Indian Railway Codes and Manuals-Administration and Finance Code-Chapter- 4 (IV)
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CHAPTER IV EMPLOYEE RELATIONS 401- There are about 14 lakhs regular employees, in addition
to about 3 lakhs casual workers on Indian Railways, the largest employer by
far in the land. The regular strength consists of nearly 6,00,000 Class III
staff and about 8,00,000 Class IV staff in addition to about 8,400 Class I,
and II Officers. The pay and allowances of regular employees a lone account
for about 60 per cent of the total working expenses of Railways (excluding
appropriation to the Depreciation Reserve Fund and the Pension Fund) which
reflects the labour intensive character of the Railway industry. Harmonious
relations with the work force is an important management objective of the
Railways. This Chapter very briefly introduces the more important aspects of
employee relations. The subject is dealt with broadly under (a) personnel
administration, involving matters like recruitment sod training, pay and
allowances, labour laws, etc., and (b) industrial relations dealing with
grievance, procedures, union matters, and staff welfare, etc. PERSONNEL ADMINISTRATION RECRUITMENT AND TRAINING 402.
Subordinate staff (Class III, Class IV and Workshop Staff).—With a few
exceptions, direct recruitment to non-gazetted cadres is made in the lowest
grade of the category concerned. Direct recruitment on a limited scale to
intermediate grades may also be made, when considered necessary by the
Railway Administrations, with the approval of the Railway Board who will also
lay down the qualifications for recruitment to such intermediate grades.
Recruitment to Class III posts is usually made through the Railway Service
Commissions by open competition on all India basis or, in the case of lower
grade pasts, restricted locally to the area where such vacancies exist.
However, Railway Administrations are empowered to make direct recruitment on
a limited scale to Class III posts selectively an compassionate grounds or to
encourage sports. Recruitment to Class IV posts is done by the Railway
Administrations through Selection Boards. Employment Notices are issued
locally and the assistance of the local Employment Exchange is sought for
getting adequate number of suitable candidates. Both in regard to direct
recruitment and promotion, due note is taken of the Government's policy of
providing special facilities to Scheduled Castes and Scheduled Tribes. 403. Selection of a candidate by the Railway
Service Commission or a Railway Administration is subject to his qualifying
the prescribed medical examination. (For certain categories of jobs,
periodic medical examination is also prescribed during
the course of employment). The
appointing authority is further required to satisfy itself that
the character and antecedents of the persons to be appointed
are such as do not render him unsuitable for appointment to Government
service. All appointments are made on
probation which is usually for one year. For
trainees or apprentices appointed to working posts after the conclusion
of their training, the probationary period commences on the date of such
appointment. The type and period of training where
required have been specified in respect of each category of Class III
and Class IV staff in the relevant rules issued
in this behalf. 404. Rules have been laid down governing the grade to
grade promotion of staff of all categories. Promotions to
posts in the lower grades are generally made on the basis of
seniority-cum-suitability, each alternative step on the promotion ladder
being thereafter subjected to 'selection ' on merit only. 405. Group ' A ' and ' B ' Officers.—Recruitment to
Railway Services Group ' A ' is made through— (a) Competitive examination
held by the Union Public Service Commission ; (d) Promotion of specially qualified Group ' B' officers
including officiating Group ' B ' officers of the service or department. (c) In the case of Transportation
(Power) and Mechanical Engineering Department, by
appointment of candidates as Special Class Apprentice through the competitive
examination conducted by the U. P. S. C. and. (d) Occasional admission of
other qualified persons on the
recommendation of the Union Public
"Service Commission. All first to appointments Group ' A ' Services/Posts are
made by the President on the recommendation of the Union Public Service
Commission. Recruitment to Group ' A ' services/posts by promotion of Group '
B ' officers is made by the President on the recommendation of the Union
Public Service Commission. All first appointment to the Railway
services/Posts in Group ' B ' are made by the Railway Board. Recruitment to
Group 'B' services/posts by promotion of Class the staff employed on the
Railways is made by the Railway administrations concerned in accordance with
