Labels
- Building Materials (2)
- civil engineering (16)
- Civil Engineering Career (3)
- Concrete (8)
- Maintenance (2)
- Organisation (1)
- Project Management (9)
- Public Sector Civil Works Management (2)
- QS (1)
- Rules and regulations (11)
- Safety (6)
- Sreekumar's Checklists (3)
Checklists for Bathrooms / WCs
ITEMS
1. Indian / European type WC with flush
2. Bath Tub
3. Shower
4. Water Heater
5. Cabinet for placing soaps, shampoos, toothpaste/brushes, shaving set, cleaning liquids, cleaning brushes, waste bin
6. Cloth hanger for hanging clothes, towels
7. Window mosquito screen
8. Mirror
9. Wash basin
10. Anti skid floor tiling
11. Water traps for WCs and waste water
1. Indian / European type WC with flush
2. Bath Tub
3. Shower
4. Water Heater
5. Cabinet for placing soaps, shampoos, toothpaste/brushes, shaving set, cleaning liquids, cleaning brushes, waste bin
6. Cloth hanger for hanging clothes, towels
7. Window mosquito screen
8. Mirror
9. Wash basin
10. Anti skid floor tiling
11. Water traps for WCs and waste water
Restrict home built up areas-it is time to protect the nature and the poor
Building materials are becoming scarce in Kerala. Prices are shooting up. River sand is no more available and all are depending on Manufactured Sand (M-sand). A single laterite brick costs Rs.25 at Kozhikode (24 Jan 2012). In Wynad quarries have spoiled the landscape and is fast killing its tourism potential and environment.
At the same time another phenomenon is also worth noting. The number of fabulously rich people have gone up in Kerala with the inflow of foreign exchange. This has resulted in a spurt in large mansions which are homes of the filthy rich. Sprawling bungalows with large built up areas surrounded by hundreds of metres of compound walls, that are equally ornate, has become common sight even in villages.
The gap between the rich and the poor has widened. While the rich are constructing palatial bungalows the poor are unable to make homes. Land prices are high, building material prices are high and labour costs have shot up through the ceiling.
The impact on environment due to this boom in construction is appalling. Beautiful hills are razed down; paddy fields are becoming rare; many species of flora and fauna have become extinct. And everywhere ugly concrete houses painted with flashy colours have sprung up.The use of alternatives like concrete blocks instead of laterite stones is common.
The labour wages have gone up. A construction worker gets Rs.500 plus food expenses daily. Kerala has become the gulf for labourers from Orissa and Bengal where wages are only a fraction of this. Civil engineers are also hard to find, unlike a few years back.
Are the poor pushed out of Kerala? The rich ones are fast consuming all the building materials for their mansions. The environment is being pushed to limits. Very soon a stage will reach that it become impossible to quarry building materials any more. The severe scarcity of sand has pushed the price of sand and it is becoming precious commodity. It is difficult for a low income person to own a house here. Is it ethical to allow the rich to use their money power to buy natural resources indiscriminately?
Another interesting fact is that the large mansions of the rich are largely unoccupied. At the same time the smaller houses are heavily occupied. The rich ones build houses to show off because they have surplus money which they do not know what to do. So they build palatial bungalows. The high rising flats are also becoming numerous and the largest one 40 storeyed Burj Kozhikode is coming up in Kozhikode. Many of the flats are also unoccupied most of the time. Non Resident Indians just buy them so that they can stay while they are in Kerala.
My office driver Gopalan, aged 60, who could not manage to build a home so far asked me 'Can't town planning department stop these rich ones building large houses? Can't they permit floor area according to family size of the owner?'. Yes, that is it. It is time the government stepped in to stop profligacy in construction of houses. Because people like Gopalan is suffering due to high prices of building materials. They too dream of owning a small home of their own. But prices of land and building materials are beyond their reach because of heavy demand created by the rich.
The thousands of kilometers of compound walls built around the compounds of the rich and the middle class is nothing but environmental vandalism. The building materials used for these compound walls itself would be sufficient to provide houses for the homeless. A couple of decades back the compound walls were rare in villages. People just separated their plots using varambus or mud humps or 'velis' or natural fences. The fences are becoming a rare sight and are replaced by cement plastered and emulsion painted masonry walls.
At the same time another phenomenon is also worth noting. The number of fabulously rich people have gone up in Kerala with the inflow of foreign exchange. This has resulted in a spurt in large mansions which are homes of the filthy rich. Sprawling bungalows with large built up areas surrounded by hundreds of metres of compound walls, that are equally ornate, has become common sight even in villages.
The gap between the rich and the poor has widened. While the rich are constructing palatial bungalows the poor are unable to make homes. Land prices are high, building material prices are high and labour costs have shot up through the ceiling.
The impact on environment due to this boom in construction is appalling. Beautiful hills are razed down; paddy fields are becoming rare; many species of flora and fauna have become extinct. And everywhere ugly concrete houses painted with flashy colours have sprung up.The use of alternatives like concrete blocks instead of laterite stones is common.
The labour wages have gone up. A construction worker gets Rs.500 plus food expenses daily. Kerala has become the gulf for labourers from Orissa and Bengal where wages are only a fraction of this. Civil engineers are also hard to find, unlike a few years back.
Are the poor pushed out of Kerala? The rich ones are fast consuming all the building materials for their mansions. The environment is being pushed to limits. Very soon a stage will reach that it become impossible to quarry building materials any more. The severe scarcity of sand has pushed the price of sand and it is becoming precious commodity. It is difficult for a low income person to own a house here. Is it ethical to allow the rich to use their money power to buy natural resources indiscriminately?
Another interesting fact is that the large mansions of the rich are largely unoccupied. At the same time the smaller houses are heavily occupied. The rich ones build houses to show off because they have surplus money which they do not know what to do. So they build palatial bungalows. The high rising flats are also becoming numerous and the largest one 40 storeyed Burj Kozhikode is coming up in Kozhikode. Many of the flats are also unoccupied most of the time. Non Resident Indians just buy them so that they can stay while they are in Kerala.
