Confederation CHQ's Answers to 18 Questions of 8th CPC

 Answering the 18 questions of 8th CPC  

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Answer 1: The guiding Philosophy of the CPC should be equity, transparency and fairness. Government Employees are the backbone of the Public Service delivery. The objective should be to provide a level of Financial Comfort to employees and their families commensurate with the needs and requirement of modern life. When the Pay and the Welfare of the employees are prioritized, the entire Nation benefits through better governance, motivated service and social stability. Employees should not be seen as a burden, but as partners in Nation Building and to achieve “People first, Nation always”. Pay hikes of the employees are not mere expenses for the Government, but investment in human capital which drive consumption, savings and economic growth. 

  India today is the 4th Largest Economy and the world’s fastest growing economy and sufficient resources are available for our developmental and strategical needs. India is projected to become the World’s 3RD Largest Economy by 2027 with GDP expected to surpass US $ 5 Trillion. The fiscal deficit remains contained at around 4.3% of GDP. Revenue collections have more than doubled since 2016, Therefore, we urge upon the CPC to ensure that any recommendations should not result in eroding of the real income of employees. 

Answer 2: Comparison between Government and Private Sector compensation is difficult and not viable as the objectives of the two services are inherently different. Public service is not to earn profit whereas the Private sector aim is to maximize profit. The CCS Conduct Rules prohibits the Government Employees from various activities including to work after the office hours in any Industry / Office. Moreover, Central Government Employees are primarily engaged in Public Service delivery, Policy Implementation and Regulatory Functions, apart from the role of Industrial Employees of Railways and Defence who are involved in Production and Operational Activities which involves lot of risk and hazard. Their roles demand broader Administrative competence, policy understanding, coordinated planning and execution. The nature of their responsibilities is often more compacts and nationally significant which cannot be compared with others. The 8th CPC may also take a note that in certain PSU’s like Coal India, ONGC etc., employees are getting much higher Pay Structures and other benefits when compared to Central Government Employees. Therefore, considering the sovereign responsibilities, Nationwide accountability, transferable service conditions, Conduct Rules etc. the Central Government employees deserve much superior Pay Scales and Allowances. Government should ensure decent work environment in the Country. 

Answer 3: CPC should not adopt sector specific benchmarking of Central Government functions with Private sector. The duties, Accountability and service conditions of Central Government employees are fundamentally distinct. Central Government Employees function under strict constitutional, Administrative and Financial Rules. All their functions and decisions are subject to Audit, Parliamentary Scrutiny, Vigilance Oversight, RTI Provisions apart from Conduct Rules. PSU’s and Private Sector operates within different performance metrics, commercial objectives including earning profit. In contrast Central Government Employees implement National Policies, Manage Public Funds and ensure governance across the Country. Large section of the Central Government Employees as already mentioned are Industrial Workers who are involved in the Operation of Railways, and in the Production of Locomotive engines, wagons, high Speed Coaches etc. in Defence Arms, Ammunition, Weapon etc., Therefore, pay determination should not be linked to sector specific benchmarking, instead uniform horizontal relativity across all Government Departments must be preserved. The principle for horizontal and vertical relativity should be that common and similarly placed categories of posts must have same pay and maintenance of vertical relativity. Compensation for Central Government Employees should be accordingly fixed. The CPC should ensure fair and equitable Pay and Allowances consistent with the above principles. 

Answer 4: Government perks are not mere add – ons. They are the pillars of employee’s security and dignity. Security of Tenure, Medical Coverage, Housing and Predictable Increments are what make Government Service attractive, especially for those who dedicate to Public Service. These perks compensate for the lack of rapid promotions, periodical cadre restructuring for ensured promotions etc., and for the flexibility found in the Private sector. Therefore, these facilities should not be used for cross sector comparisons. As a model employer, the Government must ensure that its employees and pensioners receive facilities and benefits that reflect the dignity, stability and public accountability associated with Government service. What is observed today is that the present allowance structure has resulted in inverted equity. Employees in lower pay scales, who often incur proportionately higher commuting costs and pay a large share of their income towards House Rent, thus receiving the lowest quantum of allowances. This imbalance weakens the principles of fairness and equity in public compensation. Therefore, the annual increments, job security, medical care and retirement benefits must remain strong by linking all the allowances index to the cost of living and consumer price index. 

Answer 5: Generally, Government entry level pay sets a modal benchmark for the Country. While it may not directly impact the informal or gig sector, it signals what society considers a fair and living wage for honest work. When the pay of Government employees rises, it encourages the other sectors to improve their standards even if in a phased manner. Government as a model and ideal employer must offer a respectable and competitive pay structure to attract and retain talent recruited through rigorous, merit-based processes. Any direct comparison with private sector salaries will be misleading as the compensation of Private sectors varies widely across industries and is linked to their commercial profitability. Government pay is based on principles of public accountability, uniformity, equity and fiscal responsibility. Therefore, the 8th CPC should determine the wage hike and other compensation which reflects the sovereign responsibilities and the unique nature of public service. We believe that the pay of Government employees should be high enough to ensure dignity for all the employees, with employees serving until retirement. We support reasonable increases tied to skill development, productivity and of course the decent and dignified living of the employees so that Government remains a role model. 

Answer 6: Various allowances are paid to Government employees and Dearness relief to pensioners to offset the impact of inflation and rising living costs. These elements are not privileges, but compensatory in nature intended to preserve real income and ensure financial stability in changing economic conditions. It is to be mentioned here that in many Government department regular promotions for Group C and B employees are delayed or not granted in a timely manner. This deprives employees of legitimate career progression and proper wage revision despite their having acquired the required skills, experiences and after completion of prescribed residency period. To ensure this the is demanding assured 5 minimum guaranteed Promotion in a service span of 30 years in the Promotional Hierarchy in a time bound manner. We support a Fitment factor that delivers a meaningful improvement in take home pay especially for lower and middle ranks by keeping family units as 5 instead of 3. All the allowances should be linked to the Consumer Price Index. Employees expect to see their hard work reflects in their pay not just in Annual Increments. The Fitment factor will be given in detail in our memorandum.

Answer 7: The incumbent of the Apex Level post discharges function of immense responsibilities, involving inputs for the evaluation and enunciation of National Policies and its successful execution. The incumbent is subject to a high degree of accountability while exercising fiduciary responsibility and maintaining political neutrality. Government service is well-structured, with duties codified and monitored through audits, vigilance, and parliamentary oversight. Unlike commercial organizations, there is no objective or uniform criterion to measure individual or group performance. Therefore, we propose that the salary of a secretary should not be more than 10 times of the Entry pay / Minimum pay. 

Answer 8: Considering the facts that today’s young professionals compare Government Jobs with lucrative private offers, and if Entry pay is too low, the Government loses out on talent. We strongly support front-loading pay – making entry salaries attractive so that bright graduates and professionals feel valued and motivated from day one. At the same time there must be clear, fair progression for those who stayed and perform in the Government. Mid-career and senior pay should reward loyalty, experience and merit but not at the cost of neglecting new entrants. There should be a balanced approach by the 8th CPC, by recommending high entry pay, regular increments and time scale promotions. This ensures both attraction and retention while maintaining fiscal prudence. Group A Service officers continue to attract talent due to the authority, privileges, and unparalleled job security associated with these posts. However, the widening gap between Government pay and private sector compensation must be recognized as a factor that undermines recruitment and retention. While parity with private sector pay is neither feasible nor desirable, the Commission must ensure that this disparity is addressed to maintain the attractiveness of Government service.

Answer 9: The frequency of increments should be Annual. The present Annual Increment rate of 3% requires revision to 6% considering the fact that today the Government employees are required to continuously upgrade their skills adopt latest technology and best practices Benchmark gain experience and enhance their efficiency over a period. A higher increment rate would better reflect improved competence, productivity and contribution to public Administration. We propose for 6% Annual Increment since a system where increments are higher at entry and junior levels, helping young employees build their life and families. Promotional pathways must be protected and strengthened to maintain morale and efficiency. A fair increment system, clear promotions, and continuous professional development will significantly enhance motivation, efficiency, and governance outcomes.

ALLOWANCES

Answer 10: Cafeteria approach is followed in Central Public Sector Enterprises. The same is not a viable option for Central Government service since traditional allowances ensure equity and protect employees posted in Risk and Hazardous nature of job, hard stations, High altitudes or facing unique hardships. In the present system all allowances like Housing, Travelling, Risk and Hardship allowances, Night Duty Allowance, Nursing Allowance, Patient Care Allowance, Leave Travelling and Medical Facilities are guaranteed and that should continue. 

It is submitted that the existing allowances must be retained and improved. These allowances are specific in nature, vary over time, and should remain distinct from the basic salary structure. Their rates should be increased threefold and paid net of taxes to preserve their identity and purpose.

