Employee Today

Saturday, 31 May 2014

Government may implement performance-based incentives schemes for central government employees

NEW DELHI: Following its mantra of maximum governance and minimum government, Prime Minister Narendra Modi may implement performance-based incentives schemes for central government employees.

The Department of Personnel and Training (DoPT) is slated to give a detailed presentation on Performance-Related Incentive Scheme (PRIS), which was recommended by Sixth Pay Commission and accepted by the UPA government, to the Prime Minister soon, officials said.

PRIS could not be implemented by the UPA government which had given its "in-principle" approval.

DoPT is likely to outline the salient features of the scheme aimed at improving governance in its presentation to Modi. "The detailed guidelines will be put in place after Prime Minister gives his go-ahead to it," a senior DoPT official said.

As per the draft guidelines framed during UPA's tenure, performance-related incentive will be payable taking into account the performance of the organisation and employees during the period under consideration.

There are about 50 lakh central government employees. "PRIS may prove to be a big game changer for improving governance and delivering maximum output. The Prime Minister may incorporate some new features," the official said.

The Prime Minister has already asked his Cabinet colleagues to set a 100-day agenda with focus on efficient governance, delivery and implementation of programmes.
SOURCE - economic times

Friday, 30 May 2014

Tax notice: Don't Panic, take corrective steps


Have you received a notice from the tax authorities lately? If yes, don’t be surprised — they have recently been on an aggressive drive to ensure greater compliance. You may have received the notice for old dues, ambiguous income or non-filing of return. Tax authorities have powers to issue notices to individuals for various reasons. Here are some cases where an individual may be on their radar. Not filing return: All individuals with gross taxable income of more than Rs 2 lakh are required to file a return. Even if there is no tax liability, you are required to file a return if the gross income, before various deductions, is more than the basic exemption limit. The return needs to be filed within the permissible time. If any tax is due, the department charges 1% interest per month from the due date.

Tax credit mismatch: There may be circumstances wherein the TDS mentioned in Form 16 may vary from the one mentioned in Form 26AS (as maintained by the department through an individual’s PAN). In case of mismatch, the department shall go by form 26AS. The mismatch may have arisen if the employer has not deposited tax with the authorities, or credited a wrong account. An application has to be filed to rectify the error. Thinkstock photo

Mismatch in income and investments: If there is a mismatch between the income declared and the actual income/investments/expenditure, you are likely to get a scrutiny notice. In such cases, one is required to provide details, such as TDS certificate, to tax authorities and prove one’s claim. Thinkstock photo

Non-disclosure of income: Due to improved tracking by the authorities, it has become difficult to not show your income. PAN has become mandatory for all major transactions and hiding it may lead to serious repercussions in form of penalty or prosecution. For example, in case of concealment of income, penalty can be up to a maximum of 300% of tax payable, and that excludes the interest payable on the concealed income. Thinkstock photo

Assets not disclosed: For wealth tax A lot of individuals are ignorant of wealth tax provisions. If an individual’s assets exceeds Rs 30 lakh, wealth tax return is required to be filed. Thinkstock photo

Steps to take: There is no need to panic. at the same time, the notice should never be ignored as that can cost you a lot of time, money and peace of mind. In some cases, it could also lead to a fine.

A notice does not necessarily mean you have committed a crime. Even a minor error in return can invite a notice from the tax authorities. You must meet the tax officer with all the relevant documents as directed. File a rectified return and pay the tax due, if any, within the stipulated period. However, if complexities are involved, it is better to consult an expert, as a professional will fully understand each and every explanation sought and respond appropriately.
Note that the purpose of a notice is to collate information and details to form an opinion. It is of utmost importance that a notice from tax authorities is duly replied under all circumstances. 

Source - financial express

Thursday, 29 May 2014

Feedback of AIRF’s meeting with 7th Pay Commission panel on 28.05.2014.












SOURCE -http://nrmu.net




Tuesday, 27 May 2014

KNOW ABOUT - Character of Posts of Ministerial or Non- Ministerial, Tenure posts, Gazetted and Non-Gazetted and Industrial& Non-Industrial

CHARACTER OF POSTS 

Ministerial or non- ministerial 

Ministerial servant means a Government servant of a subordinate service whose duties are entirely clerical, and any other class of servant specifically defined as such by general or specific order of a local government. Local government does not include a Chief Commissioner. FR 9(17) 

(a) Those member of Group B service whose duties are predominantly clerical shall be called as 

(b) Having regard to the nature of the duties attached to them, the posts of Private Secretary to Secretaries and Joint Secretaries should be classified as ‘Ministerial’. 

(c) Unless already classified, all new posts should be classified into ‘Ministerial’. 

(d) Posts of Senior Gestetner Operator are to be classified as ‘Ministerial’ 

(e) All proposals regarding classification of posts as ‘Ministerial’ or ‘non-Ministerial’ should be referred to the Department of Personnel & Training who will, where necessary consult UPSC. 

Industrial& Non-Industrial

Such of the staff who come within the meaning of ‘Workmen’ for the purposes of the Industrial Disputes Act. 1964, as amended from time to time, should be classified as ‘Industrial employees’. 

Tenure posts 

Tenure post means a permanent post which an individual Government servant may not hold for more than a limited period. In case of doubt, the Central Government may decide whether a particular post is not a tenure post. FR 9(30A).


The Union Public Service Commission should be consulted before classifying a post, whether permanent or temporary, as a tenure post. 

STATUS (GAZETTED OR NON-GAZETTED)
CRITERIA :

(i) Group A posts and Group B non-ministerial and executive posts should ordinarily be 

(ii) Group B ministerial posts may be given gazetted status only on very special considerations, such 

(a) The officer already had gazetted status before appointment. 

(b) The officer has commissioned or gazetted officers under his orders. 

(c) The officer performs duties of a technical character requiring special qualifications. 

(d) The office is periodically left in charge of the office during the absence of his superior on tour and 

has to dispose of business and to deal with gazetted officers or businessmen/ on behalf of his 

(iii) Group C posts to be treated as a rule, as non-gazetted. 

All newly created posts, whether permanent or temporary, should be classified, as soon as created in consultation with Department of Personnel & Training 

EX-OFFICIO SECRETARIAT STATUS

The instruction for the conferment of ex-officio secretariat status on officers holding non-secretariat posts are contained in the Ministry of Home Affairs O.M. No. 17/7/65-Estt(A) dated 16th November, 1967. According to these instructions, Secretariat status is necessary only for those officers who: 

(a) sign communication, orders or notifications on behalf of Government. 

