AINVSA Comes forward to help the SPOUSES waiting for Unification, who thinks its just a MIRAGE

AINVSA  gives an applause and a pat on the back of the Organisation NVS for the inclusion of Para 2.2 of NVS Hqrs circular dated December 22,2015 addressed to the Deputy Commissioners of all Regional Offices.,exempting the much suffered class of employees namely : a) Differently disabled b) Medical cases c) Employees working under Special Bond and d) Spouse employees waiting for unification  , from TRANSFER COUNTS with reasons.

Nevertheless, the Special Bonds of 3 years should not be at par with those who have worked for Special Bond of 10 years. Working in hard station for simpy 03 years should not make them entitle to supersede those of the above clause (d) of Spouse Category .

Secondly, AINVSA has received grievance from different quarters regarding  unrealistic optimism to Spouses of NVS by this Circular------that the employees working under Special Recruitment Drive  for North East Region have almost completed their Special Bond of 10 years( or  for that matter even a minimum of 03 years at Hard Station )would be given Plain area Transfers this year, as their hierarchy is above the Spouse Category   

All those employees coming out in large numbers from  North East Region would make the aspiring Spouses in dearth of  common places for both the posts, subsequently making them live in separation once again,  though making them fill the forms or  givng them the  exemption from Transfer Counts Para 2.2  ibid . It seems NVS is not at all conceding to DOPT Circulars of UNIFICATION OF SPOUSES in the true sense.

Given to this, a rough draft of the Representation is appended below for the staff welfare, especially a façade to materialise in future days, created by putting the Spouse Category below Special bond category;if the priority is not interchanged between clause© and clause(d) of Para 2.2 .

There is good and sufficient reasons to modify the clause © and (d) of Para 2.2  as pointed out in the Representation shared by some of the staff., and interchanging or enhancing Spouse Category from Clause (d) to © in the said Circular… modifying the Priority in the interest of the organisation.

 

REPRESENTATION PROFORMA:     to be Addressed to THE ASSISTANT COMMISSIONER ( Est I), A.C (ADMIN)  and The COMMISSIONER, NVS HQRS NOIDA   IS AS BELOW :

 

          

 

 

PROFORMA of MEMORANDUM/REPRESENTATION for SPOUSES Waiting for UNIFICATION

SPOUSE EMPLOYEES SHOULD WRITE THE REFERENCE OF THE LATEST CIRCULAR  OF REQUEST TRANSFER AND TO THE CONCERNED SIGNATORY/AUTHORITY  MUTATIS MUTANDIS


                         PROFORMA of   MEMORANDUM    /REPRESENTATION (by SPOUSES)



Honorable Sir,

We are greatly pleased that your good office has put under Para  2.2  ' CASES NOT COVERED UNDER TRANSFER COUNTS WITH REASON"  in pursuance of DOPT Circular of Sept 2009, the clause (d)  for  Unification of Spouses w.r.t  JNV employees as well.


However, we beg your honour to supersede the clause for Spouse Category to (c) , and inter change it  with the clause  provison for Employees working under Special Bond  in hard and difficult station for organisational interest as under:

1.  The Spouses would work with more dedication as in the same station.
2. The Spouses residing in one govt quarter and utilising common single infrastructure,electricity
    water supply etc, would save the resources of JNV in particular and Govt in general.
3. Spouses  going on leave  would reduce and more stay of the Staff of different gender in the
    premises essential for the Safety and Security of JNVs
4. The escorts of wife with husband and vice versa would help NVS in deputing Escort duty with
    ease
5. The Spouses in a nut shell would work as a family for Vidyalaya's holistic development .


Special Recruitment drive employees of Special bond on completion of 3 years or 10 years would not leave any conducive or coveted place for the Spouses.The employees under Category of Clauses (a),(b) and (d) are less compared to that of (c) . Consequent upon this all the three category of (a)Differently disabled, (b)suffering from serious ailment/disease  and(d) Spouse Category should be above in hierarchy of the (c)   Special Bond Category.

NVS  putting Spouse Category as d) instead of Clause c) in the said Para 2.2 ; repercussions of such injustice to the Spouses awaiting Unfication is not at all in the larger interest of the Organisation.

The Transfer Policy 2012 had incorporated more Transfer Counts to Spouse Category than those of N.E and hard station Special Bond category is self -explanatory  that Spouse Category should be above those of the latter one., calls upon ahead in priority to that of  Special Bond category.

