AIGETOA writes to PGM (Personnel), BSNL CO New Delhi for implementation of clauses 3(a) of the Transfer Policy for Jammu & Kashmir Circle executives and reconsideration of long stay inter-circle transfers. The recent transfer orders are not in line with the Transfer Policy, particularly clauses 3(a) and 3(b), and overlook the unique and high-risk service conditions prevailing in the Jammu & Kashmir Circle.

Click here for the letter

The J&K remains a disturbed and sensitive region where executives serve under extremely difficult terrain, harsh climate, and security challenges, often facing serious risks while ensuring telecom services in hard and unpopular stations. AIGETOA recalled that based on recommendations made as early as 2008, specific tenure norms for hard and hardest stations were approved by the Corporate Office in 2009, and J&K executives were accordingly kept out of All-India long stay lists for several years.

AIGETOA has emphasized that hard tenure service, particularly in J&K, cannot be treated as less onerous than semi-hard tenure, especially when policy benefits are already extended to semi-hard stations. In the interest of fairness and natural justice, such service should be treated as a break in circle stay under clause 3(a) of the Transfer Policy.

AIGETOA writes the Director (HR), expressing serious concern regarding opening of OTP window from 01.01.2026 to 15.01.2026 without necessary preparedness with request for inclusion of all shortcomings before opening of Jan OTP window.

Click here for the Letter

AIGETOA has clearly conveyed that opening the OTP window in the present state will lead to confusion, dissatisfaction, and large-scale grievances among executives, defeating the very purpose of a transparent and fair transfer mechanism.

In this regard, the following critical issues need immediate attention:

1] Non-display of pending OTP waiting list:

The OTP portal does not display the waiting list of executives whose OTP requests are pending from previous cycles. In the absence of this information, executives are unable to assess their realistic chances and plan their options in an informed manner.

2] Non-display of Longest stay list in the circle :

The OTP portal does not display the Seniority list of executives who are having longest stay in the circle and probable to get the transfers. In the absence of this information, executives are unable to decide on applying the transfer in the coming OTP and accordingly arrangement to their family needs.

3] Non-availability of circle-wise deficit details:

At present, the portal does not reflect circles having category of “Deficit”, “Just Sufficient” and “Surplus Strength”. The absence of a clear display of circles strength, the very purpose of OTP is getting defeat, executives are required to exercise options without knowing where genuine vacancies exist. This makes the choice process arbitrary and unrealistic.

4] Non-finalisation of the Proposed Revised Transfer Policy:

The new transfer policy is yet to be finalised. Without clarity on crucial aspects such as Long stay provisions, Hard tenure stations, Choice posting norms and other related provisions, executives are left guessing while exercising OTP options. This undermines confidence in the process and exposes executives to unintended consequences.

5] Improper handling of Hard Tenure transfer cases

Hard Tenure transfer requests submitted through the Online Transfer Portal are presently being clubbed with routine modification and retention requests. This practice defeats the very purpose of Hard Tenure classification, which is meant to provide time-bound relief to executives serving in difficult and remote areas.

Executives have unanimously demanded that Hard Tenure cases be processed separately and orders issued on priority, in-line with Government of India guidelines. Despite repeated communications, there appears to be inadequate seriousness at the Corporate Office toward the hardship faced by executives posted in Hard Tenure stations.

The situation has further worsened after enhancement of tenure from two years to two and a half years, yet transfer orders for eligible executives continue to remain pending. While an earlier list purportedly covered executives completing tenure up to 31st March 2025, it selectively included names of officers completing tenure as late as July 2025, leaving many earlier eligible executives unattended.

Moreover, although the July–September OTP window was never opened, Hard Tenure applications forwarded through proper channel by the Circle Office have also remained unaddressed. These delays are causing mental stress, demotivation, and growing dissatisfaction among officers serving in such difficult locations.

