Suggestions - Track Engineers (Group C) Eastern Railway
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Sixth Central Pay Commission:Suggestions
User Name: Track Engineers (Group C) Eastern Railway Kolkata
Comparison with public/private sectors
Should there be any comparison/parity between pay scales and perquisites in Government and the public/private sector?
There shall not be any linkage of wage with productivity as production and productivity are the results of many inputs like machines, capital, raw materials, land etc. of which labour is only one. Productivity is not merely labour productivity. But in all Organised sector like Government and Public sector, the Pay scale/Wage for similar nature of job in entry with same basic qualification should be similar in fashion.
Is it possible to quantify all other benefits, excluding pay, derived by employees in Government and the public and private sectors from security of tenure, promotional avenues, retirement packages, housing and other invisibles? In view of these benefits, can there be any fair comparison between the salaries available in the government vis-à-vis the salaries in the private sector?
No minimum wage to be linked with productivity. Salary, both in Government and Private sector linked with i) Job orientation, ii)Basic knowledge to perform the job, iii)Skillness, iv)Environment of working place, v) Security of service, vi)Effect on health etc. So minimum wage can’t be linked in two sectors. But in both the sectors, wage should be Socio-economic level based.
In order to ensure a fair comparison based on principles of equity and social justice, would it not also be appropriate to take into account the economic conditions of large sections of the community that are less privileged than Government employees and many of whom live below the poverty line?
It is not at all under the jurisdiction of Sixth Central Pay Commission, Government Of India. Constitution of India is strong enough to safeguard the interest of People of India in all sectors.
International comparisons
Some countries have raised civil service pay scales almost to levels prevalent in the private sector on the hypothesis that a well-paid bureaucracy is likely to be honest and diligent. To what extent would such a hypothesis be valid and how far would such a course of action be desirable?
It is not evident that higher pay in other countries turned the People honest and diligent. It is true that it is a hypothesis, as stated . Higher Pay related to the mode of service specified for the job. A good social environment having National feelings with efficient administration can turn People of a Country diligent and honest. Counseling on work culture should initiate from administration, irrespective of status in organisation. Work culture is mistaken as worker’s culture alone. It is not a one-way traffic. Social consciousness can turn only People of India diligent and honest.
Impact on other organizations
Salary structure in the Central and State Governments is broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions Their paying capacity is considerably limited. To what extent should this factor be considered in devising a reasonable remuneration package for Central Government employees?
The limitation of any level of Organization, either of Central Govt., State Govt. , Panchayetiraj. or Panchayetiraj Institutions cannot save the Govt. in long run, rather it may detoriate the motto of Institution. Proper action to collect revenue may relieve this situation. Thousand crores of Govt. revenue set aside which even not repaid by different private organization which had withdrawn as loan from Nationalized banks. Hike of monthly emoluments for members of Parliament never cared by Govt. as its revenue limitations. So the term “Govt. limitations” only to pay for the employees who earned their bread in exchange of their labour and expertise cannot confer the view.
Salaries
How should we determine the salary to be paid to a Secretary in the Central Government? Please suggest an appropriate basic pay for a Secretary? Can appointment to this post be made on a contractual basis where salaries and tenure are linked to the performance in terms of achieving defined targets?
This can’t be predict in this level at this moment . Collection of comparative statistical data of the persons having same capacity and responsibility in other sector may confirm the determination to pay a Secretary. The average of all would be the correct factor. When stipulated work to a Parliamentarian, who could not be completed within his tenure and least bother to answer to the People of India then how a Central Govt Secretary can linked with the performance in terms of achieving defined targets within stipulated time, as it is dependent on the whims of the respective department minister.
What should be the reasonable ratio between the minimum and the maximum of a pay scale?
No minimum wage to be linked with productivity. Salary, both in Government and Private sector linked with i) Job orientation, ii)Basic knowledge to perform the job, iii)Skill ness, iv)Environment of working place, v) Security of service, vi)Effect on health etc. So minimum wage can’t be linked to a hypothetical ratio to the maximum .The basic theory to be adopted is how much minimum calorie is required by a adult in a day and what would be the prevailing cost according to the market. Then, if we consider that the family member ratio is 1:4, then this minimum cost will be multiplied by 4 x 30. Next minimum daily expenditure required per family to cover up the minimum needs which is assumed to be supplied by Government will be added to it and this figure would be converted into pay scale to get the bare minimum pay by an employee. So arbitrarily fixation of minimum and maximum can’t solve the motto of Pay Commission. But in consideration to last i.e. Vth Central Pay Commission , 33 pay scales assumed to be ideal to pay the all Central Govt Employee right from bottom to top. But as this Pay commission is considering the pay to be admissible to the central Govt. employees in an era of globalization, the commission should care the appropriate pay as similar benefits extended to Bank employees of India and other Public sector as bare minimum cost of living admitted by Govt. of India.
