AIGETOA express serious concern over the increasing instances of punitive actions such as charge sheets, memos, warnings, and Dies-Non being issued to BBMs for non-achievement of FTTH targets.
The BBMs are being held solely accountable despite having no control over critical factors such as TIP manpower, network infrastructure, marketing initiatives, tariff policies, vendor onboarding, billing issues, and resource allocation. It emphasized that responsibility cannot be fixed without providing the necessary authority, resources, and support.
We strongly urge BSNL Management to stop punitive actions against BBMs for factors beyond their control and to adopt a fair, realistic, and holistic approach towards performance assessment. AIGETOA further stressed that BSNL’s growth and revival depend on systemic improvements, competitive offerings, and shared accountability rather than penalizing field-level executives.
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.
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 3rd PRC.
Hence we demand for granting the waiver of affordability clause for implementation of 3rd PRC in BSNLby 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 7th CPC (Poised to get 8th 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:
Date
Activity
9th June 2026
X (Twitter) Campaign on “Implementation of 3rd PRC in BSNL”
16th June to 23rd June 2026
Signature Campaign through Change.org and submission of Signatures in support of the BDM call for action Programs.
25th June 2026
Lunch Hour Demonstration at CHQ/Circle/District Headquarters.
26th June to 10th July 2026
Submission of Memorandums by Employees through Postal Media & Online Portal to Hon’ble Prime Minister, Hon’ble Minister for Communications, Hon’ble Minister of State for Communications, Hon’ble Secretary DoT and CMD BSNL. Submission of Memorandum to Hon’ble Governors of the State, Hon’ble MPs of the Area, Hon’ble Ministers and District Collectors of the Area by the respective CSs/DSs.
10th July 2026
X (Twitter) Campaign on extension of Standard Pay Scales of E2 and E3 and issuance of revised Presidential orders iro JTO/JAO/Equivalent and SDE/AO/Equivalent grades.
15th July 2026
Press and Media Meet highlighting the grave injustice being faced by the employees of BSNL and the necessity of the action programs by the Bharatiya Doorsanchar Manch
22nd July 2026
One-day Mass Leave by all Employees in support of the demands.
24th July 2026
X (Twitter) Campaign on One Company- One Policy: Parity in Pay, Perks and Promotions between Internal employees of BSNL vis-à-vis the employees on deputation from outside.
3rd & 4th Aug 2026
Day Long Hunger Fast by CHQ office Bearers and other volunteers at BSNL Corporate Office.
5th August 2026
“Chalo Delhi”:Maha-Dharna by employees/pensioners of BSNL/MTNL across India at Jantar-Mantar Delhi followed by Parliament March in the presence of Central leadership of Bharatiya Mazdoor Sangh.
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.
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.
AIGETOA writes to CMD BSNL Sh A Robert J Ravi highlighting serious concerns over the transfer orders issued vide BSNLCO-PERS/12(11)/1/2025-PERS1on 09.05.2026 and the growing non‑transparent approach in handling transfers and postings of executives across BSNL with deep concern over the increasing involvement of external consultants and agencies in core HR matters of BSNL, particularly transfer and posting exercises.
The Association highlighted that despite repeated assurances regarding transparent and policy-driven transfers, the recent orders have reflected exactly the opposite, causing widespread resentment and demoralisation among executives across the country. The genuine cases related to Medical Grounds, PwD, Spouse Cases, Education, OTP Requests, Executives above 56 years of age, tenure completion and repatriation have been ignored or selectively considered without any transparent criteria.
It was also pointed out that though transfers have now been made annual, the complete financial year 2026-27 should have been considered while calculating tenure eligibility, but the same was ignored leading to grave injustice to many executives completing their tenure during the current financial year.
AIGETOA also raised serious objections regarding selective implementation of cut-off criteria, random postings across far away circles without any uniform surplus-deficit criteria, unilateral modification of unimplemented cases and complete deviation from earlier precedents of seeking options from executives before long-stay transfers.
The Association expressed deep concern over the increasing involvement of external consultants and agencies in core HR matters of BSNL, particularly transfer and posting exercises. BSNL is not a theoretical corporate case study operating merely on spreadsheets and consultant-driven analytics, but a complex telecom organisation functioning across difficult terrains, hard tenure stations and operationally sensitive environments. Transfer and posting decisions cannot be handled through external experimentation without practical understanding of field realities, technical hierarchy, operational requirements and human sensitivities.