the rules framed by the Railway Board in consultation with the Union Public
Service Commission. 406. The probationers recruited to the various
railway services, Group 'A ' are required to undergo practical and
theoretical training for 2 years, which includes training at
the Railway Staff College, Baroda, and the National Academy of
Administration, Mussoorie. In the case of Medical Department, the period
of training is 6 months. The period of probation is 2
years in the case of Indian Railway Accounts Service, Indian Railway
Personnel Service and the Indian Railway Medical Service and 3 years in the
case of all other services. After completing the course at the Staff
College and at the conclusion of the period of training, the probationers are
squired to pass a qualifying examination before they are given
charge of working posts. 407. The Railways attach
considerable importance to providing training to all categories of
staff and Officers with a view to improving their
skills and ability. Training
is imparted in Railway Zonal Schools, Systems
Technical Schools and other such institutions of each railway. The
courses conducted at the training institutions may be broadly divided into 4
categories, viz. (i) initial or induction training to meet the needs of new
recruits ; (ii) promotion courses for employees who have to undertake
duties of
a different nature with higher
responsibility; (iii) refresher courses to keep the employees abreast of
the latest developments in their own subjects and to give
them a fresh orientation with regard to their duties and responsibilities ;
and (iv) special typos of courses to meet specific needs, such
as management courses, work study courses, operational research
seminars, etc. The Railways have also been
taking advantage of the offers of training facilities abroad
under the various technical aid plans of Foreign Governments and Agencies. 408. Pay and
Allowances.—'The structure of emoluments and conditions of
service of railway employees, like those of other Central Government
employees, are reviewed periodical!)' by the Pay
Commissions appointed by Government from
time-to-time. The recommendations of the Pay Commissions as
accepted by Government, (ay down the pay scabs
and allowances of various categories of rail
way employees as also their leave admissibility and
death-cum-retirement benefits. All employees borne on the
regular establishment of the Railways are placed on time
scales of pay, in which they draw annual increments as a matter of course
except on reaching an 'efficiency bar'. In addition,
they are paid "allowances" which may
be related to the cost of living index (as in the case of
Dearness allowance), or which compensate the employee on account of unusual working
hours or special nature of duties (such as night-duty allowance or running
allowance), or inhospitable or expensive place of posting (such as bad
climate allowance, hill allowance, house rent
allowance, city compensatory allowance). A unique
feature of the grade-wise pay structure
in the Railway for non-gazetted
employees is that the distribution of posts in the various grades is based on
a percentage of the total authorised establishment within the same
category. The rules governing the pay and allowances, leave entitlement,
retirement-cum-death benefits, etc., of railway employees are collectively
known as the Establishment Rules, and are embodied in the
Indian Railway Establishment Codes and the Indian Railway Establishment
Manual. 409. Detailed arrangements have been made for prompt
and regular payment of pay and allowances of staff. The
wage period in no case exceeds one month ;
however, it is not necessarily
the calendar month. The payment is
made on specified dates. The payment of Wages Act applies to
all railway employees whose wages average less than Rs. 1,000 per
month. The wages in any railway workshop in which
less than 1,000 persons are employed are payable before the expiry
of the 7th day after the last day of the wage period, and where the number of
persons employed is 1,000 or more, the wages are payable before the expiry of
the 10th day after the last day of the wage
period. Payments in kind are
prohibited. Only
permissible deductions, as specified in the Act, may be
made from the wages. The Railway Administrations are obliged
to maintain a register of wages at the work spot in such form as the
Paymaster finds convenient. The register
is required to contain the information regarding the gross
wages, deductions made from the wages, and the wages actually
paid to each person for each wage period. 410. Permissible
deductions.—.Deductions which can be made
from the wages of an employee to whom the Payment of Wages Act applies are
given under Section 7 of the said Act. 411. Income Tax and
Super Tax.—The sole authority for the recovery of income tax
