SpeedNet 3.1.2 - Revision Update - 15/12/2011

Purpose of Release:

 
1.Revised Communication Module with customization in message handling and new messages. Message data retention period is extended to one month from the present 7 days. Communication Module Version and revision date will be visible in Module's Main form.
2.KPI-RTS Issue - Delivery -> Dispatch Option fine tuned with additional check for RTS and Redirection for which article is to be dispatched.
 
3.Flat Rate Box Booking data fetch from POS to SpeedNet through Network ( In earlier version - it was collected through collection of Articles with Booking Data-option in SpeedNet for dispatching the same )
 
4 Latest Version details printed in Dispatch and Delivery Reports  
5.BNPL Customer Master entry can be configured with SPARM Account Number. Please read the document on this in Documents Folder of the Release -13.SPAM Facility – Overview.
 
6. Collection Agent Module :Provision to implement limitation on commission to OSA for franked articles vide BD Dte OM NO. 2-17/96-BD & MD dated 17.11.2011
 
7.MNOP-Hub-Master-Data: Latest revisions to Hub Master are available in this release. 

Source : ftp://ptcinfo.org/SpeedNet/speednet3.1.2_15122011/

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Leave Rules for Central Govt. Employees

Dopt Published Leave Rules and Procedure for Central Govt. Employees

Leave Rules for Central Govt. Employees
Some important questions are arising among the serving employees of Central Government regarding their leave, the nodal Department of Central Government has now clarified as a method of Question and Answer, Frequently Asked Questions. We have reproduced and given below for your easy convenience to read the clarifications about Leave Entitlement, Earned Leave, Child Care Leave, Leave Encashment, EL Encashment, Encashment on LTC, Calculation of Encashment, CCL for Public Sector Employees…
Frequently asked Question by Departmental of Personnel and Training…

1. What are the leave entitlement of Govt. servants serving in a vacation Department w.e.f. 1.9.2008?
Earned leave for persons serving in Vacation Departments:-
(1) (a) A Government servant(other than a military officer) serving in a Vacation Department shall not be entitled to any earned leave in respect of duty performed in any year in which he avails himself of the full vacation.
(b) In respect of any year in which a Government servant avails himself of a portion of the vacation, he shall be entitled to earned leave in such proportion of 30 days, as the number of days of vacation not taken bears to the full vacation:
Provided that no such leave shall be admissible to a Government servant not in permanent employ or quasi-permanent employ in respect of the first year of his service.
(c) If, in any year, the Government servant does not avail himself of any vacation, earned leave shall be admissible to him in respect of that year under rule 26.
For the purpose of this rule, the term ‘year’ shall be construed not as meaning a calendar year in which duty is performed but as meaning twelve months of actual duty in a Vacation Department.
A Government servant entitled to vacation shall be considered to have availed himself of a vacation or a portion of a vacation unless he has been required by general or special order of a higher authority to forgo such vacation or portion of a vacation:
Provided that if he has been prevented by such order from enjoying more than fifteen days of the vacation, he shall be considered to have availed himself of no portion of the vacation.
When a Government servant serving in a Vacation Department proceeds on leave before completing a full year of duty, the earned leave admissible to him shall be calculated not with reference to the vacations which fall during the period of actual duty rendered before proceeding on leave but with reference to the vacation that falls during the year commencing from the date on which he completed the previous year of duty.
As per Rule 29(1) the half pay leave account of every Government servant (other than a military officer shall be credited with half pay leave in advance, in two installments of ten days each on the first day of January and July of every calendar year.

2. Whether encashment of leave is allowed after LTC is availed.
Sanction of leave encashment should, as a rule, be lone in advance, at the time of sanctioning the LTC. However, ex-post facto sanction of leave encashment on LTC may be considered by the sanctioning authority as an exception in deserving
cases within the time limit prescribed for submission of claims for LTC.

