The agenda Meeting of AIGETOA with BSNL Management was held on 6th October 2026. The meeting started at 4.15 PM and lasted until 9.30 PM. The entire CHQ team was present, along with the CS/CPs of Delhi and CNTX-N Circles. The submitted agenda was discussed in detail.

A brief of the discussions is given below:

At the outset, PGM (SR) welcomed the participants. He extended his good wishes and expressed hope that the deliberations would be fruitful and productive.  

The All-India President, Shri G. Veerabhadra Rao, introduced the participants and expressed displeasure over the current state of affairs in BSNL. He stated that BSNL should function according to established rules and policies, rather than individual thought processes. The AIP also criticized Management’s handling of unions and associations, particularly the way the GS and office-bearers of AIGETOA had been targeted for opposing the wrong decisions and highlighting the process discrepancies.

General Secretary Shri Ravi Shil Verma emphasized that BSNL is a public limited company owned by the Government of India and should function in accordance with established rules and policies. He highlighted that almost all BSNL policies have been rendered ineffective, be it the restructuring policy, transfer policy, long-stay policy, procurement policies, operational policies, or even the REA Rules, 2014.

The GS stated that a government-owned company was being run in a manner that even private limited companies would not follow. He requested Management to ensure that the company functions according to established norms, rather than like a proprietary firm. He also stated that Management should not seek to assert its authority through coercive actions against AIGETOA office-bearers, as its authority as the senior-most management was not in doubt. He said that the relationship should remain one of boss and subordinate, not owner and worker. He categorically stated that, as a Government of India company, BSNL has no individual owner; all are employees, whether at senior, middle, or junior levels. This should not be forgotten by Management or employees. BSNL must therefore function according to rules, policies, and hierarchy, rather than anyone’s individual notions.

After the introductory session, the GS placed the agenda points before Management:

A] Establishment and Pay Related Matters

1] Affordability Waiver for Implementation of 3rd PRC in BSNL:

Association explained the efforts of AIGETOA through which the matter has reached the highest level. Management informed that they have already forwarded the recommendations to DoT and the issue lies within the purview of DoT.

AIGETOA highlighted that, when the BSNL Board last recommended the 3rd PRC, BSNL sent multiple DO letters to DoT emphasizing the need for an affordability waiver. Association further highlighted that AIGETOA along with BDM and BMS has raised the issue of affordability waiver citing the importance of the national telecom carrier and BSNL’s role in fulfillment of national telecom objectives and its support in bridging the digital divide through projects like Bharatnet and 4G saturation etc to the highest offices including the PMO and MoC and the same received positive attention also. The Association asked how many such DO letters or reminders had been sent by the current Management of BSNL to DoT highlighting the need for affordability waiver. AIGETOA stressed the need for another DO letter from CMD BSNL to DoT, highlighting BSNL’s involvement in projects of national importance, including the rollout of Swadeshi 4G so that same can be pursued by AIGETOA, BDM and BMS for resolution.

Management agreed to send a reminder to DoT through a DO letter.

2] Rule 55A implementation:

GS sought the reasons from Management on the sudden modification of Rule 55A. It was informed that the same has done to make Rule 55A more transparent and to align with the Government Rules. GS AIGETOA replied that Rule 55A is still not consistent with GoI Rule 56J for Probity Guidelines and needs modification. While it is clearly visible that punishing points have been adopted but the good points have been left like BSNL rule 55A has set the age criteria as 50 while GoI 56J rules keeps the age limit as 55. Similarly other factors are also there which needs correction. GS further highlighted the toxic/panic situation in field through orders like rule_55A, Uttarakhand Restructuring, 43-page document on employee Roles without any reference to the Resources and Constraints. GS requested for clarity from Management on the intent of the order, so that the matter can be communicated to the employees.

Management assured AIGETOA that there was no intention to use force or coercion and, therefore, there was no need for panic. Management further stated that AIGETOA’s concerns had been noted and would be examined in consultation with higher management. If considered appropriate, the order would be reviewed. Management sought written inputs from AIGETOA, which have subsequently been prepared and submitted.

