Delivery Dilemma: The Plight of India Post’s Delivery Staff

 

Delivery Dilemma: The Plight of India Post’s Delivery Staff

Bruhaspati Samal

General Secretary

Confederation of Central Govt. Employees and Workers

Odisha State Coordination Committee, Bhubaneswar

eMail: samalbruhaspati@gmail.com, Mobile:9437022669

India Post, the world’s largest postal network, has been an enduring symbol of connectivity and service in India. With a staggering 1.59 lakh post offices spread across urban, rural, and remote regions, it touches the lives of millions daily. Established in 1854, the postal system has evolved alongside the nation, adapting to changing technologies and demands. Beyond delivering letters and parcels, India Post has been a trusted medium for financial services, social welfare schemes, and even e-commerce logistics in recent years. However, the backbone of this colossal system—the postmen and Gramin Dak Sewaks (GDS)—are now grappling with significant challenges due to a new policy requiring them to use personal two-wheelers for deliveries. This mandate, coupled with a promise of fuel and maintenance reimbursement, while aimed at modernizing operations, has exposed systemic issues that threaten both the workforce and the institution's reputation and has raised concerns about practicality and fairness.  

Traditionally, postmen and GDS relied on walking or bicycles to fulfil their delivery duties. This was particularly true in hilly and inaccessible terrains, where modern vehicles often cannot venture. As the postal network embraced the digital age to meet the demands of a growing population and economy, mobile phones were distributed among delivery staff to enable real-time tracking, digital signatures, and efficient communication. This transition marked a significant step in India Post's journey towards modernization. This innovation not only improved efficiency but also enhanced transparency and accountability in delivery operations. With the rise of e-commerce, India Post saw a surge in parcel volumes, necessitating a shift from traditional letter delivery to a more parcel-oriented logistics approach.   

 Despite these advancements, the move to impose mechanized delivery using personal vehicles has highlighted the gaps in India Post’s modernization strategy. It underscores the need for a more inclusive and thoughtful approach that considers the diverse realities of its workforce. The plight of postmen and GDS raises questions about the institution's commitment to employee welfare and its ability to adapt to changing times without compromising its core values. 

The financial burden of purchasing a motorcycle is particularly onerous for low-paid postmen and GDS. The lack of financial assistance or government support in this regard has made the directive feel like an undue imposition. Furthermore, the geographical diversity of India presents unique challenges. In metropolitan areas, postmen often travel long distances using public transport, such as buses and local trains. Expecting these employees to switch to motorcycles is impractical, given the heavy traffic, lack of secure parking at post offices, and the risk of accidents. Rural and hilly areas, on the other hand, are characterized by rugged terrain and inadequate road infrastructure, making motorcycles less suitable and even hazardous for delivery operations. The new policy also neglects critical safety and insurance concerns. India Post does not currently provide any insurance coverage for delivery staff using personal motorcycles. In the event of an accident, employees and their families are left vulnerable to financial hardship. Additionally, the directive fails to exempt blind, physically handicapped, or senior employees, further exacerbating inequities within the workforce. The lack of parking facilities at post offices adds another layer of complexity. Delivery staffs are often unable to leave their motorcycles at work overnight, forcing them to bear the additional burden of commuting with the vehicle daily, which adds to their logistical and financial strain.

To address these challenges, India Post must adopt a more comprehensive and employee-centric approach. One viable solution is to provide motorcycles to delivery staff through government subsidies or low-interest loan schemes. This would alleviate the financial burden on employees and ensure uniformity in delivery resources. Additionally, implementing an insurance policy for delivery staff using motorcycles is essential to mitigate risks and provide financial security to employees and their families. Tailored solutions should also be explored for different terrains. Infrastructure development is another critical area that requires attention. Post offices in urban areas should be equipped with secure parking facilities to accommodate motorcycles. This would not only address logistical issues but also enhance operational efficiency. Furthermore, employees with disabilities, senior employees, and those with exceptional circumstances should be exempted from mandatory mechanized delivery, ensuring equitable treatment for all. The reimbursement process for fuel and maintenance costs should be streamlined and adequately compensated to reflect market rates, thereby reducing the financial strain on employees.

 India Post has long been regarded as a trusted and reliable institution, embodying the ethos of public service. The delivery staff, who form the backbone of the postal network, deserve policies that respect their dignity, address their concerns, and support their well-being. By implementing inclusive and sustainable reforms, India Post can preserve its goodwill and continue to serve as a vital lifeline for the nation. As India transitions into a digital era, it is imperative that the foundations of its postal network remain strong, equitable, and resilient. The challenges faced by postmen and GDS are not merely operational issues but reflections of broader systemic gaps that need urgent attention. By addressing these gaps, India Post can not only enhance its operational efficiency but also reaffirm its commitment to its employees and the public it serves. In doing so, it will continue to embody its motto of “Dak Seva Jan Seva”, ensuring that it remains a trusted partner in the lives of millions of Indians.

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NB: Already publsied in 'YOURSKAYVEEYES'

https://yourskayveeyes.blogspot.com/2025/01/from-bsamals-desk-delivery-dilemma.html

The Other Side of UPS

 The Other Side of UPS

Bruhaspati Samal

General Secretary

Confederation of Central Govt. Employees and Workers

Odisha State Coordination Committee, Bhubaneswar

The Union Cabinet while approved a new pension system in the name of Unified Pension Scheme (UPS) on 24^th August 2024 had declared for Assured Pension, Assured Family Pension and Assured Minimum Pension. But the Official Gazette Notification issued in this regard on 25^th January 2025 has told about Assured Payout, Assured Family Payout and Assured Minimum Payout.

The term ‘Pension’ is missing under UPS. The retired employee may not be called as a pensioner since will not get any Pension, but Payout. The Govt. may define another term for the retired employees getting Payout. I think this is the beginning of a calculative process to end the pension system for the employees in toto by the Central Govt. Earlier; we have witnessed such hazardous consequences when the term ‘appointment’ was replaced with ‘engagement’ for some categories of employees.

2.    The Pension Committee as per the Terms of Reference was constituted for bringing improvements in NPS. Accordingly, Para-1 of the Gazette Notification has clarified that UPS is not a pension scheme but an option under National Pension System. That means, one already under NPS may or may not exercise his / her option for UPS.

3.    Para - 2 (i) (c) while describing the eligibility states that Assured Payout (50% of twelve monthly average basic pay immediately prior to superannuation) in cases of voluntary retirement after 25 years of qualifying service will commence from the date on which the employee would have superannuated, if he had continued in service. It clearly means that if an employee, who is supposed to serve, say for 35 years avails voluntary retirement just after completing 25 years, there will be no Payout for 10 years. What a welfare measure really it is! The family members including the retiree will have to starve and wait for 10 years for getting the retirement benefit which we now call Payout, not Pension.

4.    The lump sum payment on superannuation @10% of monthly emoluments for every completed six months of qualifying service is very meagre (Para – 2 (6) & Illustrative Example – B in the Annexure to the Notification.

5.     Para – 2 (x) while providing investment choices for the Individual Corpus (IC) alone states that in case of failure to exercise an investment choice, the ‘default pattern’ of investment regulated by PFRDA will apply which is confusing since not defined and thus will keep the employees in dark.  

6.     The investment decision from Pool Corpus (PC) which solely rests with the Central Govt. as per Para – 2 (xi) is quite arbitrary and fraught with risk.

7.     The existing beneficiaries under NPS and the future employees can exercise option either to go with NPS or to choose UPS once only during the entire service career (Para-3). Such option once exercised shall be final. Matters relating to policy concession, policy change, financial benefit etc. are forbidden in Para – 11 also. In the initial stage when the pros and cons of UPS is not known to any one, closing of reversal option is not at all a welfare measure.

8.     The computation of ‘Benchmark Corpus’ (BC) by PFRDA (Para – 5) may not be favourable for the employees opting for UPS in case of missing contributions both from the employee and employer since employees’ contribution is always taken care of by his DDO. The beneficiary may be forced to suffer for no fault of his own.

9.     Assured Payout is fully dependent on IC, PC and BC (Para – 8 & 9). Thus, there is no guarantee that a retiree under UPS will get the Assured Payout (50% of twelve monthly average basic pay immediately prior to superannuation) even if he retires with qualifying service of 25 years which has been made clear in Para – 10. The illustrative examples in the Annexure to the Notification clearly prove it.

10.  The proposed regulations to be issued by PFRDA may clear many things more.

******

NB: These are my personal observations. Readers / Comrades are requested to guide me for any mistake committed by me, if any through the above analysis alongwith their opinions.

