Preview

Revision of Salary: NMDC-Yashoda Arogyavardhini Hospital , Donimalai

Powerful Essays
Open Document
Open Document
1134 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Revision of Salary: NMDC-Yashoda Arogyavardhini Hospital , Donimalai
Recommendations of the Committee for revision of salary for the staff of M/s ICWCS Ltd deployed at ET – Hostel and Extension counter service at NMDC-Yashoda Arogyavardhini Hospital , Donimalai

The Committee constituted by Competent Authority consisting of the following members met on 09.08.2010:

1. Sri S K Verma Jt. General Manager (Prodn) 2. Sri AVG Balakrishnaiah Dy. GM (Fin) 3. Sri B.R. Pattnaik Dy. GM (Per) 4. Sri K.M. Srinivasa Asst.GM (IE)

1. The committee noted that as per Head Office letter dtd 13.07.2010, it has now been decided that the running and maintenance of canteens and Guest Houses at Kirandul, Bacheli , Donimalai and Hyderabad will be awarded to M/s ICWCS Ltd , Jabalpur on nomination basis. 2. It was further intimated in the said letter that where M/s ICWCS was already engaged for catering and maintenance services of the canteen, a fresh contract will be issued w.e.f. 01.07.2010 for a period of three years extendably by another two years. 3. It was also intimated that the salary of the staff deployed by M/s ICWCS Ltd will be increased by 8% of the existing salary compounded annually w.e.f. 01.07.2010. However, where salaries have already been enhanced by 7% over the exiting salaries , further enhancement by 1% on pre-revised salary w.e.f 01.07.2010 would be given.
4.0 Committee also noted that a letter No. ICWCS / ORG /NMDC/2010-2011/No.9/JBP dated 04.08.2010 was received from M/s ICWCS relating to increase of salary of the staff , which is placed at C/201 to C/204.

5.0 DGM(Per) explained that M/s ICWCS was further asked to give the detailed salary structure of each category of their staff to decide the present salary for them. Accordingly, M/s ICWCS faxed a detailed salary structure of their staff which is placed at P-261/C. The matter was further discussed with Jt.GM (Per), Head Office, who had informed that the salary for the staff of Valley Canteen, Hilltop Canteen and Guest House will be calculated

You May Also Find These Documents Helpful

  • Better Essays

    Gbt1 Task 3 Summary

    • 4026 Words
    • 17 Pages

    Corrective action for administrative salaries: CBI’s management should implement the same system for admins that I suggested for their manufacturing personnel. Give time off during slow times in exchange for longer hours during peak times.…

    • 4026 Words
    • 17 Pages
    Better Essays
  • Satisfactory Essays

    These remarks paint a completely different picture than what is listed on the corporate career web page. In my paper, my focus will be on the challenging monetary compensation of the company and to offer strategies on how to…

    • 345 Words
    • 2 Pages
    Satisfactory Essays
  • Good Essays

    HRM 517

    • 902 Words
    • 4 Pages

    The members of this organization share a responsibility to guarantee WKTI Enterprises employees are provided with the best in packages and long term care. The benefits related to the revised Compensation and Benefits package are designed to establish new employees and to reduce the organization turnover rates. Please note that the organization is aware of your efforts and appreciates every member that strives to make this project beneficial to our staff and employees.…

    • 902 Words
    • 4 Pages
    Good Essays
  • Good Essays

    To start working with direct financial compensation we will begin using the global labor market guideline adjusted to our market rate. We must work well with the job analysis to identify the structure of employment, to create hierarchies of job value, and to eliminate pay inequities. To realize the job analysis, we will use the method point. Point, allows us to identify and define the compensable factors of our sellers. When proposing a salary for a position in particular, we are going to use pay grades, as it simplifies the pay rates between similar positions within the company (Lister,…

    • 942 Words
    • 4 Pages
    Good Essays
  • Good Essays

    Ccua Case

    • 861 Words
    • 4 Pages

    The current pay practices instituted by CCUA are not externally equitable. Based on the information provided within the case study many employees both current and past were not satisfied with their pay or benefits. Therefore, externally equitable goes beyond pay. However, in the case with CCUA, pay serves as a means to attract and retain workers to the company. The best method to utilize would be to increase the pay for he unsatisfied employees. Thus, turnover does not sit well with CCUA as it is affecting productivity and costs. In order to help remedy the issues with pay it would be beneficial to incorporate an action plan or survey to assess the employee views and opinions on what needs to be done to enhance and increase employee satisfaction.…

    • 861 Words
    • 4 Pages
    Good Essays
  • Good Essays

    This new proposal for a new compensation plan will include opportunity to grow, flexible hours to accommodate to their personal needs and employee recognition program (Recognition Rewards Enterprises, 2011). This program will boost employee productivity, decrease the employee turnover, retain qualified employees, and encourage company loyalty. This incentive plan will boost employees motivation, grow, and productivity. This will benefit the company by…

    • 756 Words
    • 4 Pages
    Good Essays
  • Good Essays

    A department manager must be familiar with an organization’s compensation structure because it affects the pay of all departmental employees. This includes knowing about significant wage scales, what they mean where departmental employees are connected to the scales and the relative position of each employee. This information about the positions is needed to answer questions that are linked to others who perform similar tasks, have similar lengths of employment but who might be paid at different rate. A manager should have adequate knowledge of the compensation structure to recognize when inequities have implemented into the department pay rates.…

