Sunday, 24 June 2018


Friday, 15 June 2018


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 

Consider taking employees on bank Boards: Delhi Hi...

Delhi High Court has asked the central government to consider the appointment of employee directors on the Boards of public sector banks.

The court intervened after the All India Bank Officers Confederation filed a writ petition at Delhi High Court requesting it to implement the legal provisions of Banking Companies Act and SBI Act regarding appointment of workmen and non-workmen directors in 20 public sector banks. The next hearing of the case is on August 9, 2018.

If the court rules in favour of the employees federation then it can submit a list of employee directors to be appointed to the respective bank Boards. The bank Board will refer it to the Department of Financial Services which will then refer it to the appointments committee.

IDBI Bank is not covered under this order.

Employee associations have been demanding that their representatives be appointed on the bank Boards so that they are privy to the Board decisions on loan sanctions. Unions said their representatives can act like watchdogs keeping a vigil on the bank's functioning.

C H Venkatachalam, general secretary of the All India Bank employees Unions, has also written to the interim finance minister Piyush Goyal, "For the past four years, ever since the NDA government came to power, no appointments of Workman Employee and officer employee directors have been made. Consequently, the posts of Workman Employee Director and Officer Employee Director in all the 20 public sector banks are vacant now." Representations have also been made to the prime ministers office also on the need to appointment employee directors.

EMPLOYEE NEWS & PAY COMMISSION : Postal GDS Strike Success – Confederation’s View O...

GDS Postal Employees Strike that culminated in revision of Wages and allowances – Confederation terms it “16 days Glorious Strike”

16 days glorious GDS All India Strike


Secretary General,

Confederation of Central Govt. Employees & Workers

In the Department of Posts, there are 1,55,000 Post Offices out of which 1,29,346 are Branch Post Offices functioning in rural villages. Out of five lakhs employees 3.07 lakhs employees are Gramin dak Sevaks (GDS) mostly working in Branch Post Offices. The service conditions of GDS are worst. They are paid monthly allowances instead of Pay. Allowance paid for minimum 3 hours duty is Rupees 2290/- + DA and for maximum 5 hours duty is Rs4575 + DA. Other benefits enjoyed by Departmental regular employees like House Rent Allowance, Transport Allowance, Children Educational Allownce, Medical reimbursement, Six months maternity leave, Three Time bound promotion, Earned leave, etc. are not granted to GDS. GDS service is not counted for pension. Rent and electricity charges of the Branch Post Offices are paid from the pockets of Branch Post Master. 90% of the GDS retire from service as GDS itself without getting any promotion.

GDS are not treated as Central Government employees. There are treated as “outside the Civil Service” (Extra-Departmental employees). National Federation of P&T Employees (NFPTE) and later National Federation of Postal Employees (NFPE) conducted several agitational programmes including strikes in the past demanding regularisation and better service coditions for GDS, as a result of which some improvements in service conditions could be made.

Cause of the Strike:

Government refused to include GDS under the purview of 7th Central Pay Commission stating that GDS are not civil servants. Instead, a separate Committee headed by Shri. Kamalesh Chandra, Retired Postal Board Member, was appointed to examine the wages and service conditions of GDS. This committee submitted its report to Government on 24-11-2016. Unlike the past bureaucratic committees, Kamalesh Chandra Committee made many positive recommendations. For a Branch Postmaster minimum wage of 4 hours duty is recommended as Rs.12,000/- + DA and maximum for 5 hours duty as 14,500/- + DA. For other categories of GDS minimum wage recommended for 4 hours is 10,000 + DA and maximum for 5 hrs. is 12,000 + DA. Other benefits like Composite Allowance, Children Education Allowance, Time Bound three promotions, six months maternity leave, 35 days leave etc. are also recommended.

Eventhough the Kamalesh Chandra Committee report was submitted in November 2016, even after a lapse of 18 months, the Government was not ready to implement the report. The All India Conference of All India Postal Employees Union GDS (AIPEU-GDS) which is an affilite of National Federation of Postal Employees (NFPE), held in February 2018, decided to go for indefinite strike in the month of May 2018 demanding immediate implementation of positive recommendations of Kamalesh Chandra Committee.