is contained in the Income Tax Act 1961 as amended from time-to-time and the
rules and orders issued there under by the Ministry of Finance, Department of
Revenue (Central Board of Direct Taxes). Income Tax and Super Tax has to be
deducted at the rate and in the manner prescribed by the M. O. Finance,
Department of Revenue (C. B. D. T.) from time-to-time. No doubtful cases
should be decided except by reference to the Act, and if necessary to the
income tax authorities. 412. Annual Return.—According
to provisions of Section 206 of the Income tax Act, read with Rule 36-A and
37 of the Income Tax Rules, the prescribed person in the case of every office
of Government responsible for deducting tax under the provisions of Chapter
XVII of the Income Tax Act shall prepare, within the prescribed time after
the end of each financial year, and deliver or cause to be delivered by the
30th April following the financial year to the designated Income Tax Officer
and annual return of deduction of tax under section I92 of from
"Salaries" in Form No. 24 prescribed under Rule 37 of the Income
Tax Rules. It may be noted that the third copy of the T. D. S. Certificate
issued to the employees should be enclosed with the annual return. 413. Payment by Results:-With
a view to increasing the productivity of workshops and Production Units and
creating incentive for the employees and their supervisors, an incentive
scheme has been in existence on the Railways for a number of years. The
scheme was initially introduced in Chittaranjan Locomotive Works and was
extended later to other Railway Workshops and Production Units. The essential
features of this scheme are : (i) Time is the yardstick for measuring the work and
productivity. (ii) The " allowed time " for each operation is
fixed after a detailed time study and includes allowances for fatigue,
general handling, etc., and extra allowance to enable a workman of average
ability to earn 33-1/3 per cent over and above his basic wages. (iii) The difference between the "time allowed
"and the "time taken " constitute the time saved or lost for
direct workers which is evaluated at standard hourly rate prescribed by the
Railway Board for different categories of staff to arrive at the amount of profit
or loss. (iv) The ceiling limit on profit or time saved is fixed at
50 per cent of the time taken. (v) Essential indirect workers and supervisors up to the
level of chargemen participate in the incentive bonus scheme subject to their
earnings being restricted to 80 per cent of the average percentage of profit
earned by direct workers. Mistries get 100 per cent of the average percentage
of profit earned by direct workers, (vi) The basic wages of all workers and supervisors are
guaranteed irrespective of the result of working on incentive scheme but
losses sustained in any particular month are adjusted against the profit of
the sama month. (vii) The Administration reserves the right to vary the
allowed time if improved machine tools or better tooling are utilised or
other time saving devices are introduced and also if there is any error in
computation or in printing. 414. Death-cum-Retirement Benefits.—'Railway employees are eligible
for retirement benefits, as laid down in the
rules. Employees appointed after 16th
November, 1957 are pension able. Those in service
on that date have been permitted options from time-to-time to elect
pensionary benefits or to continue to be governed by the State
Railway Contributory Provident Fund Rules. 415. Hours of
Employment Regulations.—The hours of work, periodic rest and
overtime entitlement of ail railway servants (including casual workers)
except those employed in the workshops or on the ferries are governed by the
Hours of Employment Regulations (H.E.R.). The genesis of the H.E.R. dates
back to the Indian Railways (Amendment) Act, 1930 which was enacted to
implement the provisions of Washington Convention No. 1 of 1919,
ratified by the Government of India in 1921, and Geneva Convention No. 14 of
1921 which was ratified by the Government of India in 1923. In 1956, the
Indian Railways Act was amended by the introduction of Chapter VI-A and in
1961, the Central Government framed rules under Section 71-Eofthesams Act and
these rules were published under the title "Railway Servants (Hours of
Employment) Rules, 1961". Thus the H.E.R. are a
combination of the provisions contained in the Indian Railways Act and the
subsidiary instructions framed there under. For
the purpose of hours of work, the Railway employees are classified as "
intensive ", " continuous ", " essentially
intermittent" and "excluded". The Hours of Employment
Regulations were last reviewed by the Railway Labour Tribunal, 1969, who made
recommendations regarding classification of workers, weekly, hours of rest,