My office driver Gopalan, aged 60, who could not manage to build a home so far asked me 'Can't town planning department stop these rich ones building large houses? Can't they permit floor area according to family size of the owner?'. Yes, that is it. It is time the government stepped in to stop profligacy in construction of houses. Because people like Gopalan is suffering due to high prices of building materials. They too dream of owning a small home of their own. But prices of land and building materials are beyond their reach because of heavy demand created by the rich.
The thousands of kilometers of compound walls built around the compounds of the rich and the middle class is nothing but environmental vandalism. The building materials used for these compound walls itself would be sufficient to provide houses for the homeless. A couple of decades back the compound walls were rare in villages. People just separated their plots using varambus or mud humps or 'velis' or natural fences. The fences are becoming a rare sight and are replaced by cement plastered and emulsion painted masonry walls.
NEED FOR ANNUAL STATE ENGINEERING SERVICES RECRUITMENT
Human
resources constitute the backbone of any organization. Public sector organizations
are no different. Officers and staff who are properly qualified, motivated and
committed to their work are essential for proper execution of tasks and to
deliver quality output. Successful organizations ensure that their team
consists of efficient workforce and human resources development is given top
priority.
Central
government has a well planned and time tested process for recruiting engineers for
the public sector organizations which is similar to recruitment for the Indian
Civil Services. The Union Public Service Commission (UPSC) conducts the Indian
Engineering Services (IES) Exam annually and allocates the selected candidates
to various public sector enterprises like CPWD, Railways, etc. The State
governments, however, do not have such meticulous recruitment process. Annually
conducted State Engineering Services Exam for recruiting engineers to various
State agencies would be a giant step towards improving the human resourced
development of these agencies.
The
State engineering organizations are as important as the central government organizations
in delivering engineering services to the public. Each State agency recruits
their engineers separately through State Public Services commissions. As a
result the State PSCs conduct separate recruitment tests for each government or
public sector firm. This practice is the
cause of umpteen litigations with respect to service matters.
There
is multitude of advantages in annual recruitment of engineers through common
Engineering Services Exam, such as:
(i)
Fresh engineering graduates get opportunity to
be recruited into state service by appearing in the SES exams every year.
(ii)
The hierarchical organizational structure
becomes more meaningful with senior officers having age seniority and better
experience over juniors. This helps senior officers to exert authority more
effectively.
(iii)
Avoids situations where officers recruited in
the same batch occupying widely different positions, juniormost to seniormost
positions, towards the end of their incumbencies
(iv)
Avoids
situations where officers recruited other than through main recruitment exams
occupying top positions all the time.
(v)
Avoids situations where posts remain vacant for
long time
(vi)
Helps organizations to get more talented
officers
Every
year a previous batch retires and a new batch enters the service. In the
present system recruitment take place only once in many years or even decades
and when it happens they do it in bulk numbers. There is a huge gap of years
between two successive batches of officers.
Officers
from the same batch of recruitment will occupy positions from lowest rung of
the hierarchy to the top of the hierarchy.
This results in poor authority for higher officers over the lower ones.
The
officers in the lower rung would not have received even a single promotion
during their entire career with the organization, may be 25 or 30 years. The
officers in the top of the PSC list gets opportunity for occupying the top
posts for many years.
In
the highly competitive tests conducted by UPSC in which the the candidates
appearing for the tests far exceeds the number of posts, the difference in the
marks obtained by the first rank and the last rank would not be significant and
even negligible. However, the last rank officers never get opportunity for
promotion to higher posts. This leads to frustrations and lack of motivation to
work.
When
officers are recruited annually there would be a smooth hierarchy from top to
bottom of the organization. The seniors would be persons with greater
experience and higher age. Thus the authority of the seniors can easily be
exercised. The officers retire every year and there will be constant promotions
in the organization. This gives hope and motivation to officers at all
hierarchies as they wait for their chance to occupy higher posts. Due to age
difference and experience differences among officers in the hierarchy the
seniors can always pass on the experience to the juniors before they retire. In
government organizations it is important to pass on the experience from seniors
to juniors to get the machinery going. Whereas, in the present scenario, the
batches that are recruited in bulk retires en masse leaving the junior batches
with little experience and no one to guide while they climb the corporate
ladder at very fast pace.
State
administration and engineering services are to provide quality service to the
public. The citizens deserve the best services from these organizations. To
have healthy public engineering services is important for a democratic society.
The
present system of occasional bulk recruitment deprives many youngsters opportunity
to get employed in the state services. A fresh engineering graduate has to wait
for years after graduating to enter into service in a public sector
organization. Most of them are forced to join private sector organizations
against their wish. Women candidates too have to leave their homeland and move
to distant places in search of jobs as they are deprived of the opportunity for
recruitment in the years following their graduation.
Another
major problem of the occasional bulk recruitment is that in the years between
two successive recruitments many non-mainstream candidates such as those
recruited on various grounds like compassionate grounds, special recruitment,
sports quota, etc. enters the service. When the officers of a bulk recruitment PSC batch retires within a
span of 2-3 years en-masse, the top positions become vacant and these persons
who entered the services on such grounds get chance to reach the top posts.
Quite often they occupy the top posts for many years and even more than a
decade. There are many instances whereby the top posts of the Chief Engineers
and Board Members are occupied by such persons who entered the service on
grounds other than mainstream PSC recruitment through competitive exams. This
is not right because the state administration deserves the services of people
recruited on merit basis based on open competitive exams conducted by the PSC.