Serving of strike notice – Total unity achieved only because of the timely decision of AIPEU-GDS:

Though decision for indefinite strike was taken and announced by our Union, the BMS affiliated union BPEDEU served the indefinite strike notice first in April 2018. Then the AIGDSU and NUGDS (INTUC) jointly served indefinite strike notice from 22-05-2018. Our union was not consulted by the above three GDS Unions. Keeping in mind that the policy of the Government is to be opposed and for that total unity is required, it is decided to serve indefinite strike notice by AIPEU-GDS also from 22-05-2018 itself, from which date other GDS Unions are also going on strike. Thereafter interaction was made with all the other three GDS Unions by personally contacting their leadership. BMS Union expressed their inability to share platform with other unions due to their own reasons and conducted the strike. The other two GDS Unions agreed for jointly moving ahead. Our stand during negotiation and subsequent decisions was that unity should be maintained and our union should not withdraw from the strike unless and until all other unions also decide for withdrawal of the strike. Thus our timely decision to serve strike notice from the same date and also the initiative taken by our leadership in making personal contacts with other GDS Unions resulted in building up total unity of three lakhs GDS and maintaining it through out the strike, till end.

Developments during the strike:

Strike was near total in all states as all the four unions were on strike. Government’s attempt to break the strike failed. Secretary, Department of Posts, issued two appeals to the unions and also individually to all striking GDS to withdraw the strike. A pre-condition was made that “strike should be withdrawn first” and then only Minister, Communications will discuss with Union leaders. All the four striking GDS Unions rejected the appeal and also “withdraw the strike first and then only discussion” stand of the Government and the strike continued for sixteen days. There was no fall in percentage of the strike till end and there was no crack in the unity among the GDS any where. Victimisation threats also did not work.

All the Central Trade Unions (CITU, AITUC and INTUC), Confederation of Central Govt. Employees & Workers, World Federation of Trade Unions (WFTU) and many other organisations extended full support and solidarity to the strike. All the Postal Federations (NFPE, FNPO, BPEF) extended full support and solidarity to the strike. In states like Kerala, Tamilnadu, Andhra Pradeh, Telangana and West Bengal entire departmental employees also went on solidarity strike from 4 days to 10 days. There was full public support and media support. Com. Sitaram Yechury, General Secretary, CPI(M) wrote a letter to Prime Minister demanding immediate settlement. Com.Pinarayi Vijayan, Chief Minister Kerala also wrote letter to Prime Minister.

Modi Govt. was compelled for settlement on the 16th day:

Realising the fact that the Government and BJP is totally isolated among the public, especially among the rural public who have very close personal relationship with the Branch Postmaster and Delivery Agent irrespective of political affiliation, the Government suddenly changed its stand and in the Cabinet meeting held on 6th June 2018, major recommendations regarding enhancement of wages of GDS was approved. Though other recommendations are still pending, as the major demand is approved all the GDS Unions unanimously decided to call off the indefinite strike on the 16th day. Call for conducting victory rallies at all places was also given and implemented jointly.

Lessons of the Strike

After the heroic struggle of the Kisans of Maharashtra, which compelled the BJP Government of Maharashtra to come to settlement conceding the demands of farmers, the historic 16 days strike of GDS also succeeded in compelling the most anti labour Modi Government to come down and settle the major demand. This was made possible only because of the rock-like unity of the striking GDS. All attempts of the Modi Government to break the strike miserably failed. Being rural Postal employees, the public had a very deep attachment and personal contact with the Branch Postmaster and Delivery Agent. This unbreakable bond among the GDS and rural public contributed a lot in garnering full public support to the strike. When the strike went on, not only the GDS employees but the public, including those supporting the BJP, started turning against the Government and the political leadership of BJP has understood that the strike has struck at the very root of their political base in the villages. This realisation made them to come down from their authoritarian stand. Most significant part of the strike is that GDS belonging to different states, culture, language, religion and caste stood like one man and fought the battle unitedly as a class defeating the mechanisations of the communal elements to divide the working class in the name of caste, religion, language etc. This strike has its own implication among other sections of the toiling masses and a new thinking “If three lakhs GDS can, why can’t we” is being seriously discussed.

Source: Confederation

Monday, 11 June 2018

5 Things To Know About Changing Details In Your Aa...

 card system online through UIDAI's (Unique Identification Authority of India) official website- For other updates in the Aadhaar card, user must visit the nearest Aadhaar center, saidUIDAI on its official twitter handle. UIDAI is the issuer of the 12-digit Aadhaar number as well as Aadhaar card. Keeping mobile number updated in Aadhaar helps subscriber to use the mobile OTP (One Time Password) authentication service active. Also, keeping email ID updated in Aadhaar helps user in getting all email alerts related to Aadhaar, the tweet added. (Also read: How To Apply For Passport Using Aadhaar Card?​)

You can update only Address online, for any other update please visit your nearest Aadhaar center. Locate nearest one from: 

5 things to know about Aadhaar card details updation:

