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Revision of pension in r/o pre-2006 Commissioned Officers/JCOs/ORs pensioners/ Family pensioners

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OFFICE OF THE PR. CONTROLLER OF DEFENCE ACCOUNTS (PENSIONS) DRAUPADI GHAT, ALLAHABAD- 211014 Circular No. 551 Dated: 28.12.2015 Subject :- Revision of pension in r/o pre-2006 Commissioned Officers/JCOs/ORs pensioners/ Family pensioners. Reference:- This office Circular No. 547 dated 11.09.2015. Pension Disbursing Agencies are aware that as per this office Circular No. 547 dt.- 11.09.2015, Service/Family Pension in respect of JCOs/ORs are to be revised w.e.f. 01.01.2006 by the Pension Disbursing Agencies as per tables attached with circular. Specific tables for revision of Special Pension/Invalid Pension/ Service Element of Disability Pension in respect of Pre- 01.01.2006 PBORs retirees discharged with less than 15 years of qualifying service and Service Pension of TA personnel irrespective of their qualifying service have not been prepared as the Pension Disbursing Agencies would not be in a position to revise such cases. Hence, such cases shall be referred to the Pension Sanctioning Authorities by Pension Disbursing Agencies on enclosed Annexure to issue corrigendum PPOs in affected cases. 2. Similarly the DSC personnel who are receiving two pensions, one for regular Army Service and other for DSC Service, their pension for DSC Service shall not be revised. The pension for regular Army service shall be revised under these orders by the Pension Disbursing Agencies. A reference for revision of pension for DSC service will be sent to PCDA (P) on attached Annexure for issue of Corr. PPO. However, Pension of DSC pensioners receiving only one pension for DSC service shall be revised under these orders from attached Table of the Army personnel. DSC pensioners who were on clerical duty and other duty, their pension shall be revised by the attached table for group ‘Y’ and group ‘2’ respectively.  3. Maximum term of engagement for various ranks is mentioned in Appendix ‘X’ of this office important Circular No. 501 dated 17.01.2013. To maintain the uniformity in the tables, the rates have been shown up to the qualifying service of 28 years for each rank. The Service Pension may be revised only up to maximum term of engagement. 4. In Annexure ‘C’ for Navy attached with GOI, MOD letter dated 03.09.2015 circulated vide Circular No. 547, the Column Nos. have been typed erroneously as 2, 3, 5……, same may be treated as re-numbered from ‘1’ upward accordingly. Column No. 21 of Annexure ‘B’ (Air Force) of GOI, MOD letter dated 03.09.2015 circulated vide this office Circular No. 547 has erroneously been typed as ‘2021’, the same may be read as Column No. ‘21’ instead of ‘2021’. Further, in column 9 of Annexure ‘B’, the rate shown for the rank of CPL ‘Z’ against the qualifying service of 25.5 years has erroneously been typed as ‘Rs. 5151’, the same may be read as Rs. 4922 instead of Rs. 5151. 5. Similarly, equivalence of ranks across the three services has also been provided in Circular No. 501 dt- 17.01.2013 and Circular No. 512 dt- 26.06.2013. The rank of Chief Mechanician is equivalent to Chief Artificer. Therefore, the pension of Chief Mechanician shall be revised according to Chief Artificer. As per this office ibid circular, the rank of Mechanician IV is equivalent to Artificer IV. Therefore, the pension of Mechanician lV shall be revised equivalent to Artificer- IV. 6. Further, revision under these order may be done on the basis of rank last held and not for the rank for which pensioned as the same has already been clarified in Note below Annexure-Ill of Gol, MoD letter dated 11.11.2008 circulated vide this office Circular No. 397 dated 18.11.2008 (as amended from time to time). 7. All other terms and conditions shall remain unchanged. 8. This circular has been uploaded on this office website www.pcdapension.nic.in for dissemination across the all concerned. (G.K. Baranwal) Dy. CDA (Pensions) Click to view the order Authority : www.pcdapension.nic.in

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MEMORANDUM OF DEMAND OF EX-SERVICEMEN (JCOs/NCOs/Ors) TO THE PRIME MINISTER OF INDIA – MEMORANDUM OF DEMAND OF EX-SERVICEMEN (JCOs/NCOs/Ors)

