Wednesday, 18 July 2018

SHIV GOPAL MISHRA - Discussing on Different Matter









SBI ने 70 हजार बैंक कर्मियों से वापिस मांगा नोटबंद...



स्टेट बैंक ऑफ इंडिया (SBI) के 70 हजार कर्मचारियों और अधिकारियों ने बैंक से उनके ओवरटाइम का पैसा लौटाने को कहा है। नोटबंदी के दौरान अधिकारियों ने रात-दिन एक करके काम किया था। यहां तक कि छुट्टी वाले दिन भी वे बैंक जाते थे जिससे उनका काफी ओवरटाइम लगा था, तब इन अधिकारियों और कर्मचारियों से वादा किया गया था कि उनके ओवर टाइम के लिए अतिरिक्त भुगतान दिया जाएगा। बैंक ने अपना वादा निभाया भी और इन कर्मचारियों को ओवरटाइम के लिए भुगतान किया गया लेकिन अब बैंक दिया हुआ पैसा वापिस मांग रहा है। दरअसल भारतीय स्टेट बैंक में विलय हो चुके एसोसिएट बैंकों के 70,000 से ज्यादा कर्मचारियों को आदेश दिया गया है कि वे अतिरिक्त भुगतान के पैसों को वापिस करें। कर्मचारी इस आदेश के बाद बैंक से नाराज हैं।



Also Read - सांसद कोटा से टिकट कंफर्म कराने के खेल का ऐसे हुआ खुलासा

SBI का तर्क

एसबीआई ने अपने सभी जोनल हेडक्वार्टर को जो खत भेजा है उसमें लिखा है कि बैंक सिर्फ अपने कर्मचारियों को ही अतिरिक्त काम के लिए पैसा दें न कि पूर्व एसोसिएट बैंकों के कर्मचारियों को। एसबीआई ने पत्र में अपने सभी जोनल मुख्यालय को स्पष्ट लिखा है कि 2016 में नोटबंदी के दौरान ओवर टाइम के लिए एसोसिएट बैंक के कर्मचारियों को दिया गया पैसा वापस लिया जाए। अतिरिक्त भुगतान केवल उन कर्मचारियों के लिए था जो एसबीआई की शाखाओं में काम करते थे। बैंक ने कहा कि जब ओवर टाइम के लिए अतिरिक्त भुगतान की घोषणा की गई थी तब एसोसिएट बैंकों का विलय एसबीआई में नहीं हुआ था, इसलिए उनके कर्मचारी तकनीकी रूप से तब एसबीआई के कर्मचारी नहीं माने जाएंगे। इस कारण वे अतिरिक्त भुगतान के भी हकदार नहीं क्योंकि उन्होंने जो ओवर टाइम लगाया था उसका मुआवजा देने की जिम्मेदारी एसबीआई की नहीं। साथ ही एसबीआई ने कहा कि इन कर्मचारियों के भुगतान की जिम्मेदारी पांच बैंकों की थी नोटबंदी के दौरान स्वायत्त थे।





इतना मिला था ओवरटाइम पर भुगतान

नोटबंदी के दौरान बैंकों के लाखों कर्मचारियों ने तब हर दिन 3 से 8 घंटे तक अतिरिक्त काम किया था। इस ओवरटाइम के लिए अधिकारियों को 30,000 और अन्य कर्मचारियों को 17,000 रुपए तक का भुगतान किया गया था।

2016 को लागू हुई थी नोटबंदी

8 नवंबर 2016 की रात को प्रधानमंत्री नरेंद्र मोदी ने टीवी पर राष्ट्र को संबोधित करते हुए नोटबंदी की घोषणा की थी। मोदी नोटबंदी के दौरान लोगों को पुराने नोट जमा कराने और नए नोट प्राप्त करने के लिए कहा गया था। नोटबंदी के समय न केवल आम जन ने बल्कि बैंक कर्मचारियों ने भी बड़े धैर्य से काम किया था। पुराने नोट जमा करनाने और नए नोट लेने के लिए लोग सुबह से ही बैंक के बाहर लाइनों मे खड़े हो जाते थे। बैंक कर्मचारी भी तब देर रात तक काम करते थे। नोटबंदी को लेकर देशभर में खासी हलचल पैदा हो गई थी।

Source - PK

Saturday, 14 July 2018

Punjab Govt Exempts Women Staff From Dope Test



Days after announcing that Punjab’s 3.5 lakh-strong government staff would have to undergo screening for drugs, the state government on Thursday decided to exempt women employees from the test.

