Anubhav Awards Scheme, 2024 For Central Government employees

Anubhav Awards Scheme, 2024

भारत सरकार / Government of India

कार्मिक, लोक शिकायत और पेंशन मंत्रालय /

(Ministry of Personnel Public Grievances and Pensions

पेंशन एवं पेंशनभोगी कल्याण विभाग

Department of Pension and Pensioners' Welfare

ANUBHAV Awards scheme for sharing experiences of retiring/ retired Central Government employees

1. On the directions of the Hon'ble Prime Minister of India. Department of Pension & Pensioners' Welfare had launched an online platform entitled 'Anubhav' in March 2015 for sharing experiences of retiring/retired government employees while working with the Government. It is a scheme for retiring/ retired employees to showcase their significant achievements made during service period. It is envisaged that over a period of time, this will create a wealth of institutional memory with replicable ideas and suggestions. This will prove an invaluable tool for helping in future governance related issues, since a treasure trove of wealth shall be left behind by the retiring generations of government employees and officers.

2. Thereafter, an Annual Awards Scheme to incentivize and encourage retiring/retired employees to submit their experience write-ups was introduced in 2015. Till date, 54 ANUBHAV awards have been conferred, with 04 awards conferred on 23.10.2023. In a first, 09 Jury certificates have also been conferred on 23.10.2023. Further, to encourage and inspire the retirees, the Pension Department is conducting Anubhav Awardees Speak-Webinar series every month. Hitherto, 10 webinars have been held in which 19 Awardees have presented their experiences.

3. ANUBHAV Awards scheme, 2024:

3.1 For the year 2024, the scheme aims to recognize the contribution of retiring Government employees in the following categories:

1. Accounts. 2. Admin work. 3. Good Governance 4. Government process re-engineering, 5. Information Technology, 6. Research, 7. Simplification of procedures,

8.  Learning from Failures,

9. Public Dealing. 10. Contribution to his/her field work. 11. Development of personal traits while in service, 12. Disclosure of experience for the knowledge of others.

13. Instances of great strength/valor/bravery,

14. Constructive feedback or suggestion to improve the line of work, he/she was part of,

15. Any other category decided by the Committee.

3.2 It has been proposed to confer awards to 5 (five) best write-ups in 2024. Also, 10 Jury certificates may be presented to other outstanding write-ups to promote wider publicity and participation in ANUBHAV Awards scheme. 2024. Assessment of the award would be structured on premises as stated at para 5.

3.3 The Awards shall be conferred by Hon'ble MOS (PP) at a National Level event.

4. ELIGIBILITY:

The retiring Central government employees/pensioners can submit their Anubhav write ups 8 months prior to retirement and up to 1 year after their retirement. All the Anubhav write-ups published on the Anubhav Portal between the period 1^st July, 2023 and 31st March, 2024 will for the Anubhav Awards/Jury Certificates, 2024. be considered

5. PROCESS OF SHORTLISTING THE ANUBHAV AWARD

Step 1 - The eligible employees will visit the ANUBHAV Portal which is having URL: https://pensionersportal.gov.in/Anubhav/. Thereafter, basic details along with the write-ups, not in more than 5.000 words and appropriate attachments, wherever required, shall be submitted by the retiree/retired government employee on the portal. At this stage, the write ups will be visible under the category of "Write-ups yet to be published" on the Anubhav Portal.

Step 2 - The write ups so submitted shall be assessed and approved by concerned Ministry/ Department/ Organization. After approval, the write-ups shall be visible under the category of "Write-ups published" on the Anubhav Portal.

Step 3 - Selection process Tier-1: Screening of the published write ups shall be done by the Screening Committee(s) in the Department of Pension & Pensioners' Welfare.

Step 4 - Selection process Tier-II: Next round of shortlisting for the 5 (five) Anubhav Awards and 10 Jury Certificates shall be done by an Evaluation Committee (EC). chaired by the Additional Secretary (Pension & PW). The Composition of Evaluation Committee (EC) is as below:

Additional Secretary (P&PW)), DOPPW   -            Chairman

Director/ Deputy Secretary (PP), DOPPW   -          Member Secretary

Director/ Deputy Secretary (PW), DOPPW    -         Member

Director/ Deputy Secretary, DOPPW     -                     Member

Director/Deputy Secretary, DOPPW   -                         Member

Director/ DS level officer nominated by DOPT -       Member

Director/ DS level officer nominated by DARPG    -    Member

Step 5:  Evaluation committee will finalize name of awardees after obtaining No Objection Certificates (NOCs) from concerned Ministry/ Department/ Organisation and IB.

Step 6 - Recommendations of the Evaluation committee, after approval of Secretary (Pension & PW) and necessary clearances, shall be put up to the Hon'ble MOS (PP) for approval.

6. DETAILS OF AWARD

6.1 Each ANUBHAV Awardee will be felicitated with a Medal, a Certificate and a Prize of Rs. 10,000/-(remitted through digital transfer to Awardees account) whereas a Jury Certificate Winner will be presented with a Medal and a Certificate.

6.2 Travelling allowance: TA to the ANUBHAV Awardee/Jury Certificate Winner (as per last entitlement) travelling for Award ceremony to New Delhi and back will be reimbursed by DOPPW as per existing TA/DA Rules.

6.3. Accommodation in New Delhi: Concerned Ministry/ Department/ Organization will arrange accommodation for ANUBHAV awardee/Jury Certificate Winner and accompanying persons (if any).

7. With respect to the ANUBHAV Awards Scheme, the decision of the Department of Pension & Pensioners' Welfare, Ministry of Personnel, Public Grievances and Pensions, Government of India, would be final.

Original Order

Treatment of CGHS pensioner beneficiaries and others at AIIMS

OFFICE OF THE ADDITIONAL DIRECTOR CENTRAL GOVERNMENT HEALTH SCHEME OLD A.G.COLONY, UNIT-IV, BHUBANESWAR-75 1001 Tel. No.-0674-2500127, Mail ID-ad.bh@)cghs.nic.in

F.No-AIIMS/CGHS-BBSR/2022-23/1120

Dt-17/08/2023

To,

The Director Central Government Health Scheme Ministry of Health & Family Welfare R.K.Puram,New- Delhi-110011

Sub: Treatment of CGHS pensioner beneficiaries and others at AIIMS Bhubaneswar-reg

Sir,

With reference to the OM no-Z.16025/12/2023/CGHS-III Dt-31/05/2023, on the subject mentioned above, I have to convey that with the co-ordination of Director AIIMS, Bhubaneswar, a special dedicated registration desk has been created to facilitate eligible CGHS beneficiaries to avail health care facilities of premium institution.

The CMO I/Cs of all the wellness centres under CGHS, Bhubaneswar including Berhampur and Cuttack has been intimated with this development ,along with request that information regarding this may be circulated among all staffs and also be placed in the notice board.

The local and national print media also published this information for wide publicity (Copy attached).

Enclosure: As above.