, by indianmilitaryveterans

  Mr. Narendra Modi, Honourable Prime Minister of India, 152-South Block,Raisina Hill, New Delhi-110011 SUBJECT: MEMORANDUM OF DEMAND OF EX-SERVICEMEN (JCOs/NCOs/Ors) Respected Sir, We would like to thank our beloved Prime Minister Shri Narendra Modi sir for his acknowledgement of sacrifices of the Sipahis, the Naiks and the Havaldars. When he mentioned us in his speech “80-90% militarymen are the personal below officer rank JCOs/NCOs/ORs. They are the very first person to face the enemy bullets and lay down their lives in the service to the mother nation. But as it is necessary to keep the forces young they have to leave the services at a very young age. After completing just 15-17 years in the armed forces.” We reiterate that Shri Narendra Modiji is the first ever prime minister who has openly acknowledged our services and sacrifices in line of performance of our duty to the nation. At the same time, this is a pity and very sad moment for us the Sipahis, the Naiks and the Havaldars (JCOs/NCOs/Ors) that despite our selfless services to the nation we are relegated and sidelined by our own military leaders, ‘the commissioned officers’. We account for 95% to 97% of total strength of ex-servicemen of our country. All ex-servicemen organisations, every governement department of sainik welfare and sainik departmant political parties are headed by retired military officers hece the issues of JCO/NCO/Ors like their legitimate justifys, discrimination and poor economic condition due to meagre pay and allowances, less service pension these issues never reach properly to the governement and political parties. Even while serving we are totally dependent on officers and service headquerters. Which has resulted in exploitation of JCO/NCO and ORs as the high ranked officers, sitting in the defence headquerters had vasted interests and they were only taking care of their own cadre. After having plolonged discussions with retired JCOs/NCOs/ORs who reside in various parts of the country, the following demands are forwarded herewith for your kind consideration and taking appropriate action to implement our genuine demands with letter and spirit. One Rank One Pension (OROP): We are not accepting the ecurrent formula of OROP as it benefits only commissioned officers this formula is based on advices by officer centric organisations, who have actually hijacked the OROP – originally meant for the Jawans. 70% Jawans are compulsarily discharged from the forces between 35-40 years of age to keep the forces young. Jawans face much more difficulties in terms of non famiy stations being actualy deployed at Borders. OROP is scheme initially designed to compansate low pensions and difficulties in finding alternative re-employement in the middle age. Whereas officers serve upto the age of 60 including re-employment. Officers work from tents behind which are air conditioned even in field areas. The officers are also highly paid with their minimum pension starting at Rs. 56000/- Per Month and going upto Rs. 100,000/- Per Month. However the officers have latched up to the idea of OROP and redefined it into a prestige issue where, ‘No officer will receive less pension than his Jounior’, irrespective of date of retirement. We the jawans condemn, deplore and totally reject this definition and strong arm tactics of officers. We aslo condemn all the members of officer feternity for continuesly publicly abusing the Prime Minister of our Country shri Naredra Modiji on various social media platforms like Facebook (OROP Ex Servicemen group, Mission OROP group) and Twitter. Also we stronly condem the IESM’s politicaly motivated on going hunger strike and Dharna at Jantar Mantar. In the current formula the Jawans get a benefit of Rs. 500/- to Rs.1500/- pm, whereas officers get Rs. 20000/- to 40000/- pm in addition to their minimum pension of Rs. 56000/-. Under these scenarios officers demanding OROP is totally unethical, illegal and filled with sense of lust for more and more money. In order to provide a decent enhancement to Jawans/JCOs pensions, we demand the following: Equal Military Service Pay for Jawans/JCOs as paid to Officers Restoration of 75% of last pay drawn as pension which was in vague till the year 1973. This was reduced to 50% and further brought down to 38%. Equal widow (family) pension to be enhanced from Rs. 3500/- to Rs. 35000/- as currently paid to officer’s widows. Equal disability pension to all ranks – without differentiating injuries on rank structure. We the JCOs/NCOs/ORs are the justifyful owners of One rank one pension and the officers may be excluded from this purview, as unethical and illegal claim. The amounts saved thus may be utilised for betterment of widows and disabled jawans/JCOs and their kin’s welfere. Provide Fixed Time promotion or Pay Up-gradation to Jawans at the same rate by upgrading his Pay to the 6th higher rank of Subedar in 14 years or earlier. The Havildars must be placed in PB 2 and every Jawan should be up-graded to the pay of Naik in 3 years, to the pay of Havildar in 6 years, to the pay of Naib Subedar in 10 years or earlier and to the pay of Subedar before 16 years. Those who are promoted to the JCO ranks must be placed in PB-3 and every Jawan (JCO, NCO & OR) must get the pay and pension of the next higher rank from which he is discharged/ retired. Form a Cabinet Committee to study the Organizational and Pay/Pension structure of US Military and modernize our Military in the same order to bring up the status and confidence of the Jawans who have never failed in sacrificing their life for the nation. Only the Jawans (JCO, NCO & OR) retire at an early age of 35 to 40 years and only the Jawans live away from their families in much harsher conditions than the Commissioned Officers. The Jawans also work as SEWADAR/SAHAYAK (personal house servants) of Commissioned Officers and their wives and children to keep them comfortable. Place the Diploma Holders in same PB 2 after completion of training (as the Central Government Diploma Engineers are). As per 6 CPC report, the Military institutes award Diploma in Nursing and those diploma holder Nurses are commissioned as Officers and are placed in PB-3. The Diploma Civil Engineers were place in the Rank of Naib Subedar before 3rd CPC. Control the PCDA and CDAs from modifying the government orders/letters and going against the Government’s polices designed to benefit the JCOs, NCOs and ORs. Several Jawans are not paid the pension of the LAST RANK from which they were discharged/retired before completing 10 months in that rank. This is in spite of the ruling from AFT and several Court Judgements which favoured the Jawans. Please instruct the PCDA/CDAs to pay the Pension of the Last Rank held from 5th CPC onwards. Accommodation should be allotted by rainbow system every building and residential area should have officer’s and Jawans quarters. No separate accommodation area for officers as this move will bring in more camaraderie amongst men and officers. And in turn remove tag of untouchables from us Jawan’s foreheads. Same Roster of accommodation in terms of Officers and soldiers. Huge gap of pay between officers and Jawans should be normalised as per Government Norms (Compare pay of officers in Public sector Banks and Clerks). This will also enable the Government to remove anomalities in terms of allotment of government married accommodation. By equalising Salaries of NCOs (havildar/Sargent/Petty officer) to that of a commissioned officer as it is in the Royal Navy of United Kingdom government will be able to extand accommodations specially made for and made by the officers to the Jawans. Equal MSP for all members of armed forces. Military service pay should be equal for both the cadres All the rules and regulations like REGS NAVY AND NAVY ACT 1957 are colonial laws (which you our beloved PM are already abolishing) are made to harass the soldiers. These rules and regulations are made by the British to rule this country. Divide and rule policy adopted by the British is still continued in the Indian Armed Forces. After Independence, no change has been made in these rules and regulations. Officers of the Indian Armed Forces are like British and they behaving with soldiers like their slaves. The soldiers became the puppets in the hand of all these officers. “Boss is always justify” phenomenon is going on in the defence forces. If any superior officer harass or abuse any soldier and the victim soldier complains against that officer, there is no legal action taken against the guilty officer, but if any soldier speaks against any officer then whole set of rules and regulations are referred. The false charges are framed against that soldiers and he may be thrown out of service by means of court martial. Total Removal of colonial laws i.e. Navy Act 1957 REGS Navy as these laws and rule books were conceptulised by the earstwhile Royal Navy(Britishers) and are tilted in favor of officers. These colonial laws are one of the major reasons for present untouchable status of the Jawans. We the jawans of Indian Armed Forces need an Ambedkar a Gandhi to bring us out of these sewege dump created by using British system of divide and Rule. After Independence it is the Black Britishesers who are ruling the Soilders of India. NO PROMOTION/NEVER PROMOTION POLICY FROM JAWAN CADRE TO OFFICER CADRE: The Jawans: The Jawans aren’t actualy retiring but they are forced to leave the services. May be it is the government’s wish that they want the forces to be young. But than the Jawan should be given more opportunities to get promoted to officer’s ranks and to continue their services to the nation. Does any one citizen of this country think that only less than only 1% out of around 15 lakh soldiers are good enough to become officers? And the rest of us are useless and needed to be thrown into wilderness. This is really strange that the same Integreted headquerters who have recommended timescale promotions instead of merit based promotions for the officer cadre is not at all promoting the Jawans to officer’s cadre even on merit and discarding them like a toilet paper, after completion of their initial contract of engegement of 15 -17-20 years. No time scale promotions for soilders. A Corporal/Leading Seaman/Naik can only serve till 17 years. A Havildar can only serve the nation till 23 years of service. If a Jawan does not have a good Annual Confidentiol Report and is not promoted to next rank. He will be thrown out of the service once he has completed maximum years permissible in his rank. This policy is devised to keep the armed forces young. Agree! That we need fresh legs to protact the country. But why deserving jawans are not being promoted to the post of officer. In all central government and PSUs 50% of the posts are filled by pormotion. But in the armed forces they have this hugely biased Service Selection Board (SSB) interview system. The entire concept of SSB is currupt favourism and nepotism at all time high. Most members of SSB are defence offiers and no wonder that more than 70% of serving officers are reletives of defence offiers. We call is uncle colonel syndrome. Where they never promote even 1% soldiers to officer’s Ranks. This in turn results in 95% of Jawans of each batch leaving services after completion of their initial engagement. The central government places its diploma engineers at Pay Band 2 with Rs.4200/- grade pay. Whereas military diploma holders are paid what the central govt. pays to its peons and safaiwala!!! 5200(Basic)+2000(gradepay) The officers: All commissioned officers got pay and pension of Lt. Col rank for the rank of Major by placing htem in higher pay Band PB-4 on completion of 21 years service (time scale Promotion policy). The commissioned officers arranged to upgrade the Lt. Colonels from PB3 to PB 4 by nexus with ministry personnel and defence headquerters. Before every pay commission the officers start hue and cry about shortage of officers in armed forces. RECRUITMENT IN THE INDIAN ARMED FORCES ARMY/NAVY/AIR FORCE As our Prime Minister Shri MODI Sir has said, we have to keep the forces young. We request the prime minister to intervene in the biased internal promotional exams and the match fixing happening in Service Selection Board (SSB). How on earth can someone explain that majority of the current crop of officers are kins and relatives of serving/retired offiers The Recruitment process in the Armed forces has to change. We cannot go on following british pattern. All recruitments should start from soldier level and from there deserving should be promoted to commissioned officer rank. Pay structure should be as it is followed by other developed countries like USA and UK in those countries the pay package of JCOs are higher than that of Major. In the Central Government the Staff selection commission(SSC) is the authority which conducts interviews and written examinations of all the graduate level posts for initial selection and Promotion. The SSC (Staff selection commission) is an unbiased organisation of great stature in India. The SSC should be made the organisation which will conduct written tests and Interviews for selection and promotion all the posts (officers and Soldiers) in the Indian Armed Forces. The SSC conducts a Combined Graduate level examination (CGL) every year fot recruitment in all posts where minimum qualification is Graduation. Even departmental promotional exams are conducted by the SSC and has resulted in a selection system that is truly unbiased and trust worthy.  As we all know in Indian Navy and Indian Airforce initial joining quolification is 10+2 for officers and Sailors both. Recruitment and selection should be carried out by the Staff Selection Commission and not the internal biased bodies. Just as in CGL candidates qualifying will have to fill online option form to choose different posts The officers have been spreading rumors about their strength in service and how so many officers are leaving the services. But this is a white Lie. If one checks the records of Jawan leaving the services one can find more than 90% of jawan are leaving the services on expiry of their initial engagement. (In case of Indian Navy that is 15 years). It is shocking that maximum numbers of Jawan are not ready to serve the Mother Nation once their initial Contract is over. I am sure that if equality, equal opportunities, respect will be provided. The Jawan will not leave the services in these many numbers. EMPLOYMENT OF JAWANS: Today in the times of Skill India of Shri Narendra Modi, the Jawan are still illtreated as un-skilled labourers. They are forced to do household chores of officers. This is sheer wastage of skilled manpower and this jawan who is hired to protect our Nation from enemies. He is paid salary for that from pockets of the taxpayers of our country. His skill, abilities, time and honor is wasted by this officer fraternity. Employement of Jawans for polishing booys of officers and washing dirty linans of their families in officer’s residences should be stopped forthwith. It is affacting morale of the jawans. A soldier’s prime duty is to fight War and protect the nation. To get the soilder to do menial houshold chores of officers and their families. The exchequer can save more than Rs 3600 Crores annualy just by completely abolishing Sewadari system prevelent in the forces. It is further requested that severe punishment and fine of Rs. 10,00,000/- be introduced for violation of this rule. In Indian Armed Forces all technical jobs are done by sailors/Soilders/Airmen. Technical officers do Admin jobs. I don’t have any grudge for that. Administration must be done by the superiors. But they projected the technical people as cleaners and tool handlers where as in truth all the major equipment are maintained and repaired by the technical sailors. This made the CPC to down grade the people who were highly skilled. The Soldiers/Sailors/Airmen who join the services in different trades. The mechanics who keep the fighter aircraft airworthy or the Indian Naval Warships Sea ready to be treated as fighter plane mechanic Marine Engine Mechanic not “scooter mechanic” that’s injustice. When that happens people would definitely come heavily saying “discrimination”. SKILL INDIAN ARMED FORCES : UNIVERSITY OF NATIONAL DEFENCE Skill, Knowledge and Exposure. In modern society, anyone who selects Armed Forces as a career is well informed and educated. However the Recruits who joins Indian Armed Forces as Jawans are catagorically denied chances and exposure to keep them below officer ranks. Instead of honing and developing leadership qualities in Jawans they are kept at bay and not allowed to take decisions. The officers should be directed to reinforce the confidence of a NCO / JCO. Middle level leadership in the Armed Forces should give adequate freedom to NCOs/ JCOs to perform their duties confidently.Competence comes with knowledge because experience alone does not make a man to grow to his full potential. A NCO / JCO should be given adequate opportunities to improve knowledge relevant to his service and trade. He should be encouraged to keep abreast with the younger generation by being open to new ideas. This would enhance his ability and confidence to work with subordinates. Even as a young jawan he should be exposed to take justify decisions in complex situations, as part of a detachment to carry out important tasks. This methodology will pave the way for developing his leadership qualities. The officers of armed forces are so cunning and having malafied intensions and are responsible for the social stigma of the Jawan who are labeled as un-educated and un-skilled. Once a soldier joins the Indian Armed forces he is inducted into a trade. Than he is trained at various defence training institutions. The training continues after posting also. These Training and educational courses are not recognised by any university. The certificates issued by various training establishements are so irrelevent and un-recognised in the private as well as the government sector as having no affiliation with any university or UGC. Thus after retirement a highly skilled soldier having 15-20 years disciplined militaray experience and exposure is treated at par with un-skilled labourer in civil world. This is our top most demand that a new University of National Defence be established and all the courses and their curriculum run by defence establishments should be approved by and affiliated to the University of National Defence. In modern armies the concept of having competent NCOs has survived; but the concept of JCO has met with moderate success. The systems being followed in some foreign armies are enumerated below :- (a) The US Armed Forces. Comparing the United States (US) Army with Indian Armed Forces would be an inaccurate hypothesis. In the US Army the role of NCOs in combat is vital. As a young NCO, he is given responsibility equal to, if not more, than our JCOs. 3 The NCO would be assessed for this on various occasions (to reach this level in his unit /sub unit). His position is quite well defined in the organisation, alongwith his role, responsibilities and duties.4 The JCO like appointments in the US Armed forces are more at the formation and administrative level. The percentage of such appointments are very low in comparison to the Indian Armed Forces. (b) Armed Forces of NATO Nations. Being a forerunner to the Indian Armed Forces, most of the North Atlantic Treaty Organisation (NATO) nations are still following the concept of JCO rank. Functioning and grooming aspects of their leaders below officer levels are very concisely explained in their tactical / operational doctrines.5 Studying these concepts indicate where we have failed in our Armed Forces. (c) Singapore Armed Forces (SAF). SAF may be smaller in size; but, there are some aspects which we need to learn from them for betterment of our Armed Forces. In SAF the concept of JCO is given very less weightage. Induction of NCOs in SAF starts with a ‘Reasoning and Psychological Test’ at the age of 17 to 19 years. After selection they attend three years Graduation Programme in Defence Institutes. These NCOs, being backbone of SAF, become ‘Specialists’ or ‘Subject Matter Experts’ (SME) on completion of studies.6 These SMEs are young in age with high potential and are able to carry out all kind of tasks during operations and peace time. After 10 years of physical service SMEs are promoted to the rank of Warrant Officers (WOs) who are equivalent to our JCOs. On becoming WOs, they are mostly employed in administrative duties; unlike the Indian Armed Forces where a JCO is expected to lead a platoon in battle. This system in SAF ensures that an NCO is competent, intelligent and young to lead a platoon during operations. MISUSE OF NON PUBLIC FUNDS (CSD CANTEEN FUNDS) There are various welfare organisations in the Indian Armed forces for welfare of soldiers such as NGIS, CSD Canteens, NWWA, Canteens onboard Indian Naval Ships, and Gas Agencies etc. These orgnisations are registered with central government on the basis of “NO PROFIT NO LOSS” but superior officers are using this organisation for their personal benefits. There is no tax imposed on these organisations as these organizations are registered as welfare organisations. These organizations are earning huge profits and a large amount of money is being distributed among the officer’s messes and golf courses. The soldiers are looted by means of these welfare-organisations. Only internal audit of this organisations are being carried out and funds are siphoned to various officer welfare organisations for maintaining their party life. It is our demand that CAG Audit of all these so called Non Public funds should be carried out and should be made public. In its 75th report the Public Accounts committee (2012-13) (Fifteen Lok Sabha) has recommended that audit of the CSD Canteens should be carried out by the CAG. The Officers have Big bash parties around the year All CSD Canteen profits are diverted to officer’s welfare funds and to add to that Big Liquor suppliers like Kingfisher and big CSD supplier companies like Nestle are asked To pay huge donations for organising events such as Navy Ball. I will give you a very recent example of a CSD canteen where kingfisher products were not available for three to four months. Reason?? Canteen officer asked kingfisher to pay up sponsorship money amounting to Rs. 500,00,000/-(Five Crore) for organising Navy Ball event. Kingfisher refused to pay up the amount. After three months of No-sell kingfisher policy the company budged and paid up around Rs. 400,00,000/- and their products were ordered and made available for sale at CSD liquor counter. RACIAL DISCRIMINATION IN INDIAN ARMED FORCES The Indian Armed Forces have a very painfully Racial and undemocratic tradition of having separate toilets for Officers. Separate kitchens and messes with better food amenities for officers. We the solders and the officers are in one service than why are they allowed to maintain so much difference. The officers have separate ques for them in all facilities like CSD Canteen, Military Hospitals. Even after retirement the same biased attitude and colonial rules continue. The officers have Exclusive recreational Clubs where the Soldiers are not allowed entry. These clubs are located on defence land and are run by profits earned from CSD canteens. There is a famous club in Colaba Mumbai-United Services Club they used to have a sign board outside their gates “SAILORS AND DOGS NOT ALLOWED INSIDE” The constitution of india gives Every indian Soildier equal justifys to Use all Public places. The officer’s residential areas are also made ‘OUT OF BOUND’ for the Jawans. Such policies create so much dissent among the Jawans and officers. We should do away with all colonial practices. Instead Rainbow residential areas should be developed where kids of both the cadres will play togather. Unified Messes where everyone eats drinks and merry, same kitchen, same dining, same toilets, no separate ques. Each one of both the cadres is is the same VIP for the Forces. The officer freternity should remove their mentality of keeping distance from their fellow countrymen – the jawans. The jawan is no longer indian and they are no longer british. We all are Indians and we deserve EQUALITY, HUMANITY, COMPASSION, RESPECT, HUMAN justifyS. There are hundreds of Jawans who die in harness in the line of duty but only officers are made Heroes by spreading propaganda of their martyrdom. There is discrimination in awarding Gallantry/Distinguished service medals. Take a look at medals awarded on 26 Jan 2014. Out of 273 Medals awarded to the Army on 26 Jan 2014, 231 gone in favor of officers, 11 to JCOs and 31 to NCOs ORs (The NCOs/ORs are the maximum number of casualty (the Martyrs)in action). The indian Army should learn lesson from American Army who justify in awarding Medals to JCOs/NCOs/ORs. These awards fly in the face when compared to the ratio od men and officers martyred in any operation. It is our Humble request and one of our top most demand that in a democratic country like ours, all this special status and special treatment available to the officers and their families to be totally scrapped and all the exclusive Clubs of officers to be made public to the Jawan and their families. The colonial Laws and rule books have made the officers invincible to the rule of law. Their acts of cowardice are awarded with Gallantry awards. Let me give you an example of INS Kukri Which sank during 1971 Ind o Pak war on December 16 1971. One Sailor Chanchal Singh Gill who served on board erstwhile INS Khukri has filled a petition in the Punjab and Haryana high court and raised some serious questions about Integrity of some naval officers who were supposed to save the frigate from the enemies. While driving home his point, the petitioner has contended that there are gross errors in the contents of a chapter titled ‘Sinking of INS Khukri’ in the book ‘Triumph to transition’ which is official history of the Indo-Pak 1971 war. The book is published by the directorate of Naval Operations. Gill, who was on duty on the night of December 9, 1971 when the pakistani submarine PNS Hangor hit INS Khukri, says there are glaring anomalies in the official records, which came to his notice in February 2004. According to naval history, INS Khukri sank after it was hit by a single torpedo, even as INS maneuvered to deflect the attack. But Gill claims three torpedoes hit Khukri and, instead of counter attacking INS Kirpan fled the place. The petitioner urged for a comprehensive inquiry into the incident by a judicial commission, withdrawal of gallantry awards from those who allegedly showed cowardice (including officers and Commanding officer of INS Kirpan) and expose the Navy’s huge cover-up after the loss of INS Khukri and mandatory court marshal, which was not done at that time. Source : http://ex-servicemenwelfare.blogspot.in/

