Chapter I

INTRODUCTION
1.1

After having established in India one and half centuries ago, the postal
department spread its branches to provide shade to entire country with roots
spread to nooks and corners of the country without a inch left, does directly
mean that postman and postal facilities are provided everywhere in the country
without any exception. This could be made possible for postal department with
its 3 lakhs departmental officials and 3 lakhs Gramin Dak Sevaks (earst- while
Extra departmental Agents). These Gramin Dak Sevaks are further classified
as follows.
a) GDS Sub and Branch Post Masters.
b) Other GDS

1.2

i)
ii)

GDS Mail Deliverers.

GDS Mail Carriers.

iii)

GDS Mail Peon.

iv)
GDS Stamp Vendors etc.,
The history of this ED services are discussed here under pin pointedly with
versions and judicial pronouncements, in short as it has been focused many a
time before such committees, courts and department.

1.3

The department rendering its services with the following organizations.

a) Operative Post Offices.
b) Administrative Offices.
c) Foreign Post.
d) Return Letter Offices.
e) RMS Offices.
f) MMS Offices.
g) Stores Depots.
h) Stamp Depots.

1.4

i) Accounts Offices.
These operative post offices are further classified as,
a) Departmental Post offices are established as Head Offices and Sub Offices
mainly established with departmental officials working on split duty for 7
hours or continuous duty for 8 hours with all benefits being provided by the
Govt. of India. Off course here and there GDS assistance is also given to
these offices besides part time contingent workers.
b) These are established in Cities, Major Towns and important major
Panchayats with 25,444 offices out of 1,54,822 offices functioning in entire
country. Their existence is on competition with schedule banks and main
1

couriers on commercial basis and the department can be termed as

commercial to the extent of these HOs and SOs. These offices are having
only accounts jurisdiction over extra departmental offices.
c) 1,29,378 Extra Departmental offices (GDS) are located in entire country with
service motto opened for 3 hours as per records to serve the rural public
with Branch Post Masters, Mail Deliverers and Mail Carriers or on
combination of such duties. GDS BPMs are paid for 3 hours on point system
and GDS MDS and GDS MCS are paid for up to 3 hours, 3 hours 45 mts or
5 hours as the case may be. As these workers are working for limited hours,
their allowances are so fixed on pro-rata basis without other departmental
facilities other than pay and allowances drawn on pay rolls as that of
departmental offices.
1.5

What is ED (GDS):- This is a different class neither departmental nor part

time contingent which is not existing in any other departments under Govt. of
India.
a) Before changing the name as GDS, it was termed as ED agent. It was
established to provide essential services to the rural public with a motto that
the agent has sufficient livelihood or he can go for some other appointment.
But practically what second appointment can be provided for these workers
either by public or by Government. Rural India mainly based on Agriculture
and the job opportunities are for only agricultural labour. These officials
working continuously or on split cannot provide their time for agriculture
during day time i.e., the time for agriculture. Now a days the department
widening its activities and these GDS workers have no time to go for any
second appointment. As such the motto of GDS is part time should be
scrapped.
b) More over these ED agents are getting monthly salary at minimum
2295+107% DA = 2295+2456 = Rs. 4751 per month i.e., 153 per day which
is just equivalent to the wages of a wage seeker working in Mahatma Gandhi
NREG Scheme which is also said to be under revision. The State
Government has fixed Rs. 342/- per day to a outsourcing semi skilled worker.
With this meager allowance of Rs. 153/- per day without another job
opportunities, he cannot survive even spending more time at BO though as
such the motto of GDS is part time should be scrapped.
c) Earlier it was called as ED agents and now renamed as Gramin Dak Sevak.
He cannot be termed as an agent. As he is neither getting honorarium nor
fees as he is not getting fixed amount for the services rendered. He is getting
allowances variable, changing time to time with DA and annual increase.
2

More over there is no client contractor relation between the GDS and
department. The department is the owner for some items of work and agent
for some other items of work and directly paying allowances to GDS from
his funds. As such GDS is not at all an Agent.
d) There is no master servant relation between the department and GDS. The
GDS is working for the department along with other departmental
employees. As such he should be termed as employee only.
e) He is neither casual labour nor contingent worker. Such cadres in the
department are not engaged on Sundays and holidays and getting their
money through money receipts, where as the GDS is getting allowances
through pay rolls for entire month. As such they cannot be treated at par
with casual labour or contingent. As such the GDS should be treated as
employee only.
f) To treat GDS on par with departmental employee the work hours so fixed
up to 5 hours for him may come in the way. The work hours fixed for GDS
are age old. To see its justification the following illustration may kindly be
seen.
BO

No. of Accounts Standing (Actuals)

SB
RD
RPLI NRE
Social
G

Service
Pensions

214

647

597

695

344

989

809

673

413

638

331

616

371

1505

1399

Total

1534

2072

1641

2613

2281

Average

511

691

547

871

760

Work Load
Mts
SB Deposits (At present Manual) 511/30
SB Withdrawal (At present Manual) 511/30

=
=

17 x 3
17 x 5.5

=
=

51
94

RD Deposits (At present Manual) 691/30

RPLI Deposits (At present Manual) 547/30

=
=

23 x3
18 x 3

=
=

69
54

NREG Withdrawal (On Computer) 871/30

29 x 2.5

73

Social Service Pensions (On Computer) 760/30 =

25 x 2.5

63

30

434

Accounts Preparation
Total

i.e., 7 hrs 14 mts.

3

In addition to the above work load he is attending to Receipt, Opening, Sorting,

Closure and dispatch of Bags, sale of Stamps, Money Orders issued and paid,
Receipt delivery and deposit of Unregd. Mail, Booking and dispatch and receipt
and delivery of Regd. And Speed post mail etc. Calculating factors for these
works may take suppose at least 2 hours. Then total work load at a B.O comes
to 7 Hrs 14 Mts + 2 Hours = 9 Hours 14 Mts which is not less than a
departmental employee works. As such GDS BPM should be treated as a
departmental employee.
f i) One may say coming to conclusion on study of 3 BOs is not appropriate. In
this connection we boldly say that the figures furnished by us gives the total
picture of the Department. To establish the same, the figures given by the
Department of Posts that are furnished here under may be perused.
Total number of POs: 154822
% of Rural POs : 89.84 i,.e 139093
Number of Rural BOs : 129378
Number of Rural SOs: 9715 approximately
Number of Departmental Offices: 25444
Number of Urban offices: 15729
The

of

Rural

SOs

in

comparision

with

Rural

POs

9715*100/139093=6.98 i.e 7% remaining 93% are Rural BOs only.

The following social security schemes are taken up by Department of Posts, out
of which 93% of the said work is being managed by present GDS BOs.
Pension Schemes:
* National Old age pension scheme.
* National widow pension scheme.
* National Disability pension scheme.
These payments are being effected either through money orders or Post Office
Savings Bank accounts, where as in Andhra Pradesh these payments are being
effected through Bio-metric machines as Adhar enabled services.
In 2012-2013, more than Rs.8137.9 million have been disbursed through 8.44
million accounts and more than Rs.32000 million have been paid through 42.8 million
money orders. This Rs.3200/- crores was paid to pensioners during 2012-2013 was
mostly from GDS BOs @ 93% i.e Rs.2976/- crores. Out of 8.44+42.8=51.24 million
i.e. 512.4 Lakh accounts, the quota of GDS BOs @ 93% i.e 476.5 Lakh. These 476.5
Lakh pensions are being cleared by 129378 BPMs. Every BPM is paying 368
4

pensions per month i.e at an average of 4419.6 per BO per annum.

Here one thing to be considered, this poor BPM paying pensions to 732
pensioners on social security measure is not assured of his retirement life. After
having putin 40 years of service approximately retiring on superannuation is
being throughnout from the Department on getting Rs.60000 gratuity and
Rs.60000 severance totally Rupees one lakh twenty thousand as one time
settlement to lead the remaining life, entire family and self. The Govt. Which is
very kind enough to see the security of social security pensioners should have
a glance on the agent pays them their pensions in total service, is leaving the
Department without any benefit and with sheded tears. If at least rupees 1000
being paid to social security pensioners is paid to their agent who did the said
service, in his service, the action of the Govt can be defined as a justified one.
It is not untrue to say there is no other poor man in the country as no official
served under Govt in many Departments or unabled citizens of India to this
GDS official retired.

From Govt side no security was given to GDS from that

day following the date of retirement.

f ii) MGNREGA
The same conditions are prevailing in respect of MGNREGA payments also.
MGNREGA figures furnished by Department of Posts are reproduced here
under.
MGNREGA Act provide at least 100 days of guaranteed wage employment in
every financial year to every household.
Disbursement of MGNREGA wages is being made through around 94000 Post
Offices across India through Post office Savings Bank Accounts and through
bio-metric system in some states.

Year wise payment of MGNREGA wages through Post Offices.

Year

No. Of accounts in million

Amount

disbursed

in

million
2008-2009

29.2

38630

2009-2010

42.5

79000

2010-2011

49.0

91790

2011-2012

53.6

78600

2012-2013

57.4

120140

Total amount disbursed

408160

57.4 million accounts i.e 574 Lakh are being cleared every year. The BO
share is @ 93% i.e 533.8 Lakh which is being paid through 129378 BOs i.e
428 accounts per month i.e 5136 per annum which is much higher to our
calculations based on the average of 3 BOs i.e 871.
f iii) Rural Postal Life Insurance :
In respect of RPLI the position is say 20.71 million RPLI policies are existing
as furnished by the Department of Posts during 2012-2013. Now it may be more.
This 20.71 million policies are sufficient to justify our argument. The BO share
@ 93% in 20.71 million i.e 207.1 Lakh i.e 192.6 Lakh which is for 129378 GDS
BOs, and at an average 160 per month. I.e 1920 per annum which is much
higher to our calculation based on average of 3 BOs we studied.
In all the above three cases i.e Social Security Pension, MGNREGA,
RPLI the figures we took are much less to the entire countrys figure. How ever
we are proceeding with the figures which we assessed for calculations, even
on those figures the work load of a BPM per day comes to 9 hours 14 mts.
As such not only these figures, all figures, all statements, all comparison,
all suggestions are real stick and not beyond truth.
g) To consider a GDS as a departmental employee income and cost may come
on the way. If commission of SB and RD is taken solely for the purpose of a BO,
the figures now being assessed are in another way. If only SB and RD are taken
that is as follows.

TYPE

Average No. of

Commissio

Total

Accounts

n received
per A/c as

Amount
(Rs.)

on day
(Rs.)
SB

511

175.46

89,660

RD

691

175.46

1,21,243

Total Amount (per anum)

Rs. 17,575 per month

2,10,903

To this income if income on articles received for delivery, posted for

dispatch, MO issue commission and MO paid commission are added it will be
somewhat increased. If commission on RPLI, NREG, Social Service Pensions
are added the income of a BO will be multifold. Then classifying BOs on Income
to Cost as below 10%, below 33 % or upto 100% is not correct. This is
happening why because appropriating Rs. 2.93 Np. per SB and Rs. 1.70 Np.
per RD out of Rs. 175.46 Np. Received per account. As such no BO is
running on loss practically and GDS can be made departmental.
h) Then question of fate of the department may arise. Undoubtedly the
department is doing Accounts suspension, administrative supervision,
Accounting at Accounts Office and HO, Inspection and investigations for
which around Rs. 173 are allocated leaving less at base. For this total GDS
pay and allowances may be met by Ministry of Finance seizing commission
on SB and RD accounts standing at BOs without touching commission of
NREG and SS Pensions. The postal department may take the mails, MOs,
registration, stamps sale work and commission on NREG, SSP as reciprocal
work for his doing Accounts work, Accounts Supervision, Administrative
supervision, at SO and above level. Ministry of Finance may take the
Accounts work, Accounts Supervision, Administrative Supervision done by
Postal Department as its reciprocal benefit for doing mails work, registration
work, and delivery work, sale of stamps and MOs work and conveyance of
mails of Department of Posts at BO level.
In nutshell the solution is as follows.
1) All GDS Bos may be converted into departmental BOs.
2) All GDS staff should be treated as departmental employees holding
civil posts.
3) Total expenditure on staff at BO level may be met by Ministry of
Finance.
7

4) Commission on SB and RD accounts standing at BO may be kept

with Ministry of Finance only.
5) Accounts work, Accounts supervision, Administrative Supervision
by Department of Posts may be taken up as reciprocal services for
services received at BOs such as Mails, Delivery, Stamp Sale,
Registration, Speed Post, MOs, NREG and SSP.
6) Mails, Delivery, Stamp sale, MOs, NREG, SSP at BOs may be taken
up by Ministry of Finance as reciprocal services for its work done
at SO and above level such as Accounts, Accounts supervision,
Administrative supervision.
7) Commissions on services such as NREG, SSP may be kept by
postal department as it is received from different sources.
8) Department of Posts may increase it revenues at SO and above
level at par with scheduled Banks and Couriers as those banks and
couriers are being survived with the same limited jurisdiction.
9) For doing Inspections and Investigations of Rural POs by Postal
Department and for supply of forms and stationary to Rural Pos,
the subsidy to the tune of Rs. 650/- crores (approximately) may be
paid to Postal Department by Govt. of India.
i) Using extra departmental which used earlier for cheaper maintenance is not
justified in the present vast developed stage. For that the following data
given as per Justice Talwar Report may kindly be seen.
1837: District level Postal System and Imperial Postal System were
maintained (As per Rajan in Justice Talwar Committee Report).
1867: Introduced Branch Offices in imperial postal system and were put in
the change of school masters. (As per Rajan in Justice Talwar
Committee Report)
1880: School Masters, Shop keepers, Govt. pensioners and others were
entrusted with postal work were referred as Miscellaneous
Agents.
1881: The above number is only 338.
1-3-1906: The above two systems were amalgamated.
1906: After the abolition of district postal system, the Village Post Offices
are also designated as Branch Post Offices.
31-3-1908:

As per Mr. Ivie. G.J.Hamilton (in Justice Talwar Committee

Report) the staff position is as follows:

Chief Officers for directing, Accounts Officers,

Heads of Circles, and SP work shop.
SPs, Probationary SP, ASPs and Inspectors.
PMs, DPMs, APMs, SPMs, BPMs.
Extraneous agents, such as School masters and
station masters.

33
594
6590
11387

Clerks
Postmen and other servants.

12715
24,654

Road establishment.

20639

Village Postmen.
Signalers etc in Telegraph Offices.

8335
3453

(The above data reveals other than EDBPMs no other ED post was
existing. EDBPMs appeared to be honorary posts which reveals
departmental officials such as village postmen etc., were working at
BOs under EDBPMs).
31-3-1929: 17 ED Agents other than EDBPMs were employed. (It can be
presumed that other than honorary ED Posts, posting of ED
employees started).
1930: The above 17 was increased to 1179.
The above data reveals from 1880 to 1929, the postal duties were entrusted to the
people with livelihood on honorary basis as ED Post masters and other ED agents
were recruited in 1929 as a matter of service. Even then till recent past the recruitment
of ED was based on solvency. Now a days ED (GDS) recruitment is quiet open to all
and their selection is based on merit at requisite qualification level and many without
any livelihood are being employed. These ED (GDS) agents have to earn their bread
and butter through their monthly salary. As explained in earlier paras they will not find
any time to go for another employment in a village which is a mirage. In the present
cost of living, their allowances as GDS Agent cannot meet their expenses and they
are becoming poorer and poorer in comparison with an Agricultural labour who is
getting minimum Rs. 300/- a day. To make them self sufficient, it is necessary to
make them departmental employees. If the work hours of such GDS agents other
than GDS BPMs are less, the duties can be combined as mentioned in forthcoming
chapters. The opinions of several committees and judicial pronouncements will be
furnished in the next chapters.

Chapter II
RURAL POSTAL SERVICE IS AN ESSENTIAL SERVICE
2.1

Postal services are essential services for a period not less than 100 years since
the date of introduction, there after a commercial outlook has come. Even then
it continued its monopoly for 20 more years and somewhat affected after more
technology is brought into use. When mobiles, Scheduled / Private Banks and
Couriers started improving their business the postal department received a
threat but not lost his grip. It is working hard at department so level and
competing with those organizations, challenging their threats. Even then there
is no challenge to postal MIS, PPF and Certificates etc.

2.2

In rural area postal department is continuing its monopoly in SB, RD and Rural
PLI.

2.3

No other banking organization can setup branches like postal department in

rural area even in forthcoming century at least. The said improvement of literacy
is very meager and still 60% of rural public are not literates. The developed
literacy may give knowledge of identification of letters and numbers and getting
knowledge of self doing banking service may take more time for the rural public.
The day an agricultural labour does internet banking may be a threat to postal
services. It may take one more century, till then the postal service maintains its
monopoly and it is the only source to protect financial interests of normal public.

2.4

RPLI: - Rural Postal Life Insurance is a unique service to rural public. Unlike
other insurance organizations it is having 1,29,378 branches i.e., branch post
offices through which all services of insurance are being provided, without
having any agent. Branch Post Master himself is a insurance agent, cashier,
clerk, field officer and branch manager. More over hundreds of Policies
procured at Branch Post Office level are having life up to 30 years. In these
days normal public cannot go to some other place for his insurance services
leaving his post office. Public leaders also will not allow making his public
suffered. Private Organizations cannot undertake the responsibility on existing
RPLI policies in rural India. The Government is having responsibility to collect
premium on existing RPLI policies till maturity. The premium amount, amounts
to hundreds of crores collected in rural India is with Government and it is to be
maintained till last policy procured is matured. The only outlet for Government
for this job is Rural Post Office and as such it is essential. Shouldering these
responsibilities by some out sourcing or by a private organization is not at all
possible and more risky also as the Government is answerable for hundreds of
10

crores of rupees for which the able reliable caretaker is the Rural Branch Post
Master only.
2.5

Having this confidence and considering the Rural Post Office is the only outlet
the Government endorsing such other services to Rural Branch Post Offices
such as,
a) Census.
b) Mahatma Gandhi National Rural Employment Guarantee Scheme.
c) Social Service Pensions.
For Govt. of India or for Govt. of a State Rural Post Office is an outlet to keep
their pride and prestige. Endorsing such services further will allow the
Government free and make Rural Post Office self sufficient. The existing other
services such as mails, delivery, money orders, registration, speed post, VPP
etc cannot be provided to the public through a single outlet and providing the
same otherwise cannot be imagined even.

2.6

As such Rural Post Office is essential and rural post office be converted
as departmental rural post office and its employees may be treated as
holding civil posts and may be converted as departmental employees.

11

Chapter III
GIST OF THE MEMORANDUM
3.1

In Chapters 1 & 2 it is clearly mentioned why GDS post offices are to be

converted into departmental offices. Then the question arises what about
remaining staff.

3.2

In postal department there are several GDS posts other than GDS BPMs, such
as,
1) GDS Mail Deliverers (GDS MD).
2) GDS Mail Carriers (GDS MC).
In most of the offices both are working on combination of duties as GDSMD/MC
or GDSMC/MD based on predominance of delivery / Conveyance duties.
3) GDS Mail Peon (GDS MP).
4) GDS Stamp Vendors (GDSV).
5) GDS Packers (GDS Pkr) / GDS Letter Box Peons.
1) GDS MD: - These posts are at present existing not only in GDS BOs, but
also in departmental offices. Existence of these posts in departmental
offices is nothing but cost savings. These posts in departmental offices are
having similar work and work load in comparison with other departmental
postmen working in the office. In some offices 2 GDS MDs are employed
which can easily be converted in to postmen posts by showing another
suitable post to thrown out GDS MDs. Thus GDS MD posts in
departmental offices can be converted into departmental posts of its
own or on combination by showing suitable employment to thrown out
GDS MDs.
2) GDS MC: - These posts are existing in GDS BOs. Having not sufficient work
load these posts are combined with delivery duties also and termed as GDS
MD/MC or GDS MC/MD basing on predominance of delivery or conveyance
as the case may be.
These MC posts are existing in departmental offices also. They are meant
for conveyance of mails at Bus point / Railway station. At some offices these
posts are in existence to convey mails to subordinate offices where there
are no MMs/ Railway lines with head quarters at the base departmental
office. These GDSMC posts can be converted into Group D or MTS, by
showing alternate arrangement to GDS MC thrown out. In the case such
12

GDSMC born in the establishment of Rural Post Office, thrown out may not
arise and can be managed with the same official after having renamed his
post as Rural Postal Assistant.
3.3

The term departmental Group E is suggested on bringing all GDS to

departmental side keeping duties and responsibilities of present GDS in
comparison with that of departmental officials.

3.4

At BOs one may think that GDS BPM is having sufficient work load for
converting as departmental BPM and GDSMD or GDSMC are not having
sufficient work load. It is true that work load of these GDSMD or GDSMC may
not be 7 or 8 hours a day. But it can be easily arrived on combination of these
duties, by showing alternate appointment to thrown out. Till all such thrown out
are shown alternate appointment they should be maintained. Thrown out can
be offered in nearby vacant posts of GDS BPM or GDS MD (proposed
departmental) based on their qualification and till the list of identification
of such posts is exhausted, the recruitment to BPM or MD/MC cadre to
be stopped.

3.5

GDS MD or MC is not having sufficient work load is not correct as per the
present calculations. Regarding the justified work load of BPM it is clearly
discussed in Chapter I.

3.6

Regarding justification of MD or MC reexamining the standards is inevitable.

At present 7.5 mts per Km for cycle beat of conveyance and 15 mts for foot
beat, similarly 6 mts per Km for cycle beat of delivery and 12 mts for foot beat
is assigned. Practically MC cannot travel 60/7.5 = 8 Km per hour due to the
reason,
a) The traffic everywhere is increased and not clear as in olden days it was
introduced. The energies of present individuals are also decreased in
comparison with earlier periods due to change in food habits and its
adulteration. Hence the term cycle beat and foot beat may be replaced
with beat and 15 mts may be allowed for every 1 Km of conveyance and
12 mts may be allowed for every 1 Km of delivery.
b) Though foot and cycle beats are classified for MDS, it is highly far from
justice as, where is the question of giving by cycle from a house to next
house arises. It might have been kept in view that there will be huge gaps
between houses. The total India is changed with many colonies established
side by side. Hence question of cycle beat does not arise for delivery.

The cycle maintenance allowance is given for the vehicle he used only and
13

it should not be taken as another agent employed for delivery or conveyance.

In such case the delivery / Conveyance work can be assessed as follows:
There should be minimum 3 Kms between a PO to PO which
is the present standard. Hence conveyance is 3 + 3 = 6 Km
at the minimum i.e., 6 x 15 =

90 mts

At the minimum, exchanges bags at one office other than his

10 mts

BO exchange 10 x 1 = 10 at the minimum.

Coefficient 10% on above.

10 mts

Conveyance
Other than this, he exchanges at more than one office. It is

110 mts

not taken for calculation. He exchanges at bus point or at

another road point where there will be idle wait which is also
not taken. Early receipt and later dispatch facility introduced

110 mts

at all most all places. For that one additional trip may be there,
which is again 110 mts. The idle wait at his BO is ignored
considering he attends for delivery at his BO.
Delivery area may be taken as 10 Km at a BO, ignoring more
villages and area attached to a BO. For distance travelled for
delivery is 10 x 12 =
Minimum 20 Unregd. Mail delivered (second class mail
insurance notices, telephone bills, Book posts are taken) 20 x

120 mts

15 mts

0.75
Minimum 2 MOs paid are taken 2 x 4
Minimum 6 Regd. / Speed post mail taken 6 x 2.5

8 mts
15 mts
6 hrs 18
mts

1 hour packing assistance to BPM as he is over loaded with

1 hr

around 9 hours 14 minutes work load.

