GDS Report
GDS Report
GDS Report
INTRODUCTION
1.1
After having established in India one and half centuries ago, the postal
department spread its branches to provide shade to entire country with roots
spread to nooks and corners of the country without a inch left, does directly
mean that postman and postal facilities are provided everywhere in the country
without any exception. This could be made possible for postal department with
its 3 lakhs departmental officials and 3 lakhs Gramin Dak Sevaks (earst- while
Extra departmental Agents). These Gramin Dak Sevaks are further classified
as follows.
a) GDS Sub and Branch Post Masters.
b) Other GDS
1.2
i)
ii)
iii)
iv)
GDS Stamp Vendors etc.,
The history of this ED services are discussed here under pin pointedly with
versions and judicial pronouncements, in short as it has been focused many a
time before such committees, courts and department.
1.3
1.4
i) Accounts Offices.
These operative post offices are further classified as,
a) Departmental Post offices are established as Head Offices and Sub Offices
mainly established with departmental officials working on split duty for 7
hours or continuous duty for 8 hours with all benefits being provided by the
Govt. of India. Off course here and there GDS assistance is also given to
these offices besides part time contingent workers.
b) These are established in Cities, Major Towns and important major
Panchayats with 25,444 offices out of 1,54,822 offices functioning in entire
country. Their existence is on competition with schedule banks and main
1
More over there is no client contractor relation between the GDS and
department. The department is the owner for some items of work and agent
for some other items of work and directly paying allowances to GDS from
his funds. As such GDS is not at all an Agent.
d) There is no master servant relation between the department and GDS. The
GDS is working for the department along with other departmental
employees. As such he should be termed as employee only.
e) He is neither casual labour nor contingent worker. Such cadres in the
department are not engaged on Sundays and holidays and getting their
money through money receipts, where as the GDS is getting allowances
through pay rolls for entire month. As such they cannot be treated at par
with casual labour or contingent. As such the GDS should be treated as
employee only.
f) To treat GDS on par with departmental employee the work hours so fixed
up to 5 hours for him may come in the way. The work hours fixed for GDS
are age old. To see its justification the following illustration may kindly be
seen.
BO
Service
Pensions
214
647
597
695
344
989
809
673
413
638
331
616
371
1505
1399
Total
1534
2072
1641
2613
2281
Average
511
691
547
871
760
Work Load
Mts
SB Deposits (At present Manual) 511/30
SB Withdrawal (At present Manual) 511/30
=
=
17 x 3
17 x 5.5
=
=
51
94
=
=
23 x3
18 x 3
=
=
69
54
29 x 2.5
73
25 x 2.5
63
30
434
Accounts Preparation
Total
of
Rural
SOs
in
comparision
with
Rural
POs
Amount
disbursed
in
million
2008-2009
29.2
38630
2009-2010
42.5
79000
2010-2011
49.0
91790
2011-2012
53.6
78600
2012-2013
57.4
120140
408160
57.4 million accounts i.e 574 Lakh are being cleared every year. The BO
share is @ 93% i.e 533.8 Lakh which is being paid through 129378 BOs i.e
428 accounts per month i.e 5136 per annum which is much higher to our
calculations based on the average of 3 BOs i.e 871.
f iii) Rural Postal Life Insurance :
In respect of RPLI the position is say 20.71 million RPLI policies are existing
as furnished by the Department of Posts during 2012-2013. Now it may be more.
This 20.71 million policies are sufficient to justify our argument. The BO share
@ 93% in 20.71 million i.e 207.1 Lakh i.e 192.6 Lakh which is for 129378 GDS
BOs, and at an average 160 per month. I.e 1920 per annum which is much
higher to our calculation based on average of 3 BOs we studied.
In all the above three cases i.e Social Security Pension, MGNREGA,
RPLI the figures we took are much less to the entire countrys figure. How ever
we are proceeding with the figures which we assessed for calculations, even
on those figures the work load of a BPM per day comes to 9 hours 14 mts.
As such not only these figures, all figures, all statements, all comparison,
all suggestions are real stick and not beyond truth.
g) To consider a GDS as a departmental employee income and cost may come
on the way. If commission of SB and RD is taken solely for the purpose of a BO,
the figures now being assessed are in another way. If only SB and RD are taken
that is as follows.
TYPE
Average No. of
Commissio
Total
Accounts
n received
per A/c as
Amount
(Rs.)
on day
(Rs.)
SB
511
175.46
89,660
RD
691
175.46
1,21,243
2,10,903
33
594
6590
11387
Clerks
Postmen and other servants.
12715
24,654
Road establishment.
20639
Village Postmen.
Signalers etc in Telegraph Offices.
8335
3453
(The above data reveals other than EDBPMs no other ED post was
existing. EDBPMs appeared to be honorary posts which reveals
departmental officials such as village postmen etc., were working at
BOs under EDBPMs).
31-3-1929: 17 ED Agents other than EDBPMs were employed. (It can be
presumed that other than honorary ED Posts, posting of ED
employees started).
1930: The above 17 was increased to 1179.
The above data reveals from 1880 to 1929, the postal duties were entrusted to the
people with livelihood on honorary basis as ED Post masters and other ED agents
were recruited in 1929 as a matter of service. Even then till recent past the recruitment
of ED was based on solvency. Now a days ED (GDS) recruitment is quiet open to all
and their selection is based on merit at requisite qualification level and many without
any livelihood are being employed. These ED (GDS) agents have to earn their bread
and butter through their monthly salary. As explained in earlier paras they will not find
any time to go for another employment in a village which is a mirage. In the present
cost of living, their allowances as GDS Agent cannot meet their expenses and they
are becoming poorer and poorer in comparison with an Agricultural labour who is
getting minimum Rs. 300/- a day. To make them self sufficient, it is necessary to
make them departmental employees. If the work hours of such GDS agents other
than GDS BPMs are less, the duties can be combined as mentioned in forthcoming
chapters. The opinions of several committees and judicial pronouncements will be
furnished in the next chapters.
Chapter II
RURAL POSTAL SERVICE IS AN ESSENTIAL SERVICE
2.1
Postal services are essential services for a period not less than 100 years since
the date of introduction, there after a commercial outlook has come. Even then
it continued its monopoly for 20 more years and somewhat affected after more
technology is brought into use. When mobiles, Scheduled / Private Banks and
Couriers started improving their business the postal department received a
threat but not lost his grip. It is working hard at department so level and
competing with those organizations, challenging their threats. Even then there
is no challenge to postal MIS, PPF and Certificates etc.
2.2
In rural area postal department is continuing its monopoly in SB, RD and Rural
PLI.
2.3
2.4
RPLI: - Rural Postal Life Insurance is a unique service to rural public. Unlike
other insurance organizations it is having 1,29,378 branches i.e., branch post
offices through which all services of insurance are being provided, without
having any agent. Branch Post Master himself is a insurance agent, cashier,
clerk, field officer and branch manager. More over hundreds of Policies
procured at Branch Post Office level are having life up to 30 years. In these
days normal public cannot go to some other place for his insurance services
leaving his post office. Public leaders also will not allow making his public
suffered. Private Organizations cannot undertake the responsibility on existing
RPLI policies in rural India. The Government is having responsibility to collect
premium on existing RPLI policies till maturity. The premium amount, amounts
to hundreds of crores collected in rural India is with Government and it is to be
maintained till last policy procured is matured. The only outlet for Government
for this job is Rural Post Office and as such it is essential. Shouldering these
responsibilities by some out sourcing or by a private organization is not at all
possible and more risky also as the Government is answerable for hundreds of
10
crores of rupees for which the able reliable caretaker is the Rural Branch Post
Master only.
2.5
Having this confidence and considering the Rural Post Office is the only outlet
the Government endorsing such other services to Rural Branch Post Offices
such as,
a) Census.
b) Mahatma Gandhi National Rural Employment Guarantee Scheme.
c) Social Service Pensions.
For Govt. of India or for Govt. of a State Rural Post Office is an outlet to keep
their pride and prestige. Endorsing such services further will allow the
Government free and make Rural Post Office self sufficient. The existing other
services such as mails, delivery, money orders, registration, speed post, VPP
etc cannot be provided to the public through a single outlet and providing the
same otherwise cannot be imagined even.
2.6
As such Rural Post Office is essential and rural post office be converted
as departmental rural post office and its employees may be treated as
holding civil posts and may be converted as departmental employees.
11
Chapter III
GIST OF THE MEMORANDUM
3.1
3.2
In postal department there are several GDS posts other than GDS BPMs, such
as,
1) GDS Mail Deliverers (GDS MD).
2) GDS Mail Carriers (GDS MC).
In most of the offices both are working on combination of duties as GDSMD/MC
or GDSMC/MD based on predominance of delivery / Conveyance duties.
3) GDS Mail Peon (GDS MP).
4) GDS Stamp Vendors (GDSV).
5) GDS Packers (GDS Pkr) / GDS Letter Box Peons.
1) GDS MD: - These posts are at present existing not only in GDS BOs, but
also in departmental offices. Existence of these posts in departmental
offices is nothing but cost savings. These posts in departmental offices are
having similar work and work load in comparison with other departmental
postmen working in the office. In some offices 2 GDS MDs are employed
which can easily be converted in to postmen posts by showing another
suitable post to thrown out GDS MDs. Thus GDS MD posts in
departmental offices can be converted into departmental posts of its
own or on combination by showing suitable employment to thrown out
GDS MDs.
2) GDS MC: - These posts are existing in GDS BOs. Having not sufficient work
load these posts are combined with delivery duties also and termed as GDS
MD/MC or GDS MC/MD basing on predominance of delivery or conveyance
as the case may be.
These MC posts are existing in departmental offices also. They are meant
for conveyance of mails at Bus point / Railway station. At some offices these
posts are in existence to convey mails to subordinate offices where there
are no MMs/ Railway lines with head quarters at the base departmental
office. These GDSMC posts can be converted into Group D or MTS, by
showing alternate arrangement to GDS MC thrown out. In the case such
12
GDSMC born in the establishment of Rural Post Office, thrown out may not
arise and can be managed with the same official after having renamed his
post as Rural Postal Assistant.
3.3
3.4
At BOs one may think that GDS BPM is having sufficient work load for
converting as departmental BPM and GDSMD or GDSMC are not having
sufficient work load. It is true that work load of these GDSMD or GDSMC may
not be 7 or 8 hours a day. But it can be easily arrived on combination of these
duties, by showing alternate appointment to thrown out. Till all such thrown out
are shown alternate appointment they should be maintained. Thrown out can
be offered in nearby vacant posts of GDS BPM or GDS MD (proposed
departmental) based on their qualification and till the list of identification
of such posts is exhausted, the recruitment to BPM or MD/MC cadre to
be stopped.
3.5
GDS MD or MC is not having sufficient work load is not correct as per the
present calculations. Regarding the justified work load of BPM it is clearly
discussed in Chapter I.
3.6
The cycle maintenance allowance is given for the vehicle he used only and
13
90 mts
10 mts
10 mts
Conveyance
Other than this, he exchanges at more than one office. It is
110 mts
110 mts
at all most all places. For that one additional trip may be there,
which is again 110 mts. The idle wait at his BO is ignored
considering he attends for delivery at his BO.
Delivery area may be taken as 10 Km at a BO, ignoring more
villages and area attached to a BO. For distance travelled for
delivery is 10 x 12 =
Minimum 20 Unregd. Mail delivered (second class mail
insurance notices, telephone bills, Book posts are taken) 20 x
120 mts
15 mts
0.75
Minimum 2 MOs paid are taken 2 x 4
Minimum 6 Regd. / Speed post mail taken 6 x 2.5
8 mts
15 mts
6 hrs 18
mts
1 hr
Work load
3.8
offices.
As such the following suggestions may be considered.
1. All GDS offices may be converted in to departmental offices (Rural Post
Offices).
2. All GDS may be classified as departmental Group E or Group C by giving
status holding civil posts of the Government.
3. The work hours of proposed Group E or Group C employees may be taken
as 7 or 8 hrs as the case may be.
4. The BPM may be named as Rural Post Master (RPM).
5. Other GDS employees in BO may be named as Rural Postal Assistant
(RPA).
6. GDS posts in HO/SOs may be converted into Group D or MTS or Postman
as the case may be.
7. Pay and Allowances will be suggested in following paras.
8. The income and cost of a RPO may be ignored as it is only essential public
service available and demanded by public and their leaders and used by
state Governments also as only way for them to serve the public.
9. All other allowances available to the departmental staff may be given to
these rural postal employees as mentioned in following paras.
10. All facilities, concessions, amenities, pension benefits, welfare schemes
may be available to these rural postal staff at par with departmental offices.
15
Chapter IV
BACKGROUND
4.1
The Three Federations of Postal Employees, namely NFPE, FNPO and BPEF
submitted Charter of Demands on 12-04-1993 for settlement by 31-5-1993. The
main demands relating to the ED employees were I) Introduction of Pay Scale
for all categories of employees, II) counting of ED service, III) Grant of Pension
4.2
4.3
The Federations and Unions insisted that the Chairman of the ED Committee,
a dignitary from the Judiciary and the word outsider should not mean a
bureaucrat from the other Department.
4.4
4.5
The three Postal Federations organized 8 days strike in July 1998 and the
strike received tremendous support of the Parliament. Press and the Public and
the demands of the ED employees thus became the demands of the people.
