Income Tax Gazetted Officers Association

Transcription

1 I.T.G.O.A ZINDABAD Income Tax Gazetted Officers Association President SecretaryGeneral AJAY GOYAL * BHASKAR BHATTACHARYA ( ) * ( ) ajoygoyal@gmail.com secgenitgoachq@gmail.com Date: 28 th April, To The Hon ble Revenue Secretary, Govt. of India, New Delhi. Respected Sir, Sub: Memorandum of Income Tax Gazetted Officers Association- regarding. We express our gratitude for allowing us an audience before you on We take this opportunity to bring to your kind notice the issues which are agitating the minds of the officers and employees of the Department for long and submit the Memorandum before you comprising of the issues which need immediate attention from the Authority. These issues relate to the career prospect of the entire cross-section of promotee officers and the ministerial staff down the line and so, need to be redressed immediately to generate a motivated work-force for the Department. The Income Tax Gazetted Officers Association seeks your kind intervention in all these and pleads for justice to be delivered. Thanking you. Yours sincerely, (Bhaskar Bhattacharya) Secretary General

2 INDEX S No Description Annexure Pages 1 BRIEF INTRODUCTION CADRE RESTRUCTURING PENTAFURCATION OF POST OF ACsIT VACANCY POSITION IN GROUP A AS ON DATE PROMOTION OF ITO TO ACIT DELAY IN PROMOTION ALLOCATION OF POSTS TRANSFER POLICY IRS RECRUITMENT RULES AMENDMENT POST OF PRINCIPAL A.O/SENIOR PPS/PPS Notification dated on Cadre Restructuring The vacancy position in Group A as a result of Cadre Restructuring as on date Annexure A 9-12 Annexure B Adverse impact of pentafurcation on the cadre Annexure C Existing Transfer and placement guidelines for the officers of the IRS, CBDT 2010 Annexure D Note on the DoPT OMs on postings of husband and wife at the same station/ Physically handicapped candidates/ mentally retarded children Annexure E 25-27

3 I.T.G.O.A. ZINDABAD Memorandum placed before the hon ble Revenue Secretary, Govt. of India On 28 th day of April 2014 by Income Tax Gazetted Officers Association, New Delhi.

4 INCOME TAX GAZETTED OFFICERS ASSOCIATION President Secretary General AJAY GOYAL * BHASKAR BHATTACHARYA ( ) * ( ) I.T.G.O.A. ZINDABAD ajoygoyal@gmail.com secgenitgoachq@gmail.com BRIEF INTRODUCTION: ITGOA, the monolithic association of over more than 8500 Promotee Gazetted Officers of Income-tax Department was founded way back in The strength of the association is well demonstrated by the fact that it has travelled 80 long years. All Promotee Gazetted Officers of Income tax department are members of the association. Our members are occupying posts of ITOs, ACITs, DCITs, JCITs, Addl. CITs, CITs, Administrative officers, Senior Private Secretaries and Private Secretaries. CADRE RESTRUCTURING PENTAFURCATION OF POST OF ACsIT VACANCY POSITION IN GROUP A AS ON DATE In the Cadre Restructuring notified on (Annexure A), 527 supervisory posts (Pr. CCIT to JCIT) have been created whereas 822 posts (including 620 reserves) have been created at the cutting edge level i.e. DCIT/ACIT. In the said Notification altogether posts were created. The vacancy position, as a result of Cadre Restructuring, (enclosed as Annexure B), in all these cadres shows that not enough attention has been given by CBDT to fill up these posts though 11 months have already passed. 2. The Cadre Restructuring aimed to meet the challenges of increasing workload and mopping up of additional revenue. The last such restructuring took place in the Department in the year This