Is it necessary to persist with a pre-determined minimum-maximum ratio on ideological considerations? Or is it more important to ensure efficient administration by preventing flight of outstanding talent from Government?
Efficient administration is not dependent on the presence of outstanding talent only in Govt. sector. The efficient administration, as a whole, is the performance on the perfect matching with the downstream. So, the perfection should start in every level with a oath to serve the nation. Remuneration should be justified as well as efficiency would be judged properly. So minimum-maximum level is unavoidable in this junxure.
Relativities
Employees in the Secretariat and analogous establishments are entitled to higher pay scales than the corresponding field functionaries. This was supposed to compensate them for the loss of certain facilities available to them in field assignments and the extra effort required for decision-making at the policy level. Are these factors valid even today particularly in the context of decentralization and devolution of administrative powers? Is this discrimination between field and secretariat functionaries even justified today?
Practically, Field functionaries have bitter expeiences that the Policy makers have insufficient knowledge which is require to implement the job in field level, either technically or due to insufficiency of man power. Obviously in technical service, Secretariat personnel should be picked up from senior field personnel and there should be no difference of pay in entry grade having same qualification in two sectors. Moreover, hazard allowance should be extended to field staff as to hard duty to perform. In no case, total package be same to a hazardous job with a hazardless job though the qualification being same at entry grade.
Group-A Services
Is there a case for a Unified Civil Service, merging therein all Central (both technical and non-technical) and All India Services, allowing vertical and horizontal movement ? Or should there be two distinct streams, one embracing all the technical services and the other for non-technical services?
As to type of rendering service to Govt., unification is not feasible. Here two distinct stream is welcome up to just below the Secretary level. Post of Secretary should be selected by virtue of seniority as to protect annoyance of peak grade. Here one major factor play here that the person who are taking entry into Govt. services through civil services have opportunity to achieve to top of level, i.e. to the Secretary of respective department. Now as he is well known to the below level of Executive, it is very much happening that he has to bear the cooked figure (what he has done in below level) which leads to reverse developing ratio than to the correct assumed ratio. So the top executive level, right from SAG, introduction of P.Way Engineers(Gr.C),E.Railway Page 3 of 8 transfer system from department to other department, i.e. from Railway to Defence, Defence to Finance control, Finance to Broad casting and vice-versa may help Govt. to get actual result of Govt. policy as well as monotones in service may also be avoided.
Do you feel that the pattern of pay scales for all Group A Services should be redesignated so as to attract candidates of the requisite caliber? Keeping in view some of the compensation packages being offered to fresh professionals by the private sector, what emoluments would you suggest for an entrant to a Group-A Service in Government?
Here everything has to judge on general socio- economic status of Indian people. The benefit, opportunities, honour as being enjoyed by Gr. A level is no way less than the benefits enjoying in Private sector. Respect and honour can’t transform into money value. Rather the Gr. A people is enjoying much more than they are paying to the Government.
Professional personnel
Should there be a higher compensation package for scientists in certain specialized streams/departments like Department of Space, Department of Atomic Energy? If so, what should be the reasonable package in their case?
Obviously. The total population is dependent on the new invention, performance of those people. They are the creamy layer of the society. The negotiable benefits, as far as Govt. can bear, should be extended to specialized stream
Classification of posts
Presently, civilian posts in the Central Government are classified into four Groups (A, B, C and D) with reference to their scales of pay. The Fifth Central Pay Commission had recommended their reclassification into Executive, Supervisory, Supporting and Auxiliary Staff. Would you suggest any changes in the existing classification or should the classification recommended by Fifth Central Pay Commission be adopted with/without modifications?
