THE SECTIONAL
DEMANDS OF THIS UNION
No. P-3/CWC/Jhansi
(UP)/2018-19 Dated: 21st January, 2019
To
The Secretary,
Department of Posts,
Dak Bhawan,
New delhi-110 001
Sub: MEMORANDUM ON IMPORTANT
ISSUES RELATING TO THE
SECTIONAL DEMANDS OF
THIS UNION
Sir,
We are submitting
hereunder the important issues confronting the staff working in the POs and about
their service conditions, welfare, career progress etc. for your immediate
attention and action. The CWC held at Jhansi from 23.12.2018 to
24.12.2018 unanimously resolve to oppose the further moves of the Department in
corporatizing the remaining services other than the IPPB since it has a stay at
this juncture and decided to launch series of action culminating to indefinite
strike in case the department is further proceeding to corporatize the existing
postal services.
The CWC further decides
that in the event of non-consideration and settlement of the following demands,
this union will be forced to conduct programmes culminating to indefinite
strike since many of the issues could be sorted out easily at the department
level and in our opinion they are being protracted and delayed on one pretext
or the other.
It is therefore
requested to kindly bestow your personal attention to mitigate the staff
grievances by giving top most priority within a time frame and ensure tranquillity
and peaceful atmosphere in the workplace for the improvement of the service and
the department.
1.
Shortage of staff
&Review of assessment of vacancies in P.A. cadre in all the Divisions.
i.
In many circles, the exercise as stipulated in Directorate
letter dated 23.11.2015 has not been completed properly and still there is a
huge difference between the sanctioned strength and working strength plus
actual vacancies. There is difference between the sanctioned and working
strength of PAs almost in all the Divisions, because of irregular assessment of
vacancies during the 2000 – 2008. The residual vacancies are not properly taken
into account during that period by many divisions. This results in acute shortage of staff
throughout the nation. The chain of
vacancies in resultant promotional posts are also not taken into account. Immediate review shall be made in all the
circles and revive the posts which were either kept in skeleton or abolished unnoticed
due to non-adherence of the rulings. There should be transparency in the review
in consultation with the service unions and all the vacancies should be taken
into account before notification of the direct recruitment exam.
ii.
Further we are of the firm opinion that the recruitment through
staff selection commission may be reviewed due to inordinate delay taken place
in the recruitment. Circle wise recruitment as in the past may be re-introduced
in order to avoid in filling up the vacant posts.
ii.
In order to meet the shortage of staff in PA cadre, the willing
postmen /MTS/GDS officials possessing required qualification may be utilised in
the short term vacancies.
iii.
The Postal Assistants deputed to circle office/ regional office,
IPPB, Marketing activities may be returned back to the operative divisions
since the shortage problem persists mostly in the operative offices.
2.
Grant of higher pay at entry level to Postal Assistants to the Pay
level of 6 as per 7thCPC (Rs.4200 GP) and subsequent higher levels
to LSG, HSG II , HSG I & NFG.
Due to two contradictory
recommendations made simultaneously within fifteen days ie one is for the
increase of PA scale to Rs.2800 GP and the other to keep the same as Rs.2400 GP
by the department to the 7th CPC, this demand has not been
considered by the 7th CPC. Further, when the educational
qualification has been proposed to be revised as Graduation in the proposed RR
2017, the minimum pay for the PA cadre has to be revised as eligible to the
educational standard ie, Level 6. Accordingly, the entry pay of LSG, HSG II,
& HSG I should be revised and the NFG should be made as Gazetted with
higher pay.
3.
Immediate settlement of residual problems arisen due to
implementation of cadre review.
Consequent upon the
implementation of cadre review, the following issues may please be sorted out
immediately.
i.
The LSG shall be made as divisional cadre and the promotions to
HSG II & HSG I can be accorded based on the PA Gradation list at circle
level. At present, the IPs are promoted to Group B without linking to the
seniority of ASPOs. It will alone minimise the dislocation and filling up of
vacancies in the PA cadre.
ii.
