Running News

Friday, 31 July 2015

A POSITIVE MOVE ON CASUAL LABOURER/FULL TIME /PARTIME/CONTINGENT/DAILY WAGER - WAGE REVISION/ PAID OFF/ REVISION OF DA/PAYAMENT OF ARREARS - ISSUE BECAUSE OF PLACING THE ISSUE IN THE RJCM MEETING PROPOSED TO BE HELD ON 06.08.2015

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நீண்ட காலமாக தேங்கிக் கிடந்த CASUAL LABOUR பிரச்சினையில் நாம் RJCM இல் இந்தப் பிரச்சினையை வைத்ததன் விளைவாக தற்போது தீர்வு நோக்கிய முன்னேற்றம். கீழே பார்க்க : CPMG TN அவர்கள் அனைத்து PMG க்களுக்கும் அளித்திருக்கும் கடிதத்தின் நகலை .
=J.RAMAMURTHY, SECRETARY STAFF SIDE, RJCM.
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MOST URGENT
DEPARTMENT OF POSTS
From
The Chief PMG
Tamilnadu Circle
Chennai-600002
To
The Postmasters General
Chennai City Region, Chennai-600002
Central Region, Tiruchirapalli-620001
Southern Region, Madurai-625002
Western Region, Coimbatore-641002
The Director, PTC  Madurai-625022
The Director, Foreign Post, Chennai
The General Manager, (PA&F), Chennai-600008
The Manager, MMS, Chennnai-600006
The SSRM/SRM
Chennai Airmail Sorting Division, Chennai-600027
Chennai  Sorting Division, Chennai-600008
RMS “M” Division,Chennai-600008
The Supdt,
CSD/PSD, Chennai-600004/Chennai-600010
The executive Engineer, Civil, Chennai-600008
ESB/union/2013  dated    at Chennai-600002               the       30.7.2015

Sub : 90th RJCM meeting with Chief PMG to be held on 6.8.2015.
                                                    ......

         The subject to be discussed in 90th RJCM meeting is reproduced below for furnishing report before 15.00 hrs on 31.7.2015.

         Non drawal  of revised wages /DA and nonpayment of arrears from 1.1.2006 to all full time/part time casual labourers and non payment of weekly off  though ordered in Dte Lr.No. 2-53/2011-PCC dt 22.1.2015& clarification issued in this office lr No.ESB/300-134/2015 dt 21.7.2015. They are eligible for weekly off .as per dte lr 45-60/88-SPB I dt 7.7.88 for six days continuous work. This was reiterated by CPMG,in lr No. REP/84-1/89 dated 19.4.90.Divisional heads are denying their rights on the plea that there is no casual labourer working under their control, despite of issuance of orders by chief PMG in lr no. REP/84-73/II(p) dated 8.8.13 confirming dte lr 65-24/88-SPB-I dt17.5.89.

           This may kindly be treated as MOST URGENT.

/S.KUMAR/
Asst.Director(Rectt&Estt)
For Chief Postmaster General,

                                                                     T.Nadu Circle ,Chennai-600002.
 
 

Tuesday, 28 July 2015

FORMER PRESIDENT A P J ABDUL KALAM PASSES AWAY. A BIG SALUTE TO THE MISSILE MAN

FORMER PRESIDENT A P J ABDUL KALAM PASSES AWAY. A BIG SALUTE TO THE MISSILE MAN


            News: Bharat Ratna APJ Abdul Kalam Passed Away: Former Indian President Bharat Ratna APJ Abdul Kalam (Avul Pakir Jainulabdeen Abdul Kalam) Passed Away today(27.07.2015). He was reportedly collapsed on stage while giving a lecture at the Indian Institute of Management in Shillong and immediately rushed to hospital. Doctors say he suffered from a cardiac arrest.
            Dr Kalam was born in Rameswaram on October 15, 1931, to a boatman. He played a pivotal role in India's Pokhran-II nuclear test in 1998, the first since the test by India in 1974. He was known as Missile Man India for ensuring the success of Integrated Guided Missile Development Programme (IGMDP). For his achievements, he was awarded the Padma Bhushan, Padma Vibhushan and Bharat Ratna, and then he became the 11th President of India in 2002. He was THE BEST and the ONLY president of India who inspired youth. His life itself is a motivational lesson for the modern youth
APJ Abdl Kalam : Timeline of Important Dates : 
1931 : A.P.J. Abdul Kalam was born on 15th October. 
1954: Graduated from Saint Joseph's College, Tiruchirappalli. 
1955: Enrolled at the Madras Institute of Technology to study aerospace engineering. 
1960: Joined Aeronautical Development Establishment of Defense Research and Development Organization (DRDO) as a chief scientist. 
1969: Was transferred to the Indian Space Research Organization (ISRO). 
1981 : Honored with Padma Bhushan 
1990 : Honored with Padma Vibhushan 
1992-1999: Served as the Chief Scientific Adviser to the Prime Minister and the Secretary of Defence Research and Development Organisation. 
1997 : Honored with Bharat Ratna 
1997 : Honored with Indira Gandhi Award for National Integration 
2002-2007: Served as the 11th President of India. 
2015 : Passed Away on 27th July. 
Famous Books by Abdul Kalam :
Developments in Fluid Mechanics and Space Technology (1988) 
India 2020: A Vision for the New Millennium (1998) 
Wings of Fire: An Autobiography (1999) 
Ignited Minds: Unleashing the Power Within India (2002) 
The Luminous Sparks (2004) 
Mission India (2005) 
Inspiring Thoughts (2007) 
Indomitable Spirit (2007) 
Envisioning an Empowered Nation (2010) 
You Are Born To Blossom: Take My Journey Beyond (2011) 
Turning Points: A journey through challenges (2012) 
Target 3 Billion (2011) 
My Journey: Transforming Dreams into Actions (2013) 
A Manifesto for Change: A Sequel to India 2020 (2014) 