principles of averaging actual duty hours for
the purpose of overtime payment,
etc. These recommendations were accepted in toto by
Government. 416. Railway
Services (Conduct) Rules.—Inevitably,
the multifarious spheres of railway operation
impose certain responsibilities. and
obligations on the railway employees. All railway
men are expected to observe a general code of behavior
as embodied in the relevant Conduct Rules in regard to
various matters such as employment of near relatives in private
undertakings enroying Government patronage, joining of associations or
unions, indulging in criticism of Government and
unauthorized communication of information,
maintaining and furnishing a record of movable and immovable
assets, obligation to abide by all administrative instructions
issued by Government, and so on. As an employee of
Central Government in the Ministry of Railways or in
the Railway Administrations, a railway man is expected to be a good, honest
and conscientious member of the railway staff and an exemplary
citizen of the country. 417. Labour
Legislation.-—A large body of labour
legislation has been enacted over a long period
of time to safeguard the interests of industrial and other employees, and
these are generally applicable to railway-men unless otherwise specified by
any law for the time being in force and H. E. R. referred to above. The more
important laws applicable to railwaymen are : the Industrial Disputes Act the Workmen's Compensation Act the Minimum Wages Act; and the Factories Act. A brief summary of these enactments is given below. 418. The Minimum
Wages Act, 1948.—This Act aims at securing minimum rates of
wages in those categories of employment where wages are low, in order to
prevent exploitation of unorganised
labour. It also lays down the procedure for
regulating the hours of work and payment of wages, including
overtime, so as to ensure prompt payment, and specified the
deductions that can be made from the wages of the Workers. So
far as Railway Administrations are
concerned, the Minimum Wages Act applies to casual
workmen in employment— (i) on the construction or maintenance of roads or in
building operations ; (ii) in stone breaking or stone crusing. (iii) employment in the maintenance of building ; and (iv) employment in loading and unloading in Railways goods
sheds. The Act holds the employer in-charge as responsible for
payment of wages to persons employed under him and any Contractor is
responsible to the person he employs. The important provisions made in the
Rules framed under the Act are as follows:— (a) wage periods should be fixed for the
payment of wages at interuals not exceeding one month or such other largar
period as may be prescribed ; (b) wages should be paid on a working day,
within 7 days of the end of the wage period or within 10 days, if
1,000 or more persons are employed; (c) the wages of persons discharged should be
paid not later than the second working day after
the discharge bus the retrenchment compensation due, if any, shall be paid at
the time the of retrenchment of the workmen concerned in accordance with the
provisions of the industrial Dispute Act, 1947 ; (d) the wages of en employed person should
be paid to him without deductions
of any kind except those authorized
under the Act. The Act lays down provisions regarding a day of rest every
-week and extra wages for overtime. 419. The
Factories Act, 1948.—The
Factories Act applies to all Railway workshops and production
Units but does non extend to Loco Sheds and Carriage
and Wagon Depots which have been specially
exempted. The Act lays down the obligations of the 'Occupier' of
a factory in the matter of cleanliness of the premises, disposal of
wastes and effluents, maintenance of proper
ventilation
and temperature, prevention of overcrowding,
provision of could drinking water, latrine-
and urinals, fencing of machinery maintenance of
machine in safe condition, precautionary measures against fire hazard,
provision of washing facilities, fixing of weekly holidays
and payment of overtime allowance, prevention of accidents
etc., ect. 420. The Industrial
Disputes Act. 1947.—This is a comprehensive law for the
investigation and settlement of industrial disputes and covers all railway
workmen, other than those who being employed in supervisory capacity draw
wages exceeding Rs. 1,600 per month. An industrial dispute under the Act
means any dispute or difference between employers and employees and between
employees and workmen , or between workmen and workmen which is connected
with the employment or non-employment or the terms of employment or with the
conditions of labour, of any person. Among other matters, this deals with
reference of industrial disputes to arbitration/tribunals, strikes and lock
outs, conditions of employment of the workmen lay-offs and retrenchment etc.