୭୬ତମ ସାଧାରଣତନ୍ତ୍ର ଦିବସର ଆନ୍ତରିକ ଶୁଭେଚ୍ଛା ଓ ହାର୍ଦ୍ଦିକ ଅଭିନନ୍ଦନ

 

Gazette Notification issued on UPS

DoPT asks suggestions of Staff Side for Terms of Reference for the proposed 8th CPC

 

Work-Life Balance

 Work-Life Balance

- Bruhaspati Samal – 

The concept of fixed working hours, particularly the 8-hour workday, is the result of centuries of struggle by labour movements worldwide. The industrial revolution brought long and gruelling workdays, often stretching to 14 or even 16 hours. Workers, subjected to harsh conditions, began to demand fair treatment and humane schedules, leading to landmark movements such as the Haymarket affair in Chicago in 1886. These protests laid the foundation for labour laws advocating the 8-hour workday and reasonable weekly working hours. In 1919, the International Labour Organization (ILO) enshrined the 8-hour workday into international labour standards, and it gradually became a norm in many countries. Similarly, the concept of weekly off for employees in India traces back to colonial times, influenced by the Factories Act of 1881. Initially limited to industrial workers, the act aimed to regulate working hours and included provisions for rest days. The Factories Act of 1948 formalized a weekly holiday for workers, mandating one day of rest for every six days of work promoting work-life balance and employee welfare.

Despite these hard-won rights, the modern era has witnessed renewed debates over working hours, with business leaders offering divergent views. Recent controversial statements by Narayana Murthy, founder of Infosys, advocating for 70-hour workweeks, and S. N. Subramaniam, Chairman of L&T, pushing for 90-hour weeks, have sparked nationwide discussions. These remarks, seen by many as regressive, undermine decades of progress and risk eroding work-life balance, a cornerstone of modern employment ethics. The debate around work-life balance is polarized, with influential leaders presenting contrasting views. On one side, Narayana Murthy dismisses the concept of work-life balance, emphasizing the need for hard work to drive economic growth. S. N. Subramaniam expressed regret over not making employees work on Sundays, reflecting a mindset focused solely on organizational productivity. On the other side, Anant Goenka of RPG Group champions a balanced approach, advocating for time allocated to family, health, and work. Sagar Adani from Adani Green Energy highlights "work-life harmony," a nuanced concept emphasizing seamless integration rather than strict separation. Similarly, Torrent Power’s Jinal Mehta supports a five-day workweek and flexible work-from-home options, and Nyrika Holkar from Godrej & Boyce emphasizes creating engaging jobs to maintain employee satisfaction.

Working hours vary significantly across countries, reflecting differing economic structures, labour laws, and cultural norms. Developed nations such as Germany, Norway, and the Netherlands boast some of the shortest average working weeks, typically around 35-40 hours. Germany, for example, prioritizes productivity over long hours, emphasizing quality over quantity. In contrast, developing economies like India, China, and Brazil often see extended workweeks exceeding 45-50 hours. Economic pressures and lack of stringent labour regulations contribute to these longer hours, often at the cost of employees’ well-being. The disparity in working hours underscores the need for global standards that prioritize employee health and productivity while addressing the unique challenges of each economy. 

Extended working hours and failure to achieve work-life balance have severe repercussions across sectors. According to the World Health Organization (WHO), overwork is linked to a 35% higher risk of stroke and a 17% higher risk of heart disease. In Japan, the phenomenon of "karoshi," or death by overwork, claims approximately 2,000 lives annually, with victims suffering from heart attacks, strokes, or suicide due to excessive hours. A 2022 study by the Pew Research Centre found that 42% of employees in the United States who quit their jobs cited burnout as a primary reason. In India, similar trends are emerging, with voluntary retirements and resignations rising sharply across sectors, including corporate, government, and defense. Illustratively, replying to Rajya Sabha Unstarred Question No. 1036 on 4th December 2024, the Union Home Minister (State) has admitted that 730 Jawans have tragically taken their own lives over the past five years. Alongside this, a staggering 55,555 personnel have resigned or opted for voluntary retirement during the same period. As reported, chronic stress and overwhelming workloads are primary culprits. Jawans often endure extended working hours and continuous deployments in conflict zones without adequate breaks. This relentless cycle leaves little room for rest or recovery, leading to burnout. Another significant factor is the poor work-life balance with prolonged separations from family and limited opportunities for personal interactions which strain their emotional and mental well-being. A 2023 report by the National Institute of Mental Health and Neurosciences (NIMHANS) revealed that 45% of corporate employees experience symptoms of burnout, with 23% reporting severe mental health issues. Additionally, a survey conducted by LinkedIn found that 63% of Indian professionals prioritize work-life balance when seeking new jobs, underscoring its importance in retaining talent.

To address these challenges, governments and corporations must act decisively. Establishing a uniform workweek of 40 hours across sectors, aligned with global best practices, would be a significant step forward. The government should mandate a maximum five-day workweek to standardize practices and enforce stringent regulations against overwork, ensuring employees are not coerced into extended hours. Flexible work policies, such as remote work and part-time options, should be encouraged to cater to diverse employee needs. Mental health support programs, including counselling services and stress management workshops, should be made mandatory in workplaces. Furthermore, organizations that implement progressive work-life balance policies should be rewarded with tax benefits or public recognition, incentivizing others to follow suit.

Public awareness campaigns can play a vital role in educating employers and employees about the importance of balanced schedules and their impact on health and productivity. The struggle for reasonable working hours is a legacy of the labour movement’s fight for dignity and rights. Today, as debates around extended workweeks resurface, it is essential to reaffirm the principles of work-life balance which is not just a moral imperative but a practical necessity for sustainable development. Balanced work environments enhance productivity, attract and retain talent, and promote mental health. Research conducted by Stanford University revealed that productivity per hour declines sharply when the workweek exceeds 50 hours, with virtually no productivity gains beyond 55 hours. Thus, Governments and Corporations must create environments where employees thrive without compromising their health and personal lives. The future of work must prioritize quality over quantity, ensuring that progress does not come at the cost of humanity. Achieving this balance is not just a need of the hour but a responsibility toward the workforce that drives the global economy.

(The author is a Service Union Representative and a Columnist. Mobile: 9437022669, eMail: samalbruhaspati@gmail.com)

*****

10 Trade Unions threaten to call a general strike if Centre notifies new labour codes

 Source: The Hindu, 8th January 2025

GSIEA SU-ODISHA BHUBANESWAR opposes anti-emplyoees' Cadre Review

 Confederation Odisha State CoC congratulates 👏🎉 the proud members of GSIEA, Odisha State Unit and wish the programme successful.

- B SAMAL -

General Secretary 

ଇଂରାଜୀ ନବବର୍ଷ ୨୦୨୫ର ହାର୍ଦ୍ଦିକ ଅଭିନନ୍ଦନ ଓ ଆନ୍ତରିକ ଶୁଭେଚ୍ଛା।

 

ପ୍ରିୟ ବନ୍ଧୁଗଣ, 

      ନମସ୍କାର। ଆଉ କେଇ ମୂହୂର୍ତ୍ତ ପରେ  ୨୦୨୪କୁ ବିଦାୟ ଦେଇ ଇଂରାଜୀ ନବବର୍ଷ  ୨୦୨୫କୁ ବଡ ଧୁମଧାମରେ ସ୍ବାଗତ କରିବାକୁ ବିଶ୍ୱବାସୀ ପ୍ରସ୍ତୁତ। ଓଡ଼ିଶା ଓ ଭାରତ ସମେତ ସାରା ବିଶ୍ୱ ଉତ୍ସବ ମୁଖର। ଅସ୍ମିତା କଥା କେବଳ ଭାଷଣରେ। ହେଲେ, ‘ବେଲ ପାଚିଲେ କାଉର କି ଲାଭ’ ନ୍ୟାୟରେ ବିଚରା ଶ୍ରମିକ, କୃଷକ, କର୍ମଚାରୀଙ୍କର ବା କି ନୂଆବର୍ଷ? ପେଟ ପୋଡ଼ି ଯାଉଛି। ଅନେକ ଦିନର ଦାବି ସବୁ ଅଣଦେଖା ହେଇ ରହିଗଲା। ବିଶେଷ ଭାବେ କର୍ମଚାରୀଙ୍କ ପୁରୁଣା ପେନସନ ଦାବି କେମିତି ଏକ ଭିନ୍ନ ମୋଡ଼ ନେଇଗଲା ଏଇ ୨୦୨୪ରେ। ୨୦୨୩ର ନିରବଚ୍ଛିନ୍ନ ସଂଗ୍ରାମ ଏମିତି ନୀରବି ଯିବ, ଜଣେ କର୍ମଚାରୀ ପ୍ରତିନିଧି ହିସାବରେ ଏହି ସଂଗ୍ରାମରେ ଆରମ୍ଭରୁ ଓତଃପ୍ରୋତ ଭାବେ ଜଡ଼ିତ ଥାଇ ମଧ୍ୟ ମୋ କଳ୍ପନା ବାହାରେ ଥିଲା। ସଂଗ୍ରାମ, ସଂଗ୍ରାମୀ ଓ ନେତୃତ୍ବକୁ ନେଇ ମୋ ମନରେ ଅନେକ ବ୍ୟଥା । 