AIGETOA also highlighted that transfers directly impact the lives, health, families, education of children and financial stability of employees and hence any perception of favouritism, pick-and-choose policy or arbitrary implementation severely damages the credibility of the administration.
In view of the prevailing dissatisfaction among executives, AIGETOA demand:
1] Immediate review of transfer orders dated 09.05.2026 wherever anomalies, policy deviations and genuine hardship cases exist.
2] Complete transparency in transfer and posting exercises including disclosure of criteria, vacancy positions, tenure status and justification for deviations.
3] Strict adherence to approved transfer policy without selective interpretation.
4] Immediate restriction on involvement of external consultancy agencies in sensitive HR matters like transfer and posting.
5] Restoration of authority and accountability to BSNL’s established Personnel administration machinery.
6] Constitution of a transparent grievance review mechanism for executives aggrieved by arbitrary transfer decisions.
The Association expressed hope that BSNL Management will take immediate corrective measures and restore confidence amongst executives by ensuring fairness, transparency and accountability in HR administration.
AIGETOA writes to the CMD BSNL proposing a strategic and future-oriented approach for simultaneous underground OFC deployment along with extraction of buried/spare copper cables through a unified tendering mechanism. The ongoing initiative of BSNL for extraction and monetization of obsolete buried copper cables not only generates revenue from non-performing legacy assets but also helps reduce recurring maintenance expenditure on the aging copper network.
AIGETOA highlighted that a significant portion of BSNL’s FTTH last-mile connectivity is presently operating over overhead OFC infrastructure, which remains vulnerable to frequent disruptions due to road widening works, smart city projects, accidental cuts, pole damages, storms and local civic activities. Such repeated damages adversely impact service reliability, customer experience and increase restoration workload and maintenance expenditure. Many Enterprise Business (EB) leased circuits are also operating on overhead OFC routes, resulting in avoidable interruptions for high-value customers.
In view of these operational challenges, AIGETOA proposed that while floating tenders for extraction of buried copper cables, BSNL should simultaneously incorporate provisions for laying underground OFC along the same routes wherever technically and economically feasible. Since contractors would already be accessing underground cable routes, ducts and trenches for copper extraction, simultaneous OFC laying could be executed with minimal additional civil effort and significantly lower execution cost.
The association further suggested that the initiative can be strategically utilized for strengthening BSNL’s transmission resilience by covering missing OFC links between adjacent SDCAs, exchanges and important network locations, thereby improving redundancy, alternate routing capability and overall network reliability.
We elaborated that the integrated model would provide multiple long-term strategic benefits to BSNL, including optimum reutilization of existing underground cable corridors, reduction in trenching and restoration expenditure, replacement of old lossy OFC segments with modern fibre infrastructure, reduction in dependency on overhead OFC, improvement in FTTH and Enterprise service stability, reduction in operational workload and creation of a robust future-ready underground fibre ecosystem.
BSNL’s future competitiveness will increasingly depend upon the reliability and resilience of its fibre network and that the ongoing copper extraction initiative provides an excellent opportunity not merely for disposal of obsolete assets but also for rebuilding and strengthening BSNL’s underground fibre backbone in a cost-effective and sustainable manner.
We requested BSNL Management to issue suitable policy guidelines to all Circles and Business Areas for incorporating underground OFC laying provisions in tenders floated for extraction of spare and unutilized buried copper cables wherever feasible. Further, We suggest pilot implementation in selected high-potential areas before wider rollout.
Bharatiya Doorsanchar Manch (BDM) writes to all Unions and Associations of BSNL with respect to the “Delhi Declaration” adopted during the recently concluded joint meeting of the AIGETOA Central Executive Committee along with Circle Secretaries and Circle Presidents.
The Delhi Declaration, already submitted to the BSNL Management vide letter dated 29.04.2026, contains a detailed roadmap and resolutions for settlement of long-pending HR and policy issues concerning BSNL employees. The major issues highlighted include implementation of 3rd PRC, settlement of residual 2nd PRC issues like E2/E3 Standard Pay Scales, SAB related concerns, pay loss issues of different sections and other crucial HR matters impacting employees across cadres.
