National Federation of Atomic Energy Employees
NFAEE
Regn.No.17/9615
Recognised by DAE vide DAE OM No. 8/1/2007 – IR&W/95 dated 13th June 2007
JCM Office, Brindavan, Anusaktinagar, Mumbai 400 094
Web site: www.nfaee.blogspot.com
Email address: nfaee@yahoo.com
NFAEE
Regn.No.17/9615
Recognised by DAE vide DAE OM No. 8/1/2007 – IR&W/95 dated 13th June 2007
JCM Office, Brindavan, Anusaktinagar, Mumbai 400 094
Web site: www.nfaee.blogspot.com
Email address: nfaee@yahoo.com
Ref.No:nfaee/sg/09/105 08.06.2009
To
The Secretary to the Government of India
Department of Atomic Energy
Anushakthi Bhavan
CSM Marg, Mumbai 400 001
Sub: Revised Promotion Norms - Regarding
Sir,
Kindly recall the meeting held on 11th February 2009 with the Office bearers of NFAEE. In this meeting, it was affirmed that any modification in the promotion norms for scientific and technical staff based on the recommendations of Sixth Central Pay Commission would be in favour of all section of the employees. In the meeting it was also assured that care would be taken to ensure the pay structure as well as the promotional avenues better than that of similar Departments like Department of Space.
It is understood that the promotion norms have been altered with effect from 2009 and in which various departure in the existing promotion norms are being reported. Some of the adverse impact of the changes norms in conjunction with the implementation of Pay revision are:-
· Not only numbers of residency periods have been increased, but also for normal promotion also residency period has been increased.
· Track change has been interlaced with additional qualification.
· A new concept of Technical Officer (TO) has been introduced to those acquiring additional qualification instead of promoting them as Scientific Officer by which tagged employees of TO be barred from growing with shoulder to shoulder in our premier institution.
· Despite acquiring additional qualification, a qualifying examination has been put in for calling for an interview.
· Scientific Assistant ‘E’ has been degraded by treating as Group B which was till now categorized as per Gazette notification as Group A.
· The pay of Scientific Assistant ‘B’ has been reduced to that of Scientific Assistant ‘A”
It is pertinent to note here that in the past a good number of scientific assistants become scientific officers and competed with the direct recruited scientific officers as well as scientific officers appointed after training form the Training school and demonstrated at par or far better performance and maturity during their service period.
The concept evolved by the department was solely based on the performance and not on the back ground of the employees to attract. Talented technicians and scientific assistants who have been given chances to grow and their contribution towards the institution were much higher.
But the recent revisions in the norms are very much discriminatory and produced lot of resentment among the employees which, we fear, will not only hamper the progress of the work but also will naturally disturb the existing working arrangement/atmosphere in the organization. It is awfully much disappointed to note that that the revised norms obliquely terming - a Scientific Assistant with a first class graduation in Science stream or a Diploma with 12 – 15 years experience in this premier institution cannot be comparable with a fresh M.Sc or an Engineering graduate.
This alteration is really gloomy. Scientific assistants could not go for higher studies before joining the service due to their financial and other constrains.
By launching such changes in the promotion norms, the department itself violated the commitment given before the highest judiciary that there will not be any loss of status, position or for that matter of any financial loss even at distant future.
It is significant to make a note that the Sixth Central Pay Commission (SCPC) has opined that the scientific departments to do lot more to the scientific and technical staffs who are engaged in assisting the scientists and engineers who are involved in the R&D activities. The intention of these recommendations is to encourage the technical staff and scientific assistants, government/departments by way of more beneficial norms for recruitment and promotion.
But in reality, our department has come out with an unfair revised norms which taken away all existing facilities and not extended a single advantage to these categories of employees.
It is very sad on the part of the Department not even showing time and patience to have interaction with similar departments like Department of Space, Defence Research & Development Organisation, etc.
Let we place on record that the new promotion norms in the present form is highly partial, unfair and discriminatory as it virtually blocked permanently the channel of track change of Scientific Assistants to Scientific Officer (Now as -Technical Officer). Further it is violative to the affidavit filed by the Department in Court of law. NFAEE requests you to put on place a uniform promotion policy without any discrimination and also to restore the old promotion norms inclusive of track change without of loss of time.
NFAEE also requests you to give necessary instruction to put on hold the norms in operation till a hearing is given to this Federation and the affected parties
Thanking you
To
The Secretary to the Government of India
Department of Atomic Energy
Anushakthi Bhavan
CSM Marg, Mumbai 400 001
Sub: Revised Promotion Norms - Regarding
Sir,
Kindly recall the meeting held on 11th February 2009 with the Office bearers of NFAEE. In this meeting, it was affirmed that any modification in the promotion norms for scientific and technical staff based on the recommendations of Sixth Central Pay Commission would be in favour of all section of the employees. In the meeting it was also assured that care would be taken to ensure the pay structure as well as the promotional avenues better than that of similar Departments like Department of Space.
It is understood that the promotion norms have been altered with effect from 2009 and in which various departure in the existing promotion norms are being reported. Some of the adverse impact of the changes norms in conjunction with the implementation of Pay revision are:-
· Not only numbers of residency periods have been increased, but also for normal promotion also residency period has been increased.
· Track change has been interlaced with additional qualification.
· A new concept of Technical Officer (TO) has been introduced to those acquiring additional qualification instead of promoting them as Scientific Officer by which tagged employees of TO be barred from growing with shoulder to shoulder in our premier institution.
· Despite acquiring additional qualification, a qualifying examination has been put in for calling for an interview.
· Scientific Assistant ‘E’ has been degraded by treating as Group B which was till now categorized as per Gazette notification as Group A.
· The pay of Scientific Assistant ‘B’ has been reduced to that of Scientific Assistant ‘A”
It is pertinent to note here that in the past a good number of scientific assistants become scientific officers and competed with the direct recruited scientific officers as well as scientific officers appointed after training form the Training school and demonstrated at par or far better performance and maturity during their service period.
The concept evolved by the department was solely based on the performance and not on the back ground of the employees to attract. Talented technicians and scientific assistants who have been given chances to grow and their contribution towards the institution were much higher.