3. Whether encashment of Leave with LTC can be availed at the time when the LTC is availed by the Government servant only or can leave be encashed at the time when LTC is availed by family members? A Govt. servant can be permitted to encash earned leave upto 10 days either at the time of availing LTC himself or when his family avails it, provided other conditions are satisfied.

4. Whether leave encashment should be revised on retrospective revision of pay/D.A?
In terms of 38-A of CCS(Leave) Rules, encashment of EL alongwith LTC is to be calculated on pay admissible on the date of availing LTC+DA admissible on that date. If pay or DA admissible has been revised with retrospective effect, the Govt. servant would be entitled to encashment of Leave on the revised rates.

5. Whether encashment of Earned Leave allowed to a Govt. servant prior to his joining the Central Govt. is to be taken into account while retiring ceiling of leave encashment on his superannuation and retirement from Central Govt.?
Encashment of EL allowed by the State Governments, Public Sector Undertakings, Autonomous Bodies for services rendered in the concerned Govt. etc. need not be taken into accounl for calculating the ceiling of 300 days of Earned leave to be encashed as per CCS(Leave) Rule.

6. Whether leave encashment can be sanctioned to a Govt. servant on his superannuation while under suspension? Leave encashment can be sanctioned, however Rule 39(3) of CCS (Leave) Rules, 1972 allows with holding of leave encashment in the case of a Govt. servant who retires from service on attaining the age of superannuation while under suspension or while disciplinary or criminal proceedings are pending against him, if in view of the authority there is a possibility of some money becoming recoverable from him on conclusion of the proceedings against him. On conclusion of the proceedings he/she will become eligible to the amount so withheld after adjustment of Government dues, if any.

7.Whether leave encashment can be sanctioned to a Govt. servant on his dismissal/removal, from service?
A govt. servant who is dismissed/removed from service or whose services are terminated ceases to have any claim to leave at his credit from the date of such dismissal, as per rule 9(1). Hence he is not entitled to any leave encashment.

8. Whether interest is payable on delayed payment of leave encashment dues?
No, there is no provision in the CCS (Leave) Rule 1972 for payment of interest on leave encashment.

9. Whether a Govt. servant who has been granted study leave may be allowed to resign to take up a post in other Ministries/Department of the Central Govt. within the bond period?
Yes, As per rule 50(5)(iii) a Govt. servants has to submit a bond to serve the Govt. for a period of 3 years. As the Govt. servant would still be serving the Govt. / Department he may be allowed to submit his technical resignation to take up another post
within the Central Govt.

10. Whether women employees of Public sector undertakings/Bodies etc. Are entitled to CCL?
Orders issued by DOPT are not automatically applicable to the employees of Central Public Sector Undertakings/Autonomous Bodies, Ranking industry etc. It is for the PSUs/ Autonomous Bodies to decide the applicability of the rules/instructions issued for the central Government employees to their employees in consultation with their Administrative Ministries.

11. Whether Govt. servant can be permitted to leave station/go abroad while on CCL?
Child care leave is granted to a woman employee to take care of the needs of the minor children. If the child is studying abroad or the Govt. servant has to go abroad for taking care of the child, she may do so subject to other conditions laid down for this purpose.

12. What is the intention behind the instruction that CCL is to be treated like EL and sanctioned as such?
The intention is that CCL should be availed with prior approval of leave sanctioning authority and that the combination of CCL with other leave, if any, should be as per the restriction of combination with EL. The restriction of the limit of 180 days at a stretch as applicable in the case of EL will not apply in case of CCL. The other conditions like CCL may not be granted for less than 15 days or in more than 3 spells, etc., in a year, will apply.
Leave Rules…

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Honorarium for officials entrusted with the work of drawl of arrears of pension while implementing the recommendations of the 6th CPC received from Establishment Division of the Directorate.