PENSIONS

Answer 11: Pensions are lifeline for retired employees and their families. The Hon’ble Supreme Court has consistently held that “Pension is not a bounty payable at the whim’s of the employer, but a deferred portion of compensation for long and devoted service”. It has further emphasized that retiral benefits form part of the right to livelihood under Article 21 of the constitution of India. Nonpayment or inadequate protection of pensionary benefits therefore raises serious constitutional concerns. Pension is a social welfare measure intended to ensure dignity and financial security in old age. Pensioners after decades of Public service must be able to lead a decent, and secured life post-retirement. The defined pension under CCS Pension Rules 1972 was discontinued for Civilian Employees since 01.01.2004. Employees recruited on or after 01.01.2004, have started retiring with a very nominal pension which nowhere meets the cost of living. Social structure, the senior citizens are forced to stay away sometimes from their children forces them to meet their needs at their own. Expenditure on pension is estimated at the around 4% of total revenue expenditure and hence pension liabilities will remain manageable. Restoration of the Old Pension Scheme to be considered by the CPC. 

DEARNESS ALLOWANCE

Answer 12: Dearness Allowance is a life line for employees, protecting their real income to some extent from inflation. The AICPI (Industrial Workers) currently used for DA Calculation does not accurately reflect the real inflation faced by Central Government Employees and Pensioners. Many items in the CPI basket are valued at subsidized or ration (Public Distribution System) rates, whereas employees and pensioners purchase goods in the open retail market at significantly higher prices. Therefore, a more realistic index should be based on prevailing retail market prices or rates in Government Cooperative Consumer Stores. After Covid-19 pandemic inflation has risen sharply particularly in housing, transportation and medical expenses. The fourth and sixth Central Pay Commission had recommended for creating a separate consumer price index reflecting the consumption pattern of Government employees. We oppose any hybrid indexation approach since the same may dilute inflation protection. We propose that the 8th CPC should recommend for a distinct Consumer Price Index for Central Government Employees and Pensioner for protection of real wages and prevent income erosion. 

RAILWAYS, CAPF & DEFENCE

Answer 13: The Uniformed Personnel and Civilian Employees of Defence, the Railway employees and the Central Armed Police Forces face unique risks, hardships and responsibilities. Their Pay and Allowances should reflect these realities. The Indian Armed Forces (Army, Navy & Airforce) and also the CAPF play a very important role in the Security of our Country. The Civilian Employees in Defence work side by side with the Soldiers for the defence of our Country. Railway employees are working 24 / 7, to maintain uninterrupted supply chain of the essential commodities throughout the Country, beside transporting 20 million passengers per day. Railways in particular and the Central Government Employees in general played a very crucial role during the Covid-19 pandemic when the entire nation was on lockdown for running the Government Machinery without any standstill. That apart from this around 400 to 500 Railway employees sacrifice their life every year while performing their duty in keeping the Indian Railways Operational uninterrupted. Similarly, in Defence also every year especially in the Ordnance Factories etc. Defence Civilian employees are sacrificing their life while performing their duty due to explosion etc. Therefore, they deserve better treatment in Pay and Allowances and Pension from the 8th CPC. 

SCIENTISTS

Answer 14: Scientists are the Nations innovators. Their pay must match in commensurate with their unique contributions to the Country. They are required to conduct research and also to develop technologies that have application in Industry and the economy at large for overall developments of the country to complete with the developed nations across the globe. They are required to keep themselves updated for which they receive an allowance. We insist that the Scientist pay should be competitive, transparent and supportive of lifelong learning. This ensures India retains and attracts world class talent for its Space, Atomic, and Defence R&D, Water Resources , Meteorology , Geological , Agricultural mission etc. Given the importance of their work, their pay package must be sufficiently attractive and globally competitive to draw the best scientific talent in the country, including Non-Resident Indian (NRI) professionals and researchers working abroad. Competitive compensation is essential not only to attract high-calibre individuals but also to retain experienced scientists within the public research ecosystem.

ARMED FORCES

Answer 15: Armed Forces Personnel deserve pay that reflects their risk, readiness, alertness and sacrifices, we support replacing the static Military service pay with a dynamic Risk and Readiness premium which should be at least 25% above CAPF / Police and Civilian Entry Levels. The Fixed Term Employment in the Armed Forces in the name of Agniveer should be dispensed with and all those who are selected and appointed as Agniveer should all be regularized. Their entry pay must be attractive with clear progression and strong non- monetary benefits such as Housing, Rations etc., The CONFEDERATION urges the Government to ensure that Soldiers, Sailors and Airforce personnel are never left behind and their compensation should always honour their service. The CRPF Personnel’s do need to get proper benefits as of military personnel on border duties and they also deserve better wages / Allowances being responsible for internal and external security and law and order in the country 

Answer 16: Defence Personnel have given their youth and health for the Nation. Any reform should be to honour their sacrifice and ensure their post-retirement dignity. The CONFEDERATION support gradual humane changes such as phased increase in retirement age, voluntarily retirement with fair compensation and improved reemployment opportunities for the veterans. The defined Non-Contributory Old Pension Scheme should continue for the Armed forces. The Nation’s Security depends on motivated, respected personnel. Cost savings should never undermine this trust. 

For the Financial Year 2025–26, Defence Pension has been allocated ₹1,60,795 crore, constituting approximately 23.60% of the total defence budget of ₹6,81,210.27 crore. This allocation reflects the nation’s commitment to those who have served in safeguarding its sovereignty and territorial integrity.

Defence personnel make extraordinary sacrifices, often risking and, in many cases, laying down their lives in the line of duty to protect the nation’s borders. Financial constraints or perceived paucity of funds should never undermine the country’s obligation toward its armed forces personnel and veterans. Pension is not merely an expenditure; it is a solemn commitment in recognition of their service and sacrifice.

BONUS

Answer 17: In Government Machinery any concept of Bonus on Individual performance is not possible. It is a collective work of all the employees whether it is Industrial Establishments like Railways or Defence Production and other Units. Employees Bonus are additional Payments beyond the regular salary intended to reward performance, enhance morale and improve productivity. Even though the Payment of Bonus Act 1965 is not applicable to the Central Government Employees, the Bonus for Central Government Employees was derived from the principles laid down in the Bonus Act. At present Productivity Linked Bonus is granted to Railways Employees, Postal Employees and Defence Civilian Employees in Ordnance Factories, Navy, Airforce, Army and DGQA & DGAQA. Others are governed under the Adhoc Bonus Scheme. The Bonus is calculated on Monthly emoluments capped at Rs.7,000/- for 30 Days. Moreover, in the PLB Schemes of Defence there is no provision of minimum 30 days Bonus if the Productivity index falls below certain level. This is not due to employees mistakes but due to lack of Workload. Therefore, in PLB Scheme there should be a minimum Guaranteed Bonus of 30 days wages. Bonus should be paid on the actual Basic Pay + DA of the employees.  

REFORMS IN STAFFING

Answer 18:   We are is of the firm view that work of a permanent, perennial and core nature in Government Departments should not be outsourced, contractorised etc., Fixed Term Employment also is not good in Government Departments, since all these mode of appointments are exploitative in nature. Functions that are continuous, sovereign, which requires skill and experience etc., must remain within the direct Administrative control of the Government to ensure accountability, transparency, and institutional continuity. Contractual and Fixed Term Employment etc., adversely affect employee morale, job security, safety and quality of public service delivery. Governance functions, particularly in essential and regulatory sectors, require trained personnel who are fully accountable under constitutional, administrative and financial rules. 

The policy of indiscriminate corporatization and privatization of core service sectors should therefore be revisited. A stable and permanent work force in Government is essential to establish a robust system of governance, maintain public trust and ensure consistent delivery of services in the larger national interest. 

Excessive reliance on contractual arrangements often Lateral Entry at any higher-level leads to instability in service delivery, dilution of responsibility, and erosion of public trust. Lateral entry at higher levels restricts career progression for existing staff.

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Pay Revision Reality

Pay Revision Reality 

-Bruhaspati Samal-

For millions of central government employees and pensioners across India, the constitution of a Pay Commission is never a routine administrative exercise. It represents a rare opportunity when the economic realities of public servants are reassessed after years of rising prices, changing responsibilities and evolving administrative demands. The proposed Eighth Central Pay Commission (8th CPC) has therefore generated renewed hope among crores of serving employees and retired pensioners who look forward to fair wages, dignified pensions and improved service conditions. As part of its consultative exercise, the Commission has circulated an 18-point questionnaire inviting suggestions from stakeholders. The questions cover a wide range of policy issues including pay structure, the fitment factor for salary revision, allowances, pension reforms, inflation compensation, bonus schemes and staffing patterns. The questionnaire also seeks views on the specific challenges faced by departments such as defence services, railways, central armed police forces and scientific institutions. The responses received will form the basis on which the Commission will prepare its recommendations.

Responding to this questionnaire is therefore a significant responsibility for employees’ representatives. The National Council (Staff Side) of the Joint Consultative Machinery (JCM) has taken the initiative to coordinate responses from various federations and associations representing central government employees. At the heart of the Staff Side’s response lies a fundamental principle: government pay structures must be based on equity, transparency and fairness. Public servants constitute the backbone of the administrative system, implementing policies that affect millions of citizens. Their salaries should therefore reflect not only economic realities but also the dignity and responsibilities associated with public service. One of the central concepts emphasised by employees’ representatives is the principle of pay relativity. According to this approach, the pay structure should maintain a balanced relationship across different posts and departments. Employees performing similar duties in different ministries should receive comparable remuneration so that horizontal parity is maintained. At the same time, vertical relativity between hierarchical levels must also be preserved so that higher responsibilities are accompanied by proportionately higher salaries. Such balance is essential for maintaining discipline and motivation within government institutions.