7 hrs 18
mts

Work load

3. GDS Mail Peon (GDS MP): - Same as that of GDS MC.

4. GDS Stamp Vendor: - It is in departmental offices only. To make its work
load as 7 hrs or 8 hrs other works in departmental office such as registration
14

etc., can be attached.

5. GDS Packers / GDS Letter Box Peons: - It is especially in departmental
SOs and existing in HOs also and though their work hours are 5 hours,
they are working full time in most of the cases along with post masters. They
3.7

can be converted as departmental Group D / MTS.

As suggested above all GDS offices may be converted in to departmental

3.8

offices.
As such the following suggestions may be considered.
1. All GDS offices may be converted in to departmental offices (Rural Post
Offices).
2. All GDS may be classified as departmental Group E or Group C by giving
status holding civil posts of the Government.
3. The work hours of proposed Group E or Group C employees may be taken
as 7 or 8 hrs as the case may be.
4. The BPM may be named as Rural Post Master (RPM).
5. Other GDS employees in BO may be named as Rural Postal Assistant
(RPA).
6. GDS posts in HO/SOs may be converted into Group D or MTS or Postman
as the case may be.
7. Pay and Allowances will be suggested in following paras.
8. The income and cost of a RPO may be ignored as it is only essential public
service available and demanded by public and their leaders and used by
state Governments also as only way for them to serve the public.
9. All other allowances available to the departmental staff may be given to
these rural postal employees as mentioned in following paras.
10. All facilities, concessions, amenities, pension benefits, welfare schemes
may be available to these rural postal staff at par with departmental offices.

15

Chapter IV
BACKGROUND
4.1

The Three Federations of Postal Employees, namely NFPE, FNPO and BPEF
submitted Charter of Demands on 12-04-1993 for settlement by 31-5-1993. The
main demands relating to the ED employees were I) Introduction of Pay Scale
for all categories of employees, II) counting of ED service, III) Grant of Pension

4.2

/ Statutory Gratuity, IV) Grant of Subsistence allowance.

No settlement could be arrived at and ultimately nationwide strike was
organized from 7-12-1993 to 10-12-1993. The strike was called off after a
settlement was arrived on 10-12-1993. The salient features of the agreement
was a) EDBPMs whose work load exceeds 80 points will be compensated by a
graded scale upto 100 points. b) Consequent on announcement of 5th CPC,
the Government will constitute an ED Committee with an outsider as Chairman.
In terms of reference it will be stated that the Committee will look into the
demands of ED Agents particularly grant of pension. c) The proposal to
introduce a system on Contributory Provident Fund with subscribers
contribution and matching contribution by the Government will be worked out
and recommended for acceptance. d) The Postal Services Board will examine
relief to ED officials who are put off duty.

4.3

The Federations and Unions insisted that the Chairman of the ED Committee,
a dignitary from the Judiciary and the word outsider should not mean a
bureaucrat from the other Department.

4.4

By a resolution No. 6-58/93-PE/II dated 31-3-1995, the Government of India set

up one man Committee headed by a retired Judge, Justice Charanjit Singh
Talwar. This is the fourth successive committee required to go into the service
conditions of the ED employees. The Committee submitted its report on 30-041997. The Committee made extensive survey on the rural postal system and
visited several Branch Post Offices, and the Committee came to the conclusion
that the WEAK AND DOWN TRODDEN NEED PROTECTION
and made several positive recommendations, 1) 5 pay scales for each category
based on the corresponding scale of the Departmental employees on pro rata
basis, 2) Separate scales to the GDS BPM, EDDA, EDMC for their combined
duties, 3) Time bound promotions, ACP, increments, pro-rata pension, statutory
gratuity, leave with pay, medical facilities and all allowances, LTC facility.

4.5

The three Postal Federations organized 8 days strike in July 1998 and the
strike received tremendous support of the Parliament. Press and the Public and
the demands of the ED employees thus became the demands of the people.
16

The strike was called off with the assurance on the Floor of the Parliament as
4.6

well as written agreement with the Unions.

The Department of Posts had to surrender again to the Ministry of Finance, all
the above said recommendations were summarily rejected by the Government.

4.7

An order was issued on 17-12-1998.

The justified recommendations made by a Committee headed by a Retired
Judge were not conceded. The anger of the ED employees at the neglect of
their interests by Government mounted month by month and gradually the
feeling gained ground that the fundamental and basic questions should be
resolved once and for all. The GDS employees braved themselves up for any
sacrifice. The three lakh GDS employees again embarked on a 14 day strike in
December 2000. Thereafter as an eye wash the nomenclature of the ED Agents
was changed and an untenable proposal of pension was proposed. Till then,
several strikes were organized and called off with agreements on paper.

4.8

It was in this back ground that Sri R.S Nataraja Murthy GDS Committee has
been constituted. The Postal Services Board did not live up to its commitment
in to while framing the terms of reference.

4.9

Now in view of further GDS Committees constitution or straight away inclusion

in 7th Pay Commission this memorandum is submitted.

4.10

The GDS employees have every confidence that the Committee will hold its
judicious views despite the attempts of the Postal Board to impose its whole
views. We urge the Committee to take a suitable notice of the changed back
ground and render justice to the three lakh down trodden GDS employees.

17

Chapter V
CONSTITUTIONAL STATUS
5.1

The Honble Supreme Court of India in its land mark judgment dated 22-041977 has held that the Extra Departmental Agents are holders of Civil Post
through outside the regular establishment. Notwithstanding the nomenclature
as ED Agents, the Supreme Court has held that the ED employees are not
Agents and the relationship between the State and ED employees is not that of

5.2

principal and agent but is that of Master and Servant.

The Supreme Court held that the ED employees are Civil Servants within the
meaning of Article 311(2) of the constitution. The matter before the Supreme
Court in the Civil Appeals was ascertaining to ascertain on Status of ED
employees within the meaning of the constitution and protection under Article
311(2) ibid.

5.3

A Civil Servant within the meaning of Article 311(2) of the constitution is naturally
also a Civil Servant under Article 306 ibid. The E.D employees are civil servants
within the meaning of Article 309 and 311 of the constitution.

5.4

As a matter of fact, the statutory rules known as P&T ED Agents (Conduct and
Service) Rules 1959 wee framed treating the E.D Agents as holders of Civil
posts within the meaning of Article 309 and 311 of the constitution on the advice
of the Law Ministry itself. (Para 13.2 of Madan Kishore Committee report).

5.5

The Fourth Pay Commission admitted the status of the E.D employees as civil
servants and observed in para 1.18 that,
1.18:
The matter is, however controversy after the decision
the Supreme Court in Gokulnanda Dass case where it
has been declared that an Extra Departmental Agent
is not a casual worker but holds a post under the
administrative control of the State and that while such
a post is outside the regular Civil Services, there is no
doubt that it is a post under the State. In view of this
pronouncement, we are unable to accept the
contention that Extra Departmental Employees were
outside the purview of the terms of our Commission.

5.6

There is no room for any controversy or doubts regarding the Extra

Departmental Employees being holders of civil post under the State or their

5.7

being civil servants.

The E.D employees are of course, holders of civil post for a lesser period of
time than other civil servants either in the Department of Posts or elsewhere
18

and they are peculiar to the Postal Administration. They are legally and
constitutionally entitled for all benefits monetary or otherwise proportionate to
their duties and not simply to protection under Article 311(2) of the constitution.
5.8

The Government or the Department of Posts have been denying all due
facilities to the E.D Employees on wrong and misconceived premises and have
still the harping on their prejudiced contention that the E.D employees are

5.9

agents and not civil servants.

In the aforesaid judgment dated 22-04-1977, the Supreme Court has clearly
ruled.
It is thus clear that Extra Departmental Agent is not a casual worker but he
holds a post under the administrative control of the State. It is apparent from
the rules that the employment of an Extra Departmental Agent is in a post
which exists apart from the person who happens to fill it at any particular
time. Though such a person is outside the regular civil services, there is no
doubt; it is a post under the State. The tests of a civil post laid down by this
Court in Kanak Chandra Dutta;s Case (supra) are clearly satisfied in case of
Extra Departmental Agents.
This satisfies the requirements of Article 309 of the constitution and in the
light of the above ruling the E.D. Agents are Civil servants for all purposes.

5.10

In the light of the judgment of the Supreme Court and the Unions persistant
efforts, the nomenclature changed to Gramin Dak Sevaks, even though it
should be Rural Postal Employees, Treating them as Central Civil Servants

5.11

Group E.
We appeal to the Committee to do justice to the Gramin Dak Sevaks, as they
are presently called, by declaring them as Civil Servants under Group E and
recommend all due benefits monetary and otherwise to them. We shall be
dealing with such benefits and justification in the subsequent chapters.

19

Chapter VI
EFFECT OF EARLIER COMMISSIONS ON ED (GDS) SYSTEM
6.1

Till 1963, the GDS are extra departmental agents were treated as Government
employees and were covered by the service conditions applicable to civil
servants. The department reversed this position thereafter and continued that

6.2

they are not central Government employees.

The British rulers to spread their commercial services provided postal services
to rural areas on no cost basis introducing the agency system of extra
departmental employees.

6.3

As per Mr. Ivie G.J. Hamilton report in 1910, the EDAs were termed as
extraneous agents and confirmed to Branch Post Master class only. It was
extended in 1926 by including ED runners and ED delivery agents.

6.4

As per Jahangir Committee report after 1931 ED Agents in larger number were
taken by extending facility to sub offices and combined offices and introduced
several categories such as ED Mail Peon, ED Letter box peon, ED Packer, ED
Stamp Vendor, ED Sorter and ED Messenger. This exercise provides ED

6.5

services to corners replaced by providing in extra India.

First Central Pay Commission viewed that ED agents are within their purview,
but second and third Central Pay Commissions have not considered them with
a plea that department is treating them as Agents and felt that they are not
holding civil posts. Fourth Pay Commission differs with this and observed that
ED Agents are holding civil posts. Let what be their observations they are kept
outside and treated in a different way from departmental employees though
they are performing all similar duties as that of departmental employees. The
only difference between departmental employees and so called ED Agents is
only consolidation of accounts work, supply of funds and administrative control.

6.6

But Supreme Court in its verdicts has accepted the services of casual labour,
contract labour for temporary status and as such contract labour in Railways
and Electricity Boards are the beneficiaries. Canteen employees were also
treated as departmental employees with providing benefits and the service
before regularization was also counted as qualifying service for pension.
Though Government and Political Parties stating that rural areas should be
provided with all facilities irrespective of the cost, the ED system is not glanced
so far for its departmentalization.

6.7

Though Sri R.R.Savoor Committee viewed that ED system should have status
and financial soundness and unfortunately advised to continue the ED system
in present form and not to departmentalize ED employees with a view to employ
ED Agent having sufficient livelihood.
20

Now the country changed. The ED employees are being selected on Merit basis
from unemployed youth though they are not having any livelihood. Cost of living
drastically increased. Economic conditions are totally changed. The ED
employees with meager salaries suffering without fulfilling basic needs to live.
6.8

The ED Committee headed by Mr. Chandrajit Talwar elaborately discussed

various issues and concluded that the condition of adequate means of
independent livelihood for appointment as Extra Departmental Agents is
constitutionally invalid and recommended to delete the said condition. More
over suggested to permit to work for 7 hrs 30 mts instead of 3 hrs 45 mts and
to allow all benefits such as,
a) Treating GDS officials as civil servants in view of promulgation of the
statutory rules under the provision to article 309 of the constitution of India
in the year 1959 and not to be treated as contract employees.
b) Financial Up gradations (ACP).
c) Weitage to length of service i.e. 6 10 years 1 increment etc.
d) Split duty allowance of Rs. 100/- when the gap between duties is more than
one hour.
e) Compensation for duty beyond working hours.
f) HRA and CCA and other compensatory allowances.
g) Travelling allowance and daily allowance including transfers as in the case
of present departmental employees.
h) Fixed medical allowance.
i) Financial relief and assistants as in the case of present departmental
employees.
j) Maintenance allowance from Rs. 25/- to Rs. 100/-.
k) Pension, Gratuity and GPF.
l) Earn Leave, half pay leave, committed leave, and casual leave, leave
without pay reduces 180 to 60 days, Maternity leave as in the case of female
departmental employee, leave encashment, put off duty allowance from 25%
to 50% increase and finally it is advised that the 1964 EDA rules should be
made statutory. But more than 90% of such recommendations were rejected
by the Government.

6.9

Despite strong protests by the major federations, the Government has

constituted a retired officer committee headed by Sri R.S.Nataraja Murthy to
consider GDS issues which denied all legitimate rights of GDS.

6.10

Except conduct and service rules application of disciplinary provisions no other

benefits available to departmental employees are extended to ED employees.
21

6.11

The following will exhibit how the Gramin Dak Sevaks are being denied the
service benefits applicable to departmental employees even after declaration
that they are holders of civil posts by the honorable Supreme Court of India.

Sl.
No

Name of Allowance

For GDS at the

Minimum

For Dept. Employees

Pay & Allowances BPMS

2745 + DA

5200+2000GP+DA

Pay & Allowances to other

GDS

2295+DA
(GDSMCs)

5200+1800GP+DA

2665+dA (GDSMDs)
3

House Rent Allowance

NIL

30%, 20% & 10%

Transport Allowance

NIL

800+DA

Over Time Allowance

NIL

Available

Children

Education NIL

15,000/- per child per

Allowance

annum

Leave Travel Concession

children)
Home Town & All India

NIL

(up

to

two

LTC both available

8

TA / DA Benefit

NIL

Available

Bonus (PLB) Ceiling

3,500/-*

3,500/-

10

Uniform

NIL

Available

11

Subsistence Allowance

25%

50%

12

Pension

SDBS**

NPS 10% of Basic Pay

13

Gratuity

Ex

gratia

Maximum
60,000/14

Leave

& Grade Pay

gratuity As per Gratuity Act 16
Rs. times of last pay
drawn.

Paid leave for 20 All

days

kinds

including

of

leave

Child

Care

Leave.
15

Medical Facilities

NIL

Under CS(MA) Rules &

CGHS facilities.

16

Maternity Leave

17

Time

Bound

(Assured

3 months
Promotions NIL
Career

6 months
3

promotions

after

completion 10, 20 & 30

Progression)

years

of

service

(MACP)
18

Home Building Advance

NIL
22

34 times of Pay in the

Pay Bond subject to

maximum of 7.5 lakhs.
* Rs.3,500/- denied from 2006 and now implemented from 2013.
** Service Discharge Benefit Scheme (SDBS) on the modalities of NPS-Lite with the
contribution of Rs. 200/- per month from Govt.
6.12

As such we demand:
a) Declaring the GDS employees as holders of civil posts with all benefits as
that of departmental employees.
b) The constitutional provisions under Article 309 and 311 should be applied to
GDS employees.
c) Nomenclature Sevak should be removed and declare them as Rural
Postal Employee with designations Rural Post Master, Rural Postal
Assistant as the case may be.
d) These Rural Postal Employees should be made full time Government
servants.
e) The Justice Talwar Committee suggestions should be reconsidered with
changes mentioned in the following paras.
f) The total exercise should be done as one time measure as discussed in the
following paras.

23

Chapter VII
JOB EVOLUTION OF GDS
7.1

The various categories of GDS carryout exactly the same type of work which
the regular departmental employee performs.
a) GDS branch post masters on comparison with Departmental Sub Post
Master in C Class delivery SO (Single SPM without clerical assistance).
S.N

GDS Branch Post Master

Departmental Sub Post Master

performing duties

performing duties

Receipt of bags, opening of mails,

sorting of articles, ready for delivery,
Getting

articles

posted in letter

Same

boxes cleared, Sorting of articles,

posted for dispatch, closing of Bags,
dispatch of Bags.
2

Entry of Regd. Letters, parcel, VP,

Same but in addition,

Insured Speed Post articles in BO

a) Closing and opening of bags of

Journal and endorsing to GDSMD

such articles and not one bag as

for delivery, receipt of return articles,

that of BO Bag.

closing entries in BO Journal and

b) Maintaining separate Journals

return undelivered articles through

each for such categories and

BO bag along with articles booked at

not as that of BO Journal.

his office.
3

Receipt of MOs through BO bag and

Same but in addition,

entry in BO Journal and endorsing to

a) MOs payment Register.

GDSMD for payment, payment of

b) Misdrawn Register.

High value MOs by him, return of

c) MO issue Journal.

Cash

d) MO paid Journal

and

GDSMD,

unpaid

MOs

from

dispatch of unclaimed,

Misdrawn, redirection MOs along

e) MO issue and paid returns will

be maintained.

with MOs booked at his office.

4

Savings

and

Recurring

deposit,

Time Deposit, deposits acceptance,

withdrawals payment, maintenance
of each Journal

Same but in addition,

a) Maintains

Long book in the

place of Journal.
b) Maintenance
transactions

of Ledgers
of

his

for

office

including BOs in account.

c) Preparation

of

transactions to HO.
24

list

of

5
6

---Payment

of

National

Monthly Income Scheme available.

Mahatma
Rural

Gandhi Available in some Sub Offices only

Employees

(in Rural Area).

Guarantee scheme.
7

Payment

of

Social

Service Available in some Sub Offices only.

Pensions.
8

Receipt

and

through

BO

dispatch
bag

of

or

Cash

Same but through Account bag or

special

special messenger. In very few

messenger.
9

offices direct drawing from Bank.

Prepares BO account, BO daily Prepares SO account, SO daily

account.

account

and

in

addition

consolidation of BO accounts. (BO

Summary)
10

----

Maintaining of BO Index Register.

11

Maintenance of Stack Registers.

Same

12

Maintenance of Book of Post Marks.

Same

13

Maintenance

Same

of Complaints

and

Suggestions Book.
14

Maintenance of Error Book

Same

15

Maintenance

Same

of Order Book for

Inspection Reports.
16

File for compliance of Inspectors

Same

reports.
17

Enumerations Returns

Same

18

Value Returns.

Same

19

Maintenance of Statistics of his BO.

Same, but relates to his office and

BOs in account.

20

Working hours are 3 hours, but

Working hours 7 to 8 but detaining in

detaining for 8 to 10 hours on its

most of the cases up to 10 hours on

being increased with RPLI, NREG,

its being increased RPLI, NREG,

SSP.

SSP and Supervision of BOs and

lists on such work.

21

These services are essential having

Though

other

SOs are existing

only post office in the village.

services are essential to control BO

work.

Though number of transactions at BO are less in comparison with that of SO,

the Branch Post Master is doing almost all duties like that of departmental Sub
Post Master. Departmental SPM is having consolidation of BO accounts and
25

suspension on BOs. It can be termed as carrying higher responsibilities for

which higher scale is being offered. This variation can be shown in pay scales
but not in status as departmental employee. But paying for 7 or 8 hours as
mentioned in earlier chapters to a rural Post Master who is performing same
duties with all most all responsibilities, is required.
b. GDS Mail Deliver on comparison with Departmental Postman.
S.N
o

GDS MD

Departmental Postman

Receipt of MOs, Registered, VP,

Insured, Speed Post Articles from
Post Master, entry in Postman
book, going to beat along with Same
cash delivery / payments to public,
entries in postman book, return
undelivered articles and unpaid
MOs and cash to Post Master.

Delivery area is almost horizontal Delivery area horizontal, but in

but spread to so many Kms to some cases vertical also, but
cover scattered houses.
number of Kms may be less due to
crowded housing.

GDS MD is performing same duties as that of postman with same

responsibilities, except some higher limitations as a part of service. This
variation can be shown in pay scales but not in status as departmental
employee.
c. GDS MCs, GDS MPs, GDS Packers, GDS LB Peons on comparison with
departmental Group D or MTS.
S.No
1

GDS Mail Carrier, GDS Mail Peon,

Departmental Group D or

GDS Packer, GDS LB Peon

MTS

Collection of Bags from other Offices, at

bus points, at some other midpoint or

Same

Railway station and vice versa.

2

Idle wait at that collection centers.

Same

Clearance of Letter Boxes

Same

---

Opening and closing of Bags.

GDS Mail peons, GDS Mail Carriers, GDS Packers and GDS LB Peons are
carrying same duties but with less responsibilities. This variation can be shown
26

in pay scales, but not in status as departmental employee.

d. GDS Stamp vendors in comparison with departmental stamp vendors.
Both perform same duties with same responsibilities but GDS SV works for
maximum 5 hours. Whereas departmental SV works for 7 or 8 hours. All
such GDS SV posts may be upgraded and short fall of work hours may be
compensated with other works of departmental SO or HO where it stands
as these posts are existing in departmental offices only.
7.2

By above all narrations it evidently shows that the GDS are performing same
duties and thus they are eligible for getting civil status as a departmental
employee on different scales for 7.5 hours based on carrying responsibilities in
comparison with a departmental employee.

7.3

As such we demand,
1) Conversion of GDS BOs in to Rural Post Offices.
2) Giving civil status to all GDS and converting them as departmental
employees such as departmental Rural Post Master (RPM), departmental
Rural Post Assistant (RPA) for delivery, conveyance and packing duties.

27

Chapter VIII
METHOD OF RECRUITMENT AND TRAINING
8.1

Recruitment to the ED Posts are made in accordance with the instructions

contained in DG P&T letter No. 43-84/80-Pen dated 30-01-1981 and
corrigendum dated 29-03-1981 and No. 41-301/87-PE-II(ED & Trg) dated 6-06-

8.2

1988, No.17-366/91-ED & Trg. Dated 12-03-1993 and dated 26-05-1995.

The Educational qualifications for the appointment of GDS at present are for
BPM and SPM Matriculation and all other GDS 8 th standard, to facilitate normal
students in rural area who generally stops education due to their financial
problems.

8.3

The rural post office is entrusted with new assignment and additional duties are
attached to BPMs like NREGS, RPLI, Business Development and additional
duties are attached also proposed to computerize the BOs and hence we
suggest revision of qualification of BPMs from Matriculation to 10+2. The 5 th
CPC suggested enhancement of educational qualifications of Postal Assistant
which was accepted by the Government and the pay scale was revised from
Rs.3,200/- to 4,000/- exceptionally for the Postal Assistant in the Department of
Posts. As the BPM is a comparative cadre with the Postal Assistant, the
educational qualification has to be raised on par with Postal Assistant i.e., 10+2
with 60% of marks in Plus2.

8.4

We suggest no need to revise the educational qualifications of all other GDS,

present 8th standard as there is no change in the duties performed by these
GDS employees.
AGE LIMIT:

8.5

The Talwar Committee suggested that the maximum age of entry in the system
as 35 years subject, however, to the usual relaxation up to 5 years for SC, ST
and OBC and Ex-Servicemen. The minimum age limit for employment at
present is 18 which need not be changed. But there is no maximum age limit to
join in the GDS cadre. We suggest that the maximum age limit for entry as 35
years and the retirement age to be continued as 65 years.
GDS System:

8.6

The GDS system is mainly intended to Rural Postal Services in fulfilling the
UPSO obligation and subsidized by the Government. The subsidy towards this
is around 650 crores. But the revenue earned by this service through various
schemes was not included under profit. The JTC also pointed out that the EST5 should be modified suitably. The rural postal system is earning revenues
through various schemes like RPLI, BD, NREGS, and SSP etc. for which there
is no provision for calculation of profit and loss. The committee should evolve
28

suitable measures and recommend.

