By Renjith VP, SiliconIndia
Bangalore: Bosses! Can't work with them, can't work without them. Everything seems to be fine when you join the job but if you are one of those fortunate ones, sooner or later your boss starts smirking in your nightmares.
A chat with employees working under tough projects and small teams who usually face tremendous work pressure will give us interesting insights about the bad bosses they have. Even in a company sans work pressure employees regularly bump into bad bosses. And their experiences are real bad [pardon me of your boss is really good] which they only share once they are in a new job. Good bosses are hard to find and employees hate their bad bosses for very many reasons. We at SiliconIndia did a survey to know why employees hate their boss. Listing the Top 10 reasons below:
1) Incompetent and unacknowledging - Employees hate bosses who doesn't have the essential competitive skills but still scorns the work they do. Whether or not the boss is competitive, the employee really longs for his good work to be acknowledged and not to be treated as a 'piece of crap'.
2) Privacy Invasion - 'He always keep guard about what I do, constantly checks out on the office phone about what I am busy at (an indirect way to know whether I am on a call with any acquaintance) and one day even peeped through the door to see what I am doing. Now I even doubt whether he is watching me once I reach home' says Anamika (name changed to protect identity). Now that's a real bad boss.
3) The narcissist boss - Employees hate bosses who acts as the 'know it all', who thinks they are second to none, hears nothing until it directly benefits him and so self obsessed to be called in the informal way 'a narcissist glory monger'.
4) Personal Insults - Bosses who torture employees with personal insults rather than choosing to reproach on the basis of their work quickly gets in the hate list. Many employees have long stories to say about bosses who frequently torture them with comments about their attitude and discriminate them deliberately.
5) The angry 'yelling' boss - You are the boss, thumbs up. But how on earth could you yell at me like that. Employees at some point or other meet the unfortunate fate of being victim to their boss' wrath. Justifiable the reason may be, but you are in my hate list boss.
6) The 'opportunist' boss - Employees obviously develops a dislike to their boss who refuses to mind them. But one day the same boss who never acknowledged your presence comes to you, smiles at you and the next thing you know, you are on an extra shift with heavy workload. Dislikes turn to hate for such opportunist bosses.
7) The 'tensed' boss - Employees tend to hate bosses who are always tensed and want them to finish of the work in a hurry. "He is so tensed and rushes things as if his head is on fire. His tension is so contagious that even we get tensed in his presence" Rahul, a software employee.
8) Stealing credits - Employees feel cheated and hate their boss when he or she steals the credit of their work but never forgets to blame them if something goes wrong.
9) Lack of clarity and feedback - Employees hate bosses who don't brief them properly and keep the employees ignorant with any real feedback on their work. And worse, employees are blamed for something which in turn would be the result of void feedback.
10) Lack of rapport - Employees hate bosses who lacks mutual respect and always play bossy without any real interest in befriending the employees.
Do you have a story to share about your boss? Share with us your experience at siby.soi@gmail.com
January 02, 2011
September 28, 2010
MACP Committee[15-09-2010] - A Report
The 2nd meeting of the MACP Committee was held on 15th September, 2010. The meeting was chaired by the Joint Secretary (Estt.) Department of Personnel and Training. Here is a brief resume of the discussions on various issues taken up by the Staff Side.
1. Item No. 1, 9 and 29,46: The demand was to provide for Grade Pay of the next promotional post under MACP as was given in the old ACP Scheme. This has not been agreed to.
2. Item No.3. Option for each individual employee either to retain the old ACP scheme or to switch over to MACP. It was only agreed by the DOPT that they may consider giving option to the Department and not to the individual employee to retrain old ACP Scheme in respect of either the entire establishment of that Department or for a specific category or cadre of the employees of that Department. They also added that they may instruct the Administrative department to undertake restructuring of the cadres in consultation with the Staff Side which would secure quicker promotion.
3. Item No. 8. Anomaly in respect of Junior Engineers of CPWD. The Official side agreed that CPWD may ask for option to retain the old ACP in respect of Junior Engineers which will be considered.
4. Item No. 2, 10 and 48. The Scheme of MACP to be implemented with effect from 1.1.2006. Not agreed to.
5. Item No. 7.Grant of financial up-gradation under ACP between 1.1.2006 to 31.8.2008 in respect of employees who have opted the revised Pay Band Grade Pay System with effect from 1.1.2006. Agreed to.
