Friday, 18 October 2013

Quick Reference for (7th CPC or MPC) Advisers

Fourth CPC

Para 28.1.   Terms of reference in respect of armed forces personnel are as follows: -

“To examine the present structure of emoluments taking into account the total packet of benefits in cash and kind including death-cum-retirement benefits available to Armed Forces personnel and to suggest changes which may be desirable and feasible, having regard to their terms of conditions of service.”

Para 28.2.   Thus we were required to suggest changes in the structure of emoluments, benefits etc for armed forces personnel taking into account their conditions of service. Matters concerning their conditions of service like terms of engagement, service tenure, age of retirement, qualifying length of services for purposes of promotions are reviewed by government in order to maintain morale of the services and keep them an efficient instrument of defence. We have taken note of the conditions of service while determining the package of compensation for the armed forces personnel. The duties and responsibilities of the service personnel in different appointments, rigours and hazards of service life, their truncated career, the rigid disciplinary code, frequent moves and separation from family, constraints of organisational structure and stringent promotion criteria, etc., have been given due consideration while making our recommendations.       

Para 28.3.   It was considered necessary to evolve a suitable procedure for presentation of the proposals for services personnel. The question of appointing a sub-committee or special panel for examination for examination of matters relating to pay and allowances was considered by us. We felt that such a sub-committee or a special panel was not necessary as all the matters relating to defence personnel should be examined and dealt with by the Commission as a whole. We were informed that a procedure similar to that adopted at the time of the Third Pay Commission would be followed for presentation of proposals relating to armed forces personnel. Accordingly special pay cells were created in the three services headquarters under an officer of the rank of Major General and equivalent. An expert cell was also created in the Ministry of Defence for coordination and appraisal of the proposals to be made by the pay cells.

Para 28.4.  The proposals formulated by the three pay cells were forwarded to Defence Ministry and copies were received in the Commission from October 1984 onwards. We were subsequently informed by the Defence Ministry that it had not been possible for the expert cell to work out formulations acceptable to the three services headquarters on the one hand and the Ministry of Defence and Defence Finance on the other. It was suggested by the Defence Ministry that the proposals furnished by the pay cells  may be considered on their merits.

Para 28.5.   Subsequent to receipt of the proposals from the three pay cells, we received in April 1985 joint proposals regarding military salary system of officers, and military service pay as recommended by the Chiefs of Staff Committee. We were informed that it had not been possible to achieve any consensus in regard to the pay structure for personnel below officer rank. We also received joint proposals as recommended by the Chiefs of Staff Committee on allowances and non-effective benefits of the armed forces personnel. It was noted that in case of certain allowances it had not been possible to reach consensus among the three service headquarters. In our examination of the pay structure, allowances and other related matters for the service personnel, we have taken into account the joint proposals as also clarifications received from the pay cells from time to time.    

Para 28.11. It has been urged that the pay scales of service officers should be determined with reference to the requirements of the services. It has been pointed out that the nature of cadre structure in services is different as the number selected for advancement in every rank is limited in view of the command and control structure of the services. As a result, officers who cannot be promoted are entrusted with other assignments requiring skill and experience. It has been suggested that it will be desirable to provide necessary incentives to such officers also. In a rank oriented organisation like the Armed Forces, cadre reviews which result in upgradation of posts cannot always achieve the desired effect. It has been pointed out that although the cadre reviews carried out in the past brought about some improvements in career progression of service officers, they created problems in the organisational structure. It has been emphasised that it is not possible to undertake any further large scale cadre reviews without unacceptable aberrations in the functional hierarchical structure. It has therefore been suggested that the pay structure for defence services should be such that a fair share of the talent is attracted and kept motivated throughout the service. In the joint proposals the services have proposed a running pay band for all officers covering pay band for all officers covering a time span of 33 years. Separate rank pays have been proposed for each successive rank on a cumulative basis……        

Fifth CPC

Our Terms of Reference   142. 1. Our terms of reference in respect of the Armed Forces personnel are identical to the terms of reference for other Central Government employees. As brought out elsewhere, our terms of reference with regard to Armed Forces personnel represent a major departure from the terms of reference of the Third and Fourth CPCs. While these CPCs were not required to examine the terms and conditions of service of the Armed Forces personnel, we have been entrusted with the task of studying and making recommendations also on the various conditions of service of the Armed Forces Personnel like their terms of engagement, service tenure, age of retirement, qualifying service for promotion etc. as for other Central, Government employees.

