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Friday, September 30, 2011

Press Information Bureau English Releases

Press Information Bureau English Releases
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All-India Consumer Price Index Numbers for Industrial Workers on Base 2001=100 for the month of August 2011

All India Consumer Price Index Number for Industrial Workers (CPI-IW) on base 2001=100 for the month of August, 2011 increased by 1 point and stood at 194 (one hundred & ninety four) .

During August, 2011, the index recorded maximum increase of 9 points in Amritsar centre, 8 points each in Bhilwara and Chindwara centres, 6 points in Kolkata centre, 5 points in Jharia centre, 4 points in 6 centres, 3 points in 7 centres, 2 points in 16 centres and 1 point in 16 centres. The index decreased by 3 points each in Giridih, Quilon and Kodarma centres, 2 points in Rajkot centre, 1 point in 9 centres while in the remaining 15 centres the index remained stationary.

The maximum increase of 9 points in Amritsar centre is mainly on account of increase in the prices of Rice, Wheat Atta, Fresh Milk, Onion, Vegetable & Fruit items, Tea (Readymade), Kerosene Oil, Electricity Charges, Medicine (Allopathic), etc. The increase of 8 points each in Bhilwara and Chindwara centres is due to increase in the prices of Wheat, Gram Dal, Groundnut Oil, Soyabeen Oil, Milk, Onion, Vegetable & Fruit items, Tea (Readymade), Bidi, Firewood, Toilet Soap, etc. The increase of 6 points in Kolkata centre is due to increase in the prices of Rice, Wheat Atta, Fish Fresh, Onion, Vegetable & Fruit items, Soft Coke, etc. The increase of 5 points in Jharia centre is due to increase in the prices of Rice, Mustard Oil, Fish Fresh, Onion, Vegetable & Fruit items, Electricity Charges, Soft Coke etc. The decrease of 3 points each in Giridih, Quilon and Kodarma centres is the outcome of decrease in the prices of Rice,Wheat Atta, Masur Dal, Turmeric Powder, Fish Fresh, Fire Wood, Soft Coke, etc. The decrease of 2 points in Rajkot centre is due to decrease in the prices of Arhar Dal, Vegetable and Fruit items, etc.

The indices in respect of the six major centres are as follows :

1. Ahmedabad

191

4. Delhi

178

2. Bangalore

194

5. Kolkata

192

3. Chennai

172

6. Mumbai

195

The All-India (General) point to point rate of inflation for the month of August, 2011 is 8.99% as compared to 8.43% in July, 2011. Inflation based on Food Index is 7.33% in August, 2011 as compared to 6.25% in July, 2011.

The CPI-IW for September, 2011 will be released on the last working day of the next month, i.e. 30Th October, 2011.

*****

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Hindi circular 8 _27-09-2011_.pdf (application/pdf Object)-BSNL Latest information in Hindi-inf. by Ashok Hindocha M-9426254999

Hindi circular 8 _27-09-2011_.pdf (application/pdf Object)
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Thursday, September 29, 2011

VRS Latest inf. by Ashok Hindocha M-09426254999

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NFTE CHENNAI TELEPHONES
Discussions on VRS Proposal:

NFTE-BSNL delegation consists of comrades Islam ahemad , Chandeswar singh, C.K.Mathivanan and Rajpal met the top management today(27/09/2011) on invitation to discuss the VRS proposal. At the outset, NFTE-BSNL rejected the VRS proposal to improve the financial viability of the company and warned of a united strike action if the management did not drop the retrograde VRS proposal immediately.

Shri A.K.Garg, Director (HRD) assured that no body will be forced to go out of the company under the VRS proposal.. He also informed us that the management will implement the VRS plan only if it gets Rs 20000 crores from Govt of India . He assured that the management neither going for bank loan nor disinvest BSNL shares in the market to mobilize fund for implementing the VRS. We also confirmed that BSNL is being a loss making company only Gujarat pattern of VRS compensation will be possible in BSNL. This set rest the rumors going on regarding high amount of compensation for VRS optees. Thus an employee may get only 35 days (pay +IDA) for every completed year of service and not 60 days salary of rumoured.
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VRS Information some important points

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ALL INDIA
BHARAT SANCHAR NIGAM LIMITED
OFFICERS’ ASSOCIATION
CENTRAL HEAD QUARTERS
37, Laxmibainagar, New Delhi – 110023
President Finance Secretary General Secretary
J.K.MISHRA V.GURUMURTHY V.P.ARYA
Mobile: 9868159951 Mobile: 9444979555 Mobile:9868210478
No.AIBSNLOA/CHQ/2011/34 Dated: 23rd September 2011
To
Shri R.K.Upadhyay,
Chairman and Managing Director ,
Bharat Sanchar Nigam Limited,
New Delhi .
Sub : AIBSNLOA’s views on the proposed VRS - reg
Sir ,
BSNL proposals on VRS presented to Hon’ble MoC on 12.9.2011 have
suddenly surfaced through sources other than the BSNL Management.
Media reports about the slated BSNL Board meeting on 29th September to
finalise the scheme suggest that Scheme is likely to be introduced at the
earliest.
2. As far as AIBSNLOA is concerned, we have already conveyed our
views on VRS, almost a year back, on 9.9.2010, during our presentation to
DoT on recommendations of Sam Pitroda panel, that ‘trimming the size of
the organization is important for its financial health, but
implementation of any VRS scheme should be purely voluntary and no
coercion or indirect pressures be exerted on the employees.’
3. And the proposed VRS cannot be the ‘wonder drug’ to cure all the
illness inflicting BSNL. Unless other simultaneous measures, which
include freedom from Government control, autonomy in decision
making, change in tendering and procurement policy, finalizing the ITS
officers absorption issue immediately and inducting professional
Managers, are taken, BSNL cannot be expected to achieve the
‘Turnaround’.
4. The Voluntary Retirement Scheme is not as easy as eating the cake.
It deals with actual human beings. It deals with the lives of people who are
offered to end the careers abruptly and probably do nothing for the rest of
their lives. Thus a lot many problems can arise during the actual execution
of the scheme. Some of the problems which could be anticipated and for
which appropriate action plan could be drawn are: Non- acceptance of the
VRS; Over-acceptance of the VRS; Operational problems; Post-VRS blues.
We are not aware whether the Management has appropriate plans to tackle
these situations. Any inclination towards tackling the issues after they arise
will lead to chaos and confusion.
5. But, we are aware that, apart from all these, the BSNL Executives
and employees will be willing to opt for VRS due to various reasons such as
apprehension of closure of the company or personal reasons such as poor
health, clearance of debt, marriage, education of children, discrimination in
duty place affecting their promotion, postings etc. Some may like to go, to
escape from the extraordinarily heavy work load forced on their shoulders.
In order that those who volunteer to take the VRS offer get proper and
justified compensation for leaving the service prematurely, we request
serious consideration of all the following points, before taking a final
call on the VRS.
1. The BSNL proposal presented to Hon’ble Minister of
Communications & IT, providing ‘60 days salary (Pay + DA) for
every completed year of service OR salary for the remaining period
of service, whichever is lower’ is a better proposal than the Gujarat
model. BSNL proposal as such may be finalized and offered.
2. The officers and employees of BSNL have already been denied their
righteous entitlement of 78.2% instead of 68.8% for fixation of pay in
the revised scales w.e.f. 1/1/2007. Even though merger of DA for
78.2% has been ordered by DPE and promptly endorsed by DOT, BSNL
Board has decided not to give this 78.2% eligible DA merger due to its
financial constraints. However, BSNL Board has assured on more than
one occasion that the merger of 78.2% of DA shall be given when the
BSNL is entering the path of Profitability. Therefore, the legitimate and
assured DA merger of 78.2% may at least be given at this crucial
juncture of so many thousands of executives as well as non-executives,
who are willing to opt for VRS. It will benefit the VRS optees on exgratia
payment, gratuity, commuted pension, leave encashment
and on pension during their rest of their life. This will also make
the scheme more attractive.
3. The Central Board of Direct Taxes issued a notification amending Rule
2BA of the Income Tax Rules for VRS takers from a notified institution
having importance throughout India or a state. According to it, the VRS
income would be exempted from April 1st of the fiscal year 2002-03, the
CBDT said. The 5 Lakh tax exemption on VRS was formulated nearly
10 years ago. In the meantime, the gratuity ceiling limit has been raised
from Rs. 3.5 Lakhs to 10.0 Lakhs. Further 6th CPC revised the scale of
pay to CGEs and 2nd PRC revised scales to their PSU employees by
adding 30% benefits. However, this TAX exemption on VRS has not been
revised once. Therefore, it is the right time, to take up the matter
with the Government through Hon’ble Minister, to give full
exemption of tax on VRS amount or at least to raise tax exemption
limit from Rs. 5 Lakhs to Rs.15 Lakhs.
4. As per existing rules, if the EL of any employee falls short of 300 days,
the same is compensated by taking the HPL available at credit of the
employee and limited to 300 days for grant of leave encashment. It may
be seen that thousands of BSNL employees are having credit of 300 to
500 days of HPL as on date. By suddenly opting for VRS, they have to
forego their HPL credit without any monetary benefits. They have
accumulated this leave by not availing HPL for so many years keeping it
in reserve to avail at the time of unexpected eventualities. As per DPE
guidelines for VRS, even un-availed CL also can be considered for
encashment. Therefore, encashment of HPL may kindly be included
in the terms and conditions of proposed VRS in BSNL.
5. Management’s right to reject any option for VRS should be based on
some yardstick and should be transparent and not based on pick and
choose policy.
6. The outdoor medical facility ‘without voucher’ should be restored
atleast to the retirees immediately, in order to save them from all the
practical difficulties in preparing, and submitting claims and to avoid
unnecessary personal visits to the pay drawing office.
7. Any arrears of pay to the official that became due prior to the date of
VRS but not actually paid, whether it resulted due to any subsequent
wage revision, increase of DA etc., with retrospective effect prior to the
date of VRS or due to any judgement of any pending case in Hon.
Courts, should be paid subsequently
8. In the unfortunate event of the death of the employee whose VRS has
been accepted, the VRS compensation which would have been due and
payable to the employee, should be paid to the nominee of the employee.
6. We shall be thankful, if decision on all the above points are
taken before the scheme is put up for approval by the BSNL Board.
With kind regards,
Yours sincerely,
(V.P.Arya)
General Secretary
Copy to:
Shri A.K.Garg,
Director (HR), BSNL
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Amitabh should get Bharat Ratna: Lata Mangeshkar - Video | The Times of India

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Amitabh should get Bharat Ratna: Lata Mangeshkar - Video | The Times of India
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VRS Guidelines-Gujarat Patern-inf. by Ashok Hindocha M-09426254999-www.bsnlnewsbyashokhindocha.blogspot.com

VRS Guidelines
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VRS Guidelines

Subject:- Voluntary Retirement Scheme/Voluntary Separation Scheme for the employees of Public Enterprises.



The parameters on the basis of which the VRS could be formulated by the PSUs for their employees have been spelt out in this Department’s OM of even number dated 5.5.2000. However, there are certain points on which clarifications have been solicited by the PSEs as well as the administrative Ministries/Departments. These points have been examined in the Government. The points as well as the clarifications are given here under:-

1. Whether allowances like Personal Pay, HRA, NPA, Family Planning increment are to be included for computation of ex-gratia?

Basic pay plus DA only is to be taken into account for computation of ex-gratia under VRS.

