Thank You , Shri Sanjay Kumar

OFFICE MEMORANDUM

Sub:  Warning on Tobacco  Product Packages.

                 Udyog Bhawan, New Delhi

Dated: .<.6/04/2016

,,

The Undersigned  is directed  to forward  herewith the following  letters/representations for action/as appropriate:

1.  Representation   dated  29.03.2016   received  from   Federation   of  All  India   Farmers Associations      related  to  Appeal  from  tobacco  farmers  to  align  policies  for  graphic health warnings   with   other   tobacco   producing   countries   and   safeguard    farmer livelihoods      under threat due to propaganda by globally funded  NGOs.

2.      Letter dated 03.04.201'6 received from Shri Hemen Parekh regarding warning  images on cigarette packs.

3.  Letter  dated   05.04.2016   received  from  The  Tobacco   Institute  of  India  regarding

Pictorial Warnings  on Tobacco Product Packages.

Encl: As above.

 Sanjay Kumar Lal

 Under Secretary to the Government  of India

Tel No. 23062906

	To, Shri Amal Pusp Director(IH/IClTobacco)
	Department of Health and Family Welfare
	Room No. 406 '0' Wing, 3rd  Floor Nirman Bhawan New Delhi-110011
,	E-maiIID:<amal.pusp@gmail.com>
	Copy to:
	1.  Federation  of All  India  Farmer  Associatioru  Plot	No. 4-19-1/24,  2nd   Line Vijayapuri,
	JKC     College     Road,     Guntur     -      522006,	Andhra      Pradesh,     E-Mail     10:

contact.faifa@grnail.com   .

2.  Shri Hemen Parekh, E-MaiIIO:hcp@recruitguru.com 

    .

3.                              Shri  Syed  Mahmood  Ahmad,  Director,  The  Tobacco   Institute  of  India,  316-318,  3rd Floor, Block 'E', International  Trade Tower, Nehru Place, New Delhi  110019, E-Mail ID tii@tiionline.org .

----------------------------------------------------------------------

Thank  You ,  Shri  Sanjay  Kumar  Lal

For responding and for forwarding my following mail ( blog ) , to Sri

 Amal Pusp

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Ambiguity is Bad !

Where  ?

*  Health Ministry wants warning images on cigarette packs to cover 85% of the surface , against earlier rule of 40%

*  A Parliamentary Committee had recommended 50 %

Reaction :

*  From friday ( 01 April 2016 ) , all cigarette factories have shut down in protest ,

According to Tobacco Institute of India , this will cause,

   #  Daily revenue loss of Rs 350 Crores

   #  Threatening livelihood of 45.7 million people dependent on the Industry

   #  Increase in trade in illegal cigarettes ( which already causes an annual

       revenue loss of Rs 9,000 cr to the exchequer )

What should Government do ?

 Negotiate with the Industry and reach Agreement , using my suggestion as under :

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Source : my blog dt 18 Aug 2013

 Going Up in Smoke ?

Yesterday , Times of India reported :

India's tobacco industry supports 38 million people ( 380 lakhs )

Every year , some 6 million ( 60 lakh ) people die in India thru use of tobacco ( mostly cigarettes )

Of these , some 6 lakh die by inhaling smoke of other cigarette smokers

So what can we do to save these 60 lakh ?

Immediately close down entire tobacco industry ?

And jeopardize the lives of 380 lakh  ?

Obviously , we cannot adopt a mutually exclusive solution !

We must find a solution that , not only saves those 60 lakh but also continue to provide livelihood to 380 lakhs

That cannot be done in one - or even five - years , but it is entirely possible to solve this problem over , 20 years , as follows :

*   Thru appropriate legislation , phase out tobacco industry by 2033

*   Immediately stop expansion of existing units

*   Do not allow new units to come up

*   Place a recruitment freeze in tobacco industry - no fresh hiring at any level

*   No replacement for retiring employees , after 2018

*   Provide incentives to industry to redeploy capital / manpower in alternate industries - especially those industries with large scope for creation of new jobs

*   Give generous tax-breaks to industry to remain profitable , even as they wind-up operations

*   Provide incentives to put up new-industry projects in less industrialized regions

*   Provide incentives for re-training existing workers in new skills in demand by others

*   Subsidize Voluntary Retirement Schemes of industry

This is just a partial list . I am sure , if there is political will , experts will come up with many more viable suggestions

Hint :

If Shri Piyush Goyal can plan on banning all petrol / diesel driven vehicles on roads from 2030 , then banning cigarettes from 2036 , ought to be a " Child's Play " !