Setting up of Cells 142.2. To enable the services to formulate their proposals in respect of service personnel, the Government set up special pay cells in the three Service Hqrs under an officer of the rank of Major General and equivalent. Following the procedure adopted by earlier Pay Commissions, a cell was also set up by the government in the Ministry of Defence for handling of these matters in the Ministry.

Joint Proposals  142.3. The Armed Forces submitted a joint memorandum containing their proposals on pay and allowances, and conditions of service and pensions. We are
happy to note that it was for the first time that a joint memorandum on such issues was submitted to a CPC by the three Services. On receipt of the memorandum, we obtained the views of the Ministry of Defence on the proposals made by the Armed Forces. We also received supplementary demands from the Armed Forces in the form of addenda to the joint memorandum.

Considerations of proposals  142.4. In order to consider the proposals in detail, we had several discussions with the representatives of the Armed Forces Pay Commission Cells and officers of the Ministry of Defence. A substantial amount of supplementary comprehensive presentation of their proposals also provided us an opportunity to clarify the position with regard to many service matters.

Involvement of the Army in Internal security Duties 143.14. The primary task of the Army is to defend our territorial integrity against external aggression and war and to remain ever prepared to meet any eventuality of war and external aggression. The current trends indicate that the Army has been increasingly involved in internal security duties, which has not only put avoidable strain on the Army but is also affecting the ethos and morale of its personnel. We strongly feel that though the Army should be available it should not be routinely involved in internal security problems, the primary responsibility of which is that of the Ministry of Home Affairs. We have separately made recommendations elsewhere on reorganisation of Police Forces for counterinsurgency and internal security purposes.

Major Demands 144. 6.  'The Services have suggested two options for restoring the attractiveness of' the Armed Forces -the first to improve the psychic factor and the second to improve the emoluments structure, The 'psychic' factor is stated to flow from a sense of possessing authority and power, status and prestige, distinction in society at large and a feeling of involvement in the governance of the country. It has been stated that the adverse changes in the relativity established through the Warrant of Precedence has been a major contributor to the deteriorating psychic factor and restoration of the position prevailing as per Warrants of Precedence before 1950 has been demanded. Besides this, the Armed Forces have emphasised the need to give special consideration to the constraints of their organisational and functional hierarchy which prevents creation of posts at higher levels and therefore results in limited career prospects with the accompanying psychological pressure of possible supersession. The long term solution in their opinion lies in a lean regular cadre and a wide Short Service Commission participation. As regards emoluments structure, the Armed Forces have suggested delinking of pay structure from rank structure on the lines of the present integrated pay scales both for officers and PBOR with relativities vis-à-vis civilians being based on pay rather than rank. In addition, compensation for turbulence, provision of housing and education of children have also been cited as major concerns. Another proposal is to provide an assured career upto the universal age of retirement through lateral induction for a second career option or as an alternative to provide adequate compensation in pensions.

Our Approach      144.10           In our view, the shortfall in the regular entry could be attributed to the liberalised economic scenario and the removal of ceiling in private sector salaries, which have had an all round impact on the attractiveness of the Government Sector in general and have been discussed elsewhere. ……. The MARG Report has indicated a high degree of sensitivity to the compensation package and has brought out that an additional 13% bright students would be willing to join the Armed Forces if the take home packet is increased to Rs 7000/- p m. We find that the Third CPC, while considering the issue of shortfall in the intake of the officer cadre had held that "the quality of recruitment to the Armed Forces will be satisfactory only if service pays are comparable to levels of remuneration in civilian employment." Considering all these factors, we have recommended a starting salary of Rs.82W/- p.m. for Commissioned Officers of the Armed Forces giving them an edge over the Civil Services……We feel that the higher starting salary coupled with the other benefits recommended specially for the Armed Forces would make them more attractive and lead to better response from the youth.