Yours faithfully

Additional Director CGHS, Bhubaneswar

ORIGINAL ORDER

Re-designation of posts of Jr Translator & Sr Translator

F. No. A-11019/03/2020-Ad. IV
Government of India
Ministry of Finance
Department of Revenue
Central Board of Indirect Taxes & Customs
****

1st Floor, A wing, Hudco Vishala Building,
Bhikaji Cama Place, New Delhi-110066,
Dated the 18th October, 2021

To
All Principal Chief Commissioners/Chief Commissioner (CCA),
All Principal Director General (CCA)
Under Central Board of Indirect Taxes & Customs.

Subject: Re-designation of posts of Junior Translator and Senior Translator-reg.

Sir,
The undersigned is directed to convey the approval of the Competent Authority for change of nomenclature of the post of Senior Translator and Junior Translator working in CBIC as under:

Sr. No.	Existing Nomenclature	New Nomenclature
1.	Senior Translator	Senior Translation Officer (STO)
2.	Junior Translator	Junior Translation Officer (JTO)

2. The change in nomenclature comes into force with immediate effect. However, change in designation would not tantamount to upgradation of pay scale/level in future.

Yours faithfully,
(BISWAJIT SARKAR)
Under Secretary to the Government of India
Tel. No.: 011-26162673

SIGNED COPY

DC Repeals Tipped Worker Wage Law but Imposes New Requirements on Employers of Tipped Workers

The District of Columbia Council recently repealed a law approved by voters in a June 2018 referendum that would have fundamentally changed the way tipped workers in the District are paid. Embedded in the repeal legislation, which passed in October 2018 and took effect on December 13, 2018, are provisions that place new and potentially substantial requirements on employers of tipped workers in the District. These new requirements are ostensibly designed to prevent abuse of tipped workers. Because the repeal and its new requirements are now in effect, employers of tipped workers such as restaurants, bars, and other service establishments should immediately take note and plan for compliance.

The repeal legislation, dubbed the “Tipped Wage Workers Fairness Amendment Act of 2018,” (the “Act”) institutes three new major requirements that impact employers and D.C. government: (1) employers of tipped workers must comply with new sexual harassment training requirements; (2) employers of tipped workers must begin to use – if they do not already -- a third-party payroll system that submits payroll data to the District’s Department of Employment Services (“DOES”); and (3) DOES must provide more information to the public on the various labor and anti-discrimination laws in the District and create an internet and phone-based reporting system for public reporting of potential violations.

No later than July 1, 2019, employers of tipped workers must file with the Office of Human Rights (“OHR”) a policy that includes detail on how employees may report instances of sexual harassment to management and to OHR. By the same date, employers must also distribute the employer’s sexual harassment policy to employees and post the policy in a conspicuous place accessible to all employees in the workplace.

Importantly, employers should also take note that they will be required to document instances of sexual harassment reported to management, including whether the reported harasser was a non-managerial employee, manager, owner, or operator, and then report to OHR by July 1, 2019 (and annually thereafter) the number of instances of sexual harassment reported to management and the total number of reported harassers who were non-managerial employees, managers, owners, or operators.

In addition, no later than December 12, 2020, and regularly thereafter, owners, operators, managers, and employees of employers of tipped workers must attend sexual harassment prevention training. Except for managers, this requirement may be satisfied by attending either in-person or web-based training every two years. Managers must attend this biannual training in person. New employees must be trained within 90 days of hire unless the new employee has taken the required training within the preceding two years. While OHR is directed by the Act to design and provide a sexual harassment training course, employers may opt to use a course from a private sector provider that has been certified by OHR. If the employer opts to train using a non-OHR course, the employer must certify to OHR within 30 business days following completion of the training that the employee, manager, owner, or operator has completed the required training. Whether an individual takes the OHR-sponsored training course or a non-OHR course, OHR will maintain records of each individual’s training for at least 5 years.

Third-Party Payroll and Wage Reporting Requirements Additionally, beginning January 1, 2020, employers of tipped workers (except for hotel employers) must begin using a third-party payroll service. The payroll service (or hotel) must submit a quarterly wage report to DES within 30 days of the end of each quarter, which must certify that each tipped worker was paid at least the required minimum wage, inclusive of gratuities.

Until then, and as of December 13, 2018 (the effective date of the Act), the employer must submit quarterly reports to DOES that itemize the following information: (1) the name of each employee; (2) the number of hours each employee worked each week during the quarter for which the report is being provided; (3) the total pay, including gratuities, received by each employee each week during the quarter for which the report is being provided; (4) the average weekly wage for each employee during the quarter for which the report is being provided; and (5) the employer’s current tip out policy that the employer supplied to the third-party payroll company for calculation of wages during the quarter.

The quarterly reports must be submitted electronically via the DOES employer self-service portal. The Act requires that “before January 1, 2020,” all employers of tipped workers must submit the reports through the portal unless doing so would create a hardship. The portal currently instructs employers as follows:

ATTENTION ALL QUARTERLY FILERS: Pursuant to DC Code § 32–1009.01. Notice requirements for tipped wages; please be advised that restaurants and other employers having employees that are paid pursuant to § 32–1003(f)(1) (Tipped Employees), must submit a quarterly “Tipped Wage Report” to the Mayor via an Internet-based portal (ESSP) to ensure that employees receive a combined wage and gratuity (tip) income that is no less than the full minimum wage.

Employers and Agents can now upload an electronic file containing tipped wage information. Click here to download the file specification instructions.

Come January 1, 2020, quarterly reports due as of that date must thereafter be submitted via the portal by the third-party payroll services on behalf of the employers they serve, as well as by hotel employers.

The Act also requires that the portal be designed to accept anonymous and non-anonymous wage theft complaints by employees. In addition, DOES must establish a public reporting system that allows employees and other members of the public to report wage-related violations. The reporting system must be available by web and telephone 24 hours a day, 7 days a week each week for the entire calendar year. DOES may investigate reports submitted through this system.

At the time of wage payment, employers must also provide employees with an itemized statement showing the following: (l) the date of the wage payment; (2) gross wages paid; (3) deductions from and additions to wages, including a separate line for gratuities; (4) net wages paid; (5) hours worked during the pay period; (6) the employee’s tip declaration form for the pay period, delineating cash tips and credit card tips; and (7) any other information as the Mayor may prescribe by regulation.

Other New Notices and Miscellaneous Requirements The law also amends Section 4(g) of The Minimum Wage Act Revision Act of 1992 (the “Minimum Wage Act”) in order to place additional notice requirements on employers of tipped workers. With this amendment, the minimum wage requirements applicable to non-tipped workers will not apply to employers of tipped workers as long as the employer has provided its tipped employees with notice of the following, which must be included in the notice furnished pursuant to section 9(c) of the Act: (1) the provisions of subsection (f) of Section 4 of the Minimum Wage Act; (2) if tips are not shared, that the tipped employee shall retain all tips received; (3) if tips are shared, the employer’s tip-sharing policy; and (4) the percentage by which tips paid via credit card will be reduced by credit card fees. This amendment also requires employers that have a tip-sharing policy to post that policy. Likewise, employers will not be liable to pay the regular non-tipped minimum wage as long as all gratuities received by the employee have been retained by the employee, except that tip pooling is permissible.