After the identification of HSG II and HSG I, there will be no
qualified LSG/HSG II officials respectively to the extent of number of posts
being upgraded due to application of recruitment rules in which the minimum
required service of 5 years is compulsory for the next promotions. As such if
one time relaxation has not been accorded, most of the upgraded HSG II and HSG
I posts remain vacant and could not be filled up on regular basis. Further it
will result in shortage in the feeder cadre of Postal Assistant and there will
be surplus PAs due to the officiating in higher posts and the existing
vacancies could not be filled up which will hamper the service. It is therefore
necessary to grant one time relaxation in the minimum qualifying service for
the grant of HSG II and HSG I promotions. Since there will be adequate
officials with 5 years’ service in PA cadre there will be no necessary for such
relaxation in the case of LSG promotion
iii.
Similarly the minimum required service to HSG II & HSG I
shall be restored to old status quo ante position. Ie. 3 years which was
earlier accepted by the DOPT. While filling up the post of NFG, the senior most
HSG I employees should be allowed to continue the same work and in the same
post. There shall be no transfer on acquiring the NFG.
iv.
In respect of metropolitan cities like Mumbai, Delhi, Kolkata,
Chennai and capital cities, the number of posts in LSG and HSG II will be very
lesser while comparing the mofussil divisions. While implementing the orders on
cadre restructuring, there will be more dislocation/replacement of officials in
such divisions in PA cadre which will cause a great resentment amidst the
officials. The earlier practice of maintaining two gradation lists as
prescribed in Volume IV viz. one for the divisions under the metropolitan
cities and another for the mofussil divisions shall also be considered to avoid
more replacement and dislocation at the initial stage in case if the proposal
for divisionalisation of LSG is not considered. This practice is still
available in respect of PO & RMS accountants.
v.
Further the application of ‘Good’ bench mark for all the promotions up
to NFG shall be maintained. It is pertinent to submit that there is no
provision in the postal operative offices about the reviewing officers while
writing the APARs and the reporting officer is sole in the decision of the
divisional heads; many times, they use to write the APAR without knowing the
person personally. Even the bias and prejudices of such divisional head
exhibits while writing the APAR. Since
the provision of review is not provided, the application of Good bench mark
shall be maintained. Further as clarified in many departments the application
of good benchmark in case of MACP and regular promotion shall be considered to
the periods prior to implementation of Very good bench mark by the DOPT. In the
event of non-consideration, theprovision of review of APAR as introduced after
the Sixth CPC in our department to upgrade the entries may be declared to
upgrade the benchmark from good to very good as one time measure for the
periods prior to implementation of very good bench mark is required for the MACP and other promotions.
4.
Cadre review of Postmaster cadre –
We are demanding
merger of the Postmaster cadre with general line due to the following reasons.
i.
There is no discrimination among the postmasters who are
doing the same work and under the present changed scenario all the postmasters
are having more responsibilities similar to the Postmaster cadre.
ii.
After carving out the Postmaster cadre it became a dying
cadre in respect of promotional aspects other than the seniority cum fitness
and with no scope of promotional avenues which are available to the General
line officials.
iii.
Since the work of the General line and the postmaster cadre
is similar and one and the same there is no need to keep a separate
hierarchical cadre in the Postmaster cadre.
It is most unfortunate that this cadre is
totally neglected after its formation and after the cadre review in PA cadre,
this cadre is totally frustrated. Even the POs having the earlier status equal
to PM Grade I post is now HSG II; whereas the PM Grade I is still in LSG and
equated with the status of single handed post offices. It must be considered by
enhancing their status of PM Grade I and II as HSG II & HSG I. The PM Grade
III should be equated with NFG and the existing officials should be accommodated
in the relevant posts. There is no need to keep the cadre separately with the
exploitation and could be merged with the existing HSG II, & HSG I. The
relaxation of recruitment rules may be accorded to that extent to provide one
time relaxation to all the existing incumbent postmaster cadre officials to be
placed in the higher HSG II, HSG I & NFG posts.
While carving out the Postmasters cadre
and framing separate recruitment rules for Postmaster cadre, it was declared
that the Postmaster cadre is a separate hierarchical and not transferable to
other cadres. After carving out a
separate cadre of Postmaster from General & IP line, 100% of the senior
Postmaster & Chief Postmaster Posts have not been declared to the
hierarchical cadre of Postmaster and the IPOs have been allowed to continue as
Senior Postmaster till now. In the last six years there was no promotion
accorded as per the recruitment rules to the Senior Postmaster cadre. Before
merging the Postmaster cadre with the general line, the posts of 114 Senior
postmaster posts shall be filled up with the senior most postmaster cadre
officials and then the merger should take place as a part of natural justice to
these neglected cadre.