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hemenparekh.in / blogs

03  April  2016

No use Fighting !

Entire world produces 280 million tons of plastics , every year

Of this , some 20 million tons finds its way into world's oceans

Rest finds its way into ugly land-fills

A very tiny percentage of this has accumulated at one spot in Pacific Ocean

It is called Great Pacific Garbage Patch , , covering an area , twice the size of United Kingdom ( approx 500,000 Sq Km )

Since most of this is non-degradable , it will continue to float for 50 years

Hundreds of scientists and governments are working for years to find a solution to this problem of cleaning up the ocean by removing floating plastic

But the solution is evading !

Use of current method of skimming will take several decades to clean up the Great Pacific Garbage Patch

But if some method can be found to ,

*  Increase the thickness of the patch to several hundred feet

*  Bind the loosely floating plastic with some glue / resin , to turn it into a

    strong land like mass ( of course , still floating )

*  Build onto this light weight pre-fabricated homes

then ,

it could become a Nation of 126 million inhabitants ( twice the population of UK , since Pacific Garbage Patch is twice the area of UK ) !

Of course , if this method succeeds , 280 million tons can create an entire continent , the size of Europe ! Every year , too !

May be scientist can even find a way to tow it away anywhere  !

For EU threatened with an influx of a million migrants every year , this could be a much cheaper - and humanitarian - way of housing them

Much cheaper than what Elon Musk / Mark Zukerberg / Jeff Bezo etc are spending on Space Missions to locate inhabitable distant Earth-like planets !

Why spend billions of dollars on finding ways to bio-degrade plastics ?

Just find a way to " Re-Use " it for benefit of poor people !

Call it USM ( United States of Migrants ) !

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www.hemenparekh.in / blogs

25  April  2016

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Make    Yourself    Heard

Dear Visitor :

It is time for YOU to speak up - and demand that YOU are heard

By emailing this suggestion - incorporating your OWN improvements - to the following Policy Makers

(  Just multiple copy all the following Email IDs into the Recipient column of your Outlook and Copy / paste this suggestion in the Message Box ) :

    narendramodi1234@gmail.com; 38ashokroad@gmail.com;ajaitley@del5.vsnl.net.in; jayant.sinha19@sansad.nic.in;piyush.goyal@gov.in;nitin.gadkari@nic.in; spprabhu1@rediffmail.com;bandaru@sansad.nic.in;smritizirani@nic.in;nsitharaman@nic.in; ravis@sansad.nic.in;sureshprabhu@irctc.co.in;prakash.j@sansad.nic.in;secy-ipp@nic.in; amitabh.kant@nic.in; shaktikanta.das@nic.in; rsecy@nic.in; adhia1981@gmail.com; ceo-niti@nic.in; atul-chaturvedi@nic.in; uma.bharati@sansad.nic.in; d.pradhan@sansad.nic.in; rprudy.office@gmail.com; rudypr@rediffmail.com; eam@mea.gov.in; mosvks@mea.gov.in; mvnaidu@sansad.nic.in; mnaqvi@sansad.nic.in; rao.inderjit@sansad.nic.in; mljoffice@gov.in; sadananda.gowda@sansad.nic.in; ministerminority@gov.in; najmah@sansad.nic.in; minister-ca@nic.in; ramvilas.paswan@sansad.nic.in; gandhim@sansad.nic.in; akumar-alpha@sansad.nic.in; jpnadda@sansad.nic.in; hm.moca@nic.in; geete@sansad.nic.in; simratbadal@yahoo.com; ns.tomar@nic.in; rmsingh@sansad.nic.in; tc.gehlot@sansad.nic.in; dr.harshvardhan@sansad.nic.in   

Underpaid ?