But the recent revisions in the norms are very much discriminatory and produced lot of resentment among the employees which, we fear, will not only hamper the progress of the work but also will naturally disturb the existing working arrangement/atmosphere in the organization. It is awfully much disappointed to note that that the revised norms obliquely terming - a Scientific Assistant with a first class graduation in Science stream or a Diploma with 12 – 15 years experience in this premier institution cannot be comparable with a fresh M.Sc or an Engineering graduate.
This alteration is really gloomy. Scientific assistants could not go for higher studies before joining the service due to their financial and other constrains.
By launching such changes in the promotion norms, the department itself violated the commitment given before the highest judiciary that there will not be any loss of status, position or for that matter of any financial loss even at distant future.
It is significant to make a note that the Sixth Central Pay Commission (SCPC) has opined that the scientific departments to do lot more to the scientific and technical staffs who are engaged in assisting the scientists and engineers who are involved in the R&D activities. The intention of these recommendations is to encourage the technical staff and scientific assistants, government/departments by way of more beneficial norms for recruitment and promotion.
But in reality, our department has come out with an unfair revised norms which taken away all existing facilities and not extended a single advantage to these categories of employees.
It is very sad on the part of the Department not even showing time and patience to have interaction with similar departments like Department of Space, Defence Research & Development Organisation, etc.
Let we place on record that the new promotion norms in the present form is highly partial, unfair and discriminatory as it virtually blocked permanently the channel of track change of Scientific Assistants to Scientific Officer (Now as -Technical Officer). Further it is violative to the affidavit filed by the Department in Court of law. NFAEE requests you to put on place a uniform promotion policy without any discrimination and also to restore the old promotion norms inclusive of track change without of loss of time.
NFAEE also requests you to give necessary instruction to put on hold the norms in operation till a hearing is given to this Federation and the affected parties
Thanking you
Yours faithfully,
(Jayaraj.K.V)
Secretary General
Cc: The Director
BARC &
The Chairman
Trombay Council
Address for Correspondence: Jayaraj.KV, Secretary General, NFAEE
PESS/UED; BARC, Trombay, Mumbai 400 085
Tel. No: (O): 022 – 25594549; (Res): 022 – 2746 4704; (Mobile): 9869501189
Email Address: nfaee@yahoo.com, jrajkv@yahoo.com
PESS/UED; BARC, Trombay, Mumbai 400 085
Tel. No: (O): 022 – 25594549; (Res): 022 – 2746 4704; (Mobile): 9869501189
Email Address: nfaee@yahoo.com, jrajkv@yahoo.com
National Federation of Atomic Energy Employees
NFAEE
Regn.No.17/9615
Recognised by DAE vide DAE OM No. 8/1/2007 – IR&W/95 dated 13th June 2007
Opposite: NIYAMAK BHAVAN, Anusaktinagar, Mumbai 400 094
Web site: www.nfaee.blogspot.com
Email address: nfaee@yahoo.com
NFAEE
Regn.No.17/9615
Recognised by DAE vide DAE OM No. 8/1/2007 – IR&W/95 dated 13th June 2007
Opposite: NIYAMAK BHAVAN, Anusaktinagar, Mumbai 400 094
Web site: www.nfaee.blogspot.com
Email address: nfaee@yahoo.com
Ref.No: nfaee/sg/09/106 10.06.2009
To
The Secretary to the Government of India
Department of Atomic Energy
Anushakti Bhavan
CSM Marg, Mumbai 400 001
Sub: Performance Related Incentive Scheme (PRIS) - Clarification
Sir,
Department of Atomic Energy vide OM No. 1/1/ (5)/2008-SCS/284, 285 & 286 dated 5th May 2009 introduced Performance Related Incentive Scheme (PRIS) in DAE. The payment of incentive has been started in all DAE units along with the salary for the month of May 2009 and the disbursement of arrears for the months from September 2008 to April is in full swing.
In the meantime a clarification has been issued by DAE vide their OM No. 1/1(5)/2006 – SCS/1346 dated 4th June 2009. It was mentioned that the clarifications are issues as certain units have sought regarding various aspects of grant of organizational incentives.
In these clarification we feel the Department made two clarifications and contradictory to the Scheme announce by the Government of India for Department of Atomic Energy & Department of Space. Following are the contradictory clarification regarding PRIS:
For the point of doubt whether an employee who is on EOL partly in a month will be eligible for incentive for the whole month, the clarification has been given that No, The incentive will be paid only for the period when he is on duty. (Sr. No 4 of the clarification)
Similarly for the point of doubt whether this incentive is to be paid proportionately when an employee avails Earned Leave / half Pay leave partly in a month the clarification given has been given that Yes. The incentives is payable proportionately when an employees avails Earned Leave / Half Pay Leave for part of a month. (Sr. No 6 of the clarification)
The above two clarification is against the spirit of the Office memorandum issued by DAE on 5th May 2009
The brief description on Organizational Incentive as per the Office Memorandum issued by the Department of Atomic Energy vides their OM No. 1/1/ (5)/2008-SCS/285 dated 5th May 2009 shall be:
· Organizational Incentive to be awarded to all personnel of DAE, payable monthly basis with effect from 1st September 2008, based on the achievement of set of mission goals and review of overall performance of the Organization once in five years by the Atomic Energy Commission.
· The Organizational Increment shall be in the form of Special Allowance at the rate of 20% of the basic pay i.e., pay in the Pay Band plus Grade Pay payable on a monthly basis to all the personnel of DAE and its constituent units based on accomplishment of various objectives.
· The grant of this allowance is for a period from 01.09.2008 to 31.08.2013 and the same is subject to review by Atomic Energy Commission (AEC) at an appropriate time for its continuation.
· The payment of this allowance to the personnel of DAE and its constituent units during any financial year will be subject to the following conditions:
a) The employee should have minimum attendance i.e., not less than 150 working days during the preceding calendar year. Leave period on account of Maternity, medical grounds and for approved course of studies will also be counted for attendance for this limited purpose. However, for the half year 2008 – 09 the working days required would be 75.
b) The final grading of the employee in the Confidential Report of the preceding calendar year should be “Average” or above.
