ALL INDIA ASSOCIATION OF POSTAL DRIVERS AND ARTISANS,
MADURAI @ SALEM-636 005, TAMILNADU.
Email
To
The Chairman,
8th Central Pay Commission
Government of India
Respected Sir,
Sub: Submission of Memorandum on behalf of Mail Motor Service (MMS) Drivers & Artisans – Reg.
We respectfully submit herewith a detailed Memorandum highlighting the long-pending issues, structural anomalies, and justified demands of MMS Drivers and Artisans working under the Department of Posts.
It is submitted that the MMS cadre performs highly skilled, technical, and risk-prone duties comparable to those in Railway and Defence establishments. However, despite multiple Central Pay Commissions, parity in pay structure, promotional avenues, and allowances has not been extended to this cadre.
The enclosed Memorandum clearly brings out:
Non-implementation of DoP&T orders,
Denial of ACP/MACP benefits,
Abnormal delay in promotions,
Excessive working hours without proportionate compensation,
Absence of TA/DA or any running allowance despite long-distance duties.
We humbly request the Hon’ble Commission to consider the genuine hardships and extend justice by recommending appropriate pay revision, cadre restructuring, promotional improvements, and allowance benefits.
We shall be grateful for a favourable consideration.
Yours faithfully,
All India Association of Postal Drivers And Artisans,Madurai @ Salem-636 005, Tamilnadu.
Humbly submitted to the Hon’ble Chairman,
8th Central Pay Commission,
MEMORANDUM
TO THE
8th CENTRAL PAY COMMISSION 2026.
By
Shri.S.SARAVANAN,
GENERAL SECRETARY,
ALL INDIA ASSOCIATION OF POSTAL DRIVERS AND ARTISANS,
MAIL MOTOR SERVICE,
CHQ. Madurai @ Salem-636 005, Tamilnadu.
E mail id:-
ALL INDIA ASSOCIATION OF POSTAL DRIVERS AND ARTISANS,
MADURAI @ SALEM-636 005, TAMILNADU.
MEMORANDUM TO THE 8th CENTRAL PAY COMMISSION.
(ON BEHALF OF MMS DRIVERS & ARTISANS – DEPARTMENT OF POSTS).
To
The Hon’ble Chairman,
8th Central Pay Commission,
New Delhi – 110 001.
Respected Sir,
Sub: Grant of Pay Parity (Level-4) and removal of long-standing pay anomaly in
respect of Mail Motor Service (MMS) Drivers and Artisans – reg.
On behalf of the Mail Motor Service (MMS) Drivers and Artisans working under the Department of Posts, this memorandum is submitted for kind consideration of the 8th Central Pay Commission.
Introduction
Mail Motor Service (MMS) under the Department of Posts plays a vital role in the transportation of mail, parcels, and cash across the country. It functions as a technical and operational unit involving both workshop (maintenance) and field (transport) activities.
Despite its technical nature comparable to Railway and Defence transport systems, the MMS cadre has not been accorded appropriate recognition in previous Central Pay Commissions.
Mail Motor Service (MMS) Organizational Structure.
MMS is an operational unit under Department of Posts responsible for transportation of mails.
Key Functions:
Inter-city mail conveyance,
Inter Circle Intra Circle mail conveyance,
RTN Schedules (Road Transport Network),
Logistics coordination,
Time-bound dispatch.
Nature of Work:
Long-distance driving (100–1000 km),
Continuous duty beyond normal hours,
Handling of valuable mail articles.
This establishes MMS as an operational and field-intensive service.
Organizational Structure Issues
MMS operates under:
FACTORY ACT AND THE POSTS & TELEGRAPH TRANSPORT FRAMEWORK,
Automobile Engineering control (Director MV),
Integrated workshop and transport system.
However:
MMS Drivers are equated with Staff Car Drivers,
Technical identity is ignored.
This has resulted in denial of parity with Railway and Defence personnel.
Background of the Cadre.
The Mail Motor Service is a vital operational wing of the Department of Posts engaged in transportation of mails across the country. The MMS functions under the provisions of the Factory Act and the Posts & Telegraph Transport framework. (Copy enclosed Annexure 1)
The nature of duties involves:
Round-the-clock operations
Handling of heavy and light motor vehicles
Transportation of valuable and sensitive mail articles
Time-bound and risk-prone operations across cities, highways, airports and railway stations.
NATURE OF DUTIES – HIGHLY ONEROUS & RISK-BASED.
MMS Drivers:
Perform 24x7 operational duties without fixed working hours.
Drive heavy vehicles (HMV) unlike staff car drivers (LMV only).
Operate under tight schedules without adequate rest or breaks.
Handle mail exchange, loading/unloading and documentation work in many units.
Work in hazardous conditions, including night duty and long-distance schedules.
d. High accident risk.
e. Handling valuable consignments
Thus, their duties are far more strenuous and risk-prone than many comparable cadres.
The Mail Motor Service unit is the backbone of the Postal Department consisting of 6 lakhs workers. It has about 1414 MMS vehicles (Including CNG Vans – 230) and 486 staff car/Inspection vehicles spread over 103 cities largely Metropolitan cities with larger unit include in-house repair workshop (under the provisions of the FACTORY ACT AND THE POSTS & TELEGRAPH TRANSPORT FRAMEWORK) to maintain the above vehicles, with a total of 2847 personnel including 771 workshop staff.
Vehicles Position. As per DOP ANNUAL REPORT 2024-25. (Copy enclosed Annexure 2)
Total MMS Vehicles (Including CNG Vans – 230) = 1414
Total Inspection Vehicles = 428
Total Vehicles = 1842
Drivers Position. DOP Lr No.Y-17/2/2022-PE-II dated 26.06.2023.
(Copy enclosed Annexure 3)
Revised Sanctioned Strength of Staff Car Drivers = 1630
Sanctioned Strengths of Dispatch Rider in MMS = 20
Artisans Position. DOP Lr No.Q-25/33/2022-PE-IDOP dated 11.08.2022.
(Copy enclosed Annexure 4)
Sanctioned Strengths of Artisans = 473
The Drivers, the main and most important aspects for the units. These Drivers performing ROUND THE CLOCK DUTIES with tight schedules of 8 to 16 hours more without any Lunch / Tea Break. These Drivers are plying Day & Night from post offices, Air Ports, Railway Stations and bus stands to the concerned sorting offices, RMS, TMOs and APTMO for dispatch/ receipt of mail bags in the interest of PUBLIC / NATION. But the treatment given to these Drivers is quite pathetic and not justified in terms of Pay and allowances and avenue of promotions. Sufficient promotional avenue have not been provided to the staff of MMS, as was done in respect of RMS and Postal Wings of the Department. The treatment meted out the driver cadre is extremely Hares, Discriminatory and raises issues pertaining to the constitutional governance in which all persons are equal. The constitution principal of “ EQUAL PAY FOR EQUAL WORK “ stemming from Article 14 & 16 of the constitution of India.
The above assignments are being done by the MMS drivers but whose scale of pay is lesser when comparing with staff car drivers. The Government is stating that the staff car driver and MMS T/s driver are common categories. Though these cadres are said to be common categories, their pay scales are different. When the pay scales are different, how these cadres can be grouped as common category.
The All India Central Government Staff car Drivers Association had taken efforts and amended the pay scale vide DOPT. OM No 35034/3/97 Estt (D) dated 01.06.1998 with effect from 01.08.1993 and DOPT OM No. 43019/54/96- Estt (D) dt 15.02.2001 only Staff Car Drivers as Rs.3050-4590, Rs.4000-6000 and Rs.4500-7000 and Rs5000-8000 (for special grade).There are NO clear orders on the pay scale of the MMS Time Scale Drivers. The Staff Car Drivers driving Only Light Motor Vehicles attending less jobs at field horns get better pay on par with the Time Scale Drivers who had to perform hazardous nature of work. The differences are furnished below for information of all:.
Even though there are TWO different Recruitment Rules between the Staff Car Drivers who drives only LIGHT VEHICLES and required qualification is Light Motor Vehicle Driving License. But for the Mail Motor Service Drivers in the Dept.of Post appointed as Time Scale Drivers whose qualification should be in possession of HEAVY MOTOR VEHICLE DRIVING LICENSE WITH FIRST AID CERTIFICATE and Badge to Drive Light, Medium & Heavy Vehicles. The Govt. of India merged both the cadres as common category. The job contents of these two types of Drivers are quite different. The V CPC has miserably failed to take note of this discrimination in the nature of work performed. Perhaps the foremost issue is one of the consistent negation of the constitutional principle of EQUAL PAY FOR EQUAL WORK “stemming from Article 14 & 21of the constitution of India.
