Why May Day Celebration Still Continues?

 

Why May Day Celebration Still Continues?

-Bruhaspati Samal- 

The first cry of labour was not a slogan—it was a rebellion against invisibility. When workers in the streets of Chicago in 1886 rose against endless hours and unbearable conditions, they were not merely demanding an eight-hour workday; they were reclaiming their existence as human beings. That cry did not end with history. It echoes even today, across factories, fields, construction sites, and digital platforms. That is why May Day is not a concluded chapter. May Day continues. To understand why it continues, one must move beyond the comfort of ceremonies and confront the discomfort of reality. The world may have formally recognized workers’ rights, but the essence of the struggle—dignity—remains unsettled. Labour is still treated as expendable, replaceable, and subordinate to capital. The philosophical core of May Day lies in challenging this reduction. It insists that labour is not an economic variable but a human condition, inseparable from identity, dignity, and justice.

India presents perhaps the most profound contradiction in this context. It is a nation powered by one of the largest workforces in the world, yet the lived reality of that workforce reveals deep fractures. According to recent labour data, nearly 88.4% of employment in India remains informal, lacking job security, contracts, or social protection. This is not a marginal issue—it is the dominant structure of work itself. Informality is not an exception; it is the norm. The numbers deepen the philosophical crisis. Over 58% of workers are self-employed, often not by choice but by compulsion, reflecting a lack of stable wage employment. Within the category of regular salaried workers, more than 58% have no written contracts, and over 53% lack access to any form of social security. What does this reveal? That even where work exists, dignity is uncertain. Employment without security is not empowerment—it is vulnerability disguised as opportunity.

May Day continues because the structure of exploitation has evolved, not disappeared. The old factory has transformed into fragmented workplaces, gig platforms, and invisible supply chains. Yet the fundamental imbalance remains intact. Workers still struggle to negotiate fair wages, reasonable hours, and basic protections. The law may promise rights, but reality often withholds them. Even the macro indicators of employment reflect this instability. The unemployment rate, though statistically moderate at around 5–6%, hides deeper distress in underemployment and precarious work. A person counted as “employed” may still be earning barely enough to survive. In fact, a significant portion of India’s workforce earns extremely low incomes, with limited upward mobility. This silent economic struggle rarely makes headlines, yet it defines the everyday existence of millions. The philosophical significance of May Day lies precisely here—in exposing the gap between existence and dignity. To work is not enough; to work with dignity is the true measure of justice. When a worker labours without security, without recognition, without a voice, society fails at its most fundamental level. Economic growth then becomes an illusion—an expansion of numbers without an expansion of humanity.

In India, this contradiction is also cultural. While labour is praised in rhetoric, it is stratified in practice. Intellectual labour is elevated, manual labour is diminished, and informal labour is often ignored. This hierarchy is not merely economic—it is moral. It shapes how society values individuals, often equating worth with status rather than contribution. May Day challenges this deeply embedded bias. It calls for a reordering of values where every form of labour is respected, not selectively glorified. The transition from traditional labour laws to modern labour codes has been projected as a step towards efficiency and simplification. But the philosophical question remains unresolved: can legal restructuring alone ensure dignity? Laws can regulate conditions, but they cannot transform attitudes. They can define rights, but they cannot guarantee respect. The real struggle lies beyond legislation—in the social consciousness that either affirms or denies the dignity of labour.

The events of recent years have made this reality impossible to ignore. During the pandemic, millions of migrant workers were forced into distress, walking hundreds of kilometres in search of survival. That moment was not an anomaly; it was a revelation. It exposed how deeply labour is embedded in the economy, and how quickly it is abandoned when systems fail. It showed that the worker is essential in production, but often invisible in policy.

May Day continues because this invisibility persists. It continues because the worker remains central to the economy but peripheral to power. It continues because the promise of justice has not yet translated into lived experience. At the same time, the nature of work itself is undergoing transformation. Automation, digitalization, and platform economies are reshaping labour relations. While these changes bring new opportunities, they also create new vulnerabilities. Workers are increasingly isolated, detached from collective bargaining structures, and exposed to unpredictable income streams. The idea of a stable job is gradually being replaced by fragmented engagements. In such a world, the philosophy of May Day becomes even more urgent. It insists that technological progress must not outpace ethical responsibility.

