ADDITIONAL LTC BENEFITS TO NEWLY RECRUITED CENTRAL GOVERNMENT EMPLOYEES

Leave Travel Concession for Central Government employees in general provides for reimbursement of fare entitled to the employee and his / her family concerned for the travel to home town twice in four years or to a place any where in India in lieu of one home town travel concession once in four years.

As far as newly recruited Central Government Employees are concerned, LTC Scheme provides for some additional benefits which are discussed in this article.

LTC Scheme after implementation of Sixth Pay Commission report – Benefits to Fresh Recruits in the form of additional LTC trips

LTC Rules amended after implementation of sixth pay commission provides certain more Benefits to Fresh Recruits in the form of allowing additional home town trips under LTC (after completion of one year of continuous service in central government service)

As per the amendment made in Rule 8 of LTC Rules, Fresh recruits to Central Government may be are allowed to travel to their home town along with their families on three occasions in a block of four years and to any place in India on the fourth occasion.

This facility shall be available to the Government officers only for the first two blocks of four years applicable after joining the Government for the first time. In other words after completion of one year of continuous service in Central Government service one can avail LTC for three Home town trips and one All India trip in each of two LTC blocks that fall in in the first eight years of Government service

The blocks of 4 years shall apply with reference to the initial date of joining the Government even though the employee changes the job within Government subsequently. The existing blocks will remain the same but the entitlements of the new recruit will be different in the first eight years of service.

After grant of this additional LTC benefits to fresh recruits, doubts were raised whether this additional benefits can be allowed Central Government Employees who have joined in the Government Service prior to 23.09.2008 (i.e. before the date of issue of OM) but yet to complete 8 years of service.

Later, DOPT clarified in this aspect to the effect that all Government servants who have not completed 8 years of service as on 01.09.2008 would be entitled for the LTC benefits available to fresh recruits.

(Click here to download O.M.F. No. 31011/4/2008-Estt.(A) dated 23.09.2008)

Married and unmarried Central Government Employees can travel to home availing LTC once a year in one block of 4 years:**

This benefit was available even prior to implementation of sixth pay Commission. Under this clause, Married and unmarried Central Government Employees can travel to home availing LTC once a year in one LTC block of 4 years. There is no restriction in the form of number of years of service to avail LTC in this clause. However, this LTC for travel to home town once a year in the block of 4 years restricted to employee only. The family of the employee is not entitled LTC under this clause.

However, following conditions are to be satisfied in order to avail additional Home Town Trips in one LTC block:

1.The family of Central Government Employee should be living away from him/her at her/his home town.

2.No other LTC claim including LTC to all India and home town can be made by the employee for self and his/her family in the LTC block.

(** It is just an assumption that family of fresh recruits would usually be away from him/her at his/her home town. In fact this facility is available all central government employees whose family is at home town. There is no restriction in the form of number of years of service completed)

(Click here to download LTC Rules – Refer Rule 8 (c) of LTC Rules)

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DISBURSEMENT OF PENSION TO POSTAL PENSIONERS THROUGH NATIONALIZED BANKS IN ADDITION TO POST OFFICES

 

 

 

 

 

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Medical Disability during the course of employment

Central Administrative Tribunal (CAT) says the employee should be reinstated as the disability occurred  during the course of employment

The Central Administrative Tribunal on Monday came to the rescue of a BSNL junior technical officer (JTO) left partially paralysed by a stroke, directing the principal chief engineer of BSNL, Tamil Nadu zone, to allow him to report for duty in his post. The tribunal said the telecom company would have to accept the decision of the medical board and endorse the leave application of the JTO, M Manoharan.

The judicial member of the tribunal, G Shanthappa, said Manoharan had established that he should be granted relief and quashed a September 23, 2011 order that refused to allow the petitioner to rejoin as JTO . Manoharan suffered a massive stroke on June 1, 2002 that paralysed his arms and legs. He was not able to speak and was under continuous treatment for two years.

The respondents in the case included the Executive Engineer (civil), the Superintending Engineer and sub-pision engineer (civil) of BSNL in Ambattur. “A competent medical authority examined the applicant and stated that the applicant suffered medical disability during the course of employment. The stand taken by the respondents is rejected,” Justice Shanthappa said.

