Master Copy for IRTMTCALD by IRICEN Railway Services

Master Copy for IRTMTC/ALD by IRICEN

Railway Services (Conduct) Rules 1966

The word “Conduct” connotes the behavioral attitude as well as fall out of an employee in an administrative set up which is required to be gauged by the standard required for Which someone has to lay down the ground rules.

What is meant by the term ground-rules? Ground rules would mean how the head of the family desires his wife, his son/s or daughter/s, or any other member of the family to behave and interact in a society.

The Railway Services (Conduct) Rules 1966 govern the a) Gaz. officers holding posts in the Railway Board – through the President; b) Other Gaz. Officers working in the Zonal Railways through the Railway Board. c) Non-Gaz. Staff in the Railway Board by the Railway Boards and on the Railways by the Railways. d) If is not applicable to the Railway Protection Force staff.

GENERAL RULE- i. e. 3 3. 1(i) – Maintain absolute integrity – 3. 1(ii) –Lack of Devotion to duty 3. 1(iii) – Unbecoming of a Rly. servant

What do we mean by the word integrity? Integrity means a person should not only appear to be aboveboard but his actions if scrutinized should also show that he has acted in a manner which is not in any way going to tarnish the image of the railways or he has not taken any action by which he, or his kith and kin is at an advantage for themselves, conversely causing a loss to the Administration.

Devotion to duty would mean completing tasks allotted within the allotted time by making efforts to do more than what is not only allotted but expected of an individual

3. 1(iii) unbecoming of a railway Servant To understand the meaning of unbecoming of a railway servant let us first visualize the status that we attain in society because of being a government servant. Every individual is looked upon with an aura. This distinguished status is required to be maintained by all individuals in the railway family.

Rule 3. 2 – deals with the responsibilities that a supervisory staff has to shoulder regarding his subordinates under his charge in ensuring integrity as well as devotion to duty.

Rule 3. 2(2) – deals with every railway servants acting in his best judgement except when acting under the direction of his superiors. Even when acting under the directions of his superior the individual has to ensure that he obtains directions of his superior in writing either immediately or as soon as it is practical. Rule 3. 2(2)

Rule 3(a) – deals with promptness and courtesy - Any discourteous act or attitude of a dilatory tactics or causing willful delays in disposal of work assigned to an individual would attract violation of these rules.

Rule 3(b) – deals with observance of government’s policies, regarding age of marriage, preservation of environment, protection of wild life, cultural heritage and also deals with provision of crime against women.

Rule 3(C) - Deals with prohibition of sexual harassment of working women. This would include any act of sexual harassment at work place

Rule 4 – Employment of near relatives or Rly servant in company or firm enjoying govt. patronage Rule 5 – Taking part in politics and elections TOTALLY PROBIHITED Rule 6 – Joining Assns. or Unions by railway servants Rule 7 – Demonstration IS TOTALLY PROBIHITED

Rule 9 – Criticism of government This is totally prohibited. Rule 10 – Evidence before committee or any other authority Rule 11 – Unauthorized communcation of information Rule 12 – Subscription totally prohibited

Rule 13 – Gifts–generally gifts and hospitality are not to be accepted from any person Rule 13(A) No railway servant shall give, pay or abet in giving or taking of dowry. Rule 14 - Public demonstration in honor of railway servant would require the prior sanction of the govt.

Rule 15 – Private trade or employment Rule 15(a) – Sub-letting and vacation of government accommodation Rule 16 – Investment, lending & borrowing Rule 17 – Insolvency and Habitual indebtedness Rule 18 – Movable Immovable and valuable property

Rule 18(a) Restrictions in acquisition and disposal of immovable property outside India and transaction with foreigners. Rule 19 – Vindication of Acts & character of rly servants Rule 20 – Canvassing of non-official or other influence Rule 21– Restrictions regarding Marriage

Rule 22 – Consumption of intoxicating drinks and drugs Rule 23 –Interpretation of these rules lies with the President. Rule 24 – Delegation of powers are as delegated by President/GM Rule 25 – Deals with repeal & savings Rule 26 – To abide by all administrative instructions.