1. Users must keep their Aadhaar data updated in order to avail all facilities provided by UIDAI.

2. Users can request an update or correction in their address fed into the Aadhaar system through the UIDAI's portal. This facility is meant for Aadhaar holders, those who have already enrolled for Aadhaar. This facility can be accessed through the 'Check Status - Updation done Online' link on the UIDAI portal. The user is required to enter his or her Aadhaar number and the serial number of the update request to avail this facility. (Also read: What Is E-Aadhaar? How To Get It Online)

3. UIDAI's portal also allows users to track the status of their request for change in address.

4. For requesting a change in the mobile number associated with Aadhaar, biometric authentication is required. It cannot be done by post or online, as mentioned on UIDAI's wesbite. Aadhaar holders looking to request a change in their Aadhaar mobile number must visit the enrolment centres.

5. An Aadhaar subscriber can update email ID also by visiting the nearest Aadhaar enrolment center.

Source - NDTV

Why To Deposit Money In NBFC Fixed Deposits: Inter...

Depositors are always on the lookout of earning a higher rate of interest in comparison to the State Bank of India (SBI) FD interest rates. When the earnings from a bank fixed deposits (FDs) stay at moderately average level, there are some alternatives such as corporate bonds and fixed deposits (FDs) with small finance banks, which offer nearly 150-200 basis points higher interest rate than that of bank FD of state-run banks such as State Bank of India (SBI). Another viable alternative for making some extra bucks is to deposit money in a fixed deposit (FD) scheme of an NBFC (non-banking financial company).

Bajaj Finserv, for instance, offers an interest rate upto 7.85 per cent (according to its website, which is nearly 220 basis points higher than the SBI FD interest rates of 6.65 per cent for one year duration. Similarly, Kerala Transport Development Finance Corporation (KTDFC) offers an interest rate of 8.25 per cent for one-year, two-year and three-year fixed deposit (FDs). The long duration fixed deposits (FDs), for four years and five years, fetch an interest rate of 8 per cent, according to

Kerala Transport Development Finance Corporation Fixed Deposit (FD) Rates

Period Rate(p/a)

1 year 8.25%

2 years 8.25%

3 years 8.25%

4 years 8%

5 years 8%

Mahindra finance offers fixed deposit (FD) interest rate as high as 8.3 percent for 33-month duration FD, while as low as 7.95 percent for 15 month duration FD, according to

Mahindra Finance Fixed Deposit (FD) Interest Rates

Tenure Interest

15 months 7.95%

20 months 8.05%

27 months 8.15%

33 months 8.3%

40 months 8.3%

Similarly, Shriram Transport Finance offers an interest rate of 7.65 percent for 12 month FD, 24 month FD. However, the long duration fixed deposit (FD) offers an interest rate of 8 per cent. The five -year FD fetches an interest rate of 8.25 per cent, according to

Shriram Transport Finance Fixed Deposit (FD) Interest Rates

Tenure Interest rate(non-cumulative)

12 months 7.65%

24 months 7.65%

36 months 8%

48 months 8%

60 months 8.25%

Even experts also laud NBFCs for their high interest-yielding ability.

"NBFCs offer relatively higher rate of interest ranging anywhere between 8.50-9.50 per cent in current market regime. This rate is comparatively higher than bank deposit by about 100-200 basis points which makes it extremely attractive for fixed income investors," Dinesh Rohira, founder and CEO,

However Mr Rohira gives a word of caution, "On the flip side, one must comprehend that the deposit of NBFCs are not as safe as deposit of PSBs in terms of credit rating and timely interest payout. Investor should always choose one with higher credit rating of A-AAA of NBFC with operationally efficient business model."

He further said, "Investor should be wary about low-rating NBFCs. The investors are also exposed to risk of default by issuer, where it may not service the interest or maturity payments on longer duration period. Therefore, investor should opt for short to medium term deposit duration."

State of India (SBI) Fixed Deposit (FD) Interest Rates

Tenors Existing for Public w.e.f. 28.03.2018 Revised For Public w.e.f. 28.05.2018 Existing for Senior Citizens w.e.f. 28.03.2018 Revised for Senior Citizens w.e.f. 28.05.2018

7 days to 45 days 5.75 5.75 6.25 6.25

46 days to 179 days 6.25 6.25 6.75 6.75

180 days to 210 days 6.35 6.35 6.85 6.85

211 days to less than 1 year 6.4 6.4 6.9 6.9

1 year to less than 2 year 6.4 6.65 6.9 7.15

2 years to less than 3 years 6.6 6.65 7.1 7.15

3 years to less than 5 years 6.7 6.7 7.2 7.2

5 years and up to 10 years 6.75 6.75 7.25 7.25

There is a list of NBFCs which are allowed to accept deposits. The list shows that there are 23 registered NBFCs in Delhi.