STAFF CAR DRIVERS.
They drive only Non Transport Vehicles.
There are very few percentage of Staff Car Drivers available in the Secretarial Service. As per the Recruitment Rules only Light Driving Licence is required to drive Only Light Vehicles. These secretarial services working day is 5 days in a week and 22 days in a month.
As per the staff car Rule no.25, The normal working of Staff Car drivers will be from 08.30 am to 18.06 pm with a lunch break from13.00 pm to 13.30 pm.
As per the staff car Rule no. 4 ( II ) Prescribed in G.I.M.F.no.3 (5) E II (a) 9 dated 22.05.1979, the consumption of petrol reduced to ceiling of 600 ltrs. Per Qtr ( 200 lts per month and apex 7 ltrs per day. On reading the staff car Rules in various paras, the staff car cannot run not more than 40 to 50 Kms per day. To drive this mileage the Driver will have to be on the steering/Driver seat is hardly 3 hours per day, the staff car drivers performing approximately 3 hours per day, and sitting idle and waiting in the office for the remaining working hours of the day.
The staff car drivers though performing the driving duty not like other drivers and attending benefits vary widely like supply of Bicycle, provided with govt. telephone and accommodation etc. Even the other over time allowances they are benefited by waiting by waiting in the office without performing duty on Driver seat/steering.
The Staff Car Drivers driving only Light Vehicles, attending Less Jobs at field horns get better pay on par with Drivers of Mail Motor Service who had perform hazardous nature of work.
Staff Car Drivers performing appx. 3 hours duty per day and 66 hours in a month.
MAIL MOTOR SERVICE DRIVERS.
They drive Transport heavy/light goods carrier.
As per the Recruitment Rules the Time Scale Driver of Mail Motor Service are to be in possession of heavy Driving Licence with experience of 5 years to drive heavy, Medium and Light Vehicles. The working day is 6 days in a week and 26 days in a month.
The Drivers of Mail Motor Service performing duties round the clock, the duty begins and terminates at odd hours without provision of departmental pick up from the residence in the late night, because some schedules starts at 0100 hrs and terminate at 0300 hrs. These drivers will have to maintain tight schedules as per the time frame without any lunch break any kind of break with tight schedule of 0700 hours to 0730 hrs on the driver seat/steering.
The nature of duty is arduous and entirely different from Staff Car Drivers and there is NO restriction of the daily running mileage for these drivers.
Madurai MMS Schedule No.306. 07.15 to 15.15 (Next day evening closed) Madurai to Katpadi RMS- Making a single driver operate for more than 15–20 hours continuously without proper rest halt, covering 1000+ km in a single duty, endangers the safety of the driver, the departmental vehicle, valuable mail bags and also the general public on road.
The Mail Motor Service is the only Wing of Govt. of India conveying public mails and thus rendering Public Service. The drivers cannot keep any work pending to the next day like other cadres. They will have to complete the prescribed entrusted to them for the interest or Public/Nation.
The Drivers of Mail Motor Service are more responsible as they had to carry Costly and Valuable Articles from Post Offices through crowded, most wracking and strenuous streets to Air Ports, Railway Stations & Bus Stands,. Hence their duty involves not more ONOUROUS, but also Risky and Dangerous one. Mail peons are attached to many Mail Vans in Metropolitan cities for loading / unloading of mail bags. But Mail Peons are not attached in smaller units. Consequently the drivers are made to attend the mail exchange work in addition to driving work, but the drivers are not given extra remuneration or any compensation’s. This is additional burden and the drives have to keep in memory the details of bags in each stage. It causes great mental strain and lapse of concentration without any financial benefit.
The Drivers of Mail Motor Service perform 0730 hours per day and 195 hours in a month.
Everyone thinks in what way the Pay Scale of Staff Car Drivers driving Only Light Vehicles attending less jobs at field horns whose working hours (running hours) is 66 hours in a month and the pay scale of Time Scale Drivers of MMS whose working hours (running hours) is 195 hours in month is equal.
At the outset, the pay scale of Drivers were fixed on par with Lok Shaba Parliament Drivers from 1st CPC to IVrd CPCs. In 5th CPC there was a difference of Rs.950/- in the pay scale between Lok Shaba Parlimentary Drivers and up to IV CPC, we were termed as Group “C” cadre in the Department of Posts. . But, after that, the variation of pay between the cadres of Drivers and Lok Shaba Parliamentary Drivers has been increased to Rs 950/- though the MMS drivers are performing risky job of exchanging all kinds of mails in addition to driving. The common category employees in the Postal Department like Draftsman, Ferro Printer, EDP staff, etc. who were getting the Driver’s pay scale of Rs.950-20-1500 in the Fourth CPC were upgraded and raised their pay scales to Rs.4000-100-6000, GP Rs 2400 and Levl 4 in the Fifth, sixth and Seventh CPCs respectively. While the pay of all the common categories has been increased, the pay of the Postal Drivers alone has been neglected.
But on the contrary to the above, our pay scale has been fixed in 6th CPC as Rs.3050-4590 in PB-1 with grade pay Rs.1900/- that too without any increase in pay-scale fixed in V CPC. The under mentioned table will give a clear picture of the pay disparity between the MMS Drivers/Artisans and other drivers in Lok sabah parliamentary and mechanics in Doordharshan mechanics (Artisans) from the first to Seventh pay commissions.
HISTORICAL PAY ANOMALY DRIVERS AND ARTISANS (Root Cause)
A serious anomaly arose from the 5th Central Pay Commission onwards, due to:
Non-grant of revised pay scale of Rs.4000–6000, which was granted to similarly placed common categories,
Denial of ACP benefits, citing promotional hierarchy,
Misinterpretation of cadre structure due to certain court cases relating to Staff Car Drivers and Artisans.
This has resulted in:
Continuous financial loss for more than 30 years
Stagnation in career progression
Discrimination vis-à-vis similarly placed cadres
JUDICIAL SUPPORT IGNORED.
The Hon’ble High Court of Madras has already:
Recognized the anomaly
Directed consideration of parity with Postal Assistants / equivalent cadres
The Dept. of posts has reported that the pay has been sanctioned to the drivers and artisans of Postal Department as per the recommendation of the VI CPC. As there were anomalies in the pay structure of Drivers/Artisans in V CPC, case was filed vide W.P.No.21367/2004 field in High Court of Madras to remove the same.
The Hon’ble High Court of Madras direction in the W.P. No. 21367/2004 dt: 10.09.2009 which reads as under. (Copy enclosed Annexure 5)
“In this case admittedly the scale of pay of Postal Assts., and drivers were the same till the fourth pay commission and thereafter parity in pay had arisen. This shows that the decision of the govt. in fixing the pay scales of postal assistants and drivers are patently irrational, unjust and prejudicial to a section of employees. Therefore, we consider it appropriate to set aside the order under challenge and dispose of the writ petition with a direction to the respondents to refer the matter to the anomaly committee for its consideration and passing appropriate orders within a period of three months from the date of receipt of a copy of this order and if necessary to afford an opportunity of hearing to the petitioners”.
But the discussions were made and the minutes were recorded using the definition of anomaly with reference to 6th CPC. In this connection, I am to point out that the judgment in the aforesaid W.P. is pertaining only to the Fifth CPC and regret to state that the Department Anomaly and National Anomaly committee did not peruse the judgment properly.
The Hon’ble High Court Madurai Bench of Madras High Court in WP (MD) Nos 11283,11284 , 11410, 12180, 12202, 12215, 12222,11287 and 11258 of 2012 directed the Govt. of Tamil Nadu to fix in the basic pay of Rs 4000-6000 (in 5th CPC) to the Drivers, The Supreme Court of India in SLP in No. CC14715/2012 also directed to grant Rs 4000-6000 to the drivers in Tamil Nadu. We want the same to be implemented to us also. (Copy enclosed Annexure 6)
The Hon’ble Delhi High Court in Zile Ram vs Registrar, Delhi High Court And ... on 8 April, 1991 directed the Registrar, Delhi High Court to fix in the basic pay of Rs 1350-2200 (in 4th CPC) to the Drivers, We want the same to be implemented to us also. (Copy enclosed Annexure 7)
GRANT OF PAY PARITY (LEVEL 4) TO POSTAL MMS STAFF CAR DRIVERS.
The Union submits that the Postal MMS Staff Car Drivers are subjected to a long-standing pay anomaly since the IV Central Pay Commission.
