FEDCUTA Document on Pay Review





Higher education is one of the most vital components of socio-economic development since it involves not only dissemination but also production of knowledge. It is self evident that the knowledge so disseminated and produced permeates into every sphere of life and activity of any society.

The universities, colleges, medical and technical institutions not only provide a reservoir of engineers, doctors, administrators, bankers, lawyers, entrepreneurs, managers, political leaders, teachers, social activists, they are creators of ideas for social transformation. Further, these institutions produce critically thinking human beings capable of cognizing social reality and its challenges. The knowledge and skills imparted by higher education lead to constant upgrading of labour skills and technology which enable the country to meet the challenges of globalization.

It is a universal experience that there is a direct correlation between the nature and extent of higher education and societal development. All developed countries made heavy public investment in higher education in the yester years. Our own history shows that investment in higher education in the past, despite brain drain, has yielded rich dividends after a gap of substantial time.

For a holistic and organic development of our society, it is imperative that higher education is publicly funded and that it receives manifold more allocation than has been the case so far. Commodification and privatization of higher education disturb not only equity of access but also lead to sharp accentuation of social disparities. The main emphasis of market-driven higher education shifts from theory and ideas to profit and application instead of further production of knowledge. Any such shift of emphasis is riddled with disastrous consequences for social development in the long run.

The need of the hour is to have a more meaningful higher education with greater sensitivity to social needs with the aim of reducing rather than increasing social disparities. This can happen only through extension, improvement and greater reach of the university system. Such an improvement is predicated on a huge investment not only for expansion, but also on improving the existing infrastructure in the form of more buildings, bigger, more and better equipped laboratories and libraries with up-to-date facilities. Further, any meaningful improvement in higher education demands downward revision of student-teacher ratio.

Teachers, who are simultaneously the disseminators, producers and stimulators of knowledge, are central to the entire system of higher education. It is, therefore, absolutely essential that their service conditions are such that the teaching profession is able to attract and retain the best of the talent in the country. On their part, teachers must seek to give their best to society for its long term development.


The FEDCUTA strongly feels that the pay structure of University and College teachers must be higher than that of IAS and other group A services keeping in mind the following principles/ factors:

a) Higher qualifications requirement at the start of the career;

b) Late entry (because of the above) into the profession;

c) Teaching should attract the best of the available talent as the quality of products of higher education (i.e., graduates and post-graduates, etc.) depends on the quality of teachers who impart and produce such knowledge;

d) Non-availability of benefits other than pay (fixed emoluments), although the same are being enjoyed by civil servants;

e) Teaching profession should be one of the top choices for the eligible candidates. It is appropriate to mention that in the post liberalization phase the structure of salaries in the private / corporate sector has undergone a drastic change. Talent is gravitating towards that sector causing huge depletion in the number of talented young men and women willing to join the university system. This trend requires to be urgently countered by making teaching profession more attractive and conducive.

The FEDCUTA further emphasizes that not only the qualifications required for a teaching position (at least 55% at Master’s level) are higher as compared to the qualifications for positions in civil services in the Government of India, a candidate has to qualify National Eligibility Test (NET) conducted by the UGC to satisfy the condition of eligibility for teaching profession. Besides, in most cases a higher degree in the form of M.Phil. / Ph.D. is required for a person to be selected. Hence, the average age of entry in teaching profession today is about 30 years and a teacher normally obtains permanent employment at the age of 32-33 years.

In view of the above and UGC’s own position (The UGC in its recommendations on the Report of the Vth Pay Review Committee advocated for the pay scales of teachers to be independent of Civil Services and be made higher than the latter in view of the higher qualifications) the FEDCUTA strongly feels that the initial pay scale for Lecturer (Assistant Professor) should be higher than that of an equivalent category of services in the Government.

The FEDCUTA, therefore, suggests that the Lecturer’s (Assistant Professor) grade in the pre-revised pay structure should deemed to be Rs.10000/- at the floor level. While retaining the present four-tier pay-structure namely, Lecturer (Assistant Professor), Lecturer in Senior Scale (Senior Assistant Professor), Reader (Associate Professor) and Professor, the floor level in notional pre-revised pay for different categories of teachers should be as follows:

Lecturer (Assistant professor)                             Rs.10,000

Lecturer (Senior Scale)                                      Rs.12,000
(Senior Assistant Professor)

Reader (Associate Professor)                               Rs.16,400

Professor                                                         Rs.18,400

It would not be out of place to mention that the parity between different segments of higher education needs to be maintained. Such parity did exist till mid-sixties which was disturbed in the early nineties and the FEDCUTA demands its restoration. Talent has to be attracted and retained in all sectors of higher education.


The FEDCUTA proposes a minimum of 5% of initial basic as annual increment which should be placed in the respective pay-scales. At the same time the number of years of span period of a scale must take into account the stagnation aspects as well, particularly in Reader’s and Professor’s Grade . It would be pertinent to mention here that a very large number of Readers (in the pay scale of 12000-420-18300) got stagnated due to lower span period of the scale in the scheme of Vth pay revision.


In exceptional circumstances where professional / specialized expertise is required in the form of guest faculty, this remuneration for them is abysmally low. Therefore, it is suggested that the remuneration for such guest faculty be enhanced to Rs.1000/-per lecture class.


The FEDCUTA is anguished to point out that the Professorship (promotion) which was introduced in 1998 in DU colleges was withdrawn unilaterally by the UGC in October 2000.