A fair degree of a familiarity with the Industrial Disputes Act is absolutely
essential for all managerial personnel. 421. The Workmen's
Compensation Act, 1923.—The Workmen's Compensation Act applies
to all railway servants as also contract labour employed for the purpose of
carrying out railway work but does not apply to those employed in an
administrative or divisional/sub-divisional office and those mentioned in
Schedule II of the Act. Compensation under the Act is payable only when a
personal injury Is caused to a workman resulting in total or partial
disablement for a period exceeding 3 days by an accident arising out of and
in the course of his employment. The Railway Administration is not liable for
compensation where an injury, not resulting in death, was caused by an
accident directly attributable to— (i) the workman having been at the time thereof under the
influence of drink or drugs, or (ii) wilful disobedience of the workman to an order
expressly given or to a rule expressly framed for the
purpose of securing his safety, or (iii) wilful removal or disregard by the workman of any
safety or other device which he knew to have been provided for the purpose of
securing "the safety of workman. The compensation is payable half monthly during the period
of temporary disablement. During such period, a workman is ordinarily granted
leave salary in respect of the period of hospital leave. Necessary adjustment
of the leave salary due to the workman under the normal rules and the half
monthly compensation payments due under the Act has to be carried out in
accordance with the instructions laid down in this behalf. It is important
that arrangements should be made for prompt payment of the half-monthly bills
on a priority basis to conform to the provisions of the Act. INDUSTRIAL RELATIONS 422. Redressal of
Grievances.—Redressal of staff grievances is
a very important aspect of human
relationship with workers. Railways have
institutionalised arrangements for this purpose, and implementation cells
have been set up to
ensure that the grievances redressal machinery functions effectively, and all
commitments and agreements entered into with the staff are implemented
faithfully. 423. Staff
Welfare.—The welfare measure include a whole
range of fringe benefit such as subsidised
housing, medical care, provision of schooling facilities at
many places (although normally education is a State subject)
and grant of educational assistance for the children of railway servants,
provision of railway institutes and clubs for the recreation of
railway staff, establishing holiday homes in suitable places where cheap accommodation
is available for all railway staff for spending their holidays,
promotion of sports and scouting activities etc. Apart from these
welfare activities, canteens have been set up where food is available at
reasonable rates to the employees either as part of the Railway's statutory
obligation or otherwise. Vocational training centres have
been established at suitable places to impart training to un skilled and
semi-skilled railway workmen and vocational training to children of railway
employees. Handicrafts centers have also been established
where family members of railway employees learn sewing, knitting
etc., and also earn extra income. 424. Railway
Staff Benefit Fund.—Each Railway Administration maintains a
Railway Staff Benefit Fund which is financed from receipts
from fines, all receipts from forfeited provident fund bonuses other than
those of gazetted Railway servants, and an annual grant from the railway
revenues at a per capita rate (at present Rs. 14) in respect of each
non-gazetted railway employee employed on the Railway (other than in a
Capital Construction Project) at the end of the previous
year. The Fund is administered by a
Committee consisting, among others, of representatives of the railway staff
as may be nominated by the recognised
union(s). All expenditure from the Staff Benefit Fund
is authorized by the Committee or by a sub-committee
appointed under the provisions of the relevant rules. The
objects of the Fund are as follows :— (a) to aid education of the staff and their
children when no assistance is admissible under the rules ; (b) recreation and amusement
for the staff and their children ; about 1/8th of the amount is spent on
promotion of sports. (c) relief of distress, amongst the members of
the staff and their families; (d) such schemes for sickness or maternity
leave of the families of the employees as are not covered by
the Medical Attendance and Treatment Rules ; (e) Any other object with the approval of the
General Manager. 425. Co-operative
Societies.—Co-operative Societies which are provided with a
special facilities on the Railways are of two categories viz. (i) Consumer
Co-operative Societies : and (ii) Co-operative Credit Societies Consumer
Co-operative Society are those which are engaged in retail trade
to provide the needs of their members. Membership is
open to all serving railway employees who
may purchase at least one share of a specified
minimum value. The Co-operative Societies
are assisted by the Railway Administration in various ways
including (a) matching share capital contribution and
interest bearing repayable working capital loan ; and (b) subsidy for certain expenses and
establishment charges, and hiring of railway premises at
nominal rent. Facilities are also available to the Co-op2rative
Societies for recovery of dues from the members through their salary bills. 426. The Co-operative Credit Societies/Banks have
been set up to encourage the habit of thrift among members so that the