(b) within the limits of the Rules of Business or secretariat Instructions, take decision on behalf of 

Whatever there is a departure from the conditions stated at (a) and (b) above; the ex-officio status would lapse with the transfer/retirement of the present incumbent. 

The conferment of ex-officio secretariat status on any non-Secretariat officer does not add to the status of the post held by him. 
SOURCE - 9O PAISA

Tuesday, 20 May 2014

Opportunities for Retired Employees to join Government Employees

Retired Government employees can soon find employment opportunities back in government departments and other social organisations on a voluntary basis.The Ministry of Personnel and Pensions has launched an initiative to route the skill and experience of retired government employees back into socially useful and constructive work. “There are 50 lakh government employees today. But there are also 53 lakh retired employees, most of whom can still contribute to nation building exercise. We want to tap their skills and experience through the initiative Sankalp,” Sanjay Kothari, Secretary to the Ministry of Personnel and Pensions, said.

Portal set up The Ministry has set up a portal where retired Government employees willing to work in different departments or social organisations can register. “We will ask interested employees which city they would like to work, how many days in a week or how many hours a day they would like to work. It is beneficial to them as after retirement, they can still share their skills and experience and get some economic benefits in the process,” he said at a meeting at the Administrative Staff College of India here.

Pilot project The Ministry is launching this initiative as a pilot project, as its pan-India launch has been delayed due to polls. The pilot will initially cover 500 Central government pensioners on a first-come-first-served basis.

“To sensitise government employees on this initiatives, a workshop is being conducted for those employees due to retire in four months and the scope of the scheme is being explained,” Kothari said.


source - govemployees

Employees to get pension payment order soon after retirement


In order to check delay in disbursal of pension, the Centre has decided to give Pension Payment Order (PPO) to all central government employees at the time of retirement along with their other dues. 

At present, the scheme for payment of pensions to central government civil pensioners through authorised banks, issued by the central pension accounting office provides for an undertaking to be submitted by the retiring government servant or pensioner to the pension disbursing bank before commencement of pension. 

"It has been found that the first payment of pension after retirement gets delayed mainly due to two reasons. 

"One, the delay in receipt of intimation by the pensioner that pension papers have reached the bank and two, delay on part of the pensioner in approaching the bank for submission of undertaking," the Ministry of Personnel said. 

The pensioner would no longer be required to visit the bank to activate the first payment of pension, it said in a recent order. 

"Therefore, after ascertaining that the bank's copy has been dispatched by the central pension accounting office, the pensioner's copy of the Pension Payment Order (PPO) may be handed over to him at the time of retirement along with other retirement dues. 

"This should be feasible in all cases where the government servant had submitted pension papers within the time-limits," the Personnel Ministry said. 

An employee posted at a location away from the office of the Head of Office or who for any other reasons feels that it would be more convenient to him to obtain his copy of PPO from the bank, may inform the Head of Office of his option in writing while submitting his pension papers, it said. 

The Ministry of Personnel has asked Office of Controller General of Accounts to instruct all Pay and Accounts Offices and all pension disbursing banks to follow its directives. 

There are about 30 lakh Central government pensioners. 

The Ministry has also issued a proforma of an undertaking to be filled by a pensioner and submitted to pension disbursing bank agreeing "to refund or make good any amount to which he is not entitled to".
Source - business-standard

Wednesday, 14 May 2014

Finance Minister clears CBEC Cadre restructuring



Chairperson's note regarding implementation of the Cadre restructuring

Implementation of the Cadre Restructuring of the department has been approved by Hon’ble FM on 10.05.2014- Chairperson’s note regarding implementation of the Cadre restructuring

Greetings to the IC&CE family. It is my pleasure to inform you that implementation of the cadre restructuring of the department has been approved by the Hon’ble FM on 10.5.2014. Months of hard work and waiting have finally paid off. The cadre restructuring is late by 7 years, even so there is a cause for happiness as a large number of promotions in different grades can now take place.

However, we have no time to rest as the implementation of the CR requires focus and a lot of hard work.

Tuesday, 13 May 2014

How to change Pension Bank Account


सेंट्रल पेंशन अकाउंटिंग ऑफिस (सीपीएओ) पेंशन डिस्बर्स करता है। वह पेंशनर का पैसा उसके बैंक अकाउंट में भेजता है। यह रकम ऑथराइज्ड बैंक में भेजी जाती है। फ्रॉड से बचने के लिए सीपीएओ अक्सर बैंक खाते में बदलाव करने से बचता है। हालांकि अगर पेंशन पाने वाले को बैंक या ब्रांच एक्सेस करने में दिक्कत हो रही है, तो वे बैंक या ब्रांच बदलने की एप्लिकेशन दे सकते हैं।

कैटिगरी
सीपीएओ यह बदलाव तीन तरह से करता है। पहला तो उसी बैंक की किसी और ब्रांच में पेंशन भेजी जा सकती है। दूसरा, किसी लोकेशन के किसी और बैंक में और तीसरा बदलाव सभी लोकेशन और बैंक को लेकर किया जा सकता है। इसमें पहली कैटिगरी का बदलाव सबसे आसान है। दरअसल, बैंकों के पास डेजिग्नेटेड लिंक बैंक होता है, तो पेंशन प्रॉसेस करता है।

ऐप्लिकेशन

उसी लोकेशन में पेइंग बैंक में बदलाव या अलग लोकेशन पर किसी बैंक में पेमेंट के लिए पेंशन पाने वाले को रिटेन एप्लिकेशन देनी होती है। इसे पुराने बैंक के मैनेजर से अटेस्ट करवाना होता है।

कॉपी
ट्रांसफर रिक्वेस्ट की कॉपीज पुराने और नए बैंक की लिंक ब्रांच को भेजी जाती है। इसकी एक कॉपी सीपीएओ के पास भी जाती है। वह बैंक डिटेल में जरूरी बदलाव करता है और नए अकाउंट में पेंशन भेजने की व्यवस्था इस तरह से होती है। इस लेटर के साथ पेंशन पेमेंट ऑर्डर भी अटैच करना पड़ता है।

प्रॉसेस
आप ट्रांसमिशन के दौरान भी नई ब्रांच में पेंशन पा सकते हैं। इसके लिए पीपीओ और ट्रांसफर रिक्वेस्ट दिखानी पड़ती है।

इन बातों का ख्याल रखें
1. नया बैंक रिक्वेस्ट लेटर और पीपीओ के आधार पर प्रॉसेस कंप्लीट हुए बगैर भी 3 महीने तक पेमेंट कर सकता है।

2.पुराने बैंक की ओर से आखिरी पेमेंट की तारीख पीपीओ की बैंक कॉपी पर दी जाती है।

3. इसे लिंक बैंक को भेजा जाता है, ताकि डबल पेमेंट की गलती न हो।
Source - http://nrmu.net/

Children Education Allowance - Frequently Asked Questions - RBE 44/2014.