      ସେହି ପରିପ୍ରେକ୍ଷୀରେ, ନିମ୍ନରେ ମୋର ବର୍ଷ ଶେଷର କବିତା “ପେନସନ ଗାଥା ଓ ବ୍ୟଥା”।

        ଚାଲନ୍ତୁ ବିଦାୟୀ ବର୍ଷର ଏହି ଶେଷ ମୂହୂର୍ତ୍ତରେ ଟିକେ ଆତ୍ମସମୀକ୍ଷା କରିନେବା। ଭାରତର ଜଣେ ଦାୟିତ୍ବସମ୍ପର୍ଣ୍ଣ  ନାଗରିକ ହିସାବରେ ଦେଶ ଓ ଦଶର ଉନ୍ନତିରେ ଆମର କି କି ଯୋଗଦାନ କରିବାର  ଥିଲା ଆଉ ଆମେ ସେଥିରେ କେତେ ସଫଳ ହେଇଛନ୍ତି? ନିଜ ନିଜର କର୍ମକ୍ଷେତ୍ର  ଓ ପରିବାର  ପ୍ରତି ଥିବା ଉତ୍ତରଦାୟୀତ୍ବକୁ ଠିକ ଠିକ ନିଭାଇବାରେ କିଭଳି ପ୍ରୟାସ କରିଛନ୍ତି? ଠିକ୍ ହେବ, ଯଦି ବିଫଳତାରୁ ଶିକ୍ଷା ଲାଭ କରି ସଫଳତା ଆଡକୁ ଅଗ୍ରସର ପ୍ରତ୍ୟେକ ପଦକ୍ଷେପକୁ ଆହୁରି ମଜବୁତ କରିବାକୁ ଆନ୍ତରିକ ପ୍ରଯତ୍ନ କରିବା।

       ଇଂରାଜୀ ନବବର୍ଷ  ୨୦୨୫ ସମସ୍ତଙ୍କ ପାଇଁ ଶୁଭଙ୍କର ହେଉ।  ଶ୍ରମିକ, କୃଷକ, କର୍ମଚାରୀଙ୍କର ହକ୍ ଓ ଭାରତର ସମ୍ବିଧାନ ଏବଂ ଗଣତନ୍ତ୍ରର  ସୁରକ୍ଷା  ପାଇଁ ମିଳିତ ସଂଗ୍ରାମ ଆହୁରି ତ୍ୱରାନ୍ୱିତ ହେଉ। ବିଶ୍ବରୁ ଆତଙ୍କବାଦ ଓ ଯୁଦ୍ଧର  ବିଭୀଷିକା ଦୁର ହେଉ। ସମସ୍ତଙ୍କ  ହୃଦୟରେ ପ୍ରେମ ଓ କରୁଣା ଜାଗ୍ରତ  ହୋଇ ବିଶ୍ବରେ ସତ୍ଯ, ଶାନ୍ତି, ଦୟା ଓ କ୍ଷମା ପ୍ରତିଷ୍ଠା ହେଉ। ମହାପ୍ରଭୁ ଶ୍ରୀଜଗନ୍ନାଥଙ୍କ ଅପାର କରୁଣାରୁ ବିଶ୍ବବାସୀ ସୁଖ ଓ ଶାନ୍ତିରେ କାଳାତିପାତ କରନ୍ତୁ। 

