Indian Railway Fundamental Rules - Pay and Increment

Railway servants start receiving their pay and allowances from the date they begin their duties.

There might be exceptions to the rule for pay, like if an officer is absent without authorization.

If a job changes hands before noon, pay begins on the day of transfer; otherwise, it starts the next day.

The start date for an overseas recruit's pay depends on specific orders from the hiring authority.

The compensation package for railway employees, including salary and benefits.

The tasks and responsibilities associated with a specific job.

An employee of the government.

If a government worker is on duty during training and earned more pay due to an officiating position, their training pay should match their officiating pay.

In F.R.20, 'pay of any officiating appointment' refers to the pay the government servant received in their substantive and officiating positions.

The 'pay' in F.R.20 includes any special pay drawn in a substantive or officiating capacity.

Rules 1313-1323 & 1326 do not apply to time scale pay if those rules conflict with president-approved time scale terms.

Specific time scale pay rules supersede general rules if they conflict.

A worker's permanent or main position.

A temporary position filled by a worker not permanently assigned.

How pay is determined for a government worker in training who holds an officiating position.

The pay a railway servant would receive if they held a post substantively and performed its duties. It doesn't include special pay unless they're actually doing the work that earns it.

An extra amount of pay given to a railway servant, either because the job is very hard or because they have added duties or responsibilities.

Special pay doesn't include the non-practicing allowance given to doctors instead of allowing them to have private practice.

The authority that decides on normal pay scales for railway servants is the only one who can approve special pay.

When a job has different special pay rates for old and new employees, everyone joining the job should get the 'new entrant' rate, even if it's lower.

When a railway servant is absent but their position is still available for them to return to, they are said to 'retain lien on it.'

Simply fulfilling the conditions for special pay doesn't automatically guarantee it. The purpose of the conditions is to quickly reject clearly unjustified claims.

Special pay is granted for genuine reasons, like particularly hard work, not just for the job being 'arduous' in general.

Special pay is an addition to the usual pay and is granted for specific reasons, while regular pay is the base pay for the job.

The concept of presumptive pay helps determine how much a railway servant should receive when they're absent from a post but still holding onto it.

When a junior employee is promoted to a higher post after being promoted to an intermediary post, the senior employee who was directly promoted to the higher post is entitled to the benefit of stepping up if applicable.

If a railway servant is promoted to two different posts on the same date, they should be considered to have been promoted first to the lower post and later to the higher post. Pay is calculated accordingly.

When the pay scale of a post changes, the holder of the post is treated as if they were transferred to a new post with a new pay scale. They can choose to retain their old pay until their next increment on the old scale or until they leave the post.

Government of India's decision: The rule regarding pay changes applies to situations where a revision of pay is accompanied by a change in the status of a post.

If a Railway servant's pay in a temporary post is inflated due to premature increments, his pay for the purpose of this rule will be calculated as if he had not received these extra increments.

Service in a temporary post may be counted towards pay fixation upon reversion to the parent cadre, but only if specific conditions are met.

The Railway servant must have been approved for appointment to the grade or post where previous service is to be counted.

All seniors, except those deemed unfit, must be serving in posts with the same or higher pay scale, and at least one junior must hold a post at the relevant pay scale.

Service counts from the date the junior is promoted on a regular basis and only up to the period the Railway servant would have been in the parent cadre had they not been in the temporary post.

A post outside your permanent cadre (department) where you are temporarily working.

This rule explains how duties and responsibilities of a job are considered for pay fixation.

A junior scale post is considered to have more important duties than a Class II post, including that of an Assistant Accounts Officer.

These rules don't apply to temporary promotions within Group 'B' to Group 'A' or within Group 'A' itself.

Pay is the monthly amount a government employee draws, excluding special pay or pay based on personal qualifications. It includes pay for their substantive or officiating position, overseas pay, special pay, personal pay, and any other emoluments specifically classified as pay by the President.

Average pay is the average monthly pay earned during the 12 complete months preceding the month when the calculation is needed. In the case of foreign service, a railway servant's pay is calculated as if they were working in India.

A ministerial servant is a railway employee in a subordinate service who performs clerical duties. They can also be any other class of servant specifically defined as such by a higher authority.

Presumptive pay is the pay a railway servant would receive if they held a post substantively and performed its duties. It doesn't include special pay unless the servant is actually doing the work that earns it.

