ALLOWANCES

ALLOWANCES

RETIREMENT BENEFITS

RETIREMENT BENEFITS

1. Pension
2. Gratuity
3. P F
4. NGIS
5. Commutation
6. Leave Salary
7. Post Retirement Complimentary Pass
8. Composite Transfer Grant
9. RELHS
10. Retention Of Railway Quarter
11. Regularization Of Railway Quarter
12. Kit Pass
13. Settlement Pass Etc.
14. New Pension Scheme
15. Fixed Medical Allowance
16. Pension Adalat.

PENSION

Extent of application

P R E M (Participation of Railway Employee in Management)

P R E M (Participation of Railway Employee in Management)

It was setup in the ministry of Railway in the year 1972 and the Zonal Railways in 1977.

On Indian Railways it is working on three-tier basis.

1. The Railway Board Level ( Corporate Enterprise Group of Labour of Management)
2. The Zonal Railway Level
3. The Divisional Railway Level

Object:


  • To have better and systematic participation of labour in management with the main objective of improving the efficiency viability of Railway organisation and building the image of Railways as a service organisation
  • To proved free flow of exchange of ideas on the running and shaping of Railway organisation
  • Apprise the investment programme particularly in regard to housing and welfare activities.

J C M (JOINT CONSULTATIVE MACHINERY)

J C M (JOINT CONSULTATIVE MACHINERY)

Object:

With a view to have harmonious relations between government and its employees in matters of common concern and with the object of further increasing the efficiency, the government of India have established a machinery known as the joint consultative machinery.

Subject matter :

JCM may discussed matters relating to conditions of service, welfare of employee and measures to improve efficiency and standard of work. No individual cases can be discussed in JCM.

P N M (Permanent Negotiation Machinery)

P N M (Permanent Negotiation Machinery)


It was founded by shri. V.V.Giri in the year 1951 when Shri. Lal Bahadur Shastri was the Railway minister of India.

Object :

With a view to maintain the contact with organised labour and to settle differences and disputes arising between organised labour and Railway administration a machinery has been setup and is called as permanent
negotiation machinery.

PNM was on three-tier basis

1. The Railway level
2. The Railway Board level
3. The Ad-hoc tribunal level

1. The Railway Level:

TRADE UNION ACT

TRADE UNION ACT

A Trade Union is a continuous association of wage earners for the purpose of maintaining and improving the conditions of workers and their lives. Salient features of the Trade Union Act, 1926 are -
1. This act was passed in 1926 to be implemented from 1.6.27.
2. Any seven or more persons can form an Association and get registration.
3. Registrar can withdraw or cancel the registration of union.
4. Legal protection shall be given to union office bearers against criminal proceedings, but that must be for union working only.
5. The union may raise separate funds other than subscriptions on purely voluntary basis for promotion of social or political interest.
6. Unions are to define their aim and objects for its constitution and maintain and get it audited of accounts.

FACILITIES TO SC/ST RLY & EMPLOYEES ASSOCIATION

FACILITIES TO SC/ST RLY & EMPLOYEES 

ASSOCIATION 

Supply of circulars on Reservation Rules & Establishment or other relevant matters. Maximum two informal meetings in a year. Two card passes in 1st Class/AC Sleeper to President /General Secretary at Central and Zonal levels. Stay Facilities as available as per eligibility on payment of usual charges. Allotment of a suitable office accommodation at Board, Zone and Divisional levels. Special Casual Leave and special passes to not more than 20 office bearers to attend informal meetings at Divl./Workshop level.
Recognized Unions - Registered under Trade Union Act & recognized by the Government

The Railway Service (Conduct) Rules 1966 (21.03.1966)

The Railway Service (Conduct) Rules 1966 (21.03.1966)

The Railway servants are governed by the Railway Service Conduct Rules 1966, which lays down the standard of conduct expected of every Railway Servants and member of their family.

Rule 3 : General

1. Every Railway servants shall at all time
i. Maintain absolute integrity
ii. Maintain devotion to duty and
iii. Do nothing which is unbecoming of a Railway or Railway employee

2. i. Every Railway employee holding a supervisory post shall take all possible steps to ensure the integrity and devotion to duty of Railway servant who are under this control.

FACTORY ACT 1948 (23rd September 1948)

FACTORY ACT 1948 (23rd September 1948)

Introduction:

Factory Act has given effect from 01.01.1949. It regulates the various obligations that an “Occupier” has to fulfill in connection with Health, Welfare, safety, Hours of employment, Leave, O.T., Rest etc.