8.7

The nomenclature of the Rural Postal Employees should be changed as Group

E or Group C cadre in the Department instead of GRAMIN DAK SEVAKS.
The position of the GDS employee after 1998 is changed and as per the
document issued by the Department on 04-10-2005 on a mandate issued by
the Honble Prime Minister and Honble President of India that the rural post
office is the agent of the Central Government to carry out the e-Governance
and responsible for carrying out the Information Technology in rural areas also
responsible for health, education, agriculture and other rural needs in the last
ten years, the rural postal system underwent radical transformation practically
as an interlink with the new areas such as preparation of voter lists, the Rural
PLI, other insurances tie-ups, census, financial sector tie-ups. The rural postal
system is now responsible for distribution of money to the beneficiaries of
NREGS, a National tie-up with Central Government in maintaining 5 lakh of
accounts as on date with cent percent error free service through the service is

8.8

carried out manually. Not only this it is paying social service pensions also.
There are several activities in the pipeline such as computerization of Branch
Post Offices and training of rural postal employees, i.e. the GDS employees.
The GDS employees in the rural postal system now remain to be the backbone
of the Department collecting 80% of the Small Savings, Insurance, Financial
tie-ups, payment of pensions, tie-up with various Telecom Systems like BSNL.
They have entered into the area of Marketing, Media, and Business. The entire
scenario of postal system is changed by eliminating the difference between
rural and urban postal services. Therefore, the GDS can no more be treated as
Gramin Dak Sevak and in accordance with the various services that are being
performed by them; they should be treated as Group E or Group C employees
of the Department.

8.9

The conditions that the BPM should have adequate means of independent
livelihood and should be the resident of the village or its delivery jurisdiction
have been removed by an order dated 17-9-2003. The present rules of
recruitment are defective in the nature as the criteria for selection of all
categories of GDS will be the merit subject to orders on reservation and fulfilling
other eligible conditions and taking of residence in the BO village before
appointment. This created a loophole in the recruitment process.
The candidates for appointment as BPMs should not be asked about their
domicile before selection. The practice of taking an undertaking before
selection is legally not approved and it must therefore be stopped. The most
meritorious candidate must be given appointment on the condition that he
29

should take the residence in the village and if he fails, the next meritorious
8.10

candidate must be appointed.

There is a condition of recruitment of the GDS employees through the
Employment Exchange. The Employment Exchanges normally are not
sponsoring any candidate within the stipulated 30 days and after the withdrawal
of the resident condition, the appointing authorities are misusing their powers

8.11

and recruiting the candidates bringing from very far off places of their choice.
The jurisdiction for recruitment should be limited to the District and it should be
strictly from the candidates sponsored by the Employment Exchange with 30
days time given to Employment Exchange. There should be a Selection
Committee and the selection should be purely on merit. It is suggested that the
applications are to be opened and scrutinized in the presence of the candidates

8.12

and the name of the selected candidate be announced.

If the selection jurisdiction is taken as Circle level, the vacancy notification
should be issued at circle level and the selection should be by the Circle
Selection Committee. This is a second choice only. Powers vested with division
for recruitment of both the cadres RPM / RPA at division level and attaching all

8.13

selected candidates to sub division is most practicable.

Regarding mode of recruitment, the merit obtained in the eligible examination
is the fairest means and need not be changed.

8.14

It is a fact that no post office including Branch Post Office can be kept closed
even for a day.
There are several reasons why the GDS especially BPM has to be kept out of
duty. In such circumstances, somebody has to manage the office because
postal services are declared as essential services. But then the question arises
how to manage the vacant post which cannot be kept vacant. The Department
has to find a solution and it is suggested that instead of allowing nepotism and
favoritism, the Department keeps a waiting list of GDS candidates, say 5% per
Division, so that whenever someone is put off, the senior most in the list is
appointed and the candidates in the waiting list assured available vacancies
according to merit. This suggestion is out of the experience that some circles
insist the GDS of another office to apply for leave and act as emergency GDS
in the office with vacancy and this system is not prescribed by the Directorate
but then practiced in many circles, which creates lot of corruption. As such, you
have to find a better solution or accept the suggestion in the interest of integrity.
What is now being done may not be quite befitting to be explained.
As explained in later paras if all kinds of leave is allowed, the administration
may feel difficult for leave arrangements. For that the solution is to allow 15
30

days leave encashment to these rural postal employees as a special case and
besides allowing to keep300 days at credit. The GDS are accustomed to not to
misuse leave. They will better utilize leave encashment and credit. This 5% LR
will be useful for maternity leave, child caring leave, study leave and sick leave,
Still LR is short for normal leave cases the other official in the BO holds the post
on additional charge on over time for 3 hours. If other official is not having
requisite qualification waiting for relief is needed.
TRAINING:
8.15

At present, the Branch Postmasters consequent upon their appointment are

given training for 2 or 3 days through the SDIPs and MOs. This is not
considered to be enough. Now the BPMs are entrusted with the work of
Insurance, NREGS, SSP and several other Business Development duties. The
Department is also proposing to introduce computers. Hence, we propose that
at least 2 to 3 weeks training should be given to the BPMs at the Departmental
Training Centre. A Departmental Training center is to be opened in each
Regional Office. The Rural Post Masters who are having SB work and workload
for more than 3 hours should be given refresher training on the new packages
and the new services and new marketing products whenever they are
introduced. For Rural Postal Assistant also a suitable training may be designed.

8.16

During the period of the training, training allowance on par with the
Departmental employees should be given, as recommended by Justice Talwar
Committee.

31

Chapter IX
PROMOTIONS AND FINANCIAL UPGRADATIONS
9.1

Unlike the full regular employees, there are no vertical promotions to the GDS
system. We already proposed horizontal promotions in the form of financial
upgradation in the next chapter.

9.2

The present system of filling up of all posts of Group D / MTS by GDS

employees on seniority basis without any examination may be continued. At
present 100% is segregated as 25% GDS seniority, 25% GDS with examination,
25% with casual labourers and remaining 25% for outsiders with examination.
For outsiders there are lot of chances to enter in to the Department. I.e around
148843 Rural Postal assistants and 57222 Rural Post Masters (leaning 57221
Rural Postmaster Posts for Rural Postal Assistants promotions). For working
Rural Postal Employee (at present GDS) for promotion, MTS posts are very
less and hence promotional avenues are less to Rural Postal Employees. As
Such 25% quota for outsiders may be earmarked for Rural Postal Employees
on seniority basis.

9.3

50% of postmen vacancies are filed up from the cadre of Group D and the
remaining 50% by direct recruitment quota is reserved for GDS. Out of direct
recruitment quota 25% are filled on merit and remaining 25% are to be filled on
seniority cum fitness basis. This was subsequently amended as 50% to MTS
and 50% to GDS on examination basis. It was further modified by notification
dated 28.6.2012 as unfilled vacancies will be filled up with outsiders with
examination. Due to this the GDS lost their opportunity and deprived off their
benefit of promotion on seniority basis. An official for his not being qualified in
the examination has to lost his seniority also for giving his place to outsiders.
As such we suggest the seniority quota promotion to GDS for promotion to
postmen which was earlier enjoyed may be restored at least to the extent of
unfilled vacancies in examination cited above ignoring the percentage left
unfilled. The same system may be continued. But the minimum educational
qualification must be insisted for those who came on merit and should not be
insisted on those who came by seniority. The present service restriction of 5
years should be reduced to 3 years. In addition, 50% of RPM posts may be ear
marked to outsiders through Employment Exchange. Out of remaining 50%, 25%
may be earmarked for RPAs on seniority cum fitness basis with the requisite
qualification of RPM through DPC. Remaining 25% of vacancies on merit as if
outsiders through Employment Exchange. Here in this case instead of
intervention of Employment Exchange, applications may be called for in the
division. For both the types of above DPC/selection minimum 3 years of service
32

may be fixed. If any vacancy short falls it should be given to Employment

Exchange immediately without carrying forward for next year. The process
should be maintained as usual at Division level.
9.4

The Gramin Dak Sevaks are permitted to be inducted into the clerical cadre
against the unfilled vacancies in the LGO examination. Up to 2002, a
concession of 10% of marks is given to the GD Sevaks compared to the last
recruitment candidate. Now the present system of recruitment of GDS to the
cadre of postal assistant has become an eyewash programme as practically no
GD Sevak was promoted to the cadre of Postal Assistant. In the present set up,
a GDS employee getting education in Municipal School or in Government
School in rural area has to compete with a Graduate of a Corporate College.
Now the Gramin Dak Sevaks possessing higher qualifications are capable of
suitably undertaking the duties of postal assistants. We suggest that
recruitment rules should be modified suitably for recruiting the GDS to the cadre
of Postal Assistants with the same qualifications of Postal Assistants and they
may be allowed to appear for an examination with the same syllabus of LGO
examination or a separate examination with the same standard may be
introduced. As a matter of fact nearly 50% of vacancies were remained unfilled
in the LGO quota as the LGO candidates were not qualified, the vacancies were
thrown open to the direct recruitment quota and resultant abolition of 2/3rd
vacancies, creating injustice to Gramin Dak Sevaks though they are capable of
undertaking the duties of Postal Assistants. As GDS appearing for Postal
Assistants is just same to postal assistant appearing for IPO examination, the
maximum age for appearing for PA examination may be 40 years with due
relaxation to SC/ST/OBC ignoring number of chances that he can avail. As
several computer training s are imparted in the Department qualification in Data
Entry Test may be ignored to induct these Rural Postal Employees as Postal
Assistants. The said examination may be to know the computer literacy of the

9.5

candidate for giving him suitable computer training may be designed.

The noble idea of qualified GDS with long service being promoted as Postal
Assistant not practicable as per the present rules. It is only in the Postal
Department that 50% of the clerical vacancies are earmarked for Departmental
staff and it is too much as the Postal LGOs happen to be less than 1 lakh while
GDS happen to be about 2.5 lakhs. We are not demanding any concession in
Educational Qualifications but 10% of the Departmental quota (which more
often than not ever filled up) must be reserved for GDS with minimum
qualification must be allowed to appear in a competitive examination without
reference to direct recruitment and the guaranteed 10% must be filled from the
33

GDS employees.
9.6

However by virtue of service rendered the rural postal employees such as Rural
Post Master and Rural Postal Assistant may be allowed MACP1, 2 and 3. The
same analogy of placing initially at one stage offering MACP1 after 10 years
brings to another stage and offering MACP2 after 20 years and allowing
MACP3 after 30 years.

9.7

Rural Post Master may be taken as promotional post to Rural Postal Assistant
and MTS may be taken as first promotional post to rural post master.

9.8

In view of the above suggestion the same is shown in the illustration given here
under.
Illustration: Rural Postal Assistant:
Initial Placement
MACP1(after
years)

Initially at a stage with a scale as discussed in wage

structure.
10 Another stage at a scale as discussed in wage
structure.

MACP2
years)

(after

20 At a stage as discussed in wage structure.

MACP3

(after

30 At a stage as discussed in the wage structure.

years)
Illustration: Rural Post Master:
Initial Placement

Initially at a stage with a scale as discussed in wage

structure.

MACP1(after
years)

10 Another stage at a scale as discussed in wage

structure.

MACP2(after

20 At a stage as discussed in the wage structure.

years)
MACP3(after

30 At a stage as discussed in the wage structure.

years)
9.9

The above narration is not at all imaginary. While finishing the above suggestion
the present systems of MACPs to departmental employees is kept in view. Not
only that the same analogy given in our memorandum to 7 th PC in respect of
departmental employees is almost followed.
There, a question may arise even on being promoted to MACP3, Rural Postal
Assistant and Rural Post Master will not get MTS scale. Here one promotional
post is compared and linking up with another promotional post will give room
34

for so many anomalies.

9.10

However it is quiet open to qualified, eligible officials to get second promotional

post based on tests conducted as in the case of clerks promoted to IPO
examination.

9.11

Promotional avenues on having successful in competitive exams / selections to

Rural Postal employees i.e. RPM and RPA are 1) MTS, 2) Postman, 3)Postal
Assistants.
Does mean combined seniority of RPM and RPA should be taken for seniority
selection for MTS and postman. The above suggestion which is discussed
financially to Rural Post Masters and Rural Postal Assistants discussed in next
chapter may be considered.

35

Chapter X
CONDUCT AND DISCIPLINARY RULES
10.1

As we have explained in earlier chapters, the GDS employees are holders of

civil posts under the control of the state within the meaning of Article 309, 310
and 311 of the Constitution of India. There is no need for separate conduct rules
or service rules for such employees. This probably has been done to perpetrate

10.2

discrimination against the GDS staff.

A close study of the Central Service (Conduct and Service) Rules 1964 and
P&T ED Agents now GDS-(Conduct and Service) Rules 1964 clearly shows
that major rules of the CCS Conduct Rules 1964 have verbatim been
reproduced in the P&T ED Agents (Conduct and Service) Rules 1964. This
bears a clear proof to the fact that ED employees are Central Civil Servants for

10.3

this purpose also.

When the major conduct rules are verbatim applicable to the GDS employees,
the remaining other rules have been incorporated in administrative instructions
and above all the GDS employees have been declared civil servants, there is
no room for a separate set of conduct rules for the GDS employees. The Central
Civil Services (Conduct) Rules 1964 should cover the GDS employees also and
should be applicable to them.

10.4

As for discipline, the GDS employees have been subjected to a severe and
serious discrimination. Earlier the only penalty to be imposed on the ED staff
for an offence of whatever magnitude was dismissal of removal and this was
being grossly misused. Though some other penalties have been prescribed the
discrimination does not end. Rule 10 of the CCS(CCA) Rules is applied in a
discriminatory manner and the terminology suspension has been changed as
put off duty. The effects of both is the same, but the GDS employees are
denied subsistence allowance during the period of suspension in the name of
being put off duty. We feel the difference between suspension and put off
duty is simply as between the terms killing and doing to death.
Similarly penalties to be awarded to the GDS employees are restricted to a few
Rule 11 of the CCS (CCA) Rules 1965 is not fully applicable to the GDS
employees. As a matter of fact, there is no need for separate set of service or
control or disciplinary rules for the GDS employees and the CCS(CCA) Rules
1964 should be completely applicable to these civil servants also who are at
present called GDS employees.

10.5

Though the Department of Posts have issued instructions for payment of

conditional and limited subsistence allowance to the GDS employees vide DG
letter No.16-156/92 ED & Trg. Dated 24-04-1994. This does not meet the
36

requirements of the legal and constitutional provisions. The provision of

subsistence allowance to GDS employees during the period of suspension is a
legal necessity. The term put off duty does not have a legal or constitutional
basis and has to be scrapped.
If a GDS is placed under put off duty, at present 25% of Basic Pay is being paid
as exgratia allowance. It should be raised to 50% of Basic Pay + D.A.
The Honble CAT Ahmedabad in its judgment dated 12-05-2000 in the case of
V.B Raval vs. Union of India and others held that inquiry without paying
subsistence allowance is vitiated and illegal. Copy of the judgment is appended
10.6

at para 13.
The P&T EDAs Conduct and Service Rules. 1964 were further modified as GDS
Conduct and Employment Rules 2001.

10.7

Under Rule 9 of GDS Conduct & Service Rules 2001, we suggest the following:
Under Rule 9 of GDS Conduct & Service Rules 2001, 6 (six) penalties were
specified out of which 9 (i) to 9 (iv) falls under the category of minor penalties
and for imposing penalties under Rule 9 (v) and 9 (vi), an inquiry under the said
rule is mandatory and hence these last two rules can be termed as major
penalties. Except the censure under Rule 9 (i), Rule 9 (ii) and Rule 9 (iii) are
obsolete in nature as these penalties cannot be imposed to a GDS employee
as he cannot come under the purview of the said post due to the age restriction.
As a result, the GDS employees as a compulsion is to be awarded the major
penalty of Removal or dismissal for petty breaches of conduct, as there is no
other alternative.

10.8

The Honble CAT Ahmedabad in its judgment dated 8-2-2000 in OA No. 519 of
92 in the case of Raimalbhai Jethabhai Parmar Vs. Union of India and others,
held that the punishment of removal from service imposed for the loss of
registered article is unreasonable and harsh and directed the Department to
add some more penalties. Previously, for the the then 3 penalties existing in
Rule 7, 3 more penalties were added. But the Court held in this case that these
amendments were also carried out halfheartedly. The Court also suggested that
some more penalties should be added to commensurate with the offence,

10.9

Relevant portion of the judgment copy is appended at Para 14.

Many Circles requested the Directorate to amend the Conduct Rules suitably
by adding some minor penalties to be awarded in case of minor misconduct to
commensurate with the offence.

10.10

We suggest that Rule 9 may be divided into minor and major penalties.
In short if total disciplinary rules and procedures as that of a departmental
employee applied to a Rural Post Master / Rural Postal Assistant the
37

anomaly will be removed.

10.11 Under Rule 7 of GDS Conduct and Service Rules, the GDS employee shall be
entitled to leave without allowances for a period not exceeding 180 days. In
many cases, the GDS employees before the expiry of the period of 180 days,
fell sick and they were not able to join the duty. The expression that the GDS
ceases to be the GDS after 180 days leave is creating a lot of trouble. It is
against the principles of Natural Justice. In as much as a GDS employee did
not get any monetary benefit during the period of his leave without allowances,
this provision has to be quashed by applying all departmental leave rules to
rural post master / rural postal assistant.
10.12 The delegation of powers to condone the period of absence under instructions
(2) of Rule 6 may be given to the appointing authority instead of Director of
Postal Services, as it is creating lot of hurdles at the operational level.
10.13 INQUIRY WITHOUT PAYING SUBSISTENCE ALLOWANCE IS VITIATED
AND ILLEGAL:
Held: The applicant who was serving as EDDA, Jetalpur was served with an
order of put off duty without payment of subsistence allowance on 19-2-1991,
and he has challenged that order by filing this O.A. There is no denial of the
fact that the applicant has been put off duty by the order, dated 19-2-1991, and
that the enquiry was commenced by giving him charge sheet on 15-5-1990.
There is also no denial of the fact during the put off duty period; the applicant
has not been paid any subsistence allowance or any other allowances. Now the
short question, therefore, arises for our decision is as to whether on account of
the non-payment of the subsistence allowance or any other allowances during
the period of put off duty, the enquiry started against the applicant is vitiated or
not. Reliance was sought to be placed by the respondents on Rule 9 of the Post
and Telegraph Extra Departmental Agent (Conduct and Service) Rules, 1964.
Sub-Rule 3 on which the reliance was placed by the respondents are as follows:
An employee shall not be entitled to any allowances for the period for
which he is kept put off duty under this rule.
This was struck down as ultra vires provisions of the Consultation by the
Bangalore Bench of the CAT and the decision is reported in [(1989) 9ATC 225].
When a particular rule or section is struck down as ultra vires of the Constitution,
whether the Department removes that rule from the book or not, the same
remains struck down and is ineffective. So far as the decision of the Bangalore
Bench is concerned, the same was taken in appeal before the Supreme Court
by the Union of India and the appeal dismissed.
In a recent decision, following the decision in the case of Fakirbhai Fulabhai
38

Solanki Vs. The Presiding Officer and another [1986 LLJ124], the Supreme
Court in the case of Ram Lakhan Vs. Presiding Officer and other [2000 (2)
SCALE 9] has reiterated that during the period of suspension employees are
entitled to be paid subsistence allowance and the subsistence allowance shall
be paid to the employee for the whole period of suspension at such rates as is
provided under standing orders or service rules. It was also made clear that if
there is no such provision, they would be entitled to be paid full salary even
during the period of suspension.
It cannot be denied that put off duty can be equated with the period of
suspension and therefore, even during the period of put off duty, an employee
is entitled to claim subsistence allowance and if the subsistence allowance is
not paid, the whole inquiry proceeding is vitiated. The Supreme Court in the
case of State of Maharashtra Vs. Chanderbhan [AIR 1983 SC 803] has even
struck down a service rule which provided for payment of a nominal amount as
subsistence allowance to an employee placed under suspension and has
observed that the right to life guaranteed to a person under Article 21 of the
Constitution is to be read into the service rules relating to payment of
subsistence allowance.
The impugned enquiry, therefore, requires to be struck down on this ground, We
are of the view that allowing a lump sum amount to the applicant for the period he
remained under put off duty would meet the ends of justice in this case. We assess
the same at Rs. 5000 with the further direction that form the date of passing of this
order, the applicant shall be regularly paid compensation as ex gratia payment
under the new instructions issued by the Government at a rate not exceeding 50%
of the wages he would otherwise get had he continued in service.
We hold that the enquiry proceedings against the applicant without his being paid

any subsistence allowances are vitiated and being illegal, set aside the
impugned inquiry. We also direct that the applicant be reinstated with immediate
effect in the same post and the amount of lump sum compensation be paid to
him within a period of 4 months from the date of this order and if not paid, the
same would be payable with running interest at the rate of 12%.
[V.B.Raval Vs. Union Of India and others, date of judgment 12-5-200 in O.A
No.222 of 1991]
10.14

Judgment Raimalbhai Jethabhai Parmar Vs. Union of India and others, date
of judgment 8-2-2000.
Facts: The applicant who was working as EDBPM, Limberwada (A.O Birpur)
has challenged the disciplinary proceedings held against him and the order of
removal from service passed by the Disciplinary Authority, dated 21-9-1992 and
39

has prayed for reinstatement in the service with all consequential benefits. So
far as the factual aspects of the case are concerned, there is not much dispute
that the applicant who was working as EDBPM. Limberwada had received two
registered articles for delivery; one registered article was lost by him. It was
neither delivered to the addressee nor was entered into the B.O Journal nor it
was returned back to the sender. An enquiry of this loss of registered article
was ordered and the Inquiry Officer had submitted his report holding the
applicant guilty of the charges leveled against him. The Disciplinary Authority
had thereafter imposed the punishment of removal from service on the
applicant and this order of punishment of removal from service is challenged by
the applicant before us. The applicant had also preferred an appeal against the
order of the Disciplinary Authority but the same was rejected.
Held: It is settled legal position that the jurisdiction of this Tribunal to interfere
with the disciplinary matters or punishment cannot be equated with the
appellate jurisdiction and we cannot interfere with the findings of the Inquiry
Officer of Competent Authority, where these findings are not arbitrary or
preserve or based on no evidence. If there has been an enquiry conducted as
per the rules and in accordance with the principle of natural justice, what
punishment would meet the ends of justice is a matter exclusively within the
jurisdiction of the Competent Authority. If the penalty can be lawfully imposed
keeping in view of the magnitude of gravity of misconduct, then we have no
power to substitute our discretion to that of the punishing authority. It is only
when the punishment meted out is harsh or such that it shocks our conscience,
then and then only we can interfere with that punishment / Penalty. The
Supreme Court has laid down in no uncertain terms that the Disciplinary
Authority and on appeal the Appellate Authority being the fact finding authorities
have this exclusive power with a view to maintain the discipline and that the
High Courts / Tribunals while exercising the power of judicial review cannot
normally substitute their own findings in the case of B.C Chaturvedi Vs. Union
of India (AIR 1995 SC 748).
The next question is whether the punishment imposed by the Disciplinary
Authority is harsh or of such exercise nature so as shock the conscience of the
Tribunal. Here the applicant is a low-paid postal employee who has completed
31 years of service and at the age of 57 years is being asked to go home without
any retirement benefits merely because he has lost the registered article. It is
quite obvious that the punishment meted out to the applicant is not
commensurate to the alleged misconduct or negligence on his part and can
easily be termed as too harsh and excessive. No doubt the jurisdiction of this
40

Tribunal to interfere with the punishment imposed by the Disciplinary Authority

or the Appellate Authority is quite limited and generally we do not substitute our
own conclusion of penalty and impose some other penalty but when it found
that the punishment imposed by the Disciplinary Authority or the Appellate
Authority is not only excessive and harsh but also shocks our conscience, it
becomes absolutely necessary to mould the relief by either directing the
Disciplinary Authority to reconsider the penalty imposed or in exceptional case
to impose the appropriate penalty with reasons thereof. Learned Advocate
appearing for the respondents has, however, drawn our attention to the
punishment provided in Rule 7 of the EDAs (Service and Conduct) Rules, 1964
and has submitted that the Disciplinary Authority was left with no alternative but
to impose the penalty of removal from service as in the case of EDA, no other
commensurate penalties are prescribed.
Prior to amendment of Rule 7, there were only three penalties prescribed in
Rule 7 which left with no choice to the Disciplinary Authority except to remove
him from service, etc. After the suggestion in the case of Bansidhar Acharya Vs.
Union of India and other [(1987) 2 ATC 956]. Rule 7 was amended and three
more penalties were added in the penalties prescribed in the said Rule.
However, this amendment also appears to have been carried out half-heartedly
as can be seen from the instant case. There is no penalty prescribed,
commensurating with such minor offence. There is, therefore, still requirement
of further amendment of this rule in line with Rule 11 of CCS (CCA) Rules. In
another identical case bearing O.A No. 427 of 1991 decided on 22-12-1994, by
this Tribunal, similar order of removal from service was set aside on the ground
of the penalty being excessive and harsh and it was recommended that any
other penalty other than the penalty of removal from service be imposed. The
facts of the instant case are quite similar to the facts of the O.A No. 427 of 1991
and considering that the applicant is a low paid EDDA who had completed more
than 31 years of service and is being punished for loss of a registered article
practically at the fag end of his service. It is quite evident that the punishment
imposed, viz., removal from service is too harsh. The punishment clearly calls
for interface by this Tribunal.
We hereby set aside the order of removal from service passed against the
applicant and direct the respondents to reinstate the applicant in service within
one month from the date of receipt of this order. Since the applicant is not
exonerated of the charges, no back wages be paid to the applicant till the date
of his reinstatement as we are told that he has to retire in October, 2000 on
attaining the age of superannuation. However, his service from the date of the
41

impugned order of removal from service would count towards pension and other
service benefit.
10.15 To conclude we request,
a) All disciplinary rules and procedures may be applied to Rural Post Masters
/ Rural Postal Assistants at par with departmental employees.
b) All leave rules may be applied to Rural Post Masters / Rural Postal
Assistants at par with departmental employees.

