A long-standing demand of Delhi University’s teaching community to count the entirety of past service rendered in ad-hoc and temporary capacities for promotions and retirement benefits, has finally moved a step forward. Following sustained pressure from elected members of the university’s statutory bodies, the Vice Chancellor has agreed to send an official representation to the University Grants Commission (UGC), urging revision of existing regulations.
At the core of the issue lies UGC Regulation 2018, which, for the first time, acknowledged ad-hoc service for promotion. However, it allowed such past service to be counted only for the first promotion, from Academic Level 10 to 11. This resulted in many teachers, who spent several years in ad-hoc positions before gaining permanent status, being denied recognition for the majority of their service. Teachers argue that this selective accounting not only impacts their promotion prospects but also restricts their eligibility for full pension under the University Pension Scheme (UPS), which requires 25 years of service.
Teachers’ bodies have repeatedly highlighted how the university system has long relied on the contributions of ad-hoc and temporary staff. Many such educators have taught continuously for a decade or more before securing permanent positions. However, their years of teaching are often rendered invisible in the eyes of regulatory frameworks. The demand is that all such past service be treated as continuous and be counted fully towards promotions, pension, and retirement benefits.
The issue extends further to post-doctoral experience. Under current norms, post-doctoral work conducted in foreign institutions is eligible for promotion consideration due to higher emoluments, while similar experience in Indian public institutions is excluded due to lower pay. Teachers argue that this disparity is unfair and fails to reflect the quality and significance of academic research conducted within India. They are demanding that such post-doctoral work be given parity with Assistant Professor-level service, regardless of emolument differences.
Another concern raised in recent discussions is the implementation of periodic review mechanisms and proposals for compulsory retirement of senior faculty. Detractors argue that such policies may target experienced permanent staff under the guise of cost-efficiency, while replacing them with contractual hires who receive lower pay and fewer benefits. There is growing unease that such moves are aimed at institutionalising contractual employment at all levels within universities.
Several teacher representatives have also pointed out that the University of Delhi has not implemented a number of central government notifications that were intended to benefit employees, such as revised NPS rules or the extension of the Old Pension Scheme to certain eligible individuals. This selective adoption of policies, they argue, reflects a broader trend of administrative reluctance to support employee welfare.
The representation now being sent by the University to the UGC is seen as a long-awaited but essential step. Faculty members and union representatives hope that this formal communication will prompt the UGC and Ministry of Education to reconsider their stance and ensure fair recognition of academic labour that has long gone unacknowledged.
Ritobrita Mukherjee
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