It is pertinent to mention that in the meeting between the HRD Minister and representatives of AIFUCTO, DUTA and FEDCUTA held on 16.8.1998, it was clarified “that a Reader with a minimum of eight years of service will be eligible for promotion as a Professor under the CAS. It was further clarified that professorship in colleges other than the autonomous colleges would also be introduced in accordance with the standards and norms to be determined by the UGC.” Accordingly, the UGC vide its 1998 Notification introduced Professorship (promotion) and laid down the method of promotion. A College teacher of Delhi University got promotion to Professorship. However, despite the aforementioned agreement, the CAS for Professorship in colleges was unilaterally withdrawn by the UGC on 6th October 2000.

In the light of the above agreement with MHRD, the FEDCUTA urges the UGC Pay Review Committee to recommend not only the promotion to Professorship / Professor grade in colleges, but also creation of Reader and Professor post (open) in the Colleges. The FEDCUTA is opposed to the idea of instituting these posts only in the Autonomous Colleges.

The UGC vide its Notification dated 24 December 1998 stated, inter-alia, in para 6.0 that

“The UGC has sent the following schemes to the Ministry of Human Resource Development for consideration.

1) Scheme for providing incentives to Lecturers for professional development.

2) Creation of posts of Professors in Colleges.

3) Scheme for rewarding meritorious teachers.

a. Super Time Scale to Professors.

b. Meritorious teachers who do not have M.Phil. / Ph.D.

As soon as the required approval is received the schemes would be formally notified.”

This part of the UGC Notification was based on the Notification of the MHRD dated 27th July 1998 and its subsequent letters on revision of pay scales of teachers in universities and colleges to the UGC.

However, till this time no such schemes have been notified by the UGC. Thus, the FEDCUTA urges the Committee to give its recommendations on these schemes too.

We have also taken note of the promotional avenues available to the civil servants in the Central Government. The table below gives the details in this regard:

Length of Service (in years) required to get Promotion


Junior Admn Grade

Selection Grade







IPS (Post)









In case of IAS, the year of admissibility to various grades is as under:

1. Junior Scale                          Rs.8000-13500     –        Beginning

2. Senior Scale                         Rs.10650-15850   –        4 Year

3. Junior Administrative Grade      Rs.12750-16500   –        8 Year

4. Selection Grade                     Rs.15100-18300   –        15 Year

5. Senior Administrative Grade     Rs.18400-22400   –

All these grades are given (except for Senior Administrative Grade) practically automatically.

As there must be at least three assured career progressions for teachers, the FEDCUTA proposes the following CAS:

Lecturer’s Scale

Rs.10000-15200 (pre-revised) – Beginning

Lecturer in Senior Scale

Rs.12000-18300 (pre-revised) – After 6 years of teaching/ research experience (5 years with M.Phil. and 4 years with Ph.D.)

Reader’s Scale

Rs.16400-22400 (pre-revised) – After 10 years of teaching/ research experience (9 years with M.Phil. and 8 years with Ph.D.)

Professor’s Scale

Rs.18400-22400 (pre-revised) – After 8 years of experience in Reader’s grade.

NOTE: If the number of years required in a feeder cadre are less than those proposed above, thus entailing hardship to those who have completed more than the total number of years in their entire service for eligibility in the cadre, should be placed in the next higher cadre after adjusting the total number of years.

The proposed scheme is based on the following principles:

a) One gets the Reader’s grade after 10 years as the maximum time taken to get the third scale in the Government services is nearly the same.

b) If the average working life of a teacher is 30 years, one should be able to reach the top of the Professor’s scale at the time of his / her superannuation.


Apart from the regular avenues for promotion for Lecturers and Readers (in colleges as well as in the university), outstanding teachers should be allowed to move faster in order to retain them in the University system. Thus the pay committee is urged to recommend to the UGC to devise a scheme in consultation with the teachers’ body in the form of FAST-TRACK PROMOTION SCHEME (FTPS) in order to retain / attract talent in higher education.

The pay scales, career advancement, advance increments for M.Phil. / Ph.D, retirement age and other service conditions for academic staff such as Librarian (College), Assistant Librarian, Deputy Librarian, Computer Programmer/System Analyst etc, must be the same as applied to the teachers of University and Colleges.

For every upward movement, processes should be evolved in such a way that due weightage be given to:

  • Contribution to teaching and educational innovation,

  • Contribution to corporate life of the institution,

  • Contribution to student’s discipline, personality development of students, extra curricular programme conducted for the benefits of students such as participation in NSS, NCC and other form of community engagement,

  • Contribution to leadership enhancement as organizer, participator, conductor of academic programme inside as well as outside the institution,

  • Contribution to literacy work such as article writings, book writings and other form of work in the nature of preparing assignment, Text Booklet, etc., design of new courses and curricula and participation in seminars, conferences, workshop, etc.

  • Contribution to the conduct of examinations in the college / university.

  • Teaching experience in the capacity of ad hoc / temporary should be counted for promotion and other service benefits.


Not only those who possess M.Phil. / Ph.D. at the time of recruitment should be granted 2/4 advance increments, respectively, in order to encourage research, the existing incumbents who hold M.Phil. / Ph.D. should also draw not less than 2/4 increments, respectively, on the date of pay revision in revised grade. Besides, those teachers who do their M.Phil. / Ph.D. during service should be granted 1/3 advance increments, respectively, from the date of declaration of their result.