It is further suggested that in order to
boost the morale of the younger officials who are possessing qualification and
skill, a LDCE promotion may be introduced to the extent of 20% in the LSG posts
and the officials who are possessing three years continuous service may be
permitted to appear the merit oriented examination for the LSG posts.
5. Implementation of CSI Roll out and Rural ICT.
Problems need immediate redressal
For implanting the IT
projects consists of CBS, CIS and CSI, the Department has entered in to
contract with Infosys and TCS. For Network connectivity SIFY Technologies has
been selected above BSNL. The operative staff are struggling like mouthless
creatures at the mercy of the vendors.
i.
Implement the remaining projects after full testing in the testing
environment successfully and problems faced are redressed. Adequate peripherals
required for CSI shall be ensured first. The CSI software should be modified as
a user friendly and should not be a cumbersome creating tension to the staff at
workplace.
ii.
Stop all the pending implementation of the projects forthwith and take
confidence of the service unions /staff before implementation. Network
connectivity should be improvised depending on the status of the office. Both
the NSP I & II must be ensured working.
iii.
All the officials especially the women staff should not be detained in
the office beyond working hours in the name of system failure, network failure
etc., for completing day to day work.
iv.
The following are the issues to be attended and sorted out in the CSI
a. GL Codes: A
comprehensive GL Codes should be supplied by the Department as the different GL
codes are getting us through WhatsApp etc for each items which are to be
deleted subsequently. A catalogue may please be supplied to all.
b. Non reflection of
transactions in daily accounts/ TCB then and there creating hardship. TCB is
not matching with the daily accounts on the same day in many occasions.
c. Pay roll out was
implemented very hastily resulting in non drawal of salary on due date.
Similarly the GPF payments, other bills are inordinately delayed
d. Change of user ID/
sharing of user ID and password is a serious problem. At present it is time
consuming during short term deputations and urgent occasions. The change of
user ID and password could not be done on time as the system takes more time
for such changes. Many times they are
compelled to use the user ID and password of the regular incumbent during such
occasions which is very dangerous.
e. No SOP is
communicated while implementing the CSI. For example in HOs, whether the HO
Summary is required or not; as such how the monitoring of SO transactions is
effectively possible. Similarly it is not clear whether the SO slip is
required; if not what is the alternative to despatch invoiced items including
cash and stamps to SOs. There is no clear cut instructions about the returns to
DAP and what are all those. Similar in the case of preparation/correctness of
Trial balance with GL codes. Generation of TCB/ daily account must be ensured
on the same day so that the official will leave the office peacefully.
f. Generation of
reports at DO/RO/CO levels is possible now but the PMs are being insisted to
generate the reports and forward which is unnecessary duplication of work at
the post office.
g. Supply of stamps to
SO/BOs should be simplified. User friendly menus / steps has to be introduced
to wipe out this problem since non supply of stamps to BOs will reflect the
revenue of the BOs. The sale and payment of IPOs is also a difficult one in the
SAP.
h. The employee portal
is not at all accessible to the employees for applying leave, GPF etc. The
existing procedure for salary payments should be simplified. The role of DDOs
has been minimised and the work has been centralised in the DAP resulting
inordinate delay in payment to the officials.
i. Reversal/ Deletion
of entries is also a serious problem. Now the power has been vested with the
PM/DAP. This should be decentralised and the officials could not be put under
mental torture till the reversal is taken by the audit which is not being
varied out immediately. If it is on the same day the SPM may be vested with the
power before forwarding the accounts and the respective PM of the HO may be
vested with the power if it is within one month. Further a set of rules/
instructions may please be issued considering the risk of deletion/ reversal of
entries.
j. It is very
difficult for PMs to view the status of e-payment in Tcode ZFI-EPAY. This should
be delegated to the SPMs
The above are the important items which require the special attention
and make the CSI a user friendly and there should be no hurdle while working at
the operative side.
The following are the
problems to be sorted out immediately in the RICT
i.
Approval of Substitutes in RICT device is much complicated as the
substitutes will not be a common person.
ii.