Letter No. 42-1/2011-PAP dated 29-11-2011 regarding Honorarium for officials entrusted with the work of drawl of arrears of pension while implementing the recommendations of he 6^th CPC received from Establishment Division of the Directorate

            I am directed to intimate that the grant of honorarium for drawal of arrears of pension while implementing the recommendations of the 6^th Central  Pay Commission has been under consideration of the Postal Directorate. Now, it has been decided to grant honorarium to the officials entrusted with the work of drawal of arrears of pension while implementing the recommendations of 6^th CPC at the rates indicated below:

For drawal of Pension Arrears

            (i)         Rs 1/- per month for drawal of pension arrears and entry in all  relevant records.

            (ii)        Checking of the drawal of pension arrears and entries made –    Rs 2/-

2.         It may be ensured that the prescribed ceiling of the honorarium to be sanctioned by the Competent Authority does not exceed the rates mentioned above.

3.         Contents of this letter may be brought to the notice of all concerned.

4.         This issues with the concurrence of Finance Advice (Postal) vide their diary No. 166/FA/2011-CS dated 29-11-2011.

Sd/-

(S.V.Rao)

Asst. Director General(Estt)

&

Letter No. 33-04/2011-PAP dated 22-11-2011 regarding Grant of Special Allowance for Child Care for Women with disability.

            I am directed to forward herewith copies of the Ministry of Personnal, P.G. & Pension, Department of personnel &Training, New Delhi O.M. No. 12011.04/2008-Estt.(AL) dated 26^th September 2011 on the subject cited above, for kind information and further necessary action.

 

Sd/-

(S.V.Rao)

Asst. Director General(Estt)

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SB ORDER NO. 33/2011 : Issue of clarifications regarding premature closure of TD accounts.

SB ORDER NO. 33/2011

F.No.113-01/2011-SB

Government of India

Ministry of Communications & IT

Department of Posts

Dak Bhawan, Sansad Marg,

New Delhi-110001, Dated: 13.12.2011

To

All Heads of Circles/Regions

Addl. Director General, APS, New Delhi.

Subject:- Issue of clarifications regarding premature closure of TD accounts.

Sir / Madam,

The undersigned is directed to refer to this office SB Order No. 27/2011 dated 24.11.2011 vide which decisions taken by Min. of Finance regarding changes in POTD scheme effective from 1.12.2011 were circulated.

2. Some circles have asked for clarifications regarding applicability of reduction in interest rate to be charged on premature closure of TD accounts to the old accounts. It is clarified that:-

(i) In case of premature closure of 1 Year, 2 Year, 3 Year or 5 Year account which were opened even before 1.12.2011, if the deposit is withdrawan after 6 months but before the expiry of one year from the date of deposit, simple interest at the rate applicable to from time to time to post office savings account shall be payable. The rate of interest shall be 3.5% up to the period 30.11.2011 and 4% thereafter.

(ii) In case of premature closure of 2 Year, 3 Year or 5 Year account which were opened even before 1.12.2011, if the deposit is withdrawan after the expiry of one year from the date of deposit, interest on such deposits shall be calculated at the rate, which shall be one per cent less than the rate which was applicable at the time of opening of TD account. Interest calculation tables for the TD accounts opened before 1.12.2011 and opened on or after 1.12.2011 and applied for premature closure on or after 1.12.2011 are enclosed.

3. It is requested that this clarification and interest calculation table may be circulated to all post offices immediately for information and necessary guidance please.

4. This issues with the approval of DDG(FS)

Yours faithfully,

(Kawal Jit Singh)

Assistant Director (SB)

Encl:- as above

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Draft Postal Training Policy...............

CLICK HERE FOR DETAILS

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Know about CHILD CARE LEAVE

Q Who are entitled for Child Care Leave?

A Child Care Leave can be granted to women employees having minor children below the age of 18 years, for a maximum period of 2 years (i.e. 730 days) during their entire service, for taking care of up to two children whether for rearing or to look after any of their needs like examination, sickness etc. Child Care Leave shall not be admissible if the child is eighteen years of age or older.

