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.