5 Restructuring of Income Tax Department will increase the number of Assessment units with a view to collect additional revenue of more than Rs 25,000 crore per annum over and above the normal yearly target of Direct Tax Collection. The new model of staff deployment emphasizes on areas like TDS, International Taxation, Exemption, Criminal Investigation, etc. to achieve the target and the extra man-power, as required, has also been approved by the Union Cabinet. The required number of Supervisory Officers, in the cadre of Chief Commissioner, Commissioner and Additional/Joint Commissioner of Income Tax are also created, either by elevating the existing cadre or creating new posts, for the purpose. While all other newly created posts are proposed to be filled up at one go so that the Department can jump into action to achieve the enhanced target of revenue collection immediately, the posts in the cadre of ACIT, who are responsible to work in field and handle all the big assessees of the country and collects more than 80% of Regular Tax Collection, are proposed to be filled up in five years. This will invariably leave most of the newly created posts at the cutting edge level officers of ACIT vacant for first 4(four) years of Cadre Restructuring and so, the enhanced target will be hard to materialize. For an example, the Cadre Restructuring of Income Tax Department, 2001 yielded a 650% increase of Direct Tax Collection in 10 years due to the reason that all the promotions were given at one go keeping no vacant post in the cadre of ACIT enabling the Department to activate the field-formation for better Tax Collection. This time also, the vacancy in the cadre of Assistant Commissioner of Income Tax are to be filled up at one go as it is proposed for all other cadres. The CBDT is putting it as in order to maintain the 1:1 quota between the DR and PR, the only hindrance in filling up all the posts at one go is that though there are sufficient number of eligible officers in the Department to be promoted as Assistant Commissioner, the UPSC will not select, for sure, more than officers by way of Direct Recruitment every year. It is to be mentioned here that there was an identical problem during the Cadre Restructuring, 2001 and the Department sorted it out by converting all the Direct Recruitment posts in the cadre of ACIT to Promotional posts. This decision of the Department proved to be very fruitful and as a result, the Income tax Department is earning more revenue over the years.

6 3. The consequential vacancies as well as new vacancies at the level of ACIT, in Cadre restructuring, 2013, has been worked out at 1349 and the CBDT decided to fill up only 270 vacancies in the first year and the balance in next 4 years i.e. the total vacancies arose in the cadre of ACIT are to be filled in 5 installments. Instead the methodology adopted in Cadrerestructuring, 2001 may be imitated this time too. And till such time the Government decides to convert the unfilled Direct recruitment posts in the cadre of ACIT to promotional posts and to be filled up at one go, the Department may be directed to fill up 50%(as per the existing Rule) of the total newly created posts in Assistant Commissioner and the consequential vacancy arising out of promotions in the higher cadres at one go immediately so that the motto of the Cadre Restructuring is not defeated. Only for promotions to the Cadre of Assistant Commissioners, out of posts created on account of Cadre Restructuring, the approval of the cabinet had been sought to phase it out in five years. A detailed note on the adverse impact of such pentafurcation on the cadre and Income-tax Department is enclosed as Annexure C. We earnestly request for your kind intervention in this matter. PROMOTION OF ITO TO ACIT DELAY IN PROMOTION There has been no promotion from ITO to the cadre of Assistant Commissioners even for the RY which became due more than a year back and the vacancy for promotion in ACIT cadre stands to be around 550, even if we are abide by the Notification dated only, for RYs & considering both regular and CRC vacancies and thus making the ITOs in the Department to wait for more than 13 years for the next promotion whereas the residency period stipulated in the RR is only three years. It is our experience that the DPC from the grade of ITO to the grade of ACIT never taken place in time i.e. in pursuance of DOPT s directions contained in different O.Ms. Even after having clear instruction from the DOPT to fill-up or to initiate action to fill-up existing as well as anticipated vacancies well in advance of the expiry of previous panel by collecting relevant documents like APARs etc, the Board never initiate measures to hold the DPC for the grade of ACIT in time. An analysis from the year to shows that there was delay in holding DPC

7 every year and it was almost 33 months in some years. Even the last DPC for the Vacancy Year was held in April, 2013 i.e. after 14 months from when it was due and after that no DPC in the cadre of ACIT had taken place. The issue was discussed with the Hon ble Finance Minister in the month of September, 2013 and his kind honour has issued clear direction to the authorities of the Board to complete the DPC for the grade of ACIT for the Recruitment Year latest by But with deep regret we would like to apprise you that the said DPC is yet to take place. As we have already mentioned that the stagnation in the cadre of ITO has already exceeded 13 years and this lackluster attitude of the Board will contribute to increase the same further. In this context, we would like to urge upon your honour to kindly issue necessary instruction to the Board for holding all the DPCs relating to promotion to the cadre of ACIT for RY and and we are sure that your kind interference will definitely change existing scenario as far as DPC to the cadre of ACIT is concerned. 2. By not following DoPT model calendar and delaying the promotions year after year, CBDT has forced Promotee Officers into litigation. A large number of Officers of the Department who have been given favourable decisions by Hon ble CAT or Hon ble High Court following the decision of Hon ble Supreme Court in the case of Sh S. K. Shukla are not being given their due seniority / scale by CBDT. Rather, their cases are being dragged to higher courts mechanically. ALLOCATION OF POSTS While implementing Cadre restructuring i.e. making allocation of posts amongst the various charges the Board had assured us that existing sanctioned strength of any charges would not be reduced and will be maintained if not increased. But to our surprise we found that after the allocation of posts on , the sanctioned strength in the cadre of ACIT has been reduced in many of the charges. Also the allocation suggested drastic reduction of posts in the West Bengal Charge in all cadres i.e instead of allocating new additional posts the existing posts were also curtailed. On this issue we are of the opinion that the Board had deviated from the principle of Cadre-restructuring and also from the