Q Am I eligible to draw Salary for the period for which Child Care leave is availed?

A During the period of such leave, the women employees shall be paid leave salary equal to the pay drawn immediately before proceeding on leave.

Q Whether CCL can be debited against any other type of Leave admissible to the employee?

A Child Care Leave shall not be debited against the leave account. Child Care Leave may also be allowed for the third year as leave not due (without production of medical certificate).

Q Whether Child Care Leave can be combined with any other leave?

A It may be combined with leave of the kind due and admissible.

Q Whether Child Care Leave is applicable for third child?

A No. CCL is not applicable to third Child.

Q How to maintain Child Care Leave account?

A The leave account for child care leave shall be maintained in the proforma prescribed by Govt, and it shall be kept along with the Service Book of the Government servant concerned.

Q Whether CCL can be claimed as a matter of right?

A The intention of the Pay Commission in recommending Child Care Leave for women employees was to facilitate women employees to take care of their children at the time of need. However, this does not mean that CCL should disrupt the functioning of Central Government offices. The nature of this leave was envisaged to be the same as that of earned leave.

Q Whether we can prefix or suffix Saturdays, Sundays, and Gazetted holidays?

A As in the case of Earned Leave, we can prefix or suffix Saturdays, Sundays, and Gazetted holidays with the Child Care Leave.

Q Should we have any Earned Leave in Credit for the purpose of taking Child Care Leave?

A There was a condition envisaged in the Office Memorandum relevant to Child Care Leave to the effect that CCL can be availed only if the employee concerned has no Earned Leave at her credit. However, this condition was withdrawn by the Government and as such there is no need for having EL in credit to avail CCL.

Q Whether CCL can be availed without prior sanction?

A Under no circumstances can any employee proceed on CCL without prior approval of the Leave sanctioning authority.

Q Can we avail CCL for the children who are not dependents?

A The Child Care Leave would be permitted only if the child is dependent on the Government servant.

Q Is there any other conditions apart from the total number of holidays and the age of the child?

A The Conditions regarding spell of CCL, imposed upon by the Government are that it may not be granted in more than 3 spells in a calendar year and that CCL may not be granted for less than 15 days.

Further, CCL should not ordinarily be granted during the probation period except in case of certain extreme situations where the leave sanctioning authority is fully satisfied about the need of Child Care Leave to the probationer. It may also be ensured that the period for which this leave is sanctioned during probation is minimal.

Q Whether Earned Leave availed for any purpose can be converted into Child Care Leave? How should applications where the purpose of availing leave has been indicated as 'Urgent Work' but the applicant claims to have utilized the leave for taking care of the needs of the child, be treated?

A Child Care Leave is sanctioned to women employees having minor children, for rearing or for looking after their needs like examination, sickness etc. Hence Earned Leave availed specifically for this purpose only should be converted.

Q Whether all Earned Leave availed irrespective of 'number of days i.e. less than 15 days, and number of spells can be converted? In cases where the CCL spills over to the next year: for example 30 days CCL from 27th December, whether the Leave should be treated as one spell or two spells'?

A No. As the instructions contained in the OM dared 7.9.2010 has been given retrospective effect, all the conditions specified in the OM would have to be fulfilled for conversion of the Earned Leave into Child Care Leave. In cases where the leave spills over to the next year, it may be treated as one spell against the year in which the leave commences.

Q Whether those who have availed Child Care Leave for more than 3 spells with less than 15 days can avail further Child C31.e Leave for the remaining period of the current year'?

A No. As per the OM of even number dated 7.9.2010, Child Care Leave may not be granted in more than 3 spells. Hence CCL may not be allowed more than 3 times irrespective of the number of days or times Child Care Leave has been availed earlier.

Q Whether LTC can be availed during Child Care Leave?

A LTC cannot be availed during Child Care Leave as Child Care Leave is granted for the specific purpose of taking care of a minor child for rearing or for looking after any other needs of the child during examination, sickness etc.

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