Another major issue concerns the fitment factor, which determines how existing salaries are revised when a new pay commission’s recommendations are implemented. The Staff Side believes that the fitment factor must ensure meaningful improvement in employees’ incomes, particularly for those at the lower levels of the pay structure. Persistent inflation over the years has steadily eroded the real value of salaries, and employees therefore expect that the forthcoming revision will restore their purchasing power. In this context, the Staff Side has also suggested maintaining a reasonable ratio between the highest and lowest levels of government pay. it believes, would help maintain fairness within the administrative hierarchy and prevent excessive disparities. The Commission has also raised the possibility of linking salaries to performance indicators. On this issue, the Staff Side has expressed reservations. A rigid performance-based pay system, employees’ representatives argue, may create distortions and administrative complications rather than improving efficiency.

Allowances form another significant component of government compensation. Employees posted in different regions and working under diverse conditions receive allowances such as house rent allowance, travel allowance, hardship allowance and risk allowance. The Staff Side has strongly argued that these allowances should not be merged with basic pay because they serve specific functional purposes. Instead, they should remain separate and be substantially enhanced. In some cases, it has suggested that allowances may be increased up to three times their existing levels and revised periodically in line with inflation.

Pension policy remains perhaps the most sensitive issue in the entire discussion. For millions of retired employees, pension represents financial security and dignity in old age. The Staff Side has pointed out that pension expenditure currently accounts for roughly four percent of the government’s total revenue, which it considers manageable within the broader fiscal framework. Reflecting widespread concerns among employees regarding retirement security, the Staff Side has urged the Commission to examine the possibility of restoring the Old Pension Scheme. Another important issue relates to the calculation of Dearness Allowance (DA). The Staff Side believes that the existing Consumer Price Index used for determining DA does not fully reflect the consumption patterns of employees and pensioners. It has therefore recommended the creation of a separate price index specifically designed for them so that inflation compensation becomes more accurate and transparent.

The questionnaire has also invited views on sector-specific challenges in departments such as defence services, railways, central armed police forces and scientific institutions. Employees working in these sectors often face demanding conditions involving risk, mobility and specialised responsibilities. The Staff Side has emphasised that their pay and allowances must adequately reflect these realities. For scientific and technical personnel in particular, competitive compensation is necessary to prevent the migration of talent from public institutions to private or international organisations. The Commission has also sought suggestions regarding bonus schemes. At present, many government employees receive productivity-linked or ad hoc bonuses based on collective performance. The Staff Side has opposed attempts to introduce individual performance-based bonus systems, arguing that government work is largely collaborative in nature. Instead, it has recommended retaining the existing framework while ensuring a guaranteed minimum bonus equivalent to thirty days’ wages.

Another concern highlighted by employees’ representatives is the growing reliance on contractual employment and outsourcing in government departments. Excessive dependence on such arrangements, they argue, may weaken institutional continuity and accountability. Public administration requires trained and experienced personnel who understand the functioning of government institutions. For this reason, permanent employment structures must remain the cornerstone of an efficient administrative system.

Taken together, the responses submitted by the Staff Side present a comprehensive perspective on the future of government employment in India. They emphasise fair pay structures, adequate allowances, protection against inflation and secure retirement benefits for both employees and pensioners. The responsibility now rests with the Eighth Central Pay Commission to carefully evaluate these proposals with balance and foresight. Its recommendations will influence the lives of crores of employees and pensioners who have dedicated their careers to public service. If the Commission responds with fairness and vision, the 8th CPC could become an important milestone in strengthening both the dignity of public servants and the credibility of India’s administrative system.

(The author is a Service Union Representative and a Columnist, eMail: samalbruhaspati@gmail.com)

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Pension System and Reforms for Central Govt. Employees (Rajya Sabha Unstarred Question No. 1993 answered on 10 March 2026)

 

Postal Employees’ Movement: From Glorious Legacy to Present Challenges

Postal Employees’ Movement: From Glorious Legacy to Present Challenges

-Bruhaspati Samal-

The history of the Indian postal employees’ movement is not merely the story of a trade union organisation; it is the story of courage, sacrifice, unity and unwavering commitment to justice for the working class. For generations, postal workers across the country have stood united to defend their rights, improve their working conditions and safeguard the dignity of labour. Among the organisations that shaped this historic journey, the National Federation of Postal Employees and its major constituent, the All India Postal Employees Union, Group-C, have played a central and unforgettable role. These organisations were born in an era when India was still under colonial rule and when the rights of employees were severely restricted, and it was during those difficult times that postal workers realised that without unity and collective strength justice would remain a distant dream—an idea that echoes the ancient Vedic message, “Sangachhadhwam Samvadadhwam Sam Vo Manamsi Janatam,” which calls upon people to move together, speak together and keep their minds united.

Long before independence, postal employees had begun organising themselves to challenge injustice and demand humane service conditions. At that time employees worked under extremely harsh circumstances with long working hours, poor wages, lack of job security and almost no welfare measures, yet the collective awakening among postal workers gradually transformed this hardship into organised resistance, reflecting another Vedic teaching, “Samani Va Akuti Samana Hridayani Vah,” meaning let intentions be united and hearts become one, a principle that mirrors the very foundation upon which every successful workers’ movement must stand. The early decades of the postal employees’ movement were marked by extraordinary courage and sacrifice, and during the years surrounding independence postal workers participated in nationwide struggles demanding fair wages and democratic rights for government employees despite facing intimidation, suspension and disciplinary action, just as history repeatedly shows that when ordinary people unite around a just cause they create extraordinary strength, much like the diverse forces in the Ramayana who joined together with a shared purpose to defeat injustice.

One of the important phases of the postal movement emerged in the late 1940s and early 1950s when employees across the country united to demand improvements in service conditions and wage structures, strengthening the understanding that postal workers were part of a broader national working-class movement, a reminder that collective strength—like the combined effort described in the Puranic episode of Samudra Manthan where even opposing forces worked together to churn the ocean—often becomes the only path to achieving something valuable. Another historic phase came during the nationwide government employees’ movement in the early decades after independence when postal workers stood shoulder to shoulder with other central government employees demanding fair wage policies and recognition of trade union rights, and though many employees faced suspension, imprisonment and financial hardship, their unity remained unshaken, demonstrating once again that when people stand together adversity can be overcome. The 1960s witnessed one of the most dramatic struggles in the history of government employees’ movements when postal workers actively participated in a nationwide strike demanding fair wages, humane working conditions and recognition of trade union rights, and despite harsh repression, arrests and dismissals the collective determination of workers proved that unity among employees can withstand even the strongest pressure.

Eventually the sacrifices made during that struggle compelled the authorities to reconsider their position and recognition of the organisations was restored, reinforcing the enduring truth that rights are rarely granted voluntarily but are secured through perseverance, sacrifice and solidarity. In the decades that followed, postal employees continued to play a significant role in nationwide movements of central government employees whenever issues of wage revision, service conditions or pension rights arose, standing united with other departments under the banner of the Confederation of Central Government Employees and Workers and achieving improvements in pay structures, fair service rules, pension provisions and welfare measures through sustained collective effort. Throughout this long journey the guiding principle of the postal movement remained unity, as workers from different regions, languages and backgrounds stood together with a shared sense of purpose, demonstrating that the strength of an organisation lies not in the authority of a few individuals but in the collective determination of thousands of ordinary members committed to solidarity and justice.

History and tradition also warn that organisations weaken when unity gives way to ego and internal rivalry. The Mahabharata offers a powerful reminder that even a mighty empire can collapse when arrogance and internal divisions destroy collective wisdom, while the Ramayana illustrates that victory over injustice became possible only because diverse groups united with discipline and shared commitment—two timeless lessons that remain equally relevant for modern organisations.

Today the above two historic organisations of postal employees are passing through a difficult phase. The derecognition of the unions by the authorities since April 2023 has created a serious challenge for the movement and legal battles are being fought to restore recognition and protect the democratic rights of employees, and at such moments the ancient wisdom that emphasises unity becomes especially relevant. Moreover, in such circumstances the survival and revival of the movement depend greatly on patience, discipline and unity among members. But, unfortunately recent developments have created concern among many members. Instead of collective reflection and coordinated action disagreements within sections of leadership have begun to surface publicly, and the exchange of accusations, letters and debates on social media platforms has created confusion and disappointment among ordinary members who remember the glorious traditions of unity that once guided the movement. When internal conflicts become public the greatest damage is done to the credibility and dignity of the organisation itself, because the reputation built through decades of sacrifice can weaken if personal differences overshadow organisational responsibility. Trade union leadership therefore demands maturity, patience and the ability to place collective interest above personal pride.

Members of the postal movement must remember that organisations are always greater than individuals. Leaders may come and go but movements survive through generations, and the benefits enjoyed by postal employees today are the result of long struggles conducted by earlier generations who endured hardship and repression in order to secure justice for their colleagues. Those pioneers never allowed personal ambition to divide them. They understood that discipline, unity and shared commitment form the backbone of a workers’ movement, and their sacrifices created the strong foundation upon which the present generation stands today. This is therefore a time for introspection and collective wisdom. Every office bearer and every member must ask themselves a simple question: what matters more—personal prestige or the survival and strength of the organisation? When the future of a historic movement is at stake, individual ego must give way to collective responsibility.

