Response from BSNL Management on the charter of demands and if implemented, the impact which it can make on the career of executives:

After discussion on the various demands raised by the forum, management has responded towards the demands as below:

a. Time bound promotions – The proposal of BEPARR-2018 is not feasible due to reservation matter – a categorical and unambiguous statement by management. Management agreed to consider reducing the stagnation period in JTO grade and incorporation of the stagnation criteria in other grade RRs as a part of the RR modification Exercise in consultation with the association.

If this stagnation criteria is implemented in line with what we envisage, the promotions for all existing as well as future batches will become time bound without violating the reservation guidelines. Through stagnation criteria, the existing post is carried forward to next grade through personal upgradation. As the executive carries his own roster position to the higher grade, the representation as per constitutional guidelines remains intact. Hence the post based and time bound promotion goes hand in hand and the sanctity of the constitutional provisions and government guidelines are also maintained.

Now it’s for executives to decide, which one is better – A policy which is more implementable, carries the same advantages as CPSU but is in line with government and DoP&T norms of reservation or a Policy which has not moved an inch forward despite presence of same board and same majority association for almost 2 years and still almost 4 years after approval with new board.

b. Restructuring Roll back – Instead of rolling back management agreed to consider the career progression aspect by agreeing for introduction of maximum stagnation criteria after discussion with association.

c. Implementation of Standard E2 and Standard E3 pay scales for JTO/JAO and SDE/AO Equivalent – The need is well accepted by management and management agreed to aggressively pursue with DoT to ensure E2 for JTO/JAO/Equivalent and E3 for SDE/AO/Equivalent grades. CMD BSNL Firmly agreed to pursue with DoT for early implementation. A positive result is expected in sight as this anomaly will be a big show stopper for BSNL/MTNL merger.

The Sister Association must explain how they propose to take care of the scale part by agreeing on CPSU CH. They have accepted E1 for JTO/JAO in CPSU policy and have also agreed to keep Sr SDE post at E3. If they say that E1 will be replaced by E2 for JTO/JAO/Equivalent and E3 for SDE/AO/Equivalent, are they asking for cascading effect with presence of Senior SDE post at E4 etc which will derail the whole process of resolution of standard pay scale issue for initial two scales. Hence it is quite clear that scale part cannot be resolved if the CPSU CH is implemented in its current form.

It seems our Sister Association once again wants to derail the Pay Scale issue in the name of this CPSU CH proposal. (It is worth mentioning here that they celebrated the victory of JTO scale degradation to E1 through JTO RR-2014 and agreed E1 Scale incorporation in BEPPAR-2018 ). Earlier, they agreed for E1A and E2A instead of E2 and E3 for JTO and SDE grades just to have their pie of securing pension liability from government. They tried to befool BSNL Recruits by telling that they have been able to secure EPF in lieu of this for BSNL Recruits while it is well known fact that EPF is statutory liability and BSNL Could have never avoided it. After this they again dumped the standard scales for JTO/JAO and SDE/AO Equivalent scales and 30 percent SAB at the time of implementation of 2nd PRC.

It was AIGETOA which kept the hopes alive, both through legal means as well as through organisational means. It was AIGETOA which challenged against degradation of scales and got a stay from Ernakulam. It was AIGETOA which won the standard pay scales case for BSNL Recruits at Chandigarh and ensured that benefits of E2 cannot be denied to them. It was AIGETOA which forced management to agree for E2 scales for JTO/JAO Equivalent and it is AIGETOA which has again brought the pay scale issue back to focus not only at BSNL but also at DoT.

If E2 scale is approved, majority of Pay issues will be resolved and the newly recruited and promoted JTOs/JAOs will be immensely benefitted.

We fail to understand why our sister association wants to derail the pay scale issue also in the quest of this non feasible CPSU CH.

d. Internal Fast track promotion & No lateral Entry above JTO/JAO – The need of internal fast track promotion was agreed upon by the management. They even have shown their affirmation to replacement of DR DGM Recruitment also by Internal Fast Track Mechanism by creating few more posts in internal fast track quota for reaching to DGM post.

AIGETOA is pursuing a firm and clear career progression plan for executives which envisages each and every BSNL executive to aspire for higher posts of SAG/HAG levels. If our young batches get the opportunity of becoming DGM on fast track basis, definitely they can reach to GM/CGM level with sufficient age on their side and can also aspire to BoD posts.

But it seems same is not very comfortable for our Sister Association SNEA as they want to continue with the existing MT RRs as requested by their CHQ OB in the forum meeting with management.

e. Regular DGM promotions & relaxations to CAO promotions, No LA/Adhoc etc

Management informed that the complexities involved in the regular promotions at CAO/AGM/DGM level because of pending SLP at Hon SC , the regular promotions can be feasible only after the judgment.