· The grant of Special Allowance shall be withdrawn immediately under the following circumstances:
a) On initiation of disciplinary proceedings and/or placing an employee under suspension. However grant of allowances shall be restored with retrospective effect, if the employee is exonerated of all charges.
b) Employees not serving the DAE on account of taking up any other assignment outside DAE.
· The Special Allowance shall be a separate element and will not be treated as part of the basic pay for any purpose like HRA, DA, Transport Allowance, Pension, etc.
From the above it can be seen that the Organizational Incentive shall be in the form of Special Allowance at the rate of 20% of the basic pay i.e., pay in the Pay Band plus Grade Pay payable on a monthly basis to all the personnel of DAE and its constituent units based on accomplishment of various objectives.
And also can see that the payment of this allowance to the personnel of DAE and its constituent units during any financial year will be subject to the following conditions:
a) The employee should have minimum attendance i.e., not less than 150 working days during the preceding calendar year. Leave period on account of Maternity, medical grounds and for approved course of studies will also be counted for attendance for this limited purpose. However, for the half year 2008 – 09 the working days required would be 75.
b) The final grading of the employee in the Confidential Report of the preceding calendar year should be “Average” or above.
As per the OM dated 5th May 2009, it is clear that Organizational Incentive shall be 20% of the pay in band plus the Grade pay and it is not linked with the day worked in the current year. Where as the conditionality shall be the minimum attendance and CR grading for the previous financial year. In short if the criteria stipulated for the previous years performance is met by an employee, he/she is eligible for organizational incentive @ 20% of the basic pay on monthly basis in the current financial year. In such case there is no logic to consider the leave taken in a particular month in the current year for calculating the basic pay of an employee. The incentive is sanctioned based on the performance of the previous year and not the days attend duty for the current year. The attendance of the current year shall be counted for granting Departmental Incentive for the coming year.
It is worth to mention here that no such “clarification” has been issued by Department of Space for calculating the quantum of money to be paid monthly as Organizational Incentive. It is also pertinent to note here that the PRIS is introduced in DAE as well as DOS based on the same Office Memorandum issued by Department of Expenditure in the month of January 2009.
Under these circumstance NFAEE request you to give necessary instruction to the Deputy Secretary to withdraw the clarification No. 4 & 6 from the OM No. 1/1(5)/2006 – SCS/1346 dated 4th June 2009.
Thanking you.
To
The Secretary to the Government of India
Department of Atomic Energy
Anushakti Bhavan
CSM Marg, Mumbai 400 001
Sub: Performance Related Incentive Scheme (PRIS) - Clarification
Sir,
Department of Atomic Energy vide OM No. 1/1/ (5)/2008-SCS/284, 285 & 286 dated 5th May 2009 introduced Performance Related Incentive Scheme (PRIS) in DAE. The payment of incentive has been started in all DAE units along with the salary for the month of May 2009 and the disbursement of arrears for the months from September 2008 to April is in full swing.
In the meantime a clarification has been issued by DAE vide their OM No. 1/1(5)/2006 – SCS/1346 dated 4th June 2009. It was mentioned that the clarifications are issues as certain units have sought regarding various aspects of grant of organizational incentives.
In these clarification we feel the Department made two clarifications and contradictory to the Scheme announce by the Government of India for Department of Atomic Energy & Department of Space. Following are the contradictory clarification regarding PRIS:
For the point of doubt whether an employee who is on EOL partly in a month will be eligible for incentive for the whole month, the clarification has been given that No, The incentive will be paid only for the period when he is on duty. (Sr. No 4 of the clarification)
Similarly for the point of doubt whether this incentive is to be paid proportionately when an employee avails Earned Leave / half Pay leave partly in a month the clarification given has been given that Yes. The incentives is payable proportionately when an employees avails Earned Leave / Half Pay Leave for part of a month. (Sr. No 6 of the clarification)
The above two clarification is against the spirit of the Office memorandum issued by DAE on 5th May 2009
The brief description on Organizational Incentive as per the Office Memorandum issued by the Department of Atomic Energy vides their OM No. 1/1/ (5)/2008-SCS/285 dated 5th May 2009 shall be:
· Organizational Incentive to be awarded to all personnel of DAE, payable monthly basis with effect from 1st September 2008, based on the achievement of set of mission goals and review of overall performance of the Organization once in five years by the Atomic Energy Commission.
· The Organizational Increment shall be in the form of Special Allowance at the rate of 20% of the basic pay i.e., pay in the Pay Band plus Grade Pay payable on a monthly basis to all the personnel of DAE and its constituent units based on accomplishment of various objectives.
· The grant of this allowance is for a period from 01.09.2008 to 31.08.2013 and the same is subject to review by Atomic Energy Commission (AEC) at an appropriate time for its continuation.
· The payment of this allowance to the personnel of DAE and its constituent units during any financial year will be subject to the following conditions:
a) The employee should have minimum attendance i.e., not less than 150 working days during the preceding calendar year. Leave period on account of Maternity, medical grounds and for approved course of studies will also be counted for attendance for this limited purpose. However, for the half year 2008 – 09 the working days required would be 75.
b) The final grading of the employee in the Confidential Report of the preceding calendar year should be “Average” or above.
· The grant of Special Allowance shall be withdrawn immediately under the following circumstances:
a) On initiation of disciplinary proceedings and/or placing an employee under suspension. However grant of allowances shall be restored with retrospective effect, if the employee is exonerated of all charges.
b) Employees not serving the DAE on account of taking up any other assignment outside DAE.
· The Special Allowance shall be a separate element and will not be treated as part of the basic pay for any purpose like HRA, DA, Transport Allowance, Pension, etc.
From the above it can be seen that the Organizational Incentive shall be in the form of Special Allowance at the rate of 20% of the basic pay i.e., pay in the Pay Band plus Grade Pay payable on a monthly basis to all the personnel of DAE and its constituent units based on accomplishment of various objectives.
