Annexure 1

Annexure-2

Pay structure from 3rd to 6th Pay Commission

Annexure-

3
(Comparison between Group-A & B officers with Senior Section Engineer)
Pay Commission

Group-A officer

Group-B officer

Senior Section Engineer

3rd

700 - 1300
800 - 1200

650 - 1200

840 1040
840 - 1200

4th

2200 - 4000

2000 - 3500

2375 3500

5th

8000 - 13500

7500 - 12000

7450 - 11500

6th

PB3, 15600 - 39100

G.P. - 5400

PB 2, 9300 34800
G.P. - 4800

PB 2, 9300 - 34800
G.P. - 4600

(Comparison between Staff Nurse with Junior Engineer- II)

Pay Commission
3rd
4th
5th
6th

Staff Nurse
Pay scale
Qualification
425 - 700
1400 - 2300
Diploma in
5000 - 8000
Nursing
PB 2, 9300 - 34800
G.P. - 4600

Junior Engineer- II
Pay scale
Qualification
425 - 700
Diploma in
1400 - 2300
Engg. +
5000 - 8000
1 to 1&1/2
yrs
PB 2, 9300 - 34800
Rly
training
G.P. - 4200

(Comparison between Nursing Sister with Junior Engineer- I)

Pay Commission
3rd
4th
5th
6th

Nursing Sister
Pay scale
Qualification
550 - 750
1640 - 2900
On promotion
from Staff
5500 - 9000
Nurse
PB 2, 9300 - 34800
G.P. - 4800

Junior Engineer- I
Pay scale
Qualification
550 - 750
1600 - 2660
On promotion
from Junior
5500 - 9000
Engineer-II
PB 2, 9300 - 34800
G.P. - 4200

(Note : Junior Engineer I & II were merged in 6th Pay Commission)

(Comparison between Matron with Section Engineer)
Pay Commission
3rd
4th
5th
6th

Matron
Pay scale
Qualification
700 - 900
2000 - 3200
On promotion
6500 - 10500
from Nursing
PB3, 15600 - 39100
G.P.- 5400

Sister only

Section Engineer
Pay scale
Qualification
B. E./ B.Tech
700 - 900
for direct
2000 - 3200
(20%) &
6500 - 10500
Promotion
PB 2, 9300 - 34800
G.P.- 4600

(80%) from
Junior
Engineer-I

(Comparison between Chief Matron with Senior Section Engineer)

Pay Commission

Chief Matron
Pay scale
Qualification

3rd

Not available

4th
5th

Not available
7450 - 11500

6th

PB3, 15600 - 39100

G.P.- 5400

On promotion
from Matron
only

Senior Section Engineer

Pay scale
Qualification
840 - 1040
840 - 1200
On promotion
2375 - 3500
from Section
7450 - 11500
Engineer only
PB 2, 9300 - 34800
G.P.- 4600

( Note : Section Engineer & Senior Section Engineer were merged and
Matron & Chief Matron were merged in 6th Pay Commission)
A comparison of Senior Section Engineer with others is given below :

Diploma in
nursing

Senior
Section
Officer
(Accountant)
B.A / B. Sc/
B.Com

Primary
teacher
(Selection
Grade)
+12th STD
with D.Ed

Nature of
work

Conventional

Conventional

Activity

Non-core

Trained Graduate
Teacher (Sr.
Grade)

Senior Section
Engineer

Graduate with B.Ed

B.E. / B.Tech.

Conventional

Conventional

Challenging

Non-core

Non-core

Non-core

Core

NIL

NIL

NIL

NIL

Active role

NIL

NIL

NIL

NIL

100% Responsable

Welfare

Supporting

Welfare

Welfare

Executive

HOER
classification

Intermittent
(with specific
periodical
rest)

Intermittent
(with specific
periodical
rest)

Intermittent
(with specific
periodical
rest)

Intermittent (with
specific periodical
rest)

Excluded (without
specific periodical
rest)

Old pay scale

6500-10500

6500-10500

6500-10500

6500-10500

6500-10500

New pay scale

1560039100

9300-34800

9300-34800

9300-34800

9300-34800

Pay Band
(PB) / Grade
Pay (GP)

PB-3 / 5400

PB-2 / 4800

PB-2 / 4800

PB-2 / 4800

PB-2/ 4600
Why ?

Posts
Criteria

Matron
(Nurse)

Minimum
Qualification

Role in Train
Movement
Safety aspect
Category of
Staff

In addition to higher salary, nurses are paid several allowances ( Nursing allowances, Uniform
allowances, Washing allowances, etc.)

Pay Comparison
Continuous Downfall in Pay Scales:
S No

Designation

3rd CPC

5th CPC

6th CPC

Excise Inspector

425-700

6500-10500

PB-2, GP-4600

Train Controller

425-700

6500-10500

PB-2, GP-4600

Traffic Supervisor

425-700

6500-10500

PB-2, GP-4600

Police Inspector

425-700

6500-10500

PB-2, GP-4600

Junior Engineer

425-700

5000-8000

PB-2, GP-4200

Upgradation of non safety & non tech. staff:

th

5th CPC

6th CPC

S No

Designation

5 CPC

Teacher

5000-8000

5500-9000

PB-2, GP-4600

Staff Nurse

5500-8000

PB-2, GP-4600

2A

Nursing Sister

5500-9000

PB-2, GP-4800

Junior Engineer, Gr-II

5000-8000

Not done

PB-2, GP-4200

3A

Junior Engineer, Gr-I

5500-9000

Not done

PB-2, GP-4200

SO/Accounts

5500-9000

6500-10500

PB-2, GP-4800

Supdt. Legal

7450-11500

7500-12000

PB-2, GP-4800

Matron

6500-10500

PB-3, GP-5400

Section Engineer

6500-10500

Not Done

PB-2, GP-4600

7450-11500

Not Done

PB-2, GP-4600

Senior Section
Engineer

review

Annexure-4
Promotional prospectus of direct recruitment grades within Group-C cadre
S
l
1