railway employees may be able to effect saving in current consumption
to meet future need and to meet their credit
requirements. The Co-operative Credit Societies/Banks
receive assistance in various forms from the Railway Administrations
e.g., accommodation is provided at reasonable rent in
railway premises, their notices are published free of charge in the Weekly
Gazettes, special casual leave and passes are issued to members of the
Managing Committees to enable them to attend
meetings, and recoveries of loan and having bank
and compulsory thrift deposits are effected through the salary bill of the
staff. 427. Permanent
Negotiating Machinery.—A Permanent Negotiating Machinery has
been sat up to maintain contact with organised, labour and to resolve
disputes and differences which may arise between them and the
Administration. The Negotiating Machinery works in three
tiers, viz. (i) the railway level, in which the recognised unions have
access to the Divisional and Workshop officers and to officers at the
Headquarters of the Railway Administration including the General Manager. (ii) the Railway Board level, in which the representatives
of the recognised Federations meet the Railway Board to obtain decisions on
matters which have not been settled at the Railway level ; and (iii) the Tribunel level, in cases which agreement is not
reached between the Federations and the Railway Board and the matters are of
sufficient importance to merit reference being made to an ad hoc Railway
Tribunal consisting of representatives of the Railway Administration and the
labour presided over by a neutral Chairman. 428. Procedures laid down for governing the working
of the Permanent Negotiating Machinery envisage that at divisional
or workshop level, contact with the recognised unions
should be established at least once in two months and oftener, if
necessary. At the Railway headquarters level, meetings with
the representatives of the Federations must take place at least
once a quarter, and oftener, if necessary, when a
matter raised at the divisional level is not settled by
agreement, it may be raised at the
headquarters level, failing which it may be brought up by
the Federations to the Railway Board for
discussion. In cases where a matter has been
referred to the ad hoc Railway Tribunal to decide matters on
which the Railway Board and
the Federations have been unable to reach
an agreement, it would be open to Government to
accept, reject or modify the decision of the
Tribunal. In such cases, however, the issues may again
be raised at the end of one year. 429. Departmental
Council (Ministry of Railways) and the National Council.—With
the object of promoting harmonious relations securing the greatest measure of
co-operation between the Central Government and its employees, the National
Council and the Departmental Councils have been constituted under. the Scheme
of joint Consultative Machinery and Compulsory Arbitration
for Central Government Employees The Councils may discuss matter relating
to conditions of service and work, welfare of the employees and improvement
of efficiency and
standard of work. No
individual cases can be considered by the Councils, and in regard
to recruitment, promotion and discipline, the Council are
to restrict their deliberations
to matters of general principles only. The Department Council (Ministry of
Railways) is prescribed over by the Member, Railway Board in charge of staff
matters, and consists often representatives from the official side and thirty
representatives on the staff side to be nominated by the recognised Railway
Unions. 430. The Departmental Council (Ministry of Railways) is
required to meet ordinarily once in four month to discuss subjects on the
agenda which should be circulated not less than 30 days before the meeting ;
business not on the agenda can, however, be taken up with the permission of
the Chairman. Any matter disposed of by the Council is not to be placed on
the agenda during the following 12 months unless for any special reasoss the
Chairman of the Council directs otherwise. Matters finally decided at the
meeting of the Council will become operative subject only to the final
authority of the Cabinet. 431. Matters of interests
affecting Central Government Employees generally
are considered by the
Nations) Council. The Departmental Council of the Ministry
of Railways is authorised to deal only with metters affecting the staff
employed on Railways. In case a final disagreement is
recorded on any matter in the Departmental Council, and the matter is one for
which compulsory arbitration is provided, it has to be referred to
arbitration if so desired by either side observing the procedure
therefor. A dispute shall, however, not be referred to
arbitration from the Departmental Council unless it has been considered by
the National Council when the dispute covers matters affecting Central
Government Employees generally such as regarding minimum remuneration,
dearness allowance and pay of certain common categories, etc. 432. The right of either party to take a claim to
arbitration is limited to (i) pay and allowances, (ii) weekly hours of Work,
and (iii) leave of a class or grade of Railway
employees. On the staff side, the
right accrues only to those Federations who are represented in the scheme for
joint Consultation and Compulsory
Arbitration. Matters determined by the Government in
accordance with the recommendations of a Commission will not be subject to
arbitration for a period of five years after
which they will become arbitrable again.