Despite having identical recruitment qualifications, duties and responsibilities as that of Staff Car Drivers in Secretariat offices such as Lok Sabha and Rajya Sabha Secretariat, the Postal MMS Drivers are placed in Level 2 (Rs.19900–63200), whereas Secretariat Drivers are placed in Level 4 (Rs.25500–81100).
This disparity is in violation of the well-established principle of “Equal Pay for Equal Work” upheld in service jurisprudence.
Further, the anomaly originated due to improper fixation during IV CPC, where lower scales were adopted instead of higher merged scales, resulting in continuous financial loss through successive Pay Commissions.
The Staff Car Driver mode of recruitment rules Department of Posts and Rajya Sabha Secretariat. (Copy enclosed Annexure 8 & 9)
Ministry of Communications and Information Technology (Department of Posts) Notification, New Delhi, the 12th October, 2015 ,G.S.R 773 (E)…Postal MMS Staff Car Driver Recruitment Rules.
Rajya Sabha Secretariat, Parliament House Annexe, New Delhi dated the 27.09.2016 Recruitment and Conditions of Service Order (No.7/2016) LokSabha and Parliament Staff Car Drivers Recruitment Rules.
Ordinary Grade Scale PB-1 Rs.5200-20200 plus GP of Rs.1900(Level 2 Rs.19900-63200)
Ordinary Grade Scale Level 4 Rs.25500-81100
Education and other qualifications required for direct recruits
Method of Recruitment & Qualifications for Appointment
(i) Possession of a valid driving licence for light and heavy motor vehicles;
(ii) knowledge of Motor mechanism (The candidate should be able to remove minor defects in vehicle);
(iii) experience of driving light and *heavy
motor vehicle for at least three years; and
(iv) pass in 10th Standard from a rocognised Board or Institute.
(*Commercial- LMV to Badge to HMV Driving Licence)
For Direct Recruitment
(i)Matriculation or equivalent qualification: and
(ii) A valid Commercial LMV/HMV licence issued by a Competent Authority in India.
The nature of duties of Postal MMS Drivers involves higher responsibility, including transportation of sensitive mail articles, valuables, and round-the-clock operational duties.
However:
The Department has not implemented the spirit of the judgment,
The anomaly continues even after multiple CPCs.
This constitutes non-compliance of judicial direction and denial of legitimate rights.
Therefore, the Union strongly demands that:
Postal MMS Staff Car Drivers be granted Pay Parity in Level 4 (Rs.25500–81100) on par with Secretariat Staff Car Drivers in the 8th Central Pay Commission.
DISCRIMINATION WITH SIMILARLY PLACED CADRES.
It is submitted that:
Other common categories (e.g., technical and operational staff) were upgraded to
Level-4
Staff Car Drivers in Secretariat are placed in Level-4
MMS Drivers, despite performing more strenuous and hazardous duties, are placed in Level-2
This is a clear violation of the principle of “Equal Pay for Equal Work”
The following common categories except Drivers and Artisans in the POSTAL DEPARTMENT who were in the scale of Rs. 950-1500 (IV CPC) were fixed in the Revised ay Scale of Rs.4000-6000 in the V CPC Rs 2400 GP in the VI CPCs and Pay Level 4 in the VII CPC.
REVISED PAY SCALE FOR Vth CPC.
Sl.No.
CATEGORY
3rd CPC
4th CPC
5thREVISED CPC
Paragraph no
6th & 7th CPC
GP & Level
1 Driver@Artisans.Postal
260-400
950-1500
3050-4590
55.56
1900 Level 2
2 Stock man
260-400
950-1500
4000-6000
55.296
2400 Level 4
3 Compounder
260-400
950-1500
4000-6000
56.75
2400 Level 4
4 Stock Asst.
260-400
950-1500
4000-6000
56.75
2400 Level 4
5 Animal Husbandry Asst.
260-400
950-1500
4000-6000
56.75
2400 Level 4
6 Dresser ( Vet.Staff)
260-400
950-1500
4000-6000
56.75
2400 Level 4
7 Photographer
260-400
950-1500
4000-6000
55.189
2400 Level 4
8 Binder ( Grade II)
260-400
950-1500
4000-6000
55.217
2400 Level 4
9 Ammunition Mechanic
260-400
950-1500
4000-6000
63.317
2400 Level 4
10 Sukhani Supervisory
260-400
950-1500
4000-6000
55.184
2400 Level 4
11 Compositor (Gr.I)
260-400
950-1500
4000-6000
63.91
2400 Level 4
12 Photographer ( Gr.III)
260-400
950-1500
4000-6000
64.43
2400 Level 4
13 Stock Man
260-400
950-1500
4000-6000
56.75
2400 Level 4
14 Cinema Projectionist(GIII)
260-400
950-1500
4000-6000
55.23O
2400 Level 4
15 Engraver
260-400
950-1500
4000-6000
66.2O
2400 Level 4
16 Sr. Machine Asst.
260-400
950-1500
4000-6000
55.221
2400 Level 4
17 Computer EDP staff
260-400
950-1500
4000-6000
55.115
2400 Level 4
18 Repairer
260-400
950-1500
4000-6000
71.54
2400 Level 4
19 Photographer
260-400
950-1500
4000-6000
73.54
2400 Level 4
20 Asst. Editor
260-400
950-1500
4000-6000
73.54
2400 Level 4
21 Field Asst.
260-400
950-1500
4000-6000
87.57
2400 Level 4
22 Jr.Wireless Mechanic
260-400
950-1500
4000-6000
90.11
2400 Level 4
23 Forester
260-400
950-1500
4000-6000
104.1O
2400 Level 4
24 Plant operator/
Mechanic
260-400
950-1500
4000-6000
104.22
2400 Level 4
25 Lineman/Meter rider
260-400
950-1500
4000-6000
104.29
2400 Level 4
26 Drafts Man (Gr.III)
260-400
950-1500
4000-6000
104.33
Level 4
ADDITIONAL JUSTIFICATION (Factory Act & Comparable Services).
MMS units function under the Factory Act, similar to:
Railway workshops
Defence establishments
In such organisations:
Additional benefits / special pay / allowances are granted
Risk and operational intensity are recognized monetarily
However, MMS staff have been denied such benefits.
GRANT EQUAL PAY TO THE SKILLED ARTISANS ON PAR WITH THE SKILLED ARTISANS OF DOORDARSHAN.-
In the Department of Doordarshan, the skilled artisans are being paid scale of pay Level 4. Whereas the very same skilled artisans of our Department are paid scale of pay Level 2, though the nature of work and the mode of recruitment are same. The posts are said to be identical and are common category posts. But the basic pay is different. It is requested to redress this anomaly and grant equal pay to the skilled artisans of our department on par with the skilled artisans of the Doordarshan. During the implementation of IV CPC recommendations, the pay of the said technical posts of Doordarshan and Defence Departments have been pre revised as Rs.1200-30-1440-1440-EB-1800 and later fixed as 4000-100-6000 , 2400GP, PB-1 and Level 4 during the implementation of V, VI and VII CPC. (Copy enclosed Annexure 10)
Demands.
Cadre Restructuring
Entry Level: Level 4
Career progression up to Level 7/8.
MAIN DEMAND.
In view of the above, it is strongly requested that:
MMS Drivers and Artisans be granted Pay Level-4 (Rs.25500–81100)
on par with similarly placed cadres such as Postal Assistants / Secretariat Staff Car Drivers.
ALTERNATIVE DEMAND (Without Prejudice)
In case full parity is not granted:
A Special Pay / Risk Allowance (minimum 40%) may be granted
on par with Railway operational staff, considering:
Hazardous duties
Round-the-clock operations
Heavy vehicle handling
Conclusion.
The present anomaly is:
Long-standing (over 30 years)
Judicially recognized
Administratively unresolved
It is therefore prayed that the 8th Central Pay Commission may kindly:
Remove the anomaly permanently
Ensure parity and justice
Restore dignity and fairness to the MMS cadre.
Yours faithfully,
All India Association of Postal Drivers And Artisans, Madurai @ Salem-636 005, Tamilnadu.
MEMORANDUM TO THE 8th CENTRAL PAY COMMISSION
(ON BEHALF OF MMS DRIVERS AND ARTISANS– DEPARTMENT OF POSTS)
PART – A : CORE ISSUES AND DEMANDS
INTRODUCTION.
It is respectfully submitted that the cadre of Mail Motor Service (MMS) Drivers in the Department of Posts has been subjected to long-standing anomalies in pay structure, promotion, and allowances.