Manpower planning in Indian Railways

Manpower planning in Indian Railways • Manpower planning is a process which aims to have the right number of staff at right places with right type of skills at right times to enable the organisation to achieve it s short term and long term goals. In other words, manpower planning is the system, which ensures the manpower availability at a given point of time. • Manpower planning means establishment of job specifications or qualitative requirements of jobs to determine the number of people required and to find supply source. • Manpower recruitment is related to matching the personal qualities of employees with the job requirements.

Job analysis and Job description • Job analysis means analysing the corporate plans, objectives, finance, investments, products, marketings etc. with the trend of turnover, promotion patterns, transfers, qualifications, training, experience, performance standards and performance actuals. • Job description includes job design, job specifications, job enlargement, job enrichment, job responsibilities etc. When these elements are co-related, the job demand is known. • Job analysis, job specification and job design are the important factors involved in human resource development and manpower planning.

Assessment of Manpower in Railways • In open line, factors like normal wastage, death, deputation, dismissal, creation of assets and posts, leave reserve, rest givers, yardsticks etc. , influences the assessment of manpower. • In construction projects, performance evaluation and review technique, phasing of work etc. , are used to assess manpower. • There have been dynamic change in the technology and modernisation, electrification, computerisation, mechanisation of track maintenance etc. are taking place at fast rate to meet the challenges of traffic requirements in Indian railways. To meet the challenges of the changing environment, systematic manpower planning is essential. Therefore a category-wise analysis of staff should be carried out, to identify the surplus and to arrange manpower in the areas of need. This adjusts the surplus in one category to other categories, where there is demand. Manpower planning ensures that the existing manpower is utilized to the maximum extent.

Assessment of Manpower in Railways • Manpower planning emphasise on training to different categories of staff to improve the skill and to increase productivity. This step reduces the availability of unskilled staff, increase productivity and maximise manpower utilisation. Regular conversion training programs reduce the wastage of manpower due to changeover. The staff are also deputed for refresher course, conversion course, promotional course etc. with the aim to develop organisationally effective personnel with pride in their work and faith in management. • The primary objective of the manpower planning is to ensure the availability of the required skill and to reduce wastage. When the manpower availability is clearly known arrangements can be easily made to cater to the additional needs of manpower as indicated in the forecasts. Normally, the field officers responsible for executing the job are responsible for the manpower planning.

Training of Railway employees • Indian Railways have 291 Training centers to impart training to different categories of railwaymen • Every year 1 Lakh employees undergo Refresher courses. If the schedules are strictly adhered, it is estimated that 4 to 4. 5 Lakh employees should undergo RC every year. • Each Training Institute has to submit Annual performance report to Manpower Directorate of Railway Board. • Training of Railway servants can consist class room training on technical as well as Railway working rules, on job training and even in some cases independent working as part of training depending on the category of employee.

Welfare measures in Railways

1. Railway Institutes and Clubs

2. Schooling Facilities and Education Assoistance

3. Grants-in-aid (to school)

4. Education Assistance, Reimbursement of Tuition fees, Hostel Subsidy

5. Holiday Homes & Convlescent Homes

6. Provision of Canteens

7. Scouts & Guide

8. Handicraft and vocational training centers

9. Cooperative Societies

10. Medical Facilities

11. Mobile Libraries

12. STAFF BENEFIT FUND

Staff Benefit Fund • Each Railway Administration maintains a Railway Staff Benefit Fund which is financed from: • a) receipts from fines. • b) all receipts from forfeited Provident Fund bonuses other than those of gazetted • Railway servants, and • c) an annual grant from the railway revenues at a per capita rate of Rs. 500/- for the • Financial year 2010 -11 in respect of each non-gazetted Railway employee • employed on the Railway (other than in a Capital construction project) at the end • of the previous year.