  ଇଂରାଜୀ ନବବର୍ଷ  ୨୦୨୫ର ହାର୍ଦ୍ଦିକ ଅଭିନନ୍ଦନ  ଓ ଆନ୍ତରିକ ଶୁଭେଚ୍ଛା।

              🌹🌹🙏🙏💕🙏🙏💕🙏🙏🌹🌹

                   ପେନସନ ଗାଥା ଓ ବ୍ୟଥା

ବୃହସ୍ପତି ସାମଲ 

ସାଧାରଣ ସମ୍ପାଦକ 

କେନ୍ଦ୍ର ସରକାରୀ କର୍ମଚାରୀ ଓ ଶ୍ରମିକ ପରିସଂଘ 

ଓଡ଼ିଶା ରାଜ୍ୟ ସମନ୍ୱୟ ସମିତି, ଭୁବନେଶ୍ଵର 

             - ୧ -

ଶୈଶବ କୈଶୋର କଟିଯାଏ ସବୁ

ନିଜେ ଯୋଗ୍ୟ ହେବା ପାଇଁ,

କେତେ ଧାଁଦୌଡ କେତେ ହନ୍ତସନ୍ତ 

ଚାକିରୀ ଖଣ୍ଡିଏ ପାଇଁ।

ସର୍ବନିମ୍ନ ଶିକ୍ଷାଗତର ଯୋଗ୍ୟତା 

ବୟସ‌ବି ନିର୍ଦ୍ଧାରିତ,

ଲେଖା ଓ ମୌଖିକ ପରୀକ୍ଷା ସହିତ

ଲୋଡା‌ବି ଉତ୍ତମ ସ୍ୱାସ୍ଥ୍ୟ।

ମିଳିଯାଏ ଯଦି ଚାକିରୀ ଖଣ୍ଡିଏ 

ଯୋଗ୍ୟ ପ୍ରମାଣିତ ପରେ,

ଯୁବା ବୟସଟା କଟିଯାଏ ପୁରା 

ଦେଶମାତୃକା ସେବାରେ।

ରାଜକାର୍ଯ୍ୟ ସହ ପରିବାର ବୋଝ 

ସାମାଜିକ ଦାୟିତ୍ଵରେ,

ମୁଣ୍ଡେଇ ମୁଣ୍ଡେଇ ବୟସ ସରଇ

ବଳ‌ବି ହଟଇ ଧିରେ।

ଅବସର‌ ପରେ କେମିତି କଟିବ

କର୍ମଚାରୀର ଜୀବନ,

ସାମାଜିକ ସହ ସ୍ୱାସ୍ଥ୍ୟର ସୁରକ୍ଷା

ରହିବ ତା ସ୍ୱାଭିମାନ ।

ଦେଶ ବିଦେଶରେ ଶ୍ରମିକ ଶ୍ରେଣୀର 

ତୀବ୍ର ହେଲା ଆନ୍ଦୋଳନ,

ସ୍ଥିରିକୃତ ହେଲା ଅବସର ପରେ

ମାସିକିଆ ପେନସନ।

ଶ୍ରମ ସମ୍ମିଳନୀ ଆଇନ୍ କାନୁନ୍ 

ଉଚ୍ଚତମ ନ୍ୟାୟାଳୟ,

ଅନୁମୋଦନର ମୋହର ଲଗେଇ 

ପେନସନ କଲେ ଥୟ।

ସାହାରା ସାଜିଲା ପେନସନ ଗଣ୍ଡାକ 

ପରିଣତ ବୟସର,

ଦୟା ବା ଦକ୍ଷିଣା ନୁହଁଇ ତ ଏହା

ଗଣତାନ୍ତ୍ରିକ ଅଧିକାର।

               -  ୨ -

ସରକାର ବଦଳି ଶାସନ ବଦଳେ 

ଜନତାର ହିତ ପାଇଁ,

କର୍ମଚାରୀ ସ୍ୱାର୍ଥ ବଳି ପଡ଼ିଗଲା

ସର୍କାର ବଦଳି ଯାଇ।

ନୂଆ ଅର୍ଥନୀତି ଆପଣେଇ ନେଲେ

ମିଶି ବେଜେପି କଂଗ୍ରେସ,

ପେନସନ ନୀତି ବଦଳେଇ କଲେ

କର୍ମଚାରୀ ‌ସର୍ବନାଶ। 

ଦୁଇହଜାର ଚା’ରିରୁ ନୂତନ ପେନସନ 

ଯୋଜନାଟି ଲାଗୁହେଲା,

ଦେୟମୁକ୍ତ ଯେଉଁ ପେନସନ ଥିଲା 

ଦେୟଯୁକ୍ତ ହୋଇଗଲା।

ତୀବ୍ର ହେଲା କର୍ମଚାରୀଙ୍କ ବିରୋଧ

କମ୍ପିଲା ଦିଲ୍ଲୀ ଦରବାର,

ପୁରୁଣା ପେନସନ ପୁଣି ଲାଗୁ ହେଉ

ଦାବି ହେଲା ଜୋରଦାର।

ସର୍ବନିମ୍ନ ପେନସନର ବ୍ୟବସ୍ଥା 

ସବୁ ନାଗରିକ ପାଇଁ,

ଯିଏ ଯେଉଁ କ୍ଷେତ୍ରେ କର୍ମରତ ଥାଉ

ସର୍କାରୀ ଅବା ଘରୋଇ।

ବିଧାୟକ ମନ୍ତ୍ରୀ ସାଂସଦ ପାଇବେ

ସେଇ ପୁରୁଣା ପେନସନ,

କର୍ମଚାରୀ କଥା ଉଠିଲା ବେଳକୁ

କାହିଁ ପାଇଁ ଭିନ୍ନଭିନ୍ନ।

ଇପିଏଫ୍ ସହ ରାଷ୍ଟ୍ରାୟତ ସଂସ୍ଥା

ଅସଂଗଠିତ ଶ୍ରମିକ,

କେନ୍ଦ୍ରୀୟ ଶ୍ରମିକ ସଂଗଠନ ସହ

ତେଜିଲେ ଦେଶଟାଯାକ।

କେନ୍ଦ୍ର ରାଜ୍ୟ ସରକାରୀ କର୍ମଚାରୀ 

ଶିକ୍ଷକ ପେନସନଭୋଗୀ,

ଏକ ଦେଶ ଏକ ପେନସନ ପାଇଁ  

ସଭିଏଁ ଉଠିଲେ ଜାଗି।

               - ୩ -

ସରକାର ଖେଳିଲେ ନିର୍ବାଚନୀ ଚାଲ୍

ପେନସନ କମିଟି କରି,

ନୂଆ ପେନସନର ଉନ୍ନତିକରଣେ

ଇସ୍ତାହାର କଲେ ଜାରି।

କର୍ମଚାରୀ ପକ୍ଷ ଡାକିଣ ବୈଠକ

ରଖିଲେ ତାଙ୍କ ଜବାବ,

ପୁରୁଣା ପେନସନ ଆଉ ମିଳିବନି

ନୂଆର ଉନ୍ନତି ହେବ।

ବିରୋଧ କରିଣ କର୍ମଚାରୀ ପକ୍ଷ

ତ୍ୟାଗ କଲେ ସେ ବୈଠକ,

ପୁରୁଣା ପେନସନ କେବଳ ଦରକାର

କହିଦେଲେ ରୋକ୍ ଠୋକ୍।

ରାଷ୍ଟ୍ରପତି ଓ ପ୍ରଧାନମନ୍ତ୍ରୀଙ୍କୁ 

ଦାବିପତ୍ର ଦେଇଦେଲେ,

ମନ୍ତ୍ରୀମଣ୍ଡଳୀୟ ସଚିବଙ୍କ ସହ 

ବିତ୍ତ ମନ୍ତ୍ରୀ ବି ଜାଣିଲେ।

ଅନିର୍ଦ୍ଦିଷ୍ଟ କାଳ ଧର୍ମଘଟ ପାଇଁ 

ଚେତାବନୀ ଦିଆଗଲା,

ତାରିଖ ରହିଲା ଦୁଇହଜାର ଚବିଶ 

ମଇ ମାସର ପହିଲା।

ତୁରନ୍ତ ବୈଠକ ଡାକିଣ ସରକାର

ପୁଣି ଦୋହରେଇଲେ,

କର୍ମଚାରୀ ହିତେ ସବୁକିଛି ଦାବି

ବୁଝିବେ ବୋଲି କହିଲେ।

କର୍ମଚାରୀ ପକ୍ଷର ସର୍ବୋଚ୍ଚ ନେତା

ପୁଣି ଭରସା କଲେ,

ହେବନାହିଁ ଆଉ ଧର୍ମଘଟ ବୋଲି

ଜବାବ ତାଙ୍କ ରଖିଲେ।

ଭୁଲିଲେ ସରକାର ତାଙ୍କ ପ୍ରତିଶ୍ରୁତି 

ପୁରୁଣା ପେନସନ ନାହିଁ,

ୟୁପିଏସ୍ ନାମରେ ନୂଆ ଯୋଜନାଟେ 

ଆଣିଲେ କର୍ମଚାରୀ ପାଇଁ।

                 - ୪ -

ଦୁଇ ଦଶନ୍ଧିର ପେନସନ ଆନ୍ଦୋଳନ

ପାଣିଚିଆ ହେଇଗଲା,

ସର୍ବନିମ୍ନ ମଜୁରୀ ବୃଦ୍ଧି ପ୍ରସଙ୍ଗରେ

ଆଗରୁ ବି ହୋଇଥିଲା।

ପୁରୁଣା ପେନସନ କେବଳ ଦରକାର

ଯିଏ ଦିନେ କହୁଥିଲେ,

ୟୁପିଏସକୁ ଭଲ ବୋଲି କହି 

ବୟାନ ବାଜି‌ବି କଲେ।

ମୂଖିଆ ବୋଲିଣ ଯାହାକୁ ମାନିଲେ

ସବୁ ସଂଗଠନଗଣ,

ଦୁଇ‌ଦୁଇ ଥର ଧୋକା ଖାଇଗଲେ

ତାଙ୍କୁ ଭରସା କରିଣ।

ୟୁପିଏସ ନୁହେଁକି ଜାତୀୟ ପେନସନ୍

କେହି ନୁହେଁ ଉପକାରୀ,

ସଠିକ କେବଳ ପୁରୁଣା‌ ପେନସନ୍ 

ବୁଝିବା ହେଉଛି ଡେରି।

ଦୁଇହଜାର ଚବିଶ ସରିଗଲା ପଛେ

ଦ୍ବନ୍ଦରେ କର୍ମୀ ଓ ନେତା,

ଆଗକୁ କି କି ନିଷ୍ପତ୍ତି ହୋଇବ

ମିଳିଲାନି ଟିକେ ପତ୍ତା।

ସମସ୍ତଙ୍କ ପାଇଁ ସବୁ ଶୁଭ ହେଉ

ଦୁଇହଜାର ପଚିଶରେ,

ନୂଆ‌ ଉନ୍ମାଦନା ଭରିଉଠୁ ସବୁ

ଦେଶବାସୀଙ୍କ ହୃଦରେ।

ଅନ୍ୟାୟ ଅନୀତି ବିରୁଦ୍ଧରେ ସ୍ବର

ଆହୁରି ଶାଣିତ ହେଉ,

ନତୁଟୁ‌ କାହାରି‌ ବିଶ୍ୱାସ ଭରସା 

ସତ୍ୟର ଜୟ ହେଉ।

କୃଷକ ଶ୍ରମିକ ସୈନିକ ସଭିଙ୍କୁ

ମିଳିଯାଉ ତାଙ୍କ ହକ,

ସୁରକ୍ଷିତ ରହୁ ଆମ ଗଣତନ୍ତ୍ର 

ନବୁଡୁ କାହାରି ଭେକ।

*****

Dr. Manmohan Singh, former Prime Minister of India passes away at the age of 92

 

End of an era:

    Dr. Manmohan Singh, former  Prime Minister of India from 2004 to 2014 passed away today in AIIMS, Delhi at the age of 92.

India lost  an  eminent economist, academician and a bureaucrat who was the fourth longest-serving prime minister after Jawaharlal Nehru, Indira Gandhi and  the first prime minister since Jawaharlal Nehru to be re-elected after completing a full five-year term.

      Dr. Singh, along with his finance minister, P. Chidambaram, presided over a period where the Indian economy grew with an 8–9% economic growth rate. In 2007, India achieved its highest GDP growth rate of 9% and became the second fastest growing major economy in the world.

The nation will remember him for economic liberalization, RTI Act, MGNRGGA, etc.

On behalf of Confederation of Central Govt Employees and Workers, Odisha State CoC, we convey our deep condolences to the bereaved family members.

May the noble soul rest in peace.

Om Shanti.

B. SAMAL

General Secretary 

The Positive Power of Negative Thinking

   The Positive Power of Negative Thinking

Bruhaspati Samal

General Secretary

Confederation of Central Govt. Employees and Workers

Odisha State Coordination Committee, Bhubanes

war

       The battle field was ready. The chariots and the charioteers were ready. The fatal consequence of not going to the war was known to Partha and all other Pandavas. A mammoth destruction of religious and social values must be there if the Kouravas would win. After all, the battle of Mahabharat was more significant for the existence of religion, truth and justice rather than power to conquer and rule Indraprastha. A change was becoming inevitable for progress and prosperity.

          Though surprised with the negative attitude of Partha who had a definite role to play in the preordained change,  Lord Shree Krishna smiled and took it very positively and gave the solution to all the negativities of Partha which the whole world latter knew as “Sreemad Bhagbat Geeta”. Had Arjun not argued negatively in the battle field of Kurukshetra, the whole Universe would have been deprived of getting its all-time sacred epic in the name of “Sreemad Bhagbat Geeta”, a doctrine of universal truth encompassing every aspect of life, showing path to the lost, answering to the confused and giving wisdom to all. 

            The transformation of the negative attitudes of Partha affirmative through the power of positive thinking of Lord Shree Krishna with a lesson that change is the law of the universe and thus a part of life could  lead to win the battle and achieve success. 

                There are hundreds and thousands of such examples in mythology and history where marching towards success has been originated from a negative thinking. In the field of Trade Union we simply call this negative attitude a protest, an agitation intended not to allow injustices to proceed as it happens by / through the Govt / management. Had our ancestors not registered their negative attitude against the British Empire, today’s freedom would have been a dream for us. Had Babu Tarapada Mukherjee, Henery Barton, Dada Ghosh and such other leaders not raised their voice which were considered negative at that time against the administrators, the fixed duty hours, defined leave, bonus, Pay Commissions etc. for the employees would not have been there.  

