41 dated 14.10.1966 and case No.86/ CR/IREM/Ch.II read with letter No. E(NG)I/97 /SR 6127 dated l 9.11.98).

(d) It is left to the Administration to entertain requests from employees for postponement of promotion for a very short period on account of some domestic difficulty or other humanitarian considerations. The employees concerned should be promoted after that period if there is a vacancy. They will take their seniority only from the date of their promotion.

9.2 Staff promoted at the same station cannot decline such promotion. Refusal to accept the promotion in the higher grade, whether on short term or long term basis should be treated as refusal of duty entailing action under Discipline and Appeal Rules against the recalcitrant staff. However, action under Discipline and Appeal Rules for good and sufficient reasons may be initiated for refusal of ad-hoc promotion only in those cases where such refusal affects train operations. Other conditions like debarment for one year etc. specified in Railway Board’s instructions would apply.

9.3 It is for the competent authority to decide in which cases D&A action is necessary and in which cases the difficulties or reasons given by the employees concerned are genuine. In the latter type of cases, the competent authority can always accept the request of the staff and allow them to continue in the existing grade.

9.4 In the case of an employee who neither gives the refusal in writing nor joins duty on being promoted, it should be treated as refusal of promotion and action taken accordingly.

9.5 Refusal of promotion has relevance to a particular grade at any station and not to a particular post at a particular station.

9.6 Refusal of promotion as Section Officer (Accounts)/ Inspectors of Stores Accounts /Travelling Inspectors of Accounts by empanelled Appendix-III, qualified staff will be regulated as follows:

(i) The concerned staff should be debarred for promotion for one year, on each occasion they refuse promotion;

(ii) They should be considered only against the vacancy becoming available after expiry of one year; and

(iii) They will get their seniority only from the date of promotion. In other words, they will be placed junior to those promoted during the period of debarment from the same panel as also from the subsequent panel(s).

(Railway Board’s letter No.E(NG)I/91 /PM 917 dated 13.02.1992 – ACS No.061) .

9.7 Penalty for refusal of promotion applies to cases of seeking of reversion in the grade after being once promoted.

[E(NG)64/PM 1/66 dated 21.01.1965,
E(NG)64/PM 1/66 dated 14.10.1966 & 04.05.1969,
E(NG)I/71/PM 1/106 dated 15.12.1971,
E(NG)l/73/PM 1/120 dated 02.02.1974, 04.09.1974 and 11.09.1974,
E(NG)I/ 76/PM 1/90 dated 22.09.1978,
E(NG)I/79/PM 1/147 dated 31.01.1981,
E(NG)I/80/PM 1/133 dated 05.07.1980,
E(NG)I/88/PM 1/6 dated 19.12.1989 (RBE 311/1989)]

10. Ad-hoc Promotions:

10.1 Government is averse to making ad-hoc promotions and continuing the same for a long time which results in hardship to the employees when reverted .

10.2 Normally ad-hoc promotions should not be made in vacancies of regular nature. In any case such arrangements should not be allowed to last beyond 3 to 4 months except in exceptional circumstances like Stay Orders from the Court etc.

10.3 Ad-hoc arrangements should normally lapse after 4 months. Further continuance can only be ordered by the CPO personally who should determine the reasons for non-finalisation of suitability test etc and then authorise extension for the ad hoc promotions for a minimum period. Delays in holding suitability test must be explained and put up for GM’s perusal and acceptance.

10.4 The FA&CAO should not clear the pay of such promotions beyond 3 months unless such sanction has the personal approval of the CPO.

10.5 Where it is absolutely necessary to fill up a post on ad-hoc basis, then the senior most persons available in the seniority list should normally be promoted unless the authority ordering the promotion considers him unsuitable; exception may be made in cases where change of station is involved and short term promotions involving transfer are not desirable. It is not also the intention that staff, who failed in the suitability test should be debarred even for promotion on ad-hoc basis .

10.6 In no case second ad hoc promotion should be allowed.

10.7 Some of the situations which may lead to ad-hoc promotions are illustrated below:-

(a) Due to absence of a suitability list.

(b) Revision of Recruitment/Promotion Rules is under process or is contemplated, and

(c) Revision of seniority list.

Reg. (a): As indicated above the ad-hoc promotion should not be for more than 3 to 4 months. Any extension should have the personal approval of the CPO and every effort should be made to finalise the suitability tests.

When ad-hoc promotions are made in such a case, the notification for promotion should clearly specify that the employee concerned has not been approved for regular promotion and that this ad-hoc promotion gives him no right for regular promotion and that his promotion is provisional for the purpose of drawing pay.