3] Uttarakhand Pilot Restructuring and Implementation of Restructuring in other circles:

AIGETOA categorically highlighted that the orders issued in Uttarakhand Circle must be kept on hold and an objective examination of the decision must be held. Team AIGETOA further told that all circles restructuring must be kept on hold till the objective analysis of the Uttarakhand Model is done.

Management agreed to the view of AIGETOA and stated that Restructuring in other circles will be kept on hold. We also highlighted that few Circles like Maharashtra have unilaterally implemented their own restructuring and categorically demanded for instructions to circle for revoking the same.  Management agreed for the same and told that they will ensure that such instructions are revoked without any delay.

Management also assured AIGETOA that matters relating to relieving and posting in Uttarakhand would be addressed through direct communication from the Corporate Office to CGMT, Uttarakhand.

4] CDR AMC issues, field situation of issues on infrastructure like battery, Power Plant, DGs:

GS AIGETOA expressed strong apprehension, if the decisions of Management have been taken keeping the long-term interest of BSNL in mind. He highlighted the concerns and shared the written inputs.

Management assured to address the concerns raised by AIGETOA. 

5] Implementation of E2/E3 for JTO/JAO and SDE/AO:

AIGETOA demanded for resolution of this residual issue of 2nd PRC. Management again read the very same letter of 2022 issued to SNEA during CLC negotiations and cited the issue has attained finality. AIGETOA also objected on the wrong notion given by BSNL that decision to give E1 had the concurrence of DPE and produced Papers which clearly stated that DPE has only directed to choose the standard scale and no intermediary scales.

The same was vehemently objected by AIGETOA and it was told that when DoT is examining the matter and even BSNL has submitted an affidavit in the court case by AIGETOA that BSNL Board has recommended E2 for JTO/JAO/Equivalent and E3 for SDE/AO/Equivalent, how BSNL can state this on record that the issue has attained finality. AIGETOA requested for another reminder to DoT and taking up the matter immediately with DoT instead of towing the lines given by Establishment cell of BSNL CO. Management agreed to take up the matter with DoT through a written communication.

Management also agreed to examine the contentions stated by AIGETOA with respect to the DPE Concurrence.

6] Report of 22820 Pay Loss Committee:

AIGETOA informed that a committee for extending 22820 as initial basic was constituted during MA period of AIGETOA in 2021 and the committee met 2-3 times thereafter. AIGETOA said that during last three years, there was no progress at all and the issue still remains pending to be recommended and in fact all members of the committee have changed now. It was agreed to reconstitute the committee by inducting new members and expedite the report.

7] E1+5 increments to all JTOs/JAOs recruited/promoted after 01.01.2007:

AIGETOA highlighted that this issue has remained pending despite matter reaching to BSNL Board for other batches at that time. The same needs to be finalized and extended to all the remaining batches recruited/promoted after 01.01.2007.

The matter was agreed to re-examine once again in reference to the previous proposal pending before BSNL Board.

8] JE period Pay Loss Matter:

AIGETOA highlighted the issue and stated that the pay-fixation on promotion has been wrongly done. We pressed the matter for resolution.

Initially Management Refused but after strong presentation of facts and documents by Team AIGETOA, finally they agreed to constitute a committee.

9] Increase of SAB quantum and Transport Allowance:

Association highlighted that due to strong efforts of AIGETOA and BDM and the subsequent intervention from Hon’ble MoSC, the issue of increase in SAB contribution got renewed attention. It was sad that management instead of justifying the increase, tried all efforts to negate the issue. However, after continuous persuasion by AIGETOA and continuous follow up by Hon’ble MoSC himself, finally Management Committee of BSNL recommended a meagre 0.5% increase in SAB. It was sad to note that even this meagre 0.5% increase in SAB approved by Management Committee of the Board could not see the light of the day. We highlighted that while orders on TA/DA revision has been issued, the other proposal of SAB increase of 0.5% has not been issued.

Management informed that few queries were raised with regard to proposal which are being addressed.  Management assured to process the case expeditiously and ensure the orders at the earliest.  AIGETOA will take all efforts to get the increase notified at the earliest and will continue its efforts to increase the quantum further.

10] Transport Allowance:

AIGETOA raised its strong objection on dropping the Transport Allowance increase proposal and requested to reinitiate it. Management agreed to take up the issue once again. 