6] Need for transparency and adherence to standard HR practices:

The transfer and posting process must be aligned with established HR principles of fairness, equity, and transparency. This includes ensuring that all executives have equal access to information, that decisions are based on objective criteria, and that the system is free from ambiguity or discretionary interpretation. A transparent and policy-driven approach will not only strengthen trust among executives but also enhance organisational credibility.

7] Addressing the issues related to Transfer of executives between territorial and non-territorial circles within the geographical boundaries of a circle particularly for circle based cadres.

Further, proceeding with the OTP exercise without addressing the above deficiencies will inevitably result in post-OTP chaos, multiple representations, grievances, litigation risks, and operational disruptions, creating avoidable administrative burden for both executives and management.

Demand Before Opening OTP Window:

AIGETOA, therefore, strongly urges the management to include the shortcomings raised above before the opening of the OTP window in Jan 2026, ensuring:

AIGETOA has submitted a strong objection to the Director (HR), BSNL, against the decision of ALTTC Circle to call for fresh volunteers for posting at Telecom Training Centres, particularly RTTC Jaipur, without exhausting the already approved and valid selection panel.

Click here for Letter

Click here for Calling of Fresh Volunteer for RTTC Jaipur Dtd 19.12.2025

A transparent and merit-based selection process for RTTC Jaipur was already completed in April–June 2024 through online assessment, interview, and presentation. A merit-wise panel was duly approved by the competent authority and circulated to all Circles. The Association expressed serious concern that re-initiating the same volunteer process not only undermines the sanctity of the earlier selection but also causes avoidable uncertainty and demoralization among the empanelled executives.

AIGETOA categorically stated that repeating the selection exercise without utilizing the existing panel is unwarranted and raises apprehensions about the intent behind such actions, especially when the earlier panel remains valid and unutilized. The earlier objections regarding arbitrary transfer and posting orders issued by ALTTC Circle have not been addressed so far.

We firmly demanded that:

1] Executives already selected and empanelled for RTTC Jaipur be given first priority for posting.

2] Postings to RTTC Jaipur and other Telecom Training Centres be made strictly from existing approved panels, wherever available.

3] No fresh volunteer or selection process be initiated without fully exhausting the earlier approved panels.

4] Personnel and Establishment Sections at Corporate Office scrutinise the transfer and posting orders issued by ALTTC Circle and take corrective action as per policy.

We urged the BSNL management to act promptly in the interest of fairness, transparency, and administrative propriety. Failure to address the issue may compel it to pursue the matter further at appropriate forums.

AIGETOA has clearly conveyed its refusal to attend the agenda meeting scheduled by BSNL management due to the inadequate time earmarked for the discussion. The Association has categorically stated that agenda meetings cannot be reduced to a token exercise or treated as a mere formality.

Click here for Denial Letter Submitted to Director HR

Click here for the Agenda Meeting Letter by SR

The meeting was fixed after an unjustified delay of nearly two and a half months and was intimated late in the evening, with the meeting scheduled at 5:00 pm. Such scheduling effectively rules out any serious or detailed discussion on long-pending and critical HR issues.

The agenda meetings were historically held with sufficient time, often for an entire day, enabling meaningful engagement and concrete outcomes. The gradual dilution of this practice reflects a lack of seriousness towards issues that are directly impacting executive morale and organizational efficiency.

Given the gravity of the agenda and its relevance to BSNL’s ongoing national projects, including Swadeshi 4G/5G, 4G saturation and BharatNet, AIGETOA has demanded that a fresh agenda meeting be convened with adequate time allocation. The Association has made it clear that it will participate only in meetings aimed at real engagement and result-oriented discussion, not symbolic or name-sake exercises.

AIGETOA writes to CMD BSNL urging immediate intervention and direction to the Personnel section for executing promotions across all eligible executives in various grades and streams.

Click here for letter

Despite repeated discussions and clear assurances given by the HR unit in the presence of all recognized associations, no concrete action has been taken. It was mutually agreed that the road map for promotions would be finalized by 31st October 2025 and the promotion process would start by 30th November 2025. However, BSNL has failed to initiate any meaningful step, causing deep frustration among executives.