To celebrate May Day, therefore, is not to indulge in symbolism—it is to engage in reflection and resistance. It is a moment to question whether society is moving towards justice or merely towards efficiency. It is a reminder that progress cannot be measured solely in economic terms; it must also be measured in human terms. The continuity of May Day is not a sign of failure; it is a sign of unfinished responsibility. It tells us that the struggle for dignity is not a one-time event but an ongoing process. Each generation inherits this struggle, reshapes it, and carries it forward. The forms may change, but the essence remains constant.

The responsibility does not lie with workers alone. It lies with all stakeholders. Governments must move beyond policy announcements and ensure effective implementation of protections. Employers must recognize that fair wages and humane conditions are not burdens but obligations. Society must dismantle its hierarchical view of labour and embrace equality in respect. And workers must continue to organize, assert, and demand what history has always shown—that rights are not given, they are claimed.

May Day continues because the question it raises remains unanswered: can a society truly progress while those who build it remain insecure and undervalued? Until that question is resolved, May Day will not end. It will continue—as a voice, as a struggle, and as a conscience.

(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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49th Meeting of National Council (JCM) Held Under the Chairmanship of Cabinet Secretary

 

Operationalisation of the four Labour Codes by the Union Government

Dear Comrades,

The recent notification and operationalisation of the four Labour Codes by the Union Government — namely the Code on Wages, the Industrial Relations Code, the Code on Social Security, and the Occupational Safety, Health and Working Conditions Code — marks one of the biggest changes in India’s labour regime since Independence. These Codes replace 29 existing labour laws and have now been brought into force despite continuous and united resistance from Central Trade Unions and Independent Federations across the country. 

As reflected in several newspaper reports, the government claims that the new Codes will modernise labour administration, improve ease of doing business, and expand social security coverage. However, the organised working class views these measures as deeply anti-worker and pro-corporate. Trade unions have strongly objected to provisions facilitating hire-and-fire policies, weakening collective bargaining, increasing contractualisation, restricting the right to strike, and diluting long-fought protections relating to wages, working hours, job security, and trade union rights. 

Serious concerns have also been raised regarding the removal of scientific criteria for fixing minimum wages, which many labour economists fear will widen wage inequality and reduce wage protection for millions of workers. Reports indicate that even long-standing recommendations linked to nutrition, housing, clothing, education, and healthcare expenses have been dropped from the wage fixation framework. 

Across the nation, workers, employees, scheme workers, transport workers, industrial labourers, and public sector employees have repeatedly organised protests, demonstrations, Black Day observances, strikes, and mass mobilisations against these Codes. Trade unions have accused the government of ignoring workers’ objections and bypassing meaningful tripartite consultation mechanisms.

The history of labour rights in India was not gifted by rulers or corporations; it was won through sacrifice, imprisonment, blood, and decades of collective struggle by workers and trade unions. The eight-hour working day, minimum wages, pension, provident fund, bonus, gratuity, maternity benefits, and the right to organise were achieved only because workers stood united against exploitation. Any attempt to dilute these rights must therefore be resisted with greater unity and determination.

Today, the call before the working class of India is clear:

Unite stronger than ever. Organise in every workplace. Resist every anti-worker attack. Strengthen trade unions. Build solidarity between organised and unorganised workers, permanent and contract workers, rural and urban labourers. Continue the democratic struggle until these anti-worker Labour Codes are repealed and genuine worker-friendly labour laws are restored.

The strength of the nation lies not in corporate profits, but in the hands of millions of workers who build its roads, run its factories, deliver its services, cultivate its fields, and sustain its economy. When workers rise united, no force can defeat them.

Workers of India — Unite, Organise, Resist, and Struggle Forward!

Long Live Working Class Unity!

Long Live Trade Union Movement!

-Bruhaspati Samal- 

General Secretary 

Confederation Odisha State CoC, Bhubaneswar 

Source: The Indian Express, 10 May 2026

Source: The Hindu, 10 May 2026

Source: The OrissaPOST, 10 May 2026

Source: The Sambad, 10 May 2026

SAD NEWS: Eminent trade union leader Comrade Bishnu Mohanty, General Secretary and All India Vice President of Centre of Indian Trade Unions and State Secretariat Member of CPI(M) passed away on 9 May 2026 at 3:30 AM.

🚩 Dear Comrades,

🕯️ With profound grief and heavy hearts, we mourn the sad demise of Comrade Bishnu Mohanty, one of the tallest pillars of the trade union movement in Odisha and India.