BDM emphasized the urgent necessity of greater unity and togetherness amongst all stakeholders for safeguarding the future interests of BSNL employees. BDM categorically mentioned that the year 2026 is extremely crucial for implementation of 3rd PRC in BSNL and any further delay may push BSNL employees towards a situation similar to ITI, where even 2nd PRC could not be implemented despite the company returning to profitability.
Referring to BDM earlier communication dated 25.03.2026, it is reiterated that mere discussions will not suffice and the time has now come for real organizational action programs on the ground for settlement of employees’ issues. While welcoming the recent programs being contemplated under the banner of AUAB circulated via WhatsApp, BDM expressed hope that the developments will ultimately result into meaningful and effective struggles in the larger interest of BSNL and its employees.
BDM further reaffirmed its commitment towards the welfare, revival and strengthening of BSNL and assured that the constituents of BDM shall continue to work unitedly for resolution of all pending HR issues affecting BSNL employees.
AIGETOA has formally submitted the “Delhi Declaration” to CMD BSNL, conveying the resolutions unanimously adopted during the CS-CP-CHQ meeting held at New Delhi on 26th and 27th April 2026 under the banner of “Manthan”. The resolutions reflects the collective concerns and sentiments of the CHQ leadership, Circle Secretaries and Circle Presidents over the prolonged delay in resolution of critical HR issues and the growing concerns related to the overall viability and future direction of BSNL.
The house strongly reiterated the urgent need for immediate and time-bound action on several long pending issues including appointment of a regular CMD BSNL, implementation of 3rd PRC by waiving the affordability clause, settlement of all residual 2nd PRC issues, implementation of standard E2/E3 pay scales, 30% Superannuation Benefit contribution, creation of PRMB Fund, restoration of medical benefits and DA, resolution of various pay loss issues and ensuring parity between BSNL internal employees and Officers on deputation under the principle of “One Company – One Policy”.
The declaration further demanded immediate promotions in all streams and cadres, settlement of seniority disputes, restoration of allowances and perks as per DPE guidelines, scrapping of the SET recruitment process, review of transfer policy, implementation of COPU recommendations and immediate notification of next Membership Verification through secret ballot mode. Serious concern was also expressed regarding delay in HR committee reports and the expenditure incurred on BCG consultancy without visible outcomes and accountability.
Expressing deep displeasure over repeated assurances without tangible progress, the house resolved that in absence of concrete and result-oriented action by management, AIGETOA along with Bharatiya Doorsanchar Manch (BDM) will move ahead with the second phase of organizational action programs. The proposed course of action includes nationwide outreach to MPs, Governors and Union Ministers, coordinated struggles with unions and associations, signature campaigns, social media campaigns, black badge protests, demonstrations, mass mobilization, mass casual leave programs, hunger fast and ultimately Parliament March/Mass Dharna at New Delhi in the presence of BMS Central Leadership.
The house also authorized the General Secretary AIGETOA to seek a final and unambiguous response from the management side as a last effort towards amicable settlement and to coordinate with other unions and associations for a united organizational struggle on common issues.
AIGETOA emphasized that the Delhi Declaration represents the collective resentment of BSNL executives against prolonged inaction and non-fulfilment of repeated assurances despite continuous engagement at various levels. At the same time, the association reiterated its commitment towards constructive dialogue and meaningful engagement, provided it is backed by accountability, timelines and visible progress. AIGETOA urged the management to intervene decisively and resolve the long pending HR issues in a time-bound manner to avoid industrial unrest while safeguarding the legitimate rights and aspirations of BSNL executives and strengthening the future of BSNL.
General Secretary Bharatiya Mazdoor Sangh (BMS) Shri Surendra Kumar Pandey Ji writes to the Hon’ble Minister of Communications (MoC) Shri Jyotiraditya M. Scindia Ji, raising serious concerns over the continued non-implementation of the IDA increase for BSNL/MTNL employees and pensioners, despite clear orders issued by DPE dated 24.04.2026.
BMS highlighted that the IDA revision is a statutory, formula-based adjustment linked to CPI and not a discretionary financial decision. Despite compliance by BSNL/MTNL in updating the required details on the PE Portal, DoT has directed BSNL to place the matter before its Board to assess affordability, which is contrary to established norms and undermines the very basis of IDA revision.