The state government has about 90,000 women employees. Sources said the decision to exempt them was taken on the ground that the percentage of women addicted to drugs in Punjab was minuscule and because it would not send the right signal if they are asked to undergo a dope test. It has also been decided that employees will be reimbursed the Rs 1,500 they currently pay for the test.

The Indian Express has learnt that in a set of guidelines issued to Chief Secretary Karan Avtar Singh, Chief Minister Amarinder Singh’s office has said that those on medication for ailments should also be exempted after they submit their prescriptions from a health expert. There were concerns about false positive tests if the employees were on medication.


The guidelines, which have not yet been made public, came in response to a proposal sent to the CMO earlier by the state’s health department, the executing authority of the mandatory dope test, which had sought clarity on the periodicity of the test, the budget the government could set aside for the screening and the category of employees to be tested.

About the periodicity of the test, the guidelines say that in case of employees required to undergo periodic medical examination (IAS, IPS, IFS and Punjab Police officers and employees), the dope test should be included with the other medical tests.

For other employees, if a need is felt to have an annual dope test, it may be prescribed.

The state’s Personnel Department has been asked to issue the guidelines and the Health Department to lay down Standard Operating Procedure (SOP) within a week, say the guidelines.

Earlier, the Health Department had estimated that the one-time cost of conducting dope test on all 3.5 lakh government employees would be around Rs 16 crore. It had also raised concerns about the logistics of the massive exercise, which would entail mobilising the entire health machinery of the state, including all the district-level government hospitals and their staff.

“Since the screening kit for testing a person for 2 psychotropic substances and 8 narcotics drugs costs between Rs 450 to 550 each, we have also sought clarity on whether the government would charge the employees, reimburse them or provide the test free of cost. If they want to charge the employees, we have suggested we should charge them more than our cost as we would be diverting our manpower and infrastructure for screening,” a health department official said.

Source: IE

GDS Postal Employees – Wide Gap Between GDS Commit...




To

Shri Manoj SinhajiHon’ble Minister of State for Communications (IC)

Govt. of India

Sanchar Bhawan

New Delhi-110001

Sub. :- Recommendations of Kamlesh Chandra GDS Committee on pay structure and service conditions of Gramin Dak Sevaks of the Department of posts.

Respected sir,

The orders, so far issued, by the Postal Directorate shows that there has been wide gap between the recommendations of the committee and implemmtation orders issued by the department of posts. The sanctity of the pay commission or committee has been greatly compromised. We agree that the Govt. does not accept a few recommendations or makes some amendments in other few and mostly in favour of the employees. But, here, the entire report of the Kamlesh Chandra committee has been changed to the detriment of the G.D.S. employees, We discuss hereunder some recommendations as a token:

1. Date of implementation of the recommendations: The committee recommended, that the report as a whole be implemented with effect from 01.01.2016. We also were assured that the committee’s report would be implemented wef from 01-01-2016. But to our dismay we find that according to the orders issued the recommendations that have been implemented take effect from 01.07.2018. We discuss the adverse effects of such orders below :-

(i) Pay Fixation: The effect of the recommendation from 01.07.2018 in stead of 01.01.2016 has severely eroded the salary of the GDS employees – the lowest paid employees of the department. The cumulative effect of the same will run into several thousands and even may go up to lacs. The table below shows the effect of the manipulative orders giving effect to pay fixation from 01.07.2018 vis-à-vis fixation with effect from 01.01.2016

Source - Gconnect 

Friday, 13 July 2018

Transport Allowance Rates To CG Employees With Disabilities



Transport Allowance at double the normal rates to persons with disabilities employed in Central Government, Ministry of Finance clarification.

No. 21/3/2017-E.IIB

Government of India

Ministry of Finance

Department of Expenditure

New Delhi,the 12th July, 2018

Monday, 9 July 2018

RBE No. 96/2018 - MACPs To Section Controllers Ignoring The Promotion From The Post Of Station Master To Section Controller


GOVERNMENT OF INDIA 

MINISTRY or RAILWAY 


S.No. PC-VI/ 387
R.B.E No. 96/2018

No, PC-V/2009/ACP/2

New Delhi, dated-25/06/2018

The General Managers

All Indian Railways & PUs
(As per mailing list)

Sub: Financial upgradation to Section Controllers ignoring the promotion from the post of Station Master (GP Rs. 4200/- pre revised Rs. 5000-8000) to Section Controller (PB-2, G.P Rs.4200/-/ Pre revised Rs. 5500-9000).