AIGETOA also requested an increase in Children’s Education Allowance and restoration of LTC.

Management expressed its inability to consider all the demands at the same time and asked us to wait for some more time.

11] Increase in Gratuity Amount for BSNL recruits as 25 Lacs:

AIGETOA pointed the disparity of Gratuity amount of 25 lakhs Vs 20 Lakhs between DoT-absorbed employees and BSNL-recruited employees. It was informed that matter lies in the purview of DPE.

AIGETOA requested BSNL to formally bring this disparity to DPE’s notice so that DPE could take cognizance and issue the necessary directions. An official communication from BSNL to DPE highlighting the disparity was requested to enable AIGETOA to pursue the matter further.

Management agreed to explore the same.

12] Disparity in Earned Leave Encashment for BSNL-Recruited Employees on VR/Resignation Before the Age of 55 Years

AIGETOA demanded the removal of the disparity in EL encashment, whereby BSNL-recruited employees are eligible for only 150 days of EL encashment on VR/resignation before the age of 55 and stated that it is necessary to bring their eligibility at par with 300 days of EL encashment available to other employees by making the necessary amendments to the provisions governing voluntary retirement, consistent with those of the central Government. GS shared the Documents and stated that while Central Government and other PSUs have addressed this disparity, BSNL is yet to do the needful. AIGETOA highlighted the need for amendment in CDA Rules accordingly.

Management agreed to review the provision and the changes required in the CDA Rules. They informed that a committee would be constituted to submit recommendations within a time-bound period.

13] Extension of NPS option to BSNL-recruited employees:

AIGETOA once again requested for extending the option to BSNL-recruited employees for Conversion of Superannuation Fund to NPS. Management explained the non-uniformity in communication by other stake holders.

AIGETOA suggested to keep both the scheme open and the decision can be taken by concerned employee.  GS AIGETOA produced the documents from other PSUs where both the options are working. We highlighted that forfeiture of SAB amount on resignation also needs to be addressed. 

Management agreed to place the matter before the Management Committee again and to examine to remove the SAB Forfeiture clause in line with the prevailing DPE guidelines.

14] Creation of PRMB trust to BSNL-recruited employees:

AIGETOA demanded the creation of PRMB trust citing the rules and BSNL recruited employee hardship on retirement.

Management agreed to get the comments from establishment and finance comments on the matter and will review the matter.

15] CCS Pension of TTAs recruitment initiated in DoT period:

The CCS pension matter of TTAs whose recruitment initiated in DoT period was discussed. It was informed that matter is subjudice and they will take comments from legal section on the matter and accordingly the matter will be discussed with AIGETOA.

16] Rule 8 & Rule 9 cases:

Rule 8/ Rule 9 cases issues were explained in detail by association. AIGETOA stressed upon the need for reviewing the surplus/deficit criteria as even the medical/spouse cases are getting stopped. AIGETOA requested for immediate review and incorporation of Suitable Provisions. Management agreed to get the matter examined and reviewed expeditiously.

GS AIGETOA also highlighted the restrictive and discriminatory five-year eligibility clause applicable to Special LICE JTOs. He pointed out that, in similar circumstances, AIGETOA’s request to remove the five-year restriction had been accepted for directly recruited JTOs and argued that the same relief should be extended to Special LICE JTOs.

Management agreed to review the matter despite negative comments from Estt Cell.

17] Provision of second Saturday leave uniformly for Employees:

The AIGETOA raised this issue as discriminatory, considering the number of working hours relative to remuneration, as some executives work longer hours for the same remuneration.

Management expressed difficulty in granting leave on the second Saturday uniformly to all field employees. However, it agreed to explore the possibility of granting compensatory leave in lieu of work performed on the second Saturday. AIGETOA to give a fresh representation to Establishment Cell on the matter.

B] Promotion and Recruitment Related Matters

1] Issuance of SDE to AGM promotions:

We requested for consideration of the proposal submitted by AIGETOA which will benefit all cadres from JTO to DGM.

Management expressed the non-availability of vacancies and cited the non-availability of manpower in the feeder cadre of executives, if proposal of AIGETOA is considered. GS AIGETOA explained that the issue of Feeder Cadre is covered in AIGETOA Proposal. PGM (Pers) Suggested for a separate meeting on the same and requested AIGETOA to give the inputs with respect to feeder cadre and vacancies treatment especially how the same will be handled in DGM and JTO Cadre. With detailed inputs from AIGETOA, further process can be decided. 