Special pay is an extra amount added to a railway servant's regular pay. It's given for specific reasons, such as particularly difficult work, increased duties, or added responsibilities.

Time Scale Pay is a specific pay system that may supersede other general pay rules. It's approved by the President and often has its own rules for determining salary increases.

Service in a temporary post can be counted towards pay fixation upon reversion to the parent cadre if certain conditions are met: the servant must have been approved for appointment to the grade or post, all seniors must be serving in posts with the same or higher pay scale, and at least one junior must hold a post at the relevant pay scale. The counting period starts from the junior's promotion and ends when the servant would have been in the parent cadre had they not been in the temporary post.

A post is deemed 'more important' when its duties and responsibilities are considered to be significantly greater than those of a lower-level position. This applies to promotions from non-gazetted to gazetted posts, from lower grades to higher grades, or within the same grade but with increased duties and responsibilities.

The Assistant Officer's grade is a specific rank in the railway service, typically considered a lower gazetted post. It falls below the District Grade and Senior Administrative Posts. The term 'gazetted' refers to a post that is officially recognized and documented.

The District Grade is a higher level of service within the railway system compared to Assistant Officer's grade. It signifies a greater level of responsibility and authority.

A junior administrative post indicates a position within the administrative hierarchy of the railway service. It holds less authority compared to senior or inter-administrative posts.

A senior administrative post is a position in the higher echelon of administrative roles in the railway system. It signifies a greater degree of authority and responsibility.

The 'erstwhile scale of Rs.1800-2250' refers to a specific salary range used in the past. It is relevant when comparing promotions within specific time periods.

A temporary post, even with similar duties, is considered distinct from a permanent post if the pay scales are different. This applies to promotions and pay calculations.

An 'officiating promotion' allows someone to temporarily fill a higher-ranking position outside their usual line of service, but only with President's approval. They receive pay equal to the promoted position.

The 'ordinary line of service' refers to the regular progression of positions within a specific cadre or branch of the railway service.

When a Railway servant is promoted to a post with greater responsibilities, their initial pay is determined by adding one increment to their previous pay level and placing them at the corresponding cell in the new pay scale. If no matching cell exists, they are placed in the next higher cell.

A Railway servant's initial pay is influenced by the duties and responsibilities of the new post. If the new post has greater importance than the previous one, the initial pay will reflect this.

A pay system that has its own rules for salary increases, overriding general pay rules if they conflict.

'Pay' includes the monthly salary, special pay (if applicable), overseas pay, personal pay, and other emoluments specifically classified as pay by the President.

Service in a temporary post can be counted towards pay fixation upon reversion to the parent cadre if certain conditions are met.

Three conditions: approval for appointment, all seniors serving in the same or higher pay scale, and at least one junior holding a post at the relevant pay scale.

A Railway employee in a subordinate service who performs clerical duties, as defined by higher authority.

When a senior employee in a higher post earns less than a junior employee in the same post due to promotion timing.

Adjusting the senior employee's pay to match the junior's pay in the same higher post to correct a pay anomaly.

To qualify for pay stepping up: both employees must be in the same cadre, hold identical posts, and the pay scales of the lower and higher posts must be identical.

Pay stepping up doesn't apply if the junior employee already earned a higher pay in the lower post due to factors like accelerated promotions or advance increments.

The pay stepping up rule also applies if a senior employee promoted before 1973 earns less than a junior employee promoted after 1973 to the same higher post, provided the pay scales of the lower and higher posts remain identical.

This rule governs the issuance of orders for refixing the pay of senior employees when their pay is stepped up.

After pay refixation, the next increment for the senior employee is calculated from the date of refixation and is received after completing the required service period.

A junior post's duties are often considered more important than a Class II post, even if the Class II post carries the title of Assistant Accounts Officer, leading to a higher pay.

Temporary promotions within Group B to Group A or within Group A itself are not subject to the pay stepping up rules.

When a junior employee is promoted to a higher post after being promoted to an intermediary post, the senior employee who was directly promoted to the higher post is entitled to the benefit of stepping up their pay if applicable.

This rule outlines how pay should be set when a railway servant is promoted to two different posts on the same day, ensuring they are paid as if they were promoted to the lower post first.