Home Blog Page 892

Railway Services (Revised Pay) Rules, 2008 – Revision of option exercised under Rule 6 of Railway Services (Revised Pay) Rules, 2008.

Government of India
Ministry of Railways
(Railway Board)

***

S.No.PC-VI/216                                                                                       RBE No.102/2010
No.PC-VI/2010/I/RSRP/5                                                                 New Delhi, dated 22.07.2010

The GMs/CAOs(R),
All Indian Railways & Production Units
(As per mailing list)

Subject: Railway Services (Revised Pay) Rules, 2008 – Revision of option exercised under Rule 6 of Railway Services (Revised Pay) Rules, 2008.

In accordance with the provisions contained in Rule 11 of the Railway Services (Revised Pay) Rules, 2008, where a Railway servant opts to continue to draw his pay in the existing scale from the 1st day of January 2006 and switch over to the revised scale from a date later than the 1st day of January, 2006, his pay from the later date in the revised scale is required to be fixed under Rule 11(i) of the Railway Services (Revised Pay) Rules, 2008. As per Rule 5 of these Rules, this option to switch over to the revised pay structure from a date later than 1.1 2006 is available to a Railway Servant :

  • (i) who elects to continue to draw pay in the existing scale until the date on which he earns his next or any subsequent increment in the existing scale or until he vacates his post or ceases to draw pay in that scale.
  • (ii) who has been placed in a higher pay scale between 1.1.2006 and the date of notification of these Rules on account of promotion, upgradation of pay scale etc, the Railway servant may elect to switch over to the revised pay structure from the date of such promotion, upgradation etc.

2. As per Rule 6(1) of Railway Services (Revised Pay) Rules, 2008 the option in the format appended to the Second Schedule was required to be exercised within three months from the date of issue of these Rules,

3. Further Rule 6(4) provided that the option once exercised shall be final. The Staff Side has represented on this issue and have requested that the first option exercised may not be treated as final keeping in view the new system of pay band and grade pays and those employees may be allowed to revise their option if the option is more beneficial to them.

4.On further consideration and in exercise of the powers available under Railway Services (Revised Pay) Rules, 2008, the President is pleased to decide that in relaxation of stipulation under Rule 6(4) of these Rules employees may be permitted to revise their initial option upto 31 12.2010 if the option is more beneficial to them. The revised option shall be intimated to the Head of his Office by the Railway servant in accordance with the provision of Rule 6(2) of the Revised Pay Rules, 2008.

5. This issues with the concurrence of the Finance Directorate of the Ministry of Railways

(Hari Krishan)
Director, Pay Commission II
Railway Board.

No.PC-VI/2010/I/RSRP/5                                                      New Delhi, dated 22.07.2010

Original Copy

Child Care Leave (CCL) & Child Adoption Leave (CAL) – Overview

Child Care Leave (CCL)

Government has introduced Child Care leave with effect from 1st September, 2008. Women employees having minor children may be granted Child Care Leave by an authority competent to grant leave for a maximum period of 730 days during their entire service for taking care of up to two children, whether for rearing or to look after any of their needs like examination, sickness, etc. Child Care Leave shall not be admissible if the child is eighteen years of age or older. During the period of such leave, the women employees shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. It may be availed of in more than one spell. Child Care Leave shall not be debited against the leave account. Child Care Leave may also be allowed for the third year as leave not due (without production of medical certificate). It may be combined with leave of the kind due and admissible.

  1. The leave is to be treated like the Earned Leave and sanctioned as such.
  2. Child Care Leave shall be admissible for two eldest surviving children only.
  3. The leave account for child care leave shall be maintained in the proforma enclosed, and it shall be kept alongwith the Service Book of the Government Servant concerned.
  4. Child Care Leave (CCL) cannot be demanded as a matter of right. Under no circumstances can any employee proceed on CCL without prior proper approval of the leave by the leave sanctioning authority.
  5. Consequently, Saturdays, Sundays, Gazetted holidays etc. falling during the period of leave would also count for CCL, as in the case of Earned Leave.
  6. CCL can be availed only if the employee concerned has no Earned Leave at her credit.