There is no network connection even after the supply of different types
of sim cards. Minimum double sim cards shall be provided where there is
unstable network.
iii.
Good quality of RICT machines must be ensured, There are many complaints
about the malfunctioning of the machines. Further permanent arrangement has to
be provided to attend the repair of the device, batteries, panel board then and
there to avoid the dislocation of the service. The GDS officials should be
imparted proper training in RICT functions and work.
iv.
The present device is with very small key board and screen and its
operation is quite difficult particularly to the senior GDSwho did not possess
the knowledge of handling such devices earlier. It is requested to consider to
provide tablet or laptop in the future by replacing the RICT devices.
The following are the
problems prevailing in Finacle/ McCamish
i.
To avoid posting transactions of Finacle and McCamish using tool,
mapping with employee ID in SAP/CSI is required.
ii.
Finacle Menus are to be minimised.
iii.
The size of POSB passbooks should be remodelled like bank pass books
making the printing of entries therein become easy.
iv.
The McCamish site is not stale still. The process is taking more time consuming,
It should be simplified. In the approval stage, after the approval of QC, the
items will wrongly reaching in the inboxes of RO, CO etc creating abnormal
delay.
v.
No facility to generate commission bills in MCCamish is provided and no
commission is sanctioned and credited automatically. Commissions should be
credited to the SB accounts of the officials/ agents as and when the
transaction is taken place which will motivate for more business.
vi.
The functioning of SIFY is not up to the requirements and in many places
this is not working. In many places the SAP II is not working and depending
only one network that could not cater the requirements.
vii.
McCamish reports are not available every day. Hence the staff are
experiencing difficulty to tally their daily accounts. Further supervisory
provisions should be made available for any corrections if required.
viii.
The proposals are not correctly directed to corresponding ‘inbox’ of
approver with respect of the sum assured.
ix.
For the surrender cases, copies of all the documents are sent manually
to the ADM (PLI) for approval since they are not able to access the file net.
x.
Bar Code facility may be introduced for PLI/RPLI policies so that
further transactions and correspondences could be easier.
xi.
6. Posting of additional
hand to all the single handed offices.
7.
The present
software is having doer and checker provisions which cannot be managed by a
single staff at the same time. In particular as per the CSI norms there should
be operator and checker. Further in the changed environment, technological
change, introduction of Aadhar seeding, IPPB works, all the single handed
offices should be provided with one hand immediately.
8.
Issues related to Group B Recruitment Rules
i.
As the Postmaster cadre has been separately carved out from the
general line and a separate hierarchical promotional line has been prescribed,
the entire 116 post of the Senior Postmaster should be allotted exclusively for
Postmaster cadre. Postmaster cadre is a specialised cadre by conducting a
separate examination as if of IPs. Therefore there should be no reservation in
the 116 posts for the IP grade officials and the all the posts should be
earmarked only for the Postmaster cadre in case if our proposal of merger of
postmaster cadre and general line supervisory posts.
ii. The reservation made for Postmaster cadre should not alter
the existing representation of 6% in Group B examination for general line as if
available as on date. The existing representation of 6% to the General line
shall also be enhanced to extent of 19% as recommended by the V pay commission.
iii.
It is pertinent to note that at the time of introduction of
direct recruitment of IP cadre to extent of 33% freezing out from the PA
cadre,it was assured that the percentage of the representation in the Group B
cadre shall be enhanced accordingly. However this has not been exercised so
far.
As agreed upon in the
JCM Departmental council a separate proposal has been forwarded by the staff
side much earlier about the enhancement of reservation and eligibility of Group
B examination for which no meeting has been convened so far. But to our dismay
in the proposed Group B Recruitment Rules circulated last year the exclusive
privilege of writing the exams by PAs have been extended to CO, SBCO &
Others whereas the reservation of 6% has not been enhanced. This causes a
concern. It must be increased to the extent of 19% as demanded and allowing all
to write the examination.
9.
Irregular
commutation of LR strength.
It is observed that LR
strength of all categories is being calculated on the ratio of 10% of the
operative staff and this is being confirmed during the negotiations held with
the Staff Side during the strike charter demands.Whereas while referring the
P&T Manual Volume IV under Chapter I general rule 18-1, the following ratio
has been fixed for commutation of leave reserve in the P&T Department.