6. Item No. 4 and 26. Applicability of MACP scheme to Group D employees placed in the grade pay of Rs. 1800 in PB1. along with the benefit of 3% increment in each stage of up-gradation. Covered by the clarification already issued by the Department of personnel ( See their website)
7. Item No. 5 and 23. Counting of 50% of service rendered by a casual labourer with temporary status for reckoning the 10, 20 and 30 years of service for the purpose of MACP. They will examine the court ruling in this regard according which the entire casual service should count for the purpose of MACP.
8. Item No. 6. Supervised staff placed in higher grade pay than their supervisor. The item has been transferred to the National Anomaly Committee for discussion.
9. Item No.11 and 47. In the Railways and some other departments, promotion continues to be given in the merged pay scales, since these have not been functionally merged. It was demanded that in such promotion increment at the rate of 3% may be granted. The Official side has agreed to consider such cases, if taken up by the respective departments.
10. Item No. 15, 22, 39 and 51.These would be considered in the Anomaly Committee of Railways.
11. Item No. 12, 30 and 49. Those selected under LDCE/GBCE schemes may be treated as directly recruited personnel as was done in the case of old ACP scheme. The Official side agreed to look into it.
12. Item Nos. 13, 16. 24 , 50 and 58. It was pointed out that under old ACP scheme in case of an employee who were reverted from higher post to lower post at this request ( to enable him to get transfer to another recruiting unit) the service rendered by him in the higher post was counted for the benefit of ACP. This should be extended to the MACP as well. The Official side agreed to issue necessary clarification in this regard.
13. Item No.14. A departmental employee who has been appointed to a higher grade by virtue of his being selected in a Direct Recruitment Examination the ten, twenty and thirty years of service for the purpose of MACP to be reckoned from the date of such appointment. Necessary clarificatory order has been issued by the DOPT. ( Please see their website)
14. Item No. 16. The service rendered by an employee who had resigned may be counted if he is given re-employment for the purpose of MACP. The Official side wanted this item to be processed separately.
15. Item No. 17. The service rendered prior to removal or dismissal should count if he is reinstated on appeal or by Courts. The Official side stated that the past service will be considered if so ordered by the Court or the Appellate Authorities.
16. Item No. 36. The service rendered in a State Government/Statutory body /PSU before appointment in the Central Govt. to be counted for MACP. Not agreed to.
17. Item No. 37 and 38. Counting the probation period for the purpose of MACP. This is counted as per the scheme
18. Item No. 42. Application of MACP to a surplus hand redeployed to lower post. This is covered under the scheme.
19. Item No. 18 and 54. A person de-categorised on medical grounds to be treated as a fresh appointee. It was not agreed to .
20. Item No. 41. The service rendered in higher grade who have been redeployed in the lower post on medical de-categorised on medical grounds may be counted under the MACP. The official side agreed to reiterate Railway Board's order issued in the year 2005.
21. Item No. 19, 33 and 53. Stepping up benefit to seniors when the juniors get higher pay on account of financial up-gradation. The Supreme Court has given such an order. The Official side will examine this issue and the copy of the Supreme Court's order may be furnished to them.
22. Item No.20. The Account Assistants in the Railways when appointed on qualifying the Appendix II Examination may be treated as a fresh appointee and his past service in the lower post be ignored. The Railway Board to process this case separately.
23. Item No. 21.27 and 28. The Bench mark of good for entitlement to MACP benefit in cases where promotion to the higher posts is on the basis of seniority cum fitness may be done away with. Agreed to examine and issue necessary clarification.
24. Item No. 24, 40 and 45. Counting of Training period. The induction training period would be counted.
25. Item No. 25. The incentive may be given as applicable to the grade pay granted under MACP. This may be considered by the Railways.
26. Item No.31. Extension of MACP to Staff Car Drivers and other Drivers etc. The orders have been issued separately.
27. Item No.34. Pay fixation on promotion subsequent to the grant of MACP with an increment. This was not accepted.
28. Item No. 35. Notional classification for Central Government employees Insurance scheme for those with Grade Pay of Rs. 4200 to be treated as Group B and covered by the scheme for Group B. Not accepted.
29. Item No.43. There are several illustrations given relating to Railway employees. These were not discussed and each case was asked to be processed separately.
30. Item No. 55. There are no provisions for grant of certain privileges/incentive on grant of MACP as was there in the old ACP scheme. The Item may be considered by the Railway administration.
1. Item No. 1, 9 and 29,46: The demand was to provide for Grade Pay of the next promotional post under MACP as was given in the old ACP Scheme. This has not been agreed to.