AIGETOA further reiterated that if management fails to honor its own commitments, the association will be compelled to restart organisational action programs, which were deferred after the meeting of BMS delegation with the Hon’ble MoC on 17th July 2025.

Bharatiya Doorsanchar Manch (BDM) writes to Hon’ble Prime Minister of India Shri Narendra Modi Ji with Humble appeal to implement 3rd PRC in BSNL and extend residual benefits of 2nd PRC to the employees of BSNL – Government’s own Telecom Carrier.

Click here for Letter

The efforts of AIGETOA and BTEU under the guidance of BMS with respect to the implementation of 3rd PRC has reached to the next level with Hon’ble PMO taking cognizance of the submissions by Bharatiya Doorsanchar Manch and directing the concerned ministry to take needful appropriate action. We are keenly following the developments on the aforesaid communication from the office of Hon’ble Prime Minister of India.

In the series of the efforts by AIGETOA and BTEU under the umbrella of BMS for implementation of 3rd PRC in BSNL, we are again making another submission before Hon’ble Prime Minister of India containing the justifications for the waiver of affordability clause and treatment of BSNL as a special purpose strategic sector PSU as stated below :

1. BSNL was specially carved out from Department of Telecom (DoT) in the year 2000 to carry forward the specific of agenda of the government to meet the objectives of National Telecom Policy 1999. BSNL has been declared as strategic public sector by Government of India to implement strategic policy decisions of Govt. of India. In the recommendations of the 3^rd PRC, the affordability clause has been waived for the PSUs which are formed to perform a specific agenda of the government.
2. BSNL has been the flag bearer for the Aatmanirbhar Vision in Telecom having successfully implemented the Swadeshi 4G/5G mobile technology across Bharat and has been able to reach to the farthest and remotest corners of the nation through the 4G saturation and Bharatnet Projects.
3. BSNL has successfully overcome all the market challenges since its evolution and has completed 25 years since its formation. Earning profit has never been the objective of BSNL. In fact, it addresses the market imperfections and acts as a tariff balancer in the best interest of the nation and its citizens. Still the financials of BSNL have been on a continuous rising trend since 2019 solely due to efforts of current government and the resilience shown by the employees during the toughest times of BSNL.
4. The BSNL board and other decision makers has been following the policy decisions of Govt. of India and have to work in the limits of the defined policy framework and hence are not having the same advantageous position as available to its private counterparts. Hence, more or less BSNL has been working as a government organization only. In fact, the top managerial/decision-making positions of BSNL has always been occupied by the officers on deputation/deemed deputation from DoT.
5. There are two set of employees in BSNL. One fully absorbed/recruited in BSNL and other working on deemed deputation in BSNL. The officers on deemed deputation are decision makers and are getting pay and allowances at par with officers of Govt. of India (7th PRC benefits) as they opposed absorption a decision of Govt. of India and are due for 8th PRC benefits. Surprisingly, they are not governed by the affordability clause of BSNL though have mostly been working in BSNL ever since it was incorporated. The second set of absorbed/recruited officers are yet to get even the full 2nd PRC benefits, Pay scales and 30% Superannuation benefits.
6. This has led to wide disparity between the two groups of employees in terms of pay, perks and allowances though working in the same organization and carrying out the same work. This bias is unprecedented in any organization especially the government owned ones, is totally discriminatory and against the Article 14 of constitution of India which stipulates “likes should be treated alike”.

We are very sure that the joint efforts of AIGETOA and BTEU under the umbrella of Bharatiya Mazdoor Sangh (BMS) will definitely pave the way for smooth and speedy implementation of 3rd PRC in BSNL. Our consistent and persistent efforts for the last many months are being finally acknowledged and taken into consideration by the various concerned departments.