Administrative offices 14%.As per Rules 249 in Chapter 8 envisages the
percentage of leave reserve in post offices to be maintained as 17% and in RMS
20%. There was no amendment to the rules made subsequently. The DOPT
instructions fixing 10% LRs is applicable to only administrative offices. The
provision of child care leave introduced by the Sixth CPC has not been fully
implemented in any division/ circle due to dearth of hands and the existing
shortage of staff is made as a ruse to deny the facilities to the women
employees. The discrepancies shall may be sorted out and necessary LR posts may
be created to manage the shortage of staff and other new ventures of the
department
10. Fixation of Pay on promotion to a post carrying
higher duties and responsibilities but carrying same grade pay.
A kind attention is invited to the OMs issued by the Department about
granting of one increment to Postmaster Grade I and IPOs on promotion to ASPOs
in the case of carrying same Grade pay.
In the Department of Posts, the norm based posts in the cadre of LSG, HSG-II
and HSG-I carry higher duties and responsibilities ( Supervisory posts) and on
promotion to these posts from the feeder cadre are eligible for fixation of pay
under FR.22(1) a(i) and therefore, the same analogy applicable to Postmaster
cadre and ASPOs shall be applied in the promotions for LSG, Fast Track, HSG II
& HSG I etc. and grant 3% increment in such cases of promotion if the grade
is one and same for those acquired the same Grade Pay due to MACP. It is
requested to cause appropriate orders.
11. MACP Anomalies – Injustice to promotees under MACP scheme – request
implementation of CAT Jodhpur judgment and the judgment of Supreme Court in
favour of Sivakumar, Chennai North Dn, Tamilnadu circle –
The Central
Administrative Tribunal, Jodhpur vide its judgment in the cases filed under OA
No. 382/2011, OA 353/2011 & OA 354/2011 held that the previous career
advancements cannot be called as promotions for the consideration of MACP and
it should be started a new innings from the PA promotion for counting the stagnation.
The CAT sets aside the impugned cancellation of MACP orders against the
applicants and directed to repay the amount with due GPF rate of interest. The
Supreme Court has held in case of Sivakumar to accord third MACP even though he
is a promotee.
The judgment is
partially implemented in the case of the officials who approached legal
remedies and a Good Govt should not drive all the similarly situated persons to
knock the doors of the Court. It should be implemented to all the similarly
situated persons.
It is therefore
requested to kindly cause immediate action and render justice to the promotees
who are aggrieved due to partial implementation of the Court orders.
12. Implementation of
Five days week in Postal
A kind attention is
invited to the earlier charter of demands for which it was replied that it will
be pursued. Under the changed atmosphere and working in the computers
uninterruptedly for more than eight hours daily the operative staff require two
days rest in a week. Further the banking sector have declared holiday on second
and fourth Saturday of a month from Sep 2015 and this is in practice in every
sector. It is therefore requested to consider and declare five days week in the
postal department at the earliest.
13. Tenure , Transfer
Policies & sensitive posts request to revisit
In the revised
Rotational transfer policy guidelines issued by the Department, the post tenure
has been reduced to the Group C officials instead of the four years existing
since from the beginning. Similarly, the station tenure has been implemented to
non-gazetted officials also which will cause frequent dislocations to the
staff. This will cause huge expenditure by way of TA also to the Govt. and also
cause frequent disturbance in the children’s education and maintaining double
establishments. The provisions of status quo ante may be restored in case of
non-gazetted officials. Further, the sensitive posts have been widened and
under the present orders, there will be more dislocation once in two years in
particular to single and double handed post offices, systems administrators
etc. This should be revisited and the sensitive posts should be reduced.
14. Compelling local trainees to stay in hostels in PTCs
Postal Training Centre,
is compelling the officials deputed for training from the local and
neighbouring divisions to stay in the hostel during the training period. There
is no need to compel the local trainees to stay in hostels and they can be
allowed to attend the training classes from their residences and it will reduce
the TA expenditure to the department also. The women employees who are local
residents are facing untold hardships due to this insistence.
15. Imposing unjustified conditions for appearing IP Examination for the
departmental quota vacancies.