The teachings of India’s ancient wisdom once again offer guidance. The Vedic call for unity reminds us that progress becomes possible only when minds and hearts work together and when people speak with one voice and act with shared purpose, just as collective effort has always been the source of strength in every successful movement. Members of the postal movement across the country must therefore remain calm, patient and united during this period of uncertainty. Temporary disagreements should not weaken their faith in the organisations that have served them for decades but should instead strengthen their commitment to the ideals of solidarity and collective struggle. The present crisis must be seen not as an end but as a moment of testing. Every great organisation in history has faced periods of difficulty, and what determines its future is how its members respond during such moments. If unity and discipline prevail the organisation emerges stronger, but if divisions deepen the achievements of the past may slowly fade away.

The history of the postal employees’ movement clearly demonstrates that whenever workers stood united they succeeded in overcoming adversity. Their unity compelled authorities to listen, negotiate and recognise the legitimacy of their demands, and that same spirit of unity is required today to safeguard the future of the movement. Let the members remember the sacrifices of those who went to prison, faced suspension and endured hardship for the sake of the movement, and let them remember that the fair wages, dignified service conditions and welfare measures enjoyed today were achieved only because workers stood together without allowing divisions to weaken their resolve.

At this critical juncture the message to every member must be clear: remain united, reject ego and groupism, uphold the values of discipline and solidarity and preserve the dignity of organisations that have served the postal community for generations. The present crisis will pass, but the legacy of struggle and sacrifice must endure. The future of the movement depends not on a few individuals but on the collective wisdom and unity of its members. If they stand together with determination and patience the historic organisations of postal employees will once again rise with renewed strength and continue their mission of protecting the rights and aspirations of workers. The timeless truth of the workers’ movement remains unchanged: unity creates strength, sacrifice builds history and collective courage secures the future.

(The author is a Service Union Representative and a Columnist, presently working as the General Secretary, Confederation of Central Govt Employees and Workers and President, Forum of Civil Pensioners' Association / National Coordination Committee of Pensioners' Association, Odisha State Committee)

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8th Central Pay Commission Invites Representations from Stakeholders - Employees, Pensioners and Organizations Invited to Submit Memorandums before 30th April, 2026

 

କର୍ମଚାରୀଙ୍କ ଅଦୃଶ୍ୟ ମାତାପିତା

 

Red Salute to Com M Krishnan — The Flame That Still Guides Us 🚩🔥

 

Dear Comrades,

Today, on his 5th Death Anniversary, we bow our heads in tribute and raise our clenched fists in revolutionary salute ✊ to Com. M. Krishnan — the indomitable leader who dedicated every breath of his life to the cause of the working class.

The news of his sudden demise on 1st March 2021 due to #COVID was not merely shocking — it was heartbreaking 💔. A towering personality, a fearless militant trade unionist, a visionary organizer, and a compassionate human being, Comrade Krishnan left us at the age of 67 (Born on 6th August 1954). But leaders of his stature do not die — they become eternal inspiration 🌹.

Comrade M. Krishnan served as Ex-President and General Secretary of All India Postal Employees Union (#AIPEU), Group-C (CHQ), Ex-Secretary General of National Federation of Postal Employees and Confederation of Central Government Employees and Workers (#CCGEW). He also carried the voice of Indian workers to international platforms through Trade Unions International Public Services (#TUIPS)and World Federation of Trade Unions (#WFTU)🌍.

His passing was not just a loss to Postal and Central Government employees — it was an irreparable loss to the entire working class of our nation 🇮🇳.

From joining the Postal Department in 1974 to emerging as one of the tallest leaders of the Central Government employees’ movement, his journey was a saga of relentless struggle ⚔️. Since 1976, he rose from Branch Secretary to Circle Secretary, from President to General Secretary, from National leader to an international voice of the working class. Every responsibility he held was strengthened by his integrity, courage, and ideological clarity.

After assuming charge as President of AIPEU Group-C in 2006 at Jwalaji (Himachal Pradesh), he infused new life into the movement ⚡. The organization gained renewed momentum; struggles became sharper; unity became stronger 🤝. In Odisha Circle, his bond with employees and workers was not merely organizational — it was emotional, ideological, and deeply personal ❤️. That bond remains eternal.

He led historic strike struggles at Circle and National levels ✊🚩. He faced repression, intimidation, and attacks — yet he never bowed. He stood firm like a rock 🪨 against anti-worker neoliberal policies. He tirelessly worked to integrate the Central Government employees’ movement with the broader united struggles of the working class across the country. Under his leadership, our movement became an inseparable part of nationwide resistance 🔥.

His powerful words still guide us:

 “Unless we, along with the entire working class, mobilize political and public support to resist the destructive globalization policies, our survival will be in danger, irrespective of our organizational efforts.”

These were not mere words — they were a clarion call 📢.

Five years have passed since that painful day 🕯️. Time moves forward, but memories remain evergreen 🌺. The void he left can never be filled. Yet, the path he showed remains illuminated ✨.

The greatest homage we can offer Comrade Krishnan is not in speeches, but in struggle; not in tears, but in unity; not in remembrance alone, but in action 💪. If we transform his ideology into living reality — strengthen unity, intensify struggles, defend social security, and stand uncompromisingly with the working class — then we truly honour him.

Personally, from 2006 to 2021, I had the privilege of walking alongside him — learning from his wisdom 📖, drawing strength from his affection 🤗, and witnessing his unwavering commitment to the cause. That bond remains one of my greatest treasures.

Today, as we share unforgettable golden moments captured in photographs 📸, we remember not just a leader — but a movement, a mission, a legacy.

Leaders like Com. M. Krishnan have no death.

They live in the unity of workers 🤝.

They live in every red flag that rises against injustice 🚩.

They live in every slogan of resistance 🔊.

Com. M. Krishnan Amar Rahe!🚩

Long Live the Unity of the Working Class!✊

Red Salute to Com. M. Krishnan! 🌹🚩

B. Samal

General Secretary

Confederation of Central Government Employees and Workers

Odisha State CoC, Bhubaneswar 🇮🇳✊🚩

The Invisible Parents

 The Invisible Parents

-Bruhaspati Samal-

In the twilight of their lives, when strength wanes and dependence quietly grows, millions of old parents in India are discovering a cruel truth: blood relations do not always translate into care. Fathers who once cycled miles to send their children to school, mothers who sacrificed health and hunger to build secure futures for their families, today wait—often in silence—for a phone call, a visit, or basic financial support. In an India that boasts of economic growth and demographic dividend, the humiliation of abandoned old age has become one of the most painful contradictions of our time.

Against this grim social backdrop, the recent announcement by the Telangana government has struck a powerful chord. Chief Minister A. Revanth Reddy has indicated that the state is considering legislation to deduct 10 per cent of the salary of government employees who neglect their elderly parents, transferring the amount directly to the parents’ bank accounts, but only in cases where parents formally seek redress. Coupled with assurances of verification safeguards and grievance mechanisms, the proposal reflects an unusually firm resolve to enforce family responsibility through employment policy. Symbolically and substantively, it signals that the dignity of old parents is no longer to be treated as a private moral issue alone, but as a matter of public concern.

Yet this bold move also exposes a deeper and older contradiction embedded in India’s wage and labour jurisprudence—one that has systematically rendered parents invisible in the economic imagination of the State.

The roots of this exclusion go back to the Minimum Wages Act, 1948 (now Wage Code 2019) which failed to provide precise statutory norms for quantifying the Minimum Wage. Trying to mitigate this gap, the 15th Indian Labour Conference (ILC) held in July 1957 laid down the foundational framework for need-based minimum wages in India prescribing five norms inclusive of defining a standard family of three consumption units (CUs) consisted of the male worker as one CU, the wife as 0.8 CU, and two children as 0.6 CU each. Notably absent from this formulation were the parents of the wage earner. This omission was carried forward for decades, even as Indian society aged and joint families fragmented.

Further, in 1992, though the Supreme Court of India sought to humanise wage fixation further with direction to include some additional components in minimum wages — children’s education, medical requirements, minimum recreation including festivals and ceremonies, and contingencies such as old age and marriage, the Court confined these contingencies to the wage earner’s immediate nuclear family, leaving parents outside the formal calculation of need. Ironically, this exclusion persists despite the fact that, at the time of entry into employment, a worker may not have a spouse or children, but almost certainly has parents. The Indian wage structure thus recognises hypothetical dependents while ignoring real, living ones.

Legally, the obligation to maintain parents is well established. The Maintenance and Welfare of Parents and Senior Citizens Act, 2007 mandates children and relatives to provide for food, clothing, residence and medical care. Section 125 of the Criminal Procedure Code, 1973, secular in nature, also provides for maintenance of parents. The Central Civil Services (Conduct) Rules, 1964 recognise dependent parents as family members for benefits such as Leave Travel Concession and medical treatment. Yet, when it comes to wage determination—the very foundation of economic capacity—parents are erased. This contradiction weakens even well-intentioned policies like the proposed Telangana salary deduction. Without correcting the basic wage formula, punitive deductions risk legal challenge and may be perceived as coercive rather than corrective. True enforceability lies not merely in punishment, but in structural reform.