Sunday, 11 May 2014

Dopt Orders for this week between 5th May to 10th May 201

Department of Personnel & Training 
(http://www.persmin.gov.in)

The Department of Personnel & Training is the coordinating agency of the Central Government in personnel matters, specially in respect of issues concerning recruitment, training, career development and staff welfare.

DOPT- It is as powerful as a magical spell for Central government employees. 

This is the powerful department that decides on all the service-related issues of the Central Government employees. One of the important duties of the department is to resolve all the problems and issues faced by Central Government offices all over the country. 
The Department of Personnel & Training, under the Ministry of Personnel, Public Grievances and Pensions is the coordinating agency of the Central Government in personnel matters, specially in respect of issues concerning recruitment, training, career development and employees welfare.

Four-five years ago, the Dopt’s website was not regular in updating and releasing all the relevant Government Orders. But, things have changed now and, along with timely updates, the website has also become a very reliable forum to clear doubts. 

We have made it a habit to publish the orders to the knowledge of all Central Government employees as soon as DOPT releases them.  

DOPT is the coordinating agency that has the power to decide the fate of Central Government employees.   
              
Dopt Orders Highlights (5.5.2014 to 10.5.2014) 

Date
Order No.
Subject
Link
09.05.2014
No.22011/5/2013-Estt.(D)
Procedure to be observed by Departmental Promotion Committees (DPCs) - Assessment of entries and gradings in ACRs/APARs - Reg.
09.05.2014
No.21/1/2014-CS.I(U)
Web Based Cadre Management System for CSS Officers of Under Secretary and above - instructions for Nodal Officers to forward the cadre clearance request online for deputation.
08.05.2014
No.36036/4/2014-Estt.(Res.I)
Arrangement of training of Liaison Officers for Scheduled Castes and Scheduled Tribes.
24.02.2014
F.No.A-12011/1/2011-AT
The Central Administrative Tribunal Stenographers Service (Group B and C Posts) Recruitment (Amendment) Rules, 2013.
02.05.2014
F.No.9/4/2013-CS.I(S)
Writ Petition Civil No.2735_2013 filed by Shri Sauranshu Sinha and Others vs UOI and Others in the honble High Court of Delhi - regarding
05.05.2014
F.No.6/10/2013-CS.I(S)
Promotion of officers of Asstts. grade to the SOs grade of CSS on adhoc basis.

source - 90paisa


BHARATIYA PRATIRAKSHA MAZDOOR SANGH (BPMS) Reply to the 7th Pay Commission Questionnaire


BPMS  published the answers to the questionnaire of 7th Central Pay Commission
1 SALARIES 
1.1 The considerations on which the minimum salary in case of the lowest Group ‘C’ functionary and the maximum salary in case of a Secretary level officer may be determined and what should be the reasonable ratio between the two. 

Answer 1.1:- We are of the opinion that the consideration on which the minimum salary in case of lowest Group ‘C’ functionary should be based on the norms set by the 15th International Labour Conference (ILC) with certain amendments. Earlier Central Pay Commissions have kept in the mind that the minimum salary is applicable at the time a person joins the Government which will usually be at a young age when a person may be married and may not have responsibility of parents or many children and accordingly, the family unit for minimum salary can only be taken as three.

Contrary to this, Indian family is considered strong, stable, flexible and enduring and normally it consist of three to four living generations, including brothers, sisters, uncles, aunts, nieces, nephews and grandparents living together in the same home. The official statistics reveal that large segments of the elderly in India are illiterate, out of work force, partially or totally dependent on others and suffering from health problems or physical disabilities. Hence, a person when joins the Government he has to look after his parents, wife, children, brothers and grandparents also. The Maintenance and Welfare of Parents and Senior Citizens Act, 2007 also compels him to take care of his/her parents.

SOURCE - 90paisa

Procedure to be observed by Departmental Promotion Committees (DPCs) – Assessment of entries and gradings in ACRs/APARs – Reg.

No.22011/5/2013-Estt.(D)
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel 86 Training
*********
North Block, New Delhi
Dated the 9th May, 2014
OFFICE MEMORANDUM
Subject:- Procedure to be observed by Departmental Promotion Committees (DPCs) – Assessment of entries and gradings in ACRs/APARs – Reg.
The undersigned is directed to invite reference to this Department’s OM No.22011 / 5/ 86-Estt.D dated 10th April 1989 as modified from time to time wherein detailed guidelines on Departmental Promotion Committees (DPCs) has been provided. As per extant
instructions and rulings of Hon’ble Supreme Court in various court cases, the Departmental Promotion Committees enjoy full discretion to devise their own methods and procedures for objective assessment of the  suitability of the candidates who are to be considered by them. Para 6.2.1 of the OM dated 10th April 1989 provides that the Confidential Rolls (now APARs) are the basic inputs on the basis of which assessment is to be made by each DPC. The evaluation of CRs (now APARs) should be fair, just and non-discriminatory.
2. In terms of this Department’s OM No.35034/7/ 97-Estt.(D) dated 8th February 2002, the DPC is required to determine the merits of those being assessed for promotion with reference to the prescribed bench-mark and accordingly grade the officers as ‘fit’ or Unfit’ only. Only those who are graded ‘fit’ i.e. who meet the prescribed bench-mark by the DPC shall be included and arranged in the select panel in order to their inter-se seniority in the feeder grade. Those officers who are graded ‘unfit’ in terms of prescribed bench-mark by the DPC shall not be included in the select panel. There is no supersession in promotion among those who are graded ‘fit’ by the DPC.
3. Further, all the Ministries/ Departments have time and again been advised by this Department to ensure compliance of instructions on mandatory provisions regarding proper disposal of representations on adverse remarks/below bench-mark gradings contained in the APARs in a quasi-judicial manner as prescribed in this Department’s OM No.21011 / 1 / 2005-Estt(A) (Pt.II) dated 14.05.2009, OM No.21011/1/2010-Estt.A dated 13.4.2010 and OM No.21011/1/ 2005- Estt.A(Pt.II) dated 19.05.2011 before placing the same for consideration of the DPC. These provisions have been reiterated vide this Department’s O.M. No.21011/1/ 2005-Estt.(A)(Part.III) dated 31St January, 2014 and all the Cadre Controlling Authorities, Ministries/Departments have been advised to ensure compliance of these provisions before sending proposals for consideration of DPCs.
4. It has been brought to the notice of this Department that in certain cases the Departmental Promotion Committees while assessing suitability of officers have given recommendations as ‘unfit’ on grounds including non-fulfilment of procedural requirements of disposal of representations preferred on entries/gradings in APAR.
5. It is reiterated that in discharge of its statutory functions the respective DPCs are required to determine the merits of those being
considered for promotion with reference to the prescribed bench-mark, by making its own assessment, on the basis of the entries and gradings contained in the APARs and other relevant material facts placed before it, and accordingly grade the officers as ‘fit’ or ‘unfit’. Relevant material would inter alia include the orders of the competent authority on the representation of the Government servant on the entries/ grading in APAR. In the event of the DPC deciding not to take cognisance of such an order, on the ground that the same is not a speaking order, the DPC shall make its assessment based on the entries in APAR and other material including the representation of the Government servant. The DPCs should substantiate its assessment by giving justifiable and sustainable reasons including the cases where the assessment of the DPC is different from the grading in APAR (original or amended after representation by the Government servant).
6. All the Ministries/Departments are requested to give wide circulation to this OM and to ensure that extant guidelines on the subject are followed scrupulously.
(Mukta Goel)
DIRECTOR (E.I)
Tele: No. 23092479 

