BPMS Submits 8th CPC Views: Key Demands Explained

The Bharatiya Pratiraksha Mazdoor Sangh (BPMS), representing defence civilian employees, has submitted its detailed views on the questionnaire issued for the 8th Central Pay Commission (CPC). The federation has also shared the submission with its affiliated unions and office bearers to create awareness among members.

In its communication, BPMS stated that the submission reflects the collective concerns and aspirations of defence civilian employees, emphasizing the need for fair, adequate, and socially just compensation. The federation underlined the importance of ensuring parity, transparency, and a realistic pay structure in view of the rising cost of living and the vital role played by government employees.

Balanced and Welfare-Oriented Pay Philosophy

On the broader approach for the 8th CPC, BPMS has called for a balanced framework that ensures fair compensation while supporting economic stability and national development. It highlighted that government employees play a crucial role in governance, policy implementation, and delivery of essential services, and their remuneration should reflect the dignity and responsibility of public service.

The federation emphasized that the pay structure should protect employees against inflation, ensure a reasonable standard of living, and provide adequate social security after retirement. At the same time, it noted that fair wages contribute positively to economic growth by boosting consumption and demand.

Government vs Private Sector Pay Comparison

BPMS maintained that direct comparison between government and private sector pay is not appropriate due to the distinct nature of public service. It pointed out that government employees operate under stricter conduct rules, transfer liabilities, and greater accountability, often serving in difficult and remote areas.

Accordingly, the federation recommended that pay structures should ensure respectable and relatively better compensation in recognition of these responsibilities, while using private sector trends only as a broad reference.

Uniform Pay Structure with Limited Flexibility

On the issue of pay relativity, BPMS supported maintaining uniformity across government departments to ensure equity and administrative simplicity. It cautioned against extensive sector-specific benchmarking with private industry, stating that such an approach could lead to disparities.

However, it suggested that limited incentives or allowances may be considered for specialized roles facing recruitment and retention challenges.

Service Conditions Not a Substitute for Pay

The federation highlighted that benefits such as job security, housing, medical facilities, and pensions should be treated as essential service conditions rather than substitutes for fair wages. It emphasized that the primary objective of the pay structure must remain to ensure dignified compensation.

Minimum Pay and Labour Market Impact

BPMS noted that government pay scales, particularly minimum pay, act as a benchmark across the labour market, including the informal and gig sectors. It stressed that fixing a fair and adequate minimum pay would help improve overall wage standards in the economy.

Fitment Factor Should Ensure Real Wage Growth

On the fitment factor, BPMS stated that it should provide a reasonable and equitable increase in pay while maintaining internal relativities. It emphasized that the factor should compensate for erosion in real wages, improve living standards, and ensure a meaningful enhancement in basic pay.

Pay Structure for Senior Officials

Regarding the salary of top-level officials such as Secretaries, BPMS recommended that it should reflect the high level of responsibility and accountability associated with the position. At the same time, it emphasized maintaining a reasonable ratio between minimum and maximum pay, suggesting a broadly equitable structure.

The federation also expressed reservations about introducing variable pay at the apex level, citing the principles of neutrality and collective responsibility in government service.

Attracting Talent to Group ‘A’ Services

BPMS highlighted the need to keep government pay competitive, especially at the entry level, to attract talented candidates. It also stressed the importance of assured career progression, periodic pay upgrades, and recognition of higher responsibilities throughout service.

Annual Increments and Allowances

The federation supported retaining annual increments as a uniform and assured feature across all levels, ensuring fairness and simplicity.

On allowances, BPMS favoured the continuation of the existing system of duty-based and location-specific allowances rather than adopting a cafeteria-style approach, stating that the latter may lead to administrative complexities.

Pension and Social Security Concerns

BPMS emphasized that pension is a deferred wage and an essential component of social security. It cautioned against viewing pensions merely as a fiscal burden and highlighted their role in supporting economic activity.

The federation reiterated its demand for restoration of the Old Pension Scheme (OPS), stating that it provides better financial security and stability for employees after retirement.

Dearness Allowance and Inflation Protection

On the issue of Dearness Allowance (DA), BPMS opposed the idea of a hybrid index combining inflation and wage growth. It maintained that DA should remain solely linked to inflation to effectively protect real wages.

Special Considerations for Key Sectors

BPMS pointed out that sectors such as Railways, CAPFs, and Defence forces, which constitute a significant portion of the workforce, require special consideration due to challenging working conditions, risk, and frequent transfers.

It also highlighted the need for competitive compensation and supportive work environments for scientists and technical personnel to retain talent in critical sectors.

Armed Forces Pay and Pension

The federation emphasized that Armed Forces personnel should receive distinct and higher compensation reflecting the risks, hardships, and shorter service span associated with military service. It also stressed the importance of maintaining robust pension systems for defence personnel.

Bonus Structure and Workforce Policies

On bonus payments, BPMS supported a uniform and equitable approach rather than linking bonuses to individual performance, citing the collective nature of government work. It also recommended revising the existing bonus calculation ceiling.

Regarding workforce policies, the federation expressed concerns about large-scale contractual appointments and lateral entry, stating that these could undermine institutional capacity and accountability. It suggested that such practices should remain limited and need-based.

The BPMS submission to the 8th Central Pay Commission presents a comprehensive framework focused on fairness, equity, and sustainability. It calls for a pay structure that not only addresses the economic realities faced by government employees but also strengthens public service delivery and national development.

View BPMS letter: