Sunday 30 June 2013


Com. M. Krishnan, Secretary General, NFPE & General Secretary, AIPEU Group ‘C’ (CHQ) was invited by the Postal Training Academy (Rafi Ahmed Kidwai National Postal Academy) Ghaziabad for an interaction with the IPS Probationers of 2011 batch who are completing their induction training by the middle of July 2013. The subject given is_“Why are Service Unions important”. Secretary General in his one hour address explained every aspect of the subject in detail. After his presentation there was an interactive session for an hour. Secretary General answered all the questions and queries raised by the IPS Probationers. Sri. V. Rajarajan, Additional Director, RAKNPA was present. Details will be published in the Journals.

Posted by NFPE

Next time you go to the Post Office, it may well turn out to be a bank


A long-pending dream of  to have banking operations is now taking a final shape. The  has moved a Cabinet note with the government providing Rs 500 crore as seed capital to India Post for this purpose. This is the minimum paid up capital required under the final norms for banking licenses put up by the Reserve  of India.

Financial help from the government is needed since India Post ran a deficit of Rs 5,805.9 crore in 2011-12, though 8.5% lower than Rs 7,899.3 crore in the previous year.
India Post plans to start banking operations in 50 branches, a key official said. 

The official said all the initial work on applying for a banking license to  has been completed and the only task left now is to formally submit its application. 

The deadline for submitting applications is July one and in between only two working days are left. 

"Our officer is in Mumbai and we will file the application before the deadline," the official said.

When asked that it would be too costly an affair to convert a  into a bank, the official explained that both post office work of India Post and banking operations will simultaneously exist.

She said India Post can always squeeze a little space in its existing post offices. "We can give the bank a completely different branding and so the bank and post office can coexist ," she said.

"That little space for bank branches will be built from the scratch. But, the existing infrastructure across 1,50,000 post offices will be leveraged. We are naturally the most fit candidate to open a bank as no one can match the department's reach," the official said.

She said India Post has around 1,50,000 post offices, while all the other bank branches combined would come to around 50,000 only. 

"So, other aspirants have a reason to worry, but we qualify RBI's eligibility criteria in all respects," the official said. 
When other private banks can have a lean and mean approach in terms of bank branches and can still be successful, so can India Post, the official asserted. 

But, the idea is to not to open branches across all the 1,50,000 post offices, but have a selective play. "If we cover the entire network, it will be too extensive, therefore we will open in places where there are not other banks etc. And our post man could act as a banking correspondent enabled with micro-ATMs," she said.

To become a bank, India post will have to restructure its shareholding. There is a stipulation in the RBI's norms that promoter companies of entities wishing to set up banks should be 51% held by the public. At present, India post is 100% government of India holding.

India Post has long nursed an ambition to start a bank, called Post Bank of India. 

Earlier, the finance ministry is understood to have opposed India Post’s plan as the postal service doesn’t have the expertise needed in relevant areas, such as handling credit.

The Department of Post has a few savings instruments like post office savings scheme, besides acting as a distributor for mutual fund companies. It also has a life insurance scheme— Postal Life Insurance.

India Post's plans will also help the UPA’s ambitious Direct Benefits Transfer (DBT) Scheme as the programme falters because of poor last mile connectivity of banks.

The official said the banking correspondent model as enshrined in DBT will be performed by postman. He will get an additional commission of 0.07% over and above his regular salary for every new deposit.  The official said that moves are also afoot to link all post office branches with core banking solutions (CBS), which would further enable them to function as a full-fledged bank.

Source :

Friday 28 June 2013

Anomaly in granting HSG-I and Grade – III promotion

India Post Applies for Banking License on Thursday

The Department of Posts on Thursday submitted application before the Reserve Bank for a licence to offer full-fledged banking services.

"We have approached RBI today and hopefully having met all the conditions of RBI, an in-principle approval might be given. If it is given, I think, it will be a revolutionary step because it will bring banking, subject to Cabinet approval, to the doorstep of the ordinary man in this country," Telecom and IT Minister Kapil Sibal said. The Reserve Bank of India (RBI) is in the process of granting fresh banking licences and has set July 1 as the deadline for applying.