Our Suggestions 144.11             In addition, in order to attract the youth as also to influence perceptions, we suggest that purposive efforts may be made by the Armed Forces to give wide publicity through the media highlighting the advantages and special benefits available in a career in the Armed forces. The constant refrain of the statements ascribed to the highest leadership in the Armed Forces only brings out the negative features of the present disenchantment of the youth with a military career. Such an attitude is bound to be counter-productive as it may dissuade even those young men who may otherwise be willing to join the Armed Forces for reasons of patriotism, love of adventure or a nationalistic sentiment

Existing Package 144.14            We have also looked into the total package of benefits available to service personnel as compared to civilian employees. A large number of concessions and facilities are not available to civilian Gp. 'A' Officers which arc available to service officers even in peace areas. These include free rations. subsidised license fees,
electricity and water charges, free medical facilities, more liberal leave entitlements, travel concessions, CSD facilities,  weightage in qualifying service for pensions etc. Similarly, PBOR are entitled free food, accommodation, clothing, free medical facilities, and concession vouchers for travel, liberal leave entitlements, and compensation in pensions. Therefore, the total package of compensation available is tilted in favour of the Services. The Ministry of Defence have further pointed out that that cadre review undertaken for officers from time to time have provided a substantial number of posts at higher levels and many posts earlier held by Colonels are now being held by Brigadiers or Major Generals. The provision of granting acting or officiating rank also results higher monetary compensation to Defence Officers. Moreover, the provision of free food, accommodation, and allied services to PBOR insulates them from inflationary trends and service in Armed Forces enables them to acquire at Government cost technical and other skills which arc marketable in the civilian world. Besides, several schemes for rehabilitation of ex-servicemen have also been formulated by the Government and since 1992 near parity in pensions of past and present pensioners have also been provided.

Our Recommendations 144. 15         We consider that all the existing additional benefits are morale boosting measures and have made our recommendations elsewhere on the continuance of these special privileges. In addition, the following new provisions have also been suggested by us under the relevant Chapters:

1.         Grant of Assured Career Promotion Scheme to officers and PBOR to provide financial upgradation delinked from vacancies

2.         Abolition of rank of Second Lieutenant

3.         Reduction in time taken for substantive promotion of Service Officers.

4          Increase in weightage in qualifying service for pension.

5.         Substantial increase in rates of CILQ.

6.         Increase in rates of risk related and other allowances.

7.         Introduction of it scheme of lateral entry into CPOs to provide a fuller career.

8.         Introduction of liberal ex-gratia payment for casualties.

9.         Scheme to grant near parity in pensions.

10.       Enhanced percentages of reservation of posts in Government, and

11.       Rationalisation of rules governing disability pension.

Status of Warrant of Precedence 144.16  As regards the concern expressed by the Armed Forces regarding status as related to Warrant of Precedence, we feel it is not within our purview to suggest any changes in the Warrant of Precedence which is published after the approval of the President. The Ministry feels that the existing table is well balanced and does not require any change

Sixth CPC

Chapter 2.3 of Sixth Central Pay Commission Report: Pay scales of Defence Forces Personnel


 2.3.1. The first two Pay Commissions did not consider the pay scales, allowances and other service conditions of Defence Forces personnel. At that time, the structure of emoluments of the Defence Forces personnel was looked into by the departmental committees which included the representatives of the three services (emphasis supplied).

Post-war Pay Committee

2.3.2. After the First Pay Commission, a Post War Pay Committee was constituted for the Defence Forces personnel. Their recommendations were implemented from 1/7/1947. The Committee simplified the pay structure of the Defence Forces personnel considerably and abolished a number of allowances which had either relevance only to war conditions or which could be merged with the pay. The Committee established a broad relativity of officers of Defence Forces with the officers of Class-I central services and the Indian Police Service (IPS). Insofar as Personnel Below Officer Ranks (PBORs) were concerned, the fully trained infantry solider with 3 years service was equated with a semi-skilled worker. Pension related issues of the Defence Forces were considered subsequently by the Defence Forces Pension Revision Committee constituted in 1949 which gave its report in 1950.

Raghuramaiah Committee

2.3.3. Subsequent to the report of the Second Pay Commission, the consequential changes for Defence Forces personnel were effected as per the recommendations made by the Raghuramaiah Committee that gave its report in 1960. The revisions made by this Committee were consequential in nature and broadly followed the revisions made by the Second CPC on the civil side. The Committee did not modify any of the principles followed by the Post War Pay Committee. The Raghuramaiah Committee specifically mentioned that the accepted parallel between defence service officers and Class-I services of the Central Government, particularly the Indian Police Service should be continued.

