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SECTION 2-RECRUTMENT
2.01
2.02
2.02.01
2.03
2.04
2.05
2.06
2.07
2.08
2.09
Recruitment Rules
Recruitment
Grant of Special increment to Daily Rated Casual
Workers (muster Roll) for promoting small family
norms- Clarification regarding
Co-ordination arrangement and units of seniority
Recruitment Committees and Appointments
Recruitment of Departmental Candidates against Higher
Posts in the Direct Recruitment Quota
Registration of Departmental Candidates with
Employment Exchange
Issue of No Objection Certificate to Permanent
employees for Registration with Employment Exchange
Issue of No Objection Certificate to Temporary
employees for Registration with Employment Exchange
Medical Examination and verification of Charter and
Antecedents
2
2
4
4
5
5
5
6
6
7
7
7
8
SECTION 4-PAY
4.01
4.02
4.03
4.04
Pay
Fixation of pay and Grant of periodical Increments
Fixation of pay of work-charged Staff transferred to
Regular Establishment and re-transferred to workcharged Establishment
Fixation of pay of Employees transferred from workcharged Establishment to Regular Establishment or vice
versa
9
9
9
SECTION5- ALLOWANCES
5.01
5.02
5.03
5.04
10
10
10
6.08
6.09
6.10
6.11
Earned Leave
Leave on Half pay on Medical Certificate
Hospital Leave
Maternity Leave
Child Care Leave
Paternity Leave
Extraordinary Leave
Casual Leave
Leave on full pay during the period of disablement
resulting from an accident covered under Workmens
Compensation Act
Special Casual Leave
Leave not Due
Combination of Leave
Prefixing & Suffixing of Holidays to Leave
11
11
12
12
12
12
13
14
14
14
16
16
17
Duty Hours
Holidays
Closing of Work-charged Establishment consequent on
death of a high Dignitary
17
17
17
SECTION8-EVENT IN CAREER
8.01
(A)
(B)
(C)
8.02
8.03
8.04
8.05
9.01
9.02
9.03
9.04
Confirmation
General
Confirmation in the Grade to which initially recruited
On Promotion
CSS (Temporary Service) Rules
Lien
Seniority for Promotion
Temporary Establishments
SECTION 9- PROMOTION
Promotion
Departmental Promotion Committee
Cases of all Eligible persons to be placed before DPC
Seniority for Promotion
II
18
18
18
18
19
19
20
20
21
21
21
21
9.05
9.06
9.07
9.08
9.09
9.10
22
23
23
24
24
24
25
26
26
26
26
26
27
27
27
28
SECTION 12-FACILITIES
12.
12.01
12.02
12.03
12.04
12.05
12.06
12.07
12.08
13.01
14.01
Advances
Cycle Advances
Advance of T.A. on Transfer or Retirement
Festival Advance
Leave Salary Advance
Warm Clothing Advance to Work-charged staff
stationed at Hill Stations
House Building Advance
Computer Advance
Motor Cycle/Scooter Advance
SECTION 13-ACCOMMODATION
Accommodation
SECTION 14-MEDICAL FACILITIES
28
28
28
29
29
29
Medical Facilities
30
29
29
29
30
30
30
31
15.04
15.05
15.06
15.07
15.08
15.09
15.10
15.11
15.12
15.13
15.14
15.15
15.16
15.17
15.18
15.19
15.20
Central Circle.
Uniforms
Supply of Uniform well before expiry of seasons
Stitching of Uniform
Proper Use- Cleanliness and Maintenance of Uniform
Washing Allowances
Special Shoes for orthopedically Handicapped
employees
Cap Discontinued
Surrender, Withdrawal. Recovery and RE-issue of
Uniforms
In the case of employees retiring on Superannuation
Pension
Withdrawal of Uniform
Re-issue of Uniform Items
Register of Uniform
Supply of Soap and duster to the Work-charged Estt.
Provision of Rain Coats. Gum boots and Torch Light for
Work-charged Chowkidars and Gum Boots & Protective
Goggles for Beldars working with Tar in Road Gangs
Ceiling Price of Leather Coat
Issue of Uniforms to Work-charged Staff of CPWD
Procurement of Liveries.
31
32
32
33
33
33
34
34
34
35
35
35
35
36
36
36
37
37
38
38
Principles of Retrenchment
Absorption of surplus work-charged staff of one unit
into another
Discharge certificate to employees on retrenchment reemployment of retrenched employees.
38
38
39
SECTION 18-RESIGNATION
18.01
18.02
Period of Notice
Withdrawal of Resignation
19.01
19.02
19.03
40
40
20.03
20.04
20.05
20.06
20.07
20.08
Compensation
Work-charged Employees governed by General
Provident Fund Scheme-Temporary/Permanent
employees.
Pension & Gratuity-Permanent Employees
43
43
45
44
46
46
47
47
I
II
III
III(A)
III(B)
IV
V
VI
VII
VIII
Service Records
Maintenance of Leave Accounts
Issue of Periodical Increment Certificate
Maintenance of G.P. Fund Accounts
Processing of Pension and Gratuity cases
Yard Stick
Ban on engagement of casual labour
SECTION 22-COURT MATTERS
Court Cases relating to the service matters of CPWD
Employees
ANNEXURES
Approved Categories in W.C. Establishment of CPWD
their Scale of Pay and their nature of skill
Classification of the categories of W.C. Establishment
of CPWD
List of Executive Engineers (Coord)-Region Wise
List of Exceptional Units of Seniority for WC Staff
Coordination regarding function for WC Staff
Performance Report Proforma-CPWD.
Payment of overtime allowance for CPWD Workers
List of categories of Work Charged Staff entitled for
Tool maintenance allowance, revised rates of tool
maintenance and list of tools to be maintained by them.
50
50
51
51
53
54
54
74
54
57
59
61
62
64
65
67
71
75
IX
X
XI
VI
77
78
79
1.02
1.03
1.04
Creation of Posts
No posts can be created by the Office of DG, CPWD. For creation of additional
posts approval of the Cabinet is required.
Classification, Character and Status of Work-charged Posts.
As per recommendation of the 6th Central Pay Commission, Group D
Employees have been placed in Group C either on the basis of fulfillment of
minimum education i.e. matriculate/ ITI or the necessary training in the PB-1 with
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grade pay of Rs. 1800. A list showing the classification of the posts in Workcharged Establishment of CPWD has been annexed as Annexure-II.
For the purpose of grant of leave, membership of Trade Union etc. the employees
in the Work Charged establishment are regarded as Industrial Staff and governed
by Labour laws as applicable to them.
Depending on the skill involved in the duties attached to them, the work- charged
posts have been categorised as unskilled, semi-skilled, skilled, highly skilled and
skilled supervisory.
The F.R.s and S.R.s are also applicable to the Work-charged staff. Ministry of
Law has opined that Work-charged employees in the CPWD are civil servants in
terms of Article 311 of the Constitution.
SECTION 2- RECRUITMENT
2.01. Recruitment Rules
Recruitment Rules in respect of the 21 categories in the Work-charged
Establishments are under revision. All Posts in the Work-charged Establishments
are to be filled in accordance with the provisions in the recruitment rules for the
respective categories. Age relaxation as prescribed by Government from time to
time will apply in case of posts in Work-charged establishment also. Further in the
matter of reemployment of a retrenched Work-charged employee in the same
category of post in which he was employed previously the age limit and
requirements of educational/technical qualifications or experience if any,
prescribed in the relevant recruitment rules, need not be insisted upon.
2.02. Recruitment
The policy regarding engagement of casual workers in Central Government
Offices has been reviewed by Government keeping in view of the Judgement of
the Supreme Court delivered on the 17th January, 1986 in the Writ Petition filed
by Shri Surinder Singh and Others Vs. Union of India and it has been decided to
lay down the following guidelines in the matter of recruitment of casual workers
on daily wages basis:
(i)
(ii)
(iii)
Persons on daily wages should not be recruited for work of regular nature.
Deleted
The work presently being done by regular staff should be reassessed by
the administrative heads concerned for output and productivity so that the
work being done by the casual workers could be entrusted to the regular
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(iv)
(v)
(vi)
(vii)
(viii)
(ix)
(x)
(xi)
employees. The Departments may also review the norms of staff for
regular work and take steps to get them revised if considered necessary.
Where the nature of work entrusted to the casual workers and regular
employees is the same, the casual workers may be paid at the rate of
1/30th of the pay at the minimum of the relevant pay scale plus dearness
allowance for work of 8 hours a day.
In cases where the work done by a casual worker is different from the
work done by a regular employee, the casual workers may be paid only
the minimum wages notified by the Ministry of Labour or the State
Govt./Union Territory Administration, whichever is higher as per the
Minimum Wages Act. 1948. However, if a Department is already paying
daily wages at a higher rate, the practice could be continued with the
approval of its Financial Advisor.
The causal workers may be given one paid weekly off after six days of
continuous work.
The payment to the casual workers may be restricted only to the days on
which they actually perform duty under the government with a paid
weekly off as mentioned at (vi) above. They will however. in addition. be
paid for a National Holiday. if it falls on a working day for the casual
workers.
In cases where it is not possible to entrust all the items of work now being
handled by the casual workers to the existing regular staff. additional
regular posts may be created to the barest minimum necessary. with the
concurrence of the Ministry of Finance.
Where work of more than one type is to he performed through the year
but each type of work does not justify a separate regular employee. a
multifunctional post may be created for handling those items of work with
the concurrence of the Ministry of Finance.
The regularisation of the services of the casual workers will continue to
be governed by the instructions issued by Department of Personnel &
Training in 'this regard. While considering .such regularisation. a casual
worker may be given relaxation in the upper age limit only if at the time
of initial recruitment as a casual worker. he had not crossed the upper age
limit for the relevant post.
If a Department wants to make any departure from the above guidelines.
it should obtain the prior concurrence of the Ministry of Finance and the
Department of Personnel and Training.
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further orders. The list of Exceptional Units of Seniority for work-charged staff.