A fearless voice of the working class, a committed communist leader, and a tireless fighter for labour rights, Comrade Bishnu Mohanty dedicated his entire life to the cause of workers, peasants, and the oppressed sections of society. His simplicity, ideological firmness, and lifelong struggle for social justice will continue to inspire generations of activists and trade union workers.

The working class movement has lost a guiding light, and Odisha has lost a true son of the soil. His absence will be deeply felt in every struggle for justice and equality.

🌹 Red Salute to the departed leader.

Your ideals, sacrifices, and unwavering commitment to the workers’ cause will forever remain alive in our hearts and movements. 🚩

🙏 We convey our heartfelt condolences to the bereaved family members, comrades, and admirers of the departed leader.

— Bruhaspati Samal

General Secretary

Confederation of Central Govt Employees and Workers

Odisha State CoC, Bhubaneswar

#ComradeBishnuMohanty #RedSalute 🚩 #CITU #TradeUnionMovement #WorkersUnity #Odisha #LabourRight

s #Tribute #InMemory

Unfinished May Day: Rights, Resistance, Reality

Unfinished May Day: 

Rights, Resistance, Reality

-Bruhaspati Samal- 

The images from Noida in April 2026 are not isolated flashes of unrest; they are the visible eruption of a deep and expanding faultline in India’s labour landscape. Thousands of workers stepping out of factories and onto the streets, demanding fair wages, humane working conditions, and dignity, have drawn national attention. Reports indicate that more than 40,000 workers mobilised across industrial clusters, while large-scale detentions and clashes revealed the intensity of accumulated distress. What unfolded in Noida was not sudden. It was the result of years of silent endurance—of delayed payments, excessive working hours, unsafe conditions, and a relentless rise in living costs that has steadily eroded real wages. The economic pressure behind such protests is measurable and severe. Between 2021 and 2026, the Consumer Price Index for Industrial Workers (CPI-IW) rose by nearly 25%, while wage growth in many sectors remained stagnant or marginal. This widening gap between income and expenditure has pushed workers into a condition where employment no longer guarantees survival. The concept of “hidden inflation” has further intensified this crisis, as essential expenses—food, housing, transport, education, and healthcare—rise faster than official wage revisions. For millions of workers, particularly those in informal and contractual employment, savings are negligible. A delay in wages or a slight increase in costs can push entire families into debt.

The Noida unrest is not an isolated case. Across India, labour tensions are intensifying. In early 2026 (12 February 2026), an estimated 300 million workers and farmers participated in a nationwide strike across more than 600 districts, making it one of the largest coordinated labour actions in the world. This unprecedented mobilisation signals a structural crisis rather than sporadic dissatisfaction. It reflects a growing anxiety among workers that the current trajectory of economic reform is leaving them behind. This anxiety becomes clearer when placed against the structure of India’s workforce. Nearly 90% of India’s workforce is employed in the informal sector, lacking formal contracts, job security, and social protection. Historically, only about 18–20% of workers have had access to any form of social security, whether provident fund, pension, or health insurance. Even within the formal sector, the rise of contractualisation has been dramatic. In several manufacturing industries, contract workers constitute nearly 40–50% of the workforce, often receiving significantly lower wages and fewer benefits than permanent employees performing the same tasks. This dual structure has created a deeply unequal labour ecosystem.

It is within this fragile and unequal context that the four Labour Codes have been introduced and are being implemented. These Codes—the Code on Wages, 2019, the Industrial Relations Code, 2020, the Code on Social Security, 2020, and the Occupational Safety, Health and Working Conditions Code, 2020—have consolidated 29 existing central labour laws into four comprehensive frameworks. The stated aim is to simplify compliance, promote ease of doing business, and extend social security to all workers, including those in the gig and platform economy. The Code on Wages, 2019 seeks to universalise minimum wages and ensure timely payment across all sectors, covering both organised and unorganised workers. The Industrial Relations Code, 2020 governs trade unions, conditions of employment, and dispute resolution mechanisms, while also increasing the threshold for prior government approval for layoffs and retrenchment from 100 to 300 workers. The Code on Social Security, 2020 aims to extend benefits such as provident fund, insurance, and maternity benefits to a broader workforce, including gig workers, a segment expected to grow from around 10 million at present to nearly 23.5 million by 2030. The Occupational Safety, Health and Working Conditions Code, 2020 consolidates laws related to workplace safety, working hours, and welfare provisions.