NVS is only under Obligation to give Special Bond employees Transfers but not  necessarily in contravention to  DOPT Circulars as such. The Priority decided upon by NVS calls upon reconsideration .Consequently, the SPOUSES  dropping out of JNVs would be checked, and on the other hand under the obligation of NVS   for this favour and sympathetic reconsideration.

Thanking You

Yours faithfully



SIGNATURE OF EITHER OR BOTH THE SPOUSE, AS THE CASE MAY BE, WITH NAME OF JNVS, DEPARTMENT.. etc    if Representation 

       if MEMORANDUM then put  under Yours faithfully
SIGNATURE OF EMPLOYEES WANTING TRANSFERS UNDER CLAUSE Spouse Category OF PARA 2.2

1.
2.
3.

Kindly modify the above Representations a bit as per your need or send it as Memorandum if there are more than 03 cases in your own Vidyalaya  and the adjoining Vidyalayas


 

Spouse Category should supersede the Special Bond transfer Category in the larger organisational interests...resentment of all Spouses waiting for Unification

Minimum 3 Years n maximum 10 years tenure for Request Transfers

 It seems that Employees are misunderstanding the basic requirements for Request Transfers.  Its clearly understood that those completing three years should be allowed to fill the forms, and those who exceed more than 10 years in a station would be displaced or shunted out to another  Vidyalaya..

In other words the Mandatory period at a station is 03years and the Normal tenure is 10 years.  Only preceeding last 03 years details of Transfer year wise is asked in the Transfer Forms.

At last NVS ready for DISPLACEMENT, AINVSA Appreciates...

NVS should request HRD MINISTRY to re-notify the 7pc IMMEDIATELY and demand the continuation of SPECIAL ALLOWANCE to the Vidyalaya Staff, promptly, after approval from Finance Ministry....

LIST OF ALLOWANCES ABOLISHED OR RETAINED AS PER 7 PAY COMMISSION REPORT

NVS OR HRD MINISTRY ? faltered in reporting to the Commission about existing Special allowance to the JNV staff

                               APPEAL TO HRD MINISTRY BY AINVSA

1. SPECIAL ALLOWANCE:  The "Special Allowance"( or the so called 10% 'Special Residential Allowance' distinguished as "Residential allowance" by NVS)  to the teaching staff  should be subsumed in an existing Allowance  and asked to the Commission to be  retained ,and enhanced by 50%. , or it should be fully DA indexed., as the present rate is not proper.  It could also be extended to more categories. Even if need be  Special Allowance  could be related to the newly proposed " EXTRA WORK ALLOWANCE"  

2. N.D.A ( NIGHT DUTY ALLOWANCE):  In some schools, the teachers are called for Night study till 10.30p.m  and escort meeting or cultural programmes till 10.30 p.m. ; whereas in some Vidyalayas for Morning study of XII students,  called  for duty 5 a.m to 6 a.m.  Here it calls upon Night Duty Allowance invoked for working any time between 10 pm to 6 a.m.


3. RISK & HARDSHIP ALLOWANCE:  The Tribal Allowance, SDA etc should be categorised as Allowance related to Risk and Hardship and as per the newly proposed Risk and Hardship matrix., retained status quo maintained.

                                                      -  AINVSA

  


                               NOTE PLEASE, ATTENTION NEEDED
NVS Employees please study the pages below and send your suggestions to sajith_nair12@rediffmail.com immediately, before its too late

Study the following pages extract taken from the 899 pages 7pc report , and comment on the 10% Special Allowance to Teaching staff in NVS

VOICE YOUR POLL ABOUT 7 PAY RECOMMENDATION I.R.O NVS employees IMMEDIATELY

Dear Navodaya Vidyalayas and NVSamiti employees,

Kindly open  http://7cpc.india.gov.in/pdf/sevencpcreport.pdf  and study the seventh pay commission report in detail.  Please voice your opinion, before its too late. Open the poll on the right side upper corner of this blog and vote, to know the majority and AINVSA will write to the Finance ministry immediately as representation for the same.

The recommendations would take about four months to finalise it.... and would be executed after finalisation of  FM in JULY 2016 or so reportedly.