The India postal network has 1,54,822 post offices in the country. Of these, 1,39,086 are in rural areas and 15,736 are in urban regions.

There are around 90,000 bank branches in the country and provision of real-time banking services through postal network is estimated to triple the current banking network.

The Department of Posts (DoP) has plans to start 50 bank branches in the first year and scale it to a total of 150 branched in five years.
The minister said after RBI's in-principle approval the Department of Posts will require the Cabinet approval to go ahead with its plan.

"If RBI agrees that this (banking licence for DoP) is the proposition that must move forward because most of the Aam Aadmi (common man) does not have access to banking facilities.

Post bank is ideal way to bring banking facility to the doorstep of aam aadmi," Sibal said.
The Department of Posts has started inter-ministerial consultations for seeking the Cabinet approval for around Rs 1,900 crore fund to start Post Banks. The total amount includes Rs 500 crore paid-up capital required under new banking licence guidelines.

The Post Banks are proposed to be owned by DoP but with a completely independent board, governance structure and operations. It will have representation from Ministries of Finance and Communication & IT.


Wednesday 26 June 2013

Railways tightens ticket refund rules

You can no longer cancel a train ticket 24 hours before your journey and still claim a full refund.

The railways ministry, which comprehensively revised ticket refund rules on Tuesday, said the move was aimed at stopping touts from selling cancelled tickets at high prices at the last moment and at giving wait listed passengers a little extra time to comprehend whether they could undertake their journey.

The new rules will come into effect from July 1.

The railways said it had also reduced the time wherein a passenger could claim back 75 per cent of the booking amount. For this, passengers will now need to cancel tickets six hours prior to departure, two hours fewer than earlier.

If a ticket is presented for cancellation within six hours before the train's scheduled departure and up to two hours after the actual departure, the cancellation charge will be 50 per cent of the fare, subject to a minimum charge. Exiting rules allow the cancellation of tickets up to 12 hours after the train's departure if the journey distance is 500 km or more. Under the new rules, no refund will be granted on a reserved ticket surrendered for cancellation two hours after the train's actual departure.

The time for the filing of refund claims in case of unforeseen circumstances like a strike or any natural causes such as floods has also been reduced from 90 to 10 days of the train's departure.

According to the new rules, even those with wait listed or RAC tickets will have to cancel their tickets three hours before actual departure to get a refund after the deduction of a clerkage charge of Rs 30.

No refund will be allowed two hours after the train's departure. Existing rules permit cancellation till three hours after departure.

Justifying the revision, the railway ministry said: "Railway Passengers (cancellation of ticket and refund of fare) Rules, 1998, have not been substantially revised in the last 15 years, during which a large number of changes have taken place in the ticketing system of Indian Railways."

Source : The Times of India

Secretary, Posts, ordered filling up of all GDS BPM Posts immediately

Addendum to SB order No.09/2013 (Introduction of "Basic Savings Account" under Savings Account Rule 1981): Ministry of Finance (DEA) Gazette Notification No.323E dated 20.05.2013.


