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ASSOCIATION
PRESENTATION BEFORE
THE 3RD PAY REVISION
COMMITTEE
OUR MISSION
A B
10% in locations less than 15% in locations more than
400kms from 400kms from
schedule B city as schedule B city as
considered for HRA considered for HRA
Additional 5% in Naxal affected areas
PERKS & ALLOWANCES
• REMOVAL OF ADDITIONAL INCOME TAX ON HRR:
For the purpose of levying Income Tax on HRR, the
employees of CPSEs staying in company provided
accommodation should be considered at par with
Government employees staying in Government
accommodation.
As per this formula even after having registered profit in particular financial
year if incremental profit is not there, only 60% share of PBT is paid. Due to
which PRP in grades E0 to E3 becomes invariably less than ex-gratia paid to
non executives. To cater with this disparity, we suggest:
•Not considering incremental profit for PRP calculation
•If at all it is considered, 80% of PBT and 20% of incremental profit to be
used.
•PRP protection scheme to be introduced i.e., in any case of eligible
executive it should not be less than the ex-gratia paid to the non-
executives.
PRODUCTIVITY LINKED INCENTIVE
•Should be reintroduced
•Should be kept outside PRP
•As it acts a motivating factor for employees in field /
project areas
•Should be linked to be production only and no other
factor such as sales or profit as these are beyond the
control of employees
BELL CURVE
• ABOLISH OF BELL CURVE APPROACH
Adoption of “Bell Curve Approach” for PRP is grossly unfair as
this is a forced ranking system of employees which inter alia
creates a situation where a genuine performer is categorized as
a mediocre in order to normalize the distribution curve. There
should be strict distinction between the performance of an
executive for PRP payment and for promotion.