Allahabad High Court
Sanyukt Swasthya Outsourcing /Samvida ... vs State Of U.P. And 79 Others on 27 May, 2022
Author: Surya Prakash Kesarwani
Bench: Surya Prakash Kesarwani
HIGH COURT OF JUDICATURE AT ALLAHABAD A.F.R. RESERVED ON 29.4.2022 DELIVERED ON 27.5.2022 Court No. - 3 Case :- WRIT - C No. - 22404 of 2021 Petitioner :- Sanyukt Swasthya Outsourcing /Samvida Karmchari Sangh Respondent :- State Of U.P. And 79 Others Counsel for Petitioner :- Anay Kumar Srivastava,Ravindra Singh Counsel for Respondent :- C.S.C.,Brajesh Kumar Dwivedi,Pradeep Kumar Tripathi Hon'ble Surya Prakash Kesarwani,J.
Hon'ble Vikas Budhwar,J.
(Per: Hon'ble Vikas Budhwar, J.)
1. Heard Sri Anay Kumar Srivastava, learned counsel for the petitioner, Sri Manish Goel, Addl. Advocate General, assisted by Smt. Subhash Rathi, learned Addl. Chief Standing Counsel for the State-respondent, Sri M.C. Chaturvedi, learned Senior Advocate, assisted by Sri Pradeep Kumar Tripathi, appearing for Respondent no.5.
2. Alleging disparity and differential treatment, the petitioner, who claims itself to be the registered union of unorganized sector has filed the present petition under Article 226 of the Constitution of India seeking the following reliefs:
"a) Issue a writ, order or direction in the nature of Certiorari quashing all the tenders issued by respondent nos. 9 to 80 in violation of G.O. dated 07.12.2020 and 23.04.2020.
b). Issue a writ, order or direction in the nature of Certiorari 10 quashing the order dated 24.11.2020 passed by respondent no. 6.
c). Issue a writ, order or direction in the nature of Mandamus directing all the respondents to follow the Government orders and not to issue tenders in violation of G.O. dated 23.04.2020.
d). Issue a writ, order or direction in the nature of Mandamus commanding the respondents to provide similar honorarium/payment to all the employees and do away with the anomalies in payment for the employees of the same rank and work.
e).Issue a writ, order or direction in the nature of Mandamus to not to interrupt the continuity of already working employees in terms of G.O. dated 18.12.2019 and 18.08.2020 and 25.08.2020.
f). Issue any other writ, order or direction which this Hon'ble Court may deem fit and Circumstances of the case.
g). award the cost of the petition to the petitioner."
3. The factual matrix as worded in the writ petition is that the petitioner being Sanyukt Swasthya Outsourcing / Samvida Karmchari Sangh, U.P. Lucknow, claims itself to be a union of contractual employees registered under the provisions contained under The Trade Union Act, 1926 Kanpur, Uttar Pradesh. According to the petitioner, State of Uttar Pradesh came up with a policy decision in the shape of Government Order dated 31.12.2015 addressed to the Director General, Medical Health Services, U.P. at Lucknow providing for outsourcing of the manpower on contractual basis from Respondent no.7 being Avani Paridhi Energy and Communications Private Limited and M/s Rama InfoTech Private Limited, Fazalganj, Kanpur. In continuation of the Government Order dated 31.12.2015, on 28.3.2018, another Government Order was issued, whereby the applicability of the Government Order dated 31.12.2015 was extended for a further period of 6 months. Eventually, the application of the Government Order dated 31.12.2015 for the purposes of procurement of manpower through outsourcing was extended on 5.11.2018, 31.12.2018 and 8.3.2019.
4. Ministry of Commerce and Industry, Government of India, with the objective to create an open and transparent procurement platform for Government buyers created an online platform for public procurement in India by the name and nomenclature of Government India e-Market Place (GeM).
5. The above noted online platform was created to facilitate online procurement of goods and services. Further the purchases through GeM portal by Government users had been authorized and made mandatory by the Ministry of Finance by adding a new Rule no. 149 in the General Financial Rules, 2017. The said initiative was launched on 9.8.2016 by the Ministry of Commerce and the Industry, Government of India with the prime object to increase transparency, efficiency, speed in public procurement. Though the online platform (GeM Portal) was launched on 9.11.2016 by the Ministry of Commerce and Industry, Government of India, however, State of Uttar Pradesh by virtue of the Government Order no. 8/2019/20/1/91Ka-2/2019 dated 18.12.2019 came up with a policy decision that for the purposes of procurement of manpower through outsourcing and the same would be done by virtue of the online platform being Government e-Market Place (GeM). However, due to the sudden surge of the pandemic relating to COVID-19, the same could not be implemented and accordingly on 23.4.2020, a clarification was issued by the Respondent no.1, whereby the applicability and the procurement of the manpower through outsourcing by online mode through GeM Portal was deferred. On 18.8.2020, the State of Uttar Pradesh issued a Government Order addressed to all the Additional Chief Secretaries / Principal Secretaries / Secretaries, U.P. Shashan and all the District Magistrates posted throughout the State of U.P. coming up with a policy that the Government Order dated 18.12.2019 providing for outsourcing of the manpower through GeM Portal is being implemented forthwith. Thereafter, on 25.8.2020, another Government Order was issued by the State of Uttar Pradesh, whereby for purchases of goods and services of the Government Departments and its subsidiary, use of GeM Portal had been made mandatory and the Government Order dated 18.12.2019 was directed to be implemented strictly. The relevant extract of Clause-2(4), (5), Clause 3(6), (7) and Clause 6 are being quoted hereinunder:
"2. ....
4- उक्त शासनादेश के प्रस्तर-3 (4) के अनुसार जेम के माध्यम से ही आउटसोर्सिंग कर्मी लेने की अनिवार्यता किये जाने से वर्तमान में कार्य कर रहे कर्मियों की निरन्तरता बाधित नहीं की जायेगी। वर्तमान में कार्य कर रहे आउटसोर्स कर्मियों को ही जैम पोर्टल द्वारा चयनित संवाप्रदाताओं द्वारा रखा जायेगा। इस हेतु कार्यरत कर्मचारियों की सेवा के सम्बन्ध में संतुष्ट प्रमाण पत्र क्रेता विभाग द्वारा सेवाप्रदाता को उपलब्ध कराया जायेगा। केवल नवीन कर्मियों का चयन सेवायोजन पोर्टल से ही अनिवार्य रूप से किया जायेगा।
5- उक्त शासनादेश के प्रस्तर-4 (1) के अनुसार कार्मिकों को विलम्ब से भुगतान को रोकने के लिए क्रेता विभाग द्वारा आउटसोर्सिंग एजेन्सी को उपलब्ध करायी गयी धनराशि पर 18 प्रतिशत ब्याज व पेनाल्टी लगायी जायेगी।"
"3-...
6. किसी भी विभाग द्वारा किसी गुणवत्तापूर्ण सेवा के लिये कर्मियों को कितना मानदेय देय होगा इसका निर्णय संबंधित विभाग, विभिन्न सुसंगत वित्तीय नियमों के अनुरूप एवं श्रम विभाग के न्यूनतम वेजेज के अनुसार करेगा, जो कि वर्तमान में कार्मिकों को प्राप्त हो रहे मानदेय से कम अनुमन्य नहीं होगा। श्रम संविदा नियमावली सप्ताहिक, राजकीय मातृत्व आदि अवकाश एवं कार्य के घण्टे जैसे नियमों का अनुपालन कुराने की जिम्मेदारी क्रेता विभाग की होगी।
7. सेवा प्रदाता द्वारा EPF, ESI & GST आदि की कटौती Service Level Agreement (SLA) के अनुसार की जायेगी, क्रेता विभाग द्वारा इसका अनुपालन सुनिश्चित कराया जायेगा।"
"6- जेम पोर्टल से सेवा क्रय करने की प्रक्रिया पूर्ण करने में कम से कम 15 दिन का समय लगता है। सम्बन्धित विभाग सेवा की आवश्यकतानुसार यह सुनिश्चित करेगे कि वर्तमान में चल रहे अनुबंध समाप्त होने के कम से कम एक माह पूर्व ही मैनपावर सेवा क्रय की जेम पोर्टल पर प्रक्रिया प्रारम्भ कर देंगे, ताकि शासकीय कार्य में व्यवधान उत्पन्न न हो । सेवा क्रय करने वाले विभाग को पूर्व में शासनादेश संख्या-11/2017/523/18-2-2017 970 30 )/2016 दिनांक 23.08.2017 के माध्यम से स्पष्ट किया जा चुका है कि उनके द्वारा अपनी आवश्यकताओं को जोन, मण्डल, जनपद अथवा किसी अन्य वर्गीकरण के आधार पर टुकड़ों में नहीं लिया जायेगा, अभिप्राय यह है कि क्रेता विभाग को जिन कर्मिको की आवश्यकता होगी उनको जेम पोर्टल के माध्यम से एक ही बिड की जायेगी, जिससे सुदृढ एव सक्षम सेवा प्रदाता का चयन हो सके।"
6. Thereafter on 7.12.2020, another Government Order was issued stipulating the modalities for procurement of manpower through sealed bids. Clause 3(i), (ii) of the said order are quoted hereinunder:
"3. जैम पोर्टल से मैनपावर आपूर्ति के संबंध में उपयुक्त शासनादेश में उल्लिखित व्यवस्था से विचलन कदापि न किया जाय और निम्नलिखित बिन्दुओं पर विशेष ध्यान देते हुये पूर्ण पारदर्शिता बरती जाय-
(i) विभाग द्वारा अपनी आउटसोर्सिंग मानव संसाधन की सकल आवश्यकता को चिन्हित कर जेम पोर्टल की "बन्च निविदा" विधि से एक ही निविदा द्वारा की जाय, जिससे सक्षम सेवाप्रदाता का चयन हो सके।
(ii) ई०एम०डी० का निर्धारण शासनादेश दिनांक 25.08.2020 में दी गयी व्यबस्था के अनुसार किया जाय और इसमें किसी प्रकार की छूट या शिथिलता उकृत शासनादेश की व्यवस्था के विपरीत न दी जाय। ई०एम०डी०/एफ०डी०आर० जमा करने के संबंध में आई०टी० एवं इलेक्ट्रानिक्स विभाग के शासनादेश संख्या-1/2018/3070/78-2-2018/42 आई0टी0/2017 (22), दिनांक 03-01-2018 निर्गत है। इसमें उल्लिखित व्यवस्था के अनुसार ही कार्यवाही की जाय।"
7. Petitioner herein alleging non-adherence of the Government Order issued from time to time in the matter of procurement of manpower through outsourcing had filed the above noted writ petition with the following grievances:
(a). Despite specific stipulation contained in the Government Order dated 18.12.2019, as followed from time to time and the Government Order dated 7.12.2020 providing that the procurement of the manpower through outsourcing is to be resorted to by a single integrated tender for the entire State of Uttar Pradesh and not either district-wise or cluster-wise, the online tenders are being floated through GeM portal either district-wise or cluster-wise, resulting in disparity between outsourced employees in one district vis-a-vis others in the matter of honorarium and working condition.
(b). Government Order so issued on 18.12.2019 as followed on 25.8.2020 provides for non-interruption of their engagement, then too without there being any deficiency in the services rendered by the members of the petitioner-Association, their engagement has been set at naught.