Thursday, 5 July 2018

RBE No. 87/2018 - Grant of Grade Pay Rs.6600/PB-3 to Nursing Personnel under 3rd MACP

GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
(Railway Board)
S.No.PC-VII/1 06
PC-V/2009/ACP/2
RBE No. 87/2018
New Delhi, dated 14-6-2018


The General Managers
All Indian Railways & PUs
(As per mailing list)

Sub:- Grant of Grade Pay Rs.6600/PB-3 to Nursing Personnel i.e. Staff Nurses/Nursing Sister/Matron/Chief Matron under 3rd MACP.

Friday, 15 June 2018

GOOGLE’S DIVERSITY STATS ARE STILL VERY DISMAL



championed the idea of moonshots—ambitious ideas that can “make the world a radically better place”—is still struggling to make incremental change when it comes to diversifying its ranks of black, Latinx, and female employees. But as the conversation around diversity in Silicon Valley has evolved and grown more sophisticated, so has Google’s approach to the problem.

For the first time, Google’s annual diversity report, released Thursday, included data on hiring, attrition, and the intersection of race and gender, which exposed telling patterns. In 2017, black employees left Google at the highest rates, followed by Latinx employees; but the attrition numbers also showed that Google was better at retaining female employees than male employees. Google also said it made gains in hiring Asian women.

Google focused on intersectionality because studies show that diversity improves faster when employers focus on the most underrepresented demographic, which in Google’s case is women of color, Danielle Brown, Google’s vice president and chief diversity officer, told WIRED. “It helps us really highlight where we are and aren’t making progress and ensuring that we don’t leave anyone behind,” she says.

Brown joined the company in 2017, not long before a screed against Google’s diversity efforts written by engineer James Damore went viral. Damore’s memo argued that biological differences accounted for the dearth of female engineers. He was later fired for “advancing harmful gender stereotypes.” In January, he filed a lawsuit against Google alleging that the company was discriminating against white men and conservatives.

Despite Damore’s complaints, the report, which covers the year 2017, shows little change in the makeup of Google’s workforce. Globally, Google’s workforce is 69.1 percent male, down slightly from 70 percent in 2014, the first year that Google made the data available. In the US, Google’s workforce is 53.1 percent white and 36.3 percent Asian, but only 2.5 percent black, 3.6 percent Hispanic and Latinx, and 4.2 percent multiracial. That’s little changed from 2014, when the workforce was 61 percent white, 30 percent Asian, 2 percent black, 3 percent Latinx and 4 percent multiracial.

Google did report more progress in diversifying leadership ranks, compared with new hires. The percentage of women leaders at Google globally is now 25.5 percent, up 4.7 percentage points from 2014.

The report comes amid intensified debate over the composition of workforces at prosperous and influential Silicon Valley tech companies. Google has been riven by internal debate over diversity around Damore’s memo, including complaints by diversity advocates that they have been harassed by Damore’s supporters. A former YouTube employee accused the company in a lawsuit of illegally using quotas favoring women and minorities. At the same time, Google faces a class action lawsuit alleging systemic bias against female employees in pay and promotion, a pattern that the Department of Labor has also highlighted in its investigation of systemic pay gap.

Brown says Google understands the need for change. In January, she says Google adopted a new strategy aiming to grow the representation of women globally and of black and Latinx employees in the US to “reach or exceed available talent pools in all levels.” She did not put a time frame on the goal. Brown says the strategy also recognizes that Google can’t just focus on hiring, and must place equal emphasis on development, progression, and retention.

Defining the talent pool is an issue. Historically, hiring at tech companies has favored certain schools and types of candidates, while executives blame poor workforce diversity on a “pipeline” problem of available talent.

Brown says Google now calculates available talent by looking at skill, qualification, and Census data, “as well as seeing what percentage of people have those degrees and skills and who is out there and in the marketplace.”

Part of the new strategy involves integrating Google’s leadership in these efforts. Brown says managers have been given milestones, which she described as “aspirational goals,” for their own workforces. CEO Sundar Pichai now receives these workforce numbers every other week, “so we now know what’s happening in real time in product areas, and where we’re falling short.”

Brown says Google is also encouraging and assisting hiring managers to invest in “building their networks and social capital” across both sexes and all races and ethnicities, before a job opens up.

Damore said he wrote his screed in response to the company’s unconscious bias training, which he said encouraged Google to hire for political correctness, not talent. Earlier this year, one black female Google employee told WIRED that Google’s training on unconscious bias focuses on interpersonal relationships and hurt feelings, rather than addressing discrimination and inequality, which signals to workers that diversity is “just another box to check,” she said.

Google seems to be making changes in that area. Brown’s report describes a series called Decoding Race that grapples more directly with those issues. “We had 15,000 Googlers participate, so we knew it was resonating and making sense,” Brown says.

Source - NDTV