Civil side as well as Electrical side is appended as Annexure- III (A).
(Reference DG, CPWD Office Order No. 6/5/2001-S&D/23 dated 16th January
2003.)Annexure-III (B)
2.04
2.05
2.06
However, they will not be eligible for priority as is admissible to the educationally
qualified erstwhile Group 'D' employees of the regular establishment under the
rules 33(29)/5X-FW-V dated l2-11-58.
2.07
2.08
attestation e.g., if a person enters service on 1st April, 1983 and if on that date is
age is stated to be 20 years, his date of birth should be taken as 1st April, 1963.
Where the person concerned is unable to state his age or the age stated by him is
obviously incorrect, it should be got assessed by the Medical Officer and the age
so assessed entered in his record of service in the manner described above. The
date of birth should also be written in words and attested under the signature and
stamp of the Divisional Officer.
The date of birth declared by the Government Servant accepted by the appropriate
authority shall not be subjected to any alteration. A change in the date of Birth of a
Government Servant can be made with the sanction of the Ministry of Urban
Development, if(a) a request in this regard is made within 5 years of his entry into the Government
Services.
(b) it is clearly established that genuine bonafied mistake has occurred.
(c) The date of birth so altered would not make him ineligible to appear any School or
University or Public Service Examinations in which he had appeared for entry into
the Government Service or the date in which he entered Government Service.
(M.O.H. Affairs letter No. 19017/7/79-Estt. A, dated 30.11.79.)
3.03 Performance Report
Performance report on the work and conduct of work-charged staff in the
prescribed form should be written for the calendar year. The reports should be
written by the Junior Engineer/ Section Officer (Horticulture) under whom the
worker is employed and, reviewed by the Assistant Engineer or Assistant Director
of Horticulture and Countersigned by the Divisional Officer. Adverse remarks, if
any, together with substance of confidential report should be communicated to the
concerned worker in writing by the Divisional Officer. Representations against
adverse remarks are to be decided as in the case of Regular Government Servants.
The Confidential Reports written in duplicate are to be kept in the Divisional
Office in the same manner in the reports of regular staff; and one copy should be
sent to the concerned Regional Coordination Office a sample copy of the form is
given at Annexure- IV.
SECTION-4 PAY
4.01. Pay.
On initial appointment a worker is to be given the minimum of the scale of pay of
the post.
4.02. Fixation of Pay and Grant of Periodical increments.
The pay of the employee on appointment promotion, transfer etc., is to be
regulated in accordance with the relevant provisions of the Fundamental Rules, as
amended from time to time.
4.03. Fixation of Pay of Work-charged Staff transferred to Regular Establishment
and retransferred to Work-charged Establishment
Pay on retransfer to the work-charged establishment should be fixed at the stage
which the person would have drawn but his transfer to regular establishment
provided that the service rendered on the regular establishment was on identical or
higher scale of pay.
The entire service will be treated as continuous and qualifying for purposes of
pension/gratuity as applicable to work-charged establishment.
4.04. Fixation of Pay of Employees Transferred from Work-charged Establishment
to Regular Establishment or Vice Versa.
The pay on transfer from one establishment to the other should be fixed at the stage
which the employees would have drawn but for his transfer, provided that the
service rendered in the different establishment prior to transfer was on an identical
or higher scale.
SECTION- 5- ALLOWANCES
5.01. House Rent, City Compensatory, Traveling, Children Education Allowance,
Joining time, Joining time pay, Leave Travelling Concession and T.A. on
Retirement.
The grant of these allowances to the work charged employees is regulated in the
same manner as their grant to the employees on the regular establishment.
However, T.A. etc., will not be granted to work-charged staff when they are
rendered surplus in one unit of seniority and are absorbed in another unit to save
them from retrenchment or where the transfer of an individual is agreed to at his
own request.
5.02. Extra Wages for Overtime.
Please refer O.M. No.23/3/97-EC.X dated 19th January, 2004, annexed as
Annexure No.-V.
Register of overtime wages
Every order to detain labour for overtime work shall be in writing in a proper
register prescribed for the purpose and shall specify:i.
ii.
iii.
Tool maintenance allowance shall be payable during regular leave for very short
duration but if in any month workman has been on such leave continuously or
otherwise for more than 7 days, reduction should be made in respect of the entire
period of leave.
[D.G. Memo. No. 3/1/99-EC.X dated May 2000]
SECTION-6- LEAVE & REST
6.01. Earned leave
Leave
The work-charged staff is entitled to the following types of leave:Confirmed Employees.
They earn leave in the same manner and to the same extent as permanent
employees in regular establishment i.e. per Central Civil Services (Leave) Rules
1972 as amended from time to time.
Temporary Employees
Those employees who have completed one year of service shall be allowed Annual
leave at the rate of one day for every 20 days work and to accumulate it upto 60
days to be at par with the entitlement of leave admissible to the individual workers
under the Factories Act.1948. This shall be effective 1-1-1971. There is no
restriction as to the period of such leave being taken at a time. Leave salary during
such period of leave shall be equal to the pay drawn by the worker on the days the
leave commences.
(Memo No.19/7/76-EC.X. dated 17th June 1977 read with Memo No. 19/7/76EC.X, dated 7th November 1979)
Temporary employees will start earning Earned Leave at the rate prescribed above
after completion of one year service & the calculation thereof will be based from
the date of his joining the service.
Only Divisional Officers arc competent to sanction the leave.
(Memo No. 19/7/76-EC.X, dated 27th Feb. 1979)
6.02 Leave on Half Pay on Medical Certificate
Permanent employees enjoy this benefit in the same way as regular Government
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wife. During the period of such leave, he shall be paid leave salary equal to the pay
drawn immediately before proceeding on leave. Paternity Leave shall not be debited
against the leave account and may be combined with any other kind of leave (as the
case of Maternity Leave). It may not normally be refused under any circumstances.
(DOPT OM. No.13018/1/97-Estt.( Leave) dated 7th October 1997)
6.05 Extraordinary Leave
The work-charged staffs are granted extra ordinary leave in accordance with the
Central Civil Service Leave Rules. 1972 as modified from time to time. There is no
limit to admissibility of extraordinary leave to permanent work-charged staff except
that such leave taken alone or in combination with any kind of leave should not exceed
5 years at any time. If a permanent work- charged worker does not resume duty after
remaining on leave for a continuous period of 5 years or where he, after the expiry of
his leave remained absent from duty. otherwise than on foreign service or on account
of suspension for any period which together with the period of leave granted to him
exceeds 5 years, he shall, unless the competent authority in view of the exceptional
circumstances of the case otherwise determine, be removed from service after
following the disciplinary procedure.
On the central Civil Services (leave) Rules 1972 for Rule.12, the following rule
shall be substituted namely:12(1) No Govt. Servant shall be granted leave of any kind for a continuous period
exceeding five years.
(2) Unless the president in view of the exceptional circumstances of the leave,
otherwise determine a Govt. servant who remains absent from duty for a continuous
period exceeding 5 years other than on Foreign with or without leave shall be
deemed to have resigned from the Govt. Service.
Provided that a reasonable opportunity to explain the reasons for such absence shall
be given to that Government servant before provisions of sub-rule (2) are invoked.
DOPT OM.No.13026/2/2010-Estt(L), dated 29-3-2012
The non-permanent work charged employees are granted extraordinary leave like
temporary regular Government servant under Rule 14 of the C.C.S. Leave Rules.1972
amended from time to time. In these cases, the duration of extraordinary leave on any
one occasion shall not exceed the following limits:(i)
Three months.
(ii)
Six months, in case where the employee has completed three years continuous
service on the date of expiry of leave of the kind due and admissible under the
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rules (including three months extraordinary leave) under (i) above and his
request for such leave is supported by a medical certificate as required
under the rule:
(iii)
Eighteen months where the employee has been in continuous service for a
period exceeding one year and is undergoing treatment for :-
1.
2.
3.
(ii)
Ministry of Home Affairs. O.M. No. 46/9/55-Estt. (A) dated 27-10-55
regarding grant of special casual leave for participants in Republic Day Parades and
Rehearsal.
(viii) Ministry of Home Affair O.M. No.46/11/56-Estt. (A) dated.
8-10-56 and
30-1-59 regarding grant of special casual leave for donating blood to recognized
Blood Bank.
(ix) Ministry of Home Affair O.M. No.46/5/58-Estt. (A-I) dated. 20-6-58 regarding
grant of special casual leave for participant in Republic Day parade by member of
Lok Sahayak Sena who have won Certificate of merit for the period of stay not
exceeding 14 days plus minimum period required for journey from the Headquarters
to Delhi and Back.
(x)
Ministry of Home Affair O.M. No.46/3/50-Estt. (A) dated. 6-10-59, No.
46/3/59-Estt. dated 25-8-60. regarding grant of special casual leave for non-puerperal
sterilization under Family Planning Scheme in respect of Woman employees. (for
period not exceeding 14 days.)
(xi)
Ministry of Home Affair O.M. No.2/7/68-DGCD (CD) dated 29-10-68.
Regarding grant of special casual leave to work charge staff that are require to
perform Civil Defence duties etc.
(2)
Chief
Engineer
as
head
of
the
Department
is competent to sanction special casual leave for the above events to the workcharged staff as in the case of regular staff.
6.09 Leave not due
Permanent work-charged staff of CPWD may be granted Leave Not Due subject to
the condition in this regard as prescribed in the CCS (Leave Rules 1972) as
amended from time to time. These orders are effective from 3-8-83.
(O.M. No. 19/5/81-EC.X dated 3rd August 1983)
(O.M. No. 19/5/81-EC.X dated 17th October 1983)
All kinds of leave other than casual leave and special casual leave admissible to
work-charge staff can be granted in combination with or in continuation of any
other kind of leave.
6.10. Combination of Leave.
All kinds of leave other than casual leave and special casual leave admissible to
work-charge staff can be granted in combination with or in continuation of any
other kind of leave.
