The case seeking replacement of the SG JAG scale from E6 to E7 for officers recruited, absorbed, or promoted in Group ‘B’ services, i.e., those joining the executive cadre as JTO/JAO/Equivalent, was listed before the Hon’ble CAT on 30th July 2026.

Click here for complete detail

Surprisingly, SNEA opposed the impleadment application filed by AIGETOA, for reasons best known to them.

Ordinarily, an impleadment application is opposed by the respondents (BSNL/DoT in this case), while applicants generally welcome the addition of parties having the same cause, as it strengthens the case. SNEA’s decision to oppose AIGETOA’s intervention is, therefore, both surprising and unfortunate.

The Truth Behind the “Delay” Allegation

On its website, SNEA has claimed that it opposed AIGETOA’s Miscellaneous Application (MA) because AIGETOA was allegedly attempting to delay the hearing of the case, which was filed by SNEA in 2022.

This claim does not stand the test of facts.

Despite the case being more than four years old, not even a single effective hearing has taken place. We are sharing snapshots of the court proceedings and hearing history below.

A review of the case history clearly shows that:

• No substantive hearing has taken place.
• No pleadings have been argued.
• The matter has witnessed only repeated adjournments.

The court orders are self-explanatory.

Even more revealing is the fact that, on average, only about two hearings per year took place until April 2026. However, after AIGETOA filed its impleadment application, three hearings have taken place within just three months.

If SNEA was genuinely concerned about avoiding delay, one obvious question arises:

1] Why did SNEA never file an Early Hearing Application before the Hon’ble Bench?

2] Why were no efforts made over the last four years to seek shorter dates or expedite the matter?

The facts speak for themselves.

A Bigger Question That SNEA Must Answer

During the recent membership change window, SNEA alleged that AIGETOA was trying to derail the Standard Pay Scale issue by linking it with the replacement of the SG JAG scale from E6 to E7.

We would like GS SNEA to answer one simple and straightforward question.

What will happen to the Fifth TBP of JTOs/JAOs once the entry-level scale is upgraded from E1A/E1 to E2?

Let us consider a simple example.

If a JTO/JAO is recruited or promoted in E1A/E1, and the entry-level scale is upgraded to E2, then, without replacing the SG JAG scale with E7, only four TBP upgradations will remain available:

E2 → E3 → E4 → E5 → E6

However, if the SG JAG scale is replaced from E6 to E7, the original five TBP upgradations remain intact:

E2 → E3 → E4 → E5 → E6 → E7

This is precisely why replacement of the SG JAG scale is essential.

Setting the Record Straight on the “Cascading” Myth

SNEA has also attempted to create the misconception that:

• AIGETOA is demanding “cascading” by seeking replacement of the SG JAG scale from E6 to E7; and
• Executives already in higher scales would receive a sixth TBP.

Both claims are factually incorrect.

Every executive in BSNL knows that a promotion or financial upgradation requires pay fixation with at least one increment.

Merely replacing E6 with E7 does not result in:

• an additional promotion,
• an additional TBP, or
• even a single rupee increase in actual salary.

It merely changes the pay scale designation while preserving the existing pay.

For executives already in E6, the structure would simply become:

Existing: E1A → E2A → E3 → E4 → E5 → E6

After Replacement: E1A → E2A → E3 → E4 → E5 → E7

Since their existing basic pay would already be above the minimum of E7, there would be absolutely no increase in actual basic pay.

Therefore, calling this a “sixth TBP” reflects either a complete misunderstanding of the pay structure or a deliberate attempt to mislead executives.

This Is Not Cascading

“Cascading” means the replacement of all pay scales across the hierarchy.

That is not what AIGETOA has proposed.

AIGETOA’s proposal is limited to:

• Replacement of the initial entry-level scales as part of the Standard Pay Scale correction.
• Replacement of the SG JAG scale from E6 to E7 so that the existing five TBP structure remains intact.

Executives in the intermediate grades continue in their existing scales.

There is no across-the-board replacement of all grades and no increase in actual basic pay.

Therefore, branding this proposal as “cascading” is factually incorrect.

Why This Court Case Is So Important

If the SG JAG scale is not replaced with E7 after implementation of the Standard Pay Scale, executives recruited or promoted as JTOs/JAOs after 01.01.2007 will suffer serious long-term consequences.

They will:

• Lose one financial upgradation, with only four TBPs available up to E6.
• Face prolonged stagnation in the E6 grade for nearly five to six years in future.