Government Orders for Child Care Leave :

  1. Child Care Leave in respect of Central Government employees as a result of Sixth Central Pay Commission – clarification regarding – Dated : 18th November, 2008
  2. Grant of Child Care Leave to women Government employees – Clarification – Regarding. Dated : 29th September, 2008.
  3. Recommendations of the Sixth Central Pay Commission relating to enhancement of the quantum of the Maternity Leave and introduction of Child Care Leave in respect of Central Government employees – Dated 11th September, 2008

———————————————————————————————————————————

Child Adoption Leave (CAL)

Child Adoption Leave admissible to female Government servants has been enhanced from 135 days to 180 days. It has also been decided that a male employee (including an apprentice) with less than two surviving children, on valid adoption of a child below the age of one year, may be sanctioned Paternity Leave for a period of 15 days within a period of six months from the date of valid adoption.

Government Orders for Child Adoption Leave :

  1. Enhancement to Child adoption Leave from 135 days to 180 days and extension of the facility of Paternity Leave to adoptive fathers. Dated 20th Aug 2009
  2. Grant of Child Adoption Leave for 135 days to the female Govt. servants on adoption of a child upto one year of age – Dated 31st March, 2006

Put your questions / views / comments for this post.
igecorner.com

Child Care Leave in respect of Central Government employees as a result of Sixth Central Pay Commission

No.13018/2/2008-Estt. (L)
Government of India
Ministry of Personnel, Public Grievances & Pensions
(Department of Personnel and Training)

New Delhi, dated the 18th November, 2008.

OFFICE MEMORANDUM

Subject : Child Care Leave in respect of Central Government employees as a result of Sixth Central Pay Commission – clarification regarding –

The order regarding introduction of Child Care leave (CCL) in respect of Central Government employees were issued vide this Department’s O.M. of even number dated 11th September, 2008. Subsequently, clarification in this regard were also issued vide O.M. dated 29th September, 2008.

2. Consequent upon the implementation of orders relating to Child Care Leave, references has been received from various sections regarding the procedure for grant of this leave etc. In this connection, it is mentioned that the intention of the Pay Commission in recommending Child Care Leave for women employees was to facilitate women employees to take care of their children at the time of need. However, this does not mean that CCL should disrupt the functioning of Central Government offices. The nature of this leave was envisaged to be the same as that of earned leave. Accordingly, while maintaining the spirit of Pay Commission’s recommendations intact and also harmonizing the smooth functioning of the offices, the following clarifications are issued in consultation with the Department of Expenditure (Implementation Cell) with regard to Child Care Leave for Central Government employees:

  • i) CCL cannot be demanded as a matter of right. Under no circumstances can any employee proceed on CCL without prior proper approval of the leave by the leave sanctioning authority.
  • ii) The leave is to be treated like the Earned Leave and sanctioned as such.
  • iii) Consequently, Saturdays, Sundays, Gazetted holidays etc. falling during the period of leave would also count for CCL, as in the case of Earned Leave.
  • iv) CCL can be availed only if the employee concerned has no Earned Leave at her credit.

3. Hindi version will follow.

(Raj Bala Singh)
Under Secretary to the Govt. of India

Original Copy

Grant of Child Adoption Leave for 135 days to the female Govt. servants on adoption of a child upto one year of age

No.13018 /4/2004-Estt.(L)
Government of India
Ministry of Personnel, P.G. & Pensions
Department of Personnel & Training
****

New Delhi, the 31st March., 2006

OFFICE MEMORANDUM

Sub: Grant of Child Adoption Leave for 135 days to the female Govt. servants on adoption of a child upto one year of age –

*****

The undersigned is directed to refer to this Department’s OM No.13018/4/89-Estt.(L) dated 25th October, 1989 regarding grant of leave to female Govt. servants on adoption of a child and to say that on having considered the justifications given by the Association of Adoptive Parents (ATMAJA) and the views of the Ministry of Health & Family Welfare as well as those of the Department of Women & Child Development, it has been decided to extend the benefit of leave for 135 days to the adoptive mothers with fewer than two surviving children as ‘Child Adoption Leave’ on adoption of a child upto one year of age, on the lines of maternity leave admissible to natural mothers.