Procedure to be observed by Departmental Promotion Committees (DPCs) – Assessment of entries and gradings in ACRs/APARs – Reg.

No.22011/5/2013-Estt.(D)
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel 86 Training
*********
North Block, New Delhi
Dated the 9th May, 2014
OFFICE MEMORANDUM
Subject:- Procedure to be observed by Departmental Promotion Committees (DPCs) – Assessment of entries and gradings in ACRs/APARs – Reg.
The undersigned is directed to invite reference to this Department’s OM No.22011 / 5/ 86-Estt.D dated 10th April 1989 as modified from time to time wherein detailed guidelines on Departmental Promotion Committees (DPCs) has been provided. As per extant
instructions and rulings of Hon’ble Supreme Court in various court cases, the Departmental Promotion Committees enjoy full discretion to devise their own methods and procedures for objective assessment of the  suitability of the candidates who are to be considered by them. Para 6.2.1 of the OM dated 10th April 1989 provides that the Confidential Rolls (now APARs) are the basic inputs on the basis of which assessment is to be made by each DPC. The evaluation of CRs (now APARs) should be fair, just and non-discriminatory.
2. In terms of this Department’s OM No.35034/7/ 97-Estt.(D) dated 8th February 2002, the DPC is required to determine the merits of those being assessed for promotion with reference to the prescribed bench-mark and accordingly grade the officers as ‘fit’ or Unfit’ only. Only those who are graded ‘fit’ i.e. who meet the prescribed bench-mark by the DPC shall be included and arranged in the select panel in order to their inter-se seniority in the feeder grade. Those officers who are graded ‘unfit’ in terms of prescribed bench-mark by the DPC shall not be included in the select panel. There is no supersession in promotion among those who are graded ‘fit’ by the DPC.
3. Further, all the Ministries/ Departments have time and again been advised by this Department to ensure compliance of instructions on mandatory provisions regarding proper disposal of representations on adverse remarks/below bench-mark gradings contained in the APARs in a quasi-judicial manner as prescribed in this Department’s OM No.21011 / 1 / 2005-Estt(A) (Pt.II) dated 14.05.2009, OM No.21011/1/2010-Estt.A dated 13.4.2010 and OM No.21011/1/ 2005- Estt.A(Pt.II) dated 19.05.2011 before placing the same for consideration of the DPC. These provisions have been reiterated vide this Department’s O.M. No.21011/1/ 2005-Estt.(A)(Part.III) dated 31St January, 2014 and all the Cadre Controlling Authorities, Ministries/Departments have been advised to ensure compliance of these provisions before sending proposals for consideration of DPCs.
4. It has been brought to the notice of this Department that in certain cases the Departmental Promotion Committees while assessing suitability of officers have given recommendations as ‘unfit’ on grounds including non-fulfilment of procedural requirements of disposal of representations preferred on entries/gradings in APAR.
5. It is reiterated that in discharge of its statutory functions the respective DPCs are required to determine the merits of those being
considered for promotion with reference to the prescribed bench-mark, by making its own assessment, on the basis of the entries and gradings contained in the APARs and other relevant material facts placed before it, and accordingly grade the officers as ‘fit’ or ‘unfit’. Relevant material would inter alia include the orders of the competent authority on the representation of the Government servant on the entries/ grading in APAR. In the event of the DPC deciding not to take cognisance of such an order, on the ground that the same is not a speaking order, the DPC shall make its assessment based on the entries in APAR and other material including the representation of the Government servant. The DPCs should substantiate its assessment by giving justifiable and sustainable reasons including the cases where the assessment of the DPC is different from the grading in APAR (original or amended after representation by the Government servant).
6. All the Ministries/Departments are requested to give wide circulation to this OM and to ensure that extant guidelines on the subject are followed scrupulously.
(Mukta Goel)
DIRECTOR (E.I)
Tele: No. 23092479 

Procedure to be observed by Departmental Promotion Committees (DPCs) – Assessment of entries and gradings in ACRs/APARs – Reg.

