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In the Safety Meeting chaired by the Railway Minister Ms. Mamata Banerjee at Rail Bhawan, New Delhi on 26.10.2009, CRB, Board Members and General Secretaries of Federations/Associations have participated. The General Secretary, NFIR has apprised to the Minister on non-filling of vacancies, non-creation of posts for new assets, need for liberalization of Safety Related Retirement Scheme, induction of Act Apprentices in Technical Departments, Foot-Plate Inspections, review of duty hours, avoidance of continuous night working, training, Running Rooms etc., The discussions were fruitful. The Hon’ble Railway Minister said that vacancies will be got filled and action will be taken for creation of posts for new assets. The SRRS liberalization will also be considered, the MR said. The Minister also stated that the Workshops/Seminars shall be held and suitable instructions will be issued for involving federations/associations. It was assured that induction of Act Apprentices will be considered. The suggestion for induction of substitutes as existed in the past will be examined, she said. The General Secretary/NFIR has re-assured the MR that all out efforts will be made by the cadre for ensuring safety and wanted that Senior Supervisors, Field Officers should have regular interaction and contacts with the grass root level staff for building up a collective involvement on safety aspects. A copy of the Note given by the General Secretary/NFIR to the Railway Minister is enclosed for information and necessary further action in the field.
  • Foot plating to be done at the level of COM, CME, CEE to know the practical problems and difficulties
  • DRM, ADRM should foot plate frequently and conduct inspection of signaling system, crew lobby, condition of Running rooms and conduct Ambush check on carriage and wagon for its Brake Power adequacy
  • Inspection must be done to upgrade the skills & knowledge of Staff connected with train operation and not to find fault and deficiencies
  • Sr. DOM/Sr. DME/ Sr. DEE – in charge of operations, must conduct frequent foot plate inspections with a view to improve the quality of engineman-ship. Counseling must be educative and not harassing
  • All safety circulars and GRS (General and Subsidiary Rules) Correction Memos must be printed and individual copy must be supplied within a time frame of their issue
  • Account Manual was issued in 1977 and new edition with changes in technology, design and working system was issued in 2005. It is suggested to issue once in 3 years regularly duly incorporating correction slips issued time to time. In respect of individual departments manual once in 5 years may be issued
  • Cell phones to the staff particularly connected to safety, such as Signal Maintainers, Supervisor (P.Way under CUG Scheme (Closed Users Group) may be supplied. Now presently only officers and supervisors are supplied under CUG scheme as advised vide letter No. 2004/Tele./TN3 dated 7.8.2008 (RB No. 4/2008) issued by the Railway Board
  • Each Loco Inspectors must be allotted only 25 Loco Pilots as per Railway Boards yard stick. They should not be overburdened with excess allotment of Running Staff
  • Attachment of Running Staff (i.e. Loco Pilots) for Loco Inspectors must be a mixed bag of LP(Goods,) LP (Pass.,) Motorman and LP(Mail) so that Loco Inspectors get better connectivity for onward/return inspection. In some Zonal Railways/Divisions, some Loco Inspectors are allotted with only LP(Goods) which results in lack of flexibility for planning foot plate movements
  • Loco Inspectors should not be utilized for stationary duties, unless selected for such specific stationary post. Utilization of some Loco Inspectors in stationary duty results in overburdening and over nomination for other Loco Inspectors. e.g, in Chennai Division of Southern Railway
  • Running rooms must not be cramped and they have to be maintained properly so as to help Running Staff take proper rest without any distraction. Quality of food supplied at Running Rooms must be frequently monitored. Running room inspection must involve Trade Union representatives and a Medical Officer as well, apart from other officials
  • All safety related category vacancies to be filled up on priority
  • Grievance redressal machinery to be activated, so that genuine grievances of Running staff and operating categories related to safety are resolved at the earliest
  • The provisions of HOER has to be reviewed and liberalized to suit the present day working conditions
  • Study to be made on the effects of continuous night working i.e. from 22/- to 6/- Hrs. without a break, so that accidents in the wee hours due to human error can be analyzed for take proper steps
  • Advanced signaling and train protection systems to be introduced on Trunk and busy routes for better safety
  • Over burdening of running staff with other than driving duties must be avoided. The work of other department staff must not be forced upon the Driving crew (like coupling & uncoupling, stabling, formation check etc.)
  • Pre-warning for routing signal must be provided in Automatic signaling territory. At present, the signal prior to routing signal shows double yellow (attention aspect) for both mainline as well as loop-line
  • Rules & forms to be simplified and made uniform
  • Assistant Loco Pilots are to be trained in both Diesel and Traction so as to utilize their services conveniently when required. But, due to number of vacancies they are trained either in Diesel or in Traction. Strict instructions are to be issued to train both sides before posting trainees as regular ALPs
  • Improvement of Quality training by appointing qualified instructors in Training institutes and required to conduct safety classes periodically like refresher courses, creating new technology, design providing proper infrastructure
  • Night working must be restricted to 2 nights at a stretch
THE FUTURE AGENDA Considering the past performance of NFIR and its affiliates in sharing the concern of employees’ and working steadfastly for betterment of lot of Indian Railwaymen,the future beckons NFIR to pursue following course of action:-