Those teachers who are having masters professional degrees such as M.Tech., LL.M., MD, MS, etc. and these are considered as equivalent to M.Phil. should be entitled to two additional increments.


At the time of Vth Pay Commission vide HRD Notification No.F.1-22/97-U.I dated 6th November, 1998 the pay of Lecturers (Selection Grade)/ Readers was fixed at the minimum of Rs.14940/- in the revised scale of Rs.12000-420-18300 as and when they completed five years in the grade. This was agreed upon in lieu of Senior Reader Grade of Rs.14300-400-18300 which the then Government offered to Readers on completion of 5 years of service in the grade. Therefore, this time too, the pay of Lecturers (Selection Grade) / Readers after 5 years of service in the grade should be fixed with 7 increments in the initial basic of the revised Reader’s Grade.

Also, since there was a provision of promotion to Professor after 8 years of service as Reader in the CAS of the UGC Notification 1998, (which was subsequently unilaterally withdrawn for college teachers), the pay of those college teachers who have completed 8 years as Lecturer (Selection Grade) / Reader’s grade should be fixed at the minimum of the initial point of Professor’s Grade in the revised pay scale, besides introducing Professor’s Grade in the revised CAS.

Similarly for fixation of pay of Professors who have completed 5 years of service in the grade, their pay be fixed with 7 increments in the initial basic of the revised professor’s grade.

A teacher (with Ph.D.) should be eligible for three advance increments when he/she moves in to Senior Scale / Selection Grade/ Reader / Professor.

It is always observed that senior teachers lose large number of increments, earned in the pre-revised scale, while being fixed in the revised scale. At the time of Vth Pay Revision, the benefit of only one increment (in revised scale) for every three increments earned in the pre-revised scale was given. The FEDCUTA urges the Committee to recommend point to point fixation in the revised scales.


The Instructors who are imparting vocational education to students in the colleges of DU and other central universities need to be upgraded to Lecturer’s grade. The FEDCUTA urges the Pay Review Committee to give a strong recommendation in this regard.

New Pension Scheme

The New Pension Scheme has been imposed on the young teachers who have been appointed after 1st January 2004. According to this, the teachers are denied any assured retirement benefits and hence they are being discriminated against. Also it has restricted the movement of senior teachers from the State Universities to the Central Universities because of denial of transfer of pensioneary benefits of their past services. The FEDCUTA urges the UGC Pay Review Committee to abolish the New Pension Scheme altogether and to restore the old GPF-cum-Pension Scheme for all teachers.

We feel that minimum qualifying service needed for pension entitlement should be reduced from 10 to 5 years. Under the scheme of CPF-cum-Gratuity one is entitled to Employers’ contribution on completion of 5 years of qualifying service and GPF-cum-Pension-cum-Gratuity is only a substitution of CPF-cum-Gratuity Scheme.

Extension of Service till the end of the Session

A teacher after superannuation should be allowed in service up to the end of the Academic Session so that there is no disruption of teaching in between his/her retirement and joining of new incumbent.


Qualifying Service for Full Pension

The qualifying service for full pension should be reduced from the present 33 years to 28 years since the average age of entry in the teaching profession is about 30 years. Besides, 5 years of added service benefit should be restored to all teachers (presently, it is reduced to 3 years and only for those who have acquired Ph.D. degree at the time of entry) as the specialized qualifications are essential for the posts they are appointed to.

Rate of Pension

The full pension of 50% of emoluments is presently paid to a teacher who has completed 33 years of qualifying service. It is suggested that full pension after rendering 28 years of service should be 75% of emoluments of the last month (at present the pension amount is being computed on the basis of the average of last 10 months salary).

As the present rules provide that for (qualifying) service of less than 33 years (28 years as per our proposal), proportionately less pension is paid. It is proposed that in respect of qualifying service in excess of 28 years, proportionately higher rate of pension should be admissible.

Commuted Pension and its Restoration

Presently only 40% of the basic pension can be commuted. However, this is 43% for commissioned officers and 45% for other ranks for defence personnel. The FEDCUTA suggest that permissible percentage for commutation may be raised to 50%.

The Vth Pay Commission had recommended to restore the Commuted portion of the pension after 12 years instead of 15 years at present and had stated that several State Governments such as Kerala, M.P., Orissa and Punjab now permit restoration after a similar period of 12 years. The UGC Pay Review Committee should therefore recommend restoration of the commuted portion of the pension after 12 years.

In the case of teachers the retirement age is 65 years and commutation value of pension receivable by a teacher retiring at the age of 65 years is equal to 8.17 years of purchase. After adding thereto a further period of 2 years for recovery of interest in terms of the observation of the Supreme Court, it would be reasonable to restore the commuted portion of the pension after 10 years in the case of teachers (whose retirement age is 65 years).

It may be pointed out that the present table of commutation as revised in 1971 is based on abnormally low rate of interest i.e., 4.75% p.a. Hence, there is a strong case for upward revision of the commutation table.

Enhanced Family Pension

Because of the increase of retirement age of teachers to 62 years w.e.f., 27.7.98, the family pension at enhanced rate (i.e., full pension) should be payable up to the date on which the teacher would have attained the age of 69 (62+7) years (for those who were in service on or after 27.7.1998) {instead of 67 years (60+7) as admissible to employees whose retirement age in Government of India is 60 years}, had he / she survived or for seven years whichever period is less. Similarly, the teachers whose retirement age is raised to 65 years and were in service on or after 15.3.2007, this age limit should be raised to 72 (65+7) years.