16
The strike was called off with the assurance on the Floor of the Parliament as
4.6
4.7
4.8
It was in this back ground that Sri R.S Nataraja Murthy GDS Committee has
been constituted. The Postal Services Board did not live up to its commitment
in to while framing the terms of reference.
4.9
4.10
The GDS employees have every confidence that the Committee will hold its
judicious views despite the attempts of the Postal Board to impose its whole
views. We urge the Committee to take a suitable notice of the changed back
ground and render justice to the three lakh down trodden GDS employees.
17
Chapter V
CONSTITUTIONAL STATUS
5.1
The Honble Supreme Court of India in its land mark judgment dated 22-041977 has held that the Extra Departmental Agents are holders of Civil Post
through outside the regular establishment. Notwithstanding the nomenclature
as ED Agents, the Supreme Court has held that the ED employees are not
Agents and the relationship between the State and ED employees is not that of
5.2
5.3
A Civil Servant within the meaning of Article 311(2) of the constitution is naturally
also a Civil Servant under Article 306 ibid. The E.D employees are civil servants
within the meaning of Article 309 and 311 of the constitution.
5.4
As a matter of fact, the statutory rules known as P&T ED Agents (Conduct and
Service) Rules 1959 wee framed treating the E.D Agents as holders of Civil
posts within the meaning of Article 309 and 311 of the constitution on the advice
of the Law Ministry itself. (Para 13.2 of Madan Kishore Committee report).
5.5
The Fourth Pay Commission admitted the status of the E.D employees as civil
servants and observed in para 1.18 that,
1.18:
The matter is, however controversy after the decision
the Supreme Court in Gokulnanda Dass case where it
has been declared that an Extra Departmental Agent
is not a casual worker but holds a post under the
administrative control of the State and that while such
a post is outside the regular Civil Services, there is no
doubt that it is a post under the State. In view of this
pronouncement, we are unable to accept the
contention that Extra Departmental Employees were
outside the purview of the terms of our Commission.
5.6
5.7
and they are peculiar to the Postal Administration. They are legally and
constitutionally entitled for all benefits monetary or otherwise proportionate to
their duties and not simply to protection under Article 311(2) of the constitution.
5.8
The Government or the Department of Posts have been denying all due
facilities to the E.D Employees on wrong and misconceived premises and have
still the harping on their prejudiced contention that the E.D employees are
5.9
5.10
In the light of the judgment of the Supreme Court and the Unions persistant
efforts, the nomenclature changed to Gramin Dak Sevaks, even though it
should be Rural Postal Employees, Treating them as Central Civil Servants
5.11
Group E.
We appeal to the Committee to do justice to the Gramin Dak Sevaks, as they
are presently called, by declaring them as Civil Servants under Group E and
recommend all due benefits monetary and otherwise to them. We shall be
dealing with such benefits and justification in the subsequent chapters.
19
Chapter VI
EFFECT OF EARLIER COMMISSIONS ON ED (GDS) SYSTEM
6.1
Till 1963, the GDS are extra departmental agents were treated as Government
employees and were covered by the service conditions applicable to civil
servants. The department reversed this position thereafter and continued that
6.2
6.3
As per Mr. Ivie G.J. Hamilton report in 1910, the EDAs were termed as
extraneous agents and confirmed to Branch Post Master class only. It was
extended in 1926 by including ED runners and ED delivery agents.
6.4
As per Jahangir Committee report after 1931 ED Agents in larger number were
taken by extending facility to sub offices and combined offices and introduced
several categories such as ED Mail Peon, ED Letter box peon, ED Packer, ED
Stamp Vendor, ED Sorter and ED Messenger. This exercise provides ED
6.5
6.6
But Supreme Court in its verdicts has accepted the services of casual labour,
contract labour for temporary status and as such contract labour in Railways
and Electricity Boards are the beneficiaries. Canteen employees were also
treated as departmental employees with providing benefits and the service
before regularization was also counted as qualifying service for pension.
Though Government and Political Parties stating that rural areas should be
provided with all facilities irrespective of the cost, the ED system is not glanced
so far for its departmentalization.
6.7
Though Sri R.R.Savoor Committee viewed that ED system should have status
and financial soundness and unfortunately advised to continue the ED system
in present form and not to departmentalize ED employees with a view to employ
ED Agent having sufficient livelihood.
20
Now the country changed. The ED employees are being selected on Merit basis
from unemployed youth though they are not having any livelihood. Cost of living
drastically increased. Economic conditions are totally changed. The ED
employees with meager salaries suffering without fulfilling basic needs to live.
6.8
6.9
6.10
6.11
The following will exhibit how the Gramin Dak Sevaks are being denied the
service benefits applicable to departmental employees even after declaration
that they are holders of civil posts by the honorable Supreme Court of India.
Sl.
No
Name of Allowance
2745 + DA
5200+2000GP+DA
2295+DA
(GDSMCs)
5200+1800GP+DA
2665+dA (GDSMDs)
3
NIL
Transport Allowance
NIL
800+DA
NIL
Available
Children
Education NIL
Allowance
annum
children)
Home Town & All India
NIL
(up
to
two
TA / DA Benefit
NIL
Available
3,500/-*
3,500/-
10
Uniform
NIL
Available
11
Subsistence Allowance
25%
50%
12
Pension
SDBS**
13
Gratuity
Ex
gratia
Maximum
60,000/14
Leave
kinds
including
of
leave
Child
Care
Leave.
15
Medical Facilities
NIL
16
Maternity Leave
17
Time
Bound
(Assured
3 months
Promotions NIL
Career
6 months
3
promotions
after
Progression)
years
of
service
(MACP)
18
NIL
22
As such we demand:
a) Declaring the GDS employees as holders of civil posts with all benefits as
that of departmental employees.
b) The constitutional provisions under Article 309 and 311 should be applied to
GDS employees.
c) Nomenclature Sevak should be removed and declare them as Rural
Postal Employee with designations Rural Post Master, Rural Postal
Assistant as the case may be.
d) These Rural Postal Employees should be made full time Government
servants.
e) The Justice Talwar Committee suggestions should be reconsidered with
changes mentioned in the following paras.
f) The total exercise should be done as one time measure as discussed in the
following paras.
23
Chapter VII
JOB EVOLUTION OF GDS
7.1
The various categories of GDS carryout exactly the same type of work which
the regular departmental employee performs.
a) GDS branch post masters on comparison with Departmental Sub Post
Master in C Class delivery SO (Single SPM without clerical assistance).
S.N
performing duties
performing duties
articles
posted in letter
Same
that of BO Bag.
his office.
3
b) Misdrawn Register.
c) MO issue Journal.
Cash
d) MO paid Journal
and
GDSMD,
unpaid
MOs
from
dispatch of unclaimed,
Savings
and
Recurring
deposit,
place of Journal.
b) Maintenance
transactions
of Ledgers
of
his
for
office
of
transactions to HO.
24
list
of
5
6
---Payment
of
National
Mahatma
Rural
Employees
Guarantee scheme.
7
Payment
of
Social
Pensions.
8
Receipt
and
through
BO
dispatch
bag
of
or
Cash
special
messenger.
9
account
and
in
addition
----
11
Same
12
Same
13
Maintenance
Same
of Complaints
and
Suggestions Book.
14
Same
15
Maintenance
Same
Inspection Reports.
16
Same
reports.
17
Enumerations Returns
Same
18
Value Returns.
Same
19
20
SSP.
21
Though
other
GDS MD
Departmental Postman
Departmental Group D or
MTS
Same
Same
Same
---
GDS Mail peons, GDS Mail Carriers, GDS Packers and GDS LB Peons are
carrying same duties but with less responsibilities. This variation can be shown
26
By above all narrations it evidently shows that the GDS are performing same
duties and thus they are eligible for getting civil status as a departmental
employee on different scales for 7.5 hours based on carrying responsibilities in
comparison with a departmental employee.
7.3
As such we demand,
1) Conversion of GDS BOs in to Rural Post Offices.
2) Giving civil status to all GDS and converting them as departmental
employees such as departmental Rural Post Master (RPM), departmental
Rural Post Assistant (RPA) for delivery, conveyance and packing duties.
27
Chapter VIII
METHOD OF RECRUITMENT AND TRAINING
8.1
8.2
8.3
The rural post office is entrusted with new assignment and additional duties are
attached to BPMs like NREGS, RPLI, Business Development and additional
duties are attached also proposed to computerize the BOs and hence we
suggest revision of qualification of BPMs from Matriculation to 10+2. The 5 th
CPC suggested enhancement of educational qualifications of Postal Assistant
which was accepted by the Government and the pay scale was revised from
Rs.3,200/- to 4,000/- exceptionally for the Postal Assistant in the Department of
Posts. As the BPM is a comparative cadre with the Postal Assistant, the
educational qualification has to be raised on par with Postal Assistant i.e., 10+2
with 60% of marks in Plus2.
8.4
8.5
The Talwar Committee suggested that the maximum age of entry in the system
as 35 years subject, however, to the usual relaxation up to 5 years for SC, ST
and OBC and Ex-Servicemen. The minimum age limit for employment at
present is 18 which need not be changed. But there is no maximum age limit to
join in the GDS cadre. We suggest that the maximum age limit for entry as 35
years and the retirement age to be continued as 65 years.
GDS System:
8.6
The GDS system is mainly intended to Rural Postal Services in fulfilling the
UPSO obligation and subsidized by the Government. The subsidy towards this
is around 650 crores. But the revenue earned by this service through various
schemes was not included under profit. The JTC also pointed out that the EST5 should be modified suitably. The rural postal system is earning revenues
through various schemes like RPLI, BD, NREGS, and SSP etc. for which there
is no provision for calculation of profit and loss. The committee should evolve
28
8.8
carried out manually. Not only this it is paying social service pensions also.
There are several activities in the pipeline such as computerization of Branch
Post Offices and training of rural postal employees, i.e. the GDS employees.
The GDS employees in the rural postal system now remain to be the backbone
of the Department collecting 80% of the Small Savings, Insurance, Financial
tie-ups, payment of pensions, tie-up with various Telecom Systems like BSNL.
They have entered into the area of Marketing, Media, and Business. The entire
scenario of postal system is changed by eliminating the difference between
rural and urban postal services. Therefore, the GDS can no more be treated as
Gramin Dak Sevak and in accordance with the various services that are being
performed by them; they should be treated as Group E or Group C employees
of the Department.
8.9
The conditions that the BPM should have adequate means of independent
livelihood and should be the resident of the village or its delivery jurisdiction
have been removed by an order dated 17-9-2003. The present rules of
recruitment are defective in the nature as the criteria for selection of all
categories of GDS will be the merit subject to orders on reservation and fulfilling
other eligible conditions and taking of residence in the BO village before
appointment. This created a loophole in the recruitment process.
The candidates for appointment as BPMs should not be asked about their
domicile before selection. The practice of taking an undertaking before
selection is legally not approved and it must therefore be stopped. The most
meritorious candidate must be given appointment on the condition that he
29
should take the residence in the village and if he fails, the next meritorious
8.10
8.11
and recruiting the candidates bringing from very far off places of their choice.
The jurisdiction for recruitment should be limited to the District and it should be
strictly from the candidates sponsored by the Employment Exchange with 30
days time given to Employment Exchange. There should be a Selection
Committee and the selection should be purely on merit. It is suggested that the
applications are to be opened and scrutinized in the presence of the candidates
8.12
8.13
8.14
It is a fact that no post office including Branch Post Office can be kept closed
even for a day.
There are several reasons why the GDS especially BPM has to be kept out of
duty. In such circumstances, somebody has to manage the office because
postal services are declared as essential services. But then the question arises
how to manage the vacant post which cannot be kept vacant. The Department
has to find a solution and it is suggested that instead of allowing nepotism and
favoritism, the Department keeps a waiting list of GDS candidates, say 5% per
Division, so that whenever someone is put off, the senior most in the list is
appointed and the candidates in the waiting list assured available vacancies
according to merit. This suggestion is out of the experience that some circles
insist the GDS of another office to apply for leave and act as emergency GDS
in the office with vacancy and this system is not prescribed by the Directorate
but then practiced in many circles, which creates lot of corruption. As such, you
have to find a better solution or accept the suggestion in the interest of integrity.
What is now being done may not be quite befitting to be explained.
As explained in later paras if all kinds of leave is allowed, the administration
may feel difficult for leave arrangements. For that the solution is to allow 15
30
days leave encashment to these rural postal employees as a special case and
besides allowing to keep300 days at credit. The GDS are accustomed to not to
misuse leave. They will better utilize leave encashment and credit. This 5% LR
will be useful for maternity leave, child caring leave, study leave and sick leave,
Still LR is short for normal leave cases the other official in the BO holds the post
on additional charge on over time for 3 hours. If other official is not having
requisite qualification waiting for relief is needed.
TRAINING:
8.15
8.16
During the period of the training, training allowance on par with the
Departmental employees should be given, as recommended by Justice Talwar
Committee.
31
Chapter IX
PROMOTIONS AND FINANCIAL UPGRADATIONS
9.1
Unlike the full regular employees, there are no vertical promotions to the GDS
system. We already proposed horizontal promotions in the form of financial
upgradation in the next chapter.