2. Whether the post of the employee who has taken VRS is to be abolished?

There shall be no recruitment against vacancies arising out of VRS.

3. Whether any arrears of ex-gratia are to be paid in the event of pay revision being sanctioned subsequent to voluntary separation?

Ex-gratia will be re-calculated on the basis of revised pay scale and the difference be paid.

4. Can notice pay in lieu of notice and TA for settling in the Home Town or elsewhere be paid to the employees who are to opt or have opted for VRS?

One month/three months notice pay (as per service conditions applicable to the employees) may be paid. TA for the employees and family would also be admissible to the place where he intends to settle down after taking VRS. For this purpose, the entitlement will include transportation cost of personal effects and travelling cost of self and family members, as admissible under the entitled classes.

5. Under the Gujarat pattern, will the compensation for the balance service be calculated @ 25 days for every year of service left?

Compensation under VRS modelled on the Gujarat pattern will consist of salary of 35 days for every year of service completed and 25 days for every year of service left until superannuation.

6. Under VSS, will the employee be entitled for 60 months salary even if he has not completed 30 years of service?

No.

7. 60 months salary as ex-gratia is permissible under VSS scheme of Department of Heavy Industry. If the VSS scheme is modelled on Gujarat pattern (para 5 of O.M. dated 5.5.2000), will the employee be still entitled for 60 months salary if he has completed 30 years or more service?

Sixty months salary as compensation is attached to VSS package of the Department of Heavy Industry only and not under the Gujarat model.

8. Whether PF, leave encashment, gratuity, notice pay, LTC are payable to employees in case of voluntary retirement?

These are to be paid to the employees opting for VRS as per the provisions of the relevant statutes and the service conditions. These are outside the computation of ex-gratia on voluntary retirement.

9. Is any minimum qualifying service necessary for opting for VRS?

No age bar or minimum qualifying service is prescribed.

10. Do the companies have the choice to opt for either the Gujarat model or VSS on DHI model for the sick and unviable units?

The Boards of the sick and unviable PSUs are obliged to offer VSS on DHI pattern to the employees. The Board have the option to offer, in addition, VRS on Gujarat pattern, in which event the employees will have a choice between the two schemes.

11. The managements have the right to reject the VR application of certain employees as they have to ensure that the company is not denuded of talents. In that case, what would be the treatment given to such employees who have been retained by the management in case the PSU is closed. Will they be offered VSS in case the PSU is closed. Will they be offered VSS even after a lapse of three months or will they be paid retrenchment compensation under ID Act?

The cases of such employees will be covered under he final settlement on closure of the unit. If the benefit of VSS is extended on closure, such employees will also receive it.

12. Whether Casual Leave may be encahsed up to he date of notification of VRS or actual date of relief of employee?

CL may be encahsed on pro-rata basis up to the date of relief of employee.

13. What would be the compensation payable in case where the balance of service left under superannuaion is less than 250 days and sum of the salary for the balance period is less than Rs. 25000/-.

The computation is explained in the enclosure.

14. Whether he notice period pay is to be paid in addition to 60 months salary as compensation in case an employee has completed 30 years of service and the remaining period of service is 75 months.

If the application of an employee for voluntary retirement is accepted instanteously and payment is arranged by the management on the same day, the concerned individual would be entitled to payment of ex-gratia along with the notice period pay. It is, however, clarified that payment of ex-gratia for service rendered or left over service before superannuation as well as the amount payable for the notice period should not exceed the basic pay plus DA that would have been paid to the employee who has opted for voluntary retirement till the date of his superannuation. For example, if an employee opts for voluntary retirement a few months before the date of superannuation, say at 57 years and 10 months, the payment should be restricted to 2 months basic pay plus Dearness Allowance.

In circumstances where the management takes time to take a decision about the acceptance of an application submitted by the employee for voluntary retirement and allows the notice period to lapse or the individual concerned has drawn full salary during the notice period served by him, in these cases notice period pay would not be admissible as the individual has already drawn the salary during the notice period.

15. Whether it is mandatory to introduce new VR Scheme or continue with the existing scheme?

The new scheme has been introduced in supersession of the old scheme.

16. If the VRS is implemented in the middle of any particular month, whether full months salary is to be computed for VRS purpose?

An employee is entitled to payment of salary till the date of voluntary retirement, regardless of the date of implementation of the VRS. As for computing the completed years and months of service for the purpose of ex-gratia, the datum will be the date on which the employee in question had joined service.

17. If the employee has completed 20 years and 9 months service whether he will be paid compensation for 20 years service or compensation for 20 years of service plus proportionate days salary for the nine months service also?

The calculation would have to be based on every completed year of service or part thereof. The part of the complete year served shall be entitled for ex-gratia on pro rata basis.

18. Whether service rendered in other PSEs would be taken into account for purpose of computation of VRS from the latter employing organization?

This would be taken into account only on transfer of cash equivalent of Earned Leave and Provident Fund. Gratuity would be as per the provisions of the Act.

19. Will notional pay revision from 1992 and 1997 be taken for computation of VRS/VSS benefits?

In the new VRS/VSS scheme, there is no scope for computation of the ex-gratia on notional salary revision.

20. Will encashment of sick leave at the time of taking VRS/VSS be permissible?

Encashment of sick leave has nothing to do with VRS/VSS. Its encashment will depend on the management decision, based on the service conditions.

21. Will the casual workers be included for the purpose of VRS/VSS who have completed more than 20 years of service?

Casual workers will not be entitled for VRS/VSS. Refer to para 9 of O.M. dated 5.5.2000.

22. Whether the contract employees appointed on contract basis can be considered as temporary employees for purposes of VRS? If yes, how the compensations would be calculated?

Contract employees are outside the purview of VRS.

23. How would the computation of ex-gratia (VRS) under Gujarat pattern be done?

As per enclosure.

All he administrative Ministries/Departments of the Government of India are requested to bring the foregoing clarifications to the notice of the Public Enterprises under the administrative control for their information and necessary action.

(OM No. 2(32)/97-DPE(WC)GL-XXXV dated 8th December, 2000)

ENCLOSURE

VRS COMPENSATION UNDER GUJARAT PATTERN

Computation of one Day’s Salary in Gujarat Pattern

Basic + DA

Rs. 7000 + Rs. 2500 = Rs. 9500

Rs. 9500 26 days = Rs. 365.38 (one day’s salary)

Completed 32 years service.

32 Yrs. X 35 days X Rs. 365.38 = Rs. 409225.60

NOTE: (i) for computation of one day’s salary 26 days a month is taken.

1. similar is for the remaining period of service left.

Remaining 3 years service:

3 years X 25 X Rs. 365.38 = Rs. 27403.50

Total amount payable: Rs. 409225.60 + Rs. 27403.50 = Rs. 436629.10

Amount to be paid shall be restricted to: 3 X 12 = 36 months

Total amount to be paid as VRS compensation: 36 X Rs. 9500 = Rs. 342000/-

NOTE: The payable amount would have to be restricted to Rs. 3,42,000/-.



**********

Subject :- Voluntary Retirement Scheme/Voluntary Separation Scheme for the employees of Public Enterprises.

The parameters on the basis of which the VRS could be formulated by the PSEs for their employees have been spelt out in this Department OM of even number dated 5.5.2000 and 6.11.2001. However, there are certain points on which some more clarifications have been solicited by the PSEs as well as by the administrative Ministries/Departments. These points have been examined. The points raised as well as the clarifications thereon are given here under:-

1 Whether computation of VRS compensation would be on pro-rata basis for both part of completed year of service and the part of the remaining period of service?

DPE’s clarification (dated 8.12.2000 – Item 17) states that calculation of compensation would be on the basis of completed years of service or part thereof. The part of the year served shall be entitled for ex-gratia on pro-rata basis. Logically, this pro-rata calculation should also be on the remaining part of service.

2 Whether compensation of VRS @ 26 days a month would be allowed even for VRS optees who have gone out before 5.5.2000?

Till 5.11.2001, calculation of VRS @ 26 days a month was allowed under the Gujarat pattern only. As there was no concept of Gujarat pattern VRS before 5.5.2000, the employees who have already opted VR under the 5.10.88 guidelines would be covered under 30 days a month.

3. Can the past service with all PSEs be considered for computation of VR?

If the service with each PSU is continuous (without break) and PF and Earned Leave have been transferred from one PSU to other PSU, then past service may be counted in case the employee avails himself of VRS/VSS as per the scheme notified by DPE’s OM dated 5.5.2000.

4. Whether an employee whoes pay revision was effected from 1.1.1992 and having one year balance service left would be entitled for 50% increased compensation as per DPE’s OM dated 6.11.2001?

The compensation has to be first worked out in accordance with DPE’s OM dated 5.5.2000 alongwith the riders. Thereafter, the recent amendment issued vide OM dated 6.11.2001 would be applied to determine compensation payable in both the cases of VRS/VSS.

5. Whether the executives/non-executives whose scales of pay have been revised with effect from 1.1.1992 but no further revision has taken place are entitled to 50% increase on their existing pay scales?

Yes, the executives/non-executives who got the benefit of revised scales of pay effective from 1.1.1992 as per DPE’s OMs dated 12.4.93, 17.1.94 and 19.7.95 are entitled to 50% increase in compensation.

6. Whether the payments made as ex-gratia (with 50% increase), gratuity, leave encashment and pay arrears are recalculated in case pay revision would be allowed at later date w.e.f. 1.1.97?

Ex-gratia will be recalculated on the basis of revised scales of pay in case the revised scales of pay are made effective subsequently (actually with effect from 1.1.1997). The increased ex-gratia (50%) paid would also be adjusted. The other elements like gratuity, leave encashment etc. are to be paid as per the provisions of the relevant statutes and service conditions. These are outside the computation of ex-gratia on voluntary retirement.

7. Whether the encashment of casual leave is permitted only in Gujarat pattern?

Please see item 8 of DPE guidelines on VRS dated 8.12.2000.

8. Whether the employees who have completed 30 years of service are eligible for ex-gratia amount subject to a maximum of 60 months both under DHI pattern and Gujarat pattern VRS?

Please see item 7 of DPE guidelines on VRS dated 8.12.2000.

9. Whether the workman and staff wage revision effected from different date other than 1.1.87 and 1.1.92 are entitled for the benefit of 50% or 100% increase? If so, at what basis?

Any wage revision permitted by the PSEs for a period prior to the date of effect from 1.1.92 would be treated at ’87 level. Similarly, any wage revision permitted by the PSEs for a period commencing before 1.1.97 would be treated as at ’92 level. The increase in ex-gratia compensation of 100% or 50% would be effected accordingly. This would also be followed in the cases of workers/staff not covered by DPE guidelines.

10. Whether leave salary and gratuity payment would be made on the basis of increase in compensation as 50% or 100%?

Please see item 8 of DPE guidelines on VRS dated 8.12.2000.

(OM No. 2(32)/97-DPE(WC) dated the 28th February, 2002)

*****

Subject: Introduction of a revised Voluntary Retirement Scheme (VRS).



The Government had announced a Voluntary Retirement Scheme (VRS) vide OM No. 2(36)/86-BPE(WC) dated 5th October, 1988. Government have revised the scheme to make it more efficacious having regard to both, the interests of the employees and the need to enable Public Sector Enterprises (PSEs) to rationalize their surplus manpower.