Those entered in the service through various quotas mentioned above are
enjoying extra benefits than that envisaged in the constitution and as per the
laws. Providing employment on compassionate grounds, special recruitment,
sports quotas etc as per rules is understandable but providing them the
opportunity to occupy top posts constantly is not envisaged. Such persons are
not eligible to get upper hand over those recruited through PSC exams. There
need to be a policy to include such persons on quota intertwined between PSC
main recruitment batches so that the top positions in the organizations are
occupied by those ranked top on PSC exams.
If
system of annual recruitment is introduced this problem will be solved to a
large extent. Every year a new batch of PSC recruited officers take charge and
it is easy to include those on various non mainstream recruitment in between.
The
present system of occasional bulk recruitment has resulted in many litigations
within the organizations. In organizations juniors with less qualifications
have superceded officers with higher qualifications and experience. For
example, diploma holders have superceded degree holders with more experience.
This
system of annual recruitment ensures a well hierarchy in the services with
senior officers having better experience and years of experience than the
juniors. In the States, however, the situation is different. There is no such
thing as annual common recruitment policy.
In
Kerala the Kerala Public Service Commission (KPSC) conducts recruitment to
individual organization (KSEB, PWD, Water Authority, Etc.) as and when requests
are made by these organizations. The requests for recruitment come to PSC only
once in a decade or even more. In the
Kerala State Electricity Board it has been almost 20 years since a major recruitment
to the post of civil engineers has been made. In between, about 25 candidates
managed to enter the services through court order after they have been
dismissed from the service soon after they were appointed. In 1992 about 175
civil engineers were recruited and appointed after a similar large time gap.
During
this large time gap between PSC recruitments, appointments on various quotas–
sports quota, special recruitment, compassionate ground, and mechanical
engineers in civil wing were made. These people were lucky to be placed in the
seniority list well above those in the subsequent PSC list. When the previous
batch officers retired from service, these people who entered service on quota
basis rose up to occupy the top posts. This has undermined the merit basis
recruitment to the state services and gave undue advantage to those who are
appointed other than non-PSC recruitment.
The
result: for many years and even decades the top brass of the civil wing in KSEB
are those who have been appointed on various quota bases. The question is
whether it is healthy for an organization to deprive opportunity for those
recruited through PSC test promotions to senior posts at the fag end of their
career. Is it justifiable to enable those who entered services on quota basis
to perpetually occupy the top posts with
certain individuals occupying the top chair for decades? Is it ethical to play
with the administrative efficiency of State services that are responsible for
delivering services to the people of the State?
One
solution to this problem is to fix the seniority of officers based on a
different formula than the one followed at present. The mainstream candidates
recruited through PSC tests must be given the opportunity to be at the top
posts in the administration as it is the constitutionally accepted means of
recruitment to services. The seniority of those who enter services on various
other quotas should be fixed in between the mainstream PSC list candidates.
This will require alteration of the policy of fixing seniority on the basis of
joining date.
A
better solution to the above problem is to introduce the system of annual
recruitment to engineering services in lines with the Engineering Services Exam
conducted by the UPSC.
After
all these people who were fortunate to rise up to the top positions by virtue
of their time of appointment had retired, the PSC recruits of the same batch of
the 1992 recruitment will occupy various positions from Asst. Engineer at the
bottom to Chief Engineer at the top. The Asst. Engineers of this batch at the
bottom rank would not have received a single promotion in their entire career
of 25 or so years and has to watch their batchmates occupying high position of
the Chief Engineer and Member (Generation). And what was the difference between
the recruits in these two positions.. It could be 1 or 2 marks or such small
difference in the PSC test that made these difference in the years to come,
because the promotions in the department are based on the seniority list
prepared at the time of recruitment through PSC. Twenty five years later an
Asst .Engineer or Asst. Executive Engineer with substantial site experience
have to watch probably their batchmates who have occupied relatively clerical
jobs in the offices occupying high positions. Twenty five years and higher
qualifications and work experience nature h
For
administrative efficiency
An
efficient government administration is essential for the progress and the well
being of a country or region. Public service commission was constituted to
recruit competent officers to various posts to run the government with
efficiency. The quality of human resources in the public administration is
vital to the development and sustenance of any organization. It is not wise to
scuttle the system through wrong application of recruitment methods.
In
the central government the Union Public service Commission recruits Indian
civil service officers every year and deploy them to various central government
posts according to the performance and choice of the applicants. They also conduct Indian Engineering Services
exam annually and recruit engineering staff for various services. However, in
the States the system of common administrative and engineering services is not
practiced. Each public sector organization sends their staffing requirement to
PSC and the PSC recruits them. There is no system of annual engineering
services exam like the UPSC does and this is a lacunae that has gone unnoticed
so far. State administration efficiency could be improved by adopting UPSC
model annual common engineering services recruitment to various state public
sector organizations. The advantages are innumerable and significant.
At
present the gap between recruitment to certain posts exceeds ten and even
twenty years. For example, there has not been recruitment to the post of Asst.
Engineer (Civil) since 1992 except that some AEs were recruited and dismissed
as per some court orders.
Trained
human resources constitute an important part of government administration. The
experience and knowledge of senior and experienced officers are transferred to
juniors during the process of administration. A large gap in recruitment
results in absence of hierarchy with various levels of experience and therefore
the transfer and training will not take place.
When
recruited en masse into a cadre it happens that after some years the first in the
rank list gets promoted to higher posts and the last ones remain at the entry
cadre. The gap could be as large as Chief Engineer (or higher post) and Asst.
Engineer. Same batch officers occupying such large hierarchies is not healthy
as it decreases the commanding power down the hierarchy. Besides, in the highly
competitive selection process of the PSC, the gap between the first and last
rank holder in the list who are selected is not a real measure of calibre.
En
masse recruitment results in the entire batch of officers retiring within a
span of 0-3 yrs.
