The complainant expresses concern that pay revision guidelines issued by the Department of Public Enterprises (DPE) for public sector enterprises do not maintain uniformity between workmen and non-unionized supervisors. Specifically, the DPE gives powers to individual public sector unit boards to finalize pay revisions for workmen but not for supervisors. This can lead to conflicts in pay between workmen and supervisors. The complainant requests that the DPE issue pay revision guidelines for non-unionized supervisors along with workmen to ensure uniformity across public sector units.

1. Registration Number : DPUBE/E/2012/00162
Name Of Complainant : Balasubramanian C S
: 23 Oct 2012
Date of Receipt
: Department of Public Enterprises
Received by
: Department of Public Enterprises
Forwarded to
: Room No. 405, Block No. 14,
Contact Address
Public Enterprises Bhawan, Lodhi Road, CGO Complex
New Delhi110003
: 24360624
Contact Number
Grievance Description : Department of Public Enterprise DPE under Ministry of
Heavy Industries is issuing guidelines to all the Public Sector
units PSUs to have a uniform approach in all PSUs. But DPE
is issuing pay revision guidelines only for the Non-Unionized
Supervisors and Executives of the PSUs whereas the
finalization of workmen wage revision is left to the concerned
PSU administration. In Central Government, pay revision
guidelines are issued right from the bottom most employee to
the top most secretary of Government. Because of this the pay
hike is uniform to everyone. There is no conflict of pay
between the non Executives and Executives of central
Government. Whereas in PSUs DPE issue pay revision
guidelines for only non-unionized Supervisors and Executives
and workmen wage revision is left to the hands of concerned
PSUs administration. Because of this autonomous power to
PSU heads, the workmen wage revision was completed with
more hike of pay then Executives and also the periodicity of
pay revision was also less than the Executives. PSU heads get
yielded to workmen union pressure and they give more pay
hike for the workmen. Coal India may be taken as an Example
wherein workmen got two pay revision with thin the span of
10 years whereas Executives pay revision was finalized once
by DPE with a periodicity of 10 years. Because of this
workmen got more pay hike then the Supervisors and
Executives. As there is no rational in the pay revisions
Executives are getting demoralized. So DPE should take
necessary steps to issue uniform pay revision guidelines for
both workmen and Executives. DPE should also ensure with
the PSUs that the pay hike and periodicity of pay revision
shall also be uniform to everyone in all PSUs. Similarly, DPE
has introduced Performance related pay PRP concept with
Bell curve performance management system only for the non
unionized Supervisors and Executives of PSUs whereas the
workmen are not covered by this PRP concept. Because of
this again all the Executives are getting demoralized. Without
having any exercise of control over workmen how can the

2. Current Status
Your Feedback
Date of Action
Details
PSU Supervisors and Executives can perform to achieve their
target. DPE has to think over on this and they should issue
uniform guidelines of PRP governing both workmen and
Executives. The Grading percentage of PRP for the different
grades of Executives is recommended as follows. E0 - E1
40% of Annual Basic pay E2-E3 40% of Annual Basic pay
E4-E5 50% of Annual Basic pay E6-E7 60% of Annual Basic
pay E8 –E9 70% of Annual Basic pay On the above, Basic
pay itself differ for every grade then again differentiating with
lower percentage for each grade is contrary. If E0 is declared
40% how can the Supervisors and workmen below are
differentiated with different grading percentage. Practically it
is not feasible to have a percentage less than 40%. Hence the
Grading percentage shall be either abolished or it should be
uniform to each grade and everyone should be paid PRP based
on their annual Basic pay combined with their performance
and company performance. Similarly the Bell curve system of
performance Management system insists for compulsory
rating of Good and Poor for Executives and Supervisors
which is against the system of law. This bell curve system will
demoralize all the employees of PSUs. Compulsory rating of
Good and Poor should be abolished. Hence the PRP system
and PMS system shall be uniform to workmen, Supervisors
and Executives of PSUs. Then only it will attribute more for
the growth of the PSUs.
: CASE CLOSED
: Excellent
: 27 Oct 2012
: Pay strcuture of employees of Central Govt. and CPSEs is
altogether different, and can not be compared. Wage revision
in respect of Workmen is in terms of ID Act, and based on the
negotiations between workmen and management of the
respective CPSEs. DPE issues only broad guidelines in
respect of Workmen, vide DPE O.Ms. dtd. 9.11.06 read with
O.M. dtd. 1.5.08 for the 7th round of Wage Negotiation.
Guidelines available on DPE website( www.dpe.nic.in). PRP
provisions can be part of the wage settlememt. Guidelines dtd.
9.11.06 also provide that there should not be conflict between
the wage revision of workmen with that of the officers.