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No proposal to do away with the existing procedure of Submitting annual life certificate

, by indianmilitaryveterans

No proposal to do away with the existing procedure of Submitting annual life certificate Delay in giving pension benefits There is no such proposal to do away with the existing procedure of Submitting annual life certificate by the pensioner to renew their pension payment. Yes Madam. Department of Pension & Pensioners Welfare has implemented an online system called ‘BHAVISHYA’ for retiring Central Government Civil employees. The system provides for on-line tracking of pension sanction and payment process. Tracking can be done by the individual as well as the administrative authorities for all actions preparatory to grant of pension and other retirement benefits. Facility also exists for tracking payment of subsequent monthly pension. This is in line with the priorities of Government to ensure transparency and accountability in systems and processes.  At present, Bhavishya is implemented in main Secretariat of 83 Ministries/Departments & 23 attached offices involving 794 DDOs. This Department has also given on-site training to all the Drawing Disbursing Officers/Head of Offices/Pay & Accounts Offices and the dealing hands of main Secretariat of all the Ministries/Department. This was stated by the Minister of State in the Ministry of Personnel, Public Grievances and Pensions and Minister of State in the Prime Minister’s Office Dr. Jitendra Singh in a written reply to a question by Shri Satav Rajeev & others in the Lok Sabha today

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50% concession in the basic fares of Mail/express trains is admissible to unemployed youths Concession in Train Tickets to Unemployed Youth

, by indianmilitaryveterans

Railways grant full concession in second class and 50% concession in sleeper class in the basic fares of Mail/Express trains to unemployed youths up to 35 years to appear in interviews for selection to Central/State Government jobs. Besides above, 50% concession in the basic fares of Mail/express trains in Second and sleeper class is also admissible to unemployed youths appearing in interview for selection to other public sector organisations. This Press release is based on the information given in the written reply by the Minister of State for Railways Shri Manoj Sinha in Lok Sabha today.