• The fund is administered at Headquarter level, for the benefit of non-gazetted staff, by a • committee consisting of: • Chairman Chief Personnel Officer of Zonal Rly • Members Chief Medical Officer • Dy. General Manager ( General) or C. E. • 12 selected members from each union • viz. , 6 from NRMU & 6 from CRMS. • Secretary Personnel officer (Labour & Welfare)

The objects of the Fund are as under: • a) to aid education of the staff and their children when no assistance is admissible under the rules; • b) recreation and amusement for the staff and their children; • c) relief and distress amongst the members of the staff and their families; • d) such schemes from sickness or maternity leave to the families of the employees as are not covered by the Medical Attendance and Treatment Rules; • e) Any other object with the approval of General Manager:

• Annual Inter-Railway Cultural Competitions should be financed from Staff Benefit Fund, • and out of the head “Recreation other than Sports” for which an amount of Rs. 2 per capita has been earmarked as per capital contribution of 5 paise will be earmarked for being spent on Inter-Railway Cultural Competition every year. Allotment of this part of the Fund to the various organizing railway as may be decided by Railway Board, will be made centrally by the Board.

Proportion for spending amount: The amount of fund are spent according to the following proportion… a) Education 31% • b) Recreation of staff and children 21% c) Relief of distress, Sickness 41% • d) Miscellaneous 7%

• Divisional Staff Benefit Fund Committee consists of an officer nominated by Divisional Railway Manager, two representatives from each union and a nominated Welfare Inspector shall be the Secretary, and presided over by Divisional Personnel Officer. • In Workshop, Workshop Staff Benefit Fund Committee would be same as prescribed for Divisional Committee and if there is no Senior Personnel Officer attached to Workshops his place shall be taken by the Works Manager.

The following are the activities under the heading “ General Activities” • Education • 1. for technical education in Engineering, Medical and Scientific courses. • 2. assistance in the shape of stipend for courses of Chartered Accountancy Cost Accountancy. • 3. for opening of Vocational training centres. • 4. educational assistance to Group ‘D’ appearing in School final examination. • 5. for deaf, dumb and blind children educational expenses.

Recreation • 1. Grants to Institutes, Sports Clubs, Children Camps, Cultural activities, Recreation centres, Mahila Samities. • 2. Supply of books to Railway hospitals for indoor patients. • 3. Loans of Canteens. • 4. Mid-day meals to children of Primary schools. • 5. For uniforms to school children of Primary schools.

Sickness and distress relief • 1. For funeral expenses of low paid staff. • 2. Assistance to staff suffering from T. B. , Cancer, Mental diseases when they are on • leave without pay. • 3. For purchase of artificial limb, spectacles, dentures • 4. Distress due to natural calamity. • 5. Assistance to low paid staff for loss due to fire.

Miscellaneous • 1. Provision of libraries and mobile libraries. • 2. Railway Reading rooms • SBF committee shall hold office normally for period of one year. General Manager shall • arrange for keeping the accounts of fund audit of accounts shall be carried as • prescribed by President and G. M. shall also submit an annual report to Railway Board • on Working of fund during the previous financial year.

Salient Points a) where assistance is given under Educational Assistance Rules, no further assistance from the SBF to be given. b) In deserving cases of distress of ex-members or their families, relief may be sanctioned for the purpose of educational assistance but this cannot be as a regular measure as the serving employees have a prior claim. c) Retired Railway employees or persons dismissed/removed or outsiders cannot be nominated to the SBF Committee. d) Railway employees under suspension should not be allowed to attend the meetings of the SBF. However, there is no objection for substitute taking his place.

e) Expenditure on maintenance of maternity centres on the Railways is to be borne from 1. 4. 55 from Railway revenues instead of contribution from SBF. f) Railway employees serving on various Railway Recruitment Boards will continue to derive the individual benefit from the SBF of their parent Railway. For collective benefit, such as recreation, sports, etc. they will be attached to the Railway who has the Administrative control of the Railway Recruitment Boards.

g) The number of permanent staff of open line in the Railways on their regular transfer to Construction Projects except RE and COFMOW should be taken into account for the purpose of working out per-capita contribution to SBF. h) The cost of the stationary, printing charges of forms, postage charges and other contingent expenses relating to the Funds is met from the Railway revenues. Expenditure on entertainment during SBF meeting should be met from the Fund itself. i) Elected representatives when attending meetings of the SBF committees will be issued passes of the Class to which they eligible on privilege account as Railway servants.