2. Enterprises which are financially sound and can sustain a scheme of VRS on their own surplus resources may devise and implement variants of the existing VRS cited in para 1 above. However, in no case shall the compensation exceed 60 days salary for each completed year of service or the salary for the number of months service left, whichever is less. Salary for the purpose of VRS shall consist of basic pay and DA only and no other element.

3. Enterprises that make marginal profits or loss-making enterprises may adopt the revised scheme of VRS which is modelled on the Scheme that exists in the State of Gujarat. The details of the scheme are set out hereunder:

(i) The compensation will consist of salary of 35 days for every completed year of service and 25 days for the balance of service left until superannuation. The compensation will be subject to a minimum of Rs. 25,000/- or 250 days salary whichever is higher. However, this compensation shall not exceed the sum of the salary that the employee would draw at the prevailing level for the balance of the period left before superannuation.

(ii) Salary for purpose of VRS will consist of basic pay and DA only.

(iii) Arrears of wages due to revision etc. will not be included in computing the eligible amount.

(iv) Payment of bonus should conform to the provisions in the Bonus Act; Casual Leave may be encashed in proportionate measure upto the date of VRS.



4. A suitable variant of the arrangement in para 3 above may be developed by the Ministry of Textiles in respect of Textiles units subject to the conditions attached thereto.



5. For sick and unviable units, the VSS package of Department of Heavy Industry will be adopted. As a corollary, the VSS scheme may be modelled on Gujarat pattern and be made applicable as in para 3 above. However, employees would have to opt for VSS within 3 months from the date of offer failing which they would be eligible only for retrenchment compensation. The details of VSS are as under:-



(i) An employee would be entitled to an ex-gratia payment equivalent to 45 days emoluments (pay + DA) for each completed year of service or the monthly emolument at the time of retirement multiplied by the balance months of service left before the normal date of retirement, whichever is less;

(ii) All those who have completed not less than 30 years of service, will be eligible for a maximum of 60 (sixty) months salary/wage as compensation. This will be subject to the amount not exceeding the salary/wage for the balance period of service left (at the rate of monthly salary/wage at the time of voluntary retirement).

6. The compensation under VRS/VSS will be in addition to terminal benefits.

7. Employees of industrial cooperatives with Government equity participation and who are not members of the cooperative will also be covered under the VRS.

8. Budgetary support will be provided to the marginally profit or loss making enterprises and to the sick enterprises for implementing VRS only in case bank credit is not available. The funds would normally be made available at the beginning of the financial year. However, before seeking budgetary support in cases of unviable/sick PSUs other sources of funding should be fully explored such as asset securitization and bank loans against Government guarantee for funding VRS/VSS.

9. VRS will be applicable to the permanent employees, badli workers, work charged established and temporary workers but not to the casual workers. There will be no recruitment against vacancies arising due to VRS.

10. It will be the responsibility of the concerned administrative Ministry to assist those opting for VRS in getting loans from banks for pursuing gainful self employment.

11. NRF in its present form will cease to exist. The funds required for retraining/ rehabilitation of employees availing of VRS will be placed with the Department of Public Enterprises under arrangements to be evolved.

12. In implementing the VRS scheme, managements shall ensure that it is extended primarily to such employees whose services may be dispensed without detriment to the company. Care will be exercised to ensure that highly skilled and qualified workers and staff are not given the option. As there shall be no recruitment against vacancies arising due to VRS – it is important that the organization is not denuded of talent. The managements of the PSUs shall introduce the VRS with the approval of their Boards and the administrative Ministries.

13. The administrative Ministries/Departments are requested to bring the details of the Voluntary Retirement Scheme and the Voluntary Separation Scheme to the notice of the Public Enterprises under their administrative control and to ensure that PSEs implement the schemes strictly in accordance with the provision set out herein.

14. This O.M. supersedes O.M. No. 2(36)/86-BPE(WC) dated 5th October, 1988 and subsequent circulars issued on the subject.

(OM No. 2(32)/97-DPE(WC)GL-XXII dated the 5th May, 2000)



*****


Subject: Further modification in the revised Voluntary Retirement Scheme.


The Government have decided further to modify, with immediate effect, the Revised Voluntary Retirement Scheme for Central PSUs introduced vide this Department's O.M. of even number dated 5th May, 2000 as under:-

a) Ex-gratia payment in respect of employees on pay scales at 1.1.87 and 1.1.92 levels, computed on their existing pay scales in accordance with the extant scheme, shall be increased by 100% and 50% respectively.

b) The option of the Gujarat or the DHI pattern shall be available to the employees of marginally profit/loss making, as well as sick and unviable units.

c) Under the Gujarat pattern, the salary for VRS/VSS shall be calculated on the basis of 30 days in a month and not 26 days. Consequently, the method of calculation of ex-gratia for VRS and VSS shall be similar.

d) Once an employee avails himself of voluntary retirement from a PSU, he shall not be allowed to take up employment in another PSU. If he desires to do so, he shall have to return the VRS compensation received by him to the PSU concerned. Where the compensation was paid out of a Government grant, the PSU concerned shall remit the refunded amount to the Government. In case the PSU is already closed/merged, the VRS compensation shall be returned directly to the Government.

2. All other provisions of the DPE guidelines dated 5.5.2000 are to continue.

3. The clarifications given in the DPE's O.M. of even number dated 8th December, 2000 stand modified in consequence of the foregoing.

4. The employees, who have already been released by the PSUs before the date of issue of this O.M., shall not be covered under the modified scheme.

5. The administrative Ministries/Departments are required to bring the modified VRS/VSS to the notice of the public enterprises under their administrative control and ensure strict compliance with the provisions of the scheme.


(No.2(32)/97-DPE(WC)/GL-LVI dated the 6th November, 2001)

*****

Sub: Further modification in the revised Voluntary Retirement Scheme (VRS).

In continuation of modification vide OM No.2(32)/97-DPE(WC) dated 6.11.2001 in the revised Voluntary Retirement Scheme introduced for Central Public Sector Enterprises (CPSEs) vide this Department OM No.2(32)/97-DPE(WC) dated 5.5.2000, the Government have decided to further modify the scheme with immediate effect as under:

Payment of ex-gratia amount under Voluntary Retirement Scheme in respect of employees in CPSEs following Central Dearness Allowance (CDA) pattern of pay scales at 1.1.1986 level computed on their existing pay scales in accordance with the extant scheme of VRS shall be increased by 50%.

2. All other provisions of the DPE guidelines dated 5.5.2000 and 6.11.2001 shall continue to be operative.

3. The employees who have already been released by the CPSEs before the date of issue of this OM shall not be covered under this modified scheme.

4. The administrative Ministries/Departments are requested to bring the aforesaid modification in the VRS/VSS to the notice of the CPSEs under their administrative control and to ensure strict compliance with the provisions of the scheme.



(OM No.3(21)/01-DPE(WC)/GL-XII dated : 26th October 2004)

*****
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One Day Strike on 10-10-2011-by BSNL Joint Action Committee-inf. by Ashok Hindocha M-09426254999

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JJOIINT ACTIION COMMIITTEE OF ASSOCIIATIIONS / UNIIONS
OF BSNL EXECUTIIVES & NON--EXECUTIIVES
D--7,, Tellegraph Pllace,, Golle Market,, New Dellhii – 110 001..
JJAC/Ciircullar 27..09..2011
Organise
ONE DAY STRIKE ON 10TH OCTOBER 2011
Dearr Comrrades,,
The JJoiintt Acttiion Commiittttee off BSNL Associiattiions/Uniions off Executtiives and Non--Executtiives iin iitts
meettiing helld on 21st Septtember 2011 has deciided tto callll upon tthe workers tto organiise a One Day Sttriike
on 10th Octtober 2011.. IIn preparattiion ffor tthe sttriike a Massiive Fastt was organiised on 27th Septtember
2011..
The one day sttriike has been deciided agaiinstt tthe new attttacks on tthe exiisttiing riightts,, beneffiitts and ffaciilliittiies
off tthe workers as allso tto ensure tthatt tthe governmentt and tthe managementt ttakes suiittablle stteps tto
sttrengtthen BSNL and make ffiinanciialllly viiablle tto enablle iitt tto giive a betttterr serviice tto tthe peoplle..
The proposall tto iinttroduce Vollunttary Rettiirementt Scheme ((VRS)) tto rettrench aboutt one llakh workers iis
beiing ffiinalliised by tthe managementt and may be deciided iin tthe BSNL Board Meettiing schedulled tto be
helld on 29th Septtember.. IItt iis as per tthe recommendattiions off tthe Sam Piittroda Commiittttee and BRPSE
based on tthe neo--lliiberalliisattiion polliicy off tthe governmentt.. IIn order tto ffaciilliittatte diisiinvesttmentt
/priivattiisattiion,, tthe governmentt wantts tto reduce tthe number off sttaffff and hence tthe VRS/CRS..
IIn tthe name off ffiinanciiall crunch,, tthe managementt has now iissued orders ffreeziing LTC,, wiitthdrawiing tthe
mediicall allllowance and allso encashmentt off lleave att tthe ttiime off avaiilliing LTC.. Despiitte cllear governmentt
orders on tthe subjjectt,, 78..2 % IIDA ffiixattiion iis deniied tto tthe BSNL workers,, whiille tthe governmentt
emplloyees and otther PSUs have gott tthe same.. Bonus ((PLII)) was deniied llastt year and tthere iis no move tto
grantt tthe same iin tthiis year allso.. The ffesttiivall season iis ffastt approachiing and tthe workers are agiittatted
over tthe non--paymentt off PLII..
Despiitte severall assurances and agreementt att tthe ttiime off tthe 20th Apriill 2010 and 1--2 December 2010
sttriikes tthatt tthe IITS absorpttiion iissue wiillll be ffiinalliised,, tthe posiittiion remaiins tthe same wiitth tthe deputtattiion
off tthe IITS offffiicers conttiinuiing endllesslly,, adverselly affffecttiing tthe growtth and expansiion off tthe company..
Despiitte cllear DOP&T orders and courtt jjudgementts,, tthe iissue iis yett tto be settttlled / iimpllementted..
BSNL iis sufffferiing llong due tto tthe llack off equiipmentts and matteriialls whiich are off uttmostt necessiitty ffor
proviidiing new connecttiions and betttter maiinttenance.. The cancellllattiion off tthe GSM ttenders ffor 45 miilllliion
iin 2007 and 93 miilllliion iin 2010 as allso tthe dellay iin procuriing had devasttattiing effffectt on tthe markett share
off tthe PSU.. Otther matteriialls lliike cablles,, modems ettc.. are allso iin shortt supplly..
Butt tthe maiin reason ffor tthe presentt unviiablle siittuattiion iis maiinlly due tto tthe anttii--PSU and pro--priivatte
polliicy off tthe governmentt.. Callcullatted effffortt iis beiing made tto ffiinanciialllly weaken BSNL iin order tto jjusttiiffy
diisiinvesttmentt and priivattiisattiion.. Governmentt utttterlly ffaiilled tto ffulllly iimpllementt iitts commiittmentts giiven att
tthe ttiime off corporattiisattiion on ADC,, compensattiion ffor serviices iin lloss makiing areas,, lliicence ffee
reiimbursementt ettc.. by gradualllly wiitthdrawiing tthe same.. The governmentt usurped tthe enttiire cash
ballance off BSNL tthrough ‘‘Nottiionall lloan’’ off Rs..7500 crore,, 3G and BWA Specttrum charges off Rs.. 18,,500
crore ettc.. These wrong polliicy deciisiions have resulltted iin tthe presentt unhealltthy siittuattiion..
Allll tthe above iissues need tto be urgenttlly settttlled.. There iis no otther way tthan tto uniitte tthe workers and go
on susttaiined sttrugglle ffor tthe same.. IItt iis iin tthiis back ground tthatt tthe JJAC has deciided tto callll ffor a one day
sttriike on 10th Octtober and massiive ffastt on 27th Septtember iin preparattiion ffor tthe same..
The sttriike iis beiing organiised on tthe ffollllowiing llong pendiing and urgentt demands::
Demands::
1.. No VRS
2.. IImmediiatte paymentt off Bonus ((PLII))
3.. Resttorattiion off Mediicall Allllowance,, Leave encashmentt and LTC
4.. Concllusiion off tthe process off IITS absorpttiion
5.. 78..2% IIDA Fiixattiion..
6.. IImmediiatte Procurementt and supplly off equiipmentts iinclludiing GSM,, BB,, Modem,, Cablles,,
Transmiissiion,, MLLN equiipmentts ettc.. and iimpllementtattiion off iimporttantt busiiness projjectts lliike
ERP,, NGN and Transmiissiion NMS..
7.. Governmentt Polliicy rellatted iissues::
a)) Compensattiion ffor lloss makiing rurall serviices accordiing tto polliicy commiittmentts..
b)) Pensiion Conttriibuttiion tto DOT onlly on acttuall basiic pay iinsttead off maxiimum off tthe pay scalle..
c)) Reffund Rs..8313 crore paiid ttowards non--sttandard BWA specttrum band..
d)) Grantt off ffllexiibiilliitty iin sellecttiing ciirclles off choiice ffor 3G specttrum..
e)) Access Deffiiciitt Charges ((ADC)) shoulld be quanttiiffiied tthrough adequatte and appropriiatte
mechaniism and paiid tto BSNL..
ff)) Reiimbursementt off Liicence Fee tto BSNL as assured att tthe ttiime off corporattiisattiion..
g)) Reffund off Nottiionall Loan off Rs..7500 crore wiitth iintterestt collllectted by DOT ffrom BSNL..
h)) Diisconttiinue allll Tellecom Adviisory Commiittttee..
The JJAC calllls upon allll tthe workers tto ffulllly parttiiciipatte iin tthe One Day Sttriike makiing tthe managementt and
governmentt tto concede our jjusttiiffiied demands..
Wiitth Grreettiings,,
Yours Fratternalllly,,
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Wednesday, September 28, 2011