Manoharan told the tribunal that he applied for leave after the stroke and returned to duty on January 12, 2004. However, the chief engineer of Chennai Telephones, KK Nagar, the fourth respondent, directed the petitioner to appear before the medical board and obtain its opinion whether his fitness allowed him to perform his duty as JTO.

As advised by the board, he proceeded on ‘commuted leave’ for 90 days from September 13, 2010 and underwent various treatments including physiotherapy. But his seniors did not permit him to rejoin duty. They informed him that the regional medical board of Government General Hospital had on December 10, 2010 declared that he was medically unfit to perform his duties as JTO.

“The respondents did not accept the medical report of the applicant and did now allow him to rejoin duty,” said the tribunal’s administrative member, R Satapathy. “The stand of the respondents is not correct. It is illegal and violates of principles of natural justice.”

Citing the Supreme Court’s 2008 order in Bhagwan Dass vs Punjab Electricity Board, Justice Shanthappa said Manoharan had submitted documents to show that his medical disability had occurred while in service, and this was confirmed by Government General Hospital, so the respondents could not refuse to reinstate him.

Source: Times of India

CENTRAL GOVERNMENT EMPLOYEES’ WELFARE COORDINATION COMMITTEES

CENTRAL GOVERNMENT EMPLOYEES’ WELFARE COORDINATION COMMITTEES

STAFF WELFARE 

The Central Government being the largest single employer in the country, bears the major responsibility of looking after the welfare of a large number of employees spread all over the country. This Ministry recognizing that welfare of employees is one of the prime tasks of personnel management, provides and aids a large network of staff welfare programmes, thereby underlining the fact that improvement in the working and living conditions of the employees and their families, leads to efficiency and high morale amongst them.

A brief account of the various welfare programmes/organizations under this Ministry is given below:

CENTRAL GOVERNMENT EMPLOYEES’ WELFARE COORDINATION COMMITTEES :

Outside Delhi at a place where there are at least 5 Central Government Offices and the total number of Central Government employees is not less than 1,000, the Central Government; Employees Welfare Coordination Committee has been formed. These Committees are responsible for coordinating the welfare activities of the Central Government employees serving within their jurisdictions. At present, there are 41 such Coordination Committees located in different parts of the country. Senior most ficer in the station is the Chairman of the Committee.

RESIDENTS WELFARE ASSOCIATIONS:

In order to foster a spirit of mutual help and goodwill among the residents of government colonies and to promote amongst them social, cultural and recreational activities, Resident Welfare Associations have been recognized in Delhi and in other parts of the country. At present, there are 66 such Associations. The members of Management Committee of these Associations are elected by holding elections every two years under the provisions of the Model Constitution framed by this Department. 

GRANTS TO RESIDENT WELFARE ASSOCIATIONS AND CENTRAL GOVERNMENT EMPLOYEES’ WELFARE COORDINATION COMMITTEES:

This Ministry has been providing grants to the recognized Residents Welfare Associations and the CGEWCCs as under:

i) Residents Welfare Associations  : A maximum of Rs.4500/- per annum

ii) Central Government Employees Welfare Coordination Committee : A maximum of Rs.18750/- per annum for cultural activities and indoor games plus a maximum of Rs.9000/- per annum for Secretarial Assistance. The grants amount is determined on the basis of the staff strength.

AREA WELFARE OFFICERS :

Area Welfare Officers (AWOs) are appointed in residential colonies having a large number of Central Government employees. The AWOs serve as a link between the Government and residents in matters relating to the welfare of Government employees living in various colonies. They also work as field officers coordinating and maintaining liaison with the agencies of Government concerned in matters relating to provision of various civic amenities to the residents, such as CPWD, CGHS, Horticulture, Police, Transport and others. There are at present 64 AWOs' in Delhi and 25 at places outside Delhi.

BENEVOLENT FUND :

To provide financial assistance to the Central Government employees in the event of their prolonged illness, premature retirement, death etc. Benevolent Funds have been in operation in the Central Government Departments. In this Ministry, employees who are members of this Fund, have to contribute Rs.20 each per annum. The Government’s contribution to this Fund is Re.1/- per sanctioned staff, per annum.