3. Registration Number : DPUBE/E/2013/00182
Name Of Complainant : Balasubramanian
: 14 Nov 2013
Date of Receipt
: Department of Public Enterprises
Received by
: Department of Public Enterprises
Forwarded to
: Room No. 405, Block No. 14,
Contact Address
Public Enterprises Bhawan, Lodhi Road, CGO Complex
New Delhi110003
: 24360624
Contact Number
Grievance Description : All Public sector enterprises under the Department of Public
enterprise are bound to implement all the rules and regulations
according to Government guidelines. Certain PSU s are not
implementing the central Government leave rules as such. The
following leaves are not implemented in most of the PSUs. 1.
Paternity leave for male employees 2. Leave to a female
Government servant on adoption of a child 3. Child care leave
for female employees 4. Hospital leave for low grade
employees involved in health risks As a responsible ministry
for implementation of guidelines uniformly please furnish the
reasons
Current Status
: CASE CLOSED
: Good
Your Feedback
: 25 Nov 2013
Date of Action
: DPE has not issued any guidelines on the various leaves
Details
mentioned in your petition. The leave rules are generally
framed by the CPSEs themselves with the approval of its
Board of Directors, keeping in view the broad parameters of
the policy guidelines laid down in this regard by the
government.

4. Registration Number : DPUBE/E/2013/00183
Name Of Complainant : Balasubramanian
: 14 Nov 2013
Date of Receipt
: Department of Public Enterprises
Received by
: Department of Public Enterprises
Forwarded to
: Shri M. Subbarayan
Officer name
Officer Designation : Director
: Room No. 405, Block No. 14,
Contact Address
Public Enterprises Bhawan, Lodhi Road, CGO Complex
New Delhi110003
: 24360624
Contact Number
: m.subbarayan@nic.in
e-mail
Grievance Description : Department of Public Enterprise is issuing pay revision
guidelines to all the PSUs both for workmen and Executives.
DPE has given powers to the respective Board of a PSU to
finalize the pay revision of workmen. But for the Supervisors
and Executives DPE is issuing guidelines. All the Central
Government employees ( from group D to top most secretary)
are commonly covered by Seventh pay revision guidelines.
Because of this uniform benefits go to everyone and the pay
hierarchy is also maintained. PSUs being an autonomous body
are allowed by DPE to proceed with pay revision for their
workmen only. Whereas for Supervisors and Executives DPE
is issuing pay revision guidelines. Because of this uniformity
is not maintained and abnormal pay benefits offered to
workmen and pay hierarchy is also not maintained. It happens
for the PSUs to pay more for their workmen then their
supervisors and Executives. This situation should be avoided.
PSUs being an autonomous body shall be allowed to finalize
the pay revision of their workmen, Supervisors and
Executives commonly with a uniform periodicity of pay
revision. By this decision of uniform pay revision for
everyone in a PSU like central Government , then PSUs will
also have good momentum and the officers of the PSUs will
also be motivated in their jobs as uniformity is being
maintained with pay hierarchy along with workmen. A
positive reply on this will address the grievances of all the
Executives of PSUs.
Current Status
: Closed (NO ACTION REQUIRED)
: Others
Reason
: 14 Nov 2013
Date of Action
: A comparison between Central government employees and
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PSE employees is not possible. The Sixth Pay Commission

5. gave considerable thought to the issue of parity in the
compensation package to Government employees and
employees of the CPSEs. Taking into account
recommendations of earlier Pay Commissions and after
detailed examination of all relevant issues, the sixth Pay
Commission made the following observations. “PSUs, being
commercial undertakings which are required to function in a
competitive environment and have the commercial objective
as the predominant objective, a comparison of salaries
between the public sector and the Government may not be
appropriate as it would not be a comparison between similarly
placed entities.” Commission also took the view that there can
be no comparison between the pay structure of Government
employees and employees of public sector in as much as – (i)
There are variations in the job content and conditions of
service in the public sector and the Government. (ii) The
objectives with which the PSUs have been set up are not
comparable with that of the Government. (iii) The autonomy
granted to PSUs in the matter of determining their pay scales
does not render an equal comparison possible. As to the issue
of workmen getting paid more than the executives, it may be
stated that the policy for wage negotiations approved by
government clearly stipulate that to avoid conflict of pay
scales of executives/non-unionized supervisors with that of
their workmen, CPSEs may consider adoption of graded DA
neutralization and/or graded fitment during the wage
negotiations. Further, the management of the CPSEs
concerned have to ensure that negotiated scales of pay would
not come in conflict with the existing scales of pay of
executives/officers and non-unionized supervisors of
respective CPSEs.