When
the gap between two public service recruitments are recruitments is large
during this period recruitments which are extra ordinary such as special
recruitment, those admitted through compassionate ground, sports quota etc
enters the service. The result is that when the officers who are recruited
through PSC exam retires together, the next seniors will be those who have
entered through various quotas and compassionate ground. These defeats the
purpose of PSC recruitment and competitive exams held by the PSC because those
who have bypassed this selection process get opportunity to occupy top posts
and that too for many many years. This affects administrative efficiency
besides killing the spirit of PSC recruitment.
The
windfall opportunity received by those who entered the service on various
quotas and compassionate grounds in between the large gaps in recruitments
leads to a situation whereby excessive social justice is delivered far beyond
the envisaged quantum.
The
large gap in recruitment to certain posts leads to deprivation of employment
opportunity to jobless youth. For example, civil engineering graduates who have
passed out during the past two decades since 1992 have not got opportunity to
join service into KSEB.
Combined
state engineering services exam recruiting engineers annually or biannually and
allocating to various public sector offices solves the above problems. Every
year recruitment to various services take place and therefore young graduates
get employment opportunity. The problem of seniority does not occur.
Lopsided practices in the recruitment
of engineers affect administrative efficiency of public services in the states
വീടുകളില് സുരക്ഷ ഉപകരണങ്ങള്
ØáøfÏáæ¿ èµµ{ßW
Story Dated: Wednesday, January 18, 2012 9:34 hrs IST
çÜÞµJßæXù ¯Äá çµÞÃßÜßøáKÞÜᢠØbL¢ ÕàGÄßVJßÏßW ²øá Éâ‚ AáEí dÉçÕÖßAáKÄáçÉÞÜᢠµÞÃÞX µÝßÏá¢. §Äí ¥ÄßÖçÏÞµíÄßψ, çµø{JßæÜ ÈßøÕÇß Õà¿áµ{ßW ©ÉçÏÞ·ß‚á Äá¿BßÏ Ø¢ÕßÇÞÈÎÞÃí. Õà¿ßȵJáçÉÞÜᢠØáøfßÄΈ ®KÄÞÃí ØáøfÞ Ø¢ÕßÇÞÈB{áæ¿ (safety equipment)ÕßÜíÉÈ ÈNáæ¿ ÈÞGßW Õ{æøÏÇßµ¢ ÕVÇßAÞX µÞøâ. È·øÞÄßVJßÏßWçMÞÜᢠçÎÞ×ÃÕᢠæµÞÜÉÞĵB{ᢠȿAáKÄá ØíÅßø¢ ÕÞVJÏÞµáçOÞZ Õà¿ßÈá ºáxᢠÎáÝáÕX ØÎÏÕᢠµHáÄáùKßøßAáK ØáøfީɵøÃBZ ÎÞdÄÎÞÃí ¦dÖÏ¢.
¥ÜÞ¢ ÎáÄW çÜÞAí Õæø
ØáøfÞ ©ÉµøÃBZ ÉÜ ÄøJßÜáUÕÏáIí. ÕßÜÏÈáØøß‚í ØìµøcB{ßÜᢠ²øá ÉÞ¿á ÕcÄcÞØB{áIí. µYçd¿ÞZ ÉÞÈÜáµ{ᢠæØXØùáµ{áÎÞÃí ØáøfÞ ©ÉµøÃB{áæ¿ dÉÇÞÈÍÞ·BZ. ¥ÄßWJæK µYçd¿ÞZ ÉÞÈÜÞÃí dÉÇÞÈÍÞ·¢. µYçd¿ÞZ ÉÞÈÜßÜáU Ø¢ÕßÇÞÈBZ ®dÄçJÞ{¢ Îßµ‚ÄÞæà KÄÈáØøß‚ßøßAᢠÜÍßAáK çØÕÈBZ. ¯xÕᢠ¥¿ßØíÅÞÈ ØìµøcB{áU µYçd¿ÞZ ÉÞÈWµUæXù ØÞKßÇcJßW ¥ÜÞοßAáµ ÎÞdÄÎÞÃí 溇áKÄí. §ÄßÈí 15,000 øâÉÕæø æºÜÕá Õøá¢. µáù‚áµâ¿ß Îßµ‚ ÉÞÈÜÞæÃCßW ¥ÜÞÎßæÈÞM¢ ÄæK ÈÞçÜÞ ¥çFÞ çËÞÃáµ{ßçÜAí ØçwÖÎÏAáµÏᢠ溇á¢. 20,000 øâÉ §ÄßÈá æºÜÕá Õøá¢. ¨ Ø¢ÕßÇÞÈBZ ®ˆÞ¢ ©UÄßçÈÞæ¿ÞM¢ øÙØcçµÞÁí ©ÉçÏÞ·ß‚í ®ˆÞ ÉâGáµ{áοÏáK ¥ÄcLÞÇáÈßµ Ø¢ÕßÇÞÈ¢ Õæø §çMÞZ ÜÍßAá¢. 45,000 øâÉçÏÞ{¢ Îá¿AßÏÞW §JøæÎÞKí èµAÜÞAÞ¢. çÈøçJ ’ËàÁí æºÏíÄáÕ‚ßøßAáK ÉJá ÈOùáµ{ßçÜAáÕæø ØçwÖæÎJáµÏᢠ溇á¢.
æØXØùáµ{ÞÃí ¥ÉøߺßÄøáæ¿ ØÞKßÇc¢ Äßøß‚ùßÏáKÄí. µYçd¿ÞZ ÉÞÈ Üáµ{áÎÞÏß æØXØùáµZ ÌtßMßAáKá. ÎÄßÜßçÜÞ æ·ÏíxßçÜÞ Éß¿ßMßAÞ ÕáK æØXØùáµZ ¦æøCßÜᢠÎÄßW ºÞ¿ßA¿KÞW ¥ÜÞοßAá¢.
