What People are saying about 6th Pay Comission
1) The lowest level of technical maintenance staff in S&T organization is presently inducted as Signal Maintainer-II/Signal Maintainer-III with pay scale of Rs. 4000 - 6000 & Rs.3050 - 4590 with qualification of 12th class Science / matriculation required technical trade from ITI. The signal and telecom maintainers attend to the technical gadgets and equipment, which are used for train operation i.e. control communication system, signaling and interlocking equipment at the station, tele-communication & data-com equipment etc. As against this, a stationmaster who is a non-technical person with simple graduation degree (Arts/commerce/Science) and whose job mostly involves logging of train timings, waiving of flags and exchange of private number on telephones, ticket selling etc. is paid starting salary in the scale Rs.5000-8000/-. Thus, there is a substantial gap between the starting salary of technical staff performing skilled job and non-technical staff performing routine job. In addition, the technical staff has to keep the outdoor equipment / system functional during day or night, rain or sun shine for all 365 days in a year under all weather conditions. As against this Station master%u2019s job is predominantly in-door job except during emergencies. Presently, the channels of promotion for the maintenance staff in S&T organization are poor compared to non-technical operating/commercial staff posted at stations. The anomaly should be removed by giving the signaling/telecom s
2) S&T has the additional task of providing technological infrastructure for ensuring safety in train operation in addition to providing S&T systems for optimum utilization of fixed & mobile infrastructure of track, rolling stock etc. A bulk of workforce in S&T organization at supervisor and officer levels is drawn from the engineering discipline of Electronics & Telecommunication. This engineering discipline presently constitutes bulk of the feeder category to the sunrise industry i.e, IT, Communication and bio-technology. Not only their starting salary in private / corporate sector is high in comparison to government salary but also the rise is very fast both in terms of money as well as promotions. In S&T organization in Railways, recruitment at lowest supervisory level i.e. JE-II is done by inducting Diploma holders in Electronics/Communication and at officers level with BE/ME in Electronics/Communication/Computers. All these disciplines commend good salary at the time of appointment in corporate sector and very good pay rise during their service. Consequently, Railway is facing acute shortage in supervisory as well as officer categories in S&T organization. This can be eradicated partly by giving higher grades to both supervisors and officers so as to narrow down the gap between the government and corporate sector. Presently S&T maintenance staff and supervisors are required to do maintenance work in regular 8 hour shift daily. In addition to this routine maintenance work
3) We are tech railway staff. In railway very unjustice done in every pay comm. The people who are directly associated with train movement thay always negaleted.In all pay comm their pay strucher going to reduce.The people which are non technical and not any direct relation with train movement their pay going high to high in each pay comm.The dept like Engg., Mech, Signal & Telecom, electrical and optg dept are directly relation with train moment. Where as pay increase for Account staff, clerkical staff.For Example minimum qulification of a clerk is matric where as qulification of a technician is metric with ITI (most of diploma candidate join).Their pay scale starting with 950/- where as next promotion of clark in 4500/- where as a technical staff promote to 4000/-. Technical staff are working round the clock for railway.Their are work in the field both day and night.Now day they handel most sofistcated equpment. Trere fore we reuested please do justice with us. For which we shall remain greatful to you.
4) News - ISRO bleeds as scientists leave , to see news -
click here "The stupendous growth of IT and communications sector and the higher remunerative packages offered by the private sector are the main reasons for scientists/engineers to leave ISRO," Chavan said. The Department of Space (DoS), he said, had petitioned the Sixth Pay Commission for higher pay and incentives like performance-based increments and special allowances as one of the measures to retain talent. A similar request was made on behalf of the DAE. But a Pay Commission source said they had received such petitions from "everyone". "Everyone is dangling the quit threat if salaries are not hiked substantially," he said. "It's too early to say, but we're not sure if all demands can be met, considering the expenses involved. Even if we recommend higher pay scales and a better incentive regime, it is up to the government to accept or reject the recommendations."