Reg. (b): Generally Rules are brought into effect prospectively . Hence posts are to be filled by holding selection in accordance with the eligibility conditions prescribed in the Recruitment Rules in force at the point of time.

Reg. (c): Wherever the seniority is under dispute, selections may be made with reference to the existing seniority. When the cases are pending before the Court of Law/Tribunal, selections may be finalised with the existing seniority list but while making promotions it may be mentioned in the order of promotion, that the promotions are provisional subject to the final order of the Court/Tribunal.

[E.55/PM 1/19/3 dated 11.06.1955,
E(NG)I/ 73/PM 11222 dated 23.02.1974 ,
E(NG)I/79/ PM 1/ 105 dated 26.04.1979,
E(NG)I/80/PM 1/ 125 dated 11/ 14.08.1980,
E(NG)I/81/PM 1/221 dated 28.06.1982,
E(NG)I/85/PM 513 dated 28.08.1985 ,
E(NG)I/87 /PMS/2 dated 21.08.1987 and
E(NG)I/88/PM 1/10 dated 14.12.1989 (RBE 309/ 1989)]

11. Erroneous Promotions:

11.11 Sometimes due to administrative error, staff are overlooked for promotion to higher grades. This could be either on account of wrong assignment of relative seniority of the eligible staff or full facts not being placed before the competent authority. Broadly, there can be two types:-

(a) Where a person has not been promoted at all because of administrative error; and

(b) Where a person has been promoted but not on the date from which he would have been promoted but for the administrative error.

11.2 Each .such case should be dealt with on merits. Staff, who have not been promoted on account of administraive error should on promotion, be assigned correct seniority vis-a-vis their juniors already working, irrespective of the date of promotion. Pay in the higher grade may be fixed proforma at the stage which the employee would have reached, if he was promoted at proper time, however, no arrears shall be paid as he did not actually shoulder higher responsibility of the higher post.

11.3 The orders of notification, promotion or appointment of a railway employee in a substantive or officiating capacity to a post if later found to be erroneous on the basis of facts, should be cancelled and the Railway servant should immediately be brought to the position which he would have held but for the incorrect order of promotion or appointment.

11.4 Service rendered by the Railway servant concerned in the post to which he was promoted wrongly should not be reckoned for purpose of increment or for any other purpose in that grade.

11.5 Any consequential promotions/ appointments made as a result of the erroneous promotion, will also be required to be regulated on the lines indicated above.

11.6 The decision on question whether the promotion/ appointment of a particular Railway servant to a post was erroneous or not should be taken by an authority higher than the appointing authority.

11.7 Suitable disciplinary action should be taken against those who were responsible for such erroneous promotions/ appointments.

12. Exemption in Suitability Test in the open line on the basis of suitability Test passed while in RE or Construction Projects:

Employees who have already qualified in the suitability test for non selection posts while in Construction /R.E. Projects need not be subjected to such tests on open line and they may be promoted on the basis of their seniority as and when due in turn. This is, however, applicable in comparable categories/ grade/trades only in which the lien of the individual is kept on the open line and is applicable to only one grade higher than the one in which the lien is kept.

[E(NG)I/ 75/PM 1/266 dated 21.2.1976, 4.7.1976 and 29.11.1977]

13. Promotion Courses:

13.1 Railways may prescribe requisite promotional courses passing of which should be pre-condition for promotion to a grade in a cadre.

13.2 When employees are booked for promotional course, they should be relieved immediately.

13.3 No exemption should be given from passing a prescribed promotional course.

13.4 In case of posts for which ‘Promotional Course’ has been prescribed as a pre­ requisite condition to promotion, the employee may be allowed to avail of three chances to pass the course at the cost of the Administration. More chances, if any allowed, should be at the cost of the employee himself.

[E(NG)I/ 73/PM 1/196 dated 05.12.1973, E(NG)I/ 76/PM 1/219 dated 31.05.1977 and E(NG)I/85/PM 1/4 dated 27.04.1985 (RBE 124/ 1985)]

14. Procedure and guidelines to be followed in the case of promotion of Railway employees who are under suspension or against whom departmental proceedings/ prosecutions have been initiated or whose conduct in under investigation is contained in the following letters issued by Railway Board, which may be referred to:-

(i) E(D&A) l992/RG6-149(A) dated 21.01.1993
(ii) E(D&A)2001/RG6-39(Pt) dated 17.07.2007
(iii) E(D&A)2003/RG6-14 dated 29.07.2003
(iv) E(D&A)2003/RG6-15dated 07.05.2004
(v) E(D&A)2005/RG6-5 dated 25.06.2005
(vi) E(D&A)2004/RG6-52 dated 22.02.2005
(vii) E(D&A)2004/RG6-37 dated 29.07.2005

15. Instructions contained in the “Brochure on reservation for SC/ST” concerning promotion wherever found necessary would also be applicable.