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Lok Sabha passes Payment of Bonus (Amendment) Bill, 2015 – Bonus Calculation Ceiling:Rs 7,000 pm, Eligibility Limit 21,000 and w.e.f from April 2014

, by indianmilitaryveterans

Lok Sabha passes Payment of Bonus (Amendment) Bill, 2015 – Bonus Calculation Ceiling:Rs 7,000 pm, Eligibility Limit 21,000 and Bonus benefits to accrue from April 2014 The Lok Sabha on Tuesday passed a bill allowing doubling of wage ceiling for calculating bonus to Rs 7,000 per month for factory workers with establishments with 20 or more workers, with the benefits being applicable retrospectively from April 2014. The Payment of Bonus (Amendment) Bill, 2015, was passed by a voice vote, with some members objecting to the raising of eligibility limit for payment of bonus from a salary of Rs 10,000 per month to Rs 21,000. Replying to a debate on the legislation, Labour Minister Bandaru Dattatreya said the Government has ensured that the interest of workers are protected and there is no infringement on their justifys. “Because of Bihar Elections this bill got delayed… The Prime Minister spoke to me and asked why should the benefits of this Act should accrue to workers from 2015. It should be made available from the April 2014,” he said while moving an official amendment to the Bill.  The official amendment provides that the benefits of the Act would be deemed to have come into force on April 1, 2014, instead of April 1, 2015. Dattatreya said the Ministry has held 21 tripartite meetings with all central trade unions while arriving at a decision. The Bill provides for enhancing monthly bonus calculation ceiling to Rs 7,000 per month from the existing Rs 3,500. It also seeks to enhance the eligibility limit for payment of bonus from Rs 10,000 per month to Rs 21,000 per month. “The Government’s paramount intention is to safeguard the interest of workers… There is no infringement of workers’ justifys and whatever the government does will be in the interest of workers,” Dattatreya said. After the bill was passed, Deputy Speaker M Thambidurai, who was in the Chair, said the government should be congratulated for bringing the measure as also for effecting the benefits retrospectively. Source: DD News

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Ex-servicemen to boycott R-Day celebrations over OROP

, by indianmilitaryveterans

Ex-servicemen during a protest against the OROP scheme announced by the government at Jantar Mantar, in New Delhi on Sunday. | PTI Giving the government 15 days to begin discussions with them to resolve the impasse on the issue of One Rank One Pension (OROP), ex-servicemen on Sunday announced that they would boycott the Republic Day celebrations on January 26 unless OROP is implemented in its rightful form. “We will give the government 15 days to begin discussions and a notice period of another seven days beyond that. After that we will take the protest to the people. We will boycott the Republic Day celebrations and we will also request the ex-servicemen contingent that marches on Rajpath on January 26 to boycott the parade, Maj. Gen. Satbir Singh (retd), Chairman of Indian Ex-Servicemen Movement (IESM) said at a rally in Delhi. Early this month, the ex-servicemen had announced that the government has agreed to appoint V.K. Singh, Minister of State for External Affairs to mediate between the government and veterans. However, Maj. Gen. Singh said that the government failed to adhere to that and demanded immediate action. Maj. Gen. Singh said that the veterans would not vote for the BJP or its allies till OROP is implemented in its rightful form. “We voted for the BJP in the Lok Sabha elections because of their assurance on OROP. But they have failed to honour it,” he told The Hindu. Col. Anil Kaul (retd), media advisor, IESM, said that the notification issued by the government on November 7 is flawed and deviates from the accepted definition of OROP. Veterans have listed seven points of deviation in the notification. The major issues of disagreement are the issue of pre-mature retirement (PMR) and pension equalisation. The notification stated that “those opting for PMR henceforth on their own accord will not be eligible for OROP”, which caused major concern among the serving community. On the equalisation, veterans have been demanding it annually as against five years proposed by the government in the spirit of the definition of OROP

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Children above 5 years and up to 12 years of age to pay full ticket rail fare instead of half ticket rail fare, for travelling in Reserved Coaches

, by indianmilitaryveterans

Ministry of Railways has revised the half fare for children between 5 years and 12 years to full rail fare for reserved coaches from 1st April 2016. GOVERNMENT OF INDIA MINISTRY OF RAILWAYS (RAILWAY BOARD) COMMERCIAL CIRCULAR No. 71 OF 2015 No.TC II/2910/98/Child Fare New Delhi, dated 02.12.2015 The General Manager(Comml.) All Zonal Railways Sum-Revision in the Rule 211 of-IRCA Coaching Tariff No. 26 Part I (Vol. I): Fare for children. In partial modification of provisions Contained in Rule 211 of IRCA- Coaching Tariff No. 26 Part I (Vol. I), Ministry of Railways have decided that in case of children of age 5 years and under 12 years of age for whom full berth/seam in Reserved Class) is Sought at the time of reservation, full adult fare for such child shall be charged. However, if berth/seat is not sought for the Children of age 5 years and under 12 years of age at the time of reservation, then half of adult fare shall continue to be Charged subject to minimum distance for charge. 2. There shall be no change with regard to child fare for unreserved class. 3. The revised Child fare rule shall be applicable with effect from 10.04.2016. CRIS may carry out necessary changes in the software and testing well before 10.12.2016. 4. Necessary changes shall be carried in the reservation form so that the passenger can mark their option for requirement of full berth/seat for Child or not. 5. Special arrangements shall be made to ensure that necessary instructions should reach the staff well in time. Steps should also be taken to ensure that the staff fully understand these changes and implement them properly. 6. This Issues with the concurrence of Finance Directorate of Ministry of Railways. 7. Zonal Railways shall ensure that wide publicity is given through the press, media and also through notifications and announcements at stations. (Rohit Kumar) Dy. Director Traffic Commercial-II Railway Board

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BPMS comments on 7th CPC recommendations related to Central Government Employees