8 assurances given to us. Accordingly, we would like to request your honour to revisit the principle on which the posts were allocated by the Board and to set right the injustices committed to the charges where the existing strength was reduced. TRANSFER POLICY The Transfer and placement guidelines for the officers of the IRS, CBDT 2010 is enclosed as Annexure D. Objective behind any transfer policy should be transparency and equity. The present transfer policy is so complex with many riders / exceptions / inter-mingled clauses as if it is not a transfer policy for officers it is a part of Income-tax Act. It is no less complicated than Income-tax Act. The energy / strength of the Officers of the Department should be applied more into application of provision of Act rather than understanding the various clauses of transfer policy. 2. In this connection we would also like to bring the fact before you that an ITO generally gets promotion to the post of ACIT at an age of around 45 years. At this age the Officer has children studying in Class-X/XII and also has to look after ageing parents. Posting him far away from home will put the officer under tremendous stress. But to redress their grievances there is no mechanism in the existing policy. Moreover, though there is 2(two) years cooling off period in the existing policy but the same was taken as 1 st January of the year thereby extending the 2(two) years period to almost 3 (three) years from the date of posting. All these issues can be addressed easily by redrafting existing Transfer & Posting policy of IRS Officers. There is no mechanism to sort out grievances of officers relating to intercity/ state transfers and postings. It is because of such approach of the CBDT some Officers had to forego their right of promotion to Group A from Group B. To add to the existing problems, this year the CBDT has passed posting orders of all Direct Recruit Officers separately prior to AGT giving a step-motherly treatment to PR Officers.

9 3. The policy has no regard for DoPT OM on relaxation on spouse ground. A detailed note on the DoPT OM on relaxation is enclosed as Annexure E. IRS RECRUITMENT RULES AMENDMENT Following approval of the Cadre restructuring of the Department in 2013, the Central Board of Direct taxes had constituted a sub-committee to suggest necessary amendment in the existing Indian Revenue Service Recruitment Rules, The Committee had suggested some amendment in the Recruitment Rules. The said amendment was not in the best interest of the promotee officers of the Department and accordingly we placed our views before the Board for consideration especially in the proposed amendment of i) Qualifying Service, ii) iii) iv) Educational Qualification, Screening to be conducted by UPSC (i.e. Examination), Filling up of posts in the cadre of ACIT on the basis of recruitment instead of annual vacancy, v) Year of allotment to Promotee Officers, vi) vii) Mid-career training and bifurcation of posts in the cadre of DCIT/ACIT. All these issues were raised in the Sub-Committee as well as before the Board while called for discussion. It was assured that before finalization, the Board would let us know about the fate of objection raised by us. But of late we came to know that the Board had sent the said recruitment Rules to the Hon ble Finance Minister for approval. We are now afraid that the Board without considering or appreciating the objection raised by us sent the Recruitment Rules to the Hon ble Finance Minister. It is our opinion that the objections raised by if not addressed will definitely affect the moral of the large numbers of officers of the Department and not in the best interest of the Department also. In this context, we would like to solicit your kind intervention in this issue in order to impart justice to the promotee officers, especially in the light of the DoPT OM dated , which is not granted.