RECREATION HALLS/CLUBS IN MINISTRIES/DEPARTMENTS :

Clubs have been set up in the Ministries/Departments with the object of organising various welfare activities

For further details,following officers may be contacted :- 

Shri Suresh Pal

J.S & Chief Welfare Officer,

Phone No.2462 5562

Shri Rajiv Rai,

Director (Welfare),

Phone No.24624893

Shri Ajay Saxena

Section Officer (Welfare),

Phone No.2469 4349

OTHER STAFF – WELFARE PROGRAMMES/AGENCIES :

Central Civil Services Cultural and Sports Board, CSOI, Grih Kalyan Kendra and the Kendriya Bhandar represent other staff welfare activities operating under the aegis of this Ministry. The running of Departmental canteens is another important welfare measure. 

Source: www.persmin.nic.in

Courtesy : http://90paisa.blogspot.in

RECOGNITION OF PRIVATE HOSPITAL IN GWALIOR FOR TREATMENT OF CENTRAL GOVERNMENT EMPLOYEES UNDER CS(MA) RULES, 1944

No.S.14021/23/2006-MS

Government of India

Ministry of health & Family Welfare

Nirman Bavan, New Delhi

Dated 20th September, 2012

OFFICE MEMORANDUM

Subject: Recognition of Ratan Jyoti Netralaya, Gwalior (Madhya Pradesh) for treatment of Central Government employees under CS(MA) Rules, 1944.

The undersigned is directed to say that a number of representations have been received in the Ministry of Health & Family Welfare for recognition of Ratan Jyoti Netralaya, Gwalior (Madhya Pradesh) for treatment of Central Government Employees and their family members under CS(MA) Rules, 1944.

2. In view of the hardship faced by CS(MA) beneficiaries for their own treatment and the treatment of their family members at Gwalior (Madhya Pradesh), the matter has been examined in the Ministry and it has been decided to empanel Ratan Jyoti Netralaya, Gwalior (Madhya Pradesh) under Central Services (Medical Attendance) Rules, 1944.

3. The Schedule of charges for the treatment of Central Government Employees and the members of their family under the CS(MA) Rules, 1944, will be the rates fixed for CGHS, Jabalpur. The approved rates are available on the website of CGHS (www.mohfw.nic.in//cghs.html) and may be downloaded/printed.

4. The undersigned is further directed to clarify as under:-

(a) ‘Package Rate” shall mean and include lump sum cost of in-patient treatment/day care/diagnostic procedure for which a CS(MA) beneficiary has been permitted by the competent authority or for treatment under emergency from the time of admission to the time of discharge, including (but not limited to)-(i) Registration charges, (ii) Admission charges, (iii) Accommodation charges including patient’s diet, (iv) Operation charges, (v) Injection charges, (vi) Dressing charges, (vii) Doctor/consultant visit charges, (viii) ICU/ICCU charges, (ix) Monitoring charges, (x) Transfusion charges, (xi) Anesthesia charges, (xii) Operation theatre charges, (xiii) Procedural charges / Surgeon’s fee, (xiv) Cost of surgical disposables and all sundries used during hospitalization, (xv) Cost of medicines, (xvi) Related routine and essential investigations, (xvii) Physiotherapy charges etc, (xviii) Nursing care and charges for its services.

(b) Cost of Implants is reimbursable in addition to package rates as per CGHS ceiling rates for implants or as per actual, in case there is no CGHS prescribed ceiling rates.

(c) Treatment charges for new born baby are separately reimbursable in addition to delivery charges for mother.

(d) Ratan Jyoti Netralaya, Gwalior (Madhya Pradesh) shall not charge more than the package rates.

(e) Expenses on toiletries, cosmetics, telephone bills etc. are not reimbursable and are not included in package rates.

5. Package rates envisage duration of indoor treatment as follows:

Upto 12 days: for Specialized (Super Specialities) treatment

Upto 7 days: for other Major Surgeries

Upto 3 days: for Laparoscopic surgeries/normal Deliveries

1 day: for day care/Minor (OPD) surgeries.

No additional charge on account of extended period of stay shall be allowed if that extension is due to infection on the consequences of surgical procedure or due to any improper procedure and is not justified.