8. This Court on 4.10.2021, while entertaining the present writ petition, passed the following orders:
"4.10.2021 The prayer made in this petition can appropriately be addressed after receipt of counter affidavit as the petitioner has challenged the tender issued by the respondent nos. 9 to 80 as violative of Government Orders dated 7.12.2020 and 23.4.2020.
Learned Standing Counsel has accepted notice on behalf of respondent nos. 1 to 4, 6 and 8 to 80; Sri B.K. Tripathi has accepted notice on behalf of respondent no. 5.
Let notice be issued to respondent no.7 fixing 15.11.2021.
Steps be taken within one week through registered speed post.
List as fresh on 15.11.2021, by which date, respondents shall file their respective counter affidavit."
9. On 15.11.2021, this Court noticed the discrepancies and the differential treatment so made in the matter pertaining to grant of remuneration to the outsourced employees engaged by the service provider through GeM portal and after bestowing anxious consideration to Annexure-6 at page-70, which happened to be the relevant extract of the advertisement so loaded on GeM portal sought response from the respondents. The order passed by this Court on 15.11.2021 is quoted hereinunder:-
"Heard Sri Anay Kumar Srivastava, learned counsel for the petitioner, Sri M.C. Chaturvedi learned Additional Advocate General assisted by Sri P.K. Tripathi, learned Standing Counsel for respondent no. 5 and Sri Saurabh Srivastava, learned counsel for respondent nos. 1, 2, 3, 4 and 6.
The learned counsel for the petitioner submits that the petitioners are not challenging the engagement of other employees working on various posts by outsourcing through GEM portal. Their entire objection is that since e-tenders have been invited through GEM portal to engage persons through outsourcing either district-wise or cluster-wise and different jobs are being given by the service provider in different districts/clusters, which has resulted in disparity between the outsourced employees of one district than that of the other district. In other words, outsourced employees engaged by a service provider in district 'A' is getting Rs. 10,000/- for a particular job while outsourced employees for the same job of district 'B' kept by the other service provider, is getting Rs. 12,000/-. Therefore, the Government being a model employer cannot discriminate between the outsourced employees for the same work in one district and the outsourced employees for another district in the same department. This violates the basic principle of equality enshrined in the Constitution on one hand and on the other hand, unemployed youths of the unorganized service sector are placed in a very disadvantageous position. Attention has been drawn to bid documents in which the lowest bid for the job as Ward Aaya/Ward Boy is Rs.7,500/- per month. The engagement is for a period of 9 months. The work is being taken for 7 days in a week and there is no leave admissible to them. Thus, per day wages comes to Rs. 250/-. Therefore, the modus operandi being operated by the State Government for engaging the employees by outsourcing through GEM portal is nothing but a glaring example of exploitation of employees of unorganized service sector, particularly youths who have no option but to work on the terms and condition dictated by the service providers and as per bid made by them.
Matter requires consideration.
Let counter affidavits be filed by means of personal affidavit separately by the respondent nos. 1, 2, 3 and 4.
Put up this case as fresh for further hearing on 01.12.2021."
10. Pursuant to the order dated 15.11.2021, passed by this Court as extracted hereinabove, a counter affidavit was filed by Respondent no.4/ Director General, Medical and Health Services, U.P. at Lucknow, sworn on 17.12.2021, wherein in paragraph-3, 4, 5, 6 & 7, the following averments were made:
"3. That in compliance of the aforesaid directions of this Hon'ble Court, a committee has been constituted, headed by Director General, Medical & Health Services, U.P. Lucknow on 07.12.2021 in which the matter of fixation of uniform honorarium/minimum pay has been considered. Considering the anomalies in respect of honorarium, it has been revealed that there are individuals engaged against the sanctioned and created posts in the medical units. In spite of these, other individuals who are engaged under National Health Mission, their honorarium has been fixed according to the guidelines of the Government of India. The committee also found that one more reason for difference in the honorarium paid against the similar posts in the medical units, is that there has been non uniformity in the procedure of procurement of services and as such there was difference in the bids for the honorarium as provided by the different Outsourcing Agencies. In addition to above, it has also been found that different districts were engaging the individuals on contractual basis at district level also and for that reason also there were certain differences in extending the honorarium to the individuals. The copy of the minutes. of meeting dated 07.12.2021, is being filed herewith and marked as ANNEXURE NO. 1 to this personal affidavit.
4. That in pursuance of the aforesaid facts as stated above as well as the provisions as contained under para. 4 of the office order dated 07.12.2021, issued by the Secretary, State of U.P., Lucknow, the Committee also considered the guidelines for engaging individuals via outsourcing through Government E-Market Place (GEM) in the Medical & Health Department for bidding, divided in six clusters for selection of service providing agencies. The committee also decided unanimously for procurement of manpower through outsourcing agencies for skilled/semi-skilled/un-skilled, it has been decided to pay the minimum honorarium to the individuals against the similar posts. The copy of the Letter No. 630-37 pravartan-(M.W.)/15 dated 08.10.2021, which fixed the minimum wages for skilled/semi-skilled/un-skilled manpower is being filed herewith and marked ANNEXURE NO. 2 to this personal affidavit.
5. That the Secretary, Government of Uttar Pradesh, Lucknow vide its Government Order no. 1094(1)/Panch-1-2021 dated 21.11.2021 issued certain guidelines in compliance of the Government Order dated 25.08.2020 and 07.12.2020 for purchasing the manpower through outsource agencies. Copy of the Government Order no. 1094(1)/Panch-1-2021 dated 21.11.2021 is being filed herewith and marked as ANNEXURE NO. 3 to this personal affidavit.
6. That the Secretary, Government of Uttar Pradesh, Lucknow vide its Office Order no. W-68/Panch-1-2021 dated 07.12.2021 issued certain guidelines for the purchasing the manpower through outsourcing agency for introducing the Government E-Market Place (GEM) developed by Government of India. Copy of the Office Order no. W 68/Panch-1-2021 dated 07.12.2021 is being filed herewith and marked as ANNEXURE NO. 4 to this personal affidavit.
7. That in addition to above the Respondent no. 4 i.e. Director General, Medical & Health Services, U.P. Lucknow issued the standing instructions to all the Chief Medical Superintendents as well as Chief Medical Officers of entire State of U.P. to provide honorarium as per the minimum wages as fixed by the Labour Department of U.P. vide its Office Order no. dated 13.12.2021. Copy of the Office Order dated 13.11.2021 is being filed herewith and marked as ANNEXURE NO. 5 to this personal affidavit."
11. Perusal of the averments made in the counter affidavit so filed by Respondent no.4 sworn on 17.12.2021 as referred to above reveals that a committee was constituted by the Respondents headed by Respondent no.4 being Director General, Medical & Health Services of U.P. on 7.12.2021 in the matter of fixation of uniform honorarium / minimum pay. It has been further averred that the committee found the anomalies in respect of honorarium. The averments contained in the counter affidavit further reveals that the honorarium paid to the outsourced employees should be as per the minimum wages as fixed by the Labour Department of the State of U.P.
12. A counter affidavit was also filed by Respondent no.5 sworn on 16.12.2021 coming with the stand that the Respondent no.5 happens to be Uttar Pradesh Medical Supplies Corporation Limited, which is an undertaking of the Government of Uttar Pradesh (Government Company incorporated under the Companies Act, 2013) and is a nodal agency created pursuant to the Government Order dated 3.10.2017 to procure drugs, medical equipments and other health care commodities and services for its supplies to various Government Hospitals and Health Care units through out the State of U.P. On 11.3.2022, a personal affidavit was filed by Respondent no.1 (State of U.P. through its Additional Chief Secretary, Medical and Health Services, U.P. at Lucknow), wherein in paragraphs- 6 to 11, the following averments were made:-
"6. That it is relevant to submit here that the Medical and Health Department select the service provider agencies for supplying the manpower through outsourcing in the Health Department and its supporting office vide GEM Portal and the service provider agency follow the different Government Orders/Directions issued from time to time by the State Government/Micro, Small and Medium Entrepreneur (hereinafter referred to as "the MSME")/Labour Department. The Medical and Health Department also follows the guidelines when the service provider was selected through the GEM Portal to supply the manpower through outsourcing.
7. That in the Government Order No. 31/2020/273/18-2-2020-97(ल0उ0)/2016 टी0सी0 dated 25.8.2020 by Micro Small and Medium Entrepreneur, Anubhag-2 it has been provided that how much ''Mandeya' (मानदेय) is to be provided by the department for the qualitative services rendered by the employees. The concerned department take decision as per relevant financial Rules of the Department and as per minimum wages settled by the Labour Department and this ''Mandeya' (मानदेय) will not be less than the ''Mandeya' (मानदेय) received by the employees at present. Likewise as per labour contract Rules for providing weekly, state holidays, maternity leave and hours of working the duty of the compliance of Rules will be that of the ''Kreta' (क्रेता) Department. It is relevant to state here that vide letter dated 8.10.2021 the minimum wages as applicable from 1.10.2021 to 31.3.2022 has been stated as hereinafter mentioned:-
dzमांक izfrekg izfrekg मूल मजदूरी रूपये में izfrekg परिवर्तनीय मंहगाई भत्ता रूपये में दिनांक1.4.2021 से 20.9.2021 दिनांक 01.1.2021 से 30.09.2021 तक दिनांक 01.10.2021 से 31.03.2022 तक कुल मजदूरी (रूपये में) दैनिक मजदूरी (रूपये में) 1 2 3 4 5 6 7 1 अकुशल 5750 3328 3434 9184 353.23 2 अर्धकुशल 6325 3660 3777.29 10,102.29 389 3 कुशल 7085 4100 4231.16 11316.16 435.23 Copy of the letter No. 630-37 Pravartan-(M.W.)/15 dated 8.10.2021 is already been annexed as Annexure No. 2 to the personal affidavit of respondent no. 4 and it is being annexed herewith the present personal affidavit. A copy of the personal affidavit filed by respondent no. 4 is being filed herewith and marked as Annexure No. 1 to this affidavit.
8. That it is relevant to submit here that vide Government Order No. 42/2020/ई-153 /18-2-2020-97(ल0उ0)/2016 टी0सी0 dated 07.012.2020 issued by Micro Small and Medium Entrepreneur (MSME), Anubhag-2 para 4 it has clearly been stated that after the finalization of tender vide GEM portal to maintain control over the Service provider the liability will be that of the head of the department so that the service provider company may not harass or exploit the employees out sourced employee. In para 6 of the Government Order it has also been provided that in the State the relevant Government Orders have to be strictly complied with so far manpower outsourcing is concerned. Photostat copy of the Government Order dated 7.12.2020 is being filed herewith and marked as Annexure No. 2 to this affidavit.
9. That to fix the ''Mandeya' (मानदेय) of the outsourcing employees of the medical and health department the consideration prima facie is to be made with regard to minimum wages as decided by the labour department, the relevant Financial Rules and thereafter the head of the department fixed the ''Mandeya' (मानदेय) as per minimum wages of the labour department and as per relevant Financial Rules with the service provider agency. So far as the leave and working hours are concerned the relevant Government Orders and the criteria as settled by the Labour Department is concerned.
10. That regarding the service benefits of the outsource employees the Government Orders issued by the MSME Department are considered by the head of the department and accordingly are complied with and as has already been stated in the affidavit filed on 16.12.2021 in pursuant to order of this Hon'ble Court dated 15.11.2021. The minimum wages are paid to the outsource employee as per minimum wages settled by the Labour Department.