And also can see that the payment of this allowance to the personnel of DAE and its constituent units during any financial year will be subject to the following conditions:
a) The employee should have minimum attendance i.e., not less than 150 working days during the preceding calendar year. Leave period on account of Maternity, medical grounds and for approved course of studies will also be counted for attendance for this limited purpose. However, for the half year 2008 – 09 the working days required would be 75.
b) The final grading of the employee in the Confidential Report of the preceding calendar year should be “Average” or above.
As per the OM dated 5th May 2009, it is clear that Organizational Incentive shall be 20% of the pay in band plus the Grade pay and it is not linked with the day worked in the current year. Where as the conditionality shall be the minimum attendance and CR grading for the previous financial year. In short if the criteria stipulated for the previous years performance is met by an employee, he/she is eligible for organizational incentive @ 20% of the basic pay on monthly basis in the current financial year. In such case there is no logic to consider the leave taken in a particular month in the current year for calculating the basic pay of an employee. The incentive is sanctioned based on the performance of the previous year and not the days attend duty for the current year. The attendance of the current year shall be counted for granting Departmental Incentive for the coming year.
It is worth to mention here that no such “clarification” has been issued by Department of Space for calculating the quantum of money to be paid monthly as Organizational Incentive. It is also pertinent to note here that the PRIS is introduced in DAE as well as DOS based on the same Office Memorandum issued by Department of Expenditure in the month of January 2009.
Under these circumstance NFAEE request you to give necessary instruction to the Deputy Secretary to withdraw the clarification No. 4 & 6 from the OM No. 1/1(5)/2006 – SCS/1346 dated 4th June 2009.
Thanking you.
Yours faithfully,
(Jayaraj.K.V)
Secretary General
(Jayaraj.K.V)
Secretary General
Address for Correspondence: Jayaraj.KV, Secretary General, NFAEE
PESS/UED; BARC, Trombay, Mumbai 400 085
Tel. No: (O): 022 – 25594549; (Res): 022 – 2746 4704; (Mobile): 9869501189
Email Address: nfaee@yahoo.com, jrajkv@yahoo.com
PESS/UED; BARC, Trombay, Mumbai 400 085
Tel. No: (O): 022 – 25594549; (Res): 022 – 2746 4704; (Mobile): 9869501189
Email Address: nfaee@yahoo.com, jrajkv@yahoo.com
National Federation of Atomic Energy Employees
NFAEE
Regn.No.17/9615
Recognised by DAE vide DAE OM No. 8/1/2007 – IR&W/95 dated 13th June 2007
JCM Office, Brindavan, Anusaktinagar, Mumbai 400 094
Web site: www.nfaee.blogspot.com
Email address: nfaee@yahoo.com
NFAEE
Regn.No.17/9615
Recognised by DAE vide DAE OM No. 8/1/2007 – IR&W/95 dated 13th June 2007
JCM Office, Brindavan, Anusaktinagar, Mumbai 400 094
Web site: www.nfaee.blogspot.com
Email address: nfaee@yahoo.com
Ref.No:nfaee/sg/09/113 22.06.2009
To
The Secretary to the Government of India
Department of Atomic Energy
Anushakti Bhavan
CSM Marg, Mumbai 400 001
Sub: Introduction of Tuition fee in AEES Schools.
Sir,
Please refer our letter No. nfaee/sg/09/056 on Revision of School Fees for DAE employees in AEES The staff side had a meeting with the Joint Secretary (R&D) on 19th April 2009, on the captioned subject and conveyed the concern to him. Though he agreed to consider the issues raised by the Federation and other affiliated unions and associations in this regard, no action has been initiated to review the increase in the fees till date. Prior to that the staff side had a meeting with the Chairman AEES on 16th April 2009 and requested him not to implement the decision to introduce the tuition fee in the AEES schools.
We once again would like to bring to your notice that:
1. The Schools under AEES are fully aided by Department of Atomic Energy
2. The Schools under AEES are following the pattern of Kendriya Vidhyalay Sangathan (KVS) where no fee hike is proposed.
3. Kendriya Vidyalayas are not charging any extra fee to the “any other category” (corresponding to the Non-DAE wards) i.e. the fee charged to the wards of the Central/State Government employees are same to the other category wards.
4. The huge amount collected through fees will lead to reduction in the Aid/funding by DAE and a stage may come to enhance the fee structure at a later stage.
5. As done in the case of abolition of the CCA by Sixth CPC which was introduced by 4th CPC, if the Educational Allowance withdraws in the future, there is no guarantee for withdrawal of the tuition fee
6. Since the Educational allowance is restricted to two children, no imbursement is entitled for the third child
7. In the recent Judgment of Hon’ble Mumbai High Court with respect to the increase in tuition fees in schools, the proposal of the management has been turned down. It is pertinent to note here that these schools are unaided schools even then the court has not accepted the proposal for increase in fees.
8. AEES should have introduced extra curricular activities by involving professionals in the respective field to enhance the talents of AEES students instead of introducing tuition fee.
.
As there was no action from the Department/AEES the parents was forced to show their protest against the unilateral decision to introduce the fee structure in AEES School and accordingly the parents of the wards of AEES schools in Mumbai decided to hold protest meeting on 24th June 2009 in front of AEES. Similar protest meeting shall be held during the period of 25th – 27th June 2009 in all DAE units wherever AEES Schools are functioning.
In the view of the above we once again request you to give necessary instruction to the concerned authorities to withdraw the introduction/hike of tuition fee for DAE and Non-DAE ward’s respectively. It will be highly appreciated that the decision in the above request is communicated to this Federation
Thanking you,
To
The Secretary to the Government of India
Department of Atomic Energy
Anushakti Bhavan
CSM Marg, Mumbai 400 001
Sub: Introduction of Tuition fee in AEES Schools.
Sir,
Please refer our letter No. nfaee/sg/09/056 on Revision of School Fees for DAE employees in AEES The staff side had a meeting with the Joint Secretary (R&D) on 19th April 2009, on the captioned subject and conveyed the concern to him. Though he agreed to consider the issues raised by the Federation and other affiliated unions and associations in this regard, no action has been initiated to review the increase in the fees till date. Prior to that the staff side had a meeting with the Chairman AEES on 16th April 2009 and requested him not to implement the decision to introduce the tuition fee in the AEES schools.