Tuesday 25 June 2013

Speech made by mrs. Sandhya rani, ips, postmaster general,
(business development & technology) ap circle, as chief guest in the women’s convention held at hyderabad on
09.06.2013, in connection with the 9th federal council of nfpe
President of the National Federation of Postal Employees Women’s Convention, Mrs. Shakunthala, distinguished guests on the dais, leaders and invitees who have come from across the country to attend the 9th Federal Council meeting of the National Federation of Postal Employees, ladies and gentlemen, my heartfelt greetings to all of you. It is a pleasure to be here with you today and I would like to thank the organizers for inviting me.
From the time I joined the Department of Posts as an young officer some 25 years ago, many changes have come in, especially in the role, approach and scope of Trade union activism. The nature of industrial relations and collective bargaining has also changed in the light of globalization, technology, changed business processes, etc.
I would like to share, my thoughts with you today in the context of three broad themes –
i.      The first one relates to Women & Trade Union movement in the Indian context,
ii.     The 2nd one is about women in Department of posts,
iii.    Thirdly I will touch briefly upon about the significant organizational changes underway in Dept.of Posts and possible responses while balancing our personal aspirations and staff unions’ concerns.
In the context of Women and Trade Union movement, the questions that are often asked are: inadequate women’s participation, equality of women, discrimination in workplace, lack of adequate safeguards for women employees, continuing with the responsibility of housework, etc. Women in our country, as elsewhere in the world, have been discriminated against in every sphere – within the family, at the workplace, in society and in public/political participation. Women are increasingly joining the workforce to supplement family income, especially in urban areas. In rural areas they have always participated in agriculture labour and related works.
According to the Directorate General of Employment and Training in 2005, among the 393 lakh job-seekers enrolled with them, only 106 lakhs are female job seekers. In other words female job seekers account for only about 27% of the total job seekers. This is also indicative of the fact that much of the employment of women is in unorganized sector pushing them into exploitative and low end jobs.
Increased employment in organized sector, while empowering women to earn higher incomes, and take up challenging jobs, has also made them to more vulnerable to stress, struggle to balance work and home life and sometimes to sexual harassment in different forms. Further, either due to personal choices or due to the intangible glass ceiling operating very few women are found in higher managerial positions.
Overall the unionized labour is a very small number in our country, (less than 2% according to ILO in year 2000). According to the National Sample Survey Organisation (NSSO), in 1999-2000 out of total workforce of 397 million, only 28 million workers were employed in the formal sector and thus formally unionized. Active participation of women in labour union movement has been historically very low. In recent times with overall decreasing union memberships, far lesser number of women join them or actively participate in the TU deliberations on regular basis. With few of them attending regular TU meetings it is not unexpected that issues of concern to women employees do not get center stage in union items. Women are also under-represented at all levels of union leadership and decision-making.
I believe that Trade Union leadership can and should do much more to encourage and facilitate participation of women in trade union activities. Being effective home makers ensures that women have certain refined skills, especially at balancing competing interests/concerns, negotiating impossible situations. Hence, they should be encouraged to take up leadership roles in the Union actively. Issues relating to women should also get center stage, like lack of amenities in work places, exploitation, especially of unorganized contingent women employees, often working long hours and not drawing even minimum wages, etc. should be taken up actively. At the policy level, Trade Unions can also take up the case of special investment opportunities for female employees with say higher interest rates. This will help the women become more secure and empowered as well as greater productive investments will be made for development of the country. Another area that TUs can also pushing for a special bench or special sessions of CAT and higher Courts to be held periodically to handle cases field by Women employees on priority, so that they are not required to miss office or use personal/home time in running around CAT and other courts. Trade Unions should facilitate greater leadership development and Training for its Women members.
My second theme relates to women employees in Department of Posts. As per census of Central Govt. Employees, only 7.53% of total Central Govt. Employees are women. However, an interesting aspect of this is that in Communications and IT sector, the share of women employees is 12.20%. It is p[ossible that in some Circles, especially in South India, the percentage of women employees could be 30-50%. Surprisingly in Railways Women employees are only 4.63% of the total work-force. Considering the number of railway employees being the largest of the central govt. work force, in actual numbers this would be much higher than many departments. It is seen that in AP postal Circle less than 15% of total departmental staff are women.
In the Department of Posts there are several issues of concern to women employees working as GDS, Post Women, Postal Assistants, Post masters, Supervisors, Inspectors & Officers. Some of these are lack of basic amenities in post offices, restrictions relating to rule-38 or rotational transfers under spouse category, child care leave not being granted on administrative grounds, posting of women in night sets, increasing number of cases of sexual harassment at work place etc. Issues relating to women GDS employees and especially of the unorganized sector contingent women employees like sweepers, water women, scavengers, etc. which do not even form part of the Trade Union activism.
Women employees face typical unreasonable biases in the department like the perception of not being as capable as men at work. Sometimes one comes across Supervisors asking for male members in the team so that they can sit late hours to complete work! I do not obviously agree with that view. Women employees are by and large committed and sincerely attend to their work. They are the best asset that the department has. However, we do come across instances of lack of adequate sensitivity in dealing with women employees in the department.