Subsequent developments

2.3.4. Subsequently, the parity of officers’ pay scale in Defence Forces vis-à-vis that of the IPS got cemented further and modifications in the IPS scales became a trigger for corresponding changes in the analogous grade in the Defence Forces.
Chapter 2.3
Third Pay Commission

2.3.5. The Third Pay Commission was the first Commission whose terms of reference included examination of the structure of emoluments, the retirement benefits and terms and conditions of the Defence Forces personnel. The Commission noted that the relativity of the officers in Defence Forces vis-à-vis IPS was only a working method of devising scales of pay for the service officers which did not mean that the functional role of the two services were similar. The Commission, however, qualified this statement by mentioning that the job profile of IPS officers was the closest civilian analogue vis-à-vis infantry officers and that a working relationship did exist between the two organizations. The Commission also specifically noted that the pay structure of the Indian Administrative Service with its long pay scales was particularly unsuitable for service officers.

Disturbance Allowance and the edge in Defence Forces pay scales

2.3.6. The Defence Forces had demanded a higher rate of Special Disturbance Allowance from the Third Pay Commission. The Commission, however, noted that the Disturbance Allowance was granted in 1950 as a temporary measure to improve the earnings of service officers without interfering with the pay scales introduced as per the recommendations of the Post War Pay Committee which had brought down the pay scales of many Indian Commissioned Officers (ICOs). At such time, the grant of Disturbance Allowance offered some relief to them. The Third Pay Commission noted that the extent of turbulence was off-set by the special facilities given to Defence Forces personnel and no justification existed for continuance of the Special Disturbance Allowance as a separate entity. The Commission, however, did not recommend total abolition of this allowance as it had existed for a long time and instead merged this allowance with the pay scales of Defence Forces officers. Hence, the Third CPC pay scales of Defence Forces officers also contained an element of Special Disturbance Allowance which had hitherto been given as a separate allowance. On account of this fact, post-Third CPC, the pay scales of Defence Forces officers had a slight edge vis-à-vis the analogous posts in the civilian side.

Fourth CPC

2.3.7. The Fourth CPC, while devising the revised pay scales of Defence Forces officers took into note the proposal seeking running pay bands put forth by the Defence Forces. The Defence Forces had desired a running pay band so as to ensure a smooth and improved career progression which otherwise was not possible especially as any large scale cadre review in the Defence Forces would have created unacceptable aberrations in their hierarchical structure.

The Fourth Pay Commission, accordingly, recommended an integrated pay scale for all officers upto the rank of Brigadier and equivalent in three services and separately gave a rank pay ranging from Rs.200 to Rs.1200 p.m. for posts from Captain/equivalent to Brigadier/equivalent. During such time, the Defence Forces had desired inclusion of the officers in the rank of Major General also in the proposed integrated pay scale. This was, however, not found acceptable by the Fourth CPC who, therefore, placed Major Generals
in the pay scale of Rs.5900-6700 being the senior administrative pay scale (SAG) for civilians.

Fifth CPC

 2.3.8. The Fifth CPC took note of the fact that the Special Disturbance Allowance had been incorporated by the Third CPC in the pay scales of Defence Forces officers. The Commission, accordingly, recommended a similar edge in the starting pay of Lieutenant (the rank of 2nd Lieutenant having been recommended to be abolished by the Commission) who was, therefore, given the starting pay of Rs.8250 as against Rs.8000 recommended for a civilian Group A officer. Before the Fifth CPC, the Defence Forces
had proposed two running pay bands for Defence Forces officers – (i) till the post of Colonel; and (ii) from Brigadier to Lt. General. The Fifth CPC, however, concluded that a separate dispensation for Defence Forces in the form of running pay bands would have repercussions on civilian employees and that the better method would be to provide explicit compensation in regular pay scales. The Commission, accordingly, recommended abolition of integrated pay scales by regular pay scales with progression in pay being provided by the mechanism of ACP Scheme. The Fifth CPC, however, retained the concept of rank pay for officers till the post of Brigadier. The pay scale of Major General/equivalent was recommended as Rs.18400-22400 on par with SAG scale of civilians.

Relativity between Defence Forces and civilian officers established by the earlier Pay Commissions

2.3.9. The relativity existing between pay scales of analogous posts in the Defence Forces and the civilians since the time of Third Central Pay Commission is tabulated as follows:

Third CPC recommendations (in Rs.)