AIGETOA also requested promotion of the next group of LICE JTOs to the SDE cadre, covering the entire 2012 LICE batch as sufficient vacancies can be made available.

Management stated that it would obtain vacancy details and process the matter after legal vetting.

2] AGM to DGM Promotions:

Management informed that they are proactively following the Court Proceedings to get the stay vacated. As soon as the stay is vacated, orders can be issued.

AIGETOA suggested all such matter can get resolved once the proposal from AIGETOA gets a consideration. Management assured to discuss in the meeting to be scheduled on the AIGETOA proposal for promotions.

3] AO to CAO promotions:

AIGETOA demanded for immediate issuance of promotions as all the legal hurdles are over and sufficient vacancies availability.

Management agreed to issue the promotion orders, likely within 15 days, as a few formalities were being completed. Management assured the AIGETOA that no obstacles remained now. Inputs from the SEA Section had reached the Personnel Section, and only procedural formalities remained. AIGETOA requested that the process be expedited further.

4] JAO to AO promotions:

AIGETOA demanded subsequent promotions from JAO to AO cadre immediately after the issuance of CAO promotions by filling up all the consequential vacancies. The same was agreed by management after getting clearance from concerned section.

5] JE to JTO LICE promotions:

AIGETOA highlighted the inordinate delay and requested for publishing of LICE held during May 26 and for early posting orders.

Management informed AIGETOA that it would try to issue the orders within one week.

6] Processing of PwD quota DPCs:

The same shall be done as per vacancy availability in PwD Quota. The Pending Process shall be expedited.

7] Lateral Entry Recruitment, SET Notification, Recruitment of GMs on Contract, Serious apprehensions on the mannerism of the external recruitment and Utilization of Internal Talent:

a. SET and Lateral Entry above JTO/JAO Level:

AIGETOA strongly opposed lateral-entry recruitment at levels above JTO/JAO and demanded the scrapping of the SET notification and complete process. It also expressed serious concern that internal talent pool was not being considered for higher managerial positions, stating that this was unfair to existing employees and undermined their career progression.

It was also stated that despite the matter being subjudice and stay on appointments, management moved further with the process. In the event court scraps the recruitment, the expense made on the recruitment shall be recovered from whose Salary – The one who initiated or the one who approved.

The Management did not give any specific assurance or commitment on the issues raised.

AIGETOA side stated that they will go to any extent to stop this recruitment and enforce the recovery of this expenditure from the authority which gave the go-ahead.

b. Recruitment of GMs on Contract:

AIGETOA raised serious objection on the recruitment of GMs on contract and stated that it is bound to create severe procedural discrepancies in the organizational hierarchy. Management Replied that it was done under instructions from DoT as they want internal candidates to lead. AIGETOA said that DoT wanted internal candidate to lead as a permanent measure and not as a stop gap arrangement. We said government itself scrapped the recruitment on contract at JS level, how they will insist any PSU for that.

DoTs focus on creation of internal hierarchy could have been easily done by empaneling the internal candidates with similar qualification and experience instead of searching from outside. This would have saved BSNL money also.

It was informed that in Finance, no suitable candidate was found and they are revisiting the criteria once again. In the Telecom Stream, around 175 applications have been received and they are being scrutinized.

AIGETOA suggested for creation of Panel from the Internal executives and scrap the process of external recruitment. Management agreed to place the suggestions of AIGETOA before the HR committee of DoT for further discussion and consideration (If agreed). 

c. Serious Flaws observed on the JTO External Recruitment:

AIGETOA expressed surprise over the communication to the candidates from a Private Domain rather than BSNL Domain. AIGETOA further stated that even the WhatsApp Communication is going from the numbers from private operators belonging to private entities. This raises a serious question mark on the sanctity of the whole process and can lead to involvement of vested interests in the Recruitment. It was emphasized that foul play cannot be ruled out with everything being left on private agencies. We said every organization hires external agencies but communication is made through official channels only.