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Duty Hours
The normal working hours of the work-charged staff except Chowkidars, MLDs,
Plumbers, Sewerman, Wireman, Electrician & Operators on Work Charged
establishment shall be from 9:00 A.M. to 5:00 P.M. with one hours rest between
1:00 to 2:00 P.M.
7.02. Holidays
The work charge staff shall be allowed 3 National Holidays on 26 January, 15
August and 2nd October and thirteen effective Public Holidays. Neither restricted
Holiday nor second Saturday of every month, which is a closed holiday for the
staff on regular establishment shall be allowed to the work charged staff.
A list of Public Holidays permissible to work charge staff of Delhi/ New Delhi
and for W. C. Staff outside Delhi/New Delhi is issued every year by D.G.
[D.G. Memo No.23/16/80-EC.X dated 8th September 1980]
In case where the normal weekly off of a W.C. Employees is other than Sunday
which also happens to be a Public Holiday, the employees in question may be
allowed to avail of Public Holiday on that particular day and a compensatory
weekly off may be allowed to him/them on some other day of the week subject to
the condition that the total number of Public Holidays enjoyed by the said workers
during the year should not exceed the maximum ceiling of 13 effective Public
Holidays and three National Holidays.
The Holidays declared on special occasion (other than those on the death of
political personalities etc.) during the course of year in respect of industrial
employees will be applicable to work charge establishment of CPWD.
(O.M. No.14/6/78-EC.X dated 26th August, 1981.)
7.03. Closing of work-charged establishment Consequent on Death of a High
Dignitary.
Work-charged establishment of CPWD will not be closed on the death on any
high dignitary except that on the death of the President and such establishment
17
will remain closed on the day of the funeral and at the place where the funeral
takes place also.
SECTION-8- EVENTS IN CAREER
8.01. Confirmation
(a) General
(i) Confirmation will be made only once in the service of an official which will
be in the entry grade.
(ii) Confirmation is delinked from the availability of permanent vacancy in the
grade. In other words, an officer who has successfully completed the
probation may be considered for confirmation.
(b) Confirmation in the Grade to which Initially Recruited
(i) As at present, the appointee should satisfactorily complete the probation
(ii) The case will be placed before the DPC (for confirmation)
(iii) A specific order of confirmation will be issued when the case is cleared from
all angles.
(O.M. No. 29/1/88-EC-X dated 5-7-89)
Note: (i) The revised procedure relating to confirmation outlined above will not apply to
the cases of appointments made on ad-hoc basis i.e. it is only the appointments
made on regular basis which will come within the purview of the above
instructions.
(ii) Since all the persons who complete probation in the first appointment will be
declared as permanent, the distinction between permanent and temporary
employees for grant of pension and other pensionary benefits will cease to exist.
(c) On promotion
(i) If the recruitment rules do not prescribe any probation, a worker promoted on
regular basis (after following the prescribed DPC etc. procedure) will have all
the benefits that a person confirmed in that grade would have.
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8.03
Lien
The concept of lien as the title of a Government servant to hold substantively a
permanent post will undergo a change. Lien will now represent only the right/ title
of a Government servant to hold a regular post. Whether permanent or temporary
either immediately or on the termination of the periods of absence. The benefits of
having a lien in a grade will thus be enjoyed by all workers who are confirmed in
the grade of entry or who have been promoted to higher post declared as having
completed the probation where it is prescribed or those who have been promoted
on regular basis to a higher post where no probation is prescribed under the Rules
19
as the case may be. The above right/title will, however, be subject to the condition
that the junior most person in the grade will be liable to be reverted to the lower
grade if at any time the number of persons so entitled is more than the post
available in the grade. For example if a person who is confirmed or whose
probation in a higher post has been declared as having been completed or one who
is holding a higher post for which there is no probation on a regular basis, reverts
from deputation or foreign service and if there is no vacancy in that grade to
accommodate him the junior most person will be reverted. If, however, this
worker himself is the junior most, he will be reverted to the next lower grade from
which he was earlier promoted.
8.04
8.05
Temporary Establishment
Sometimes Establishments are created for a specific objective for a limited period
as in the case of Committees or Commissions to study or investigate a specific
problem. Normally posts in such Establishments are filled by deputation or
contract basis, which would not result in regular incumbency. Even in a few cases,
20
Promotion
The Channel of promotion, percentage of posts to be filled by promotion,
qualification and/or trade tests prescribed and the method of promotion etc. are
prescribed in the relevant recruitment rules. Promotion will be unit-wise and the
units are defined in Para 2.03
9.02
9.03
9.04
should be put up on the notice board of the Divisional Offices as well as in the
Enquiry Offices under the particular unit of seniority so as to give it wide
publicity. A copy thereof should be simultaneously endorsed to all recognised
Unions in the CPWD. The trade test must be held every year of all who become
eligible and it should not be deferred till the time promotion becomes due. This
will enable those who do not pass the trade test to make special efforts and pass it
in time well before they are considered for promotion.
9.08. Qualified Employees not to be trade tested again for same post
Once a work-charged employee has qualified in the trade test held for promotion
to a particular post, he should not be subjected to a trade test again for promotion
to the same post. Such employees should be considered by the relevant DPC for
promotion at the appropriate time in the light of his confidential reports only and
with regard to seniority.
9.09
9.10
(ii)
(iii)
(iv)
(v)
another Coordination Zone within the region shall continue to rest with the
SDG (Region).
10.01(A)
Inter-regional Transfer
For transfer from one region to other region, the employees have to give an
undertaking that they will forego seniority and will not claim TA/DA/ Joining
Time in respect of journey to be performed by them. The pay during the period of
journey for taking up the new posting in respective regions, unless the same is
covered by leave due to them and granted by the competent authority cannot be
claimed by the employees seeking inter-regional transfer.
( DG, CPWD, OM No. 28/1/A/ 2011-EC-V dated 19.06.2012)
10.01(B)The employees recruited under Special Recruitment Drive for
SC/ST/normal recruitment is required to serve for minimum period of five years in
the region where they have been recruited before their request for
inter-regional transfer can be forwarded to Directorate for consideration.
( DG, CPWD, OM No. 28/1/A/ 2011-EC-V dated 19.06.2012)
10.01(C)DG, CPWD, in exigencies of work, in public interest or on compassionate
ground, may relax the minimum period of stay in the region.
( DG, CPWD, OM No. 28/1/A/ 2011-EC-V dated 19.06.2012)
10.02 Transfer of staff from one trade to another
The work-charged staff shall not be transferred from one category of post to
another when no promotion is involved as any such transfer is a new employment
and has to be regulated and controlled accordingly.
10.03 Transfer of work outside the CPWD
The following procedure should be adopted in respect of the work-charged staff
consequent on the transfer of work from the CPWD to other agencies:a) A decision to transfer any work out of the CPWD shall be taken not below the
level of the Director General of Works.
b) A period of at least three months should be allowed between the decisions and
actual transfer of the work.
26
c) The junior-most work-charged staff rendered surplus in the unit, if any, should be
served with one months (14 days in the case of those with less than one years
service) notice of retrenchment. Retrench-compensations admissible on the basis
of their service shall also be paid to them before the date of retrenchment.
The employees who are offered employment by the new agency but do not accept
such employment will be treated as retrenched employees of the CPWD for the
purpose of registration with Employment Exchange for reemployment in CPWD.
Provision of Section 25-F of the Industrial Disputes Act. 1947 shall be strictly
followed in such cases.
10.04 Transfer of work-charged staff to regular Establishment or Vice-versa
No member of the work-charged staff shall be transferred to the regular
establishment or vice-versa except with the prior approval of the Government of
India or on promotion in accordance with the provisions of the recruitment rules.
10.05 Transfer of work-charged staff on deputation
No member of work-charged establishment can be transferred on deputation
within India to any outside agency i.e. Government, Semi-government or nongovernment without the specific approval of the Director General and for
deputation outside India without the specific approval of the Government.
Advances
The work-charged staff can be sanctioned advance mentioned below subject to the
condition; (i) that temporary workers applying for advance shall be required to
submit surety of permanent Central Government employees of equivalent or
higher status, and (ii) any other conditions which may be prescribed or laid down
in the relevant orders against each.
28
In the case of retiring employees, the competent authority may sanction advance
of T.A. in case of journey performed during leave preparatory to retirement but
not in case of journeys performed after retirement.
12.03 Festival Advance
The orders as applicable to the staff on the regular establishment are also
applicable to the work-charged establishment and the Head of Office is competent
to sanction it.
12.04 Leave Salary Advance
Orders regarding payment of advance of leave salary, equal to the net amount of
leave salary for the first month, after deduction of Income Tax, G.P/WCP Fund
etc. apply also to the work-charged establishment subject to the same conditions as
are applicable to the employees in the regular establishment.
12.05 Warm Clothing Advance to work-charged staff sanctioned at Hill Stations
Advance can be sanctioned on the analogy of orders contained in Rule 33 of GFR
2005. The Head of Office is the competent authority to sanction it.
12.06 House Building Advance
Same as applicable to all Central Government employees.
12.07 Computer Advance(New)
As per Rule a person whose Pay in Pay Band is Rs. 8560 is eligible for the grant
of an advance not exceeding Rs. 30,000/- the anticipated price of the computer
whichever is less Rule 21(5) and OM dated 12/12/2008.
12.08 Motorcycle/ Scooter Advance(New)
Eligibility: Officials drawing Pay in Pay Band of Rs. 8560/- or more. This may be
relaxed by the sanctioning authority in deserving cases Rule 17(iv) and GID.
Official drawing Pay in the Pay Band less than Rs. 8560/- are eligible for an
advance of Rs. 20,000/- or anticipated price whichever is less.
29
SECTION-13- ACCOMMODATION
13.01 Accommodation
Work-charged staff is eligible for allotment for residential accommodation from
the General Pool under the Directorate of Estates, like the staff on the regular
establishment. Their applications for allotment of accommodation should be
forwarded to the Directorate of Estates, along with others, whenever called for.
