Samsung Pay comes to Gear S3, use your Samsung smartwatch to make payments

Samsung Pay comes to Gear S3, use your Samsung smartwatch to make payments

Samsung has today made it possible to use the Gear S3 smartwatch with Samsung Pay, the company’s alternative contactless payment method to Android Pay and Apple Pay, in the UK.

  • What is Samsung Pay, how does it work and what banks are supported?

With Samsung Pay enabled on a Gear S3, it can be used to make payments on all contactless payment terminals, including Oyster terminals across the London travel network.

To enable Samsung Pay on the Gear S3, follow these simple steps:

  • Make sure your mobile device is compatible. The Gear S3 can be used with select Samsung phones, and all other Android smartphones running Android 4.4 KitKat or higher
  • Ensure you have the latest version of the Samsung Pay app installed on your mobile device
  • Register your credit or debit card and authenticate your ID
  • Set-up a security pin

To use the Gear S3 to make a payment, hold the watch with the face facing the payment terminal.

  • Samsung Pay now available in UK for Galaxy smartphone users
  • If you use Samsung Pay, you can check-out with Paypal now

Samsung Pay is already available to use with select Galaxysmartphones, but this marks the first time it can be used with one of Samsung’s smartwatches. Samsung hasn’t said if and when it will make it possible to use Samsung Pay with the Gear S2 or Gear S2Classic watches.

[“Source-pocket-lint”]

Department for Education discloses gender pay gap

women

The pay gap between men and women working at the Department for Education (DfE) is 5.9%, new figures reveal.

The figure was calculated by how much an individual is paid per hour, so takes account of part-time workers.

The DfE is the first government department to publish the difference between the pay of men and women.

The national gap is 18.1%, but the DfE uses a different methodology so cannot be compared directly to the Office for National Statistics figure.

Education Secretary and Minister for Women and Equalities Justine Greening said her department was setting an example on promoting gender equality.

The DfE reported a mean pay gap – the difference between average salaries for men and women – of 5.3% and a median pay gap of 5.9%.

Pay gap data will be published by all government departments and large private companies by April 2018.

The ONS national gender pay gap for full and part-time workers is the lowest since records began in 1997.

women

Ms Greening said: “I’m proud that the DfE has taken an important step in reporting its gender pay gap, setting an example to other employers as we build a stronger economy where success is defined by talent, not gender or circumstance.

“The UK’s gender pay gap is at a record low, but we are committed to closing it.

“As one of the UK’s largest employers, the public sector has a vital role to play in leading the way to tackle the gender pay gap which is why the DfE’s step to publish our gender pay gap matters.”

The department says it has introduced a range of initiatives to support women in the workplace, such as supporting women returning to work, monitoring pay and helping women progress in their careers.

 
[“source-bbc”]

 

7th Pay Commission Allowances: Updates On Empowered Committee Meeting

Allowance committee examining 7th pay commissions recommendations submitted its report last month.

The Empowered Committee of Secretaries (E-CoS) is likely to meet soon to screen the allowance committee report on 7th pay commission recommendations, an employee union leader said. He expects the Empowered Committee of Secretaries to firm up the proposal in a fortnight for approval of the Cabinet. The Ashok Lavasa committee on allowances, which examined the 7th pay commission’s recommendations on allowances, submitted its report to the finance minister on April 27. The allowance committee has suggested some modifications in some allowances that are applicable universally to all employees as well as certain other allowances which apply to specific employee categories, the finance ministry said in a statement.

The 7th pay commission had recommended that house rent allowance or HRA be paid at the rate of 24 per cent, 16 per cent and 8 per cent of the new basic pay, depending on the type of city. The 7th pay commission had also recommended that the rate of HRA be revised to 27 per cent, 18 per cent and 9 per cent when DA crosses 50 per cent, and further revised to 30 per cent, 20 per cent and 10 per cent when DA crosses 100 per cent. With regard to allowances, employee unions have demanded HRA at the rate of 30 per cent, 20 per cent and 10 per cent.

The 7th pay commission had recommended that of a total of 196 allowances, 52 be abolished altogether and 36 be abolished as separate identities by subsuming them in another allowance.
The Cabinet had earlier approved modification in recommendations of the 7th pay commission relating to the method of revision of pension of pre-2016 pensioners and family pensioners based on recommendations of a high-level panel. The decision will benefit over 55 lakh pre-2016 civil and defence pensioners and family pensioners.