        When a person tells something either not supported with rulings or practice, we often broadly remark that he is taking negative. Even when a fact does not suit us, we consider it negative. But unknowingly we commit a blunder. Such remarks are neither correct nor logical even. We should have the patience like Lord Shree Krishna  to realize the origin of such negative thinking so that we can make it positive for the welfare of the society and nation.

             It is often believed that while positive thinking being a trademark slogan (fill your mind with positivity, you shall reap the benefits) in business and society is just a folklore wisdom, negative thinking and negative emotions are just like germs and viruses creating a tendency to avoid things. On average, it is seen that people who never worry have lower job performance than those who worry from time to time. While positive thinking can yield many benefits, the excessive and rigid search for positivity can bring about the opposite effect. Those who practice negative thinking are more able to handle difficult situations. Both styles are deadly at the extreme - while pessimism becomes fatalistic, optimism becomes toxic. The key is to find a sweet spot having more moderate ranges that can combine the benefits of both approaches.

         The success in any field is not a matter of thinking positively or negatively, but  it is the choice of strategies that match the thinking styles does matter. Positive thinking without a negative balance hinders a person’s abilities. Real leadership requires both positive and negative thinking. Negative thinking, if strategically pursued can play a definite role too. Negative visualization can be an excellent antidote to anxiety.

          Positive employees are seen as team players but negative workers are viewed as outcasts, troublemakers. The consequence is that the realistic and rational people, usually the negative thinkers, remain unheard. But researchers discovered that negative people communicate better, think more clearly, make fewer mistakes, are less gullible and are better at decision-making. The reason is that negative people use the critical part of their brain more successfully than cheerful people. The overall conclusion from researchers is that there’s a place for both positive and negative thinking in every workplace. However, what it all comes down to is that negative people pay more attention to their surroundings. They’re not always negative solely for the sake of being negative. They’re just more cognizant of what’s happening around them and as a result their moods change depending on what they notice. Negative thinking isn’t superior to positive thinking, but neither is positive thinking the panacea for all workplace ills. Sometimes what’s required is a dose of reality. And, it’s the negative thinkers, the ones who are perceived as troublesome, annoying, often provide the cure.

         Getting negative can be wonderfully empowering, because it drives a respect for the reality of the situation and limitations. Without negativity you can never even begin to plan strategy for engaging, confronting– problems, limitations. While positive thinking produces amazing dreams, visions, goals, negative thinking produces powerful plans and strategies. Positive thinking and confidence improves performance whereas, negative thinking feels realistic, protects us and lowers our expectations. 

            Since progress and development are the rules of the universe, just a healthy dose of both positive and negative thinking (that of Lord Shree Krishan’s and Partha’s respectively) are required for a successful organization / society / nation.

*****

Compliance to Judicial Orders

Compliance to Judicial Orders

Bruhaspati Samal

General Secretary

Confederation of Central Govt. Employees and Workers

Odisha State Coordination Committee, Bhubaneswar

Judicial authority is foundational to any democratic society, ensuring justice and maintaining order through binding court decisions. Yet, judicial disobedience has become an increasingly troubling trend, eroding the efficacy of the legal system and delaying justice for many. Court orders, whether interim or final, are often ignored or challenged without legitimate grounds, with parties exploiting legal avenues to delay compliance. This growing tendency to disregard judicial orders not only denies justice to the aggrieved but also undermines public trust in the judiciary’s ability to enforce its mandates. Examining the scope of judicial disobedience, its legal consequences, and potential solutions is critical to strengthening the judicial process.

The scope of this disobedience is extensive, affecting cases across civil and criminal domains. According to data from the National Judicial Data Grid (NJDG), tens of thousands of cases in India are delayed each year due to non-compliance with court orders, compounding an already substantial judicial backlog. Approximately 30% of civil cases are postponed due to delayed compliance, and many of these cases span years, leaving petitioners in a state of prolonged uncertainty. A 2022 survey by the Center for Public Policy Research revealed that almost 65% of litigants felt the impact of judicial orders was weakened by poor enforcement. For many, this non-compliance translated into financial loss or personal hardship, a stark reminder of the consequences when judicial orders are disregarded.

Prominent cases demonstrate the effects of judicial disobedience on both individuals and society. The Ayodhya land dispute case, resolved by the Supreme Court in 2019, had seen decades of interim orders violated, as parties ignored court directives to maintain the status quo. These breaches not only delayed the resolution of the case but also exacerbated social tensions. Another significant case was Sahara vs SEBI, where the Supreme Court ordered Sahara to refund billions of rupees to investors in a dispute over financial impropriety. Sahara’s repeated appeals and delays led to a multi-year standoff, highlighting how influential entities can evade compliance, with dire consequences for affected investors. The case only concluded after relentless judicial intervention, underscoring the challenges courts face in enforcing rulings against powerful parties. 

Indian law grants courts robust powers to enforce compliance. Articles 141 and 144 of the Indian Constitution stipulate that the law declared by the Supreme Court is binding on all courts, and all authorities are required to aid its enforcement. The Contempt of Courts Act, 1971, grants the judiciary authority to punish individuals for civil or criminal contempt, including willful disobedience of court orders. Civil contempt, defined under Section 2(b) of the Act, refers to any intentional failure to follow a court judgment, decree, or direction. Violators may face up to six months in jail, fines of up to ₹2,000, or both. However, despite these powers, penalties for contempt are rarely enforced strictly, as courts often grant additional time for compliance or permit appeals to prevent perceived judicial overreach. This caution, while necessary in some cases, can inadvertently enable parties to delay justice through procedural tactics.

In addition to the Contempt of Courts Act, other procedural laws offer further provisions to ensure compliance. Under the Civil Procedure Code (CPC), courts can issue stay orders to maintain the status quo, yet many litigants routinely challenge these orders at higher judicial levels, often for minor reasons, resulting in further delays. In criminal cases, provisions within the Criminal Procedure Code (CrPC) permit courts to impose fines or seize assets when maintenance or eviction orders are ignored. For example, Section 125 of the CrPC allows wage garnishment in maintenance cases where respondents fail to comply, though this is not consistently enforced. Without sufficient punitive consequences, many parties continue to disregard these orders, deepening public disillusionment with the justice system.

Recent case studies illustrate the real-world impacts of judicial disobedience on everyday citizens. Challenging the derecognition order dated 26th April 2023 issued by the Department of Posts in favour of the National Federation of Postal Employees and its biggest affiliate namely the All India Postal Employees Union, Group-C for alleged violation of CCS (RSA) Rules, 1993, the later filed multiple court cases in the High Court of Calcutta, Madras, Karnatak and Jharkhand praying for immediate restoration of recognition. Consequently, though Jharkhand High Court on 12.04.2024 stayed the impugned Order dated 26.04.2023, the Department of Posts moved to the Supreme Court of India which has delayed the implementation of the said stay order granted by Jharkhand High Court. In Kishore vs Prakash, a property dispute case in Maharashtra, the Bombay High Court issued an interim order instructing both parties to refrain from selling or altering the contested land until a final ruling. Despite this order, one party sold a portion of the land, causing the case to remain unresolved for more than five years as additional hearings and injunctions became necessary. This prolonged litigation not only complicated the case but also exemplified how disobedience to interim orders can escalate disputes, undermining the court’s authority. Similarly, in the matter of Ravi vs State, a case involving alleged police harassment, the court ordered officers to cease all direct contact with the complainant. Despite this, the complainant reported continued harassment, forcing the court to issue a contempt warning and threaten further action against the officers involved. Cases like this underscore that even state authorities may sometimes fail to respect judicial orders, eroding public confidence in the judiciary’s capacity to protect individuals from undue harm.

There are legitimate circumstances, however, under which court orders can be challenged or delayed. For example, parties may seek relief if they believe an order was issued in error. The CPC and CrPC allow for appeals in cases of factual or procedural missteps, provided they are filed in good faith and not as stalling tactics. Similarly, parties may request a stay if enforcing an order would lead to irreparable harm. Though such exceptions are critical for ensuring fair outcomes, they can also be misused. Some parties employ appeals or petitions merely to delay compliance, harming the interests of the opposing party and obstructing timely justice.

Addressing judicial disobedience requires a multi-faceted approach to improve enforcement and strengthen respect for judicial authority. Courts could adopt stricter measures for contempt cases, imposing fines or even prison terms to discourage non-compliance. Some courts have begun exploring asset garnishment and wage deductions as means to ensure compliance, particularly in cases involving maintenance payments or financial disputes. For example, some family courts have used direct wage deductions to enforce maintenance orders, setting a precedent for effective deterrence.

Establishing a judicial compliance unit could help address this issue systematically. Such a unit would monitor cases of delayed compliance, issue reminders, and coordinate with law enforcement agencies to ensure that orders are followed promptly. This initiative could reduce case backlogs significantly and provide much-needed relief in cases where interim or restraining orders are involved. Additionally, the creation of fast-track courts to handle contempt cases could expedite the justice process and reinforce the message that disobedience will not be tolerated.