In case, there are no CGHS prescribed rates for any test/procedure, then AIIMS rates are applicable. If there are no AIIMS rates, then reimbursement is to be arrived at by calculating admissible amount item-wise(e.g. room rent, investigations, cost of medicines, procedure charges etc) as per approved rates/actual, in case of investigations.

6. (a) CS(MA) beneficiaries are entitled to facilities of private, semi-private or general ward depending on their basic pay. The entitlement is as follows:

S.No.	Pay drawn in pay band	Ward Entitlement
1.	Upto Rs.13,950/-	General Ward
2.	Rs.13,960/- to 19,530/-	Semi-Private Ward
3.	Rs.19,540/-and above	Private Ward

(b) The package rates given in rate list are for semi-private ward.

(c) The package rates prescribed are for semi-private ward. If the beneficiary is entitled for general ward there will be a decrease of 10% in the rates, for private ward entitlement there will be an increase of 15%. However, the rates shall be same for investigation irrespective of entitlement, whether the patient is admitted or not and the test, per-se, does not require admission.

7. The hospital shall charge from the beneficiary as per the CGHS prescribed rates or its own rate list whichever is lower.

8. (a) The maximum room rent admissible for different categories would be:

General ward - Rs.1000/- per day

Semi-private ward - Rs.2000/- per day

Private ward - Rs.3000/- per day

Day care (6 to 8 Hrs.) - Rs.500/- (same for all categories)

(b) Room rent mentioned above at (a) above is applicable only for treatment procedures for which there is no CGHS prescribed package rate.

Room rent will include charges for occupation of bed, diet for the patient, charges for water and electricity, linen charges, nursing charges and routine up keeping.

(c) During the treatment in ICCU/ICU, no separate room rent will be admissible.

(d) Private ward is defined as a hospital room where single patient is accommodated and which has an attached toilet (lavatory and bath). The room should have furnishings like wardrobe, dressing table, bed-side table, sofa set, etc. as well as a bed for attendant. The room has to be air-conditioned.

(e) Semi Private ward is defined as a hospital room where two to three patients are accommodated and which has attached toilet facilities and necessary furnishings.

(f) General ward is defined as halls that accommodate four to ten patients.

(g) Normally the treatment in higher category of accommodation than the entitled category is not permissible. However, in case of an emergency when the entitled category accommodation is not available, admission in the immediate higher category may be allowed till the entitled category accommodation becomes available. However, if a particular hospital does not have the ward as per entitlement of beneficiary, then the hospital can only bill as per entitlement of the beneficiary even though the treatment was given in higher type of ward.

If, on the request of the beneficiary, treatment is provided in a higher category of ward, then the expenditure over and above entitlement will have to be borne by the beneficiary.

9. In case of non-emergencies, the beneficiary shall have the option of availing specific treatment / investigation from any of the recognised hospitals of his/her choice (provided the hospital is recognised for that treatment procedure/test), after the specific treatment/investigation has been advised by Authorised Medical Attendant and on production of valid ID card and permission letter from his/her concerned Ministry/Department.

10. The hospital shall honour permission letter issued by competent authority and provide treatment/investigation facilities as specified in the permission letter.

11. The hospital shall also provide treatment/investigation facilities to the Pensioner CGHS beneficiaries and their dependent and eligible family members at their own rates or rates approved under CS(MA) Rules, whichever is lower. The hospital shall provide treatment to such pensioner CGHS beneficiaries after authentication through verification of valid CGHS Cards.

12. However, pensioner CGHS beneficiaries would make payment for the medical treatment at approved rates as mentioned above and submit the medical reimbursement claim to the AddI. Director, CGHS through the CMO i/c of the CGHS Wellness Centre, where the CGHS Card of the beneficiary is registered.

13. During the in-patient treatment of the CS(MA) beneficiary, the Hospital will not ask the beneficiary or his attendant to purchase separately the

medicines/sundries/equipment or accessories from outside and will provide the treatment within the package rate, fixed by the CGHS which includes the cost of all the items.

14. If one or more minor procedures form part of a major treatment procedure, then package charges would be permissible for major procedure and only 50% of charges for minor procedure.