9.2
9.3
50% of postmen vacancies are filed up from the cadre of Group D and the
remaining 50% by direct recruitment quota is reserved for GDS. Out of direct
recruitment quota 25% are filled on merit and remaining 25% are to be filled on
seniority cum fitness basis. This was subsequently amended as 50% to MTS
and 50% to GDS on examination basis. It was further modified by notification
dated 28.6.2012 as unfilled vacancies will be filled up with outsiders with
examination. Due to this the GDS lost their opportunity and deprived off their
benefit of promotion on seniority basis. An official for his not being qualified in
the examination has to lost his seniority also for giving his place to outsiders.
As such we suggest the seniority quota promotion to GDS for promotion to
postmen which was earlier enjoyed may be restored at least to the extent of
unfilled vacancies in examination cited above ignoring the percentage left
unfilled. The same system may be continued. But the minimum educational
qualification must be insisted for those who came on merit and should not be
insisted on those who came by seniority. The present service restriction of 5
years should be reduced to 3 years. In addition, 50% of RPM posts may be ear
marked to outsiders through Employment Exchange. Out of remaining 50%, 25%
may be earmarked for RPAs on seniority cum fitness basis with the requisite
qualification of RPM through DPC. Remaining 25% of vacancies on merit as if
outsiders through Employment Exchange. Here in this case instead of
intervention of Employment Exchange, applications may be called for in the
division. For both the types of above DPC/selection minimum 3 years of service
32
The Gramin Dak Sevaks are permitted to be inducted into the clerical cadre
against the unfilled vacancies in the LGO examination. Up to 2002, a
concession of 10% of marks is given to the GD Sevaks compared to the last
recruitment candidate. Now the present system of recruitment of GDS to the
cadre of postal assistant has become an eyewash programme as practically no
GD Sevak was promoted to the cadre of Postal Assistant. In the present set up,
a GDS employee getting education in Municipal School or in Government
School in rural area has to compete with a Graduate of a Corporate College.
Now the Gramin Dak Sevaks possessing higher qualifications are capable of
suitably undertaking the duties of postal assistants. We suggest that
recruitment rules should be modified suitably for recruiting the GDS to the cadre
of Postal Assistants with the same qualifications of Postal Assistants and they
may be allowed to appear for an examination with the same syllabus of LGO
examination or a separate examination with the same standard may be
introduced. As a matter of fact nearly 50% of vacancies were remained unfilled
in the LGO quota as the LGO candidates were not qualified, the vacancies were
thrown open to the direct recruitment quota and resultant abolition of 2/3rd
vacancies, creating injustice to Gramin Dak Sevaks though they are capable of
undertaking the duties of Postal Assistants. As GDS appearing for Postal
Assistants is just same to postal assistant appearing for IPO examination, the
maximum age for appearing for PA examination may be 40 years with due
relaxation to SC/ST/OBC ignoring number of chances that he can avail. As
several computer training s are imparted in the Department qualification in Data
Entry Test may be ignored to induct these Rural Postal Employees as Postal
Assistants. The said examination may be to know the computer literacy of the
9.5
GDS employees.
9.6
However by virtue of service rendered the rural postal employees such as Rural
Post Master and Rural Postal Assistant may be allowed MACP1, 2 and 3. The
same analogy of placing initially at one stage offering MACP1 after 10 years
brings to another stage and offering MACP2 after 20 years and allowing
MACP3 after 30 years.
9.7
Rural Post Master may be taken as promotional post to Rural Postal Assistant
and MTS may be taken as first promotional post to rural post master.
9.8
In view of the above suggestion the same is shown in the illustration given here
under.
Illustration: Rural Postal Assistant:
Initial Placement
MACP1(after
years)
MACP2
years)
(after
MACP3
(after
years)
Illustration: Rural Post Master:
Initial Placement
MACP1(after
years)
MACP2(after
years)
MACP3(after
years)
9.9
The above narration is not at all imaginary. While finishing the above suggestion
the present systems of MACPs to departmental employees is kept in view. Not
only that the same analogy given in our memorandum to 7 th PC in respect of
departmental employees is almost followed.
There, a question may arise even on being promoted to MACP3, Rural Postal
Assistant and Rural Post Master will not get MTS scale. Here one promotional
post is compared and linking up with another promotional post will give room
34
9.11
35
Chapter X
CONDUCT AND DISCIPLINARY RULES
10.1
10.2
10.3
10.4
As for discipline, the GDS employees have been subjected to a severe and
serious discrimination. Earlier the only penalty to be imposed on the ED staff
for an offence of whatever magnitude was dismissal of removal and this was
being grossly misused. Though some other penalties have been prescribed the
discrimination does not end. Rule 10 of the CCS(CCA) Rules is applied in a
discriminatory manner and the terminology suspension has been changed as
put off duty. The effects of both is the same, but the GDS employees are
denied subsistence allowance during the period of suspension in the name of
being put off duty. We feel the difference between suspension and put off
duty is simply as between the terms killing and doing to death.
Similarly penalties to be awarded to the GDS employees are restricted to a few
Rule 11 of the CCS (CCA) Rules 1965 is not fully applicable to the GDS
employees. As a matter of fact, there is no need for separate set of service or
control or disciplinary rules for the GDS employees and the CCS(CCA) Rules
1964 should be completely applicable to these civil servants also who are at
present called GDS employees.
10.5
at para 13.
The P&T EDAs Conduct and Service Rules. 1964 were further modified as GDS
Conduct and Employment Rules 2001.
10.7
Under Rule 9 of GDS Conduct & Service Rules 2001, we suggest the following:
Under Rule 9 of GDS Conduct & Service Rules 2001, 6 (six) penalties were
specified out of which 9 (i) to 9 (iv) falls under the category of minor penalties
and for imposing penalties under Rule 9 (v) and 9 (vi), an inquiry under the said
rule is mandatory and hence these last two rules can be termed as major
penalties. Except the censure under Rule 9 (i), Rule 9 (ii) and Rule 9 (iii) are
obsolete in nature as these penalties cannot be imposed to a GDS employee
as he cannot come under the purview of the said post due to the age restriction.
As a result, the GDS employees as a compulsion is to be awarded the major
penalty of Removal or dismissal for petty breaches of conduct, as there is no
other alternative.
10.8
The Honble CAT Ahmedabad in its judgment dated 8-2-2000 in OA No. 519 of
92 in the case of Raimalbhai Jethabhai Parmar Vs. Union of India and others,
held that the punishment of removal from service imposed for the loss of
registered article is unreasonable and harsh and directed the Department to
add some more penalties. Previously, for the the then 3 penalties existing in
Rule 7, 3 more penalties were added. But the Court held in this case that these
amendments were also carried out halfheartedly. The Court also suggested that
some more penalties should be added to commensurate with the offence,
10.9
10.10
We suggest that Rule 9 may be divided into minor and major penalties.
In short if total disciplinary rules and procedures as that of a departmental
employee applied to a Rural Post Master / Rural Postal Assistant the
37
Solanki Vs. The Presiding Officer and another [1986 LLJ124], the Supreme
Court in the case of Ram Lakhan Vs. Presiding Officer and other [2000 (2)
SCALE 9] has reiterated that during the period of suspension employees are
entitled to be paid subsistence allowance and the subsistence allowance shall
be paid to the employee for the whole period of suspension at such rates as is
provided under standing orders or service rules. It was also made clear that if
there is no such provision, they would be entitled to be paid full salary even
during the period of suspension.
It cannot be denied that put off duty can be equated with the period of
suspension and therefore, even during the period of put off duty, an employee
is entitled to claim subsistence allowance and if the subsistence allowance is
not paid, the whole inquiry proceeding is vitiated. The Supreme Court in the
case of State of Maharashtra Vs. Chanderbhan [AIR 1983 SC 803] has even
struck down a service rule which provided for payment of a nominal amount as
subsistence allowance to an employee placed under suspension and has
observed that the right to life guaranteed to a person under Article 21 of the
Constitution is to be read into the service rules relating to payment of
subsistence allowance.
The impugned enquiry, therefore, requires to be struck down on this ground, We
are of the view that allowing a lump sum amount to the applicant for the period he
remained under put off duty would meet the ends of justice in this case. We assess
the same at Rs. 5000 with the further direction that form the date of passing of this
order, the applicant shall be regularly paid compensation as ex gratia payment
under the new instructions issued by the Government at a rate not exceeding 50%
of the wages he would otherwise get had he continued in service.
We hold that the enquiry proceedings against the applicant without his being paid
any subsistence allowances are vitiated and being illegal, set aside the
impugned inquiry. We also direct that the applicant be reinstated with immediate
effect in the same post and the amount of lump sum compensation be paid to
him within a period of 4 months from the date of this order and if not paid, the
same would be payable with running interest at the rate of 12%.
[V.B.Raval Vs. Union Of India and others, date of judgment 12-5-200 in O.A
No.222 of 1991]
10.14
Judgment Raimalbhai Jethabhai Parmar Vs. Union of India and others, date
of judgment 8-2-2000.
Facts: The applicant who was working as EDBPM, Limberwada (A.O Birpur)
has challenged the disciplinary proceedings held against him and the order of
removal from service passed by the Disciplinary Authority, dated 21-9-1992 and
39
has prayed for reinstatement in the service with all consequential benefits. So
far as the factual aspects of the case are concerned, there is not much dispute
that the applicant who was working as EDBPM. Limberwada had received two
registered articles for delivery; one registered article was lost by him. It was
neither delivered to the addressee nor was entered into the B.O Journal nor it
was returned back to the sender. An enquiry of this loss of registered article
was ordered and the Inquiry Officer had submitted his report holding the
applicant guilty of the charges leveled against him. The Disciplinary Authority
had thereafter imposed the punishment of removal from service on the
applicant and this order of punishment of removal from service is challenged by
the applicant before us. The applicant had also preferred an appeal against the
order of the Disciplinary Authority but the same was rejected.
Held: It is settled legal position that the jurisdiction of this Tribunal to interfere
with the disciplinary matters or punishment cannot be equated with the
appellate jurisdiction and we cannot interfere with the findings of the Inquiry
Officer of Competent Authority, where these findings are not arbitrary or
preserve or based on no evidence. If there has been an enquiry conducted as
per the rules and in accordance with the principle of natural justice, what
punishment would meet the ends of justice is a matter exclusively within the
jurisdiction of the Competent Authority. If the penalty can be lawfully imposed
keeping in view of the magnitude of gravity of misconduct, then we have no
power to substitute our discretion to that of the punishing authority. It is only
when the punishment meted out is harsh or such that it shocks our conscience,
then and then only we can interfere with that punishment / Penalty. The
Supreme Court has laid down in no uncertain terms that the Disciplinary
Authority and on appeal the Appellate Authority being the fact finding authorities
have this exclusive power with a view to maintain the discipline and that the
High Courts / Tribunals while exercising the power of judicial review cannot
normally substitute their own findings in the case of B.C Chaturvedi Vs. Union
of India (AIR 1995 SC 748).
The next question is whether the punishment imposed by the Disciplinary
Authority is harsh or of such exercise nature so as shock the conscience of the
Tribunal. Here the applicant is a low-paid postal employee who has completed
31 years of service and at the age of 57 years is being asked to go home without
any retirement benefits merely because he has lost the registered article. It is
quite obvious that the punishment meted out to the applicant is not
commensurate to the alleged misconduct or negligence on his part and can
easily be termed as too harsh and excessive. No doubt the jurisdiction of this
40
impugned order of removal from service would count towards pension and other
service benefit.
10.15 To conclude we request,
a) All disciplinary rules and procedures may be applied to Rural Post Masters
/ Rural Postal Assistants at par with departmental employees.
b) All leave rules may be applied to Rural Post Masters / Rural Postal
Assistants at par with departmental employees.
42
Chapter XI
INSPECTIONS & INVESTIGATIONS
11.1
As per the figures available there are 129378 GDS Post Offices and they may
11.2
MO
Inspections
---
Visits
---
Triennial review is being done once in every 3 years. At the maximum one sub
division is having 100 BOs and doing Triennial review of 33 BOs per year. In
addition to it 100% verification of identified BOs is done apart from past work
verification of BOs where fraud occurs. This fraud past work verification so
called investigation is 1 or 2% i.e. 2 BOs at an average per sub division.
11.3 In the place of present scenario if annual inspection is done by IPOs / ASP in
one half year and one visit is performed by Mail Oversee in another half year, it
suffice.
The triennial review of 1/3 BOs in a sub division may be carried out in a year.
During Triennial review 100% verification of SB / RD etc accounts may be
undertaken and be completed within 3 days and it can be termed as audit. The
IP / ASP can take MO assistance during these audits.
Then proposed inspection days are as follows:
IP / ASP
MO
Inspection
1 x 100
---
Visits
---
1 x 100/2
Audit
3 x 33
3 x 33/2
Total
199
100
Above MO figures are furnished as there are 2 Mail Overseers in a sub division.
The remaining 99 days available spare with MO can be utilized for enquiries
and desk work at sub divisional office.
43
365
Holidays 52 + 16
68
297
48
249
199
50
work
In addition to above 50, the MO is having 99 days more as above stated supra
for desk work and enquiries.
If the work is distributed as above there will be definite watch on BOs for
keeping public and exchequer safe besides assessing statistical and financial
position of BO and keeping rural postal staff alert in attending postal operations
and to avert any misconduct for which days are being wasted unnecessarily at
present.