30
uniforms to the work-charged staff of the CPWD. The list of all summer and all
winter stations et. is reproduced below:All Summer Stations : Chennai, Hyderabad. Mumbai, Trivandrum, Coimbatore,
Agartala. Nasik, Vijayawada, Sikanderabad,, Sholapur, Amravati, Kurnool,
Bangalore, Mysore, Bhubaneshwar, Kolkata, Nagpur.
All Winter Stations : Shimla, Mussorie, Srinagar,
Both Summer and Winter Stations : Delhi Rajkot, Kapurthala, Jaipur,
Allahabad, Ahmedabad, Balurghat, Dehradun, Lucknow, Meerut, Aligarh, Agra,
Kanpur, Gaya, Kirkee, Mathura, Jhansi, Amritsar, Jallandhar, Ludhiana,
Chandigarh, Ambala, Pathankot, Karnal, Ganguwal, Ranchi, Patna, Baroda,
Bhopal, Nainital, Guwahati, Patna, Baroda, Bhopal, Jammu, Jamshedpur,
Dimapur, Bhusawal, Ajmer, Jodhpur, Kota, Landsdowne, Shahjahanpur, Indore,
Bareilly, Rampur, Solan, Kasauli, Patiala, Shillong, Faridabad, Ghaziabad, Pune,
Siliguri, Varanasi.
15.03. Woolen uniform to work-charged staff under Chennai Central Circle
Woolen uniforms are not to be supplied to the work-charged staff under, Chennai
Circle.
15.04. Uniforms
The Work Charged Staff, including female, are entitled for supply of uniforms/
requirement/ type of cloth (woolen/ summer and Pant/ Bush-shirt/ Sarees/ Blouses/
Petticoats), stitching, washing allowances and supply of shoes/ chappals/ turbans,
etc. to the same extent as permanent employees in regular establishment in
accordance with the Handbook on Liveries and instructions issued by the
Department of Personnel and Training from time to time.
Consequent to the coming into force of the new General Financial Rules, 2005,
the existing procedure for procurement/ purchase of summer/ winter uniforms
for common categories of Group C and D employees serving in various
Ministries/ Departments of the Central Government would be reviewed and
modified so as to bring it in line with the provisions of the revised GFRs. The
Ministry of Finance (Department of Expenditure) vide their OM No. 1/12/E.II(A)/
94 dated 29.07.2005 has clarified that the special dispensation from the process of
inviting tenders/ quotations provided to NCCF/ Kendriya Bhandar in DOPT
Welfare Divisions OM dated 14.07.1981 and 11.04.1994 under Chapter 8 of the
31
old GFR no longer holds good and that purchase/ procurement of goods by
Government of India offices will now be solely guided by the provisions of
GFR,2005.
In supersession of the extant instructions on procurement of summer/ winter
uniforms relating to Group C and D (now Group C employees in the Central
Secretariat Ministries/ Departments and its attached and subordinate offices, the
purchase procedure to be followed in different exigencies and the relevant rules in
the GFRs as outlined in Department of Personnel & Training OM No. 14/7/2003JCA dated 21.11.2005.
15.05. Supply of uniform well before expiry of seasons
Ministries and Departments should make every possible effort to supply the
various articles of uniform at the commencement of season for which they are
intended. Ordinarily, summer and winter seasons are reckoned to commence on
the 1st April and 1st October respectively. The Ministries etc. can, however, use
their discretion in deciding the dates from which the two season should be deemed
to commence, but once the dates are fixed they should not be altered from year to
year. In no case should uniforms be supplied after the expiry of the seasons for
which they are intended. The life of uniform should be reckoned on a seasonal
basis.
(O.M. No. 23/9/70-JCA. dated 4-12-1972)
Action for procurement of uniform should be planned well in advance so as to
ensure that uniform are issued to the workers well in time for use in the relevant
season. Summer uniform may be supplied to them in the month of April and
Winter uniform may be supplied in the month of October, as per
scales/specifications laid down.
(DG(W) O. M. No. 20/1/88-EC.X. dated 13.-5-1988)
15.06. Stitching of uniform
The common categories of Group C and D staff eligible for supply of uniform
may be given the required cloth (summer and winter) to enable them to have the
uniform stitched as per the laid down pattern.
(O.M. No. 14/8/86-JCA. dated 9-3-1988)
32
33
34
36
employees affected by these notice should during the period of notice, be freely
permitted to apply for vacant posts available in other units, who may absorb them
within the period of notice, employees who fail to find alternative jobs within the
notice period shall stand retrenched form the CPWD on the expiry of notice and
will be paid retrenchment compensation in accordance with the provisions of the
Industrial Disputes Act. They can thereafter be re-employed in the CPWD as fresh
entrants only through Employment Exchange in the usual manner such of those
workers as are absorbed within the period of notice will be treated as junior-most
in the respective categories under the new units for the purposes of promotion and
retrenchment. Such employees will, however, be allowed to count their past
service new nit and to carry forward any leave to their credit. Their G.P. Fund
Account will also be transferred to the new unit.
As regards permanent employees rendered surplus in any unit, their seniority and
other service rights shall not be affected consequent on their absorption in the new
unit of seniority.
No permanent employees shall be retrenched within obtaining prior approval of
the Director General of Works.
Note: The post of Senior Operator (E&M) declared as dying category as per the
Directorate of CPWD vide OM No:- 8/3/2008-NR/EC-X Dated 07.10.2008, as no
work for Senior Operator is available on closer of Hot Mix Plants.
17.03 Discharge certificate to employees on retrenchment, re-employment of
retrenched employees
Under Section 25(H) of the Industrial Disputes Act, an employer must given an
opportunity to the retrenched workmen to offer themselves for reemployment.
They shall have preference over other persons, subject to their being otherwise
suitable for employment. At the time of retrenchment, a work-charged employee
should be given a Discharge Certificate in accordance with the proforma
prescribed. The Divisions at the time of notifying vacancies to the Employment
Exchange should indicate that ex-employee of the CPWD should be given first
preference. Further before employing any retrenched employee the Divisional
Officers will satisfy themselves that the person concerned is a retrenched hand of
that Division or some other Division. In case the person claims to be retrenched
hand of CPWD he should produce a discharge certificate which should be
examined to see that there is no objection to his employment. In case the person is
39
SECTION-18- RESIGNATION
18.01 Period of Notice
Work-charged employees wishing to resign their appointment have to give a
notice of 14 days if they have served less than 1 year and a notice of one month if
they have served more than 1 year. In the absence of notice they forfeit pay for
the prescribed period.
Only Director General (and not the appointing authority) is authorised to waive the
condition of giving the prescribed notice or the forfeiture of pay for the period of
notice, wherever he considers that there is justification for such relaxation.
18.02 Withdrawal of Resignation
When a resignation becomes effective, it can be allowed to be withdrawn only
with the concurrence of the Ministry of Finance.
40
SECTION-19-RETIREMENT
19.01. Age of Retirement
It has been decided to regulate the age and the mode of retirement of workcharged employees of the CPWD on the analogy of F.R.56 as at present. That, is, a
work-charged employee shall ordinarily be retained in service till the day he
attains the age of sixty years. He may, however, be granted extension of service
under very special circumstances, to be recorded in writing, after he attains the age
of 60 years, with the prior sanction of Government of India. However, the
appropriate authority shall, if it is of the opinion that it is in public interest to do
so, have the absolute right to retire any work-charged employee after he has
attained the age of 55 years by giving him in writing, notice of not less three
months or three months pay and allowances in lieu of notice. Similarly any workcharged employee may by giving in writing, notice of not less than three months
to the appropriate authority, retire from service after he has attained the age of 55
years, provided that it shall be open to the appropriate authority to withhold
permission to a work-charged employee under suspension who seeks to retire after
giving 3 months notice.
Notes:
(1) Appropriate Authority means the Authority which has the power to make
substantive appointment to the post of category of posts from which the workcharged employee is retired or wants to retire.
(2) The three months notice may be given before the work-charged employee
attains the age of 55 years provided the retirement takes place after he has
attained that age. In computing the notice period of 3 months the date of
service of the notice shall be included.
(3) In computing the notice period of 3 months the date of service of the notice
shall be included.
(4) These orders do not apply to the work-charged staff who are in the scale of pay
the maximum of which is less than Rs. 3580/- and who entered service on or
before 27th October, 1969. Such work-charged staff may continue up to 60
years. The provisions of paragraph 22.01 however apply to other work-charged
staff.
(5) The Scheme of voluntary retirement issued under the Ministry of Home Affairs
(Department of personnel & Admn. Reforms) OM No. 25013/7/77-Estt.(A)
dated 26th August, 1977 and Department of Personnel & AR No. above has
41
been made applicable to the staff who have opted for pensionary benefits and
are entitled to pensionary benefits under the CCS(Pension) Rules, 1972.
A work-charged employee automatically retires on attaining the age of
compulsory retirement and no formal order of retirement is necessary.
19.02 Superannuation Register
In order to guard against the possibility of a member of the work-charged
establishment continuing in service beyond the age of 60 years, and to facilitate
review of superannuation cases after the age of 55 years, the Divisional Officers
etc. are requested to maintain a superannuation register in the following form. The
particulars of all the work-charged staff of the age of 55 years and above shall be
entered in this register. This register will be checked by the Divisional Officer
every month and a certificate recorded by him in the form prescribed. The
Divisional Officer will be held personally responsible for any irregular retention in
service beyond the age of 60 years.
Name
Fathers
Name
Designation
Date of Birth
Date on which
he attains the
age of 55 years
Period of
retention
sanctioned
19.03 Application not required for retention between the age of 55 and 60 years.
Applications from the work-charged employees after they have attained the age of
55 years are not needed for retention in service. The Divisional Officers should
review their cases every year in accordance with prescribed procedure. A workcharged employee after attaining the age of 55 years is retained in service upto the
age of 60 years provided he is not retired in public interest on or after attaining the
age of 55 years. The question of granting extension of service arise only after an
employee has attained the age of 60 years and can be considered only by the
Government of India who alone are competent to grant such extensions.