   1) Enhancement of emoluments, Allowances ,incentive for Railway Employees.

   2) Implement pending Board of Arbitration Awards on House Rent Allowance,Over Time Allowance, Transport Allowance and pay scales of Accounts Department staff.

  3) Follow up action on NFIRs presentation before VIth Central Pay Commisssion.

  4)Productivity linked Bonus(PLB) on actual wages without enforcing any ceiling.

  5)Prevention of Down Sizing of Staff strength, Out Sourcing, Contractisation and Privatisation.

  6)Refinement in Promotional poicvies so as to ensure that Group “D” employees reach Group “C” Apex Grade. Similarly all Group “C” should have promotion bebefit to Group “B” Gazetted-and above through upgradation.

  7)Placement of Group ‘D’ employees in Technical Departments, Public Image Categories, Operating Categories etc, in group ‘C’ Pay Scale of minimum Rs.3050-4590 duly taking into account the report submitted by Group ‘D’ Career Improvement Committee(Ansari Committee).

  8) Upward revision of Pensionary benefits.

  9) Grant of Risk Allowance to Various categories.

  10) Revision of Incentive Bonus Rate to Workshop employees on the basis of Pay plus D.P.

  11) Withdrawl of Contributory pension scheme.

  12) Counting of Casual Labour Service in full for retirement benefits.

  13)Reduction of Duty Hours of Running Staff and Operating categories etc.,

  14) Safety Related Voluntary Retirement Scheme(SRVRS)-Removal of restrictions.

  15)Deletion of restrictions clamped on granting compassionate appointment to the Wards of medically decategorised employees.

  16)Special Privileges and facilities for Women employees.

  17)Provision of Employment to Wards of Employees.

  18)Supervisory officials in all categories-Upgradation of Apex posts to Gazetted.

  19)Grant Special Duty Allowance to all Group ‘C’ & ‘D’ employees in North East Region.

  20)Grant Patient Care Allowance to the staff of Medical Department.
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= The central focus of memorandum and evedences submitted by NFIR revolved around the concept “Uniqueness” in role and responsibility of Railwaymen. In fact NFIR was advised by Chairman of Sixth Central Pay Commission to submit a detailed note on the issue.NFIR had done a methodical analysis of jobs on various catergories with pointed reference to working conditions and condition of work and resultant physical and mental efforts required.

VIth CENTRAL PAY COMMISSION = The long standing demand for setting up of VIth Central Pay Commission and settlement of other major issues were continued unresolved due to negative attitude of the Central Government. The 24th National Convention of NFIR at Mumbai(2nd to 4th December,2004) had decided to launch struggle which includes indefinite strike for realization of demands of Central Government Employees. Agitations were intensified and workers were mobilized for preparing for Industrial Action.