42

Chapter XI
INSPECTIONS & INVESTIGATIONS
11.1

As per the figures available there are 129378 GDS Post Offices and they may

11.2

be converted into Group E or Group C Rural Post Offices.

At present Inspector / ASP is doing annual Inspection on a BO and Mail
Oversee is paying 4 visits per year. These visits are all most routine.
Then Inspection days per BO as follows:
IPO / ASP

MO

Inspections

---

Visits

---

Triennial review is being done once in every 3 years. At the maximum one sub
division is having 100 BOs and doing Triennial review of 33 BOs per year. In
addition to it 100% verification of identified BOs is done apart from past work
verification of BOs where fraud occurs. This fraud past work verification so
called investigation is 1 or 2% i.e. 2 BOs at an average per sub division.
11.3 In the place of present scenario if annual inspection is done by IPOs / ASP in
one half year and one visit is performed by Mail Oversee in another half year, it
suffice.
The triennial review of 1/3 BOs in a sub division may be carried out in a year.
During Triennial review 100% verification of SB / RD etc accounts may be
undertaken and be completed within 3 days and it can be termed as audit. The
IP / ASP can take MO assistance during these audits.
Then proposed inspection days are as follows:
IP / ASP
MO
Inspection

1 x 100

---

Visits

---

1 x 100/2

Audit

3 x 33

3 x 33/2

Total

199

100

Above MO figures are furnished as there are 2 Mail Overseers in a sub division.
The remaining 99 days available spare with MO can be utilized for enquiries
and desk work at sub divisional office.

43

Then distribution of days by IP / ASP and MO as follows:

Days in a year

365

Holidays 52 + 16

68
297

Leave (EL 30 + CML10+CL8)

48
249

Inspection days as above fixed

199

Days left for Enquiries and desk

50

work
In addition to above 50, the MO is having 99 days more as above stated supra
for desk work and enquiries.
If the work is distributed as above there will be definite watch on BOs for
keeping public and exchequer safe besides assessing statistical and financial
position of BO and keeping rural postal staff alert in attending postal operations
and to avert any misconduct for which days are being wasted unnecessarily at
present.
11.4 The above exercise certainly helps postal department in reducing
Investigations, enquiries and disciplinary cases and keeps not only public
happy but also rural postal staff with clear and happy minds and saves the
departmental staff also keeping them away from being identified as subsidiary
offenders.

44

Chapter XII
SOLUBILITY OR MATCHING FINANCE
12.1 It is inherent feature of the Government and the department in thinking how to
match the finance and whether it is soluble or not.
Certainly on conversion of GDS BOs as Rural Post Offices and GDS staff as
Rural Post Masters / Rural Postal Assistants there will not be any burden on
Government and department as well. For that the illustration furnished here
under may kindly be perused. As the 7 th PC is yet to be finalized, the present
figures are taken. The raise in salaries in 7 th PC will automatically based on the
raising cost and there by income through raised revenues and revised
commissions and subsidies.
12.2 Taking present figures, the matching finance is as follows.
A) For Department of Posts:
As it is suggested in earlier paras Accounts, Accounts suspension and
administrative supervision of Rural Post Offices are reciprocal services for their
Mails, delivery, Registration, MOs, Speed Post, MNREG (Agency Service) SSP
(Agency Service) by Rural Post Office. Still department of Posts in doing
another duties such as Inspection and Investigation.
There are 1,29,378 GDS BOs (Rural Post Offices). Each IP /ASP has to spent
1 day for inspection per BO. 3 days for triennial review and 100% verification.
But he does only 1/3 BOs in a year, hence he spends average 1 day for this
work per BO per year.
Total days spent by IP / ASP are 1 +1 = 2 per BO per year.
Average Cost: a)
Pay

Per Month

(IP / ASP) 9300 - 34800

Average Cost
22050

Grade Pay 4200 - 4600

Average Cost
4400
26450

DA

121%

(presumptive)-

[present
7%

107
+

01-01-2015

01-07-2015

32005

7%(presumptive)]
HRA 10% (as it is for rural area)

2645

Transport Allowance 1600 + 121%

3536

Total
Leave Salary 30 days EL + 10 CML + 8 day CL =

45

64636
8618

48 days /12 = 4 days per month = 64636 x 4 / 30

Bonus 3500 x 2 (for 60 days), 60 / 12 = 5 days per
month i.e. 3500 x 5 / 30

583

CCA and other allowances ignored

---

Pensionary benefits ignored as it is a commitment

of Government.

---

Per Month

73834

For 2 days 73834 x 2 / 30 =

4922 per BO

Cost of IP / ASP for all 129378 BOs = 129378 X

4922=
Per Annum =

63679851 per month

76,41,58,212

b)
Pay

Per Month

(MO) 5200 - 20200

Average Cost
12700

Grade Pay 2400 - 2800

Average Cost
2600

Total

15300

DA 121%

18513

HRA 10%

1530

Transport Allowance

(800 + 968)

1768

Total

37111

Leave Salary 37111 x 4 / 30 (as shown above) =

4948

Bonus (as shown above)

583

Per month

42642

For 2 days = 42642 x 2 / 30 =

2842 per BO

Cost of MO for 129378 BOs = 2842 x 129378 =

Per Annum =

36769227 per month

44,12,30,724

c) Both 2 categories i.e. IP/ASP and MO performs journey for inspection /

investigation and they are entitled for TA / DA.
TA: Calculation of TA may take laborious work and it is not fruitful also since
these categories of officials maintaining motor cycles. For sub divisional head
quarters some BOs may be nearer and some are far from BO.
The average distance traversed by official keeping nearer and far BOs in view
46

will be 10 + 10 Kms. The IP/ASP and MO are spending 2 days in a month each
as above furnished per BO.
IP / ASP

2 days per month per BO.

MO

2 days per month per BO

Total Days

4 days per month per BO.

Distance traversed

4 x 20 = 80 Kms per month per BO.

Road mileage admissible Rs. 80 x 12 = Rs. 960 per BO

For all 129378 BOS Rs.960 x 129378 = Rs. 1, 24, 20, 288 per month.
i.e 1, 24,20,288 x 12 = Rs. 14, 90, 43, 456/- per Annum.
DA: As Road mileage is given as above they are entitled for food allowance in
the place of DA. Food Allowance is Rs.150/- for MO per day and it is Rs. 225/for IP/ASP per day.
MO: No. of days per month

2 days per BO.

300 per month per BO.

Food allowance Rs. 2 x 150

For 129378 BOs Rs 300 x 129378 =

Rs. 3,88,13,400 per month.

Per annum Rs.3,88,13,400 x 12

Rs. 46,57,60,800 per annum.

2 days per BO.

Rs. 450 per month per BO.

For 129378 BOs Rs. 450 x 129378 =

Rs. 5,82,20,100 per month.

Per Annum 5,82,20,100 x 12

Rs. 69,86,41,200.

MO TA / DA

Rs. 46,57,60,800

IP / ASP TA / DA

Rs. 69,86,41,200

Total Amount

Rs. 116,44,02,000 per annum.

IP/ASP: No. days per month

Food Allowance Rs. 2 x 225

In addition to it one clerk has to spent for inspection and 1clerk has to spent for
investigation at DO fulltime besides Inspector / ASP and Superintendents
supervision at Divisional Head Quarters.

The cost of a clerk is that of a Mail Overseer as given at para b) above. i.e. Rs.
47

42,642 per month. There are 441 divisions in the country whose inspection work
and investigation work is done at divisions 1 clerk for Inspection and 1clerk for
Investigation at an average since in some divisions work may be less and
working on combination and in some divisions work may more, working more
than 1 clerk each for investigation and also for inspection as well.
d) Inspection Cost of Clerk 42642 x 441 Divisions
month.
Per Annum = 1,88,05,122 x 12

= Rs. 1,88,05,122 per

= Rs. 22,56,61,464.

e) Cost of Investigation clerk is also same i.e. Rs. 22,56,61,464 per annum.
In addition to that supervision of IP / ASP and divisional Superintendent at
Divisional Head Quarters has to be carried out in the above investigation and
inspection clerks which is 20% i.e. 1/5 th cost of IP / ASP and 1/5th cost of SP.
f) Cost of IP / ASP at divisional head quarters.
Cost of IP / ASP as mentioned at para a) = Rs. 73,834 per month per division.
1/5th of 73,834 = Rs. 14,767 per month per division.
For 441 divisions 14,767 x 441 = Rs. 65,12,247 per month
Per annum = Rs. 7,81,46,964.
g) Cost of SP at divisional head quarters.
Pay

9300 34800, AC

Average Cost
Rs.22,050

Grade Pay 4800 5400, AC

Average Cost

Rs.
5,100

Total

Rs. 27,150

DA 121%
HRA 10%

=
=

Rs. 32,852
Rs. 2,715

Transport Allowance 1600 + DA

Rs. 3,536

Rs. 66,253

Leave Salary 66253 x 4 / 30

Rs. 8,833

Bonus

---

Per Month

Rs. 75,086

1/5th of 75086

Rs. 15,017 per month per

division

For 441 divisions 441 x 15017

Rs. 66,22,797 per month

Per Annum 66,22,497 x 12

Rs.7,94,69,964 per annum

48

Cost at Regional, Circle, Directorate levels for Inspection and Investigation is

ignored as basic work will be done up to DO level only. The above offices do
administrative work can be taken under administrative supervision.
h) Cost of Inspection and Investigation work of Rural Pos per annum is;
Cost of Inspector / ASP

Rs.76,41,58,212

Cost of Mail Overseer

Rs. 44,12,30,724

TA and DA

Rs. 116,44,02,000

Cost of Inspection Clerks at DO

Rs. 22,56,61,464

Cost of Investigation Clerk at DO

Rs. 22,56,61,464

Cost of IP/ASPs at Divisional H.Qs

Rs. 7,81,46,964

Cost of SP at divisional Head

Rs. 7,94,69,964

Rs. 297,87,30,792

and Investigation work cost of other

assistance 25%

Rs. 74,46,82,698

Total

Rs. 372,34,13,490

Coefficient for other miscellaneous

work 25%

Rs. 93,08,53,372

Total

Rs. 465,42,66,862

Quarters
Total
Sundries for material for Inspection

If commission on SB and RD accounts kept with Government and Mails,

Delivery, Registration, Speed Post, MOs, NREG, SSP are done by rural POs
as reciprocal services and cost of Rural Staff is met by Government itself there
will be another extra expenditure other than Inspection and Investigation on
Postal department i.e. stationary for SB, RD at rural Pos, say suppose every
account holder transacts 1 SB deposit, 1 SB withdrawal, 1 RD deposit and 1
49

MO per month.
Say suppose each;
(i)

SB Withdrawal Forms (SB7):

Minimum no. of SB accounts 200 per PO.
SB withdrawls 200 per month per BO.
i.e. for 129378 Pos 129378 x 12 = 1552536 per month.
Cost 1552536 x cost 0.118 = 1,83,199 per month = 21,98,388 per annum.

(ii)

SB deposit forms (SB103):

(iii)

Same = 21,98,388 per annum.

RD deposit forms (SB103):

(iv)

Same = 21,98,388 per annum.

SB Journals (SB-2):
SB deposits 200 per month.
SB withdrawals 200 per month.
Total entries 400 per month.
i.e. 4800 per annum.
20 x 100 = 2000 entries can be made in a Journal.
Hence 3 journals for SB.

For RD 50% of above since only deposits are taken and withdrawals are not
regular i.e. 3/2 = 1.5 say 2 journals. Annual consumption 5 journals per PO.
For 129378 PO = 129378 x 5 = 646890 Journals.
Cost 646890 x cost 13.65 = Rs. 8,83, 00, 485.
(v)

SB Specimen Signature Books (SB-6):

One book each may be used for SB and RD per annum per PO = 2
For 129378 BOs = 129378 x 2 = 2,58,756

(vi)

Cost is 258756 x cost 41 = Rs. 1,06,08,996.

SB / RD Passbook (SB-5):
There will be 10% use for SB fresh Passbooks per PO per annum.
200 x 10% = 20.
There may be 20% use for SB new A/cs
200 x 20% = 40.
There may be 20% use for RD new A/cs.
200 x 20% = 40.
Total new Passbooks used 20 + 40 + 40 = 100 per PO.
50

For 129378 = 129378 x 100 = 1,29,37,800.

Cost 12937800 x 1.7772 = Rs. 2,29,93,058 per annum.
The total Cost of Forms will be:
SB 7 (Withdrawal Forms)

Rs.21,98,388

SB 103 (Deposit forms) for SB

Rs.21,98,388

SB 103 (Deposit forms) for RD

Rs.21,98,388

SB 2 (SB Journals)

Rs. 8,83,00485

SB 6 (SS Books)

Rs. 1,06,08,996

SB 5 (Passbooks)

Rs. 2,29,93,058

Rs. 12,84,97,703

Sundries for lists etc 25%

Rs. 3,21,24,425

Extra cost on stationary for SB and

RD for Department of Posts

Rs. 16,06,22,128

Extra

Rs. 465,42,66,862

Rs. 16,06,62,128

Rs. 481,49,28,990

cost on

Investigations
Posts

Inspections

and

for Department of

Extra cost on stationary for SB and

RD for Department of Posts
Total

Say 482 crores Department of Posts has to spent at the minimum for Inspection
and Investigation of Rural Pos and supply of stationary relating to SB and RD
to Rural Pos. This can be compensated to Postal Department by Government
as at present it is giving subsidy for rural post offices around 650 crores as
learnt. The raise in salaries to departmental staff and rural postal staff will be
within this 650 crores or to be raised in view of raising cost, commission payable
and economic conditions of the country.
51

Thus the cost borne by Department of Posts is matched.

B)

For Government of India:

As it is suggested in earlier paras Mails, Delivery, Registration, MOs, Speed
Post, MNREG, SSP of rural post offices as reciprocal services as their Accounts,
Accounts Supervision, administrative supervision by Department of Post, the
total cost of Rural Postal Staff may be met by Government of India in lieu of
Commission on SB & RD accounts.
Cost on Rural Post Offices as on Today:

(i)

No. of Rural Post Offices

129378

Working strength of GDS

263326

Average Cost of Rural Employee:

Salaries 2745 - 6470

Average Cost Rs.

4,608

Rs. 5,576

Total

Rs. 10,184

Leave Salary 20/12=1.67 days per

month 10184 x 1.67/30

Rs. 567

Bonus (as above mentioned)

Rs. 583

Per month

Rs. 11,334

Per annum x 12

1,36,008

Average cost per GDS Agent per

Rs. 1,36,008

Rs. 3581,44,42,608

=
=

1,55,25,360
Rs. 3582,99,67,968

DA 121%
presumed)

(as

on

31-12-2015

annum
Cost of 263326 GDS Staff is 263326 x
136008
OMA 129378 x 100 x 12
Total expenditure on Rural staff

Say 3,583 crores

(ii)

Commission on SB, RD Accounts:

No. of BOS

129378

At an average every BO is maintaining 200

400

52

SB + 200 RD Accounts
Total no. of SB, RD accounts at Rural BOs
approximately

5,17,51,200

Commission being paid per A/c as on day

175.46

Total commission on SB and RD A/cs at rural

908,02,65,552

POs

Say

Percentage of commission paid to cost

908 crores
25.34%

This cost will be increased in next pay commission either in the shape of GDS
or 7th PC and commission on SB and RD also will be raised. Even then the cost
will be more than commission on SB and RD payable. It should be taken as
expenditure on essential services to rural areas through post office as there is
demand by public to have postal services, as there is commitment by political
leaders and commitment to Government to serve common public in rural areas
as they cannot go far for these services and expecting at their village the
Government may consider this as essential service.
12.3

As such,
1. GDS Post Offices may be converted into Departmental Group E or Group
C Rural Post Offices.
2. GDS staff may be converted into departmental Group E or Group C Rural
Post Masters / Rural Postal Assistants.
3. Commissions on SB and RD at rural POs may be kept with Government of
India.
4. Total expenditure on rural postal staff may be met by Govt. of India.
5. Postal Department may do Accounts, Accounts Supervision,

and

Administrative Supervision of Rural Post Offices as reciprocal service.

6. Govt. of India may do at Rural Pos Mails, Delivery, Registration, MOs,
Speed Post, NREG and SSP of Postal Department as reciprocal service.
7. Govt. of India may allow around Rs. 650/- crores per annum as subsidy to
Postal Department for its doing Inspection and Investigation of Rural Post
Offices and supply of stationary for SB and RD to Rural Post Offices.
8. Department of Posts may supply forms and stationary for SB and RD to
Rural Post Offices, along with other stationary and forms.

Chapter XIII
PRESENT WAGE STRUCTURE WITH ITS BACKGROUND
13.1

Before suggesting the wage structure for next enquiry committee (inclusion in
53

7th PC is requested), the various changes occurred in GDS system due to the
findings of several committees and anomalies unsolved and disparities
continued should be explained. As such after explaining them in Toto, our
request for grant of various scales and fixation of Rural Branch Post Masters
and Rural Postal Assistants is furnished at close of this chapter. Our
federations submitted memorandum to 7th CPC and our request through that
memorandum is taken as base to avoid disparities.
13.2

In this memorandum proposed Rural Post Masters and Rural Postal Assistants
are taken as civil servants under category Group E or Group C as considered
by Government and all benefits to Central Government Employees (leave
encashment for 15 days per year in addition as leave arrangements to huge
number of these post offices always is a difficult exercise) suggested to Rural
Post Masters / Rural Postal Assistants.

13.3

However the comparisons of duties are taken with a different view such as,
a) Though RPMs perform all most all services like Postal Assistants, it is not
compared, as Postal Assistants are having other duties carrying more
responsibilities

such

as

checking

RPMs

work,

consolidation

and

accountings. More over Postal Assistant is a promotional post to RPM

carrying higher responsibilities. Now full workload of 7 or 8 hours is
suggested for RPM. If both are placed together, never the departmental
quota of Postal Assistants filled ups since it is available in lower cadre. In
postal assistant cadre also it may create disinterest which may lead to
several anomalies, litigations and arbitrations. More over their promotional
cadres such as MTS and Postman will be at lower scales. As such separate
scales to Rural Post Masters are suggested keeping in view of their
promotions to MTS, Postman and Postal Assistants.
b)

Though Rural Postal Assistants perform almost all duties of MTS or

Postman, it is not compared since MTS and Postman are promotional posts
to RPA. Now full workload of 7 or 8 hours is suggested for RPA. If these are
placed along with MTS or postman, never the departmental quota of MTS
or Postman filled up since it is available in lower cadre. In MTS and postman
cadres also it may create disinterest which may lead to several anomalies,
litigations and arbitrations. As such separate scales to Rural Postal
Assistants suggested keeping in view of their promotions to MTS, Postman
and Postal Assistants.
The above exercise is given in next chapter XIV. Before that, what had
54

happened in ED / GDS system so far is clearly explained here under.

13.4

It is submitted that before considering the wage structure, phenomenal

changes that have taken place in the last half a century has to be
considered. Before the ED Conduct Rules 1964, the ED Agents had no
retirement, this means they could continue in service until death and so
the question of retirement benefits did not arise. The ED system has its
origin to the Dak Bungalow system which is about 180 years old which
means even before the Postal Department was formed in 1854, there
were EDs or their equals, may be outside Postal Department since the
Department itself did not exist. Even after the Postal Department was
formed in 1854, there were preferred categories for appointment as
BPMs. Landlords, Planters, Businessmen, Government Servants,
Teachers and Pensioners were the preferred category, this means they
had independent livelihood and whatever allowance the Department
paid was supplementary to their assured income. This rule has been
drastically changed and all the above categories are unwelcome to be
appointed as GDS.
In 1964, the ED Conduct Rules came into effect, since then a retirement
age was prescribed without any retirement benefits. Subsequently the
preferred categories have been withdrawn Reservation has been
introduced to the SCs, STs somewhere in 1980 and OBC somewhere in
1990s. The very fact that reservation has been introduced for about 50%
of the ED staff secured employment because of their social, economic
and educational backwardness. Further there was a time when the
Branch Post Master was being treated as one of the Heads of villages
generally a landlord of the village and today every ED post is being filled
not from any of the earlier preferred category. Secondly, though statutory
reservation is only 50%, virtually almost 75% of GDS staff belong to
weaker sections, as none with substantial sources opt for the job.
Acceptance of the same by granting reservation up to 50% cannot be
denied, since the upper caste have resources and they do not like to be
bound by all these rules and confined themselves to the ED post, this
means as the position stands, almost 90% of the GDS staff belong to
SC, ST or OBC who have no other source of income. For them the main
source of income is not the GDS allowance but that the only source of
income is the GDS allowance.
The condition of possession of landed property for BPM and alternative
55

source of livelihood for all GDS was dispensed with in 2003. The
condition that the GDS should be a resident of the village also has been
dispensed with. This means the GDS are like any Government servant
liable to work where they are posted and they get a pittance and there is
the draconian rule of providing accommodation for the BO which is
impossible for the present generation of GDS, as such they must be
treated as Government servants.
13.5

The GDS employees are performing almost the same duties of

departmental employees in the corresponding category. The BPM is
performing the duties of a Postal Assistant, GDSMD and GDSSV are
performing the duties of Postmen and the other category of GDS
employees are performing the duties of Group D.