2. During the period of Child Adoption leave, she shall be paid leave salary equal to the pay drawn immediately before proceeding on leave.

3. Child Adoption leave may be combined with leave of any other kind.

4. In continuation of ‘Child Adoption leave’, the adoptive mothers may also be granted, if applied for, leave of the kind due and admissible (including Leave not due and Commuted leave not exceeding 60 (sixty) days without production of Medical certificate) for a period upto one year reduced by the age of the adopted child on the date of legal adoption without taking into account the period of Child Adoption leave, subject to the following conditions.

  • (i) This facility shall not be admissible to an adoptive mother already having two surviving children at the time of adoption.
  • (ii)The maximum period of one year leave of the kind due & admissible (including Leave not due and Commuted leave upto 60 days without production of Medical certificate) will be reduced by the age of the child on the date of adoption without taking into account Child Adoption leave as in following illustrations:
  • If the age of the adopted child is less than one month on the date of adoption leave upto one year may be allowed.
  • If the age of child is six months and above but less than seven months, leave upto 6 months may be allowed.
  • If the age of the child is 9 months and above but less than ten months, leave upto 3 months may be allowed.

5. Child Adoption leave shall not be debited against the leave account

6. So far as persons serving in the Indian Audit & Accounts Departments are concerned, these orders are being issued after consultation with the C&AG of India.

7. Relevant rule is being incorporated/amended.

8.These orders will have effect from the date of issue.

9. Hindi version will follow.

(S. Meenakshisundaram)
Deputy Secretary to the Govt. of India

Grant of Child Care Leave to women Government employees – Clarification – Regarding.

No. 13018/2/2008-Estt.(L)
Government of India
Ministry of Personnel, Public Grievances & Pensions
[Department of Personnel & Training]

New Delhi, the 29th September, 2008.

OFFICE MEMORANDUM

Subject- Grant of Child Care Leave to women Government employees – Clarification – Regarding.

The undersigned is directed to refer to para 1(c) of this Department’s O.M. of even number dated 11th September, 2008 according to which Child Care Leave can be granted to women employees having minor children below the age of 18 years, for a maximum period of 2 years (i.e. 730 days) during their entire service, for taking care of upto two children whether for rearing or to look after any of their needs like examination, sickness etc. The question as to whether child care leave would be admissible for the third child below the age of 18 years and the procedure for grant of child care leave have been under consideration in this Department, and it has now been decided as follows:

  • (i) Child Care Leave shall be admissible for two eldest surviving children only.
  • (ii) The leave account for child care leave shall be maintained in the pro forma enclosed, and it shall be kept alongwith the Service Book of the Government servant concerned.

(Simmi R. Nakra)
Director (P&A)

Recommendations of the Sixth Central Pay Commission relating to enhancement of the quantum of the Maternity Leave and introduction of Child Care Leave in respect of Central Government employees.

No.13018/2/2008-Estt.(L)
Government of India
Ministry of Personnel, Public Grievances & Pensions
(Department of Personnel & Training)

New Delhi, the 11th September, 2008.

OFFICE MEMORANDUM

Subject:- Recommendations of the Sixth Central Pay Commission relating to enhancement of the quantum of the Maternity Leave and introduction of Child Care Leave in respect of Central Government employees.

———

Consequent upon the decisions taken by the Government on the recommendations of the Sixth Central Pay Commission relating to Maternity Leave and Child Care Leave, the President is pleased to decide that the existing provisions of the Central Civil Services (Leave) Rules, 1972 will be treated as modified as follows in respect or civilian employees of the Central Government:

  • (a) The existing ceiling of 135 days Maternity Leave provided in Rule 43(1) of Central Civil Services (Leave) Rules, 1972 shall be enhanced to 180 days.
  • (b) Leave of the kind due and admissible (including commuted leave for a period not exceeding 60 days and leave not due) that can be granted in continuation with Maternity Leave provided in Rule 43(4)(b) shall be increased to 2 years.
  • (c) Women employees having minor children may be granted Child Care Leave by an authority competent to grant leave, for a maximum period of two years (i.e.730 days) during their entire service for taking care of upto two children whether for rearing or to look after any of their needs like examination, sickness etc. Child Care Leave shall not be admissible if the child is eighteen years of age or older. During the period of such leave, the women employees shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. It may be availed of in more than one spell. Child Care Leave shall not be debited against the leave account. Child Care Leave may also be allowed for the third year as leave not due (without production of medical certificate). It may be combined with Ieave of the kind due and admissible.