Finally, the law establishes a Tipped Workers Coordinating Council, which is intended to be a partnership of tipped workers, employers, and public agencies that promotes a high-quality response to tipped-worker cases of wage theft and unfair labor practices.

What Should Employers of Tipped Workers Do Right Now? Here’s what employers of tipped workers should do right now to ensure compliance:

File quarterly tipped wage reports on the DOES ESSP portal.

Take steps now to ensure that before July 1, 2019, you have a fully compliant sexual harassment policy that is ready to file with OHR and be distributed to employees and conspicuously posted.

Non-hotel employers of tipped workers should begin looking for a third-party payroll service just like the payroll accounting company Singapore that can ensure compliance with the Act beginning on January 1, 2020.

Prepare to explore the OHR-sponsored sexual harassment training once it is created, or look for an OHR-certified training course, once OHR has released this information. We will keep you abreast of developments in this area.

For new hires required to be trained within 90 days of hire, provide them with a mandatory robust sexual harassment training and document that training, regardless of whether OHR has yet released its own course or certified any non-OHR courses.

Reach out to local employment counsel to seek advice in areas where the law has failed to provide clarity.

Source - natlawreview

Retention Of General Pool Residential Accommodation To The Civilian Employees

Retention of General Pool Residential Accommodation at the last place of posting by the civilian employees of Directorate General (Security), Cabinet Secretariat on their transfer to Chakrata, Uttarakhand

No. 12035/23/2000-Pol.II Government of India Ministry of Housing & Urban Development Directorate of Estates

Nirman Bhawan, New Delhi-110108 Dated: 14th January, 2019

OFFICE MEMORANDUM

Subject: Retention of General Pool Residential Accommodation at the last place of posting by the civilian employees of Directorate General(Security), Cabinet Secretariat on their transfer to Chakrata, Uttarakhand.

The undersigned is directed to refer to the Directorate of Estates O.M. of even number dated 29.03.2001, 25.05.2005, 14.11.2007, 16.06.2011, 04.01.2013 and 09.12.2015 on the subject cited above vide which civilian employees of Directorate General (Security) have been allowed to retain general pool residential accommodation at the last place of their posting on their transfer to Chakrata, Uttarakhand upto 31.03.2019. The matter has been reviewed on the basis of the position explained by the Cabinet Secretariat that Chakrata has been declared as non-family station for civilian employees of Directorate General (Security) and hardship is being faced by these civilian employees and their family members.

2. It has been decided by the competent authority that the employees of the Directorate General (Security) shall be eligible for further retention of entitled type of General Pool Residential Accommodation on payment of normal licence fee during the period of their posting to Chakrata, or till 31.03.2022, whichever is earlier. No further retention will be allowed beyond 31.03.2022 and the civilian employees of Directorate General (Security) posted in Chakrata will have to make their own arrangement for accommodation and vacate the general pool residential accommodation retained by them at last place of their posting after the permissible period of retention. The employees who are not vacating the accommodation after permissible period of retention will be liable to pay damages, and eviction proceedings will be initiated against them immediately for unauthorized occupation.

(K.K. Acharya) Deputy Director of Estates(Policy)

Source - Gconnect

Implementation Of 7th CPC On Over Time Allowance For The Category Of Operational Staff

Implementation of 7th CPC on Over Time Allowance(OTA) preparation a list of those staff coming under the category of Operational Staff – DOP

F.No.52-01/2018-PAP Government of India Ministry of Communications Department of Posts (Establishment Division) Dak Bhawan, Sanand Marg, New Delhi – 110001

Dated: 22 January, 2019.

To,

All Chief Postmasters General Chief General Manager, BD Directorate/Parcel Directorate/ PLI Directorate Director RAKNPA/ GM CEPT/ Directors of All PTCs. Addl. Director General, Army Postal Service, R.K Puram, New Delhi

Sub: Implementation of the recommendation of 7th CPC on Over Time Allowance(OTA) – preparation a list of those staff coming under the category of Operational Staff regd.

I am directed to refer to Department of Personnel & Training’s OM No. A-27016/03/2017-Estt. (AL) dated 19.06.2018 circulated vide letter no. 52-01/2018-PAP dated 04.07.2018 on the above subject. According to the said OM., Government has decided to discontinue OTA for categories other than Operational Staff and industrial employees.

2. As per para 1 of this OM, “Ministries/Departments to prepare a list of those staff coming under the category of ‘Operational Staff’. The following definition shall be used to define Operational Staff’.

“All non-ministerial non-gazetted Central Government servants directly involved in smooth operation of the office including those tasked with operation of some electrical or mechanical equipment.”

3. In this regard, it is requested to prepare a list of operational staff with full justification based on the above parameters for inclusion of a particular category of staff in the list of operational staff and submit it to this office latest by 04.02.2019.

(D.K. Tripathi) Assistant Director General (Estt.)

Source - Gconnect

Pay Fixation On Promotion To Post Carrying Same Grade Pay

Fixation of pay on promotion to a post carrying higher duties and responsibilities but carrying the same grade pay

F.No.A-26017/05/2015-Ad IIA

Government of India

Ministry of Finance

Department of Revenue

Central Board of Indirect Taxes & Customs

North Block, New Delhi

Dated the 16th January, 2019

ALSO READ - THE SIX WORST HEALTH MISTAKES WOMEN MAKE

To

All Pr. Chief Commissioners/ Chief Commissioners of GST & Central

Excise/Customs/ Directors General under CBIC.

Subject:-Fixation of pay on promotion to a post carrying higher duties and responsibilities but carrying the same grade pay – reg.

Madam/Sir,

I am directed to say that the matter related to a clarification on pay fixation under FR 22(1)(a)(I) on re-designation/promotion to a post carrying higher duties and responsibilities but carrying the same pay scale has been examined in the Board in consultation with Department of Expenditure. Department of Expenditure has advised that —

“in case the issue is for pay fixation on movement from the post of Office Superintendent (OS) to Administrative Officer (AO) taking place on dates prior to merger of the posts of OS with AO on 01.01.2006, the pay fixation may be considered in the light of Department of Expenditure OM No.169/2/2000-IC dated 24.11.2000”.

2. It is advised to take necessary action in the matter in terms of provisions contained in Department of Expenditure OM No.169/2/2000-IC dated 24.11.2000. A copy of Department of Expenditure O.M. dated 24.11.2000 is enclosed.

Yours faithfully,

Encl: As above.

(A.K. Qasim)

Director

Source - Gconnect

Annual Increment For Govt Employees Retiring On 30th June – Referral To Expenditure Ministry

Notional Annual Increment for Pensioners who retired on 30th June or 31st Dec after serving one year without getting annual increment on the year of retirement – After Ho’ble Supreme Court’s verdict Department Post refers the issue with Department of Expenditure

No. 100-10/2018-Pension Government of India Ministry of Communications Department of Posts (Pension Section)

Dak Bhawan. Sansad Marg, New Delhi 110 001. 10th January. 2019.