The following
conditions were put forth by the Department vide letter no. A 34012/7/2012-DE
dated 07.06.2012 for appearing in the IP examination which are detrimental and
also against to the existing provisions in appearing Departmental examinations.
(i)
No disciplinary action is pending or contemplated against the
applicant.
(ii)
No punishment is current against the applicant.
(iii)
No adverse entry in the APAR/ACR in the last two years.
Based on the above, the applications submitted by many officials
have not been entertained this time, merely for contemplation of Disciplinary
proceedings. No promotions can be withheld in such cases. As such denial of
appearing promotional examination is highly deplorable and will tantamount to
the denial of Fundamental rights to this officials. Even the procedure of
sealed cover is available for promotion. The new clause of adverse entry for
last two years is nowhere in the earlier rules and it is against to the
interest of the officials.It is
therefore requested to rescind the conditions and status quo ante may please be
restored.
16. Revised IP
Recruitment Rules – regarding
In the recruitment rules for the IPs, the minimum service for
appearing the IP examination has been enhanced to eight years from the five
years. There are more youngsters possessing higher qualifications in PA cadre
due to the mass retirement and they are forced to wait for eight years for
appearing the examination. It is therefore requested to consider and modify the
required minimum service as five years instead of the present eight years
17. PO & RMS
Accountant - Grant of special allowance
The following demands in respect of PO & RMS
Accountants have not been considered yet causing resentment and displeasure
amidst the qualified hands.
(i) Proportionate
distribution of APM Accounts posts among LSG, HSG II and HSG-I and declare it
as a separate cadre.
(ii) The
special allowance granted to PO & RMS Accountants was withdrawn after the
implementation of seventh pay commission. The Department has not properly
appraised to MOF about the continuance of allowance which was earlier called as
special pay and taken for fixation benefits at the time of promotion to LSG. When
there is no allowance and no separate channel of promotion no one will be
willing to write the examination hereafter. When Treasury allowance is restored
similar is the case of special allowance to PO & RMS Accountant and this
should be taken up and grant the same to the Accountants retrospectively
(iii) Date
of passing Accounts exam may be taken as the criteria for APM LSG promotion,
since no amendment has so far been issued to the statutory rules. Further
the earlier passing of examination will have no relevance in future if the date
of appointment and PA seniority is taken for the promotion to LSG APMs. It will
demotivate the officials in writing the Accountant examination.
18.
Grant of special allowance to the System administrator to the extent
of Rs.2000 Pm.
The work of the system manager and the administrators is more
ardent and tension in nature. They have to work round the clock for attending
the trouble shooting. It was agreed in 2008 to grant special allowance to these
officials where as we demanded for creation of separate higher cadre at that
time.
Since the formation of separate cadre to system administrator is
now almost a closed subject, it is requested to kindly consider for the grant
of special allowance considering the nature of their work.
19. Grant of Officiating Pay
with all consequential benefits for staff officiated in higher vacancies:
It is brought to our notice that the due officiating pay has not been
drawn to the incumbents officiating in higher posts. In some circle, despite
the clear instructions that MACP is nothing but the PA, the MACP I are forcibly
ordered to officiate in LSG likewise in order to deny the drawal officiating
pay. This causes a concern.
If an official possessing five years’ service and officiated in LSG Posts
he must be granted higher pay; similarly the LSG officials officiating in HSG
II & HSG I posts. Clear orders may be released by the Directorate in order
to clear the local orders denying the drawal of officiating pay to the officials.
20. Ensuring the
standard of residential accommodation to the SPMs provided with attached
Quarters.
Many post attached
quarters provided to the SPMs are either sub standard or lack many basic
amenities. The schedule of accommodation as prescribed by the Department has
not been observed while fixing PO building particularly for the post attached
quarters. In rural areas, the total rent payable to the landlord for the whole
building housing the post office and Quarters does not exceed even to Rs.800/-
per month. It is not uncommon to see that a token amount of Rs.50/- likewise is
being charged for the post office and in all such cases, the Postmasters are
compelled to stay in the accommodation which is unfit for inhabitation and also
far below to the standards. There are many post attached quarters lacking the
basic amenities of lavatories. If the
Department could not provide adequate accommodation for the Quarters as prescribed
in the SOA, and arrange basic amenities, it should provide option to the SPMs
to secure his own accommodation and in such cases the due HRA may be paid to
him. The policy of providing post attached accommodation requires
reconsideration after the services of Telegraph has totally with drawn from
Post offices.