2. These orders shall take effect from 1st September, 2008.

3. In view of paragraph 2 above, a women employee in whose case the period of 135 days of maternity leave has not expired on the said date shall also be entitled to the maternity leave of 180 days.

4. Formal amendments to the Central Civil Services (Leave) Rules, 1972 are being issued separately.

5. In so far as persons serving in the Indian Audit & Accounts Departments are concerned, these orders are issue in consultation with the Comptroller & Auditor General of India.

6. Hindi version will follow

(Simmi R. Nara)
Director (P&A)

Enhancement to Child adoption Leave from 135 days to 180 days and extension of the facility of Paternity Leave to adoptive fathers.

No.11019/27/2008-AIS-11I
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel & Training
*******

New Delhi, the 20th August, 2009

Subject: – Enhancement to Child adoption Leave from 135 days to 180 days and extension of the facility of Paternity Leave to adoptive fathers.

Sir/Madam,

I am directed to enclose herewith copies of the instructions of the Government of India regarding enhancement of Child Adoption Leave from 135 days to 180 days and extension of the facility of Paternity Leave to adoptive fathers in respect of Central Government Employees and to state that the instructions contained in this Department’s Office Memorandum No. 13018/1/2009-Estt(L) dated 22nd July, 2009 and 13018/4/2004-Estt(L) dated 31st March, 2006 will be applicable mutatis-mutandis to members of the All India Services.

Yours faithfully,
(Harjot Kaur)
Director (Services)

Original Copy

Implementation of Swavalamban Schemes in New Pension Scheme

F,No, 13/10/2006-PR
Ministry of Finance
Government of India
Department or financial Services
****

Jeevan Vihar Building, Parliament Street,
New Delhi, Dated the 18th June, 2010.

To
The Chairman,
Pension Fund Regulatory & Development Authority,
Ist Floor, ICADR Building,
Plot No. 6, Vacant Kunj, Institutional Area, Phase-II,
New Deplhi –110070

Subject: Implementation of Swavalamban Schemes – approval of Operational Guidelines,

Sir,

In pursuance to the announcement of Swavalamban Scheme in the Union Budget 2010-11, a roadmap has been drawn for implementation of the Scheme to achieve the intended objectives PFRDA had finalized draft Operational Guidelines in this regard. These Operational Guidelines have been approved by the Government. A copy of the approved guidelines is enclosed.

2. PFRDA was in process of finalising guidelines for appointment of Aggregator/Contribution Collection Agents. A copy of the draft guidelines for appointment of Aggregator/Contribution Collection Agents, as finalised by PFRDA, may kindly be provided to this Office at the earliest,

3. Vide this Office letter dated 100 June. 2010, PFRDA was requested to indicate the preparedness of PFRDA for launch of the Scheme on 1 August, 2010. You are requested to kindly indicate your views in this regard to this Office at the earliest.

Yours faithfully,

(D.D. Maheshwari)
Under Secretary to the Government of India

—————————–

DRAFT
Swavalamban Scheme: Operational Guidelines

The Scheme and its applicability

1. The scheme will be called Swavaiamban Yojana. it will be applicable to all citizens in the unorganised sector who join the New Pension System (NPS) administered by the Interim Pension Fund Regulatory and Development Authority (PFRDA),

Benefits under the Scheme

2. Under the scheme, Government will contribute Rs. 1000 per year to each NPS account opened in the year 2010-11 for the next three years, that is, 2011-12, 2012-13 and 2013-14. The benefit will be available only to persons who join the NPS with a minimum contribution of 1,000 end maximum contribution of Re.12,000 per annum.