16. General:

a) While referring to this circular, the original letters referred to herein should be read for a proper appreciation. This circular is only a consolidation of the instructions issued so far and should not be treated as a substitution to the originals. In case of doubt, the original circular should be relied upon as authority.

b) The instructions contained in the original circulars referred to have only prospective effect from the date of issue unless specifically indicated otherwise in the concerned circular. For dealing with old cases, the instructions in force at the relevant time should be referred to; and

c) If any circular on the subject, which has not been superseded, has not been taken into consideration while preparing this consolidated letter, the said circular, which has been missed through oversight should be treated as valid and operative. Such a missing circular, if any, may be brought to the notice of the Railway Board.

(D. Joseph)
Joint Director/Estt. (N)
Railway Board

The consolidation has been made from the following circulars:-

1. E.48/RC 1/18/3 dated 21.11.1953 (Item 2)
2. E.55/PM 1/19/3 dated 11.06.1955
3. E.56/PM 1/12 / 3 dated 23.03.1956
4. E(NG)/56 PM 1/36 dated 22.1.1960
5. E(NG)/54/PM 1/35 dated 10.10.1960, 13.4.1961, 3.10.1961
6. E(NG)/64/PM 1/66 dated 21.01.1965
7. E(NG)/64/ PM 1/66 dated 14.10.1966 & 4.5.1969
8. E(NG)/63/PM 1/43 dated 6.9.1963
9. E(NG)/63/PM 1/82 dated 15/17.9.1964
10. E(D&A)65 RG 6-24 dated 9.6.1965
11. E(D&A)61 RG 6120 dated 30.5.1966
12. E(D&A)65 RG 6-24 dated 20.11.1966
13. E(NG)/66/PM 1/98 dated 18.2.1967, 13.10.1967
14. E(NG)/66/PM 1/98 dated 28.7.1970
15. E(NG)I/ 71/PM 1/106 dated 15.12.1971
16. E(NG)I/73/PM 1/214 dated 8.11.1973
17. E(NG)I/73/PM 1/196 dated 05.12.1973
18. E(NG)I/72 /PM 1/55 dated 29.1.1974
19. E(NG)I/ 73/PM 1/120 dated 02.02.1974
20. E(NG)I/ 73/PM 1/222 dated 23.02.1974
21. E(NG)I/73/PM l /120 dated 4.09.1974 and 11.09.1974
22. E(NG)I/75/PM 1/266 dated 21.2.1976, 4.7.1976 and 29.11.1977
23. E(NG)I/ 76/PM 1/219 dated 31.05.1977
24. E(NG)I/76/PM 1190 dated 22.09.1978
25. E(NG)I/79/PM 1/105 dated 26.04.1979
26. E(NG)I/ 76/PM 1/21 dated 15.1.1980
27. E(NG)I/76/PM 1/122 dated 26.6.1980
28. E(NG)I/80/PM 1/133 dated 05.07.1980
29. E(NG)I/80/PM 1/125 dated 11/14.08.1980
30. E(NG)I/80/PM 1/317 dated 30.12.1980
31. E(NG)I/79/PM 1/147 dated 31.01.1981
32. E(NG)I/82 /PM 1/68 dated 28.4.1982
33. E(NG)I/75/PM 1/44 dated 31.05.1982
34. E(NG)I/81/PM 1/221 dated 28.06.1982
35. E(NG)I/75/PM 1/44 dated 22.09.1982
36. E(NG)I/76/PM 1/21 dated 02.02.1983
37. E(NG)I/75/PM 1/44 dated 26.05.1984
38. E(D&A)/85 RG 619 dated 20.04.1985
39. E(NG)I/85/PM 1/4 dated 27.04.1985 (RBE 124/1985)
40. E(NG)I/85/PM 513 dated 28.08.1985
41. E(NG)I/85/PM 1/14 (RAEC-78) dtd 13.11.1985 (RBE 296 /1985),
42. E(NG)I/85/PM l / 13(RRC) dated 19.02.1987 (RBE 28/ 1987)
43. E(NG)I/97 /PM5/2 dated 21.08.1987
44. E(NG)I/85/PM 1/13 dated 04.11.1987
45. E(NG)I/87/PM 1/21 dated 14.12.1987 (RBE 307/ 1987)
46. Hindi-87/0L l / 10/3 dated 03.11.1988
47. E(NG)I/85/PM 1/13 dated 23.03.1989 (RBE 83/ 1989)
48. E(NG)I/88/PM 1/10 dated 14.12.1989 (RBE 309/ 1989)
49. E(NG)I/88/PM 1/6 dated 19.12.1989 (RBE 31111989)
50. E(NG)I/85/PM 1/13 dated 13.02.1990 (RBE 20/ 1990)
51. E(NG)I/90/PM 1/36 dated 19.12.1990 (RBE 236/ 1990)]
52. E(D&A) 1992/RG6-149(A) dated 21.01.1993
53. E(NG)I/97/PM l /31 dated 17.02.1998
54. E(D&A)2001 /RG6-39(Pt) dated 17.07.2007
55. E(D&A)2003/RG6-14 dated 29.07.2003
56. E(D&A)2003/RG6-15 dated07.05 .2004
57. E(D&A)2005/RG6-5 dated 25.06.2005
58. E(D&A)2004/RG6-52 dated 22.02.2005
59. E(D&A)2004/RG6-37 dated 29.07.2005
60. E(NG)/ 2018/PM l /4 dated 14.12.2018 and 14.06.2019.