11. That it is pertinent to relevant to state here that so far as the procurement of manpower services are concerned it is being done vide GEM remuneration to be paid to different classes of inductees/man power by the service provider is concerned, model conditions of engagement of man-power, through working hours and leave/holidays are concerned different Government Orders are being postulated by the Labour Department and Micro Small and Medium Entrepreneur, Anubhag-2 but as this Hon'ble Court has stated that "Entire scheme for procurement of man-power service and matters relating thereto be reduced in writing in one comprehensive Government Order/policy decision and copy thereof be filed along with the counter affidavit."
It is humbly submitted that the aforesaid is not within the jurisdiction of Medical and Health and Family Welfare Department rather the relevant department/party is the ''Additional Chief Secretary, Department of Appointment and Personnel, Government of Uttar Pradesh' and this party has not been impleaded by the petitioner. It may kindly impleaded so that proper policy decision/the Government Order is being framed. It is submitted that vide GEM Portal different departments out source employees and one department i.e. the answering respondent cannot governed all vide framing policy decision/Government Orders. It is competent authority as stated aforesaid who is responsible to frame policy decision to be followed to be followed by all the departments. The deponent files the present affidavit with unconditional and unqualified apology. The deponent is a law abiding citizen and ready to comply with order of this Hon'ble Court as and when directed by this Hon'ble Court."
13. On 11.3.2022, this Court passed the following orders relevant extract whereof is being quoted hereinunder:
"... Since, prima facie, discrimination is being made by the Medical and Health Services Department between the outsource employee in one district and outsource employee in another district for the same work in the same department and even our orders are not being complied with on one pretext or the other, therefore, we are left with no option except to call upon the Chief Secretary of the State of U.P. to look into the matter and to file his personal affidavit in response to the orders dated 15.11.2021 and 22.02.2022, within three weeks.
As prayed by the learned Additional Chief Standing Counsel, put up this case as a fresh case for further hearing on 8th April, 2022."
14. A personal affidavit has been filed by the Chief Secretary, State of Uttar Pradesh on 8.4.2022, wherein the following averments have been made:
"4. That in pursuant to the order of this Hon'ble Court dated 11.3.2022 a meeting was organized under the Chairmanship of Chief Secretary, Uttar Pradesh Shashan, Lucknow on 23.3.2022 decisions were taken and in pursuant to directions, the decisions taken by Director General Medical and Health Services, Uttar Pradesh Shashan dated 1st April 2022. Details and comparative information were sought by the officers and employees who are being paid ''Mandey'. The detail and comparative status being carried out regarding the person's employer as per ''Jan Shakti' and i.e. who are working under the minimum Mandey as fixed by the Labour Department. The letter issued by Director General, Medical and Health Services, Uttar Pradesh, Lucknow written to the Secretary, Medical Health and Family Welfare Department Uttar Pradesh Shashan Chikitsa Anubhag-1 dated 1st April 2022. A copy of the letter dated 1.4.2022 issued by Director General, Medical and Health Services, Uttar Pradesh, Lucknow written to the Secretary, Medical Health and Family Welfare Department Uttar Pradesh Shashan Chikitsa Anubhag-1 is being filed herewith and marked as Annexure No. 2 to this affidavit.
5. That the facts included in the letter dated 1.4.2022 are as hereinafter mentioned:
"...........मुख्य सचिव महोदय की अध्यक्षता में दिनांक 23.03.2022 को हुई बैठक के कार्यवृत्त में दिये गये निर्देशों के dze में आउटसोर्सिंग से लिये जाने वाले भिन्न-भिन्न प्रकार की जनशक्ति के लिए मानदेयों का निर्धारण हेतु विस्तृत सूचना परिधिगत अधिकारियों से प्राप्त कर तुलनात्मक अध्ययन एवं Je विभाग द्वारा निर्धारित न्यूनतम मानेदय पर आधारित है।
यह भी अवगत कराना है कि आउटसोर्स के माध्यम से भरे जाने वाले उन्हीं सम्बन्धित पदों की सूचना दी जा रही है जिनका मानदेय भुगतान राज्य बजट से किया जाता है। इस सूचना में सेवारत कार्मिकों के मानदेय में ई०पी०एफ०, ई०एस०आई०. सर्विस चार्ज इत्यादि आगणित नहीं है, इन वैधानिक मदों का भुगतान सरकार द्वारा समय-समय पर निर्धारित दरों के कम में नियमानुसार किया जायेगा। उक्त प्रस्तावित / आंकलित दर यथाशीघz निर्धारित कर उ०प्र० मेडिकल सप्लाई कार्पोरेशन द्वारा गतिमान आउटसोर्स कार्मिकों की कलस्टरवार निविदा प्रक्रिया की कार्यवाही पूर्ण होने/ कियान्वित होने के उपरान्त लागू किया जायेगा।"
A copy of the letter along with documents annexed with the letter dated 1.4.2022 is being filed herewith and marked as Annexure No. 3 to this affidavit.
6. That in the matter in question the information/proposal provided by the Director General Medical and Health Services, U.P. Lucknow vide letter dated 1.4.2022 regarding the post taken vide outsourcing under Medical Health and Family Planning Department, Uttar Pradesh was accepted by the Government and rate of ''Mandey' was fixed of outsource employees vide Government Order No. 119/PANCH-1-2022 dated 5.4.2022 was issued. Hence after taking into consideration the letter dated 1.4.2022 by the Director General Medical and Health Services, Uttar Pradesh, Lucknow decision taken in the meeting and the information/proposal has accepted by the Government/State of U.P. the Government Order dated 5.4.2022 was issued fixing the uniform rates of Mandey of outsource employees in the State. Photostat copy of the Government order dated 5.4.2022 is being filed herewith and marked as Annexure No. 4 to this affidavit.
7. That the minimum Mandey was fixed vide the policy decision dated 5.4.2022 is as hereinafter mentioned:
".............के अनुपालन में दिनांक 23.03.2022 को मुख्य सचिव, उ०प्र० शासन की अध्यक्षता में सम्पन्न बैठक, जिसमें श्रम, कार्मिक तथा सुक्ष्म लघु एवं माध्यम उद्यम विभाग ने भी प्रतिभाग किया में निर्णय लिया गया कि चिकित्सा स्वास्थ्य एवं परिवार कल्याण विभाग के अधीन सभी संवर्ग, जो आउटसोर्सिंग से रखे जाते हैं की सूची बनायी जाए। तदोपरान्त हर संवर्ग में जो अधिकतम मानदेय किसी भी जनपद में दिया जा रहा हो, उसी को सभी जनपदों में लागू किया जाए किन्तु यदि किसी जनपद में किसी पद विशेष के लिए बहुत अधिक धनराशि दी जा रही हो, जो तर्कसंगत न हो, उसे प्रदेश में एकरूप दर निर्धारण हेतु विचारण में नहीं लिया जायेगा। यह मानदेय श्रम विभाग द्वारा अकुशल, अर्द्धकुशल एवं कुशल श्रमिकों के लिए निर्धारित न्यूनतम मानदेय से अधिक होगा।
4- महानिदेशक, चिकित्सा एवं स्वास्थ्य सेवाओं के द्वारा आउटसोर्सिंग से लिए जाने वाले भिन्न-भिन्न प्रकार की जनशक्ति के लिए दरों के निर्धारण हेतु उपरिसंदर्भित पत्र दिनांक 01. 04.2022 द्वारा उपलब्ध करायी गयी सूचना के तुलनात्मक अध्ययन एवं श्रम विभाग द्वारा निर्धारित न्यूनतम मानदेय पर आधारित विवरण निम्नवत् दर्शित है:
dz0सं0 पदनाम Js.kh Je विभाग के शासनादेश दिनांक 08.10.2021 के अनुसार परिगणित मूल मानदेय परिधिगत अधिकारियों से प्राप्त सूचनाओं के अनुसार अधिकांश चिकित्सालयों में दिये जाने वाले मूल मानदेय स्वास्थ्य महानिदेशालय द्वारा प्रस्तावित मूल मानदेय 1 2 3 4 5 6
1.
वार्ड ब्यायवार्ड आया अकुशल 9184 10706.91 10706.91
2. चपरासी/अर्दली अकुशल 9184 9999.83 9999.83
3. सफाई कर्मचारी अकुशल 9184 9302.20 9302.20
4. मल्टी परपस वर्कर/मल्टी टास्क वर्कर अकुशल 9184 11509.20 11509.48
5. कुक/कुक मेट/धोबी/माली अकुशल 9184 10706.91 10706.91
6. प्लमबर अर्ध कुशल 10102.29 11177.44 11177.44
7. कम्पयूटर सहायक कम रजिस्ट्रेशन क्लर्क कुशल 11316.16 12844.51 12844.51
8. इलेक्ट्रीशियन कम जनरेटर आपरेटर कुशल 11316.16 11316.16 11316.16
9. वाहन चालक कुशल 11316.16 11779.58 11779.58 आउटसोर्स के उपरोक्त पदों जिनके मानदेय का भुगतान राज्य बजट से किया जाता है, के मानदेय में ई०पी०एफ० ई०एस०आई०. सर्विस चार्ज इत्यादि आगणित नहीं है, इन वैधानिक मदों का भुगतान सरकार द्वारा समय-समय पर निर्धारित दरों के कम में नियमानुसार किया जायेगा। उक्त प्रस्तावित / आंकलित दर उ०प्र० मेडिकल सप्लाई कार्पोरेशन द्वारा गतिमान आउटसोर्स कार्मिकों की कलस्टरवार निविदा प्रक्रिया की कार्यवाही पूर्ण होने / कियान्वित होने के उपरान्त लागू होगी।
5- इस सम्बन्ध में मुझे यह कहने का निदेश हुआ है कि शासन द्वारा सम्यक् विचारोपरान्त महानिदेशालय द्वारा आउटसोर्सिंग जनशक्ति के उपरोक्त समस्त प्रकृति के पदों के संबंध में मानदेय निर्धारण हेतु श्रम विभाग की न्यूनतम दरों के सापेक्ष उपरोक्त प्रस्तर-4 के तालिका में अंकित पदों के सापेक्ष अन्तिम स्तम्भ-6 में प्रस्तावित मानदेय को स्वीकार कर लिया गया है। यह मानदेय उत्तर प्रदेश मेडिकल सप्लाई कारपोरेशन द्वारा गतिमान आउटसोर्स कार्मिकों की कलस्टरवार निविदा प्रक्रिया में सम्मिलित किये जायेंगे तथा उक्त कार्यवाही पूर्ण होने पर लागू किये जायेंगे।"
8. That the aforesaid is being decided and preferred in view of the order of this Hon'ble Court dated 11.3.2022 and in pursuant to order of this Hon'ble Court, the present personal affidavit is being filed to the Chief Secretary, Uttar Pradesh Shashan, Lucknow. It may kindly be accepted and taken on record. The deponent humbly submits with unconditional and unqualified apology that after consultation with concerned department and approval from the State Government the present policy decision dated 5.4.2022 is being taken and for any modification/amendment or further decision the deponent is always ready to comply with orders of this Hon'ble Court."