Definitions:

3. Unorganised sector For the purpose of this scheme, a person will be deemed to belong to the unorganised sector if that person:

  • is not in regular employment of the Central or a state government, or an autonomous body / public sector undertaking of the Central or state government having employer assisted retirement benefit scheme, or
  • is not covered by a social security scheme under any of the following laws:

 

  • Employees’ Provident Fund and Miscellaneous Provisions Act, 1952
  • The Coal Mines Provident Fund and Miscellaneous Provisions Act,1948
  • The Seamen’s Provident fund Act, 1966
  • The Assam Tea Plantations Provident Fund and Pension Fund Scheme Act, 1955
  • The Jammu and Kashmir Employees’ Provident Fund Act 1961

4. All other definitions as given in the NPS offer document will apply to he terms used in this scheme,

Eligibility:

5. The Scheme will be applicable to all persons in the unorganised sector subject to the condition that the benefit ff Central Government contribution will he available only to those persons whose contribution to NPS is minimum Rs. 1,000 and maximum Rs 12,000 per annum, for both Tier I and II taken together, provided that the person makes a minimum contribution of Rs. 1000 per annum to his Tier I NPS account

6. As a special case and in recognition of their faith in the NPS, all NPS accounts opened in 2009-10 will be entitled to the benefit of Government contribution under this scheme as if they were opened as new accounts in 2010-11 subject to the condition that they fulfill all the eligibility criteria prescribed under these guidelines.

Funding

7, The scheme will be funded by grants from Government of India. The grants would be given such that monthly payment in the subscriber accounts would be possible.

Operation

8. A person will have the option to join the NPS as an individual as per the existing scheme or through the CRA Lite approved by PFRDA.

9. At the time of joining the NPS the subscriber will have to declare whether he/she falls within the definition of unorganised sector as defined in para 3 above and would also declare that his contribution would range between Rs. 1,000 to Rs. 12,000 per annum, If subsequent to opening the NPS account it is found that the subscriber has made a false declaration about his eligibility for the benefits under this scheme or has been wrongly given the benefit of government contribution under this scheme for whatsoever reason, the entire government contribution will be deducted along with penal interest as may be specified from time to time

if the status of the subscriber changes to Ineligible after joining the NPS, he/ she should immediately declare so and the benefit of government contribution will not accrue to the subscriber’s account after the date on which the subscriber becomes ineligible.

10 At the end of each financial year the CRA wlii, by 7th April of the following year, send to the PFRDA details of the NPS accounts opened during the year, showing separately the number of eligible NPS accounts in which the subscriber’s contribution has been between Rs, 1,000 and Rs. 12,000. CRA will also send these details with individual PRAN to the Trustee Bank.

Exit from NPS

11. The exit from the Swavalamban Scheme would be on the same terms and conditions on which exit from Tier-1 account of NPS is permitted, that is, exit at age 60 with 40% minimum annuilisation of pension wealth and exit before age 60 with 80% annuilisation of pension wealth. This exit would be subject to the condition that the minimum pension out of his accumulated pension wealth would be Rs, 1,000 per month, which may be revised from time to time

Miscellaneous

12, PFRDA may permit members of an existing pension scheme to migrate to NPS under such terms and conditions as may be approved by the Government

Removal of doubts

13. In case of any doubts on the eligibility, operation of the scheme or any other issue the Central Government will decide the matter in consultation with PFROA and the decision of the Central Government will be final.

Orignial Copy

New Pay Scales for Employees of Regional Rural Banks (RRBs) at Par with PSBs

Finance Minister Shri Pranab Mukherjee has asked the Regional Rural Banks (RRBs) to bring their Non-Performing Assets (NPAs) below 5% by this year itself. Finance Minister also announced the wage revision of the pay-scale and allowances of the employees of the RRBs corresponding to those of Nationalised Banks as per 9th Bipartite Settlement. The additional cost burden of the arrears on this account would be about Rs. 791 crores. He was addressing the annual review meeting of Chairmen of RRBs and General Managers of Sponsor Banks, here today. Shri Mukherjee asked the RRBs to speed up their activities to expand their branches on platform of Core Banking Solutions. The Finance Minister emphasized upon use of new technology including Business Correspondents, mobile banking vans, tele-banking etc. to provide banking services to entire population of the country, especially in the rural areas.

Secretary Financial Services, Shri R. Gopalan, Deputy Governor RBI, Dr. K.C. Chakravarty, Chairman NABARD, Shri U.C.Sarangi and Additional Secretary, Financial Services, Shri Rakesh Singh were also present on this occasion among others.

