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3.3 Should the present system of granting one stagnation increment after every 2 years, subject to a maximum of 3 such increments, for those executives who reached the maximum of their scale be continued? Please give your views. AIBSNLEA It is proposed that the scales should be open ended to avoid stagnation in a particular scale or the Executive concerned should be automatically placed in the next higher scale from the date of such stagnation without any Pay fixation benefit as in the case of some CPSUs. Till such time a decision may be taken that they may be allowed to draw stagnation increment once in a year subject to the condition that he is above Average in his APAR. 3.4 Should the date of increment be uniform for the employees of CPSEs as in the case of Central Government employees? AIBSNLEA Yes. Increment may be uniformly drawn either on the 1st January or 1st July as in the case of Central Government Employees. 3.5 What should be the increment on promotion? AIBSNLEA On promotion one executive must get two times of the normal rate of increment i.e. 10%. First one notional Increment @ 5% in the Existing Pay and @5% on the Notional Pay arrived at by adding 5% on the Existing Pay as in the case of FR 22 (I) (a) (i). 4. Composition of the Emoluments package 4.1 Is it preferable that the compensation package includes pay plus allowances and perks or club them into a consolidated remuneration? AIBSNLEA Instead of clubbing them for the sake of rationalization, it is suggested that the existing system of pay plus allowances and perks may continue. 4.2 Is the present system of ‘Cafeteria Approach’ of choosing from a set of perks and allowances within the overall ceiling of 50% of Basic Pay satisfactory? If not, kindly give your suggestions for further improvement? AIBSNLEA The present system of “Cafeteria Approach” of choosing from a set of perks and allowances within the overall ceiling of 50% of Basic Pay is satisfactory. However HRA and Transport allowance may be kept out of overall ceiling of 50%. Further it is suggested whenever the DA/IDA crosses 50% HRA should be automatically be granted on Pay plus DA. Transport Allowance should be linked to Cost of living Index and as when DA increases it should be upwardly revised as in the case of Central Government Employees. 4.3 Do you have any comments/suggestions with reference to the following?  Classification of Cities and rates of HRA for different class of cities AIBSNLEA Classification of Cities may be done as per Govt. of India instructions whereas the HRA for A+ Cities be kept as 40% of Basic Pay, A Cities 30%, B1 Cities and others 20%.  DA neutralisation for those who are on IDA pattern of scales AIBSNLEA The existing system may continue for 100% DA neutralization.  Company leased accommodation AIBSNLEA There should not be any perquisite tax as the accommodations are not furnished. So perquisite tax should be exempted from BSNL & its employees.  Monetisation of facilities availed from the infrastructure like schools, colleges, hospitals, clubs/recreation facilities etc. created by CPSE AIBSNLEA There should not be any perquisite tax in case if any one avails the facilities like schools, colleges, hospitals, clubs/recreation facilities etc. created by CPSE  Allowances to be kept outside the ceiling of 50% or whatever rate to be decided AIBSNLEA The HRA and transport allowance should be kept outside the ceiling of 50% TELEWAVE 7 JULY-2016