Subject to the over-riding authority of Parliament, recommendations of the
Broad of Arbitration are binding, on both sides and orders issued by
Government pursuant to recommendations of the Board
Arbitration shall unless otherwise specified in the
recommendations or modified by mutual agreement, remain in operation for a
period of three years. 433. A comparison of the basic features of the permanent
Negotiating Machinery (P. N. M.) and the joint Consultative Machinery for
Central Government Employees (J.C.M.) is given below for easy understanding
of the scope and applicability of the two schemes : (i) The P. N. M. started functioning on the Railway in
1951. Under the J.C.M., the National Council started
working in 1966 and the Departmental Council (Ministry of
Railways) in 1968. (ii) The P.N.M. functions in three tiers, while the J.C.M.
operates only at National and departmental
levels. Both the schemes are non-statutory in
character. (iii) Under the P.N.M., a wide range of subjects can to be
discussed but each tier is expected to dispose of matter falling within its
purview and those which are not resolved are taken to the next tier. Under
the J.C.M., subjects relating to general conditions of service and work and
welfare of employees, etc., may be discussed. Where a matter concerns only
one department, it should be discussed and decided at the Department Council,
and where the matter concerns more than one Department, it can be discueessed
only at the National Council level. (iv) Under the P.N.M., matters of importance remaining
unresolved during the discussions between the Federations and the Railway
Board may be referred to an od hoc Tribunal to be appointed by Government.
Under the J.C.M., however .matters unresolved at the National Council or the
Departmental Council are referred to Compulsory Arbitration from each Council
independently when the disagreement relates to matters affecting pay and
allowances, weekly hours of work, the leave of a class or grade of employees. (v) Under the P.N.M., recommendations of the ad hoc
Tribunal are not binding and Government may-accept, reject or modify the
recommendations . Decisions of the Tribunal accepted by Government remain in
operation for 2 years. Under the J.C.M. scheme, recommendations of the Board
of Arbitration are binding on both sides, subject only to the over-riding
authority of Parliament and ordinarily remain in operation for a period of
three years. |
Question 1:
What is the approximate number of regular employees on Indian Railways?
A) 11 lakhs
B) 14 lakhs
C) 17 lakhs
D) 20 lakhs
Answer: B) 14 lakhs
Question 2:
What percentage of the total working expenses of Indian Railways is accounted
for by the pay and allowances of regular employees?
A) 40%
B) 50%
C) 60%
D) 70%
Answer: C) 60%
Question 3:
Which class of railway staff includes the largest number of employees?
A) Class I
B) Class II
C) Class III
D) Class IV
Answer: D) Class IV
Question 4:
Direct recruitment to Class III posts is usually made through which body?
A) Railway Board
B) Railway Service Commissions
C) Local Employment Exchange
D) Selection Boards
Answer: B) Railway Service
Commissions
Question 5:
What is required of candidates selected by the Railway Service Commission or a
Railway Administration before appointment?
A) Qualifying a prescribed medical examination
B) Completing a probation period of two years
C) Passing a qualifying written test
D) None of the above
Answer: A) Qualifying a prescribed
medical examination
Question 6:
What type of training is imparted to all categories of staff and officers on
Indian Railways?
A) Induction training only
B) Promotion courses only
C) Refresher courses only
D) All of the above
Answer: D) All of the above
Question 7:
What is the primary yardstick for measuring work and productivity in the
incentive scheme of Indian Railways?
A) Quality of work
B) Time
C) Cost
D) Output quantity
Answer: B) Time
Question 8:
Which Act applies to railway employees for governing hours of work, periodic
rest, and overtime entitlement?