Õà¿ßÈá ÉáùçÎ Éß¿ßMßAÞÕáK æØXØùáµ{ÞÃí ¯xÕáÎÇßµ¢ ¦{áµZ ©ÉçÏÞ·ßAáKÄí. Õà¿ßæXù ÈÞÜáÕÖB{ßÜᢠæØXØùáµZ ¸¿ßMßAÞ¢. Õ{Õáµ{ᢠÄßøßÕáµ{ᢠµâ¿áÄÜáU Õà¿áµ{ßW µâ¿áÄW æØXØùáµZ ¦ÕÖcÎÞÏß Õøá¢. µYçd¿ÞZ ÉÞÈÜáµZ dÉÕVJßMß‚ÞW æØXØùáµ{áæ¿ ÉøßÇßÏßW ¦ZæMøáÎÞxÎáIÞµáçOÞZ ¥ÜÞ¢ ÎáÝBá¢.
Õà¿ßÈá ÉáùJí µâ¿áÄW Øáøf ¦ÕÖcÎÞæÃKá çÄÞKá µÏÞæÃCßW ¼ÈÜáµ{ßÜᢠæÕXùßçÜxùáµ{ßÜᢠçÉÞÜᢠ§Jø¢ æØXØùáµZ ¸¿ßMßAÞ¢.
Õà¿ßȵJᢠæØXØùáµZ ¸¿ßMßAÞ¢. ®KÞW æºÜÕá µáùÏíAÞX èÁÈß¹í ùâ¢, ¥¿áA{, dÉÇÞÈ µß¿MáÎáùß ®KßÕß¿B{ßW ÎÞdÄ¢ ÎÄß æØXØùáµZ. ¯µçÆÖ¢ 8,000, 15,000 øâÉ Îá¿AßÏÞW Õà¿ßȵJí ¥ÄcÞÕÖc ØíÅÜB{ßW ÎÞdÄ¢ æØXØ ùáµZ ¸¿ßMß‚í ØáøfÞØ¢ÕßÇÞÈBZ ¸¿ßMßAÞ¢. ®KÞW Õà¿ßÈá ÉáùJí ¦ZØFÞøÎ߈ÞJ ÍÞ·B{ßW ÎÞdÄ¢ ØáøfÞ Ø¢ÕßÇÞÈ æÎÞøáAÃæÎCßWçMÞÜᢠ40,000 øâÉçÏÞ{¢ æºÜÕá Õøá¢.
æØXØùáµæ{ ÕÏV ©ÉçÏÞ·ß‚á µYçd¿ÞZ ÉÞÈÜßçÜAá ÌtßMßAáKÕÏᢠÕÏVæÜØí µYçd¿ÞZ ÉÞÈÜßÈí ÕßÜ µâ¿áÄÜÞæÃCßÜᢠÕÏV ©ÉçÏÞ·ß‚á ÌtßMßAáKÄí µUzÞV Ìt¢ Õߺíç»ÆßAÞX ØÞÇcÄÏáIí. ÕÏVæÜØí µYçd¿ÞZ ÉÞÈÜßÈí 20 ÎÃßAâV Õæø ÌÞxùß ÌÞAí ¥Éí ÎßA µOÈßµ{ᢠ¥ÕµÞÖæM¿áKáIí. ®KÞW µâ¿áÄW ÆßÕØ¢ ÕàGßW ÈßKá ÎÞùß ÈßWAá KÕøÞæÃCßW ÕÏVæÜØí æØxí ÌÞxùß ÆáVÌÜÎÞµÞ¢.
µcÞÎùÏáæ¿ µ{ßµZ
æØXØùáµç{Þæ¿ÞM¢ ÄæK µcÞÎùÏᢠ¸¿ßMß‚í ÕàGßW È¿AáK µÞøcBZ çÜÞµJí ®Õßæ¿ÏßøáKᢠµÞÃáKÄÞÃí ¯xÕᢠÉáÄßÏ æd¿XÁí. Õà¿ßÈá ÉáùJí ²øÈA¢ ©IÞÏÞWçMÞÜᢠ¥Äí ÎáùßÏßÜáU µ¢ÉcâGùßçÜÞ ¿ßÕß ØídµàÈßçÜÞ æÎÞèÌW çËÞÃßçÜÞ µÞÃÞX ØÞÇßAá¢. §XùVæÈxßçÜAí µÃµí×X æµÞ¿áAáµÏÞæÃCßW çÜÞµJßæXù ¯Äá çµÞÃßÜßøáKᢠ§Äá ØÞÇßAá¢. µcÞÎùÏßW µÞÃáK ÆãÖcBZ æùçAÞVÁí 溇ÞÈᢠآÕßÇÞÈB{áIí. µcÞÎù ÌïÞµí ¦XÁí èÕxí ÎÄßæÏ CßW 10,000 øâÉçÏÞ{çÎ æºÜÕá Õøâ. æùçAÞÁß¹í ØìµøcB{áU µcÞÎùÏíAí Õßܵâ¿á¢. µ¢ÉcâGùßçÜçAÞ dÉçÄcµ¢ ÏâÃßxßçÜçAÞ ¦Ãí æùçAÞVÁí 溇áKÄí. øÞdÄßÏßW æùçAÞVÁí 溇ÞX dÉçÄcµ Ø¢ÕßÇÞÈÎáU ’èÈxí Õß×X µcÎÞùµ{ᢠÕßÉÃßÏßÜáIí. ²øá ÕàGßW ÎßÈß΢ ÈÞÜá µcÞÎùµZ ®CßÜᢠçÕIßÕøá¢.