11.4 The above exercise certainly helps postal department in reducing
Investigations, enquiries and disciplinary cases and keeps not only public
happy but also rural postal staff with clear and happy minds and saves the
departmental staff also keeping them away from being identified as subsidiary
offenders.
44
Chapter XII
SOLUBILITY OR MATCHING FINANCE
12.1 It is inherent feature of the Government and the department in thinking how to
match the finance and whether it is soluble or not.
Certainly on conversion of GDS BOs as Rural Post Offices and GDS staff as
Rural Post Masters / Rural Postal Assistants there will not be any burden on
Government and department as well. For that the illustration furnished here
under may kindly be perused. As the 7 th PC is yet to be finalized, the present
figures are taken. The raise in salaries in 7 th PC will automatically based on the
raising cost and there by income through raised revenues and revised
commissions and subsidies.
12.2 Taking present figures, the matching finance is as follows.
A) For Department of Posts:
As it is suggested in earlier paras Accounts, Accounts suspension and
administrative supervision of Rural Post Offices are reciprocal services for their
Mails, delivery, Registration, MOs, Speed Post, MNREG (Agency Service) SSP
(Agency Service) by Rural Post Office. Still department of Posts in doing
another duties such as Inspection and Investigation.
There are 1,29,378 GDS BOs (Rural Post Offices). Each IP /ASP has to spent
1 day for inspection per BO. 3 days for triennial review and 100% verification.
But he does only 1/3 BOs in a year, hence he spends average 1 day for this
work per BO per year.
Total days spent by IP / ASP are 1 +1 = 2 per BO per year.
Average Cost: a)
Pay
Per Month
Average Cost
22050
Average Cost
4400
26450
DA
121%
(presumptive)-
[present
7%
107
+
01-01-2015
01-07-2015
32005
7%(presumptive)]
HRA 10% (as it is for rural area)
2645
3536
Total
Leave Salary 30 days EL + 10 CML + 8 day CL =
45
64636
8618
583
---
---
Per Month
73834
4922 per BO
b)
Pay
Per Month
Average Cost
12700
Average Cost
2600
Total
15300
DA 121%
18513
HRA 10%
1530
Transport Allowance
(800 + 968)
1768
Total
37111
4948
583
Per month
42642
2842 per BO
will be 10 + 10 Kms. The IP/ASP and MO are spending 2 days in a month each
as above furnished per BO.
IP / ASP
MO
Total Days
Distance traversed
Rs. 69,86,41,200.
MO TA / DA
Rs. 46,57,60,800
IP / ASP TA / DA
Rs. 69,86,41,200
Total Amount
In addition to it one clerk has to spent for inspection and 1clerk has to spent for
investigation at DO fulltime besides Inspector / ASP and Superintendents
supervision at Divisional Head Quarters.
The cost of a clerk is that of a Mail Overseer as given at para b) above. i.e. Rs.
47
42,642 per month. There are 441 divisions in the country whose inspection work
and investigation work is done at divisions 1 clerk for Inspection and 1clerk for
Investigation at an average since in some divisions work may be less and
working on combination and in some divisions work may more, working more
than 1 clerk each for investigation and also for inspection as well.
d) Inspection Cost of Clerk 42642 x 441 Divisions
month.
Per Annum = 1,88,05,122 x 12
e) Cost of Investigation clerk is also same i.e. Rs. 22,56,61,464 per annum.
In addition to that supervision of IP / ASP and divisional Superintendent at
Divisional Head Quarters has to be carried out in the above investigation and
inspection clerks which is 20% i.e. 1/5 th cost of IP / ASP and 1/5th cost of SP.
f) Cost of IP / ASP at divisional head quarters.
Cost of IP / ASP as mentioned at para a) = Rs. 73,834 per month per division.
1/5th of 73,834 = Rs. 14,767 per month per division.
For 441 divisions 14,767 x 441 = Rs. 65,12,247 per month
Per annum = Rs. 7,81,46,964.
g) Cost of SP at divisional head quarters.
Pay
9300 34800, AC
Average Cost
Rs.22,050
Average Cost
Rs.
5,100
Total
Rs. 27,150
DA 121%
HRA 10%
=
=
Rs. 32,852
Rs. 2,715
Rs. 3,536
Rs. 66,253
Rs. 8,833
Bonus
---
Per Month
Rs. 75,086
1/5th of 75086
48
Rs.76,41,58,212
Rs. 44,12,30,724
TA and DA
Rs. 116,44,02,000
Rs. 22,56,61,464
Rs. 22,56,61,464
Rs. 7,81,46,964
Rs. 7,94,69,964
Rs. 297,87,30,792
Rs. 74,46,82,698
Total
Rs. 372,34,13,490
Rs. 93,08,53,372
Total
Rs. 465,42,66,862
Quarters
Total
Sundries for material for Inspection
MO per month.
Say suppose each;
(i)
(ii)
(iii)
(iv)
For RD 50% of above since only deposits are taken and withdrawals are not
regular i.e. 3/2 = 1.5 say 2 journals. Annual consumption 5 journals per PO.
For 129378 PO = 129378 x 5 = 646890 Journals.
Cost 646890 x cost 13.65 = Rs. 8,83, 00, 485.
(v)
(vi)
Rs.21,98,388
Rs.21,98,388
Rs.21,98,388
SB 2 (SB Journals)
Rs. 8,83,00485
SB 6 (SS Books)
Rs. 1,06,08,996
SB 5 (Passbooks)
Rs. 2,29,93,058
Rs. 12,84,97,703
Rs. 3,21,24,425
Rs. 16,06,22,128
Extra
Rs. 465,42,66,862
Rs. 16,06,62,128
Rs. 481,49,28,990
cost on
Investigations
Posts
Inspections
and
for Department of
Say 482 crores Department of Posts has to spent at the minimum for Inspection
and Investigation of Rural Pos and supply of stationary relating to SB and RD
to Rural Pos. This can be compensated to Postal Department by Government
as at present it is giving subsidy for rural post offices around 650 crores as
learnt. The raise in salaries to departmental staff and rural postal staff will be
within this 650 crores or to be raised in view of raising cost, commission payable
and economic conditions of the country.
51
(i)
129378
263326
Rs. 5,576
Total
Rs. 10,184
Rs. 567
Rs. 583
Per month
Rs. 11,334
Per annum x 12
1,36,008
Rs. 1,36,008
Rs. 3581,44,42,608
=
=
1,55,25,360
Rs. 3582,99,67,968
DA 121%
presumed)
(as
on
31-12-2015
annum
Cost of 263326 GDS Staff is 263326 x
136008
OMA 129378 x 100 x 12
Total expenditure on Rural staff
(ii)
No. of BOS
129378
400
52
SB + 200 RD Accounts
Total no. of SB, RD accounts at Rural BOs
approximately
5,17,51,200
175.46
908,02,65,552
POs
Say
908 crores
25.34%
This cost will be increased in next pay commission either in the shape of GDS
or 7th PC and commission on SB and RD also will be raised. Even then the cost
will be more than commission on SB and RD payable. It should be taken as
expenditure on essential services to rural areas through post office as there is
demand by public to have postal services, as there is commitment by political
leaders and commitment to Government to serve common public in rural areas
as they cannot go far for these services and expecting at their village the
Government may consider this as essential service.
12.3
As such,
1. GDS Post Offices may be converted into Departmental Group E or Group
C Rural Post Offices.
2. GDS staff may be converted into departmental Group E or Group C Rural
Post Masters / Rural Postal Assistants.
3. Commissions on SB and RD at rural POs may be kept with Government of
India.
4. Total expenditure on rural postal staff may be met by Govt. of India.
5. Postal Department may do Accounts, Accounts Supervision,
and
Chapter XIII
PRESENT WAGE STRUCTURE WITH ITS BACKGROUND
13.1
Before suggesting the wage structure for next enquiry committee (inclusion in
53
7th PC is requested), the various changes occurred in GDS system due to the
findings of several committees and anomalies unsolved and disparities
continued should be explained. As such after explaining them in Toto, our
request for grant of various scales and fixation of Rural Branch Post Masters
and Rural Postal Assistants is furnished at close of this chapter. Our
federations submitted memorandum to 7th CPC and our request through that
memorandum is taken as base to avoid disparities.
13.2
In this memorandum proposed Rural Post Masters and Rural Postal Assistants
are taken as civil servants under category Group E or Group C as considered
by Government and all benefits to Central Government Employees (leave
encashment for 15 days per year in addition as leave arrangements to huge
number of these post offices always is a difficult exercise) suggested to Rural
Post Masters / Rural Postal Assistants.
13.3
However the comparisons of duties are taken with a different view such as,
a) Though RPMs perform all most all services like Postal Assistants, it is not
compared, as Postal Assistants are having other duties carrying more
responsibilities
such
as
checking
RPMs
work,
consolidation
and
source of livelihood for all GDS was dispensed with in 2003. The
condition that the GDS should be a resident of the village also has been
dispensed with. This means the GDS are like any Government servant
liable to work where they are posted and they get a pittance and there is
the draconian rule of providing accommodation for the BO which is
impossible for the present generation of GDS, as such they must be
treated as Government servants.
13.5
13.6
13.7
13.8
The GDS employees should be allowed to work for full time as the work
at Rural Post Offices is drastically increased.
13.9
In the present set up, there is only one scale for GDSSPM, 5 scales for
GDSBPM and 3 scales for other GDS categories.
13.10 It has created serious anomalies for the Branch Post Masters whose
work is for more than 125 points as there is no corresponding scale given
to them though their work has been increased from 125 points. There is
need for taking RPLI, MNREG, SSP into consideration. The BPMs who
are working for more than 5 hours are paid only for 4 hours. Similarly,
the EDDA / MCs who are performing for more than 5 hours are paid only
for 5 hours.
The GDS Packers / MCs working in departmental SOs particularly in C
56
class SOs, are detained in the office for 8 hours as their presence is
needed and therefore they may be paid for 7.5 hours.
13.11 The BPM should open the office for a minimum 7 hours in the public
interest and has to perform the duties of delivery / conveyance before /
after these working hours. For computing the work load of the BPM who
is performing combined duty, the working hours of 4 hours plus the
average work load of delivery / conveyance to be added and a separate
scale has to be recommended as per the recommendations of Justice
Talwar instead of a meager flat rate of Rs. 250. The payment of Rs. 250
as combined duty allowance is nothing but a bonded labour.
Combination of Duties:
It is submitted that there are two types of combination of duties, one as
a permanent measure and another as a temporary measure. In the case
of permanent measure, the BPM is entrusted with either conveyance of
mails or delivery work or both. Definitely the work hours will exceed his
normal working hours of 4 for opening the office as we suggested. It is
often found that the BPM is asked to perform the duty of the absentee
GDSMD or GDSMC or both.
13.12 For the BPMs, there is no time factor for 80% of their work they are
performing now in respect of all the new services introduced like NGRES,
RPLI, Business Development Activities, e-Billing, Telephone Revenue
Collections etc., the time factor should be fixed. This has to be included
in the work load of the BPM.
13.13 There is another serious anomaly in the scale of EDDA cum EDMC.
If the work load of the EDMC is more than the work load of EDDA, EDMC
scale is given, even though he is performing the duties of EDDA, higher
responsibilities. It results in less payment, Justice Talwar Committee
justifiably recommended by adapting the principle in fixing the scale of
EDDA cum EDDC taking the average emoluments, recommended a
separate scale.
13.14 As a result of introduction of pay scales (TRCA), if there is any decrease
in the emoluments of any category of GDS employees, their emoluments
should be protected. But this exercise is not done properly.
13.15 In the case of some GDSMCs as per the departmental arrangement and
as per the lines and stages, they have to wait hours together in exchange
of mails at either/ and any point, emanating, intermittent and terminating
57
which is unavoidable. In all such cases the work load of EDMC has to
be calculated on the basis of actual work hours but not on the basis of
work load calculated on distance.
13.16 Increment: Justice Talwar has recommended incremental wage and he
observed that is the civil right of the GDS employee to receive the wages.
But the so called full and final settlement dated 17-12-1998 denied them
the right by the terminology given to the increment as future entitlement.
It is nothing but an increment for all purposes. We suggest a minimum
of 5% of Pay should be recommended as increment within their scale.
13.17 Weightage to the length of Service: Consequent on implementation of
orders dated 17-12-1998, the concept of international wage for the GDS
employees was accepted for the first time. Justice Talwar in para 16 of
his report after discussing the 5 th Central Pay Commission Report,
recommended the following increments in the proposed pay scales for
different length of service.
1
1 to 5 years
Nil
6 to 10 years
1 increment
11 to 15 years
2 increments
16 to 20 years
3 increments
21 to 25 years
4 increments
We request that one increment for every 5 years of service may be granted.
13.18 Assured Career Progression (Financial Up Gradation):In the operative Group-C and D cadres of the Department of Posts, 3 time
bound promotions were implemented i.e. MACP I, (after 10 years) MACP II
(after 20 years), MACPIII (after 30 years of service) as financial up gradations.
The GDS employees were discriminated as they have to spend their entire
service in the same scale. Justice Talwar suggested two promotions for ED
employees after every 10 years of service. We request to recommend three
promotions for every 10 years of service for all categories of GDS employees.