A class have voiced their opinion by cell phones and whats app group that Teaching staff should do away with 10 % residential allowance as special allowance and ask for  8 hours fix work hours per day including all remedial, supervised and mess duties apart from daily academic hours.  The staff being in residential ambience are ready to work for extra hours in case of emergency or urgency willingly, when called upon provided it is urgent , without any allowance.

If you too are of the same opinion, or otherwise, kindly click and vote  in the poll of this blog.

Secondly write to sajith_nair12@rediffmail.com your any other views about the 7 pay comm report within this week positively, before its too late.

AINVSA would write a strong letter citing our demands and representation.

                            HELP AINVSA TO SERVE YOU BETTER

Highlights of Recommendations of Seventh Central Pay Commission

Highlights of Recommendations of Seventh Central Pay Commission

Recommended Date of implementation: 01.01.2016

Minimum Pay: Based on the Aykroyd formula, the minimum pay in government is recommended to be set at ₹18,000 per month.

Maximum Pay: ₹2,25,000 per month for Apex Scale and ₹2,50,000 per month for Cabinet Secretary and others presently at the same pay level.

Financial Implications:

The total financial impact in the FY 2016-17 is likely to be ₹1,02,100 crore, over the expenditure as per the ‘Business As Usual’ scenario.  Of this, the increase in pay would be ₹39,100 crore, increase in allowances would be ₹ 29,300 crore and increase in pension would be ₹33,700 crore.

Out of the total financial impact of ₹1,02,100 crore, ₹73,650 crore will be borne by the General Budget and ₹28,450 crore by the Railway Budget.

In percentage terms the overall increase in pay & allowances and pensions over the ‘Business As Usual’ scenario will be 23.55 percent. Within this, the increase in pay will be 16 percent, increase in allowances will be 63 percent, and increase in pension would be 24 percent.

The total impact of the Commission’s recommendations are expected to entail an increase of 0.65 percentage points in the ratio of expenditure on (Pay+Allowances+ Pension) to GDP compared to 0.77 percent in case of VI CPC.

New Pay Structure: Considering the issues raised regarding the Grade Pay structure and with a view to bring in greater transparency, the present system of pay bands and grade pay has been dispensed with and a new pay matrix has been designed. Grade Pay has been subsumed in the pay matrix. The status of the employee, hitherto determined by grade pay, will now be determined by the level in the pay matrix.

Fitment: A fitment factor of 2.57 is being proposed to be applied uniformly for all employees.

Annual Increment: The rate of annual increment is being retained at 3 percent.

Modified Assured Career Progression (MACP): 

Performance benchmarks for MACP have been made more stringent from “Good” to “Very Good”.

The Commission has also proposed that annual increments not be granted in the case of those employees who are not able to meet the benchmark either for MACP or for a regular promotion in the first 20 years of their service.

No other changes in MACP recommended.

Military Service Pay (MSP): The Military Service Pay, which is a compensation for the various aspects of military service, will be admissible to the Defence forces personnel only. As before, Military Service Pay will be payable to all ranks up to and inclusive of Brigadiers and their equivalents. The current MSP per month and the revised rates recommended are as follows:

		Present	Proposed
i.	Service Officers	₹6,000	₹15,500
ii.	Nursing Officers	₹4,200	₹10,800
iii.	JCO/ORs	₹2,000	₹  5,200
iv.	Non Combatants (Enrolled) in the Air Force	₹1,000	₹  3,600

Short Service Commissioned Officers: Short Service Commissioned Officers will be allowed to exit the Armed Forces at any point in time between 7 and 10 years of service, with a terminal gratuity equivalent of 10.5 months of reckonable emoluments. They will further be entitled to a fully funded one year Executive Programme or a M.Tech. programme at a premier Institute.

Lateral Entry/Settlement: The Commission is recommending a revised formulation for lateral entry/resettlement of defence forces personnel which keeps in view the specific requirements of organization to which such personnel will be absorbed. For lateral entry into CAPFs an attractive severance package has been recommended.

Headquarters/Field Parity: Parity between field and headquarters staff recommended for similar functionaries e.g Assistants and Stenos.

Cadre Review: Systemic change in the process of Cadre Review for Group A officers recommended.

Allowances: The Commission has recommended abolishing 52 allowances altogether. Another 36 allowances have been abolished as separate identities, but subsumed either in an existing allowance or in newly proposed allowances. Allowances relating to Risk and Hardship will be governed by the proposed Risk and Hardship Matrix.