42
43
If such an employee dies after completing service of 20 years or more, his family
will be eligible for a gratuity equal to half of emoluments for every completed six
monthly period of qualifying service subject to a maximum of 33 times
emoluments or Rs. 10 lakhs whichever is less and the amount lying to his credit in
GPF along with interest thereon.
Wherever any compensation is payable under the Industrial Disputes Act, the
amount of such compensation will be set off against the amount of gratuity if it is
more than the amount of compensation. If however, the gratuity is less than the
amount of compensation under the Industrial Disputes Act no gratuity will be
paid.
20.03. Pension and Gratuity
CCS Pension Rules (1972) are applicable to all W.C. Staff,
As per Rule (2) G.I.D. (2) of CCS Pension Rules (1972), Distinction Between
permanent and temporary employees in the application of pension Rules cease to
exists. (G.I. Deptt. Of Personnel & Trg. O. M. NO. 18011/1/86-Estt. (D) dt. 28-031988.
Add :
Regulation of Claims to Payment of Family Pension, Gratuity : Any claim for
pension/ gratuity/family pension benefits will be regulated on the basis of the rules
in force on the date on which the employee ceases to be in service due to
retirement/resignation or death Rule (5) of CCS (Pension).
Pension
(a) Pension is admissible to a worker who retires on attaining the age of 60 years or
retires with a qualifying serve of not less than 10 years.
(b) or to a worker who has been declared incapacitated by the competent medical
authority for further service as per Rule 38 of Pension rules.
(c) or to worker who retires voluntarily after a continuous service of 20 years.
Gratuity
(a) Gratuity is admissible to a permanent worker who retires after completion of 5
years of qualifying service at the rate of one fourth of emoluments for each
completed six monthly period of qualifying service subject to a maximum of 16
times the emoluments or Rs. 10 lakhs whichever is less.
44
(b) or to a worker who was incapacitated in series after a continuous service of not
less than 10 years are also eligible for retirement gratuity at the above rate as per
Rule 50 and Appendix 6 of Pension Rules.
(c) or to a worker who retires voluntarily after a continuous service of 20 years and
more are also eligible for retirement gratuity at the above rate.
Commutation of Pension
Every pensioner is eligible to commute a portion i.e. 40% of his monthly pension
for a lump sum payment i.e. commuted value of pension. An employee or
pensioner against whom departmental or judicial proceedings are pending is
however, not eligible to commute a portion of his pension till completion of such
proceeding as per Rule 4 and 5 of Appendix 1 of Pension Rules.
Family Pension
Family Pension is payable to the family of a regular worker on his death in service
after retirement on monthly pension basis as per Rule 54(2) of CCS (Pension)
Rules.
(a)Revision of enhancement of
pensioners/ family pensioners.
family
pension in case
of
pre-1986
45
Estt. (L) dated 7th October, 1997, issued by the Department of Personnel &
Training.
In respect of Temporary Work-charged employees as provided in the Factories
Act, 1948, amended from time to time.
20.07. Cash Payment in lieu of unutilized Annual/Earned Leave to the workcharged staff.
The benefits of cash payment in lieu of the unutilized Annual/Earned Leave have
been made available to the permanent work-charged employees, retiring on
superannuation w.e.f. 1-1-96 as provided in OM No. 14023/7/97-Estt. (L) dated
7th October, 1997, issued by the Department of Personnel & Training and DOPT
OM No. 12012-3-2009-Estt. (L) dated 28.12.2012.
In respect of Temporary Work-charged employees as provided in the Factories
Act. 1948, amended from time to time.
20.08 New Pension Scheme
The Central Government has introduced the Defined Contribution based Pension
System known as the National Pension System (NPS) notified on 22nd December
2003, replacing the existing system of Defined Benefit Pension w.e.f. from
January 1, 2004.
This scheme is applicable to all new employees of Central Government service,
except Armed Forces, who have joined Government service on or after 1st January
2004. The employee who joins the NPS will be known as Subscriber in the NPS.
Under the NPS, each subscriber will open an account with Central Recordkeeping
Agency (CRA) which will be identified through unique Permanent Retirement
Account Number (PRAN). Under NPS, two types of account would be available to
subscribers i.e. Tier-I & Tier-II.
Tier-I account-where a subscriber contributes his/her savings for retirement in to a
non-withdraw able account and investments in this keep accumulating till the
employee turns 60. Withdrawal is allowed only in case of death, critical illness or
if employee is building or buying first house. In case of death the nominee can get
100% of NPS Wealth in a lump sum, and a Tier-II account- a voluntary saving
account from which subscribers are free to withdraw his/her savings whenever
he/she wishes.
47
The Government will match employees contribution (10% of Pay in Pay Band+
Grade Pay+ Dearness Allowance) and transfer this amount also to Tier-I account
in employees name.
The amount contributed is entitled for deduction from Gross Total Income up to
Rs. 1 Lakhs (along with other prescribed investments) as per Section 80C (as per
the provisions of Income Tax Act, 1961 as amended from time to time).
The following are the details for the withdrawals allowed in case of Government
Employees subscribers:
a)
b)
c)
d)
e)
f)
(i)
(ii)
48
(iii)
service and eligibility to receive service gratuity/ pension is essential to get this
one time lump sum benefit. Retirement gratuity is calculated @ 1/4th of a months
Basic Pay plus Dearness Allowance drawn before retirement for each completed
six monthly period of qualifying service. The maximum retirement gratuity payable
is 16 times the Basic Pay, subject to a maximum of Rs.10 Lakhs.
(iv) If the Government Servant dies while in service, the Death Gratuity shall be paid to
his family at the rates furnished in the table below:
S.No Length of Qualifying Rate of Death Gratuity
.
Service
1.
2 times of emoluments
2.
6 times of emoluments
3.
12 times of emoluments
4.
20 years or more
49
leave on the basis of leave entitlement shown in the Service Books. The
notification will be serially numbered to trace missing notification, if any, without
undue delay. These notifications will also indicate balance of leave at the credit of
the worker to enable leave account upto-date.
21.03 Issue of Periodical Increment Certificate
With the introduction of system of service books, the Divisional Office are in a
position to know the amount of extra-ordinary leave and periods of suspension etc.
in respect of each worker. In the above context, the Divisional offices will be
responsible for issue of periodical increment certificates and sanctioning
increments to the workers concerned.
(DG Memo No. 18/1n2-WCSII/ECX doted 25th June. 1976)
21.04 Maintenance of G. P. Fund Accounts
For workers recruited upto 31.12.2003, on completion of one years service, the
worker has to subscribe to GP Fund compulsorily. The Divisional Office will
recover fund subscription from the worker through the pay bill and prepare Fund
Recovery Schedule showing the name of the worker, Provident Fund Account
Number. Rate of pay, fund subscription, refund of withdrawal etc. The Fund
Schedules will be cyclostyled or typewritten and forwarded to the concerned
section by 15th of the following month to which the Schedules relate. A certificate
is required to be endorsed to the effect that the totals of the Fund Schedules tally
with the totals as shown in the monthly account Similarly Schedules in support of
the amount of advance and final withdrawal sanctioned to the worker from the
Provident Fund account are required to be prepared duly reconciled with the
Monthly account.
After scrutiny of the Fund Schedule amount on account of Fund
subscription/advances, the entries should be posted in the Fund Ledger in
appropriate column by the concerned section. At the end of each year, the ledger
account will be closed and the amount of interest worked out in order to carry out
necessary adjustments in the account for the month of March final.
The balances standing to the credit of each worker as on 31st March of each year
as also the rate of fund subscription and refund of withdrawals will be recorded in
the Service Book.
[DG No. ZO (WCE)/GPRd/90-91/273 dated 22-3-91]
51
(i)
(ii)
(iii)
(iv)
52
(v)
53
Work-charged and regular classified staffs of CPWD file their claim before the
Regional Labour Commissioner (Central) through the unions for re-conciliation
which is defended by the Executive Engineer of the Division where the workman
is posted. Reply to the claim application is prepared by the Division concerned and
the same is filed in the office of R.L.C after vetting by the concerned ADG, if no
policy matter is involved in the matter. However, if any policy matter is involved
in the matter, advice of this Directorate is obtained by the concerned Zone. After
the pleadings are complete, the ALC(C) hears the matter orally and tries to
reconcile the same. However, if the ALC(C) is not able to reconcile the matter an
FOC report along with the claim application of the applicant and reply thereof
filed by the Deptt is sent to the M/o Labour. M/o labour considers the matter after
calling the comments of this Directorate and refers the matter to the Central Govt.
Industrial Tribunal (CGIT) for further adjudication, if it considers that the claim
of the workman has some justification. However, if the matter is not referred by
the M/o Labour to the CGIT, the same is considered to be closed.
54
When M/o Labour refers any matter for further adjudications, the concerned
workman files his claim application before the Presiding Officer of the concerned
CGIT with a copy to the DG, CPWD and EE of the concerned Division. On
receipt of a notice and claim application from the CGIT, the concerned Division,
in the first instance engages a Govt. Counsel through M/o Law to defend the case.
After engagement of Govt. Counsel, the concerned Division furnishes the pointwise comments on the claim application of the workman to the Govt. Counsel.
Govt. Counsel prepares a draft counter Affidavit and sends the same to the
concerned Division for approval. The concerned Division examines the draft
counter Affidavit with reference to the record/Govt. instructions and submits the
same for vetting to the concerned ADG through SE/CE(Annexure-X). After the
draft counter Affidavit is vetted by the competent Authority, the same is filed in
the CGIT through the Govt. Counsel. After the pleadings are complete, the
Presiding Officer, CGIT hears the matter. The concerned EE attends the hearings
alongwith Govt. Counsel. After the matter is heard by the Presiding Officer, CGIT
and Award is issued either in the favour of the workman or in the favour of the
management. After the receipt of a copy of the Award the concerned Division
examines the same on the basis of legal opinion of the Govt. Counsel . If the
Award given by the CGIT is found justified in accordance with the relevant rules,
the same is implemented with the approval of the Competent Authority. However,
if the Department feels that the Award given by the CGIT is in violation of the
existing policy/Govt. instructions the same is referred to the Deptt. Of Legal
Affairs through M/o UD for exploring the feasibility of challenging the same in
the Honble High Court by way of filing a Writ Petition. If Deptt of Legal Affairs
founds the matter fit for challenging in the Higher Court, then the Award is
challenged in the Honble High Court by filing a Writ Petition and Stay
Application through a Govt. Counsel. However, if Department of Legal Affairs
(DoLA) does not find the matter fit for challenging in the Higher Court then the
Award is implemented with the approval of Competent Authority/M/o UD.