Office Memorandum

Sub: Grant of (notional) annual increment due on 1st July or 1st January after superannuation for calculating pensionary benefits- Regarding

The undersigned is directed to forward herewith a copy of representation dated 04-12-2018 along with its enclosures received from Shri R. Ganesan. Secretary. Department of Posts (Retd.) & President. India Posts’ Retired Officers’ Association (IPROA) requesting to consider grant of notional annual increment due on 1st July or 1st January after superannuation in case of officials retiring on 30th June or 31st December after completion crone full year service. for calculating pensionary benefits. The request has been made on the basis of an order dated 15-09-2017 passed by Hon’ble High Court of Judicature at Madras in Writ Petition No. 15732/2017 in the matter of Shri P. Ayyumperumal. wherein the High Court had directed that the petitioner shall be given one notional increment for the period of one full year’s service from the date of his last increment till the date he retired 30th June. next year. for the purpose of pensionary benefits. The appeal preferred by UOI by way of filing SLP Civil Dy. No. 22283/2018 challenging the High Court order was dismissed by Hon’ble Supreme Court. vide order dated 23-07-2018.

2. The issue raised in the representation does not come under the purview of Department of Post. Therefore, the representation Is being forwarded to the nodal Ministry (Department of Expenditure) for their consideration and appropriate action.

(Tarun Mittal) Asstt. Director General (Pension)

Source - Gconnect

Medical Identity Card Numbering And Colour Scheme – Railway Board

Medical Identity Card Numbering and Colour Scheme & Generation of Uniform Medical I-Card – Railway Board Order

GOVERNMENT OF INDIA MINISTRY OF RAILWAYS RAILWAY BOARD

No. 2018/Trans.Cell/Health/Medical Card

Dated: 04.01.2019

The General Manager, All Indian Railways/PUs, NF(Con), CORE The DG/RDSO/Lucknow, DG/NAIR/Vadodara CAOs, DMW/Patiala, WPO/Patna , COFMOW/N DLS, RWP/Bela, CAO/IROAF

Sub: Medical Identity Card Numbering and Colour Scheme & Generation of Uniform Medical I-Card.

Ref: (1) Railway Board letter no.2018/Trans.Cell/Health/Medical Cards dated 08.06.2018. (2) PCPO/SCR’s letter no. SCR/P.HQ/765/IT/ESR dated 01.08.2018.

For bringing in uniformity in Medical Identity Cards, issued to employees and other medical beneficiaries on Indian Railways, a policy was issued vide reference (1) above. Further, with reference to South Central Rail way’s letter (2), Board (MS, FC & CRB), in consultation with DG/RHS and DO/Pers. have approved the following:

1. A strip with different colour for serving and retired employees and their dependents shall be provided in accordance with instructions at Para 2 of the policy letter (reference (1) above). The colour scheme of the strip shall be as:

a) Serving Railways employees – Blue strip at Top and Bottom b) Pensioners – Green strip at Top and Bottom c) Medical beneficiary of serving employee – Blue strip at Top and Yellow at Bottom d) Medical beneficiary of Retired employee – Green strip at Top and Yellow at Bottom.

2. Medical ID number shall be a 12 digit Alpha Numeric as proposed by SCR and as indicated below:

a) First 3 digits – IPAS codes of Railway/Working Unit issuing the card b) Next 8 digits – Random auto generated number c) Next 1 character – A for Employee – Z for Primary Pensioner – Any other character (B,C,. …Y) for Medical dependents

3. SCR is hereby authorized for development and maintenance of Unique Medical ID System for Pan India. Software has already been developed by SCR.

4. All the Medical ID Cards for Pan India shall be generated through the system developed by SCR.

5. The system shall be integrated with I-PAS and ARPAN systems for one level of authentication for which CRIS and Western Railway will provide the secured access to the respective system.

6. The final card should be printed after proper authentication.

7. This Medical ID number shall be further integrated with HMIS by CRIS which is being developed by CRIS (which CRIS has agreed). SCR will provide secured access to CRIS, if required for the same.

8. The cards so generated from the software may be printed by the Zonal Railways at their end or may request SCR to print initially i n bulk. Printing arrangements may be made by the Zonal Railways later.

9. SCR will follow the guidelines regarding IT systems for generation of Medical ID/IDs of Government of India, if any.

10. The application so developed shall have the mandatory Security Audit and shall be hosted in a secured environment and at a Data centre as per the Government of India’s Policy, before roll out, which SCR shall have to ensure.

This issues with the concurrence of Associate Finance of Transformation Cell of Railway Board.

Kindly acknowledge the receipt and ensure compliance

(Umesh Balonda) Executive Director/S&T Transformation Cell

Source - Gconnect

Government To Increase Women Representation In The Constabulary Of Paramilitary Forces

Union Minister Kiren Rijiju announced on Tuesday that central government is working on women’s representation in the constabulary of paramilitary and plans to make it 15% in the CRPF and CISF and five percent in BSF, ITBP, and SSB.

“Our target is to increase the women representation to 15 percent in the CRPF and CISF and 5 percent in BSF, ITBP, and SSB,” Rijiju shared in Lok Sabha.

He further added that instructions have already been issued to all paramilitary forces of the country to bring up the number of women representatives to five percent at least. The instructions were given after the Parliamentary Committee on Empowerment of Women in its sixth report insisted on doing the same.

Source - indianwomenblog

7 Qualities Of A Good Employee and Candidate (According to Research)

How can we define the qualities of a good employee? What do employers look for when separating the average worker from the best and brightest? While every business will have its own unique needs, there are some top employee characteristics that everyone seems to value.

Understanding these employee traits, and recognizing them in candidates, can help improve your recruitment process. Do your senior leaders value employees who are confident and self-motivated? You could assign applicants a task and see who takes the most initiative to go above and beyond the assignment.

To better understand the common qualities of a good employee that the average employer is looking for, outsourced HR Services may help you better communicate with employees.  CareerBuilder conducted a study with Harris Poll last year. They surveyed over 2,000 hiring managers and HR professionals on the subject of soft skills–those less tangible characteristics related more to personality than ability.

Some of the results may seem obvious (how many job descriptions don’t call for a candidate who is organized?), but perhaps the biggest outcome was the importance of soft skills overall. More than three quarters of respondents–77%–said soft skills are just as important as hard skills. An additional 16% described soft skills as more important than hard skills when evaluating candidates. In this post we’ll examine some of the specific qualities of a good employee hiring managers are after.

1. Strong work ethic: Setting and achieving goals Tied for first place, a strong work ethic was clearly one of the most popular qualities hiring managers look for in a candidate. According to CareerBuilder, 73% of respondents want to see applicants demonstrate their ability to work hard. Candidates who set high goals for themselves, or respond well to stretch goals from supervisors, indicate a willingness to do more than clock in and clock out every day.