Provision for Teachers Killed while on Duty

The DUTA had already represented to the UGC in the past about a Liberalised Pension Scheme for teachers in the context of the tragic murder of Dr. M N Singh, Reader in Swami Shraddhanand College of Delhi University. He was murdered for having caught a student cheating in the examinations. Keeping in view the incidents the FEDCUTA demands:

Liberalised pension scheme for the family (pension equal to the last salary drawn) of those killed / disabled for performing their duty till the age of retirement of the employee.

Provision of employment for a family member of the person killed.

Ex-gratia payment of Rs. 20 lakhs to the family.


Gratuity is paid at ¼ of basic pay for each completed six monthly period of qualifying service subject to a maximum of 16 ½ months salary or Rs.3.5 lakhs whichever is less. It is suggested that ceiling of 16 ½ months and Rs.3.5 lakhs should be removed. Under the existing rules, gratuity is reduced in case the qualifying service is less than 33 years of service. Therefore, it is logical that in case of total service being higher than the qualifying service of 33 years (28 years as per our proposals), the gratuity should be higher. Presently, those teachers who have superannuated at the age of 62 years received hardly 60% of the gratuity due to them on the basis of existing scale of gratuity because of ceiling of 3.5 lakhs. Under the present rules, gratuity is not admissible in case a person resigns. FEDCUTA suggests that gratuity should be admissible in case of resignation also, if one fulfills the requirement of minimum qualifying service.

Encashment of Earned Leave

Earned leave can be accumulated for a maximum period of 300 days. On retirement, earned leave to a maximum of 300 days is encashable. The FEDCUTA demands that a teacher should be allowed to accumulate and encash the earned leave without any ceiling. Encashment of earned leave should be permissible at any time during the course of service and it should be exempt from income tax.

Encashment of Half-Pay Leave

At present a teacher on superannuation does not get any amount on encashment of the unexhausted portion of half-pay leave at his / her credit. It is proposed that cash equivalent of half-pay leave should be encashable without any deductions.

Pension on Resignation

In teaching profession, teachers at times resign to take up other academic assignments in other institutions in India and abroad and as per the existing rules, a teacher who resigns from service forfeits the pensionary and other retirement benefits. It is proposed that the teachers who resign after 5 years of qualifying service should be paid the pensionary and other benefits due to them.

Voluntary Retirement

At present a teacher can seek voluntary retirement after having rendered not less than 20 years of qualifying service. He is also allowed 5 years extra-qualifying service to be added to his total qualifying service for retirement benefits. It is proposed that a teacher should be allowed to seek voluntary retirement after having rendered not less than 15 years qualifying service with existing benefit of 5 years extra qualifying service.


The medical facilities available to the teachers are highly inadequate. The FEDCUTA makes the following proposal in this regard:

A. Day-to-day Treatment: For meeting day-to-day medical treatment not requiring hospitalization a teacher be allowed to one month’s basic salary as medical allowance per year.

B. OPD & Hospitalisation: More hospitals / nursing homes should be brought on the panel and that there should be 100% reimbursement of hospitalization and OPD expenses (including Radiology / Pathological Tests). The hospitals / nursing homes should be allowed to claim the bills directly from the University / College.

C. Homeopathy Treatment, Etc.: At present there is no provision for Homeopathic, Ayurvedic and Unani treatment. These treatments should also be brought under the purview of the medical scheme.

D. Super-Speciality / Specialists Treatment: There should be provision for full reimbursement for super-speciality / specialist treatment. (e.g., Treatment on Dental, Orthopedic, Physiotherapy, etc.)

E. OPD Facilities at the Recognized Hospitals: At the moment, there is no provision for OPD treatment at any recognized hospital except at St. Stephen’s Hospital. The OPD facility should be available at all the recognized hospitals / nursing homes.

F. Third party Administrators (TPA): The FEDCUTA demand for health care services through the institution of Third Party Administrators (TPA) to teachers (premium to be paid by the institution). This will provide a cashless treatment at networked hospitals across the country. The scheme will reduce the cost to the University / Government, at the same time providing a high degree of customer satisfaction to teachers. Teachers would receive highest standards of quality healthcare through the institution of TPA which has been accepted by many leading companies in India, who care for their human resource. The beneficiaries of the scheme will include self, wife, sons, daughters, brothers, sisters, father and mother and in case of female the father in law, mother in law, brother in law and sister in law.

The University will act as regulator and look at the redressal of grievances of teachers with regard to hospitalization.

G. These medical facilities should be available to all the members of the family including the parents whose taxable income is less than the taxable limit exempted from Income Tax for senior citizen in the relevant assessment year.