This is much necessary as in spite of making the GDS cadre as the source of
58
recruitment for Group-D / MTS and Postmen, hardly 1% of the GDS can
become Group-D / MTS or Postman.
13.19 Pay Protection: As per the Directorate letter dated 11-10-2004, if GDS
employee reaches maximum scale, he is not getting pay protection and not
getting increment. If the maximum pay scale is less than his original pay, the
difference amount should be protected as PP and stagnation increments be
allowed.
13.20 As nowadays the GDSMD has to visit all the villages compulsorily due to the
fact that everyday there would be at least one letter or newspaper (may be
second class mail), the system of unfixed beat should be removed.
13.21 Wage structure in earlier ED / GDS Committees is furnished here under:
Basic Allowance of Extra Departmental Employees
CATEGORY
1st
Committee
Enquiry
2nd Enquiry
Committee
OF
WEF 01-07-1959
WEF 01-09-1973
WEF 01-01-1986
EDAS
MINIMU
M
MAXIMU
M
MINIMU
M
MAXIMU
M
(Rupees)
ED Branch Post
25
(Rupees)
47
(Rupees)
65 - 50
32
47
24
MINIMUM
(Rupees)
MAXIMU
M
(Rupees)
90
275
(Rupees)
440
72 - 50
90
270
450
42
65 - 00
77 50
270
420
---
60 - 50
(Fixed
---
240
(Fixed
---
Master
ED Stamp Vendor
ED
Delivery
ED.
ED Runner etc.
For EDAs with
work load of less
than 2 hours.
20
(Fixed
Amount)
Amount)
Amount)
Basic Allowance of GRAMINDAK SEVAKS
4th Enquiry Committee
CATEGORY OF EDAS
WEF 01-03-1998
GDS SPM
TRCA
59
TRCA
TRCA
TRCA
GDSMD
TRCA
GDS MC / Packer
TRCA
Runner / Messenger
TRCA
Category
Existing TRCA
Revised TRCA
Work load
GDS
(Rs.)
w.e.f 01-01-2006
in points
(Rs.)
1
GDS Sub
2125-50-3125
4575 85 - 7125
---
GDS Branch
1280-35-1980
2745 - 50 - 4245
75 points
Postmaster
3200 - 60 - 5000
87.5 points
4 - 5 hrs
Postmaster
2
Up to 3 hours work
More than 3 hours up to
3 hours 30 minutes.
1600-40-2400
3660 70 - 5760
100 points
4115 75 - 6365
112.5 points
Up to 4 hrs
More than 4 hours up to
4 hours 30 minutes.
4575 85 - 7125
Up to 125
points
GDS Mail
2665 50 - 4165
---
Deliverer /
Stamp Vendor
1375-25-2125
3330 60 - 5130
---
1740-30-2640
4220 75 - 6470
---
GDS Mail
2295 45 - 3695
---
Carrier /
Packer /
1220-20-1600
2870 50 - 4370
---
Mailman
1545-25-2020
3635 65 - 5585
---
Chapter XIV
WAGE STRUCTURE SUGGESTED FOR NEXT ENQUIRY COMMITTEE FOR
PROPOSED RURAL POST MASTERS & RURAL POSTAL ASSISTANTS
60
(NOW GDS)
14.1
For submitting proposed wage structure the lowest post in the Department of
Posts i.e. MTS is taken as base as it is a promotional post for Rural Post
Masters / Rural Postal Assistants.
14.2
GRADE PAY
5200 - 20200
1800
Group D MACP I
5200 - 20200
1900
Group D MACP II
5200 - 20200
2000
5200 - 20200
2400
14.3
SCALE
GRADE PAY
5200 - 20200
2000
Postman / MACP I
5200 - 20200
2400
Postman / MACP II
5200 - 20200
2800
5200 - 20200
2400
5200 - 20200
2800
5200 - 20200
2800
The above data reveals that 6 th PC has no objection to give same pay scale to
some cadres in the same pay band showing difference in Grade pay only. For
minimum scale in the pay band to the lower post was shown i.e. for MTS is
5200 20200 with Grade pay is 1800 and with annual increase as 3%. The
61
span is as follows:
5200 + 1800 = 7000 initially.
Raise
Pay
Raise
Total
7000 x 3%
7000 + 210
7210
7210 x 3%
7210 + 216
7426
7426 x 3%
7426 + 223
7649
7649 x 3%
7649 + 229
7878
7878 x 3%
7878 + 236
8114
8114 x 3%
8114 + 243
8357
8357 x 3%
8357 + 251
8608
8608 x 3%
8608 + 258
8866
8866 x 3%
8866 + 267
9133
9133 x 3%
9133 + 274
9407
9407 x 3%
9407 + 282
9689
9689 x 3%
9689 + 291
9980
9980 x 3%
9980 + 299
10279
10279 x 3%
10279 + 308
10587
10587 x 3%
10587 + 318
10905
10905 x 3%
10905 + 327
11232
11232 x 3%
11232 + 340
11572
11572 x 3%
11572 + 347
11919
62
11919 x 3%
11919 + 358
12277
12277 x 3%
12277 + 368
12645
12645 x 3%
12645 + 379
13024
13024 x 3%
13024 + 391
13415
13415 x 3%
13415 + 402
13817
13817 x 3%
13817 + 415
14232
14232 x 3%
14232 + 423
14657
14657 x 3%
14657 + 440
15097
15097 x 3%
15097 + 453
15550
15550 x 3%
15550 + 467
16017
16017 x 3%
16017 + 481
16498
16498 x 3%
16498 + 495
16993
16993 x 3%
16993 + 510
17503
17503 x 3%
17503 + 525
18028
18028 x 3%
18028 + 541
18569
18569 x 3%
18569 + 557
19126
19126 x 3%
19126 + 574
19700
19700 x 3%
19700 + 591
20291
Say 20200
14.4
The present scale of MTS i.e. 5200 20200 is having a span of 36 increments
having link with several scales. It is lengthy and scientific. This pay band came
63
into force on introduction of grade pay. Less difference in grade pay is not
creating dissatisfaction in cadres earning higher position and responsibilities. If
this grade pay is not continued at the time of completion of 2 nd year the pay of
initial appointment will reach the minimum of MACP and it will be a great
unsolved anomaly forever. Hence pay band and grade pays may be continued.
As such only one scale is suggested for Rural Post Masters / Rural Postal
Assistants with various grade pays. As such running scale (instead of fixed
increments, 5% raise on basic pay plus grade pay every year) will be the better.
In such a case the difference between minimum and maximum has 38
increments of span so fixed and we suggest the same for Rural Post Masters
and Rural Postal Assistants.
14.5
14.6
The minimum of the scale Rs. 33000/-proposed by our Federation for Postal
Employees may be read as follows:
64
5200
Grade Pay
1800
7000
1300
8470
= 16160
32930
Say 33000.
14.7
Thus MTS in 5200 20200 with Grade pay Rs. 1800/- was suggested to be
fixed at the minimum 33000/- in the 7th PC by our Federation for Postal
Employees. Then for comparison one more element is there that is grade pay,
i.e. Rs. 1800/- to MTS.
14.8
In the above illustration there is no mention of Grade pay in the proposed scale
of MTS. But it is the element should be continued to maintain somewhat
balanced structure in all cadres and to show the cadre difference and higher
responsibilities, with slight differences. The proposed minimum pay arrived as
above is 33000. In which Grade pay component will be,
Grade pay
1800
DA at 121%
3978
29000
4000
Say 4000.
33000
14.9
Rs. 1000/-
Rs. 1100/-
Rs. 1200/-
Rs. 1300/-
Rs. 1400/-
Rs. 1500/-
Rs. 1600/-
Rs. 1700/-
14.10 Minimum and maximum of presumptive pay to RPM / RPA may be given as
follows: (deeming given in 6 th PC):
We are comparing this with MTS who was at minimum in 6 th PC on 5200
20200 with Grade pay Rs. 1800.
RPA presumptive minimum at initial stage = 1000 x 5200 / 1800 = 2888.
Say Rs. 3000/Presumptive maximum at initial stage = 1000 x 20200 / 1800 = 11200 just it is
equivalent to that of present allowances drawn.
i.e. Max TRCA for GDS Rs. 7125/- for 5 hours. For 7.5 hours it is 10688.
14.11 Proposed minimum to Rural Post Masters and Rural Postal Assistants for 7 th
PC as furnished here under may be considered. Our Federation for Postal
Employees suggested to 7th PC for minimum 33000/- to MTS at initial stage and
41000 on MACP I. Then proposed minimum pay to RPM / RPA as follows which
may be considered. For MTS 33000/- was suggested with GP Rs. 1800/- at
initial stage. When GP is not mentioned it deems that it is the mixture of pay
component and GP component.
14.12 As assessed in para 14.9, pay component is 29000/- and GP component is Rs.
4000/-. As it is delinked with GP component, pay component is same for all
cadres in 5200 20200 in the 6th PC and now re-fixed in 7th PC as Rs. 29000/-.
14.13 Similarly for Rural Postal Assistants and Rural Post Masters are to be calculate,
i) Proposed minimum pay at initial stage to RPA / RPM =
= {Minimum of proposed Pay component to MTS in 7 th PC} x {[Presumptive
minimum of RPA / RPM in 6th PC] / [Actual Minimum of MTS in 6th PC]}
=
16730.
3000
Presumptive GP at Minimum
1000
66
4000
750
121% DA (up
31-12-2015)
on
presumptive =
4840
8960
18550
iii) In type (i) and (ii) thee is slight difference in presumptive pays as the
presumptive GP is taken as base for calculation presumptive pay at minimum
to RPA / RPM.As such the mean of items (i) and (ii) above may be taken as
proposed minimum pay to RPA / RPM.
Presumptive Minimum Pay to RPA / RPM as per (i) =
above
16730
18550
Average is 35280/2
17640
Say 18000
iv) As such proposed minimum pay of Rural Postal Assistants / Rural Post
Masters is suggested as Rs. 18,000/- only. As it gives room for anomaly in initial
fixation of RPAs / RPMs, weightage to GDS service is to be considered on
automatic consideration of financial up gradation on MACP I, II, III to RPAs
keeping proposed minimum pay component of MTS i.e. 29,000/v) Then the rule suggested for fixation of pay to present GDS in 7 th PC as Rural
Post Masters and Rural Postal Assistants is as follows:
The proposed minimum of the pay in 7th PC is suggested based on presumptive
minimum pay, and presumptive grade pay to RPAs and RPMs.
As such fixing on pay drawn till 31-12-2015 becomes unscientific. Moreover all
RPAs / RPMs will start their carrier with Rs. 18,000/- as their initial pay. To show
the difference the following method may adapted to all RPAs / RPMs.
14.14 Initial fixation to RPAs / RPMs as follows at the time of implementation of 7 th
PC.
Rural Postal Assistant:
67
Up to 5 years
18000 + GP
After 5 years
After 15 years
After 20 years (MACP II)
After 25 years
After 35 years
After 15 years
After 25 years
After 35 years
14.15 No bunching is suggested as it is not giving any room for any anomaly at any
stage.
14.16 The above fixation is suggested for initial fixation on implementation of 7 th PC.
68
There after normal procedure may be followed i.e. giving every increment after
completion of every year of service from the date of implementation i.e. 1 year
after 01-01-2016 i.e. from 01-01-2017, following the length of service as
mentioned in para 14.14.
14.17 Grade Pay: Grade pay to RPA / RPM is as follows in 7 th PC.
At present MTS at initial stage is on 1800 GP. In 7 th PC his pay suggested by
federations is 33,000/- i.e. as 29,000/- pay component and 4000 GP
component as discussed at para 14.8. The presumptive Grade pay at the
minimum to Rural Postal Assistants / Rural Post Masters was given at para 14.9.
1800 GP of MTS was proposed as 4000 GP component in 7 th PC.
As such Grade pay for Rural Postal Assistants and Rural Post Masters in 7 th
PC is suggested as follows.
Rural Postal Assistants:
At initial stage
4000 x 1000 / =
1800
service)
1800
1800
4000 x 1400 / =
1800
service)
1800
1800
In all the above cases it is rounded off to next hundred and where as in the case
of MACP II it is rounded off to below hundred to remove the dissatisfaction to
MACP III candidates. However proposed GP to RPA / RPM is less than
proposed GP component of MTS i.e. Rs. 4,000/-.
69
14.18 Length of Pay Scale: For this minimum pay proposed for RPA is 18000 and
RPM 18000 plus 2 increments. If span of 36 years in 6 th PC taken as base it
will be 36 + 2 = 38 years and almost all will retire by 38 years, if not they will
have to stay at stagnation as stagnation increments cannot be suggested in this
running scale. Moreover span of 38 years will be somewhat reduced by
maximum 12 increments due to allowing one increment added for every 5 years
and one more increment is added for each MACP besides giving 2 increments
as initial fixation of Rural Post Master. However proposed minimum pay on
initial fixation i.e. Rs. 18000/- is taken as base. Then span of pay scale will be
as follows with 5% raise every year due to allowing increments. For 36 years
span the GP was also taken in 6 th PC, where as GP earn increments the
minimum Pay for RPA 18000 + GP 2200 is taken as base though there are
proposed GPs ranging between 2200 to 3800.
14.19 Increments: Increment is 5% on basic pay every year besides MACP I, II, III
promotions. This is in addition to 2 increments i.e. 5 + 5 = 10% allowed to Rural
Post Masters on initial fixations.
