As informed earlier post our meeting with CMD BSNL, Team AIGETOA has been consistently been holding detailed discussions with DIR HR and PGM (Pers) on Transfer Order Discrepancies during various meetings held last week. Team highlighted the discrepancies and demanded immediate corrective actions. Team AIGETOA also submitted the list of requests which has not been considered and requested to consider by examining it case by case on Merit. We also requested for incorporating the extended exemptions in black and white in the notified policy so that future executives may also remain benefitted uniformly and there remains no change in stand with change in chair. We also demanded to bring back all such officers displaced under long stay earlier to their choice circles irrespective of their tenure at the current place of posting.  We categorically pointed out that notified policy should be followed in letter and spirit and change in criteria in deviation with detailed discussions were held by highlighting 21 categories of discrepancies, selective considerations, and policy deviations in the transfer and posting orders issued on 09.05.2026 as follows. The demands for transparent publishing of adopted criteria was also made.

Major Issues Covered

1. Non-consideration of age relaxation provisions for executives above 56/58 years despite explicit provisions in the BSNL Transfer Policy 2008.

2. Arbitrary cut-off dates and selective consideration of tenure completion, leading to unequal treatment of similarly placed executives.

3. Transfer of PwD executives despite existing protections and ERP entries.

4. Ignoring caregiver and compassionate grounds, including cases involving cancer treatment and children with severe disabilities (despite existing protections and ERP entries.).

5. Medical cases ignored despite valid documentation, while some verified medical cases remain pending without final orders.

6. Eligible OTP applicants not considered, despite completing tenure and fulfilling policy conditions. Those applied on Company Cost should also be given consideration as per the notified transfer policy. Even tenure postings have not been considered at company cost. Many spouse cases have not been considered. All such cases must be considered with priority.

7. Pending non-territorial circle requests not acted upon despite recommendations from concerned CGMs.

8. No opportunity provided to exercise choice before long-stay transfers (before issuing the orders, BSNL CO should have released the long stay list along with the Surplus/Deficit circles lists and three choices should have been asked from each executive being considered for long stay transfers).

9. Multiple OTP requests ignored, including compassionate cases involving women employees and single parents.

10. Selective implementation of approved medical and transfer cases, resulting in unequal treatment.

11. Medical cases rejected without proper physical verification.

12. Association office-bearer immunity not considered, despite ERP entries and approved immunity lists as per the REA rules.

13. RTTC/BRBRAITT-related OTP cases which were asked exclusively for training center assignments have been considered as normal OTP with transfers issued despite non-selection for the training assignments (OTP applied as per the BRBRAITT mail for all the applicants).

14. OTP cancellation requests ignored, even in cases involving age relaxation, medical grounds, and changed family circumstances.

15. Discrimination between officers who complied with transfer orders and those who obtained retention.

16. Choice circles not considered after completion of hard-tenure service.

17. Non-consideration of OTP requests of officers nearing retirement (58+/59+ years).

18. Long-stay transfers issued despite prior hard-tenure service.

19. Spouses have been placed in separate circles through current transfers despite scope of posting at same place.

20. Service rendered in soft tenure places have not been considered while calculating long stay. Similarly executives working in semi hard tenure stations have also not given requisite consideration.

21. Non-territorial transfers within CGM’s area are pending due to approval pending at Corporate Office.

We also demanded:

1] Publishing of the adopted Criteria in black and white to keep the applicability & treatment uniform in future also.

2] Choice to be given to all the exempted category executives (as applied in current transfers as well as unimplemented transfers) who have been displaced in earlier long stay transfers/OTP to return to their choice circles immediately.

Response from the Management

DIR HR and PGM (Pers) patiently heard the concerns raised by the Association and discussed the issues in detail. The management assured that all representations and discrepancies submitted by AIGETOA would be examined on merit and in accordance with the applicable policy provisions. All such discrepancies shall be corrected and uniformity shall be maintained wherever found correct.

The management informed the Association that all executives seeking consideration under Medical, PwD, or Caregiver categories should submit their applications through the proper channel to their respective Circle Offices, along with the relevant Medical Board certificates and supporting documents. The Circle Offices, after due examination, should forward such cases to the Corporate Office along with the recommendations of the Circle Medical Committee and the recommendation of the concerned CGM. The management assured that cases received through this prescribed process would be examined appropriately for consideration in accordance with the applicable policy provisions.