      Risk and Hardship Allowance: Allowances relating to Risk and Hardship will be governed by the newly proposed nine-cell Risk and Hardship Matrix, with one extra cell at the top, viz., RH-Max to include Siachen Allowance.

The current Siachen Allowance per month and the revised rates recommended are as follows:

		Present	Proposed
i.	Service Officers	₹21,000	₹31,500
iii.	JCO/ORs	₹14,000	₹21,000

This would be the ceiling for risk/hardship allowances and there would be no individual RHA with an amount higher than this allowance.

House Rent Allowance: Since the Basic Pay has been revised upwards, the Commission recommends that HRA be paid at the rate of 24 percent, 16 percent and 8 percent of the new Basic Pay for Class X, Y and Z cities respectively. The Commission also recommends that the rate of HRA will be revised to 27 percent, 18 percent and 9 percent respectively when DA crosses 50 percent, and further revised to 30 percent, 20 percent and 10 percent when DA crosses 100 percent.

In the case of PBORs of Defence, CAPFs and Indian Coast Guard compensation for housing is presently limited to the authorised married establishment hence many users are being deprived. The HRA coverage has now been expanded to cover all.

Any allowance not mentioned in the report shall cease to exist.

Emphasis has been placed on simplifying the process of claiming allowances.

Advances:

All non-interest bearing Advances have been abolished.

Regarding interest-bearing Advances, only Personal Computer Advance and House Building Advance (HBA) have been retained. HBA ceiling has been increased to ₹25 lakhs from the present ₹7.5 lakhs.

Central Government Employees Group Insurance Scheme (CGEGIS): The Rates of contribution as also the insurance coverage under the CGEGIS have remained unchanged for long. They have now been enhanced suitably. The following rates of CGEGIS are recommended:

	Present		Proposed
Level of Employee	Monthly Deduction  (₹)	Insurance Amount  (₹)	Monthly Deduction  (₹)	Insurance Amount  (₹)
10 and above	120	1,20,000	5000	50,00,000
6 to 9	60	60,000	2500	25,00,000
1 to 5	30	30,000	1500	15,00,000

Medical Facilities:

Introduction of a Health Insurance Scheme for Central Government employees and pensioners has been recommended.

Meanwhile, for the benefit of pensioners residing outside the CGHS areas, CGHS should empanel those hospitals which are already empanelled under CS (MA)/ECHS for catering to the medical requirement of these pensioners on a cashless basis.

  All postal pensioners should be covered under CGHS. All postal dispensaries should be merged with CGHS.

Pension: The Commission recommends a revised pension formulation for civil employees including CAPF personnel as well as for Defence personnel, who have retired before 01.01.2016. This formulation will bring about parity between past pensioners and current retirees for the same length of service in the pay scale at the time of retirement.

The past pensioners shall first be fixed in the Pay Matrix being recommended by the Commission on the basis of Pay Band and Grade Pay at which they retired, at the minimum of the corresponding level in the pay matrix.

This amount shall be raised to arrive at the notional pay of retirees, by adding number of increments he/she had earned in that level while in service at the rate of 3 percent.

In the case of defence forces personnel this amount will include Military Service Pay as admissible.

Fifty percent of the total amount so arrived at shall be the new pension.

An alternative calculation will be carried out, which will be a multiple of 2.57 times of the current basic pension.

The pensioner will get the higher of the two.

Gratuity: Enhancement in the ceiling of gratuity from the existing ₹10 lakh to ₹20 lakh. The ceiling on gratuity may be raised by 25 percent whenever DA rises by 50 percent.

Disability Pension for Armed Forces: The Commission is recommending reverting to a slab based system for disability element, instead of existing percentile based disability pension regime.

Ex-gratia Lump sum Compensation to Next of Kin: The Commission is recommending the revision of rates of lump sum compensation for next of kin (NOK) in case of death arising in various circumstances relating to performance of duties, to be applied uniformly for the defence forces personnel and civilians including CAPF personnel.

Martyr Status for CAPF Personnel: The Commission is of the view that in case of death in the line of duty, the force personnel of CAPFs should be accorded martyr status, at par with the defence forces personnel.