6. Registration Number : DPUBE/E/2013/00186
Name Of Complainant : Balasubramanian
: 25 Nov 2013
Date of Receipt
: Department of Public Enterprises
Received by
: Department of Public Enterprises
Forwarded to
: Room No. 405, Block No. 14,
Contact Address
Public Enterprises Bhawan, Lodhi Road, CGO Complex
New Delhi110003
: 24360624
Contact Number
Grievance Description : Department of Public Enterprise is issuing pay revision
guidelines to all the PSUs for workmen , Non unionized
Supervisors and Executives. DPE has given powers to the
respective Board of a PSU to finalize the pay revision of
workmen. But the powers is not given to finalize the pay
revision of Supervisors. Last Pay revision guidelines issued
by honourable Justice Rao Committee does not recommend
pay revision for the non unionized categories of the PSUs. All
the PSUs Boards are given powers to finalize the non
unionsed Supervisors pay revision on their own. Accordingly
all PSUs finalized non unionized supervisors pay revision on
their own protecting above workmen. As it happened during
last pay revision of 1-1-2007 , DPE shall have issued
notification to all PSUs to finalize the pay revision wef 1-12012 for non unionized Supervisors while issuing guidelines
for finalizing pay revision for workmen. Policy framed vide
Office Memorandum No. 2 (110)/11-DPE (WC) – GL-XVI
/13 dated 13.06.2013 Policy for the 7th Round (2nd part) of
Wage Negotiations for unionized workers in Central Public
Sector Enterprises w.e.f. 01.01.2012. Hence if pay revision
guidelines are issued for non unionized Supervisors directing
the respective PSUs to proceed as like workmen then
contradict in pay between workmen and Supervisors will not
arise and it will be settled uniformly in all PSUs. DPE can
take care for Executives alone separately
Current Status
: CASE CLOSED
: 26 Nov 2013
Date of Action
: Since unionised supervisors are represented by the trade
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unions/associations, the management can negotiate with them.
In case of non-unionised supervisors, no such
union/association exists with whom the management can
negotiate. You have already been informed that the policy for
wage negotiations approved by government clearly stipulate
that to avoid conflict of pay scales of executives/nonunionized supervisors with that of their workmen, CPSEs may
consider adoption of graded DA neutralization and/or graded

7. fitment during the wage negotiations. Further, the
management of the CPSEs concerned have to ensure that
negotiated scales of pay would not come in conflict with the
existing scales of pay of executives/officers and nonunionized supervisors of respective CPSEs.
Registration Number : DHIND/E/2013/00119
Name Of Complainant : Balasubramanian
: 25 Nov 2013
Date of Receipt
: Department of Heavy Industry
Received by
: Department of Heavy Industry
Forwarded to
: Shri Rajesh Kumar Singh
Officer name
Officer Designation : Joint Secretary
: Udyog Bhavan
Contact Address
Room No.150
New Delhi110011
: 23063740
Contact Number
: singh.rk1967@nic.in
e-mail
Grievance Description : Department of Public Enterprise is issuing pay revision
guidelines to all the PSUs for workmen , Non unionized
Supervisors and Executives. DPE has given powers to the
respective Board of a PSU to finalize the pay revision of
workmen. But the powers is not given to finalize the pay
revision of Supervisors. Last Pay revision guidelines issued
by honourable Justice Rao Committee does not recommend
pay revision for the non unionized categories of the PSUs. All
the PSUs Boards are given powers to finalize the non
unionsed Supervisors pay revision on their own. Accordingly
all PSUs finalized non unionized supervisors pay revision on
their own protecting above workmen. As it happened during
last pay revision of 1-1-2007 , DPE shall have issued
notification to all PSUs to finalize the pay revision wef 1-12012 for non unionized Supervisors while issuing guidelines
for finalizing pay revision for workmen. Policy framed vide
Office Memorandum No. 2 (110)/11-DPE (WC) – GL-XVI
/13 dated 13.06.2013 Policy for the 7th Round (2nd part) of
Wage Negotiations for unionized workers in Central Public
Sector Enterprises w.e.f. 01.01.2012. Hence if pay revision
guidelines are issued for non unionized Supervisors directing
the respective PSUs to proceed as like workmen then
contradict in pay between workmen and Supervisors will not
arise and it will be settled uniformly in all PSUs. DPE can
take care for Executives alone separately
Current Status
: Closed (NO ACTION REQUIRED)

8. Reason
Date of Action
Details
: Others
: 26 Nov 2013
: The subject matter of Grievance does not pertain to
Department of Heavy Industry. As the subject mater pertains
to Department of Public Enterprises, the same may kindly be
lodged with them. The grievance is acordingly disposed of
with the request to file a fresh grievance with the DPE, which
is a separate public authority.