Despite repeated representations over the past three decades, these issues have neither been adequately addressed nor placed before previous Central Pay Commissions through proper institutional mechanisms.
This memorandum is therefore being submitted to place the genuine grievances of MMS Drivers before the Hon’ble 8th Central Pay Commission for appropriate consideration.
MAJOR ISSUES.
OVERTIME ALLOWANCE (OTA) – JUDICIALLY RECOGNIZED BUT NOT
IMPLEMENTED PROPERLY.
The present rate of Working day OTA (Rs 15.85 per hour) and the holiday OTA (Rs 21.10 per hour) have been fixed by the IV CPC and our employees are still getting these rates of OTA only. But we are getting the pay as per the recommendations of VIII CPC. It is pitiable to note that only in the Department of Posts, the employees are getting old rate of OTA for the past thirty years. But the rate of OTA has been revised to the employees in the Departments like Railways and Defence etc., during the implementation of V & VI CPC recommendations itself. Our drivers are driving transport vehicles. So we automatically come under transport workers Act 1961 and Factory Act and Posts & Telegraph Transport Service framework. This union requests to revise the OTA rates as done in Railways and Defence Departments according to the Factory Act and Posts & Telegraph Transport Service framework.
The nature of duties of MMS Drivers involves prolonged working hours, continuous driving, and round-the-clock operations without adequate rest.
The Hon’ble High Court of Madras (Madurai Bench) in W.P.(MD) No. 4896/2014 (Judgment dated 11.04.2017), and subsequent dismissal of SLP (Civil) No. 2507/2018 by the Hon’ble Supreme Court, have clearly recognized the entitlement of Drivers to proper overtime compensation.
The Hon’ble High Court of Madras (Madurai Bench) in W.P.(MD) No. 4896/2014 (Judgment dated 11.04.2017) which reads as under: (Copy enclosed Annexure 11)
“5. For the above reasons, we inclined to interfere with the order passed by the Tribunal and the writ petition is allowed, the impugned order is set aside and the petitioner’s request for which, the second respondent is directed to put up all the relevant papers, within period of 8 weeks from the date of a copy of this order .
Supreme Court SLP dismissal (23.02.2018). (Copy enclosed Annexure 12)
However, despite these judicial pronouncements:
OTA rates continue to be based on IV CPC rates
Actual working hours are not compensated fully
Drivers are compelled to work beyond prescribed hours without proportionate remuneration
This amounts to partial and improper implementation of judicial directions.
Demand:
OTA rates should be revised on a realistic basis linked to actual duty hours
A uniform, fair and legally compliant OTA system should be implemented
OTA should be indexed with pay levels and revised periodically
UPGRADATION OF GRADE PAY FOR MMS DRIVERS (SPECIAL GRADE) FROM Rs.4200 GP To Rs.4600 GP in PB-II.
As per the Department of Personnel & Training (DoP&T) order F. No. 43019/54/96-Estt. (D) dated 15.02.2001, the Mail Motor Service (MMS) Drivers were granted Special Grade Promotion effective from 08.11.1996, with a pay scale of Rs. 5000-8000 under the 5th Central Pay Commission (CPC).
Subsequently, the 6th CPC, under Para 3.8.10, recommended merging the pay scales of Rs. 5000-8000, Rs. 5500-9000, and Rs. 6500-10500 into a unified scale of Rs. 6500-10500, effective from 01.01.2006. This merged scale corresponds to a Grade Pay of Rs. 4600 in Pay Band-2 (PB-2).
The Ministry of Finance, Department of Expenditure, through order No. U.O. No. 6(6)/E.III-B-2010 dated 22.06.2010, implemented this recommendation. However, MMS Drivers continue to receive a Grade Pay of Rs. 4200 in PB-2, contrary to the 6th CPC recommendations and the aforementioned order. (Copy enclosed Annexure 13)
Further, the 6th CPC recommended merger of pay scales leading to Grade Pay of Rs. 4600 in PB-2.
However, MMS Drivers continue to be placed in Rs. 5000-8000 and Grade Pay Rs. 4200, contrary to:
6th CPC recommendations,
Ministry of Finance orders.
Demand:
Grade Pay of MMS Drivers (Special Grade) should be upgraded to Rs. 4600 (Level-7 equivalent in 7th CPC matrix)
GRANT OF HIGHER PAY FOR DUAL DUTIES.
“In other cities, Group D performs the duties of exchange of mails wherever considered necessary in view of volume of mails else the duties concerning exchange of mails are performed by the Drivers in combination of their duties as drivers”.
In non-metropolitan areas, MMS Drivers are performing dual duties:
Driving
Mail exchange work (equivalent to Mail Guard duties)
The MMS Driver state that though the physical handling of the bags loading and off loading taking place at the Post Office and RMS Office, apart from the intrinsic value of Postal article like insured parcels extra. the main and for most safety and security of actual monetary value of postage stamps and currencies is main concerned involving risk and special accountability and responsibility on the shoulder of the MMS Driver. The higher scale are any other compensation demanded is for this specialty of unit value of currencies and postage stamps during the time of transit on the road.
A copy of Ministry of Communications & Information Technology, Department of Posts, (Pay Commission Cell) No.2-12/2009-PCC, New Delhi-110001 dated 03rd April 2010. Para 7, (Copy enclosed Annexure 14)
“As a matter of fact in Department of Posts, Mail Motor Service is working in over 90 cities. In Metropolitan and Large cities, Senior Group D officials designated as Head Mail Peon (if attached to MMS from Postal side) or Mail Guard in Group D (if attached to MMS from RMS side) having pay scale of 210-270 at the time of 3rd CPC (equal to Postman/Mail Guard in Group C at that time and also equal to jamadars (promotion post of Group D) having no interchangeability with Postman/Mail Guard in Group C perform the role of Mail Peon i.e. role of exchange of mails. In other cities, Group D performs the duties of exchange of mails wherever considered necessary in view of volume of mails else the duties concerning exchange of mails are performed by the Drivers in combination of their duties as drivers. Mail Motor Service has the large fleet of vehicles (Heavy/Light/Three Wheelers) and the duties of the drivers are interchangeable. Role and responsibilities of the Group D are in the nature of general assistance wherever required including carrying of mails when entrusted and these are defined in Rule 151 of the Postal Manual Volume VI Part III. Duties of the Postman are defined in Rule 106 to 132 of the Postal Manual Volume VI Part III and these duties primarily include collection of postal articles of various categories and cash arranging the articles as per defined beat movement, sale of stamps and stationery delivering the articles as per laid down process including payment money order as per door to door system, rendering of accounts on return of the undelivered articles and undisbursed cash. Role and Responsibility of the Mail Guard are defined in Rule 105 of Postal Manual Volume VII and these duties include work connected with the receipt, custody, sorting and dispatch of articles posted in the van or office and of closed mails are made over to him by a section, office or carrier and continues until the bags are delivered or dispatched to the destination. A Mail Guard has nothing to do with closed mails made over to him for disposal but transit bags addressed to the section or office are opened and the bags contained in them are disposed of by him.”.
This additional responsibility includes handling valuable mail bags without escort and without any extra remuneration.
Demand:
Additional allowance or higher pay scale for dual duties
Parity with Mail Guards for mail handling responsibilities
ARBITRARY PROMOTION RATIO AND STAGNATION.
The existing promotion ratio is outdated and has not been revised in line with other Departments such as Railways and Defence.
As a result:
MMS Drivers face severe stagnation
Many officials are unable to reach Grade II and Grade I even after long service.
In 1991 and 1996 the Central Govt. Staff Car Drivers Association, New Delhi has filed OA under No. 2957/1991 & 2529/1996 in which judgment has been issued which is enclosed for ready reference. In the judgment issued under OA 2529/1996, a direction has been issued by the Honourable CAT, Principal Bench, New Delhi as follows.
“to grant the applicants the Pay Scale of Rs.1400-2300 for the Master Craftsman/Head Staff Car Driver, presently existing in the Railways, from the date of filing of the OA and to grant arrears and to allow Consequential benefits.”
Accordingly, the Dept. of Personnel & Training, New Delhi has issued orders on 15-2-2001 fixing ratio as detailed below. (Copy enclosed Annexure 15)
No.
Grade
Pay scales
Percentage
Present Grade Pay
1
Entry Grade
Rs.3050-4590
30
1900
2
Grade II
Rs.4000-6000
30
2400
3
Grade I
Rs.4500-7000
35
2800
4
Special Grade
Rs.5000-8000
5
4200
In Railway Department the common category Staff of Artisans(Technicians) and Staff Car Drivers have been treated at same cadre and their promotions are being issued as per the orders contained in DOP&T letter cited above by fixing appropriate ratio as detailed below.(Railway Board’s letter No. PC-III/2003/CRC/6 dated 9.10.2003 and Railway Board’s letter No. PC-III/2013/CRC/4 dated 08.10.2013.