Classification to the category by Vth Pay Commission is admissible. But the recommendation of last Pay Commission have lacuna to fix up responsibilities properly in top two sections i.e. on Executive and Supervisory. As a result the so called Executive and in most cases the supervisory sectors are throwing their ineffectiveness/inefficiency to the down stream who are only supporting and auxiliary. This should be cared. The responsibility to implement the Govt. policy to a fixed job should be based on the remuneration received by individual. Then only an efficient Administration be set up to discharge individual responsibility. Moreover, in almost all sectors in Govt. level, Gr. A & Gr. C all are being recruited through the specified recruitment procedure conducted by Govt. itself. But in case of further promotion, Gr.A and Gr. B people never have to appear for any test, other than verification of SR & CR, where as Gr. C people have to appear for the compatibility test to get promotion to Gr. B. This should be stopped. Same procedure should be adopted in case of promotion as initial recruitment procedure is same for all.
Restructuring of Group C & D posts
Should all lower Group C functionaries in the Secretariat be replaced by multi-functional Executive Assistants, who would be graduates and well versed in office work, secretarial skills and use of modern office equipment including computers? Should Similar arrangements can be evolved for Group C posts in other organisations of Government?
Vth. Central pay commission awarded incentives for acquiring higher technical/educational qualification for the working employees. This should be cared. Efficient employee of any level, having more basic qualification than basic qualification at entry level should be placed in high profile sectors , if found suitable, once for all to get an effective administration. The difference of Secretariat level and Directorate should abolish immediately for same basic entry. Gr. C functionaries level in technical category are basically the instrument by which the work could be achieved. So the prescribed remuneration for technical category must be in higher side than of Ministerial category. Hazard allowance may compensate health eterioration of the excluded category of staff whose duty is prescribed either in open air or nearer to furnace. In this context, it is requested to consider the cases who are working in “Permanent Way Cadre” under Indian Railway, about which nobody shouted yet to uplift the service condition otherwise a day will come soon when no efficient and literate fellow will agree to work in present situation.
Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out?
Higher knowledgeable Gr. D staff should get out of turn scope for promotion to Gr. C category. However, the basic pay for Office peon, Khalashi, Trackman, chainman etc. at entry grade should not be the same as the duty to perform is hail and heaven difference though they all belonging in Gr. D category.
Pay Scales
How should a pay scale be structured? What is a reasonable ratio between the minimum and maximum of a pay scale?
It is as good as the reply of 4.2. However, this commission should go through a detailed job analysis for each and every trade. The detailed job analysis along with minimum qualification required for each category may only guide the schedule of pay structure. The last pay commission report may be taken as base point but the accuracy may get only through the job analysis. The minimum and maximum ratio should minimize.
The successive Pay Commissions have progressively reduced the number of distinct pay scales. The number of scales has therefore come down from more than 500 scales at the time of the Second Central Pay Commission to 51 scales before Fifth Central Pay Commission, which was brought down to 33 scales by the Fifth Central Pay Commission. The reduction in the number of pay scales brings in attendant problems like the promotion and the feeder grades coming to lie in the same pay scale, etc. Do you feel whether the existing number of pay scales should be retained or increased or decreased or whether the same should be replaced by a running pay scale?
Irrationally decrease in number of Pay Scale may affect the working environment. The working environment in comparison to last 40-50 years changed abruptly. Last pay commission may had a view to flat rate for basic qualification needed in lieu to go for a detailed analysis of job in each category. The last pay commission also enhanced more to the higher pay group rather to lower group. This is not expected. Instead of fixing responsibility to higher paid group, it has thrown to supporting and auxiliary group. Work is being done to the extent of ability of an employee if he/they have a scope for a promotion to next higher grade. So abolition or brought down of no. of pay scale may have ill effect to efficient administration. It is also to be mentioned here that as all of members of every Pay Commission being selected from higher range of paying group and they have less interaction with working class of grass root level, the supporting and auxiliary groups naturally are being neglected in every recommendation.
Increments
What should be the criteria for determining the rates and frequency of increments in respect of different scales of pay? Should these bear a uniform or varying relationship with the minima and/or maxima of the scales?
We beg to point out that when the Government which has high reputation for fairness and straight forwardness appointed our Commission, they are entrusted with two main tasks, to review and suggest pay rationalization of all existing sectors rendering service to the Govt. and to propose an umbrella legislation for ensuring a minimum level of protection in pay scale . The Commission should understand this to mean that they had the duty to review all sectors – old, new or as amended. If no. of scales would be more, increment may, in comparison to running scale, be in lower range. But increment in lowest scale should be in ratio to minimum socio-economic standard as done by last commission. Ranges of increment from lower to higher pay group have to be rational. Otherwise one group will enjoy the benefit and the other will be denied as Govt. have a limitation to pay
Revision of pay scales
Is there any need to revise the pay scales periodically especially when 100% neutralization for inflation is available in form of dearness allowance?