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BHARATIYA PRATIRAKSHA MAZDOOR SANGH (AN ALL INDIA FEDERATION OF DEFENCE WORKERS) (AN INDUSTRIAL UNIT OF B.M.S.) (RECOGNISED BY MINISTRY OF DEFENCE, GOVT. OF INDIA) REF: BPMS / OFB / 7th CPC / 251 (8/2/M) Dated: 09.12.2015 To, The Secretary, Govt of India, Min of Defence, South Block, DHQ PO, New Delhi – 110011. Kind Attn.: Shri Gurdeep Singh, US (D/Civ-I), MoD Subject: Views/Comments of BPMS on the recommendations of 7th CPC. Reference: Your letter No. 11(4)/2015-D(CIV-I), Dated 04.12.2015 Respected Sir, With due regards, it is submitted that this federation has gone through the recommendations of 7th CPC and found that the recommendations are very disappointing. It appears that the 7th CPC has not considered the genuine demands of the Government employees including Civilians in Min of Defence in correct perspective. Report of 7th Central Pay Commission has led the Group ‘C’ employees in huge discontentment because 5th CPC and 6th CPC had already granted less financial benefit to the incumbents of Group ‘C’ in comparison to Group ‘A’ and Group ‘B’. Group ‘C’ employees were very much hopeful that this Pay Commission would do something better for them but non-fulfillment of their hope by 7th CPC has led Group C employees in discontentment. A few points are being put before Ministry of Defence with an expectation that it will do justice to Group ‘C’ employees. The points are as under- 1. The ratio of minimum and maximum pay (Secretary level, not Cabinet Secretary) was 1:10.66 in 4th CPC. Further it was 1:10.19 in 5th CPC and 1:11.42 in 6th CPC. 7th CPC has extended it to 1:12.5 whereas it had been recommended in previous Pay Commissions the ratio of minimum and maximum pay should not exceed 1:8. The pay scale of officers of Secretary level has been recommended Rs 2,25,000/- and minimum pay has been recommended Rs18,000/-. You are requested to reduce this wide gap by enhancing the minimum pay to Rs 24,000/- from the proposed Rs. 18000/- 2. 6th CPC had granted more benefit to Group A and Group B officers as it had merged the Pay Scale of (5000-8000) and (5500-9000) and upgraded to Rs (6500-10500) and the pay scale of Rs. (6500-10500) and (7450-11500) had been merged, whereas none of the Pay Scales of Group C had been merged nor upgraded. It was expected to 7th CPC that it would grant some relief by merging and upgrading the Pay Scale of Group ‘C’ employees. But it did not happen. Educational qualification has been raised with respect to Pay Scale of Group C employees but Pay Scales have not been upgraded. You are requested to grant new Pay Scale of 7th CPC related to Grade Pay 2400/- by merging Grade Pay 1900 and Grade Pay 2000 and upgrading these scales to 2400/- so that Lower Division Clerks, Store Keepers, Skilled Industrial Employees, Firemen etc. may get justice. Further, new pay scale of 7th CPC related to GP 2800/- should be granted to the incumbents (like UDC, Stenographers etc.) by upgrading Grade Pay 2400/- to Grade Pay 2800/- to get justice. 3. Fitment Formula:- This CPC also applied higher Multiplying Factor of 2.72 & 2.81 for higher authorities like PB-4 whereas this has been fixed as 2.57 for PB-1 & 2.62 for PB-2. There must be uniformity in the Multiplying Factor. Further, to achieve the enhanced Minimum Pay Rs. 24000/- the Fitment formula for PB-1 & 2 should be fixed at 3.42 in place of 2.57. 4. Annual increment has been recommended 3% again, it should be enhanced to 5%. Employees are not getting their annual increment even after completing 12 months because 6th CPC has fixed July month for annual increment for all employees. They get their annual increment between 13 months and 17 months. This anomaly should be removed. The employee must be granted his annual increment just after completing 12 months from the enrollment date. 5. Modified Assured Career Progression:- 5th CPC had recommended for two financial up-gradation in the promotional hierarchy on completion service of 12 years and 24 years respectively that had been implemented by the Government from the dated: 09/08/1999. But 6th CPC had recommended for 3 financial upgradations in next Grade Pay after completing 10, 20 and 30 years of service respectively. Government granted these up-gradations in next Grade Pay in place of next Promotional Grade Pay and reduced the benefit given by the earlier government. Therefore, you are requested to issue necessary directives to implement MACP for granting next Promotional Pay Scale in place of immediate next level in the hierarchy. Further, 5 financial upgradations under the MACP Scheme should be granted in place of 3 upgradations within service of 30 years. 07th CPC has upgraded the benchmark of Very Good in place of Good for grant of MACP which is not acceptable, hence, it should be retained Good. 6. Allowances: – 7th CPC has recommended for abolishing 52 Allowances. To abolish Washing Allowance & Risk Allowance, Family Planning Allowance is very unfortunate. Risk Allowance covers those situations where the risk is inherent and continuous in the occupation itself with adverse effect on the health. Risk Allowance is presently given to employees engaged in hazardous duties or whose work will have deleterious effect on health over a period of time. Risk Allowance is also paid to Sweepers and Safaiwalas engaged in cleaning of underground drains, sewer lines as well as to the employees working in trenching grounds and infectious diseases hospitals. Washing Allowance is paid to all common categories of Group ‘C’ & ‘D’ employees who have been supplied with uniform as per DoP&T letter no. 14/3/2008-JCA dated 11.09.2008 at the rate of Rs. 60/- per month, on the other hand Industrial Employees are eligible for washing allowance @ Rs. 16/- per month for washing of liveries. Family Planning Allowance (FPA) is granted to Central Government employees as an encouragement to adhere to small family norms. The existing rates are Rs. 210/- to 500/- per month for Group ‘C’ & ‘B’ employees. You are requested to continue these allowances. House Rent Allowance: – Sir, in present there has been a steep hike in the rent of house. Minimum rent of two rooms flat/house falls between Rs 20000/-and 40000/- in metropolitan city and it falls between 10000 and 15000 in group A cities. In such a situation reducing the rate of HRA does not justify. It should be enhanced to 15%, 25% and 35% from 8%, 16% and 24% respectively. 7. National Pension System: – Keeping social security of employees in mind Pension and Gratuity were granted after retirement which has been replaced by Contributory Pension Scheme (NPS) since January 2004. It has created a scenario of uncertainty. Even 7th CPC did not recommend anything on the matter. This federation has been demanding to scrap this NPS. Otherwise Govt of India should guarantee that none of the NPS holder would get the pension less than 50% of his last pay.  8. Fixation of Pay on Promotion: – Recommendation of one increment of 3% on Promotion cannot be justified. At least two increments should be granted on Promotion. 9. Abolishment of Interest Free Advances:- In Para 9.1.4 the 07th CPC has stated that the amount of interest free advances is quite low, hence, all the interest free advances, mentioned below, should be abolished:- (i) Bicycle Advance, (ii) Warm Clothing Advance, (iii) Advance of pay on transfer, (iv) Advance of TA on Tour/Transfer/Retirement, (v) Advance of TA to the family of a deceased Govt employee, (vi) Advance of leave salary, (vii) Advance in connection with Medical treatment, (viii) Festival Advance, (ix) Advance of LTC, (x) Advance in the event of Natural Calamity like, flood, cyclone, (xi) Advance for training in Hindi and (xii) Advance for Law Suits. India is a country of diversities. Considering the importance of festival Government has granted the facility of Festival Advance which is recovered within a year in easy installments. But the recommendation of abolishing Festival Advance has hurt the feelings of employees very much. How 07th CPC has concluded that advance for Medical Expenses, LTC, TA on tour/transfer/death of employee is a low amount or interest free advance or advance in case of natural calamity is unjustified cannot be understood. In this regard, entire recommendation of 07th CPC should not be given cognizance and even the amount of the some of the interest free advances like Festival, Warm Clothing, and Natural Calamity etc. should be enhanced appropriately. 10.Overtime Allowance to the employees posted in Offices is being paid at slab rate @Rs. 12/- per hour on the recommendation of 4th CPC. It is matter of great concern that 5th CPC & 6th CPC had not enhanced the rate and now this 7th CPC recommends for 50% hike in the OTA. This is a exploitation of the duty bound Govt Employees. 11. This CPC has not reduced the period of restoration of commuted portion of pension from 15 yrs to 12 yrs. 12. 7th CPC sympathetically considered the problems of single male parent so extended the benefit at par with female employee. But on the other hand it has recommended that 1st 365 days of CCL will be paid at 100% and 2nd 365 days CCL will be paid at the rate of 80% which will cause great discontentment amongst the female employees. 13. Highly Skilled Direct Recruited – In Corps of EME, Air HQ, Naval HQ of Ministry of Defence there are sufficient number of the workers who have been recruited directly as Highly Skilled (earlier it was HS-I, prior to merger of HS-II & HS-I) and their line of promotion was Chargeman on completion of 10 years of service. But now a days, their line of promotion is too long after introduction of bifurcation system from HS to HS-I & HS-II and Master Craftsman in hierarchy for Chargeman, which is not correct and adversely affecting to their morale. It is mentionable here that the entry qualification has been enhanced to B.Sc. with Physics, Chemistry & Mathematics due to functional requirement and technical advancements. It is also mentionable that the cadre is available only in the Corps of EME. Hence it is requested that directly recruited as HS again be appoint as HS-I and their first promotion should be Chargeman as was existed earlier. 14. Technical Pay to Defence Civilians :- Since defence civilian employees (Technical) are engaged in Refitting/Repair/ Modernization/upgradation of machinery /equipments / weapons as well structural maintenance and upgradation of warships/submarines, handling, repairs, preparations, modernization / upgradations of various types of sophisticated missiles and torpedoes are also being carried out by civilian employees of Navy, Air Force & EME. Technical Allowances (Airworthiness Certificate Allowance / Flight Charge Certificate Allowance / Aeronautical Technical Allowance / Submarine Allowance, Sea/Field Trial Allowance) are given to combatants in Army, Navy, Air Force etc. and denied to Civilians deployed on similar type of Jobs. Hence it is proposed that this allowance be given to Civilians at par with Combatants. On the recommendations of the 06th CPC, Govt of India has sanctioned Technical Pay at the following rates for the uniform personnel:- Airworthiness Certificate Allowance : Rs. 225 to 400/- per month Aeronautical Allowance : Rs. 300/- per month Flight Charge Certificate Allowance : Rs. 375 to 600/- per month Submarine Duty Allowance : Rs. 45 to 135/- per day Submarine Technical Allowance : Rs. 300/- month This 07th CPC has recommended to enhance these allowances to 1.5 times. Hence, this federation demands very strongly that Technical Pay/Allowance has to be extended to the civilian employees those are involved in technical work job as described above. 15. Special Compensatory (Hill Area) Allowances: in Para 8.10.80 the 07th CPC has recommended that there is hardly any hardship involved at altitudes of 1000 meter above sea level and it should be abolished. The incumbents working in such areas like Ordnance Factory Dehradun etc. are getting this allowance at the rate between Rs. 720/- to 900/- per month. Hence, it is demanded that this allowance may be replaced by Tough Location Allowance-III as mentioned in Para. 8.10.76 (R3H3) at the rate between Rs. 1000/- to 1200/-. 16.Non-Matriculate appointed on Compassionate Grounds: Due to implementation of the recommendations of 06th CPC, vide O.M. No. 14014/2/2009-Estt(D), dated 11.02.2009 & 03.04.2012 DoP&T has issued instructions that a person who does not fulfill educational qualification of a post can be appointed as “Trainee”. A person appointed as a “Trainee” enjoys the status of Government servant from initial day and will be allowed all the allowances and benefit allowed to a government servant but he has to acquire minimum educational qualifications in 05 yrs. 07th CPC has not mentioned about such “trainee” government servant. Hence, it should be clarified about the revision of pay of existing non-matriculate trainees who have completed more than 05 yrs service and future induction of non-matriculates. Apart from above, this federation has reflected its views on the cadre related matters of OFB (copy enclosed), which may be considered with mutatis mutandis in other Directorates of MoD. Sir, it is humble request to you to kindly consider the above in correct perspective and take appropriate directives to the authorities to redress the above anomalies/grievances arising out of recommendations of 07th CPC. Thanking you. Enclosed : As mentioned Sincerely yours (M P SINGH) General Secretary Source: BPMS

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OROP: 4 ex-servicemen climbs water tank, threatens suicide

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Four ex-servicemen climbed atop a water tank here and threatened to commit suicide by jumping off it if their demands regarding the One Rank One Pension (OROP) issue were not met, police said. Ex-servicemen Harbhal Singh, Pargat Singh, Gurdial Singh and Kartar Singh, all residents of Taran Taran, said they would end their lives by jumping off the water tank if the government did not accept their demands. Advertisement  The army veterans are protesting under the banner of Voice of Ex-Servicemen Society that has retired JCOs and NCOs from across the country as its members. SHO Beant Juneja's efforts to persuade them into ending their protest did not yield any positive results. The protest was underway till the filing of this report. National coordinator of Voice of Ex-Servicemen Society Bir Bahadur Singh said the ex-servicemen would continue with their protest till the government agrees to their demands. He accused senior retired officials of hijacking the slogan of the OROP issue which, he claimed, was originally given by the officials junior in rank to them. Bir Bahadur Singh listed their main demands -- equal benefits for all defense personnel irrespective of rank which include disability pension, widow pension, service pension, transparency in grant of bravery medals, equality for allotment of licenses of security agencies, freedom of sepoys languishing in Pakistan jails.

