Sixth Pay Commission Vs Ninth Bipartite

I just tried comparing Basic Pay of 6th pay commission to that of our 9th bipartite, scale to scale.

I found that armed forces have some similar hierarchical positions comparable to banks. ( Best Possible ).

Comparing the salaries is confined to Basic pay so that we can analyse the difference easily.

Will somebody try to analyse these.

Lieutenant				SCALE I
BASIC PAY	GRADE PAY	TOTAL		BASIC		Difference
14360	5400	19760		14500		5260
14880	5400	20280		15100		5180
15400	5400	20800		15700		5100
15930	5400	21330		16300		5030
16450	5400	21850		16900		4950
16970	5400	22370		17500		4870
17490	5400	22890		18100		4790
				18700
CAPTAIN				Scale 2
17400	5700	23100		19400		3700
17930	5700	23630		20100		3530
18450	5700	24150		20900		3250
18970	5700	24670		21700		2970
19490	5700	25190		22500		2690
20010	5700	25710		23300		2410
20540	5700	26240		24100		2140
				24900
MAJOR				Scale 3
22280	6100	28380		25700		2680
22840	6100	28940		26500		2440
23410	6100	29510		27300		2210
23970	6100	30070		28100		1970
23540	6100	29640		28900		740
25100	6100	31200		29700		1500
25670	6100	31770		30600		1170
26240	6100	32340		31500		840
26800	6100	32900
27370	6100	33470
27930	6100	34030
lt COLONEL				Scale 4
26280	6600	32880		30600		2280
26970	6600	33570		31500		2070
27670	6600	34270		32400		1870
28370	6600	34970		33300		1670
29060	6600	35660		34200		1460
29760	6600	36360		35200		1160
30450	6600	37050		36200		850
31150	6600	37750
31850	6600	38450
32540	6600	39140
COLONEL				Scale 5
29760	7600	37360		36200		1160
30540	7600	38140		37200		940
31320	7600	38920		38200		720
32110	7600	39710		39300		410
32890	7600	40490		40400		90
33670	7600	41270				41270
BRIGADIER				Scale 6
33240	8400	41640		42000		-360
34020	8400	42420		43200		-780
34800	8400	43200		44400		-1200
35590	8400	43990		45600		-1610
				46800
MAJOR GENERAL				Scale 7 ( GM )
43280	9000	52280		46800		5480
44370	9000	53370		48100		5270
45480	9000	54480		49400		5080
46620	9000	55620		50700		4920
47790	9000	56790		52000		4790
48990	9000	57990
lt GENERAL
48990	11000	59990
50220	11000	61220
51480	11000	62480
52770	11000	63770
54090	11000	65090
VICE CHIEFS	80000
SERVICE CHIEF	90000

PAY SLIP COMPONENT - WHY ARE WE TALKING ABOUT THIS IN THE TENTH BIPARTITE

10^th Bipartite we started hearing a new word.   Pay Slip Components, suddenly IBA and UFBU both started talking about it.  Want to know why my dear friends,  here we go.

In any bipartite , first thing that both parties would agree upon is the merger of DA and effective date of implementation, Next will be the percentage hike.  Third and the most difficult one is distributing the same  in the following 

1.       Pay Slip Components:  Most important, this is what we get every month.   The salary what we call it, consists of  Basic,DA,HRA,CCA, PQA,FPA  etc.,
 2.       Non Pay Slip Components:  We can broadly divide them into two.  a) Those settled under bipartite such as Medical Aid, Hospitalisation Expences, Halting allowance, LFC, Compensation on transfer.   b)  Other Allowances such as Petrol Limit, House Rent, Entertainment expences, Subscription allowances etc., which are negotiated by individual banks.
 3.       Superannuation benefits:  Pension, Gratuity, PF contribution, Encashment of Leave at the time of superannuation etc.,

Except Pension under superannuation benefits all others well defined and are same for all the employees according to their service and cadre . But iIn case off superannuation benefits we have three categories of employees
a.       Pension Optees.
b.      PF oftees.  ( Very few people are left in this category )
c.       New Pension scheme employees. ( They are yet to witness a Bipartite )

The cost of for PF optees  was 10% of their basic pay for all the bipartites. However  The cost of the pension opetees  was pegged at  26.5% of the basic for 7^th Bipartite, 30.5% of the basic for 8^th bipartite and 36% for 9^th bipartite.     