2. Dependable: Consistently following through Also chosen by 73% of respondents, dependability can make all the difference between a candidate who usually follows through, and one who always does. Candidates who show a commitment to completing tasks on time, as assigned, during the application process will likely continue this behavior as employees.

3. Positive attitude: Creating a good environment At a close third among respondents to the CareerBuilder survey (72%), a positive attitude has myriad benefits for individual employees and their colleagues. Positivity leads to a more productive workday, and creates a better environment for fellow employees. Great employees consistently stand out for their upbeat attitudes and earn positive reputations for themselves. One trait to look for in a candidate is their ability to acknowledge mistakes and still move forward in a positive way. This suggests they’ll be equally resilient in the workplace.

4. Self-motivated: Working effectively with little direction Two-thirds of respondents, 66%, listed self-motivation as a key soft skill among candidates. When it comes to finding good employees, hiring managers often look for candidates who can take initiative and get work done with little to no encouragement. Sheer enthusiasm and interest in the work is often enough to drive these employees. And this self-motivation goes hand in hand with confidence–chosen by 46% as a top soft skill among candidates.

5. Team-oriented: Making the most out of collaboration Think about the great employees you already have. Do they work well with others? Are they comfortable collaborating with a team? According to CareerBuilder, 60% of hiring managers look for team-oriented candidates during the application process. Many companies succeed based on the work of teams and entire departments, not just individuals. So as you review applications and conduct interviews, look for candidates with a history of collaboration, as well as giving and receiving constructive group feedback.

6. Effective communicator: Understanding the benefits of clarity Another top soft skill chosen by hiring managers was communication–56% look for effective messaging from candidates. Ideal employees will understand the importance of good communication, and just how badly things can go wrong when a message is unclear or missed altogether. When looking for this quality among applicants, ask questions about their preferred methods of communication, or for examples of good communication they’ve experienced. If their responses (verbal and nonverbal) align with your expectations, they may well become a great employee.

7. Flexible: Adapting in a meaningful way Rounding out our list is flexibility, or adaptability, chosen by 51% of respondents. A good employee will not resist change blindly, but instead embrace it and adapt to it as it proves necessary for the business. Are the candidates you interview comfortable with unknown elements of a job? Are they willing to pick up new skills and adjust to shifting goals? If your applicants can demonstrate flexibility, you can be confident they’ll adapt easily to their new work environment.

You might not entirely agree with the importance of each soft skill, but you probably have an idea of what makes a good employee for your organization. One thing to keep in mind is that not every applicant will possess every one of these research-backed qualities of a good employee–but some can be developed over time. Some candidates may not have much experience working in teams. Others may not have had to communicate with other departments, senior leaders, or external partners.

As we shift from a jobs market that favors employers to one that favors employees, don’t let issues of quality or quantity get you down. If you are confident in the skills and attributes you need in a candidate, and have developed methods to located them, you will already be one step ahead in the hunt for quality employees.

Source - JIBE

नए साल में 7वें वेतन आयोग का कर्मचारियों को तोहफा, 1 जनवरी से होगा लागू

महाराष्ट्र सरकार ने अपने कर्मचारियों को नये साल का उपहार देते हुए सातवें वेतन आयोग की सिफारिशों के क्रियान्वयन को बृहस्पतिवार को मंजूरी दी। इससे 20 लाख से अधिक वेतनभोगियों और पेंशनभोगियों को एक जनवरी से बढ़ी हुई राशि मिलेगी।राज्य मंत्रिमंडल ने इससे संबंधित प्रस्ताव को मंजूरी दी।

सरकार ने यह निर्णय आम चुनावों से पहले किया है जो अगले साल दूसरी तिमाही में होने वाले हैं। महाराष्ट्र में राज्य विधानसभा चुनाव भी अगले साल ही बाद में होंगे। महाराष्ट्र के वित्तमंत्री सुधीर मुंगतिवार ने कहा कि इस निर्णय से राज्य सरकार के 20,50,000 कर्मचारियों को फायदा मिलेगा।

उन्होंने कहा कि वेतन आयोग के आधार पर कर्मचारियों को जनवरी 2016 के बाद से भुगतान किया जाएगा तथा महंगाई भत्ता का भुगतान पिछले 14 महीने से किया जाएगा। मुंगतिवार ने कहा कि इस निर्णय से राज्य के खजाने पर 38,645 करोड़ रुपये का अतिरिक्त बोझा आएगा। उन्होंने कहा, 'एरियर का भुगतान पांच साल की अवधि में बराबर खेप में किया जाएगा। सरकार हर साल 7,631 करोड़ रुपये खर्च करेगी।'

इससे पहले अगस्त 2018 में मोदी सरकार ने केंद्रीय कर्मचारियों का महंगाई भत्ता दो प्रतिशत बढ़ा दिया था। यह बढ़ोतरी 7वें वेतन आयोग में तय किए गए फार्मूले के तहत की गई थी, इस कदम से केंद्र सरकार के 1.1 करोड़ कर्मचारियों और पेंशनभोगियों को लाभ मिला।

सरकारी कोष पर इसका अतिरिक्त भार भी पड़ा। डीए और डीआर से 6,112.20 करोड़ सालाना और वित्त वर्ष 2018-19 (जुलाई 2018 से फरवरी 2019 यानी 8 महीने) में 4,074.80 का अतिरिक्त भार पड़ेगा। यह वृद्धि एक जुलाई, 2018 से लागू हुई थी।

Source - Times of India

Senior Citizen Pension Entitlements Of CG Employees

Salient Features of Senior Citizen Pension Entitlements of Central Government Employees

Department of Social Justice & Empowerment has informed that there is at present no proposal in that Department for lowering the age of senior citizen. Government employees become entitle to pension on retirement. There is also no proposal to increase or decrease the age of retirement of Central Government Employees.

The salient features of the pension entitlements of employees retiring from the Central Government are as under:

A Government servant retiring in accordance with the rules, after completing a qualifying service of not less than 10 years, is entitled to a pension @ 50% of his last pay or 50% of average emoluments for the last 10 months, whichever is more beneficial to him/her.

After completion of 80 years of age or above, additional pension @ 20% to 100% is payable to the retired Government servant.

A retired/retiring Government servant is entitled to, at his/her option, a lump sum payment, by commutation of a maximum of 40% of his/her pension.

On retirement, a Government employee is entitled to a retirement gratuity based on his/her emoluments and length of qualifying service.

On death of a Central Government pensioner, the family is entitled to a family pension the amount of which is 50% of the last pay for a period of seven years, or for a period up to the date on which the retired deceased Government servant would have attained the age of 67 years had he/she survived, whichever is earlier. Thereafter, the amount of family pension is 30% of his last pay. The amount of family pension is also increased by 20% to 100% after the family pensioner attains the age of 80 years and above.

vi. The family of a Government servant, who dies while in service after having rendered not less than seven years’ continuous service, is entitled to a family pension 50% of the last pay for a period of ten years. Thereafter, the amount of family pension is 30% of his/her last pay.