H. All the medical schemes available to the teachers should also be available to the superannuated teachers.


It should be the endeavour to provide housing facilities to all the teachers. Towards this, the Pay Review Committee should make a fresh initiative to overcome this problem since this is not merely necessary for economic reasons but also for academic advancement. We, therefore, propose:

a) Substantial allocation of funds to the University and Colleges for construction of houses. In this context, our experience is that most Governing Bodies of the colleges do not contribute towards housing finance, therefore, it is desired that the housing programme should not be tied down to matching grants from the Governing Bodies.

b) Till such time the houses are provided to all teachers, the University and Colleges should lease suitable houses in areas near the University / Colleges and allot them to teachers as is being done in company lease by the large corporations and public sector enterprises. This facility has been provided to the teachers of Indira Gandhi National Open University.

c) Liberal loans at lower rate of interests be given to teachers for construction / purchase of houses. At present in Delhi University the amount given as housing loan is not sufficient and much lower than one’s own entitlement on the basis of his/her pay.

d) Finally, the HRA be raised to a minimum of 45% of the basic salary of University and College employees. Recently, a lecturer from outside Delhi did not join Delhi University as he found that the house rent that he would have paid would have been more than 50% of his basic salary.

e) There should be a provision for reservation of flats for teachers by the DDA. Also DDA should allot land for cooperative societies of teachers.

f) The present Licence Fee charges applicable to teachers residing in the Institutions accommodation should be abolished.


a. The UGC / GOI should focus on the colleges to make them Centres of Excellence. The present research grants and facilities are grossly inadequate, and even these meagre facilities do not percolate to the teachers at the college level, particularly in the Science subjects. Substantial allocation of funds for research is, therefore, called for. It is suggested that an initial research grant of Rs. 6 to 8 lakh for a period of three years be given to teachers to pursue research.

b. In the interests of interaction and feedback between teaching and research, it is necessary that research be incentive-based. The earlier scheme of additional increments for research work should, therefore, be reintroduced.

c. The exploration of research frontiers being quite phenomenal in the last decade or so, it has become imperative for teachers to update their knowledge and information periodically. It is, therefore, demanded that every teacher should be entitled to one year’s sabbatical leave for every five years of service.

d. A teacher should have an opportunity to attend one conference in a year in India and one conference in a block of 2 years in a foreign country, for this the registration fee, TA and DA should be fully reimbursed by the institutions to which he/she belongs to.

e. The membership subscription of at least two professional bodies should be reimbursed by the Institution.

f. The duration of study leave with full pay including increment every year be extended from 3 years to 4 years.

g. The phenomenal raise in the cost of books has made it impossible for teachers to afford books. Books, journals and magazines are a must for academicians. The committee should recommend that every teacher is given tax free academic allowance equivalent to one month’s basic pay every year for purchase of books, journals, computer peripherals, postage, etc.

h. The FEDCUTA suggests that the experience as Research Assistants, Research Fellows, Post-Doctoral Research and Pool Officers should be counted in their total span of service for purposes of promotion, retirement benefits, etc.


At present the higher education is in the grip of crisis on two fronts viz. (i) quantity and (ii) quality. Due to poor infrastructural support, the quality of education is suffering. There are not even preparation / consultation rooms available to the teachers in large number of colleges, what to talk of auditorium or conference / committee rooms. Even the staff rooms for teachers in such colleges are not big enough to accommodate all the teachers of the college. In some colleges, particularly where there are two shifts – Morning College and Evening College, there are not even sufficient lecture rooms and tutorial rooms. Financial support towards laboratory and research, library expenditure and other supportive aids are abysmally low to sustain the pressure of even quantitative needs. The per capita allocation on laboratory equipments and library materials justifiably raises question on the efficiency of the quality-based higher education. Therefore sufficient funds should be provided for upgradation of infrastructure and their maintenance.


The committee would also recall that the emoluments and the pay-structure of teachers working in the Directorate of Hindi Medium Implementation Board were at par with the University teachers till 1973. The Assistant Director, the Associate Director and the Director were in the respective grades of Lecturers, Readers and Professors. The FEDCUTA strongly urges upon the Committee to remove this anomaly and restore their parity with University teachers.


Teachers should be paid professional allowance on the pattern of non-practicing allowance (NPA) to medical doctors.


These teachers should be paid special allowance to support the requirement on teaching aids, extra transport allowance, etc., in addition to other allowances.


Leave Travel Concession (LTC) / Home Town Concession (HTC)

The whole issue of LTC should be seen in changing perspective. Mention may be made:

1) Contribution of tourism sector in the development of economy in the form of knowledge, employment, socio-cultural interaction etc., which ultimately is now converted into an industry.

2) Globalization and liberalization has made the life faster in terms of bridging the gap between the places.

3) Beyond the travel cost compensation, associated costs such as boarding and lodging also form the substantial part of total travel expenditure.

Hence the FEDCUTA proposes that:

a) Block Year: (i) LTC – A block of two years be followed in place of four years. (ii) Home Travel – Every year travel to home town should be provided.

b) Entitlement: By air from the very beginning of the service / scale of pay. It saves the time and is also economically viable.

c) Beyond Domestic Boundary: To begin with Asian countries should be included in the scheme of LTC as it forms a very vital and contiguous part of Indian subcontinent.

d) In case of non-availing of LTC the same may be encashable.

e) Other than the transport cost, boarding and lodging are also to be included for which an entitlement based formula should be developed. This will certainly help the growth of hospitality sector which itself is contributing towards the social, economic and cultural development.

f) All modes of transport – air, rail, water, road, taxi etc., should be allowed.

g) This facility should also be extended to superannuated teachers at least to those who have not availed all the blocks of LTC due to financial and/or duty constraints during their service.

These travel facilities should be available to all the members of the family including the parents whose total taxable income is less than the taxable limit exempted from Income Tax for senior citizen in the relevant assessment year.