Following is full text of the speech delivered by the Finance Minister Shri Pranab Mukherjee on this occasion:

“I am happy to be here in the annual review meeting of Chairmen of RRBs and General Managers of Sponsor Banks. Such meetings are being organized regularly since January 2007 and have helped in preparing a realistic action plan for strengthening the RRBs on a sustainable growth trajectory. I hope that this meeting will help us in further consolidating the efforts being made by the RRBs, Sponsor Banks, Govt Of India, NABARD and the Reserve Bank of India.

As you are aware, the first batch of RRBs were established on 2 October 1975 and their number gradually increased to 196 in 1986. The RRBs were designed as unique financial institutions with exclusive focus on development of rural areas. It was expected that these institutions would provide efficient financial services at affordable cost to the disadvantaged sections of the rural population.

Government of India had initiated a series of measures in the recent years to strengthen the RRBs to emerge as strong financial institutions for meeting the financial needs of the rural population. In the wake of the announcement in the Union Budget 2007-08, 27 RRBs which had negative networth as on 31 March 2007 have been recapitalized. A conducive policy environment has been created for expanding the branch network of RRBs. The branch licencing norms have been made flexible. RRBs have responded to these measures and have opened 716 branches during the last 02 years.

For further improving the financial health of RRBs, the Government of India started the process of structural consolidation of RRBs by amalgamating RRBs sponsored by the same Sponsor Banks within the State. The process of amalgamation is almost complete. As on date, there are 82 RRBs (46 amalgamated and 36 stand alone) with a branch network of 15,475 branches covering 619 districts, 26 States and 01 Union Territory (Puducherry).

RRBs are expected to play a vital role in promoting financial inclusion in the country. To achieve this objective, RRBs are being supported out of the Financial Inclusion Fund and Financial Inclusion Technology Fund set up in NABARD. NABARD had launched a pilot project for facilitating Financial Inclusion with ICT in 15 RRBs. The pilot project is expected to cover 150 villages in 30 districts of 14 States. All RRBs need to draw up individual plans for financial inclusion in their areas of operation at the earliest and also adopt the BC / BF model.

I am happy to note that RRBs have shown improved performance in many areas. The total loan outstanding of RRBs as on 31 March 2010 was Rs.83,562 crore whereas the deposits amounted to Rs.1,42,814 crore. The ground level credit flow of RRBs has improved from Rs.43,367 crore to Rs.56,268 crore thereby recording an appreciable growth rate of about 30%. A significant part of their performance is substantial lending to the priority sector. RRBs are mandated to lend 60% of their loans to the priority sector. During the last three years, RRBs have not only achieved the target fixed for the purpose but have maintained priority sector loans above 80%. I am also happy to note that RRBs have maintained their focus on agriculture as over 61% of the priority sector loans are for agriculture sector. The RRBs have also improved the health of their credit portfolio as the net NPA has now reduced to 1.62%. Only three RRBs are now making losses.

There is no doubt that the enabling environment created by Government of India, RBI and NABARD has helped the RRBs in improving their performance. Still, there are many areas of concern. 30 RRBs had accumulated losses to the tune of Rs.1,808 crore. All weak RRBs need to chalk out a time bound action plan to wipe out the accumulated losses and simultaneously achieve all the prudential norms.

In the last review meeting held in August 2009, I had expressed concern that a very large number of RRBs continued to have low CRAR. It was also observed during the review that some of the RRBs presently having reasonable CRAR would also be not able to maintain it on account of certain expenditure they might have to incur in the coming years for payment of enhanced wages and installation of CBS. To address this situation, a Committee was set up under the Chairmanship of Dr. K C Chakravarty, Deputy Governor, RBI to analyse the financials of RRBs and suggest measures so that each RRB has atleast 9% CRAR by 2012. The Committee has already submitted their report. The report is now under examination in consultation with NABARD and RBI. I am sure the implementation of the feasible recommendations of the Committee would help the RRBs to emerge as stronger financial institutions.