ÕàÁßçÏÞ çÁÞV çËÞÃᢠ§çÄ ØìµøcBZ ÄæKÏÞÃí ÄøáKÄí. æ·ÏíxßW ¥æˆCßW ÕàGáÕÞÄßWAW ÕøáKÕæø µIí Ø¢ØÞøß‚í ¦ÕÖcæÎCßW ÎÞdÄ¢ ÕÞÄßW ÄáùAÞæÎKÄÞÃí §ÄßæXù dÉçÄcµÄ. ³çGÞÎÞxßµí æ·Ïíxí / ÕÞÄßW ³ÉÃùáµ{ᢠÕßÉÃßÏßÜáIí. Øbß¹í æ·ÏíxßÈᢠèØïÁß¹í æ·ÏíxßÈᢠ§Jø¢ ØìµøcBZ dÉçÄcµ¢ dÉçÄcµ¢ ÜÍcÎÞÃí. §Jø¢ Ø¢ÕßÇÞÈB{áæ¿ ÕßÜ 50,000 øâÉ ÎáÄW Õøá¢. §ùAáÎÄß æºÏíÄ æ·Ïíxáµ{ßÜÞÃí ³çGÞÎÞxßµí æ·Ïíxí ³ÉÃùáµZ ÖøßÏÞÏß dÉÕVJß Aáµ. æ·ÏíxßæXù ÕÜáMÕᢠÍÞøÕᢠ¥ÈáØøß‚á çÕâ çÎÞçGÞ ùßæXù µÉÞØßxß ÄàøáÎÞÈßAÞX. ùßçÎÞGí µYçd¿Þ{ßW dÉÕV JßAáKÄßÈÞW ÎáxçJAí §ùBÞæÄJæK æ·Ïíxí ÄáùAÞX ØÞÇßAá¢. çÈøçJ æØxí æºÏíÄÄÈáØøß‚í ÕÞÙÈ¢ ÕøáçOÞZ ÄÈßçÏ ÄáùAáK æ·Ïíxáµ{ᢠØÞÇÞøÃÎÞÏßæAÞIßøßAáµ ÏÞÃí. È¿áÎáxJßÈá Îáµ{ßÜáU ·ïÞØí ÕÞÄßW ÄáùAÞÈáU ³çGÞÎÞxßµí ùâËí ³ÉÃùáµ{ᢠÕßÉÃßÏßÜáIí. §ÕÏíAí ¯µçÆÖ¢ 50,000 øâÉ ÕßÜÕøá¢. ùßçÎÞGí ©ÉçÏ޷߂ᢠØbß‚í ©ÉçÏ޷߂ᢠdÉÕVJßMßAÞ¢. ·cÞØí ÜàAí æØXØV, ØíçÎÞµí æØXØV ®KßÕÏᢠÈNáæ¿ ÈÞGßW dɺÞøJßÜÞÏßæAÞIß øßAáKá.
ØáøfÞ ©ÉµøÃBZ ©ÉçÏÞ·ßAáKáæICßW ®ØßÏíAá ÄáÜcÎÞÏ øàÄßÏßW çÈøçJ ÕÏùß¹í æºÏíÄ߿â ®KáÎÞdÄ¢.
¥ÜÞ¢ ÎáÄW çÜÞAí Õæø
ØáøfÞ ©ÉµøÃBZ ÉÜ ÄøJßÜáUÕÏáIí. ÕßÜÏÈáØøß‚í ØìµøcB{ßÜᢠ²øá ÉÞ¿á ÕcÄcÞØB{áIí. µYçd¿ÞZ ÉÞÈÜáµ{ᢠæØXØùáµ{áÎÞÃí ØáøfÞ ©ÉµøÃB{áæ¿ dÉÇÞÈÍÞ·BZ. ¥ÄßWJæK µYçd¿ÞZ ÉÞÈÜÞÃí dÉÇÞÈÍÞ·¢. µYçd¿ÞZ ÉÞÈÜßÜáU Ø¢ÕßÇÞÈBZ ®dÄçJÞ{¢ Îßµ‚ÄÞæà KÄÈáØøß‚ßøßAᢠÜÍßAáK çØÕÈBZ. ¯xÕᢠ¥¿ßØíÅÞÈ ØìµøcB{áU µYçd¿ÞZ ÉÞÈWµUæXù ØÞKßÇcJßW ¥ÜÞοßAáµ ÎÞdÄÎÞÃí 溇áKÄí. §ÄßÈí 15,000 øâÉÕæø æºÜÕá Õøá¢. µáù‚áµâ¿ß Îßµ‚ ÉÞÈÜÞæÃCßW ¥ÜÞÎßæÈÞM¢ ÄæK ÈÞçÜÞ ¥çFÞ çËÞÃáµ{ßçÜAí ØçwÖÎÏAáµÏᢠ溇á¢. 20,000 øâÉ §ÄßÈá æºÜÕá Õøá¢. ¨ Ø¢ÕßÇÞÈBZ ®ˆÞ¢ ©UÄßçÈÞæ¿ÞM¢ øÙØcçµÞÁí ©ÉçÏÞ·ß‚í ®ˆÞ ÉâGáµ{áοÏáK ¥ÄcLÞÇáÈßµ Ø¢ÕßÇÞÈ¢ Õæø §çMÞZ ÜÍßAá¢. 45,000 øâÉçÏÞ{¢ Îá¿AßÏÞW §JøæÎÞKí èµAÜÞAÞ¢. çÈøçJ ’ËàÁí æºÏíÄáÕ‚ßøßAáK ÉJá ÈOùáµ{ßçÜAáÕæø ØçwÖæÎJáµÏᢠ溇á¢.
æØXØùáµ{ÞÃí ¥ÉøߺßÄøáæ¿ ØÞKßÇc¢ Äßøß‚ùßÏáKÄí. µYçd¿ÞZ ÉÞÈ Üáµ{áÎÞÏß æØXØùáµZ ÌtßMßAáKá. ÎÄßÜßçÜÞ æ·ÏíxßçÜÞ Éß¿ßMßAÞ ÕáK æØXØùáµZ ¦æøCßÜᢠÎÄßW ºÞ¿ßA¿KÞW ¥ÜÞοßAá¢.