The management further informed that executives who are under transfer and seeking retention on the grounds of Office Bearer Immunity under the Recognized Executive Association (REA) Rules should submit their retention requests in the prescribed format (Performa already circulated) through the proper channel to their respective Circle Offices, along with all relevant supporting documents. The Circle Offices, after due examination of the cases, should forward the applications to the Corporate Office along with the recommendations of the concerned CGM. The management assured that all cases received through the prescribed procedure would be examined appropriately for consideration in accordance with the applicable policy provisions and the REA Rules of BSNL.

The Association also emphasized that the objective is not confrontation but ensuring justice, transparency, and confidence in the transfer process. It was conveyed that arbitrary and selective implementation of policy provisions only leads to avoidable grievances and litigation and hence the same must be avoided.

AIGETOA remains committed to pursuing all genuine cases and ensuring that the transfer and posting process in BSNL remains transparent, fair, uniform, and fully compliant with the approved policy framework.

AIGETOA will continue to closely monitor the developments and keep the executive fraternity informed about further progress in the matter.

Today, on 2nd June 2026, the final arguments in the seniority case concerning LDCE-2012 executives who were pushed to List 12 and List 13 were heard before the Hon’ble CAT, Madras Bench. The Senior Counsel representing the AIGETOA team presented the case effectively and comprehensively. The hearing continued for more than one hour, during which all relevant aspects of the matter were argued in detail.

After hearing the submissions, the Hon’ble Court directed the parties to submit a short written note within one week. The matter has now been reserved for judgment.

We sincerely hope that justice will finally prevail and that the legitimate rights of the affected LDCE-2012 executives will be restored.

On this sacred occasion, let us embrace the spirit of selflessness, devotion, and unity that defines this festival. May this Eid bring immense peace, prosperity, and joy to our entire telecom fraternity, their families, and our nation.

As we celebrate, we reaffirm our collective commitment to dedication and mutual support in all our endeavors to drive organizational excellence and strengthen our fraternity!

Eid Mubarak !

Today, a delegation of Bharatiya Doorsanchar Manch (BDM) led by Shri Ravi Shil Verma, Chairman BDM & GS AIGETOA, Shri R C Pandey, Convener BDM & GS BTEU, Shri Hari Sowani, Vice Chairman BDM & GS BDPS, Shri Ratnesh Kumar, President BDPS and Shri Dharmraj Singh, GS MTNL MS met Hon’ble Rajya Sabha MP and National General Secretary BJP Shri Vinod Tawde Ji. The Team held a detailed discussion on the long pending issues pertaining to BSNL and MTNL employees/pensioners.

The delegation discussed in detail the issues related to implementation of 3rd PRC, Pension Revision of Pensioners, residual issues of 2nd PRC, promotion related issues and pending committee report on HR matters. The issue of “One Company: One Policy” and the prevailing discrimination between absorbed employees and BSNL recruited/absorbed employees were also highlighted during the discussion.

The delegation emphasized that waiver of the affordability clause is essential for implementation of 3rd PRC in BSNL/MTNL considering the strategic importance of the PSU and its crucial role in development and rollout of Swadeshi 4G under the vision of Atmanirbhar Bharat in Telecom. It was also highlighted that one of the root causes behind BSNL becoming a loss-making PSU is the absence of a proper internal managerial hierarchy and its governance through the officers on deputation from DoT.

The delegation further requested the intervention of Hon’ble Shri Vinod Tawde Ji in appointment of a regular CMD for BSNL/MTNL. The issue pertaining to scrapping of SET Recruitment was also discussed in detail. The recent notice served by Bharatiya Doorsanchar Manch was also brought to his kind attention. Memorandum on behalf of Bharatiya Doorsanchar Manch and the copy of the recent notice by BDM was also shared with Hon’ble MP and BJP National General Secretary Shri Vinod Tawde Ji for his necessary intervention.

All the issues were discussed comprehensively. Hon’ble Shri Vinod Tawde Ji assured the delegation of his active support and advised the delegation to meet him again after 15-20 days. He further assured that he would take up the issues with Hon’ble MoC and other concerned authorities for necessary resolution.