Education Allowance for Children

The present provision of Rs.40 p.m. as the Education Allowance per child for a maximum of 2 children is simply ridiculous and humiliating. Keeping in view the cost of education at present, it is proposed that education allowance of Rs.1000 p.m. per child to at least two children be permissible to a teacher.

Vehicle Advance

Vehicle advance at present is insignificantly low. It should be 15 times of basic pay of a teacher. The rate of interest should be lowered and be made similar to those admissible to bank and other PSU employees.

House Building Advance (HBA)

In the light of the current escalation in the cost of construction, the HBA should be at least 70 times of one’s basic pay without any ceiling and there should be a provision for periodic revision according to price index for construction inputs. The rates of interest also need to be reduced as the rates are so high that these act as a deterrent to house construction.

City Compensatory Allowance

The current provision of only Rs.300 at flat rate in respect of CCA is too meagre for city like Delhi. There is no justification for fixing this amount in terms of a fixed amount. There is a need for fixing it in terms of a percentage of the basic pay. It is suggested that CCA should be 10% of basic pay in “A” class cities, 8% of basic pay in “B” class cities and 6% of basic pay for others.

Conveyance Allowance

As already pointed out practically no housing facilities exist for the teachers in the campus. They have to reside in rented houses in far flung areas and have to commute daily to their place of work. It is therefore important that there should be a provision for compensating teachers working in Delhi and other metropolitan cities in the form of conveyance allowance to the extent of Rs.5000 p.m.


The income tax rates, which salaried groups are subjected to, remain very high despite some marginal concessions doled out recently. It is further surprising that income tax is charged even on Dearness Allowance, House Rent Allowance and City Compensatory Allowance.

Dearness Allowance is intended to neutralize the effects of rising consumer price index and House Rent Allowance and City Compensatory Allowance are paid only to meet the relevant expenses and hence it is totally illogical that these should form part of taxable income. The FEDCUTA, therefore, suggests that DA, HRA and CCA should be exempt from tax.

Standard deduction should be restored and limit be raised to Rs. 1 lakh.

Remuneration from examination work which is already abysmally low and other form of remuneration not forming part of monthly salary income should also be treated as tax free income.

Special Provision on Use of Capital Assets (e.g., Vehicle and Equipments) Under Income Tax Act

As for the business depreciation on Motor Vehicle is an admissible expenses while determining tax liability, the depreciation on vehicle used for the job related work along with capital assets such as computer and other equipments required for academic growth should also be treated as admissible deduction from the total earnings of a teacher. Such types of tax incentives will encourage teachers to pursue research and other academic activities through use of their personal existing / acquired assets (vehicle, computer, etc.).


The FEDCUTA had already expressed its resentment on earlier occasions regarding the negative aspects of study leave rules such as reduction of the maximum number of years a teacher is entitled for study leave and denial of annual increments during the leave period. Even the abolition of post-doctoral leave with pay is a matter of concern for the academic community. Such steps are retrograde as they act as demotivator for research and academic growth. Therefore, different types of leave that would enhance academic growth must be available for teachers of universities and colleges. Towards this the FEDCUTA proposes the following:

a) Study Leave: To pursue a special line of study or research in the relevant area / subject, study leave of 4 years should be granted to a teacher. During this whole period the teacher must be paid his / her salary along with the annual increments as and when it is due.

b) Sabbatical /Post-Doctoral Leave: A teacher during his / her service period should be granted at least three years of this leave to pursue further research and / or project work or similar assignment, with protected salary and other emoluments. Such provisions be available to teachers of both colleges and university departments. This would go a long way in rejuvenating the academic system. This leave should be in addition to study leave for doctoral (Ph.D.) work.

c) Casual Leave: Casual leave granted to a teacher should be 12 days in an academic session.

d) Duty Leave: Duty Leave to carry out institution’s academic work should be available to teachers for (i) attending conferences, symposia and seminars, (ii) delivering lectures in institutions in India / abroad, (iii) participating in delegations / committees appointed by any Central / State Government / University / Institution, and (iv) performing any other duty for the University / Colleges.

e) Earned Leave: Earned leave admissible to a teacher should be 15 days in an academic session plus one third of the period, if any, during which he/she is required to perform duty during vacation. This leave should be allowed to be accumulated without limit.

f) Extraordinary Leave: A permanent teacher may be granted extraordinary leave for a period of 3 years in first instance and ten years in total during his/ her whole term of employment. This may be subjected to maximum of one year EOL for every two years of qualifying service. The extraordinary leave may be combined with any other leave.

g) Besides above mentioned leaves other kinds of leave which are admissible at present should continue.

Salary Structure during Research Abroad

The teachers who go abroad for research presently get a salary structure depending on their fellowship or stipend which is the following:

a) Below $10,000 p.a. or equivalent : Full Pay

b) Between $10,000 p.a. to $20,000 p.a. : Half Pay

c) Above $20,000 p.a. : No Pay.

This structure has not been revised for the last two decades despite the manifold increase in the cost of living, both domestic and international. Moreover, this stagnant structure does not take into account the changes in the valuation of different currencies. Hence the FEDCUTA proposes the following salary structure for teachers pursuing research abroad:

Below $40,000 p.a. or equivalent: Full Pay

Above $40,000 p.a. or equivalent: Half Pay.

The FEDCUTA also demands that this structure should be periodically revised upwards to keep pace with inflation and also to address the problems of differential currencies.