 

 

 

[“source-ndtv”]

7th Pay Commission: Changes In Pension, Defence Pay Matrix And More

The Cabinet had in June last year approved implementation of 7th pay commission recommendations

he Union Cabinet chaired by Prime Minister Narendra Modi approved important proposals relating to modifications in the 7th pay commission recommendations on pay and pensionary benefits including those of defence forces. The benefit of the modifications will be available with effect from January 1, 2016, the date of implementation of 7th pay commission recommendations. The Cabinet had in June last year approved implementation of the 7th pay commission’s recommendations with an additional financial outgo of Rs. 84,933 crore for 2016-17 (including arrears for 2 months of 2015-16). With the increase approved by the Cabinet, the annual pension bill alone of the central government is likely to be Rs. 1,76,071 crore.

Here are highlights of some of the important decisions of the Cabinet:

The Cabinet approved modifications in the recommendations of the 7th pay commission relating to the method of revision of pension of pre-2016 pensioners and family pensioners based on suggestions made by the committee chaired by Secretary (Pensions).
The modified formulation of pension revision approved by the Cabinet will entail an additional benefit to the pensioners and an additional expenditure of approximately Rs. 5,031 crore for 2016-17 over and above the expenditure already incurred in revision of pension as per the second formulation based on fitment factor.

It will benefit over 55 lakh pre-2016 civil and defence pensioners and family pensioners. In order to provide the more beneficial option to the pensioners, the Cabinet has accepted the recommendations of the Committee, which has suggested revision of pension based on information contained in the Pension Payment Order (PPO) issued to every pensioner.

The Cabinet also approved the retention of percentage-based regime of disability pension implemented after sixth pay commission, which the 7th pay commission had recommended to be replaced by a slab-based system. The decision which will benefit existing and future defence pensioners would entail an additional expenditure of approximately Rs. 130 crore per annum.

The Cabinet has approved further modifications in the pay structure and the three Pay Matrices, i.e. Civil, Defence and Military Nursing Service (MNS).

The 7th pay commission had recommended a compact Pay Matrix for Defence Forces personnel keeping in view the number of levels, age and retirement profiles of the service personnel. The Ministry of Defence raised the issue that the compact nature of the Defence Pay Matrix may lead to stagnation for JCOs or junior commissioned officers in Defence Forces and proposed that the Defence Pay Matrix be extended to 40 stages. The Cabinet decision to extend the Defence Pay Matrix will benefit the junior commissioned officers who can continue in service without facing any stagnation till their retirement age of 57 years.

Index of Rationalisation or IOR for Levels 12 A (Lt. Col. and equivalent) and 13 (Colonel and equivalent) in the Defence Pay Matrix and Level 13 (Director and equivalent) in the Civil Pay Matrix has been increased from 2.57 to 2.67: Variable IOR ranging from 2.57 to 2.81 has been applied by the 7th CPC to arrive at Minimum Pay in each Level on the premise that with enhancement of Levels from Pay Band 1 to 2, 2 to 3 and onwards, the role, responsibility and accountability increases at each step in the hierarchy.

This principle has not been applied in respect of Levels 12A (Lt. Col. And equivalent), 13 (Colonel and equivalent) and 13A (Brigadier and equivalent) of Defence Pay Matrix and Level 13 (Director and equivalent) of the Civil Pay Matrix on the ground that there was a disproportionate increase in entry pay at the level pertaining to GP 8700 in the 6ht pay commission regime. The IOR for Level 13A (Brigadier and equivalent) in the Defence Pay Matrix has already been revised upwards with the approval of the Cabinet earlier. In view of the request from Ministry of Defence for raising the IOR for Levels 12 A and 13 of the Defence Pay Matrix and requests from others, the IOR for these levels has been revised upwards to ensure uniformity of approach in determining the IOR.

To ensure against reduction in pay, benefit of pay protection in the form of Personal Pay was earlier extended to officers when posted on deputation under Central Staffing Scheme (CSS) with the approval of Cabinet. The benefit will also be available to officers coming on Central Deputation on posts not covered under the CSS.

 

 

[“source-ndtv”]