*****

ANNEXURE-I

Copy of Railway Board’s letter No. E(D&A)65RG6-24 dated 9.6.1965 addressed to the General Managers, All Indian Railways etc.

Subject:- Reversion on grounds of general unsuitability of staff officiating in a higher grade or post.

In Shri N. Kamalkara Rao, Director Establishment’s D.O.No.E55RG6-26 dated 21.5.56, it was, inter-alia, stated that any person who in permitted to continue to officiate beyond 18 months cannot in future he reverted for unsatisfactory work without following the procedure prescribed in the Discipline and Appeal Rules. These instructions were cancelled vide Board’s letter No. E(D&A)60RG6-5 dated 01.02.60 and 14.5.60, thus permitting the reversion of an employee officiating in a higher post, on grounds of general unsuitability at any time and not necessarily within a period of 18 months, without following the procedure prescribed in the Discipline and Appeal Rules.

The Board have reconsidered the matter and feel that it would not he correct to effect such reversions after prolonged officiating periods. They have, therefore, decided again that, in future, any person who is permitted to officiate beyond 18 months cannot be reverted for unsatisfactory work without following the procedure prescribed in the Discipline and Appeal Rules.

Sd/-­
(P.B. JAIN)
Deputy Director, Establishment
Railway Board

ANNEXURE-II

Copy of Railway Board’s confidential letter No. E(D&A) 61RG6-20 dated 30th May, 1966 to GMs etc.

****

Sub: Removal of the name of a Railway employee from a panel for promotion to a selection post.

Reference Board’s confidential letter No. E55PM2-53 dated 21.5.1956 on the above subject, wherein instructions were issued regarding the procedure to be followed in removing the name of a Railway employee from a panel in certain types of cases. In the light of the judgements of various High Courts, the question has been re-examined by the Board in consultation with the Ministry of Home Affairs and Law, and in supersession of the instructions contained in the above mentioned letter, they have decided the follows:-

(a) The name of a Railway employee, who has been promoted by virtue of his position on a panel, should not be removed from the panel (while the panel lasts) untill he is confirmed in the post to which he has been promoted . If the employee, while still officiating, is reverted on grounds of unsuitability – not a penalty vide item (iv) of Explanation 1 under Rule 1707-RI- his name should continue to be borne on the panel. A suitable remark may, however be passed against his name, indicating that he was given a trial but was considered unsuitable . In such cases, the competent authority need not recommend the employee for re-promotion during the currency of the panel merely because his name is borne on the panel. When the currency of the panel lapses the name of the employee automatically disappears, along with the residual names on the panel.

(b) If: the Railway employee , whose name is borne on a panel, is considered, unsuitable for promotion even before he is promoted, his name should be removed from the panel but before this is done the reasons for such action should be communicated to him and he should be given an opportunity to explain his cases. In such cases,

(i) the power to remove the name from the panel should be exercised by an authority next above that which initially approved the panel; and

(ii) the railway employee will have a right of appeal against dis­-empanelment to the next higher authority.