The accounts of the SBF will be monitored and internally checked by the office of the FA & CAO and the Audit will make the checks. Annual reports on the working of the SBF should be submitted by each Railway Administration to the Railway Board.

THANK YOU

PNM PERMANENT NEGOTIATING MACHINERY (PNM) ON NDIAN RAILWAYS.

Objectives • To maintain contact with organized labours and resolve disputes and differences arising between organized labours and administration. • Three levels • Zonal level • Railway Board level • Ad-hoc tribunal level

Functioning at Zonal level • Divisional/Workshop level: Meetings are separately held once in two months with two recognized unions i. e. National Railway Mazdoor Union and Central Railway Mazdoor Sangh. At divisional level, DRM is chairman of the meeting and SR. DPO acts as Secretary whereas on workshop level, CWM is the chairman and SPO (w/s) is the Secretary. Matters those can be resolved on the divisional/workshop levels are discussed and those could not be resolved, are transferred for discussion at Headquarters level. • Headquarters level: Meetings are separately held once in three months with two recognized unions i. e. National Railway Mazdoor Union and Central Railway Mazdoor Sangh. At Headquarters level, GM is chairman of the meeting and CPO (IR) acts as Secretary Matters those can be resolved on the headquarters levels are discussed and those could not be resolved, are transferred for discussion at Railway Board level.

Functioning OF PNM • Railway Board level: Meetings are held with the federations of the Unions. Member staff is the chairman of the meeting and Director (Establishment) is the Secretary. • Ad-hoc Tribunal: Those matters could not be resolved in above three levels, are discussed and resolved in the Ad-hoc Tribunal. Retired judge of the Court is nominated for resolving matters.

JCM

J C M (JOINT CONSULTATIVE MACHINERY) With a view to have harmonious relations between government and its employees in matters of common concern and with the object of further increasing the efficiency, the government of India have established a machinery known as the joint consultative machinery. It was recommended by the Second Pay Commission (1959). After working out the details in consultation with the leaders of the employees, the Scheme (Appendix I) was introduced in 1966.

Objective • The Scheme has been introduced with the object of promoting harmonious relations and of securing the greatest measure of cooperation between the Government, in its capacity as employer, and the general body of its employees in matters of common concern, and with the object, further, of increasing the efficiency of the public service.

Applicability 3. The Scheme covers all regular civil employees of the Central Government, except: a. the Class I services; b. the Class II services, other than the Central Secretariat Services and the other comparable services in the headquarters organization of the Government; c. persons in industrial establishments employed mainly in managerial or administrative capacity, and those who being employed in supervisory capacity draw salary in scales going beyond Rs. 2900/- per mensem; d. employees of the Union Territories; and e. police personnel.

Scope of Joint Councils • The scope of the Joint Councils includes all matters relating to conditions of service and work, welfare of employees and improvement of efficiency and standards of work, provided, however, that (i) in regard to matters of recruitment, promotion and discipline, consultation is limited to matters of general principles only, and (ii) individual cases are not considered. While the National Council deals only with matters affecting Central Government employees generally, such as pay of common categories of staff, allowances, etc. , the Departmental Council deals with matters affecting only the employees in the Ministries/Departments concerned. The Office/Regional Councils deal with regional or local issues only.