This was stated by the Minister of State in the Ministry of Personnel, Public Grievances and Pensions and Minister of State in the Prime Minister’s Office, Dr. Jitendra Singh in a written reply to a question in the Lok Sabha today.

Source: PIB

NARENDRA MODI सरकार की गले की फांस बन गई NPS, कर्मचारियों के प्रदर्शन तेज

 केंद्र सरकार ने सरकारी कर्मचारियों के लिए परंपरागत पेंशन योजना OPS को बंद करके NPS की शुरूआत की थी। कहा था यह एक क्रांतिकारी कदम है। कर्मचारी जब रिटायर होगा तो उसे पहले से ज्यादा पेंशन मिलेगी परंतु कर्मचारियों ने NPS को रिजेक्ट कर दिया है वो पुरानी पेंशन योजना OPS की मांग कर रहे हैं। लोकसभा चुनाव 2019 से पहले प्रदर्शन तेज हो गए हैं। NPS मोदी सरकार की गले की फांस बन गई है। कम से कम 25 करोड़ वोटों का मामला है।

20 दिसंबर यानि आज यूपी की राजधानी लखनऊ में ऐसा ही एक प्रदर्शन चल रहा है। पेंशन बचाओ रैली में राज्‍य के कई कर्मचारी संगठन साथ आए हैं। संयुक्‍त संघर्ष संचालन समिति (S4), यूपी प्रांतीय अध्‍यक्ष एसपी तिवारी ने कहा कि सरकार को हमारी मांग हर हाल में पूरी करनी होगी। संगठन के पदाधिकारी आरके निगम ने कहा बताया कि रैली के बाद वे 3 सूत्रीय एक्‍शन प्‍लान का ऐलान करेंगे।

क्‍यों मांग रहे पुरानी पेंशन

एस 4 के संयोजक आरके वर्मा ने बताया कि ओपीएस वह पेंशन योजना है जिसमें पेंशन अंतिम ड्रॉन सैलरी के आधार पर बनती है, हालांकि सरकार ने एनपीएस में भी कुछ ऐसा ही प्रावधान किया है, लेकिन हम उससे संतुष्‍ट नहीं हैं। खास कर्मचारी के अंशदान से। पुरानी पेंशन में कर्मचारी का अंशदान नगण्‍य था। साथ ही इसमें महंगाई दर बढ़ने के साथ डीए (महंगाई भत्‍ता) भी बढ़ जाता है। उन्‍होंने बताया कि जब सरकार नया वेतन आयोग लागू करती है तो भी इससे पेंशन में बढ़ोतरी होती है। एक और लाभ यह है कि इसमें पेंशनर आश्रित को भी बेनिफिट दिया गया है। पेंशनर की मृत्‍यु होने पर उसके आश्रितों को फैमिली पेंशन का प्रावधान है।

क्‍या है NPS

कई राज्‍यों में पहली अप्रैल 2004 से नेशनल पेंशन सिस्‍टम या नेशनल पेंशन स्‍कीम (NPS) लागू की गई है। NPS में नए कर्मचारियों को रिटायरमेंट के समय पुराने कर्मचारियों की तरह पेंशन व पारिवारिक पेंशन के घोषित लाभ नहीं मिलेंगे। इस योजना में नए कर्मचारियों से वेतन और महंगाई भत्ते का 10% अंशदान लिया जाता है। इतना ही अंशदान सेवायोजक यानी राज्‍य या केंद्र सरकार अथवा संबंधित स्वायत्तशासी संस्थानिजी शिक्षण संस्था को करना होता है।

2004 में लागू हुई नई योजना, लालच दिया लेकिन कर्मचारी नाराज

केंद्र सरकार ने वर्ष 2004 में नई पेंशन योजना लागू की थी। इसके तहत नई पेंशन योजना के फंड के लिए अलग से खाते खुलवाए गए और फंड के निवेश के लिए फण्ड मैनेजर भी नियुक्त किए गए थे। यदि पेंशन फंड के निवेश का रिटर्न अच्‍छा रहा तो प्रॉविडेंट फंड और पेंशन की पुरानी स्कीम की तुलना में नए कर्मचारियों को रिटायरमेंट के समय भविष्य में अच्छी धनराशि भी मिल सकती है लेकिन कर्मचारियों का कहना है कि पेंशन फंड के निवेश का रिटर्न बेहतर ही होगा, यह कैसे संभव है। इसलिए वे पुरानी पेंशन योजना को लागू करने की मांग कर रहे हैं।

Source - Daily Hunt

Rupee Back To 69-Levels Against Dollar, At Three-Month High: 5 Points

The rupee surged by 74 paise to touch 69.88 a dollar on Thursday, reported news agency Press Trust of India (PTI). At this level, the rupee hit a three-month high against the dollar. At the Interbank Foreign Exchange, the rupee opened on a higher note at 70.15 and then gathered further momentum and touched an intra-day high of 69.88, a level last seen on August 27. Gains in the rupee came amid sustained selling of the American currency by exporters and easing crude oil prices.

Here are 5 things to know about rupee's rate against dollar on Thursday:

The US dollar weakened against other currencies overseas, after US Federal Reserve Chairman Jerome Powell comments that the central bank's benchmark interest rate is likely to be near a neutral level, forex traders were quoted as saying in the PTI report. The dollar dipped 0.35 percent to 113.26 yen after being knocked down from a two-week high above 114.00 scaled overnight, reported news agency Reuters. Strong foreign fund inflows and easing crude prices also supported the rupee, traders said. On Wednesday, foreign portfolio investors (FPIs) bought shares worth a net of Rs. 961.26 crore, showed provisional data from bourses. Globally, Brent crude, the international benchmark, was trading 0.14 per cent down at $ 58.68 per barrel.

Source - NDTV

पुराने लेनदेन को लेकर कर्मचारी से मारपीट और पेट्रोल पंप में की तोड़फोड़

पुरानी उधारी के रुपए लेने के मामले को लेकर रविवार को तीन लोगों ने कर्मचारी के साथ मारपीट की पेटी की चाबी नहीं देने पर उसे साथ ले गए। पुलिस ने पंप कर्मचारी की रिपोर्ट पर वीरू चौहान व उसके दो साथियों पर पंप पर तोड़फोड़ करने व मारपीट करने का मामला दर्ज किया है। इधर पंप मालिक जलज एलिया ने बताया कि बाबा कंस्ट्रक्शन कंपनी द्वारा सवा साल पहले साढ़े 7 लाख रुपए का डीजल लिया था। बदले में चेक दिए थे। किसी तरह का दबाव डालने पर कंपनी ने टुकड़ों में राशि दी लेकिन 1 लाख 37 हजार रुपए शेष रह गए हैं। रविवार दोपहर वीरू चौहान अपने दो साथियों के साथ पंप पर आया। उस समय कर्मचारी संतराम अहिरवार मौजूद था। उसे नए चेक देकर बाउंस चेक वापस मांगने लगे लेकिन उसने नए चेक के बदले पुराने चेक देने से इंकार कर दिया। उसने बदले में नकद रुपए मांगे। इस पर गुस्साए आरोपियों ने पेटी की चाबी छीन ली जब उसने विरोध किया तो उसके साथ मारपीट शुरू कर दी। पंप के कांच भी तोड़ दिए। इस संबंध में देहात थाना प्रभारी ब्रजेंद्र भार्गव का कहना है कि कर्मचारी की रिपोर्ट पर तीन लोगों के खिलाफ मामला दर्ज किया है।