A compelling solution lies in revisiting the consumption unit framework itself. If parents are legally, ethically and socially recognised dependents, they must be economically acknowledged. Replacing the outdated three-CU model with a five-CU framework—adding one CU each for father and mother—would align wages with lived realities. Alternatively, even the Ministry of Labour and Employment’s 2019 recommendation to enhance the family norm to 3.6 CUs would be a step forward. Significantly, this issue has already entered the national policy discourse. During discussions on the Terms of Reference of the 8th Central Pay Commission (CPC) in February 2025, the Staff Side of the National Council (JCM) formally demanded inclusion of parents in the consumption unit formula. Accordingly, it has been decided by the Confederation of Central Govt. Employees and Workers to submit the Draft Memorandum to the 8th CPC to determine the Minimum Wage considering the family of the employee as 5 CU. As states traditionally follow Central Pay Commission recommendations, the decisions taken now will shape the economic dignity of millions of families for decades.

At this historic juncture, the Telangana government’s proposal should be seen not as an anomaly, but as a wake-up call. Inclusion of old parents in the minimum wage fixation formula will certainly have a legal and moral binding on the employees ignoring their parents and thus it will help the parent to be clearly visible in the eyes of the law. The Central Government, wage-fixing authorities, and constitutional institutions must act in unison. A suo motu intervention by the Supreme Court, directing revision of minimum wage norms to include parents, would not only harmonise labour law with social justice, but also stand as a landmark judgment in favour of senior citizens. This is not merely about numbers, percentages or pay scales. It is about restoring respect to wrinkled hands that once held the nation together. It is about ensuring that old age is not a punishment for having raised children. A society that forces its elders to beg for dignity has already lost its moral compass.

The time has come for governments to move beyond token welfare and address the structural roots of neglect. Revising wage formulas, strengthening enforcement of maintenance laws, and redefining “family” in economic policy are revolutionary acts of justice. Let Telangana’s initiative ignite a nationwide transformation—where parents are no longer invisible, where wages reflect responsibility, and where growing old in India once again means growing old with dignity.

(The author is a Service Union Representative and a columnist) 

***

Please click on the following link: https://odishapostepaper.com/edition/5626/orissapost/page/6

Rajya Sabha Unstarred Question No 398 on distinction among pensioners answered on 3rd February 2026

 

8th CPC Questionnaire

The Ministry of Finance, 8th Central Pay Commission, in collaboration with MyGov, solicits views, opinions, and inputs in a structured manner (through a questionnaire) from employees of the Government of India, employees of Union Territories, Judicial Officers, officers and employees of Courts, members of Regulatory Bodies, Associations or Unions of serving or retired employees, pensioners, researchers, academicians, and individuals.

https://www.mygov.in/mygov-survey/8th-central-pay-commission-questionnaire/

🔥⚒️Old Labour Laws Vrs. New Labour Codes⚒️🔥

Dear Comrades,

Know the Truth. Defend Your Rights. Rise in Resistance!

The Labour Codes imposed by the ruling regime are not reforms—they are a direct assault on the hard-won rights of workers ✊📜. These codes weaken job security, silence collective bargaining, dilute social security, and hand over unchecked power to employers in the name of “ease of doing business.”

❌ Right to Unionise curtailed

❌ Hire & fire made easier

❌ 8-hour workday threatened, working hours stretched

❌ Collective bargaining and strikes made difficult

❌ Social security diluted for millions in unorganised sector

These laws push workers back to an era of exploitation and insecurity, undoing decades of struggle and sacrifice 🩸. If we remain silent today, tomorrow’s workplace will have no dignity, no protection, no justice.

🔥✊ This is the moment to rise!

Let every factory, office, field and street echo with resistance. Let our unity become our strength.

📢🇮🇳 On 12th February 2026, the Central Trade Unions and Independent Federations have given a historic call for a Nationwide General Strike—a decisive battle to defend labour rights, democracy and livelihood.

🚩 Stand up. Step out. Strike back.

✊ Workers united can never be defeated!

🔥 Forward to the Nationwide General Strike – 12.02.2026! 🔥

= B SAMAL =

General Secretary 

AIPRPA, Bhubaneswar decides to actively participate in the nationwide general strike called by the Central Trade Unions and Independent Federations on 12 February 2026

ଆଇନ ବନାମ ସଂହିତା

 

ଆଇନ ବନାମ ସଂହିତା

ବୃହସ୍ପତି ସାମଲ

ସାଧାରଣ ସମ୍ପାଦକ 

କେନ୍ଦ୍ର ସରକାରୀ କର୍ମଚାରୀ ଓ ଶ୍ରମିକ ପରିସଂଘ

ଓଡ଼ିଶା ରାଜ୍ୟ ସମନ୍ୱୟ ସମିତି, ଭୁବନେଶ୍ଵର 

ଆଇନ ସମ୍ବନ୍ଧୀୟ ଆଲୋଚନାରେ ‘ଆଇନ’ ଓ ‘ସଂହିତା’ ଶବ୍ଦ ଦୁଇଟିକୁ ପ୍ରାୟ ସମାନ ଅର୍ଥରେ ବ୍ୟବହାର କରାଯାଉଥିଲେ ମଧ୍ୟ ନ୍ୟାୟଶାସ୍ତ୍ର ଦୃଷ୍ଟିରୁ ଏହି ଦୁଇଟି ଧାରଣା ମଧ୍ୟରେ ଅନେକ ମୌଳିକ ଓ ଗଭୀର ପାର୍ଥକ୍ୟ ରହିଛି ଯାହା ଦେଶର ଶାସନ ପ୍ରଣାଳୀ ଓ ସାମାଜିକ ନ୍ୟାୟ ପ୍ରକ୍ରିୟା ଉପରେ ଦୀର୍ଘକାଳୀନ ପ୍ରଭାବ ପକେଇଥାଏ। ଏହି ପାର୍ଥକ୍ୟଟି ଆହୁରି ଗୁରୁତ୍ୱପୂର୍ଣ୍ଣ ହୋଇଯାଏ, ଯେତେବେଳେ ଭାରତ ଭଳି ବିଶାଳ ଗଣତାନ୍ତ୍ରିକ ରାଷ୍ଟ୍ର ଏକ ସୁରକ୍ଷାମୂଳକ ଓ କଲ୍ୟାଣମୁଖୀ ଶ୍ରମ ଆଇନ ବ୍ୟବସ୍ଥାରୁ ଚାରୋଟି ଶ୍ରମ ସଂହିତା ଆଧାରିତ ଏକ ସଂକଳିତ ବ୍ୟବସ୍ଥା ଆଡ଼କୁ ଗତି କରେ ।

ପାରମ୍ପରିକ ଅର୍ଥରେ ‘ଆଇନ’ ଏକ ବିସ୍ତୃତ, ଗତିଶୀଳ ଓ ଜୀବନ୍ତ ଧାରଣା। ପୃଥିବୀର ବିଭିନ୍ନ ଆଇନ୍‌ ବିଶାରଦ ଏହାକୁ ଭିନ୍ନ ଭିନ୍ନ ଭାବେ ପରିଭାଷିତ କରିଥିଲେ ମଧ୍ୟ ଆନ୍ତର୍ଜାତୀୟ ଖ୍ୟାତିସମ୍ପନ୍ନ ଆଇନ ବିଶାରଦ ତଥା ସୁଇଜରଲ୍ୟାଣ୍ଡ ଉଚ୍ଚତମ ନ୍ୟାୟାଳୟର ପୂର୍ବତନ ବିଚାରପତି ସାର୍ ଜନ୍ ଉଇଲିୟମ ସାଲମଣ୍ଡଙ୍କ ପ୍ରସିଦ୍ଧ ପରିଭାଷା ଅନୁଯାୟୀ, ଆଇନ ହେଉଛି “ନ୍ୟାୟ ପରିଚାଳନାରେ ରାଜ୍ୟ ଦ୍ୱାରା ସ୍ୱୀକୃତ ଓ ପ୍ରୟୋଗ ହେଉଥିବା ନୀତିମାନଙ୍କର ସମାହାର”। ଭାରତର ସୁପ୍ରିମକୋର୍ଟ ଷ୍ଟେଟ ଅଫ୍ ମାଡ୍ରାସ ବନାମ ଭି. ଜି. ରୋ (୧୯୫୨) ମାମଲାରେ ସ୍ପଷ୍ଟ କରିଥିଲେ ଯେ ଆଇନ କେବଳ କିଛି ନିୟମର ସମାହାର ନୁହେଁ, ବରଂ ସାମ୍ବିଧାନିକ ମୂଲ୍ୟବୋଧ ଆଧାରରେ ବ୍ୟକ୍ତିଗତ ସ୍ୱାଧୀନତା ଓ ସାମାଜିକ ଶୃଙ୍ଖଳା ମଧ୍ୟରେ ସନ୍ତୁଳନ ରକ୍ଷା କରିବାର ଏକ ପ୍ରଣାଳୀ। ଏପରିଭାବେ, ସମ୍ବିଧାନ, ସଂସଦୀୟ ଆଇନ, ନ୍ୟାୟିକ ପୂର୍ବଦୃଷ୍ଟାନ୍ତ, ପରମ୍ପରା, ରୀତିନୀତି ଓ ପ୍ରାକୃତିକ ନ୍ୟାୟର ସିଦ୍ଧାନ୍ତ ସମୂହ ଆଇନର ପରିସରଭୁକ୍ତ।