Structure of Joint Councils • The Scheme provides for setting up Joint Councils at the National, Departmental and Regional/Office levels. The National Council is the apex body. Its Constitution is given in Appendix III. The detailed rules governing the Conduct of Business of the National Council are given in Appendix IV. Departmental Councils under the Scheme are set up in the Ministries/Departments. A Model Constitution of the Departmental Council is added at Appendix V. • There will normally be one Departmental Council for each Department. For two or more small Departments under a Ministry, there may, however, be a single Council, especially if the nature of duties in the departments are similar. The instructions governing the Conduct of Business of the Departmental Councils are at Appendix VI. There will also be Regional/Office Councils where the structure of a department permits the setting up of such a Council. The Model Constitution of the Office Council is at Appendix VII.

JCM works at three-tier basis. • 1. National Council • 2. Departmental council • 3. Regional council

Composition of Joint Councils • Composition of various Joint Councils is as follows: • Maximum number of representatives • • National Council Official Side 25 • Departmental Council 10 • Office Council 5 Staff. Side 60 20 to 30 8

National Council • a) The national council will deal with matters effecting the all central government employees of different departments such as pay and allowances, minimum wages, weekly hours of rest etc. • b) Chairman : cabinet sectary of government of India. Administrative side- up to 25 members appointed by the government from different central government department. • Staff side : upto 60 members who will be nominated by the federation, recognised tread unions of different central government department. • Secretary : each side will appoint its own secretary

National Council • c) National council may appoint a comity of experts to study at report on any matter falling within its scope. • d) The subject agenda must be circulated one month in advance. • e) Any matter disposed off cannot be placed on agenda during next 12 months. • f) If there is no agreements between the two then the matter is refereed to the Board of Arbitration whose decision would be final and binding on both the parties, only parliament can change it otherwise it cannot be touched and remains in operation for a period of three years. • g) It must meet once in six months.

Departmental Council • a) Every revenue earning ministry must have a departmental council • b) It deals with the matter effecting all Railway employees. • c) Chairman : Chairman Railway Board • Administrative side : upto 10 members nominated by the Rly board. • Staff side : upto 60 members nominated by AIRF & NFIR. • d) Subject agenda must be circulated one month in advance and of agenda items may also be put up with the permission of the chairman • e) It must meet once in 4 month.

Regional Council • It deals with the common problems of the employees of a particular reason. Chairman would be the senior most officer of that particular reason. • Both side will nominate their representatives.

PREM (Participation of Railway Employees in Management)

PREM • It was setup in the ministry of Railway in the year 1972 and the Zonal Railways in 1977. • On Indian Railways it is working on three-tier basis. • 1. The Railway Board Level ( Corporate Enterprise Group of Labour of Management) • 2. The Zonal Railway Level • 3. The Divisional Railway Level

PREM • Object: • To have better and systematic participation of labour in management with the main objective of improving the efficiency viability of Railway organisation and building the image of Railways as a service organisation • To proved free flow of exchange of ideas on the running and shaping of Railway organisation • Apprise the investment programme particularly in regard to housing and welfare activities. • Note : Staff matters could not be discussed unless linked with the overall productivity of the organisation.

PREM • 1. The Railway Board Level : • Chairman - Chairman Railway Board • Convenor - Secretary Railway Board • Administrative side - Members Railway Board, Advisers & ED’s, • Staff side - Four representatives of NFIR & AIRF each. • Four representatives of federation of Railway officers. • Four representatives of federation of promotee officers association

PREM • 2. The Zonal Railway Level • Chairman - GM • Convenor - Dy. GM (G) • Administrative side - AGM & PHOD’s • Staff side - Four representatives of NRMU & CRMS each • Four representatives of Railway officers association. • Four representatives of promotee officers association.

PREM • 3. Divisional Railway Level : • Chairman - DRM • Convenor - Sr. DPO/ DPO • Administrative side - ADRM & Branch Executives • Staff side - Four representatives of NRMU & CRMS each • Four representatives of Railway officers association. • Four representatives of promotee officers association. • Meeting : once in three months at all three levels.

THANKS