The lukewarm response on the part of the Government has compelled the NFIR and other JCM constituent organizations to decide to go on Indefinite General Strike from 1st March,2006 on 20 point charter of demands. Strike notices were served on the respective General Managers by NFIR unions on 7.2.2006.
The Government has invited the leaders of JCM constituent organizations which included,NFIR for talks and as a result of negotiations,a settlement was reached on 15.2.2006 on Charter of demands. However the Government did not appoint VI Central

Pay Commission within the reasonable period. The President and General Secretary of NFIR met Prime Minister on 4.7.2006 and impressed upon him the need to constitute VIth CPC without further delay.The Prime Minister Dr.AMnmohan Singh assured NFIR for early appointment of VI CPC and accordingly official notification was issued by Government of India setting up the nVIth CPC on 5.10.2006.

Some of the issues in the 20 Point charter of demands, particularly Counting of Casual Labour Service in full for retirement benefits, revision of Incentive Bonus rates to Workshop employees duly treating D.P as Pay, Reduction of duty hours of running staff and other operational categories are still under construction. Cadre restructuring of left out categories and implemenatation of Awards of Board of Arbitration are yet to be sorted out.

The NFIR also secured proforma promotion to those staff promoted against the vacancies existed prior to 1.11.2003 through a negotiated settlement on 13.2.2006.

The Strike decision was withdrawn consequent upon settlement of major demands.

The Railwaymen may appreciate that due to NFIR’s vital role and strike decision, we Could achieve VIth CPC.

These are instances where for the sake of just and genuine demands of Rail Work force, NFIR worked for united action and served strike notices for redressal of grievances.The principle stand of NFIR forced Government to pursue the course of negotiated settlement.NFIR’s honesty of purpose and dedicated commitment to issues evoked strong positive response unlike the experience of other Organisations and unions whose unfairly and illogical approach evoked scant response. You have heard the proverb

“Where there is a will there is a way”. Our experience says that it ought to be “Where there is NFIR there is a way”.

      The Railway Minister Late Jagjivan Ram had made announcement in the parliament in the year 1957 for appointment of class IV promotion Committee to consider the stagnation and recommend for their Career Improvement. NFIR had explained the case of Class IV employees before the Committee, suggesting provision of substantial percentage of posts in Class III categories to be filled by promotion of Class IV staff. The Class IV Promotion Committee had recommended enhancement of promotional quota for Group’D’ employees in various department .NFIR had further followed up the recommendation and secure the promotion opportunity to Group’D’ staff . The promotion quota percentage was further improved 33 1/3 %. Through DC/JCM discussions 16/2.3 % vacancies in Group ‘C’ got earmarked to be filled by Matriculate Group’D’ employees. NFIR has also presented the case of Group’D’ employees before Group’D’ Career Improvement Committee (Ansari Committee) suggesting radical changes including that of upgradation of Group’D’ posts to Group ‘C’ grades of the Rs. 3050-4590 etc., It is a matter of satisfaction that the recommendations of the Ansari Committee are by and large positive and the Federation has taken up the matter with Railway Board for finding acceptable conclusions on the report.
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Women's Wing of SCRES...through a decade of glory

The Women's Wing of SCR Employees and INTUC has not just inherited the Lofty ideals of Trade Union Movements but has strived to stay in the forefront of the every day activities of the parent Trade Unions. This journey has earned the Women's Wing a special identity and trust amongst scores of railway women for over 10 years i.e. from the time of its begining in 1995. It has also gained a special identity amongst the unorganized sector of the women Labour force. It is therefore a proud achievement that the Women's Wing of SCRES celebrates the glorious completion of Ten years of service righty at a time when the parent body is celebrating four decades of glorious service.

Roles & Activities
  • Involvement in all programmes of SCRES actively.
  • Observance of Trade Union and Human Rights Week from 07th to 13th December every year.
  • Celebrating International Women's Day on 08th March every year.
  • Trade Union Education programmes at all work places.
  • Health Check up for women at their work places
  • Awareness programme for women workers on HIV/AIDS prevention and conducting training classes for trainers.
  • Social security and rural adult education programmes reaching out to less priveleged sections like un-organized working women to empower them.
  • Managing Voluntary School for Child Labour and Dropouts to promote literacy ... and more.