No.22011/5/2013-Estt.(D)
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel 86 Training
*********
North Block, New Delhi
Dated the 9th May, 2014
OFFICE MEMORANDUM
Subject:- Procedure to be observed by Departmental Promotion Committees (DPCs) – Assessment of entries and gradings in ACRs/APARs – Reg.
The undersigned is directed to invite reference to this Department’s OM No.22011 / 5/ 86-Estt.D dated 10th April 1989 as modified from time to time wherein detailed guidelines on Departmental Promotion Committees (DPCs) has been provided. As per extant
instructions and rulings of Hon’ble Supreme Court in various court cases, the Departmental Promotion Committees enjoy full discretion to devise their own methods and procedures for objective assessment of the  suitability of the candidates who are to be considered by them. Para 6.2.1 of the OM dated 10th April 1989 provides that the Confidential Rolls (now APARs) are the basic inputs on the basis of which assessment is to be made by each DPC. The evaluation of CRs (now APARs) should be fair, just and non-discriminatory.
2. In terms of this Department’s OM No.35034/7/ 97-Estt.(D) dated 8th February 2002, the DPC is required to determine the merits of those being assessed for promotion with reference to the prescribed bench-mark and accordingly grade the officers as ‘fit’ or Unfit’ only. Only those who are graded ‘fit’ i.e. who meet the prescribed bench-mark by the DPC shall be included and arranged in the select panel in order to their inter-se seniority in the feeder grade. Those officers who are graded ‘unfit’ in terms of prescribed bench-mark by the DPC shall not be included in the select panel. There is no supersession in promotion among those who are graded ‘fit’ by the DPC.
3. Further, all the Ministries/ Departments have time and again been advised by this Department to ensure compliance of instructions on mandatory provisions regarding proper disposal of representations on adverse remarks/below bench-mark gradings contained in the APARs in a quasi-judicial manner as prescribed in this Department’s OM No.21011 / 1 / 2005-Estt(A) (Pt.II) dated 14.05.2009, OM No.21011/1/2010-Estt.A dated 13.4.2010 and OM No.21011/1/ 2005- Estt.A(Pt.II) dated 19.05.2011 before placing the same for consideration of the DPC. These provisions have been reiterated vide this Department’s O.M. No.21011/1/ 2005-Estt.(A)(Part.III) dated 31St January, 2014 and all the Cadre Controlling Authorities, Ministries/Departments have been advised to ensure compliance of these provisions before sending proposals for consideration of DPCs.
4. It has been brought to the notice of this Department that in certain cases the Departmental Promotion Committees while assessing suitability of officers have given recommendations as ‘unfit’ on grounds including non-fulfilment of procedural requirements of disposal of representations preferred on entries/gradings in APAR.
5. It is reiterated that in discharge of its statutory functions the respective DPCs are required to determine the merits of those being
considered for promotion with reference to the prescribed bench-mark, by making its own assessment, on the basis of the entries and gradings contained in the APARs and other relevant material facts placed before it, and accordingly grade the officers as ‘fit’ or ‘unfit’. Relevant material would inter alia include the orders of the competent authority on the representation of the Government servant on the entries/ grading in APAR. In the event of the DPC deciding not to take cognisance of such an order, on the ground that the same is not a speaking order, the DPC shall make its assessment based on the entries in APAR and other material including the representation of the Government servant. The DPCs should substantiate its assessment by giving justifiable and sustainable reasons including the cases where the assessment of the DPC is different from the grading in APAR (original or amended after representation by the Government servant).
6. All the Ministries/Departments are requested to give wide circulation to this OM and to ensure that extant guidelines on the subject are followed scrupulously.
(Mukta Goel)
DIRECTOR (E.I)
Tele: No. 23092479 

Procedure to be observed by Departmental Promotion Committees (DPCs) – Assessment of entries and gradings in ACRs/APARs – Reg.

No.22011/5/2013-Estt.(D)
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel 86 Training
*********
North Block, New Delhi
Dated the 9th May, 2014
OFFICE MEMORANDUM
Subject:- Procedure to be observed by Departmental Promotion Committees (DPCs) – Assessment of entries and gradings in ACRs/APARs – Reg.
The undersigned is directed to invite reference to this Department’s OM No.22011 / 5/ 86-Estt.D dated 10th April 1989 as modified from time to time wherein detailed guidelines on Departmental Promotion Committees (DPCs) has been provided. As per extant
instructions and rulings of Hon’ble Supreme Court in various court cases, the Departmental Promotion Committees enjoy full discretion to devise their own methods and procedures for objective assessment of the  suitability of the candidates who are to be considered by them. Para 6.2.1 of the OM dated 10th April 1989 provides that the Confidential Rolls (now APARs) are the basic inputs on the basis of which assessment is to be made by each DPC. The evaluation of CRs (now APARs) should be fair, just and non-discriminatory.
2. In terms of this Department’s OM No.35034/7/ 97-Estt.(D) dated 8th February 2002, the DPC is required to determine the merits of those being assessed for promotion with reference to the prescribed bench-mark and accordingly grade the officers as ‘fit’ or Unfit’ only. Only those who are graded ‘fit’ i.e. who meet the prescribed bench-mark by the DPC shall be included and arranged in the select panel in order to their inter-se seniority in the feeder grade. Those officers who are graded ‘unfit’ in terms of prescribed bench-mark by the DPC shall not be included in the select panel. There is no supersession in promotion among those who are graded ‘fit’ by the DPC.
3. Further, all the Ministries/ Departments have time and again been advised by this Department to ensure compliance of instructions on mandatory provisions regarding proper disposal of representations on adverse remarks/below bench-mark gradings contained in the APARs in a quasi-judicial manner as prescribed in this Department’s OM No.21011 / 1 / 2005-Estt(A) (Pt.II) dated 14.05.2009, OM No.21011/1/2010-Estt.A dated 13.4.2010 and OM No.21011/1/ 2005- Estt.A(Pt.II) dated 19.05.2011 before placing the same for consideration of the DPC. These provisions have been reiterated vide this Department’s O.M. No.21011/1/ 2005-Estt.(A)(Part.III) dated 31St January, 2014 and all the Cadre Controlling Authorities, Ministries/Departments have been advised to ensure compliance of these provisions before sending proposals for consideration of DPCs.
4. It has been brought to the notice of this Department that in certain cases the Departmental Promotion Committees while assessing suitability of officers have given recommendations as ‘unfit’ on grounds including non-fulfilment of procedural requirements of disposal of representations preferred on entries/gradings in APAR.
5. It is reiterated that in discharge of its statutory functions the respective DPCs are required to determine the merits of those being
considered for promotion with reference to the prescribed bench-mark, by making its own assessment, on the basis of the entries and gradings contained in the APARs and other relevant material facts placed before it, and accordingly grade the officers as ‘fit’ or ‘unfit’. Relevant material would inter alia include the orders of the competent authority on the representation of the Government servant on the entries/ grading in APAR. In the event of the DPC deciding not to take cognisance of such an order, on the ground that the same is not a speaking order, the DPC shall make its assessment based on the entries in APAR and other material including the representation of the Government servant. The DPCs should substantiate its assessment by giving justifiable and sustainable reasons including the cases where the assessment of the DPC is different from the grading in APAR (original or amended after representation by the Government servant).
6. All the Ministries/Departments are requested to give wide circulation to this OM and to ensure that extant guidelines on the subject are followed scrupulously.
(Mukta Goel)
DIRECTOR (E.I)
Tele: No. 23092479 

Procedure to be observed by Departmental Promotion Committees (DPCs) – Assessment of entries and gradings in ACRs/APARs – Reg.