On paper, these reforms appear comprehensive and progressive. However, the resistance from workers arises not merely from the content of these laws, but from the deeper philosophical shift they represent. The earlier labour framework in India was rooted in the idea of a welfare state, where laws functioned as protective shields for workers against exploitation. The new Codes, in contrast, reflect a movement towards a market-oriented approach, where flexibility, efficiency, and ease of compliance are prioritised. This shift has raised fundamental concerns. The increase in the threshold for layoffs to 300 workers effectively allows a larger number of firms to retrench employees without prior government approval, thereby reducing job security. The expansion of fixed-term employment enables employers to hire workers for short durations without long-term obligations, increasing flexibility but also uncertainty. While such measures may improve the ease of doing business, they also institutionalise precarious employment.

The promise of expanded social security, particularly for informal and gig workers, is significant but remains uncertain in practice. When nearly 90% of the workforce operates outside formal systems, the success of such provisions depends entirely on implementation. Questions remain about registration processes, contribution mechanisms, and enforcement capacity. Without strong institutional support, legal inclusion may not translate into real benefits. Another major concern is the weakening of collective bargaining power. Historically, labour rights in India have been secured through trade unions and collective action. However, the evolving structure of employment, combined with regulatory changes, has fragmented the workforce. Stricter conditions for strikes and union recognition, along with the rise of contract and gig work, have made collective organisation more difficult. This leaves workers negotiating individually in a system structurally tilted in favour of employers.

The economic rationale behind the Labour Codes is not without merit. India seeks to attract investment, enhance industrial competitiveness, and integrate with global supply chains. Labour flexibility is often seen as a necessary condition for achieving these goals. However, the experience of economies across the world suggests that sustainable growth cannot be built on insecure labour. Productivity and innovation thrive in environments where workers feel secure, valued, and protected.

The protests seen in Noida and across the country must therefore be understood not as opposition to reform, but as resistance to imbalance. Workers are not rejecting change; they are demanding that change be just, inclusive, and humane. They are asserting that economic growth must not come at the cost of dignity and security. May Day stands as a powerful reminder of this historical truth. The rights workers enjoy today—the eight-hour workday, minimum wages, social security—were not granted easily. They were achieved through struggles that demanded recognition of labour as a human right, not merely an economic input. The current wave of protests is a continuation of that legacy. As the nation observes May Day, the message emerging from the working class is both urgent and profound. A country that aspires to be a global economic power cannot ignore the condition of those who sustain its growth. Reforms must not weaken the very foundation they seek to strengthen.

To the Government, the call is clear. Policy must balance economic efficiency with social justice. Implementation mechanisms must be strengthened to ensure that every worker, especially in the informal sector, benefits from legal protections. Dialogue with trade unions and labour representatives must be genuine and continuous. To employers, the lesson is equally important. Workers are not expendable resources but essential partners in production. Fair wages, job security, and safe working conditions are not costs but investments in stability and productivity. To society at large, there is a moral responsibility to recognise that every aspect of modern life is built on labour. Ignoring the struggles of workers is not neutrality; it is complicity.

The events in Noida are not an end—they are a beginning. They reflect a growing consciousness among workers that their dignity cannot be compromised. As long as inequality persists, as long as insecurity defines employment, and as long as labour is treated as a disposable commodity, the spirit of May Day will continue to rise. Because, when workers rise, they do not merely demand higher wages. They demand justice, dignity, and their rightful share in the nation’s progress. And that demand, rooted in both history and humanity, cannot be silenced. 

(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)

*****

🌹Happy May Day!✊

Dear Comrades,

Today, we salute the spirit, strength, and sacrifices of workers across the world. From fields to factories, from offices to streets—every worker builds the foundation of our society.

But the struggle is not over. We must continue to fight for dignity, fair wages, job security, social justice, and the rights that every worker deserves.

🔥 Let us unite, raise our voices, and strengthen our solidarity.

💪 Let us pledge to carry forward the legacy of struggle and resistance.

Workers of the world, unite!

Together, we will build a just, equal, and dignified future. ✊🌍

B SAMAL

General Secretary 

#MayDay

#WorkersStruggle

#LabourRights

#Sacrifice

#Solidarity

#FairWages

#JobSecurity

#SocialJustice

#Dignity

May Day message by Confederation CHQ

 

First meeting of the Standing Committee of NCJCM with the 8 Central Pay Commission including discussions on demands, proposals and future interactions.