New Pension System: The Commission received many grievances relating to NPS. It has recommended a number of steps to improve the functioning of NPS. It has also recommended establishment of a strong grievance redressal mechanism.

Regulatory Bodies:  The Commission has recommended a consolidated pay package of ₹4,50,000 and ₹4,00,000 per month for Chairpersons and Members respectively of select Regulatory bodies. In case of retired government servants, their pension will not be deducted from their consolidated pay. The consolidated pay package will be raised by 25 percent as and when Dearness Allowance goes up by 50 percent. For Members of the remaining Regulatory bodies normal replacement pay has been recommended.

Performance Related Pay: The Commission has recommended introduction of the Performance Related Pay (PRP) for all categories of Central Government employees, based on quality Results Framework Documents, reformed Annual Performance Appraisal Reports and some other broad Guidelines. The Commission has also recommended that the PRP should subsume the existing Bonus schemes.

There are few recommendations of the Commission where there was no unanimity of view and these are as follows:

The Edge: An edge is presently accordeded to the Indian Administrative Service (IAS) and the Indian Foreign Service (IFS) at three promotion stages from Senior Time Scale (STS), to the Junior Administrative Grade (JAG) and the NFSG.  is recommended by the Chairman, to be extended to the Indian Police Service (IPS) and Indian Forest Service (IFoS).

Shri Vivek Rae, Member is of the view that financial edge is justified only for the IAS and IFS. Dr. Rathin Roy, Member is of the view that the financial edge accorded to the IAS and IFS should be removed.

Empanelment: The Chairman and Dr. Rathin Roy, Member, recommend that All India Service officers and Central Services Group A officers who have completed 17 years of service should be eligible for empanelment under the Central Staffing Scheme and there should not be “two year edge”, vis-à-vis the IAS. Shri Vivek Rae, Member, has not agreed with this view and has recommended review of the Central Staffing Scheme guidelines.

Non Functional Upgradation for Organised Group ‘A’ Services: The Chairman is of the view that NFU availed by all the organised Group `A’ Services should be allowed to continue and be extended to all officers in the CAPFs, Indian Coast Guard and the Defence forces. NFU should henceforth be based on the respective residency periods in the preceding substantive grade. Shri Vivek Rae, Member and Dr. Rathin Roy, Member, have favoured abolition of NFU at SAG and HAG level.

Superannuation: Chairman and Dr. Rathin Roy, Member, recommend the age of superannuation for all CAPF personnel should be 60 years uniformly. Shri Vivek Rae, Member, has not agreed with this recommendation and has endorsed the stand of the Ministry of Home Affairs.

The full report is available in the website, http://7cpc.india.gov.in.

                                                                                                                                 -Courtsey : PIB

AINVSA Letter to the New Hon. Commissioner, NVS Noida

STRATEGIES FOR GETTING OLD PENSION SCHEME TO NVS EMPLOYEES

Dear All NVS Fraternity,

We have struggled much for getting Old Pension Scheme, but in vain.

1. Representations through Proper Channel, approaching Political parties, and Strikes by Staff: The First approach was the staff  and Associations Representations to the Political bigwigs begging our rights .Then going on Token Stike, Dharnas , Black Protests on Teachers Day, Ralley etc  even to the extent of going on Indefinite Strike and ultimately getiing only consolations and  negotiations to succumb. The outcome , on the contrary,  many under suspensions and losing our salary for a few days.

2. Knocking the doors of Supreme Court of India: The Second Strategy was knocking the doors of the Apex court , the Supreme Court of India, but there also, to everyone's knowledge, we had to loose a few bucks, ultimately case dismissed, we had to face defeat.

3. Dharnas,ralleys and protests by JNV Alumni: The Third is decided unanimously, as THE JNV ALUMNI taking the baton ahead. They would fight for their teachers rights.   The jnv alumni association meets are being organised and more and more members are joining their associations . One such is www.allindiajnvalumni.in  , contact the organisers and office bearers of the Associations  and make your ex students its members to fight for us.  As the present students studies should not be affected by the strike of teachers, for the time being indirect and backend support should be given by the staff of JNVs to orgainse a national meet wherein Conducting Dharna at Jantar Mantar and notice to be given before hand the top agenda.
Please see to it that it should not be money oriented or money laundering association.