2. The question of taking action as indicated in item(s) (a) and (b) above would obviously arises only when the panel is current. In cases, where such action is taken the railway employee concerned will have to appear at a subsequent selection after currency of the panel has expired.

*****

Source:Click here to view/download the PDF

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Transfer Policy for Postal Civil Wing Officers and Officials – Issue of guidelines.

F.No. 4-4/2007-CWP/Vol.11/(B)/W6
Government of India
Ministry of Communication
Department of Posts
Dak Bhawan, New Delhi

Dated : 04/11/2019

Transfer Policy for Postal Civil Wing Officers and Officials – Issue of guidelines.

Reference is invited to this office O.M. of even number dated 12th October, 2012 with amendment up to date vide which policy guidelines for transfer/postings of Civil Wing personnel of Department of Posts were issued. The matter relating to transfer guidelines for all the officers and officials of the Postal Civil Wing has been reviewed. The competent authority in partial modification and supersession of earlier policy guidelines mentioned above has approved the following transfer policy guidelines with immediate effect.

1. (a) The allotment of Junior Engineer (Civil/Electrical) and Architectural Assistants shall be made to the SE(Civil/Electrical)/ Senior Architect with the approval of the Chief Engineer (C), Works/HQ, New Delhi and thereafter transfers and postings shall be done by respective SE (Civil/Electrical)/ Senior Architect. Likewise allotment of
AE(Civil/AE(Electrical/Assistant Architect shall be done to CE(C),Works/HQ with the approval of Additional DG (Coordination) and thereafter transfers and postings shall be done by respective CE (C), Works/HQ.

1.(b) The competent authorities to approve posting and transfer orders in respect of Junior Engineers (Civil), Junior Engineers (Elect.), Architectural Assistants, Assistant Engineers(Civil), Assistant Engineers (Electrical), Assistant Architects, Assistant Executive Engineers (Civil), Assistant Executive Engineers (Electrical), Deputy Architects, Executive Engineers (Civil), Executive Engineers (Electrical), Architects, Superintending Engineers (Civil), Superintending Engineer (Electrical), Senior Architects and Chief Engineers (Civil) shall be as indicated in Annexure ‘A’ (enclosed).

The post and station tenure for different cadres is uniformly fixed as 3 years and 6 years respectively. Moreover it will be ensured that tenure of officers/officials working on sensitive post does not under any circumstances exceed 3 years.

2.1 Notwithstanding the above a reduced tenure of two years is prescribed in respect of North East Region, Sikkim, Andaman & Nicobar, Lakshadweep, J&K and Ladakh.

2.2 Classification of Sensitive and Non-sensitive posts in the Civil Wing of the DoP shall be as under-

2.3 The officers due to be retired within a year will not generally be disturbed, subject to administrative exigencies.

3. On completion of the normal tenure, an officer may be considered for posting to anyone of the three stations of his choice as far as possible. However, in respect of officers posted to specified areas mentioned in Para 2.1, the officers on completion of their tenure will ordinarily get preference for posting to the place of their choice subject to administrative exigencies. In case no post is vacant and available, he may be transferred to any other place but will be adjusted at the place of his choice at the earliest opportunity whenever any post falls vacant at the place of his choice. It is clarified that such subsequent posting for adjustment of the officer will be treated as a request posting and no TA/DA shall be admissible.
3.1 No officer should normally be posted back to the same post or same station unless he completes a full tenure on a different post or at a different station as the case may be.

4. The Executive Engineers/Assistant Engineers should be rotated from field posts to Planning posts and vice versa after completion of normal tenures in post.

5. Crucial date for determining the completion of the tenure will be 30th September. The transfers, as far as possible (except in case of administrative exigency), should be issued to coincide with the start of academic session.

6. The request for transfer to a choice station will be considered only after the official has put in service of at least two years at the station where he/she has been posted. In case of transfers at own request the officers will not be entitled to any TA/DA and joining time etc. However, in cases where such officials have completed their normal tenure, the transfers will be issued in the interest of administration notwithstanding their requests, and in such cases the officers/officials will be entitled to TA/DA and joining time.

7. The vacancies available in a particular zone/station at the time of issue of posting orders will be filled up as per administrative requirements with due regard to overall shortage of staff which should be distributed on pro-rata basis.

However, consideration may be given to following categories ad seriatim as far as administratively feasible:-

(a) Eligible lady officers/officials, in order to accommodate them in the same station as their spouses.
(b) Eligible handicapped officials especially those requiring medical facilities not available at other stations.
(c) Eligible requests for transfer based on their continuous length of stay outside the station for which requested.