It is imperative that all RRBs embrace the latest technology for providing services to their customers. I have been constantly laying emphasis that all RRBs in a time bound matter should have all their branches under Core Banking Solution. I understand that 21 RRBs have now covered their entire bank branch network under CBS. 10 more RRBs are on the way to achieve full coverage of their branches under CBS. However, it is a matter of concern that CBS is yet to take roots in 51 RRBs. I would urge upon all the RRBs and their sponsor banks to attach utmost priority to CBS and in today’s meeting a time bound programme should be fixed for CBS implementation for each of the RRBs.

The sponsor banks also need to closely monitor the performance of their sponsored RRBs and provide timely guidance to them wherever necessary. It has been brought to my notice that some of the sponsor banks have withdrawn the Chairmen of RRBs before the completion of their tenure. Though the premature withdrawal must be for valid reasons, this could affect the performance of the RRBs in an adverse way, besides impacting the morale of the staff of RRBs. I suggest that the sponsor banks take all precautions at the time of selection of Officers for the post of Chairman of RRB so as to ensure that they continue to guide the RRBs for a period of at least three years.

I understand that of the 46 amalgamated RRBs, 39 are now scheduled by Reserve Bank of India. In case of 7 other RRBs, NABARD is required to undertake their inspection with reference to their annual accounts as on 31 March 2010. I would impress that this process of scheduling the remaining banks should be completed at the earliest.

I have noted that RRBs (officers and employees) Service Regulations 2010 have since been issued by GOI and the process has been initiated by the RRBs for adoption of these regulations. The new Appointment and Promotion (officers and employees) Rules have already been issued on 13.7.2010 for publication in the Gazette of India. These measures should help in improving productivity and business of the RRBs.

Keeping in view the expectations from the RRBs, the training and capacity building of RRB Officers and Staff need to be given utmost priority. A Committee set up for the purpose has identified a number of areas for capacity building of RRBs. All the RRBs should prepare a comprehensive plan for meeting the training needs of its staff members. A mechanism should be created for providing funding support to RRBs for conducting these training programme duly involving NABARD, sponsor banks and the RRB itself.

In the light of the ninth bipartite settlement between the Indian Banks Association representing the managements of the Public Sector Banks and the United Forum of Bank Union representing the associations/unions of all PSBs, the wage revision of the pay and allowances of the RRBs has also been taken up. The additional cost burden of the arrears is likely to be Rs 791 crores , which will bring down the total profits of the RRBs from Rs 2374 crores , as on 31st March, 2010 to Rs 1615 crores , adjusting for the additional cost burden of arrears on the RRBs. This is likely to lead to more RRBs going into losses against only three loss making RRBs at present. Yet the Government is committed towards fulfilling its obligation of giving equal pay scales corresponding to those of nationalized banks to the RRB employees. I am happy to announce that we are fulfilling the Government commitment of giving equal pay scales corresponding to those of nationalized banks to the RRB employees, as per Ninth Bipartite Settlement.

I look forward to our deliberations today and am sure that the gathering will have fruitful discussions and come out with pragmatic and innovative suggestions for further improving the performance of RRBs.”

Source : PIB

CGEGIS – CENTRAL GOVERNMENT EMPLOYEES GROUP INSURANCE SCHEME – Overview

CENTRAL GOVERNMENT EMPLOYEES GROUP INSURANCE SCHEME

Eligibility
(i) The scheme is compulsory for all regular employees including canteen employees.

(ii) Employee joining service from Ist January of a year will be a member of the Scheme from the date of joining.

(iii) Employee joining service on any other date will be entitled for insurance cover alone from the actual date of joining till the end of that year and will become full fledged member from the 1st January of the next year.

(iv) Re-employed defence personnel shall not be admitted to this scheme until the expiry of extended insurance cover under the Group Insurance Scheme for Armed Forces.

Subscription and Insurance Cover

(i) Under the scheme monthly subscriptions are to be made by each group of employees to get the appropriate insurance cover as follows

  • (a) For members as on 31.1.1989, who opted for the old scheme :
Group of
Employees
Subscription per
month (Rs.)
Amount of Insurance
cover (Rs.)
A 80 80,000
B 40 40,000
C 20 20,000
D 10 10,000
  • (b) For members as on 31.1.1989 who opted for the new scheme and those joining on or after 1.2.1989 :
Group of
Employees
Subscription per
month (Rs.)
Amount of Insurance
cover (Rs.)
From date of joining to
succeeding Is January
From succeeding Ist January
A 40 120 1,20,000
B 20 60 60,000
C 10 30 30,000
D 5 15 15,000

(ii) If an employee is promoted to a higher grade in between a calendar year, his subscription will be raised w.e.f. the following 1st January.