 

Release of additional installment of Dearness Relief (DR) to Central Govt Pensioners / Family Pensioners with effect from 1st January 2026

 

Pay Reform is an Investment, Not a Burden

Pay Reform is an Investment, Not a Burden 

-Bruhaspati Samal-

The submission of the final memorandum by the Staff Side of the National Council (JCM) to the 8th Central Pay Commission on 14 April 2026 is not merely a charter of demands—it is a carefully reasoned economic and social argument for restoring dignity, fairness, and rationality to the pay structure of Central Government employees and pensioners. Grounded in empirical data, legal principles, and macroeconomic realities, the memorandum makes a compelling case that fair pay is not an expenditure burden but an investment in nation-building.

At the heart of the submission lies a fundamental assertion: Central Government employees are the backbone of governance. From revenue collection to defence, from railways to scientific innovation and administrative execution, their contribution is both foundational and indispensable. Yet, despite this centrality, the current pay structure fails to ensure a decent standard of living. The National Council argues that “pay is the foundation of dignity, motivation and efficiency in public service,” and therefore must be designed not for subsistence, but for a life of dignity.

A key criticism of the existing framework is the outdated methodology used to determine minimum pay. The present system assumes a three-unit family, which the JCM rightly calls unrealistic and unjust. Instead, it proposes a scientifically grounded five-unit family model—comprising the employee, spouse (one consumption unit each without gender discrimination, i.e., 2CUs), two children and dependent parents (0.8 unit each, i.e., 3.2 CUs) — total amounting to 5.2 units (rounded to 5). This aligns with statutory obligations under laws mandating care for senior citizens and reflects contemporary social realities, including provisions under the Social Security Code, 2020.

Equally significant is the revision of food and nutrition norms. The earlier benchmark of 2700 Kcal is deemed inadequate, with the memorandum advocating adoption of the Indian Council of Medical Research recommendation of approximately 3490 Kcal, especially for physically demanding work. A balanced food basket must include adequate protein sources such as milk, eggs, meat, and fish; monthly dairy consumption of 30–35 litres for a five-unit family; fruits and vegetables; and essential items like spices and beverages. Nutrition, the document emphasizes, must ensure “health, productivity, and dignity—not mere survival.”

Using these revised norms and factoring in realistic expenditure heads—7.5% for housing, 20% for fuel and utilities, 25% for skill development, 25% for social and cultural needs, and 5% for technological expenses—the Staff Side has computed a minimum pay of ₹69,000 per month for a five-unit family. This leads to a proposed fitment factor of 3.833 for existing employees and pensioners. The current annual increment rate of 3% is also flagged as inadequate, with a demand to increase it to 6% to keep pace with rising costs and expectations.

The memorandum further proposes a rational restructuring of the pay matrix. It recommends merging Levels 2 and 3 into Level 3, Levels 4 and 5 into Level 5, Levels 7 and 8 into Level 8, and Levels 9 and 10 into Level 10, along with a one-time upgradation of Level 5 employees to Level 6. The revised pay scales, based on the 3.833 fitment factor, would begin at ₹69,000 for Pay Scale 1 and extend up to ₹2,15,100 for Pay Scale 6. Higher levels from 11 to 17 may be renumbered while retaining the same fitment logic. Importantly, the ratio between minimum and maximum pay is proposed to be capped at 1:12 to reduce inequality and maintain structural balance.

Addressing concerns about fiscal burden, the JCM presents a robust economic counterargument. Currently, the Central Government spends about 13% of its revenue expenditure on salaries, allowances, and pensions. Even with the implementation of the 8th Pay Commission, this is projected to rise only moderately. However, the memorandum urges policymakers to view this not as a liability but as a growth stimulus. Higher salaries increase purchasing power, boost consumption, and ultimately enhance tax revenues—creating a virtuous economic cycle.

India’s macroeconomic indicators strongly support this position. The country is now the fourth-largest economy globally (2025), with a GDP of approximately $4.3 trillion and a growth rate of around 6.5%. Projections indicate that India will become the third-largest economy by 2027, crossing the $5 trillion mark, with growth rates of 6.2% in 2025 and 6.3% in 2026—well above global averages. Between FY 2014-15 and FY 2025-26, GDP at current prices surged from ₹1,24,67,959 crore to ₹3,30,68,145 crore, marking a growth of 165.23%. During the same period, combined tax revenues rose from ₹12,41,681 crore to ₹37,92,250 crore—a remarkable increase of 205.41%.