Therefore, replacement of the SG JAG scale from E6 to E7 is not merely desirable. It is essential to:

• Preserve the existing five TBP structure.
• Prevent future stagnation.
• Protect the career progression of thousands of executives.

Why AIGETOA Intervened

This important court case remained virtually unattended for nearly four years.

Despite repeated expectations that SNEA would actively pursue the matter, there was little visible progress.

Only after waiting for almost four years and observing that the case was not being pursued with the urgency it deserved did AIGETOA decide to file an impleadment application so that the matter could be pursued more effectively.

The subsequent increase in the frequency of hearings speaks for itself.

Final Say by AIGETOA :

The malicious propaganda being spread by SNEA and its GS appears to be nothing more than an attempt to divert attention from their own failure to pursue this critical case effectively.

We request every executive to examine the facts independently.

The official case details are available at the following links:

• https://cis.cgat.gov.in/catlive/Misdetailreport123.php?no=MTEwNzIwMDM5MTYyMDIyL2RlbGhp

• https://cis.cgat.gov.in/catlive/additional_mis.php?diary_no=MTEwNzIwMDM5MTYyMDIyL2RlbGhpL1A=

We have also attached screenshots of the court orders, which clearly narrate the true history of the case and its pursuance.

A meeting convened by the CMD, BSNL with the General Secretaries of all recognized Associations and Unions of BSNL was held on 21st July 2026 at late evening. The meeting witnessed detailed deliberations on the proposed Pilot Organisational Restructuring in Uttarakhand Circle, long-pending HR issues and representations relating to transfers and OTP requests.

A detailed discussion was held between the BSNL Management and the representatives of AIGETOA and BTEU regarding the proposed Organisational Restructuring in Uttarakhand Circle. During the meeting, the Associations placed the following categorical submissions:

1] Complete Rollback of the Uttarakhand Restructuring Plan:

Complete rollback of the Uttarakhand Restructuring Plan remains our primary and non-negotiable demand. Instead of unilateral implementation, BSNL Management should initiate detailed consultations with recognised Unions and Associations and evolve a well-considered proposal without disturbing the existing three-tier structure of Corporate Office, Circle and Business Area (BA). While we fully appreciate the importance of strengthening rural connectivity, the same should be achieved within the existing organisational framework without adversely impacting revenue-generating areas.

2] Government Status for BSNL Employees if Restructuring is Government-Driven:

If the Management maintains that the restructuring is being driven by higher authorities in DoT and the Ministry, it clearly establishes that BSNL remains the principal vehicle for achieving the Government’s telecom objectives. In such a situation, we demanded that all BSNL employees should be brought on Government rolls on the lines of the erstwhile Ordnance Factory Board employees and be extended the benefits of the 7th/8th Central Pay Commission along with Government Pension.

3] Transparent Business and Revenue Justification:

The Management should not present a vague proposal. The restructuring plan must clearly explain the business model, financial rationale, expected revenue growth, operational benefits and profitability arising out of the proposed changes. The Associations categorically stated that any proposal adversely affecting the revenue-generating capabilities of the Circles will not be acceptable.

4] Opposition of Posting SDEs at Block Level & JTOs at GP Level:

We strongly opposed the proposal of posting SDEs at Block Level and JTOs at Gram Panchayat Level. The existing manpower is already inadequate to handle the present workload. Such an arrangement would only overburden executives and adversely affect service delivery. Fresh recruitment should be undertaken at entry level, while outsourced manpower may be utilized at the GP level wherever required. Further, specialized activities such as Transmission, Core Network, OFC and other technical domains must continue to be handled by specialized officers. Expecting every JTO/SDE to perform all specialized functions is neither practical nor acceptable.

5] Provision of Adequate Resources and Infrastructure:

Adequate resources, maintenance funds, infrastructure and vehicles must be provided before assigning additional responsibilities to field units.

6] Consideration of Hilly Terrain and Ground Realities:

The unique geographical and operational challenges of hilly and difficult terrains must be factored into any restructuring plan. Uniform implementation without considering ground realities will adversely affect service quality as well as employees.

7] Simultaneous Resolution of Long-Pending HR Issues:

All pending HR issues, promotions, career progression, pay-related matters and other long-pending employee concerns must be resolved simultaneously instead of introducing additional administrative burdens.

8] Rollback of Arbitrary Transfers and Postings:

Team AIGETOA also demanded that the arbitrary transfer and posting orders issued in connection with the restructuring exercise should be rolled back immediately, and appropriate modification, retention or cancellation orders should be issued after considering genuine hardship cases.