8. In respect of transfer on promotion, incase the officer/official does not join within one month of the issue of orders or earlier if specified it will be deemed that he/she has declined his/her promotion with all the attendant disqualifications. In case of declining of promotions on subsequent promotion, the benefit of pay will be allowed only from the date of assumption of charge of the post and officer will not be considered for promotion for a period of one year as per Rules.

9. For posting to specified areas with reduced tenure, a roster will be maintained at the level of Chief Engineer (Civil) in strict order of seniority and orders will be issued ad seriatim without exception except under medical advice issued by a duly constituted competent Medical Board. However, the Medical Certificate should be specific for the particular station e.g. Officers not found fit for posting to Ladakh for instance due to high altitude may be posted to other non-hilly areas with reduced tenure.

10. The respective SE(C)/SE(E)/Sr Architect may design guidelines for transfer and posting of staff in their jurisdiction within the broad framework of this policy, if felt necessary, keeping in view the peculiar geographical and other administrative considerations, only after prior approval of Chief Engineer ( Civil)/HQ Postal Directorate, Dak Bhawan, New Delhi.

11. Transfers in the interest of service may be ordered by the competent authority under administrative exigencies even though they do not fall within the purview of these guidelines but for all such orders the competent authority should record reasons in writing on the file.

12. Attention is invited to the provisions contained in the Rule 20 of CCS Conduct Rules 1964 which lays down that no Government servant shall attempt to bring or bring any political or other influence to bear upon any superior authority to further his interest in respect of matters pertaining to service under the Government. Often representations with full official data are being sent by the official’s spouse/parents of the Government servant bringing political or other influence to bear upon the Administration. This can only happen at the behest of the Government servant concerned and if a reference on his behalf is received from any dignitary, the full involvement of Govt. servant in bringing pressure upon Government in violation of Rule 20 of CCS conduct Rules will be assumed and will be viewed seriously which includes recording to this fact in the APAR of the concerned official and also suitable disciplinary action as prescribed in the Rules.

Source: India Post

[http://utilities.cept.gov.in/dop/pdfbind.ashx?id=3915]

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Promotion Scheme for Staff Car Drivers – Deptt of Posts instructions to follow the DoPT’s Order

F. No. 25-15/2019-PE-I
Government of India
Ministry of Communications
Department of Posts
(Establishment Division)

New Delhi – 110001
Dated 01 .11.2019

OFFICE MEMORANDUM

Subject:  Promotion Scheme for Staff Car Drivers

The undersigned is directed to invite the kind attention of all ·Heads of Circles to the Department of Personnel & Training’s (DoP&T’s) OM No. 43019/54/96-Estt(D) dated 15.02.2001 (copy enclosed) on the subject cited above and to say that in pursuant to the ibid OM of DoP&T, apart from the existing posts of Staff Car Drivers i.e. Ordinary Grade, Grade·II and Grade-I, a new Grade for Staff Car Drivers to be called “Special Grade” shall be deemed to have been created in the scale of pay as mentioned in DoP&T’s OM dated 15.02.2001 with effect from 8.11.1996.

2. The posts of Staff Car Drivers sanctioned to each Circle should be apportioned. among the four grades, viz Ordinary Grade, Grade-II, Grade-I and. Special Grade in terms of the ratio i.e. 30:30:35:5 respectively as mentioned in the DoP&T’s ibid OM and promotion should be made to different grades accordingly with effect from 8.11.1996.

3. All Heads of Circles are requested to follow the DoP&T’s instructions contained in the aforementioned OM dated 15.02.2001 in Toto and bring the decision to the notice of all concerned for necessary action.

Dr. Vincent Barla
Director (Establishment)

F.No.43019/54/96-Estt.(D)
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel and Training

New Delhi – 110001
February 15, 2001

OFFICE MEMORANDUM

Subject:-Promotion Scheme for Staff Car Drivers

The undersigned is directed to say that the Principal Bench of the Central Administrative Tribunal (CAT), New Delhi in their judgement dated 5.5.2000 in the case of Central Government Staff Car Drivers’ Association and Bikram Singh Vs. Union of India in O.A.No.2529/96 has directed as under:-

“……..to grant the applicants the pay scale of Rs. 1400-23001- for the Master Craftsman/Head Staff Car Driver, presently existing in the Railways, from the date of filling of the QA and to grant arrears and to allow consequential benefits.”