15. This Court after giving anxious consideration to the Counter Affidavit filed by the Chief Secretary on 8.4.2022, proceeded to pass the following orders:-
"Perusal of the personal affidavit filed today shows that the State Government has taken a policy decision with regard to uniformity in scales of payment for different kinds of outsourced employees and outsourcing agencies. However, some of the important aspects as reflected from our aforequoted order dated 22.02.2022, appears to have been left consideration.
Learned Additional Advocate General states that the Government shall look into all the aspects and take a uniform and comprehensive policy decision in the light of the order dated 22.02.2022 and while taking the decision, shall also take note of the principles laid down by Hon'ble Supreme Court in the case of Gujrat Mazdoor Sabha vs. State of Gujrat, (2020) 10 SCC 459 (paras 33 to 49). He prays that three weeks' time may be granted.
As prayed by learned Additional Advocate General, three weeks' time is granted to file an affidavit annexing therewith the government order/ policy decision. The affidavit shall be filed by the Chief Secretary.
List/ put up in the additional cause list for further hearing on 29.04.2022 at 02:00 P.M."
16. Eventually on 29.4.2022, a personal affidavit has been filed by the Chief Secretary State of Uttar Pradesh, wherein in paragraphs- 4 to 11 the following averments have been made:
"4. That it is relevant to state here that in order dated 22.2.2022 passed by this Hon'ble Court in the present matter in question the following points are to be taken into consideration:-
"1. Policy decision emerging from various government orders issued from time to time with regard to procurement of man-power services.
2. Minimum remuneration to be paid to different classes of inductees/man-power by the service provider.
3. Model conditions of engagement of man-power through service providers including working hours and leave/holidays as reflected in the Government Order dated 25.8.2020.
4. In the decision taken by the State Government the Letter of respondent no. 4 dated 12.11.2021 shall also be incorporated."
5. That in order dated 22.2.2022 the first point is regarding the procurement of manpower services. It is relevant to submit here that regarding procurement of manpower services detailed guidelines and directions have been issued by Department of Personnel and M.S.M.E. Department. In the Government Order dated 18.12.2019 directions have been issued in pursuant to E-market place GeM portal Developed by Government of India and adopted by State of U.P. Regarding the aforesaid points as stated in the order of this Hon'ble Court dated 22.2.2022 the information was sought from Additional Chief Secretary Medical and Health Department, U.P. Lucknow and he has stated in detail regarding the aforesaid four points which are as hereinafter mentioned:
"3-¼1½ voxr djkuk gS fd ek0 mPp U;k;ky; ds vkns'k fnukad 22-02-2022 esa mijksDr fcUnq la[;k&1 Procurement of man - power service ds laca/k esa foLrq`r fn'kk funsZ'k dkfeZd foHkkx ,oa lw{e] y?kw ,oa e/;e m|e foHkkx }kjk tkjh fd, x, gS A dkfeZd foHkkx }kjk tkjh "kklukns'k fnukad 18-12-2019 esa m0iz0 ds leLr "kkldh; foHkkxksa ,oa muds v/khuLFk laLFkkvksa esa eSu ikoj ds dz; ds fy, Hkkjr ljdkj }kjk fodflr xouZes.V bZ&ekdsZV Iysl ] tse dh O;oLFkk ykxw fd;s tkus ds funsZ'k fn;s x;s A blh dze esa 'kklukns'k fnukad 25-08-2020 lw{e] y?kw ,oa e/;e m|e vuqHkkx &2 }kjk fuxZr fd;k x;k gS] ftlesa foLr`r fn'kk&funsZ'k ds lkFk ;g izkfo/kku fd;k x;k gS fd izns'k ds leLr "kkldh; foHkkxksa ,oa muds v/khuLFk laLFkkvksa@fuxeksa @midzeksa vkfn esa tse iksVZy ds ek/;e ls vfuok;Z :i ls fcM ds ek/;e ls gh eSuikoj vkmVlksflZax dh O;oLFkk dh tk;sxh lw{e] y?kq ,oa e/;e m|e foHkkx }kjk 'kklukns'k fnukad 07-12-2020 fuxZr fd;k x;k ] ftlesa izns'k ds "kkldh; foHkkxksa ,oa muds v/khuLFk laLFkkvksa esa eSuikoj dh vkiwfrZ tse iksVZy ds ek/;e ls fd;s tkus fo'k;d fuxZr 'kklukns'kksa esa fn;s x;s izkfo/kkuksa dks dM+kbZ ls vuqikyu ds funsZ'k fn;s x;sA fpfdRlk ,oa LokLF; foHkkx }kjk dkfeZd ,oa ,e0,l0,e0bZ0 foHkkx }kjk fuxZr "kklukns"kksa ds dze esa "kklukns'k fnukad 21-11-2021 }kjk egkfuns"kd fpfdRlk ,oa LokLF; lsok;sa dks funsZf'kr fd;k x;k gS fd "kklukns'k fnukad 25-08-2020 o fnukad 07-12-2020 dk vuqikyu esa eSuikoj dk dz; fd;k tkuk lqfuf'pr djsa rFkk 'kklukns'k fnukad 07-12-2021 ds }kjk eSuikoj ds dz; ds fy, Hkkjr ljdkj }kjk fodflr xouZes.V bZ&ekdsZV Iysl tse ds ek/;e ls fufonk djus ds laca/k esa izns'k dks 06 DyLVjksa foHkDr dj fpfdRlk ,oa LokLF; foHkkx esa lsok iznkrk ,stsUlh ds p;u fd;s tkus ds funsZ'k fn;s x;s gSA bl izdkj fpfdRlk ,oa LokLF; foHkkx }kjk eSuikWoj ds dz; fd;s tkus ds laca/k esa Hkkjr ljdkj }kjk fodflr xouZes.V bZ&ekdsZV Iysl tse dh O;oLFkk ykxw djus laca/kh dkfeZd foHkkx ,oa lw{e] y?kw ,oa m|e foHkkx }kjk fuxZr "kklukns'kksa dk dM+kbZ ls vuqikyu lqfuf'pr djus gsrq visf{kr fn'kk&funsZ'k egkfuns'kd fpfdRlk ,oa LokLF; foHkkx dks fn;s tk pqds gS rFkk mDr 'kklukns'kksa dk vuqikyu lqfuf'pr fd;k tk jgk gS bl fcUnq ij fpfdRlk ,oa LokLF; foHkkx }kjk dk;Zokgh iw.kZ dh tk pqdh gSA 3-¼2½ fcUnq la[;k&2 Minimum remuneration to be paid to different classes of inductees/man-power by the service provider ds laca/k esa dk;Zokgh iw.kZ dh tk pqdh gS vkmVlksflZx tu"kfDr ds osru @ekuns; ds fu/kkZj.k ds laca/k esa "kklukns"k fnukad 05-04-2022 ¼izfr layXu½ fuxZr fd;k tk pqdk gSA 3-¼3½ fcUnq la[;k&3 Model conditions of engagement of man-power through service providers including working hours and leave/holidays as reflected in the Government order dated 25.08.2020 ds laca/k esa Modal conditions ds fcUnq ij ,e0,l0,e0bZ0 foHkkx ds "kklukns"k 25-08-2020 rFkk fnukad 07-12-2020 esa foLr`r fn"kk&funsZ"k tkjh fd;s x;s gS ftldk vuqikyu izR;sd foHkkx }kjk fd;k tkuk gSA fpfdRlk ,oa LokLF; foHkkx }kjk Hkh bu "kklukns"kksa dks dM+kbZ ls vuqikyu fd;k tk jgk gS bl gsrq fpfdRlk ,ao LokLF; foHkkx }kjk "kklukns"k fnukad 21-11-2021 ,oa "kklukns"k fnukad 07-12-2021 }kjk egkfuns"kd fpfdRlk ,oa LokLF; lsok;sa dks funsZf"kr fd;k tk pqdk gSA blh fcUnq esa vafdr Working hours and leave/holidays ds laca/k esa Je foHkkx ds ijke"kkZuqlkj "kklukns"k la[;k&162@ikWp&1&2022 fnukad 26-04-2022 ¼izfr layXu½ fuxZr fd;k tk pqdk gSA 3-¼4½ fcUnq la[;k&4 ;g gS fd izfroknh la[;k&4 ds i= fnukad 12-11-2021 dks Hkh jkT; }kjk fy;s tk jgs fu.kZ; esa incorporate fd;k tk;sA dnkfpr ;g i= fnukad 12-11-2021 dk ugha gS cfYd izfroknh la[;k&4 vFkkZr egkfuns"kd fpfdRlk ,oa LokLF; lsok;sa }kjk okn esa ;ksftr "kiFk&i= ds layXu&3 esa i= fnukad 21-11-2021 "kklu ds fpfdRlk vuqHkkx 1 }kjk fuxZr i= gS ftlds }kjk fuxZr "kklukns"k la[;k&574@ikWp&1&2020] fnukad 23-04-2020 dks vodzfer djrs gq;s ,e0,l0,e0bZ0 vuqHkkx&2 ds "kklukns"k fnukad 25-08-2020 o fnukad 07-12-2020 dk vuqikyu lqfuf"pr djrs gq;s eSuikoj dk dz; fd;k tkuk lqfuf"pr djus gsrq egkfuns"kd fpfdRlk ,oa LokLF; lsok; dks funsZf"kr fd;k x;k gSA"
6. That in view of the aforesaid guidelines/policy decision was framed complying the order dated 8.4.2022 as well as the order of this Hon'ble Court dated 22.2.2022 categorically. A photostat copy of the orders of this Hon'ble Court dated 22.2.2022, 11.3.2022 and 8.4.2022 are being filed herewith and marked as Annexure No. 1 to this affidavit.
7. That as stated aforesaid, the policy decision regarding Mandey of the procured manpower has already been decided vide Government Order dated 5.4.2022. In view of the fact that under the Minimum Wages Act, 1948, 74 Establishments are taken into consideration for deciding the daily wages of skilled, unskilled and semiskilled employees vide policy decision dated 31.3.2022. In the order dated 31.3.2022 issued by Labour Commissioner, Uttar Pradesh section- 12 of Minimum Wages Act, 1948 only Private Hospital (Nursing Home) and private clinic and private doctors and the shops related to private doctors are considered i.e. the Government order dated 31.3.2022 i.e. related to private establishments only and not for government hospital hence the policy decision was taken vide Government Order dated 5th April 2022 for bringing on record the uniform policy decision clearly stating therein the "Minimum remuneration to be paid to different classes of inductees/man-power by the service providers".
A copy of the Government Order dated 31.3.2022 and 5th April 2022 are being collectively filed herewith and marked as Annexure No. 2 to this affidavit.
8. That in pursuance to the order of this Hon'ble Court dated 8.4.2022 the police decision was taken for medical department taking into consideration section 13, section 14, section 15 of the Minimum Wages Act, 1948 regarding fixing hours on normal working days overtime on a wage of workers who works for normal working days.
9. That as per Rules 23, Rules 24, Rule 24-A(4), Rule 25, Rule 25-A, Rule 21 of Minimum Wages Rules 1952 were considered while taking the policy decision on 26.4.2022 and it has clearly been stated that the provisions are incorporated in Government Orders dated 5.4.2022 and 26.4.2022 shall be strictly adhered too. Photostat copy of the policy decision dated 26.4.2022 is being filed herewith and marked as Annexure No. 3 to this affidavit.