Click here for the Glimpses of Meeting

AIGETOA has been continuously pursuing the critical HR issues of BSNL Executives at all levels. Last week, from 18th to 22nd May 2026, we had a detailed and focused meeting at various levels including the meetings with the PPS to Hon’ble Minister of Communications (MoC) and Hon’ble Minister of State for Communications (MoSC). In the aforesaid meetings, the long pending concerns of BSNL and its employees were discussed comprehensively.

We explained our submissions with respect to creation of the internal managerial hierarchy and the various steps highlighted in our submissions for addressing the issues which BSNL and its employees are facing today. We also highlighted the mannerism in which BSNL executives have been kept devoid of even the basic HR needs. We also explained that the residual issues of 2nd PRC pertaining to the youngest set of BSNL executives are yet pending to be implemented and various committees constituted for resolution in response to our struggle last year has failed to submit their recommendation even after elapse of one year.

We emphasized on the discrimination being faced by BSNL executives in terms of pay, pension and promotion. While from the very same BSNL revenue account, officers on deemed deputation from DoT are getting 7th CPC benefits, CDA increase without any hitch, all the applicable perks and allowances and even promotions against BSNL Posts, the regular absorbed/recruited employees of BSNL are being denied even the basic rights of proper transport allowance, proper TA/DA, proper scales, Proper Medical Facilities, Promotions and 30 percent SAB. Even the IDA increase in BSNL has to go through many check points while no such exercise was taken for CDA implementation.

While the officers on deemed deputation are poised to get 8th CPC benefits, BSNL employees have not been given 3rd PRC. Our emphasis was on One Company: One Policy i.e. Parity in Pay, Perks, Pension and Promotions between the regular employees of BSNL and those on deemed deputation.

The various issues which have erupted in the Annual Transfer Orders issued by BSNL recently were also highlighted.

Subsequently, today morning, AIGETOA submitted a concise one-page brief to Hon’ble MoSC Dr. Chandra Sekhar Pemmasani highlighting the major unresolved issues pertaining to PPP and other key HR matters affecting BSNL Executives.

It has been reliably learnt that thereafter, Hon’ble MoSC has held review meeting on the HR issues with BSNL Management and taken serious cognizance of the pending HR grievances and has issued categorical directions to BSNL Management for expeditious resolution of pressing issues related to:

* Residual issues of 2nd PRC

* Promotions

* Transfers and related HR concerns.

Hon’ble Minister has also held detailed deliberations with respect to creation of Internal Managerial Hierarchy for BSNL. We have earlier explained our proposal in this regard to Hon’ble Minister during our last interaction few days back.

The Hon’ble MoSC has emphasized that legitimate employee grievances should not remain pending without resolution and necessary action should be taken promptly by BSNL and DoT authorities. 

We wish to inform that the most pressing issue regarding implementation of 3rd PRC in BSNL requires more time and greater sustained efforts. AIGETOA has already intensified its organizational and policy-level interventions in this regard, including the notice served today on the Bharatiya Doorsanchar Manch, and shall continue to push the efforts for early resolution of all the pending issues. AIGETOA remains fully committed towards safeguarding the interests, dignity and career progression of BSNL Executives and will continue pursuing all issues vigorously till its logical conclusion.

Bharatiya Doorsanchar Manch (BDM) serves notice for the “Organizational Action Programs” in view of non-resolution of the crucial issues related to BSNL Revival and Survival leading to the complete frustration in the employees and continuous breach of trust in resolving the long pending HR issues despite firm assurance by BSNL.

Click here for the Notice

We extend our sincere thanks all the constituents of Bharatiya Doorsanchar Manch (BDM) for standing United and specially Sh R K Gupta General Secretary, DEWAB who accepted to join the movement to strengthen it further. Now, DEWAB is also the part of Bharatiya Doorsanchar Manch (BDM). BDM calls upon all associations, unions and every BSNL employee to unite and actively participate in this action program. It’s time to stand together and force resolution of long-pending HR issues that have denied us our rightful dues. Let’s make our voice heard – Together.