Improved coordination between the judiciary and law enforcement agencies is also essential for effective implementation. In cases involving property disputes or financial claims, timely intervention by police or local authorities can prevent parties from breaching court orders. Providing training and clear guidelines to law enforcement personnel on the importance of respecting judicial mandates could facilitate quicker responses and reduce instances of disobedience.

Limiting the layers of appeal, especially for interim orders, would further streamline compliance. In many cases, parties exploit the legal provision for appeals as a delay tactic. Reducing these levels and restricting appeals in interim cases to exceptional circumstances would prevent unnecessary delays and encourage timely compliance. Additionally, public awareness campaigns highlighting the consequences of disobeying court orders could foster a greater sense of responsibility among citizens, cultivating respect for judicial authority.

The issue of judicial disobedience is a threat to the rule of law, weakening public trust and obstructing the fair administration of justice. To restore judicial authority, courts must employ stringent enforcement measures and improve compliance mechanisms. By adopting harsher penalties, creating dedicated compliance units, and strengthening coordination with law enforcement, the judiciary can more effectively uphold the rule of law and ensure that justice is accessible to all. Only through consistent and effective enforcement of court orders can the judiciary fulfil its role as the guardian of justice, preserving the integrity of the legal system for future generations.

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ସନ୍ଦେହ ଘେରରେ ୟୁପିଏସ୍

 

ସନ୍ଦେହ ଘେରରେ ୟୁପିଏସ୍ 

ବୃହସ୍ପତି ସାମଲ

ସାଧାରଣ ସମ୍ପାଦକ 

କେନ୍ଦ୍ର ସରକାରୀ କର୍ମଚାରୀ ଓ ଶ୍ରମିକ ପରିସଂଘ

ଓଡିଶା ରାଜ୍ୟ ସମନ୍ୱୟ ସମିତି, ଭୁବନେଶ୍ୱର 

ମୋବାଇଲ: ୯୪୩୭୦୨୨୬୬୯

      କେନ୍ଦ୍ରୀୟ ଶ୍ରମିକ ସଂଗଠନଗୁଡ଼ିକର ସମର୍ଥନ ଓ ଭାଗିଦାରୀରେ ଜାତୀୟ ଯୁଗ୍ମ କାର୍ଯ୍ୟକାରିଣୀ ପରିଷଦ (ଏନଜେସିଏ) ଭଳି ଏକ ବୃହତକାୟ ସର୍ବଭାରତୀୟ ମିଳିତ ମଞ୍ଚ ଅଧୀନରେ ରେଳବାଇ କର୍ମଚାରୀ ମହାସଂଘ, କେନ୍ଦ୍ର ସରକାରୀ କର୍ମଚାରୀ ଓ ଶ୍ରମିକ ପରିସଂଘ ଅନୁବନ୍ଧିତ ଅନ୍ୟୁନ  ୧୨୬ଟି ସଂଘ ଓ ମହାସଂଘ, ଅଖିଳ ଭାରତ ରାଜ୍ୟ ସରକାରୀ କର୍ମଚାରୀ ମହାସଂଘ, ଅଖିଳ ଭାରତ ଶିକ୍ଷକ ମହାସଂଘ ଏବଂ ଅନ୍ୟାନ୍ୟ ବହୁ ସଂଘ, ମହାସଂଘ ପକ୍ଷରୁ ୨୦୦୪ରୁ ପ୍ରଚଳିତ ନୂତନ ପେନସନ ଯୋଜନା (ଏନପିଏସ)ର ସମ୍ପୂର୍ଣ୍ଣ ଉଚ୍ଛେଦ ସହ ପୁରାତନ ପେନସନ ଯୋଜନା (ଓପିଏସ୍)ର ପୁନଃ ‌ପ୍ରଚଳନ ପାଇଁ ଦୀର୍ଘ  ୨୦ ବର୍ଷ ଧରି ଯେଉଁ ନିରବଚ୍ଛିନ୍ନ ସଂଗ୍ରାମ ଚାଲିଥିଲା ତାହା ଯେ ଏକୀକୃତ ପେନସନ ଯୋଜନା (ୟୁନିଫାଏଡ୍ ପେନସନ ସ୍କିମ୍ ବା ୟୁପିଏସ୍) ନାମରେ ହଠାତ୍ ପରିବର୍ତ୍ତିତ ହେଇଯିବ, କେହି କେବେ ଚିନ୍ତା କରିନଥିଲେ। ସବୁ କଳ୍ପନାଜଳ୍ପନାର ଅନ୍ତ ଘଟେଇ ୨୪ ଅଗଷ୍ଟ ୨୦୨୪ରେ କେନ୍ଦ୍ର କ୍ୟାବିନେଟ ଓପିଏସ୍ ଓ ଏନପିଏସ୍ ବଦଳରେ ୟୁପିଏସ୍ ନାମରେ ଏକ ନୂଆ ପେନସନ ଯୋଜନାକୁ ମଂଜୁରୀ ପ୍ରଦାନ‌ କରି ପତ୍ର ସୂଚନା କାର୍ଯ୍ୟାଳୟର ଏକ ପ୍ରେସ ଇସ୍ତାହାର ଜରିଆରେ ଘଟଣାକୁ ସାର୍ବଜନୀନ କଲେ। ନାହିଁ ମାମୁଁ ଠାରୁ କ’ଣା ମାମୁଁ ଭଲ ନ୍ୟାୟରେ‌ କିଛି ନେତୃମଣ୍ଡଳୀ ଓ ସଂଗଠନ ଏହାକୁ ସ୍ବାଗତ କରିଥିଲାବେଳେ, କିଛି ମିଶ୍ର ପ୍ରତିକ୍ରିୟା ରଖିଲେ ଏବଂ ବହୁ କର୍ମଚାରୀ ଓ ଶ୍ରମିକ ସଂଗଠନ ଏହାକୁ ନାପସନ୍ଦ କରି ନିଜ ନିଜର ପ୍ରେସ ଇସ୍ତାହାର ଜାରି କରିବା ସହ ଓପିଏସ୍ ପୁନଃ ପ୍ରଚଳନ ଦାବିକୁ ଦୋହୋରେଇଲେ ମଧ୍ୟ। 

     ଏହା‌ ଭିତରେ ପ୍ରେସ ଇସ୍ତାହାର ଜାରି ହେବାର ଚାରିମାସ ସମୟ ଅତିକ୍ରାନ୍ତ ହେବାକୁ ବସିଥିଲେ ବି ଆମୂଳଚୁଳ ସଞ୍ଚାଳନ ଓ ଲେଖାଙ୍କନ ପ୍ରକ୍ରିୟା ସହ ଆବଶ୍ୟକୀୟ ରାଜପତ୍ର ବିଜ୍ଞପ୍ତି ସରକାରଙ୍କ ତରଫରୁ ଏଯାଏଁ ପ୍ରକାଶ ପାଇଲା ନାହିଁ ଯାହା ୟୁପିଏସର ସଠିକ କାର୍ଯ୍ୟକାରିତାକୁ ନେଇ ଅଯଥା ସନ୍ଦେହ ସୃଷ୍ଟି କରୁଛି। କହିବା ବାହୁଲ୍ୟ ଯେ ନୀତିନିୟମ ପରିବର୍ତ୍ତନ କ୍ଷେତ୍ରରେ ଭାରତ ସରକାରଙ୍କ ରାଜପତ୍ର ବିଜ୍ଞପ୍ତି ଏକ ଆବଶ୍ୟକୀୟ ତଥା ସାର୍ବଜନୀନ ନ୍ୟାୟିକ ଦସ୍ତାବିଜ। ସାଧାରଣ ବିଜ୍ଞପ୍ତିଗୁଡିକ ପ୍ରତି  ସପ୍ତାହରେ ଏକ ନିର୍ଦ୍ଧିଷ୍ଟ ଦିନରେ ପ୍ରକାଶିତ ହେଉଥିବା ବେଳେ ଅସାଧାରଣ ବିଜ୍ଞପ୍ତିଗୁଡିକ ଘଟଣାର ପ୍ରାଧାନ୍ୟକୁ ଉପଲବ୍ଧି କରି ପ୍ରତ୍ୟେକ ଦିନ ପ୍ରକାଶିତ ହୁଏ। ତେଣୁ ୟୁପିଏସ୍ ସଂକ୍ରାନ୍ତରେ ରାଜପତ୍ର ବିଜ୍ଞପ୍ତି ତତକ୍ଷଣାତ୍ ପ୍ରକାଶିତ ହେବାର ଥିଲା। ସରକାରଙ୍କ ଦ୍ୱାରା ବିଜ୍ଞପ୍ତି ପ୍ରକାଶନର ଏହି ଅହେତୁକ ବିଳମ୍ବତା ଏକ ନକାରାତ୍ମକ ଦିଗକୁ ସ୍ପଷ୍ଟ ଇଙ୍ଗିତ କରୁଛି।