No.
Grade
Pay as
Per 4th CPC
Ratio
Pay in
5th CPC
Ratio
5th CPC
Gr.Pay in 6th CPC
Ratio 01/11/2013
6th CPC
Ratio
30/09/16
1
Drivers/
Skilled Mech.
950-1500
45%
3050-4590
45%
1900
20%
15%
2.
Drivers Gr.II/
Skilled Mech.
Grade II
1200-1800
55%
4000-6000
20.5%
2400
20%
08%
3
Drivers Gr.I/
Skilled Mech
Grade I
1320-3040
25%
4500-7000
20.5%
2800
44%
51%
4
Head
Staff
Car Driver/
Master
Crafts Man
1400-2300
NIL
0%
5000-8000
14%
4200
16%
26%
In all Central Pay Commissions (i.e. 4th, 5th & 6th ) it was recommended to grant uniform scale to Drivers Artisans of all Departments. But in Department of Posts the drivers and artisans have not been issued promotion with a revised ratio.
Hence I humbly request the benign DO P&T to kindly issue necessary orders to grant promotion under Grade II, Grade I and Special grade by suitably modifying the ratio as per the orders contained in the DO P&T cited under reference.
In 1996 the Central Govt. Staff Car Drivers Association, New Delhi has filed OAs under No. 2529/1996 and on the basis of that judgment pronounced on 05.05.2000 “para. 13 &14” which is extracted below: ".,
13. The next point that arises for consideration is whether the applicants are entitled for the scale of Rs.l400~2300 as was given to the Master Craftsman/Head Staff Car Driver in the Railways. Since the Tribunal in the earlier case has given a clear finding that the applicants were also entitled for this grade, as per the same graded structure as was available in the Railways and as the Tribunal has also given a finding that there was no difference between the Staff Car Drivers in the Railways and the work done by the Staff Car Drivers in other Ministries and that there was also no difference in the recruitment rules and the persons holding both the points are identical, could not be differentiated in the matter of pay scales merely because they belong to different departments, we are of the view that on the basis of the above ratio of the Tribunal, the applicants'' claim has to be allowed. We are not unaware of decision of the Supreme Court in Union of India Vs. P,V. Harlharan. 1997 SCC (L&S) 838 where in the Supreme Court held that "Unless, a clear cut case hostile discrimination is made out, there should be no judicial interference with pay scales fixed by the Government on the recommendation of Pay Commission." Now, there is a hostile discrimination between the same set of employees under the same Government, it can be corrected by the Tribunals in the exercise of the judicial review. In the present case as the Tribunal has found in OA No-2957/91 dated 4.1.1993 that there was a hostile discrimination, and on that basis the Tribunal has come to the conclusion that the applicants were also entitled for the same graded structure of pay scales as is allowed in the Railways, the OA should succeed.
14. The respondents are directed to grant the applicants the pay scale of Rs_1400-2300 for the Master Craftsman/Head Staff Car Driver, presently existing in the Railways, from the date of filing of the OA and to grant arrears and to allow consequential benefits. The respondents shall implement the order within a period of three months from the date of receipt of a copy of this order. The OA is accordingly allowed. No costs.
In 1991 and 1996 the Central Govt. Staff Car Drivers Association, New Delhi has filed OAs under No. 2957/1991 & 2529/1996 and on the basis of that judgment pronounced, the Ratio is being revised to the Drivers of Ministry of Defense and Railways after every Central Pay Commissions; As such the DO P&T should have revised ratio in Staff Car Promotion Scheme to all the Central Government Departments also. But, Non-modification of ratio in Staff Car Promotion Scheme by the Central Government is against the spirit of the judgment. Due to this, for the last three decades, we, the Postal MMS Driver/Artisans are suffered a lot both mentally and financially.
It is therefore requested to extend the Ratio Revision to the Postal MMS Drivers/Artisans too as that of the revision of ratio made to the Cadre of Artisans on certain dates in the Ministry of Railways on the basis of the Judgment pronounced in OA Nos. 2957/1991 & 2529/1996 of the Honourable CAT, New Delhi.
Demand:
Revision of promotion ratio on par with similarly placed cadres
Time-bound promotion system
ARBITRARY DELAY IN PROMOTION – SUPPORTED BY
DEPARTMENTAL RECORDS.
DoP&T guidelines are not implemented properly,
ACP/MACP benefits are denied or wrongly fixed ,
Promotions are delayed by 20–30 years.
It is pitiable to note that in Tamilnadu Circle, as on 08.11.1996 many vacancies in Grade II, Grade I and Special grade were kept unfilled despite availability of eligible candidates.
Vacancy & Promotion position statement as on 08.11.1996.
Driver Cadre
No. of Sanctioned Strength
No. of Eligible officials for getting promotion *1
No. of Posts filled up by the Department
No. of vacant posts kept unfilled
Grade II
71
57
30
41
Grade I
84
37
7
77 (As 0n 01.08.1999) *2
*1. The official who have completed the eligible service i.e 9 years and 15 years of service.
*2. Copy of Tamilnadu Circle Office Note dated October 2002 (Promotion delay evidence (Office Note Tamilnadu Circle Office dated 21.10.2002 enclosed)
It is submitted that the delay in granting promotions to MMS Drivers is not merely procedural but is clearly attributable to administrative lapses, as evidenced by official records.
The Office Note issued by the Tamilnadu Circle (dated 21 October 2002) clearly reveals that: (Copy enclosed Annexure 16)
The Hon’ble CAT, Chennai Bench OA No.467 of 2025 (Judgment dated 03.06.2025) which reads as under: (Copy enclosed Annexure 17)
“In view of the limited relief sought and to meet the ends of justice, it would be appropriate to direct the Competent Authority among the respondents to consider the representation, dated 01.07.2024 (A -6) and pass an appropriate speaking and well-reasoned order within a period of 3 months from the date of receipt of this order. It is also made clear that this Tribunal is not entering into the merits of the case at this stage”.
Vacancies in Grade II and Grade I existed but were not filled in time.
Eligible officials were available but were not considered promptly.
Promotions were deferred due to improper maintenance of Circle Gradation List (CGL).
Even when retrospective effect was considered, actual promotions were delayed.
This establishes that the delay in promotion is systemic and arbitrary, and not due to lack of eligibility or vacancies.
As a result:
Many officials have been deprived of timely promotions even after completing more than 20–30 years of service.
Financial and career progression losses have occurred.
ACP/MACP benefits have also been adversely affected.
Therefore, it is requested that:
The entire issue of delayed promotions may be reviewed at a national level.
Suitable corrective measures may be introduced in the 8th CPC.
Notional benefits and financial compensation may be granted to affected employees.
“supported by documentary evidence (Annexure …)”
RETROSPECTIVE PROMOTION.
Due to administrative delays and improper implementation of rules, promotions have not been granted from due dates.
Demand:
Retrospective promotion with all consequential benefits.
IMPLEMENTATION OF ACP SCHEME
ACP Scheme guarantees financial upgradation where promotion is not granted.(09.08.1999 to 31.08.2008)
Vth CPC Para 55.56 Our recommendation.