Non-revision of pay scale of Central Govt employees create an imbalance to the purchasing power that of employees of other sector in the same market. It is linked with market as well as job demand. Government Of India should be rational in hike of pay in all sector as same pay for same nature of job to be performed. Otherwise, dissatisfaction among employees of same group that of different Govt, sector may lead to inefficient administration.
How should pay be fixed in the revised pay scales? Should there be a point-to-point fixation? If not, please suggest a method by which it can be ensured that senior personnel are not placed at a disadvantage vis-à-vis their juniors and due weightage is given for the longer service rendered by the former
Yes, the recommendation of Fifth Pay commission created some unavoidable problem in fixation of salary. The following formula may be tested, prior to fix the basic principle. New Fixation= (old pay+DP+DA+IR) x point rise + nos. of increment enjoying in last Pay. If stagnation faced, then to take care of stagnation rule.
Compensatory Allowances
Is City Compensatory Allowance a sufficient compensation for the problems of a large city? If DA and HRA provide full neutralization, do you think CCA should continue? Is there a need for changing the basis of classification of cities and the rates of CCA? If so, please suggest the revised basis and rates.
It is evident that employees who are residing in city have to spare high rate for day to day expenditure in all phases. To neutralize the higher rate of living standard for same commodity, compensation to the cost factor is necessary. A standard of classification of cities on living standard and rates had worked out by last Pay Commission. Data should be analysed on the basis of current status with a view to for the growth of next 10 years. This would be the basis of classification of cities.
Pay and perquisites for Armed Forces
What should be the basis for determination of pay scales for Armed Forces Personnel? What percentage weightage should be assigned to (i) parity with civil services, (ii) comparison with private sector, (iii) special and hazardous nature of duties, (iv) short career span and (v) restricted rights?
Determination of Pay scales for Armed forces Personnel should be isolated from Central Pay Commission. Their sacrifice, devotion, hazardous duties, short career span can’t transfer into money value. However, special consideration for the factors they have to face should compensate with the other benefits to improve the living condition. Commission may propose to the Govt. for a separate Pay Commission for the Armed forces which is the convention of other developed countries.
How should the pay of a soldier, sailor and airman be determined? How should it relate to the minimum wage in Government and the pay of a constable in paramilitary or internal security forces?
The employee rendering service in different nature, fighting against weather, natural calamity, continuous discharging their duties in open air, should be paid basic salary plus hazard allowances. These allowances should be fixed according to the direct involvement of the nature of job. Commission also has to care for those categories of staff that have to discharge duties in open air, to face natural calamities, have to care more for organization rather to their family but not included in Armed forces. They are the people who are working in Permanent Way cadre working under Indian Railway. Right from Trackman upto Senior section Engineer has to discharge their duty against the natural calamity with high perfection of Safety for the countrymen. It is requested to make a query about this cadre.
Abolition of feudalism
Should all vestiges of feudalism in the country like huge residential bungalows sprawling over several acres, large number of servant quarters, retinues of personal staff, bungalow peons, use of uniformed personnel as batmen or on unnecessary security or ceremonial duties etc. be abolished? Please make concrete suggestions.
In the place of old methods of exploitations, new methods of exploitations like contract labour system is spreading. The direction should be to do away with modern method of human trafficking in the name of contract labour as pointed out by Supreme Court in Gujarat Board case. Nothing, not even globalisation is a justification for such anti-human concepts. Extracting labour out of worker without pain is an art and a part of management skill. Many brilliant employers in the country perform this. This method is a part of the fundamental philosophy of exploitation of capitalism, which growth is slowly gaining respect in our country also. In other way, feudalism in the country, being the higher profile in society, carrying on when the sense of globalisation missing. Senses of misuse of manpower as well as Govt revenue have the custom of their life style. It is not so easy to abolish these factors as they themselves the policy makers on behalf of the Government.
Specific proposals
In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented?
Our National economy badly requires employment-generating technologies. In the west they have more capital and less number of workers. In India it is otherwise. Considering the large army of unemployed in the waiting, all our planning and reforms should be labour intensive and not labour displacing. There should be constituted a Technological Ombudsman to determine what technology should be introduced in which particular industry taking simultaneously into consideration the peculiar characteristics of the industry and the total requisite of National economy. Only case study on true sense by a group of literally sensible patriot having ability to sense can forward this country.