13.6

Justice Talwar has recommended 5 scales for each category up to 7.5

hours. In respect of BPMs minimum of the pay scale recommended is
for 3 hours only, whereas he has recommended for others the minimum
scale for 3.45 (mts) 4 hours. A separate scale has been recommended
for BPM who is performing the combined duty of delivery / conveyance.
For EDDA cum EDMC, a separate scale has been recommended
based on the average of EDDA/MC scale.

13.7

It is now established that the GDS employees are to be placed as civil

servants under Group E or C on fulltime basis. We suggest separate
scales for them for 7 or 8 hours work as discussed in next chapter XIV.

13.8

The GDS employees should be allowed to work for full time as the work
at Rural Post Offices is drastically increased.

13.9

In the present set up, there is only one scale for GDSSPM, 5 scales for
GDSBPM and 3 scales for other GDS categories.

13.10 It has created serious anomalies for the Branch Post Masters whose
work is for more than 125 points as there is no corresponding scale given
to them though their work has been increased from 125 points. There is
need for taking RPLI, MNREG, SSP into consideration. The BPMs who
are working for more than 5 hours are paid only for 4 hours. Similarly,
the EDDA / MCs who are performing for more than 5 hours are paid only
for 5 hours.
The GDS Packers / MCs working in departmental SOs particularly in C
56

class SOs, are detained in the office for 8 hours as their presence is
needed and therefore they may be paid for 7.5 hours.
13.11 The BPM should open the office for a minimum 7 hours in the public
interest and has to perform the duties of delivery / conveyance before /
after these working hours. For computing the work load of the BPM who
is performing combined duty, the working hours of 4 hours plus the
average work load of delivery / conveyance to be added and a separate
scale has to be recommended as per the recommendations of Justice
Talwar instead of a meager flat rate of Rs. 250. The payment of Rs. 250
as combined duty allowance is nothing but a bonded labour.
Combination of Duties:
It is submitted that there are two types of combination of duties, one as
a permanent measure and another as a temporary measure. In the case
of permanent measure, the BPM is entrusted with either conveyance of
mails or delivery work or both. Definitely the work hours will exceed his
normal working hours of 4 for opening the office as we suggested. It is
often found that the BPM is asked to perform the duty of the absentee
GDSMD or GDSMC or both.
13.12 For the BPMs, there is no time factor for 80% of their work they are
performing now in respect of all the new services introduced like NGRES,
RPLI, Business Development Activities, e-Billing, Telephone Revenue
Collections etc., the time factor should be fixed. This has to be included
in the work load of the BPM.
13.13 There is another serious anomaly in the scale of EDDA cum EDMC.
If the work load of the EDMC is more than the work load of EDDA, EDMC
scale is given, even though he is performing the duties of EDDA, higher
responsibilities. It results in less payment, Justice Talwar Committee
justifiably recommended by adapting the principle in fixing the scale of
EDDA cum EDDC taking the average emoluments, recommended a
separate scale.
13.14 As a result of introduction of pay scales (TRCA), if there is any decrease
in the emoluments of any category of GDS employees, their emoluments
should be protected. But this exercise is not done properly.
13.15 In the case of some GDSMCs as per the departmental arrangement and
as per the lines and stages, they have to wait hours together in exchange
of mails at either/ and any point, emanating, intermittent and terminating
57

which is unavoidable. In all such cases the work load of EDMC has to
be calculated on the basis of actual work hours but not on the basis of
work load calculated on distance.
13.16 Increment: Justice Talwar has recommended incremental wage and he
observed that is the civil right of the GDS employee to receive the wages.
But the so called full and final settlement dated 17-12-1998 denied them
the right by the terminology given to the increment as future entitlement.
It is nothing but an increment for all purposes. We suggest a minimum
of 5% of Pay should be recommended as increment within their scale.
13.17 Weightage to the length of Service: Consequent on implementation of
orders dated 17-12-1998, the concept of international wage for the GDS
employees was accepted for the first time. Justice Talwar in para 16 of
his report after discussing the 5 th Central Pay Commission Report,
recommended the following increments in the proposed pay scales for
different length of service.
1

1 to 5 years

Nil

6 to 10 years

1 increment

11 to 15 years

2 increments

16 to 20 years

3 increments

21 to 25 years

4 increments

We request that one increment for every 5 years of service may be granted.
13.18 Assured Career Progression (Financial Up Gradation):In the operative Group-C and D cadres of the Department of Posts, 3 time
bound promotions were implemented i.e. MACP I, (after 10 years) MACP II
(after 20 years), MACPIII (after 30 years of service) as financial up gradations.
The GDS employees were discriminated as they have to spend their entire
service in the same scale. Justice Talwar suggested two promotions for ED
employees after every 10 years of service. We request to recommend three
promotions for every 10 years of service for all categories of GDS employees.
This is much necessary as in spite of making the GDS cadre as the source of
58

recruitment for Group-D / MTS and Postmen, hardly 1% of the GDS can
become Group-D / MTS or Postman.
13.19 Pay Protection: As per the Directorate letter dated 11-10-2004, if GDS
employee reaches maximum scale, he is not getting pay protection and not
getting increment. If the maximum pay scale is less than his original pay, the
difference amount should be protected as PP and stagnation increments be
allowed.
13.20 As nowadays the GDSMD has to visit all the villages compulsorily due to the
fact that everyday there would be at least one letter or newspaper (may be
second class mail), the system of unfixed beat should be removed.
13.21 Wage structure in earlier ED / GDS Committees is furnished here under:
Basic Allowance of Extra Departmental Employees
CATEGORY

1st
Committee

Enquiry

2nd Enquiry
Committee

3rd Enquiry Committee

OF

WEF 01-07-1959

WEF 01-09-1973

WEF 01-01-1986

EDAS

Wage for COL

Index 160 Points

Wage for COL

Index 200 Points

Wage for COL

Index 608 Points

(Base 1939 = 100)

(Base 1960 = 100)

(Base 1960 = 100)

MINIMU
M

MAXIMU
M

MINIMU
M

MAXIMU
M

(Rupees)
ED Branch Post
25

(Rupees)
47

(Rupees)
65 - 50

32

47

24

MINIMUM
(Rupees)

MAXIMU
M

(Rupees)
90

275

(Rupees)
440

72 - 50

90

270

450

42

65 - 00

77 50

270

420

---

60 - 50
(Fixed

---

240
(Fixed

---

Master
ED Stamp Vendor
ED

Delivery

Agent, ED. Mail

Carrier,
Packer,

ED.

ED Runner etc.
For EDAs with
work load of less
than 2 hours.

20
(Fixed

Amount)
Amount)
Amount)
Basic Allowance of GRAMINDAK SEVAKS
4th Enquiry Committee

CATEGORY OF EDAS

WEF 01-03-1998
GDS SPM

TRCA

Rs. 2125 50 3125

59

GDS Branch Postmaster

TRCA

1280-35-1980 (Work load up to 3 Hours Up to 75 Points)

TRCA

1600-40-2400 (Work load beyond 3 Hrs beyond 75

Points)

GDS Stamp Vendor

TRCA

1375 25 2125 (Work load up to 3.45 Hours)

GDSMD

TRCA

1740 30 2640 (Work load beyond 3.45 Hours)

GDS MC / Packer

TRCA

1220 20 1600 (Work load up to 3.45 Hours)

Runner / Messenger

TRCA

1545 25 2020 (Work load beyond 3.45 Hours)

Basic Allowance of Gramin Dak Sevaks in 5 th Enquiry Committee headed by

Sri R.S. Nataraja Murthy:
S.No

Category

Existing TRCA

Revised TRCA

Work load

GDS

(Rs.)

w.e.f 01-01-2006

in points

Work load in hours

(Rs.)
1

GDS Sub

2125-50-3125

4575 85 - 7125

---

GDS Branch

1280-35-1980

2745 - 50 - 4245

75 points

Postmaster

New TRCA slab

3200 - 60 - 5000

87.5 points

4 - 5 hrs

Postmaster
2

Up to 3 hours work
More than 3 hours up to
3 hours 30 minutes.

1600-40-2400

3660 70 - 5760

100 points

New TRCA slab

4115 75 - 6365

112.5 points

Up to 4 hrs
More than 4 hours up to
4 hours 30 minutes.

New TRCA slab

4575 85 - 7125

Up to 125
points

GDS Mail

New TRCA slab

2665 50 - 4165

---

Deliverer /
Stamp Vendor

More than 4 hours 30

minutes up to 5 hours.
For work up to 3 hours
for new entrants.

1375-25-2125

3330 60 - 5130

---

For work load up to 3

hours 45 minutes.

1740-30-2640

4220 75 - 6470

---

More than 3 hours 45

minutes up to 5 hours.

GDS Mail

New TRCA slab

2295 45 - 3695

---

Carrier /
Packer /

More than 3 hours 45

minutes up to 5 hours.

1220-20-1600

2870 50 - 4370

---

Mailman

More than 3 hours up to

3 hours 45 minutes.

1545-25-2020

3635 65 - 5585

---

More than 3 hours 45

minutes up to 5 hours.

Chapter XIV
WAGE STRUCTURE SUGGESTED FOR NEXT ENQUIRY COMMITTEE FOR
PROPOSED RURAL POST MASTERS & RURAL POSTAL ASSISTANTS
60

(NOW GDS)
14.1

For submitting proposed wage structure the lowest post in the Department of
Posts i.e. MTS is taken as base as it is a promotional post for Rural Post
Masters / Rural Postal Assistants.

14.2

Its existing scales are as follows:

SCALE

GRADE PAY

MTS Initial Stage

5200 - 20200

1800

Group D MACP I

5200 - 20200

1900

Group D MACP II

5200 - 20200

2000

Group D MACP III

5200 - 20200

2400

For clear discussion other posts are also to be examined.

14.3

SCALE

GRADE PAY

Postman / Mail Guard

5200 - 20200

2000

Postman / MACP I

5200 - 20200

2400

Postman / MACP II

5200 - 20200

2800

Postal / Sorting Assistants

5200 - 20200

2400

Supervisor (LSG) / MACP I

PA

5200 - 20200

2800

Post Master Grade I

5200 - 20200

2800

The above data reveals that 6 th PC has no objection to give same pay scale to
some cadres in the same pay band showing difference in Grade pay only. For
minimum scale in the pay band to the lower post was shown i.e. for MTS is
5200 20200 with Grade pay is 1800 and with annual increase as 3%. The
61

span is as follows:
5200 + 1800 = 7000 initially.
Raise

Pay

Raise

Total

After 1st increment

7000 x 3%

7000 + 210

7210

After 2nd increment

7210 x 3%

7210 + 216

7426

After 3rd increment

7426 x 3%

7426 + 223

7649

After 4th increment

7649 x 3%

7649 + 229

7878

After 5th increment

7878 x 3%

7878 + 236

8114

After 6th increment

8114 x 3%

8114 + 243

8357

After 7th increment

8357 x 3%

8357 + 251

8608

After 8th increment

8608 x 3%

8608 + 258

8866

After 9th increment

8866 x 3%

8866 + 267

9133

After 10th increment

9133 x 3%

9133 + 274

9407

After 11th increment

9407 x 3%

9407 + 282

9689

After 12th increment

9689 x 3%

9689 + 291

9980

After 13th increment

9980 x 3%

9980 + 299

10279

After 14th increment

10279 x 3%

10279 + 308

10587

After 15th increment

10587 x 3%

10587 + 318

10905

After 16th increment

10905 x 3%

10905 + 327

11232

After 17th increment

11232 x 3%

11232 + 340

11572

After 18th increment

11572 x 3%

11572 + 347

11919

62

After 19th increment

11919 x 3%

11919 + 358

12277

After 20th increment

12277 x 3%

12277 + 368

12645

After 21st increment

12645 x 3%

12645 + 379

13024

After 22nd increment

13024 x 3%

13024 + 391

13415

After 23rd increment

13415 x 3%

13415 + 402

13817

After 24th increment

13817 x 3%

13817 + 415

14232

After 25th increment

14232 x 3%

14232 + 423

14657

After 26th increment

14657 x 3%

14657 + 440

15097

After 27th increment

15097 x 3%

15097 + 453

15550

After 28th increment

15550 x 3%

15550 + 467

16017

After 29th increment

16017 x 3%

16017 + 481

16498

After 30th increment

16498 x 3%

16498 + 495

16993

After 31st increment

16993 x 3%

16993 + 510

17503

After 32nd increment

17503 x 3%

17503 + 525

18028

After 33rd increment

18028 x 3%

18028 + 541

18569

After 34th increment

18569 x 3%

18569 + 557

19126

After 35th increment

19126 x 3%

19126 + 574

19700

After 36th increment

19700 x 3%

19700 + 591

20291
Say 20200

14.4

The present scale of MTS i.e. 5200 20200 is having a span of 36 increments
having link with several scales. It is lengthy and scientific. This pay band came
63

into force on introduction of grade pay. Less difference in grade pay is not
creating dissatisfaction in cadres earning higher position and responsibilities. If
this grade pay is not continued at the time of completion of 2 nd year the pay of
initial appointment will reach the minimum of MACP and it will be a great
unsolved anomaly forever. Hence pay band and grade pays may be continued.
As such only one scale is suggested for Rural Post Masters / Rural Postal
Assistants with various grade pays. As such running scale (instead of fixed
increments, 5% raise on basic pay plus grade pay every year) will be the better.
In such a case the difference between minimum and maximum has 38
increments of span so fixed and we suggest the same for Rural Post Masters
and Rural Postal Assistants.
14.5

In Sri Nataraja Murthys Committee scales are so fixed as mentioned in chapter

III comparing GDS BPM to Postal Assistant, GDS MD to Postman and GDS MC
to Group D / MTS on prorata basis. Here in this memorandum we suggest
departmentalization of GDS with civil post status for fulltime say 7 or 8 hours
i.e. split or continuous giving 7 hours 30 minutes workload at an average. Then
earlier comparison on prorata is not having any scientific reason. Moreover
MTS is a promotional post to Rural Post Masters and Rural Postal Assistants.
When MTS is a promotional post fixation of RPMs / RPAs should be just below
MTS cadre.
For fixation in 7th PC to RPMs / RPAs there are no scientific scales below MTS
in 6th PC except prorata wages. As such for fixation of scales in 7 th PC to Rural
Post Masters and Rural Postal Assistants presumptive scales in 6 th PC should
be assessed as if they have been given w.e.f 01-01-2006 had they been
departmentalized as on that date of 01-01-2006. This is for fixation of scales to
RPMs/ RPAs in 7th PC having no financial commitment till 31-12-2015, and new
pay scales in 7th PC are effective from 01-01-2016 only.

14.6

Minimum of Scale to RPM / RPA in 7th PC:

Our Federation for Postal Employees has requested Rs. 33,000/- minimum to
MTS, where as they were in 5200 20200 with Grade pay Rs. 1800/- with 3%
annual raise in 6th PC. They may be at 121% DA as on 31-12-2015 (considering
107% present + 7% on 01-01-2015 + 7% on 01-07-2015).

The minimum of the scale Rs. 33000/-proposed by our Federation for Postal
Employees may be read as follows:

64

Minimum Pay of MTS in 6th PC

5200

Grade Pay

1800
7000

25% raise in 7th PC on minimum of 6th Pay in PB1

1300

DA 121% as suggested earlier as on 31-12-2015 on min pay + Grade Pay =

8470

80% fitment on the maximum of scale i.e. 20200

= 16160
32930

Say 33000.
14.7

Thus MTS in 5200 20200 with Grade pay Rs. 1800/- was suggested to be
fixed at the minimum 33000/- in the 7th PC by our Federation for Postal
Employees. Then for comparison one more element is there that is grade pay,
i.e. Rs. 1800/- to MTS.

14.8

In the above illustration there is no mention of Grade pay in the proposed scale
of MTS. But it is the element should be continued to maintain somewhat
balanced structure in all cadres and to show the cadre difference and higher
responsibilities, with slight differences. The proposed minimum pay arrived as
above is 33000. In which Grade pay component will be,
Grade pay

1800

DA at 121%

3978

Pay component 33000 4000

29000

Grade pay component

4000

Say 4000.

33000
14.9

To RPM / RPA presumptive grade pay may be given as follows: (deeming it is

given in 6th PC)
a) Rural Postal Assistant:
Presumptive Grade pay at initial stage

Rs. 1000/-

Presumptive Grade pay on MACP I (after 10 years) =

Rs. 1100/-

Presumptive Grade pay on MACP II (after 20 years) =

Rs. 1200/-

Presumptive Grade pay on MACP III (after 30 years) =

Rs. 1300/-

b) Rural Post Master:

Presumptive Grade pay at initial stage
65

Rs. 1400/-

Presumptive Grade pay on MACP I (after 10 years)

Rs. 1500/-

Presumptive Grade pay on MACP II (after 20 years)

Rs. 1600/-

Presumptive Grade pay on MACP III (after 30 years)

Rs. 1700/-

14.10 Minimum and maximum of presumptive pay to RPM / RPA may be given as
follows: (deeming given in 6 th PC):
We are comparing this with MTS who was at minimum in 6 th PC on 5200
20200 with Grade pay Rs. 1800.
RPA presumptive minimum at initial stage = 1000 x 5200 / 1800 = 2888.
Say Rs. 3000/Presumptive maximum at initial stage = 1000 x 20200 / 1800 = 11200 just it is
equivalent to that of present allowances drawn.
i.e. Max TRCA for GDS Rs. 7125/- for 5 hours. For 7.5 hours it is 10688.
14.11 Proposed minimum to Rural Post Masters and Rural Postal Assistants for 7 th
PC as furnished here under may be considered. Our Federation for Postal
Employees suggested to 7th PC for minimum 33000/- to MTS at initial stage and
41000 on MACP I. Then proposed minimum pay to RPM / RPA as follows which
may be considered. For MTS 33000/- was suggested with GP Rs. 1800/- at
initial stage. When GP is not mentioned it deems that it is the mixture of pay
component and GP component.
14.12 As assessed in para 14.9, pay component is 29000/- and GP component is Rs.
4000/-. As it is delinked with GP component, pay component is same for all
cadres in 5200 20200 in the 6th PC and now re-fixed in 7th PC as Rs. 29000/-.
14.13 Similarly for Rural Postal Assistants and Rural Post Masters are to be calculate,
i) Proposed minimum pay at initial stage to RPA / RPM =
= {Minimum of proposed Pay component to MTS in 7 th PC} x {[Presumptive
minimum of RPA / RPM in 6th PC] / [Actual Minimum of MTS in 6th PC]}
=

29000 x 3000 / 5200

16730.

ii) It can be calculated in other way also: i.e.,

Presumptive Minimum Pay to RPA / RPM

3000

Presumptive GP at Minimum

1000

66

4000

25% Raise on presumptive Minimum pay 3000 x =

25%

750

121% DA (up

31-12-2015)

on

presumptive =

4840

minimum pay is + presumptive minimum GP (3000

+ 1000)
Fitment 80% on presumptive maximum of RPA / =

8960

RPM as fitment (11200 x 80%)

=

18550

iii) In type (i) and (ii) thee is slight difference in presumptive pays as the
presumptive GP is taken as base for calculation presumptive pay at minimum
to RPA / RPM.As such the mean of items (i) and (ii) above may be taken as
proposed minimum pay to RPA / RPM.
Presumptive Minimum Pay to RPA / RPM as per (i) =
above

16730

Same as per (ii) above

18550

Average is 35280/2

17640
Say 18000

iv) As such proposed minimum pay of Rural Postal Assistants / Rural Post
Masters is suggested as Rs. 18,000/- only. As it gives room for anomaly in initial
fixation of RPAs / RPMs, weightage to GDS service is to be considered on
automatic consideration of financial up gradation on MACP I, II, III to RPAs
keeping proposed minimum pay component of MTS i.e. 29,000/v) Then the rule suggested for fixation of pay to present GDS in 7 th PC as Rural
Post Masters and Rural Postal Assistants is as follows:
The proposed minimum of the pay in 7th PC is suggested based on presumptive
minimum pay, and presumptive grade pay to RPAs and RPMs.
As such fixing on pay drawn till 31-12-2015 becomes unscientific. Moreover all
RPAs / RPMs will start their carrier with Rs. 18,000/- as their initial pay. To show
the difference the following method may adapted to all RPAs / RPMs.
14.14 Initial fixation to RPAs / RPMs as follows at the time of implementation of 7 th
PC.
Rural Postal Assistant:

67

Up to 5 years

18000 + GP

After 5 years

18000 +1 increment i.e. 5% on 18000 + GP

After 10 years (MACP I)

18000 + 3 increments i.e. 15% on 18000 + GP

(For MACP I one more increment)

After 15 years
After 20 years (MACP II)

18000 + 4 increments i.e. 20% on 18000 + GP

18000 + 6 increments i.e. 30% on 18000 + GP
(For MACP II one more increment)

After 25 years

18000 + 7 increments i.e. 35% on 18000 + GP

After 30 years (MACP III)

18000 + 9 increments i.e. 45% on 18000 + GP

(For MACP III one more increment)

After 35 years

18000 + 10 increments i.e. 50% on 18000 +

GP i.e. 18000 + 9000 = 27000 which is less
than proposed pay component of MTS i.e.
29000 which is a promotional post. If this is not
followed there will be no charm in promotions.

Rural Post Master:

To show difference between RPA and RPM 2 increments may be given at initial
stage of fixation of RPM also. Then,
Up to 5 years
After 5 years

18000 + 2 increments i.e. 10% on 18000 + GP

18000 +3 increments i.e. 15% on 18000 + GP

After 10 years (MACP I)

18000 + 5 increments i.e. 25% on 18000 + GP

(For MACP I one more increment)

After 15 years

18000 + 6 increments i.e. 30% on 18000 + GP

After 20 years (MACP II)

18000 + 8 increments i.e. 40% on 18000 + GP

(For MACP II one more increment)

After 25 years

18000 + 9 increments i.e. 45% on 18000 + GP

After 30 years (MACP III)

18000 + 11 increments i.e. 55% on 18000 + GP

(For MACP III one more increment)

After 35 years

18000 + 12 increments i.e. 60% on 18000 +

GP i.e. 18000 + 10800 = 28800 which is less
than proposed pay component of MTS i.e.
29000 which is a promotional post. If this is not
done there will be no charm in promotions.