10 POST OF PRINCIPAL A.O/SENIOR PPS/PPS The Committee constituted by the Board for suggesting Cadre Review proposal also submitted proposal for creation of the post of Principal Administrative Officer, Senior Principal Private Secretary and Principal Private Secretary. To create these posts additional posts of 685 in the cadre of A.O and 229 in the cadre of P.S was sanctioned. These posts were proposed keeping in view of introduction of Apex Scale and HAG+ grade in IRS cadre by upgrading the existing posts. But in the Notification dated while all the other posts were created but these posts were left out. On being approached by us it was informed that these posts could not be created as the commensurate posts in the hierarchy i.e. in the Apex and HAG+ could not be filled up for want of clearance from the Competent Authority. But recently the posts were filled up but these posts were not created though assured by the Board. Now, we would like urge to use your good office to issue your kind direction to the Board for immediate creation and filling up of these posts. (Bhaskar Bhattacharya) SECRETARY GENERAL

11 ANNEXURE A

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15 VACANCY ANALYSIS AS ON 01/04/2014 CBDT PCCIT CCIT PCIT CIT ADDL / JCIT ANNEXURE B DC/ ACIT TOTAL 1 SANCTIONED STRENGTH PRIOR TO restructuring ADDITIONAL POST (INCREASE/ -DECREASE) SANCTIONED STRENGTH AFTER restructuring (1+/- 2) WORKING STRENGTH as on 01/04/ Officers on Deputation as per Administrative Handbook Working strength after considering Deputation VACANCY/(- EXCESS) as on 01/04/2014 without considering Deputation CUMULATIVE VACANCY as on 01/04/2014 without considering Deputation VACANCY/(- EXCESS) as on 01/04/2014 after considering Deputation CUMULATIVE VACANCY as on 01/04/2014 after considering Deputation (4-5) (3-4) (3-6)

16 ANNEXURE C NOTE ON ADVERSE IMPACT OF CADRE RESTRUCTURING 2013 OF INCOME TAX DEPARTMENT ON REVENUE COLLECTIONS a. In the Cadre Restructuring (CR) (notified on ), 527 supervisory posts (CCIT to JCIT) have been created whereas 822 posts (including 620 reserves) have been created at the cutting edge level i.e. DCIT/ACIT. These 822 posts have been created against the original proposal of 1360 posts (760 reserves new posts) and final proposal of 1051 posts (730 reserves new posts). The consequential vacancies at the level of ACIT will be 1349 ( ), which is proposed to be filled-up in next 5 years i.e. 270 for each 50% by promotion and 50% by Direct Recruitment. In effect, majority of these posts are going to remain unfilled for next three to five years. Particularly, in F.Y.s and , a total of only 270 vacancies are likely to be filled by way of promotions as the corresponding 270 DR vacancies of these two years will actually be available only after two years as recruitment process of UPSC cannot commence before Feb, Further, as on date there are more than 280 regular vacant posts of DCIT/ACIT for RY and arising mainly on account of retirements and promotions to the grade of JCIT. b. CBDT will not be in a position to fill-up the new ACIT vacancies in near future because these vacancies will be in addition to the regular vacancies of around 135 per year which will result in total Direct Recruitment quota of 270 per year in next five years totaling to For effective cadre management and as per UPSC norms the ideal DR quota shall be around 150 per year and UPSC will not be inclined to recruit more. Accordingly, 600 posts of ACIT i.e. (1350 less 750) will remain vacant, even after 5 years of CR Further, as per DOPT OM No. No. I-11011/1/2009-CRD dated The Cadre Controlling Authorities are, however, advised not to resort to any bulk recruitment as it would create a bulge in the structure leading to stagnation at later stage. This may be kept in view while projecting recruitment planning. It is surprising to note that as to how CBDT lost sight of such important advice of DOPT. c. In the present scheme, the only way to reduce vacancy in DCIT/ACIT, is to leave matching number of JCIT posts vacant. But, JCIT being the first supervisory authority, any vacancy in that grade will also have a telling impact on Revenue Collections and will defeat the very purpose of CR proposal. d. Keeping a large number of posts vacant, in the grade of ACIT (incumbents of which handle all high revenue yielding cases) and/or JCIT, for a period ranging from 5 to 10 years is bound to adversely affect the revenue collections and result in tardy Tax Payer Service.

