3.எழுத்தருக்கு குறைந்த பட்ச கல்வி தகுதி

அன்பார்ந்த தோழர்களே ! 

                             ஊதியகுழுவிற்கு அஞ்சல் எழுத்தர் சம்பந்தமாக அஞ்சல் மூன்று சார்பாக கொ டுக்கபட விருக்கும்  கோரிக்கைகளில் சில கருத்துக்களை நாங்கள் பதிவு செய்ய விரும்புகிறோம் .ஜூன் மாதம் பாரதீய போஸ்ட்  இதழில் சொன்னது படி திருநெல்வேலி கோட்ட சங்கத்தின் சார்பாக இதை தயாரித்து கொடுத்த திரு M .பேச்சி முத்து  அவர்களுக்கு எங்கள் நன்றியை தெரிவித்து கொள்கிறோம்   

1.அஞ்சல் எழுத்தருக்கு ஆரம்ப ஊதிய நிலை தற்சமயம் இருக்கும் PB  4200 என கேட்பது சரியானதுதானா ?

          The present pay scale for Postal Assistant is 5200-20200  with grade Pay Rs.2400 in PBI.

          Regarding higher Pay scale with grade Pay Rs.4200 in PB II has been bracketed (for the post 5000-8000, 5500-9000, 6500-6900, 6500-10500  all higher Posts than PA and in Pay Band II) as 9300-34800+4200. THe 6^th CPC has prescribed same scale of Pay and same grade Pay for four posts which is unscientific. This should be hounted out to the 7^th CPC. and oppose, the unscientific method of prescription of Pay scales and grade Pay. So the demand of higher Pay scale in the Pay Band with grade Pay Rs.4200 is not acceptable.

2.மீண்டும் GRADE PAY  குள் செல்லாமல் பழைய ஊதிய நிலைகளில் தொடர்ந்தால் என்ன ?

          2. We oppose the grade pay system introduced by the 6^th CPC. Presently nineteen grade Pay has been prescribed by the 6^th CPC. Increase from lower grade Pay to next higher grade (which is importantly considered for MACP Scheme) is fixed at various percentage from 10% to 50%. There should be uniform rate of increase or system of grade Pay should be abolished and old time pay scale system with specific increment should be revived. We demand revival of old system.

3.எழுத்தருக்கு குறைந்த பட்ச கல்வி தகுதி 

பட்டபடிப்பு என்றால் பதவி உயர்வுக்கு 

காத்திருக்கும் தபால் காரர் /MTS மற்றும் GDS இவர்களின் நிலை என்ன ?

            5) Moreover Second demand in Para 2-12-1 that minimum educational qualification for Postal Asst. should be raised to graduation is a retrograde step and detrimental to the interest of the Postman, MTS. and GDS who are sharing the vacancies of PA as Departmental promotion. This demand should be withdrawn in the interest of unity in NFPE.

4.அனைத்து கேட ருக்கும் சம விகிதத்தில் INCREMENT மற்றும் எழுதருக்கான உதிய விகிதங்கள் 

The 6^th CPC has recommended increment at the rate of 3% for majority employees and recommended 4% for higher level officers. We demand uniform rate of increment as 4%. In these circumstances we demand following pay scales.

          GRD/MTS  Rs.15,000/600/30,000

          Postman     Rs.18,000/720/38,000

          Postal Asst.          Rs.23,000/920/46,000

          LSG            Rs.28,000/1120/56,000

          HSG II        Rs.35,000/1400/70,000

          HSG I         Rs.42,000/1680/84,000

                                  5.   LSG /HSG  II ஊதிய விகிதங்கள்  

II Pay Scale of L.S.G./H.S.G.II

          In Para 3-7-3 of the memorandum Pay scale as applicable to the existing grade pay system has been proposed as below.

          LSG/Supervisor                      :         Grade Pay 4600

          HSG II/Senior Supervisor       :         Grade Pay 4800

1.     We appose this proposal and insist the Pay scale suggested in Para 4 above under Demand No.I as below:

LSG  Rs.28,000 incre. 1120 R 56,000/-

HSG II Rs.35,000 incre. 1400 R 70,000/-

If the 7^th CPC is relectant to withdraw grade pay system, the following principles may be followed to prescibe grade pay.

a. Presently increase from one grade Pay to next higher grade Pay is fixed at different percentage from 10% to 50% Increase from one grade Pay to next grade pay should be at the uniform rate 30%.

b. Increment should be at the rate of 5% of total of basic pay plus grade pay.

c. If may be kept in mind that employees under new pension scheme are getting only 90% of his emoluments for his home expenditure leaving 10% with the government under new pension Scheme. Therefore, separate scale of Pay, is necessary for every post and the minimum pay in the Pay scale of higher post will be minimum pay of the Pay scale of next, lower post with 5increments.

                                TBOP /BCR -- MACP 

TBOP/BCR demand III

          The concept of the MACP Scheme is that every employee, whose services are satisfactory should not be allowed in a same scale of Pay for more than 10 years. So, MACP. Scheme provides 3 upward changes in Pay scales in the career of an employee in the interval of ten years. He cannot expect 4^th elevation in the Pay scale as he would not continue in service after 40 years. Present logic that employee will get MACP only if he is not able to get promotion within 10 years should be withdrawn. MACP scheme may be amended to provide next higher scale of Pay if and when an employee had completed ten years service in a hersendar pay scale.

          The above points may be considered to be included in the memorandum to 7^th CPC. by the Secretary General, NFPE NewDelhi.

                                                                             Yours comradely,

Date : 09.07.2014                                                S.K.JACOBRAJ

                                                                     DIVISIONAL SECRETARY

                                                                     A I P EU GROUP C

                                                                    TIRUNELVELI DIVISION

                                                                        627002