ଏହାର ବିପରୀତରେ ‘ସଂହିତା’ ହେଉଛି ଏକ ବିଶେଷ ଆଇନ ନିର୍ମାଣ ପ୍ରଣାଳୀ। ହେନେରି କାମ୍ପବେଲ୍ ବ୍ଲାକଙ୍କ ଆଇନ ଅଭିଧାନ ଅନୁସାରେ, ‘ସଂହିତା’ ହେଉଛି “କୌଣସି ନିର୍ଦ୍ଦିଷ୍ଟ ବିଷୟ ସମ୍ବନ୍ଧୀୟ ଆଇନ, ନିୟମ ଓ ବିଧିମାନଙ୍କର ଏକ ସୁସଂଗଠିତ, ସଂଗୃହୀତ ଓ ପୁନଃସଂରଚିତ ରୂପ”। ସୁପ୍ରିମକୋର୍ଟ ଆର୍‌ ଏସ୍ ନାୟକ ବନାମ ଏ ଆର୍ ଆନ୍ତୁଲେ (୧୯୮୪) ମାମଲାରେ କହିଥିଲେ ଯେ ‘ସଂହିତା’ ହେଉଛି କୌଣସି ବିଷୟରେ ଆଇନର ଏକ ସମ୍ପୂର୍ଣ୍ଣ ଓ ସାର୍ବଜନୀନ ଘୋଷଣା, ଯାହା ପୂର୍ବରୁ ଥିବା ବିକ୍ଷିପ୍ତ ଆଇନଗୁଡ଼ିକୁ ପ୍ରତିସ୍ଥାପିତ କରିବା ପାଇଁ ଉଦ୍ଦିଷ୍ଟ। ତେଣୁ ଆଇନ ଯେଉଁଠି ଗତିଶୀଳ ଓ ବହୁମୂଳକ, ‘ସଂହିତା’ ସେଠି ସଂପୂର୍ଣ୍ଣ ଭାବରେ ଆଇନ ନିର୍ମାଣ ଭିତ୍ତିକ, ଗଠନାତ୍ମକ ଓ ଅପେକ୍ଷାକୃତ ଭିନ୍ନ।

ନ୍ୟାୟିକ ରାୟଗୁଡ଼ିକ ଏହି ପାର୍ଥକ୍ୟକୁ ସ୍ପଷ୍ଟ କରିଥାଏ। ଜୋସେଫ୍ ସାଇନ୍ ବନାମ ଭାରତ ସରକାର (୨୦୧୮) ମାମଲାରେ ସୁପ୍ରିମକୋର୍ଟ ଭାରତୀୟ ଦଣ୍ଡ ସଂହିତାର ଧାରା ୪୯୭କୁ ଅଣସାମ୍ବିଧାନିକ ଘୋଷଣା କରି କହିଥିଲେ ଯେ, କୌଣସି ‘ସଂହିତା’ ଯେତେ ସଂପୂର୍ଣ୍ଣ ହେଉନା କାହିଁକି, ତାହା ସାମ୍ବିଧାନିକ ନୈତିକତା ଓ ମୌଳିକ ଅଧିକାର ଉପରେ ପ୍ରାଧାନ୍ୟ ପାଇପାରିବ ନାହିଁ। ଏଥିରୁ ପୁନର୍ବାର ସ୍ପଷ୍ଟ ହୁଏ ଯେ ସଂହିତାଗୁଡିକ କେବେ ମଧ୍ୟ ସମ୍ବିଧାନ ଓ ନ୍ୟାୟିକ ବ୍ୟାଖ୍ୟାରୁ ଉର୍ଦ୍ଧରେ ନୁହେଁ। ସେହିପରି, ଭାରତ ବ୍ୟାଙ୍କ ଲିମିଟେଡ୍ ବନାମ ଏମ୍ଲଇଜ୍ (୧୯୫୦) ମାମଲାରେ ସୁପ୍ରିମକୋର୍ଟ ସ୍ପଷ୍ଟ କରିଥିଲେ ଯେ ଶ୍ରମ ନ୍ୟାୟଶାସ୍ତ୍ର କେବଳ ଆଇନ ନିର୍ମାଣ ଦ୍ୱାରା ନୁହେଁ, ବରଂ ସାମାଜିକ ନ୍ୟାୟର ସିଦ୍ଧାନ୍ତ ଆଧାରରେ ନ୍ୟାୟିକ ରାୟ ମାଧ୍ୟମରେ ବିକଶିତ ହୋଇଛି।

ଉପରୋକ୍ତ ଧାରଣାତ୍ମକ ପୃଷ୍ଠଭୂମିରେ ଭାରତର ସାମ୍ପ୍ରତିକ ଶ୍ରମ ଆଇନ ସଂସ୍କାରକୁ ଭାରତର ପ୍ରମୁଖ ଶ୍ରମିକ ଓ କର୍ମଚାରୀ ସଂଗଠନଗୁଡ଼ିକ ଆରମ୍ଭରୁ ବିରୋଧ କରିଆସିଛନ୍ତି। ପୂର୍ବରୁ ଭାରତର ଶ୍ରମ ଆଇନଗୁଡ଼ିକ କେବଳ ନିୟାମକ ଉପକରଣ ନୁହେଁ, ବରଂ ସମ୍ବିଧାନର ଅନୁଚ୍ଛେଦ ୧୪, ୧୯, ୨୧, ୨୩ ଓ ରାଜ୍ୟନୀତି ନିର୍ଦ୍ଦେଶକ ସିଦ୍ଧାନ୍ତମାନଙ୍କ (ଡିରେକ୍ଟିଭ୍ ପ୍ରିନ୍ସପୁଲ୍ସ ଅଫ୍ ଷ୍ଟେଟ ପଲିସି) ମାଧ୍ୟମରେ ପ୍ରତିବିମ୍ବିତ ସାମାଜିକ ଓ ଆର୍ଥିକ ନ୍ୟାୟ ପ୍ରତିବଦ୍ଧତାର ପ୍ରତୀକ ଥିଲା ଏବଂ ଦଶକ ଦଶକ ଧରି ଶ୍ରମିକ ଆନ୍ଦୋଳନ, ନ୍ୟାୟିକ ବିକାଶ ତଥା ଶ୍ରମିକ, ନିୟୋଜକ ଓ ରାଜ୍ୟର ତ୍ରିପକ୍ଷୀୟ ସହମତିର ଫଳ ଥିଲା। ୨୯ଟି ଶ୍ରମ ଆଇନକୁ ଚାରିଟି ଶ୍ରମ ସଂହିତାରେ ସଂକଳନ କରାଯିବାକୁ ଯଦିଓ ସରଳୀକରଣ, ସମାନତା ଓ କାର୍ଯ୍ୟ ସମ୍ପନ୍ନ କରିବାର ସହଜତା ବୋଲି ସରକାରଙ୍କ ପକ୍ଷରୁ ଯୁକ୍ତି ହେବା ସହ ସମର୍ଥନ କରାଯାଇଛି, ବାସ୍ତବରେ କିନ୍ତୁ ଏହି ସଂହିତାକରଣ ଏକ ନିରପେକ୍ଷ ସଂଗଠନାତ୍ମକ ପ୍ରକ୍ରିୟା ନୁହେଁ, ବରଂ ଏହା ମୌଳିକ ଅଧିକାର, କାର୍ଯ୍ୟାନ୍ୱୟନ ପ୍ରକ୍ରିୟା ଓ କ୍ଷମତା ସମତୁଲ୍ୟତାରେ ଗୁରୁତ୍ୱପୂର୍ଣ୍ଣ ପରିବର୍ତ୍ତନ ଆଣିଛି, ଯାହାର ଅଧିକାଂଶ ପ୍ରଭାବ ଶ୍ରମିକମାନଙ୍କ ପାଇଁ କ୍ଷତିକାରକ। ଶ୍ରମ ଅଧିନିୟମ ବଦଳରେ କେନ୍ଦ୍ର ସରକାର ଶ୍ରମ ସଂହିତାର ପ୍ରଚଳନ ପାଇଁ ୨୧ ନଭେମ୍ବର ୨୦୨୫ରେ ରାଜପତ୍ର ବିଜ୍ଞପ୍ତି ଜାରି କରିଥିବା ବେଳେ ଭାରତବର୍ଷର ଶ୍ରମିକ ଓ କର୍ମଚାରୀ ସଂଗଠନଗୁଡ଼ିକ ସେମାନଙ୍କର ପୂର୍ବ ବିରୋଧାଭାଷକୁ ଆହୁରି ତୀବ୍ରତର କରି ଆଗାମୀ ୧୨ ଫେବୃଆରୀ ୨୦୨୬ରେ ଏକ ସର୍ବଭାରତୀୟ ସାଧାରଣ ଧର୍ମଘଟ ପାଇଁ ଡାକରା ଦେଇଛନ୍ତି। 