These figures demonstrate not only economic expansion but also enhanced fiscal capacity. As the memorandum rightly argues, such sustained growth establishes that the Government is well-positioned to absorb the financial implications of a meaningful wage revision.

The document also highlights structural and ethical dimensions of public employment. Citing the 7th Pay Commission and judicial observations, it reiterates that government service is not merely contractual but carries an expectation of fairness, dignity, and trust. The State, as a model employer, must ensure that legitimate aspirations of employees are not frustrated. This principle gains further weight when one considers that only about 1.6% of India’s population is employed in government service—one of the lowest ratios globally—underscoring the immense responsibility borne by this workforce.

In addition to pay revision, the JCM has recommended extending revised pay structures to pensioners who retired before 1 January 2026, to autonomous bodies and institutions, and to categories such as Gramin Dak Sevaks, BSNL, and DoT pensioners. It has also proposed exemption of Central Government employees from Professional Tax, noting that they are already subject to Income Tax and GST, making the additional burden inequitable.

The conclusion of the memorandum is both pragmatic and visionary. It calls for a “fair, transparent, and dynamic pay structure,” supported by a permanent pay review mechanism, ideally with revisions every five years. Such a system would ensure that compensation remains aligned with economic realities, attracts talent, and sustains administrative efficiency.

In essence, the National Council (JCM) has presented a case that goes beyond numbers. It is a call to recognize that those who drive governance must not be left struggling for dignity. Fair pay is not charity—it is justice. And in delivering that justice, the 8th Central Pay Commission has an opportunity to strengthen not just the workforce, but the very foundations of the Indian State.

(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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🔥 United Resolve, Renewed Struggle 🔥

Dear Comrades,

On behalf of the Confederation of Central Government Employees and Workers, Odisha State CoC, I extend revolutionary greetings and heartfelt thanks to the President and Secretary of the Bhubaneswar Coordination Committee of Unions and Associations (BCCUA) for organizing such a purposeful and energizing meeting today at LIC Union Office, Suryanagar under the presidentship of Com. Pravash Ku. Sandha.

Guided by the sharp insight and fighting spirit of senior leader Com. Dusmant Kumar Das, the meeting rose above routine formalities and became a platform of determination, unity, and action ✊. At a time when the rights of workers are under constant pressure, such collective initiatives rekindle hope and strengthen resistance.

The discussions culminated in the following bold and action-oriented decisions:

1. 🚩 May Day Call to Action: BCCUA will celebrate May Day with flag hoisting at 7 AM, followed by powerful participation in the mass rally from Raj Mahal to Master Canteen Square in the evening along with Central Trade Unions—asserting the unbreakable unity and fighting spirit of the working class.

2. 🔁 Continuous Mobilisation: Regular monthly meetings will be organised without fail, with each session hosted by a different organization—ensuring shared responsibility, continuity, and collective leadership.

3. 🌍 Ideological Awakening: One burning national or international issue will be taken up in every meeting for in-depth discussion, accompanied by leaflet campaigns—transforming awareness into organised consciousness.

4. 🚶‍♂️Expansion & Strengthening: Dedicated teams of leaders will fan out across Bhubaneswar to reach unions, associations, and federations—mobilising, motivating, and uniting them under the banner of BCCUA. Every effort will be made to build a stronger, broader platform.

5. 🤝Collective Participation: All organisations will be urged to invite leadership from across unions and federations to their meetings, seminars, workshops, and trade union classes—breaking barriers and fostering a culture of solidarity and shared struggle.

These decisions are not mere resolutions—they are a roadmap for resistance, unity, and resurgence 💪. The enthusiastic participation of leaders from AIIEA, BEFI, AOBEF, OSRU, OSGECC and other organisations reflects the growing determination to stand together against all challenges.

Once again, sincere thanks to the President and Secretary, BCCUA, for their visionary leadership and commitment. The Confederation stands shoulder to shoulder in translating these decisions into action on the ground.

✊ Long live workers’ unity!

🔥 Long live collective struggle! 🚩

= B SAMAL =

General Secretary 

Confederation Odisha State CoC 

Revision of Dearness Allowance to Central Govt Employees effective from 01.01.2026

 

Grant of Fixed Medical Allowance (FMA) to Pensioners / Family Pensioners covered under NPS

 

National Council (Staff Side) JCM requests the Member Secretary , 8th COC to rectify the Technical Problems in the Memorandum Portal

Appointment of Ms. Ambica Anand, (ISS-2009) as Director, 8th CPC