Defence Forces*

Grade                                Pay Scale
Grade                      Pay Scale

JTS                                      700-1300
2nd Lieut.                    750-790
Lieut.                             830-950

STS                                   1100-1600
Capt.                          1020-1450
Major                         1350-1750

JAG                                   1200-2000

Lt. Col. (Acting)        1500-1900
Lt. Col. (Subs.)          1700-1900
Lt. Col. (TS)               1800 (Fixed)

NFSG                               2000-2250
Colonel                     1950-75-2175

DIG                                  2250-2500
Brig.                     2200-100-2400

SAG I                               2500-2750
Major General              2500-2750

HAG                                 3000 Fixed
Lt. General                       3000 (Fixed)

Secretary                             3500
Fixed General                    3500 (Fixed)

 Service Chiefs                   4000 (Fixed)

*(The pay scales in Navy were slightly different.)

Fourth CPC recommendations
Defence Forces

Grade                          Pay  Scale (Rs.)

Grade                                 Pay Scale (Rs.)

JTS                                       2200-4000
STS                                      3000-4500
JAG                                     3700-5000
NFSG                                 4500-5700
DIG                                      5100-5700
                                             (Revised to

SAG                                  5900-6700
HAG                                7600 (fixed)
Secretary                        8000 (fixed)
Cab. Secy.                      9000 (fixed)

2nd Lieut. to Brig.                2300-100-4200-
                                                   pay scale)
                                                (Revised to
Rank                       Amount of rank pay
Capt. & equ. 200
Major & equ. 400
Lt. Col. (Sel. & equ.) 600
Col. & equ. 800
Brig. & equ. 1200

Pay scales for higher levels
Maj. Gen. & equ.           5900-200-6700
Lt. Gen.                          7600 (fixed)
Army Comm.               8000 (fixed)
Service Chiefs              9000 (fixed)

Fifth CPC recommendations

Defence Forces

Grade                               Pay Scale (Rs.)

Grade                 Pay Scale        Rank pay
                                   (Rs.)                  (p.m.)

JTS                                     8000-13500

Lieut.                  8250-10050
Capt.                    9600-11400                 400

STS                                     10000-15200
Maj.                     11600-14850              1200

JAG                                    12000-16500
Lt. Col.               13500-17100                1600

NFSG                                 14300-18300
Col.                       15100-17350             2000

DIG                               16400-20000
Brig.                     15350-17600              2400

SAG                                   18400-22400
Maj. Gen.            18400-22400

HAG                                  22400-24500
Lt. Gen. & equ. 22400-24500

Secretary                                26000

Vice Chiefs and Army Comm.
Equivalent                      26000 (fixed)
Cab. Secy.                                 30000

Service Chiefs               30000 (fixed)


 2.3.10. The following facts emerge from the history of the rank structure of officers in the Defence Forces:-

(i) A broad parity has always existed between the pay scales of Defence Forces officers and civilian group A services in general and with IPS in particular.

(ii) Special Disturbance Allowance was given to the Defence Forces officers in 1950 as a temporary measure to improve their earnings without interfering with the pay scales introduced as per the recommendations of the Post War Pay Committee which had brought down the pay scales of many Indian Commissioned Officers (ICOs).

(iii) An edge was provided by the Third CPC in the Defence Forces officer’s pay scales because the Commission had converted the then existing Special Disturbance Allowance into an edge in starting pay vis-à-vis the civilian group A officers.

(iv) The Fourth CPC had continued this edge in devising the running pay band for Defence Forces officers up to the rank of Brigadier and had revised the integrated pay scale taking in account the time taken for promotion to different pay scales. The element of rank pay was carved out of the pay scales so revised after giving the edge vis-à-vis civilian group A officers.

(v) The Fifth CPC maintained this edge even though it reverted from running pay bands to individual pay scales for various officers’ ranks in the Defence Forces.

(vi) The edge in the Defence Forces pay scales for their officers is on account of the Special Disturbance Allowance. Otherwise, the established relativity of the posts of Major General and Brigadier is with SAG and DIG pay scales of civilians/police forces respectively.

(vii) The Defence Forces had sought running pay band upto the post of Major General before the Fourth CPC. The Commission, however, conceded the running pay band only upto the post of Brigadier/equivalent.

(viii) The Fifth CPC had not recommended running pay in Defence Forces on account of the repercussions it would have had on civilian pay scales.