DEMANDS:

1] Implementation of 3rd Pay Revision Committee (3rd PRC) recommendations for BSNL employees by waiving off the affordability clause, in view of BSNL’s status as a Strategic PSU involved in fulfilling the various social/telecom objectives of government and its pivotal role in the “Make in India” initiative for Swadeshi 4G/5G technology development. BSNL has been serving the nation with pride and its employees have dedicated itself to the cause of nation by serving to the remotest and farthest corners of the nation. Be it national calamity, be it Geo Political Situation, be it National Emergency, BSNL employees have always worked with “Nation First Policy”. Moreover, the policy making and execution for BSNL has been handled by government mostly through the officers on deputation from DoT and hence loss or profit for BSNL has never been entirely into the hands of its internal employees.

In view of the unique position of BSNL as the flag bearer of the Atmanirbhar Bharat in Telecom initiative and its involvement in nation building process through various social and strategic responsibilities, the affordability clause must be waived for BSNL as has been granted to other PSUs which have been formed for special purposes.  BSNL board has already recommended and written to DoT for implementation of 3^rd PRC.

Hence we demand for granting the waiver of affordability clause for implementation of 3rd PRC in BSNL by considering it as a PSU formed to perform a specific agenda instead of examining the same under the lenses of profit/loss.

2] Delinking of Pension Revision with Profitability of BSNL/MTNL. We demand for Pension Revision of BSNL/MTNL Pensioners at par with Central Government Pensioners and implementation of Hon’ble PBCAT judgement. Once the employee of BSNL/MTNL superannuates from the department, they draw the pension from consolidated fund of India and hence do not have any linkage with profit and loss of the PSU. Hence the Pension Revision must be delinked with the Profitability of BSNL/MTNL. 

3] Settlement of all residual issues of the 2nd PRC pending since 01.01.2007 viz issuance of revised Presidential Order for E2/E3 pay scales for JTO/JAO/SDE/AO equivalent grades, Full 30% defined contribution towards Superannuation Benefit, creation of the mandatory Post-Retirement Medical Benefit Fund (PRMB), settlement of pay-loss issues of JTOs/JAOs recruited/promoted post 1.1.2007 (22820, JE Period Pay Loss), extension of 5 additional Increments to BSNL Recruited JTOs/JAOs and JEs, Revision of 1996 TA/DA/Transport rules to current market rates, Unfreezing of Medical Reimbursement being frozen at 2020 DA rates during Covid-19 period. These issues have minimum financial implication and still they have been kept pending. Many committees have been formed for the purpose but the reports have been kept pending for more than one year. We demand for implementation of the same.

4] Implementation of “One Company – One Policy: Parity in Pay, Perks and Promotions between Regular Employees of BSNL/MTNL vis-à-vis the employees on deputation from outside”.

Both, the Officers on Deemed Deputation to BSNL and the Internal Regular Employees of BSNL draw the salary and Perks from the Same Revenue Account of BSNL. While Officers on deemed deputation to BSNL are getting all the benefits of 7^th CPC (Poised to get 8^th CPC), the regular absorbed/recruited employees of BSNL are being strictly denied even the basic entitlements in the name of affordability.

There cannot be differential yardsticks for two different groups present in the same company. If affordable, it is for all, if non-affordable, it is for all. Hence we demand for Implementation of One Company: One Policy for BSNL i.e. equal treatment for all.

5] Creation of an internal management hierarchy through timely promotions across all streams and cadres, Promotions for all eligible executives, settlement of all pending seniority disputes in line with DoP&T guidelines and immediate issuance of all pending promotion orders, revision of NEPP and extension of applicable notional promotions to PWBD employees.

BSNL has been governed by the officers on deputation from DoT for all these 25 years. One of the root cause of the set back of the company is absence of an internal management hierarchy for BSNL despite presence of a large number of technically and professionally qualified executives recruited/absorbed by BSNL.

It’s high time that management of BSNL must now be governed by the internal regular employees and hence we demand for creation of Internal Managerial hierarchy and timely promotions for all eligible.

6] Immediate scrapping of the SET Recruitment Process, which is viewed as an affront to the qualified and experienced workforce of BSNL. BSNL has chosen to recruit fresher’s with same qualification and zero experience and place them above similarly or even greater qualified experienced executives. This is a huge injustice to the experience, commitment and qualification of the internal executives.

Hence we demand the scrapping of the SET Recruitment Process which is extremely discriminatory in nature.

7] Immediate Submission of recommendations of all the pending Committee Reports on HR issues in line with the assurances made to AIGETOA & Bharatiya Doorsanchar Manch (BDM) and fixation of responsibility for unnecessary delay in submission of these Reports.