2. Item No.3. Option for each individual employee either to retain the old ACP scheme or to switch over to MACP. It was only agreed by the DOPT that they may consider giving option to the Department and not to the individual employee to retrain old ACP Scheme in respect of either the entire establishment of that Department or for a specific category or cadre of the employees of that Department. They also added that they may instruct the Administrative department to undertake restructuring of the cadres in consultation with the Staff Side which would secure quicker promotion.
3. Item No. 8. Anomaly in respect of Junior Engineers of CPWD. The Official side agreed that CPWD may ask for option to retain the old ACP in respect of Junior Engineers which will be considered.
4. Item No. 2, 10 and 48. The Scheme of MACP to be implemented with effect from 1.1.2006. Not agreed to.
5. Item No. 7.Grant of financial up-gradation under ACP between 1.1.2006 to 31.8.2008 in respect of employees who have opted the revised Pay Band Grade Pay System with effect from 1.1.2006. Agreed to.
6. Item No. 4 and 26. Applicability of MACP scheme to Group D employees placed in the grade pay of Rs. 1800 in PB1. along with the benefit of 3% increment in each stage of up-gradation. Covered by the clarification already issued by the Department of personnel ( See their website)
7. Item No. 5 and 23. Counting of 50% of service rendered by a casual labourer with temporary status for reckoning the 10, 20 and 30 years of service for the purpose of MACP. They will examine the court ruling in this regard according which the entire casual service should count for the purpose of MACP.
8. Item No. 6. Supervised staff placed in higher grade pay than their supervisor. The item has been transferred to the National Anomaly Committee for discussion.
9. Item No.11 and 47. In the Railways and some other departments, promotion continues to be given in the merged pay scales, since these have not been functionally merged. It was demanded that in such promotion increment at the rate of 3% may be granted. The Official side has agreed to consider such cases, if taken up by the respective departments.
10. Item No. 15, 22, 39 and 51.These would be considered in the Anomaly Committee of Railways.
11. Item No. 12, 30 and 49. Those selected under LDCE/GBCE schemes may be treated as directly recruited personnel as was done in the case of old ACP scheme. The Official side agreed to look into it.
12. Item Nos. 13, 16. 24 , 50 and 58. It was pointed out that under old ACP scheme in case of an employee who were reverted from higher post to lower post at this request ( to enable him to get transfer to another recruiting unit) the service rendered by him in the higher post was counted for the benefit of ACP. This should be extended to the MACP as well. The Official side agreed to issue necessary clarification in this regard.
13. Item No.14. A departmental employee who has been appointed to a higher grade by virtue of his being selected in a Direct Recruitment Examination the ten, twenty and thirty years of service for the purpose of MACP to be reckoned from the date of such appointment. Necessary clarificatory order has been issued by the DOPT. ( Please see their website)
14. Item No. 16. The service rendered by an employee who had resigned may be counted if he is given re-employment for the purpose of MACP. The Official side wanted this item to be processed separately.
15. Item No. 17. The service rendered prior to removal or dismissal should count if he is reinstated on appeal or by Courts. The Official side stated that the past service will be considered if so ordered by the Court or the Appellate Authorities.
16. Item No. 36. The service rendered in a State Government/Statutory body /PSU before appointment in the Central Govt. to be counted for MACP. Not agreed to.
17. Item No. 37 and 38. Counting the probation period for the purpose of MACP. This is counted as per the scheme
18. Item No. 42. Application of MACP to a surplus hand redeployed to lower post. This is covered under the scheme.
19. Item No. 18 and 54. A person de-categorised on medical grounds to be treated as a fresh appointee. It was not agreed to .
20. Item No. 41. The service rendered in higher grade who have been redeployed in the lower post on medical de-categorised on medical grounds may be counted under the MACP. The official side agreed to reiterate Railway Board's order issued in the year 2005.
21. Item No. 19, 33 and 53. Stepping up benefit to seniors when the juniors get higher pay on account of financial up-gradation. The Supreme Court has given such an order. The Official side will examine this issue and the copy of the Supreme Court's order may be furnished to them.
22. Item No.20. The Account Assistants in the Railways when appointed on qualifying the Appendix II Examination may be treated as a fresh appointee and his past service in the lower post be ignored. The Railway Board to process this case separately.
23. Item No. 21.27 and 28. The Bench mark of good for entitlement to MACP benefit in cases where promotion to the higher posts is on the basis of seniority cum fitness may be done away with. Agreed to examine and issue necessary clarification.