No.22011/5/2013-Estt.(D)
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel 86 Training
*********
North Block, New Delhi
Dated the 9th May, 2014
OFFICE MEMORANDUM
Subject:- Procedure to be observed by Departmental Promotion Committees (DPCs) – Assessment of entries and gradings in ACRs/APARs – Reg.
The undersigned is directed to invite reference to this Department’s OM No.22011 / 5/ 86-Estt.D dated 10th April 1989 as modified from time to time wherein detailed guidelines on Departmental Promotion Committees (DPCs) has been provided. As per extant
instructions and rulings of Hon’ble Supreme Court in various court cases, the Departmental Promotion Committees enjoy full discretion to devise their own methods and procedures for objective assessment of the  suitability of the candidates who are to be considered by them. Para 6.2.1 of the OM dated 10th April 1989 provides that the Confidential Rolls (now APARs) are the basic inputs on the basis of which assessment is to be made by each DPC. The evaluation of CRs (now APARs) should be fair, just and non-discriminatory.
2. In terms of this Department’s OM No.35034/7/ 97-Estt.(D) dated 8th February 2002, the DPC is required to determine the merits of those being assessed for promotion with reference to the prescribed bench-mark and accordingly grade the officers as ‘fit’ or Unfit’ only. Only those who are graded ‘fit’ i.e. who meet the prescribed bench-mark by the DPC shall be included and arranged in the select panel in order to their inter-se seniority in the feeder grade. Those officers who are graded ‘unfit’ in terms of prescribed bench-mark by the DPC shall not be included in the select panel. There is no supersession in promotion among those who are graded ‘fit’ by the DPC.
3. Further, all the Ministries/ Departments have time and again been advised by this Department to ensure compliance of instructions on mandatory provisions regarding proper disposal of representations on adverse remarks/below bench-mark gradings contained in the APARs in a quasi-judicial manner as prescribed in this Department’s OM No.21011 / 1 / 2005-Estt(A) (Pt.II) dated 14.05.2009, OM No.21011/1/2010-Estt.A dated 13.4.2010 and OM No.21011/1/ 2005- Estt.A(Pt.II) dated 19.05.2011 before placing the same for consideration of the DPC. These provisions have been reiterated vide this Department’s O.M. No.21011/1/ 2005-Estt.(A)(Part.III) dated 31St January, 2014 and all the Cadre Controlling Authorities, Ministries/Departments have been advised to ensure compliance of these provisions before sending proposals for consideration of DPCs.
4. It has been brought to the notice of this Department that in certain cases the Departmental Promotion Committees while assessing suitability of officers have given recommendations as ‘unfit’ on grounds including non-fulfilment of procedural requirements of disposal of representations preferred on entries/gradings in APAR.
5. It is reiterated that in discharge of its statutory functions the respective DPCs are required to determine the merits of those being
considered for promotion with reference to the prescribed bench-mark, by making its own assessment, on the basis of the entries and gradings contained in the APARs and other relevant material facts placed before it, and accordingly grade the officers as ‘fit’ or ‘unfit’. Relevant material would inter alia include the orders of the competent authority on the representation of the Government servant on the entries/ grading in APAR. In the event of the DPC deciding not to take cognisance of such an order, on the ground that the same is not a speaking order, the DPC shall make its assessment based on the entries in APAR and other material including the representation of the Government servant. The DPCs should substantiate its assessment by giving justifiable and sustainable reasons including the cases where the assessment of the DPC is different from the grading in APAR (original or amended after representation by the Government servant).
6. All the Ministries/Departments are requested to give wide circulation to this OM and to ensure that extant guidelines on the subject are followed scrupulously.
(Mukta Goel)
DIRECTOR (E.I)
Tele: No. 23092479 

Thursday, 8 May 2014

Reply to 7th Central Pay Commission Questionnaire from NC JCM staff side



No.NC-JCM-2014/ 7th CPC
8 May, 2014
The Secretary,
7th Central Pay Commission,
New Delhi
Sub: - Reply to Questionnaire
Respected Madam,

We are enclosing herewith reply to Questionnaire on behalf of National Council (Staff Side) JCM for kind consideration of the Commission.

With regards,
Yours faithfully,

(Shiva Gopal Mishra)
Secretary



7th CPC Questionnaire
1. Salaries
1.1 The considerations on which the minimum salary in case of the lowest Group ‘C’ functionary and the maximum salary in case of a Secretary level officer may be determined and what should be the reasonable ratio between the two. 

Any Commission which considers the question of emoluments for employees/workers should first be inspired by the implication flowing from the amendment to the preamble of our Constitution where-by the words “socialist & secular” were prefixed to the word “Republic”, as also the Directive Principles of State Policy enshrined in Article 43 i.ethe state should endeavour to secure living wage for its employees/workers.

Wednesday, 7 May 2014

NFIR asked its unions views to submit 7th pay commission

NFIR
National Federation of Indian Railway men
3. CHELMSFQRD ROAD. NEW DELHI -110 055
Affiliated to :
Indian National Trade Union Congress (INTUC)
International Transport Workers’ Federation (ITF)

No.IV/NFIR/7th CPC/2OI3/Pt.II.
30.04.2014
The General Secretaries of
Affiliated Unions of NFIR.

Dear Brother.

Sub: Submission of Memorandum to 7th Central Pay Commission — reg.

Please find enclosed a copy of DO. letter No.7CPC/l 9/Memorandum/13 dated29.04.2014 received from Smt. Meena Agarwal. Secretary, 7th Central Pay Commission,New Delhi requesting NFIR to submit its Memorandum by 30th June 2014.

2. In view of the above, NFIR has to work towards preparation of a comprehensive memorandum to be submitted to 7th CPC in any case before 30th June, 2014.

3. The Affiliates are therefore requested to hold meetings involving experienced and knowledgeable staff belonging to various categories and prepare a detailed case with appropriate suggestions on proposed pay structure, allowances, incentives etc.