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Serious questions about “fair play” are being raised on the recommendations of the 7th Central Pay Commission (CPC) as the armed forces are ready with a written protest to be given to Defence Minister Manohar Parrikar.

, by indianmilitaryveterans

New Delhi, December 9 The representation has the views of all three services — the Army, the Navy and the IAF — and questions the very basis of the recommendations of the CPC and its calculation for pay and allowances for the defence personnel. Sources said the forces were ready with a written representation and have cited concrete examples of how the CPC has created additional anomalies over and above the ones pending since the previous commission constituted a decade ago. The facts presented before the commission are erroneous and the 899-page report has inaccuracies while dealing with military salaries is said to be contention of the representation. The forces have questioned the lowering of benchmarking of the three services. Till now equation of the balance was vis-à-vis the Indian Police Service. The Army Commanders and their equals in the Navy and the IAF were on a par with the Director Generals of Police. In the pecking order, the Chiefs of the services are above the Secretaries to the Government of India and also the DGPs. The 7th pay commission has removed the parity with the IPS and the new benchmarking is with central paramilitary forces. The issues of high rate of supersession and early retirement age in the armed forces have not been addressed while factoring in the salaries. The pay panel’s take on allowance is another issue over which armed forces are unhappy. The high altitude allowance for an officer in the Army posted at the Siachen glacier will be Rs 31,000 while in the civilian services there is tough area allowance which is about 33% of the basic salary. After the 7th pay commission, this would work out to be in excess of Rs 50,000 for the IPS and IAS. (Source- Tribune News Service

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Group X Pay for JCOs/ORs – 7th CPC Recommendations

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The 7th Pay Commission has recommended in its report regarding the Group X Pay for JCOs / ORs in Group X at Rs.6,200 per month for all X trades which involve obtaining a qualification which is equivalent of a diploma recognised by AICTE. Group ‘X’ pay for JCOs/ORs and equivalent has been sought to be enhanced by four times from the existing rate of Rs.1,400 per month. In the context of change in nature of warfare the requirement of a higher technological threshold has been emphasised by the Services. In Defence services, there two groups ‘X’ and ‘Y’ in the three services, by way of the entry level qulaification thershold and the training imparted. The Commission has taken due note of the emphasis being placed on skilled manpower with higher educational and technological thresholds. While determining X pay for X group of JCOs/ORs the VI CPC considered the relativity of some of the grades of JCOs/ORs in Group X with diploma holders in engineering on the civil side. In case of civilians, posts requiring minimum qualification of diploma in engineering are placed in GP 4200 and in defence forces, some of the posts in X group whose minimum qualification held equivalent to diploma in engineering are placed in GP 2800. The element of X group pay was therefore fixed at Rs.1,400.  The Commission has examined the existing educational and training requirements of X pay personnel and has already noted the wide variation that exists in the three Services in this regard. It has therefore recommended that all X trades should mandatorily involve obtaining a qualification which is equivalent of a diploma in engineering (recognised by AICTE). Direct Entry Diploma Holders : In Indian Coast Guard, Direct Entry Diploma Holders (DEDH) join as Yantrik in Technical Branch and are placed in GP 2400 along with a Yantrik Pay of Rs.800 per month. However, Direct Entry Diplomas Holders in other civil services, including Indian Railway are placed in GP 4200. In the Indian Navy, the Diploma Holders (Artificer-IV) with similar qualification and nature of job as of Yantrik of ICG are placed in GP 2800 along with X Pay of Rs.1,400 per month. Indian Coast Guard: The Commission is recommending for the Indian Coast Guard: a. Merger of pay group Z into pay group Y. b. X pay of Rs.6,200 p.m. to all direct entry diploma holders.

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7th CPC recommendations are far beneficial is beyond doubt – BHARATH KUMAR

, by indianmilitaryveterans

The author of the article Shri. M.Dorai mentions about 32% increase granted as fitment benefit on pay and grade pay excluding D.A. since the VI CPC had granted 40% fitment benefit on basic only excluding D.A. It appears some readers do not understand what 225% stands for. 225% is the actual pay plus grade pay and D.A. as on 1/1/2016 which we actually will be drawing under 6th CPC pay pattern. Out of 225%, 100% denotes Basic+ Grade Pay, the additional 125% stands for D.A. as on 1/1/2016(present D.A. as on 1/7/2015 is 119% + 6% as on 1/1/2016=125%), totalling to 225%. +32 (32% fitment on pay+Grade pay) = 257(2.57 factor). The readers of the article are wrongly multiplying 32% on 225%(2.25 factor) which include 125% D.A instead of multiplying 32% on Pay in the pay band and grade pay i.e. 100 x 32 = 32% which should be added to 100% Pay and Grade Pay and 125% D.A totalling to 257 i.e.100% existing basic pay comprising pay and grade pay + 32% fitment benefit on pay and grade pay + 125% DA totalling to 257(2.57 factor). The author is perfectly justify in his observation. It was not necessary for the VII CPC to shock the government servants stating that they have given 15% increase by taking D.A. into consideration which they should not have taken while projecting the increase, since VI CPC had taken 40% on basic only and shown it separately as Grade Pay. The following comparison give correct picture: 1. VI CPC: 40% increase on maximum of V CPC basic pay scale without D.A. and 21.5% increase including D.A(40/1.86 factor = 21.5%)  2. VII CPC: 32% increase of basic pay comprising Pay and Grade Pay without D.A and 14.22% increase including D.A(32/2.25 =14.22%) Although there is a slight shortage in the fitment benfit granted by VII CPC compared to VI CPC, but the overall benefits under VII CPC is much more than VI CPC when compared to allowances as can be seen here below: 1. D.A amount will be more by 2.57 times from the existing level since the revised salary is increased by 2.57 times (125% D.A and 32% fitment benefit) which may give huge increase every 6 months compared to D.A. increase in 6th CPC Pay+ Grade Pay. For example a person whose basic pay(Pay + Grade Pay) is 29610 he will be getting only Rs.1777 as D.A. at 6%. But in his revised pay of Rs.77700 as per pay matrix at 2.57 factor (29610 x 2.57 =76098( next nearest amount in the pay matrix Rs.77700) his D.A. will be Rs.4662 at 6%. 2. HRA amount is increased by more than 100% of the existing HRA amount as illustrated by the author. For example an employee with a basic pay of Rs.29610 gets only Rs.8883 @ 30% under VI CPC. But under VII CPC he will be getting Rs.18648 @ 24% for the equivalent pay of Rs.77700 under VII CPC leading to an excess of Rs.9765 from the present HRA. 3. Transport .Allowance although retained at the existing level of 2.25 factor but D.A. on T.A gets increased by 2.25 times from the existing level. For example 6% D.A. on Rs.3200 comes to only Rs.192 whereas 6% D.A. on the revised transport allowance of Rs.7200 comes to Rs.432 Therefore the author’s conclusion that 7th CPC recommendations are far beneficial is beyond doubt. bharath

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Income Tax Department simplifies online rectification of TDS in ITR

, by indianmilitaryveterans

New Delhi: Aimed at making life easier for tax payers, the Income Tax department today said it simplified the process of online rectification of incorrect details of tax deducted at source (TDS) filed in the income tax return (ITR). Earlier, taxpayers were required to fill in complete details of the entire TDS schedule while applying for rectification on the e-filing portal of the I-T Department. To avoid this, the finance ministry said a new facility has been provided for pre-fillin .. To avoid this, the finance ministry said a new facility has been provided for pre-filling of TDS schedule while submitting online rectification request on the e-filing portal to facilitate easy correction or up-dating of TDS details. “This is expected to considerably ease the burden of compliance on the taxpayers seeking rectification due to TDS mismatch,” an official statement said. Errors due to incomplete TDS details in rectification applications were leading to delays in processing of such applications, thereby causing hardships to taxpayers, it added. PTI   Stay updated on the go with CENTRAL GOVERNMENT NEWS App. Click here to download it for your device. Be the first to comment - What do you think? Posted by admin - December 10, 2015 at 9:57 pm Categories:

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Seventh Pay Commission Recommendations on Leave and Holidays 7th Pay Commission