10. That it is also pertinent to mention here that in State of Uttar Pradesh in Government Department and in the supporting institutions for purchasing of manpower that is outsourcing of manpower. The policy decision in Government of Uttar Pradesh for E-market place, GeM portal was adopted. It was adopted vide Government E-market place and tender vide Gem already are being discussed in the Government orders 7.12.2021. Photostat copy of the Government Order dated 7.12.2021 is being filed herewith and marked as Annexure No. 4 to this affidavit.
11. That in view of the aforesaid the orders of this Hon'ble Court dated 22.2.2022, 11.3.2022 and 8.4.2022 are being complied with vide Government Orders dated 5.4.2022 and 26.4.2022."
17. Along with personal affidavit dated 29.4.2022, a Government Order dated 5.4.2022 setting out particulars of the remuneration / honorarium to be paid to the outsourced employees as well as the Government Order dated 26.4.2022 relatable to the working conditions of the outsourced employees and the Government Order dated 7.12.2021 pertaining to the modalities with regard to the procurement of the manpower through outsourcing had been annexed. The extracts of the Government Order dated 7.12.2021 5.4.2022 and 26.4.2022 are quoted hereinunder:-
"7.12.2021 प्रेषक, संख्या---68/ पांच-1-2021 रविन्द्र, सचिव, उ०प्र० शासन सेवा में, महानिदेशक, चिकित्सा एवं स्वास्थ्य सेवायें उ0प्र0, लखनऊ चिकित्सा अनुभाग-1 लखनऊ: दिनांक 07 दिसम्बर, 2021 विषय:- उत्तर प्रदेश के शासकीय विभागों एवं उसके अधीनस्थ संस्थाओं में मैनपावर के कप महोदय, (आउटसोसिंग आफ मैनपावर) के लिये भारत सरकार द्वारा विकसित गवर्नमेन्ट ई-मार्केट प्लेस, जेम (GeM) की व्यवस्था लागू करने के सम्बन्ध में।
उपर्युक्त विषयक चिकित्सा अनुभाग-1 के शासनादेश संख्या-193/ पांच-1-2020-3 (11)/2016, दिनांक 04:02.2020 एवं शासनादेश संख्या-524 / पांच-1-2020, दिनांक 25.03.2020 का कृपया संदर्भ ग्रहण करें, जिसके माध्यम से चिकित्सा एवं स्वास्थ्य विभाग के अन्तर्गत मैनपावर के क्रय (आउटसोर्सिंग आफ मैनपावर) के लिये भारत सरकार द्वारा विकसित गवर्नमेन्ट ई-मार्केट प्लेस, जैम (GeM) की व्यवस्था लागू किये जाने के सम्बन्ध में निर्देश निर्गत किये गये थे।
2- इसी क्रम में मा० उच्च न्यायालय में योजित रिट याचिका संख्या-7937 (एम०बी०) / 2020: अवति परिधि एण्ड कम्यूनिकेशन बनाम उ०प्र० राज्य व अन्य में मा० उच्च न्यायालय द्वारा पारित आदेश दिनांक 20.04.2020 तथा तत्समय कोबिड -19 के प्रथम चरण के संक्रमण के कारण लॉकडाउन से उत्पन्न स्थिति के दृष्टिगत विभाग में टेंडर प्रक्रिया पूर्ण न होने के कारण शासनादेश दिनांक 31.12.2015 द्वारा प्रचलित व्यवस्था को शासनादेश संख्या-574/ पांच-1-2020, दिनांक, 23.04.2020 द्वारा यथावत् बनाये रखा गया था।
3- पुनः चिकित्सा अनुभाग-1 के शासनादेश संख्या-1094 / पांच-1-2021. दिनांक 21.11.2021 द्वारा कोविड-19 की समकालीन परिस्थितियों के कारण चिकित्सा अनुभाग-1 द्वारा तत्समय निर्गत शासनादेश संख्या-574 / पांच-1-2020, दिनांक 23.04.2020 को अवकमित करते हुए सूक्ष्म, लघु एवं मध्यम उद्यम अनुभाग-2 के शासनादेश संख्या-31/2020 / 273 / 18-2-2020-97 (ल०उ०) / 2016 टी०सी०, दिनांक 25.08.2020 एवं शासनादेश संख्या-42 / 2020ई-153 / 18-2-2020-07 (ल० उ०) / 2016 टी०सी०, दिनांक 07.12.2020 का अनुपालन सुनिश्चित करते हुए मैनपावर का कय किया जाना सुनिश्चित करने के निर्देश निर्गत किये गये है। उक्त शासनादेश दिनांक 21.11.2021 द्वारा यह भी निर्देश दिये गये हैं कि महानिदेशालय स्तर से उक्त शासनादेशों के अनुपालन में मैनपावर कय की कार्यवाही किये जाने तक सेवा में व्यवधान उत्पन्न न हो यह सुनिश्चित करने हेतु परिधिगत अधिकारियों (मुख्य चिकित्सा अधिकारियों / मुख्य चिकित्सा अधीक्षको), द्वारों इन शासनादेशों के अनुरूप सेवा प्रदाता का चयन तदर्थ रूप से किया जा सकता है। शासनादेश दिनांक 25.08.2020 एवं दिनांक 07.12.2020 के क्रम में महानिns'kd, चिकित्सा एवं स्वास्थ्य सेवायें द्वारा जैम से मैनपावर dz; हेतु सेवा प्रदाता एजेंसी के चयन के साथ ही जनपद स्तर पर किये गये अनु स्वतः समाप्त हो जायेंगे।
4- mDRk के क्रम में मुझे यह कहने का निर्देश हुआ है कि मैनपावर dz; (आउटसोर्सिंग आप मैनपावर) के लिये भारत सरकार द्वारा विकसित गवर्नमेन्ट ई-मार्केट प्लेस, जम (GeM) के माध्यम से निविदा करने के सम्बन्ध में 06 क्लस्टरों में विभक्त कर चिकित्सा एवं स्वास्थ्य विभाग में लागू किया जाय। इस हेतु प्रदेश के 18 मण्डली को 06 भाग अर्थात् 03 मण्डलों का 01 क्लस्टर बनाते हुए जैन पोर्टल से सेवा प्रदाता एजेंसी का चयन किया जाय एक सेवा प्रदाता को 01 क्लस्टर में ही कार्य दिया जाय, कठिनाई आने पर ही शासन के अनुमोदन से ही किसी सेवा प्रदाता एजेंसी को 02 क्लस्टर का कार्य दिया जायेगा। सेवा प्रदाता एजेंसी के चयन का कार्य जेम पोर्टल से दिनांक 31.12.2021 तक पूर्ण कर लिया जाय।
5- नई निविदा सम्पन्न होने तक सन्बन्धित शासनादेशों में उल्लिखित रिट याचिका संख्या-7937 (एस0बी0)/2020 तथा याचिका संख्या-31208/2018 (एम०बी०) में मा० उच्च न्यायालय द्वारा पारित आदेशों का अनुपालन किया जाना सुनिश्चित किया जायेगा। यह शासनोदश सूक्ष्म, लघु एवं मध्यम उद्योग विभाग की सहमति से जारी किये जा रहे हैं।.
कृपया उपरोक्तानुसार कार्यवाही समवद्ध रूप से सुनिश्चित करने का कष्ट करें।"
"5.4.2022 संख्या-119 / पाँच-1-2022 प्रेषक, अमित मोहन प्रसाद, अपर मुख्य सचिव, उत्तर प्रदेश शासन सेवा में महानिदेशक, चिकित्सा एवं स्वास्थ्य सेवायें, उ०प्र०, लखनऊ।
चिकित्सा अनुभाग-1 लखनऊ: दिनांक 05 अप्रैल, 2022 विषय:- मा० उच्च न्यायालय, इलाहाबाद में योजित रिट याचिका संख्या-22404 / 2021 (रिट-सी) संयुक्त स्वास्थ्य आउटसोर्सिंग / संविदा कर्मचारी संघ बनाम उ०प्र० राज्य व अन्य में मा० न्यायालय द्वारा पारित आदेश के अनुपालन में आउटसोर्सिंग जनशक्ति के वेतन / मानदेय निर्धारण के संबंध में।
महोदय, कृपया उपर्युक्त विषयक अपने पत्रांक-11फ / 2021-22/48. दिनांक 01.04.2022 का कृपया संदर्भ ग्रहण करने का कष्ट करें जिसके माध्यम से मा० उच्च न्यायालय, इलाहाबाद में योजित रिट याचिका संख्या-22404 / 2021 (रिट-सी) संयुक्त स्वास्थ्य आउटसोर्सिंग / संविदा कर्मचारी संघ बनाम उ०प्र० राज्य व अन्य में मा० न्यायालय के पारित आदेश के अनुपालन में आउटसोर्सिंग से लिये जाने वाले भिन्न-भिन्न प्रकार की जनशक्ति के लिये दरों का निर्धारण श्रम विभाग द्वारा निर्धारित न्यूनतम मानदेय को आधार बनाकर आउटसोर्सिंग कार्मिकों के मानदेय में एकरूपता के दृष्टिगत समेकित प्रस्ताव शासन के विचारार्थ उपलब्ध कराया गया है।
2- उल्लेखनीय है कि मा० उच्च न्यायालय, इलाहाबाद में योजित रिट याचिका संख्या-22404 / 2021 (रिट-सी) संयुक्त स्वास्थ्य आउटसोसिंग / संविदा कर्मचारी संघ बनाम उ०प्र० राज्य व अन्य में मा० न्यायालय के पारित आदेश दिनांक 11.03.2022 के कियात्मक अंश निम्नवत् है:
"Since, prima facie, discrimination is being made by the Medical and Health Services Department between the outsource employee in one district and outsource employee in another district for the same work in the same. department and even our orders are not being complied with on one pretext or the other, therefore, we are left with no option except to call upon the Chief Secretary of the State of U.P. to look into the matter and to file his personal affidavit in response to the orders dated 15.11.2021 and 22.02.2022, within three weeks. As prayed by the learned Additional Chief Standing Counsel, out up this case as a fresh case for further hearing on 8th April, 2022."