The list can be accessed here.

To protect the interests of depositors from the NBFC defaulters, the Reserve Bank of India (RBI) introduced a scheme of ombudsman in February this year, where the depositors can file a complaint if the NBFC skips the interest payment.

RBI, in a recently released newspaper stated: "If your grievance regarding deficiency in service against any deposit-taking NBFC registered with the RBI, is not redressed within 30 days or you are not satisfied with the reply given by the NBFC concerned, you can approach the NBFC ombudsman with complete details at the address: The NBFC Ombudsman (North Zone) c/o Reserve Bank of India 2nd floor, 6, Sansad Marg, New Delhi-110001. Phone numberPh: 011-2372 4856, email:".

Source - NDTV 

Govt Takes First Step On Lateral Hiring, Officers ...

A surprise advertisement across national dailies kept the social media buzzing on Sunday, even as it sent shockwaves through government cadres, especially the Indian Administrative Services (IAS).

Government officers’ associations immediately got busy to chalk out their action plan as a nondescript central government ad, drawing record number of eyeballs, invited applications from “talented and motivated Indian nationals” willing to contribute towards nation building.

In simpler terms, the government has formally announced its intention to directly hire professionals and domain experts at the level of joint secretary. This is a departure from the current practice of mostly IAS officers being posted as joint secretary and above through promotions, though there have been some exceptions in the past. Joint secretaries are at a critical level of senior management in the government, leading policymaking as well as implementation of various programmes and schemes.

Fearing the ramifications, at least three of the central government officers’ associations have called for a meeting of their members this week to discuss the advertisement to recruit officers directly to head 10 key departments.

The advertised posts in finance ministry, environment, road transport, shipping, and agriculture, among others, can be applied for by any Indian citizen with necessary qualifications, said the advertisement issued by the Department of Personnel and Training. This is a three-year contract posting.

Social media posts were filled with comments from officers who perceive it as a first large-scale move by the political executive to shift to a ‘spoils system’ as prevalent in the US where top government officers hold and resign from offices in step with the elected executives. Government officials are concerned that the advertisement has asked for a qualifying age of 40 years with 15 years of experience, raising a question mark over seniority. No central government officer currently becomes a joint secretary at that age.

There are 450-odd joint secretaries at the Centre, but each of the posts advertised for are all from high profile departments. This comes soon after a proposal mooted by the Prime Minister’s Office in May to make allocation to posts in the civil services contingent upon the officers’ performance during their post-recruitment training period.

At present, the Union Public Service Commission (UPSC) decides among the 29 central government cadres, including IAS, where a candidate would be posted, based on his/her marks in a combined written examination and interview.

Vivek Rae, member of the Seventh Pay Commission and a former IAS officer, said he opposed the proposal. “I am not clear what is driving this proposal. The current lot of officers understands the demands of the political process in a democracy, through years of experience. So even as a trial balloon, it is not well considered, I feel”.

bers of the IAS officers association, the service expected to be the most affected by the plans of the government, said they were aware of the proposal for quite some time but would not comment as of now.

Among those planning to meet this week are officers from the Central Excise, Service, and Customs department, who are already aggrieved about an exercise conducted by Finance Secretary Hasmukh Adhia comparing their performance in goods and services tax collection with that of state government officers. On and off for several years, the government has mooted proposals to recruit officers to head departments through lateral entry.

Rae argued the officers who will join might score on domain knowledge, but they may fall short on the experience of working in the “fields”. “I am also concerned that they will not be able to speak their mind independently”, which, he said, was impossible if the officers were on limited contract.

Source: BS

Payment Of Arrears To GDS In Postal Department

(Associate Member of National Federation of Postal Employees)

Opening of SB A/Cs by all GDS

Dear Comrades,

Postal Directorate instructed all Heads of Circles that arrears of GDS Committee recommendations are going to bedeposited & paid through PO SB A/cs only.
Already our monthly pay & allowances are being deposited in PO SB A/cs where CSI rolled out in SOs/HOs.

In some divisions, CSI is yet to be rolled out and the GDS are paid allowances through manual procedure. For the purpose of future drawals the respective GDSs are requested to open PO SB A/cs at their post offices before 15-06-2018 and report to the concerned well in time.

The Branch / Divisional Secretaries, active comrades to request our SPMs to take all measures to open POSB a/cs for GDSs under their jurisdiction and the action ensured well in time.

Source: AIPEU