Post
(Qualificatio
n)
Nurses
(diploma in
nursing)
Teachers
(Graduate
with B.Ed)
Teachers
(post
graduate)
Junior
Engineer
(Diploma in
Engg)
Sr. Section
Engineer
(Degree in
engg)

PB 2
GP
4200
-

PB 2
GP 4600

PB 2
GP 4800

joining

1st
promotio
n

joining

1st
promotio
n

PB 2
GP 5400

PB 3
GP 5400

2nd
promotio
n

joining

joinin
g

1st & last

promotio
n
WHY ?

Joining

PB 3
GP 6600
-

2nd
promotio
n
1st
promotio
n

2nd
promotio
n

no promotion at all , WHY ?

Annexure-5
Comparisons of proposals made by Labour Federations
Proposals by Both Labour
federations to 7th CPC
No

Post

4th CPC

5th CPC

6th CPC
1st
proposal

Staff
Nurse

425-700

1400-2300

GP-4600

revised proposal

Nil

PB-2
74000

Nursing
Sister
Matron

Chief
Matron
JE-II

550-750

1640-2900

700-900

2000-3200

GP-4800

GP-5400
PB-3

NA

2375-3500

425-900

1400-2300

JE-I

550-750

1600-2660

SE

700-900

2000-3200

SSE

840-1040

2375-3500

88000

74000

Nil, WHY ?

78000

Nil, WHY ?

WHY?
GP-4600
PB-2,

78000

GP-4200
PB-2,

78000

PB-2

WHY?

Annexure-6
Justice Khanna Committee (Reports Abstract)
Supervisors (Subordinate Engineers) should not be allowed to join the labour unions. They
should be permitted to form own association to represent their interest and grievances.
Justice K N Wanchoo Committee (Reports Abstract)
Practically all the railways drew pointed attention to the fact that senior subordinate
engineers today have inadequate scale of pay and poor prospects of promotions and
advocated revision of their pay scales & a review of the not commensurate with their
workload and responsibilities and want of adequate channel of promotion there is great
stagnation.
We are entirely in agreement with Railway administration that to strengthen the measure
and Quality of Senior Subordinate Engineers over the working of staff, it is essential that
the position and authority of Senior Subordinate Engineers should be restored. We have
already recommended that the Senior Subordinate Engineers should be recognized as
junior Members of Management and that their organization in separate association should
be fostered.
To improve status of Senior Subordinate Engineers, to impart them greater self confidence
and to broaden channel of promotion, we consider that wherever, there is a large
concentration to the staff working under a Senior Subordinate Engineers, the post should
be upgraded to gazetted status class II.

THE REPORT OF THE SECOND INDIAN NATIONAL LABOUR COMMISSION 2002

(Reports Abstract)
I - General Recommendations
1. We recommend that the Central Government and the State Government should have a
uniform policy on holidays, only 3 national holidays be gazetted - namely Independence
Day, Republic Day and Gandhi Jayanti Day, two more days may be added to be
determined by each State according to its own tradition and apart from these each person
must be allowed to avail of 10 restricted holidays in the year, Government holidays should
be delinked from holidays under the Negotiable Instruments Act.(5.29)
2. Flexibility in the hours of work per week and compensation for overtime. (5.32)

3. Attempt to change the basis of tenure in all jobs (permanent as well as non-permanent)
to contractual and for stipulated periods, involves a basic change in attitude and notion. If
transforming the basis of all employment is a social necessity because it has become
economic necessity for industrial and commercial enterprises, then, it is equally necessary
to create social acceptability for the change and the social institutions that can take care
of the consequences. (5.34 & 35).The fundamental change of this type has to be preceded
by :
i) evolution of socially accepted consensus on the new perceptional jobs
ii) the evolution of a system of constant up-gradation of employability through training in
a wide spectrum of multiple skills
iii) the setting up of a system of social security that includes unemployment insurance and
provisions for medical facilities; and
iv) the institution of a mandatory system of two contracts - one, an individual contract and
two, a collective contract with workers union.
4. The commission recommends that government may laid down list of highly paid jobs
who are presently deemed as workman category as being outside the purview of the laws
relating to workman and included in the proposed law for protection of non-workmen.
Another alternative is that the Govt. fix a cut off limit of remuneration which is
substantially high enough, in the present context such as Rs.25,000/- p.m. beyond which
employee will not be treated as ordinary "workman". (6.19) wage ceiling of Rs.25000/-

5. Further the Commission recommended that it would be logically to keep all

the supervisory personnel, irrespective of their wages / salary, outside the rank
of worker and keep them out of the purview of labour law meant for workers. All
such supervisory category of employees should be clubbed along with the
category of persons who discharge managerial and administrative functions.
The Commission would also recommend that such a modified definition of
worker could be adopted in all the labour laws. We expect management to take
care of the interest of supervisory staff as they will now be part of managerial
fraternity.

Annexure-7

Annexure - 8

Annexure-9