3- उक्त आदेश के अनुपालन में दिनांक 23.032022 को मुख्य सचिव, उ0प्र0 शासन की अध्यक्षता में सम्पन्न बैठक, जिसमें श्रम, कार्मिक तथा सुक्ष्म लघु एवं माध्यम उद्यम विभाग ने भी प्रतिभाग किया, में निर्णय लिया गया कि चिकित्सा स्वास्थ्य एवं परिवार कल्याण विभाग के अधीन सभी संवर्ग, जो आउटसोर्सिंग से रखे जाते हैं की सूची बनायी जाए। तदोपरान्त हर संवर्ग में जो अधिकतम मानदेय किसी भी जनपद में दिया जा रहा हो, उसी को भो जनपदों में लागू किया जाए किन्तु यदि किसी जनपद में किसी पद विशेष के लिए बहुत अधिक धनराशि दी जा रही हो, जो तर्कसंगत न हो, उसे प्रदेश में एकरूप दर निर्धारण हेतु विचारण में नहीं लिया जायेगा। यह मानदेय श्रम विभाग द्वारा अकुशल, अर्द्धकुशल एवं कुशल श्रमिकों के लिए निर्धारित न्यूनतम मानदेय से अधिक होगा।
4- महानिदेशक, चिकित्सा एवं स्वास्थ्य सेवाओं के द्वारा आउटसोर्सिंग से लिए जाने वाले भिन्न-भिन्न प्रकार की जनशक्ति के लिए दरों के निर्धारण हेतु उपरिसंदर्भित पत्र दिनांक 01. 04.2022 द्वारा उपलब्ध करायी गयी सूचना के तुलनात्मक अध्ययन एवं श्रम विभाग द्वारा निर्धारित न्यूनतम मानदेय पर आधारित विवरण निम्नवत् दर्शित है:
क्र0सं0 पदनाम श्रेणी श्रम विभाग के शासनादेश दिनांक 08.10.2021 के अनुसार परिगणित मूल मानदेय परिधिगत अधिकारियों से प्राप्त सूचनाओं के अनुसार अधिकांश चिकित्सालयों में दिये जाने वाले मूल मानदेय स्वास्थ्य महानिदेशालय द्वारा प्रस्तावित मूल मानदेय 1 2 3 4 5 6 1 वार्ड ब्याय वार्ड आया अकुशल 9184 10706.91 10706.91 2 चपरासी/अर्दली अकुशल 9184 9999.83 9999.83 3 सफाई कर्मचारी अकुशल 9184 9302.20 9302.20 4 मल्टी परपस वर्कर/मल्टी टास्क वर्कर अकुशल 9184 11509.20 11509.48 5 कुक/कुक मेट/धोबी/माली अकुशल 9184 10706.91 10706.91 6 प्लमबर अर्ध कुशल 10102.29 11177.44 11177.44 7 कम्पयूटर सहायक कम रजिस्ट्रेशन क्लर्क कुशल 11316.16 12844.51 12844.51 8 इलेक्ट्रीशियन कम जनरेटर आपरेटर कुशल 11316.16 11316.16 11316.16 9 वाहन चालक कुशल 11316.16 11779.58 11779.58 आउटसोर्स के उपरोक्त पदों जिनके मानदेय का भुगतान राज्य बजट से किया जाता है, के मानदेय में ई०पी०एफ० ई०एस०आई०. सर्विस चार्ज इत्यादि आगणित नहीं है, इन वैधानिक मदों का भुगतान सरकार द्वारा समय-समय पर निर्धारित दरों के कम में नियमानुसार किया जायेगा। उक्त प्रस्तावित / आंकलित दर उ०प्र० मेडिकल सप्लाई कार्पोरेशन द्वारा गतिमान आउटसोर्स कार्मिकों की कलस्टरवार निविदा प्रक्रिया की कार्यवाही पूर्ण होने / कियान्वित होने के उपरान्त लागू होगी।
5- इस सम्बन्ध में मुझे यह कहने का निदेश हुआ है कि शासन द्वारा सम्यक् विचारोपरान्त महानिदेशालय द्वारा आउटसोर्सिंग जनशक्ति के उपरोक्त समस्त प्रकृति के पदों के संबंध में मानदेय निर्धारण हेतु श्रम विभाग की न्यूनतम दरों के सापेक्ष उपरोक्त प्रस्तर-4 के तालिका में अंकित पदों के सापेक्ष अन्तिम स्तम्भ-6 में प्रस्तावित मानदेय को स्वीकार कर लिया गया है। यह मानदेय उत्तर प्रदेश मेडिकल सप्लाई कारपोरेशन द्वारा गतिमान आउटसोर्स कार्मिकों की कलस्टरवार निविदा प्रक्रिया में सम्मिलित किये जायेंगे तथा उक्त कार्यवाही पूर्ण होने पर लागू किये जायेंगे।"
"26.4.2022 izs"kd संख्या- 162 / पांच-1-2022 अमित मोहन प्रसाद, अपर मुख्य सचिव, उत्तर प्रदेश शासन सेवा में, महानिदेशक, चिकित्सा एवं स्वास्थ्य सेवायें उत्तर प्रदेश, लखनऊ।
चिकित्सा अनुभाग-1 लखनऊ: दिनांक 26 अप्रैल, 2022 विषय- मा० उच्च न्यायालय, इलाहाबाद में योजित रिट याचिका संख्या-22404 / 2021 (रिट-सी) संयुक्त स्वास्थ्य आउटसोर्सिंग संविदा कर्मचारी संघ बनाम उत्तर प्रदेश राज्य व अन्य में मा०: न्यायालय द्वारा पारित आदेश दिनांक 22.02.2022 एवं दिनांक 08.04.2022 के अनुपालन में सर्विस प्रोवाइडर द्वारा जनशक्ति (मैनपावर) हेतु कार्य के घण्टे तथा छुट्टी एवं अवकाश के सम्बन्ध में दिशा निर्देश महोदय, कृपया उपर्युक्त विषय के सम्बन्ध में मा० उच्च न्यायालय, इलाहाबाद में योजित रिट याचिका संख्या-22404 / 2021 (रिट-सी) संयुक्त स्वास्थ्य आउटसोर्सिंग / संविदा कर्मचारी संघ बनाम उत्तर प्रदेश राज्य व अन्य में मा० न्यायालय द्वारा पारित आदेश दिनांक 08.04.2022 का क्रियात्मक अंश निम्नवत है:
"..........in the order dated 22.02.2022, this court observed as under:
"In view of the aforesaid, two weeks and no more time is granted to the respondent Nos. 1 and 2 to file counter affidavits by means of their personal affidavits in which copy of a policy decision emerging from various government orders issued from time to time with regard to procurement of man-power services, minimum remuneration to be paid to different classes of inductees/ manpower by the service provider, model conditions of engagement of man-power through service providers including working hours and leave/ holidays as reflected in the government order dated 25.08.2020 and reiterated in letter of the respondent No. 4 dated 12.11.2021 may be incorporated as per decision of the State Government. In other words, the entire scheme for procurement of man-power service and matters relating thereto be reduced in writing in one comprehensive government order/ policy decision and copy thereof, be filed along with the counter affidavit."
Perusal of the personal affidavit filed today shows that the State Government has taken a policy decision with regard to uniformity in scales of payment for different kinds of outsourced employees and outsourcing agencies. However, some of the important aspects as reflected from our aforequoted order dated 22.02.2022, appears to have been left consideration.
Learned Additional Advocate General states that the Government shall look into all the aspects and take a uniform and comprehensive policy decision in the light of the order dated 22.02.2022 and while taking the decision, shall also take note of the principles: laid down by Hon'ble Supreme Court in the case of Gujrat Mazdoor Sabha vs. State of Gujrat. (2020) 10 SCC 459 (paras 33 to 49). He prays that three weeks time may be granted.
As prayed by learned Additional Advocate General, three weeks' time is granted to file an affidavit annexing therewith the government order/ policy decision. The affidavit shall be filed by the Chief Secretary.
List/ put up in the additional cause list for further hearing on 29.04.2022 at 02:00P.M."
2- अवगत कराना है कि सूक्ष्म, लघु एवं मध्यम उद्यम अनुभाग-2 द्वारा जारी शासनादेश दिनांक 25.08.2020 के द्वारा प्रदेश में शासकीय विभागों एवं उनके अधीनस्थ संस्थाओं में मैनपावर (आउटसोर्सिंग ऑफ मैनपावर) तथा अन्य उपलब्ध सेवाओं के क्रय के लिए भारत सरकार द्वारा विकसित गर्वेन्मेण्ट ई-EkkdsZV प्लेस (जेम) की व्यवस्था लागू किये जाने हेतु विस्तृत दिशा निर्देश जारी किए गए है। उक्त शासनादेश के प्रस्तर 6 में यह प्राविधान किया गया है कि "किसी भी विभाग द्वारा किसी गुणवत्तापूर्ण सेवा के लिए कर्मियों को कितना मानदेय देय होगा इसका निर्णय संबंधित विभाग, विभिन्न सुसंगत नियमों के अनुरूप एवम् श्रम विभाग के न्यूनतम वेजेज के अनुसार करेगा, जोकि वर्तमान में कार्मिकों को प्राप्त हो रहे मानदेय से कम अनुमन्य नहीं होगा। श्रम संविदा नियमावली साप्ताहिक राजकीय मातृत्व आदि अवकाश एवम् कार्य के घंटे-जैसे नियमों का अनुपालन कराने की जिम्मेदारी केता विभाग की होगी।"
3- इस सम्बन्ध में उल्लेखनीय है कि श्रम विभाग के सुसंगत अधिनियमों एवं शासनादेशों में निम्नवत् व्यवस्था की गयी है:
(i) न्यूनतम वेतन अधिनियम 1948 के अंतर्गत वर्तमान में 74 अनुसूचित नियोजनों के लिए उत्तर प्रदेश शासन द्वारा न्यूनतम मजदूरी निर्धारित की गयी है और प्रत्येक छमाही (अप्रैल-सितम्बर एवम् अक्टूबर-मार्च) के लिए परिवर्तनीय महंगाई भत्ते की गणना की जाती है। मजदूरी की मूल दरों एवम् देय महंगाई भत्ते से सम्बंधित पत्रांक 268-76 / प्रवर्तन-एम0डब्लू / 15 दिनांक 31.03.2022 के माध्यम से जारी नवीनतम आदेश (सलग्न) के कमांक 74 पर ऐसे प्रतिष्ठान जो किसी अनुसूचित नियोजन के अधीन आच्छादित न हो, में नियोजन का उल्लेख है। मजदूरी की जो दरें मासिक आधार पर निर्धारित की गयी हैं उनकी दैनिक दर, मूल मजदूरी और परिवर्तनीय महंगाई भत्ते के 1 / 26 से कम तथा प्रतिघण्टे दर दैनिक दर का 1/6 से कम नहीं होगी। (संगत आदेश संलग्न)"
चिकित्सा, स्वास्थ्य एवं परिवार कल्याण विभाग द्वारा निर्गत शासनादेश संख्या-119/ पाँच/ 12022 दिनांक 05.04.2022 द्वारा आउटसोर्स जनशक्ति के वेतन / मानदेय निर्धारण के सम्बन्ध मे दिशा निर्देश पूर्व में ही जारी किए जा चुके है।
(8) न्यूनतम मजदूरी अधिनियम, 1948 की धारा-13 में सामान्य कार्यदिवस के लिए घण्टे नियत करना Fing hours for a normal working days, etc), धारा-14 में अतिकाल (Overtime) धारा-15 में ऐसे कर्मकार की मजदूरी जो सामान्य कार्यदिवस से कम काम करता है (Wage of worker who works for less then normal working day) से सम्बंधित प्राविधान है। तत्संबंधित नियमों का उल्लेख उत्तर प्रदेश न्यूनतम मजदूरी नियमावली, 1952 के नियम-23 से 25 में किया गया है जो निम्नवत है-"
नियम-23- साप्ताहिक विश्राम का दिन किसी अनुसूचित नियोजन, जिसके लिए अधिनियम के (a) अन्तर्गत न्यूनतम मजदूरी दर का निर्धारण हुआ है उसका कर्मचारी अनुसूचित नियोजन में उसी नियोजक के अधीन, लगातार छः दिन से कम नहीं, कार्य किया है. ऐसे कर्मचारी को प्रत्येक सप्ताह एक दिन का विश्राम दिया जायेगा, जो सामान्यतः "रविवार" होगा।
(b) नियम-24- सामान्य कार्यदिवस में कार्य के घण्टों की संख्या व्यक्त कर्मचारी के लिए 9 होगी जिसमें प्रतिदिन के कार्य के घण्टे इस प्रकार निर्धारित किये जायेंगे कि कोई अवधि 5 घण्टे से अधिक नहीं होगी, तथा कोई व्यस्क कर्मचारी 5 घण्टे से अधिक कार्य नहीं करेगा जब तक कि इससे पूर्व इसे कम से कम आधे घण्टे का विश्राम न मिल गया हो। अर्थात कर्मचारी को किसी कार्य दिवस में 5 घण्टे कार्य के बाद कम से कम आधा घण्टे का विश्राम मिल जाना आवश्यक है।
(c) नियम-24(क) (IV) - नियम-24 के अंतर्गत निर्धारित सामान्य कार्य के घण्टों से अधिक कार्य करने पर राज्य सरकार द्वारा भुगतान निर्धारित ओवरटाइम दर पर किया जायेगा। (d) नियम-25- जहाँ कहीं कर्मचारी कारखाना अधिनियम 1948 या उत्तर प्रदेश दुकान और वाणिज्य अधिष्ठान अधिनियम, 1962 के लागू होने के फलस्वरूप इनमें vuqeU; सुविधा पा रहा है, वहीं इस नियमावली के नियम 23 एवम 24 के प्राविधान उनके विपरीत प्रभावी नहीं होंगे।
(e) नियम- 25 (क) अनुसूचित नियोजन में कार्यरत कर्मचारी सामान्य कार्यदिवस के लिए निश्चित कार्य के घण्टों से अधिक कार्य अथवा एक सप्ताह में 54 घण्टों से अधिक कार्य करता है, उसे प्रत्येक घण्टे या उस घण्टे के किसी अंश के लिए अधिक कार्य हेतु सामान्य दर से दोगुना निम्नांकित ओवर टाइम दर का भुगतान किया जायेगा। (कृषि एवम् चाय बागान के नियोजन में ओवर टाइम दर सामान्य दर का डेढ़ गुना होगी)। कृषि एवम् चाय बागान के नियोजन को छोड़कर अन्य सभी अनुसूचित नियोजन में किसी एक कलेण्डर वर्ष में कुल 200 घण्टे से अधिक ओवर टाइम नहीं कराया जायेगा।
ओवर टाइम भुगतान दर्शाने वाले अभिलेख का रख-रखाव किया जायेगा। (f) नियम-21- मजदूरी अवधि एक माह से अधिक की नहीं होगी तथा कर्मचारी को मजदूरी का भुगतान उस मजदूरी अवधि की आखिरी तिथि के पश्चात् सातवा दिन समाप्त होने से पूर्व किसी कार्यदिवस में किया जायेगा।
महिला श्रमिक योजित होने की दशा में यदि सेवा प्रदाता ई०एस०आई० से आवर्त होगा तो मातृत्य हितलाम एवम् बीमारी से सम्बंधित हितलाभ ई०एस०आई०सी० से प्रदान किये जायेंगे। 4 शासन द्वारा सम्यक विचारोपरान्त मुझे यह कहने का निर्देश हुआ है कि श्रम विभाग 30 शासन की उपर्युक्त प्राविधानित व्यवस्थाओं को चिकित्सा, स्वास्थ्य एवं परिवार कल्याण विभाग में आउटसोर्सिंग ऑफ मैनपावर हेतु कड़ाई से अनुपालन सुनिश्चित किया जाए।"