After hearing the matter, the respective High Court either accepts the WP and
quashes the Award of CGIT or dismisses the WP. In case, the WP is accepted by
the Honble High Court and the CGIT Award is quashed, no further action is
required in the matter. However, if the WP is dismissed by the Honble High
Court, then the matter is again referred to DoLA for exploring the feasibility of
challenging the High Courts order in the Honble Supreme Court. If DoLA agrees
with our proposal, it refers the matter to one of the Law Officers (A.S.G) in the
Central Agency Section for their Opinion. If the Learned Law Officer finds the
55
matter fit for challenging then an SLP is filed in the Honble Supreme Court.
However, if the Law Officer does not find the matter fit for challenging, then the
order of Honble High court is implemented with the approval of Competent
Authority.
Besides the Labour Courts, the employees of CPWD also file their cases in the
various Benches of Central Administrative Tribunals(CAT). The respective
Divisions defend the cases in the Honble CAT through Govt. Counsel. Rest of the
procedure for conducting the cases in Honble CAT is the same as detailed above.
56
Annexure-I
(see Para 1.02)
TABLE SHOWING THE APPROVED CATEGORIES IN THE WORK CHARGED
ESTABLISHMENT OF CENTRAL PUBLIC WORKS DEPARTMENT, THEIR SCALE OF PAY
AND NATURE OF SKILL
Sl.
No.
Category
Pay
Band
Nature of Skill
1
2
3
4
5
7
8
9
10
11
12
13
14
15
Beldar
Khallasi
Bandhanai
Mali Grade-III
Packer
Auto Electrician
Caneman
Carpenter
Mason
Plumber
Line Man
Upholster
Armature Winder
Boilerman
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
Rs.5200-20200 + 1800
Rs.5200-20200 + 1800
Rs.5200-20200 + 1800
Rs.5200-20200 + 1800
Rs.5200-20200 + 1800
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Unskilled
Unskilled
Semi-skilled
Semi-skilled
Semi-skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
Lift Mechanic
Mechanic
Mechanic (AC&R)
Operator (E&M)
Road Roller Driver
Turner
Welder
Wireman
Mali Grade-II
Motor Lorry Driver
Painter
Mate
Black Smith
Moulder
Fitter
Electrician
Senior Mechanic (AC&R)
Senior Mechanic
Mali Grade-I
Senior Operator
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 2400
Rs.5200-20200 + 2400
Rs.5200-20200 + 2400
Rs.5200-20200 + 2400
Rs.5200-20200 + 2400
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Highly-Skilled
Highly-Skilled
Highly-Skilled
Highly-Skilled
Highly-Skilled
57
36
37
38
Foreman (AC&R)
Foreman (Mechanical)
Foreman (Electrical)
PB-1
PB-1
PB-1
Rs.5200-20200 + 2800
Rs.5200-20200 + 2800
Rs.5200-20200 + 2800
58
Skilled- Supervisory
Skilled- Supervisory
Skilled- Supervisory
Annexure-II
(see Para 1.04)
CLASSIFICATION OF THE CATEGORIES OF WORK-CHARGED ESTABLISHMENT OF CENTRAL
PUBLIC WORKS DEPARTMENT UNDER THE PROVISIONS OF CENTRAL CIVIL SERVICES
(CLASSIFICATION, CONTROL & APPEAL) RULES, 1965.
Pay Band with Grade Pay
Classification under the
Sl.
Category
Nature of Skill
Pay
w.e.f. 01.01.2006
provisions of CCS(CCA)
No.
Band
Rules, 1965
1
2
3
4
5
6.
7
8
9
10
11
12
13
14
Beldar
Khallasi
Bandhanai
Mali Grade-III
Packer
Senior Electrician
Auto Electrician
Caneman
Carpenter
Mason
Plumber
Line Man
Upholster
Armature Winder
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
Boiler man
Lift Mechanic
Mechanic
Mechanic (AC&R)
Operator (E&M)
Road Roller Driver
Turner
Welder
Wireman
Mali Grade-II
Motor Lorry Driver
Painter
Mate
Black Smith
Moulder
Fitter
Electrician
Senior Mechanic
(AC&R)
Senior Mechanic
Mali Grade-I
33
34
Unskilled
Unskilled
Semi-skilled
Semi-skilled
Semi-skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
Rs.5200-20200 + 1800
Rs.5200-20200 + 1800
Rs.5200-20200 + 1800
Rs.5200-20200 + 1800
Rs.5200-20200 + 1800
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
Skilled
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
PB-1
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 1900
Rs.5200-20200 + 2400
Rs.5200-20200 + 2400
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
Group-C
PB-1
PB-1
Rs.5200-20200 + 2400
Rs.5200-20200 + 2400
Group-C
Group-C
Highly-Skilled
Highly-Skilled
Highly-Skilled
Highly-Skilled
59
35
Senior Operator
36
Foreman
(Mechanical)
37
Foreman (Electrical)
38
Foreman (AC&R)
HighlySkilled
SkilledSupervisory
PB-1
Rs.5200-20200 + 2400
Group-C
PB-1
Rs.5200-20200 + 2800
Group-C
SkilledSupervisory
SkilledSupervisory
PB-1
Rs.5200-20200 + 2800
Group-C
PB-1
Rs.5200-20200 + 2800
Group-C
60
ANNEXURE-III
(See Para 2.03)
LIST OF EXECUTIVE ENGINEERS (COORD) -REGION WISE
Executive Engineer, Coordination (Electrical),C.P.W.D.NEW DELHI(Region A)
Executive Engineer, Coordination (EZ),C.P.W.D.,KOLKATA(Region B)
Executive Engineer, Coordination (WZ),C.P.W.D.,MUMBAI(Region C)
Executive Engineer, Coordination(SZ),C.P.W.D.,CHENNAI(Region D)
Director of Horticulture, C.P.W.D. I.P. Bhawan, New Delhi.
Function of Executive Engineer, Coordination/ Director of Horticulture
The Executive Engineers (Coordination) Director of Horticulture except the Exceptional Units of
Seniority, will be responsible for making recruitment, maintenance of communal roster, seniority
lists, disposition lists of the staff in their respective regions and also for retention and custody of
one copy each of character rolls of the staff. Executive Engineers in case of the Exceptional
Units are required to attend to initial recruitment, promotion, maintenance of communal roster,
seniority lists etc.
The Director of Horticulture (DR) will maintain the seniority lists, disposition list of
horticulture staff in other region also.
61
ANNEXURE-III (A)
(See Para 2.03)
4.
5.
6.
7.
8.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
63
ANNEXURE-III (B)
(See Para 2.03)
Directorate General of Works
Central Public Works Department
No.6/5/2001-S&D/23
OFFICE ORDER
Sd/Director(S&D)
To
All ADGs
All Chief Engineer(Civil & Elect.)
All SE (Coord.).
64
ANNEXURE-IV
(See Para 3.03)
OPERATIVE GRADE &GROUP-C-PERFORMANCE REPORT C.P.W.D.
Period of Report from. To..
PART 1
TO BE FILLED BY THE REPORTING OFFICER
1.
2.
3.
4.
5.
6.
7.
8.
9.
Name_____________________________________
PIMS ID__________________________________
Age______________________________________
Post Held_________________________________
Pay______________________________________
Educational Qualifications____________________
Can he read write Hindi/English________________
Period of absence during the year_______________
Observations on:
(i)State of Health
(ii)Intelligence
(iii)Interest in his work
(iv)Skill and proficiency in trade in which engaged.
(v)Amenability to Discipline
(vi)Punctuality & Regularity
(vii)Honesty and Integrity
(viii)Devotion to duty
(ix)Sense of responsibility.
10. Is he fit for promotion, if so which grade.
11. Are you prepared to retain him under you?
12. Mention any skill or proficiency acquired.
13. General remarks on his work & conduct.
65
Designation.
Part-II
REMARKS OF THE REVIEWING OFFICER
Design
66
ANNEXURE-V
(See Para 5.02)
No23/3/97-EC.X
GOVERNMENT OF INDIA
DIRECTORATE GENERAL OF WORKS
CENTRAL PUBLIC WORKS DEPARTMENT
Nirman Bhawan, New Delhi
Dated 19.01.2004.
OFFICE MEMORANDUM
Subject:-
The ministry of labour had issued Notification No. SO 563 (E) dated 23-5-2002 and the
three Unions, viz. CPWD Workers Union, CPWD Mazdoor Union and All India CPWD
employees Union had objections. The Ministry of Labour has responded to objections/views
raised by the Unions and the request of the CPWD and the Ministry of Urban Development &
Poverty Alleviation, vide their ID No.S32021/1/2002-WC (MW) dated 13-1-2003 as follows:The notification of 23-5-2002 is superfluous as even in the absence of the said
notification, Section-14 of the Minimum wages Act, 1948 shall be applicable to the workers
of CPWD or any other establishment engaged in the scheduled employments, only if they
are in receipt of minimum wages fixed under the Act.
Through the Gazette Notification No. SO 22(E) dated 8-1-2003, the Ministry of Labour
has withdrawn the earlier Notification No. So 563(E) dated 23-5-2002.
2.