jethalala-dayabhabhi with Aajkaal Navaratri Mega Mahotsav.mp4 - YouTube

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jethalala-dayabhabhi with Aajkaal Navaratri Mega Mahotsav.mp4 - YouTube
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Mega Navratri Mahotsava-Vedio-inf. By Ashok Hindocha M-09426254999

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Tuesday, September 27, 2011

TRAI issues guildelines to stop spam calls, SMSes - India News - IBNLive-inf.by Ashok Hindocha M-09426254999

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TRAI issues guildelines to stop spam calls, SMSes - India News - IBNLive
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A R Rahman - Maa Tujhe Salaam - YouTube-inf. by Ashok Hindocha M-09426254999

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A R Rahman - Maa Tujhe Salaam - YouTube
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SHRINATHJI Bhajan JAI SHREENATJI :)-inf. by Ashok Hindocha M-0942654999

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jay Ganesh Jay Ganesh Deva-Navratri Special-inf. by Ashok Hindocha M-09426254999

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Circular.08 _27.09.2011.pdf (application/pdf Object)-www.bsnlnewsbyashokhindocha.blogspot.com M-09426254999

Circular.08 _27.09.2011.pdf (application/pdf Object)
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BSNL EMPLOYEES UNION
Recognised Union in BSNL
(Regiistered Under IIndiian Trade Uniion Act 1926.. Regn..No..4896)
CHQ:Dada Ghosh Bhawan,, Opp.. Shadiipur Bus Depot..,, New Dellhii – 110008
Emaiill: chqbsnlleu@siify..com,, websiite: bsnlleuchq..com
P.. Abhiimanyu Phone:: ((O)) 011--25705385
Generall Secrettary Fax :: 011-- 25894862
BSNLEU/102 ((Ciircullar No..08)) 27th Septtember,, 2011
To,,
Allll Ciirclle Secrettariies & Diisttriictt Secrettariies
Dear Comrade,,
The Jaiipur CEC
The tthree day Centtrall Executtiive Commiittttee meettiing off tthe BSNL Emplloyees Uniion,, was helld att JJaiipur ffrom
16th tto 18th Septtember,, 2011.. The venue off tthe CEC was RTTC audiittoriium,, Viishwa Karma IIndusttriiall Area,,
JJaiipur.. The recepttiion commiittttee,, under tthe lleadershiip off Com.. Mottiiram Chaudhary,, Ciirclle Secrettary,,
BSNLEU,, has made excellllentt arrangementts ffor tthe CEC..
IInaugurall Ceremony
The CEC gott kiick sttartted wiitth tthe ffllag hoiisttiing ceremony.. The Nattiionall Fllag was hoiistted by Com.. V..A..N..
Namboodiirii,, Allll IIndiia Presiidentt and tthe Uniion Fllag was hoiistted by Com.. P.. Abhiimanyu,, Generall Secrettary..
Fllorall ttriibuttes were paiid att tthe marttyr’’s collumn,, by tthe CEC memberrs.. Com.. Raviindra Shuklla,, Generall
Secrettary,, CIITU,, Rajjastthan Sttatte iinauguratted tthe CEC.. IIn hiis speech,, Com.. Shuklla viiviidlly descriibed tthe
presentt iintternattiionall siittuattiion and came down heaviilly on tthe anttii--peoplle polliiciies off tthe UPA IIII governmentt..
IIn tthe iinaugurall ceremony,, Com.. JJ.. Sampatth Rao,, CS,, AP,, who rettiired on 31st Augustt,, 2011 was ffelliiciittatted..
He was honoured by tthe CHQ by offfferiing a shawll and a mementto.. IImmediiattelly afftter tthe iinaugurattiion off tthe
CEC,, Com.. P.. Abhiimanyu,, Generall Secrettary presentted tthe reportt on acttiiviittiies.. He expllaiined tthe
iimpllementtattiion off tthe deciisiions off tthe llastt CEC meettiing helld att Chennaii.. Furtther,, he allso pllaced beffore tthe
house,, tthe iimporttantt iissues on whiich deciisiions were tto be ttaken.. Afftterr presenttattiion off tthe reportt by tthe
Generall Secrettary,, diiscussiion by tthe CEC members sttartted iin riightt earnestt..
Open sessiion
IIn tthe afftternoon off tthe ffiirstt day off tthe CEC,, tthe open sessiion ttook pllace,, ffor whiich tthe Rajjastthan Ciirclle uniion
had made a good mobiilliizattiion.. The open sessiion was addressed by Com.. Raviindra Shuklla,, Generall
Secrettary,, CIITU,, Rajjastthan Sttatte,, Shrii H..P.. Meena,, Sr..GM ((Fiinance)),, Rajjastthan Ciirclle,,
Com..P..V..A..N..Namboodiirii,, Presiidentt,, Com..P.. Abhiimanyu,, Generall Secrettarry,, Com.. P.. Asokababu,, Dy.. Generall
Secrettary,, Com.. Arun Niigam,, Ciirclle Presiidentt and Com.. Mottiiram Chaudhary,, Ciirclle Secrettary.. Afftter tthe open
sessiion,, tthere was a collourffull culltturall programme whiich was appreciiared by tthe CEC members..
On tthe morniing off tthe second day off tthe CEC meettiing,, iie..,, on 17th Septtember,,2011,, tthere was a sessiion on
tthe iissues off tthe casuall and conttractt workers.. Com..Swadesh Dev Roy,, Secrettary,,CIITU,, delliivered a speech on
tthe subjjectt and expllaiined iin dettaiill aboutt tthe probllems off tthese workers.. He allso shared hiis experiience off
organiiziing tthe casuall and conttractt workers iin otther PSUs.. Many members raiised questtiions on tthe iissue and
gott tthem cllariiffiied by Com Dev Roy.. The speech off Com..Dev Roy hellped tthe members off tthe CEC tto
understtand tthiis probllem iin iitt’’s ttottalliitty.. Afftter tthiis sessiion,, tthe CEC conttiinued iitt’’s diiscussiion on tthe agenda
iittems.. Afftter tthreadbare diiscussiions,, tthe JJaiipur CEC meettiing ttook some llandmark deciisiions.. The ffollllowiing
are tthe deciisiions::--
ii)) The CEC deciided tthatt a tthree day ffastt programme shoulld be observed w..e..ff.. 27..09..2011 att tthe
Corporatte Offffiice,, Ciirclle and Diisttriictt Levell on tthe ffollllowiing iissues:: --
((a)) Opposiing VRS
((b)) Demandiing PLII
((c)) Demandiing resttorattiion off Mediicall Allllowance,, LTC and Leave Encashmentt..
((d)) Demandiing tto acceptt uniion’’s demands ffor modiiffiicattiions tto NEPP..
((e)) IImmediiatte iimpllementtattiion off NE 12 payscalle..
Att tthe same ttiime tthe CEC allso diirectted tthe CHQ tto ttake effffortts ffor a uniitted acttiion by allll tthe uniions /
associiattiions.. ((Thiis programme sttands modiiffiied now,, accordiing tto tthe deciisiion off tthe JJAC..))
iiii)) The CEC diirectted tthe Ciirclle and Diisttriictt Uniions tto iimpllementt tthe Custtomer Delliightt Year more
viigorouslly..
iiiiii)) The CEC has deciided tto parttiiciipatte iin tthe callll off tthe “Nattiionall Conventtiion off Workers”,, helld att Dellhii
on 07..09..2011,, tto observe Sattyagraha / JJaiill bharo /Mass squattttiing ettc.. on 08..11..2011..
iiv)) The CEC has deciided tthatt our uniion shoulld viigorouslly conductt tthe siignatture campaiign and
parttiiciipatte iin tthe March tto Parlliiamentt on 25..11..2011 iin llarge numbers,, agaiinstt tthe Pensiion Fund
Regullattory and Devellopmentt Autthoriitty Biillll ((PFRDA))..
v)) IItt was deciided tthatt tthe callll off tthe Worlld Federattiion off Trade Uniions ((WFTU)),, tto observe
“IIntternattiionall Day off Acttiion” on 03..10..2011 shoulld be iimpllementted very effffecttiivelly.. ((CHQ wiillll
send a separatte ciircullar on tthiis..))