4. Protests and Representations by Parents of present Students: The Fourth Strategy is Protests by Parents of present students:  They would meet the local MLAs, MPs, Medias etc and highlight our issue.  The parents of the present students should be made aware of our Righs deprived. They should be aware that the teachers and staff involved in making their wards carreer are deprived of family pension after Retirement.  Hence Parents awareness campaign should start now itself simultaneously along with the Protests by ex students or JNV alumni

                          FIGHT FOR OLD PENSION SCHEME GOI 1972 Continues.....

     ALL STRUGGLES FOR RIGHTS IN HISTORY HAVE TAKEN YEARS.....STOP NOT TILL THE GOAL IS REACHED.

                                                                                                                         -AINVSA
                                      

PRINCIPAL JNV AMRELI of GUJARAT in PUNE REGION CAUGHT FOR CORRUPTION

Reportedly the ACB caught the Principal in taking 50 thousand Rs Bribe for Students Uniform.

AINVSA requests NVS Hqrs officials ardently to implement SPOUSE-CASE TRANSFER promptly under relaxation of Transfer Policy. Requested Vidyalayas/Neighbouring Vidyalayas having both the posts vacant should be filled up by them without hesitations or both the spouses should be unified in a Vidyalaya if new created posts are vacant--- under DOPT Circulars ,and if needed displacements be executed as mentioned in TRANSFER POLICY

NORTH EAST N HARD STATION TRANSFER LIST 2015-16 DECLARED,

TRANSFER COUNTS USELESS IF ALL GIVEN TRANSFERS

Recently  the staff from North east and Hard stations are being given transfers to plain station. But its shocking that even those who have got less points such as 10, 6 etc are given transfers. Is it not that more points are added to them and transfer counts given.

Then why priority also given? If they are given more transfer counts then the counts should be seen with those other  counter part categories.

If a spouse category transfer candidate has 25 points and that of hard station has 18 points then obviously the first one should be given transfer. 

All the candidates transfer counts should be counted and then only transfers given. But NVS is releasing separately, then where does lie the comparison?

Whats the use of TRANSFER COUNTS when giving transfers to all those of Hard stations and NE Employees? They have been given extra points to enhance their preference.


SPOUSE CATEGORY N OTHER STAFF TRANSFER COUNTS SHOULD BE COMPARED AND THEN THOSE WHO GET MORE POINTS TRANSFERRED

Or it would be difficult for NVS if any spouse challenges that in the court.



 

AINVSA Laments and condemns the death of lady escort PET (F) of jnv in North East Region

AINVSA laments and offers  Condolences over  the demise ofLate Madam Bandana Kumari PET (F)  of  JNV Jonehboto/ Zhuneboto , Nagaland, who hails basically from Himachal Pradesh.

She was escorting Kabaddi Girls Regional  team of Nagaland.  The local goondas pushed her out from the running train and robbed her money bag.,  on 7 Aug 2015 around 3.30 am.


Kindly suggest points to include in the safety of lady escorts in general and compensation for the said victim... AINVSA invites comments in this regard and voice their reactions to sajith_nair12@rediffmail.com or register and write as comments below this blog.

- FOR AINVSA CEC

An APPEAL to NVS Hqrs to have soft corners to the deserving Candidates for Request Transfers

                                              An Appeal to NVS offficials

a) Spouse Case transfers to be given priority

 

The Spouses who have ardently applied for Request Transfers to a place where both the posts are vacant should invariably get the place of posting. Spouses should be transferred to a places where both the posts are created in any new established Vidyalaya.

 

NVS should have soft corners to those employees and try to unify them at the earliest in pursuance of the Relaxation of Transfer Policy , and Request Transfer Orders which are being issued recently and directions given to Regional offices by NVS Hqrs to that effect.  Some of the new created posts should also be filled by these deserving candidates who have a clean chit record and are sincere teachers, as spouses. They would be able to contribute more and more when they are united.

 

NVS ought not generalise and  have retribution towards them based on a few bitter experiences of  some erring spouses serving in NVS.

 

b) Medical cases cant wait: authentic cases to be given transfer orders 

 

Secondly Medical cases should also be  given relaxation of Transfer Policy 2012 and Request Transfers orders issued, preferably at the earliest at the beginning of the Academic year itself, in the interest of the students

 

                                                                                    -  AINVSA for Staff Welfare

REQUEST TRANSFER LIST Issued from different Regions for the year 2015-16