Supplementary memorandum to 7th CPC submitted by IRTSA
SEVENTH CENTRAL PAY COMMISSION,
(Through: Secretary, Seventh CPC by Email to email@example.com)
Subject: Supplementary Memorandum to 7th Central Pay Commission on behalf of IRTSA
Reference:- 1. Memorandum submitted by IRTSA to 7th CPC on 26th May 2014.
2. Oral evidence & Power Point Presentation by IRTSA on 12th December 2014 at Jodhpur.
In continuation of our memorandum submitted on 26th May 2014 and oral evidence and PPP (Power Point Presentation) before the 7th CPC on 12th Dec, 2015, we submit herewith, this Supplementary Memorandum or Rejoinder – for the kind consideration of the Pay Commission – with additional justification submitted herewith, on the demands of Higher Grade Pay & Classification of posts of Technical Supervisors in Railways.
Some vital facts have come to light on the basis of the information received by us from various sources – especially under the RTI Act etc, which are very essentially need to be placed before the Pay Commission for its kind consideration – in the interest of justice on the related issues in addition to the submissions made by IRTSA in our main memorandum submitted in May, 2014 as well as during the Oral Evidence & Presentation before the Hon’ble 7th Pay Commission on 12th Dec 2014 at Jodhpur.
IRTSA (Indian Railways Technical Supervisors Association) represents about 70,000 Technical Supervisors / Supervising Engineers on the Indian Railways. IRTSA was established nearly 50 years back (in 1965) and is one of the oldest and most widely represented Association of middle management cadre of Technical Supervisors on Railways. We earnestly request that the submissions made in this Supplementary Memorandum may please be considered by the Pay Commission in conjunction with our main Memorandum dated 26-6-2015.
General Secretary / IRTSA
SUPPLEMENTARY MEMORANDUM SUBMITTED BY IRTSA TO SEVENTH CENTRAL PAY COMMISSION
Chapter – 13
BENEFITS & DRAWBACKS OF PAY BAND & GRADE PAY SYSTEM INTRODUCED BY SIXTH CENTRAL PAY COMMISSION
13.1. Benefits& Drawbacks of Pay Band and Grade Pay system introduced by 6th CPC
i. Problem of stagnation in pay is eliminated, since pay bands are having long spans.
ii. If employees are stagnated at the maximum of any pay band for more than one year, continuously,
he/she shall be placed in the immediate next higher pay band without change in the Grade Pay.
iii. Point to point fixation was facilitated by the pay band system, (with one increment in the revised pay scale for every three increments in the pre-revised scale) – But the employees with more years of service were placed in a disadvantageous position.
iv. Quantum of increment increases exponentially, instead of fixed rate of increment attached to every pay scale – But the difference became very large at higher levels – thus causing discrimination with those at middle & lower levels.
v. Grade Pay decides hierarchy / seniority of the post.
13.2. Main Draw backs of Pay Band and Grade Pay system introduced by 6th CPC
i. Increase between minimum basic pay of prerevised scale and minimum of every Revised Pay Band is not uniform. There is much greater increase in favour of PB-3 & PB-4.
ii. Arbitrary adoption of formula of 40% of maximum of the merged scales for deciding the Grade Pay – instead of progressive and proportionate rise of Grade Pay from one scale to the next.
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