ପ୍ରଥମତଃ, ମାଲିକ ଶ୍ରେଣୀର ଲୁକ୍କାୟିତ ଉଦ୍ଦେଶ୍ୟ ଚରିତାର୍ଥ କରିବାକୁ ଯାଇ ମଜୁରୀ ସଂହିତାରେ ଶ୍ରମିକ ଓ‌ କର୍ମଚାରୀଙ୍କ ସଂଜ୍ଞା ଭିନ୍ନ ଭିନ୍ନ ଭାବେ ବର୍ଣ୍ଣନା କରାଯାଇଥିବାବେଳେ ମଜୁରୀର ସଂଜ୍ଞାକୁ ସଙ୍କୁଚିତ ତଥା ସର୍ବନିମ୍ନ ମଜୁରୀର ସଂଜ୍ଞା କି ମାନଦଣ୍ଡ ସ୍ଥିର‌ କରାଯାଇନାହିଁ। ସେହିଭଳି ଦୈନିକ କାର୍ଯ୍ୟ ସମୟକୁ ସରକାରଙ୍କ ଉପରେ ଛାଡ଼ି ଦିଆଯାଇଛି। ମଜୁରୀ ନିର୍ଦ୍ଧାରଣ ପାଇଁ ଉଦ୍ଦିଷ୍ଟ ପରାମର୍ଶଦାତା ବୋର୍ଡରେ କର୍ମଚାରୀ, ମାଲିକ ଓ ସ୍ୱାଧୀନ ବ୍ୟକ୍ତି ବିଶେଷ ଯଦିଓ ଏକ ତୃତୀୟାଂଶ ଭାବେ ରହିବେ, ସେମାନେ କେବଳ ଆଲୋଚନା ହିଁ କରିବେ। ବୋର୍ଡର ସୁପାରିଶ୍ ମାନିବାକୁ ସରକାର‌ ବାଧ୍ୟ ନୁହନ୍ତି। ଅନୁରୂପଭାବେ ସଂହିତାରେ ଶ୍ରମିକମାନଙ୍କୁ ବୋନସର ପ୍ରତିଶ୍ରୁତି ଦେବା ବଦଳରେ ସେମାନଙ୍କୁ ବୋନସରୁ ବଞ୍ଚିତ କରିବା ପାଇଁ ଗୁରୁତ୍ବ ଦିଆଯାଇଛି। ପିପୁଲ୍ସ ୟୁନିଅନ ଫର ଡିମୋକ୍ରାଟିକ ରାଇଟ୍ସ ବନାମ ଭାରତ ସରକାର (୧୯୮୨) ମାମଲାରେ ସୁପ୍ରିମକୋର୍ଟ ନ୍ୟୂନତମ ମଜୁରୀଠାରୁ କମ୍‌ ଦରମାକୁ ବାଧ୍ୟତାମୂଳକ ଶ୍ରମ ବୋଲି ଘୋଷଣା କରିଥିଲେ, କିନ୍ତୁ ନୂଆ ସଂହିତାର ସୁବିଧାବାଦୀ ନିରୀକ୍ଷଣ ପ୍ରଣାଳୀ ଏହି ନୀତିକୁ ଦୁର୍ବଳ କରୁଛି।

ଦ୍ୱିତୀୟରେ, ଔଦ୍ୟୋଗିକ ସମ୍ପର୍କ ସଂହିତାରେ ନିଯୁକ୍ତିର‌ ସଂଜ୍ଞା ପରିବର୍ତ୍ତନ ‌କରି‌ ସରକାର ଶ୍ରମିକମାନଙ୍କ ଅଧିକାରକୁ ଖର୍ବ କରିବା ସହ ମାଲିକମାନେ ସେମାନଙ୍କୁ ନିରଙ୍କୁଶ ଭାବେ ଶୋଷଣ କରିବାର ପଥ ପ୍ରଶସ୍ତ ଓ ପରିଷ୍କାର କରିଛନ୍ତି। ସଂହିତାରେ ନିଯୁକ୍ତିକୁ ଅସ୍ଥାୟୀ, କ୍ଷଣସ୍ଥାୟୀ ଓ ଠିକାକରଣ କରାଯାଇଛି। ବିନା ନୋଟିସ୍ କିମ୍ବା କ୍ଷତିପୂରଣରେ ଶ୍ରମିକଙ୍କୁ ବିଦା କରିବାର ନିରଙ୍କୁଶ କ୍ଷମତା ମାଲିକଙ୍କୁ ପ୍ରଦାନ‌ କରିଛି ଯାହା ଆକସ୍ମିକ ବେକାରୀ ସୃଷ୍ଟି କରିବ। ୱାର୍କମେନ ଅଫ ମୀନାକ୍ଷୀ ମିଲ୍ସ ବନାମ ମୀନାକ୍ଷୀ ମିଲ୍ସ ଲିମିଟେଡ଼ (୧୯୯୨) ମାମଲାରେ ଆକସ୍ମିକ ବେକାରି, ଜୀବିକା ଅଧିକାରକୁ ଆଘାତ କରିବାର‌ ଯେଉଁ ସାମ୍ବିଧାନିକ ସମ୍ବେଦନଶୀଳତା କଥା ସୁପ୍ରିମକୋର୍ଟ କହିଥିଲେ, ତାହା ଏହି ସଂହିତାରେ ନାହିଁ । ସବୁଠାରୁ‌ ଗୁରୁତ୍ୱପୁର୍ଣ୍ଣ କଥା ହେଉଛି ଟ୍ରେଡ୍ ୟୁନିଅନ ଅଧିନିୟମ ୧୯୨୬ର ବିଚାରଧାରାକୁ ନଷ୍ଟ କରି ଏହି ସଂହିତା ଟ୍ରେଡ୍ ୟୁନିଅନ ପଞ୍ଜିକରଣ ଓ‌ ପରିଚାଳନାରେ ଶ୍ରମିକମାନଙ୍କର ଗଣତାନ୍ତ୍ରିକ ଅଧିକାରକୁ କ୍ଷୁର୍ଣ୍ଣ କରିଛି। ପ୍ରଚଳିତ ଆଇନକୁ ମୋଡ଼ି ମକଚି ଶ୍ରମିକ ସଂଗଠନମାନଙ୍କର ମୂଲଚାଲ କ୍ଷମତାକୁ ସଙ୍କୁଚିତ କରାଯିବା ସହ ସେମାନଙ୍କର ଧର୍ମଘଟ କରିବାର ଅଧିକାର‌ ଉପରେ ନିଷେଧାଦେଶ ଜାରି କରାଯାଇଛି। ଅଲ୍ ଇଣ୍ଡିଆ ବ୍ୟାଙ୍କ ଏମ୍ଲଇଜ୍ ଆସୋସିଏସନ୍ ବନାମ ନାସନାଲ୍ ଇଣ୍ଡଷ୍ଟ୍ରିଆଲ ଟାଇବୁନାଲ (୧୯୬୨) ମାମଲାରେ ସୁପ୍ରିମକୋର୍ଟ ସଂଗଠନ ଅଧିକାରକୁ ଗଣତାନ୍ତ୍ରିକ ଶ୍ରମ ସମ୍ପର୍କର ଅବିଭାଜ୍ୟ ଅଂଶ ବୋଲି ମାନ୍ୟତା ଦେଇଥିଲେ ମଧ୍ୟ ନୂଆ ସଂହିତାଗୁଡ଼ିକ ଶିଳ୍ପ ସଂକ୍ରାନ୍ତୀୟ ବିବାଦଗୁଡିକୁ ଏକ ଆଲୋଚନାମୂଳକ ପ୍ରକ୍ରିୟା ନୁହେଁ, ବରଂ ଏକ ପ୍ରଶାସନିକ ଲକ୍ଷ୍ୟରେ ପରିଣତ କରିଛି।

ତୃତୀୟରେ, ଭାରତୀୟ ଜୀବନ ବୀମା ନିଗମ ବନାମ ଉପଭୋକ୍ତା ଶିକ୍ଷା ଓ ଗବେଷଣା କେନ୍ଦ୍ର (୧୯୯୫) ମାମଲାରେ ସୁପ୍ରିମକୋର୍ଟ ସାମାଜିକ ସୁରକ୍ଷାକୁ ଜୀବନ ଅଧିକାରର ଏକ ଗୁରୁତ୍ୱପୂର୍ଣ୍ଣ ଅଂଶ ବୋଲି ଘୋଷଣା କରିଥିଲେ ହେଁ ସାମାଜିକ ନିରାପତ୍ତା ସଂହିତା ୨୦୨୦ରେ ସେହି ଅଧିକାର କେବଳ ପ୍ରତୀକାତ୍ମକ ହୋଇଯାଇଛି। ମାଲିକମାନଙ୍କୁ ସୁହେଇଲା ଭଳି ଆଇନରେ ଆବଶ୍ୟକ ପରିବର୍ତ୍ତନ ଆଣିବା ପାଇଁ ସରକାର ନିଜ ହାତକୁ କ୍ଷମତା ନେବା ସହ ସାମ୍ବିଧାନିକ ତ୍ରିପାକ୍ଷିକ କେନ୍ଦ୍ରୀୟ ଟ୍ରଷ୍ଟି ବୋର୍ଡର ସଂଜ୍ଞା, ଗଠନ ପ୍ରଣାଳୀ ଓ ଦାୟିତ୍ୱବୋଧକୁ ଦୁର୍ବଳ କରାଯାଇ କେବଳ ଏକ ସୁପାରିଶକାରି ସଂସ୍ଥାରେ ପରିଣତ କରାଯିବା ଦ୍ୱାରା ଭବିଷ୍ୟନିଧି ଯୋଜନାକୁ ସମ୍ପୂର୍ଣ୍ଣ ଉଚ୍ଛେଦ କରିବାର ଚକ୍ରାନ୍ତ ଅତି ସ୍ପଷ୍ଟ। ସମାନ କଥା ମଧ୍ୟ କର୍ମଚାରୀ ରାଜ୍ୟ ବୀମା ଯୋଜନାରେ ପରିଲକ୍ଷିତ। ଏମ୍ ସି ମେହେଟା ବନାମ ତାମିଲନାଡୁ ସରକାର (୧୯୯୬) ମାମଲାରେ ଶିଶୁ ଶ୍ରମ ନିରୋଧ ପାଇଁ କଠୋର କାର୍ଯ୍ୟାନ୍ୱୟନ ଆବଶ୍ୟକ ବୋଲି ସୁପ୍ରିମକୋର୍ଟ କହିଥିଲେ ମଧ୍ୟ ନୂଆ ସଂହିତା ସେହି ଆଭିମୁଖ୍ୟର ଅବମୂଲ୍ୟାୟନ କରୁଛି।