8] Withdrawal of the charge-sheet issued to the Association Office bearers of Chennai Telecom Circle.

BSNL viability related Demands/Suggestions

1] Posting of a Regular CMD in BSNL/MTNL to ensure continuity in implementation of various decisions, projects and government telecom initiatives, particularly those related to Atmanirbhar Bharat in Telecom.

2] Immediate Steps to ensure mandatory use of Swadeshi 4G Service provided by BSNL for all the Government organizations and PSUs including its employees wherever the reimbursement is made by the company/organization against the use of Telecom Services.

3] Publishing of a white Paper on the outcome of the Consultant “BCG (Boston Consulting Group)” appointed for Organization Transformation in Strategic Area vis-à-vis the expenditure made including the details of additional resources provided like Office Space, electricity etc. for their day to day working, detailed experience profile of the resources deployed in BSNL.

4] Implementation of the recommendations given by the Committee of Public undertakings (COPU) in its 6th Report for BSNL dated 18th December 2024 submitted to the 18th Lok Sabha and implementation of one company-one policy by ending the disparity between regular employees of BSNL vis-à-vis the employees on deputation.

5] All the Non-Executives must be extended with mobile handsets to enable proper handling of faults and service requirements. Many JEs have been entrusted with similar responsibilities to that of JTOs and hence they must also be extended with reimbursement of Mobile Handsets.

6] Lifting ban on Compassionate Ground Appointments in BSNL.

PROGRAMS & SCHEDULE:

AIGETOA brought this concept of Sabbatical Leave in BSNL and raised the issue as one of the demands in similar lines as has brought other major policies being followed in other CPSUs to BSNL. Initially management showed its reluctance to approve the policy but subsequently accepted it, thanks to the continued persuasion by TEAM AIGETOA on the matter. This was an agreed issue, still management did not move forward till Jan’26. However, our proactive pursuance yielded results and finally management directed establishment cell of BSNL CO to process the case.

Our submission in February 2026 https://aigetoachq.org/wp-content/uploads/2026/02/GS-AIGETOA-2025-26-104-Implementation-of-Sabatical-Leave-in-BSNL-Dated-17.02.2026.pdf may be referred to for details.

Thereafter, the case was approved by the Management Committee in Feb’2026. Finally, one of the long pending demands of AIGETOA was approved by BSNL board yesterday on dated 22.05.2026.

AIGETOA CHQ is in receipt of many queries from executives across India wrt details and applicability of the Sabbatical Leave. Therefore, we have prepared a small brief on the subject, based upon our submissions and deliberations with Management at several levels as stated below:

Sabbatical Leave basically enables regular employees of the organization with a minimum qualifying service period to avail a mechanism where they can take leave (Normally Maximum up to Five Years) to cater to various needs pertaining to the individual including Familial, Societal or personal needs etc. This also includes leave taken for supporting any family business, higher education, entrepreneurial ventures, skill upgradation, alternative professional assignments etc.

The benefit of this leave is that it keeps the service continued for the Sabbatical period i.e. employee is not required to resign from the service and instead can opt for temporary disengagement in various trenches as decided by management. When the employee rejoins the organization, this leave period is not counted as break in service.

Sabbatical Leave is an unpaid leave and is treated as Extra Ordinary Leave for the purpose of calculating service-related advantages. This Leave Period is not counted as qualifying service for any purpose pertaining to promotion, pension or gratuity or any service-related benefits. Advantage it carries is that willing employees can venture out alternative profession without the fear of losing Job in case employee wishes to return back to BSNL.

AIGETOA has requested Management for allowing maximum possible employees of BSNL to be made eligible. AIGETOA has also requested for allowing the employee to opt for resignation in case he/she doesn’t wishes to come back and rejoin BSNL.

The details of the approved policy are still awaited but we firmly believe that management must have taken the genuine submissions of AIGETOA into consideration.

We take this opportunity to extend our gratitude to Management for accepting a genuine demand which will be in the interest of willing employees. This was the minimum management could have done and finally they considered the implementation of Sabbatical Leave in BSNL.

