Dearness Allowance & Dearness Relief - Difference between

                                                          

   

DEARNESS ALLOWANCE - Employees 

1. Dearness Allowance (DA) is granted to employees to meet the increased cost of living due to inflation.

2. The rate of DA is decided based on the CPI-IW  Consumer Price Index for Industrial Workers (All India)- prepared by the Labour Ministry 

3. DA is calculated on the Basic pay of the employee.

4. Every year DA rates will be revised TWO times i.e. on 1st January and 1st July.

5. A fraction of 50 paise is ignored and more than 50 paise is rounded off to the next higher rupee.

6. In the case of Running staff, DA is calculated on Basic Pay + 30% of Basic pay.

7. In the case of Railway Doctors, DA is calculated on Basic Pay + 20% of Basic Pay.

8. The present rate of DA is 46% with effect from 01.07.2023. 

DEARNESS RELIEF - Pensioners  

1. Dearness Relief (DR) is paid on pension/Family pension.

2. It is calculated on the Basic Pension of the employee.

3. Every year DR rates will be revised TWO times i.e. on 1st January and 1st July.

4. The present rate of DR is 46% with effect from 01.07.2023. 

Questions:

1. What DA is granted to the Government employees?

2. The rate of DA is revised based on…………………………………………….

3. How many times is DA revised annually? 

4. In the case of Running staff, DA is calculated on Basic Pay + 30% of Basic pay.

5. In the case of Railway Doctors, DA is calculated on Basic Pay + 20% of Basic Pay.

6. What is the present DA/DR with effect from 01.07.2023?

7. To whom Dearness Relief is paid?

Answer:

1. To meet the increased cost of living due to inflation.

2. Consumer Price Index -Industrial Workers (All India) - prepared by the Labour Ministry

3. Twice.  On 1st January & 1 st July

4. 30%

5. 20%

6. 46%

7. To the pensioners and family Pensioners 

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MACP - Modified Assured Career Progression

 

MACP - Modified Assured Career Progression 

• W.e.f  01.09.2008.

• Old ACP - Assured Career Progression Scheme - 09.08.1999 to 31.08.2008.   

• Assurance - Minimum 3 Financial upgradations in their service  

• Intervals - 10 years, 20 years & 30 years of qualifying service. 

• The upgradation is to the next Level in Pay-Matrix.

• Financial upgradation is purely personal to the employee and not according to seniority. 

• If the employee gets regular promotion as per seniority/merit such promotion will be counted against the three financial up-gradations.

• If the employee is stagnated in any grade for 10 years, he will be given financial up-gradation in the next higher level.

• Granting financial up-gradation is subject to eligibility.

• Eligibility: Last 3 years APAR - Minimum grading is “Very Good” .

• Free from DAR/Vigilance/Criminal cases and should not be undergoing any penalty.  

• Can employees refuse to take the Regular Promotion?   

• Before MACP  - Yes.  But they are not considered for financial upgradation for that grade.  

• After MACP  - Yes.  

• Pay fixation and option benefits are admissible as per the rules.

• No change in the Designation. 

• No change in the Present post. 

• No change in the responsibilities. 

• Service rules are applicable to the present post only for all benefits. 

• In case the granting of financial upgradation under the MACP scheme is postponed for reasons attributable to the employee, future upgradations under this scheme will also get postponed.    

Key points for MCQ: 

1. MACP - From 01.09.2008  

2. MACP stands for Modified Assured Career Progression

3. ACP - 09.08.1999 to 31.08.2008 

4. Minimum 3 Financial Upgradations 

5. Intervals - 10, 20 & 30 years 

6. APARs considered - Last 3 years 

7. Minimum grading - Very Good 

8. No change in Present post, Designation or responsibilities. 

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AEMG - Alternative Employment on Medical Grounds

 

AEMG - Alternative Employment on Medical Grounds 

• Every employee should always be medically fit for the post he/she is holding.

• If any employee is found medically not fit to hold the present post, he/she should not be continued in that post and should be given an alternative suitable post.

• As it takes some time to identify suitable alternative posts, such employees will be placed in supernumerary posts and will be paid a salary.

• PWD Act: Medically de-categorized employees should be provided alternative appointments in suitable posts in the same grade without monetary loss duly considering the provisions of section 47 of PWD Act 1995.  (Persons with Disabilities Act)

• First, the suitable post should be identified in his/her department.

• If no suitable post is identified, then that employee can be considered for absorption in other departments.

• They should not be absorbed in lower-grade posts even on their request.

• If the employee wants to take voluntary retirement it can be accepted. 

• Committee:  A committee of three officers (Sr.DPO, concerned Dept Officer, and Officer from any other Dept) as nominated by DRM in the division should conduct screening of medically de-categorized employees and suggest suitable alternative posts for them.

• With the approval of DRM, the medically de-categorized employees will be absorbed in the recommended alternative post.

• They can also ask for any suitable alternative post. Their request can be considered if vacancies are available in such posts.

• Absorption in suitable posts should be done expeditiously to avoid wastage of manpower and unnecessary financial implications.

• Typing Test: Medically de-categorized employees on absorption in the clerical cadre are exempted from passing the Typing test.

• 30% of Basic Pay: Pay of Medically de-categorized Running staff on absorption in suitable alternative posts should be fixed by adding 30% of basic pay as an element of running allowance.

• Personal Pay: If there is no Cell equal to that amount, pay should be fixed in the lower cell and the difference in amount should be shown separately as Personal Pay and it will be observed in future increments.

• Security Dept: Medically de-categorized RPF (Railway Protection Force) / RPSF (Railway Protection Special Force) personnel shall be absorbed into the ministerial cadre of the Security Department. If it is not possible due to the non-availability of vacancies, they can be considered in any suitable post in other departments.

• The service rendered in the previous post will always count for all purposes, including fixing seniority in the absorbed post.

• Employees who get recommendations from medical authorities for transfer to other posts on medical grounds will not have the above benefits. Their cases are dealt with under Interdepartmental request transfer rules.

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Inventory Control - Methods

 

Inventory Control - Methods

 

Method	Stands for	Based on
ABC	A / B / C	Pareto principle
FSN	Fast / Slow / Non   - Moving	On the level of consumption (moving), frequency of demands and their utility
GOLF	Government / Ordinary / Local / Foreign - Source	On the source of supplies
HML	High / Medium / Low - cost per unit	On the unit cost of items
SDE	Scarce / Difficult / Easily - availability of item	On the criteria of availability of item
SOS	Seasonal / Off seasonal - item	On the nature of supplies
VED	Vital / Essential / Desirable - items	On the criticality in end use
XYZ	High / Medium / Low - Inventory value	On inventory value of items at a given time

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Tenders & Contracts Booklet - Issued by IRIMEE Jamalpur

Tenders & Contracts Booklet issued by IRIMEE Jamalpur

MSOP - Model Schedule Of Powers - Part A - Works Matters - Notes by Shri Chandra Sekhar M

 

Click for MSOP - Part A - Works Matters