24. Item No. 24, 40 and 45. Counting of Training period. The induction training period would be counted.
25. Item No. 25. The incentive may be given as applicable to the grade pay granted under MACP. This may be considered by the Railways.
26. Item No.31. Extension of MACP to Staff Car Drivers and other Drivers etc. The orders have been issued separately.
27. Item No.34. Pay fixation on promotion subsequent to the grant of MACP with an increment. This was not accepted.
28. Item No. 35. Notional classification for Central Government employees Insurance scheme for those with Grade Pay of Rs. 4200 to be treated as Group B and covered by the scheme for Group B. Not accepted.
29. Item No.43. There are several illustrations given relating to Railway employees. These were not discussed and each case was asked to be processed separately.
30. Item No. 55. There are no provisions for grant of certain privileges/incentive on grant of MACP as was there in the old ACP scheme. The Item may be considered by the Railway administration.
September 08, 2010
September 07, 2010
LATEST ORDER ON CHILD CARE LEAVE
It has been decided to delete the condition that CCL can be availed only if the employee concerned has no Earned Leave at her credit, subject to the following conditions:-
(i) CCL may not be granted in more than 3 spells in a calendar year.
(ii) CCL may not be granted for less than 15 days.
(iii) CCL should not ordinarily be granted during the probation period except in case of certain extreme situations where the leave sanctioning authority is fully satisfied about the need of Child Care Leave to the probationer. It may also be ensured that the period for which this leave is sanctioned during probation is minimal.
3. It is reiterated that the leave is to be treated like Earned Leave and sanctioned as such.
4. These orders take effect from 1.9.2008. Earned Leave, if any, availed by women employees before availing CCL subsequent to the issue of the OM 13018/2/2008-Estt.(L) dated 18/11/2008 may be adjusted against CCL, if so requested by the employee.
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Child Care Leave to Central Government employees-Clarification
1. Whether Earned Leave availed for any purpose can be converted into Child Care Leave? How should applications where the purpose of availing leave has been indicated as 'Urgent Work' but the applicant claims to have utilized the leave for taking care of the needs of the child, be treated?
Child Care Leave is sanctioned to women employees having minor children, for rearing or for looking after their needs like examination, sickness etc. Hence Earned Leabe availed specifically for this purpose only should be converted.
2.Whether all Earned Leave availed irrespective of number of days i.e. less than 15 days, and number of spells can be converted? In cases where the CCL spills over to the next year (for example 30 days CCL from 27th December), whether the Leave should be treated as one spell or two spells'?
No. As the instructions contained in the OM dated 7.9.2010 has been given retrospective effect, all the conditions specified in the OM would have to be fulfilled for conversion of the Earned Leave into Child Care Leave. In cases where the leave spills over to the next year, it may be treated as one spell against the year in which the leave commences.
3.Whether those who have availed Child Care Leave for more than 3 spells with less than 15 days can avail further Child Care Leave for the remaining period of the current year'?
No. As per the OM of even number dated 7.9.2010, Child Care Leave may not be granted in more than 3 spells. Hence CCL may not be allowed more than 3 times irrespective of the number of daya or times Child Care Leave has been availed earlier. Past cases may not be reopened.
4.Whether LTC can be availed during Child Care Leave?
LTC cannot be availed during Child Care Leave as Child Care Leave is granted for the specific purpose of taking care of a minor child for rearing or for looking after any other needs of the child during examination, sickness etc.
(i) CCL may not be granted in more than 3 spells in a calendar year.
(ii) CCL may not be granted for less than 15 days.
(iii) CCL should not ordinarily be granted during the probation period except in case of certain extreme situations where the leave sanctioning authority is fully satisfied about the need of Child Care Leave to the probationer. It may also be ensured that the period for which this leave is sanctioned during probation is minimal.
3. It is reiterated that the leave is to be treated like Earned Leave and sanctioned as such.
4. These orders take effect from 1.9.2008. Earned Leave, if any, availed by women employees before availing CCL subsequent to the issue of the OM 13018/2/2008-Estt.(L) dated 18/11/2008 may be adjusted against CCL, if so requested by the employee.
******************************************************************************
Child Care Leave to Central Government employees-Clarification
1. Whether Earned Leave availed for any purpose can be converted into Child Care Leave? How should applications where the purpose of availing leave has been indicated as 'Urgent Work' but the applicant claims to have utilized the leave for taking care of the needs of the child, be treated?
Child Care Leave is sanctioned to women employees having minor children, for rearing or for looking after their needs like examination, sickness etc. Hence Earned Leabe availed specifically for this purpose only should be converted.