Herein AIGETOA CHQ wishes to clarify that acceptance of this small demand by management should not make us complacent and we must keep ourselves focused on achieving the larger objective of realizing the resolution of various “P” i.e. 3rd PRC, Pay Scales, Pay Loss issues, 30 Percent SAB, Promotions and Profitability of BSNL.

We request one and all to extend their whole hearted support to the endeavors by AIGETOA/Bharatiya Doorsanchar Manch in its quest for achieving the desired objectives as stated above.

Click here for PDF

GS AIGETOA Shri Ravi Shil Verma, President AIGETOA Shri Veerabhadra Rao, and Dy GS AIGETOA Shri Pavan Akhand met CMD BSNL on 20.05.2026 regarding the discrepancies pertaining to the recent Annual Transfer Orders issued by BSNL CO. Director (HR) was also present in the meeting. The meeting lasted for quite some time, with discussions mainly emphasizing adherence to the applicable Transfer Policy and ensuring its transparent implementation.

The following discrepancies were highlighted before the BSNL Management by the Association:

1] Many long-pending transfer orders (unimplemented orders) issued during 2019 to 2024 have not been implemented, and issuing new long-stay transfers is completely against the policy. Further, the calculation of surplus and deficit circles for transfer has not been done correctly, as the old pending transfer orders have not been incorporated.

2] Genuine and deserving cases related to medical grounds, PwD (Self and Caregiver), spouse cases, education-related hardships, OTP requests, executives above 56 years of age, long-pending representations for repatriation back to the parent circle, and tenure completion cases have either been ignored or dealt with selectively without any visible justification, criteria, or policy.

3] As the transfers have been made annual, the complete financial year 2026-27 should have been considered while processing the transfers. However, the same was ignored, leading to extreme injustice to those executives who shall be completing their tenures anytime during the current financial year.

4] Even the cut-off criteria of the current orders are not sacrosanct, with cases being considered selectively on a pick-and-choose basis. While a few executives have been granted extensions in transfers, many falling within the same zone of consideration have been left out. The unimplemented transfer orders have been allotted fresh circles randomly without seeking any choices.

5] The precedent of seeking three choices before long-stay transfers has also not been followed, and executives from some circles have been transferred randomly from the East Zone to faraway southern circles, while in some other cases adjacent circles have been allotted without following any uniform surplus/deficit criteria. Before executing long-stay transfers, BSNL had been following the practice of seeking three choices, but the same is not being followed now.

6] Cases pertaining to unimplemented transfer orders (pending since 2019 to 2024) have also been selectively implemented with unilateral changes in circles without seeking any choice from such executives. A uniform approach has not been adopted in dealing with such cases.

7] Surpassing all provisions of the transfer policy, executives posted in hard tenure stations are being made to forcefully overstay in their circles despite completion of their tenures. The tenure of Hard, Semi-Hard, and Soft stations had already been increased earlier by six months in contravention of the Government of India guidelines, and now forcing executives to stay even beyond that increased tenure is not only a gross injustice to those executives, but has also made the transfer/posting process opaque and prone to manipulation. The current BSNL policy necessitates issuance of orders to the choice stations three months in advance for executives posted in such tenure stations, but a contradictory practice is being followed.

8] Long-stay criteria have not been followed uniformly, with executives having lower station tenure getting transferred while executives with higher tenure in the circle are being left out.

9] While employees getting superannuated in the coming months have been denied their choice transfers despite provisions in the transfer policy, executives retiring in the next few months have simultaneously been included in long-stay transfers.

10] Many executives who voluntarily applied for OTP have been allotted circles different from those requested by them despite not falling under the long-stay list.

11] The entire NCR region is being treated as a single region for transfer purposes, contrary to the Government of India guidelines on the matter.

12] Executives applying for OTP on company cost have been left out despite provisions in the transfer policy, and even the option to convert the request to Own Cost was not given to them.

Team AIGETOA demanded the following in the interest of justice and transparency:

A] Immediate review of the transfer orders dated 09.05.2026 wherever clear anomalies, policy deviations, and genuine hardship cases exist.

B] Proper calculation of surplus/deficit circles and review of the transfers made under long-stay criteria.

C] The transfer orders made under long stay should be kept in abeyance, and willing executives must be given three choices in proper format after publication of the long-stay list.

D] Complete transparency in transfer and posting exercises, including disclosure of criteria, vacancy position, tenure status, and justification for deviations.