14.20 Maximum of pay scale for RPA and RPMs get together as per incrementation
mentioned in para 14.19.
At initial entry pay 18000 + GP 2200 = 20200.
Pay x Raise
Pay
Total
Raise
At initial entry
---
20200
20200
20200 x 5%
20200 + 1010
21210
21210 x 5%
21210 + 1061
22271
22271 x 5%
22271 + 1114
23385
23385 x 5%
23385 + 1169
24554
24554 x 5%
24554 + 1228
25782
25782 x 5%
25782 + 1289
27071
70
27071 x 5%
27071 + 1354
28425
28425 x 5%
28425 + 1421
29846
29846 x 5%
29846 + 1492
31338
31338 x 5%
31338 + 1567
32905
32905 x 5%
32905 + 1645
34550
34550 x 5%
34550 + 1728
36278
36278 x 5%
36278 + 1814
38092
38092 x 5%
38092 + 1905
39997
39997 x 5%
39997 + 2000
41997
41997 x 5%
41997 + 2100
44097
44097 x 5%
44097 + 2205
46302
46302 x 5%
46302 + 2315
48617
48617 x 5%
48617 + 2431
51048
51048 x 5%
51048 + 2552
53600
53600 x 5%
53600 + 2680
56280
56280 x 5%
56280 + 2680
59094
59094 x 5%
59094 + 2955
62048
62048 x 5%
62048 + 3102
65150
65150 x 5%
65150 + 3257
68407
68047 x 5%
68047 + 3402
71449
71449 x 5%
71449 + 3572
74621
71
74621 x 5%
74621 + 3731
78352
78352 x 5%
78352 + 3918
82269
82269 x 5%
82269 + 4113
86382
86382 x 5%
86382 + 4319
90631
90631 x 5%
90631 + 4532
95163
95163 x 5%
95163 + 4758
99921
99921 x 5%
99921 + 4996
104917
104917 x 5%
104917 + 5246
110163
110163 x 5%
110163 + 5508
115671
115671 x 5%
115671 + 5783
121454
121454 x 5%
121454 + 6073
127527
Say
128000
14.21 As per para 14.20 the maximum of the scale is 128000 given 38 years span
covering full length of service. This appears to be high but scientific. In earlier
commissions uniform increment was given based on initial stage of the scale.
Say suppose for basic pay 18000 + Grade pay 2200, increment for 20200 was
assessed initially as 1010 and was continued for all the 38 years. Then
increment earning for 38 years was 1010 x 38 = 38380. Then maximum would
be 20200 + 38380 = 58580. Now it is doubled due to consideration of 6 th PC
granting 3% which was now suggested as 5% raise every year on basic pay +
Grade pay what was drawn a day before instead of giving uniform annual
increase. As such calculation of maximum is purely scientific and span of 38
years, maximum of 128000 and running scale of 18000 128000 with 5% raise
every year on pay + grade pay drawn in the previous year qualifies for
increment may be considered.
14.22 Pay band should be pay band I shifting other pay bands by one number or
72
giving special pay band, i.e. pay band R is suggested for Rural Post Masters
and Rural Postal Assistants.
14.23 Thus proposed wage structure covering all aspects in this chapter XIV is
requested to be considered.
73
Chapter XV
PENSION, GRATUITY AND OTHER RETIREMENT BENEFITS
15.1
The Honble Supreme Court in its landmark judgment dated 22-04-1977 has
held that the Extra Departmental Agents are holders of civil posts though
outside the regular establishment. Notwithstanding the nomenclature as ED
Agents, the Supreme Court has held that the ED Employees are not Agents
and relationship between the State and the ED employees is not that of
principal and agent but is that of Master and Servant.
15.2
As a matter of fact, the statutory rules known as P&T ED Agents (Conduct &
Service) Rules 1959 were framed treating the ED Agents as holders of Civil
Posts within the meaning of Article 309 and 311 of the constitution on the advice
of the Law Ministry itself (Para 13.2 of Madan Kishore Committee Report).
15.3
The Fourth Central Pay Commission admitted the status of the ED employees
as Civil Servants and observed in Para 1.18:
1.18: The matter is, however, beyond controversy after the decision of
the Supreme Court in Gokulnanda Dass case where it has been
declared that an Extra Departmental Agent is not a casual worker
but holds a post under the administrative control of the State and
that while such a post is outside the regular civil services, there
is no doubt that it is a post under the State. In view of this
pronouncement, we are unable to accept the contention that
Extra Departmental Employees were outside the purview of the
terms of our Commission.
15.4
There is no room for any controversy or doubt regarding the Extra Departmental
employees (GDS) being holders of civil post under the State or their being civil
servants.
15.5
The GDS employees are, of course, holders of civil post for a lesser period of
time than other civil servant either in the Department of Posts or elsewhere and
they are peculiar to the Postal Administration. They are legally and
constitutionally entitled for all benefits monetary or otherwise proportionate to
their duties and not simply to protection under Article 311(2) of the constitution.
15.6
The Government or the Department of Posts have been denying all due
facilities to the GDS (formerly ED) employees on wrong and misconceived
premises and have still been harping on their prejudiced contention that the
GDS employees are Agents and not civil servants.
74
15.7
In the aforesaid Judgment dated 22-04-1977, the Supreme Court has clearly
ruled,
It is thus clear that Extra Departmental Agent is not a casual worker but he
holds a post under the administrative control of the State. It is apparent from
the rules that the employment of an Extra Departmental Agent is in a post
which exists apart from the person who happens to fill it any particular time.
Though such a post is outside the regular Civil Services, there is no doubt, it
is a post under the State. The tests of a civil post laid down by the Court in
Kanak Chandra Duttas Case (supra) are clearly satisfied in case of Extra
Departmental Agents.
This satisfies the requirements of Article 309 of the constitution and in the light
of the above ruling; the ED Agents now called GDS are civil servants for all
purposes.
15.8
Justice Talwar Committee has noticed that the assurance given by the
Government of India during the course of discussions on calling off the strike
that the ED committee will be asked particularly to examine the demands of
grant of pension to the ED Agents and made recommendations thereon vide
DG letter No. 39-13/93-SR dated 10-12-1993. Justice Talwar has expressed
displeasure that the Government first made a commitment and later on backed
away from fulfilling it because of reservations shown by the Ministry of Finance.
The Committee fell that the Government is collectively responsible and it is not
a healthy sign that one Ministry proposes and another disposes. Commitment
made by one Ministry has to be honoured by the Ministry of Finance. The
Government should not go back on the assurance given to the House. Justice
Talwar also observed that the ED Agents deserved grant of pension not only
because of the social obligation of the State but also because Rule 2 of the
Pension Rules is applicable in their case.
15.9
15.10 Accpetedly the GDS are holders of civil posts as per the land mark judgment of
the Honble Supreme Court, equally acceptably they are not casual workers,
much more so since they have a minimum age for entry and maximum age for
superannuation, Conduct and Disciplinary Rules and liability under almost all
the Departmental rules. They get their wages month wise and not day wise.
They have leave facility and even before the 4 th E.D Committee Report. They
75
15.13 At present, the GDS retires at 65 years. Life span in India being 68.4 years,
76
they may not live for a long period after retirement. Even if the age of his spouse
is considered, it may be another 5 years in average after the death of the retired
GDS. At present, an amount of Rs. 60000 is paid as severance allowance and
in most of the cases there would be no extra expenditure even if pension is
sanctioned with family pension facility.
15.14 The GDS belong to poor families and the lump sum granted goes into clearance
of debts of the family and they will be left with no recurring income to sustain
themselves in the fag end of their life.
15.15 The Government brought NPS scheme to its departmental employees w.e.f 0101-2004. Just like CPF i.e. 10% of pay + Grade pay + DA is to be collected from
the employee and the same percent should be credited by employer. In the type
II of NPS, 60% of above contributions will be paid on retirement which can be
taken as DCRG and commuted value of pension to satisfy themselves and
remaining 40% is taken as pension fund. To satisfy themselves NPS Type I is
there with voluntary contribution as that of GPF, but it is not properly operated.
At least this facility is not given to the GDS entered after 01-01-2004
considering earlier entries as GDS at par with departmental employees eligible
for pension, family pension, Commutation of pension and gratuity.
To all GDS, service discharge benefit scheme is started w.e.f 01-04-2011 with
credit of Rs.200/- by the department and it is modified w.e.f 01-09-2013 allowing
official contribution of Rs. 200/- per month in addition to credit by department.
At least NPS scheme is not given to GDS on par with its departmental
employees.
15.16 As such it is suggested that the recommendations of Justice Talwar Committee
granting pension to GDS be implemented and to make it easy it is suggested
that the divisional heads issuing the order to spare extra work with the DAP.
15.17 We, therefore suggest that:
a) Pension on superannuation or invalidation should be granted to the GDS
employees i.e. Rural Postal employees in proposed sector in the same way
as is granted to the regular departmental employees.
b) Family pension should be granted to the family of GDS i.e. Rural Postal
employees on his death as is available to the regular departmental
employees.
c) The period rendered as GDS staff should be counted as pensionable
service on promotion to regular departmental post. As per the orders dated
77
1712-1998 the GDS employees are being paid Rs. 20000 and it is now
maximum of 60000 as severance allowance on departmentalization. Many
GDS employees are not covered by the pension as they will be promoted at
the age of 50 years and above and there will be short fall of pensionable
service.
d) Statutory Death cum retirement Gratuity should be extended to the GDS
i.e. Rural Postal staff as is granted to regular departmental employees.
e) The facility of commutation of pension on par with the departmental
employees should be considered.
f) Similarly we strongly suggest that the provisions of GPF should be extended
to the GDS i.e. Rural Postal staff as is available to the regular departmental
staff.
15.18 As the rules stand, gratuity and severance amounts are admissible. But these
amounts are paid much later after the superannuation or death. The reason
is that the service of the GDS is not got verified in time. In the case of
Departmental Staff there is a condition that the services should be got verified
after 25 years of service. As GDS are suggested to be considered as
departmental employees the verification of services may be done after 25 years
of service.
15.19 A mechanism should be created to give the retiring GDS i.e. Rural Postal
employee, his dues on the date of retirement and to the dependent of the
deceased GDS i.e. Rural Postal employee within one month of his death.
15.20 There is condition that even approved leave beyond 2 months do not count as
service for gratuity. This rule must go. All the approved leave should be taken
as service. Then because of the ambiguity of leave rules, there would be some
period of overstayal or unauthorized absence and nobody is worried to
regularize the same until the GDS retires / dies. This system must be
overhauled and as in the case of the Departmental staff, the period should be
regularized as and when it occurs and if so, there may not be any need for
condonation of break as such periods can be treated as dies non.
15.21 This suggestion is only to make immediate payment when it is most needed by
the retiring GDS i.e. Rural Postal employee or his dependent.
15.22 Group Insurance:
A contributory group insurance scheme has been introduced for ED employees
from 01-01-1987 by collecting Rs. 10/- as premium with insurance coverage of
78
79
Chapter XVI
ALLOWANCES
16.1
16.2
16.3
Electricity bill in commercial rates. This has become a heavy burden to them.
The Department should bear the Electricity charges installing a separate meter
for office portion.
Moreover, in view of the proposed computerization of B.Os, the cost of
electricity charges will still become much more than the present. Hence, under
these severe hardship conditions, it is requested for enhancement of the OMA
from the present Rs. 100/-.
Additional facility is to be provided to the public in view of changing scenario of
Department of Posts with the introduction of various Business Development
activities, NREGs, tie ups with BSNL, SBI Mutual Funds, Social Service
Pensions etc., the branch offices should be provided with an additional room
other than PO room he had. Further, the safety and security measures should
also be improved and tightened. Further OMA carriers sweeping and cleaning
component also as no separate staff to that extent can be provided by the
department at smaller offices in villages. The BPM getting done with in OMA he
receives, does mean he is paying house rent for office and sweeping charges
with the OMA he receives which is undoubtedly less. Department at division
level struggling in providing buildings for its post offices in dozens, providing by
the department to rural post office cannot be imagined. As such vesting powers
to rural post master, to provide a suitable building should be continued.
For this a scientific solution is needed. Earlier a decade back OMA was ordered
@ Rs. 100/- per month. It may be doubled i.e. 200/- now after 10 years as
House rents are being raised 10% every year. Now the single room
accommodation is not sufficient. It is also doubled i.e. 2 rooms due to NREG,
SSP etc, as cited supra. Hence it should be Rs. 400/-. Sweeping component
may be 25%, and then OMA as on 01-01-2016 would be as Rs. 500/-. This is
not for the rural post master; it should be to rural post office as fixed OMA for
rent of a building and for its sweeping etc. This should be raised by 10% every
year. Then without any order the OMA of a rural post office should be raised
uniformly in entire country. This raise in percentage should be done at the
minimum OMA to avoid further fixation. For illustration the OMA to each rural
PO is,
w.e.f
01-01-2016
Rs. 500/-
01-01-2017
Rs. 550/81
01-01-2018
Rs. 600/-
01-01-2019
Rs. 650/-
01-01-2020
Rs. 700/-
01-01-2021
Rs. 750/-
01-01-2022
Rs. 800/-
01-01-2023
Rs. 850/-
01-01-2024
Rs. 900/-
01-01-2025
Rs. 950/-
HRA should be uniform to rural postal staff irrespective of cadre and the length
of service. 10% raise suggested above is on base i.e. 10% of 800 every year
to enable accounts sections, drawing and disbursing authority not to deal claims
for differences. This is also annual in a calendar year w.e.f. 01-01-2016,
irrespective of an official is in service on the first day of calendar year or another
joined in between the calendar year. Hence element of HRA changes for every
calendar year to Rural Postal Staff. The illustration given here under may be
considered.