55.56. “ The introduction of the three-tier structure for the Staff Car Drivers is certainly a welcome step Given, however, the inherent limitation of the present promotion scheme, it may not be quit appropriate to restrict the number of posts in the higher two scales of pay on the basis of certain pre determined percentages. Promotion of all drivers should instead be on a time-bound basis not linked to the actual availability vacancies. This objective should be achieved by the introduction of the Assured Career Progression Scheme. Based on our recommendations on rationalization of scales of pay, the three replacement pay scales will correspond to the existing scales of pay of Rs.950-1500 (Ordinary Grade), Rs. 1320-2040 (Grade II) and Rs. 1400-2300 (Grade I), the benefits of which will accrue to individual drivers completing the period of residency separately recommended by us in the chapter on “Promotion Policy”. Certain categories of drivers already having been appointed in a scale of pay higher than the initial entry scale of Rs. 950-1500, and having the opportunity of promotion to Rs. 1400-2300, an additional scale corresponding to Rs.1600-2660 may also be separately introduced for them to provide the financial benefits of a second promotion under the Assured Career Progression Scheme”.
ii. It is a fact that though orders of DO P&T in regard with Staff Car Driver Scheme is literally in force, we, the Drivers are being deprived of it in due time with dismay because of non-granting of promotions from the date of creation of vacant posts as per lean. ACP recommendations ensured that for those who have not got First Promotion though they rendered 12 years of service to get ACP I and for those who have not got Second Promotion though they rendered 24 years of service to get ACP II. But in Tamil Nadu Circle, the first promotion of Grade II is being awarded for those who have rendered about 20 to 24 years of service during 2008 deprived of promotions between 1999 to 2008 leads total destabilizing the hopes of the Drivers.
iii. While Grade I, Grade II Promotions and ACP are in force for all common cadres working under the Central Government including Stenographer, denial of ACP to the Drivers is gross neglect and unjustified. As per orders contained in DOP&T order No.22034/2/95-Estt (D), New Delhi- 110001 dt 07/09/2000 furnished below Staff Car Driver Scheme and ACP eligible to the Drivers too. (Copy enclosed Annexure 18)
Para 3. "These orders have been issued in compliance of orders of Honourable CAT Principle Bench which had, inter-alia, directed the Government to devise promotional scheme for staff car drivers with graded structure similar to one provided by the Ministry of Railway. Also, the Government has notified Assured Career Progression Scheme vide O.M.No.35034/1/97-Estt(D) dated 09th August,1999. The scheme guarantees minimum two financial up-gradations in a career to a civilian Central Government employees on completion of 12/24 years of regular service if 1st/ 2nd vacancy based regular promotion has not been offered within the said period. This scheme is applicable in respect of staff car drivers also subject to the terms and conditions prescribed therein”.
iv. Further to reiterate this order, Department of Posts, PC Cell lr. No.1-6/2002/PCC dated 07.02.2002 also confirmed ACP to MMS Drivers / Artisans. (Copy enclosed Annexure 19)
“For the Drivers DOP&T had also recently implemented a scheme for providing better promotional avenues as an alternative to ACP, and this has been extended to the Drivers in this Department also”.
v. It is therefore kindly requested to cancel S.No.59 of DOP&T OM F.No.35034/1/97-Estt(D) (Vol. IV), New Delhi 110001 dated 18/07/2001 to set right the injustice meted out by the Drivers. While successive Central Pay Commissions of 3rd, 4th, 5th and 6th reiterated that Artisan and Driver cadres are one and the same cadre and awarded with ACP to the recipients of Grade II, I Promotions, such opportunity also to be extended to the MMS Drivers and for those Promotion under Staff Car Driver Scheme of Grade II & Grade I was not awarded between 09-08-1999 to 31-08-2008 without any restriction whether they are retired or continuing in service to enable the financially deprived class of MMS Drivers to lead a respectful life.
However:
Benefits were withdrawn or denied citing promotion availability,
ACP is wrongly treated as a substitute for promotion.
Demand:
Restoration of ACP benefits to all eligible drivers (From 09.08.1999 to 31.08.2008)
Clear distinction between promotion and financial upgradation.
INTRODUCE RUNNING ALLOWANCE / KILOMETER ALLOWANCE PROVIDE SPECIAL DUTY ALLOWANCE.
Working Conditions
As per earlier departmental guidelines:
Department of Posts DO. Lr. No.1-3/2003-MV dated 21/01/2003. (Copy enclosed
Annexure 20)
Intra-city duty: 70 km/day
Inter-city duty: 120 km/day
Present reality:
300 km to 1000 km per duty
Continuous driving without adequate rest
Multi-day schedules
However:
No TA/DA
No proper OTA
No compensatory benefits
ALLOWANCE ISSUES.
MMS Drivers undertake long-distance and outstation duties but are not treated as being on “tour”.
MMS Drivers are required to perform long-distance and continuous driving duties similar to operational staff in Railways. (Copy of Railway Boards lr. No.E(P&A)/II-2013/RS-14 dated 28.05.2019. Copy enclosed Annexure - 21 )
While Railway staff are compensated through a structured system of Running Allowance in lieu of TA/DA, no such compensatory mechanism exists for MMS Drivers.
It is therefore requested that an appropriate compensatory allowance, on similar lines, may be introduced for MMS Drivers.
Real example
Tamilnadu Madurai MMS Schedule No.306.
07.15 to 15.15 (Next day evening closed) Madurai to Katpadi RMS-
“For instance, a driver operating from Madurai to Vellore (Katpadi) covers nearly
1000 km in a single duty spanning more than 32+3.20=35.20 hours…” (O/o the
Chief PMG, Chennai Lr.No.ML/108-142/RTN NETWORK/2024 dated 14.02.2025
Schedule Copy enclosed Annexure - 22)
Demand:
Grant TA/DA for outstation duties,
OR
Introduce Running Allowance / Kilometer Allowance,
Provide Special Duty Allowance.
EXTENT OF DOUBLE DUTY.
MMS is functioning under the provisions of the Factory Act and Posts & Telegraph Transport Service framework. However, contrary to statutory principles governing working hours, safety and overtime compensation, large-scale Double Duty is being imposed on Drivers.
Long-Pending Operational Challenge due to Drivers Shortage & Double Duty and Excess Schedules.
NATIONAL LEVEL MANPOWER POSITION (As per DOP Annual Reports Copy enclosed Annexure - 23).
As per Department of Posts Annual Report 2023–24 & 2024–25:
Total Vehicles (MMS + Inspection) = 1842
MMS Actual Strength (as on 31.03.2024) = 1101
(Group C Drivers including PA & Artisans)
Thus, against 1842 vehicles, only 1101 personnel are available (including PA & Artisans), revealing a substantial manpower gap.
Despite this, no large-scale recruitment initiative has been undertaken.
This demonstrates structural dependence on Double Duty instead of sanctioned recruitment.
LEGAL AND SAFETY CONCERNS.
Violation of Factory Act principles relating to working hours and rest.
Road Safety Risk due to driver fatigue.
Absence of defined km limit per shift.
Absence of structured rest mechanism.
Potential liability of Department in case of accidents.
Article 14 – unequal burden on Driver cadre.
MMS Drivers are the only cadre continuously subjected to systematic overtime workload, whereas no similar OTA burden exists for other cadres including Office Assistants or Artisans.
Immediate Reliefs Sought.
It is therefore humbly requested that:
Compulsory Double Duty in all Circles be stopped immediately.
All schedules be revised strictly within 8-hour duty norms.
Vacant Driver posts be filled on war-footing basis.
OTA rate be revised in accordance with Factory Act principles.
Safety audit and workload assessment be conducted.
Pending OTA dues be released immediately.
Failure to address the above may compel the affected employees to approach appropriate statutory authorities including the Labour Commissioner and competent judicial forums.
We request urgent intervention in the interest of employee welfare, road safety and administrative fairness.
RAISING THE EDUCATIONAL QUALIFICATION FOR POSTAL MMS DRIVERS:-
At present the minimum educational qualification for MMS Drivers has been fixed as Matriculation Pass. Previously the educational qualification for the drivers is Middle pass. This has been changed this year. In respect of Postal Department is concerned, English language is used for communication as well as correspondence. 3rd and 4th CPCs ( Chapter 46 Para 31 in 3rd CPC and Chapter 8 Para 23 in 4th CPC) in their report have recommended to raise the minimum educational qualification from Middle Standard Pass to 10+2 Pass. So far this has not been given effect. More over all the forms such as Mail Lists and Log Sheets etc., are in bilingual i.e., English and Hindi. The vehicles which have been recently manufactured are having electronic system. So to understand this, the driver must possess a higher qualification.
So we demand to raise the minimum qualification of drivers to +2 Pass.
CRIATION OF SUPERVISIORY POSTS IN DRIVER CADRE EQUAL TO TECHNICAL SUPERVISOR (Skilled).
“Motor Vehicle Transport Supervisor”.
Only in Driver cadre, the official who joins as Driver will retire as the same. The official who completes 25 years of Service in Driver cadre has to be promoted automatically to the higher grade in the pay scale of V CPC Rs 7450-2250-11500 and may be designated as “Motor Vehicle Transport Supervisor”. In terms of VI and VII CPC, the Grade pay of Rs 4800/- in PB 2 and Level 8 has to be granted to the drivers who have completed 25 years of service. The reason is that if an official retires as Driver, there is no prospect in this. But if a driver retires as Motor Vehicle Transport Supervisor, it will give some sort of satisfaction and dignity in the society. They can be utilized effectively for imparting training to new recruits and educate the new comers as drivers in diesel saving, traffic rules and especially accident free as well as safe driving.
2.13 WELFARE MEASURES.
(i). Insurance for Vehicles.