    • 878 Words
    • 4 Pages
    Good Essays
  • Good Essays

    Designing a Pay Structure

    • 907 Words
    • 4 Pages

    Once the compensation philosophy has been determined, the actual plan design may begin. Traditionally in the public sector, pay ranges were designed by establishing a “starting rate” and then multiplying that rate by a given percentage to establish the “maximum rate”. Today, compensation professionals determine the “market rate” or mid-point first and then establish minimums and maximums of the ranges. To fully understand this shift is strategy, it is important to define the various segments of a pay range. The mid-point of a pay range should be set at or near the “average rate of pay” or market rate for a position. Employees should be earning close to the mid-point once they are “fully proficient” at their position. The range between mid-point and minimum is considered the “training” portion of the range. Therefore, employees who only meet the minimum qualifications for a position should be given a starting salary that is at the pay range minimum. As the employee becomes more proficient in the position, his/her salary should move towards mid-point. It is generally accepted that this process…

    • 907 Words
    • 4 Pages
    Good Essays
  • Good Essays

    The compensation and benefit improvements include substantial base salary increases for eligible General Salary Role employees; more liberal adjustments in the cost-of-living allowance formula; advances in specific benefit programs, including major changes in the retirement plan that will provide important increases for present and future retired employees; insurance and health care plan improvements; and additions to the vacation schedules.…

    • 644 Words
    • 3 Pages
    Good Essays
  • Satisfactory Essays

    Bioassay

    • 1037 Words
    • 5 Pages

    Keeping in view your best performance as Management Trainee during the year 2013 and 2014. The company management is very happy to notify you that your salary has been increased up to $1500 since July 2013. The management also decided that if your performance will be better in 2014 you can be announced employee of the year and an increment of $1000 will be added to your salary.…

    • 1037 Words
    • 5 Pages
    Satisfactory Essays
  • Good Essays

    Case Study

    • 387 Words
    • 2 Pages

    Shankar asked Wetson whether his salary would be adjusted accordingly. Wetson replied: “Your package will be decided at the time of performance review after six months. We are also thinking of Employee Stock Option Plan this year for those who have put in five years of service. Long term service awards for people like you are also in the pipeline. You are doing a great job, and I am sure your immediate boss will recommend a raise. You will not have anything to complain against SIL after six months.”…

    • 387 Words
    • 2 Pages
    Good Essays
  • Good Essays

    With a profound feeling of fulfillment and appreciation to H.r. Director & all Heads of Departments alongside staff parts of J W MARRIOTT, DELHI. I wish to place on records that the preparation was conferred in an exceptionally suitable air valid to the notoriety of J W MARRIOT, DELHI has been of huge worth to me and the will be my try to put into practice all that I have learnt to hone my aptitudes and create…

    • 939 Words
    • 4 Pages
    Good Essays
  • Satisfactory Essays

    student

    • 2322 Words
    • 10 Pages

    The managing committee of the University Alumni Cooperative Housing Society in its meeting held on…

    • 2322 Words
    • 10 Pages
    Satisfactory Essays
  • Satisfactory Essays

    Recruitment Guidelines

    • 1740 Words
    • 7 Pages

    1. 2. S.No. 1. 2. 3. GUIDELINES IMPORTANT ORDERS Circular No. & Date MHA OM No. 1/4/55-RPS dated 16.5.57 DP&AR O.M. No. 2/24/74-Estt. (D) dated 17-10-74 DOPT OM No. AB-14017/1/75-Estt. (D) dated 27.11.75 Subject Selection Posts – Principles for promotion to. Report on Recruitment Rules for Services and Posts – Quarterly Return Mentioning of the actual constitution of Departmental Promotion Committee on recommendation at para 104 and 107 in the 14th Report of the Committee on Subordinate Legislation (5th Lok Sabha) Implementation of recommendations contained in paragraphs 54-57 of the Twelfth Report of the Committee on Subordinate Legislation (Seventh Lok Sabha) re: the Air Headquarters (Senior Design Engineer) Recruitment Rule, 1972 (SRO 229 of 1972) – Paragraph 55 of the Twelfth Report Fifth Lok Sabha. Transfer of Central Govt. employees on deputation – Counting of period of deputation in more than one ex-cadre post – Amendment to Recruitment Rules Period of deputation to be specified in Recruitment Rules – Recommendation of Committee on Subordinate Legislation Crucial date for determining the age limit for rectt – Inclusion of ‘note’ in the rectt. Rules – Recommendation of the Committee on Subordinate Legislation Probation in various Central Services.…

    • 1740 Words
    • 7 Pages
    Satisfactory Essays
  • Good Essays

    This Is Great

    • 3046 Words
    • 13 Pages

    COMPENSATION & BENEFITS BASIC SALARY You will be eligible for a basic salary of `9,700/- per month. BOUQUET OF BENEFITS (BoB) Bouquet of Benefits offers you the flexibility to design this part of your compensation within the defined framework, twice in a financial year. All the components will be disbursed on a monthly basis. The components under Bouquet of Benefits are listed below. The amounts given here for each of the components below are as per pre-defined structure. However you may want to re-distribute the BoB amount between the components as per your tax plan, once you join TCSL. To design your Bouquet of Benefits,…

    • 3046 Words
    • 13 Pages
    Good Essays

Related Topics