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Recommendations on Leave and Holidays 7th CPC Leave Rules : 7th Pay Commission has recommended on Holidays and Leave for Central Government Employees and Offices… Holidays and Leave : Presently Central Government offices observe a five-day week which results in 104 holidays every year on account of weekends. In addition, there are three National Holidays, fourteen Gazetted Holidays and two Restricted Holidays. Further, civilian government employees are entitled to 8 days’ Casual Leave, 20 days’ Half Pay Leave (commutable to Medical Leave) and 30 days’ Earned Leave. Besides the above, quite a few other types of leave are admissible. The following paragraphs bring out, in alphabetical order, the different kinds of holidays and leave admissible, demands received (if any) and views of the Commission on each one of them. Unless otherwise stated, the existing terms and conditions regulating these holidays and leave shall remain unchanged. Casual Leave (CL) : Casual Leave is granted to enable a government servant to attend to sudden/unforeseen needs/tasks. Presently 8 days CL is normally granted to a Central Government employee per calendar year. The number goes up to 10 days for Industrial Workers, 20 days for Defence Officers and 30 days for Defence PBORs. Certain other categories of staff, particularly in the Railways, are granted CL ranging from 11 to 13 days in a year. Demands have been made to increase the number of CL to 15 days for Industrial Workers and 12 days for other employees. CAPFs have also sought parity with defence forces in matters of Casual Leave. Analysis and Recommendations : Regarding the number of Casual Leave, the Commission is of the view that the present system is working well and need not be altered. As far as the case of CAPFs for parity with defence forces is concerned, the Commission notes that CAPFs are essentially civilian forces and their service conditions are different from defence forces. Hence parity in terms of number of casual leave cannot be considered. To sum up, status quo is recommended. Child Adoption Leave : This leave is granted to female employees, with fewer than two surviving children on valid adoption of a child below the age of one year, for a period of 135 days immediately after the date of valid adoption. Analysis and Recommendations : No demands have been received regarding this leave. Accordingly, status quo may be maintained. Child Care Leave (CCL) : Child Care Leave (CCL) is granted to women employees for a maximum period of two years (i.e., 730 days) during their entire service for taking care of their minor children (up to eighteen years of age). There are several demands relating to CCL which include converting the same into “family care” leave, extending the facility to male parents and many representations stressing that it should be extended at least to single male parents. Suggestions have also been received that in cases where the child is differently abled, the clause stipulating that the child should be minor, should be done away with. Single mothers have highlighted their unique problems and requested the Commission for liberalising the grant of CCL. Interestingly, representations have also been made for discontinuance of the CCL, primarily on the grounds that it disrupts office working and also because it promotes gender discrimination. Analysis and Recommendations : When CCL was first introduced by the VI CPC it generated considerable interest as it represented a positive measure benefiting women employees. It also took a while to stabilise and it is seen that as many as five amendments/clarifications were issued within a short period of time. As it stands, it is meant for women employees “for taking care of up to two children whether for rearing the children or looking after their needs like examination, sickness etc.” It is treated akin to Earned Leave and is sanctioned as such. It may not, however, be granted in more than three spells in a calendar year. In the first two years of its implementation the experience was that women employees tended to treat this as Casual Leave or an extension of the same, and the resultant frequent absences caused disruptions at work. To address this, in September 2010, a clarification was issued stipulating that CCL may not be granted in more than three spells in a calendar year and also that it may not be granted for less than 15 days at a time. However, the latter stipulation was subsequently withdrawn and as per the latest clarification issued on 5 June, 2014 the government has decided to remove the requirement of minimum period of 15 days CCL. It has been brought to the notice of the Commission that the capping of maximum three spells in a calendar year has, to some extent, addressed the problems relating to disruption of work. Notwithstanding that, in the course of discussions with various stakeholders, the sense that has come across is that what was introduced as a welfare measure to help employees in times of need, is seen as a benefit that has to be availed simply because it exists. There is, therefore, a palpable need to bring in some inhibiting feature so as to ensure that only genuinely affected employees avail of this scheme. Towards this end the Commission recommends that CCL should be granted at 100 percent of the salary for the first 365 days, but at 80 percent of the salary for the next 365 days. In making this recommendation the Commission has also kept in mind the fact the concept of a paid (whether 100% or 80%) leave solely for child care for a period of two years, is a liberal measure unmatched anywhere else. The Commission notes that in the event a male employee is single, the onus of rearing and nurturing the children falls squarely on his shoulders. Hence extension of CCL to single male parents is recommended. Moreover, the Commission recognizes the additional responsibility on the shoulders of employees who are single mothers. Accordingly, it is recommended that for such employees, the conditionality of three spells in a calendar year should be relaxed to six spells in a calendar year. Commuted Leave : Presently, Commuted Leave not exceeding half the amount of half-pay leave due can be taken on medical certificate. A demands have been made to do away with the need for medical certificate. Analysis and Recommendations : The Commission does not find merit in the demand. Status Quo is recommended. Earned Leave (EL) or Leave on Average Pay (LAP) : Presently 30 days EL per annum is granted to Civilian employees and 60 days to Defence personnel. EL can be accumulated up to 300 days in addition to the number of days for which encashment has been allowed along with LTC. Suggestions have been made to increase the accumulation to 450 days, allow encashment of 50 percent of the accumulated EL after 20 years of service and delink encashment of leave from LTC. A novel concept of “gifting” has been put forward, wherein employee should be allowed to ‘gift’ certain number of days of leave to one’s spouse or one’s colleague. “Vacational” staff like teachers, principals, etc. have demanded restoration of 10 days EL, which was changed to 20 days Half Pay Leave by VI CPC. Analysis and Recommendations : In many organizations, employees are encouraged to take leave on the premise that it revitalizes them and is beneficial for the organization in the long run. Such a system is not prevalent in the government sector in India, but substituting leave with cash is also not desirable. Hence, no change in encashment guidelines is recommended. The Commission recognizes that Earned Leave is, as the name suggests, earned by an employee through the services rendered. Hence, it is personal to the employee and the concept of “gifting” cannot be considered. The demand of “Vacational” staff can, however, be agreed to. Hence, it is recommended that “Vacational” staff be granted 10 days EL in place of 20 days Half Pay Leave. Other than this no other change is recommended. Extra Ordinary Leave (EOL) : EOL is granted to a government servant when no other leave is admissible or when other leave is admissible, but the government servant applies in writing for extraordinary leave. This leave is neither debited to leave account nor is any leave salary paid. No demands have been received regarding this leave. Accordingly, status quo may be maintained. Furlough Leave : This leave is admissible only to defence officers for up to 60 days. It can be availed at half pay, once in a cycle of three calendar years. No demands have been received regarding this leave. However, the Commission is of the view that Furlough Leave is a legacy of the pre Independence era. Since defence officers are already entitled to double the Earned Leave and more than double the Casual Leave available to civilian employees, there is no justification for continuation of Furlough Leave. Hence, it is recommended that Furlough Leave be abolished. Half Pay Leave (HPL) or Leave on Half Average Pay (LHAP) : Presently, government employees are entitled to 20 days of Half Pay Leave for each completed year of service, credited @10 days on the 1st of January and 1st of July every year. There are representations that encashment of HPL should be allowed at the time of superannuation. Analysis and Recommendations : The demands lack merit. Elsewhere in the report it has been recommended that 20 days HPL granted to “Vacational” staff be converted into 10 days EL. Hence, HPL will henceforth not be available to them. No change other than this is recommended. Hospital Leave : This leave is granted to Group `C’ Railway employees if they are suffering from illness or injuries directly due to risks incurred in the course of official duties, on production of medical certificate. Full pay is admissible for first 120 days and half pay thereafter. The leave may be combined with any other kind of leave due and admissible, provided total period of leave does not exceed 28 months. Demands have been received to increase this leave to an unlimited period of time as applicable to PBORs of defence forces. Analysis and Recommendations : This has been discussed under Special Disability Leave Leave Not Due (LND) : LND is granted when the employee has no half-pay leave at credit and he/she requests for the grant of Leave Not Due. It is granted only on medical certification, if the leave sanctioning authority is satisfied that there is a reasonable prospect of the employee returning to duty on its expiry. LND during the entire service is limited to a maximum of 360 days and will be debited against the half-pay leave that the employee may earn subsequently. No demands have been received regarding this leave. Accordingly, status quo may be maintained. Maternity Leave : Maternity leave is granted to women government employees–up to 180 days for pregnancy and 45 days in the entire service for miscarriage/abortion. Maternity leave can be combined with any other leave upto two years without medical certificate. The Commission has received representations for enhancement of Maternity leave to 240 days with full pay and further 120 days with half pay. Analysis and Recommendations : It is noted that Maternity Leave was raised from 135 days to 180 days and ‘period in continuation’ raised from 1 year to 2 years by the VI CPC. No further increase is warranted. Status quo is recommended. Paternity Leave : Presently, a male employee with less than two surviving children may be granted Paternity Leave for a period of 15 days during the confinement of his wife, up to 15 days before or six months from the date of delivery of child. Paternity leave may also be granted to a government servant with less than two surviving children on valid adoption of a child below the age of one year, within a period of 6 months from the date of valid adoption. There are demands to increase the period to 30 days. Analysis and Recommendations : Present dispensation of 15 days is adequate. Status quo may be maintained. Sick Leave : This leave is admissible to defence personnel only on account of sickness attributable/ aggravated due to service conditions. Full pay is granted for the entire duration of hospitalization. Beyond that, defence officers are allowed Sick Leave with full pay and allowances for first six months and fully pay only for next 18-24 months, while there is no such limit for PBORs. There are demands from CAPFs for complete parity with defence forces in respect of provisions of Sick Leave. Analysis and Recommendations : Discussed under Special Disability Leave. Special Casual Leave (SCL) : SCL is granted to employees to cover their absence from duty for various occasions like sports events, cultural activities, participation in Republic Day Parade, voluntary blood donation, Trade Union meetings, etc. Full pay is granted during SCL and it can be sanctioned with retrospective effect also. There are demands to extend SCL to organ donors till the time they are fit to resume duty. Analysis and Recommendations : The Commission would like to express its concern at the widespread use of SCL as a means of getting away from duty. However, because of the extensive scope and case specific nature of this leave, no concrete recommendations can be made. The government may, however, consider the following suggestions: 1. Review the purposes for which SCL is presently granted. 2. Limit the number of purposes for which an employee can be granted SCL in a year. 3. Limit the total number of days that an employee can be granted SCL in a year. Special Disability Leave : It is admissible to civilian employees when disabled by injury intentionally or accidentally inflicted or caused by or in consequence of the due performance of official duties or in consequence of official position held. Full pay is admissible for the first 120 days and half pay thereafter. The leave may be combined with any other kind of leave due and admissible, provided the total period of leave does not exceed 24 months. There are demands to remove the ceiling limit of 24 months–the duration of leave may be left to the discretion of doctor and full pay paid for the entire period. Analysis and Recommendations : There are three different kinds of leave admissible to civilian/defence employees which are granted for work related illness/injuries–Hospital Leave, Special Disability Leave and Sick Leave. It is an established worldwide practice that employees who suffer illness/injuries that are attributable to/aggravated in the course of their duty need to be adequately compensated. However, due to the inherent difference between the nature of duties of civilians and uniformed forces, a distinction needs be made in the level of compensation provided. Having said that, there is some similarity in the risks faced by different uniformed forces, and consequently parity amongst them may be considered as far as this leave is concerned. The following is, therefore, recommended: 1. Hospital Leave, Special Disability Leave and Sick Leave should be subsumed in a new Leave named Work Related Illness and Injury Leave (WRIIL). 2. Full pay and allowances will be granted to all employees during the entire period of hospitalization on account of WRIIL. 3. Beyond hospitalization, WRIIL will be governed as follows: a. For Civilian employees, RPF employees and personnel of Police Forces of Union Territories: Full pay and allowances for the 6 months immediately following hospitalization and Half Pay only for 12 months beyond that. The Half Pay period may be commuted to full pay with corresponding number of days of Half Pay Leave debited from the employee’s leave account. b. For Officers of Defence, CAPFs, Indian Coast Guard: Full pay and allowances for the 6 months immediately following hospitalization, for the next 24 months, full pay only. c. For PBORs of Defence, CAPFs, Indian Coast Guard: Full pay and allowances, with no limit regarding period. 4. In the case of persons to whom the Workmen’s Compensation Act, 1923 applies, the amount of leave salary payable under WRIIL shall be reduced by the amount of compensation payable under the Act. 5. No Earned Leave or Half Pay Leave will be credited during the period that employee is on WRIIL. Study Leave : Presently, Study Leave may be granted to all government employees with not less than five years’ service for undergoing a special course consisting of higher studies or specialized training in a professional or technical subject having a direct and close connection with the sphere of his duties as a civil servant. It is limited to 24 months, except for CHS officers who are allowed 36 months. No demands have been received regarding this leave. Accordingly, status quo may be maintained.

