As informed yesterday following our meeting, Director (HR) convened a separate video conference (VC) today with AIGETOA, along with the Uttarakhand Circle Management, to deliberate on the proposed organisational restructuring in Uttarakhand Circle. The meeting was attended by CS AIGETOA also who apprised about the ongoing situation at Uttarakhand Circle.
During the meeting, Team AIGETOA categorically demanded that the implementation of the present restructuring proposal be kept on hold and the order for Restructuring proposal be rolled back in its current form. The Association stressed that such a far-reaching organisational transformation cannot be implemented without meaningful stakeholder consultation. AIGETOA urged the Management to initiate a structured consultative process with all stakeholders, invite suggestions and feedback from the field, and incorporate the necessary corrections and modifications before proceeding further.
AIGETOA emphasized that since the Uttarakhand model is the pilot project and is likely to become the template for restructuring across BSNL, it must be scientific, practical, business-oriented and acceptable to all stakeholders after due deliberations and necessary improvements.
The Association also highlighted various operational, organisational and HR-related concerns, including operational feasibility, scientific manpower deployment, accountability, business orientation, challenges specific to the hilly terrain of Uttarakhand, and the need to protect BSNL’s high-revenue business centers while strengthening rural operations.
AIGETOA strongly demanded that the Management first address the long-pending HR issues of BSNL executives. AIGETOA categorically demanded that if BSNL’s ownership lies with govt and it is expected to fulfill the social obligations, then employees of BSNL can not be disowned by citing affordability clause. Government should be conveyed that it should own the issues of employees also and all the long pending issues be fulfilled. Further no proposal should be implemented unilaterally and a consensus must be reached by detailed discussion with the stakeholders.
The Association reiterated its demand for implementation of the 3rd PRC, standard E2 and E3 pay scales, time-bound promotions at all levels, full 30% Superannuation Benefits (SAB), and resolution of all other pending HR issues. It was emphasized that organisational transformation and HR reforms must progress together to ensure a motivated workforce capable of delivering BSNL’s growth objectives.