Õà¿ßÈá ÉáùçÎ Éß¿ßMßAÞÕáK æØXØùáµ{ÞÃí ¯xÕáÎÇßµ¢ ¦{áµZ ©ÉçÏÞ·ßAáKÄí. Õà¿ßæXù ÈÞÜáÕÖB{ßÜᢠæØXØùáµZ ¸¿ßMßAÞ¢. Õ{Õáµ{ᢠÄßøßÕáµ{ᢠµâ¿áÄÜáU Õà¿áµ{ßW µâ¿áÄW æØXØùáµZ ¦ÕÖcÎÞÏß Õøá¢. µYçd¿ÞZ ÉÞÈÜáµZ dÉÕVJßMß‚ÞW æØXØùáµ{áæ¿ ÉøßÇßÏßW ¦ZæMøáÎÞxÎáIÞµáçOÞZ ¥ÜÞ¢ ÎáÝBá¢.
Õà¿ßÈá ÉáùJí µâ¿áÄW Øáøf ¦ÕÖcÎÞæÃKá çÄÞKá µÏÞæÃCßW ¼ÈÜáµ{ßÜᢠæÕXùßçÜxùáµ{ßÜᢠçÉÞÜᢠ§Jø¢ æØXØùáµZ ¸¿ßMßAÞ¢.
Õà¿ßȵJᢠæØXØùáµZ ¸¿ßMßAÞ¢. ®KÞW æºÜÕá µáùÏíAÞX èÁÈß¹í ùâ¢, ¥¿áA{, dÉÇÞÈ µß¿MáÎáùß ®KßÕß¿B{ßW ÎÞdÄ¢ ÎÄß æØXØùáµZ. ¯µçÆÖ¢ 8,000, 15,000 øâÉ Îá¿AßÏÞW Õà¿ßȵJí ¥ÄcÞÕÖc ØíÅÜB{ßW ÎÞdÄ¢ æØXØ ùáµZ ¸¿ßMß‚í ØáøfÞØ¢ÕßÇÞÈBZ ¸¿ßMßAÞ¢. ®KÞW Õà¿ßÈá ÉáùJí ¦ZØFÞøÎ߈ÞJ ÍÞ·B{ßW ÎÞdÄ¢ ØáøfÞ Ø¢ÕßÇÞÈ æÎÞøáAÃæÎCßWçMÞÜᢠ40,000 øâÉçÏÞ{¢ æºÜÕá Õøá¢.
æØXØùáµæ{ ÕÏV ©ÉçÏÞ·ß‚á µYçd¿ÞZ ÉÞÈÜßçÜAá ÌtßMßAáKÕÏᢠÕÏVæÜØí µYçd¿ÞZ ÉÞÈÜßÈí ÕßÜ µâ¿áÄÜÞæÃCßÜᢠÕÏV ©ÉçÏÞ·ß‚á ÌtßMßAáKÄí µUzÞV Ìt¢ Õߺíç»ÆßAÞX ØÞÇcÄÏáIí. ÕÏVæÜØí µYçd¿ÞZ ÉÞÈÜßÈí 20 ÎÃßAâV Õæø ÌÞxùß ÌÞAí ¥Éí ÎßA µOÈßµ{ᢠ¥ÕµÞÖæM¿áKáIí. ®KÞW µâ¿áÄW ÆßÕØ¢ ÕàGßW ÈßKá ÎÞùß ÈßWAá KÕøÞæÃCßW ÕÏVæÜØí æØxí ÌÞxùß ÆáVÌÜÎÞµÞ¢.
µcÞÎùÏáæ¿ µ{ßµZ
æØXØùáµç{Þæ¿ÞM¢ ÄæK µcÞÎùÏᢠ¸¿ßMß‚í ÕàGßW È¿AáK µÞøcBZ çÜÞµJí ®Õßæ¿ÏßøáKᢠµÞÃáKÄÞÃí ¯xÕᢠÉáÄßÏ æd¿XÁí. Õà¿ßÈá ÉáùJí ²øÈA¢ ©IÞÏÞWçMÞÜᢠ¥Äí ÎáùßÏßÜáU µ¢ÉcâGùßçÜÞ ¿ßÕß ØídµàÈßçÜÞ æÎÞèÌW çËÞÃßçÜÞ µÞÃÞX ØÞÇßAá¢. §XùVæÈxßçÜAí µÃµí×X æµÞ¿áAáµÏÞæÃCßW çÜÞµJßæXù ¯Äá çµÞÃßÜßøáKᢠ§Äá ØÞÇßAá¢. µcÞÎùÏßW µÞÃáK ÆãÖcBZ æùçAÞVÁí 溇ÞÈᢠآÕßÇÞÈB{áIí. µcÞÎù ÌïÞµí ¦XÁí èÕxí ÎÄßæÏ CßW 10,000 øâÉçÏÞ{çÎ æºÜÕá Õøâ. æùçAÞÁß¹í ØìµøcB{áU µcÞÎùÏíAí Õßܵâ¿á¢. µ¢ÉcâGùßçÜçAÞ dÉçÄcµ¢ ÏâÃßxßçÜçAÞ ¦Ãí æùçAÞVÁí 溇áKÄí. øÞdÄßÏßW æùçAÞVÁí 溇ÞX dÉçÄcµ Ø¢ÕßÇÞÈÎáU ’èÈxí Õß×X µcÎÞùµ{ᢠÕßÉÃßÏßÜáIí. ²øá ÕàGßW ÎßÈß΢ ÈÞÜá µcÞÎùµZ ®CßÜᢠçÕIßÕøá¢.