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New OROP rules to benefit superseded men in uniform?

, by indianmilitaryveterans

According to the notification issued by the defence ministry on November 7, all military officers and jawans opting for PMR from now onwards -- without exception – will not be eligible for OROP benefits. Text resize:AAA NEW DELHI: The government is now examining whether it should slightly relax the norms for denial of one rank, one pension (OROP) benefits to all military personnel who seek premature retirement (PMR). Though the final decision will be taken after defence minister Manohar Parrikar returns from his ongoing visit to the US on December 12, sources said the "thought process" was that OROP could be granted to superseded officers who take PMR after continuing in service for four additional years. Similarly, jawans and junior commissioned officers will get OROP if they have served three additional years after being overlooked for promotions. "But officers who opt for PMR without being passed over for promotions will not be eligible for OROP," said a source. According to the notification issued by the defence ministry on November 7, all military officers and jawans opting for PMR from now onwards -- without exception - will not be eligible for OROP benefits. This has led to tremendous unease in the armed forces, who bank upon hundreds of officers and thousands of jawans taking PMR every year to keep themselves young and fighting fit. "The entire cadre management of the forces, which have a steeply-pyramidal promotional structure, is dependent on these officers and jawans taking PMR after finishing their pensionable service. This ensures recruitment of young and fresh blood," said a senior officer. "If the superseded officers and jawans stay on in service to ensure they get OROP, they will block vacancies and reverse all the measures being implemented to reduce the age profile of the forces," he added. The government was earlier also forced to clarify that military personnel who had in the past opted for PMR would get OROP but fresh cases would be kept out of its ambit. In other words, it would be effective only prospectively. Incidentally, it will cost the government an additional Rs 8,000-10,000 crore every year to implement OROP for the over 24 lakh ex-servicemen and six lakh widows around the country, as was reported by TOI earlier

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Payments Under One Rank One Pension Scheme to Start in January

, by indianmilitaryveterans

Ministry of Defence is rethinking whether it should debar officers and men who go home before completing their tenure from the benefits of OROP.  About 25 lakh armed forces veterans get their first enhanced pension under the One Rank One Pension Scheme, or OROP, in January, top Ministry of Defence officials told NDTV. The enhanced pensions will cost the exchequer around Rs 7,000 crore. The Ministry of Defence, meanwhile, is rethinking whether it should debar officers and men who go home before completing their tenure from the benefits of OROP. Show Full Article About 80% officers and men leave the forces when they fail to make it to the next rank. The benefits of the current scheme are denied to them. For example, a Colonel who leaves the army before completing his tenure as he didn't make it to the next rung -- Brigadier -- will not be entitled to OROP. But sources said Defence Minister Manohar Parrikar has ordered a rethink on this and is inclined to strike this provision off. If done, it would address one of the major concerns of the armed forces. "If officers who leave their tenure incomplete and quit for not being making it to the next rung are denied OROP, the forces will be saddled with passed over officers. Worse, they will have to work under the command of junior officers," a source in the ministry said. Veterans will also get their OROP arrears -- the scheme has been brought into effect from July 2014 -- before the end of this financial year. It will cost the government Rs 11,000 crore. War widows and Gallantry award winners will their arrears in one go -- the rest will get it in four equal installments. The implementation of OROP - a pre-election promise by the BJP -- was announced this September after prolonged negotiations. The scheme could, however, not be implemented immediately because of the Bihar elections and the model Code of Conduct that came into play during elections

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Premature retirement clause: Armed forces convey OROP concerns to govt The armed forces are worried about the organizational impact of the clause which directly affects serving military personnel.

, by indianmilitaryveterans

The defence services’ main concern is about the accretion of what they term as “non-performing assets” — personnel who haven’t been promoted due to the steep hierarchical structure of the military. The top hierarchy of the defence forces has conveyed to the government its concerns about the denial of OROP to military personnel seeking premature retirement from defence services now onwards. This clause is part of the government notification on OROP which conceded OROP to ex-servicemen who had taken premature retirement but denied it to those who seek premature retirement from now on.  The armed forces are worried about the organizational impact of the clause which directly affects serving military personnel. Top sources in service headquarters have confirmed to The Indian Express that top brass of at least two of the defence services have personally registered their concerns with senior levels of the government last month. The defence services’ main concern is about the accretion of what they term as “non-performing assets”, military personnel who haven’t been promoted due to the steep hierarchical structure of the military. Disincentivised by denial of OROP, if these personnel do not seek premature retirement, they will continue to occupy the posts which would be otherwise tenanted by younger officials who have not been superseded. The incremental effect of disproportionately large numbers of superseded officials with every passing year will be detrimental to the military.  On an average, nearly 12,000-14,000 soldiers and JCOs, and 450-500 officers seek premature retirement from the army every year. “Nearly half the officers get superseded by 40 years of age in the army. If they don’t opt for premature retirement, they will serve for another 14 years. There are not enough ‘sheltered’ appointments to post them away from important operations posts. This is bound to affect the efficiency, discipline and morale of the army, especially demotivate those working at the cutting edge level” says Srinath Raghavan, a former military officer and Senior Fellow at Centre for Policy Research. The issue of OROP for premature retirees first came up when defence minister in September announced the exclusion of military personnel who have sought premature retirement from the ambit of OROP being granted by the government. Faced with strong opposition from protesting ex-servicemen, Prime Minister Narendra Modi personally announced in Faridabad that there was a misunderstanding and the issue of OROP for premature retirees will be resolved amicably. In the government notification issued on 7th November, government agreed to grant OROP to all ex-servicemen, including those who had already taken premature retirement, but barred those who seek premature retirement from now on from getting OROP. The defence minister has asked the veterans to end their ongoing protests and place their complaints before the one-member judicial commission announced by the government. “While the veterans can take their complaints over the notification to the judicial commission or courts, the service headquarters can’t do so. These concerns have to be thus raised internally at the highest levels by the military leadership lest it affects the operational effectiveness of our armed forces,” a senior military official said. The Army Headquarters officially refused to respond to the story as, it said, “the matter is under consideration by the government”. Defence services feel that the denial of OROP to military personnel going on premature retirement goes against the recommendations of the Ajai Vikram Singh Committee, which had recommended measures to reduce the age profile of officers. These recommendations were approved by the cabinet and implemented by the government. “After the AVSC report, the government itself issued a policy stating that up to 3.1 percent of military personnel can be granted premature retirement every year. By keeping them out of OROP, government is working against its own principle of a young and motivated military,” the senior military official argued. “Most modern armies work on the principle of “up or out”. Officials who don’t get promoted have to compulsorily retire after a fixed period in any rank, usually 4-5 years. That is how armies stay young, fresh and motivated. Making premature retirement attractive is the way in which India can work towards that goal. Denying OROP actually does the opposite,” Raghavan added

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