14.15 No bunching is suggested as it is not giving any room for any anomaly at any
stage.
14.16 The above fixation is suggested for initial fixation on implementation of 7 th PC.
68

There after normal procedure may be followed i.e. giving every increment after
completion of every year of service from the date of implementation i.e. 1 year
after 01-01-2016 i.e. from 01-01-2017, following the length of service as
mentioned in para 14.14.
14.17 Grade Pay: Grade pay to RPA / RPM is as follows in 7 th PC.
At present MTS at initial stage is on 1800 GP. In 7 th PC his pay suggested by
federations is 33,000/- i.e. as 29,000/- pay component and 4000 GP
component as discussed at para 14.8. The presumptive Grade pay at the
minimum to Rural Postal Assistants / Rural Post Masters was given at para 14.9.
1800 GP of MTS was proposed as 4000 GP component in 7 th PC.
As such Grade pay for Rural Postal Assistants and Rural Post Masters in 7 th
PC is suggested as follows.
Rural Postal Assistants:
At initial stage

4000 x 1000 / =
1800

2222 i.e. 2200.

On MACP I (after 10 years of 4000 x 1100 / =

service)
1800

2444 i.e. 2400.

On MACPI I (after 20 years of 4000 x 1200 / =

2666 i.e. 2600.

service)

1800

On MACP III (after 30 years of 4000 x 1300 / =

service)

2888 i.e. 2900.

1800

Rural Post Masters:

At initial stage

4000 x 1400 / =
1800

3111 i.e. 3100.

On MACP I (after 10 years of 4000 x 1500 / =

3333 i.e. 3300.

service)

1800

On MACPI I (after 20 years of 4000 x 1600 / =

service)

3555 i.e. 3500.

1800

On MACP III (after 30 years of 4000 x 1700 / =

service)
1800

3777 i.e. 3800.

In all the above cases it is rounded off to next hundred and where as in the case
of MACP II it is rounded off to below hundred to remove the dissatisfaction to
MACP III candidates. However proposed GP to RPA / RPM is less than
proposed GP component of MTS i.e. Rs. 4,000/-.
69

14.18 Length of Pay Scale: For this minimum pay proposed for RPA is 18000 and
RPM 18000 plus 2 increments. If span of 36 years in 6 th PC taken as base it
will be 36 + 2 = 38 years and almost all will retire by 38 years, if not they will
have to stay at stagnation as stagnation increments cannot be suggested in this
running scale. Moreover span of 38 years will be somewhat reduced by
maximum 12 increments due to allowing one increment added for every 5 years
and one more increment is added for each MACP besides giving 2 increments
as initial fixation of Rural Post Master. However proposed minimum pay on
initial fixation i.e. Rs. 18000/- is taken as base. Then span of pay scale will be
as follows with 5% raise every year due to allowing increments. For 36 years
span the GP was also taken in 6 th PC, where as GP earn increments the
minimum Pay for RPA 18000 + GP 2200 is taken as base though there are
proposed GPs ranging between 2200 to 3800.
14.19 Increments: Increment is 5% on basic pay every year besides MACP I, II, III
promotions. This is in addition to 2 increments i.e. 5 + 5 = 10% allowed to Rural
Post Masters on initial fixations.
14.20 Maximum of pay scale for RPA and RPMs get together as per incrementation
mentioned in para 14.19.
At initial entry pay 18000 + GP 2200 = 20200.
Pay x Raise

Pay

Total

Raise
At initial entry

---

20200

20200

-After 1st increment

20200 x 5%

20200 + 1010

21210

After 2nd increment

21210 x 5%

21210 + 1061

22271

After 3rd increment

22271 x 5%

22271 + 1114

23385

After 4th increment

23385 x 5%

23385 + 1169

24554

After 5th increment

24554 x 5%

24554 + 1228

25782

After 6th increment

25782 x 5%

25782 + 1289

27071

70

After 7th increment

27071 x 5%

27071 + 1354

28425

After 8th increment

28425 x 5%

28425 + 1421

29846

After 9th increment

29846 x 5%

29846 + 1492

31338

After 10th increment

31338 x 5%

31338 + 1567

32905

After 11th increment

32905 x 5%

32905 + 1645

34550

After 12th increment

34550 x 5%

34550 + 1728

36278

After 13th increment

36278 x 5%

36278 + 1814

38092

After 14th increment

38092 x 5%

38092 + 1905

39997

After 15th increment

39997 x 5%

39997 + 2000

41997

After 16th increment

41997 x 5%

41997 + 2100

44097

After 17th increment

44097 x 5%

44097 + 2205

46302

After 18th increment

46302 x 5%

46302 + 2315

48617

After 19th increment

48617 x 5%

48617 + 2431

51048

After 20th increment

51048 x 5%

51048 + 2552

53600

After 21st increment

53600 x 5%

53600 + 2680

56280

After 22nd increment

56280 x 5%

56280 + 2680

59094

After 23rd increment

59094 x 5%

59094 + 2955

62048

After 24th increment

62048 x 5%

62048 + 3102

65150

After 25th increment

65150 x 5%

65150 + 3257

68407

After 26th increment

68047 x 5%

68047 + 3402

71449

After 27th increment

71449 x 5%

71449 + 3572

74621

71

After 28th increment

74621 x 5%

74621 + 3731

78352

After 29th increment

78352 x 5%

78352 + 3918

82269

After 30th increment

82269 x 5%

82269 + 4113

86382

After 31st increment

86382 x 5%

86382 + 4319

90631

After 32nd increment

90631 x 5%

90631 + 4532

95163

After 33rd increment

95163 x 5%

95163 + 4758

99921

After 34th increment

99921 x 5%

99921 + 4996

104917

After 35th increment

104917 x 5%

104917 + 5246

110163

After 36th increment

110163 x 5%

110163 + 5508

115671

After 37th increment

115671 x 5%

115671 + 5783

121454

After 38th increment

121454 x 5%

121454 + 6073

127527
Say
128000

14.21 As per para 14.20 the maximum of the scale is 128000 given 38 years span
covering full length of service. This appears to be high but scientific. In earlier
commissions uniform increment was given based on initial stage of the scale.
Say suppose for basic pay 18000 + Grade pay 2200, increment for 20200 was
assessed initially as 1010 and was continued for all the 38 years. Then
increment earning for 38 years was 1010 x 38 = 38380. Then maximum would
be 20200 + 38380 = 58580. Now it is doubled due to consideration of 6 th PC
granting 3% which was now suggested as 5% raise every year on basic pay +
Grade pay what was drawn a day before instead of giving uniform annual
increase. As such calculation of maximum is purely scientific and span of 38
years, maximum of 128000 and running scale of 18000 128000 with 5% raise
every year on pay + grade pay drawn in the previous year qualifies for
increment may be considered.
14.22 Pay band should be pay band I shifting other pay bands by one number or
72

giving special pay band, i.e. pay band R is suggested for Rural Post Masters
and Rural Postal Assistants.
14.23 Thus proposed wage structure covering all aspects in this chapter XIV is
requested to be considered.

73

Chapter XV
PENSION, GRATUITY AND OTHER RETIREMENT BENEFITS
15.1

The Honble Supreme Court in its landmark judgment dated 22-04-1977 has
held that the Extra Departmental Agents are holders of civil posts though
outside the regular establishment. Notwithstanding the nomenclature as ED
Agents, the Supreme Court has held that the ED Employees are not Agents
and relationship between the State and the ED employees is not that of
principal and agent but is that of Master and Servant.

15.2

As a matter of fact, the statutory rules known as P&T ED Agents (Conduct &
Service) Rules 1959 were framed treating the ED Agents as holders of Civil
Posts within the meaning of Article 309 and 311 of the constitution on the advice
of the Law Ministry itself (Para 13.2 of Madan Kishore Committee Report).

15.3

The Fourth Central Pay Commission admitted the status of the ED employees
as Civil Servants and observed in Para 1.18:
1.18: The matter is, however, beyond controversy after the decision of
the Supreme Court in Gokulnanda Dass case where it has been
declared that an Extra Departmental Agent is not a casual worker
but holds a post under the administrative control of the State and
that while such a post is outside the regular civil services, there
is no doubt that it is a post under the State. In view of this
pronouncement, we are unable to accept the contention that
Extra Departmental Employees were outside the purview of the
terms of our Commission.

15.4

There is no room for any controversy or doubt regarding the Extra Departmental
employees (GDS) being holders of civil post under the State or their being civil
servants.

15.5

The GDS employees are, of course, holders of civil post for a lesser period of
time than other civil servant either in the Department of Posts or elsewhere and
they are peculiar to the Postal Administration. They are legally and
constitutionally entitled for all benefits monetary or otherwise proportionate to
their duties and not simply to protection under Article 311(2) of the constitution.

15.6

The Government or the Department of Posts have been denying all due
facilities to the GDS (formerly ED) employees on wrong and misconceived
premises and have still been harping on their prejudiced contention that the
GDS employees are Agents and not civil servants.
74

15.7

In the aforesaid Judgment dated 22-04-1977, the Supreme Court has clearly
ruled,
It is thus clear that Extra Departmental Agent is not a casual worker but he
holds a post under the administrative control of the State. It is apparent from
the rules that the employment of an Extra Departmental Agent is in a post
which exists apart from the person who happens to fill it any particular time.
Though such a post is outside the regular Civil Services, there is no doubt, it
is a post under the State. The tests of a civil post laid down by the Court in
Kanak Chandra Duttas Case (supra) are clearly satisfied in case of Extra
Departmental Agents.
This satisfies the requirements of Article 309 of the constitution and in the light
of the above ruling; the ED Agents now called GDS are civil servants for all
purposes.

15.8

Justice Talwar Committee has noticed that the assurance given by the
Government of India during the course of discussions on calling off the strike
that the ED committee will be asked particularly to examine the demands of
grant of pension to the ED Agents and made recommendations thereon vide
DG letter No. 39-13/93-SR dated 10-12-1993. Justice Talwar has expressed
displeasure that the Government first made a commitment and later on backed
away from fulfilling it because of reservations shown by the Ministry of Finance.
The Committee fell that the Government is collectively responsible and it is not
a healthy sign that one Ministry proposes and another disposes. Commitment
made by one Ministry has to be honoured by the Ministry of Finance. The
Government should not go back on the assurance given to the House. Justice
Talwar also observed that the ED Agents deserved grant of pension not only
because of the social obligation of the State but also because Rule 2 of the
Pension Rules is applicable in their case.

15.9

The Government all ready paying pension to its 37 lakhs of Government

employees and this is an addition of 3 lakhs of employees at the bottom mostly
from rural area.

15.10 Accpetedly the GDS are holders of civil posts as per the land mark judgment of
the Honble Supreme Court, equally acceptably they are not casual workers,
much more so since they have a minimum age for entry and maximum age for
superannuation, Conduct and Disciplinary Rules and liability under almost all
the Departmental rules. They get their wages month wise and not day wise.
They have leave facility and even before the 4 th E.D Committee Report. They
75

were eligible for gratuity. As such, as recommended by Justice Talwar

Committee, they were eligible for pension and other retirement benefits. But the
pension was rejected and instead a severance allowance was granted.
15.11 Department of Posts on 17-12-1998 hurriedly issued the order unilaterally
without discussing with the staff side, granting severance amount of Rs. 20000
and Rs. 30000 for 15 years and above 20 years of service respectively. This is
patently unscientific. The GDS employee with 20 years of service is equated
with the 30 years of service and more. The Central Government already
announced pension scheme for the unorganized sector and several social
security schemes for all sections of the society. The Department did not grant
any social security scheme and they are not eligible for any kind of relief from
the State as they are treated as employees of the Central Government.
Here one thing to be considered, this poor BPM paying pensions to 732
pensioners on social security measure is not assured of his retirement life. After
having Putin 40 years of service approximately retiring on superannuation is
being throughnout from the Department on getting Rs.60000 gratuity and
Rs.60000 severance totally Rupees one lakh twenty thousand as one time
settlement to lead the remaining life, entire family and self. The Govt. Which is
very kind enough to see the security of social security pensioners should have
a glance on the agent pays them their pensions in total service, is leaving the
Department without any benefit and with sheded tears. If at least rupees 1000
being paid to social security pensioners is paid to their agent who did the said
service in his service, the action of the Govt can be defined as a justified one.
It is not untrue to say there is no other poor man in the country as no official
served under Govt in many Departments or unabled citizens of India to this
GDS official retired. From Govt side no security was given to GDS from that
day following the date of retirement.
15.12 The plea of the Government was that it requires a huge additional infrastructure;
if the services are to be verified and pension settled at DAP level. There is no
sanctity that the pension order should be issued by the DAP alone. The GDS
mostly belong to the same division and when the gratuity can be authorized by
the divisional head, there is no harm if a pension is also authorized by the
divisional head and since the pension will be payable within the division,
pension also can be authorized by the divisional head.

15.13 At present, the GDS retires at 65 years. Life span in India being 68.4 years,
76

they may not live for a long period after retirement. Even if the age of his spouse
is considered, it may be another 5 years in average after the death of the retired
GDS. At present, an amount of Rs. 60000 is paid as severance allowance and
in most of the cases there would be no extra expenditure even if pension is
sanctioned with family pension facility.
15.14 The GDS belong to poor families and the lump sum granted goes into clearance
of debts of the family and they will be left with no recurring income to sustain
themselves in the fag end of their life.
15.15 The Government brought NPS scheme to its departmental employees w.e.f 0101-2004. Just like CPF i.e. 10% of pay + Grade pay + DA is to be collected from
the employee and the same percent should be credited by employer. In the type
II of NPS, 60% of above contributions will be paid on retirement which can be
taken as DCRG and commuted value of pension to satisfy themselves and
remaining 40% is taken as pension fund. To satisfy themselves NPS Type I is
there with voluntary contribution as that of GPF, but it is not properly operated.
At least this facility is not given to the GDS entered after 01-01-2004
considering earlier entries as GDS at par with departmental employees eligible
for pension, family pension, Commutation of pension and gratuity.
To all GDS, service discharge benefit scheme is started w.e.f 01-04-2011 with
credit of Rs.200/- by the department and it is modified w.e.f 01-09-2013 allowing
official contribution of Rs. 200/- per month in addition to credit by department.
At least NPS scheme is not given to GDS on par with its departmental
employees.
15.16 As such it is suggested that the recommendations of Justice Talwar Committee
granting pension to GDS be implemented and to make it easy it is suggested
that the divisional heads issuing the order to spare extra work with the DAP.
15.17 We, therefore suggest that:
a) Pension on superannuation or invalidation should be granted to the GDS
employees i.e. Rural Postal employees in proposed sector in the same way
as is granted to the regular departmental employees.
b) Family pension should be granted to the family of GDS i.e. Rural Postal
employees on his death as is available to the regular departmental
employees.
c) The period rendered as GDS staff should be counted as pensionable
service on promotion to regular departmental post. As per the orders dated
77

1712-1998 the GDS employees are being paid Rs. 20000 and it is now
maximum of 60000 as severance allowance on departmentalization. Many
GDS employees are not covered by the pension as they will be promoted at
the age of 50 years and above and there will be short fall of pensionable
service.
d) Statutory Death cum retirement Gratuity should be extended to the GDS
i.e. Rural Postal staff as is granted to regular departmental employees.
e) The facility of commutation of pension on par with the departmental
employees should be considered.
f) Similarly we strongly suggest that the provisions of GPF should be extended
to the GDS i.e. Rural Postal staff as is available to the regular departmental
staff.
15.18 As the rules stand, gratuity and severance amounts are admissible. But these
amounts are paid much later after the superannuation or death. The reason
is that the service of the GDS is not got verified in time. In the case of
Departmental Staff there is a condition that the services should be got verified
after 25 years of service. As GDS are suggested to be considered as
departmental employees the verification of services may be done after 25 years
of service.
15.19 A mechanism should be created to give the retiring GDS i.e. Rural Postal
employee, his dues on the date of retirement and to the dependent of the
deceased GDS i.e. Rural Postal employee within one month of his death.
15.20 There is condition that even approved leave beyond 2 months do not count as
service for gratuity. This rule must go. All the approved leave should be taken
as service. Then because of the ambiguity of leave rules, there would be some
period of overstayal or unauthorized absence and nobody is worried to
regularize the same until the GDS retires / dies. This system must be
overhauled and as in the case of the Departmental staff, the period should be
regularized as and when it occurs and if so, there may not be any need for
condonation of break as such periods can be treated as dies non.
15.21 This suggestion is only to make immediate payment when it is most needed by
the retiring GDS i.e. Rural Postal employee or his dependent.
15.22 Group Insurance:
A contributory group insurance scheme has been introduced for ED employees
from 01-01-1987 by collecting Rs. 10/- as premium with insurance coverage of
78

Rs. 10,000/- which was enhanced on recommendations of Sri Nataraja Murthy

Committee to Rs. 50,000/- coverage with a premium of Rs. 50/-. This may be
doubled in 7th PC to Rs. 1,00,000/- with a premium of Rs. 100/-.

79

Chapter XVI
ALLOWANCES
16.1

All allowances admissible to departmental employees may be extended to rural

postal employees with some limitations as discussed here under as the cost of
living in rural areas differs from urban localities.

16.2

Dearness Allowance:- Dearness allowance is mainly based on price Index.

Price Index is same for rural and urban areas. Now Agriculturalists became
cleverer and they are selling the commodities at a place where the selling price
is higher. It can be seen in entire India, the rural public to an extent of 80% are
purchasing vegetables, provisions and food grains at a town near to them. Thus
the price of entire commodities in country is almost balanced.
As such the dearness allowance applicable to departmental employees should
be extended to rural postal employees also and the same is partially done
earlier and giving at the same rate for last one decade.
As per the R.R Savoor Committee recommendations at para 9.51 the dearness
allowance paid to departmental employees was taken in full while fixing basic
allowance periodically to ED employees. But w.e.f 01-01-2004 the DA merger
to the extent of 50% granted to departmental employees was not given to ED
employees there by ED employees sustained a loss. This anomaly was not
removed at the time of implementation of Sri. R.S Nataraja Murthy Committee.
As such dearness allowance at par with departmental employees may be
granted to Rural Postal employees. As this memorandum is for
departmentalization of GDS with the nomenclature of Rural Postal employee
with the status of civil post, dearness allowance, merger of dearness allowance,
dearness pay, Interim relief whenever granted to central government
departmental may be extended to Rural Postal employees also.

16.3

Office Maintenance Allowance: - Branch Post Masters are now providing

office premises on their own and an amount of Rs. 100 is being paid to them in
lieu of office rent in the name of Office Maintenance Allowance. This amount is
very meager and insufficient. Now that the recruitment rules have been
changed, the applicant for the BPM post need not be a resident of the same
village. Hence, outsiders are also appointed as BPMs and they are providing
office premises on their cost by paying nearly Rs. 400 to Rs. 500 minimum.
In some places, in addition to the house rent, the said Branch Post Offices were
treated as commercial category by the Electricity Department and charging the
80

Electricity bill in commercial rates. This has become a heavy burden to them.
The Department should bear the Electricity charges installing a separate meter
for office portion.
Moreover, in view of the proposed computerization of B.Os, the cost of
electricity charges will still become much more than the present. Hence, under
these severe hardship conditions, it is requested for enhancement of the OMA
from the present Rs. 100/-.
Additional facility is to be provided to the public in view of changing scenario of
Department of Posts with the introduction of various Business Development
activities, NREGs, tie ups with BSNL, SBI Mutual Funds, Social Service
Pensions etc., the branch offices should be provided with an additional room
other than PO room he had. Further, the safety and security measures should
also be improved and tightened. Further OMA carriers sweeping and cleaning
component also as no separate staff to that extent can be provided by the
department at smaller offices in villages. The BPM getting done with in OMA he
receives, does mean he is paying house rent for office and sweeping charges
with the OMA he receives which is undoubtedly less. Department at division
level struggling in providing buildings for its post offices in dozens, providing by
the department to rural post office cannot be imagined. As such vesting powers
to rural post master, to provide a suitable building should be continued.
For this a scientific solution is needed. Earlier a decade back OMA was ordered
@ Rs. 100/- per month. It may be doubled i.e. 200/- now after 10 years as
House rents are being raised 10% every year. Now the single room
accommodation is not sufficient. It is also doubled i.e. 2 rooms due to NREG,
SSP etc, as cited supra. Hence it should be Rs. 400/-. Sweeping component
may be 25%, and then OMA as on 01-01-2016 would be as Rs. 500/-. This is
not for the rural post master; it should be to rural post office as fixed OMA for
rent of a building and for its sweeping etc. This should be raised by 10% every
year. Then without any order the OMA of a rural post office should be raised
uniformly in entire country. This raise in percentage should be done at the
minimum OMA to avoid further fixation. For illustration the OMA to each rural
PO is,

w.e.f

01-01-2016

Rs. 500/-

01-01-2017

Rs. 550/81

01-01-2018

Rs. 600/-

01-01-2019

Rs. 650/-

01-01-2020

Rs. 700/-

01-01-2021

Rs. 750/-

01-01-2022

Rs. 800/-

01-01-2023

Rs. 850/-

01-01-2024

Rs. 900/-

01-01-2025

Rs. 950/-

So on and so forth subject to reexamination in 8 th PC. The periodical raise

suggested is most appropriate one as the cost of living at all places in the
country raises by 10% every year.
16.3A Electricity charges and water charges to be met by the Government as per
the meter irrespective of its classification.
16.4

House Rent Allowance: - Certainly for living accommodation one family

requires double accommodation in comparison with Rural Post Office. That is
4 hours for a family one for self and wife, another for children and guest; another
3rd one will be the drawing and 4 th may be taken as kitchen. When it is
suggested Rs. 400/- for 2 rooms in rural area it should be Rs. 800/- for officials
accommodation. Whether the official lives in his own house or not does not
come on the way as it is not followed to departmental employees. Coefficient
for sweeping need not be given as it is self occupied for his family. If a single
electricity meter is provided Rural Post Office should pay the bill initially to
continue power to the PO and immediately after the paying the bill, the Rural
Post Master should credit two thirds (2/3) of total bill to unclassified receipts as
he uses the power for 16 hours and PO uses for only 8 hours. The same
analogy to be applied for water charges, if any paid by the department.
The above Rs. 800/- P.M is to be paid to Rural Post Master and Rural Postal
Assistant as well. This is not fixed and it is variable with an increase of 10%
every year. This should not be carried with pay, as a junior and senior will live
in a house and 4 rooms accommodation is sufficient for family in a village and
82

HRA should be uniform to rural postal staff irrespective of cadre and the length
of service. 10% raise suggested above is on base i.e. 10% of 800 every year
to enable accounts sections, drawing and disbursing authority not to deal claims
for differences. This is also annual in a calendar year w.e.f. 01-01-2016,
irrespective of an official is in service on the first day of calendar year or another
joined in between the calendar year. Hence element of HRA changes for every
calendar year to Rural Postal Staff. The illustration given here under may be
considered.
For illustration HRA to all rural postal employees:
w.e.f

01-01-2016

Rs. 800/-

01-01-2017

Rs. 880/-

01-01-2018

Rs. 960/-

01-01-2019

Rs. 1040/-

01-01-2020

Rs. 1120/-

01-01-2021

Rs. 1200/-

01-01-2022

Rs. 1280/-

01-01-2023

Rs. 1360/-

01-01-2024

Rs. 1440/-

01-01-2025

Rs. 1520/-

So on and so forth subject to reexamination in 8 th PC. The periodical raise

suggested is most appropriate one as the cost of living at all places in the
country raises by 10% every year. This is suggested with slight modification to
Justice Talwar Committee report to avoid ambiguity and dissatisfaction while
keeping accounting procedures intact.
16.5

HRA in lieu of rent free Quarters: - At present the GDS BOs are not having
any building provided by the department and as such post attached quarters
are not maintained. More over in present and proposed setups also it is the duty
of Rural Post Master to secure accommodation for Rural Post Office and to
83

maintain with OMA. As such HRA in lieu of rent free quarters is not suggested
for Rural Post Offices.
16.6

The question of granting City Compensatory Allowance does not arise as

the nomenclature proposed is Rural Postal Employee.