We suggested certain alternative course which can be taken to ensure these promotions and the methods by which an amicable settlement can come within the ambits of the legal restrictions. Management agreed to explore the possibility by seeking the legal opinion possibility for extending promotions in these grades at the earliest. The onetime relaxation for CAO promotion can be checked after such decision/ judgement as Management Committee is empowered to decide on amendments in the policy.

It seems that the same is also not acceptable to our sister association SNEA and the only song which they are singing is BEPPAR-2018 on 01-07-2018 ( Though the tune is changed now) despite knowing fully well that it cannot be implemented in the current form.

f. Settlement of SDE Reversal issue:

The matter will examined for early settlement through out of court discussions.

Perhaps this also was not acceptable to SNEA and that’s why instead of pursuing, they drifted away.

We would like to once again affirm and assure all the executives that we have made much greater inroads on to the career progression plan, pay issues resolution and the 30% sab. We sincerely hope that results of our efforts will be visible to all very soon. We do understand our responsibility and the fact that in case of any deviation from agreed decisions by management, we will immediately react with full vigour.

Claimants may be many but actual work is always done by us – THE AIGETOA and its followers.

The curious case of SNEA deviating from agreed MOU & backdoor works to derail the resolution of Pay scale issue and JTO to SDE DPC

Once SNEA decided to part ways with the Forum of Executives Association, an smearing campaign started by most of their over enthusiastic CHQ OBs and Circle OBs despite of AIGETOA magnanimity in keeping silence and respecting the decision of our sister association. However, seeing the current political stunts and updates on their website, we wish to clarify the position with respect to the MoU also and who breached it.

The understanding was that none of the constituents will meet management independently and all the discussions with management will be done jointly only. However, if need is there to meet individually for some particular issue, it will be done only with information to each side in advance along with the issue to be discussed. The Defined Formal Meetings of the respective Associations with management as per REA rules to continue –

While AIGETOA even cancelled its scheduled Agenda Meeting just for the sake of honouring its commitment of not taking individual meetings, at the same time, the other side was busy in its underground work for derailment of already started JTO to SDE DPC process for the reasons better known to them. SNEA met management without informing other constituents and a complaint was submitted to CMD BSNL by GS SNEA citing that the earlier DPC of July, Ongoing DPC as well as publication of AIEL-II, AIEL-III onwards are illegal. As one constituent of Executive Forum was directly stalling the DPC process, management simply dumped the whole process in the name of examining the complaint. Even a proposal which was being sent to Management committee and which could have covered many executives from LICE-2012 batch also got dropped. The whole effort of AIGETOA to make the left out DPC became doomed down and despite our warnings, their Office Bearers tried to derail the exercise even at the last minute.

Somehow AIGETOA brought the derailed DPC exercise again back on track by countering the allegations with logical justifications, perhaps that was also not digestible for them and their office bearers got on job in last minute by involving even some non-related groups. Despite remaining silent for the sake of unity and greater cause of the resolution of issues, we ensured that ongoing exercise do not suffer, but sadly due to all the above stunts of other association, some executives missed the chances of promotion.

When we requested our sister association to accept the offer of management for addressing the stagnation criteria as alternative path of making promotions time bound, they simply refused. However, since we have already lost many years because of our non-presence during formation of BSNL MS RRs (Which was also done in blatant breach of trust with respect to BSNL Recruits) and we didn’t wanted to let management go scot free while reframing the RRs. We even requested for small deferment so that things could be explored at least but that was also not acceptable to our sister association. Even the anticipated resolution of long pending issue of Pay Scale E2 for JTO/JAO/Equivalent cadre was not enough for them. The introduction of fast track promotions up to DGM grade was also not acceptable to them. They only wanted to continue the organisation action program for one single word – CPSU CH which more or less has now become a matter of EGO for one particular person.

From the minutes of the meeting, it is quite evident that management has firmly conveyed their intent to settle the issues in a positive and amicable manner through discussions. It is also very much possible that by sitting across the table and discussing the things, positive resolution of all the issues could have been brought out. Management also shown their positive intent by completing the ongoing DPC Exercise of JTO to SDE promotions and moving on to the process for next batches but perhaps our sister association SNEA had some other plans in mind.

The two constituents ( AIGETOA & AIBSNLEA) in JF were of the clear opinion that the prudent decision will be to postpone and involve into discussions and if management deviates from its assurances, we will directly launch “Delhi Chalo” movement after waiting for 1-2 months but SNEA was adamant and said neither they will postpone nor they will agree for any change in program.

However, the surprising part is that now program is also changed by SNEA and the call is also postponed. Even more surprising is the fact that instead of mentioning implementation of BEPPAR-2018 wef 1-7-2018 as their demand, they are now highlighting time bound promotion which can be easily taken care of through stagnation criteria as alternatively suggested by AIGETOA and agreed by management also. It seems that SNEA didn’t wanted to pursue the same on united platform for the reasons best known to them.