18. As noticed in the order passed by this Court on 15.11.2021, the learned counsel for the petitioner had itself not pressed the relief with regard to challenge of the engagement of employees working on various posts by outsourcing through GeM portal, thus the relief stood confined to the disparity and the differential treatment meted to them and non adherence of the Government Orders issued from time to time referable to outsourcing of manpower through GeM portal.
19. This Court finds that the State of Uttar Pradesh through its functionaries had filed affidavit before this Court while noticing and admitting the fact that disparity and differential treatment has been meted in the matter of outsourcing, as not only remuneration/ honorarium differs from one place to another, namely for the sake of illustration from one district or the other and further the fact that the benefits relatable to weekly rest, maternity leave, holidays, working hours etc, are not being extended to them.
20. Bearing in mind, the above noted shortcomings and discrepancies now the State of Uttar Pradesh has come up with the uniform policy wherein not only the modalities have been fixed for the bids to be conducted for outsourcing of the manpower, but also uniformity in the payment of honorarium has been taken note of and further even the working conditions have been incorporated in a Government Order, so as to confer the outsourced employees the benefits making them in an advantageous position in that regard.
21. The genesis of economical, social and cultural rights itself finds its roots in Article 7 of the International Covenants of Economic, Social and Cultural Rights 1966, the same is being reproduced hereinbelow:-
"Article 7 The States Parties to the present Covenant recognize the right of everyone to the enjoyment of just and favourable conditions of work which ensure, in particular:
(a) Remuneration which provides all workers, as a minimum, with:
(i) Fair wages and equal remuneration for work of equal value without distinction of any kind, in particular women being guaranteed conditions of work not inferior to those enjoyed by men, with equal pay for equal work;
(ii) A decent living for themselves and their families in accordance with the provisions of the present Covenant;
(b) Safe and healthy working conditions;
(c) Equal opportunity for everyone to be promoted in his employment to an appropriate higher level, subject to no considerations other than those of seniority and competence;
(d) Rest, leisure and reasonable limitation of working hours and periodic holidays with pay, as well as remuneration for public holidays."
22. India as a democratic and socialist country became a signatory of the above noted covenant and ratified the same on 10.4.1979. In view of the aforesaid factual backdrop, various legislations were brought into existence, just in order to give fair wages, equal remuneration for work of equal value that too without distinction of any kind, which presupposes decent living, safe and healthy working conditions inculcating equal opportunity for everyone, which obviously includes not only elimination of the chances of discrimination, but also setting out the terms and conditions regarding their engagement as well as a cozy and congenial environment of working.
23. The Constitutional mandate to the State to protect the citizen's right to live with human dignity echoed by the Apex Court of this country is an unconditional promise that the polity owes to every citizen. This reverberation generated a bonhomie benevolent rights to the marginalized groups of our society.
24. Employees generally have optimistic expectations when they enter the workforce. Regardless of levels of experience, employees want to be treated with respect and dignity. Employees also want to feel valued and productive while at work. Work is, for many people, an expression of identity and a measure of one's worth to society. Self-esteem is often linked to job satisfaction and career growth.
25. The Parliament in exercise of the powers as conferred therein had enacted an Act by the name and the nomenclature of Equal Remuneration Act, 1976 in order to provide for payment of equal remuneration to men and women workers and for prevention and discrimination on the ground of sex against the women in the matter of employment and the matters connected therewith and incidental thereto.
26. For the reference, statement of objects and reasons are being extracted hereinunder: -
"Prefatory Note - Statement of Objects and Reasons. Article 39 of Constitution envisages that the State shall direct its policy, among other things, towards securing that there is equal pay for equal work for both men and women. To give effect to this constitutional provision, the President promulgated on the 26th. September, 1975, the Equal Remuneration Ordinance, 1975 so that the provisions of Article 39 of the Constitution may be implemented in the year which is being celebrated as the International Women's Year. The Ordinance provides for payment of equal remuneration to men and women workers for the same work or work of similar nature and for the prevention of discrimination on grounds of sex."
27. Parliament of India in order to amend and consolidate the laws relating to wages and bonus and the matters enacted thereto or incidental thereto enacted an Act by the name and the nomenclature of the Code on Wages 2019 (No.29 of 2019), which received assent of the President on 8.8.2019 and was also gazetted on the same day. As per Sub-Section 2 read with 3 of Section 1 under Chapter I, it extends to the whole of India and it shall come into force on such date, as the Central Government may by notification in the official gazette appoint and the different dates may be appointed for different provisions of the Code and any reference in any such provisions to the commencement of the Code shall be construed as a reference to the coming into force of that provision. Section 5 of Chapter- II of the Code on Wages, 2019 provides that no employer shall pay to an employee wages less than the minimum rate of wages notified by the appropriate Government and so far as Section 6 is concerned, it provides the criteria and the basis of fixation of minimum rate of wages payable to the employees as whereas Section 7 envisages the composition of minimum rate of wages fixed or revised by appropriate rate of Government. Section 8 in extenso provides that in fixation of minimum rate of wages for the first time or revising minimum rates of wages, detailed criteria to be adhered to as clearly provided therein. Section 9 provides for power of the Central Government to fix floor wage and Section 10 provides for wages of employee, who works for less than normal working day and Section 11 provides for wages for two or more classes of work. Section 12 provides for minimum time rate for piece work and Section 13 provides for fixing hours for working for normal working day, and Section 14 provides for wages for overtime work.
28. As per Sub-Section (3) of Section 1 of the Code on Wages, 2019, the provisions contained therein would come into force on such date as the Central Government by notification in the Official Gazette appoint, however, the same has not been enforced till date, but it finds its presence in the statute book.
29. A cumulative reading of the Minimum Wages Act 1948, the Equal Remuneration Act, 1976 and the Code on Wages, 2019 itself shows that they are the beneficial legislations engrafted for the benefit and the welfare of the workers with relation to wages, minimum wages and ancillary benefits as available under Labour Laws. The aforesaid Acts enjoin an obligation upon the appropriate Government to modify or amend the same as and when it has occasioned in the light of the relevant factors as prevalent from time to time.
30. The Hon'ble Apex Court in the case of Gujarat Majdoor Sabha and others vs. State of Gujarat, 2020(10) SCC 459 had an occasion to consider the right of the workers belonging to unorganized sectors working in manufacturing units. The Hon'ble Supreme Court in paragraphs-44, 45, 48 and 49 observed as under: -
"44. The Constitution is a charter which solemnized the transfer of power. But the constitutional vision of swarajya transcends the devolution of political power. The Fundamental Rights and Directive Principles of State Policy present a coherent vision of a welfare state that envisages justice- social, economic and political. Granville Austin, in his seminal work on the Indian Constitution, has collectively described them as "the conscience of the Constitution which connects India's future, present, and past by giving strength to the pursuit of social revolution in India". The colonial experience, and the poverty it sanctified as an incident of state policy, were the driving force in the Constituent Assembly's goal to achieve economic equality and independence. Although the Directive Principles were not intended to be capable of being independently enforced before the courts to invalidate a legislation, they inform state policies; act as a guidepost for legislation and provide sign posts for travelers engaged on the path of understanding the complexities which the Constitution unravels. Eminent legal scholar Upendra Baxi, while reviewing Granville Austin's work on the Indian Constitution had analysed the dichotomy of justiciability and non-justiciability of Fundamental Rights and Directive Principles. He had noted-
"..In no other area of constitutional scholarship, the need to ascend from the planet of platitudes to an analytic paradise is more compelling than in the study of directive principles. The fact that this distinction [in justiciability] is now a constitutional reality should not be allowed to obscure the more important fact that the directive principles and fundamental rights are both originally rooted in a vision of a new India. And though many writers on constitutional law have been led to draw a radical and sharp distinction between rights and principles, it is heartening that judicial decision-making has not failed to maintain the awareness of their basic unity".
45. The Factories Act is an integral element of the vision of state policy which seeks to uphold Articles 38, 39, 42, and 43 of the Constitution. It does so by attempting to neutralize the excesses in the skewed power dynamics between the managements of factories and their workmen by ensuring decent working conditions, dignity at work and a living wage. Ideas of ''freedom' and ''liberty' in the Fundamental Rights recognized by the Constitution are but hollow aspirations if the aspiration for a dignified life can be thwarted by the immensity of economic coercion.