Please outline specific proposals, which could result in: (i) Reduction and redeployment of staff, (ii) Reduction of paper work, (iii) Better work environment, (iv) Economy in expenditure, (v) Professionalisation of services, (vi) Reduction in litigation on service matters, (vii) Better delivery of service by government agencies to their users.
The following deliberation may sum up for (i) to (Vii) th item. I) Reduction and Redeployment of staff :- It is very much necessary to analyze the job to the field worker level to achieve the maximum quantum of work . It is seen that a good no of official having negligible workload and on the other hand there are a good no of official having over work load. Intermediate officer may be decrease to reduce the activity as a postmaster to correspondence with division and field. On the contrary it is nevertheless mentioned that CE’s Labour schedule 1967 in Indian Railway is still not modified in such a mechanized maintenance system. II) Reduction of paper work :- Use more computer with internet facility may be introduce to reduce the paper work as well to save the valuable time . III) Better work environment :- Field staff must be allowed to work at a pollution free environment .Sufficient LR must be deputed in all category to give the ample scope to avail leave by field staff as and when required .At present this will restrict to field staff on that plea. IV) Economy in expenditure :- The economic reforms and the consequential labour reforms for the last decade had been in atotally wrong direction. Capitalist ideology has swallowed the thought process at the helm of affairs. It discusses how much rights of workers are to be curtailed and why not employers be given unfettered rights against workers. Previously several reports which are controversial like Montek Singh Ahluwalia Committee report on ‘employment opportunity’, Geetha Krishnan Committee report on expenditure reforms, Rakesh Mohan Committee report on privatisation in Railways, Planning commission sub committee report etc. have been instrumental to propagate this Capitalist ideology while making their recommendations. This assumes great seriousness in the context when labour of all over the country feel their protection is being taken away in the name of over protection and globalization. Blaming workers is escapism for the management associations. Sickness is not due to labour cause. V)Professionalisation of services :- To implement the direction of targeted work, in Govt. sector, professionalisation will be detrimental to the working class. Biasness, pick and choose, inferiority complex will destroy the work culture as well as transparency to the policy will be bent down awaiting corruption. VI) Reduction in litigation in service matter :- Verification of service records in case where employees have to work under different establishment control and work in different Depot, should be initiated at every level of transfer depot so that employee would not to face litigation arises due to clerical negligence at the time of his super annuation. Each service record should be an open document for each employee and would available on departmental P.Way Engineers(Gr.C),E.Railway Page 7 of 8 internet system so that an employee working at a distance may avail the opportunity. This should be cared by commission. VII) Better delivery of services by Govt. agencies to their users :- Transfer of any level should be minimized and would be considered in a transparent way which may save lot of strainmental, physical and financial to the incumbent and lot of revenue loss for the Govt. sector to provide transfer allowance as well as other benefits. Facilities to be extended for those employees who are serving the Govt. in remote areas have to provide departmental quarter to their families in nearest big city so to extend education and medical facilities.
New concepts
Do you think the concepts of contractual appointment, part-time work, flexible job description, flexi time etc. need to be introduced in Government to change the environment, provide more jobs and impart flexibility to the working conditions of employees?
Conception of contractual appointment is nothing but to flexible the labour laws scheduled by Govt. of India. Indian Administrative circle want to shift their failure mainly due to mal-administration to the shoulders of workers. According to the philosophy of this unsuccessful leaders, flexibility means right of management to “adjust” their labour force from time to time according to their whims and fancy in the name of “contractual appointment” or “part-time work” or “flexible job description” or “flexi time” etc. The closure-maniacs in business lobby are trying to take the idea of flexibility in a reverse gear. Instead of saying “we want to run industry” they demand “we want closure of industry and retrenchment of workers”. This is detrimental to the society also. They want to apply their agenda of failure even to profit making units. But Govt. has to abide by the constitution of India. Govt. should not think itself as a profit making organization. The profit come out through revenue can’t make of any own property. So to the best of “ism” of any Govt should for protect the interest of its people and rulings should be based on Constitution.
For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced?
Introduction of any new concepts is welcome. but it should be transparent, once for all and would be ready to withdraw it at once if it is not accepted by the people. It should keep in mind, alike political leaders, general people of any country think for betterment of his mother land.