4. It is suggested that category-wise briefs should be prepared and sent to the federation

5. The aberrations, anomalies, imbalances created by successive Pay Commissions more particularly 5th & 6ih Central Pay Commissions should be listed in a cogent manner and sent to the federation.

6. Particulars relating to entry qualification, nature of job, working conditions, health hazards, working at remote places etc. should also be highlighted in the note being prepared for each category as well as each department.

7. Suggestion/ News relating to various allowances, additional increments, honorarium etc. may also be furnished to the federation.

8. Useful information like duty lists, additional responsibilities due to technological changes, quantum of work load, and stress and strain on the employees should also be highlighted in the brief for further action.

9 The Federation urges upon all the affiliates to give top priority to the above and ensure that the proposals with detailed background material reaches the Federation latest by 20th May, 2014 to facilitate the federation to hold interaction sessions at New Delhi during the last week of May, 2014 for finalizing of NFIR Memorandum.

Yours fraternally,
(M. Ragahvaiah)
General Secretary

Encl: As above.

Copy to the Office Bearers of Federation. Zonal Secretaries and Working Committee Members of NFIR with request to actively associate with affiliated unions for preparing proposals and ensuring submission to NFIR by the target date indicated in this letter (i.e. 20th May, 2014). A copy of D.O. Letter of Smt. Meena Agarwal, Secretary, 7th Central Pay Commission, is also enclosed.

Copy to NFIR Media Centre.

source :NFIR

Friday, 2 May 2014

Clarification on 'Headquarter and Home Town are same station' for the purpose of LTC - CGDA

Clarification on definition of Home Town LTC - The below order said that the areas falling within Urban Agglomeration of a city but within different districts may be termed as ‘same station’ for the purposes of LTC Rules...


CIRCULAR

Office of the Principal Controller of Accounts (Fys)
10A, S. K. Bose Road, Kolkata - 700001

No. Pay/Tech-I/LTC/2014/04

Dated: 25.04.2014
To
All Controllers of Finance and Accounts (Fys)

Sub : Clarification on definition of Hometown LTC

In continuation to CGDA, Delhi Cantt. letter No. AN/XIV/14162/TA/DA/LTC dated 28- 05-2013 circulated under this office Circular No. 063/AN/VIII/LTC/XIV dated 28-06-2013 on the above subject, HQrs. Office has further clarified vide No. AN/XIV/14162/TA/DA/LTCNol-II dated 04-03-2014 (copy enclosed) that areas falling within Urban Agglomeration of a city but within different districts may be termed as ‘same station’ for the purposes of LTC Rules.

The same may please be circulated to all Branch Accounts Offices under your jurisdiction for information, guidance and necessary action.

sd/-
Asstt.Controller of Accounts(Fys)

Controller General of Defence Accounts,
Ulan Batar Road, Palam, Delhi Cantt-110010

No. AN/XIV/14162/TA/DA/LTC/Vol-II

Dated : 04/03/2014
To

The P C of A(Fys)
10 A, S.K.Bose Road,
Kolkata

Subject: Clarification on definition of Hometown LTC.

Reference: Your Office letter No. Pay/Tech-I/LTC dated 25.11.2013.

The matter has been examined in the light of extant rules on the above subject and the facts brought out under your letter cited above.

2. In this regard, attention is invited to GoI, M.F. O.M. No. 21011/13/89- E.II(B), dated 20.12.89 also reproduced under Rule 5 of FRSR Part IV DA , DR and HRA Rules which clearly stipulates that – “the phrase ‘same station’ includes all places which are treated contiguous to the qualified city/town in terms of paras 3(b)(ii) and Para 3(b)(iii) and those places which are included in the Urban Agglomeration of a qualified city”.

3. In terms of the above OM, areas falling within Urban Agglomeration of a city but within different districts may be termed as’same station”for the purposes of LTC Rules. Hence, practice being followed by your office is in consonance to the rules.

sd/-
(Upendra Kumar)
For CGDA

Source : www.pcafys.gov.in

Grant of One Rank one Pension to Paramilitary Forces - Para Military Forces Retired Officers Association, Chandigarh

PARAMILITARY FORCE RETIRED OFFICERS’ ASSOCIATION (REGD.) CHANDIGARH
(Registration No 3089 of 2000)

P.S. Bedi DIG (Retd) BSF
 Chairman  
2186, Sector 35-C, Chandigarh -160022
Ph:(0172)-2615048 2604002
Email:psbedi03@yahoo.co.in
S.C.SharmaIGP(Retd)CRPF
President 
Flat- F-23,Galaxy Apprts,
HBH, Sector 43,
GURGAON-122003
Mob:9878579488,08447060604 Email:scsharma1948@gmail.com
HarbhajanSinghDIG(Retd) CRPF 
General Secretary
A-302, Rishi
Apartments, Zirakpur-
140 603
Mob:9878375611
Email:hb_singh1947@hotmail.com

No. PMFROA/2014/02/ 05
24 February, 2014
MEMORADUM

Grant of One Rank one Pension to Paramilitary Forces

The PARAMILITARY FORCES RETIRED OFFICERS ASSOCIATION, CHANDIGARH, hailed the grant of ‘ ONE RANK ONE PENSION’ to the three wings of the defence service personnel , and termed it as the right move on the part of the government. However, they rued the govts apathy for not extending the same to the Paramilitary Forces,{ Armed Forces of the Union of India under Ministry of Home Affairs, viz Border Security Force (BSF), Sashastra Seema Bal (SSB), Indo-Tibetan Border Police (ITBP), Central Reserve Police Force (CRPF),Central Industrial Security Force (CISF), Assam Rifles ( A R )}. These Armed forces have the same structural features, same command and control elements, serve under similar harsh service conditions, and are subject to stringent legal provisions as per their respective Acts under which these forces were raised, as the army. In spite of the similarities in the duties performed by the PMFs, these forces are deprived of privileges extended to defence services and discriminated in numerous ways, as listed below:
(a). The Paramilitary Forces had been raised under the Central Acts of the Parliament, and designated as ‘ Armed Forces of the Union’, and placed under the control of Ministry of Home Affairs ( MHA), in view of international ramifications. For example, BSF was raised under the BSF Act, 1968 (Act 47 of 1968).This Act is almost a replica of the Army Act. Similar is the case with other forces which constitute the Armed Forces of the Union (as per their respective Central Acts). It was later that MHA added the word ‘Police’ before the actual designation of these central forces, to forestall any international ramifications. However, the service conditions of all these forces are akin to the army, with same stringent conditions of service, as applicable to the Army.