21.
Maintenance of
APAR in case of Postman and Group ‘D’ by LSG SPM – regarding–
Despite the
fact that the appointing authority for the MTS and postmen have been modified
as the divisional head, still in many circles the LSG postmasters are
maintaining the APAR of the postmen and MTS working in their offices. Since the
importance of APAR is enhanced for the grant of MACP, the uniformity in
maintaining the APAR is a must and it should be at divisional level. There is
no clarity on the subject that who will maintain APAR in respect of LSG and
above offices and the old practice existed prior to 1990s is being imposed.
It is therefore requested to issue clear orders on the subject
at the earliest.
22.
Stepping up of
pay in case of postman and Group ‘D’ officials – The stepping up has been
denied by stating that the seniority should be determined within the sub
division where the official is working. This defeats the purpose of maintaining
the gradation list at Divisional level in such cadres. Since the recruitment of
postman and Group 'D' is being made at Divisional level and the seniority is
also being determined based on the selection list of the entire division, the
stepping up of the pay should be granted as per the divisional gradation list
and not as per the sub divisional gradation list.
23. Manning of IPO/ASPOS to be incharge of BPCs – regarding.
A kind attention is
invited to the JCM (DC) discussions on the subject and it was assured to
replace the existing general line officials with the IP/ASPOs according to
business secured. It is crystal clear that as per BD Dte No.16-10/2000-BDD dt.
16.1.2000, supervisory official should be posted based on the revenue generated
at the BPCs, since Contract labourers are engaged and there is every
possibility of emanating malpractices there. They are meant for the purpose of
accounting, depositing of revenue, payment, data maintenance and supervision.
But instead of entrusting this work to the IPs/ASPs in major BPCs, the
Accountants of the office are squeezed to attend this work in addition. If any
fraud occurs, they will be fixed as scapegoats and recovery will be imposed. In
fact they are not having any access to the work, turn over or payment but
orders to verify the accounting and genuineness which is nothing but a farce.
This is causing a concern. This should be stopped and suitable action should be
taken in accordance with the Dte. Guidelines.
Further, the provision
of incentive to the postal staff, out of commission earned under business
package is also denied in many circles. This may please be ensured.
24. Fixing of unrealised
targets and put the staff under pressure mental stress.
It is widely reported by all the circles that there is a heavy torture in
business activities and individual targets are being fixed and threatened even
the indoor staff. Some of the divisional heads are threatening the staff
through their whats app group which they are maintaining that if the staff do
not procure the target, their APAR will be blemished with lesser mark which
will affect their promotion and MACP as per the recent orders. This is
prevailing in all the circles. Unrealistic targets for the indoor staff is
causing a serious concern in the present atmosphere where officials could not
work peacefully in midst of non-functioning of SAP etc. Threatening the staff
at field level must be stopped forthwith. Compelling the officials to open
split accounts which is against to the Dte order must be arrested.
It is further to state that the officials should not be compelled to
join the whats app group created by the divisional administration and the
mobile phone of the officials is purely personal one and that should not be
compelled for other purposes and in particular giving messages in the odd
hours. If the department to create such groups it should supply phone to all
the officials exclusively for the purpose
25. Revision of OTA rates
The Ministry of
Finance has already sought for the information from the operative offices about
the revision of OTA rates and we have submitted our proposals earlier. We don’t
know the fate of the proposals. Since in
all other operative departments like Railways and Defence, the OTA rates have
been revised. Whereas still we are getting Rs.15.85 per hour as OTA. It is
nothing but exploitation of labour. The OTA rates must be enhanced to the
extent of 1 ½ hour wages for one hour extra performance under OTA.
26.
Budgetary allotment for Computer Advance and enhancement of
financial power to Postmasters.
After the total computerization of the P.O. and its functioning,
the officials who desire to purchase computers for their own should be
encouraged which will motivate them further in the computer operations. There
is a resentment prevailing amidst the officials due to poor allotment of funds
under this head.
Further the present financial powers vested to LSG, HSG II, HSG
I and postmaster cadre are insufficient even to meet the immediate requirement
at counters just like minor repairs to electricity, computer or other
stationeries etc. The financial powers require upward revision.