vii)) The CEC has diirectted tthe CHQ tto ttake effffortts ffor tthe iimpllementtattiion off a New Recogniittiion Rulle iin
BSNL,, based on Proporttiionatte Representtattiion.. The CEC has empowered tthe Centtrall Secrettariiatt tto
work outt otther dettaiills off tthe proposed rulle..
viiii)) As regards purchasiing a buiilldiing ffor tthe CHQ,, tthe CEC deciided tthatt tthe same shoulld be done
expediittiiouslly.. The CHQ has allso ffiixed addiittiionall quotta off donattiion ffor each ciirclle uniion.. Furtther,, tthe
CEC has fformed a seven member ttrustt ffor tthe purpose and iitt’’s name wiillll be “K..G.. Bose Memoriiall
Trustt..”
viiiiii)) The CEC has deciided tthatt tthe BSNL Casuall and Conttractt Workers Uniion shoulld be iimmediiattelly
fformed iin tthose ciirclles where iitt iis nott fformed so ffar.. The concerned ciirclle uniions off tthose ciirclles
shoulld underttake tthiis responsiibiilliitty..
iix)) The Andhra Pradesh Ciirclle uniion proposed tto hostt tthe nextt CEC,, whiich was acceptted unaniimouslly..
x)) The CEC deciided tthatt tthe nextt Allll IIndiia Confference woulld be conductted iin Punjjab,, iin tthe montth off
Septtember,, 2012..
Resollutiions
The JJaiipur CEC passed resolluttiions on tthe ffollllowiing iissues..
((1)) On reviiviing BSNL as a proffiitt makiing PSU..
((2)) Agaiinstt tthe wiitthdrawall off ffaciilliittiies and proposed VRS iin BSNL
((3)) Demandiing Bonus ((PLII)) ffor BSNL Emplloyees..
((4)) On IIntternattiionall Day off Acttiion..
((5)) On PFRDA ((Pensiion Fund Regullattiion and Devellopmentt Autthoriitty)) Biillll..
((6)) On Casuall and Conttractt Workers..
((7)) Agaiinstt tthe attttack on llefftt Trade Uniions,, Peasantts and Common peoplle off Westt Bengall..
((8)) On corrupttiion..
((9)) On uttiilliizattiion off Tellecom Facttoriies..
((10)) Thankiing tthe Recepttiion Commiittttee off tthe JJaiipur CEC..
“Observe IInternatiionall Day off actiion”-- A callll off the Worlld Federatiion off Trade Uniions..
Afftter tthe ffallll off tthe Soviiett Uniion,, tthe IImperiialliism and iitt’’s agenciies,, tthe IIMF,, Worlld Bank and tthe WTO,, have
tthrustted upon tthe worlld,, tthe Neo Liiberall Economiic Polliiciies.. These polliiciies have broughtt unttolld miiseriies tto
tthe workiing peoplle tthroughoutt tthe worlld.. Hard earned riightts off tthe workers are beiing ttramplled.. The riightt
tto fform ttrade uniion and tthe riightt tto collllecttiive bargaiiniing are beiing deniied.. Regullar workers are beiing
repllaced by conttractt workers.. These workers are beiing merciillesslly explloiitted.. Trade Uniion lleaders and
acttiiviistts are beiing murdered and maiimed.. However,, tthe workiing cllass worlld over iis heroiicalllly ffiighttiing back
agaiinstt tthe capiittalliistt explloiittattiion..
IItt was iin tthiis back ground tthatt tthe 16th Congress off tthe Worlld Federattiion off Trade Uniions ((WFTU)) was helld
att Atthens,, tthe capiittall off Greece.. Afftter tthe ffallll off tthe Soviiett Uniion,, tthe capiittalliistt cllass tthoughtt tthatt tthe WFTU
woulld meett iitt’’s natturall deatth.. However,, afftter iitt’’s llastt Congress att Havana,, tthe WFTU has emerged sttronger,,
botth organiizattiionalllly and iideollogiicalllly.. Today,, WFTU iis haviing affffiilliiattes iin 120 counttriies and iin allll tthe 5
conttiinentts.. IItt iis a viibrantt organiizattiion,, lleadiing tthe workiing cllass sttrugglles agaiinstt capiittalliistt explloiittattiion..
The 16th Congress off tthe WFTU has giiven callll tto observe 3rd Octtober,, 2011 as “IIntternattiionall Day off Acttiion”..
The iissues tto be hiighlliightted on tthe IIntternattiionall Day off Acttiion are as ffollllows::--
((1)) Governmentt ffunded Sociiall Securiitty ffor allll..
((2)) Riightt tto ttrade uniion and rriightt tto collllecttiive bargaiiniing..
((3)) Betttter wages ffor decentt lliiviing..
((4)) Workiing hours – 7 hours per day,, 35 hours per week and 5 days per week..
((5)) Solliidariitty wiitth tthe peoplle off Pallesttiine..
((6)) Freedom tto tthe Fiive Cubans,, who are iin tthe US priison ffor years on ffallse charges..
The WFTU has allso deciided tthatt tthe grand success off tthe 16th Worlld Trade Uniion Congress helld att Atthens iin
Apriill,, 2011 shoulld be beffiittttiinglly hiighlliightted duriing tthe “Acttiion Day” programme..
The CEC meeting held at Jaipur has called upon the Circle, District and Branches to effectively observe the
“Inter National Day of Action”. In such of those places where the programme is jointly organized by the
trade unions, our members can also join them. In other places our Circle/ District/ Branch unions shall
organize Special General Body meetings/ Gate meetings. The above mentioned issues should be
effectively explained in such meetings.
One Day Striike on 10tth October,, 2011
As has allready been iinttiimatted,, tthe JJoiintt Acttiion Commiittttee meettiing,, helld on 21st Septtember,, 2011,,
unaniimouslly deciided tto organiise One Day Sttriike on 10th Octtober,, 2011 on tthe ffollllowiing demands::--
Demands::
1.. No VRS
2.. IImmediiatte paymentt off Bonus ((PLII))
3.. Resttorattiion off Mediicall Allllowance,, Leave encashmentt and LTC
4.. IImmediiatte concllusiion off tthe process off IITS absorpttiion
5.. 78..2% IIDA Fiixattiion..
6.. IImmediiatte procurementt and supplly off equiipmentts iinclludiing GSM,, BB Modem,, Cablles,, Trans SMS,,
MLLN ettc.. and iimpllementtattiion off iimporttantt busiiness projjectts lliike ERP,, NGN and Transmiissiion
NMS..
7.. Governmentt Polliicy rellatted iissues::
a)) Compensattiion ffor lloss makiing rurall serviices accordiing tto polliicy commiittmentts..
b)) Pensiion Conttriibuttiion tto DOT onlly on acttuall basiic pay iinsttead off maxiimum off tthe pay scalle..
c)) Reffund Rs..8313 crore paiid ttowards non--sttandard BWA specttrum band..
d)) Grantt off ffllexiibiilliitty iin sellecttiing ciirclles off choiice ffor 3G Specttrum..
e)) Access Deffiiciitt Charges ((ADC)) shoulld be quanttiiffiied tthrough adequatte and appropriiatte
mechaniism and paiid tto BSNL..
ff)) Reiimbursementt off Liicence Fee tto BSNL as assured att tthe ttiime off corporattiisattiion..
g)) Reffund off ‘‘Nottiionall Loan’’ off Rs.. 7500 crore wiitth iintterestt collllectted by DOT ffrom BSNL..
h)) Diisconttiinue allll Tellecom Adviisory Commiittttees
Hence,, Ciirclle/Diisttriictt/Branch uniions are requestted tto coordiinatte wiitth tthe otther consttiittuentts off tthe JJAC and
effffecttiivelly organiise tthe sttriike.. The modell postter iis allready pllaced on tthe CHQ websiitte.. IItt can be ttransllatted
iintto vernacullar llanguages and diispllayed.. Take allll outt effffortts tto make tthe sttriike a resoundiing success..
BSNLEU ZIINDABAD
IINQUIILAB ZIINDABAD
Thankiing you,,
Yourrs ffrratterrnalllly
((P..Abhiimanyu))
GENERAL SECRETARY
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BSNL Employees Union...-inf. by Ashok Hindocha M-09426254999