Dear Executive, To be underpaid is bad enough.  Not to know that you are underpaid is worse  ! How does your current salary compare with those of your, *   co-professionals ? *   colleagues ?  *   friends ?  *   class-mates ?  *   cousins ? You want to know this – and on a continuing / ongoing basis,  Not once-a-year when some newspapers publishes a macro-level industry / region wise “ Salary Survey ” You want to strengthen your bargaining position; with your current employer and with your prospective employers well. And now (  - not next increment time  ! ) Now it is easy.  When you Submit Resume/create profile, your salary profiles get generated in a matter of seconds, showing how your current salary compares with your co-professionals. Then comeback EVERYDAY, log in at this page and see your latest / revised profile ! ( Sure, your salary does not change everyday but when thousands of executives are submitting their resumes daily, your relative “standing” is changing continuously - even hourly ! ) Unbelievable  ?   Don’t go by my word. Submit Resume  and see for yourself.  Then comeback and  Edit  your resume whenever your salary changes.  " The man's satisfaction with his salary depends on whether he makes more than his wife's sister's husband. " - H. L. Mencken Source: DNA Money, Sept 01, 2008 ------------------------------------------------------------------------------------- - Rahul   /  www.IndiaRecruiter.net P.S. To see your own / latest Salary Profile, you need to log in. If you are a first time visitor, get your user Id / password by  Submit Resume ------------------------------------------------------------------------------------

SAMPLE SALARY PROFILE

Recruitment Process Flow-Chart

Dear HR Manager / Headhunter / Recruitment  Consultant : There is no doubt you have subscribed to many job sites to:   Post Jobs.   Search Resumes. But ours is the only job portal that enables you to store / hold resumes in a  Resume Holder  ( for later viewing at your convenience ) - irrespective of whether , you short listed those resumes yourself, during Resume Search. Then we simplify your life still further by enabling you to , Transfer the resumes with high percentile score to an Interview Process. Conduct interview  using Interactive Interview Tool ( IIT ) with built-in  15,000+ Interview Questions. Fill-up online Candidate Assessment Form, while the Candidate is still sitting in front of you ! Click on candidate's Interview History to find out if he was ever before interviewed by your organization, at anytime in the past ! Now this is as cool as you can get with your Recruitment Process ! -  Shubhangi  /   www.IndiaRecruiter.net ---------------------------------------------------------------------------------------------

Candidate Assessment

Dear HR Manager / Headhunter / Recruitment  Consultant  : There is no doubt you are a good judge of people . Your profession demands it. Even as a candidate walks in and sits down, you can, intuitively, make out whether he will work out or not. By the time, you have asked - and that jobseeker has answered - a few interview questions ,your mental computer has assessed / evaluated / judged the candidate on many attributes, assigned a score to each attribute and formed on overall / global impression. Fantastic ! But in all fairness to the jobseeker , to other competing candidates and to the "Corporate Image" of your own organization , you need to record your findings for every authorized executive to see, for years to come. Candidate Assessment form is meant to enable you to do that  Just insist on  Profiles. It is not difficult to tell the candidates : " Sorry we do not entertain plain text resumes  ". - Shubhangi /  www.IndiaRecruiter.net --------------------------------------------------------------------------------------

Six Sigma

Dear HR Manager / Headhunter / Recruitment Consultant : When a job-seeker submits resume on this website, it automatically - and instantly - gets converted into several graphical profiles, which we like to call " THE  RESUME  ANALYTIC ".  These graphs are generated by plotting, "Raw Score" ( assigned to candidate's resumes by our software ), on X- axis. "% of Co-Professionals" ( getting the same score ), on Y- axis. As the database grows, these graphs will tend to become the familiar bell - shaped curve, popularly known as the Normal Curve, where the mean, mode and median all coincide at X = M. Sigma is the normal variant ( STANDARD DEVIATION ), from the mean and in a NORMAL CURVE , (+ , - ) 1 Sigma =  68 % of the population ( under the curve ). Now, don't expect to find a candidate with a score of  > +3  Sigma.  They are already working for IBM - Google - Microsoft etc. and not looking for a job- change !   If you do, simply grab. On the other hand, all those scoring higher than  +2  Sigma, must be immediately called for an interview. Having mastered the "Art of Interviewing", it is about time, you rationalize your recruitment process by taking help from the " Science of Interviewing ". Normal curve was the logic behind our logo. We love STATISTICS ! -Shubhangi  /  www.IndiaRecruiter.net --------------------------------------------------------------------------------