16.7

Split duty Allowance: - The condition for that is the break should be 2 hours
and the distance should be more than 5 kms. Sri R.R.Savoor Committee also
recommended the same. In th proposed setup 7 hrs work load is suggested
for Rural Postal Employees and hence all most all Rural Postal Services will be
on continuous duty. Even there are split duties, the distance condition of 5 kms
in a village will not satisfy as such split duty allowance to Rural Postal
Employees is not suggested.

16.8

Transport Allowance: - At present it is granted to the departmental employees

at different stages based on their cadre. The most feasible conveyance in
villages in all seasons is bicycle. The Transport allowance just equal to CMA is
suggested for all Rural Postal Employees equivalent to CMA, but for employees
use, not for office use without any distance condition. At present CMA given is
Rs. 75/- P.M. In 7th PC it may be doubled and Transport Allowance to all rural
postal employees be allowed @ Rs. 150/- p.m for employees use besides CMA
admissible for office use by them.

16.9

Cycle Maintenance Allowance is now granted for using bicycle for office
purpose @ Rs. 75/- PM, which may be doubled in 7th PC.

16.10 Overtime Allowance: - The question of detention beyond 7 hours will not
arise in villages. As such detaining beyond working hours for any purpose
including exchange of mails will not arise. The idlewait at bus stations and
exchange points, a care has been taken while suggesting 7 hours work load
in earlier paras. As such no overtime allowance in normal days. However 3
hours OT may be allowed if one of the RPM / RPA performs other duty in the
same office due to shortage. For this OT for these 3 hours should be 3 / 7.5 of
his days Pay + DA.
But duties occasionally performed on Sundays and holidays should be
compensated. For that a day pay and DA only may be granted in the shape of
overtime allowance. But entrusting duties on Sundays and holidays should be
ordered by an official not less than Divisional Superintendents on an
exceptional case.
16.11 Travelling Allowance: - For tours, deputations, Training, cash conveyance and
Transfers in departmental interest or on choice being thrown out Travelling
84

Allowance with DA etc. should be at par with departmental employees. However

present transfer system to GDS employees may be extended to Rural Postal
employees. For deputations 5% LR should be maintained which must be
carefully utilized for maternity leave, child care leave, sick leave and for
Trainings. These arrangements should be within LR available or by
maintenance of another official in the office on overtime for 3 hours. Due
considerations may be given to seasonal post offices in Himalayan Vallies
which perform for some months at one place and perform for remaining months
at other places.
16.11A. a) The above suggestion is in general. The following suggestion may be
considered particularly in respect of Rural Postal Employee. On Departmental
side, it is a laborious task and costly also in appointing additional
Accountant/Assistant. On staff side, today even Departmental Employees
postponing their preparation of TA claims, later forgetting, resulting to belated
claims. It will not be other wise in the case of Rural Postal employees entering
now as Departmental Employees. More over their journies on tour are very
limited.
1) For Cash Conveyance: To their accounts office only. Most of the AOs i.e 90% are
in unclassified villages(for the purpose of TA).
2) Tours: Practically nil for Rural postal employees.
3) Training: Training center should be at Divisional level. Divisions controlling Rural
Post Offices are located to an extent of 99% in C class Towns.
4) Deputation: Deputation of Rural postal employee was proposed to another Rural
Post Office again it is a unclassified village.
As such only two heads to be taken i.e a)Unclassified villages/Towns b) Others.
b) Daily Rate: For Medical representatives and employees in corporate sector daily
allowance is in slab system A, B, C.
A) At the place of working they get the slab A. For cash conveyance it can be classified
under A as the employee exchanges cash at AO which will generally be nearer and
returns to his office.
B) Tour to another Rural Post Office on deputation and one day training at Divisional
office.
C) Training for more than one day covers under this category as there will be
involvement of staying in a Hotel.
85

A. Daily Rate: One meal in a unclassified Town/Village is Rs.50/- now a days, there
will be raise of 10% every year. Till examination in 8 th CPC raise for 10years is 5x10=50.
Its mean is 50/2=25. Justified meals rate for these 10years is 50+25=75. This can be
sanctioned without any receipt. This is in addition to TA. TA contains Bus fares and
road mileage. This also can be sanctioned on flat rate. Bus fare to reach AO is Rs.10/at the minimum and for return Rs.10/-. Conveyance at AO village/Town again
10+10=20. Raise component would be 40x10% =4x10years=40, and mean would be
Rs.20/- and total TA would be Rs.40+20=60. Hence daily slab rate at category A will
be Rs.75+60=135/-.
B. Daily rate on the above analogy is same under category B. Mostly it occurs for
deputations. In this category stayal in Hotel does not arise as none except stayal in a
Hotel in Rural village. However it involves taking 2 more Teas i.e Rs.10x2=20 more.
Then slab would be Rs.155/-.
C. i) Daily rate in C class Towns: This occurs mostly for training at Divisional Office.
At C class town present cost of one meal is Rs.70/-. Raise in 10 years again Rs.70/-,
mean would be Rs.35/-. Then cost of the meal would be Rs.70+35=105. Teas 10x2=20.
Bus fares are maximum Rs.40/- to Divisional Head Quarters. Hence TA would be
Rs.40+40=80. For 10 more years 80x10%=8x10=80, mean Rs.40/- Hence bus fares
will be 80+40=120 (to and fro). Road mileage i.e conveyance would be just double to
Rural Village in case of unclassified villages i.e 20x2=40/-. Teas 2x10=20. Daily slab
rate would be meals 105 + Bus fares 120 + Conveyance 40 + Tea 20 = Rs.285/-. It he
returns to head quarters daily this rate will be applied for.
ii) For stayal in a hotel for training more than one day.
Meals 105x2 = 210 + Tea 2x10 = 20 + Tiffen 40. Total Rs.270/- (without production of
any receipt)
Plus First day conveyance Rs.80/- (Bus fare 60 + conveyance 20) (without production
of any receipt)
Hotel rate Rs.450/- now a days minimum in C class towns on production of hotel bills.

It doesnt mean in category A, B, C1 no TA claim need be submitted. Claim may be on

ACG-17 directly followed by a Post Facto sanction. In the case of C ii the bill to be
preferred and passed. Advance can be sanctioned if required. The table furnished here
under may considered.
Table Showing TA rates for Rural Postal Employees. I.e Rural Postmasters and Rural
postal Assistants.
86

A)

Most

for

Cash Rs.135/- per day irrespective of time spent. For more than

Conveyance

on day trip additional conveyance charges for another trip

is Rs.60/-

B) Most for Deputations to Rs.155/- per Day

another Rural Post Office
C1)

Rs.285/- per day if not stayed in a Hotel.

C2)

Rs.270/- per day + Rs. 60/- for conveyance on first day of

These two are mostly for trainee +Rs.60/- for conveyance on last day of training +
Trainings

Hotel Charges subject to Maximum of Rs.450/- per day on

production of Hotel bills.

16.12 Cash Conveyance Allowance may be replaced with TA on Tour.

16.13 Boat Allowance: - At present Rs. 50/- is given. It varies at different ferries. As
such instead of granting Rs. 50/- as boat allowance, actual fares may be
charged at Rural Post Office itself by Rural Post Master, filing receipt for Trip /
day / or month as given by the operator and keep ready for inspection during
annual inspection of the Rural Post Office.
16.14 Children Education Allowance / RTF: - It is suggested to grant the same on
par with departmental employees.
16.15 Other Allowances: Such as cash allowance to RPM on par with C class
departmental SPMs, Special duty Allowance, Remote Area Allowance, Naxalite
Threat Area Allowance, Bad Climate Allowance, Winter Allowance, Project
Allowance as suggested in Justice Talwar and Sri. R.R.Savoor Committees at
para with departmental employees may be given to Rural Postal Employees
also.
16.16 All the above allowances were discussed in nutshell, but all allowances being
paid to departmental employees may be extended. TA rates may be given as
shown in the Table at 16.11A.

Chapter XVII
LEAVE
17.1

Leave is not a right. It is for utilization only. But earning leave is legitimate right
to a regular employee paid monthly wages. The ED officials though recognized
as Part time, they are neither casual workers / contingent workers nor labour
87

on daily wages. They were continuously employed in postal department on

monthly wages with continuous uniform work but employed for limited hours
irrespective of their detention for more hours in a day to complete the days
work and service. Just like departmental employees eligible for all benefits
including leave. These officials equal in number in postal department i.e. around
3 lakhs were deprived of earning leave since 1930 when ED system was started
expansion leaving the notion that it is extraneous honorary service.
17.2

It was the first occasion Committees had a glance on leave to GDS, when
Justice Talwar made some recommendations on ED leave earning.

17.3

Justice Talwar in his report recommended;

1) Earned Leave 1 day EL for completed calendar month of service. (Where
as it 30 days for departmental employees)
2) Half Pay Leave 8 days HPL in a year. (Where as it is 20 days for
departmental employees)
3) Leave Without Pay LWA 180 days was reduced to 60 days.
4) Casual Leave 5 days CL in a year. (Where as it is 8 days for departmental
officials)
5) Leave encashment On par with departmental employees.
But Government finally through its orders dt. 17-12-1998 granted 10 days paid
leave. This is history, requires total revision.

17.4

Through this memorandum we appeal to the Government to consider GDS are

holding civil posts at par with departmental employees and they should be
eligible for all benefits as Central Government employees. If this is considered,
all Rural Postal employees will get all leave benefits at par with departmental
employees. However each and every kind of leave to be granted as suggested
here under.

17.5

Earned Leave: 30 days in a calendar year (15 on 1 st day of every half year)
with all specifications to departmental employees may be granted to Rural
Postal employees 300 days accumulation till retirement will facilitate the
department, reducing frequent leave arrangements there by economy in
Travelling allowances to be allowed on departmentalization of GDS as Rural
Postal employees.

17.6

Leave Encashment: It may be allowed to Rural Postal Employees at par with

88

departmental employees at the time of retirement and on LTC. More over this
may specially be allowed for 15 days in a year to reduce leave arrangements
to an extent. Then there will be a mind setup in rural postal employees to utilize
the leave actually such leave is so warranted.
17.7

Leave Travel Concession: May be granted to Rural Postal employees at par

with departmental employees.

17.8

Half Pay Leave: May be granted 20 days in year with 10 days credit on every
1st day of the half year to Rural Postal employees. Commutation and
accumulation may also be allowed to Rural Postal employees at par with
departmental employees.

17.9

Leave not due: May be granted to Rural Postal employees at par with
departmental employees.

17.10 Commuted Leave: May be granted to Rural Postal employees at par with
departmental employees. For Rural Postal employees getting a medical
certificate is a difficult task. They may be allowed commuted leave on medical
certificate from any doctor nearby who possess MBBS degree. However for the
second medical opinion of a Govt. doctor with any degree MBBS, BHMS, and
BAMS holding the post of Asst. Civil Surgeon in nearby Primary Health Centre
may be fixed. However for invalidation on medical grounds it may be a medical
board at par with departmental employees.
17.11 Extraordinary Leave: It may be granted to Rural Postal employees at par with
departmental employees. The present rule, that the GDS officials availing more
than 180 days leave are proceeded under disciplinary action which is against
principles laid down in article 311 of the Constitution. This rule should be
removed as it is suggested to grant EOL to rural postal employees at par with
departmental employees. However, the conditions laid down for EOL with MC
and EOL without MC are applicable to rural postal employees.

17.12 Study Leave: May be granted to Rural Postal Employees at par with
departmental employees. Using this facility is very less by departmental officials
even at present. Extending this facility to Rural Postal employees may not effect
as there are remote chimes for utilization by Rural Postal employees as their
basic qualification is at the base of education.
17.13 Maternity leave for female Rural Postal Employees: Justice Talwar
committee recommended the maternity leave to GDS female employees at par
89

with female employees of the Government as laid down in CCS (leave) rules
1972. This is not implemented. As per Sri Nataraja Murthy Committees report,
this facility was extended to GDS female employees for 90 days in the shape
of maternity grant from Circle Welfare Fund out of subscriptions from each and
every employee for welfare fund, but not the wages fund. On
departmentalization of GDS as Rural Postal Employee, the maternity leave to
female Rural Postal employees may be granted on par with female
departmental employees. This should be given priority for leave arrangements
out of 5% LR proposed.
17.14 Child Care Leave and Child Adoption Leave: This may be granted to female
Rural Postal employee at par with departmental employee with leave
arrangements out of 5% LR proposed.
17.15 Paternity Leave: This may be granted to male Rural Postal Employees at par
with departmental male employees.
17.16 Special Disability Leave: This may be granted to Rural Postal employees at
par with departmental employees both in the case of injuries intentionally
inflected and accidently inflected. Regarding injuries intentionally inflected the
chances on virtue of official position is very less in villages, but it may be due
to Rural politics for which sanctioning authority has to take due care while
sanctioning. The injuries inflected through an accident are common in villages
especially buffalos and pigs come before bicycle rider on a narrow road
suddenly. Not only this country dogs makes running race with bicycle riders and
finally bites is present almost all in villages. This happening may results in
injuries inflected to Rural Postal employees which requires due consideration.
17.17 Leave Salary: This may be granted to Rural Postal employees at par with
departmental employees.
17.18 Advance of Leave Salary: This may be granted to Rural Postal employees at
par with departmental employees.

17.19 Casual Leave: This may be granted to Rural Postal employees at par with
departmental employees.
17.20 CCS Leave Rules 1972: All the rules as mentioned in CCS leave rules 1972
applicable to Central Government employees may be applied for in the case of
Rural Postal employees also treating them as holders of civil posts.

90

Chapter XVIII
MEDICAL FACILITIES
18.1

The Petition Committee of Rajya Sabha in their 49th report in the year 1979 had
recommended that E.D Agents be given medical facilities. Justice Talwar
Committee recommended that full benefit may be given to the ED Agents and
their family members in case of indoor treatment. The committee has also
recommended that the ED Agents working in urban and semi urban may be
91

given the same medical facilities as in the case of Departmental employees. It

is the responsibility of the State to provide medical facilities under the
Administrative control of the state, being the citizens of India.
18.2

At present, the GDS is not at all eligible for any kind of medical assistance.
Barely he may get a hundred or two hundred rupees from the welfare fund as
a charity. As the medical expenses escalated 1000 fold and as the Government
abdicated its responsibility from the medicare of the citizens, it is necessary that
the GDS must have some medical cover.

18.3

Medicare may be divided into two segments. One is attention to minor ailments
and another is treatment of major diseases or hospitalization when seized by
sickness of any sort.

18.4

The GDS employees like departmental employees are serving in places where
no authorized medical attendant is available and hospital exists nearby. But
every person in a family is suffering now a days with common illness such as
diabetic / BP. For minor ailments, fixed monthly allowance has to be granted. It
may be on par with Central Government Pensioners, i.e. Rs. 300/- per month.
This may be double to Rs. 600/- p.m and be paid to proposed Rural Postal
employees as stated in Justice Talwar Committee Report.

18.5

In the era of liberalization, several mediclaim policies came into existence for
hospitalization treatment. The State Government introduced free medical aid to
the public for treatment in the Corporate Hospitals. Unfortunately, the GDS were
not covered under this facility. The Department should provide Medicare to the
proposed Rural Postal employees through Mediclaim policies by paying the
requisite premium through Group Insurance, wherever there is no CGHS or
P&T Dispensary for treatment of major diseases or hospitalization.

18.6

The present posts of GDS in departmental offices may be converted into MTS.
When this exercise is done they will get the facility in full. Even then the Rural
Postal employee working in departmental office will be uncovered with such
facilities.
As such whenever there is facility of CGHS, P&T Dispensary or even ESI, the
Rural Postal employees working in urban and semi urban areas may be brought
under this facility.

18.7

It is not just the problem of the Rural Postal employee but it is a problem of the
poor man in India and the Government can easily contribute a trifle, when
thousands of crores of Rupees as well spent in NREGS, in the interests of the
poorer people who occupy GDS posts.
92

93

Chapter XIX
WELFARE MEASURES & OTHER MISCELLANEOUS ISSUES
19.1

Interim Relief: This element is required to be extended to Rural Post

employees also whenever Interim Relief added to departmental employees.

19.2

Transfers: As the Rules stand, GDS is not liable for transfer, but redeployment
after abolishing the GDS posts compels the shifting of the GDS and whenever
some GDS applies for transfer, the officers, without knowing liability for transfer
is different from facility for transfer, simply rejects the application. This situation
forced the Postal Directorate to empower the Head of the Circles to issue
transfer orders either in the interests of service like redeployment or at the
request of the individual provided he or she accepts the TRCA of the new post.
But for the last 10 years, the Postal Officers not knowing the meaning of liability
and not knowing that liability from transfer does not deprive facility for transfer
have rejected all genuine requests. For example, a Postal Assistant, as the
rules stands now, and accepted by the Directorate before the Honble CAT
Bhopal, has no transfer liability outside the division. But he is free to apply for
a Rule 38 transfer right from Kashmir to Kanyakumari. This means the word
used liability does not bar facility and the Divisional Head should be clearly
instructed to allow transfer of Rural Postal employee on application within his
Division and the Regional PMG or Chief PMG must allow such transfer within
the Region / Circle. Within the Division, the Rural Postal employee should not
lose seniority as his service is accounted for division wise. Outside the Division,
he will lose local seniority but not overall seniority. It is really regrettable that the
one word liability is beyond the comprehension of all the Postal Officers. Not
only this mutual transfer facility, posting officials to a place nearer to his / her
spouse employed and occasional transfers to severely sick Rural Postal
employees at request may be considered on par with departmental employees.

19.3

Compassionate Appointments: (i)

Compassionate appointment is given just to sustain the loss of

breadwinner and the condition of 5% against direct recruitment does not
apply in the case of GDS since there is no prescribed half yearly or annual
recruitment of Rural Postal employee but the appointment is made as and
when vacancy arises. As such, there cannot be any difficulty in giving
compassionate appointment to the dependents of the deceased or
invalidated Rural Postal employees. The invalidated Rural Postal
employee had the facility to have a dependent appointed which was
94

discontinued. In case of Departmental employees, this facility still exists.

As such, it is unjust to deny compassionate appointment in cases of
genuine invalidation of Rural Postal employee also.
(ii) The GDS comes from the lowest stratum and generally the poorest section.
As such, while it is appreciable that the present rules allow the spouse to
be appointed to the post equivalent Group D even without the minimum
qualification prescribed, the benefit should be extended for appointment
as Rural Postal Assistant also in the case of spouse with lesser
educational qualification, say 8 th standard.
(iii) Though there is a rule that when a GDS official dies in harness, the
Department officials must inform the family of the availability of the facility
of compassionate appointment and application obtained, it is obeyed most
in breach. This must be set right and in every case of death of the Rural
Postal employee; a dependent must be immediately at least temporarily
appointed if he or she has the reduced educational qualification. Further,
the practice of irregularly combining the duties must not be followed. It
must be made incumbent on the Divisional Heads to make temporary
arrangement with a dependent of the deceased Rural Postal employee.
Until the Circle Selection Committee issues orders, the Divisional Heads
should be barred from making any other kind of arrangement not provided
under statutory rules.
19.4

Group Insurance: Now subscription under the scheme is Rs. 50 and amount
of insurance cover is Rs. 50,000/-. This may be revised to Rs. 1,00,000/- with
subscription as Rs. 100/-.

19.5

Bonus: The present rules are satisfactory, but bonus should be paid to the
person who actually works and there should not be any restriction on drawing
bonus on the ground that one is not regularly appointed. For every post, bonus
must be available to Rural Postal employees at par with departmental
employees.

19.6

Redeployment: IT is observed that in several offices, postman and Group D

are justified but due to the restrictions placed by the Finance Ministry, justified
GDS posts abolished and redeployed leaving the residuary BPM to look after
all other works. This is done without compensating him; secondly it is never
considered whether the redeployed GDS is competent to perform the duty in
the redeployed office. It is noticed that one handicapped lady BPM was asked
to do the duties of GDS MD (delivery) with many villages to be served daily.
95

GDS MCs are redeployed as GDS MDs without full time pay or necessary
qualification. As such, in redeployment there must be some restrain. Moreover
one Rural Post Master and Rural Postal Assistant was suggested to a Rural
Post Office fulltime basis i.e. for 7 hours each. As such the redeployment of
any post from Rural Post Offices may be stopped.
There is lot of necessity to humanize the redeployment scheme being followed
inhumanly at Sub Divisional and Divisional level and this must be ensured by
making proper rules.
19.7

Identity Cards: Identity cards to all the Rural Postal employees are to be
issued as it is essential in the changed scenario of the postal activities.

19.8

Hasty abolition of EDSV Posts: Separate counter for sale of stamps etc, is
necessary in view of the public interest. If the norms are not completely satisfied,
they can be entrusted with some other work to that deficiency of norms like
Registration and Parcel work or any other work feasible and possible for the
EDSV to attend while doing the main work stamp vending. The posts of stamp
vendors are necessary for smooth functioning of the Post Office. However on
departmentalization of GDS BOs into Rural Post Offices, all GDSSVs should
be converted into departmental stamp vendor posts with additional duties such
as registration work etc, wherever required.

19.9

Funeral Expenses: As submitted by our federations already we demand

funeral expenses amounting to one months pay may be granted to the family
members of the deceased official. The same is not only to be utilized for
meeting up the funeral expenses of the deceased official, but also for smooth
performance of the last rites of the deceased official by his / her family members.
This may perhaps be granted as such kind of expense can easily marked as
unforeseen emergency expense to be incurred by the family members of the
deceased employee. This shall be granted in addition to the relief granted from
the circle welfare fund to the family members of the deceased official as the
essence behind grant of the said relief is to provide financial assistance to the
family members of the deceased official and to save the family from financial
hardship.