AIGETOA demanded immediate corrective measure, enquiry and fixing up the responsibility for adopting such process. Management side stated that they will seek comments from recruitment cell on the matter and will revert back.

C] Update on Discussions on Transfer Policy:

1] Implementation of Transfer Policy and Consideration of Pending Transfer Requests:

The AIGETOA strongly emphasized the need for strict adherence to the existing Transfer Policy and sought an update on the proposed new Transfer Policy, on which inputs had been invited in March of the previous year.

Management agreed to hold another meeting with unions, associations, and the committee to finalize the policy. The meeting would be held in due course.

AIGETOA further elaborated on concerns relating to transfers, particularly long-stay cases, immunity, medical grounds, persons with disabilities (PwD), and hard-tenure matters, citing relevant examples. It highlighted instances of extreme hardship and harassment caused by transfers made without due consideration of serious medical conditions and other genuine hardships. It demanded that transfers be affected strictly on a need basis, taking applicable policy provisions and individual circumstances into account.

AIGETOA further stressed the need for transparency in processing One-Time Password (OTP)-based transfer requests and for the timely dissemination of accurate information to employees.

Following the recent demise of an SDE from Uttar Pradesh, GS AIGETOA expressed serious concern and requested Management to fix responsibility and take appropriate action against the officials at BSNL Corporate Office and UP (East) who were involved in the employee’s relieving and the delay in cancellation of the transfer. Management assured the AIGETOA that the matter would be examined in detail and responsibility fixed.

Management acknowledged the concerns raised by the AIGETOA on Transfer issues. Director (HR) assured that pending cases involving medical grounds, PwD, modification of transfer orders, and immunity would be considered. Association immunity cases shall also be processed immediately. It was further decided to hold a separate meeting on 7th October 2026 to examine and resolve pending cases expeditiously, on a case-by-case basis. The meeting was subsequently held and management side assured to issue the orders in around 10 days’ time.

2] Timely Posting of Hard-Tenure Substitutes and Consideration of OTP Cases

The AIGETOA requested timely posting of substitutes for executives completing their hard tenure, following the practice adopted two years earlier. It also requested consideration of OTP requests from executives who had completed two years of service in other circles.

The AIGETOA requested that transfer and posting orders for executives who had completed their hard tenure be issued by 31 October, without further delay.

The Management agreed to consider the suggestions after further discussions.

3] Shifting of the OTP Window from January to October

AIGETOA suggested restoring two OTP windows in a year. Alternatively, it requested that the OTP window be shifted from January to October, after completion of the January 2027 window, to provide employees with sufficient time to plan and exercise their transfer options.

The Management took note of the suggestion and assured the AIGETOA that the feasibility of the proposal would be explored.

4] Publishing of long-stay List:

It was informed that necessary modifications are being incorporated in ESS module so that Employee will be able to see his status in the circle. AIGETOA requested for publication of long-stay and surplus/deficit circle List which was agreed upon by the Management from the next OTP window.

5] Implementation of Sensitive Post Rotation

AIGETOA demanded proper and uniform implementation of the policy governing the rotation of executives from sensitive posts, in accordance with applicable guidelines.

The PGM (Pers.) informed that the Vigilance Section was monitoring sensitive-post rotation and that necessary action would be taken in accordance with its directions from time to time. AIGETOA to Submit a fresh representation to CVO in this regard.

6] Retention of Quarters in Cases of Normal Transfers

The AIGETOA suggested allowing executives to retain their allotted quarters in cases of transfer, create rules and conditions in this regard, to reduce relocation-related hardship.

Management agreed to explore the feasibility of the proposal.

7] Transfer Back of Lady Executives and 58+ age executives Transferred to Other Circles under Earlier Long-Stay Orders

AIGETOA requested that women executives and executives aged 58 or above who had joined other circles in compliance with earlier long-stay transfer orders be considered for transfer back immediately at their choice stations, in the interest of fairness to those who had complied with the earlier orders.

Management agreed to consider the request.

8] Intra-Circle Transfers in Non-Territorial Circles

AIGETOA highlighted issues arising from intra-circle transfers in non-territorial circles, particularly when territorial circles change. It requested that CGMTs of non-territorial circles be given the necessary permissions to address such cases appropriately.

The Management assured the AIGETOA that the concerns raised would be addressed.