27. Inadequate
allotment of funds under TA & ROHSC causing abnormal delay in settlement of
personal claims,
It is widely reported in
the CWC meeting held at Jhansi by the circle secretaries that due to inadequate
allotment of funds, most of the TA and Medical claims are pending undisbursed
for years together. Funds allotment has not been made by the Directorate to the
extent of the claims of the officials to the respective circles. It is
requested to allot or divert funds to the needy circles immediately and wipe
out all the pending personal claims of the officials.
28. Stop harassing
staff on contributory factors for simple and flimsy reasons by misusing the
provision of ‘unbecoming of Government Servant’ deviating the ruling contained
in Volume III, FHB etc.
The Directorate
guidelines issued vide letter No. 6/8/59-Disc dt. 9.7.1959, 25/49/60-Disc
dt.30.11.60 and 15-9/74-1NV dt. 10.2.75, and subsequent orders are being
violated and the officials being preceded under contributory negligence factor
for flimsy reasons and awarded with huge recoveries. The provisions contained
in Rule,106,107, 108 & 111 of Postal Volume III and the provision of honest
errors can be condoned contained in Rule 204 A (1) vol II and the provision of
Rule 58, Appendix 4 of F.H.B. volume I in dealing of recovery have been totally
ignored and sidelined. The main intention of the Government while deciding the
degree of an officer’s pecuniary liability, it will be necessary to look not
only to the circumstances of the case but also to the financial circumstances
of the officer, since it should be recognized that the tendency should not be
such as to impair his future efficiency. This union urges for proper guidelines
in the matter of contributory negligence to protect the officials being
harassed.
Recently it is brought to our notice that even in the burglary
taken place in the post offices, the SPMs and other staff are being proceeded under
contributory factors in order to recover the amount due to the burglary. The
contributory negligence factors has been misused by the divisional
administrations in almost all the circles and it should be curbed forthwith.
Moreover, the DAs are misusing the quasi-judicial powers to
victimise the trade union office bearers in many places for their genuine trade
union activities. More divisional secretaries are being harassed by the ill
minded and arrogant officers. This causes a concern. We request to curb such
activities by suitable actions at circle level as deems fit.
It is therefore requested to cause suitable instructions that
the extenuating factors and also if the official is not directly responsible,
no recovery should be imposed and also direct the administration to desist such
activities to make scape goat of the innocent officials working honestly in the
current environment to the Department.
29. Grant of Flexi
Working hours – Case of bigger Cities –
In most of the metro cities, the traffic jam on roads is the common
feature and regular occurrence and some officials are being forced to attend
office late by 0.30 minutes due to unavoidable circumstances. After the
introduction of biometric attendance, the officials are forced to produce leave
in such cases and in particular the women employees are the worst sufferers. If
the Flexi working hours as if introduced in Mumbai is considered for other
major cities, the officials can be ordered to remain in the office at the
equivalent time they came in late in unavoidable circumstances, it will be very
much helpful to the officials working in major metro cities/towns.
This may please considered considering
the practical difficulties being faced by the officials working in the metro
and other bigger towns.
30. Closure of post offices unleashed in Gujarat Circle
The Directorate has caused clear cut directions that under no
circumstances, any post office should be closed and in the event any necessity
that office will be simultaneously reopened. Despite the orders, the Gujrat
circle administration has closed hundreds of post offices on its own and they
have not been relocated. The request of the circle union not to close the POs
has not been cared for. Suitable instructions may please be reiterated once
again not to close down any post office and in particular to Gujrat circle to
reopen the closed post offices immediately.
31. Undue trade union facilities extended to Supervisors & BPEF
Unions; Please refer this union letter in which we have explained all the ruling positions
and the decisions taken earlier at the Directorate. The undue patronage shall
be withdrawn forthwith.
The above are
the important issues confronting the officials of our section and in the event
of non-consideration of these demands within one month and no positive signal
is received from the administration, we have no other alternate except to
resort trade union programmes culminating to indefinite strike.
I fervently seek
your immediate personal attention and request to mitigate the issues at the
earliest.
May I request
your response, Sir?
With profound regards,
Yours Sincerely,
R.N.Parashar,
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