2. Accordingly, the matter has been examined in consultation with the Ministries of Law, Finance and Railways and it has been decided to implement, with effect from 8.11.1996 (which is the date of filing of the O.A.No.2529/96), the above mentioned direction of CAT as in the ·succeeding paragraphs, in modification of the existing orders (copies enclosed) on the subject:-

(i) DoP&T O.M.No.22036/1/92-Estt(D) dated 30.11.1993;
(ii) DoP&T O.M.No.22036/1/92-Estt(D) dated 27.7.1995; and
(iii) DoP&T O.M.No.35034/3/97-Estt(D) dated 1.6.1998 .

3. A new.Grade for Staff Car Drivers to be called “Special Grade” shall be introduced in the scale of pay of Rs.5000-8000/- with effect from 8.11.1996.

4. Promotion to the Special Grade shall be by non-selection (seniority-cum-fitness ) from Grade I with 3 years’ regular service in Grade-I of Staff Car Drivers. The revised ratio in which the posts of Staff Car Drivers shall be placed in different grades of Staff Car Drivers shall be as follows :-

5. These orders shall take effect from 8.11.1996. Hence, the posts of Staff Car Drivers as on 8.11.1996 should be apportioned among the four grades in terms of the ratio mentioned above and promotions should be made to different grades accordingly with effect from 8.11.1996 to the extent of short fall in the relevant grade(s). Arrears of pay and allowances should also be allowed with effect from 8.11.1996 as directed by the CAT.

6. If as on the date of issue of this Office Memorandum there is excess regular promotion already · made in any grade as compared to the revised ratio mentioned above, such promotion shail be allowed to the excess incumbents on personal basis from the date of their initial promotion to that grade till they are covered within the revised ratio prescribed above but the period of such promotion on personal basis shall not count towards the eligibility service for further promotion.

7. All Ministries/Departments are requested to bring the above decisions to the notice of all concerned for immediate action including necessary amendments in the Recruitment Rules.

( K.K. JHA )
DIRECTOR (Establishment )

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BSNL VRS 2019 – Instructions to help the willing Group C and D employees to give option for VRS in ESS

D.O.  No.1-15/2019-PAT (BSNL)

Dated 8.11.2019

Dear All,    ( Heads of all Telecom Circles)

In order to facilitate our Group C and D non-executives to opt for VRS, I request you to arrange for Help Desk at each SDCA level on Nov.9, 10 and 12, 2019 which are holidays and help the willing Group C and D employees to give option for VRS in ESS.

2. You can find out the list of Group C and D employees and their mobile numbers from ESS who are eligible for VRS and who have not yet opted. Kindly arrange to send SMS to them that Help Desk will be opened on these three holidays to facilitate them and also send separate SMS telling them that VRS option is open and they can opt if they are willing. This will spread awareness amongst them a these class of employees may not be very computer savvy.

With kind regards;

Yours sincerely,

(Arvind Vadnerkar)

To

Shri ________________________
( Heads of all Telecom Circles)
Chief General.Manager,
BSNL

Source: Click here to view/download the PDF

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BSNL Voluntary Retirement Scheme – Instructions for processing of option forms

No.1-15/2019-PAT(BSNL)

Dated 08.11.2019

To

All Heads of Telecom Circles/ Administrative Offices,
Bharat Sanchar Nigam Limited.

Sub: BSNL Voluntary Retirement Scheme – Instructions for processing of option forms.

Sir,

I am directed refer this office letter of evenno .dated 04.11.2019 and elaborate the instructions regarding processing of option forms (hard copies) as under, for information and necessary action by all concerned:

1. Option form generated in the ERP/ESS portal after exercising the option is to be printed in triplicate and signed in all the three copies in blue ink by the employee, after filling up details in blank spaces in Part-A of the form ( i.e. Place, Unit of Posting and Contact No.).

2. All the three signed copies of the option forms are to be submitted to the immediate controlling officer of  the rank of  SOE or above within three days of exercising of option in the portal.

3. The controlling officer will put his signature in Part-A of the form in all three copies along with his seal and return one copy to the concerned employee after acknowledging receipt of forms in Part-8 of the form and forward the remaining two copies of the signed option forms to the concerned officer incharge of the service book of the employee.

4.. The officer in charge of maintenance of service book will confirm receipt of hard copy inthe ERP/SAP.

5. After confirming receipt of hard copy in the portal, the officer in charge of maintenance of service book shall verify the service particulars of the employee from service book and make necessary corrections, if any, in the forms as well as in the ERP/SAP portal. Any correction in service data of the employee in ERP will automatically generate an SMS to the registered contact no. of the employee.