(b) The ‘ Armed Forces’ or the ‘Central Armed Police Forces’( CAPFs), are deployed to safeguarding the nation externally as well as internally, ensuring the security of the borders of India, and for maintaining internal peace and are placed under the control of Ministry of Home Affairs. The task very much akin to Defence services.

(c) The command structure of CAPFs is similar to the army, and so is its rank structure, except that the ranks in CAPFs have different nomenclature ( Commandant, Deputy commandant, Assistant commandant, Subedar, S I etc). The command and control system in a battalion of CAPF is also similar to the army battalion. Under these conditions, when the juniors start getting more pension than the seniors, it violates the hierarchy of command system, as is applicable to all Armed Forces, whether under the Ministry of Defence or the Ministry of Home Affairs. It is a well establish dictum based on the Supreme Court judgement of 1982 and accepted by the Central Govt, that,” pension is not a bounty nor a matter of grace depending upon the sweet will of the employer. It is not an ex-gratia payment, but a payment for past services rendered”. In another judicial ruling, it has been stated that different criteria for grant of unequal pay / pension for the same rank on the basis of cut-off date of retirement violates Article 14 (equality before law) of the constitution. All pensioners irrespective of rank are entitled to same pension. In the case of defence services, the govt has, rightfully, realized the truth of this fact, and given succor to the pre-2006 defence pensioners to come up to the level of their post 2006 retirees of equivalent rank and status by granting them ‘One rank one Pension’. However, the personnel of CAPFs, who have equitable dispositions, command structure, rank system and nature of duties are grossly ignored, discriminated and forced to face the ignominy of far less emoluments vis-à-vis their juniors retiring post-2006. The govt has also termed the retired personnel of CAPFs as ‘ex-servicemen’ on the analogy of defence forces, vide Govt of India, MHA, O M No 27011/100/2012-R&W, dated 23 Nov, 2012 . Denial of any incentive to the ex-servicemen of CAPFs as extended to the ex-servicemen of Defence Armed Forces is most unfair.

(d) The CAPFs, such as BSF, ITBP, SSB, A R are deployed on the borders with Pakistan, Bangladesh, Nepal, and Myanmar, and CRPF is actively engaged in counter insurgency operations, Naxalite menace, and also manning high altitude posts in the north-east. BSF, CRPF, ITBP and A R have been actively engaged in the wars that have taken place in the past (1965, 1971 and Kargil Operations in 1999). These forces have suffered heavy casualties in the wars, dealing with trans-border crimes, in anti-Naxalite operation and other such activities. These duties are akin to the army, which is also responsible for the guarding of the borders, and are responsible for security of the nation. In fact, in J & K and in the North-eastern states of India, the CAPFs are deployed side by side with the army, at times, on the same location and high altitude mountain features. They perform their duties in most adverse conditions coupled with threat to their life either by enemy action, insurgents and the climatic hazards in high altitude, deprived of domestic life, which leads to deterioration of the physical and mental ability.

(e) Because of the similarity in the nature of deployments and performance of duties with the defence services, especially the army, the personnel of Central Armed Forces require high standard of physical fitness. To ensure a young profile, these personnel are compulsorily retired at a younger age of 57 years, compared to their civilian and Police counterparts where the normal retirement age is 60 years . The normal superannuation age of the Defence Forces (Army, Navy & Air Force) ranges from 40 to 57 years. No compensation for earlier retirement in the pension/ emoluments is granted to the CAPF personnel for their early retirement, as is applicable to the personnel of defence services.

(f) In spite of the fact that the service conditions of CAPF personnel are akin to the Defence Armed Force personnel, they are not compensated with any additional incentives or allowances, as in the case of army. An Army jawan, posted in Leh or Ladakh gets Military Service Pay, for reasons that he is a part of army, but a BSF jawan or a ITBP jawan, serving under same conditions and in the same location, surviving in sub-zero temperatures is deprived of the same , without any potent reasons. It is the harsh conditions of service, and their performance which should matter, and not the name of the wing of the Force, of which these personnel are part of. Denial of ‘One Rank One Pension’ to the Armed Forces under the Ministry of Home Affairs is discriminatory, arbitrary, illegal and unjustified.

(g) The CAPFs are doubly discriminated. On the one hand, they are employed on duties akin to the army, without the incentives, applicable to Armed forces placed under Ministry of Defence, and on the other hand, by being dubbed as a Police Force, are equated with the Civil Service. Here also, they are deprived of certain privileges extended to civil servants and the Police, such as Non Functional Up gradation (NFU) etc, on the analogy that they are Armed Forces, governed by specific rules. On one hand, personnel of these Forces are pressurized to face the hazards of serving in most hostile and difficult areas, face the bullets of the enemy, insurgents etc, without any incentive, and on the other hand they are the losers on the financial front granted to certain category of civil employees and Police.

These are only a few instances of the discrimination against the CAPFs, which are agitating the minds of pre-2006 retired personnel of CAPFs, leading to frustration. It is high time that the govt pays attention to mitigate the discrimination of pre-2006 pensioners of CAPFs vis-a -vis defence services pensioners, and consider extending the grant of ‘ONE RANK ONE PENSION’ to the Armed Forces of Union of India under Ministry of Home Affairs at par with Armed Forces under Ministry of Defence.

Sd/-
(B S KANG) DIG(Retd) CRPF
Past Chairman,
1002 sector 39 B Chandigarh Ph: 0172-2691396
E mail:
Sd/-
(A.S.SIDHU)IG(Retd)CRPF Executive Director
85 Phase 2,
Mohali:92165-02212 ask1@rediffmail.com
Sd/-
(P S BEDI) DIG (Retd) BSF,
Chairman
2186 Sector 35 C Chandigarh 0172-2604002
psbedi03@yahoo.co,in
Sd/-
(HARBHAJAN SINGH) DIG(Retd)CRPF
General Secretary
A-302 Rishi apartments, Zirakpur
Ph: 98783-76511
E mail: hb_singh19472hotmail.com
Sd/-
(G S SANDHU) DIG(Retd)BSF
Executive Member
309 Shivalik City, Mohali
Ph: 94172-14868
E mail:guravtarsandhu18@gmail.com

Source:  www.pmfretiredofficers.com

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