For illustration HRA to all rural postal employees:
w.e.f
01-01-2016
Rs. 800/-
01-01-2017
Rs. 880/-
01-01-2018
Rs. 960/-
01-01-2019
Rs. 1040/-
01-01-2020
Rs. 1120/-
01-01-2021
Rs. 1200/-
01-01-2022
Rs. 1280/-
01-01-2023
Rs. 1360/-
01-01-2024
Rs. 1440/-
01-01-2025
Rs. 1520/-
HRA in lieu of rent free Quarters: - At present the GDS BOs are not having
any building provided by the department and as such post attached quarters
are not maintained. More over in present and proposed setups also it is the duty
of Rural Post Master to secure accommodation for Rural Post Office and to
83
maintain with OMA. As such HRA in lieu of rent free quarters is not suggested
for Rural Post Offices.
16.6
16.7
Split duty Allowance: - The condition for that is the break should be 2 hours
and the distance should be more than 5 kms. Sri R.R.Savoor Committee also
recommended the same. In th proposed setup 7 hrs work load is suggested
for Rural Postal Employees and hence all most all Rural Postal Services will be
on continuous duty. Even there are split duties, the distance condition of 5 kms
in a village will not satisfy as such split duty allowance to Rural Postal
Employees is not suggested.
16.8
16.9
Cycle Maintenance Allowance is now granted for using bicycle for office
purpose @ Rs. 75/- PM, which may be doubled in 7th PC.
16.10 Overtime Allowance: - The question of detention beyond 7 hours will not
arise in villages. As such detaining beyond working hours for any purpose
including exchange of mails will not arise. The idlewait at bus stations and
exchange points, a care has been taken while suggesting 7 hours work load
in earlier paras. As such no overtime allowance in normal days. However 3
hours OT may be allowed if one of the RPM / RPA performs other duty in the
same office due to shortage. For this OT for these 3 hours should be 3 / 7.5 of
his days Pay + DA.
But duties occasionally performed on Sundays and holidays should be
compensated. For that a day pay and DA only may be granted in the shape of
overtime allowance. But entrusting duties on Sundays and holidays should be
ordered by an official not less than Divisional Superintendents on an
exceptional case.
16.11 Travelling Allowance: - For tours, deputations, Training, cash conveyance and
Transfers in departmental interest or on choice being thrown out Travelling
84
A. Daily Rate: One meal in a unclassified Town/Village is Rs.50/- now a days, there
will be raise of 10% every year. Till examination in 8 th CPC raise for 10years is 5x10=50.
Its mean is 50/2=25. Justified meals rate for these 10years is 50+25=75. This can be
sanctioned without any receipt. This is in addition to TA. TA contains Bus fares and
road mileage. This also can be sanctioned on flat rate. Bus fare to reach AO is Rs.10/at the minimum and for return Rs.10/-. Conveyance at AO village/Town again
10+10=20. Raise component would be 40x10% =4x10years=40, and mean would be
Rs.20/- and total TA would be Rs.40+20=60. Hence daily slab rate at category A will
be Rs.75+60=135/-.
B. Daily rate on the above analogy is same under category B. Mostly it occurs for
deputations. In this category stayal in Hotel does not arise as none except stayal in a
Hotel in Rural village. However it involves taking 2 more Teas i.e Rs.10x2=20 more.
Then slab would be Rs.155/-.
C. i) Daily rate in C class Towns: This occurs mostly for training at Divisional Office.
At C class town present cost of one meal is Rs.70/-. Raise in 10 years again Rs.70/-,
mean would be Rs.35/-. Then cost of the meal would be Rs.70+35=105. Teas 10x2=20.
Bus fares are maximum Rs.40/- to Divisional Head Quarters. Hence TA would be
Rs.40+40=80. For 10 more years 80x10%=8x10=80, mean Rs.40/- Hence bus fares
will be 80+40=120 (to and fro). Road mileage i.e conveyance would be just double to
Rural Village in case of unclassified villages i.e 20x2=40/-. Teas 2x10=20. Daily slab
rate would be meals 105 + Bus fares 120 + Conveyance 40 + Tea 20 = Rs.285/-. It he
returns to head quarters daily this rate will be applied for.
ii) For stayal in a hotel for training more than one day.
Meals 105x2 = 210 + Tea 2x10 = 20 + Tiffen 40. Total Rs.270/- (without production of
any receipt)
Plus First day conveyance Rs.80/- (Bus fare 60 + conveyance 20) (without production
of any receipt)
Hotel rate Rs.450/- now a days minimum in C class towns on production of hotel bills.
A)
Most
for
Cash Rs.135/- per day irrespective of time spent. For more than
Conveyance
C2)
These two are mostly for trainee +Rs.60/- for conveyance on last day of training +
Trainings
Chapter XVII
LEAVE
17.1
Leave is not a right. It is for utilization only. But earning leave is legitimate right
to a regular employee paid monthly wages. The ED officials though recognized
as Part time, they are neither casual workers / contingent workers nor labour
87
It was the first occasion Committees had a glance on leave to GDS, when
Justice Talwar made some recommendations on ED leave earning.
17.3
17.4
17.5
Earned Leave: 30 days in a calendar year (15 on 1 st day of every half year)
with all specifications to departmental employees may be granted to Rural
Postal employees 300 days accumulation till retirement will facilitate the
department, reducing frequent leave arrangements there by economy in
Travelling allowances to be allowed on departmentalization of GDS as Rural
Postal employees.
17.6
departmental employees at the time of retirement and on LTC. More over this
may specially be allowed for 15 days in a year to reduce leave arrangements
to an extent. Then there will be a mind setup in rural postal employees to utilize
the leave actually such leave is so warranted.
17.7
17.8
Half Pay Leave: May be granted 20 days in year with 10 days credit on every
1st day of the half year to Rural Postal employees. Commutation and
accumulation may also be allowed to Rural Postal employees at par with
departmental employees.
17.9
Leave not due: May be granted to Rural Postal employees at par with
departmental employees.
17.10 Commuted Leave: May be granted to Rural Postal employees at par with
departmental employees. For Rural Postal employees getting a medical
certificate is a difficult task. They may be allowed commuted leave on medical
certificate from any doctor nearby who possess MBBS degree. However for the
second medical opinion of a Govt. doctor with any degree MBBS, BHMS, and
BAMS holding the post of Asst. Civil Surgeon in nearby Primary Health Centre
may be fixed. However for invalidation on medical grounds it may be a medical
board at par with departmental employees.
17.11 Extraordinary Leave: It may be granted to Rural Postal employees at par with
departmental employees. The present rule, that the GDS officials availing more
than 180 days leave are proceeded under disciplinary action which is against
principles laid down in article 311 of the Constitution. This rule should be
removed as it is suggested to grant EOL to rural postal employees at par with
departmental employees. However, the conditions laid down for EOL with MC
and EOL without MC are applicable to rural postal employees.
17.12 Study Leave: May be granted to Rural Postal Employees at par with
departmental employees. Using this facility is very less by departmental officials
even at present. Extending this facility to Rural Postal employees may not effect
as there are remote chimes for utilization by Rural Postal employees as their
basic qualification is at the base of education.
17.13 Maternity leave for female Rural Postal Employees: Justice Talwar
committee recommended the maternity leave to GDS female employees at par
89
with female employees of the Government as laid down in CCS (leave) rules
1972. This is not implemented. As per Sri Nataraja Murthy Committees report,
this facility was extended to GDS female employees for 90 days in the shape
of maternity grant from Circle Welfare Fund out of subscriptions from each and
every employee for welfare fund, but not the wages fund. On
departmentalization of GDS as Rural Postal Employee, the maternity leave to
female Rural Postal employees may be granted on par with female
departmental employees. This should be given priority for leave arrangements
out of 5% LR proposed.
17.14 Child Care Leave and Child Adoption Leave: This may be granted to female
Rural Postal employee at par with departmental employee with leave
arrangements out of 5% LR proposed.
17.15 Paternity Leave: This may be granted to male Rural Postal Employees at par
with departmental male employees.
17.16 Special Disability Leave: This may be granted to Rural Postal employees at
par with departmental employees both in the case of injuries intentionally
inflected and accidently inflected. Regarding injuries intentionally inflected the
chances on virtue of official position is very less in villages, but it may be due
to Rural politics for which sanctioning authority has to take due care while
sanctioning. The injuries inflected through an accident are common in villages
especially buffalos and pigs come before bicycle rider on a narrow road
suddenly. Not only this country dogs makes running race with bicycle riders and
finally bites is present almost all in villages. This happening may results in
injuries inflected to Rural Postal employees which requires due consideration.
17.17 Leave Salary: This may be granted to Rural Postal employees at par with
departmental employees.
17.18 Advance of Leave Salary: This may be granted to Rural Postal employees at
par with departmental employees.
17.19 Casual Leave: This may be granted to Rural Postal employees at par with
departmental employees.
17.20 CCS Leave Rules 1972: All the rules as mentioned in CCS leave rules 1972
applicable to Central Government employees may be applied for in the case of
Rural Postal employees also treating them as holders of civil posts.
90
Chapter XVIII
MEDICAL FACILITIES
18.1
The Petition Committee of Rajya Sabha in their 49th report in the year 1979 had
recommended that E.D Agents be given medical facilities. Justice Talwar
Committee recommended that full benefit may be given to the ED Agents and
their family members in case of indoor treatment. The committee has also
recommended that the ED Agents working in urban and semi urban may be
91
At present, the GDS is not at all eligible for any kind of medical assistance.
Barely he may get a hundred or two hundred rupees from the welfare fund as
a charity. As the medical expenses escalated 1000 fold and as the Government
abdicated its responsibility from the medicare of the citizens, it is necessary that
the GDS must have some medical cover.
18.3
Medicare may be divided into two segments. One is attention to minor ailments
and another is treatment of major diseases or hospitalization when seized by
sickness of any sort.
18.4
The GDS employees like departmental employees are serving in places where
no authorized medical attendant is available and hospital exists nearby. But
every person in a family is suffering now a days with common illness such as
diabetic / BP. For minor ailments, fixed monthly allowance has to be granted. It
may be on par with Central Government Pensioners, i.e. Rs. 300/- per month.
This may be double to Rs. 600/- p.m and be paid to proposed Rural Postal
employees as stated in Justice Talwar Committee Report.
18.5
In the era of liberalization, several mediclaim policies came into existence for
hospitalization treatment. The State Government introduced free medical aid to
the public for treatment in the Corporate Hospitals. Unfortunately, the GDS were
not covered under this facility. The Department should provide Medicare to the
proposed Rural Postal employees through Mediclaim policies by paying the
requisite premium through Group Insurance, wherever there is no CGHS or
P&T Dispensary for treatment of major diseases or hospitalization.
18.6
The present posts of GDS in departmental offices may be converted into MTS.
When this exercise is done they will get the facility in full. Even then the Rural
Postal employee working in departmental office will be uncovered with such
facilities.
As such whenever there is facility of CGHS, P&T Dispensary or even ESI, the
Rural Postal employees working in urban and semi urban areas may be brought
under this facility.
18.7
It is not just the problem of the Rural Postal employee but it is a problem of the
poor man in India and the Government can easily contribute a trifle, when
thousands of crores of Rupees as well spent in NREGS, in the interests of the
poorer people who occupy GDS posts.
92
93
Chapter XIX
WELFARE MEASURES & OTHER MISCELLANEOUS ISSUES
19.1
19.2
Transfers: As the Rules stand, GDS is not liable for transfer, but redeployment
after abolishing the GDS posts compels the shifting of the GDS and whenever
some GDS applies for transfer, the officers, without knowing liability for transfer
is different from facility for transfer, simply rejects the application. This situation
forced the Postal Directorate to empower the Head of the Circles to issue
transfer orders either in the interests of service like redeployment or at the
request of the individual provided he or she accepts the TRCA of the new post.
But for the last 10 years, the Postal Officers not knowing the meaning of liability
and not knowing that liability from transfer does not deprive facility for transfer
have rejected all genuine requests. For example, a Postal Assistant, as the
rules stands now, and accepted by the Directorate before the Honble CAT
Bhopal, has no transfer liability outside the division. But he is free to apply for
a Rule 38 transfer right from Kashmir to Kanyakumari. This means the word
used liability does not bar facility and the Divisional Head should be clearly
instructed to allow transfer of Rural Postal employee on application within his
Division and the Regional PMG or Chief PMG must allow such transfer within
the Region / Circle. Within the Division, the Rural Postal employee should not
lose seniority as his service is accounted for division wise. Outside the Division,
he will lose local seniority but not overall seniority. It is really regrettable that the
one word liability is beyond the comprehension of all the Postal Officers. Not
only this mutual transfer facility, posting officials to a place nearer to his / her
spouse employed and occasional transfers to severely sick Rural Postal
employees at request may be considered on par with departmental employees.