---------------------------------------------------------------------------------------------------------------- THE   IMPERFECT   SCIENCE   OF   HIRING Common slip-ups focusing on pedigree, going for the familiar, hiring someone with a low EQ, or with the too much experience for the job     What is the biggest hiring mistake you have ever made ? - Stephan kiapproth , Zurich, Switzerland  ---------------------------------------------------------------------------------- Would you believe that with about 60 years of combined experience, we have made too many hiring mistakes to name just one ? It is true.  Now many occurred when we were newer at this game, but picking the right people never gets easy. Just last month, we almost blew it twice, saved only by a last minute eureka in both cases. Incidentally, even as we were in the midst of making these almost mistakes, we were cringing a bit, concerned we were off track. And yet we forged ahead, feeling simultaneously hopeful & helpless. Our candidates seemed bright and shiny enough, and we were just  so tired of interviewing  when there was real work to be done. Of course, hiring is real work..  Given the central importance of your people, it is as fundamental as work gets. Yet, too often, we rush heading into its painfully common pitfalls. Take our first near-miss last month, when we almost gave into the universal impulse to hire a person who looked too good to be true. There she was with an Ivy League degree, several technology jobs at companies and exactly the skills we needed. Well dressed, well spoken, charming, eager- the works, even her salary requirement was in the low range. But she couldn’t tell us why she hadn’t held a job for last six months.  “ She plugs our hole perfectly,” we actually said to each other and,  “ Maybe the job market is tighter than we thought. “  Finally, we were brought to our senses When her references, despite repeated requests, would not call us back, forcing us to remember that anyone who looks good to be true invariably turns out to have something not-so-good they are trying to keep you from noticing. A related hiring mistake is the rush to hire a person because he possesses your missing piece – the Wharton MBA, the way with words, the “prestige” experience. Back when one of us ( Jack ) was a new graduate of the University of Illinois trying to build a plastic business, he leapt  at candidate whose resume listed DuPont. Some of those hires turned out fine; other were duds. In the end, the “pedigree” they brought to the table was less important than the entrepreneurial nerve and sales savvy the actually needed. Flip the coin and you will find another common hiring slip-up, going for the familiar – same college, social background, favorite baseball team, and so on. This dynamic crops up especially in global hiring, where managers seem irresistibly drawn to hiring the candidate who literally speaks their language.  Familiarity hiring can work.  But too often, once the new employee settles in, you begin to discover the shortcomings you should have dug for earlier but didn’t because you “knew” the candidate.  You knew only what he seemed like – you. Another mistake is hiring a candidate who has a too much experience for the job, or more aptly, too little runway.  It can feel reassuring to bring abroad a person who has seen it all.  But, eventually, these individuals can grow bored of seeing it all again, and if there is no upward route, they become a managerial problem without an easy solution. You have hired someone into dead end Finally a misstep we have both taken is hiring a candidate who is smart and capable but just too lacking in emotional intelligence , or EQ, the term popularized by the researcher Daniel Goleman to describe the combination of self-awareness, realness, compassion and resilience that helps make people great teammate and leaders. Luckily, most people develop EQ as they mature, through work and life experiences, both good and bad, and many others can be coached to develop latent EQ within. But, occasionally, you bump into a talented and competent candidate, as we did last month, who is so lacking in the EQ components of humility and authenticity that you can’t take a chance. Again, this young man had a lot of right stuff, but when he started telling us he had never made a mistake in his life and didn’t expect to, we knew we had heard enough. The happy ending to his story is that we ended up with great people, but we would have to predict that our hiring travails will never end. As long as “real work” beckons, time is tight and hope springs eternal, THE  SCIENCE  OF  HIRING  WILL  BE  IMPERFECT.  Just like all the people doing it. -------------------------------------------------------------------------------- Source: mint - June 30, 2008 By: Jack and Suzy Welch