5 ) Armed Forces Seek 300 to 400 Percent Pay Hike For Soldiers : To see details
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Here is a brief list of the recommendations:▪ A 300-400 per cent rise in basic pay - 400 per cent more than the current basic, and two and a half times more than basic plus Daily Allowance (DA). ▪ Something called Military Service Pay to compensate the X factor – especially the dangerous nature of the job, staying away from family, and frequent shifts. Across the board, armed forces personnel have demanded a 40 to 50 per cent hike of basic salary. ▪ The forces also want an Incentive Pay, aimed at specialists like engineers and pilots who often quit the Army for better opportunities in the private sector. So, after 15 years, if armed forces officers want to stay on, they will get a year's basic salary extra. What these conditions aim to do is benefit 2 million officers and men of the armed forces and if implemented, could come as a godsend for millions of retired officers and men as pensions would also rise considerably. It will however be up to the Sri Krishna commission to look at the issue and decide on a special package. The Indian Army alone has over 1,300,000 active soldiers. A pay hike however is warranted considering the rising inflation over the past few years. Attractive salaries will also invite some of the countries brightest talent to serve in the Armed Forces.
6) Page 1
RECOMMENDATIONS TO SIXTH CENTRAL PAY COMMISSIONBY BORDER SECURITY FORCE — AT A GLANCEP
1Group ‘A’ establishment of BSF is to be treated as an Organized Service.
2 Change of designation of 2nd–in-Command as Additional Commandant.
3 Inspector of BSF should be given Group ‘B’ Gazetted status.
4 Up-gradation of enrolled followers of BSF in the grade of skilled persons and to place their pay in pre-revised scale Rs.3050-4590 (S-5). Existing pay scales should be increased by 4 times.
5 The abolished ranks of LNK and NK should be restored with appointment pay Rs. 500 pm for LNK and Rs.800 pm for NKs.
6 Non-combatised civilian posts should be granted replacement scales as admissible to analogous posts of CSS cadre.
7 Separate Pay scale should be granted to ADIG rank.
8 Up-gradation of the pay Scale of Inspector from Rs.6500-10500 to Rs.7500-12000 in the pre-revised scale. 9 Constable (Rs.3050-4590) is promoted to Head Constable (Rs.3200-4900) after 18-20 years. Therefore, pay scale of Head Constable should beenhanced proportionately considering years of service they have to put forth for promotion.
10 Pay scale of Section Officer (Rs.6500-10500) of BSF may be placed in the scale Rs.8000-13500 after 4 years as admissible in the case of CCS cadres in GOI.
11 Pay scale of Assistants (Rs.5500-9000) should be placed in the scale Rs.6500-10500 as admissible in the case of CCS cadres in Central Government.
12 Rate of Increment is to be 5 % of basic pay and should be granted inJanuary every year irrespective of actual date of increment.
13 Pay scales of Law cadre officers should be at par with GD officers and to be granted NPA @ 30%.
14 DACP to be extended to Veterinary Officers of BSF.
15 ACP to be granted to Para-Veterinary staff in BSF.
16 Incentive for flying hours to BSF Air Wing officers and technical staff/crew. 16A Technical Qualification Allowance to Pilot Co- Pilot and Engineers. 16B Allowance to Accountable Manager/Chief Engineer/Quality ControlManager/Dy Quality Control Manager in Air Wing.
17 Technical Pay Rs.200 pm to ASI(RM) and Rs.400 pm for SI(RM) to be granted. 18 Pay scale of Pharmacists should be placed at par with analogous ranks of GD. 19 Existing Special pay to Key Appointments to be doubled. Spl pay Rs.200 pm to be granted to Nursing Assistants.
2 ALLOWANCES20 Hardship allowance @ 50% to 30 % of Basic Pay to BSF Pers OR In addition to existing allowances Hardship allowances to BSF Personnel – Extreme hard area-40%,very hard area–35% & hard area – 30% of BP ELSE Counter Insurgency/Counter terrorism allowance @ 35% of basic payELSE Internal security duty allowance @ 20% of basic pay.21 Percentage for grant of CILQ to Head Constables (47%), Constables &Followers (35%) should be enhanced to 100%.22 Rate of CILQ be worked out based on the City/Town where family residing instead of lowest rate of HRA component.