9] Publication of Excess/Deficit Position and Stay Lists Before OTP Windows

AIGETOA emphasized the need for greater transparency in the transfer process and requested the following:

a] Publication of the excess/deficit position of circles.

b] Transparent publication of employee stay lists before the opening of OTP windows.

c] Clear communication of the available circle options for exercising OTP requests.

d] Maintenance of OTP waiting list.

Consideration of three choices for Request as well as the Long Stay Transfers.

The Management agreed that the above information would be published to facilitate transparency and enable employees to make informed choices.

10] Cooling-Off Period between Two Transfers: Intra-Circle and Inter-Circle

The AIGETOA raised the need to prescribe a reasonable cooling-off period between transfers, covering both intra-circle and inter-circle transfers, to ensure consistency and prevent frequent transfers from causing avoidable hardship to executives.

The Management agreed to consider the matter.

D] Administrative Matters:

1] Restoration of OD Medical Reimbursement and IDA

AIGETOA requested the following measures:

a] Restoration of OD medical reimbursement to 25 days, as applicable earlier.

b] Unfreezing of IDA from the April 2020 level, to address the concerns of employees arising from the continued freezing of IDA.

The above demands were placed before Management for consideration. Management made no commitment regarding restoration to 25 days but agreed once again to explore the prospects of unfreezing of IDA and its revision to the current level.

2] Group Health Insurance (GHI) to BSNL Employees

AIGETOA demanded group health insurance (GHI) for BSNL employees through payment of a premium by BSNL or the implementation of cashless treatment at empaneled hospitals.

Management acknowledged the concern and suggested exploring the implementation of GHI after a detailed analysis and discussion with PGM (Admin), who was not present at the meeting.

E] Building and Land Management

1] Proper Maintenance of IQs/Staff Quarters:

Proper maintenance of IQ, Staff Quarters and Explore the possibility of running the inspection quarters by recognized associations:

Management assured AIGETOA that proper upkeep and maintenance would be ensured and sufficient funds are being released for maintenance of IQs.

AIGETOA suggested that associations be allowed to maintain inspection quarters (IQs) on a cooperative basis to ensure proper upkeep and transparency in allotment.

To explore the possibility of associations operating the IQs, Management requested a detailed proposal and suggested discussing the matter with CGM (BW). AIGETOA to submit the same.

On staff quarters and office building maintenance, Management assured to direct BW section to issue necessary advisory and stated that sufficient funds are being allocated.

F] SR/Training/Other Related Issues

1] Holding of regular agenda meetings as per REA.

Agreed by management.

2] One PSU One Association:

Management agreed to explore the concept again and asked the GS AIGETOA and the team to meet on 7th October 2026 with the earlier inputs. (The meeting was subsequently held and the inputs were submitted. Management assured AIGETOA that it would respond within 15 days.)

3] Hired vehicles policy review:

Management agreed to review.

4] EPF higher Pension issue:

GS AIGETOA highlighted the circles where the issue is still pending to be addressed. Management assured to direct the circles once again to take up the matter once again with EPF authorities.

5] Restoration of training-center allowance:

Not Agreed by management as of now and told to wait for some time for reconsideration.

6] Kashmir Valley Allowance:

GS presented the necessary documents and stated that the PSUs and Banks are also giving the same. GS AIGETOA expressed surprise over Establishment cell action to endorse the same only for government employees on deputation while the issue actually arose from the demand for BSNL.

Management assured the Association that the issue would be re-examined in light of AIGETOA’s submissions.

7] Co-existence of ALTTC and NCA at NCA Campus:

GS AIGETOA desired the status of the Progress as the matter was discussed by AIGETOA Team with JS (Admin) wherein it was assured that issue shall be given holistic consideration.

Management informed the AIGETOA that discussions were progressing well and might conclude positively.

8] Posting of executives to training centers in transparent manner and filling up of vacancies:

Management stated that the prescribed process was being followed and requested AIGETOA to highlight any deviations. It assured the AIGETOA that such cases would be addressed.

9] Zonal center trainings for account officers, flexibility to employees for selection of training centers based on the availability of courses, Training of E5-E6 financial upgradation at any of the south circles:

Management agreed to examine the feasibility and do the needful.