ÕàÁßçÏÞ çÁÞV çËÞÃᢠ§çÄ ØìµøcBZ ÄæKÏÞÃí ÄøáKÄí. æ·ÏíxßW ¥æˆCßW ÕàGáÕÞÄßWAW ÕøáKÕæø µIí Ø¢ØÞøß‚í ¦ÕÖcæÎCßW ÎÞdÄ¢ ÕÞÄßW ÄáùAÞæÎKÄÞÃí §ÄßæXù dÉçÄcµÄ. ³çGÞÎÞxßµí æ·Ïíxí / ÕÞÄßW ³ÉÃùáµ{ᢠÕßÉÃßÏßÜáIí. Øbß¹í æ·ÏíxßÈᢠèØïÁß¹í æ·ÏíxßÈᢠ§Jø¢ ØìµøcBZ dÉçÄcµ¢ dÉçÄcµ¢ ÜÍcÎÞÃí. §Jø¢ Ø¢ÕßÇÞÈB{áæ¿ ÕßÜ 50,000 øâÉ ÎáÄW Õøá¢. §ùAáÎÄß æºÏíÄ æ·Ïíxáµ{ßÜÞÃí ³çGÞÎÞxßµí æ·Ïíxí ³ÉÃùáµZ ÖøßÏÞÏß dÉÕVJß Aáµ. æ·ÏíxßæXù ÕÜáMÕᢠÍÞøÕᢠ¥ÈáØøß‚á çÕâ çÎÞçGÞ ùßæXù µÉÞØßxß ÄàøáÎÞÈßAÞX. ùßçÎÞGí µYçd¿Þ{ßW dÉÕV JßAáKÄßÈÞW ÎáxçJAí §ùBÞæÄJæK æ·Ïíxí ÄáùAÞX ØÞÇßAá¢. çÈøçJ æØxí æºÏíÄÄÈáØøß‚í ÕÞÙÈ¢ ÕøáçOÞZ ÄÈßçÏ ÄáùAáK æ·Ïíxáµ{ᢠØÞÇÞøÃÎÞÏßæAÞIßøßAáµ ÏÞÃí. È¿áÎáxJßÈá Îáµ{ßÜáU ·ïÞØí ÕÞÄßW ÄáùAÞÈáU ³çGÞÎÞxßµí ùâËí ³ÉÃùáµ{ᢠÕßÉÃßÏßÜáIí. §ÕÏíAí ¯µçÆÖ¢ 50,000 øâÉ ÕßÜÕøá¢. ùßçÎÞGí ©ÉçÏ޷߂ᢠØbß‚í ©ÉçÏ޷߂ᢠdÉÕVJßMßAÞ¢. ·cÞØí ÜàAí æØXØV, ØíçÎÞµí æØXØV ®KßÕÏᢠÈNáæ¿ ÈÞGßW dɺÞøJßÜÞÏßæAÞIß øßAáKá.
ØáøfÞ ©ÉµøÃBZ ©ÉçÏÞ·ßAáKáæICßW ®ØßÏíAá ÄáÜcÎÞÏ øàÄßÏßW çÈøçJ ÕÏùß¹í æºÏíÄ߿â ®KáÎÞdÄ¢.
Public Works Civi Worksl: Taxes recoveries from bills
Usually engineers working in the Public Sector organisations execute the works and submit the works bills but are unaware about how much amount the contractor has to pay as taxes before he gets the amount from the Accounts Section.
During the tenure of the previous government Sri.Thomas Isaac, Finance Minister had issued direction that works could be awarded only at the estimate rate. Now, 15% excess is allowed over Schedule of Rates 2010 (Revised SOR 2010) for civil works and 10% excess in electrical items. At the most the contractor can get only 15% excess over estimate rate as per limited powers of the departmental officers. This has curtailed effectively the practice of contractors to form 'ring' and quoting high rates for works tendered. The contractors can get only marginally high than the estimate rate and therefore every percentage they have to pay on account of taxes is important for them
During the tenure of the previous government Sri.Thomas Isaac, Finance Minister had issued direction that works could be awarded only at the estimate rate. Now, 15% excess is allowed over Schedule of Rates 2010 (Revised SOR 2010) for civil works and 10% excess in electrical items. At the most the contractor can get only 15% excess over estimate rate as per limited powers of the departmental officers. This has curtailed effectively the practice of contractors to form 'ring' and quoting high rates for works tendered. The contractors can get only marginally high than the estimate rate and therefore every percentage they have to pay on account of taxes is important for them
I discussed with Mr. Balasubramanian, Finance Officer KSEB the details of taxes that are levied from contractors. He informed that :
i. The department has to pay the contractor 4% of the bill amount as Service Tax. Therefore the contractor who has service tax registration need not think that there is an additional cost of 4% on account of service tax and quote higher for the works. The knowledge that the department will pay him service tax will help him quote lesser for the works
i. The department has to pay the contractor 4% of the bill amount as Service Tax. Therefore the contractor who has service tax registration need not think that there is an additional cost of 4% on account of service tax and quote higher for the works. The knowledge that the department will pay him service tax will help him quote lesser for the works
ii. Additionally, 1% of the bill amount will be deducted as Income Tax from the contractors bill.
iii. Additionally, 3% of the bill amount will be deducted from the contractors as Works Contract Tax for contractors having Sales Tax Registration. For those who do not have sales tax registration 10% Works Contract Tax will be levied
I suggested that these aspects be mentioned in the tender documents in local language while inviting tenders for clear communication with the tenderer.
Bathroom luxury fittings -Grohe and Jaguar
Two expensive class of bathroom fittings are from GROHE and JAGUAR
I visited their sites
http://www.jaquar.com/products/category/3-sanitaryware.aspx
GROHE
http://www.grohe.co.in/en/bathroom/p/25_6371.html
I visited their sites
http://www.jaquar.com/products/category/3-sanitaryware.aspx
GROHE
http://www.grohe.co.in/en/bathroom/p/25_6371.html
Subscribe to:
Posts (Atom)