17 e. Besides, it will create a real bottleneck directly affecting promotion prospects of ITOs, the only feeder cadre for ACIT. Stagnation level in the grade of ITO is presently more than 12 years. It will be increased to 14 years in the coming years and will go up to 16 years. Thus, the present scheme of filling-up 1349 posts of ACIT in 5 years and that too in the ratio of 50% by Promotion and 50% by Direct Recruitment, will have demoralizing effect on more than 90% officers at the cutting edge level (ACIT & ITO). If such large number of posts at cutting edge level are kept vacant, it is anybody s guess as to how the promised growth in revenue collections in the coming years will be achieved. We are sure that these intricacies would not have been duly highlighted in the proposals submitted by the CBDT. f. Here it is pertinent to mention that Cadre Restructuring is for those who are already in service & not for those who are in school & college and likely to join service in future i.e. 5/10 years. In Cadre Restructuring , (para 40 & 41 of the report) it was specifically provided that: In chapter III of this report we have highlighted the stagnation in terms of promotion at all levels in the department With a view to removing these inhibiting factors, we recommend that a one-time relaxation should be made to the recruitment rules such that all vacancies at all levels, arising as a consequence of this restructuring, are filled by promotion from the feeder cadres without insisting on the present eligibility conditions... Consequent to the restructuring proposed, the existing ratio between DCIT (persent level ACIT-Sr. Scale), ACIT (present level ACIT-Jr. Scale) and ITO is marginally altered to the detriment of future promotion prospects of ITOs. However, since we have recommended that vacancies at all levels arising as consequence of this restructuring should be filled by promotions only, the effective ratio would be a substantial improvement over the existing ratio. Nevertheless, the existing ratio must be maintained and this aberration corrected in the course of the expansion of different cadres consequent to increase in the number of tax payers in the future. From the above, it is clear that CBDT has categorically admitted in CR-2001 that promotional prospects of ITO are adversely affected due to the altering of the ratio between ITO and DCIT/ACIT and had resolved to rectify the same in future CR exercise. The said ratio, before and after CR-2013 is as under : No. of No. of DCIT/ACIT Ratio of ITO (50% being PR quota) ITO : DC/AC Before CR (1046) 4.25 : 1 After CR-2013 Without Reserves (1147) 5.18 : 1 With Reserves (1457) 4.07 : 1

18 Thus, while the said ratio of ITO to DCIT/ACIT has improved marginally with the Reserves i.e. from 4.25 to 4.07, but the decision to stagger the process of filling-up the ACIT vacancy over 5 years, would result in deterioration of the said ratio. g. A fair and equitable stance in this regard is crucial, so as to ensure a robust organisation for Income Tax Dept. that can contribute to national growth. Moreover, the Cadre Review proposal was never discussed with recognized Service Associations and CBDT has furnished fallacious figures/working for getting approval of Union Cabinet, for furthering the interest of direct recruit IRS Officers (who form less than 5% of total employees of the Income Tax Dept), even at the cost of negative impact on the I.T. Dept. as a whole. Suggested Remedy / Solution All new vacancies in the grade ACIT created in Cadre Restructuring-2013 numbering to 822 (i.e. 620 reserves additional posts) be filled-up by promotion and it must be in one go, as is proposed to be done in all the other cadres and also as done in the CR Reason : Around 400 vacancies from the reserves are actual vacancies in the field i.e. 2 batches (of 150 each) of Direct Recruit IRS Officers are always in the training mode and more than 100 IRS Officers are on deputation. 527 vacancies in JCIT grade (new posts of consequential vacancy due to promotion in higher cadre) may be filled up by relaxing recruitment rules in 1 or 2 years and the chain vacancies of 527 in ACIT Cadre be also filled-up in 1 or 2 years starting from the Recruitment Rules be relaxed accordingly, to fill-up all the 1349 posts in the grade of ACIT by Promotion. Reason : Sufficient number of ITOs with Assessment experience of 10 to 12 years are readily available and Cadre Restructuring is for those who are already in service and not for those who are in School/College as on today. For taking the corrective action, even if Union Cabinet is to be approached for effecting any amendment to the approval granted on , then that course should be adopted, as it will be in the best interest of Revenue and the Nation as whole.

19 NOTE ON STAGNATION FACED BY INCOME TAX OFFICERS VIS - À - VIS DIRECT RECRUIT I.R.S OFFICERS Grade Year of joining the Department Year of Promotion as ITO Present Status Number of such Officers Inspector of Income Tax 1990 & Still ITO (only 1 promotion in 23/22 Years) 91 Inspector of Income Tax Still ITO (only 1 promotion in 21 Years) 172 Inspector of Income Tax Still ITO (only 1 promotion in 20 Years) 163 Inspector of Income Tax Still ITO (only 1 promotion in 19 Years) 90 Total 516 Thus stagnation of I.T.O is presently 12 completed years and with the present scheme of dividing the 1349 vacancy (consequent to Cadre Restructuring-2013) in to five years, stagnation of I.T.O will go up to years, which is not there in any other grades. Grade Year of joining the Department Year of Promotion as DCIT/JCIT/ Addl. CIT/ CIT Present Status Assistant Commissioner (ACIT) /1999/2008/ do /2000/2009/ do /2001/ do /2002/ do /2003/2012 Presently CIT (i.e. 4 promotions) Presently CIT (i.e. 4 promotions) Presently Addl. CIT (i.e. 3 promotions) Presently Addl. CIT (i.e. 3 promotions) Presently Addl. CIT (i.e. 3 promotions) After Cadre Restructuring-2013, DR IRS Officers up to 1994 batch will become CIT i.e. 4 promotions from their date of joining the department within a period of 19 years. Thus stagnation of Promotee Officers are glaring i.e. just 1 promotion in 19 to 23 years, whereas Direct Recruit IRS Officers in the same department and during same period have got 4 promotions.