15. Any legal liability arising out of such services shall be the sole responsibility and shall be dealt with by the concerned empanelled hospital. Services will be provided by the Hospital as per the terms given above.

16. Ministry of Health & Family Welfare reserves the right to withdraw/cancel the above recognition without assigning any reason.

17. The order takes effect from the date of issue of the O.M.

18. The authorities of Ashirvad Hospital & Research Centre, Varanasi (Uttar Pradesh) will have to enter into an agreement with the Government of India to the effect that the Hospital will charge from the Central Government employees at the rates fixed by the Government and they will have to sign a Memorandum of Understanding (MOU) (2 copies enclosed only for Hospital) within a period of 3 months from the date of issue of the above mentioned OM failing which the Hospital will be derecognized. Subject to above, the Hospital can start treating Central Government employees covered under CS(MA) Rules, 1944.

sd/-

(Arun Chowdhury)

Under Secretary to the Government of India

Source: www.mohfw.nic.in

Fighting sexual harassment at work

In today's corporate environment, its inhabitants are put under various kinds of pressures. Arshie Chevalwala speaks to experts about one such nuisance, sexual harassment

Effects of sexual harassment can vary depending on the individuality or personality of the recipient, and the severity and duration of the harassment. Often, sexual harassment incidents fall into the category of the "merely annoying." In other situations harassment may lead to temporary or prolonged stress and/ ordepression depending on the recipient's psychological abilities to cope up with it, and the social support or lack of it for the recipient. Victims who do not submit to harassment may also experience various forms of retaliation, including isolation and bullying.

"Coping with harassment at work is a very stressful task. What really helps is support from the management. It is vital that companies provide a nurturing environment where victims feel confident enough to approach them and report an instance," suggest Rupa Dutta (name changed), an employee who was subject to harassment at work.

Dr. Arvind Gupta, consultant psychiatrist, Max Hospital talks about the common effects on the victims. He says, "Some of the psychological and health effects that can occur are depression, anxiety and/or panic attacks, sleeplessness and/or nightmares, shame and guilt, difficulty concentrating, headaches, fatigue or loss of motivation, stomach problems, eating disorders (weight loss or gain), alcoholism, feeling betrayed and/or violated, feeling angry or violent towards the perpetrator, feeling powerless or out of control, increased blood pressure, loss of confidence and self esteem, withdrawal and isolation, overall loss of trust in people, traumatic stress, post-traumatic stress disorder (PTSD), complex post-traumatic stress disorder, suicidal thoughts or attempts, suicide."

Common psychological, professional, financial, and social effects of sexual harassment and retaliation pointed out by Dr. Gupta are:

- Psychological stress and health impairment

- Decreased work performance as a result of stress conditions; increased absenteeism in fear of harassment repetition

- Firing and refusal for a job opportunity can lead to loss of job or career, loss of income;

- Being objectified and humiliated by scrutiny and gossip

- Defamation of character and reputation

- Loss of trust in environments similar to where the harassment occurred

- Loss of trust in the types of people that occupy similar positions as the harasser or his or her colleagues, especially in case they are not supportive, difficulties or stress on peer relationships

Weakening of support network, or being ostracized from professional or academic circles ( friends, colleagues, or family may distance themselves from the victim, or shun him or her altogether). Thus, sexual harassment is a known menace of today's corporate environment and employers are taking active measure to prevent and contain bad behavior. Pragya Kumar, HR head at Yatra.com concurs, "Sexual harassment is one of the key employee grievances today and knows no gender bar. Corporates must conduct annual workshops and regular training sessions for the employees wherein they are taught the importance of maintaining a congenial working environment, keeping it a safe, happy and secured one. We ensure a close monitoring of the work places and a free and transparent interaction with manager and as well at the employee level in order to keep a tap on the decorum. To keep a complete check on such issues cropping up at the workplace, we have incorporated policies that ensure an environment that is conducive for the growth of our employees in every aspect."

Steps to prevent sexual harassment 

- Get high-level management support Obtain high-level support from the chief executive officer and senior management for implementing a comprehensive strategy to address sexual harassment.

- Write and implement a sexual harassment policy

- Develop a written policy, which prohibits sexual harassment in consultation with staff and relevant unions.