(iii) If an employee is reverted to a lower grade, his subscription and insurance will not be changed. It will remain as applicable to the higher grade to which he belonged before reversion.

(iv) Subscription for a month shall be recovered from the employee’s salary for that month.

(v) Subscription shall be recovered even for the month in which the employee ceases to be in service on account of retirement, death, resignation, removal etc. from service, or is on leave or suspension.

(vi) If subscription is not paid during any period of extraordinary leave, the arrears will be recovered with interest due under the Scheme, in maximum 3 instalments, from the month following the month in which employee returns for duty. If an employee dies while on extraordinary leave , the arrears will be recovered with compound interest @ 12% p.a. from the amount payable to the family under the scheme.

(vii) If subscription is delayed due to delayed payment of salary, no interest will be charged.

(viii) In exceptional circumstances, when employee cannot subscribe to CGEGIS, he can make non-refundable withdrawal from his PF account and pay the subscription.

(ix) 30% of the subscription will go to Insurance Fund and the balance 70% will go to Savings Funds.

Fifth Pay Commission has recommended to revise the proportion to 25% and 75% provisionally and review the same based on mortality rates.

Interest on Savings Fund

Interest will be paid on the balance in the Savings Fund at prescribed rates, compounded quarterly.

Benefits under the Scheme

(i) On Resignation/Retirement :- Amount of subscription credited to the Savings Fund alongwith interest thereon will be paid to the employee.

(ii) On Death : Amount of insurance cover of the group to which he belongs on the date of death and the accumulation in Savings Fund will be paid to his nominee/heirs.

(iii) If an employee dies before he was enrolled as a member (i.e. between the date of his joining service and the following Ist January), only the insurance amount will be paid to the nominee/heirs.

(iv) Assignment of Insurance Cover and Savings Fund for obtaining loans : An employee can assign the insurance cover and accumulation in the savings fund to a recognised financial institution, for obtaining housing loans. However, no loans/advance or withdrawals are permitted from Insurance Fund/Savings Fund.

(v) The amount of subscription is eligible for Income Tax Rebate u/s 88 of IT Act.

Mode of Payment

(i) The payment under the scheme shall be made to the employee in case of retirement, or quitting service otherwise.

(ii) In case of employee’s death, the amount shall be paid to :

  • (a) if there is a valid nomination, to the nominee(s) in the manner prescribed.
  • (b) if there is no valid nomination, as per valid nomination for GPF.
  • (c) if there is no valid nomination for PF also, then in equal shares to widow(s)/minor sons and unmarried daughters. When none of these are alive, then to other members of the family in equal shares.
  • (d) if neither any valid nomination is there, nor any member of the family is alive then to legal heirs on furnishing the succession certificate.

(iii) When the whereabouts of an employee are not known :

  • (a) Savings Fund accumulation will be paid to the nominees/members of the family/legal heirs after one year following the month of disappearance on furnishing a police report that employee is not traceable in spite of all efforts and an Indemnity Bond.
  • (b) The insurance amount will be paid after 7 years of the disappearance on production of decree of presumed death of the employee.

(c) Full subscription for the first year and reduced subscription for the insurance premium alone for the next 6 years will be recovered from the amount payable.

Other Conditions :

(a) The amount due to the minor can be paid to mother as natural guardian without any certificate in the case of non-Muslims and with guardianship certificate in the case of Muslims.

(b) If any person eligible for share of benefits is charged with murder or abetting murder of the employee, his claim will be suspended. If he is convicted he will be debarred from receiving any share, if he is acquitted his share will be paid without any interest.

(c) Any dues to the government cannot be recovered from amount payable under the scheme.

CENTRAL GOVERNMENT EMPLOYEES’ GROUP INSURANCE SCHEME

Just In