Team AIGETOA also apprised the Management about the discussions held with the Hon’ble Minister of State for Communications and once again requested the Management to comply with the directions issued by him. The Management acknowledged the same.

The Management noted all the submissions and assured that it remains open to suggestions. However, it indicated that a complete rollback may not be possible at this stage. The Association reiterated that the ongoing implementation must be stopped immediately until meaningful consultations are completed and a mutually acceptable framework is evolved.

It was finally decided that the discussions will continue in the next meeting scheduled on 24th July 2026 (Friday). The CGM, Uttarakhand Circle will also participate in the meeting, and representatives from the AIGETOA Uttarakhand Circle will join the CHQ team during the discussions.

Meeting Update with PGM (Restg) on Uttarakhand Circle Pilot Restructuring

Subsequent to the meeting with the Director, Team AIGETOA met the PGM (Restg) on 6th July 2026 to discuss the recent order dated 04.07.2026 regarding the implementation of the Pilot Organisational Restructuring in the Uttarakhand Circle.

The team had a detailed and comprehensive discussion on the restructuring proposal and highlighted several serious shortcomings in both the process and the contents of the order. We strongly conveyed that such a significant organisational exercise had been initiated without any consultative process involving AIGETOA. It was surprising that the management chose to seek opinions only from the majority association. We categorically stated that since BSNL was aware that AIGETOA would insist on a detailed deliberation before arriving at any conclusion, it deliberately avoided seeking our views. We further emphasized that such a proposal should not have been finalized without obtaining feedback from the field units and stakeholders at the ground level.

AIGETOA specifically pointed out that the proposed restructuring fails to address the fundamental objective of any organization, i.e. revenue generation and business growth. Instead of adopting a revenue-driven organizational model, the proposal appears to be largely based on geographical considerations, which do not adequately reflect the operational and business realities of BSNL.

During the meeting, we emphasized that any organizational restructuring should be based on objective and measurable parameters and should not adversely affect the interests of employees.

We also conveyed that the implementation of the pilot restructuring has created widespread uncertainty and anxiety among employees across the Uttarakhand Circle. The prevailing apprehensions have adversely affected the organizational environment and employee morale. Today, all Associations and Unions of the Uttarakhand Circle held a demonstration at the Circle Office, Dehradun, to protest against the implementation of the restructuring proposal.

Considering these concerns, AIGETOA urged the management to:

• Immediately keep the pilot restructuring order in abeyance and stop its implementation until all concerns are adequately addressed.

• Initiate a transparent and consultative process involving all recognized Associations and Unions before finalizing any restructuring proposal.

• Revisit the restructuring framework by incorporating business-centric and operational parameters to ensure that it serves the long-term interests of BSNL.

We categorically stated that any organizational restructuring affecting employees cannot succeed unless it enjoys the confidence and broad acceptance of the workforce. A proposal implemented without adequate consultation and stakeholder consensus is unlikely to achieve its intended objectives and may ultimately prove counterproductive.

The PGM (Restg) acknowledged the shortcomings highlighted by Team AIGETOA and stated that nothing has been finalized and that the management remains open to making suitable modifications to the proposed structure. We informed him that AIGETOA would also be submitting its detailed inputs formally. The PGM (Restg) assured us that the shortcomings pointed out by AIGETOA would be duly examined and appropriately addressed.

Meeting Update with Office of MoSc on Uttarakhand Circle Pilot Restructuring

Today, i.e., 07.07.2026, Team AIGETOA also met Office of the Hon’ble Minister of State for Communications (MoSC) and apprised them of the issues being faced on the ground. We explained the practical difficulties that would arise from the proposed restructuring. We highlighted that the proposed structure is likely to lead to the collapse of the existing urban operational structure and adversely impact revenue generation. We explained that urban areas, which have fewer administrative blocks but significantly higher customer connections and business volume, would be severely affected under the proposed model.

Further, we pointed out that dismantling specialized teams handling critical functions such as Transmission, Enterprise Business, Mobile, etc., and expecting JTOs, SDEs, JEs and other field executives to perform all such specialized functions simultaneously is neither practical nor operationally feasible. We apprised the Hon’ble MoSC’s Office of all the shortcomings and requested that necessary directions be issued to BSNL to immediately keep the order in abeyance and revisit the proposal. The team assured us that the feedback submitted by AIGETOA would be given due consideration and that appropriate intervention would be made to ensure that the restructuring is carried out in the right perspective. Any hurried implementation of the pilot will be avoided.

We hope that the concerns highlighted by Team AIGETOA will receive due consideration and that the management will adopt a consultative and inclusive approach before proceeding further with this important organizational exercise.