Transcendence My Spiritual Experiences with Pramukh Swamiji (2015)

Sunday, 26 July 2015

EMPLOYEE NEEDS CORNER (ENC) LAUNCHED :

EMPLOYEE NEEDS CORNER (ENC) LAUNCHED :

Mutual Transfer'க்கு ஆட்களை தேடிக்கொண்டிருக்கும் தோழர்களுக்கு ஒரு மகிழ்ச்சியான செய்தி !!!!
EMPLOYEE NEEDS CORNER (ENC) LAUNCHED


நமது வலைத்தளத்தில் பதிவு செய்த அனைத்து தோழர்களுக்கும் ஓர் அன்பான வேண்டுகோள் ...
உங்கள் பதிவை தவறாமல் ENC-யிலும் பதிவு செய்துகொள்ளுமாறு அன்புடன்  கேட்டுகொள்கிறோம்.

India Post has launched new facility for its employees called Employee Needs Corner (ENC) though CEPT website.  The object is to allow posting of messages by those who are having login credentials to CEPT web site. As a first step towards this goal, facility for posting of messages relating to Mutual Transfers is provided.

In the normal course, it is very difficult to know who is willing to go on mutual transfer to a particular place. Thus employees with such need may be suffering due to lack of knowledge about other employees with similar need. Now facility is provided on http://cept.gov.in to employee seeking a mutual transfer to any place in the Country. Employee can post requirement so that employees with similar needs can respond.  Only registered users can use this facility.

At present, three options are available in the portal they are
1.  New Request
2.  View Request
3   Delete Request

Through the following screenshot you can understand more


Log into http://cept.gov.in to register your request or to see the existing requests.

Register yourself (if not already registered) to post requests or see the existing requests.

Terms and Conditions:

1.       The correctness of information posted by employees will remain with the employee.

2.       CEPT will not guarantee responses to the messages posted on http://cept.gov.in requesting for mutual transfer.


3.       CEPT will not verify or certify the correctness of the content uploaded by the employee.

Thursday, 23 July 2015

PJCA DEMANDING SPEEDY ACTION ON GDS DEMANDS AND ON CADRE RESTRUCTURING

PJCA DEMANDING SPEEDY ACTION ON GDS DEMANDS AND ON CADRE RESTRUCTURING

POSTAL JOINT COUNCIL OF ACTION
NATIONAL FEDERATION OF POSTAL EMPLOYEES
FEDERATION OF NATIONAL POSTAL ORGANISATIONS
ALL INDIA POSTAL EMPLOYEES UNION, GDS (NFPE)
NATIONAL UNION GDS


No.PF-PJCA/2015                                                                          Dated: 22nd July,2015

To
           
            Ms. Kavery Bajerjee,
            Secretary,
            Department of Posts,
            New Delhi-110 001

Sub:   Progress on the items of PJCA Strike Charter of Demands.

Ref:   Directorate, SR Division No. 08/07/2014-SR dated 5th May,2015.

Madam.

            Kindly refer to the discussion held in the meeting on 30.04.2015 on PJCA Strike Charter of Demands. There is no remarkable progress on most of the items.

            Though all items are important but two items are most important which are mentioned below and the reply given by the Department is also reproduced below:

            Item -2 Inclusion of Gramin Dak Sevaks (GDS) in the terms of reference of      7th Central Pay Commission.  Grant of civil servant status to GDS and grant        of all benefits of departmental employees on pro-rata basis without any       discrimination.