ଶେଷରେ ‘ବୃତ୍ତିଗତ ସୁରକ୍ଷା, ସ୍ୱାସ୍ଥ୍ୟ ଓ କାର୍ଯ୍ୟ ସର୍ତ୍ତାବଳୀ ସଂହିତା’ ପ୍ରଚଳନ ଯୋଗୁଁ ପୂର୍ବରୁ ୧୩ଟି ଅଧିନିୟମରୁ ପ୍ରାପ୍ତ ଅନେକ ସୁବିଧା ସୁଯୋଗରୁ ବହୁ ଶ୍ରମିକ ବାଦ୍ ପଡିବେ। ବିଶେଷ ଭାବେ ଅସଂଗଠିତ କ୍ଷେତ୍ର, ନିର୍ମାଣ, ଠିକା, ଦାଦନ, ପରିବହନ, ବିଡ଼ି ଓ ସିଗାର ଶ୍ରମିକ ଏବଂ ବହୁସଂଖ୍ୟକ ସାମ୍ବାଦିକ କ୍ଷତିଗ୍ରସ୍ତ ହେବେ। ବିଦ୍ୟୁତ ପରିଚାଳିତ କୌଣସି କାରଖାନାରେ ୨୦ ଜଣରୁ ଅଧିକ ଶ୍ରମିକ କାମ କରୁଥିଲେ, ତାହା ଏହି ସଂହିତାର ପରିସରଭୁକ୍ତ ହୋଇପାରିବ। ଅର୍ଥାତ, ଏହାଦ୍ବାରା ଆମ ଦେଶର ବିଦ୍ୟୁତ ପରିଚାଳିତ ହେଉ ନଥିବା କାରଖାନାର ୪୦% ଶ୍ରମିକ ସଂହିତା ପରିସର‌ବାହାରେ ରହିବାକୁ ବାଧ୍ୟ ହେବେ। ୨୦ରୁ ଉର୍ଦ୍ଧ ଶ୍ରମିକ ନିଯୁକ୍ତ କଲେ ଠିକାଦାରଙ୍କୁ ଶ୍ରମ କାର୍ଯ୍ୟାଳାୟରୁ ଅନୁମତି ନେବାର ଆବଶ୍ୟକ ଥିଲା ବେଳେ ଏବେ ଏହି ସଂଖ୍ୟାକୁ ୫୦କୁ ବୃଦ୍ଧି କରାଯାଇଥିବାରୁ ଶ୍ରମିକମାନେ ଅଧିକ ଶୋଷିତ ହେବେ। ଆଜିର ଦିନରେ ଭାରତବର୍ଷର ରାଷ୍ଟ୍ରାୟତ ଉଦ୍ୟୋଗଗୁଡିକରେ ୫୦%ରୁ ଅଧିକ ଓ ଘରୋଇ ଉଦ୍ୟୋଗରେ ୭୦%ରୁ ଅଧିକ କାର୍ଯ୍ୟରତ ଠିକା ଶ୍ରମିକ ଏହି ସଂହିତା ପ୍ରଚଳନ ଦ୍ୱାରା କେବେ ସ୍ଥାୟୀ କର୍ମଚାରୀର ମାନ୍ୟତା ଦାବି କରିପାରିବେ ନାହଁ। ୫୦୦ରୁ କମ୍ ଶ୍ରମିକ କାମ କରୁଥିବା କାରଖାନାରେ ନିରାପତ୍ତା କମିଟି ଓ ଅଧିକାରୀ ରହିବେ ନାହିଁ ଯାହାଦ୍ଵାରା ୯୦% କାରଖାନାର ଶ୍ରମିକ ଏଥିରୁ ବାଦ୍ ପଡିବେ। ୨୫୦ରୁ କମ୍ ଶ୍ରମିକ କାମ କରୁଥିବା କାରଖାନାରେ ମଙ୍ଗଳ ଅଧିକାରୀ ରହିବେ ନାହିଁ କି ୧୦୦ରୁ କମ୍ ଶ୍ରମିକ କାମ କରୁଥିବା କାରଖାନାରେ କ୍ୟାଣ୍ଟିନ୍ ବ୍ୟବସ୍ଥା ରହିବ ନାହିଁ। ସେହିଭଳି, ୫୦ରୁ କମ୍ ଶ୍ରମିକ କାମ କରୁଥିବା କାରଖାନାରେ କ୍ରେଚ୍, ଖାଇବା ଗୃହ ଓ ବିଶ୍ରାମ ଗୃହ ରହିବ ନାହିଁ।

ସାମଗ୍ରୀକ ଭାବେ, ଶ୍ରମ ଆଇନରୁ ଶ୍ରମ ସଂହିତାକୁ ଏହି ପରିବର୍ତ୍ତନ ଏକ ଗଭୀର ଧାରଣାତ୍ମକ ପରିବର୍ତ୍ତନକୁ ପ୍ରତିବିମ୍ବିତ କରେ। ଆଇନର ଲକ୍ଷ୍ୟ ଯଦି ସାମାଜିକ ନ୍ୟାୟ ହୁଏ, ତେବେ ସଂହିତାଗୁଡ଼ିକ ସେହି ଲକ୍ଷ୍ୟରୁ ଦୂରେଇଯାଇଛି। ଶ୍ରମ ଆଇନ ବଦଳରେ ଶ୍ରମ ସଂହିତା ପ୍ରଚଳନ ହେଲେ କିଛି ନିର୍ଦ୍ଦିଷ୍ଟ ଉଦ୍ୟୋଗପତି ନିଯୁକ୍ତିଦାତାଙ୍କୁ ସୁହାଇବ ସିନା, ନିରବଚ୍ଛିନ୍ନ ସଂଘର୍ଷ ଦ୍ୱାରା ପ୍ରାପ୍ତ ଦୈନିକ ନିର୍ଦ୍ଦିଷ୍ଟ ୮ ଘଣ୍ଟା କାର୍ଯ୍ୟ ସମୟ ସୀମା, ସର୍ବନିମ୍ନ ଓ ସମାନ କାମକୁ ସମାନ ମଜୁରୀ, ବୋନସ, ମହଙ୍ଗା ଭତ୍ତା, ଗସ୍ତ ଖର୍ଚ୍ଚ ଓ ଅନ୍ୟାନ୍ୟ ଆର୍ଥିକ ସୁବିଧାର ମାନ ନିର୍ଦ୍ଧାରଣ, ସାମୟିକ ଓ ଅର୍ଜିତ ଛୁଟି, ସାପ୍ତାହିକ କାର୍ଯ୍ୟ ଦିବସ, କାର୍ଯ୍ୟସ୍ଥଳୀରେ ସ୍ୱାସ୍ଥ୍ୟ ଓ ଜୀବନର ନିରାପତ୍ତା ଇତ୍ୟାଦି ସହ ଶ୍ରମିକ ସଂଗଠନର ହକ୍ ପାଇଁ କଥାବାର୍ତ୍ତାର ଅଧିକାର ସଙ୍କଟାପନ୍ନ ହେବ। ତେଣୁ ଚାରୋଟି ଶ୍ରମ ସଂହିତାର ଉଚ୍ଛେଦ ପାଇଁ ଭାରତର ପ୍ରମୁଖ ୧୦ଟି କେନ୍ଦ୍ରୀୟ ଶ୍ରମିକ ସଂଗଠନ ଓ ବହୁ ସ୍ୱାଧୀନ ମହାସଂଘମାନେ ୧୨ ଫେବୃଆରୀ ୨୦୨୬ରେ ଏକ ସର୍ବଭାରତୀୟ ସାଧାରଣ ଧର୍ମଘଟ ଜରିଆରେ ସରକାରଙ୍କ ଦୃଷ୍ଟି ଆକର୍ଷଣ ପାଇଁ ଅଣ୍ଟା ଭିଡୁଥିବା ବେଳେ, ସମ୍ପୂର୍ଣ୍ଣ ସହନଶୀଳତାର ସହ ଆପୋଷ ଆଲୋଚନା ପାଇଁ ସରକାର ଆଗେଇ ଆସିବା ଏକାନ୍ତ ଅପରିହାର୍ଯ୍ୟ।

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