What steps should be taken to ensure that scientists, doctors, engineers and other professionals with sophisticated education and skills are retained in their specialized fields in Government? Should they be appointed on contract with a higher status and initial pay, advance increments, better service conditions, etc.?
General conception, believed by most of the People of India, Govt. servant of any capacity is liable to abide by the laws meant for them. So Govt. servant has more honour to the people than any executive of same status of private sector. Now it is the role of the commission to raise the Govt. servants status at per with the other sectors. No compromise should acceptable regarding quality recruitment. It is observed that skilled people like to belong in Govt. sectors even if of losing to some extent the package for scope of work. So skilled person in society will show their interest to join in Govt. sectors if equality shown with other sector.
Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent ?
A healthy competition may initiate by making provision to move Government to Private and vice-versa. But it will be only possible when the package of remuneration with mode of service will be same.
It has been suggested that existing Government employees should be encouraged to shift to employment on contract for specified periods in return for a substantially higher remuneration package. Would you agree?
If in other aspects Commission thinks to upload the labour force, decreasing the nature of leave availed, change of duration of working hours to turn the environment to cope up with Globalisation then it is also time to consider the shifting opportunity for the technologists working under Govt. sector to Private/undertaking organization on broader aspect with extending all benefits as per rule. It is also necessary to issue “Proficiency Certificate” by the Administration on demand of employee.
Performance Appraisal
In what way should be present system of performance appraisal be changed? Should be ACR be an open document?
Yes, obviously. Then only it will be possible to restrict biased and vindictive attitude of ACR preparatory authority against anybody. There would also be provision to make appeal for enquiry against any false statement by boss.
How far has the introduction of self-assessment helped in the process of appraisal?
It is a process followed in Govt. sectors but restricted above a specified pay scale. This should provide for all literate Govt. servants.
Should appraisal be done for an entire team instead of for individuals?
In case of achieving any target stipulated to be done for a section of employees, team work should be appraised for the entire team. But in case of any individual invention/development of any process in project work, individual credit should be taken into account.
In what manner can Government employees be made personally accountable for their acts of omission or commission, without any special safeguards? Would you recommend any amendments to Article 311 of the Constitution, Section 197 of the Code of Criminal Procedure, Section 17 and 19 of the Prevention of Corruption Act, 1988 and various rules relating to conduct of Government servants and disciplinary proceedings?
In a broader view of efficient and transparent administration, no one should get relax from conduct of Government servants rule, even if the Prime Minister of India. It is very much late but fair thinking to include disciplinary proceedings to any level. The existing rule should be amended in such a way that the same conduct rule is applicable to all, irrespective of post and grade .
Holidays
Kindly comment on the appropriateness of adopting a five-day week in Government offices when other sectors follow a six day week. Please also state whether the number of Gazetted holidays in Government offices should be reduced? Please also comment on the appropriateness of declaring Gazetted holidays for all major religious festivals.
Basic principle that we have to bear in mind is that the level of human endurance and physical tolerance does not change or increase. Squeezing a worker by overwork will not help the industry ultimately. Labour Commission has rightly directed to bring about codification and uniformity in labour laws. Then it is also possible to bring about uniformity in daily and weekly hours of work and holidays. China has shown a good example by accepting maximum 8 hours of work per day uniformly for all employment including Government jobs so that extra work can be assigned to the large number of unemployed people waiting for job. It is shameful that many of the Central statutes and some State statutes still prescribe 9 hours working per day. 8 hours working per day is universally accepted. Advocates of flexibility of working hours want to increase it; that again on the plea of global competition and technological changes. It is something against common sense to connect work culture with working hours and holidays. Relaxation increase the capability of an honest workman . China has more holidays. Both Saturdays and Sundays are weekly rest days. So there are 104 weekly holidays in China apart from other holidays and leaves. Thus in spite of more holidays and lesser working hours China could claim that it is progressing very fast in industrial and other sectors. 5 days a week as in China should remain in our country but weekly 2 days rest may be alternatively fixed in such a way so that the field staff may co-relate with their office on their weekly off day so as to get greater efficiency by decreasing inaction period.
What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these.
Nothing can achieve without a Mission. But a mission should not be a omission from the actual object for which mission is targeted. The Vth Pay Commission have little power to rectify the intentional omission of the work ethics from where it should start. They are the highest power of the Govt. No suggestion/advice will be applicable to those high level personnel who least bother what should be and what should not be. Government has to ensure that law/rule is applicable to all irrespective of post/position, cast/creed.