BSNL Employees Union...
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The One day Mass Fast programme.pdf (application/pdf Object)-inf. by Ashok Hindocha M-09426254999

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The One day Mass Fast programme.pdf (application/pdf Object)
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One day Mass Fast programme observed very successfulllly
The One day Mass Fast programme, as called on by the JAC, is observed enthusiastically throughtout the country
today. Reports keep pouring from all parts of the country regarding the massive participation of the employees in
the fast programme. CHQ congratulates all the participants and also calls upon them to effectively organise for the
next phase of the programme i.e. one day strike on 10th October, 2011. Here are some of the views of the Mass
Fast programme observed today.
Belgaum (Karnataka)
Jalandhar (
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SANCHAR  NIGAM EXECUTIVES
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Business Line : Industry & Economy / Info-tech : BSNL staff to go on ‘mass fast' today-inf. by Ashok Hindocha

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Business Line : Industry & Economy / Info-tech : BSNL staff to go on ‘mass fast' today
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vrs brochure.pdf (application/pdf Object)-VRS Detail information by Ashok Hindocha M-09426254999-all are requested to study & send views -

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vrs brochure.pdf (application/pdf Object)
DOT and BSNL are keeping VRS high on their agenda and want to push thro as early as
possible. Source of funding is the cause for delay. But Trade Unions cannot organize
members for VRS.
The managements/ Ministries are doing this under the garb of reducing labour liabilitylabour
cost – thereby freeing themselves from the mounting losses occurring on account
of workforce.
BSNL Trade Unions are not the first unions facing VRS in India. The Central Unions
AITUC, CITU, INTUC, BMS, HMS and industrial federations like AIBEA have already
faced the brunt or heat of VRS. The hard fact is that they could not stop the scheme in
their industries and all their struggles had ended as mere protest movements. This does
not mean that we should not oppose VRS or struggle against the same. We are not
diminishing the struggles and sacrifices of those Unions.. BSNL Trade Unions should
take these experiences into account before deciding their strategy to face the onslaught of
VRS. What we try to convey here is ‘mere touch and go struggles’ would not suffice and
serve any purpose.
We come to know from the survey of PSUs that 3.5 lakh employees of various PSUs and
PSBs have given their consent and gone on VRS. The surveys conducted amongst the
optees are tale telling and most of them are not economically in the safe zone after VRS.
Even after knowing all these, if BSNL employees opt on their own volition, then it is up
to them to course their destiny, TUs have no say on that.
3
BSNL management has started inviting unions to discuss significant issues- VRS issue
gained that much significance. Management may try their level best to convince the
unions and seek either direct cooperation or tacit support for the scheme. Some unions
may think on the lines of higher compensation. But unions like NFTE or BSNLEU
cannot say simply “Yes Sir” for the proposals. In turn they may send messages to the
management that we are opposing/ strongly opposing. But it is our bounden duty to
convince one and all that why we oppose VRS.
Simply terming VRS as retrenchment would not stand, as the judicial pronouncements/
verdicts are not supporting that contention on the basis of ID Act. Though BSNL is
claiming that we are not targeting any section, the reality is different. The two major
sections TMs and OTBP BCR SrToAs are targeted. Out of 71000 TMs (above 45 years)
41000 are targeted. Similarly out of 46000 OTBP BCR wallahs 24000 targeted. Out of
the aimed 1 lakh, 92000 are targeted from the non-executives side only. Even the
executives prefer more applications above the targeted 8000, management may not
approve on the basis of their ‘man power inventory’ projected for the POST VRS Period.
One lakh VRS means that they are going to abolish 1 lakh posts. This may be another
cause of irritant affecting certain post based promotions. Another area of concern is debt.
DOT/MOF would not be in a position to give budgetary support and they may advise
BSNL to explore possibilities of bank loans or credits from market on the basis of Govt
guarantee or LOC. For the sent MTNL proposal, the same advice was given. It is difficult
to convince MOF/ Cabinet to get interest free govt loans. There are certain criteria for
budgetary support
• The CPSEs are still loss making under the definition given in SICA and DPE
resolution dt 6-12-04
• The CPSEs are unable to pay salary due to their poor financial condition
• The revival / closure plan is pending consideration of Govt / BIFR approval based
on the recommendations of BRPSE.
4
BSNL is not a PSU referred to BIFR. So BSNL has no other go except to get bank loan
or use its internal savings if any left in the banks for settling ex- gratia.
The most crucial aspect is ‘Post VRS’ situation. After the exercise of VRS, the
employees remain in the BSNL would face immense hardships immediately after the
optees retired. There will be chaos in the industry in its day to day activities. Unmindful
transfer orders will be issued to balance urban rural mix and to balance business verticals.
For no cause of them, and just because tying their destiny with BSNL, they should not be
put into ordeal. Trade unions are going to function for them only. VRS retirees may have
option to join pensioners’ association or can form cooperatives to do the outsourced job
of (their erstwhile job) BSNL. What are we going to demand for the employees who are
going to remain in the industry? Is it not our duty to safeguard their interest?
Management has already recorded that BSNLTUs are vehemently opposing VRS. Even
after knowing this, and setting aside our forth coming struggles against VRS,
management may enter in the VRS venture by quoting attractive invitation. If enough
applications are not received then management has no option except to give-up the
scheme. If applicants are more and number of optees as expected, then VRS may end up
as a contract between Corporation and the concerned employee. As per the legal parlance
also it is a contract only.
So in the context of VRS, we should ponder Post VRS Period and should demand the
following to reassure our members that TUs are firm in their action to back them.
• Restore all Cuts-MRS, LTC etc
• Non PLI Minimum Bonus even if no profit
• Restoration of 5 days week
• Immediate fixation on 78.2
Summing Up:
• Trade Unions cannot organize members for VRS
5
• VRS is not a new phenomenon for Indian Trade Unions. BSNL TUs should take
into account the experiences of different industries. Reality check is the need of
the hour
• If VRS is announced setting aside our Views, TUs should not hesitate to
concentrate and discuss POST VRS Situation taking cue from VRS Orders
• Protecting the remaining employees should be the foremost job
• Demands like restoration of Cuts, 5 days week, 78.2 fixation, minimum bonus
should found a place in the context of VRS
21-9-11
6
Why We Oppose Disinvestment and VRS?
Some Points to Ponder
• PSU wealth belongs to Nation and no part of it should rest in the hands of any
individual in the name of shareholder
• IPO/Disinvestment is nothing but privatization thro backdoor- it is creeping
privatization
• More over, as per the current policy Govt has taken a tough position that PSUs
earning net profit in the preceding 3 consecutive years alone should be
disinvested. BSNL is not falling in that category
• Govt has not fixed any target and fixing 30% target in the name of Pitroda is
overdoing
• As per the present policy of disinvestment, the proceeds are to be channelised
only to NIF not to the company-BSNL. -only to plug the gaps in the budget not
for the growth of BSNL
• The so called advantages that are advocated like viability, better productivity,
personal wealth to employees , improving management performance, pressure to
increase growth rate are highly fictitious on taking into account the experiences of
MTNL and other disinvested PSUs
• Experience hitherto is that disinvestment acts more as a fiscal tool rather than a
tool for efficiency
• The question of liquidity also finds no currency as shares of listed PSUs are not
actively traded- Analysis of IPO performances over last 5 years shows that putting
money in fixed deposits would have given better returns
• In the backdrop of economic recession 100% Govt PSUs are only providing
formidable base to the industrial growth and economic prosperity of the country
as a whole
7
• As stake holders we strongly feel that the interests of the workers are better
safeguarded only in 100% Govt company
• CAG has categorically advised that no disinvestment in any PSU before ensuring
clear title deeds in possession or removing encumbrances on the land and
buildings in order to state the asset values proper. BSNL is yet to get its title
deeds from DOT
• The best way, if any urgency felt, for BSNL is allowing it to raise capital directly
from the markets without shedding 100% Govt equity. If money is raised in that
way, BSNL gets capital for growth and investment.
VRS
• VRS is nothing but a exit policy- a selective procedure of downsizing thro golden
hand shake
• Provision for VR is already there for any employee in 37A 11A
• Management is also vested with a draconian right vide CDA rules to retire any
employee even at the age of 55 years
• The question of work force redundant due to technological modernization is not
here because telecom becomes more and more FMCG industry
• Even CAG report is appreciating the staff telephone ratio which is considerably
reduced. The productivity factor has been improving YOY
• Comparison of private telcos is unethical. They failed to give employment as per
their growth rate- They push jobless growth only
• If VRS is forced in BSNL, then the company has to face all sorts of operational
constraints/ post VRS efficiency issues-
• As per DPE guidelines BSNL will not get any budgetary support to meet VRS
expenses – adding fuel to our financial injury
• The power to roll back the retirement age to 58 is also not in the hands of DOT
and now vested with cabinet – More over the trend all over the world is increasing
retirement age only
• We find no genuine reasons in BSNL to bring a VR scheme
4-9-10
8
CPM: Review of the Work on the Trade Union Front And Immediate Tasks
(Adopted by the Central Committee at its meeting -- November 22-24, 2002)
VRS Scheme -- A New Device of Retrenchment
With an avowed objective to reduce the workforce in various enterprises,
Voluntary Retirement Schemes are being introduced in several industries in the
public and the private sector. It is a part and parcel of the cost cutting exercise
by industrial undertakings in the name of competitive environment under
liberalisation. At times the managements offer “liberal” packages, which
ultimately result in savings in their operating costs. It has been observed that
some of our leading activists have also fallen prey to such schemes, which
creates frustration among the employees.
Trade unions should oppose VRS plans which are purely retrenchment
schemes. However, despite the stand and campaign of the unions, if individual
employees avail of the scheme, they cannot be prevented by the unions.
Whenever managements resort to coercive methods to get employees to accept
VRS, then the union will have to take steps against such methods.
9
Rajya Sabha Committee 221 Report (ATR On 216)
Recommendations/Observations
11. The Committee finds that VRS is being implemented not only by the sick and loss
making PSEs but also by the profit making PSEs in order to rationalise and reduce their
manpower in the hope that it will turn around the PSE or further increase its profits
substantially. But neither the concerned PSE nor the Government i.e. the Ministry of
Labour and Employment, Department of Public Enterprises or the Ministry under whose
jurisdiction the concerned PSE falls bother for the future of the employee opting for VRS
or in many cases are forced to opt for VRS because after some time for various reasons
the money received by optees is finished and no source for living is left with them. They
are forced to live a pathetic life with all sorts of miseries. To avoid this Counselling,
Retraining and Redeployment (CRR) scheme assumes importance. The Committee
desires that more and more employees of PSEs should be retained and their redeployment
should be ensured in other PSEs as per their demand because skilled manpower is very
much in demand. VRS should be the last option. The Committee also desires that a
survey may be conducted to know the condition of VRS optees of various PSEs and
welfare measures are extended to them.
Action Taken Note
VRS policy aims at rationalization of workforce in both sick and loss making as well as
profit making CPSEs. As per VRS policy, separated employees of CPSEs are not entitled
for re-deployment in any other CPSE. To overcome the hardship / sufferings of VRS
optees, as a social safety measure, the Scheme of Counselling, Retraining and
Redeployment (CRR) is being implemented by DPE from 2001-2002. Under this
Scheme, separated employees of CPSEs opting VRS are imparted short duration training
to upgrade their skill/expertise which, in turn, would enable them to take up, mainly,
selfemployment activities. Redeployment of trained VRS optees, in the first place,
depends on willingness of the trained VRS optees towards redeployment. From 2001-02
to 2009-10, in all 1,54,828 VRS optees have been imparted training and 69,484 have
been redeployed so far under CRR Scheme. Advice of the Committee has been noted.
10
CAG Report No. 9 of 2006
64
2.18 EXIT POLICY
In order to have a staff to line ratio comparable with industry standards, the
Company needed to identify surplus staff and take measures to downsize their
workforce with the help of a proper exit policy. This would have enabled the
Company to bring down the cost of operations and face competition squarely.
At the time of corporatisation, the Company had set itself a target of bringing
down the staff to line ratio from 12.7 in 2001 to 6 per 1,000 by 2005. Audit observed
that the staff to line ratio had come down to 7.2 in March 2005. However, this
fall in staff to line ratio was mainly due to the exponential growth in cellular and
WLL connections by 110.75 lakh subscribers and approximately 8,000 retirements per
annum, rather than through an effective exit policy.
While developing options for the Company to achieve the targeted staff to line
ratio, KPMG had recommended three options, viz., freezing recruitment, exit from noncore
businesses and a targeted voluntary retirement scheme (VRS).
With regard to freezing of recruitment, KPMG had opined that it could result in
skill gaps, warranting redeployment of existing staff in large numbers.
Considering the age and skill profile in the Company, they declared this option as
undesirable.
2.18.1 Surplus staff not properly identified. As would be seen from Appendix XVIII,