Applicability:

This Act applies to all Railway Workshops & Production Units but does not extended to Loco Sheds & C&W Depots.

Aims & Object :

INDUSTRIAL DISPUTE ACT 1947

INDUSTRIAL DISPUTE ACT 1947( 01.04.1947 )

Introduction:

This act is based on the principle of social security and justice. It came into force on the first day of April, 1947 and is called as “Industrial Dispute Act 1947”.

Aims & Objects:

This act aims making provisions for the investigation & settlements of industrial disputes.

Applicability:

This act extends to whole of the India

SOME IMPORTANT DEFINITIONS:

EMPLOYEE’S COMPENSATION ACT 1923

EMPLOYEE’S COMPENSATION ACT 1923 (01.07.1927 )

Introduction

This Act is called as employee’s compensation Act 1923. The bill was passed by the legislature which received the Royal assent & It came into force on the First Day of July, 1924 and it has been amended in the year 1995. It extends to the whole of India.

Aims & Object:

Under this Act, an employer is liable to pay compensation to the employees working under him subject to he following conditions. :
1. If personal injury is caused to a workmen.
2. This injury should be by accident.
3. The accident should be arisen out of and in the course of employment.
4. The injury results death of workmen or any type of disablement of workmen.

The Minimum Wages Act

The Minimum Wages Act 1948 (15.03.1948)

Introduction

The Act is called Minimum Wages Act 1948 came into force from 15.03.1948 & amended in 1961. It extends to whole of India except J&K.

Aims and Objects.

This act aims at

i) Fixing the minimum wages in certain employments where wages are low in order to prevent exploitation of unorganised labour,.
ii) Payment of wages without any unauthorized deduction.

PAYMENT OF WAGES ACT 1936 ( 28/03/1937

PAYMENT OF WAGES ACT 1936 ( 28/03/1937 )

Introduction :

The Payment of Wages Act 1936 was enacted on the recommendation of Whitley committee & came into force from 28.3.1937 & latest amended in the year 2005

Aim & Objects: -

1. To secure prompt and regular payment of wages.
2. To prevent unauthorized deduction.
3. To fix up the wage period.

Applicability:

HOER EMPLOYMENT & REGULATION

HO E R E M P L O Y M E N T & R E G U L A T I O N-1931

1. Hours of employment & regulation: Chapter VI-A of the I.R. Act. 1890 amended time to time, The Rly. servant (Hours of employment) Rule 1931 made there under and the subsidiary instruction commonly referred to as Hours of Employment Regulation. Amended in the year 1961 on the report submitted by Justice G.S.Rajdhyaksha ICS, Adjudicator, and later Shri. N.M.Miyabhoy, Retd. Chief Justice High Court Gujarat was appointed as Chairman of R.L.T 1969 & the recommendation was implemented from 1.08.1974 Latest Amended in the year 2005 as Hours of work & Period of Rest -2005

Definition

2. Hours of Employment: Time during which an employee is roistered for duty. It also included period if in-action but does not included interval and time taken by an employee in going to and coming from his residence or vice versa.

ANNUAL CONFIDENTIAL REPORTS

ANNUAL CONFIDENTIAL REPORTS

Annual Confidential Report - To assess the working of staff during the year ending March, the ACR in prescribed forms are prepared by Sr. Supervisors working in Gr.Rs.6500-10500 in respect of staff up to Gr. Rs.4500-7000(RSRP) provided the staff should have worked under him at-least for a period of 3 months. It contained character and habits of the employees such as Integrity/Tact/Temper/ Conduct/Attendance/Physical fitness/ Departmental Disabilities/Special Aptitudes/ Relation with others/Reliability to work/Adverse Remarks/Penalty imposed/ Rewards/ Training - Refresher etc.

CADRE CREATION OF POSTS

CADRE CREATION OF POSTS, UNSANCTIONED POSTS, REVIEW OF THE CADRE AND BAN ON CREATION OF POSTS

Creation of Posts

Railway Board have banned creation of posts of gazetted and non gazetted staff in the Open Line i.e. on Revenue Account, subject to the following:

i) Creation of posts of running staff category, as a result of half yearly power plan;
ii) Creation of stipendiary posts of apprentices to be absorbed against regular vacant posts, at the end of apprenticeship period;
iii) Creation of posts for dealing with claim cases arising out of a major railway accident to the extent permitted by Railway Board &