For instance, majority of our POs are C class POs, usually located in rural areas, which lack basic amenities or facilities. Instructions exist about hiring good buildings. But sometimes practically such buildings are not available. Ideally, as a policy all Departmental POs should have own buildings with proper facilities, considering that Government is a model employer. While this is not always feasible, considering the resource gaps, the Divisional Heads should ensure that buildings with basic amenities are hired, or landlord should be insisted upon to provide basic amenities. Further, Divisional Head should also keep in mind availability of basic facilities in a PO, while considering posting women employees there.
While the Central govt. rules require posting of spouses to the same station, as far as possible, in practice there are lot of gaps in implementing these instructions. The restrictive handling of Rule 38 requests under Spouse category based on lack of vacancy, non-fulfillment of minimum 5 years condition for granting Rule-38 transfer, etc. should be used sparingly by the competent authority. Sometimes adequate managerial posts may not be available, but for the operative staff as far as possible spouse category requests should be accommodated.
Another service condition that comes to mind is the recognition that women as the principal home maker and allows them child care leave. Though every women employee is entitled to avail 730 days of child-care leave during her entire service, in practicality it is not being granted owing to various administrative reasons. While the shortage of staff is one reason, the other one is the reluctance of the fellow employees to undertake additional responsibility if one among them is badly in need of child-care leave and wants to avail it immediately. I must confess that I am personally not a great advocate of child care leave as an entitlement, and that it should be taken with great responsibility. However, I do recognize that there will be certain conditions in an employee’s life that may require granting of the same without delay. Women employees should use this privilege judiciously and should be allowed to do so.
It is true that there are certain areas of work where women are given priority in the department. One such thing that comes to my mind relates to Compassionate appointments. Such appointments are restricted to 5% in case of departmental employees, but for Grameen Dak Sewaks there are no such restrictions. While assessing eligibility for compassionate appointment special consideration is given to wife of the deceased employee in terms of calculation of points, as well as selection. Under the definite, accurate and transparent yard-sticks to assess the extent of indigent circumstances of the family of the deceased employee, points are awarded to various attributes relating to indigent circumstances. Any case which scores 51 points merit selection. IN an obvious and encouraging policy guidelines for ensuring that dependent women get a better chance, if the wife of the deceased is the claimant for compassionate appointment and not her children; 15 additional points are awarded in her case automatically. This boosts her chances of getting the compassionate appointment. Trade Unions can do much to promote awareness about this provision among all GDS employees and their families.
There are many women centric issues that TUs should take up provision of Crèche/day care facility at or near work place with more than 10 women employees; rest room/change room facility, annual medical checkup for over 40 years women, taking a clear and uncompromising stand against sexual harassment at work place, etc.
The third and last theme that I would like to touch upon today relates to the significant organizational changes that Department of Posts is undergoing. The issues that I would like to highlight relate to the approach of all officers and employees, especially women employees in meeting the emerging challenges. With an aim to retain the existing customer base and also win new clientele and businesses several innovative technologies are being put in place. Huge amount of technological changes are emerging in the department. The Core System Integration applications, Core Banking Solutions, the new initiatives relating to mail operations are going to herald major changes in the way we do work in the Department. With this, the work culture of the Department will see a sea-change. The departmental employees and GDS at different levels need to rise to the challenge and do their best to make this as smooth as possible. Officers, Post Masters and Supervisors need to work with their System Administrators and PAs as a team to reach higher standards of performance. With an aspiration to provide the last mile connectivity to all kinds of services, 1,30,000 Branch Post Offices are going to be provided with Hand held devises. It will certainly make the life of GDS Branch Post Masters relatively easy, especially in terms of book keeping. But it would also mean greater responsibility.
In the emerging changes in the technological and business environment, we need to work in teams, understand our individual roles, educate and skill our fellow colleagues. Unfair expectations of the administration, if any, could surely be challenged. But we all should work towards realizing the positive objectives of the major projects underway in the Department of Posts. That is the only hope for us to remain relevant as an organization and play significant role in the development of our country.
While at the micro level we all should work towards making work places more safe and secure for women employees, there is an extra responsibility on all of us to welcome the inevitable changes in a positive manner and skill ourselves adequately to meet the changing needs of the internal and external environment. I am sure in the Federal Council meetings all related issues will be discussed in thread bare and based on your respective ideological positions certain policy decisions will be taken. I request that while balancing personal expectations/aspirations of the cross section of employees, the organizational interests/requirements need to be kept in mind.
In the final I believe each one of us should ask ourselves the question to what extent we are making work places safe, empowering and invigorating to women employees. And we each need to do our bit to enhance the same in which ever office we are working in.
I wish all the participants at the Federal Council meeting and especially women employees interesting discussions and courage to take challenging decisions and work towards achieving the same.
I thank the organizers once again for inviting me to this Women’s Convention.
(E-mail ID of Mrs. Sandhya Rani, IPS is
 *   *   *   *   *