GS AIGETOA writes to Director HR BSNL with request for issuing direction to ALTTC Ghaziabad for introduction of additional batches and/or Hybrid Training Mode for conducting E3-E4 upgradation training to the Accounts Officers (AO) waiting for said mandatory training within two years from the date of issue of upgradation order under EPP.

Click here for letter

GS AIGETOA writes to BSNL Management for granting of quarterly review agenda based meeting to AIGETOA for discussion on crucial issues being faced by the BSNL Executives under the chairmanship of CMD BSNL.

Click here for the Agenda Points submitted for Meeting

The executive associations of BSNL SNEA, AIGETOA, SEWA, and AIBSNLEA collectively and with unified voice stand against the recently issued notification for the recruitment of Senior Executive Trainee (SET) in Telecom and Finance streams at the E3 pay scale. A joint letter submitted to the CMD BSNL, demanding immediate withdrawal of the notification and highlighting the widespread resentment among serving executives.

Click here for Joint Letter Submitted to CMD BSNL

The associations have expressed deep anguish and objection over the unilateral decision of the BSNL management to recruit SETs through an open lateral intake without consulting the recognized associations, in violation of the REA Rules 2014.

The Associations Strongly Objected and Pointed Out:

1] Complete Disregard for Internal Talent by BSNL: The SET recruitment ignores thousands of qualified and experienced executives already serving in BSNL who possess the same or higher qualifications and have 10–27 years of relevant experience.

2] Stagnation and Lack of Career Progression: Since BSNL’s inception, executives recruited through competitive processes like GATE and internal upgradations have largely remained in the same grade for 8 to 27 years without meaningful promotions.

3] Demoralizing the Existing Workforce: Bringing in fresh graduates at E3 pay scale without the required experience and placing them above serving JTOs/JAOs and other officers is seen as unjust and demotivating.

4] Ignoring Repeated Representations: This is not the first time such unilateral decisions have been made. Previous requests to prioritize internal promotions and fill key management roles through existing executives have gone unheeded.

5] Biased HR practices: The association highlights past examples such as the discriminatory handling of DR DGM recruitment, where similarly placed BSNL executives were sidelined in favour of external entrants.

6] Direct recruitment of freshers at higher level than JTO/JAO, while ignoring deserving internal talent and unresolved HR/financial grievances, is unjust, erodes executive trust, and impairs organizational effectiveness.

Demand:

1] Immediate withdrawal of the SET recruitment notification and stop any lateral entry in BSNL as being followed in other PSUs.

2] If any fresh recruitment is to be done then the same should be done in the cadres of JEs and JTOs/JAOs who are backbone of the BSNL. We also demand that instead of having bulk recruitment at JTO/JAOs, BSNL should recruit JTOs/JAOs/JEs every year and it should be regular yearly process.

3] f required, for filling vacant post of GM/PGM level in BSNL, a separate methodology and process may be defined to fill these posts from all the serving executives of BSNL.

4] Stop pick and choose applicability of Rules in BSNL and decide on applicability of rules to BSNL i.e. rules applicable to PSU or rules applicable to Government Services and please apply these rules uniformly for resolution of all issues of BSNL

5] Immediate action for Promotions of BSNL executives waiting for their first promotion. All the executives who have completed the residency in the grade must be extended promotions to the next level without any delay as jointly submitted by us.

6] Discuss the issue of shortage of Officers required at BSNL Managerial Position and to frame a methodology to fill vacant posts as followed in PSUs. 

7] Immediate resolution of the long-pending financial issues including implementation of 3^rd PRC, extension of E2 scales for JTO/JAO Equivalent, 30 Percent Contribution to Superannuation Benefits, Revision in TA/DA/ Transport allowances, restoration of previous Medical Reimbursement Limits.

8] The other perks and allowances of serving executives which are presently freezed by quoting financial condition of BSNL should be immediately released.

9] As the freeze on external recruitment is removed, immediate start of Compassionate Ground Appointment with consideration of the dependents of all the executives who left for their heavenly abode in all these years.