AIGETOA remains committed to protecting the interests of BSNL as well as its employees and will continue to ensure that any organizational restructuring is business-oriented, strengthens the organization, and safeguards the interests of the workforce. All necessary efforts will be made to ensure that the interests of both the organization and its employees remain fully protected.

Further, UKD team had an elaborate discussion with CGM UKD and they were also assured by circle admin that there will not be any unilateral implementation. Accordingly, the call for the Program has been deferred by the all the Association and Unions of UKD Circle.

GS AIGETOA writes to the Hon’ble Minister of Communications (MoC) with request for his kind intervention for expeditious filling up of vacant Chief General Manager (CGM) and Business Area (BA) Head posts across BSNL.

Click Here for the Letter

AIGETOA pointed out that despite the policy directions issued by the Department of Telecommunications (DoT) vide letter dated 14.04.2026, a significant number of key positions at Circle and BA level continue to remain vacant. At present, around 20 Circle Head (CGM) posts and nearly 173 Business Area/Functional Head posts are lying vacant, with many of these positions being managed through prolonged additional charge arrangements.

These vacancies at such critical levels (Circle & BA) adversely impact administrative efficiency, decision-making, accountability, employee morale, and the overall operational performance of BSNL. AIGETOA also reiterated the need for establishing a robust internal leadership pipeline to ensure timely succession planning and organisational stability.

Accordingly, AIGETOA requests for the intervention of Hon’ble MoC for directing BSNL on the following:

1. Immediately fill all vacant Chief General Manager (Circle Head) posts in accordance with the policy approved by the Hon’ble Minister’s office.
2. Fill all vacant Business Area Head and other key leadership posts on priority instead of continuing prolonged additional charge arrangements.
3. Implement an immediate succession planning framework and annual promotion calendar as envisaged in the DoT policy directions.
4. Operationalise BSNL’s Internal Management Cadre by considering the proposal submitted by AIGETOA along with the recommendations placed before the HR Reforms Committee.
5. Review the reasons for the delay in implementation of the policy directions issued vide letter dated 14.04.2026 and issue suitable directions for their time-bound compliance.

Timely intervention in this matter would strengthen BSNL’s leadership structure, improve organisational efficiency, and facilitate the successful implementation of the Government’s vision for a stronger and more competitive BSNL.

GS AIGETOA writes to CMD BSNL with a request for revision of Minimum Eligibility Service under BSNL Sabbatical Scheme-2026 from 10 Years to 7 Years of Regular Service.

Click here for the letter

AIGETOA highlighted that several leading Public Sector Undertakings (PSUs) have adopted more employee-friendly eligibility conditions for similar sabbatical schemes. Keeping in view the objective of providing flexibility to employees while ensuring organisational efficiency, BSNL Management is requested to align the scheme with prevailing PSU practices.

Accordingly, AIGETOA has requested the Management to kindly reconsider Clause 5.1 of the BSNL Sabbatical Scheme-2026 and revise the eligibility condition from:

“Completion of 10 years of regular service”

to

“Completion of 7 years of regular service.”

Such a revision would make the scheme more practical, equitable and inclusive, enabling a larger section of employees to avail the benefits of the scheme without compromising its objectives of manpower optimization and cost efficiency.

Contrary to the narrative created by Management that SET is being done under pressure from higher offices, it has come to our notice that there is no such pressure from higher offices. Some corners present in the HR group has presented the wrong facts in order to convince Hon’ble MoSC for continuance of the process. However, our submissions have been taken into cognizance by the Hon’ble Minister, and he has directed BSNL to defer the exam. One of the senior officer present in HR group has been trying his level best to ensure that SET exam is completed, may be due to the huge money involved in the process. At the same time Team, AIGETOA is also determined to stop the process and is in the process to apprise Hon’ble MoSC about the actual facts on record in next week.

In the meanwhile, to stop the process, AIGETOA filed miscellaneous application (MA) through its members which was heard today before the vacation bench at Chandigarh. Hon’ble CAT bench has directed BSNL to not to move ahead with the appointment in the SET cadre till the promotion process of applicants are completed. However, Hon’ble Court did not granted Stay on the examination process. The next date of the hearing is 13th July. In the meanwhile, our legal team is making full efforts to stop the examination also which will be informed in due course of time. Today’s development has given us a major breakthrough and will give greater impetus to our efforts for scrapping the whole SET Recruitment Process.

Due to the continuous and persistent efforts of AIGETOA, BTEU and BDM, another long-standing issue has finally become a reality.