Here is the tricky point, for PF optees Banks contributed 10%.  For pension optees IBA has forced the employees to share the “  incremental cost “ i.e over and above 10% basic pay by the employees.  ( All the employees including who had opted for PF )  The  “ incremental Cost was shared by all the employees in the following manner 

During the 7th Bipartite, IBA requested the Unions to bear additional cost on pension on account of increase in basic pay, in 50:50 proportions over and above 10% of pay.  The additional cost on pension, on account of increase in basic pay was estimated at 26.5% of the pay.  Excluding 10% of the share of the employees, remaining 16.5% cost was shared in the ratio of 8.25 / 8.25 each, by Unions and Management.
 Similarly during 8th Bipartite, incremental cost on pension on account of change in basic pay was estimated at 30.5% of pay.  Excluding 10% share of employees, remaining cost was shared in the ratio of 11.25% and 9.25% by the Management and Unions respectively. 

In the 9th Bipartite, incremental cost on account of salary revision is estimated at 36% of pay and in excess of 10% contribution by the employees, will be shared in 50/50 ratio at 13% each, by the Unions and the Management.

For the shortfall in the pension fund of pension optees all other employees have contributed by accepting to bear the incremental cost.  Other wise,  PF optees should get more salary than pension optees as superannuation benefits were less.   ( 26 % of basic pay for 9^th bipartite which is really huge ).

Now for 10^th bipartite another group was added NPS ( New Pension Group ),  the group which is very active, dynamic, courageous.   They are not like us, who were silent, paid twice for the pension what ever they have demanded.

Now there is no other way, IBA has to contribute totally for the retirement benefits by themselves, as they cannot differentiate three different group of employees, and leads to total confusion and chaos, as there are already court cases against 9^th bipartite.

TENTH BIPARTITE

Now a days at ground level we are seeing unrest among some P.O’s regarding  Bipartite settlement and many of them are in favor of becoming part of Central Pay Commission .  I am a close follower of various groups in FB also. I started searching and comparing various other settlements done for different organizations.  In fact the following are my observations which I feel  may be useful for explaining the young officers.

Due to various political reasons the govt has decided to give benefit to Central govt employees. If the intention of the govt is to give, it can give either through CPC or through BPS, i.e the final paying authority is the Govt only.  THIS IS VERY  SIMPLE LOGIC.

I got the II pay commission report  for central public sector enterpriseswhich has given its report in 2006.  These include giants like ONGC, BPCL , IOC, CHENNAI PETRO, ONGC VIDESH  etc.    The shocking part of it is that the salary is not equal for all.  The Govt has divided  the companies into 4 groups and the salary structure is different for each group.  The following is the example for the officers cadre

	A+ Company	A	B	C	D
Basic for officers in executive cadre	14500-25000	13500-23000	12900-22100	12200-20900	11500-19800
Risk Pay	1300	1300	1250	1200	1100

A+	A	B	C	D
IOC	Air India Ltd.	HMT Ltd.	Hindustan Shipyard Ltd.	Tyre Corporation of India Ltd.
BPCL	Hindustan Aeronautics Ltd	National Textile Corporation Ltd	Hindustan Insecticides Ltd.	HMT Bearings Ltd.
HPCL	MMTC Ltd.	IRCON International Ltd.	Jute Corporation of India Ltd.	Hooghly Dock and Port Engineers Ltd
ONGC	Chennai petro	ONGC Videsh Ltd.	National Seeds Corporation Ltd.	National Film Development Corporation
FCI	Rashtriya Ispat Nigam Ltd.	Indian Railway Finance Corporation Ltd	Mishra Dhatu Nigam Ltd.	Rail Vikas Nigam Ltd.
BSNL	MTNL	Hindustan Copper Ltd.	HMT Watches Ltd.	IDPL (Tamilnadu) Ltd.

What happens if separate pay commission  is appointed for our banks.  In case we are categorized according to size/profit/efficiency where will we go.   If it is not bipartite, the recommendations will be implemented immediately and our consent is not required. With regard to the indefinite strike , these Young P.O’s cant withstand the pressure from executives.  Further as public money is involved, the wrath of the public will be on us directly.  Imagine an account holder who has an SB balance of Rs.25,000/- and cant withdraw the same for three to four days and is in dire need of money.  We even can’t conduct a demonstration in a public place after a four to five day strike, because public will revolt against us as we would have already lost the sympathy by that time.  Further High Courts are now very active and  whenever doctors are on strike, somebody  filed a case in high courts and High court declared the strike as illegal and asked the doctors to join immediately and resolve the matter through negotiations. We want good wage revision, but it should be done through Bipartite.  But surrendering the rights to government is not at all acceptable. I am in the process of comparing stage by stage basic salary of 6th CPC Vs 9th Bipartite.  The same will be published here.