We urge the management to reconsider and act in the best interests of both the Executives and the organization. There is huge unrest in BSNL executives because of such unilateral actions by BSNL and it will be difficult to control the emotions of executives if management continues to deny the rightful dues and continues to engage in such unilateral actions. In such scenario, the responsibility of any industrial unrest will lie solely on Management.

BDM writes to Hon’ble MoC for implementation of 3rd PRC in BSNL by waiving of the affordability clause in view of the continued upsurge in financial performance and BSNL’s successful role in development of Swadeshi 4G Stack.

Click here for the Letter

BDM has submitted the following salient points for consideration of implementation of 3^rd PRC for BSNL by doing away the affordability clause:

1] Involvement of BSNL in successful development of Swadeshi 4G (5G ready) technology making Bharat only the fifth country have its own End-to-end indigenous 4G stack. Making India Atmanirbhar in all domains is the vision of our Hon’ble Prime Minister and we take pride in being part of this divine initiative. 

2] BSNL has Strategic, Social & Economic Relevance in Telecom Sector and is rendering telecom services in a fiercely competitive market dominated by large Private Sector Telecom Service Providers. Its main role are as follows:

• It addresses market imperfections in telecom sector;
• It is functioning as a reference point for getting more reliable information for the sector regulator;
• It is working as tariff balancer so as to ensure availability of reliable and affordable telecom service to the masses;
• It is providing telecom services in the uneconomic, unviable, rural, far flung areas and difficult hilly terrains;
• It plays vital role in providing connectivity during emergencies, natural calamities, war like situation etc. The recent examples being – providing the uninterrupted telecom services during the recent tense geopolitical situation at Border Areas and Covid-19 Pandemic.

3] BSNL is executing Government Projects of national importance like Bharat-Net, Network for Spectrum, LWE Areas Project and Comprehensive Telecom Development Plan for NE States, etc.

4] BSNL has been identified as ‘Strategic Sector’ CPSU in Telecom Domain, due to reasons mentioned above.

5] The financial position of BSNL has been on rising trend due to the continuous support and various initiatives taken by the Government of India under the active guidance of your good self and also because of the firm commitment shown by the employees of BSNL to fulfil these visionary objectives. This is very much visible from the recent statistics of BSNL as mentioned below:

Revenue statement (in Crores) for the last few years is as follows:

While seeking the options for absorption in BSNL, Government gave the Erstwhile DoT employees assurances for better prospects. Had they not opted for absorption, they would have got the benefits of 7th CPC and now will get 8^th CPC. Unabsorbed Government officers deployed in BSNL have already been granted the benefit of 7th CPC w.e.f. 01.01.2016 and they shall be now getting the 8^th CPC also without any linkage to Profitability of BSNL.

It will be pertinent to mention that almost all of these unabsorbed employees getting the 7^th CPC benefits have been working in BSNL only ever since BSNL was formed. Even they are being promoted against the vacant Posts of BSNL. It is our submission that the regular employees of BSNL should not face the financial loss just because they chose to obey the directions of the government. This disparity has been highlighted by the Hon’ble Parliamentary Committee of Public Sector Undertakings (COPU) with a recommendation to resolve this disparity to DOT/BSNL in its 6^th Report submitted before 18^th Loksabha.   

It is submitted that to make turnaround of a non-profitable CPSU working in stiff competition needs more motivated employees than an organization already running in profit in a lesser competitive market. Apart from above it is also worth mentioning that to remain vibrant and add to its competitive edge, BSNL has recruited about 36,000 employees with Technical and Professional qualifications. Pay revision is imperative to retain and motivate this young talent.

We would also like to submit the Recommendations of the 3rd PRC (Para 5 of the Executive Summary) wherein the committee has recommended that affordability conditions shall not be applicable to such CPSEs which are formed to perform specific agenda of the Govt. BSNL was formed in pursuance of specific agenda of the Govt of India to meet the objectives of the National Telecom Policy 1999. Therefore, the condition of affordability should not have been insisted in case of BSNL.