      ପେନସନ ‌ସଂକ୍ରାନ୍ତରେ ସର୍ବଭାରତୀୟ ସ୍ତରରେ ନିରବଚ୍ଛିନ୍ନ ସଂଗ୍ରାମ ଗଢିତୋଳି ଏନଜେସିଏ ତରଫରୁ ଭାରତର ମହାମହିମ ରାଷ୍ଟ୍ରପତି, ପ୍ରଧାନମନ୍ତ୍ରୀ, କେନ୍ଦ୍ର ଅର୍ଥମନ୍ତ୍ରୀ ଓ କ୍ୟାବିନେଟ ସଚିବଙ୍କୁ ପର୍ଯ୍ୟାୟକ୍ରମେ ଦାବିପତ୍ର ଦିଆଯାଇଥିଲେ ବି ଏନପିଏସର ଉଚ୍ଛେଦ କଥାକୁ ଏଡେଇ ଯାଇ କିଛିଟା ପରିବର୍ତ୍ତନ ଆଣିବା ସକାଶେ କେନ୍ଦ୍ର ସରକାର ଭାରତର ଅର୍ଥସଚିବଙ୍କ ଅଧ୍ୟକ୍ଷତାରେ ଏପ୍ରିଲ  ୨୦୨୩ରେ ଏକ ପେନସନ କମିଟି ଗଠନ କଲେ । ପେନସନ କମିଟି ସହ କର୍ମଚାରୀ ପକ୍ଷର ବାରମ୍ବାର ବୈଠକ ବସିଲା ପରେ କୋୖଣସି ସୁଫଳ ନମିଳିବାରୁ ବାଧ୍ୟ ହୋଇ ୧୯ ମାର୍ଚ୍ଚରେ ନୋଟିସ ଦେଇ ମଇ ପହିଲା ୨୦୨୪ରୁ ଅନିର୍ଦ୍ଦିଷ୍ଟକାଳୀନ ଧର୍ମଘଟକୁ ଓହ୍ଲାଇବାକୁ ଏନଜେସିଏ ମାନ୍ୟବର ପ୍ରଧାନମନ୍ତ୍ରୀଙ୍କୁ ଅବଗତ କରେଇବା ପରେ କର୍ମଚାରୀ ପକ୍ଷର ସମସ୍ତ ପ୍ରସ୍ତାବ କେନ୍ଦ୍ର ସରକାରଙ୍କ ବିଚାରାଧୀନ ଅଛି ଏବଂ ଖୁବ୍ ଶୀଘ୍ର ସରକାର ଏସଂକ୍ରାନ୍ତରେ ବିଦ୍ଧିବଧ ନିଷ୍ପତ୍ତି ନେବେ ବୋଲି ଲିଖିତ ପ୍ରତିଶ୍ରୁତି ମିଳିବାରୁ ଧର୍ମଘଟକୁ  ସ୍ଥଗିତ ରଖାଗଲା। ହେଲେ ଓପିଏସର ପୁନଃ ପ୍ରଚଳନ ବଦଳରେ ସରକାରଙ୍କ ୟୁପିଏସ ଘୋଷଣାନାମା କୋଟିକୋଟି କର୍ମଚାରୀ ଓ‌ ପେନସନଭୋଗୀଙ୍କ ପିଠିରେ ଛୁରୀକା ଘାତ ସଦୃଶ ହୃଦବୋଧ ହେଲା।

     ପ୍ରାରମ୍ଭିକ ତଥ୍ୟାନୁଯାୟୀ  ୟୁପିଏସ୍‌ରେ ସୁନିଶ୍ଚିତ ପେନ୍‌ସନ୍‌, ସୁନିଶ୍ଚିତ ପାରିବାରିକ ପେନ୍‌ସନ୍‌, ସୁନିଶ୍ଚିତ ସର୍ବନିମ୍ନ ପେନସନ୍‌, ମୁଦ୍ରାସ୍ଫିତୀ ଅନୁରୂପ ପେନ୍‌ସନ୍‌ ନିର୍ଦ୍ଧାରଣ ଓ ଅବସର ପରେ ଗ୍ରାଚୁଇଟି ବ୍ୟତୀତ ଏକକାଳୀନ ରାଶି ଇତ୍ୟାଦି ପ୍ରମୁଖ ବୈଶିଷ୍ଟ୍ୟଗୁଡ଼ିକ ରହିଛି। ୨୫ ବର୍ଷର ସର୍ବନିମ୍ନ ଯୋଗ୍ୟତା ଅର୍ଜନକାରୀ ସେବା ଅବଧି ପାଇଁ ଅବସର ପୂର୍ବର ୧୨ ମାସରେ ମିଳିଥିବା ହାରାହାରି ମୂଳ ଦରମାର ୫୦% ମିଳିବ। ଏହି ବେତନ ସର୍ବନିମ୍ନ ୧୦ ବର୍ଷର ଚାକିରି ଅବଧି ଠାରୁ ଆରମ୍ଭ କରି ୨୫ ବର୍ଷ ପର୍ଯ୍ୟନ୍ତ ସେବା ଅବଧି କ୍ଷେତ୍ରରେ ଆନୁପାତିକ ଭାବେ ମିଳିବ। ମୃତ୍ୟୁ ପୂର୍ବରୁ କର୍ମଚାରୀ ପାଉଥିବା ପେନ୍‌ସନ୍‌ର ୬୦% ହାରରେ ପାରିବାରିକ ପେନସନ୍‌ ମିଳିବ। ସର୍ବନିମ୍ନ ୧୦ ବର୍ଷ ଚାକିରି ଅବଧି ସାରି ଅବସର ନେବା ପରେ ମାସିକ ୧୦,୦୦୦ ଟଙ୍କା ପେନସନ ସୁନିଶ୍ଚିତ। ସୁନିଶ୍ଚିତ ପେନ୍‌ସନ୍‌, ସୁନିଶ୍ଚିତ ପାରିବାରିକ ପେନସନ୍‌ ଓ ସୁନିଶ୍ଚିତ ସର୍ବନିମ୍ନ ପେନ୍‌ସନ୍‌ ଉପରେ ସେବା କର୍ମଚାରୀଙ୍କ କ୍ଷେତ୍ରରେ ଶିଳ୍ପ ଶ୍ରମିକଙ୍କ ଭଳି ସର୍ବଭାରତୀୟ ଉପଭୋକ୍ତା ମୂଲ୍ୟ ସୂଚକାଙ୍କ ଆଧାରରେ ମହଙ୍ଗା ଭତ୍ତାର ପ୍ରାବଧାନ ମଧ୍ୟ ୟୁପିଏସରେ ରହିଛି। ଏହା ବାଦ୍, ଅବସର ପରେ ଗ୍ରାଚୁଇଟି ବ୍ୟତୀତ ପ୍ରତ୍ୟେକ ସମ୍ପୂର୍ଣ୍ଣ ୬ ମାସ ସେବା ପାଇଁ ଅବସର ତାରିଖରେ ମିଳୁଥିବା ମାସିକ ପାରିଶ୍ରମିକ (ବେତନ+ଡିଏ)ର ଏକ ଦଶାଂଶ ଏକକାଳୀନ ରାଶି ମଧ୍ୟ ଉପଲବ୍ଧ ହେବ ଏବଂ ଏହି ରାଶି କାରଣରୁ ସୁନିଶ୍ଚିତ ପେନ୍‌ସନ୍‌ର ପରିମାଣ କମ୍‌ ହେବ ନାହିଁ। ପ୍ରକାଶିତ ତଥ୍ୟାନୁଯାୟୀ ୟୁପିଏସ୍, ଓପିଏସର ସଠିକ ବିକଳ୍ପ ନୁହେଁ। କର୍ମଚାରୀ ପକ୍ଷରୁ ଓପିଏସ୍ ଭଳି ଶେଷ ଦରମାର ୫୦% ସୁନିଶ୍ଚିତ ପେନସନ ପାଇଁ ଯେଉଁ ଦାବି ହୋଇଥିଲା ତାହା ଯଦିଓ ସରକାର ଗ୍ରହଣ କରିଛନ୍ତି, ଏନପିଏସ୍ ଭଳି ଏହା ଦେୟଯୁକ୍ତ ରହିଛି । ଓପିଏସରେ ଶେଷ ଦଶମାସର ହାରାହାରି ଦରମା ଅଥବା ଅବସର ମାସର ଦରମାର ୫୦%ରୁ ଯେଉଁଟି କର୍ମଚାରୀ ପାଇଁ ଲାଭଦାୟକ ହେଉଥିଲା, ତାହା ଗ୍ରହଣୀୟ ଥିଲା। କିନ୍ତୁ ୟୁପିଏରେ କେବଳ ଶେଷ ୧୨ ମାସର ହାରାହାରି ଦରମା କଥା କୁହାଯାଇଛି ଯାହା ଅଧିକାଂଶଙ୍କ କ୍ଷେତ୍ରରେ ଆତ୍ମଘାତୀ ହୋଇପାରେ। ପୁରା ପେନସନ ପାଇବା ପାଇଁ ସର୍ବନିମ୍ନ ୨୫ବର୍ଷର ଚାକିରୀ ଅବଧି ପୂର୍ବ ବେତନ ଆୟୋଗଙ୍କ ସୁପାରିଶର ବିରୁଦ୍ଧାଚରଣ କରୁଛି। ଅବସରପ୍ରାପ୍ତ କର୍ମଚାରୀର ଯଦି ୬୭ ବର୍ଷ ପୂର୍ବରୁ ଦେହାନ୍ତ ହୋଇଯାଏ, ତେବେ ଓପିଏସରେ  ପାରିବାରିକ ପେନସନ ସେହିଭଳି ୫୦% ରହି ୬୭ ବର୍ଷ ପରେ ୩୦% ହେଉଥିଲା। କିନ୍ତୁ ୟୁପିଏସରେ ପ୍ରାରମ୍ଭରୁ ୩୦% (୬୦%ର ୫୦%)। ଏନପିଏସର କର୍ପସ ପାଣ୍ଠିରୁ ଯେଉଁ ଉଠାଣ ବ୍ୟବସ୍ଥା ଥିଲା, ୟୁପିଏସ୍ ସେବାବଦରେ ନୀରବ। ତଥାପି, ସରକାରଙ୍କ ଦ୍ୱାରା ଯାହାବି ସାର୍ବଜନୀନ ହୋଇଛି କାର୍ଯ୍ୟକାରିତା ପାଇଁ ଏକ ରାଜପତ୍ର ବିଜ୍ଞପ୍ତି ଏକାନ୍ତ ଅପରିହାର୍ଯ୍ୟ।