Changes made in the composition of selection committees for appointment of teachers and principals of colleges by the University of Delhi on the basis of the UGC Regulations meant for private colleges (where as DU Colleges are federal part of the Delhi University established by an Act of Parliament) have given excessive powers to the Vice-Chancellor of Delhi University, and also to the chairpersons of the Governing Bodies of Colleges, to choose experts for the selection committees. These discretionary powers are being used arbitrarily. The possibility of non-academic concerns and pressures leading to large-scale manipulation in appointments is inherent and poses a serious threat to the academic future of colleges. In order to minimise these excessive powers, the panel of experts as well as the procedure for nomination from the panel should be decided by statutory academic bodies such as the Academic Council. The Vice-Chancellor should have no power to add or delete the names on the panel suggested by the AC. Further this was clarified by the UGC in its letter dated 13.10.2004 to the universities that “the nominee of the Vice-Chancellor on the Selection Committee for the post of Principal and other teaching positions are to be nominated out of the panel recommended by the Academic Council of the University concerned.” The selection committee should also include the Head of Department of the concerned subject. The FEDCUTA demands:

  • Change in the composition of Selection Committees for appointment of teachers and principals in colleges under University to ensure that arbitrary powers are not concentrated in the hands of the VC and the chairpersons of Governing Bodies.

  • The appointment of a Professor should take place through the process of selection through a duly constituted selection committee. In case a person of eminence is to be appointed, then he /she may be offered the post in absentia, such selection should also be done by the duly constituted selection committee.

  • The selection process under CAS for professorship should be the same as applied to open selection of Professor. Thus, the procedure of requiring 3 referee’s reports before selection should be abolished.


a. Special Duty Allowance (SDA)

b. Special Compensatory Allowance (SCA)

c. Special House Rent Allowance (HRA)

d. Travel by air, to and fro, from the North-Eastern region to the nearest airport in the mainland.

e. Any other allowances which will attract talents to the North-Eastern states.

UGC Model Guidelines for Re-employment of Superannuated Teachers

1. Background:

Of late, it is observed that many Universities and Colleges in the Country have a number of Sanctioned teaching posts lying vacant for long periods. This may be due to various reasons, like non-availability of funds, ban on recruitment, non-availability of suitable candidates, difficulties kin filling positions earmarked for the reserved category and problems brought out by litigation. Therefore, more often, the institutions are required to have the services of contract appointees and teachers engaged on per-lecture basis, as well as of research students for performing the required academic activities. As a result, such institutions are not able to maintain the quality and standard of their academic programmes and are also unable to keep pace with the growing expectations from their stake holders, particularly students. One of the alternatives recommended by the UGC (as early as in the year 1990) to take care of this problem, is the selective re-employment of superannuated teachers up to their reaching the age of 65 years. This has also been reiterated by the Fifth Pay Commission in 1997 and in many UGC  communications, wherein it has been suggested that the institutions may use this existing provision as a short term measure. The Ministry of Human Resource Development vide notification No.1-19/2006(U.II) dated 23rd March, 2007 has extended the age of superannuation to 65 years with a provision for re-employment up to 70 years in case of Centrally funded Institutes. The Model Guidelines given below have now been framed by the UGC to facilitate the implementation of this recommendation in the higher education system in the Country. The Model guidelines provide a frame work for the re-employment of superannuated teachers at Universities and Colleges in India.

2. Applicability:

The Model Guidelines shall be applicable to Central/State and other Universities and Constituent/Affiliated Colleges in the Indian University system and to any other educational institute engaged in higher/technical/professional education which opts for re-employment.

Attached copy of Guideline for Re-employment.doc

3. Eligible Category:

The category of superannuated teachers eligible for re-employment shall be:

a) Professor only, in the case of Universities; and,

b) Professors, Readers and Lecturers (Selection Grade) only, in the case of  Colleges.

4. Tenure of Appointment:

The tenure of appointment of a superannuated teacher shall be for a maximum period of three years at a time or up to the teacher reaching the age of 65 years (70 years in case of Centrally funded institutes), whichever is earlier. However, it shall be open for the institution to make appointments for shorter periods at a time, like one/two years, or for a further maximum period of three years, as the case may be, so long as the teacher is below the age of 65 years (70 years in case of Centrally funded institutes) with a proviso that in case of Centrally funded institution, all those who superannuated after 62 years but not attained 65 years, as on 15th March, 2007 (date of Government’s order), the re-appointment shall be only against sanctioned vacant posts as in the case of 65-70 years, except that the screening as per the UGC guidelines need not be mandatory which is now proposed to be applicable to 65-70 years age group. In case the number of claimants in the category of superannuated teachers who have not attained 65 years as on 15-03-2007, is more than available sanctioned posts, it may be left to the University/College to make selection of teachers from amongst the claimants, based on the requirements and availability of regular vacancies of sanctioned posts.

5. Principals to be Followed:

The institution shall follow the following principles, while taking up the cases of superannuated teachers for re-employment:

a) There shall be vacancies of teachers at the University Department or at the College, remaining unfilled for at least one year.

b) The number of teachers to be re-employed in a University Department and /or College at any given time shall be limited to 50% of the vacancies identified, as above.

Attached copy of Guideline for Re-employment.doc3

c) Re-employment of superannuated Teachers may be made only against regular sanctioned posts, which could not be filled up.

d) Re-employment of superannuated teacher/s shall be in the best interest of the concerned University Department or the College.

e) There shall be adequate work load for the re-employed teacher/s at the concerned University Department or the College, to justify the appointment.

f) Re-employment of superannuated teacher/s shall be possible either at the same University or College where the teacher had served before superannuating or at any other institution.

g) The expenditure towards re-employment shall be met by the institution from its budget allocation.