According to Section-14(1) of the Minimum Wages Act,1948,where an employee whose
minimum rate of wages is fixed under this Act by the hour, by the day or by such a longer wageperiod as may be prescribed, works on any day in excess of the number of hours constituting a
normal working day, the employer shall pay him for part of an hour so worked in excess at the
overtime rate fixed under this Act or under any low of the appropriate Government for the time
being in force, whichever is higher.
3.
The wages of CPWD workers are not fixed under the provisions of Minimum Wages
Act. 1948. CPWD workers are paid higher wages according to CCS (Revised pay) Rules, 1997
like all other Central Government Employees.
67
4.
The Authority under Minimum Wages Act, 1948 and the Regional Labour
Commissioner(C), New Delhi while disposing of the Claim Application No.MWA-20/2001 filed
by CPWD workers issued orders on 31-12-2001 stating that the Section-14 of the Minimum
Wages Act provides for the payments of overtime allowance only to those employees who are
getting minimum rates of wages under the provisions of the Minimum Wages Act, 1948. It does
not apply to those who are getting better wages under other statutory rules. CPWD workers were
not granted the benefit of overtime allowance under the Minimum Wages Act by this Regional
Labour Commissioner (Central)s order.
5.
The above order of Regional Labour Commissioner (C), New Delhi has also relied upon
the Supreme court judgement in the Municipal Council, Hatta Vs. Bhagat Singh on 6th February,
1998 which stated categorically that worker whose are not fixed under the Minimum Wages Act
are not entitled to overtime allowance under the Minimum Wages Act.
6.
The Ministry of Law were also consulted in the matter. In their legal advice, vide their
U.O. No.20297/03 dated 18-2-2003, they have brought out that since the CPWD workers are not
in receipt of minimum wages fixed under the Minimum Wages Act, 1948 and are getting pay in
scales of pay prescribed by the Ministry of Finance, these employees are not entitled for
overtime wages at double rates as prescribed under Section-14 of the Minimum Wages Act,
1948 which is not applicable to them as per the Supreme Court judgement in the case of
Municipal Council, Hatta.
7.
Keeping in view the above. Namely the I.D. Note of Labour Ministry, the order of the
Minimum wages Authority and Regional Labour Commissioner (C) dated 31-12-2001 and the
judgement of the Supreme Court in the Municipal Council, Hatta case (Civil Appeal No. 4826 of
1991) on 6th Feb 1998, and Section-14 of Minimum Wages Act, 1948, the following orders are
issued with reference to the CPWD workers borne on the Work-charged Establishment and
Regular Classified Establishment.
8. The following rates shall apply to the Work-charged Staff and Regular Classified for the
purpose of overtime allowance:UPTO1200
1201-1450
1451-1700
1701-1950
1951-2200
2201 and above
7.95
9.55
11.35
13.15
14.95
15.85
10.60
12.75
15.15
17.55
19.95
21.15
68
9.
The emoluments referred to in the quoted OM refer to the per- revised scales. The
Emoluments for this purpose means pay as defined under FR 9(21) (a) plus DA/CCA/
Composite, Hill Compensatory Allowance. For the purpose of applying `pay`/pay Slabs in the
existing orders. `notional pay ` admissible in the pre-revised scale to be taken into account for
the purpose of allowing overtime allowance.
10.
The above categories of employees are entitled to get overtime allowance as per the
above mentioned rates, subject to following conditions:(i)
First one hour free:- One hour to be deducted as free duty from extra duty performed
either before or after office hours, beyond prescribed hours of work. If an official is
recalled for OT duty from residence, such deduction not to be made.
(ii)
Lunch break:- Actual time taken for lunch-break to be deducted from OT duty.
(iii)
Late attendance:-If an employee comes late on the day when put on OT duty, the time by
which he comes late to be deducted in addition to the usual one hour free work.
(iv)
Rounding:-
(a)
Fraction of half-an-hour to be rounded to next half hour, e. g. if OT duty beyond one hour
free work is for 2 hours 10 minutes, it should be rounded to 21/2 hours.
(b)
Calculation of OTA for each day to be rounded to the nearest multiple of 5paise. Total
claim for a month to be rounded to the nearest rupee as per general orders.
(v)
(vi)
11.
Tour/Temporary transfer:-OTA admissible for the OT duty performed at the place of duty.
Further, the order regarding engagement of workers on overtime duty will continue to be
the same as per the existing Order No.23/9/98-EC.X dated 12-2-1999 as under:-
(i)
(a)
(b)
(c)
(d)
A ceiling limit on overtime of 30 hours in a month is fixed for the following categories:Electrician /Wireman and one Khallasi
General Operator/Pump operator
Lift Operator
AC Mechanic for Central AC Plant Room/Package Unit and one Khallasi
69
(e)
(f)
(g)
(h)
(i)
(j)
(ii).
(a)
(b)
(c)
(d)
(e)
(f)
A ceiling limit on 20 hours in a month is fixed for the following categories:Mason and one Beldar
Carpenter and one Beldar
Painter and one Beldar
Chowdhary
Upholsterer
Lift Mechanic.
(iii)
(a)
(b)
(c)
(d)
A ceiling limit on overtime of 15 hours in a month is fixed for the following categories:Beldar
Khallasi
Sweeper
Fireman and leading fireman and Fire Khallasi
ANNEXURE-VI
(See Para 5.04)
LIST OF CATEGORIES OF WORK-CHARGED STAFF ENTITLED FOR TOOLMAINTENANCE ALLOWANCE. REVISED RATES OF TOOL MAINTENANCE AND LIST
OF TOOLS TO BE MAINTAINED BY THEM.
Mason
Rate of
TMA per
month
Rs.60.00
Carpenter
Rs.60.00
9
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
71
No.
of
Tools
3
1
1
1
1
1
1
1
1
1
3
1
1
3
2
6
2
4
1
1
1
1
1
1
Plumber
Rs.60.00
Blacksmith
Rs.60.00
Upholsterer
Rs. 60.00
Mechanic/Sr. Mech./Fitter/
Lift Mechanic
Diesel-Mechanic
Radio-Mechanic
Rs. 60.00
72
1
Plier
2
Screw Wrench
3
Screw Driver
4 44 Chisel
5
Hammer
6
Haksaw
7
Pipe Wrench
1
Hammer 16 lbs.
2
Hammer 1 kg.
3
Iron Catcher 1 kg.
4
Pipe Wrench
5
Spanner
6
Hammer 250 gm.
7
File
8
Chisel
9
Screw Driver
1
Needle 8
2
Needle 10
3
Scissors
4
Measuring Tape
5
Hammer
6
Plier (Jamboor)
1
5long Nose Plier
2
Screw Wrench
8(Adjustable)
3
Wooden Handle Screw
Driver 6
4
Wooden Handle Screw
Drive 8
5
Wooden Handle Ball
Fan
Hammer
6
Double End Spanners:
1/4x5/16
5/16x3/8
3/8x7/14
7/16x1/2
1/2x5/8
5/8x3/4
1
5Long Nose Cutting
Plier
2
6Insulated Plier
suitable for
500 volts
1
1
1
1
1
1
1
1
1
1
1
1
1
3
6
4
1
1
1
1
1
1
1
1
1
1
1
1
1
73
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
ANNEXURE-VII
Norms
1 acre Mali
2.
Accommodation
MPs accommodation and Government
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
Officers bungalows
Flats
Permanent office accommodation
Open spaces
Play grounds
Public Parks
Prestigious works
Hedge cutting
Potted plants
Mowing of lawn
Trees
1.35 acres
1.25 acres
3.00 acres
2.00 acres
2.00 acres
1.00 acres
12,000 Running ft
3,000 plants/Mali
*20 acres
-
Per
Mali
250
300
1.200
1.55 acres
These works have already been included in the above works and therefore no
separate staff is to be provided for these works unless at the places where only
cutting work/mowing of lawns is to be performed.
Chowdhary1
Over 18 Malies
Ratio between Malies & Senior Malies 3:1
74
ANNEXURE-VIII
(See Para 21.06)
OF
WORK-CHARGED
STAFF
The work-charged staff is meant for day-to-day maintenance of buildings only. The work
of carrying out annual repairs to residences. Like colour washing, distempering, painting, whitewashing, etc. works of additions and alterations or minor works not requiring immediate
execution are normally not covered by their duties and may be got done through contractors.
However, spare capacity if any should be utilized in carrying out petty items of works, like
putting up doors, partition of walls, change of W.C. and other similar items.
2. The yardsticks are applicable throughout India.
NORM FOR CIVIL CATEGORIES OF WORK-CHARGED STAFF
A. Residential Buildings:
S.No. Category
Type-I
II-IV
1.
2.
3.
4.
5.
1.
Mason
2.40
3.40
4.50
2.
Carpenter
4.00
4.00
4.50
3.
Fitter/Plumber
3.40
3.90
4.50
4.
Sewerman
3.50
4.50
6.50
5.
Beldar
One Beldar for each Mason and half Beldar for each Carpenter/
Plumber. Provide additional Beldars, equal to 150% of the total
number of Beldars required for Masons/ Carpenters/ Plumbers.
6.
Painter
As required
7.
Caneman
As required, only for emergent works. One Caneman may be
employed in B Division and two in Parliament Works
Division
Note: Beldars shall form a pool and not be attached to a particular category of skilled labourers.
They can be deployed to work with skilled labourers or on miscellaneous jobs like cleaning the
75
drains, repairs to roads, carriage of materials etc. at the discretion of the Assistant Engineer-incharge of Enquiry Office.
B. Non-residential:
S.No.
Category
1
1
2
Mason
3
As required
Carpenter
As required
8.50
4.00
4.40
6.50
Fitter/
Plumber
As required
8.50
4.00
4.00
5.00
Rashtrapati
Bhawan,
Parliament
House
Office
Bldgs.
7
4.00
Sewerman
4
5
Beldar
As required
8.50
4.20
9.00
9.00
twice the Number of Workers in Categories of Mason and Carpenter.
Note: While working out the requirements, the rounding off should be done at the level of subdivision and fraction of less than half ignored and half more than half treated as one. However, if
the strength of worker in any category works out to less than 0.5, then one positional worker may
be provided.