Hence, we leave this to all for deciding, who back tracked, who went against the call of the forum, who is playing politics and who actually should give the justification for their adamant behaviour and also for the lost 3-4 years in the name of the CPSU.

Ever since VRS took place, AIGETOA consistently endeavoured for streamlining the SAB pension process and making the funds up to date. Finally, with our consistent pursuance and follow up, AIGETOA has been able to put the whole process on track and the pension mechanism has been defined now. A major part of outstanding contribution has also been credited to the fund and remaining balance has been assured to be cleared by March 2022.

We are pursuing to convince management to deposit 30% SAB and the date of effect be made from the start once there is some improvement in financial conditions. BSNL is also moving on right path and we are very sure that day is not very far when we will be able to achieve the full resolution of Pay and Pension issues.

Let’s move together to strengthen AIGETOA to achieve our long pending HR issues related to Pay, Pension and Promotions.

Click here for the letter issued by BSNL CO with respect to streamlining of SAB pension process

AIGETOA believes in working selflessly and let the results do the talking instead of writing misleading updates on website.

We are very sure, change must have been visible to all, after we took over as Majority Association. Despite the most unfavorable conditions and pandemic situation, we have been able to make much inroads on all the major issues Slowly and steadily, we assure you that we will take all issues to resolution.

Today, after issuance of the letter for retaining as JTOs, we have once again taken up the matter for allowing them to join as SDEs in the current places of posting till the situation normalises and the transfers can be executed as per the set procedure and norms, after the Covid period is over. We have requested Hon’ble CMD BSNL, Hon’ble Director HR and Hon’ble PGM Pers for retaining all the recently promoted SDEs of all grades including Telecom, Civil and Electrical to their current places of posting in view of the prevailing pandemic situation.

We hope for an early resolution of the issue and request all such promoted officers to not to get demoralised. AIGETOA is taking all efforts for their retention.

BSNL CO issued instructions for extending the period of joining against the promotion orders issued in various streams of SDE grade like Telecom, Civil, Electrical & Telecom Factory in the month of Dec 2021.

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BSNL CO issued guidelines under BSNLMRS in view of Covid-19 pandemic for quick and smooth treatment of our employees w.r.t

1. Visit of designated officer.
2. Treatment in non-empanelled hospitals.
3. Reimbursement of Tele-consultation.
4. Charges of RTPCR/Rapid antigen test.

Click here for letter

BSNL Corporate Office has issued letter to call SCR and VC for promotion to JTO(E) to SDE(E). All Circle Teams are requested to follow the issue and ensure sending of data at the earliest.

Click here for the letter

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GS writes to Director HR regarding retention of the transferred Executives on SDE Promotion in view of increase in Covid Cases.

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Telecom News – The government is considering providing a second, but smaller revival package to BSNL and preliminary talks have already begun in this regard. According to sources, the ailing state-owned firm, which was given a Rs 70,000-crore revival package in October 2019, is now seeking support for 4G rollout and settlement of adjusted gross revenue (AGR) dues owed by it, to clean up its balance sheet. The firm owes around Rs 5,000 crore as AGR dues.

Official sources said that a few preliminary meetings between the department of telecommunications (DoT) and BSNL officials have already taken place to chart out a revival strategy, which would address the issues raised by the company. Further, the government is looking at increasing the scope of BSNL by allocating the BharatNet project to it after winding up BBNL (Bharat Broadband Network). “In such a scenario, some kind of financial support needs to be given to BSNL. We are working on finalising the modalities around it,” an official told FE.

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Team AIGETOA comprising of Shri D K Sahoo AGS CHQ, Shri Ashok Acharya Jt Secy East, Shri P K Mohanty (CP Odisha) and Shri Dhiren Parida (CS Odisha) met Hon’ble MOC Shri Ashwini Vaishnaw ji at Bhubaneswar on 6th January 22 and submitted memorandum. Team also felicitated Honble minister with the traditional shawl (Vesti).

The team requested him for Immediate Launch of 4G services, where MOC assured for early roll out of 4G services in BSNL.

Team informed the Hon’ble MOC that BSNL is having thousands of Engineering Professionals with B.Tech/M.Tech and Account Professionals with CA but BSNL has not devised any mechanism for their fast track promotion to take up the higher responsibilities of DGM/GM/CGM. The existing professionally qualified executives are ready to manage BSNL at middle level and higher management level and looking towards Hon’ble Minister to intervene. Team emphasised firm support of BSNL Employees for the good endeavours taken by Government for the betterment of BSNL.

Team also requested for his kind intervention for approval of the DoT for long pending Standard Pay Scale E2 for JTO/JAO and E3 for SDE/AO Equivalent Cadre.

Hon’ble MOC has assured us to looked into these issues and also agreed to grant a meeting with the association at New Delhi.