2.Whether all Earned Leave availed irrespective of number of days i.e. less than 15 days, and number of spells can be converted? In cases where the CCL spills over to the next year (for example 30 days CCL from 27th December), whether the Leave should be treated as one spell or two spells'?
No. As the instructions contained in the OM dated 7.9.2010 has been given retrospective effect, all the conditions specified in the OM would have to be fulfilled for conversion of the Earned Leave into Child Care Leave. In cases where the leave spills over to the next year, it may be treated as one spell against the year in which the leave commences.
3.Whether those who have availed Child Care Leave for more than 3 spells with less than 15 days can avail further Child Care Leave for the remaining period of the current year'?
No. As per the OM of even number dated 7.9.2010, Child Care Leave may not be granted in more than 3 spells. Hence CCL may not be allowed more than 3 times irrespective of the number of daya or times Child Care Leave has been availed earlier. Past cases may not be reopened.
4.Whether LTC can be availed during Child Care Leave?
LTC cannot be availed during Child Care Leave as Child Care Leave is granted for the specific purpose of taking care of a minor child for rearing or for looking after any other needs of the child during examination, sickness etc.
September 04, 2010
THE ROLE OF SURVEY OF INDIA IN INTEGRATED COASTAL ZONE MANAGEMENT PROJECT (ICZMP)
Sea levels rise and fall in geological history. People in Goa would not believe that the beach at Siridao was once located near the present highway or villages like Chicalim and Sancoale in Marmagoa taluka, Keri and Tuem in Pernem and Camurlim in Bardez were once submerged under water except the hilly portion.
A huge area of India’s 7500 kms coastline is only a few metres above the mean sea level. Most of the coastal towns in Gujarat have been located close to the Arabian Sea. Several cities and towns on the west coast - Surat, Mumbai, Alibagh, Malvan, Panaji, Karwar, Mangalore, Cochin, Chennai, Vizag are vulnerable to rising sea levels. So the government of India has a sense of urgency.
India has a vast coastline of about 7,500kms which includes the islands of Andaman & Nicobar and Lakshadweep. The coastline of the mainland accounts for around 5,500kms. The entire coastal area of our country is home not only to some of the most ecologically sensitive areas but is also especially vulnerable to natural hazards like cyclones, storm surges, tidal waves etc.
Around 6 million people reside along the coastal area, of which a large part are the local communities including fisher folk families, agriculture families etc. These communities along with other structures of national importance are prone to natural hazards. During the last few years there has been an increase in the frequency of the natural hazards occuring along the coastal areas.
Hazard mapping exercises be adopted for the purpose of protecting the life and property of local communities. A hazard line is not like the high tide line. It would mark the area which is highly vulnerable to rising sea level and other erosive forces detrimental to human lives and property. The slowly rising tidal levels are already indicating the intention of the sea.India’s coastline is highly vulnerable to ecological and geological hazards. The hazard line will be of enormous benefit in protecting coastal population and resources from cyclones, tides, tsunami. USA, UK and European countires have this system. India is taking a giant step in assuring our coastal communities a new scientific tool for a more secure future, 6 million people live in coastal zone and are affected by sea level changes. It is crucial now to understand and get real information about coast line levels.
A Memorandum of Understanding has been signed for the mapping and delineation of the hazard line along India’s coast, between the Ministry of Environment and Forests and the Survey of India (Department of Science & Technology). This initiative of the MoEF forms a critical part of its
responsibilities vis-à-vis planning and management of the coastal zone and is being done for the first time in the country. The methodology for demarcating the hazard line has been worked out in consultation with reputed national institutions like Survey of India (SoI), Space Application Centre (SAC), Ahmedabad, Department of Ocean Development, Chennai and Centre for Earth Science Studies (CESS), Thiruvananthapuram. Further, to obtain international experience, Prof.John Pethick, Advisor to UK Government on coastal issues was also brought in to firm up the methodology.
The Survey of India is not only a nodal agency for the map policy of the country, but is amongst the most reputed agencies in the world in the areas of survey and mapping. Also data on major parameters such as the tidal data and elevation data are available with SoI. Hence, this project is being assigned to SoI.. In this project, Survey of India will employ latest technology for mapping the hazard line.