The Formula for Revising Pay Scales

Fourth Pay Commission
Fifth Pay Commission
Sixth Pay Commission
Increase by 20% of the sum arrived at by (i) basic pay + (ii) DA, Addl DA, Adhoc DA + Interim relief + (iv) special pay where applicable (v) + NPA where applicable
Increase by 40% of the sum arrived at by (i) basic pay + Rank pay (ii) DA, Addl DA, Adhoc DA + Interim relief + (iv) special pay where applicable (v) + NPA where applicable
Existing pay multiplied by a factor of 1.8

The Allowances

Fourth Pay Commission
Fifth Pay Commission
Sixth Pay Commission
Increase in

Outfit allowances

Kit Maintenance Allowance

Outfit allowance for PBOR

Travelling allowance

Leave Travel Concessions


Separation Allowance

Technical Pay

Qualification Pay/Grant

Specialist Pay for AMC, ADC


Good Service/Good Conduct Pay

Field Service Concessions

Snow bound area allowance

Flying Pay

Submarine Pay

Hardlying Money

Diving allowance/Dip Money

Survey Bounty/Pay

Sea Service Concessions

Project allowance

Deputation allowance

Transport for school going children
Changes from 4th CPC

Increase in

(i) Rations

(ii) House building advance limit from Rs 70,000 to Rs 2.50, 000

(iii) Conveyance advance as for civilians

(iv) CILQ

(v) Flying Pay

(vi) Test Pilots allowance

(vii) Submarine Pay & renamed as

(viii) Submarine allowance

(ix) Dip money

(x) Special Forces allowance (earlier Para Commando allowance)

(xi) Marine Commando & Chariot Pay

(xii) Para Pay

(xiii) PJI Pay

(xiv) Field Service

(xv) Modified Filed Area allowance

(xvi) High Altitude allowance

(xvii) Sea Duty allowance

(xviii) Entertainment allowance for Service Chiefs, Army Cdrs and equivalents etc

(xix) Flight Steward allowance
 (xx) Air despatch pay

(xxi) Qualification Pay & Grant

(xxii) Technical Pay

(xxiii) Submarine Technical allowance

(xxiv) Language allowance

(xxv) Unit certificate and Charge Certificate allowance (Navy)

(xxvi) Flight charge certificate  (Navy)

(xxvii) JAG Deptt examination reward

(xxviii) Uniform allowance PBOR, and for Commissioned Officers

(xxix) Kit Maintenance Allowance

(xxx) Personal Maintenance allowance – PBOR

(xxxi) Rum allowance – PBOR

(xxxii) LTC

(xxxiii) Daily Allowance

New Introductions

(i) Provision of SFQ

(ii) Siachen allowance

(iii) PG allowance at CHS rates of Civilian Medical officers

(iv) Spectacles allowance

(v) Funeral allowance

(vi) Permanent transfer entitlements

1. Allowances common to civilian personnel i.e. DA, CCA, Tpt allowance, Children Education allowance, Conveyance allowance, NPA (Para 4.10.5)

2. In addition compensatory allowances, and if field service concessions are admissible in such areas, higher of

(i)Special Compensatory (Hill Area) Allowance,
(ii) Special Compensatory (Remote locality) allowance
(iii) Island Special Duty allowance
(iv) Project allowance
(v) Hard Area allowance
(Special Compensatory allowance
(Para 4. 10.6)

3. Deputation allowance

4. HRA

5. Bhutan Compensatory allowance

6. Instructional allowance

7. Specialist allowance
(AMC, ADC and RVC)

8. PG allowance

9. Language allowance

10. Flying, Submarine, Siachen allowance

11. Test Pilot allowance

12. Submarine Duty allowance

12. Diving allowance, Dip money, Attendant allowance

13. Special Forces allowance

14. PJI and Free Fall Jump Instructor allowance

15. Para and Para Reserve allowance

16. Highly Active Arae Allowance and Counter Insurgency allowance

17. High Altitude allowance

18. Sea Going/Sea Duty allowance

19. Hardlying money

20. Official Hospitality allowance

21. Technical allowance and Professional allowance

22. Qualification grant

23. Qualification Grant

24. JAG Deptt Examination Rewards

25. Uniform related allowances  - Officers

26. Funeral allowance

27. Hydrographic survey allowance

28. Free ceiling for electricity

29. LTC

30. Full pay and allowances during entire period of hospitalisation 

31. Maternity leave

32. House Building Advance and Conveyance Advance same as for civilians

33. Rate of allowance enhanced by 25% every time DA payable goes up by 50%


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