Sale of Gold Coins through Post Offices- Termination of Agreement- Selling up to 18/07/2013





               Excessive and unexpected rainfall resulting in furious floods has battered beyond measure, the Himalayan hill state of Uttarakhand.  Whole villages, stretches of roads and communication links have been affected.  More than 1000 persons met with tragic death.  Thousands, including those from other parts of the country who were undertaking pilgrimages to religiously significant temples in the region, remain stranded.  Hundreds of houses and buildings along the banks of Alakananda and the Bhagirathi has been swept away in Rudraprayag district alone.  Thousands have become homeless.
               As the magnitude of the tragedy caused in Uttarakhand continues to unfold, Prime Minister Sri. Manmohan Singh has issued an appeal for generous donations to support the victims who have suffered extensive devastation.  Prime Minister appealed that - “At this moment, the affected people need our help to tide over the calamity that has fallen upon them, to survive and to rebuild their lives.  I request all citizens of India to stand with our distressed fellow countrymen, and actively participate in the national effort to support them at this difficult time”.
               It is needless to say that the Central Govt. Employees have an urgent and important role to play in helping the flood victims and we shall have to rise upto the occasion, as in the past when such national calamities occurred.  The National Secretariat of the Confederation of Central Govt. Employees & Workers calls upon the entireity of Central Govt. Employees to donate one day’s salary to the Prime Minister Relief Fund and extend our full support to the flood victims to rebuild their lives.
          All the Affiliates of the Confederation, State Committees (C-O-Cs) and CHQ Office bearers are requested to make maximum efforts to collect and remit the donations to Prime Minister’s Relief Fund.

(M. Krishnan)
Secretary General, Confederation

Thursday 20 June 2013

2013 ஆவது ஆண்டிற்கான தபால்காரர் மற்றும் MTS  ஊழியரில் இருந்து எழுத்தராக தேர்வு பெறுவதற்கான LGO  EXAM  தற்போது அறிவிக்கப் பட்டுள்ளது. 05.7.2013 க்குள் இதற்கான விண்ணப்பங்கள் அனுப்பப்பட வேண்டும் . 08.09.2013 அன்று இதற்கான தேர்வு நடைபெறும் .

இதற்கான  அறிவிப்பைப் பெற கீழே உள்ள இணைப்பை கிளிக் செய்யவும் .

இதைத் தொடர்ந்து 2013 க்கான PA /SA   DIRECT  RECRUITMENT 
தேர்வும் அறிவிக்கப் படவுள்ளது.

Dharna Programme on 20.6.2013 on 15 Point Charter of Demands at CPMG office, Chennai

Dear Comrades,

Dharna Programme on 20.6.2013 on 15 Point Charter of Demands

The Conference of the Confederation was held at Kolkata from 4th to 6th May 2013. As you are aware a new team of Office Bearers was elected under the leadership of Com.S.K.Vyas as Advisor, Com.K.K.N.Kutty as President and Com.M.Krishnan as Secretary General. The Conference has directed to pursue the efforts to continue the Joint Platform struggles along with the Railway and Defence  Federations on the issues of 7th Pay Commission, New Pension Scheme, etc.The Conference had also decided to pursue the 15 point Charter of Demands through Independent Programmes of the Confederation. Accordingly the Conference had called upon all the Affiliates and the State Committees to organize massive Dharna Programme in all State capitals and other important towns in the States.