which shows the persons-in-position in different groups in the Company, as of
March 2005, there were 2.33 lakh employees in Group ‘C’ as compared to6,947, 51,242
and 48,791 in Groups ‘A’,‘B’ and ‘D’, respectively. While Group ‘A’ and ‘B’ categories
of employees were faced with skill gaps and required further recruitment, it was basically
the Group‘C’ and to a lesser extent the Group ‘D’cadres, which needed to be downsized.
11
The Telecom Office Assistant (TOA) cadre in Group ‘C’ had already been declared
(November 2003) a wasting cadre by the Company due to computerization of various
activities in the offices. Faced with such a situation,the Company needed to review the
manpower deployed in different wings,especially in the fixed line business, to identify
the surplus staff, initiate action for their redeployment and to plan their exit after
exhausting the options of their effective redeployment by imparting necessary training.
As a third option, KPMG had recommended a targeted Voluntary Retirement
Scheme (VRS) for downsizing manpower. A targeted VRS would identify a
particular group of employees who could be urged to accept the scheme. The
Management Committee approved (October 2004) a VRS for consideration of the
Board. The scheme envisaged voluntary retirement for Group ‘C’ and ‘D’
employees of 55 years of age and above. A rough estimate of surplus manpower
in the Group ‘C’ and ‘D’ cadres, totaling around 20,000, as proposed by KPMG
was considered, while drafting the VRS. This was an open-ended scheme without
any target regarding the number of employees to be covered. Audit observed that
the National Council i.e. the committee of members from the staff side and the
Management, decided (February 2005) to withdraw the scheme due to opposition
from the staff side.
12
In the yard of Courts
Sc 2003 A K bindol vs Union of India
“After the amount is paid and the employee ceases to the in the employment of the
management, he leaves with all his rights and there is no question of agitating for any
kind of his past rights with his erstwhile employer as it would frustrate the entire prupose
of VRS
SC
Once an employee opts to retire voluntarily, in terms of the contract, he cannot raise a
claim for higher salary as revised for employees with retrospective effect unless by
reason of a statute he becomes entitled there to
FC1 case clause 2006
“Once an employee submits his application for VRS under this scheme to the authority, it
shall be treated as final and it is not open to the employee to withdraw the same. The
competent authority with in notice period (3 months) shall take a decision to accept or
reject the request and shall communicate the same to the official”.
SCC 2003 CMD AP SIDC Ltd vs varaprasad
“When the employees opted for VRS on their own, without any compulsion knowing
fully well about the scheme, guidelines and circulars governing the scheme it has not
open to them t make any claim contrary to the terms accepted”.
“VRS is a matter of contract between company and the employees and it was not for the
court to rewrite the terms of the contract which had been arrived at by the contracting
parties”
13
A PAPER FOR DISCUSSION ON VRS
a) Why we Oppose VRS?
b) Why Individual Opt VRS?
c) Employer objectives
d) Can TUs Place Counter Offense?
WHY TRADE UNIONS OPPOSE VRS?
1. No trade union can accept VRS in principle
2. It is soft retrenchment by way of alluring employees.
3. Employees are sent out again to unemployed area.
4. VRS posts can’t be kept vacant; it is once for all abolished affecting future
employment…a Recruitment freezing arrangement..
5. Post VRS period chaos would be in the industry- service will be greatly
affected.
6. Post VRS- Retained employees will be put in to greater hardships like
workload, unnecessary transfers etc.. There will not be any compensation for
those who are going to serve continuously in the company.
7. Post based promotions will get reduced and affected.
8. VRS is the option given only during the time of privatization- Bringing the
same now is against 37A and cabinet assurances.
9. VRS is against the culture of Industrial Relations as it is straightly addressing to
the individuals bypassing unions/ recognized union.
10. BSNL Board alone can’t decide VRS as DOT is involved relating to pension-
DOT’s specific approval ensuring acceptance of enhanced pension expenditure
due to VRS is needed. The enhanced pension liability should be fully owned by
DOT.
14
11. For VRS compensation BSNL should seek Bank loan and thereby entering into
debt trap- unnecessary burden to the already sluggish financial downturn
12. It is against the contract between employers and employee making him to leave
the job prematurely at the initiative of the employer. It is de-industrialization –
that is unemployment of ‘hitherto employed’
13. 11A provision is already there in 37A for those individuals willing to go on
VRS. This is Voluntary in real sense because it is employee initiative
14. 55iib draconian provision is already there to send an employee after 55 by
giving 3 months notice, a way of CRS
15. Staff telephone ratio is well reduced from 110/1000 DELs to 3/1000 DELs in 15
years. Comparing private sector is awful / harmful.
16. It is detrimental to the growth and competitive nature of the company.
17. In order to avoid legal difficulties 25 N (retrenching some categories) and 25 O
(Closure of unviable units) of ID Act 1947, notice to government, employer
design VRS.
18. It may cause brain drain thereby affecting customer service, technical know
how-denuding of talent inevitable- sending out skilled manpower through VRS
will not help the industry to face stiff competition.
19. Once VRS is announced it is beyond the control of Trade Unions to stop
individual employees opting VRS
20. VRS optees can’t be permitted to seek job in other PSUs.
21. VRS is setting way to disinvestment.
22. VRS will lead to more outsourcing and contracts- closing permanent posts and
replacing staff by low paid contract labourers.
Why individual opt VRS?
1. Fear of uncertain future
2. Emerging in to safe “DOT pension regime”
3. Pressing financial needs and getting lump-sum compensation
15
4. Job nature dissatisfaction
5. Sickness / ill health
6. Dream of entering in to business/ some other lucrative jobs
7. Women employees for domestic responsibilities
8. Inherent and expecting fair returns
VRS employer objectives
1. To rationalize manpower in line with the current business scenario, shedding
surplus
2. Removing old unnecessary skill set- a way of job enrichment
3. To cut down cost and remain competitive in business
CAN TRAE UNIONS HAVE STRATEGY TO PLACE COUNTER
DEMANDS TO MAKE VRS LESS CHARM CLAIMING
COMPENSATION FOR THE EMPLOYEES RETAINED ‘IN THE POST VRS
PERIOD’?
1. 78.2 merger with full arrears
2. 5 days week
3. All the VRS posts should be utilized for appointments of CGA/Qualified
Wards having skill sets
4. Periodicity of 5 years wage settlement
5. SC/ST reservation in NEPP and 5 years qualifying service in NEPP
6. Pension option to C/L regularized in BSNL on or after 01.10.2000 and full
pension
11-4-2011
16
VRS: A Deceptive Golden Handshake Sanjay K Mishra
Disinvestment, rationalisation and VRS continue to be the key words
to describe PSUs, India's industrial back bone. The sector has seen
mass revolts, workers resorting to agitation to safe-guard their
interests.
The Voluntary Retirement Scheme (VRS) is a modified variant of the policy of
retrenchment, a handy tool to downsize the work force, a buzzword in the corporate
world. That the workforce needs periodic pruning to keep the company competitive and
profitable, goes as an uncontested axiom among corporate big wigs. When cost cutting
exercises are undertaken, the vulnerable workers get the axe. The corporate world would
have loved a hire-and-fire policy without any legal or compensation hassles but the
organised strength of the workers is proving a major deterrent, making it difficult to give
the go-by to procedures which ensure their safety against arbitrary retrenchment.
With the VRS, the workers themselves opt to quit their job in exchange for a lump sum
amount of money, and in India, both private and public sectors have taken to VRS in a
big way to reduce their workforce. Public Sector Undertakings have shed about 2.18 1akh
workers upto May 1998, incurring Rs 4,000 crore as expenditure, of which Rs 2, 040
crore was released by the National Renewal Fund (NRF) to fund the retirement of
1.181akh workers, while the remaining 1lakh workers were funded through the internal
resources of public sector units. Many more loss-making and blue chip PSUs are ready
with voluntary retirement schemes.
VRS in the PSUs - How Voluntary is it?
The Steel Authority of India (SAIL), has one of the most ambitious schemes to reduce the
staff strength by almost 60,000 people, including 5,000 executives, within five to six
years, by laying off about 10,000 people per annum. In an earlier VRS offer during the
1980s, SAIL had retrenched about 30,000 workers. In a VRS scheme between March and
April 1998, 5,500 workers in SAIL accepted the offer.
Trade unions of SAIL want downsizing plans and VRS to be stopped as they feel that the
management is trying to shift the blame for its ineptness onto the employees. A section of
employees, on the other hand, is demanding VRS offer benefits at par with the offer
made by their competitor, Tata Steel.
The Department of Heavy Industries too has floated a Voluntary Retirement Scheme for
units on the verge of closure and where the workforce is being trimmed for restructuring.
The Heavy industry Secretary, P. Shankar, conveyed the Government's perspective
squarely when he said that the main problem with disinvestment in the public sector was
its huge workforce. 'The Government had worked out a voluntary retirement scheme for
around 20,000 to 30,000 workers of the public sector units proposed for disinvestment,'
said Shankar in December 1998.
17
The Bad Faith and Bad Economics of the Golden Handshake
In another major development in October 1998, the Central Cabinet approved a proposal
to shut down eight industries which were declared unviable by BIFR and the
disinvestment commission, and approved VRS for 11,000 workers employed in these
industries. These units are: the Mining and Allied Machinery Corporation, Cycle
Corporation of India, National Instrumentation Ltd., Weighburd India, Rehabilitation
Industries Corporation, Tanneries and Footwear Corporation, Bharat Opthalmic Glass
Ltd., and National Bicycle Corporation which were declared unviable by BIFR and the
disinvestment commission. The VRS in these cases, was used to take on the liabilities of
a company before putting it on sale. The government's decision to close down these units
became a major rallying point for the central trade unions, who reacted swiftly against
this decision. Gurudas Das Gupta pointed out during a parliamentary debate that while
the money involved in VRS in these units was Rs 517 crore, their revival would cost Rs
400 crore. 'This is bad economics,' he quipped.
The central trade unions said that since the cost of the VRS is higher than the estimated
cost of reviving the units, priority should be given to revive the units and save jobs. Even
simple economics suggests this course of action, they asserted. Tapan Sen of CITU cited
the example of Mining and Allied Machinery Corporation, which has a workforce of
5,000 workers, the highest among the eight units. There has been no wage revision in this
company for the last 12 years. 'Even at the unrevised scales, the government will end up
paying a lot more for VRS than the cost of reviving it. Under a West Bengal Government
scheme, the revival cost has been estimated at Rs 114 crores,' informed Sen.
Weighburd India, he says, could be revived at the cost of Rs 3.2 crore while the cost of
VRS was in the region of Rs 15-20 crore. The revival scheme of Bharat Opthalmic would
cost Rs 20 crore while the Government agreed to pay Rs 25 crore for the VRS, added
Sen.
Many PSUs wanting to retrench their workers are handicapped due to the lack of funds
and government support to offer VRS to their workers. The reported lack of funds made
HMT Ltd. devise a 'special VRS' for its lamp division workers. The proposal said that
those who opted for it can remain at home with half their pay until such time as the unit
receives its due from the NRF and would be considered as having retired voluntarily.
However, several companies shied away from a joint venture proposal with the lamp
division because of its 530 strong workforce.
Hindustan Copper Ltd. (HCL), which has earmarked 3,000 of its workforce as surplus, is
stranded with the VRS scheme due to lack of funds thereby rendering 500 workers idle,
at its closed Masobani mine, where it could offer VRS to 1500 workers out of the total
strength of 2, 000 workers. Until 1997-98, the total outflow for VRS was Rs 116.57
crore, while it received only Rs 78.73 crore from the government.
Incentives to Opt for VRS
A major issue of discussion in 1998 among policy makers was how to make VRS more
acceptable. They realised that to further downsize the PSU workforce, the incentive for
18
retirement needed more frills. In a recent announcement, the Union Industry Minister,
Sikander Bakht, put forward a proposal for the provision of forty- five days wages for
every completed year of service or the balance year of service, whichever is less. The
proposal further adds that those who have completed thirty years of service would also be
eligible for a maximum of sixty months or five years of salary as compensation. The
trade unions criticised the proposal as being inadequate, and termed the new changes as
cosmetic ones. The provision of about sixty days wages instead of forty- five days, for
those who have completed thirty years of continuous service would cover far less than
five per cent of the total workforce, the unions point out. A majority of the workforce, the
unions say, have completed only fifteen to twenty years of service which entitles them to
forty-five days' wages for every year of service and that too, only after the completion of
a minimum of ten years of service. Raja Kulkarni, president, National Federation of
Petroleum Workers, says, 'the VRS announced by the government is a modern pattern of
retrenchment and is going to be accepted only by employees working in hazardous
industries like those of chemicals, drugs and fertilisers.' A section of the trade unions
demanded that the public sector VRS be made comparable with the private sector ones.
H. N. Trivedi, president of the Indian National Cement Workers Union, says, 'when
private firms are offering three to four months of salary for every completed year of
service, the government should also match the private firms' offer to certain degree. Now,
the government has to negotiate with the respective unions for collective bargaining to
ascertain the upper limit of payments.' These two unions are affiliated to INTUC, which
generally supports the sale of PSUs and has accepted the broad strategy of VRS.
Trade Unions in a Dilemma
The private sector has used VRS to the hilt to circumvent labour laws, which ensures
protection against retrenchment of workforce. The Public Sector Units which have
adopted this path were also fairly successful. The trade union response to VRS reflects
