Ministry of Personnel, P.G. & Pensions
(Department of Personnel & Training)
New Delhi, dated the 18th June., 2010
OFFICE MEMORANDUM
Subject.: CCS (LTC) Rules, 1988 – Relaxation for travel by air to visit J&K
The undersigned is directed to say that in relaxation of CCS(LTC) Rules. 1988, it has been decided by the Government to permit Government employees to travel by air to J&K as per the following scheme:-
(i) All officers/employees of Government of India will be allowed to avail LTC to visit J&K against conversion of one block of their Home Town LTC.
(ii) Officers/employees of Government of India entitled to travel by air can avail this LTC in their entitled class.
(iii) All other employees of Government of India can travel by air in economy class from Delhi and Amritsar to any place in J&K by any airlines subject to their entitlement being limited to LTC-80 fares of Air India. Journey from their place of posting up to Delhi/Amritsar will have to be undertaken as per their entitlement.
(iv) Restriction of air travel only by Air India on LTC to other places shall continue to remain in force.
(v) This scheme shall be effective from the date of issuance.
2. These orders shall be in operation for a period of two years from the date of issue of this O.M.
June 25, 2010
Option under FR 22 in the case of financial upgradation
Rule 13 (i) of CCS Revised Pay Rules, 2008:
“13. Fixation of pay o promotion on or after 1.1.2006- In the case of promotion from one grade pay to another in the revised pay structure, the fixation will be done as follows:-
(i) One increment equal to 3% of the sum of the pay in the pay band and the existing grade pay will be computed and round off to the next multiple of 10”
Clarification OM F.No: 1/1/2008-IC dated 13.11.2008:
“Clarification 2: The method of Fixation or pay on promotion after 01.01.2006
On promotion from one grade and another/financial upgradation under ACP, a Government servant has an option under FR 22(I)(a)(1) to get his pay fixed in the higher post either from the date of promotion, or from date of next increment, viz. 1st July of the year”
It is apparent that this financial upgradation is a promotion from one grade pay to another, which is covered by Rule 13(i) of CCS Revised Pay Rules, 2008 and exercising option under FR 22(I)(a)(1) is permitted in the case of financial upgradation in terms of Clarification dated 13.11.2008.
The very purpose of allowing option under FR 22(I)(a)(1) in this situation is to avoid pay anomaly. If an employee who has completed 4 years regular service as on 2nd Feb 2010 was not allowed to exercise the option of postponing the fixation of his pay to immediate next annual increment date viz., 1st July 2010, he will not be eligible for the annual increment as on 1st July 2010 as he would not have completed 6 months of service in the revised pay structure as on 1st July 2010.
On the other hand another employee who is junior to the former and completes 4 years of regular service as on 15th August 2010, will be eligible for annual increment as on 1st July 2010 and also for the increment out of financial upgradation subsequently in the sameyear i.e as on 15th August 2010. Obviously, this situation would create pay anomaly among these two employees.
How could the pay of a junior employee could surpass that of a senior one whose pay is said to be upgraded. We feel this is a classic example for failure of administration that implements a law by ignoring its very spirit.
One of our friends said that this issue is identical to the issue of change of increment month to July of every year for who were receiving annual increments from February to June in the pre-revised pay scale prior to 6CPC. However, both of these issues are not identical. The issue relating to change of increment month of all employees to July every year irrespective of their date of joining, would at most make the pay of junior employee equal to that of a senior employee. On the contrary, the denial of employee’s right to exercise their option at the time of financial upgradation would result in junior employee getting more pay than the senior one.
“13. Fixation of pay o promotion on or after 1.1.2006- In the case of promotion from one grade pay to another in the revised pay structure, the fixation will be done as follows:-
(i) One increment equal to 3% of the sum of the pay in the pay band and the existing grade pay will be computed and round off to the next multiple of 10”
Clarification OM F.No: 1/1/2008-IC dated 13.11.2008:
“Clarification 2: The method of Fixation or pay on promotion after 01.01.2006
On promotion from one grade and another/financial upgradation under ACP, a Government servant has an option under FR 22(I)(a)(1) to get his pay fixed in the higher post either from the date of promotion, or from date of next increment, viz. 1st July of the year”
It is apparent that this financial upgradation is a promotion from one grade pay to another, which is covered by Rule 13(i) of CCS Revised Pay Rules, 2008 and exercising option under FR 22(I)(a)(1) is permitted in the case of financial upgradation in terms of Clarification dated 13.11.2008.
The very purpose of allowing option under FR 22(I)(a)(1) in this situation is to avoid pay anomaly. If an employee who has completed 4 years regular service as on 2nd Feb 2010 was not allowed to exercise the option of postponing the fixation of his pay to immediate next annual increment date viz., 1st July 2010, he will not be eligible for the annual increment as on 1st July 2010 as he would not have completed 6 months of service in the revised pay structure as on 1st July 2010.
On the other hand another employee who is junior to the former and completes 4 years of regular service as on 15th August 2010, will be eligible for annual increment as on 1st July 2010 and also for the increment out of financial upgradation subsequently in the sameyear i.e as on 15th August 2010. Obviously, this situation would create pay anomaly among these two employees.
How could the pay of a junior employee could surpass that of a senior one whose pay is said to be upgraded. We feel this is a classic example for failure of administration that implements a law by ignoring its very spirit.
One of our friends said that this issue is identical to the issue of change of increment month to July of every year for who were receiving annual increments from February to June in the pre-revised pay scale prior to 6CPC. However, both of these issues are not identical. The issue relating to change of increment month of all employees to July every year irrespective of their date of joining, would at most make the pay of junior employee equal to that of a senior employee. On the contrary, the denial of employee’s right to exercise their option at the time of financial upgradation would result in junior employee getting more pay than the senior one.
forging rent receipt
Forging rent receipt can cost an employee his job as the Delhi High Court has held that such a person can be dismissed from service even in the absence of any rules.
Justice Rajiv Sahay Endlaw dismissed the plea of an employee that departmental inquiry and consequent dismissal from job for forging a rent receipt was illegal as the National Institute of Public Finance and Policy had no rules governing services.
"The element of faith between the employer and the employee is necessary and forms the basis of this relationship where both work for their respective gains. Once such faith and trust is breached, the employer cannot be forced to keep the employee in which it has lost faith.
Justice Rajiv Sahay Endlaw dismissed the plea of an employee that departmental inquiry and consequent dismissal from job for forging a rent receipt was illegal as the National Institute of Public Finance and Policy had no rules governing services.
"The element of faith between the employer and the employee is necessary and forms the basis of this relationship where both work for their respective gains. Once such faith and trust is breached, the employer cannot be forced to keep the employee in which it has lost faith.
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