6.  Post verification and corrections,if any,the officer in charge of maintenance of service book shall paste one copy of the verified option form in the service book of the concerned employee along with corresponding entry in the Service Book and the other copy will be sent to the concerned accepting authority immediately within two days of receipt of forms. Verified option forms of executives are to be sent the Circle Office.

7. The Circle office, in tum,will forward options of SDEs/equivalent and above to concerned cadre controlling branch in BSNL Corporate Office along with list of optees twice a week through speed post.

Yours faithfully,

(Sheo Shankar Prasad)
Deputy GeneralManager (Estt-1)

Source: Click here to view/download the PDF

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BSNL Voluntary Retirement Scheme-2019 -Issue of Vigilance clearance-regarding

F.No.1-15/2019-PAT(BSNL)-Part

Dated: 08.11.2019

To,
All Heads of Telecom Circles
BSNL

Subject:· BSNL Voluntary Retirement Scheme-2019 -Issue of Vigilance clearance-regarding

BSNL Voluntary Retirement Scheme has been notified vide this office letter of even no. dated 0411.2019 along with guidelines to facilitate the exercise of option by the employees. In order to streamline the process for grant of vigilance clearance for this scheme, it has been decided that all the Vigilance Clearance for BSNL VRS Scheme shall be granted online through ERP as per the provisions enshrined in BSNL VR Scheme.

2. Further, Competent authority for grant of Vigilance clearance in respect of different cadres across all the units of BSNL shall be as under:

3. All Heads of Telecom Circles/SSAs/Administrative Units are requested to ensure its strict compliance for smooth operations of the scheme.

This issued with the concurrence of O/o CVO, BSNL.

Yours Sincerely,

(A.K. Singh)
Deputy General Manager (Estt-II)

Source: Click here to view/download the PDF

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BSNL VRS-2019 – Confirmation of employees in BSNL

No. 250-10/2009-Pers/Estt-III

Dated : 08.11.2019

Top Priority/Time Bound

To

All Heads of the Telecom Circles,
Bharat Sanchar Nigam Limited.

Sub: BSNL VRS-2019 – Confirmation of employees in BSNL – regarding.

It has come to the notice of this office that Confirmation has not been done in respect of several employees i.e, DoT absorb officials or BSNL recruited officials till date. In the wake of the BSNL VRS Scheme which commenced on 04.11.2019, all the Cadre Controlling Authorities/Appointing Authorities are hereby directed to ensure that confirmation is done in respect of all the employees who have opted for VRS. In case, the same has not been done till date, immediate action may be taken and Confirmation should be done in respect of such left out officials before 31.12.2019 positively. Necessary entry to this effect should be made in the Service book of the concerned official.

All CGMTs are requested to ensure that the process of Confirmation of: left out officials is done before 31:12.2019.

This may be given Top Priority.

(A.K. Singh)
Deputy General Manager (Estt-II)

Source: Click here to view/download the PDF

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BSNL – Procedure for dealing with VRS cases of official working on temporary transfer/deputation

F.No.1-15/2019-PAT(BSNL)-Part

Dated :08.11.2019

To,

All Heads of Telecom Circles
BSNL

Subject: – BSNL Voluntary Retirement Scheme-2019-Procedure for dealing with VRS cases of official working on temporary transfer/deputation within BSNL- regarding

Consequent upon notification of the BSNL Voluntary Retirement Scheme-2019 and circulation of guidelines vide this office letter of even number dated 04.11.2019, several queries have been received by this office regarding procedure to be followed for dealing with VRS request of eligible officials of different cadres working on temporary transfer/deputation basis in offices outside their parent Circle/SSN Division in BSNL. Procedure to be followed in such cases will be as under:

1. In case of officials working outside their parent recruiting Circle/SSA/Division in a unit which itself is a recruiting unit for that cadre, their VRS request shall be processed by unit, including settlement of all due benefits, where the official is presently working. However, it should be ensured by that office that intimation for the same is sent to his parent circle/SSN Division for information.

2. If the unit where the official presently working in a non-recruiting unit, his VRS request shall be acknowledged by the present unit, which in turn will forward the same to his appointing authority for acceptance of VRS. However, settlement of all due benefits of the scheme shall be done by the non-recruiting unit.

It should be given vide publicity  among all the offices under your administrative control and eligible officials for strict compliance.

This issue with the approval of Competent Authority.

Yours Sincerely,

(A.K.Singh)
Deputy General Manager (Estt-II)

Source: Click here to view/download the PDF

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