48. The Constitution allows for economic experiments. Judicial review is justifiably held off in matters of policy, particularly economic policy. But the Directive Principles of State Policy cannot be reduced to oblivion by a sleight of interpretation. To a worker who has faced the brunt of the pandemic and is currently laboring in a workplace without the luxury of physical distancing, economic dignity based on the rights available under the statute is the least that this Court can ensure them. Justice Patanjali Sastry immortalized that phrase of this court as the sentinel on the qui vive in our jurisprudence by recognizing it in State of Madras vs. V G Row, AIR 1952 SC 196,. The phrase may have become weather-beaten in articles, seminars and now, in the profusion of webinars, amidst the changing times. Familiar as the phrase sounds, judges must constantly remind themselves of its value through their tenures, if the call of the constitutional conscience is to retain meaning. The ''right to life' guaranteed to every person under Article 21, which includes a worker, would be devoid of an equal opportunity at social and economic freedom, in the absence of just and humane conditions of work. A workers' right to life cannot be deemed contingent on the mercy of their employer or the State. The notifications, in denying humane working conditions and overtime wages provided by law, are an affront to the workers' right to life and right against forced labour that are secured by Articles 21 and 23 of the Constitution.
49. This Court is cognizant that the Respondent aimed to ameliorate the financial exigencies that were caused due to the pandemic and the subsequent lockdown. However, financial losses cannot be offset on the weary shoulders of the laboring worker, who provides the backbone of the economy. Section 5 of the Factories Act could not have been invoked to issue a blanket notification that exempted all factories from complying with humane working conditions and adequate compensation for overtime, as a response to a pandemic that did not result in an ''internal disturbance' of a nature that posed a '' grave emergency' whereby the security of India is threatened. In any event, no factory/ classes of factories could have been exempted from compliance with provisions of the Factories Act, unless an ''internal disturbance' causes a grave emergency that threatens the security of the state, so as to constitute a ''public emergency' within the meaning of Section 5 of the Factories Act. We accordingly allow the writ petition and quash Notification No. GHR/ 2020/56/FAC/142020/346/M3 dated 17 April 2020 and Notification No. GHR/2020/92/FAC/142020/346/M3 dated 20 July 2020 issued by the Labour and Employment Department of the Respondent State."
31. Recently, the Hon'ble Apex Court in Civil Appeal No. (S) 3153 of 2022, Maniben Maganbhai Bhariya decided on 25.4.2022 in paragraphs 40, 44, 52, 29, 31 and 32 observed as under:
"Rastogi, J.
........
40. If we look towards the problems plaguing the Anganwadi workers/helpers, the first and foremost, they are not holders of civil posts due to which they are deprived of a regular salary and other benefits that are available to employees of the State. Instead of a salary, they get only a so called paltry ''honorarium' (much lower than the minimum wages) on the specious ground that they are parttime voluntary workers, working only for about 4 hours a day.
44. This appears to be the reason that on acknowledging their services on account of an exponential increase in Anganwadi centres/workers which has been recognized by Government of India, the opportunities are made available to Anganwadi workers/helpers being brought into the mainstream and to become Government employee, with a passage of time.
52. Before parting with the order, I would like to observe that the time has come when the Central Government/State Governments has to collectively consider as to whether looking to the nature of work and exponential increase in the Anganwadi centers and to ensure quality in the delivery of services and community participation and calling upon Anganwadi workers/helpers to perform multiple tasks ranging from delivery of vital services to the effective convergence of various sectoral services, the existing working conditions of Anganwadi workers/helpers coupled with lack of job security which albeit results in lack of motivation to serve in disadvantaged areas with limited sensitivity towards the delivery of services to such underprivileged groups, still being the backbone of the scheme introduced by ICDS, time has come to find out modalities in providing better service conditions of the voiceless commensurate to the nature of job discharged by them.
Abhay S. Oka, J.
29. The definition of ''wages' is very wide. It means all emoluments which are earned by an employee on duty. Thus, the honorarium paid to AWWs and AWHs will also be covered by the definition of wages. As AWWs and AWHs are employed by the State Government for wages in the establishments to which the 1972 Act applies, the AWWs and AWHs are employees within the meaning of the 1972 Act. In view of the said Rules of the Gujarat Government, the Anganwadi centres are not under the control of the Central Government. Therefore, the State Government will be an appropriate Government within the meaning of clause (a) of Section 2 of the 1972 Act. Accordingly, a person or authority appointed by the appropriate Government for the supervision and control of AWWs and AWHs will be the employer within the meaning of clause (f) of Section 2.
31. For the reasons recorded above, I have no manner of doubt that the 1972 Act will apply to Anganwadi centres and in turn to AWWs and AWHs. In the impugned Judgment, the Division Bench was swayed by the view taken by this Court in the case of Ameerbi which was followed by the Delhi High Court in the case of Akhil Bhartiya Anganwadi Kamgar Union (Regd.) (supra). These decisions, for the reasons recorded earlier, have no bearing on the issue involved in these appeals. The learned Single Judge was right in holding that the 1972 Act was applicable to AWWs and AWHs. The Controlling Authority has granted simple interest at the rate of 10% on the overdue gratuity amounts. All eligible AWWs and AWHs shall be entitled to the benefit of interest.
32. Hence, I allow the appeals and set aside the impugned Judgment dated 8th August 2017 of the Division Bench of Gujarat High Court and restore the Judgment of the learned Single Judge dated 6th June 2016 in Special Civil Application no. 1219 of 2016 and other connected cases by holding that the provisions of the 1972 Act apply to AWWs and AWHs working in Anganwadi centres. Within a period of three months from today, necessary steps shall be taken by the concerned authorities in the State of Gujarat under the 1972 Act to extend benefits of the said Act to the eligible AWWs and AWHs. We direct that all eligible AWWs and AWHs shall be entitled to simple interest @ 10% per annum from the date specified under subsection 3A of Section 7 of the 1972 Act."
32. The Hon'ble Apex Court in the case of State of Punjab vs. Jagjit Singh, reported in 2017(1) SCC 148 had an occasion to consider the plight of daily wage employees, ad hoc appointees, employees appointed on casual basis, contractual employees while holding that they are entitled to minimum of the regular pay-scale. The Hon'ble Apex Court in paragraphs 43, 44, 54.3, 57 and 58 has observed as under:
"43. We shall now venture to summarize the conclusions recorded by this Court, with reference to a claim of pay parity, raised by temporary employees (differently designated as work-charge, daily-wage, casual, ad- hoc, contractual, and the like), in the following two paragraphs.
54.3. Based on the consideration recorded hereinabove, the determination in the impugned judgment rendered by the full bench of the High Court, whereby it classified temporary employees for differential treatment on the subject of wages, is clearly unsustainable, and is liable to be set aside.
57. There is no room for any doubt, that the principle of ''equal pay for equal work' has emerged from an interpretation of different provisions of the Constitution. The principle has been expounded through a large number of judgments rendered by this Court, and constitutes law declared by this Court. The same is binding on all the courts in India, under Article 141 of the Constitution of India. The parameters of the principle, have been summarized by us in paragraph 42 hereinabove. The principle of ''equal pay for equal work' has also been extended to temporary employees (differently described as work-charge, daily-wage, casual, ad-hoc, contractual, and the like). The legal position, relating to temporary employees, has been summarized by us, in paragraph 44 hereinabove. The above legal position which has been repeatedly declared, is being reiterated by us, yet again.
58. In our considered view, it is fallacious to determine artificial parameters to deny fruits of labour. An employee engaged for the same work, cannot be paid less than another, who performs the same duties and responsibilities. Certainly not, in a welfare state. Such an action besides being demeaning, strikes at the very foundation of human dignity. Any one, who is compelled to work at a lesser wage, does not do so voluntarily. He does so, to provide food and shelter to his family, at the cost of his self respect and dignity, at the cost of his self worth, and at the cost of his integrity. For he knows, that his dependents would suffer immensely, if he does not accept the lesser wage. Any act, of paying less wages, as compared to others similarly situate, constitutes an act of exploitative enslavement, emerging out of a domineering position. Undoubtedly, the action is oppressive, suppressive and coercive, as it compels involuntary subjugation."
(Emphasis supplied by us)
33. Following the judgment of Jagjit Singh (Supra) recently, the Hon'ble Apex Court in the case of Sabha Shanker Dube vs. Divisional Forest Officer and others, 2019(12) SCC 297 has observed in paragraph-12 observed as under:-
"12. In view of the judgment in Jagjit Singh (supra), we are unable to uphold the view of the High Court that the Appellants-herein are not entitled to be paid the minimum of the pay scales. We are not called upon to adjudicate on the rights of the Appellants relating to the regularization of their services. We are concerned only with the principle laid down by this Court initially in Putti Lal (supra) relating to persons who are similarly situated to the Appellants and later affirmed in Jagjit Singh (supra) that temporary employees are entitled to minimum of the pay scales as long as they continue in service."
34. Analysing the proposition of law as culled out in the above noted judgments irresistible conclusion can be safely drawn that the State being a model employer cannot act in such a manner, which not only creates disparity or tantamounts to encourage differential treatment in the matter of payment of remuneration, which might be in the form of honorarium as well as in the matters of working conditions. Here in the present case, it is the State Government, who by virtue of the Government Orders so issued from time to time as referred to above had made applicable the online platform by the name of GeM portal. It has been the consistent stand of the State that the payment of the remuneration should be as per the Minimum Wages Act, 1948 and working conditions should include number of working hours, days of working, maternity leave etc.
35. This Court further finds that the State of Uttar Pradesh and its functionaries have themselves rectified the defects and removed the lacunae, which were showing its presence in the Government Orders, while supplementing it with positive vibes, which were in the shape of a chariot bestowing benefits, which are legally admissible to the outsourced employees, who belong to unorganized sector.
36. In view of the foregoing discussions, the writ petition is partly allowed and disposed of with the following directions: -
(a) The respondents (State of Uttar Pradesh and its instrumentalities) shall strictly adhere to and comply with the Government Orders dated 7.12.2021, 5.4.2022 and 26.4.2022.
(b) If so occasioned in the light of the relevant factors, which include elevation of minimum wages, coupled with the benefits, which would be admissible from time to time, to the outsourced employee, the Government Orders may be amended/ modified from time to time.
(c) The State being a model employer must also make endeavours to issue appropriate Government Orders containing the aforementioned working conditions and maintaining uniformity in the payment of remuneration / honorarium in other departments through out the State of U.P.
(d) Needless to point out that whenever any modification / amendment is being made in the Government Orders, then they should be uploaded on the website so as to make it accessible to general public making them aware about rights and the privileges so conferred upon them.
(e) Once the Parliament of India has enacted the Code on Wages 2019 (No.29 of 2019), which has received the assent of the President and has been Gazetted on 8.8.2019 providing for amending and consolidating the law relating to wages and bonus and matters connected thereto and incidental thereto, then in view of the provisions contained under Sub-Section 3 of Section 1 of the Code on Wages 2019, this Court hopes and trust that the Central Government will expeditiously take steps to enforce the provisions of the Code on Wages, 2019.
Order Date :- 27.5.2022 N.S.Rathour