E] Strict adherence to the approved transfer policy without selective interpretation or discretionary implementation.

F] Constitution of a transparent grievance review mechanism for executives aggrieved by arbitrary transfer decisions.

G] Restoration of transparency, uniformity, and fairness in the transfer and relieving process.

H] Consideration of transfer orders for executives posted at tenure stations and OTP cases by taking the cut-off date as 31st March 2027, i.e., the end of the financial year, which should define the eligibility criteria for transfers as per the prevailing policy.

I] Conducting a detailed review of irregularities in transfer and relieving operations and calling for all records pertaining to the transfer orders. Accountability should be fixed for issuance of contradictory and discriminatory orders causing unrest among executives.

J] If the management is not able to streamline and fix the process, then all executives who have been transferred under long-stay/promotional transfers since 2022 should be brought back to their choice stations irrespective of their present stay in circles, and no further long-stay transfers should be undertaken in future.

The meeting lasted for almost one hour, with a detailed exchange of views taking place from both sides. At the end of the meeting, CMD BSNL directed Director (HR) to discuss all the discrepancies submitted by the Association and ensure resolution for all deserving cases. It was also directed that absolute transparency must be ensured.

Since PGM (Pers) was on leave, the discussion could not take place. The same is likely to be held next week. In the meanwhile, we requested that any forceful relieving of executives who have represented for corrections be kept on hold till a conclusive decision is taken on the matter. The response from the management was positive.

We also witnessed one so-called self-proclaimed champion of positivity in BSNL, who otherwise continuously spreads negativity, writing exaggerated claims on their website. During the meeting, it became very clear to us what is spoken publicly and what is actually pursued behind the scenes. Perhaps that is the reason such individuals prefer to pursue issues with the management in isolation.

Congratulations !!!

BSNL Board in its meeting held today has approved the Sabbatical Leave provision for the BSNL Executives. The proposal was earlier approved by the Management Committee.

The Sabbatical Leave was a brain child of Team AIGETOA in BSNL and our consistent efforts paid today with approval. The Sabbatical leave proposal was presented before CMD BSNL by Team AIGETOA in the first meeting and thereafter in the agenda meeting. It was the team AIGETOA which gave the finer points pertaining to the proposal.

We extend our gratitude to BSNL management for approving this proposal which will give a way to the willing employees to venture out in other organizations, departments, business ventures, supporting the family business etc.

AIGETOA submits a comprehensive strategic proposal to the CMD BSNL for introducing a “Commission-Based Outsourced FTTH Booking Ecosystem” aimed at accelerating FTTH subscriber acquisition and strengthening BSNL’s broadband market presence.

Click here the proposal

Click here for Presentation (PPT)

The proposal highlights that while BSNL today possesses one of the largest FTTH infrastructures in the country along with highly competitive tariff plans, the pace of subscriber acquisition is still not matching the huge market potential available. AIGETOA has pointed out that the present system largely depends upon technical and field units whose primary responsibilities revolve around network maintenance, fault rectification and service assurance, whereas aggressive customer acquisition requires a dedicated sales and marketing ecosystem.

In the proposal, AIGETOA has suggested a structured and scalable commission-based booking model through empanelment of local sales partners, franchise associates, referral agents, retailers, CSC operators, cable operators, self-help groups and marketing agencies exclusively for FTTH customer acquisition. The proposed model keeps all technical activities including feasibility, installation, activation and after-sales support completely under BSNL control while the outsourced ecosystem focuses only on lead generation and customer onboarding.

AIGETOA has further proposed that incentives may be linked purely with successful activation and realization of the first bill payment, thereby making the model fully performance-based and financially sustainable. The proposal also recommends development of a centralized digital onboarding and lead tracking platform for transparent monitoring and settlement of incentives.

The proposal emphasizes that such a model can significantly enhance FTTH subscriber additions, improve broadband market penetration, generate additional revenue, improve utilization of existing FTTH infrastructure and enable technical staff to focus primarily on service quality and network maintenance. It has also been highlighted that private telecom operators have substantially expanded their FTTH base through similar decentralized and commission-driven customer acquisition ecosystems.

AIGETOA has requested BSNL Management to consider implementation of the proposed model initially on pilot basis in selected high-potential Business Areas/Circles and thereafter expand it nationwide based on operational feedback and performance assessment.