- Ensure that managers and supervisors discuss and reinforce the policy at staff meetings. Verbal communication of the policy is particularly important in workplaces where the literacy of staff may be an issue.

- Periodically review the policy to ensure it is operating effectively and contains up-to-date information. (c) Provide regular training and information on sexual harassment to all staff and management

- Conduct regular training sessions for all staff and management on sexual harassment and the organisational policy. This training should be behaviourally based which means it should increase knowledge and understanding of specific behaviours that may amount to sexual harassment under the Sex Discrimination Act. Regular refresher training is recommended.

Source : The Times of India, Sept 27, 2012  via http://aipeup3bbsr.blogspot.in/

Posting of husband and wife at the same station-FCI

No.EP.3(1)/2012 
FOOD CORPORATION OF INDIA 
HEADQUARTERS, KHADYA SADAN 
16-20, BARAKHAMBA LANE

New Delhi, dated 24th August, 2012 (Circular No.EP-03-2012-21)

Posting of husband and wife at the same station. 
  
Reference is invited to the clause 3.2 of Circular dated 05.01.2011 pertaining to transfer policy for Category I officers which provides that FCI would be guided by the exiting policy frame work of the Central Government on posting of husband and wife together as far as possible and administratively feasible. Similarly, Clause (11) of Section II of Circular dated 21.11.2002 and Clause 1(a) of Section-II of Circular dated 30.03.2012 pertaining to transfer policy for Category II, III and IV contains the provisions for posting both husband and wife at one station as far as possible to enable them to lead normal family life subject to administrative convenience and other terms and conditions. 

2.    The Government of India had been following similar policy in the matter of posting of husband and wife at the same station in view of the utmost importance attached to the enhancement of women’s status in all walks of life and to enable them to lead a normal family life and also to ensure the education and welfare of the children. 

3.    In the context of the need to make concerted efforts to increase representation of women in Central Government jobs, the Government of India has reviewed these guidelines to see whether the instructions could be made mandatory. DoP&T has accordingly issued O.M. No. F.No.28034/9/2009-Estt.(A) dated 30th September, 2009 to convey the decision that when both spouses are in same Central Service or working in same Department and if posts are available, they may mandatorily be posted at the same station. The said O.M. contains consolidated guidelines applicable in different situations.

4.    The Staff bodies have been pressing hard for adopting the aforesaid guidelines of Govt. of India and to issue appropriate guidelines for FCI employees accordingly.

5.    The matter has been examined in the light of existing policy of the Corporation and observed that as far as posting of husband and wife at same station is concerned, like Govt. of India FCI also attaches great importance to the welfare of women & children and normal family life of its employees. The Competent Authority has accordingly decided to adopt the guidelines as contained in DoP& ‘s O.M. dated 30th September, 2009 in the following situations applicable in case f FCI:

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Courtesy : http://www.govtempdiary.com/

OBC leaders too demand quota in job promotions

NEW DELHI: The politically-powerful OBC bloc has begun to flex its muscles for reservation in promotions, casting a shadow on the bill to restore the facility for SCs/STs that has already run into resistance from Samajwadi Party and BJP. 

A day after DMK chief M Karunanidhi supported the demand for "promotion quota" for OBCs on par with the one proposed for Scheduled Castes and Scheduled Tribes, other chieftains like Lalu Prasad and N Chandrababu Naidu on Thursday threw their weight behind the fresh quota clamour. 

Wednesday had also seen members of OBC Parliamentary Forum, headed by Congress's V Hanumantha Rao, demanding that the Centre bring a law to institute "promotion quota" for backwards. The OBC Forum, a pressure group comprising members of all political parties, submitted a formal demand to Prime Minister Manmohan Singh. 

The flurry of statements from backward satraps seeking parity with dalits and tribals coincides with the Centre's effort to amend the Constitution to clear the legal hurdles holding up restoration of "promotion quota" for SCs and STs. 

The demand to extend "promotion in reservation" to OBCs is not new but had so far been expressed more as a wish. The OBC leadership still appears to acquiesce into the reality, though increasingly grudgingly, that the special circumstances of dalits and tribals -- from untouchability to primitive living conditions -- placed them on a special footing insofar asaffirmative action was concerned. 