19.3
Group Insurance: Now subscription under the scheme is Rs. 50 and amount
of insurance cover is Rs. 50,000/-. This may be revised to Rs. 1,00,000/- with
subscription as Rs. 100/-.
19.5
Bonus: The present rules are satisfactory, but bonus should be paid to the
person who actually works and there should not be any restriction on drawing
bonus on the ground that one is not regularly appointed. For every post, bonus
must be available to Rural Postal employees at par with departmental
employees.
19.6
GDS MCs are redeployed as GDS MDs without full time pay or necessary
qualification. As such, in redeployment there must be some restrain. Moreover
one Rural Post Master and Rural Postal Assistant was suggested to a Rural
Post Office fulltime basis i.e. for 7 hours each. As such the redeployment of
any post from Rural Post Offices may be stopped.
There is lot of necessity to humanize the redeployment scheme being followed
inhumanly at Sub Divisional and Divisional level and this must be ensured by
making proper rules.
19.7
Identity Cards: Identity cards to all the Rural Postal employees are to be
issued as it is essential in the changed scenario of the postal activities.
19.8
Hasty abolition of EDSV Posts: Separate counter for sale of stamps etc, is
necessary in view of the public interest. If the norms are not completely satisfied,
they can be entrusted with some other work to that deficiency of norms like
Registration and Parcel work or any other work feasible and possible for the
EDSV to attend while doing the main work stamp vending. The posts of stamp
vendors are necessary for smooth functioning of the Post Office. However on
departmentalization of GDS BOs into Rural Post Offices, all GDSSVs should
be converted into departmental stamp vendor posts with additional duties such
as registration work etc, wherever required.
19.9
19.10 Loans: Loans may be granted to rural postal employees on par with
departmental employees. This may be extended for education of children and
marriage of daughters.
19.11 Advances: At present GDS are granted with Cycle Advance, Natural Calamity
Advance, where as they have not been granted of Festival Advance, Medical
96
19.23 Review of Post Offices: Statistical review and financial review of a rural post
office may be done in Triennial reviews. Not only this total verification of
accounts of Rural Post Office may be done for 3 days during triennial reviews
in the shape of Audit as explained in earlier chapters.
19.24 Article311 of the Constitution of India Removal of Contributory
Negligence Factor from the Disciplinary Rules:
Under the provisions of the existing statutory rules the ongoing practice of
fixation of responsibility in cases causing pecuniary loss to the Government is
not quite scientific. Though it has been detailed in relevant rules that the
contributory negligence on the part of the offender shall be fixed in a realistic
manner, giving due cognizance to the extenuating circumstances under which
duty is being performed, we can narrate by the administration without such
proper assessment.
In case of burglaries also the officials are ordered with monetary recovery
instead of pursuing with the police to apprehend the burglar. The practice of
punishing innocents on contributory factor should be dispensed with. The
Postal Department should halt such practices of resorting to disciplinary action
/ monitory recovery against the innocent officials who are not directly
responsible for the loss sustained to the department.
We strongly demand that rules should be framed in such a manner so as to
compel the administration so as to abide by the existing statutory rules in
connection with assessment of contributory negligence and the existing trend
of identifying subsidiary offenders for minor lapses should be put to a halt.
Further, it is better to insure the cash and stamp balance of all offices and also
the cash remittances under the insurance coverage so that the interest of both
the department and the employees will be protected. The above points may
please be considered and recommended.
19.25 Finally we suggest all rules, procedures and facilities available to departmental
offices / officials may be extended to Rural Post Offices / employees.
Chapter XX
GDS SYSTEM IN RMS
98
20.1
All the proposals made in previous chapters apply equally well to the respective
categories of GDS employees in the R.M.S Wing.
20.2
In RMS, GDS are not directly recruited normally as in the case of Post Office.
The GDS cadre was filled up from among the Part-time officials and Mazdoors.
A person who rendered service of part time and Mazdoor at least for 10 years
is normally posted as GDS employee in RMS.
20.3
As of now a good number of GDS are available in RMS Wing throughout the
country. The RMS work is being managed by the casual labourers and these
casual labourers are employed as Temporary Status Group D and getting all
the benefits akin to Group D including LTC, Medical claims and regular leave.
But these benefits are not extended to GDS who are working in RMS, though
they have been appointed earlier to Temporary Status Group D (Casual
Labourers). These anomalies should be stopped henceforth.
20.4
20.5
The posts of GDS in RMS may be converted as MTS once and for all, and the
GDS post in RMS may be declared as dying cadre.
99
Chapter XXI
WORKING FACILITIES AND FACILITIES FOR PUBLIC
21.1
All the items of work performed by the departmental Sub Offices may be
extended to all Rural Post Offices if our suggestion on departmentalization is
accepted as discussed in earlier chapters.
21.2
The GDS offices are not at all supplied with required furniture like chair, table,
cash chest, weighing machine, stool, armed bench for the use of the public etc.
Such supplies made to some GDS Offices under infrastructure development
which is not even 10% offices so far. The Committee is requested to
recommend that suitable and necessary furniture must be supplied to all Rural
Post Offices.
21.3
21.4
21.5
All the Rural Post Offices should be permitted to transact all kinds of SB and
Certificate work. Even though the Branch Post Masters are allowed to pass SB
withdrawals up to Rs. 10000 independently without referring to Account Office,
they are not able to pay the cash to the depositor for want of money. Cash
balances should be raised sufficiently to Rural Post Offices.
21.6
All the Rural Post Offices should be authorized to accept all kinds of bills such
as Electricity, Water charges, Telephone bills etc. Availability of all these
services should be exhibited on sign boards. All Rural Post Offices should be
considered as public relation units to mobilize and accept all services done as
if in departmental offices including PLI and RPLI.
21.7
introduced in all the Rural Post Offices, as is now presently available in some
GDS offices.
21.8
The Branch Post Offices are to be converted as smallest units in rural areas to
extend the modern banking services to ordinary people in the villages with
financial back up from the Finance Ministry, by giving the status of
representatives of the central authority irrespective of the kind of business or
traffic each office attends.
21.9
21.10 NREGS is introduced throughout the country. Every BPM is handling more than
1000 SB Accounts. It has become practically impossible to handle the situation.
Every Rural Post Office should be supplied with a small computer with printer.
Two floppies will be given to each Rural Post Office and the RPM will download
the RPO daily account into the floppy and send it to S.O. In the S.O, where
there is only one SPM, now he will load the floppy and prepare his RPO account
and send the floppy to the RPO in L.C.B after deleting the days transaction.
This process will go on. The computer will be used for all the transactions
reducing the paper work and manual work. The cost of supplying the forms and
stationery will be reduced drastically.
21.11 The A.P State Government introduced bio-metric System for payment of
amounts under NREGS and pensions. The same system may also be
introduced at all RPOs to identify the beneficiaries and pay the amount and
reduce the human involvement.
101
Chapter XXII
TRADE UNION FACILITIES
22.1
22.2
Hence another union of Rural Postal employees i.e. single union inclusive of
Rural Post Masters and Rural Postal Assistants may be allowed for each
federation.
22.3
As such we suggest:a) Granting all Trade Union facilities to the recognized union representing Rural
Postal employees and the grant of right to affiliate with federations.
b) Conferring with all RPE Union representatives the same right as enjoyed by
the departmental staff, especially in respect of special casual leave,
treatment of attendance in scheduled official meeting as a duty.
c) Recovery of Union subscriptions from payrolls and ensuring full remittance
as per the assurances of the check of system.
d) The facility of deputation to the Union in Foreign Service terms at all levels.
e) Allocation of seats in JCM and discuss their problem there on.
f) Sri R.S.Natarajamurthy commission has suggested that 10% membership is
sufficient to recognize a second service union instead of 15% now followed.
This may be implemented immediately.
102
Chapter XXIII
CONCLUSION
23.a
23.b
23.c
We have indeed made a serious effort to put before the Commission that
departmentalization of GDS System is both viable and beneficial to the service
and GDS staff. We would like to place before the Commission that the
Government couldnt still justify maintaining such an exploitative system on the
grounds of financial crunch.
23.d
We submit that these simple and poor 2.63 lakhs of Gramin Dak Sevaks should
not be neglected under the name of commercialization of Postal Services to
make profits only in the name of neo-liberalization policies pursued by the
Government.
23.e
Finally we reiterate the famous quote of Honble Justice Charanjit Singh Talwar,
The weak and downtrodden need protection and we look forward to the 7 th
Central Pay Commission to make the decades long dream of 2.63 lakh GDS, a
reality.
23.f
1)
3)
4)
5)
All GDS BOs staff should treated as departmental officials holding civil posts
and renamed as Rural Post Masters and Rural Postal Assistants.
6)
Total expenditure on Rural Postal employees including OMA paid to each Rural
Post Office may be met by Ministry of Finance.
7)
8)
9)
10)
Department of Posts may increase its revenues at par with scheduled Banks
and Couriers as those Banks and Couriers are being survived with the same
limited jurisdiction.
11)
For doing Inspections and Investigations of Rural Post Offices and supply of
stationary relating to SB and RD to Rural Post Offices, the subsidy to the tune
of Rs. 650/- crores (approximately) paid on Rural POs may be paid to
Department of Posts in proposed setup also.
12)
13)
15)
The BPM may be named as Rural Post Master (RPM) with 7 hours
workload for Post Masters duties.
16)
17)
18)
The income and cost of a Rural Post Office may be ignored as it is only essential
public service available in a village and demanded by public and their leaders
and used by state governments also as only way for them to serve the rural
public.
19)
20)
The constitutional provisions under Article 309 and 311 should be applied to
Rural Postal Employees.
21)
All GDS stamp vendor posts in Departmental Post Offices may be upgraded to
MTS or Postman as the case may be and shortfall of workload if any may be
utilized for Registration etc. of the said office.
22)
23)
Maximum age limit for entry as Rural Postal employee should be 35 years with
relaxation admissible to SC, ST and OBC. For promotions there should be
relaxation by 5 more years i.e. 40 years it would be better to reduce to 3 years
with relaxation to SC, ST and OBC employees as it is observed for some
categories in the department. Commission may consider the age of
superannuation.
24)
26)
27)
28)
All conduct and disciplinary rules and procedures under CCS (CCA) rules 1964
available to departmental employees may be extended to Rural Postal
employees also.
29)
18000 + GP
After 5 years
After 15 years
After 25 years
After 35 years
106
After 5 years
After 15 years
After 25 years
After 35 years
As such Grade pay for Rural Postal Assistants and Rural Post Masters in 7 th
PC is suggested as follows.
Rural Postal Assistants:
At initial stage
4000 x 1000 / =
1800
On MACP I (after 10 years of 4000 x 1100 / =
service)
1800
service)
1800
107
4000 x 1400 / =
1800
On MACP I (after 10 years of 4000 x 1500 / =
service)
1800
In all the above cases it is rounded off to next hundred and where as in the case
of MACP II it is rounded off to below hundred to remove the dissatisfaction to
MACP III candidates. However proposed GP to RPA / RPM is less than
proposed GP component of MTS at minimum i.e. Rs. 4,000/-.
Increments: 5% on basic pay + GP every year besides one increment of 5%
each for MACP I, II, III promotions. This is in addition to 2 increments i.e. 5 + 5
=10% allowed to Rural Post Masters on initial fixation and 5% raise after
completion of every 5 years.
Maximum of the scale: Rs. 1, 28,000/- with a length of 38 years.
Pay Band: Should be pay band 1 shifting other pay bands by one number or
giving special pay band i.e. pay band R is suggested for Rural Post Masters
and Rural Postal Assistants.
30)
Here one case is requested in either of the cases i.e old pension system till
31.12.2003 entrants and New pension scheme wef 1.1.2004, the monthly minimum
pension received by Rural Postal Employees should be Rs.1000/- as it is given by the
Govt to poor citizens of India as this GDS is much poorer than that poor citizens having
getting no monthly income beyond superannuation though he served those poor
citizens particularly in the payment of the said social security pension for many more
years.
108
31)
32)
All kinds of leaves admissible under CCS (leave rules) 1972 besides casual
leave to departmental employees may be extended to Rural Postal employees
with same limitations in all respects.
33)
34)
35)
Advance of leave salary and advance of pay may be allowed to Rural Postal
employees at par with departmental employees.
36)
37)
Medical allowance of Rs. 600/- p.m to Rural Postal employees for minor
ailments and for hospitalization, it is in recognized hospitals at par with
departmental employees.
38)
e) Identity Cards.
f) Funeral expenses.
40)
Fixed Stationary Charges: At par with C class departmental offices and officials.
41)
42)
Head Quarters: Where the Rural Postal employee is born in the establishment
for drawal of pay and allowances.
43)
44)
45)
Workload: All works performed by Rural Postal employee counts for workload.
46)
Incentive for promoting small family norms: At par with departmental employees.
47)
48)
49)
50)
51)
Basic amenities such as infrastructure to office and public to all Rural Post
Offices, to be provided. All requisite forms are to be supplied. Divisional Office
to be treated as secondary unit of supply. Sub division to monitor supplies.
52)
53)
All the above suggestions are exhaustive, but Commission is requested to look
after anything left over.
54)
Finally the GDS PAY COMMITTEE is requested to extend all facilities available
to Departmental Post Offices / Departmental employees to Rural Post Offices /
Rural Postal Employees.
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