We once again would like to bring to your notice that:
1. The Schools under AEES are fully aided by Department of Atomic Energy
2. The Schools under AEES are following the pattern of Kendriya Vidhyalay Sangathan (KVS) where no fee hike is proposed.
3. Kendriya Vidyalayas are not charging any extra fee to the “any other category” (corresponding to the Non-DAE wards) i.e. the fee charged to the wards of the Central/State Government employees are same to the other category wards.
4. The huge amount collected through fees will lead to reduction in the Aid/funding by DAE and a stage may come to enhance the fee structure at a later stage.
5. As done in the case of abolition of the CCA by Sixth CPC which was introduced by 4th CPC, if the Educational Allowance withdraws in the future, there is no guarantee for withdrawal of the tuition fee
6. Since the Educational allowance is restricted to two children, no imbursement is entitled for the third child
7. In the recent Judgment of Hon’ble Mumbai High Court with respect to the increase in tuition fees in schools, the proposal of the management has been turned down. It is pertinent to note here that these schools are unaided schools even then the court has not accepted the proposal for increase in fees.
8. AEES should have introduced extra curricular activities by involving professionals in the respective field to enhance the talents of AEES students instead of introducing tuition fee.
.
As there was no action from the Department/AEES the parents was forced to show their protest against the unilateral decision to introduce the fee structure in AEES School and accordingly the parents of the wards of AEES schools in Mumbai decided to hold protest meeting on 24th June 2009 in front of AEES. Similar protest meeting shall be held during the period of 25th – 27th June 2009 in all DAE units wherever AEES Schools are functioning.
In the view of the above we once again request you to give necessary instruction to the concerned authorities to withdraw the introduction/hike of tuition fee for DAE and Non-DAE ward’s respectively. It will be highly appreciated that the decision in the above request is communicated to this Federation
Thanking you,
Yours faithfully,
(Jayaraj.K.V)
Secretary General
Address for Correspondence: Jayaraj.KV, Secretary General, NFAEE
PESS/UED; BARC, Trombay, Mumbai 400 085
Tel. No: (O): 022 – 25594549; (Res): 022 – 2746 4704; (Mobile): 9869501189
Email Address: nfaee@yahoo.com, jrajkv@yahoo.com
National Federation of Atomic Energy Employees
NFAEE
DEPARTMENT OF ATOMIC ENERGY
Regn.No.17/9615
Recognised by DAE vide DAE OM No. 8/1/2007 – IR&W/95 dated 13th June 2007
JCM Office, Brindavan, Anusaktinagar, Mumbai 400 094
Web site: www.nfaee.blogspot.com
Email address: nfaee@yahoo.com
NFAEE
DEPARTMENT OF ATOMIC ENERGY
Regn.No.17/9615
Recognised by DAE vide DAE OM No. 8/1/2007 – IR&W/95 dated 13th June 2007
JCM Office, Brindavan, Anusaktinagar, Mumbai 400 094
Web site: www.nfaee.blogspot.com
Email address: nfaee@yahoo.com
Ref. No: nfaee/sg/09/126 18.07.09
To
The Hon’ble Minister for State
Prime Ministers’ Office,
Govt. of India,
North Block, New Delhi 110 001
Sub: Grievances of DAE employees
Respected Sir,
At the outset the National Federation of Atomic Energy Employees (NFAEE), convey our heartiest greetings and best wishes to you for your induction in the Government and retain the portfolio as well as giving additional responsibility. NFAEE is the recognised Federation represents more than 15000 of the non gazetted employees working in various establishments of Department of Atomic Energy (DAE) across the country. Being our Department, DAE, is coming directly under the Hon’ble Prime Minister, we hope that you will take care of the issues pertaining to the employees of DAE.
NFAEE express the sincere gratitude on behalf of the whole DAE employees for your sincere support to extend the PRIS to DAE employees, to get the approval for 2nd Cadre Review for administrative and auxiliary staff, etc.
At the same time there are certain grievances still pending as unresolved. We would like to submit the following points for your kind consideration and favorable orders:
(1) Parity in pay structure of scientific & technical staff with that of Department of Space.
(2) New Promotion Norms.
(3) PRIS- Regular Leave- Clarification.
(4) Introduction of Tuition Fee in AEES schools.
I. PARITY IN PAY STRUCTURE WITH DEPARTMENT OF SPACE:-
The pay structure of Scientific & Technical staff of Department of Atomic Energy is low compared to that of Department of Space, though both the departments coming under the same ministry and having the same nature of activities such as Research & Development as well as dealing with the strategically related need of the country related to national security. Since both departments continue with the Flexible Complementing Scheme for Scientific & Technical Staff (merit promotional scheme) from the day of their inception, they are suppose to be adopted identical pay structure specified by Govt. Of India but while implementing the pay structure DAE has adopted inferior pay structure for their staff compared to that of Department of Space. This issue was discussed with the Department in the meeting held on 11th Feb 2009 with the Secretary DAE and the Office bearers of the NFAEE. In the meeting DAE was asked the Federation to submit brief note on all facts and assured that if the pay structure for DAE employees are lesser than that of DOS employees, the Department will bring parity with the scale of pay of DOS. Accordingly NFAEE has submitted their brief about recruitment norms, promotion norms, etc in the month of May 2009.
It is pertinent to note here that while implementing the revised pay scale recommended by FIFTH CENTRAL PAY COMMISSION (FCPC) in the year 1996 itself the Department selected inferior pay structure for Scientific & Technical Staff of DAE by overlooking the directives of the Ministry of Personnel, Public Grievances & Pension. Vide their OM No2/41/97 – PIC dated November 1998 DoPT mentioned that the existing scheme of merit based promotion system covering the groups A, B & C personnel, as presently applicable in the Department of Atomic Energy, Department of Space and DRDO shall continue. The said OM further recommended the Rs 8000 – 275 – 13500 as the revised pay scales as per FCPC for the grade of Scientist B. Accordingly Department of Space introduced the pay scale of Rs 8000 – 275 – 13500 for Scientific Officer B. Also the same scale has been extended to Scientific Assistant D who was promoted from the post of Scientific Assistant C as well as to the Senior Technician to maintain the vertical & horizontal relativity.