Even on Wednesday, the DMK chief stressed that he was not demanding a "promotion quota" for OBCs as a condition for supporting the Constitution amendment bill for SCs and STs. He even urged political parties to support the bill introduced in Rajya Sabha. 

However, the chorus over the past few days marks the beginning of the transformation of the hope into a sense of entitlement; one that was strongly articulated by SP in the all-party meeting held on August 21 to discuss the Constitution amendment bill and, again, on Wednesday after the legislation was introduced in Rajya Sabha. 

Political observers find the pitch significant also because of the growing vulnerability of the regime at the Centre, pointing out that their success in 1990 when they coaxed the then PM V P Singh to implement the Mandal Commission's recommendation for an OBC quota in central services could be the inspiration. 

Although supported by every political party, implementation of "Mandal award" had not seemed a realistic prospect until Singh, anxious to continue in office, made the fateful announcement in August 1990. 

The demand from backward leaders ties in with the grudge among their core constituents that 'promotion quota' for dalits puts them back in their professional careers. SP chief Mulayam Singh Yadav angrily complained on Wednesday that "promotion quota" for dalits and tribals would turn "juniors into seniors and vice versa". 

"Who will tolerate this," the SP chief thundered just after his troops in Rajya Sabha tried to stop the government from introducing the Constitution amendment bill. 

In their grievance against the "special status" for dalits and tribals in quota matters, they have a ready compact with upper castes. Leaders like Mulayam see this convergence of grievances as a political opportunity that can be milked at the hustings. Entrenched upper caste lobbies in Congress and BJP are not unhappy, as they hope to leverage the OBC clamour for parity with dalits and tribals in "promotion quota" to thwart the passage of the bill. 

BSP supremo Mayawati on Thursday demanded that the Centre extend the monsoon session, ending on Friday, by 10 days to pass the bill. 

She said the continued disruption in Parliament showed that the Centre was only playing the charade of trying to pass the bill. She demanded that the Centre restore order in Parliament by talking to BJP on Coalgate and to parties opposed to the bill. "Else, dalits will never forgive the two-faced central government," she said. 

The bill seeks to amend the Constitution to exempt promotion quota for dalits and tribals from the criteria of 'backwardness, adequate representation and administrative efficiency'. The apex court has made the three conditions mandatory for giving promotion quota to SC/STs. 

In its Indira Sawhney judgment of 1995, the SC had, while upholding Mandal Commission's recommendations, termed promotion quota for all categories -- dalits, tribals and OBCs -- as unconstitutional. The Centre amended the Constitution to insert Clause (4A) in Article 16 to insulate 'promotion quota' for dalits and tribals from the apex court verdict, but left the OBCs out. 

The differentiation stands, with the personnel ministry telling Parliament on Wednesday, "The provisions of the Constitution do not enable the government for making provisions for reservation in promotion in favour of OBCs." It said the government was not considering any proposal for promotion quota to OBCs and backward minorities. 

Source : The Times of India, Sept 7, 2012

WELFARE SCHEMES FOR WOMEN

WELFARE SCHEMES FOR WOMEN

Ministry of Women and Child Development16-August, 2012

        Many welfare schemes for women are implemented by Government of India, State Governments and Union Territory Administrations. The details of major schemes under implementation by Ministry of Women and Child Development for the welfare of women are as under:

 i. RAJIV GANDHI NATIONAL CRECHE SCHEME FOR THE CHILDREN OF WORKING MOTHERS (RGNCS) provides day care facilities to the children in the age group 0-6 years from families with monthly income of less than 12000/-. In addition to being a safe space for the children, the crèches provide services such as supplementary nutrition, pre-school education and emergency health care, etc.

ii. CENTRAL SOCIAL WELFARE BOARD: The main women welfare related schemes and programmes being implemented by CSWB are family counselling centres, awareness generation programme and condensed courses of education for women.

iii. NATIONAL MISSION FOR EMPOWERMENT OF WOMEN (NMEW) is an initiative of the Government of India for empowering women holistically. It is a Centrally Sponsored Scheme sanctioned in April 2011 and acts as an umbrella Mission with a mandate to strengthen inter-sectoral convergence.