How To Check Your Employees' Provident Fund (EPF) Balance

Employees' Provident Fund (EPF) requires mandatory contribution from every employee towards his or her retirement savings. Companies employing more than 20 people have to compulsorily make contributions towards the EPF. So basically, both the employee and the employer make equal contributions towards the EPF kitty. The employee as well as the employer contribute 12 per cent each towards the EPF. Out of the 12 per cent that is paid by the employer, 8.33 per cent is invested in Employee's Pension Scheme (EPS) while the remaining 3.67 per cent is invested in the EPF.

Every employee must keep checking the balance deposited every month in his or her EPF account, say financial experts. Employees' Provident Fund Organisation (EPFO), the nodal body of EPF, allows subscribers to check EPF balance in simple ways.

ere are four ways to check EPF balance:

Via EPFO website

Go to the EPFO website, epfindia.gov.in. Click on e-Passbook towards the right.

You will be asked to input details such as UAN number and password. UAN stands for Universal Account Number which is allotted by EPFO. The UAN acts as an umbrella for multiple member IDs allotted to an individual by different establishments.

Via UMANG app Open mobile app UMANG and click on the "EPFO" option. You will be directed to a page which shows employee-centric services, general services, employer-centric services, e-KYC services, and Jeevan Praman.

(Also Read: Latest Updates On Premature Withdrawal From EPF)

Click on "employee centric services", which will lead you to a page that lets you view the passbook and raise and track claim.

Click on "view passbook" and input your UAN. Log in and type out the one time password (OTP) that will come on your registered mobile number. After this, you will be able to see your EPF balance.

How to check EPF balance via SMS Members whose UAN is activated may know their latest PF contribution and balance by sending an SMS to the number: 7738299899. The message must be sent from their registered mobile number.

(Also Read: How To Transfer EPF Money)

The member has to type "EPFOHO UAN" and send to 7738299899. The facility is available in 10 languages viz. English (default), Hindi, Punjabi, Gujarati, Marathi, Kannada, Telugu, Tamil, Malayalam and Bengali. For receiving SMS in any of the languages other than English, the first three characters of the preferred language need to be added after UAN. For example, to receive the SMS in Hindi, you should send it as follows: "EPFOHO UAN HIN" to 7738299899.

Checking EPF balance via missed call facility of EPFO Subscribers registered on the UAN portal can dial 011-22901406 from their registered mobile number. In order to avail this facility, your mobile number must be activated with UAN at the official website of EPFO.

Earlier, allowed its members to withdraw up to 75 percent of their EPF (Employees' Provident Fund) account balance in case of unemployment of members for over one month.

Source - NDTV

महिला कर्मचारी ने जूते से की तहसीलदार की पिटाई, CCTV में कैद हुई घटना

 महाराष्ट्र के गोंदिया मे एक महिला कर्मचारी ने नायब तहसीलदार की ही जूते से पिटाई कर दी है। इस घटना की चर्चा पूरे जिले में हो रही है। महात्मा गांधी योजना अनुदान के बिल का भुगतान दिवाली से पहले नहीं किया गया था। इसी बात पर महिला कर्मचारी और तहसीलदार में विवाद शुरू हुआ लेकिन यह बहस कुछ ज्यादा ही बढ़ गई, जिसके बाद महिला कर्मचारी अपना आपा खो बैठी और उसने अपने जूते से तहसीलदार की पिटाई की। गोंदिया जिले के सालेकसा तहसील कार्यालय में यह घटना घटी। यह पूरी घटना सीसीटीवी में भी कैद हुई है।

गोदिंया का सालेकसा तालुका यह बेहद नक्षलग्रस्त विभाग समझा जाता है। इसी तालुका के लोगो ने महात्मा गांधी रोजगार योजना के अंतर्गत बहुत सारा काम किया था लेकिन दिवाली से पहले इस काम का भुगतान इन लोगो को नहीं मिला। जिस वजह से महिला कर्मचारी वर्षा वाढई ने बिलों के बारे में नायब तहसीलदार आय आर पांडे इनके पास बिल पास करने की मांग की थी।

जैसे ही इस महिला कर्मचारी ने इस बिल के बारे में पूछा तो तहसीलदार ने उसकी मांग खारिज कर दी। साथ ही कथित तौर पर महिला कर्मचारी के साथ अच्छा बर्ताव भी नहीं किया। बाद में दोनों के बीच का झगड़ा और बढ़ गया। बाद में यह झगड़ा यहां तक बढ़ गया कि रोहिणी ने नायब तहसीलदार को सचमुच अपने जूते से मारा।

इस घटना के बाद तहसीलदार कार्यालय के कुछ कर्मचारियों ने उस महिला कर्मचारी की इस हरकत की निंदा भी की। इसके अलावा महिला कर्मचारी पर जल्द से जल्द कार्रवाई हो इसकी भी मांग की है। अपनी इस मांग के लिए सालेकसा तहसील कार्यालय के सामने आंदोलन भी किया गया।

इस तरह की घटना गोंदिया जिल्हा में होने के बाद अब कई सारे सवाल खड़े हो गए हैं। इस घटना की वजह से तहसीलदार ऑफिस का कामकाज भी लोगो के सामने आया है। जिससे स्थानीय लोग नाराज हैं। मामले में अब प्रशासन किस पर क्या कार्रवाई करेगा यह देखना महत्त्वपूर्ण होगा।

कैसे कैलकुलेट होती है ग्रेच्युटी: 5 बड़ी बातें जो हर नौकरीपेशा को जाननी चाहिए

 अगर आप नौकरीपेशा हैं तो जाहिर तौर पर आपने ग्रेच्युटी शब्द को सुना होगा, जो कि अलग अलग ऑफिसेज में अलग अलग वर्षों बाद मिलती है। हालांकि इससे जुड़े नियमों के बारे में अधिकांश कर्मचारी अनजान रहते हैं, जैसे कि यह कब मिलती है और कैसे कैलकुलेट होती है। ग्रेच्युटी आमतौर पर एक तरह का रिटायरमेंट बेनिफिट होता है जो कि आपकी ओर से दी गई सेवा के वर्षों पर निर्भर करता है। यह किसी कर्मचारी की ओर से कंपनी को दी जाने वाली सेवाओं के एवज में उसे दिया जाने वाला एक आवश्यक भुगतान है। सामान्य तौर पर ग्रेच्युटी 5 वर्ष या फिर इससे ऊपर के वर्षों तक ऑफिस को अपनी सेवा देने के लिए मिलता है। वहीं आपको मिलने वाली 20 लाख रुपये तक की ग्रेच्युटी राशि टैक्स छूट के दायरे में आती है। जानिए इससे जुड़ी पांच अहम बातें।

ग्रेच्युटी पाने का कौन है हकदार?