the dilemma facing them regarding this issue. Although most of the central trade unions
are unequivocal in their opposition to disinvestment and closure and are opposed to
trimming the workforce through VRS, the trade unions' tendency to analyse the issue
only in the above terms and not making VRS and downsizing an issue of negotiation,
needs critical appraisal. The fact is that, for whatever reasons, in the last six years, about
two lakh PSU workers have gone for VRS. The PSUs therefore seem to have been
successful in circumventing the negotiating authority of trade unions and can deal with
the issue at the individual level, between the management and the worker. In such a
situation, the demand for bringing the policy of downsizing and the VRS under the
purview of trade union negotiations, becomes all the more important. In fact, the tenpoint
charter of demands put forward by the Central Public Sector Trade Unions
(CPSTU), on which a year-long campaign of public sector workers was based, was
devoid of this aspect. This should not be misunderstood as equivalent to supporting VRS
and closure, as the opposition to these policies can continue without abdicating any space
for negotiation.( Labour File Article)
19
VRS: Views of Government Business Portal
In the present globalised scenario, right sizing of the manpower employed in an
organisation has become an important management strategy in order to meet the
increased competition. The voluntary retirement scheme(VRS) is the most humane
technique to provide overall reduction in the existing strength of the employees. It is a
technique used by companies for trimming the workforce employed in the industrial unit.
It is now a commonly method used to dispense off the excess manpower and thus
improve the performance of the organisation. It is a generous,tax-free severance payment
to persuade the employees to voluntarily retire from the company. It is also known as
'Golden Handshake' as it is the golden route to retrenchment.
In India, the Industrial Disputes Act,1947 puts restrictions on employers in the matter of
reducing excess staff by retrenchment, by closures of establishment and the retrenchment
process involved lot of legalities and complex procedures. Also, any plans of
retrenchment and reduction of staff and workforce are subjected to strong opposition by
trade unions. Hence, VRS was introduced as an alternative legal solution to solve this
problem. It allowed employers including those in the government undertakings, to offer
voluntary retirement schemes to off-load the surplus manpower and no pressure is put on
any employee to exit. The voluntary retirement schemes were also not subjected to not
vehement opposition by the Unions, because the very nature of its being voluntary and
not using any compulsion. It was introduced in both the public and private sectors. Public
sector undertakings, however, have to obtain prior approval of the government before
offering and implementing the VRS.
A business firm may opt for a voluntary retirement scheme under the following
circumstances:-
Due to recession in the business.
Due to intense competition, the establishment becomes unviable unless downsizing is
resorted to.
Due to joint-ventures with foreign collaborations.
Due to takeovers and mergers.
Due to obsolescences of Product/Technology.
Though the eligibility criteria for VRS varies from company to company, but usually,
employees who have attained 40 years of age or completed 10 years of service are
eligible for voluntary retirement.The scheme applies to all employees including workers
and executives, except the directors of a company. The employee who opts for voluntary
retirement is entitled to get forty five days emoluments for each completed year of
service or monthly emoluments at the time of retirement multiplied by the remaining
months of service before the normal date of service,whichever is less. Along with these
benefits, the employees also get their provident fund and gratuity dues. Compensation
received at the time of voluntary retirement is exempt from tax under section 10 (10C) of
20
the Income Tax Act, 1961 upto the prescribed amount upon fulfilling certain stipulated
conditions. However,the retiring employee should not be employed in another company
or concern belonging to the same management.
The companies can frame different schemes of voluntary retirement for different classes
of their employees. However, these schemes have to conform to the guidelines prescribed
inrule 2BA of the Income-tax Rules. The guidelines for the purposes of section 10( 10C ) of the
Income-tax Act have been laid down in the rule 2BA of the Income-tax Rules. The guidelines
provide that the scheme of voluntary retirement framed by a company should be in
accordance with the following requirements, namely :
It applies to an employee of the company who has completed ten years of service or
completed 40 years of age
It applies to all employees (by whatever name called), including workers and executives
of the company excepting Directors of the company
The scheme of voluntary retirement has been drawn to result in overall reduction in the
existing strength of the employees of the company
The vacancy caused by voluntary retirement is not to be filled up, nor the retiring
employee is to be employed in another company or concern belonging to the same
management
The amount receivable on account of voluntary retirement of the employees, does not
exceed the amount equivalent to one and one-half months salary for each completed year
of service or monthly emoluments at the time of retirement multiplied by the balance
months of service left before the date of his retirement on superannuation. In any case,
the amount should not exceed rupees five lakhs in case of each employee, and
The employee has not availed in the past the benefit of any other voluntary retirement
scheme.
Some companies offers very attractive package of benefits to the employees who opt for
VRS. For example, the VRS scheme may also include providing counselling to
employees about their future;managing of funds received under the scheme; offering
rehabilitation facilities to them,etc.
A company may make the following announcements while implementing a
voluntary retirement scheme:-
The reasons behind downsizing the organisation.
The eligibility criteria for voluntary retirement scheme.
The age limit and the minimum service period of employees who can apply for the
scheme.
The benefits that are offered to the employees who offer to retire voluntarily.
The rights of the employer to accept or reject any application for voluntary retirement.
The date up to which the scheme is open.
The income tax benefits and income tax incidence related to the scheme.
It should also indicate that the employees who opt for voluntary retirement and accept the
benefits under such scheme shall not be eligible in future for employment in the
organisation.
Voluntary Retirement Schemes have been legally found to be giving no problem to
employers, employees and their unions. But, the retrenchment plans of an organization
must be compatible to its strategic plans. Its procedure and reasons for introduction must
be discussed with all management staff including top management. One need to identify
departments or employees to whom VRS is applicable and thereby formulate its terms
21
and conditions and also state the benefits that would be available to those who took VRS.
Such information should be made available to every employee of the organization,
mentioning the period during which the scheme will be open. Also,existing employees
might face insecurity because of fear of losing their job too. One of the possible
drawback of the VRS is that the efficient employees would leave the company while the
inefficient may stay back. Thus it is the /responsibility of the employer to motivate them
and remove their apprehensions and fears
22
Any Chance of weight age for 55 ii C
Director HRD, shri A K Garg has been discussing with Prime Unions on the issue of
implementing strictly some of the provisions of CDA Rules 2006. We have yet to get any
Official minutes regarding that discussions.
One of the issues that found surface during the discussion was 55 ii c.
“An Employee may also at any time after completion the age of 55 years voluntarily
retire by giving 3 months notice to the company.”
All along in our deliberations, the concern was very much on 55 ii b. we paid scant
attention on 55 ii c. we do not know at what level the power is vested with to invoke 55 ii
b to retire an employee on attaining the age of 55 and we do not know who is the
authority to review and revoke that decision.
But 55ii c is an enabled provision for an individual to go on VR on attaining the age of 55
years. There is no extra weight age for getting this pre matured retirement. Now HRD is
mooting the idea of offering some sort of weight age up to 5 years for pension and other
retirement benefits.As a matter of the fact, the offer is difficult to get implemented as it
needs cumbersome procedures at various levels .
We can proudly claim that it is only because of our massive struggle barring BSNLEU,
we can able to achieve 37A amendment , having specific assurances to the BSNL
absorbed employees, guaranteeing Govt pension from the consolidated fund of India.
Initially 37A did not have any VR provision. That provision was later inserted by
introducing sub clause 11A.
“A permanent Government Servant absorbed in a PSU or temporary/ quasi
permanent Government Servant who has been confirmed in PSU subsequent to his
absorption therein, shall be eligible to seek voluntary retirement after completing 10
years of qualifying service with the Government and the PSU taken together, and he
or she shall be for pro rata pensionary benefits on the basis of combined qualifying
service”
On seeing this insertion, Com O P Gupta on behalf of NFTE started objecting the
discrimination showing to us quoting Pension Rules 48A and 48B.
48A 1 “ At any time after a Government servant has completed 20 years qualifying
service, he may, by giving notice of not less than 3 months, in writing to the
appointing authority, retire from service”
48B 1 “ The qualifying as on the date of intended retirement of the Government
servant retiring under Rule 48A… with or without permission shall be increased by
the period not exceeding 5 years, subject to the condition that the total qualifying
service rendered by the Government servant does not in any case exceed 33 years
and it does not take him beyond the date of superannuation”
Unfortunately both our management BSNL and Owner DOT were not able to clinch the
issue and we were told that the Rules 48A and 48B not applicable to the BSNL absorbed
employees. BSNLEU was also replied thro the minutes of 13th National Council that the
issue of weight age of 5 years was not acceptable to DOPPW.
The question of getting weight age using provisions 48A and 48B could not gain
currency in our case. Later, on the recommendations of 6th CPC, GOI has decided and
issued order to withdraw the weight age benefit itself.
23
“Linkage of full pension with 33 years of qualifying service should be dispensed.
Once an employee renders the minimum pensionable service 20 years, pension
should be paid at 50% of average emoluments received during the last minutes or
the pay last drawn, whichever is more beneficial to the retiring employee,
simultaneously, the extant benefit of adding years of qualifying service for
computing pension/ related benefits should be withdrawn as it no longer be
relevant.”
Now our management is mooting the discussion on the basis of their earlier proposal
during 2003 NC. If it is pushed as VR Scheme, then Trade Unions are bound to fight it
out. VRS as scheme should have some specific period- opening and closing dates.
Provision is something different.
If management is ready to amend 55 ii c by adding some weight age provision, then TUs
have some role to play to shape it. The weight age proposal should be first decided by the
management and Board should give its specific approval for that amendment. The
decision of the Board has to be vetted by DOT.
The pension Rules 48 48A are all specifying years of service as 30 years, 20 years etc but
not spelling age. FCI staff Regulatory Rules are having provision on the basis of age.
Rule 22 2 ii : “Employees by giving 3 months notice retire after 50 years. The
qualifying service as on the date of intended retirement of the employees of the
corporation under this provision shall be increased by a period not exceeding 5
years subject to the condition that the total qualifying service rendered by
employees does not in any case exceed 33 years and it does not take him beyond the
date of superannuation.”
This rule has been in vogue at FCI since 26-7-1990 and not withdrawn even after 6th CPC
guidelines. In BSNL 55 ii c also specifies age only, not service, as 55 years. The need of
the amendment to the provision of 55 ii c may be of this type..
“If any employee voluntarily retires vide 55 ii c, he or she may be considered by
giving all the increments, which the official otherwise would have earned by
continuing in service corresponding to the age of superannuation. The pensionary
benefits including commutation be settled taking into consideration the additional
increments “
If this amendment is added as a provision in the Rule 55 ii c, then the individual
employee who retires voluntarily on attaining the age of 55 years can get some benefits in
his pension. Allowing 55 ii c in CDA Rules, without seeking any benefit like weight age
is not good. Trade unions should be in a position to distinguish the question of making
some provision and announcement of any scheme.
Seeking and shaping weight age for 55 ii c need not be construed as Violation of Trade
union Principle of opposing VR Scheme. Let us discuss and decide things, instead of
simply wailing and allowing things after mere protests.
24
VRS MOC BSNL



( ! "#
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* 0 . % &1

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26
BSNL

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“.12. In implementing the VRS scheme, managements shall ensure that it is
extended primarily to such employees whose services may be dispensed without
detriment to the company. Care will be exercised to ensure that highly skilled and
qualified workers and staff are not given the option. As there shall be no recruitment
against vacancies arising due to VRS – it is important that the organization is not
denuded of talent. The managements of the PSUs shall introduce the VRS with the
approval of their Boards and the administrative Ministries.”
• DOT &,# / 2(
# BSNL 11276 5
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+
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“ 8. Budgetary support will be provided to the marginally profit or loss making
enterprises and to the sick enterprises for implementing VRS only in case bank credit
is not available. The funds would normally be made available at the beginning of the
financial year. However, before seeking budgetary support in cases of unviable/sick
PSUs other sources of funding should be fully explored such as asset securitization
and bank loans against Government guarantee for funding VRS/VSS.”

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% &!
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8-3-2011