Whereas, in DAE by deviating from the above mentioned OM of Ministry of Personnel, they introduced an intermittent Scale Rs 7450 – 250 – 11500 for Scientific Officer B. The same intermittent scale has been extended to the Scientific Assistant D and Technician H who got promotion under Flexible Complemented Scheme. By the negligence of DAE authorities, the Scientific & Technical personnel are already in an inferior pay structure since 1996. It will be further inferior in pay, if a correction has not been done now.
NFAEE request you to give necessary instruction to the Department to take all appropriate steps within a time frame to rectify the discrepancies and to ensure justice to the employees of this prestigious department while considering the demand of parity with the pay structure of the employees of Department of Space.
II. PROMOTION NORMS OF DAE EMPLOYEES:-
The promotion norms of Scientific & Technical Staff have been altered with effect from 2009 and in which various discrepancies are being reported. Some of the adverse impact of the changes in norms in conjunction with the implementation of pay revision likes:
· Number of residency period has been increased.
· Track change has been interlaced with additional qualification.
· Junior Employee is overriding senior.
· Merged pay structure retained in the promotion hierarchy till 2009 with same grade pay for the promotional post.
In the case of Technicians (the then tradesman of the Department) as well as that of Scientific Assistants the residency period for getting promotion has been increased. Earlier there was an opportunity for the Scientific Assistants to consider for track changing into the grade of Scientific Officer (gazetted status) from their second or third promotion onwards. The same has been taken away by the revised norms. The facility to get gazetted post is continuing in the departments like Railways, CPWD, DRDO, DOS, etc. Even in the administrative side of the DAE the conversion from non gazetted to gazetted is continues. Without considering the impact of the merger of the promotional post, DAE merged the promotional post. It is worth to note here that while issuing the Modified Assured Carrier Progression Scheme by the Ministry of Personnel, they taken care to retain the benefits of the promotion to those who got ACP till the date of issue of the OM on issue of the modified ACP by giving the higher grade pay in the hierarchy to those employees in the higher scale of the merge scale. But in DAE without considering the consequence of the effect of the merger they simply recommended pay structure based on the promoted posts. Moreover to cover the mistake, different bench mark has been recommended for considering the promotion which is likely to give the result of junior employee overrides the senior.
By introducing such changes in the promotion norms, the department it self violated the commitment given before the Court of Law that there will not be any loss of status, position or for that matter of any financial loss over at distant future. But in reality our department has come out with an unfair revised norms which taken away all existing facilities and not extended a single advantage to these categories of employees.
Hence it is requested you to give necessary instruction to the Department to Review the promotion norms so that the above mentioned discrepancies in the modified promotion norms shall be removed, and shall be ensured the promotional avenues be similar to that of the Department of Space, etc.
III. PRIS- REGULAR LEAVE- CLARIFICATION:
Department of Atomic Energy vide O.M. No. 1/1/(5)/2008-SCS/284,285 &286 dated 5th May 2009 introduced performance Related Incentive Scheme (PRIS). The payment of incentive has been started in all DAE Units along with the salary for the month of May 2009. The PRIS is extended based on the performance of the employees in the previous year by considering their attendance and the CR grading. A minimum 150 days attendance along with CR grading of “Average” above is necessary to get the PRIS @ 20% of the Pay in the ensuing year.
A similar Scheme has been introduced to the employees of Department of Space also during the same period with identical conditions.
In the mean time a clarification has been issued by DAE vide their O.M. No. 1/1/ (5)2006-SCS/1346 dated 4th June 2009. The clarifications are contradictory to the Scheme announced by the Government of India for DAE & DOS the following are clarifications regarding PRIS.
For the Point of doubt whether an employee who is on EOL partly in a month will be eligible for incentive for the whole month, the clarification has been given that No, The incentive will be paid only for the period when he is on duty. (Sr. No 4 of the clarification)
For the Point of doubt whether this incentive is to be paid proportionately when an employee avails Earned Leave / half pay leave partly in a month the clarification given has been given that. Yes. The incentive is payable proportionately when an employees avails Earned Leave/ Half pay leave for part of a month (Sr. No. 6 of the clarification).
As per the OM dated 5th May 2009, it is clear that Organizational Incentive shall be 20% of the pay in band plus the Grade pay and it is not linked with the day worked in the current year. Where as the conditionality shall be the minimum attendance and CR grading for the previous financial year. In short if the criteria stipulated for the previous years performance is met by an employee, he /she is eligible for organizational incentive @ 20% of the basic pay on monthly basis in the current financial year. In such case there is no logic to consider the leave taken in a particular month in the current year for calculating the basic pay of an employee. The incentive is sanctioned based on the performance of the previous year and not the days attend duty for the current year. The attendance of the current year shall be count for granting departmental Incentive for the coming year.
It is worth to mention here that no such “clarification” has been issued by Department of Space for calculating the quantum of money to be paid monthly as Organization Incentive. It is also pertinent to note here that the PRIS is introduced in DAE as well as DOS based on the same Office Memorandum issued by Department of Expenditure in the month of January 2009.
Hence, NFAEE request you to give necessary instruction to the Department to withdraw the clarification No.4 & 6 from the OM No. 1/1(5)/2006-SCS/1346 dated 04.06.2009 and extend the Incentive as being given to the employees of Department of Space.
IV. INTRODUCTION OF TUITION FEE IN AEES SCHOOLS:
Atomic Energy Education Society (AEES) has been introduced tuition fee @ Rs 500/- per month for the wards of DAE employees and the hiked the tuition fees from Rs 750 to Rs 1500 for the wards of Non-DAE employees in the schools under the AEES.
· The Schools under AEES are full aided by DAE, the schools under AEES are following the pattern of Kendriya Vidhyalay Sangathan (KVS), and where as KVS are not charging any extra fee to the “any other category” (corresponds to Non DAE wards) i.e. the fee charged to the wards of the Central/State Government employees are same to the other category wards.
· The Schools under the administrative control of Department of Space also not introduced new fees or hiked the fees for the wards of the non DOS employees.