पेमेंट ऑफ ग्रेच्युटी एक्ट 1972 (ग्रेच्युटी एक्ट) के सेक्शन 3 के मुताबिक फैक्ट्री, माइन्स, ऑयलफील्ड्स, प्लांट्स, पोर्ट्स, रेलवे कंपनियांष शॉप एवं अन्य संस्थानों में 10 वर्ष एवं इससे ऊपर की सेवा देने वाला कर्मचारी ग्रेच्युटी पाने का हकदार होता है। कंपनियों को इस तरह के कर्मचारियों को ग्रेच्युटी नियमों के तहत इसका भुगतान करना ही होता है।

कब नियोक्ता कर्मचारी को ग्रेच्युटी देने के लिए उत्तरदायी होता है?

यह ध्यान रखना महत्वपूर्ण है कि अगर कर्मचारी के सेवा वर्षों की अवधि 5 वर्ष होने से पहले ही उसकी मृत्यु, किसी बीमारी के कारण अक्षमता या वह सड़क दुर्घटना का शिकार हो जाता है तो उस सूरत में भी उसे ग्रेच्युटी मिलेगी। सेवानिवृत्ति, इस्तीफा देने एवं स्वैच्छिक सेवानिवृत्ति की सूरत में भी नियोक्ता कर्मचारी को ग्रेच्युटी देने के लिए उत्तरदायी होता है। ग्रेच्युटी भुगतान कानून (1972) उन संस्थानों पर लागू होता है, जहां 10 या उससे अधिक कर्मचारी काम करते हैं। इसका मुख्य मकसद कर्मचारियों को सेवानिवृति के बाद आर्थिक सुरक्षा देना है।

नियोक्ता की ओर से कर्मचारी को कितने दिनों के भीतर ग्रेच्युटी राशि देनी होती है?

जिस दिन कर्मचारी ग्रेच्युटी निकालने के लिए आवेदन करता है उस तारीख से 30 दिन के अन्दर उसे भुगतान मिल जाना चाहिए। अगर कंपनी ऐसा नहीं करती है तो उसे ग्रेच्युटी राशि पर साधारण ब्याज की दर से ब्याज का भुगतान करना होगा। अगर यदि कंपनी ऐसा नहीं करती है तो उसे ग्रेच्युटी भुगतान अधिनियम,1972 (Payment of Gratuity Act,1972) के उल्लंघन का दोषी माना जाएगा जिसमे उसे 6 महीने से लेकर 2 साल तक की सजा हो सकती है।

ग्रेच्युटी के संबंध में कर छूट का दावा कितनी बार किया जा सकता है?

इनकम टैक्स अधिनियम 1961 के अंतर्गत ग्रेच्युटी के संबंध में कर छूट का दावा करने की संख्या के संबंध में कोई सीमा नहीं है लेकिन इसकी राशि 20 लाख से ज्यादा नहीं होनी चाहिए।

जान लीजिए कैसे कैलकुलेट होती है ग्रेच्युटी?

इसका एक तय फॉर्म्यूला होता है। क्या है ग्रेच्युटी निकालने का फार्म्यूला?

• लास्ट ड्रॉन सैलरी (बेसिक सैलरी प्लस डिअरनेस अलाउंस) X आपने जितने साल नौकरी की हो X 15/26।
• इस फॉर्म्यूले के मुताबिक 6 महीने से ऊपर के समय को 1 वर्ष के बराबर मान लिया जाता है। यानी आपने अगर बतौर सेवा 5 साल 8 महीने पूरे कर लिए हैं तो आपकी कुल सर्विस 6 साल की मान ली जाएगी।
• वहीं अगर आपकी सर्विस 5 साल 5 महीने की है तो आपका सेवा काल 5 साल का ही माना जाएगा।
• सैलरी= बेसिक + डियरनेस अलाउंस
• 15 X आपकी आखिरी मासिक सैलरी X काम करने की अवधि/ 26= ग्रेच्युटी

यहां पिछली सैलरी का मतलब बेसिक सैलरी, महंगाई भत्ता और बिक्री पर मिलने वाला कमीशन होता है। मान लीजिए आपका वेतन 50,000 रुपये महीना है और आपने किसी कंपनी में 15 साल 8 महीने काम किया। ऐसे में आपकी ग्रेच्युटी होगी: (15 X 50,000 X 16)/26 = 4.61 लाख रुपये। यहां पर 15 साल 8 महीने को 16 वर्ष की अवधि मान लिया गया है।

Source - Jagran

Fixation of Pay and grant of increment in revised pay structure clarification – CGDA

No.AN/XIV/14164/7thCPC/Corr/Vol-II

Dated: 18/10/2017

To

All PCsDA/CsDA

PCof A(Fys) Kolkata

Subject: Fixation of Pay and grant of increment in revised pay structure clarification – regarding.

The matter regarding fixation of pay under 7th CPC in respect of employees promoted between 1st day of January and the date of notification of CCS(RP)Rules 2016 and methodology to be adopted in such cases has already been furnished by HQrs vide letter bearing No. AN/XIV/14164/7th CPC/Corr/Vol-I dated 8.09.2016. Further, on receipt of Dept of Expenditure OM dated 29.09.2016 , the same was circulated to all controllers for necessary action regarding re fixation of pay in such cases. Also , references on above subject received from Controllers was suitably replied in the light of above orders.

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2. Of late, this HQrs has been receiving various references regarding application of the orders issued by AT-II Section of this office vide their letter No. AT/II/2703/Clar dated 28.04.2017 thereby seeking clarification regarding availability of option to switch over to 7th CPC from 07/2016 in cases where the official has been promoted between 1st January 2016 and the date of notification.

3. The matter was referred to MoD(Fin.) DAD Coord for taking up the matter with Ministry of Finance (Dept. of Expenditure) for issuing necessary clarification in this regard.

4. In reply, Ministry of Finance, Department of Expenditure vide their No. 300346981 dated 14.09.2017 received under MoD(Fin) ID No. 1333/C/2017 dated 18.09.2017 have clarified that -“the option to switch over to the revised pay structure either on 01.01.2016 or the date of next increment is applicable under Rule 5 of CCS(RP)Rules 2016 in case of post held on 01.01.2016.

Further, they have clarified that if the date of next increment on 01.07.2016 for a post held on 01.01.2016 falls after the date of promotion, then the date of next increment for the post held on 01.01.2016 has no relevance for option. Thus, the option cannot be exercised from 01.07.2016 to switch over to revised pay structure . (copy attached)

5.This is for information and necessary action.

sd/-

(Kavita Garg)

Sr. Dy.CGDA (AN)