A) Factories Act
B) Industrial Disputes Act
C) Payment of Wages Act
D) Hours of Employment Regulations
Answer: D) Hours of Employment
Regulations
Question 9:
The rules governing the pay and allowances, leave entitlement, and retirement
benefits of railway employees are collectively known as what?
A) Indian Railway Labour Codes
B) Indian Railway Pay Codes
C) Indian Railway Establishment Codes
D) Indian Railway Employment Codes
Answer: C) Indian Railway
Establishment Codes
Question 10:
Which Act aims at securing minimum rates of wages for certain categories of
employment to prevent the exploitation of unorganized labor?
A) The Industrial Disputes Act
B) The Workmen's Compensation Act
C) The Minimum Wages Act
D) The Factories Act
Answer: C) The Minimum Wages Act
Question
11
What is the primary purpose of
setting up implementation cells in the context of staff grievances? A) To
monitor staff attendance
B) To ensure the effective functioning of the grievances redressal machinery
C) To provide financial assistance to employees
D) To manage payroll and benefits
Answer: B) To ensure the effective
functioning of the grievances redressal machinery
Question
12
Which of the following is NOT a
welfare measure provided to railway staff? A) Subsidised housing
B) Free international travel
C) Medical care
D) Educational assistance for children
Answer: B) Free international travel
Question
13
What is the primary source of
funding for the Railway Staff Benefit Fund? A) Donations from the public
B) Government taxes
C) Receipts from fines and forfeited provident fund bonuses
D) Sales from railway canteens
Answer: C) Receipts from fines and
forfeited provident fund bonuses
Question
14
The Co-operative Societies on the
Railways are of two types. One is Consumer Co-operative Societies. What is the
other type? A) Investment Co-operative Societies
B) Insurance Co-operative Societies
C) Co-operative Credit Societies
D) Agricultural Co-operative Societies
Answer: C) Co-operative Credit
Societies
Question
15
What is the role of the Permanent
Negotiating Machinery? A) To provide loans to railway employees
B) To resolve disputes between organised labour and the Railway Administration
C) To manage the railway canteens
D) To organize recreational activities for staff
Answer: B) To resolve disputes
between organised labour and the Railway Administration
Question
16
How often should meetings with
recognised unions be held at the divisional or workshop level according to the
procedures? A) Every month
B) Every six months
C) Once a year
D) Once in two months
Answer: D) Once in two months
Question
17
Which council is responsible for
discussing matters affecting all Central Government Employees generally? A)
Departmental Council (Ministry of Railways)
B) National Council
C) Divisional Council
D) Regional Council
Answer: B) National Council
Question
18
What are the three main issues that
can be taken to arbitration under the Joint Consultative Machinery? A) Housing,
transportation, and food subsidies
B) Pay and allowances, weekly hours of work, and leave
C) Medical care, education, and sports facilities
D) Retirement benefits, insurance, and job transfers
Answer: B) Pay and allowances,
weekly hours of work, and leave
Question
19
Which of the following statements is
true about the recommendations of the ad hoc Tribunal under the Permanent
Negotiating Machinery? A) They are binding on both sides and cannot be
modified.
B) They are subject to the over-riding authority of Parliament.
C) They may be accepted, rejected, or modified by the Government.
D) They remain in operation for a period of five years.
Answer: C) They may be accepted,
rejected, or modified by the Government.
Question
20
What is the key difference between
the Permanent Negotiating Machinery (P.N.M.) and the Joint Consultative
Machinery (J.C.M.)? A) The P.N.M. deals only with housing issues, while the
J.C.M. covers a wider range of topics.
B) The P.N.M. operates at three levels, whereas the J.C.M. operates only at
National and Departmental levels.
C) The P.N.M. is statutory, while the J.C.M. is non-statutory.
D) The J.C.M. recommendations are not binding, while P.N.M. recommendations
are.
Answer: B) The P.N.M. operates at
three levels, whereas the J.C.M. operates only at National and Departmental
levels.
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