20 ANNEXURE D

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26 Annexure E DoPT OM on postings of Husband & wife at same station / Physically handicapped Candidates/ Mentally retarded Children The Department is having its own Transfer and Posting Guidelines for the Transfer of IRS Officers. Although, the Transfer guidelines itself incorporates various grounds like compassionate, Medical and Spouse ground but fails to honour these at the first instance. DOPT has also issued guidelines on certain cases, which were earlier issued as recommendations but lately on account of various litigations on these guidelines; the DOPT has issued OM, which are of mandatory nature. Despite the fact, that these guidelines/om are there in place for a quite long time now, the Department has failed to implement these guidelines which is causing a lot of hardship to the Officers of the Department especially to the members of the ITGOA. There have been instances where the young recruits have been retained at a particular place even on engagement grounds but grave injustice has been done to the promotee officers by not considering the clear cut Spouse Ground despite it being required to be mandatory considered. The various guidelines issued by DOPT with regard to Transfer and Postings are as under: 1. Postings of Physically Handicapped Candidates: DOPT had earlier not laid down a policy for physically handicapped employees belonging to Group-A or Group B who have All India Transfer liability. Instead it stated that: It may not be possible or desirable to lay down that physically handicapped employees belonging to Group-A or Group-B who have all India transfer liability should be posted near their native places. However, in the case of holders of Group-C or Group-D posts who have been recruited on regional basis and who are physically handicapped, such persons may be given posting, as far as possible, subject to administrative constraints, near their native places within the region. Requests from physically handicapped employees for transfer to or near their native places may also be given preference.

27 However, the representations made by various Group A and Group B Officers were later considered by Government and it was decided the same benefit extended to Group C and Group D physically challenged employees will also be applicable to Group A and Group B officers. This decision was communicated by DOPT in the office memorandum No: AB 14017/16/2002-Estt.(RR) The decision is as follows: It is further clarified that the guideline contained in Para 2 of this Department s O.M. dated that requests from physically handicapped employees for transfer to or near their native places may also be given preference, covers physically handicapped employees in Groups A, B, C and D. 2. Posting of Government Employees who have mentally retarded children Considering that the facilities for medical help and education of mentally retarded children may not be available at all stations, a choice in the place of posting is likely to be of some help to the parent in taking care of such a child. While administratively it may not be possible in all cases to ensure posting of such an employee at a place of his / her choice, Ministries / Departments are requested to take sympathetic view on the merits of each case and accommodate such requests for posting to the extent possible. This was clarified vide DoP&T O.M. No A-B 14017/41/90-Estt (R) dated 15 th February Posting of Husband and Wife at the Same Station In this category DoP&T has issued an OM, which is to be followed mandatorily. The details of the same is as follows: In the following cases if posts are available, they may mandatorily be posted at the same Station. Where the spouses belong to the same All India Service Where one spouse belongs to one of the All India Services and the other spouse to one of the Central Services Where the spouse belongs to one Central Service and the other spouse belongs to another Central Service

28 Where one spouse belongs to an All India Service and the other spouse belong to a Public Sector Undertaking. Where one spouse belongs to a Central Service and the other spouse belongs to a PSU Where one spouse is employed under the Central Government and the other spouse is employed under the State Government. The DOPT further goes on to state that: Complaints are sometimes received that even if posts are available in the station of posting of the spouse, the administrative authorities do not accommodate the employees citing administrative reasons. In all such cases, the cadre controlling authority should strive to post the employee at the same station of the spouse and in case of inability to do so; specific reasons therefore, may be communicated to the employee. (DoP&T O.M.No.28034/9/2009-Estt (A) dated 30th Sept 2009)