             Reply: It was decided that the proposal will be strongly recommended and           referred to D/o Expenditure for reconsideration. (Action DDG (Estt)

            Item. 9: Implement cadre restructuring in postal, RMS, MMS and Postal            Accounts as per the proposal signed with the JCM (DC) staff side

            Reply:  The proposal for cadre restructuring of Gr. ‘C’ employees, will be sent to DOP&T next week.  The proposal for MMS and DAP will be sent to DOP&T          within a period of two months. (ActionDDG (Estt) / DDG(PAF)  

            But it is very sorry to say that no progress is reported on the both items. It is learnt that 7th CPC is now preparing report and may submit its report to Finance Ministry  upto 31s August, 2015 and its report will be implemented w.e.f. 01.01.2016. But there is  no response  about inclusion of GDS in 7th CPC. The poor GDS employees are eagerly waiting the favourable decision but it appears that they are being deprived from their basic rights and natural justice.

            Similar is the position of Cadre Restructuring. After lapse of three months period there is no response from Department. During the meeting it was assured that cadre restructuring will be implemented before 31st July 2015 though later it was not mentioned in the minutes. If the Cadre restructuring proposal is not implemented before 7th CPC report, the entire process will go in vain and Postal employees will be deprived from their benefit.

            It is therefore requested to kindly bestow your personal attention on the matters and cause early redressal of the grievances to maintain co-ordial relations between staff and administration failing which the unions will be compelled to launch agitational programmes.

                                              Hoping for a positive response,

Yours Sincerely

                                                                                                
(D. Theagarajan)                                                                                    (R.N. Parashar)
Secretary General                                                                               Secretary General
     FNPO                                                                                                   NFPE     
                  

Wednesday, 22 July 2015

CENTRAL EMPLOYEES TO GET 3 MONTHS PAID LEAVE IN SEXUAL HARASSMENT CASE

Wednesday, July 22, 2015


            New Delhi: A complainant in sexual harassment case will be allowed three months paid leave and she or the charged central government employee can be transferred to other department during the inquiry, according to Office Memorandum F.No.11013/2/2014-Estt (A-II1) dated July 16, issued by the Department of Personnel and Training (DoPT) in such cases.

            The disciplinary authority has been directed not to dispense with the inquiry in complaints of sexual harassment lightly, arbitrarily or with ulterior motive or merely because the case against the government servant is weak.
            The committees for checking sexual harassment at work place will have the powers to recommend transfer of the aggrieved woman or the charged officer to any other workplace, and to grant leave to the aggrieved woman up to a period of three months. “The leave will not be deducted from her leave account,” it said.
            Complaints committees have been set up in all ministries and organisations under them in pursuance to the judgement of the Supreme Court in the Vishakha case. These committees are to be headed by a woman and at least half of its members should be women.
            “In case a woman officer of sufficiently senior level is not available in a particular office, an officer from another office may be so appointed. To prevent the possibility of any undue pressure or influence from senior levels, such complaints committees should involve a third party, either an NGO or some other body which is familiar with the issue of sexual harassment,” the DoPT said in its instructions.
            The aggrieved woman or complainant is required to make a complaint within three months of the incident and in case there has been a series of incidents, three months of the last incident, it said.
            The complaints committee may, however, extend the time limit for reasons to be recorded in writing, if it is satisfied that the circumstances were such which prevented the complainant from filing a complaint within the stipulated period, the DoPT guidelines said.
            Sexual harassment includes physical contact and advances, demand or request for sexual favours, sexually coloured remarks, showing any pornography and any other unwelcome physical, verbal, non-verbal conduct of a sexual nature.
            Besides, implied or explicit promise of preferential or detrimental treatment in employment; implied or explicit threat about her present or future employment status; interference with her work, creating an intimidating, offensive or hostile work environment for her; and humiliating treatment likely to affect her health or safety may also amount to sexual harassment, it said. .Source :PTI



Frequently Asked Questions(FAQs) 

 *Courtesy: International Labour Organisation,2014

     What is Sexual Harassment?

Sexual harassment is any unwelcome sexually defined behaviour which can range from misbehaviour of an irritating nature to the most serious forms such as sexual abuse and assault, including rape.  

The Sexual Harassment of Women (Prevention, Prohibition and Redressal) Act 2013 defines sexual harassment to include any one or more of the following unwelcome acts or behaviour (whether directly or by implication) namely:
                  i.            physical contact and advances
                  ii.            a demand or request for sexual favours
                 iii.            making sexually coloured remarks
                iv.            showing pornography
                  v.            any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

·        What is sexual harassment at workplace?

Sexual harassment at the workplace is any unwelcome sexually defined behaviour which has the purpose or effect of unreasonably interfering with the individual’s work performance or creating an intimidating, hostile, abusive or offensive working environment.