BMS has strongly objected to this approach, stating that converting a mandatory wage revision into an affordability-linked decision is unjustified and will set a dangerous precedent. It was emphasized that such actions can lead to indefinite delays in future IDA revisions and will severely impact employee morale as well as financial stability of pensioners.
The letter further pointed out that pensioners draw their pension from the Government of India and not from BSNL/MTNL, and therefore linking their IDA revision to BSNL’s financial position is completely illogical and against established principles.
BMS has requested immediate intervention of the Hon’ble Minister with the following key demands:
1] Immediate directions to delink IDA revision from affordability conditions and ensure implementation through BSNL Board without delay.
2] Full implementation of DPE order dated 24.04.2026 with IDA revision effective from 01.01.2026.
3] Release of arrears along with revised payment at the earliest, preferably in May 2026 salary.
4] Clear assurance that future IDA revisions will not be subjected to such arbitrary conditions.
BMS has urged the Government to correct this deviation urgently and restore confidence among the BSNL/MTNL workforce and pensioners.
AIGETOA has submitted a comprehensive representation on HR reforms in BSNL to the HR Reforms Committee chaired by the Additional Secretary (T), DoT Government of India. The submission responds to the recent communications from DoT and BSNL Board on HR reforms and places a structured roadmap to correct long-pending anomalies in personnel management and career progression of BSNL executives.
AIGETOA, has underlined that the representation captures the ground realities of BSNL’s executives and suggests practical reforms aimed at both organizational sustainability and employee motivation. The association has also requested an opportunity to present the issues and proposals in person before the Committee.
AIGETOA highlighted that despite having a highly qualified, experienced and committed workforce, BSNL continues to suffer from deep-rooted structural issues in governance and management. The continued dependence on officers on deputation for key decision-making roles for more than two decades has resulted in lack of ownership, weak accountability, and discontinuity in policy implementation.
The association strongly brought out the issue of severe career stagnation wherein a large number of executives have received only a single promotion in their entire service span. The situation is further aggravated due to non-filling of vacancies, with around 1000 DGM posts lying vacant, coupled with absence of a time-bound and structured promotion policy.
AIGETOA also raised serious concerns regarding the discriminatory HR practices prevailing in BSNL, particularly the dual pay structure between BSNL executives and officers on deputation. While officers on deputation continue to draw benefits as per Central Government norms, BSNL executives are governed by outdated and inadequate pay structures, leading to widespread dissatisfaction and erosion of morale.
It was further highlighted that recommendations of various committees constituted over the years have largely remained unimplemented, resulting in policy inertia. The increasing trend of lateral recruitment at higher levels has also created a trust deficit among internal executives and has adversely impacted the natural career progression framework.
AIGETOA has placed concrete and implementable suggestions before the Committee, including introduction of a time-bound promotion framework with provision of maximum residency period and personal upgradation, immediate filling of all vacant posts across levels, and adoption of CPSU-aligned promotion policies to ensure structured career growth.
The association has also recommended a calibrated and time-bound phase-out of the deputation system and development of a stable, internally driven leadership framework. It has been emphasized that leadership roles must progressively be filled from within BSNL to ensure continuity, accountability, and institutional strength.
Further, AIGETOA has demanded implementation of the 3rd PRC, removal of dual pay structure, and revision of outdated allowances such as TA/DA, HRA, transport allowance, and other benefits in line with present-day realities. Recruitment policies should be aligned with CPSU practices, with focus on entry-level recruitment and restricted lateral entry only in specialized non-core areas with proper benchmarking.
The need for a robust accountability framework was also emphasized, wherein performance of senior leadership is directly linked with organizational outcomes through defined KPIs. Transparent and merit-based selection mechanisms for leadership positions have also been proposed to strengthen governance.
AIGETOA reiterated that the revival of BSNL is intrinsically linked to empowerment of its internal workforce through fair, transparent and equitable HR policies. The association has requested the Committee for a detailed interaction to present its submissions and deliberate on the critical issues in detail.
AIGETOA firmly believes that without comprehensive HR reforms focusing on inclusiveness, accountability and internal capacity building, long-term sustainability and growth of BSNL cannot be achieved.
GS AIGETOA submits request for issuance of directions to Circle Heads to withhold force relieving of Executives under Intra Circle transfers till finalization of pending & fresh OTP requests by Pers Cell, BSNL CO.