BSNL has notified the Sabbatical Leave Scheme-2026, fulfilling one of the long-pending demands consistently pursued by AIGETOA over the years. The scheme provides eligible employees an opportunity to take a planned break from service for personal, family, educational, professional or self-development purposes while maintaining their association with BSNL.

Click here for Policy

The concept of Sabbatical Leave, which was envisioned and strongly advocated by AIGETOA, has now received its rightful place in BSNL’s HR policies. This achievement once again demonstrates that sincere and sustained efforts ultimately yield positive results.

We convey our sincere thanks to the BSNL Management for considering this small demand and issuing the policy in the interest of employees.

At the same time, several crucial HR issues concerning BSNL executives and employees still await resolution. Our commitment remains unwavering and our efforts shall continue with the same determination until all pending issues are addressed.

The quest continues. The resolve continues.

Let us all come together, strengthen our collective voice, and work towards achieving every legitimate right and aspiration of BSNL employees.

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.

BSNL Board has approved the implementation of Increased IDA in BSNL w.e.f 01.01.2026.

The issue arose because DoT, instead of recommending and endorsing the orders to BSNL, sought concurrence from the BSNL Board that BSNL would be able to bear the expenditure through its internal accruals. This was firmly objected to by the General Secretary of Bharatiya Mazdoor Sangh through a letter dated 29.04.2026, citing that it is contradictory to the set norms and procedures, as DA revision is based on the inflation index and not related to the affordability of a company to bear the expenditure. BMS also demanded implementation of the revised IDA in the salary for the month of May 2026.

As Formal Board Meeting would have taken some time to be convened, BSNL Apex body decided to get the same approved through Circulation instead of waiting for a physical meeting to convene. BSNL Board has approved the proposal and the letter in this regard is being sent to DoT today for issuance of the orders.

It is also understood that future IDA increase has also been delinked with the Board approval making the future IDA increase implementation smooth without linking to any affordability clause.

We express our sincere thanks to the BSNL Management for realizing the urgent need for the implementation of the IDA increase and for taking all possible steps to expedite the same. Time and again, we have been emphasizing that this issue is procedural in nature and would definitely be taken care of by the management.

We also express our gratitude to the BMS leadership also for raising the issue firmly and squarely at higher echelons.

The larger focus of BDM remains on the resolution of issues pertaining to PPP and PRC. At the same time, we remain committed to ensuring that even smaller procedural issues do not face roadblocks and move steadily towards resolution.

Team AIGETOA met officials at DoT to seek the exact status of the file regarding the implementation of the IDA increase in BSNL. We expressed our concern on the delay.

It was informed to us that the delay occurred due to the non-receipt of required data related to BBNL, as consolidated instructions are to be issued for all PSUs under the Ministry of Communications. The necessary data is now being compiled and is being submitted for approval by the competent authority. The instructions/Orders for implementation of IDA increase are expected to be issued by Monday evening or Tuesday for all PSUs under the Ministry of Communications viz. BSNL, MTNL, TCIL, ITI etc.

Time and again AIGETOA and BTEU under the banner BDM has emphasized that focus of the Association should not deviate from the Core issues like 3rd PRC, Residual Benefits of 2nd PRC, Career Progression aspects and Superannuation benefits. Issues like implementation of DA increase are procedural in nature and they should be treated in that manner only.

Team AIGETOA is continuously following up status and shall keep one and all updated changes if any.

We further wish to inform that there is a big development on creation of Internal Management Hierarchy in BSNL, a demand being pressed vociferously by AIGETOA before Hon’ble MoC and the same was considered and assured positively by the Hon’ble Minister. The instructions to examine and take necessary action on our demand of creation of Internal Management Hierarchy for BSNL was issued from the Office of Hon’ble MoC on dated 13.01.2026, subsequent to the meeting of Team AIGETOA with Hon’ble MoC and submission of our proposal before Hon’ble MoC.

Click here for the Proposal for development of Internal Management Cadre of AIGETOA consisting of its own absorbed and BSNL Recruited Executives

Click here for AIGETOA update shared earlier on dated 14.01.2026

Now, instructions in this regard has been issued to BSNL.

Click here for the Letter

However, we have still miles to go because management will take every effort to justify the legacy setup and deny the opportunity to the current work force and will continue to justify SETs/MTs etc. in support of their view. For this extreme pursuance and extreme level of Alertness is required.

Other associations have been mocking our letters and submissions by saying nothing will happen. But this step justifies the actions taken under the umbrella of BMS, Platform of Bharatiya Doorsanchar Manch and AIGETOA/BTEU.