· The huge amount collected through fees will lead to reduction in the Aid/ funding by DAE and a stage may come to enhance the fee structure at a later stage.
· The Child Educational Allowance is extended to all government employees whose wards are studying, where as the impact of the introduction of the fees has to be barred by the parents of non SC – ST boys child.
In view of the above, NFAEE request you to give necessary instruction to the Department to withdraw the introduction/ hike of tuition fee for DAE and Non DAE ward’s respectively and refund the fees paid by the parents towards their wards.
V. UNIFORMITY ON IMPLEMENTATION OF GOVERNMENT DECISIONS IN DAE – DOS
On various occasions we brought to the notice of the Department the different approach adopted by the DAE authorities on implementation of the decisions of the government pertaining to DAE. The selection of Pay scales, Implementation of Flexible Complementing Scheme, Introduction of Tuition Fees in the Schools running by the Department, Payment of Performance Related Incentive Scheme (PRIS), Extension of Medical facilities – Contributory Health Service Scheme (CHSS), Staff Relation and Welfare Activities etc are some issues where the DAE adopted different approach than that of DOS by which the DAE employees are getting inferior treatment comparing the employees of Department of Space.
Hence NFAEE request you to give instruction to ensure uniformity on implementation of government decision on various issues related to employees.
We once again humbly request you sir to kindly look into the above mentioned issues and do the natural justice for which act of yours, we shall remain grateful.
Thanking you,
At the outset the National Federation of Atomic Energy Employees (NFAEE), convey our heartiest greetings and best wishes to you for your induction in the Government and retain the portfolio as well as giving additional responsibility. NFAEE is the recognised Federation represents more than 15000 of the non gazetted employees working in various establishments of Department of Atomic Energy (DAE) across the country. Being our Department, DAE, is coming directly under the Hon’ble Prime Minister, we hope that you will take care of the issues pertaining to the employees of DAE.
NFAEE express the sincere gratitude on behalf of the whole DAE employees for your sincere support to extend the PRIS to DAE employees, to get the approval for 2nd Cadre Review for administrative and auxiliary staff, etc.
At the same time there are certain grievances still pending as unresolved. We would like to submit the following points for your kind consideration and favorable orders:
(1) Parity in pay structure of scientific & technical staff with that of Department of Space.
(2) New Promotion Norms.
(3) PRIS- Regular Leave- Clarification.
(4) Introduction of Tuition Fee in AEES schools.
I. PARITY IN PAY STRUCTURE WITH DEPARTMENT OF SPACE:-
The pay structure of Scientific & Technical staff of Department of Atomic Energy is low compared to that of Department of Space, though both the departments coming under the same ministry and having the same nature of activities such as Research & Development as well as dealing with the strategically related need of the country related to national security. Since both departments continue with the Flexible Complementing Scheme for Scientific & Technical Staff (merit promotional scheme) from the day of their inception, they are suppose to be adopted identical pay structure specified by Govt. Of India but while implementing the pay structure DAE has adopted inferior pay structure for their staff compared to that of Department of Space. This issue was discussed with the Department in the meeting held on 11th Feb 2009 with the Secretary DAE and the Office bearers of the NFAEE. In the meeting DAE was asked the Federation to submit brief note on all facts and assured that if the pay structure for DAE employees are lesser than that of DOS employees, the Department will bring parity with the scale of pay of DOS. Accordingly NFAEE has submitted their brief about recruitment norms, promotion norms, etc in the month of May 2009.
It is pertinent to note here that while implementing the revised pay scale recommended by FIFTH CENTRAL PAY COMMISSION (FCPC) in the year 1996 itself the Department selected inferior pay structure for Scientific & Technical Staff of DAE by overlooking the directives of the Ministry of Personnel, Public Grievances & Pension. Vide their OM No2/41/97 – PIC dated November 1998 DoPT mentioned that the existing scheme of merit based promotion system covering the groups A, B & C personnel, as presently applicable in the Department of Atomic Energy, Department of Space and DRDO shall continue. The said OM further recommended the Rs 8000 – 275 – 13500 as the revised pay scales as per FCPC for the grade of Scientist B. Accordingly Department of Space introduced the pay scale of Rs 8000 – 275 – 13500 for Scientific Officer B. Also the same scale has been extended to Scientific Assistant D who was promoted from the post of Scientific Assistant C as well as to the Senior Technician to maintain the vertical & horizontal relativity.
Whereas, in DAE by deviating from the above mentioned OM of Ministry of Personnel, they introduced an intermittent Scale Rs 7450 – 250 – 11500 for Scientific Officer B. The same intermittent scale has been extended to the Scientific Assistant D and Technician H who got promotion under Flexible Complemented Scheme. By the negligence of DAE authorities, the Scientific & Technical personnel are already in an inferior pay structure since 1996. It will be further inferior in pay, if a correction has not been done now.
NFAEE request you to give necessary instruction to the Department to take all appropriate steps within a time frame to rectify the discrepancies and to ensure justice to the employees of this prestigious department while considering the demand of parity with the pay structure of the employees of Department of Space.
II. PROMOTION NORMS OF DAE EMPLOYEES:-
The promotion norms of Scientific & Technical Staff have been altered with effect from 2009 and in which various discrepancies are being reported. Some of the adverse impact of the changes in norms in conjunction with the implementation of pay revision likes:
· Number of residency period has been increased.
· Track change has been interlaced with additional qualification.
· Junior Employee is overriding senior.
· Merged pay structure retained in the promotion hierarchy till 2009 with same grade pay for the promotional post.
In the case of Technicians (the then tradesman of the Department) as well as that of Scientific Assistants the residency period for getting promotion has been increased. Earlier there was an opportunity for the Scientific Assistants to consider for track changing into the grade of Scientific Officer (gazetted status) from their second or third promotion onwards. The same has been taken away by the revised norms. The facility to get gazetted post is continuing in the departments like Railways, CPWD, DRDO, DOS, etc. Even in the administrative side of the DAE the conversion from non gazetted to gazetted is continues. Without considering the impact of the merger of the promotional post, DAE merged the promotional post. It is worth to note here that while issuing the Modified Assured Carrier Progression Scheme by the Ministry of Personnel, they taken care to retain the benefits of the promotion to those who got ACP till the date of issue of the OM on issue of the modified ACP by giving the higher grade pay in the hierarchy to those employees in the higher scale of the merge scale. But in DAE without considering the consequence of the effect of the merger they simply recommended pay structure based on the promoted posts. Moreover to cover the mistake, different bench mark has been recommended for considering the promotion which is likely to give the result of junior employee overrides the senior.