 iv. WORKING WOMEN’S HOSTEL (WWH) Scheme envisages provision of safe and affordable hostel accommodation to working women, single working women, women working at places away from their home-towns and for women being trained for employment.

v. SUPPORT TO TRAINING AND EMPLOYMENT PROGRAMME (STEP) for Women was launched as a Central Sector Scheme during 1986-87. It aims at making a significant impact on women by upgrading skills for self and wage employment. The target group includes the marginalized assetless rural women and urban poor.

vi. RASHTRIYA MAHILA KOSH (RMK) with a corpus of Rs.100 crore extends micro-finance services to bring about the socio-economic upliftment of poor women. 

vii. INDIRA GANDHI MATRITVA SAHYOG YOJANA (IGMSY) is a Conditional Cash Transfer scheme for pregnant and lactating (P&L) women introduced in the October 2010 to contribute to better enabling environment by providing cash incentives for improved health and nutrition to pregnant and nursing mothers.

viii. SWADHAR SCHEME: The Ministry of Women and Child Development had been administering Swadhar scheme since 2001 for Women in difficult circumstances. Under the Scheme, temporary accommodation, maintenance and rehabilitative services are provided to women and girls rendered homeless due to family discord, crime, violence, mental stress, social ostracism. Another scheme with similar objectives/target groups namely Short Stay Home (SSH) is being implemented by Central Social Welfare Board.

ix. UJJAWALA is a comprehensive scheme for prevention of trafficking and rescue, rehabilitation and reintegration of victims of trafficking for commercial sexual exploitation.

This was stated by Smt. Krishna Tirath, Minister for Women and Child Development in a written reply to the Rajya Sabha today.

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Paternity Leave when a child is adopted

As per Office Memorandum No. 13018/1/2009-Estt.(L) dated 22.07.2009 (Click here to download this OM) issued by DOPT, A male Government servant (including an apprentice) with less than two surviving children, on valid adoption of a child below the age of one year, may be sanctionedPaternity Leave for a period of 15 days within a period of six months from the date of valid adoption.

We also provide here the details of Maternity and Paternity Leave

Maternity Leave:

(1) A female Government servant (including an apprentice) with less than two surviving children may be granted maternity leave by an authority competent to grant leave for a period of 180 days from the date of its commencement.

(2) During such period, she shall be paid leave salary equal to the pay drawn immediately before proceeding on leave.

NOTE:- In the case of a person to whom Employees’ State Insurance Act, 1948 (34 of 1948), applies, the amount of leave salary payable under this rule shall be reduced by the amount of benefit payable under the said Act for the corresponding period.

(3) Maternity leave not exceeding 45 days may also be granted to a female Government servant (irrespective of the number of surviving children) during the entire service of that female Government in case of miscarriage including abortion on production of medical certificate as laid down in Rule 19:

Provided that the maternity leave granted and availed of before the commencement of the CCS (Leave) Amendment Rules, 1995, shall not be taken into account for the purpose of this sub-rule.

(4) (a) Maternity leave may be combined with leave of any other kind.

(b) Notwithstanding the requirement of production of medical certificate contained in sub-rule (1) of Rule 30 or sub-rule (1) of Rule 31, leave of the kind due and admissible (including commuted leave for a period not exceeding 60 days and leave not due) up to a maximum oftwo years may, if applied for, be granted in continuation of maternity leave granted under sub-rule (1).

(5) Maternity leave shall not be debited against the leave account.

Paternity leave:

(1) A male Government servant (including an apprentice) with less than two surviving children, may be granted Paternity Leave by an authority competent to grant leave for a period of 15 days, during the confinement of his wife for childbirth, i.e., up to 15 days before, or up to six months from the date of delivery of the child.

(2) During such period of 15 days, he shall be paid leave salary equal to the pay drawn immediately before proceeding on leave.

(3) The paternity Leave may be combined with leave of any other kind.

(4) The paternity leave shall not be debited against the leave account.

(5) If Paternity Leave is not availed of within the period specified in sub-rule (1), such leave shall be treated as lapsed.

NOTE:- The Paternity Leave shall not normally be refused under any circumstances.

Source : http://www.gconnect.in/