76
ANNEXURE-IX
(See Para 21.06)
YARDSTICKS FOR ELECT. CATEGORIES OF WORK- CHARGED STAFF
RECOMMENDED BY SIU, 1989
The work-charged staff is to be generally employed on operation and routine maintenance
work. Maintenance work. Maintenance and repair work of specialized and complicated nature,
which are normally not covered by the duties of the work-charged staff may be got done through
Contractors.
2. The yardsticks are applicable throughout India.
Revised norms for Wireman/Assistant Wireman
WM/AWM
One per
Point
Ratio of
W/M
to AWM
Ratio of
AWM to
Khallasis
Residential Buildings
1.Type I to Type V
And above VIP/MP
Residences
3300
4:3
NON-residential Buildings
1. Monumental Buildings
2000
2. Multistoried Buildings
2000
2000
4. Airports
2500
3300
2500
2:1
77
2:1
Annexure-X
(See Para 22.01)
No.22/21/2006-EC.X
Directorate General of Works
Central Public Works Department
Nirman Bhawan ,New Delhi, dated:6.6.2006
Subject: Vetting of parawise comments of work-charged staff of CPWD Instructions regarding.
At present, the paradise replies/ proposed counter Affidavits to be filed in respect of
Industrial Disputes/ LCAs in Regional Labour Commissioners office/ Central Govt. Industrial
Tribunal-cum-Labour Courts, OAs in CAT or Writ petitions in High Courts by the workcharged staff are being vetted by the Directorate General of Works irrespective of the issues
raised in such Applications/ Writ Petitions. All the establishment matters, including power of
appointment of work-charged employees is vested with the concerned Superintending Engineers
of respective Circles.
2.
It has been decided that all IDs, LCAs, OAs and Writs except those relating to policy
matters that are not provided for in Rules or instructions may be disposed of at the level of
Additional Director Generals concerned of the respective Regions of CPWD/ E-in-C of PWD
and need not be sent to the Directorate General of Works. It would be the responsibility of the
ADGs concerned/ E-in-C to ensure proper and effective defence of the case, including the
interests of the U.O.I. and also to ensure compliance of orders of the RLCs, CGIT-cum-Labour
Courts , CATs or Honble High Courts of filing of appeals thereon in time.
3.
This issues with the approval of Director General of Works, CPWD, New Delhi.
Sd/(DIWAN CHAND)
Director of Administration
To
All ADGs Concerned.
Copy to:
All Chief Engineers/ Superintending Engineers/ Executive Engineers.
78
ANNEXURE-XI
DUTIES ASSIGNED TO CATEGORIES ON W.C. ESTABLISHMENT
1.
Armature Winder: Testing repairing. Re-winding assembling and overhauling of all
types of electrical motors and fans, and other appliances including rebuilding of commutators.
2.
Beldars: Miscellaneous unskilled jobs such as (i) earthwork (ii) carriage of materials and
assisting artisans in their work. The employment of this category should be confined to works
relating to constructions and maintenance of buildings and road.
3.
Bandhani: Scaffold Binding and carriage of heavy materials.
Electrician: General supervision and guidance to the work of electrical including
4.
carrying out complicated maintenance works on HT and LT Electrical installations.
5.
Khallasi: Unskilled work and general assistance to workmen on the electrical side.
6.
Caneman: Canning and re-canning of sofa chairs dining chairs, easy chairs, sunny
chairs, S.L. baskets ordinary chairs etc.
7.
Carpenter: Construct and to put into position doors, window frames, stairs, trusses etc.
attend to all types of repairs in wood work in buildings either inside or outside. Furniture repairs.
8.
Lift Mechanic: Day to day routine maintenance and repair of Electrical Lifts. Periodical
servicing and preventive maintenance work on electric Lifts as required.
Mason : To attend to repairs and/or renewals of all types of masonary work in general
9.
including plastering pointing, flooring, etc. in building or other structures.
10.
Mechanic : Servicing repairs and overhaul adjustments to controls, opening, inspection
and assembly of mechanical plants.
11. Mechanic (AC & Refgn.):(i) To attend to major repairs on Refrigerators, Coolers, Air Conditioning Units, small Air
Conditioning and Cold Storage Plants other repairs and medium sized plants.
(ii)
To rectify faults in small compressors, pumps of all sizes, motors, control switch gear
and refrigeration control.
(iii)
Will carry out lubrication of motors, testing of leaks and gas and oiled charging.
(iv)
He will also do joining of refrigeration fitting and piping with soft solder.
(v)
Will also work as Operator on large sized central mp conditioning and cold storage
plants.
12. Motor Lorry Driver: Driving motor vehicles of all descriptions both light and heavy,
including running repairs and adjustments.
13. Operator (E & M): Operation and maintenance of pumps, electric motors, internal
combustion engine driven. Machinery generating sets and Tractors (light).
14. Painter: Paints woodwork, walls and iron work etc to required colour and shade, varnishing
and polishing of quality wood work and furniture and/or electrical or other machines whenever
necessary.
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15. Senior Mechanic :To control and guide the work of a group of mechanics or fitters or other
skilled personnel working in workshop, power houses etc. or repair and maintenance of
specialised type of heavy construction equipment such as Bull Dozers, Graders, Asphaltic
equipment etc. or repair and maintenance of diesel engine driven generating sets, heavy duty
electric pump etc.
16. Senior Mechanic (AC & Refgn.): To carry out all repairs on installations of all types of
Air-conditioning and refrigeration appliances, electrical appliances for air-conditioning and
refrigeration works compressors- cum-motors, control switch gear and all kinds of refrigeration
controls will attend lubrications, testing of leaks, will do joints with soft and hard solders.
17. Senior Operator: Operation and maintenance of plants like shovel loader, bull dozer, tractor
(Heavy) and cranes etc.
18. Turner: General turning work on lathes of standard precision.
19. Upholster: Makes cushion for sofa sets, chairs, mattresses for beds. Applies springs,
padding covers from materials such as cloth, silk, leather, rexine etc. to articles of furniture to
cut and make exterior cover, tack webbing, padding conceal the edges of materials by beading
etc. To stitch curtains of any design whether fixed on rails or running on rollers, frilled or plain,
with or without lining.
20. Welder: Carrying out various welding works and operation with electric are or
oxyacetylene, running, maintenance of welding apparatus.
21. Wireman: Wiring and maintenance of important installations like Electric Motor, Lift etc.
a)
Installation, maintenance and testing of all types of wiring in big and small building both
residential and non-residential. Installation, maintenance and testing of main switch-boards, subdistribution boards, electric motors and starters including their wiring, ear thing etc.
b)
With wiring diagrams and instructions supplied he should install, maintain and test
wiring in lift installations also where required.
c)
Installation, repairs, maintenance and testing of ceiling tables and exhaust fans and
heaters, give first Must aid (Resuscitation)at site where necessary.
22. Mali Grade-III: All garden operations including maintenance and care of permanent
features of gardens such as lawns shrubs, hedges and trees including sweeping of leaves and
litter etc. from the garden.
23. Foreman (Mech.): Supervise, instruct and guide Mechanics Senior Mechanics and other
skilled mechanical staff in the workshop. He shall attend to complicated nature of work in
connection with installation operation and maintenance of mechanical plants, such as trucks.
Rollers, Jeeps. Concrete mixers, asphalt mixtures etc. and earth moving plants such as bull
dozers, motor graders etc. he shall have to guide in setting jigs and fixtures, besides the different
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processes and the machines to turn out different jobs and asses the time, raw materials required
etc. He shall have to guide mechanical staff in repairs and overhauling of different types of
mechanical plants.
24. Foreman (Electrical): Supervise, instruct and guide Electricians, Wiremen and all electrical
staff on installations maintenance and operation of Elect. Works including lift power house, substation etc. He shall attend to complicated nature of work viz. setting and adjusting of controls
for different types of L.T. & H.T. switch gear lift. Generating sets etc. He shall have to assess the
materials and spare parts required for different types of elect. Installations and their repairs and
the time required for different jobs.
25. Foreman (A.C & Refgn.): (i) To supervise and aid mechanics and other skilled staff on
repairs to air-conditioning units and refrigerators and desert coolers in workshop and also to
supervise and aid in their testing, commissioning and installation.
(ii) To attend to complicated nature of work i.e. setting adjustment and repairs of control
alignment of compressors etc. and to attend to serious and frequent complaints.
(iii) To prepare report of jobs to be done by mechanics and other skilled staff and to enter them
in a register.
(iv) To take independent charge of Central plants with reciprocating compressor.
(v) To carry out Senior Mechanics works independently.
26. Fitter: All kinds of fitting work involving filing, cutting and threading of ferrous or nonferrous material.
27. Moulder: Preparation of cores for various castings of moulds of suit requirements operation
and maintenance of foundry equipments.
28. Plumber: Assembly, fitting, installation, maintenance and repair of plumbing pipes, fixtures
and fittings for water supply and for sanitary and drainage system.
29. Lineman: To erect, maintain, repair and test over-head lines low, medium pressure and upto
11 K.V.
30. Road Roller Drivers: Driving steam Engine or Diesel, power line, kerosene or petrol engine
Driver Road Roller on various types of road and similar work including running repairs and
adjustments.
31. Boilerman: Operation and Maintenance of Steam Boiler. Maintenance of boiler plant
working at a steam pressure exceeding 100 lbs.
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32. Blacksmith: To shape, handle and mould wrought iron or mild steel to required sizes and
shapes; to fire-weld iron or mild steel pieces and to attend to repairs/and/or renewals of iron
monger and articles made of mild steel etc. to greater degree of precision.
33. Packer: Packing of stores for dispatch or for storage,
34. Mate: Supervision over unskilled workmen.
35. Mali Gd. II: Mowing of lawns, cutting of shrubs and hedges and removal of clippings,
maintenance and care of permanent features of gardens such as lawns, shrubs, hedges and trees
including sweeping of leaves and litter etc. from the garden.
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