The Tamilnadu Unit of the Confederation met on 7.6.13 at Chennai. It has been unanimously decided to organize the Dharna Programme in the Mount Road Head Post Office Campus in Chennai and also to request all the District Units of the Confederation to organize the Dharna Programme in their districts.

Accordingly all the District Units of the Confederation are requested to take necessary steps to mobilize large number of members and to organize the Dharna Programme on 20.6.13. A report about the details of the extent of participation may be sent to Chennai Head Quarters.

All the Affiliates are requested to forward this communication to all their District Level Units requesting them to carry out this Programme.

Enclosure: Charter of Demands.

With Greetings.
Yours Fraternally,
General Secretary.

1. Revise the wages of the Central Government employees including Gramin Dak Sewaks with effect from 1.1.2011 and every five years thereafter by setting up the 7th Central Pay Commission.

2. Merge DA with pay for all purposes with effect from. 1.1.2011 including for Gramin Dak Sewaks..

3. Remove restriction imposed on compassionate appointments and the discrimination on such appointments between the Railway workers and other Central Govt. employees.

4.(a) Departmentalise all Gramin Dak Sewaks and grant them all benefits of regular employees;
End Bonus discrimination and enhance bonus ceiling to 3500/-; Withdraw open market recruitment in Postman / MTS cadre; Revise cash handling norms; Grant full protection of TRCA; Grant Time Bound Promotion and Medical Reimbursement facility etc.
(b) Regularise the daily rated, contingent, casual workers and introduce a permanent scheme for periodical regularization. Pending regularization, provide them with pro-rata salary at 6th CPC rates.

5.(a) Revive the functioning of the JCM. Convene the meeting of the Departmental Councils in all Ministries/Departments. Settle the anomalies raised in the National Anomaly Committee as also in the Departmental Anomaly Committees. Hold National Council meetings as specified in the JCM constitution.
(b) Remove the anomalies in the MACP Scheme.
(c) Grant recognition to all Associations/Federations, which have complied with the
formalities and conditions, stipulated in the CCS(RSA) Rules.

6. Fill up all vacant posts and create posts on functional requirements.

7. Stop downsizing outsourcing, contractorization, corporatization and privatization of Governmental functions.

8. Stop price rise. Strengthen the Public Distribution System (PDS).

(a) Stop the proposal to introduce the productivity linked wage system.
(b) Discard the performance related pay structure.
(c) Introduce Productivity Linked Bonus in all Departments.
(d) Remove the ceiling on emoluments for bonus computation.

10. Revise the Overtime Time Allowance, Night duty allowance and clothing rates.

11. Implement all arbitration awards.

12. Make the right to strike a legal and fundamental right of the Government employees on par with the other section of the working class.

13. Grant Five promotions to all employees as is provided for in the case of Group A services.

14. (a) Withdraw the Pension Fund Regulatory and Development Authority Bill.
(b) Rescind the decision to allow FDI in pension sector.
(c) Scrap the new contributory pension scheme.
(d) Extend the existing statutory defined pension scheme to all Central Govt. employees irrespective of their date of entry in Government service.

15. Vacate all Trade Union victimization, and more specifically in the Indian Audit and Accounts Department.

Tuesday 18 June 2013





                                                                                           Dt: 17.6.2013.

