Transfer mobility policy general insurance

You are right, that the transfer infliction upon you is stigmatic and is signed willfully and intentionally, to award extra ordinary punishment, since rules which bind CMD also, have been ignored. The advisors of CMD who have to cite all rules and laws on the file and point out variances and errors, e.g. GM(P), Krishna etc….did their job or not? Or is it that CMD ignored advice of all advisors and proceeded with his single minded decision? Kindly obtain certified copy of all noting, comments and all pages in your file.

It is blatant abuse of power although power is defined in rules and rules/law confirm that the transfer is against rules/and thus illegal.

"Niyam ki duhai dene wale niyam ki dhajjian uda rahe hain"

Kindly pass the rules to GM(P), Krishna ,and your appeal, and pray, them to deliver a sermon on this also. They have delivered so many sermons e.g. Krishna whose words would imply, bow your head to the orders of chairman: “pradhaan ke aadesh ko bhagwaan ki marji samajh ke maan lo”

The memorial has been termed as mercy petition. What is mercy granted in the decision?

They are caught and now it is their turn to seek and plead for mercy.

"Kaante bijoge to kaante hi katoge"

You had probably posted that the competent authority stated that she has forwarded the case to HO for needful action. Then who has determined that there is no need for suspension, and based on what, loopholes in policy or vigilance report, or enquiry?

Even if there is no well defined policy for corrupt employees caught with bribe red handed, the promotion is next to possible. If the employee changes name and gets promoted then the onus is on the reporting/competent authority, who allowed change of name and promotion. You have reported this collusion, to all including Govt. representative on board/ministry. If still the competent authority does not act then you should submit a petition to PM. This seems to be the only resort.

Moreover despite having a stay on transfer from HC, company has transferred.

On the top of it despite the case being sub judice, exercised coercion in their latest  letter stating accept the vindictive order within  deadline date to  or they shall construe that you have given the employment.

The details posted by you are perturbing.

There is enough reason to submit the petition to PM/President. It seems the company thinks it is above the law, govt and apex courts.

Who is the competent employee to whom she had forwarded the letter seeking directions?

Who is the competent employee who was to issue orders or remind her that she alone has to pass order, and did he issue any communication?

Who is the competent employee who replaced her?

If no one took any decision then DGM (P), GM (P),Chairman should take the onus on them to take action.

It appears that company shall issue termination order if you do not bow to them and accept the vindictive order with folded hands.

You have tried enough to shake the conscience of government by providing proofs to Ministry, however since nothing concrete is being done like Anna you should submit a letter with proofs to PM/President. This should work to deliver justice.

The policy is not just for GIC, it is "The Gazette of India"

The Gazette of India
EXTRAORDINARY
PART II - Section 3 - Sub-section (ii)
PUBLISHED BY AUTHORITY
NEW DELHI, MONDAY, MAY 27, 1974/JYAISTHA 6, 1896
MINISTRY OF FINANCE
(Department of Revenue and Insurance)
NOTIFICATION
INSURANCE

The chairman would not know an ordinary translator but surely should know the whistleblower and an employee who is pointing out the corruption and harassment and would again know the comments of his subordinates who are superiors of whistleblower employee. The chairman has apply common sense, wisdom, rationale, while exercising his power vested in his chair and post and ensure he does not compound the victimization.

In your case it seems chairman has not acted as wise official and acted upon the advice of offenders to keep whistleblower employee, out of office and tire and dump him in courts. Not only that the action taken loudly demonstrate that the wages of the employee have been snatched. The root of the matter is corruption, which has been exposed. It is the charge of corruption based on which this chairman himself, has been suspended.

It is yet to be seen why this chairman did not follow rules and acted on rules and took action on bare evidences of corruption based on which the investigative agencies recommended penultimate action. Why the corrupt are so dear to this chairman?

It is yet to be seen what is done by new chairman. It is believed you have supplied bare facts to new chairman.

Your case has reinforced the belief that an aware and  properly informed and adviced employee can not be and should not be taken for a ride.The management with all its resources and might, in the end shall have to prostrate to the law of the land and rights of its citizens. History has ample evidences.

The advice and pleadings of the corrupt in collusion seems to be " Ise doodh me se makhi ki tarah nikal fenko, nahin to ye hame khane nahin dega or tang karega" and it is clear that chairman has obliged his blue eyed boys.

It is true for the aggrieved employee that " aankhon dekhi makhi nigli nahi jaati"

18(2) was read by us.

Thanks for pointing out 21 and 22.

It is believed that this publication mentioned by you has not/never been superceded by another publication.

You have a perfect case and remedy. Looking into the conduct of the management so far, it seems imminent that management shall not grant any reprive and shall prefer to continue to tire and dump the employee in courts, than to wake up and undo the damage. It seems that the clout of corrupt and cheged offenders is still intact and they shall continue to succeed in influencing the management upto the level of Chairman, to overlook these provisions also, till the time  they retire with all benefits, and let the harassed whistleblower employee be in courts to fight for his wages and terminal benefits beyond his time of retirement. 

You have the right to shake and stir the new chairman and appeal to courts to call the suspended chairman in his indivisual capacity at his own expeneses.It has been seen such indivisual however rich they may be start pleading they are poor and unable to attend in their indivisual capacity.

Let us wish and prey that sense shall prevail and new chairman shall be wise.

It is once again suggested that you should in consultation with your nlawyer appeal to PM/President that you are knocking at their doors after exhausting all other options.

It is mentioned in your first post which is dated 6 months back, that:

“Additional Facts:

Mr. N. Toppo, DGM  of the NIACL issued a circular dated 16^th May 2006 under ref. CORP.HRM:Cl-III/IV CELL;SPS:2006 stating that the TMP  “was approved by our Board in its meeting held one 28.04.2006 “and that “ we have been advised by GIPSA for notification of above policy, today”.

As mentioned in this part “we have been advised by GIPSA for notification of above policy, today”

What is the date referred to in word “ Today”. Does this date falls in year 2011. If yes this implies that the board decision is implemented by circular after 5 years of the meeting. Is this a way of implementing the administrative decisions. Ironically board decisions are kept out of the preview of RTI….!!!!!!

Kindly get into the depth of the matter. May be the board decision is back dated to suit the offenders.

On which date this board decision is circulated to unions? Is there any member of the union on board of the company? Was this policy ever circulated to employees? Was it ever included in employee rule book?

You have mentioned that GIPSA has no website. How do they provide access to employees for rules which affect the employees?