Memorandum submitted by the Federation of National Postal Organisations (FNPO) to the 8th Central Pay Commission Draft Committee, here is a consolidated summary in paragraph format:
The FNPO, representing Central Government postal employees and as a member of the National Council (JCM), has submitted a detailed proposal covering all aspects of the 8th Pay Commission's mandate. The central pillar of their submission is the demand for a scientifically determined, need-based minimum wage. They argue that the 7th CPC diluted the established 15th Indian Labour Conference (ILC) norms and the Supreme Court's mandate in the Raptakos Brett case. By updating the ILC consumption basket with current prices from eight major cities and strictly applying the Aykroyd formula, FNPO calculates the minimum wage for a three-unit family at ₹46,000. Recognizing that most employees support dependent parents, they further argue for a five-unit family norm, which escalates the minimum wage to approximately ₹76,360. However, their concluding demand sets the minimum pay at not less than ₹54,000 per month.
This revised minimum pay necessitates a new fitment factor. FNPO critiques the 7th CPC's factor of 2.57 as inadequate, stemming from an under-assessed base pay. They propose a uniform fitment factor of 3.00, derived from the new minimum of ₹54,000, to ensure fair wage revision and correct compression at lower levels. For pay structure, they recommend retaining but revising the Pay Matrix. Entry-level pay (Level 1) should be ₹54,000, with annual increments increased from 3% to 5% to ensure meaningful career progression. They propose a revised matrix with differential rationalisation factors (ranging from 3.00 to 3.25) across levels to maintain relativities, resulting in a maximum pay (Cabinet Secretary) of ₹8,12,500 and a compression ratio of about 1:15.
On promotions and career progression, FNPO demands that financial upgradation must result in a tangible benefit. They propose a minimum of two increments on promotion and that pay after promotion/MACP must never be less than the pre-upgradation pay. They recommend making MACP benchmark-free (based on satisfactory service only) and granting it at 6, 12, 18, 24, and 30 years of service. For allowances, FNPO calls for significant enhancements: House Rent Allowance (HRA) should be simplified to 30% for metro cities and 20% for non-metros; Transport Allowance should be doubled; and Children's Education Allowance (CEA) should be increased by a factor of 2 and extended to cover graduate and post-graduate studies. They also demand the restoration of Special Pay (not Special Allowance) as part of basic pay for pensionable benefits.
Regarding pensions and retirement, FNPO strongly advocates for the restoration of the Old Pension Scheme (OPS/GPS) for all Central Government employees, citing the market risks and lack of guaranteed income under the National Pension System (NPS). They also call for a comprehensive revision of pension for all pre-01/01/2026 retirees to align with the new pay scales. On medical facilities, they push for a nationwide cashless treatment framework for all employees and pensioners by expanding the empanelment of CGHS hospitals.
Other key demands include: merging Dearness Allowance (DA) with pay whenever it crosses 50%; introducing a structured Overtime Allowance formula linked to (Basic Pay + DA)/200; enhancing various leaves (e.g., Casual Leave to 12 days, Maternity Leave to 240 days, introducing Menstrual Leave); revising Leave Travel Concession (LTC) to once every two years and permitting air travel for all; removing the 5% ceiling on compassionate appointments; and relaxing transfer policies, especially on spouse grounds. The memorandum concludes by urging the 8th CPC to adopt these measures to ensure equity, social justice, and the dignity of Central Government employees, thereby maintaining morale and efficiency in public service.
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