23 House rent allowance to be revised to 40%, 30%, 20% & 15%.24 Classification of city/town for grant of House Rent Allowance should bereduced to A-1, A, B & C. 25 HRA component being paid to the Central Government employees may bekept out from the purview of Income Tax. 26 HRA for keeping family any where in India be extended to Pers posted in Rann of Kutch, Creek areas of Gujarat and NE Region without any mention of last place of posting — Double HRA.27 Increase the amount of initial uniform grant (Rs.6500) to Rs. 25,000 and renewal grants (Rs.3000 after 7 years) to Rs. 10,000 after every three years. 28 Increase of Kit Maintenance Allowance (Rs.150) to Rs.800 pm to officers. Increase of Washing Allowance (Rs.30) to Rs.300 for ORs and Rs.600 for SOs. 29 Increase of Children Education Allowance (Rs.100) to Rs.1000 (Class 1 to 12), Rs.2000 for Graduation and Rs.3000 (PG level). Hostel Subsidy (Rs.300) to Rs.2000 (Class 1 to 12), Rs.3000 (Graduation) and Rs.5000 (PG level). 30 Detachment Allowance should be @ 50% of DA rates instead of ¼ rates. 31 Border belt be treated as expensive equivalent to ‘A’ class for drawl of all types of allowance for troops deployed on border.32 Increase of Tpt Allowance—Rs.5000(GOs), Rs.3500 (Insp) & Rs.2000 (Others). 33 To abolish concept of Campus for pers posted at Trg Institutions for grant of transport allowance. 34 RMA should be exempted from the purview of Income Tax. 35 Ration Money should be entitled during leave. 36 Uniform Rate of RMA for ration worth 3,850 calories for troops at static locations.
79 Period of hospitalization due to sickness on duty should be regularized bygranting hospital leave with full pay and allowance as admissible in Army. 80 RMA should be paid during hospitalization period and at higher rates. 81 Monetary benefit to be extended to honorary ranks in BSF. 82 Spl incentive for upbringing female child. PENSION & GRATUITY83 Separate pension rules to be framed for BSF personnel. 84 CCS (Pension) Rules to be made applicable to BSF personnel joined service after 01.01.2004 also. 85 Increase of percentage of family pension to widows and disability pension to handicapped pers recommended. 86 Full pensionary benefits on completion of 30 years of qualifying service instead 33 years and three additional notional increments to be added in the basic pay for the purpose of calculation of pension. 87 Upper ceiling limit for Retirement Gratuity should be removed. 88 Higher rates of service of gratuity to those who invalided out from service before completion of 10 years of qualifying service. 89 Provision of pension/gratuity to those leaving service on completion of 10 years qualifying service due to compelling domestic circumstances. 90 Ex-gratia payment admissible should be enhanced three times. 91 Enhanced rate of family pension should be allowed upto the date of on which deceased employee would have attained the age of 67 years of 10 years from the date of death. 92 Recommended payment of liberalized pension to children of deceased BSF personnel in the cases widows remarries. 93 Provision for payment of portion of family pension/Ex-gratia and lump sumcompensation etc. to dependent parents recommended. 94 Insurance amount assured under CGEGI scheme to all categories of personnel should be increased — Rs. 10 lacs for GOs, 7 lac to SOs and 5 lacs to ORs. 95 BSF pers remain on duty 24 hours a day, 7 days in a week round the year.Therefore, BSF pers be treated on duty all times for all service benefits except unauthorized absence, self inflicted injuries and willful misconduct. 96 Amendment of definition of family to include dependent minor brothers and sisters in the cases of those who die in service as bachelor. 97 Medical Allowance admissible (Rs.100) to retirees be increased to Rs.2000 pm. 98 Special benefits to allow ex-gratia lump-sum compensation to disabled personnel boarded out on medical grounds due to injuries suffered during combat operations of other duties should be increased to 75% of lump-sum exgratia amount.
