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.

GS AIGETOA writes to Director HR with strong objection to the leakage of sensitive and private data of individual BSNL employees that recently surfaced on social media in the form of an Excel sheet containing SAB contribution details.

Click here for the letter

We have has expressed deep concern over the breach of confidentiality and demanded immediate corrective action from the management., such data is personal and confidential in nature, and its circulation in public domain is unacceptable. The association has further reiterated that instead of sharing collective data externally, the management must ensure that the LIC portal is updated and that each employee’s SAB balance is reflected correctly in their monthly salary slip.

AIGETOA has requested the management to take the following steps without delay:

• Initiate action against those responsible for the data leak and seek an explanation for this serious lapse.
• Coordinate with LIC to ensure timely updating of the SAB portal.
• Instruct the ERP team to reflect the updated SAB balance in salary slips every month.

The association has urged BSNL management to uphold the sanctity and security of employee data and take necessary steps to prevent any recurrence of such incidents.

AIGETOA writes to CMD BSNL with strong exception to the shocking incident where BSNL Corporate Office issued modification orders mentioning an already deceased employee, seeking verification of his medical condition four months after his demise. This grave and insensitive act reflects serious lapses in the HR functioning of BSNL.

Click here for Letter

The growing irregularities and arbitrariness in the transfer, retention, modification, and cancellation orders being issued by the Section concerned, AIGETOA urged for an immediate enquiry into all such orders issued since 2nd May 2025, and to fix accountability for deliberate or negligent lapses.

Points of Concern :

1] The name of Late Shri Atul Singhal, who passed away in June 2025, was included in the list for medical verification in the order dated 30.09.2025.

2] Several genuine medical and tenure cases continue to be ignored, while arbitrary modifications are being made without transparency.

3] Many officers have been retained in the same HR sections for over 15-16 years without rotation, raising concerns about fairness and impartiality.

4] Employees continue to face hardship due to delayed and inconsistent transfer orders, despite repeated representations.

Such insensitive and unilateral actions erode employee morale and undermine the positive initiatives being taken by the Government for BSNL’s revival.

AIGETOA writes to CMD BSNL seeking uniform implementation of the Second Saturday Holiday (SSH) facility across all field units of BSNL.

Click here for Letter

At present, while employees posted in Corporate Office and many non-field offices are availing the benefit of Second Saturday off, the same facility is not extended to employees working in field units. This disparity has resulted in dissatisfaction and demotivation among the field workforce, who are already engaged in highly demanding roles.

AIGETOA highlighted that:

• As per BSNL Corporate Office orders and subsequent clarifications, Second Saturday is admissible as a closed holiday. However, due to administrative interpretations, field units are not uniformly extending this facility.
• Denial of SSH to field employees is unjust and against the principles of parity and fairness.
• Most Central Government departments, PSUs, and large corporates already follow a five-day work week or at least provide Second Saturday off.
• In case operational exigencies require the presence of field staff, they should be compensated with suitable compensatory off or additional leave.

AIGETOA urged CMD BSNL to intervene and ensure that the Second Saturday Holiday facility is uniformly extended to all field units, or alternatively, a proper compensation mechanism is implemented for those working on such days.

GS AIGETOA Writes to Secretary, DOT – Immediate extension of DoT status and CCS (Pension) parity to officials selected against DoT notifications issued prior to 01.10.2000 – in light of Hon’ble CAT Chandigarh & Lucknow Bench Judgments , DoP&PW OM dated 03.03.2023, and Hon’ble Supreme Court’s dismissal of BSNL’s Civil Appeals in CGA pension matters.

Click here for Letter

GS AIGETOA writes to CMD with request for intervention to issue the posting order of selected executives for RTTC Jaipur through the selection process for empanelment.

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AIGETOA has highlighted the attention of CMD BSNL to serious discrepancies in posting orders for RTTC Jaipur and other training centres.

Despite a formal selection process involving interviews and panel recommendations, several executives who were duly qualified and recommended have not been given posting orders. Instead, postings have been issued to some who did not appear for interviews or were marked “Not Recommended.” Similar irregularities were earlier reported in postings at BRBRAITT Jabalpur.

GS AIGETOA writes to the CMD BSNL regarding the grievances of executives promoted from SDE to AGM through the Limited Internal Competitive Examination (LICE) for the vacancy year 2023, who were compelled to forgo their promotions due to unfavourable posting orders.

While issuing promotion orders on 2nd May 2025, BSNL also issued associated transfer orders without offering any choice of posting. This led to a series of forced forgo cases, as executives were transferred to distant or unsuitable locations without considering personal, medical, and family-related circumstances.

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GS AIGETOA writes to CMD BSNL regarding urgent need for restoration of SAB Balance Visibility for BSNL-Recruited Employees on LIC Portal.

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The issue of non-visibility and non-updation of Superannuation Benefit (SAB) account statements for BSNL-recruited employees on the LIC portal (our designated Fund Manager) is pending since April 2024.

Despite continuous follow-up by our Association and repeated assurances from BSNL management that LIC is addressing the issue, no tangible progress has been observed to date. This prolonged inaction has created serious apprehensions among employees regarding the timely deposit of SAB contributions to LIC.

In view of the above, we request the following immediate actions:

1. BSNL must take up the matter with LIC at the highest level, ensuring an urgent resolution and a clear timeline for restoring account access and balance visibility.
2. If the issue persists at LIC’s end, BSNL should explore alternative temporary mechanisms to share SAB balances with employees until the portal becomes fully functional.
3. An interim statement or certification from LIC confirming the deposited amounts and balances of each employee should be issued through BSNL. If LIC is unable to provide the details/data on their portal, BSNL should ensure that employee-wise details are made available and updated monthly either on the BSNLCO intranet or through the ERP/ESS portal until a permanent resolution is achieved.

GS AIGETOA writes to CMD BSNL regarding enhancement of Gratuity Limit to Rs 25 Lakh for BSNL-Recruited Employees to Ensure Equitable Retirement Benefits at par with Absorbed Employees.

Click here for Letter Submitted