The Sexual Harassment of Women (Prevention, Prohibition and Redressal) Act 2013 states that if the following circumstances  occur or are  present in relation to, or connected with any act or behaviour of sexual harassment, it may amount to sexual harassment at the workplace:
              I.            Implied or explicit promise of preferential treatment in her employment in her employment; or
          II.            Implied or explicit threat of detrimental treatment in her employment; or
          III.            Implied or explicit threat about her present or future employment status; or
          IV.            Interference with her work or creating an intimidating or offensive or hostile work environment for her; or
          V.            Humiliating treatment likely to affect her health or safety.

·        Quick checklist: Is your work environment free from sexual harassment?

Most women themselves fail to recognize sexual harassment and treat it as trivial and routine. Take a look at the checklist below and fill a check mark (√) to an appropriate box.



Check items
Yes
No
1.      You have supervisors or colleagues that you want to avoid working together
2.      You feel that somebody is constantly staring at you
3.      The number of female and male workers is not well-balanced
4.      There are times when supervisors or colleagues touch your body
5.      There are uncomfortable incidences at my workplace but I tolerate it with my patience
6.      My supervisor sometimes asks me out for dinner
7.      I stay obedient to whatever my supervisor says as I do not want to lose my job
8.      I receive some jokes and comments related to my appearance
9.      My supervisor frequently asks me about my personal life
10.  I often receive emails irrelevant to my work from a colleague/supervisor

If you have many check marks under “Yes”, your work environment may not be free from sexual harassment. If you are in doubt, discuss with trusted colleagues, and do not stay silent. 

·        What should you do if you experience sexual harassment?

If you experience sexual harassment, take action to stop it.

Speak up at the time: Be sure to say "NO" clearly, firmly and without smiling when you experience sexual harassment as that is the best way to let the harasser know that his or her behaviour is offensive. If you are asked to go places, do things, respond to questions, or engage in situations that make you uncomfortable, say "NO" emphatically and clearly and do not worry about offending the other person or hurting his or her feelings. Objecting to the behaviour when it occurs helps if you decide to file charges later.

Keep records: Keep track of what happens in a journal or diary and keep any letters or notes or other documents you receive. Keep copies of any offensive material at the workplace. Write down the dates, times (including frequency of offensive encounters), places, and an account of what happened. Write down the names of any witnesses.

Every document that you use during trial must be authenticated by a witness. Keep this in mind during your depositions when the defense asks you where you obtained a document. If you are not clear about where you got the document, and who can authenticate it, you will not be able to use it during your trial.

Take all letters of commendation, awards, thanks you's and anything at all that will corroborate your positive job performance. Pay special attention to documents that your superiors have provided lauding you and your work. If possible, ask your clients, staff, and peers for letters of commendation.

Talk to someone you can trust: Being quiet or stoic about sexual harassment lets it continue. Talk to other co-workers, union members, family members or friends whom you can trust. You may not be the only one harassed by this person.

Create a witness: Inform a trusted colleague and try to insure that s/he is an eye or ear witness to a situation where you are being sexually harassed. This will be useful later if you chose to file a formal complaint.

Report sexual harassment to the appropriate person in the organization: Explore the different avenues available to you and file a formal complaint if necessary. If your organization does not have a policy, ensure that your employer formulates an anti-sexual harassment policy and carries out all the connected tasks.

Get a medical check-up: If you have been raped or physically assaulted, go for a medical check-up. Obtain a medical report. This is important, should you decide to pursue a legal case.

·        Can an aggrieved file a civil suit in a case of sexual harassment in the workplace?

Yes, a civil suit can be filed for damages under tort laws. The basis for filing the case would be mental anguish, physical harassment, loss of income and employment caused by the sexual harassment.

·        Under what circumstances can complaints be filed?

Complaints may be filed under the following circumstances:
·        Cases involving individuals from the same organization
·        Cases that concern third party harassment, which implies harassment from an outsider.

·        Where can I file a complaint?

o       Internal Complaints Committee – if you are an aggrieved woman who has a relationship of work with that specific organization
o       Local Complaints Committee – if you are an employee from an establishment where the Internal Complaints Committee has not been constituted due to having less than 10 workers. In the case that the complaint is against the employer himself/herself and the individual feels that the case may be compromised, she can also lodge the complaint in the LCC 
o       For instances where the LCC may not be immediately accessible, the Act instructs the District officer to designate one nodal officer in every block, taluka and tehsil in rural or tribal area and ward or municipality in the urban area, who will receive the complaint and forward it to the concerned LCC within 7 days.
o       Local police station, in case provisions under the Indian Penal Code are applicable.
 Source : http://pib.nic.in/newsite/efeatures.aspx?relid=123