1. All Government vehicles under MMS be compulsorily insured.
2. Comprehensive insurance coverage, including third-party liability, be provided so that compensation awarded by courts is borne by the insurance provider and not the individual driver.
At present, departmental vehicles are not adequately insured. Consequently, in the event of accidents, drivers are often compelled to bear repair costs. Furthermore, when legal cases arise and courts award compensation, drivers are burdened with significant financial liabilities.
It is therefore strongly recommended that:
In the modern era, that too in the busy world any thing may happen on the road. Now a days the number of vehicles is increasing day by day. Even though the road rules are followed strictly, accident may occur due to the negligence by the drivers of other vehicles also. In such cases, the compensation if any ordered by the Court of Law and damages caused to the vehicle due to the accident etc., are recovered from the drivers. In order to avoid this, all the vehicles of our department should be got insured. But in our Postal Department, no vehicle has been insured.
Our vehicles are utilized for commercial purposes like conveyance of speed post, logistic post and Express Parcel etc., So far, the damages caused to the vehicles of our Department due to the road accidents have been recovered from the Pay of the drivers and sometimes they are compelled to bear the damage expenses. But in D.G. Circular No.92-4/2002-GA (Coord) dt 12.02.2002, the following instruction is reiterated. “The Driver must be in possession of valid license, registration papers and insurance cover” So it is requested to insure all the department vehicles and avoid recovery from the drivers.
(ii). BAIL AND LEGAL SUPPORT FOR MAIL MOTOR SERVICE DRIVERS.
Drivers operate vehicles in highly congested and demanding traffic conditions, often during peak hours. In the event of accidents, even when not at fault, drivers are frequently taken into custody and are required to arrange bail on their own. Additionally, they must personally defend legal cases and utilize their own leave for court appearances.
As a model employer, the Government must extend institutional support to such employees. It is therefore urged that:
1. The Department should arrange for bail in cases involving drivers on duty.
2. Legal defense should be provided by the Department.
3. The period spent attending court proceedings should be treated as duty.
(iii). GRANTING OF DRIVING LICENSE RENEWAL FEES AND GRANTING SPL CL FOR TWO DAYS FOR DRIVING LICENSE RENEWAL WORK FOR MAIL MOTOR SERVICE DRIVERS AND ARTISANS.
At the outset, in our Department reimbursement of Driving Licence Fee was granted to our drivers/artisans who are having a valid driving licence. They were also granted one day special CL for performing the said work. For the past 12 year, the reimbursement of driving license fee renewal has been dispensed with for no reason. Our drivers are driving the vehicle only for the department. For this, the reimbursement of renewal fee is refused. It is to point out a driving licence is valid for three years. A driver in our department will renew his driving license 10-12 times in his entire service. Rs 1000/- has to be borne by the Department for renewal of driving licence LMV & HMV. But in the same Department, so much of amount is utilized for imparting training to the Postman/PA/IP/ASP and SP etc., No training is being imparted to Drivers. On behalf of this union, it is requested to grant the renewal of driving licence fee to the drivers as in the Past and to grant two days special CL as per the latest procedure i.e., for attending the training class in the driving school for one day and to attend the RTO office in person to get the renewal of driving licence on the next day.
(iv) ALL THE VACANT POSTS TO BE FILLED UP TO AVOID UNNECESSARY OTA
AND ACCIDENT.
At present there are so many vacant posts in Driver cadre which are being manned by the Contract drivers. Due to heavy shortage of drivers, in some places like Chennai and Mumbai MMS, the departmental drivers are compelled to work on OTA basis even after completion of their schedule work. In order to obey the Orders of the higher ups, our drivers are performing the extra work assigned on OTA basis with much strain and stress. Sometimes our drivers especially in all Circles MMS are compelled to perform extra work (in addition to the assigned work) which may prolong upto 2400 hours. Again in the next day he has to attend his work as usual. Only on such occasions, accident occurs which causes loss to the department as well as to the employees. As far as the contract drivers are concerned, responsibility could not be fixed. Our union requests the Chairman to show mercy upon us and to take similar action to fill up the vacant posts in our driver cadre. (In Maharashtra and Tamilnadu Circle, a driver is ordered to perform OT duty for 200 hrs to more than 400 hours in a month. If it is continued, accidents will occur)
LEAVE.
Earned leave should be accumulated unlimited so that whenever an employee becomes sick due to stroke/Paralysis, he/she can utilize the leaves at that time. Casual leave for operative staffs (6 days working per week) should be increased to 27 days instead of 8 days as operative staffs are working 3 hours more every week, i.e. 156 hours more every year.
IMPLEMENTATION OF DOPT ORDER BY FIXING MINIMUM QUALIFIYNG SERVICE FOR PROMOTION TO NEXT GRADE PAY FOR MMS DRIVER & ARTISANS.
While implementing 6th CPC recommendations, the DOPT issued some guidelines vide OM No. AB 14017/61/2008-Esst. (RR) dated 24th March, 2009 and GI. Dept. of Per. & .Trg. OM. No.AB.14017/13/2016- Esst (RR) dated 09 .08.2016, and formulated minimum eligibility service to get promotion from one grade to next or higher grade pay. Copies of the under mentioned DOPT orders are furnished for ready reference. (Copy enclosed Annexure - 24 & 25)
To be more illustrative, the following tabular column may kindly be taken into account. (If the pay of the Driver is fixed as Level 4 on par with Parliamentary Drivers) But in the Department of Posts, the entry level Grade Pay for the drivers is fixed as Level 2).
As per DOP&T DOPT issued some guidelines vide OM No. AB 14017/61/2008-Esst. (RR) dated 24th March, 2009 and GI. Dept. of Per. & .Trg. OM. No.AB.14017/13/2016- Esst (RR) dated 09 .08.2016.
S.No.
Proposed Pay Level
Minimum qualifying service for promotion to next or higher grade pay
From
To
1 Driver & Artisans Grade III Level 4
Entry Level Grade Pay
2 Driver & Highly Skilled
Grade III Level 4
Driver & Highly Skilled
Grade II Level 5
5 years of regular service in the entry grade.
3 Driver & Highly Skilled
Grade II Level 5
Driver & Highly Skilled
Grade I Level 6
6 years of regular service in the 2800 grade pay or a combined service of 11 years in the entry grade
4 Driver & Highly Skilled
Grade I Level 6
Driver Spl. Grade & MCM Level 7
5 years of regular service in the 4200 grade pay or a combined service of 16 years in the entry grade
4.CONCLUSION.
The issues highlighted above clearly demonstrate that MMS Drivers and Artisans have been subjected to prolonged neglect in matters of pay, promotion, and service conditions.
It is therefore earnestly requested that the Hon’ble 8th Central Pay Commission may:
Address all anomalies comprehensively
Ensure parity with similarly placed cadres
Grant financial and career justice to MMS Drivers
Yours faithfully,
All India Association of Postal Drivers And Artisans,
Madurai @ Salem-636 005, Tamilnadu.
MEMORANDUM TO THE 8th CENTRAL PAY COMMISSION
(ON BEHALF OF MMS ARTISANS – DEPARTMENT OF POSTS)
PART – B : CORE ISSUES AND DEMANDS
PROMOTION RATIO, PAY STRUCTURE & ACP ANOMALIES (COMPARISON WITH RAILWAYS & DEFENCE)
RISK, RESPONSIBILITY & SKILL JUSTIFICATION
Artisans Staff:
Multi-skilled technical work
Mechanical, electrical, and electronic systems
Hazardous workshop environment
MMS cadre qualifies as a high-risk, highly skilled technical workforce.
Work in hazardous workshop environments involving heavy machinery, electrical systems, and mechanical tools
Handle high-risk repair activities such as engine dismantling, welding, and electrical fault rectification
Are accountable for ensuring roadworthiness and safety of vehicles, failure of which may disrupt national postal operations
The risk profile of MMS staff is comparable to Railway operational staff and Defence workshop personnel, warranting higher pay and appropriate risk compensation.
Skill Requirement.
The skill requirements for MMS technical cadres have evolved into a highly specialized, multi-skill domain, requiring both formal qualifications and continuous upgradation.
The minimum qualification proposed and required is:
10th Standard with ITI in relevant trade, which is the national standard followed in Railways and Defence.
In addition, MMS staff are required to:
Continuously update their skills in line with changing automotive technologies
Acquire knowledge in electronics, diagnostics, and digital systems
Handle multi-trade responsibilities, including mechanical, electrical, and electronic components
Unlike traditional trade-based roles, MMS artisans function as:
Multi-skilled technicians capable of handling end-to-end vehicle maintenance
System-oriented operators dealing with integrated vehicle technologies
The absence of structured training and skill recognition further aggravates the disparity.