By introducing such changes in the promotion norms, the department it self violated the commitment given before the Court of Law that there will not be any loss of status, position or for that matter of any financial loss over at distant future. But in reality our department has come out with an unfair revised norms which taken away all existing facilities and not extended a single advantage to these categories of employees.
Hence it is requested you to give necessary instruction to the Department to Review the promotion norms so that the above mentioned discrepancies in the modified promotion norms shall be removed, and shall be ensured the promotional avenues be similar to that of the Department of Space, etc.
III. PRIS- REGULAR LEAVE- CLARIFICATION:
Department of Atomic Energy vide O.M. No. 1/1/(5)/2008-SCS/284,285 &286 dated 5th May 2009 introduced performance Related Incentive Scheme (PRIS). The payment of incentive has been started in all DAE Units along with the salary for the month of May 2009. The PRIS is extended based on the performance of the employees in the previous year by considering their attendance and the CR grading. A minimum 150 days attendance along with CR grading of “Average” above is necessary to get the PRIS @ 20% of the Pay in the ensuing year.
A similar Scheme has been introduced to the employees of Department of Space also during the same period with identical conditions.
In the mean time a clarification has been issued by DAE vide their O.M. No. 1/1/ (5)2006-SCS/1346 dated 4th June 2009. The clarifications are contradictory to the Scheme announced by the Government of India for DAE & DOS the following are clarifications regarding PRIS.
For the Point of doubt whether an employee who is on EOL partly in a month will be eligible for incentive for the whole month, the clarification has been given that No, The incentive will be paid only for the period when he is on duty. (Sr. No 4 of the clarification)
For the Point of doubt whether this incentive is to be paid proportionately when an employee avails Earned Leave / half pay leave partly in a month the clarification given has been given that. Yes. The incentive is payable proportionately when an employees avails Earned Leave/ Half pay leave for part of a month (Sr. No. 6 of the clarification).
As per the OM dated 5th May 2009, it is clear that Organizational Incentive shall be 20% of the pay in band plus the Grade pay and it is not linked with the day worked in the current year. Where as the conditionality shall be the minimum attendance and CR grading for the previous financial year. In short if the criteria stipulated for the previous years performance is met by an employee, he /she is eligible for organizational incentive @ 20% of the basic pay on monthly basis in the current financial year. In such case there is no logic to consider the leave taken in a particular month in the current year for calculating the basic pay of an employee. The incentive is sanctioned based on the performance of the previous year and not the days attend duty for the current year. The attendance of the current year shall be count for granting departmental Incentive for the coming year.
It is worth to mention here that no such “clarification” has been issued by Department of Space for calculating the quantum of money to be paid monthly as Organization Incentive. It is also pertinent to note here that the PRIS is introduced in DAE as well as DOS based on the same Office Memorandum issued by Department of Expenditure in the month of January 2009.
Hence, NFAEE request you to give necessary instruction to the Department to withdraw the clarification No.4 & 6 from the OM No. 1/1(5)/2006-SCS/1346 dated 04.06.2009 and extend the Incentive as being given to the employees of Department of Space.
IV. INTRODUCTION OF TUITION FEE IN AEES SCHOOLS:
Atomic Energy Education Society (AEES) has been introduced tuition fee @ Rs 500/- per month for the wards of DAE employees and the hiked the tuition fees from Rs 750 to Rs 1500 for the wards of Non-DAE employees in the schools under the AEES.
· The Schools under AEES are full aided by DAE, the schools under AEES are following the pattern of Kendriya Vidhyalay Sangathan (KVS), and where as KVS are not charging any extra fee to the “any other category” (corresponds to Non DAE wards) i.e. the fee charged to the wards of the Central/State Government employees are same to the other category wards.
· The Schools under the administrative control of Department of Space also not introduced new fees or hiked the fees for the wards of the non DOS employees.
· The huge amount collected through fees will lead to reduction in the Aid/ funding by DAE and a stage may come to enhance the fee structure at a later stage.
· The Child Educational Allowance is extended to all government employees whose wards are studying, where as the impact of the introduction of the fees has to be barred by the parents of non SC – ST boys child.
In view of the above, NFAEE request you to give necessary instruction to the Department to withdraw the introduction/ hike of tuition fee for DAE and Non DAE ward’s respectively and refund the fees paid by the parents towards their wards.
V. UNIFORMITY ON IMPLEMENTATION OF GOVERNMENT DECISIONS IN DAE – DOS
On various occasions we brought to the notice of the Department the different approach adopted by the DAE authorities on implementation of the decisions of the government pertaining to DAE. The selection of Pay scales, Implementation of Flexible Complementing Scheme, Introduction of Tuition Fees in the Schools running by the Department, Payment of Performance Related Incentive Scheme (PRIS), Extension of Medical facilities – Contributory Health Service Scheme (CHSS), Staff Relation and Welfare Activities etc are some issues where the DAE adopted different approach than that of DOS by which the DAE employees are getting inferior treatment comparing the employees of Department of Space.
Hence NFAEE request you to give instruction to ensure uniformity on implementation of government decision on various issues related to employees.
We once again humbly request you sir to kindly look into the above mentioned issues and do the natural justice for which act of yours, we shall remain grateful.
Thanking you,
Yours faithfully,
(JAYARAJ.K.V)
Secretary General
(JAYARAJ.K.V)
Secretary General
Address for Correspondence: Jayaraj.KV, Secretary General, NFAEE
PESS/UED; BARC, Trombay, Mumbai 400 085
Tel. No: (O): 022 – 25594549; (Res): 022 – 2746 4704; (Mobile): 9869501189
Email Address: nfaee@yahoo.com, jrajkv@yahoo.com
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