19.10 Loans: Loans may be granted to rural postal employees on par with
departmental employees. This may be extended for education of children and
marriage of daughters.
19.11 Advances: At present GDS are granted with Cycle Advance, Natural Calamity
Advance, where as they have not been granted of Festival Advance, Medical
96

Advance, Pay Advance, Leave Salary Advance, House Building Advance,

Motor Cycle Advance, Computer Advance etc. All advances applicable to
departmental employees may be extended to Rural Postal employees also.
19.12 Uniforms: The Uniforms like departmental officials may be supplied to the
outdoor Rural Postal employees, so that it can identify their services to the
public.
19.13 Fixed Stationary Charges: Considering escalation of prices the FSC to Rural
Postal offices / employees on par with C class departmental Sub Office may
be granted.
19.14 Counting of Past Service: At present no benefit of past service is given to a
GDS on promotion to a departmental post for the purpose of pension or any
other facilities where the minimum service is prescribed and GDS officials are
adversely effected in most of such cases. The past service may be give to rural
employee on promotion.
19.15 Head Quarters: The head quarters of Rural employee should be the place
where he has posted. Now, to avoid counting of additional work load the place
where attends for exchange of mails on day beginning is treated as his hade
quarters though he is born in the establishment of another office. This rule may
be removed.
19.16 Security: This may be on par with departmental employees.
19.17 Norms: Norms applicable to departmental posts and departmental offices may
be applied for rural posts and rural post offices also.
19.18 Workload: All works performed by a Rural Postal employee and by a Rural
Post Office should be taken as their workload including the work done on
incentive at present, by removing incentive.
19.19 Incentive for promoting small family norms: All such facilities may be given
to Rural Postal employees at par with departmental employees.
19.20 Incentive to Sports Person: This facility as given to departmental sportsmen
may be extended to Rural Postal employees also.
19.21 Date of Superannuation: This should be at par with departmental employees
i.e. the last day of the month in which borne unlike present date of birth. The
condition prevailing to retire in the previous month when borne on 1 st day of the
month which is existing for departmental employees may be revised in this case
as last date of the month borne.
19.22 Payment of Retirement / Terminal benefits: The instructions may be issued
to pay all such benefits on the next day of superannuation.
97

19.23 Review of Post Offices: Statistical review and financial review of a rural post
office may be done in Triennial reviews. Not only this total verification of
accounts of Rural Post Office may be done for 3 days during triennial reviews
in the shape of Audit as explained in earlier chapters.
19.24 Article311 of the Constitution of India Removal of Contributory
Negligence Factor from the Disciplinary Rules:
Under the provisions of the existing statutory rules the ongoing practice of
fixation of responsibility in cases causing pecuniary loss to the Government is
not quite scientific. Though it has been detailed in relevant rules that the
contributory negligence on the part of the offender shall be fixed in a realistic
manner, giving due cognizance to the extenuating circumstances under which
duty is being performed, we can narrate by the administration without such
proper assessment.
In case of burglaries also the officials are ordered with monetary recovery
instead of pursuing with the police to apprehend the burglar. The practice of
punishing innocents on contributory factor should be dispensed with. The
Postal Department should halt such practices of resorting to disciplinary action
/ monitory recovery against the innocent officials who are not directly
responsible for the loss sustained to the department.
We strongly demand that rules should be framed in such a manner so as to
compel the administration so as to abide by the existing statutory rules in
connection with assessment of contributory negligence and the existing trend
of identifying subsidiary offenders for minor lapses should be put to a halt.
Further, it is better to insure the cash and stamp balance of all offices and also
the cash remittances under the insurance coverage so that the interest of both
the department and the employees will be protected. The above points may
please be considered and recommended.
19.25 Finally we suggest all rules, procedures and facilities available to departmental
offices / officials may be extended to Rural Post Offices / employees.

Chapter XX
GDS SYSTEM IN RMS
98

20.1

All the proposals made in previous chapters apply equally well to the respective
categories of GDS employees in the R.M.S Wing.

20.2

In RMS, GDS are not directly recruited normally as in the case of Post Office.
The GDS cadre was filled up from among the Part-time officials and Mazdoors.
A person who rendered service of part time and Mazdoor at least for 10 years
is normally posted as GDS employee in RMS.

20.3

As of now a good number of GDS are available in RMS Wing throughout the
country. The RMS work is being managed by the casual labourers and these
casual labourers are employed as Temporary Status Group D and getting all
the benefits akin to Group D including LTC, Medical claims and regular leave.
But these benefits are not extended to GDS who are working in RMS, though
they have been appointed earlier to Temporary Status Group D (Casual
Labourers). These anomalies should be stopped henceforth.

20.4

Savoor Committee recommended to the Department to promote GDS

employees working in Metro Cities as Group D directly. This recommendation
has also been accepted by the Department and orders in this regard were also
issued. But, unfortunately, it was not implemented in full. It should be
implemented immediately.

20.5

The posts of GDS in RMS may be converted as MTS once and for all, and the
GDS post in RMS may be declared as dying cadre.

99

Chapter XXI
WORKING FACILITIES AND FACILITIES FOR PUBLIC
21.1

All the items of work performed by the departmental Sub Offices may be
extended to all Rural Post Offices if our suggestion on departmentalization is
accepted as discussed in earlier chapters.

21.2

The GDS offices are not at all supplied with required furniture like chair, table,
cash chest, weighing machine, stool, armed bench for the use of the public etc.
Such supplies made to some GDS Offices under infrastructure development
which is not even 10% offices so far. The Committee is requested to
recommend that suitable and necessary furniture must be supplied to all Rural
Post Offices.

21.3

Supply of forms is very very poor. Essential forms such as pay-in-slips,

withdrawal forms, daily accounts, journals etc. are not being supplied.
Particularly in view of heavy work after introduction of NREGS in Branch Post
Offices, the Branch Post Masters are suffering a lot. They are forced to
purchase white papers and carbons at their own cost for their daily use. All the
required forms should be supplied. Sufficient stock should be kept at the
Divisional Offices and be supplied to the needy offices as and when required.
Sub Divisional Inspector must be made responsible for monitoring and keeping
sufficient stock in the office.

21.4

Due to various nontraditional postal work being undertaken at Branch Post

Offices, stationery charges at par with Departmental C class offices should be
granted to Rural Post Offices.

21.5

All the Rural Post Offices should be permitted to transact all kinds of SB and
Certificate work. Even though the Branch Post Masters are allowed to pass SB
withdrawals up to Rs. 10000 independently without referring to Account Office,
they are not able to pay the cash to the depositor for want of money. Cash
balances should be raised sufficiently to Rural Post Offices.

21.6

All the Rural Post Offices should be authorized to accept all kinds of bills such
as Electricity, Water charges, Telephone bills etc. Availability of all these
services should be exhibited on sign boards. All Rural Post Offices should be
considered as public relation units to mobilize and accept all services done as
if in departmental offices including PLI and RPLI.

21.7

Speed Post Service (Booking and Delivery) wherever feasible is to be

100

introduced in all the Rural Post Offices, as is now presently available in some
GDS offices.
21.8

The Branch Post Offices are to be converted as smallest units in rural areas to
extend the modern banking services to ordinary people in the villages with
financial back up from the Finance Ministry, by giving the status of
representatives of the central authority irrespective of the kind of business or
traffic each office attends.

21.9

Money Order service is to be renamed as Money Transfer Service. The change

is necessary to understand the value of the service in modern outlook.

21.10 NREGS is introduced throughout the country. Every BPM is handling more than
1000 SB Accounts. It has become practically impossible to handle the situation.
Every Rural Post Office should be supplied with a small computer with printer.
Two floppies will be given to each Rural Post Office and the RPM will download
the RPO daily account into the floppy and send it to S.O. In the S.O, where
there is only one SPM, now he will load the floppy and prepare his RPO account
and send the floppy to the RPO in L.C.B after deleting the days transaction.
This process will go on. The computer will be used for all the transactions
reducing the paper work and manual work. The cost of supplying the forms and
stationery will be reduced drastically.
21.11 The A.P State Government introduced bio-metric System for payment of
amounts under NREGS and pensions. The same system may also be
introduced at all RPOs to identify the beneficiaries and pay the amount and
reduce the human involvement.

101

Chapter XXII
TRADE UNION FACILITIES
22.1

Various changes have been occurred since 1957 in organization of ED system

later changed as GDS, but all facilities extended to departmental staff are not
extended to GDS. But we have come within this memorandum for
departmentalization of GDS as Rural Postal employee. This is not a new one.
The Savoor Committee has also recommended that a forum for joint
consultation of the circle and divisional levels should be provided to so called
ED later changed as GDS.

22.2

Hence another union of Rural Postal employees i.e. single union inclusive of
Rural Post Masters and Rural Postal Assistants may be allowed for each
federation.

22.3

As such we suggest:a) Granting all Trade Union facilities to the recognized union representing Rural
Postal employees and the grant of right to affiliate with federations.
b) Conferring with all RPE Union representatives the same right as enjoyed by
the departmental staff, especially in respect of special casual leave,
treatment of attendance in scheduled official meeting as a duty.
c) Recovery of Union subscriptions from payrolls and ensuring full remittance
as per the assurances of the check of system.
d) The facility of deputation to the Union in Foreign Service terms at all levels.
e) Allocation of seats in JCM and discuss their problem there on.
f) Sri R.S.Natarajamurthy commission has suggested that 10% membership is
sufficient to recognize a second service union instead of 15% now followed.
This may be implemented immediately.

102

Chapter XXIII
CONCLUSION
23.a

We have made an earnest effort to prepare this Memorandum to depict the

realistic picture on the prevailing conditions of GDS staff and their justified
demands that will bring much needed changes in the living and working
conditions of this most neglected section and downtrodden employees of the
Department of Posts. We have tried to prove that contrary to the claims of the
Government more than 90% of GDS employees are solely depending on the
job of GDS for their basic livelihood and therefore there cannot be any
justification on the part of the Government to deny them from their rightful dues.

23.b

We have relied upon various judicial pronouncements including the Honble

Apex Court and the observations and recommendations of Honble Justice
Charanjit Singh Talwar to emphasize the fact that the GDS employees or the
erstwhile ED employees are holders of Civil Posts not only for the protection
conferred to defend themselves against the disciplinary proceedings but also
for staking their just claims for equal rights and privileges at par with all other
Civil Servants under the Government of India, including that of social security
like pension, statutory gratuity, family pension etc.

23.c

We have indeed made a serious effort to put before the Commission that
departmentalization of GDS System is both viable and beneficial to the service
and GDS staff. We would like to place before the Commission that the
Government couldnt still justify maintaining such an exploitative system on the
grounds of financial crunch.

23.d

We submit that these simple and poor 2.63 lakhs of Gramin Dak Sevaks should
not be neglected under the name of commercialization of Postal Services to
make profits only in the name of neo-liberalization policies pursued by the
Government.

23.e

Finally we reiterate the famous quote of Honble Justice Charanjit Singh Talwar,
The weak and downtrodden need protection and we look forward to the 7 th
Central Pay Commission to make the decades long dream of 2.63 lakh GDS, a
reality.

23.f

We conclude by reproducing all the important aspects of this memorandum

hereunder in nutshell as our suggestion to 7 th Pay Commission to make the
decades long dream of 2.63 lakh GDS, a reality.

1)

The motto of GDS is part-time should be scrapped by giving 7 hours workload

103

to each official as it is available.

2)

The term Sevak should be replaced by employee.

3)

As explained in chapter I, no BO is running on loss in real terms by keeping the

thinking that it is a mixture of many agency services and by considering it is a

4)

public essential service, GDS can be made departmental.

All GDS BOs may be converted into departmental BOs and renamed as Rural
Post Offices.

5)

All GDS BOs staff should treated as departmental officials holding civil posts
and renamed as Rural Post Masters and Rural Postal Assistants.

6)

Total expenditure on Rural Postal employees including OMA paid to each Rural
Post Office may be met by Ministry of Finance.

7)

Commission on SB and RD accounts standing at BOs may be kept with Ministry

of Finance.

8)

Accounts work, Accounts supervision, Administrative Supervision done by

Department of Posts may be taken up as reciprocal services for its services
received at Rural Post Offices such as mails, sorting, delivery, stamp sale,
registration including V.P and Insured, Speed post, Money Orders, Mahatma
Gandhi NREGs and Social Service Pensions.

9)

Mails, Sorting, Delivery, Stamps sale, Registration including VP and Insured,

Speed Post, Money Orders, Mahatma Gandhi NREGs and Social Service
Pensions related to Department of Posts at Rural Post Offices may be taken up
by Ministry of Finance as reciprocal services for its work done by Department
of Posts such as Accounts, Accounts Supervision and Administrative
Supervision.

10)

Department of Posts may increase its revenues at par with scheduled Banks
and Couriers as those Banks and Couriers are being survived with the same
limited jurisdiction.

11)

For doing Inspections and Investigations of Rural Post Offices and supply of
stationary relating to SB and RD to Rural Post Offices, the subsidy to the tune
of Rs. 650/- crores (approximately) paid on Rural POs may be paid to
Department of Posts in proposed setup also.

12)

Commission received by Department of Posts on services such as NREGs and

Social Service Pensions may be kept by Postal Department as it is received
from different source.

13)

As the conditions holding honourary posts being self sufficient is an

104

obsolete one in present conditions of the country, it is necessary to bring all

GDS under the category of Departmental Rural Postal Employees and their
services to be considered as essential services as the Rural Post Office is the
only outlet for the Government to serve the rural public.
14)

All Rural Postal employees may be considered as departmental Group C or

Group E by giving status of holding civil post in the Government.

15)

The BPM may be named as Rural Post Master (RPM) with 7 hours
workload for Post Masters duties.

16)

Other GDS employees in a BO may be named as Rural Postal Assistants

(RPA) with 7 hours workload for their duties such as delivery, conveyance,
LB Clearance, packing, stamp sale put together.

17)

GDS Posts in HOs / SOs / RMS may be converted into MTS.

18)

The income and cost of a Rural Post Office may be ignored as it is only essential
public service available in a village and demanded by public and their leaders
and used by state governments also as only way for them to serve the rural
public.

19)

Statistical workload and financial positions of Rural Post Offices may be

assessed in Triennial reviews here after called as Audit as these reviews can
be used for 100% verification of accounts standing at Rural Post Offices also.

20)

The constitutional provisions under Article 309 and 311 should be applied to
Rural Postal Employees.

21)

All GDS stamp vendor posts in Departmental Post Offices may be upgraded to
MTS or Postman as the case may be and shortfall of workload if any may be
utilized for Registration etc. of the said office.

22)

Basic qualification for future appointment, by selection or promotion should be

10 + 2 with 60% of marks in Plus 2 for Rural Post Master and 8 th standard may
be continued for Rural Postal Assistants.

23)

Maximum age limit for entry as Rural Postal employee should be 35 years with
relaxation admissible to SC, ST and OBC. For promotions there should be
relaxation by 5 more years i.e. 40 years it would be better to reduce to 3 years
with relaxation to SC, ST and OBC employees as it is observed for some
categories in the department. Commission may consider the age of
superannuation.

24)

Selection at the time of entry should be at divisional level through employment

105

exchanges of the district, but on merit basis in the requisite qualifications.

25)

All Rural Postal Employees should be imparted with concerned Trainings as

designed for the purpose.

26)

The present service restriction of 5 years for promotions should be reduced to

3 years. In addition 50% RPM posts may be earmarked to outsiders through
employment exchange, out of remaining 50%, 25% may be earmarked for
RPAs on seniority cum fitness basis with the requisite qualifications of RPM
through DPC. Remaining 25% vacancies on merit as if outsiders through
employment exchange, but applications may be called for in the division, For
both the types of above DPC / selection minimum 3 years of service may be
fixed. If any vacancy is unfilled, it should be given to Employment Exchange
immediately without carrying forward for next year. The Rosters should be
maintained as usual at divisional level.

27)

However by virtue of services rendered the Rural Postal employees such as

Rural Post Master and Rural Postal Assistant may be allowed MACP I, II, III for
10 years, 20 years, 30 years completion of service respectively.

28)

All conduct and disciplinary rules and procedures under CCS (CCA) rules 1964
available to departmental employees may be extended to Rural Postal
employees also.

29)

The pay structure suggested is as follows:

Initial fixation to RPAs / RPMs as follows at the time of implementation of 7 th PC.

Rural Postal Assistant:

Up to 5 years

18000 + GP

After 5 years

18000 +1 increment i.e. 5% on 18000 + GP

After 10 years (MACP I)

18000 + 3 increments i.e. 15% on 18000 + GP

(For MACP I one more increment)

After 15 years

18000 + 4 increments i.e. 20% on 18000 + GP

After 20 years (MACP II)

18000 + 6 increments i.e. 30% on 18000 + GP

(For MACP II one more increment)

After 25 years

18000 + 7 increments i.e. 35% on 18000 + GP

After 30 years (MACP III)

18000 + 9 increments i.e. 45% on 18000 + GP

(For MACP III one more increment)

After 35 years

18000 + 10 increments i.e. 50% on 18000 + GP

i.e. 18000 + 9000 = 27000 which is less than
proposed pay component of MTS i.e. 29000
which is a promotional post. If this is not followed
there will be no charm in promotions.

106

Rural Post Master:

To show difference between RPA and RPM, 2 increments may be given to
RPMs at initial stage of fixation also. Then,
Up to 5 years

18000 + 2 increments i.e. 10% on 18000 + GP

After 5 years

18000 +3 increments i.e. 15% on 18000 + GP

After 10 years (MACP I)

18000 + 5 increments i.e. 25% on 18000 + GP

(For MACP I one more increment)

After 15 years

18000 + 6 increments i.e. 30% on 18000 + GP

After 20 years (MACP II)

18000 + 8 increments i.e. 40% on 18000 + GP

(For MACP II one more increment)

After 25 years

18000 + 9 increments i.e. 45% on 18000 + GP

After 30 years (MACP III)

18000 + 11 increments i.e. 55% on 18000 + GP

(For MACP III one more increment)

After 35 years

18000 + 12 increments i.e. 60% on 18000 +

GP i.e. 18000 + 10800 = 28800 which is less
than proposed pay component of MTS i.e.
29000 which is a promotional post. If this is not
done there will be no charm in promotions.

As such Grade pay for Rural Postal Assistants and Rural Post Masters in 7 th
PC is suggested as follows.
Rural Postal Assistants:
At initial stage

4000 x 1000 / =

2222 i.e. 2200.

1800
On MACP I (after 10 years of 4000 x 1100 / =
service)
1800

2444 i.e. 2400.

On MACPI I (after 20 years of 4000 x 1200 / =

2666 i.e. 2600.

service)

1800

On MACP III (after 30 years of 4000 x 1300 / =

service)
1800

107

2888 i.e. 2900.

Rural Post Masters:

At initial stage

4000 x 1400 / =

3111 i.e. 3100.

1800
On MACP I (after 10 years of 4000 x 1500 / =
service)

3333 i.e. 3300.

1800

On MACPI I (after 20 years of 4000 x 1600 / =

service)
1800

3555 i.e. 3500.

On MACP III (after 30 years of 4000 x 1700 / =

service)
1800

3777 i.e. 3800.

In all the above cases it is rounded off to next hundred and where as in the case
of MACP II it is rounded off to below hundred to remove the dissatisfaction to
MACP III candidates. However proposed GP to RPA / RPM is less than
proposed GP component of MTS at minimum i.e. Rs. 4,000/-.
Increments: 5% on basic pay + GP every year besides one increment of 5%
each for MACP I, II, III promotions. This is in addition to 2 increments i.e. 5 + 5
=10% allowed to Rural Post Masters on initial fixation and 5% raise after
completion of every 5 years.
Maximum of the scale: Rs. 1, 28,000/- with a length of 38 years.
Pay Band: Should be pay band 1 shifting other pay bands by one number or
giving special pay band i.e. pay band R is suggested for Rural Post Masters
and Rural Postal Assistants.
30)

CCS Pension rules available to departmental employees may be applied for

Rural Postal employees and GPF and all pensionery benefits including Group
Insurance Scheme may be applied to all Rural Postal employees at par with
departmental employees giving credit to their date of entry in the department.

Here one case is requested in either of the cases i.e old pension system till
31.12.2003 entrants and New pension scheme wef 1.1.2004, the monthly minimum
pension received by Rural Postal Employees should be Rs.1000/- as it is given by the
Govt to poor citizens of India as this GDS is much poorer than that poor citizens having
getting no monthly income beyond superannuation though he served those poor
citizens particularly in the payment of the said social security pension for many more
years.
108

31)

All the allowances admissible to departmental employees may be extended to

rural postal employees at the rate admissible to departmental employees in the
following cases.
i) Dearness Allowance.
ii) Office Maintenance Allowance (In the place of FHR) ranging between Rs.
500 Rs. 950 with an annual raise of Rs. 50/-.
iii) Electricity and Water charges for Office.
iv) HRA ranging between Rs. 800 Rs. 1520 with an annual raise of Rs. 80/v) Transport Allowance: Rs. 150/- per month for official use.
vi) Cycle Maintenance Allowance: Rs. 150/- for office use to perform outside
work.
vii) Overtime Allowance: Maximum 3 hours on a working day beyond 7 hours
work if another post in the office is on leave or otherwise and Sundays /
Holidays as ordered by divisional head if required. Allowance should be on
prorata of pay + GP + DA for one day.
viii) Travelling Allowance: Travelling allowance would be as shown in the Table
at 16.11A .
ix) Boat Allowance: As demanded by boat operator.
x) Children education Allowance: At par with departmental employees.
xi) RTF: At par with departmental employees.
xii) Cash allowance to RPM on par with C class departmental SPM.
xiii) Other allowances such as special duty allowance being paid in Assam and
NE Circle, Uttarakhand Allowance, Remote Area Allowance, Naxalite Threat
area Allowance, Bad Climate Allowance, Winter Allowance and Project
Allowance etc.,

32)

All kinds of leaves admissible under CCS (leave rules) 1972 besides casual
leave to departmental employees may be extended to Rural Postal employees
with same limitations in all respects.

33)

Leave encashment facility available to departmental employees may be

extended to Rural Postal employees. In addition 15 days leave encashment
every year may be allowed to Rural Postal employees to enable leave cases
and arrangements there on to be reduced.
109

34)

Leave travel Concession at par with departmental employees.

35)

Advance of leave salary and advance of pay may be allowed to Rural Postal
employees at par with departmental employees.

36)

5% of leave reserve may be maintained at divisional level.

37)

Medical allowance of Rs. 600/- p.m to Rural Postal employees for minor
ailments and for hospitalization, it is in recognized hospitals at par with
departmental employees.

38)

All welfare measures available to departmental employees may be extended to

Rural Postal employees also, such as,
a) Interim Relief.
b) Transfers

i) In the interest of service such as thrown out.

ii) Request transfers including Rule 38 and Mutuals.

c) Compassionate Appointments: 1) To the family members of all deceased.
2) To the dependents of Rural Postal employees retired on invalidation.
d) Bonus.

e) Identity Cards.

f) Funeral expenses.

g) Loans: Loans may be given to Rural Postal employees on par with

departmental employees. This may be extended for education of children and
marriage of daughters.
h) Advances: All advances available to departmental employees may be
extended to Rural Postal employees such as Cycle advance, Natural Calamity
advance (available now), Festival advance, Medical advance, Pay advance,
Leave Salary advance, Motor Cycle advance, House Building Advance (to be
extended).
39)

Uniforms: At par with departmental employees.

40)

Fixed Stationary Charges: At par with C class departmental offices and officials.

41)

Counting of Past Service: The service rendered as ED or GDS may be counted

to newly renamed Rural Postal employees as departmental service.

42)

Head Quarters: Where the Rural Postal employee is born in the establishment
for drawal of pay and allowances.

43)

Security: At par with departmental employees.

44)

Norms: At par with Departmental Post / Post Office.

110

45)

Workload: All works performed by Rural Postal employee counts for workload.

46)

Incentive for promoting small family norms: At par with departmental employees.

47)

Incentive to Sports person: At par with departmental employees.

48)

Date of Superannuation: At par with departmental employee, but maximum age

to be reviewed by Commission.

49)

Payments of retirement / terminal benefits: At par with departmental employees.

50)

Contributory negligence to be removed.

51)

Basic amenities such as infrastructure to office and public to all Rural Post
Offices, to be provided. All requisite forms are to be supplied. Divisional Office
to be treated as secondary unit of supply. Sub division to monitor supplies.

52)

All Trade Union facilities available to departmental employees may be extended

to the Unions of Rural Postal employees and Rural Postal Assistants. (One
Union for one banner)

53)

All the above suggestions are exhaustive, but Commission is requested to look
after anything left over.

54)

Finally the GDS PAY COMMITTEE is requested to extend all facilities available
to Departmental Post Offices / Departmental employees to Rural Post Offices /
Rural Postal Employees.

111