     ଏହି ପରିପ୍ରେକ୍ଷୀରେ କର୍ମଚାରୀଙ୍କ ସ୍ୱାର୍ଥକୁ ନେଇ କେନ୍ଦ୍ର ସରକାର ପୂର୍ବରୁ ଭିଆଇଥିବା ଏହିଭଳି ଏକ ନକାରାତ୍ମକ ଘଟଣା ଏଠାରେ ଉଲ୍ଲେଖ କରିବା ଉଚିତ୍ ମନେହୁଏ। କେନ୍ଦ୍ର ସରକାରୀ କର୍ମଚାରୀଙ୍କ ପାଇଁ ସପ୍ତମ ବେତନ‌ ଆୟୋଗ ସୁପାରିଶ କରିଥିବା ସର୍ବନିମ୍ନ ବେତନକୁ  ୧୮୦୦୦ରୁ  ୨୬୦୦୦କୁ ବୃଦ୍ଧି ଏବଂ ବେତନ ନିର୍ଦ୍ଧାରଣ ସୂତ୍ରର ସଂଶୋଧନ ପାଇଁ ୧୧ ଜୁଲାଇ ୨୦୧୬ରୁ  ଅନିର୍ଦ୍ଦିଷ୍ଟ କାଳ ଧର୍ମଘଟ ହେବ ବୋଲି କର୍ମଚାରୀମାନେ  ଏନଜେସିଏ  ତରଫରୁ  ଯେତେବେଳେ କେନ୍ଦ୍ର ସରକାରଙ୍କୁ ନୋଟିସ ଜାରି କଲେ, କେନ୍ଦ୍ର ଅର୍ଥ ମନ୍ତ୍ରାଳୟ  ୬  ଜୁଲାଇ ୨୦୧୬ରେ ପ୍ରେସ୍ ଇସ୍ତାହାର ଜାରି କରି ଏକ ଉଚ୍ଚସ୍ତରୀୟ କମିଟି ଜରିଆରେ ପୁଙ୍ଖାନୁପୁଙ୍ଖ ଅନୁଶୀଳନ  ସହ ଚାରି ମାସ  ଭିତରେ ନିଷ୍ପତ୍ତି ନେବା ପାଇଁ ଘୋଷଣା କଲେ।  ଲିଖିତ ପ୍ରତିଶ୍ରୁତି ପାଇ  କର୍ମଚାରୀମାନେ ଆନ୍ଦୋଳନରୁ ଓହରିଯିବା ପରେ ସେସମୟର ଅର୍ଥମନ୍ତ୍ରୀ ୧୯ ଜୁଲାଇ ୨୦୧୬ରେ ରାଜ୍ୟସଭାର ପ୍ରଶ୍ନୋତ୍ତର କାଳରେ ଉତ୍ତର ରଖିଲେ  ଯେ ସେଭଳି କୌଣସି ପ୍ରସ୍ତାବ କେନ୍ଦ୍ର ସରକାରଙ୍କ  ବିଚାରାଧୀନ  ନାହିଁ। ଇତିମଧ୍ୟରେ,  ୪ ମାସ  ଯାଇ  ୮  ବର୍ଷ ଅତିବାହିତ  ହେଇଯାଇଛି,  ଉଚ୍ଚସ୍ତରୀୟ  କମିଟି ଗଠନ ତ ଦୁରର କଥା, ଏଯାଏଁ ସରକାର କର୍ମଚାରୀଙ୍କର  କୌଣସି କଥା ଶୁଣିବା ଅବସ୍ଥାରେ ନାହାନ୍ତି। ପତ୍ର ସୂଚନା କାର୍ଯ୍ୟାଳୟର ୱେବସାଇଟରେ ୨୦୧୬ର ଉପରୋକ୍ତ ଇସ୍ତାହାର ଏଯାଏଁ ଉପଲବ୍ଧ ହେଉଥିଲେ ବି କେନ୍ଦ୍ର ସରକାର ତାଙ୍କ ଲିଖିତ ପ୍ରତିଶ୍ରୁତିରୁ ସମ୍ପୂର୍ଣ୍ଣ  ଓହରି ଯାଇଛନ୍ତି। ଗୋଟିଏ ଗଣତାନ୍ତ୍ରିକ ଦେଶରେ ଏକ ନିର୍ବାଚିତ ସରକାର ନିଜେ ନିଜର ଲିଖିତ ପ୍ରତିଶ୍ରୁତିକୁ ଅବମାନନା କରିବା ଗଣତନ୍ତ୍ର ପ୍ରତି ଏକ କଠୋର ଉପହାସ କହିଲେ ଅତ୍ୟୁକ୍ତି ହେବନାହିଁ। ତେଣୁ ସନ୍ଦେହ ଉପୁଜିବା ଅତି ସ୍ୱାଭାବିକ ଯେ ୟୁପିଏସ୍ ସଂକ୍ରାନ୍ତୀୟ ପତ୍ର ସୂଚନା କାର୍ଯ୍ୟାଳୟର ୨୪ ଅଗଷ୍ଟ  ୨୦୨୪ର ପ୍ରେସ ଇସ୍ତାହାର ସର୍ବନିମ୍ନ ମଜୁରୀ ବୃଦ୍ଧି ଭଳି ଘୋଷଣା ସର୍ବସ୍ବ ନୁହେଁ ତ? ରାଜପତ୍ର ବିଜ୍ଞପ୍ତି ପ୍ରକାଶନକୁ ବିଳମ୍ବିତ କରି ସରକାର ୟୁପିଏସ୍ କ୍ଷେତ୍ରରେ ସେହିଭଳି ଘଟଣାର ପୁନରାବୃତ୍ତି କରିବେ ନାହଁ ତ?

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Medical Allowance for Pensioners : Lok Sabha Unstarred Question No. 2009 answered on 06.12.2024

PENSION IN DANGER

         

PENSION IN DANGER

Dear Comrades,

       Sincere request to read the letter posted here which has been issued by the Ministry of Social Justice and Empowerment instructing all the Directors of its National Institutes and CRCs (Autonomous Bodies) not to issue PPOs to any employee who are retiring from the current month.

        The fact is that a proposal on the applicability of OPS to regular employees of such Autonomous Bodies recruited before 01.01.2004 is under consideration by the Ministry.

        Can you guess its impact Comrades?

      In my opinion, if I'm  not wrong, it is a systematic planning of the Central Govt. to stop the pension system in toto starting with these Autonomous Bodies.

         We were in struggle for restoration of OPS which was ended with UPS on 24.08.2024 with just a Press Release through PIB.Though four months will be completed soon,  no Gazette Notification has yet been issued. I apprehend about implementation of UPS even. As you know, Ordinary Gazette Notifications are issued weekly where as Extraordinary Gazette Notifications are issued daily by the Central Govt. basing on the importance of the matter. Since 16 weeks have been elapsed, Gazette Notification on UPS has neither  been considered Ordinary or Extraordinary by the Govt.

      We have earlier witnessed such inactive Press Release against Revision of Minimum Wage and Fitment Formula in July 2016.

       As such, without consuming more time, we may accelerate the issue once again failing which Pension must be in danger.

        May I appeal the leaders / Comrades of each Union, Association, Federation and Confederation irrespective of cadre and wing  to be more serious  in this regard.

Regards.
🙏🙏🌷🙏🙏
B. SAMAL
General Secretary
Confederation of Central Govt Employees and Workers

Odisha State CoC