Under this project the hazard line for the mainland coast of India will be mapped and delineated. This will include the collection and presentation of data on identifying flood lines over the last century (which includes sea level rise impacts), and a prediction of the erosions to take place over the next 100 years. This process will involve:
(i) Surveys and preparation digital terrain model for the entire mainland coast;
(ii) Collection of historical tide gauge data and its analysis to determine 100 year flood levels;
(iii) Analysis of maps and satellite imagery since 1967 to predict the erosion line over the next 100 years;
(iv) Preparation of composite maps, showing the hazard line on the digital terrain model, and;
(v) Transfer of the hazard line to topographic maps for public dissemination.
Once the hazard line is delineated, ground markers will be constructed. This is important as the revenue maps used for local planning purposes are not comparable to topographic maps.
The total cost of the project is Rs.125crores and is expected to be completed within a period of four and a half years. Within two years from the date of signing of MoU, SoI would complete the aerial photography and thereafter would start generating maps including the hazard line.
*** SIBY
A huge area of India’s 7500 kms coastline is only a few metres above the mean sea level. Most of the coastal towns in Gujarat have been located close to the Arabian Sea. Several cities and towns on the west coast - Surat, Mumbai, Alibagh, Malvan, Panaji, Karwar, Mangalore, Cochin, Chennai, Vizag are vulnerable to rising sea levels. So the government of India has a sense of urgency.
India has a vast coastline of about 7,500kms which includes the islands of Andaman & Nicobar and Lakshadweep. The coastline of the mainland accounts for around 5,500kms. The entire coastal area of our country is home not only to some of the most ecologically sensitive areas but is also especially vulnerable to natural hazards like cyclones, storm surges, tidal waves etc.
Around 6 million people reside along the coastal area, of which a large part are the local communities including fisher folk families, agriculture families etc. These communities along with other structures of national importance are prone to natural hazards. During the last few years there has been an increase in the frequency of the natural hazards occuring along the coastal areas.
Hazard mapping exercises be adopted for the purpose of protecting the life and property of local communities. A hazard line is not like the high tide line. It would mark the area which is highly vulnerable to rising sea level and other erosive forces detrimental to human lives and property. The slowly rising tidal levels are already indicating the intention of the sea.India’s coastline is highly vulnerable to ecological and geological hazards. The hazard line will be of enormous benefit in protecting coastal population and resources from cyclones, tides, tsunami. USA, UK and European countires have this system. India is taking a giant step in assuring our coastal communities a new scientific tool for a more secure future, 6 million people live in coastal zone and are affected by sea level changes. It is crucial now to understand and get real information about coast line levels.
A Memorandum of Understanding has been signed for the mapping and delineation of the hazard line along India’s coast, between the Ministry of Environment and Forests and the Survey of India (Department of Science & Technology). This initiative of the MoEF forms a critical part of its
responsibilities vis-à-vis planning and management of the coastal zone and is being done for the first time in the country. The methodology for demarcating the hazard line has been worked out in consultation with reputed national institutions like Survey of India (SoI), Space Application Centre (SAC), Ahmedabad, Department of Ocean Development, Chennai and Centre for Earth Science Studies (CESS), Thiruvananthapuram. Further, to obtain international experience, Prof.John Pethick, Advisor to UK Government on coastal issues was also brought in to firm up the methodology.
The Survey of India is not only a nodal agency for the map policy of the country, but is amongst the most reputed agencies in the world in the areas of survey and mapping. Also data on major parameters such as the tidal data and elevation data are available with SoI. Hence, this project is being assigned to SoI.. In this project, Survey of India will employ latest technology for mapping the hazard line.
Under this project the hazard line for the mainland coast of India will be mapped and delineated. This will include the collection and presentation of data on identifying flood lines over the last century (which includes sea level rise impacts), and a prediction of the erosions to take place over the next 100 years. This process will involve:
(i) Surveys and preparation digital terrain model for the entire mainland coast;
(ii) Collection of historical tide gauge data and its analysis to determine 100 year flood levels;
(iii) Analysis of maps and satellite imagery since 1967 to predict the erosion line over the next 100 years;
(iv) Preparation of composite maps, showing the hazard line on the digital terrain model, and;
(v) Transfer of the hazard line to topographic maps for public dissemination.
Once the hazard line is delineated, ground markers will be constructed. This is important as the revenue maps used for local planning purposes are not comparable to topographic maps.
The total cost of the project is Rs.125crores and is expected to be completed within a period of four and a half years. Within two years from the date of signing of MoU, SoI would complete the aerial photography and thereafter would start generating maps including the hazard line.
*** SIBY
June 25, 2010
LTC by air to visit J&K
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.
(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.
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.
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