1.  Grant of peripheral HRA in consonance with the List of Urban Agglomerations notified in 2011 Population totals released by the Census of India 2011 of Govt. of India, instead of awaiting for dependency certificate years-to-gether from the respective Collectorates. (It is well placed in the Census of India 2011 that the notified urban agglomeration is a continuous urban spread constituting a town and its adjoining growths).
(Reply in RJCM TN under sl. 19 dt. 24.7.12- It is a subject matter to be decided at Dte. level).
2.  Request to withdraw extension of business hours upto 5.00 PM(total 7 hours) including Saturdays against ILO norms and against 5 day week- administrative office/ 6 day week – operative office principles.
(Reply given in RJCM TN Circle under item 7 of 24.7.2012 – As per the instructions contained in Dte. No. 11-2/2004-p.o. dt. 26.6.2012 instructions were issued to all the Divisions/units in other regions also to revise/extend the business hours upto 17.00 hours based on demand and revenue.)
3.  Request to withdraw Dte. instructions to attend mails  and presorting works by drawing officials  on Sundays/ holidays, since it is unfair labour practice  and affects  the mental balance  of the working officials ,  attending  duties without even week holidays. (Copy of  letter sent to  SPOs/SSPOs through e-mail is enclosed)
4. LSG promotions are now  given based on the date of confirmation and not on date of appointment, as per  the standing orders.  But  while introduction of TBOP/BCR,    LSG/HSG II were  treated equal to ,  and  were treated as Divisional cadre. Based on that  promotions were awarded, till 2.6.2002 on Divisional seniority basis. Thereafter,  the position was restored and LSG promotion was treated as Circle cadre, only after amendment of LSG Rectt Rules during 2006. But notional promotions  for the in-between periods were given only based on Divisional Seniority. It is well known that, while Lien system prevailing,  date of confirmation is varying  Division to Division  and during that period promotions were given based on Divisional Seniority basis. Hence while switching over LSG from Divisional cadre into Circle Cadre, the seniority  should be  corrected as a one time measure, for those who have been appointed prior to  4.11.92. 
5.  Due to acute shortage of staff, the existing LRPAs were positioned against regular vacant posts, years-to-gether,  and slowly the LR P.A. s were amalgamated within the  sanctioned strength mostly in all the Divisions  and the  Rectt. was denied against  the 10% LRPAs posts, as in the case of residual vacancies. Hence  a thorough review is requested in order to restore the LR strength exclusively.
6.  Abnormal work load  is increased in all areas to the P.A. cadre  due to several aspects as below:-
i) Unnormed business item of works added to folds  like  EB Bill, Aadhaar cards, Gold coin sales, IMT services, sale of private publications , sim card  sales & various local tie up business, which comes upto an addition of 30-40% of the  regular work load.
ii) RPLI and PLI works are now decentralized to HO levels and there is no creation of post decades  together, which added further work load of upto 30% in addition.
iii) Many P.A.s from General branches were diverted to the  non existing  posts of M.E./S.A./ DSM/CRM etc. and creating artificial vacancies, which is manned by the existing staff.
iv) ADR rectt. for 2011 and 2012 is badly delayed, thereby  also there is increase in work load
upto 15% to the existing staff.                                                         

Hence , inorder to cope up with the day to day works, the services of  willing ,eligible  GDS/Postmen/MTS staff  may  be utilized  on leave vacancies/clear vacant posts  as  in the case of  officiating given on  Postman/MTS.
7. Request  for fencing of  Govt.  properties, vacant  lands owned by the Department, in order to protect from encroachments.
8. The declared 25% incentive is now paid only on petty items . It is not  paid  in all the business items  such as  Sale of Gold Coins , IMT services which yields good  shape of commission.  Moreover there is no guidelines to apportion the  incentive with the  Supervisors and  clerical staff. This should be ensured.
9. The Directorate orders dt. 19.7.2010 restoring the surrendered 26% posts on TBOP/BCR was not  implemented in true spirit. During  that time of surrender, posts were identified and abolished individually.
(RJCM  reply is    ‘ it has nowhere been stated that the posts reduced on TBOP/BCR will be restored. As such the question of restoration of the  posts reduced does not arise at all. ‘) 
Yours fraternally,


Sunday 16 June 2013

Finally the suspense is over and the rumours are put to rest.

 "It has been clarified that the Centre is at present not considering any move to increase the retirement age of the employees from the existing 60.

A senior official in the Ministry of Personnel, Public Grievances and Pensions, which acts as nodal department for personnel matters, said there was no such proposal to increase the age for superannuation of government employees."