Thus, MMS staff fulfill all criteria of a highly skilled technical workforce, deserving parity with similar cadres in other departments.
CONSOLIDATED DEMAND
It is therefore demanded that:
(i) Restructuring of Artisan Cadre The Artisan cadre may be restructured with entry at Level 4 and progression up to Master Craftsman Level 7/8, in line with Railway and Defence models. This will:
Recognize technical qualifications (ITI)
Provide structured career progression
Eliminate stagnation at lower levels
3.1 GRANT OF PROMOTION ON PAR WITH RAILWAYS & DEFENCE.
It is respectfully submitted that the Skilled Artisans of the Department of Posts have not been granted promotional opportunities on par with similarly placed categories in Railways and Defence.
(a) Existing Promotion Ratio in Department of Posts
The promotion ratio followed in the Department of Posts during 4th, 5th and 6th CPC periods is as follows:
Skilled – 70%
Highly Skilled Grade II – 15% to 20%
Highly Skilled Grade I – 10% to 15%
Master Craftsman – NIL / 0%
This clearly shows that no promotional avenue exists for Master Craftsman level, resulting in stagnation at higher levels.
(b) Promotion Structure in Railways.
In contrast, in the Railways:
Skilled Artisans (Technicians) and Staff Car Drivers are treated as common cadre
A structured promotion hierarchy exists with clearly defined ratios at all levels
The cadre includes Master Craftsman with defined percentage, ensuring career progression.
Further, revised ratios (as on 30.09.2016) provide:
Skilled – 15%
HS Grade II – 8%
HS Grade I – 51%
Master Craftsman – 26%
This clearly ensures progressive movement to higher grades, unlike Department of Posts.
(c) Pay Structure Disparity.
Although Central Pay Commissions (4th, 5th & 6th CPC) recommended uniform pay structure for artisans across Departments, the Department of Posts has not implemented:
Revised promotion ratios
Uniform grade structure
Resulting in denial of career progression and financial benefits.
(d) Need for Revision of Ratio.
The existing ratio in Department of Posts has remained unchanged for decades, leading to:
Severe stagnation
Denial of higher grade opportunities
Inequity compared to Railways & Defence
Demand:
It is requested that the promotion ratio be revised on par with Railways, as follows:
Grade
Proposed Level (7th CPC)
Proposed Ratio
Skilled
Level 4
20%
Highly Skilled Grade II
Level 5
20%
Highly Skilled Grade I
Level 6
44%
Master Craftsman
Level 7
16%
This structure ensures balanced career progression and parity with other Departments.
3.2 NON-GRANT OF FINANCIAL UPGRADATION UNDER ACP SCHEME.
The 5th Central Pay Commission recommended:
Rs. 4000–6000 for ACP-I
Rs. 5000–8000 for ACP-II
for Skilled Artisans who were in the pay scale of Rs. 3050–4590.
However, in the Department of Posts:
ACP-II was wrongly granted in Rs. 4500–7000 instead of Rs. 5000–8000
This resulted in significant financial loss to employees across the country
Judicial Recognition. (Copy enclosed Annexure -26)
The Hon’ble High Court of Kerala, in Judgment dated 24.06.2025 in OP (CAT) No. 34/2022, has held that:
The applicant is entitled to 2nd ACP with Grade Pay Rs. 4200 (PB-2)
With retrospective effect from 24.06.2006
Along with all consequential benefits including pension
Further, the Hon’ble Court clarified that:
Grant of Highly Skilled Grade-I cannot be treated as promotion
ACP benefit cannot be denied on that ground
Impact of Non-Implementation
Due to incorrect implementation:
Employees suffered financial loss
Pensionary benefits were reduced
Career progression was adversely affected
Demand:
Grant of ACP benefits as per 5th CPC recommendations
Revision of ACP-II to appropriate scale (Rs. 5000–8000 / GP 4200 equivalent)
Implementation of judicial orders uniformly across India
Grant of arrears with all consequential benefits
CONCLUSION
The disparity in promotion ratio and improper implementation of ACP Scheme has resulted in:
Structural injustice
Financial loss
Career stagnation
It is therefore requested that the Hon’ble 8th Central Pay Commission may:
Ensure parity with Railways & Defence
Revise promotion ratio
Correct ACP anomalies
Grant full financial justice to Skilled Artisans
Submitted for kind consideration.
Yours faithfully,
All India Association of Postal Drivers And Artisans, Madurai @ Salem-636 005, Tamilnadu.
MEMORANDUM TO THE 8th CENTRAL PAY COMMISSION
(ON BEHALF OF MMS DRIVERS & ARTISANS – DEPARTMENT OF POSTS)
PART – C : CORE ISSUES AND DEMANDS
Pension & Retirement Benefits.
Pension & Retirement Benefits.
Reduction in age for additional pension (or special benefit for MMS Drivers)
“Considering the strenuous and high-risk nature of duties performed by MMS Drivers, it is requested that the age for commencement of additional pension may be reduced, or suitable additional pensionary benefits may be granted at an earlier age.”
Age of Pensioner / Family pensioner Addl. Quant
From 70 years to less than 80 years 20%
From 80 years to less than 85 years 30%
From 85 years to less than 90 years 40%
From 90 years to less than 100 years 100%
Annual pension revision.
The Association respectfully submits that pension of all retired persons should be enhanced every year on the pattern of annual increment granted to serving employees so that pensioners may maintain a dignified livelihood in the face of continuously rising living costs. After retirement, elderly pensioners continue to shoulder social responsibilities, increasing medical expenditure, and the rising cost of proper food and daily necessities, while the interest rate on lifelong savings is steadily declining. Several developed countries already provide annual revision of pension to protect retired citizens from financial hardship. In the United States, Social Security benefits are revised every year through a Cost-of-Living Adjustment (COLA) linked to inflation. In United Kingdom, the State Pension is increased annually under the “triple lock” system based on inflation, wage growth, or a minimum 2.5%, whichever is higher. In Japan, pension benefits are revised periodically in line with wages and inflation to preserve the income security of retirees.
In view of these international practices, it is earnestly requested that the Government introduce a system of annual pension enhancement for all retired persons so that pensioners are not left economically vulnerable after years of dedicated public service. Such a measure would ensure financial security, social dignity, and a humane standard of living for senior citizens in their advancing age.
LTC improvements for employees and pensioners
Leave encashment for LTC should be increased from 10 days to 20 and should be provided in every block years to promote tourism. The 4 years block of LTC should be reduced to every 2 years to promote tourism all over country. LTC should be given according to mileage at par Bank Employees. LTC should be extended to retired employee also.
DEMAND REGARDING CGHS FACILITY FOR PENSIONERS
At present, Central Government Pensioners who are not covered under CGHS are granted Fixed Medical Allowance (FMA) of Rs.1000/- per month along with pension.
However, pensioners who wish to avail the benefits of the Central Government Health Scheme (CGHS) are required to:
Surrender the Fixed Medical Allowance; and
Pay CGHS subscription charges periodically for renewal of CGHS Card.
At present, pensioners are required to pay approximately Rs.5400/- periodically for renewal of CGHS facilities. This procedure causes financial and administrative hardship, particularly to aged pensioners and family pensioners.
Most pensioners, especially senior citizens, find it difficult to:
Arrange lump-sum payment for renewal;
Visit offices repeatedly for renewal formalities; and
Continue uninterrupted CGHS coverage during old age.
Therefore, it is humbly requested that:
Pensioners may be permitted to continue under CGHS through a permanent / life-time CGHS card system;
The prescribed CGHS contribution may be recovered conveniently through monthly deduction from pension instead of lump-sum payment;
The procedure may be simplified to avoid hardship to elderly pensioners.
Such a system would ensure:
Continuous medical coverage;
Financial convenience to pensioners; and
Administrative simplification in CGHS renewal process.
The Hon’ble 8th Central Pay Commission is therefore requested to recommend suitable modifications in the CGHS contribution and renewal system in the interest of retired Central Government employees.
FINAL PRAYER.
It is therefore requested that the Hon’ble 8th Central Pay Commission may kindly:
Grant parity with Railway and Defence cadres,
Revise pay structure and promotion system ,
Introduce suitable allowances,
Improve service conditions and pensionary benefits
Yours faithfully,
All India Association of Postal Drivers And Artisans,
Madurai @ Salem-636 005, Tamilnadu.