6. Selection Criteria:

The institutions shall follow the following principles, while taking up the cases of superannuated teachers for re-employment:

a) The University Department/College shall have identified the subject areas wherein superannuated teachers need to be appointed.

b) Superannuated teachers, either from the same institution or elsewhere, shall have appropriated qualification, experience and excellent record in the concerned subject area.

c) Superannuated teachers, shall be distinguished scholars and shall have been productive during their service and in particular, in the last five years in activities, like:

I) Guidance of research scholars (M. Phil/ Ph.D);

II) Research work done and publications in learned journals;

III) Publication of books and other learning material;

IV) Filing of patents and/or obtaining intellectual property rights;

Attached copy of Guideline for Re-employment.doc4

V) Launching of new academic programmes/courses;

VI) Introducing innovations in teaching and/or examinations;

VII) Undertaking sponsored research projects;

VIII) Rendering knowledge based advice/consultancy;

IX) Taking up inter-Departmental/Institutional collaboration;

X) Organizing of National/International Conferences and/or participating in them;

XI) Conducting continuing education programmes and/or associating in them;

XII) Undertaking of extension and/or field outreach activities.

d) Superannuated teachers shall be medically fit to undertake the new appointment.

e) The service record of superannuated teachers shall be highly satisfactory and they be both morally and ethically sound.

7. Re-employment Procedure:

The procedure to be followed for the re-employment of superannuated teachers at a University/College, shall be as given below:

a) The University/college Department desirous of filling any vacancies by superannuated teachers shall obtain their CV for considering their cases.

b) Each CV shall include a detailed account of all the contributions made by the teachers, highlighting his/her achievements during the last five years.

c) The CV shall be discussed at a formal meeting of the Departmental Council/Committee of the University/College as the case may be, before making the Departmental recommendations.

d) The departmental recommendation shall be forwarded to the Vice Chancellor in the case of a University through the Dean of Faculty

Attached copy of Guideline for Re-employment.doc5

or Chairperson, Governing Council in the case of a College through Principal for their Consideration.

e) The Vice Chancellor/Chairperson of the Governing Council shall constitute the following Expert Committees for evaluating the proposals:-

I) In the case of a University:

1. Vice Chancellor (In the Chair)

2. Two Subject Experts* (Members)

3. Dean of the Faculty (Member)

4. Head of the Department (Member)

II) In the case of a College

1. Chairperson of Governing Council (In the Chair)

2. Two Subject Experts* (Members)

3. Principal of the College (Member)

4. Head of the Department (Member)

(*Nominated by the Vice Chancellor/Chairperson of the Governing Council, from the approved panel of experts for the Selection Committees in the University Department/College).

f) Each of the above Committees shall consider the full papers put up before it and also call any candidate for discussion, if necessary, before arriving at its recommendation on the appointment.

g) The recommendation of the Committee and the terms of appointment shall be place before Executive/Governing Council of  the University/College, as the case may be.

h) The decision of the Executive/Governing Council shall be final and binding on the teacher.

Attached copy of Guideline for Re-employment.doc 6

8. Emoluments and Other Privileges:

a) A re-employed teacher shall be eligible to draw emoluments equivalent to the last pay drawn minus pension as a consolidated amount which shall remain the same through out the tenure of re-employments.

b) The institution may consider the re-employed teachers for campus housing on prevailing terms, if available, or compensate them to the extent possible towards the house rent.

c) A re-employed teacher shall be entitled to casual/Special Casual/Duty leave on a par with teaching faculty in regular service.

d) The institution shall provide all the essential academic facilities to the reemployed teacher.

9. Duties and Responsibilities:

I) A re-employed superannuated teacher shall be treated on a par with regular teachers at the institution and shall have the following duties and responsibilities, with no additional financial liability to the institution:

a) Academic work, like teaching courses, conducting examinations and

research guidance;

b) Conducting research and/or taking up sponsored research projects;

c) Launching continuing education programmes in new and emerging areas;

d) Organizing / Attending national / international Conferences /Seminars / Symposia / Workshops;

e) Undertaking knowledge-based advisory / consultancy assignments;

f) Accepting invitations and delivering Guest Lectures at other institutions;

g) Participation in academic/research Committees at the Institution and elsewhere, when required.

Attached copy of Guideline for Re-employment.doc7

II) However, a re-employed superannuated teacher shall not be eligible for holding administrative or financial responsibilities at the Institution or elsewhere.

10. Review:

The performance of a re-employed teacher shall be reviewed periodically, by the University/College. If the performance is found unsatisfactory, his/her services may be terminated by the appointing authority by giving one month notice.


1 comment so far

  1. Dr. Joshi on


    Why MHRD is not bringing all teachers in its fold…why only the teachers working in the University system get the advantages? The teachers elsewhere (in other government autonomous organisations)are governed by various other conditions though they are in some places given the UGC pay scales without applying other conditions like CAS.

    There are instances where lecturers are rotting in 8000-13500 after more than 20 years service in spite of becoming Professor in University system on returning to their parent organisation after completion of their lien.
    After all teachers move from university system to other places and vice versa…Would FEDCUTA make this an issue and unite all teachers of Higher education…

    Can any one respond…

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