10] Hostel / Infra facilities and other needful arrangements at training centers:

AIGETOA highlighted the poor condition of Infra facilities at training centers and non-availability of hostels at few training centers. It was assured that necessary action shall be taken.

11] Proceedings on the complaints submitted by AIGETOA association against PGM (Estt/Admin) and other officers in Pers Section:

It was informed that action on the complaint has been initiated.

12] Dropping of Charges imposed on the Office Bearers of AIGETOA and SNEA at Chennai Telecom Circle:

AIGETOA Reminded Management of the fact that the Charges imposed on the office bearers of Associations for raising the genuine issues at Chennai be dropped as per the assurance given by Management on Several occasions.

Management agreed to expedite on the appeals and do the needful in a timebound manner. They assured that the charges shall be dropped. 

The Meeting ended with vote of thanks to the chair and participants.

Dear Colleagues,

BSNL needs stable governance, strategic continuity, and institutional accountability.

A Regular CMD is vital for our future.

Our Core Demands:

🔴 NO MORE EXTENSION TO CURRENT CMD

🟢 APPOINT A REGULAR CMD IMMEDIATELY

📅 Today’s Schedule:

⏰ Overall Campaign: 11:00 AM – 4:30 PM

⚡MEGA TWEET STORM: 12:00 PM – 2:00 PM (Peak trending window – maximize posts & reposts!) Post, repost, and amplify. Let rules run BSNL, not individual notions.

Hashtags:

#No_Extn_2_CMDBSNL

#NewCMD4BSNL

Key Tags:

@PMOIndia @AshwiniVaishnaw @JM_Scindia @DoT_India @BSNLCorporate

X (Twitter) Campaign

• “Immediately Appoint a Regular CMD for BSNL”

Parallel RTI Campaign

• An RTI campaign will also be undertaken to seek information regarding:

• Expenditure incurred by Administration, IT and other sections of BSNL Corporate Office.

• Expenditure and initiatives undertaken by higher management.

• Measures taken towards austerity and financial discipline by higher management.

Bharatiya Mazdoor Sangh (BMS) writes to Hon’ble Prime Minister of India Shri Narendra Modi JI for urgent intervention for “appointment of a regular new CMD, BSNL” and “discontinuance of additional charge arrangement” going on for more than two years.

Click here for letter

X (Twitter) Campaign

AIGETOA has emphasized that BSNL needs a healthy, fair and rule-based working environment, where decisions are guided by established rules, manuals, policies, Government of India, DPE and DoT norms rather than individual interpretations. The Association has also highlighted concerns relating to HR processes, including promotions, transfers and postings, REA rules and other matters where deviations from established practices are being reported.

A three-day campaign will be conducted on 7th, 8th & 9th October 2026, from 11:00 AM to 4:30 PM, with the following themes:

• “No More Extension to Current CMD BSNL”

• “Immediately Appoint a Regular CMD for BSNL”

Parallel RTI Campaign

• An RTI campaign will also be undertaken to seek information regarding:

• Expenditure incurred by Administration, IT and other sections of BSNL Corporate Office.

• Expenditure and initiatives undertaken by higher management.

• Measures taken towards austerity and financial discipline by higher management.

AIGETOA has decided to launch a decisive campaign demanding the immediate appointment of a Regular CMD for BSNL, with no further extension or additional-charge arrangement for the present incumbent.

Accordingly, AIGETOA has decided to launch the following programmes:

X (Twitter) Campaign

AIGETOA has emphasized that BSNL needs a healthy, fair and rule-based working environment, where decisions are guided by established rules, manuals, policies, Government of India, DPE and DoT norms rather than individual interpretations. The Association has also highlighted concerns relating to HR processes, including promotions, transfers and postings, REA rules and other matters where deviations from established practices are being reported.

A three-day campaign will be conducted on 7th, 8th & 9th October 2026, from 11:00 AM to 4:30 PM, with the following themes:

• “No More Extension to Current CMD BSNL”

• “Immediately Appoint a Regular CMD for BSNL”

Parallel RTI Campaign

• An RTI campaign will also be undertaken to seek information regarding:

• Expenditure incurred by Administration, IT and other sections of BSNL Corporate Office.

• Expenditure and initiatives undertaken by higher management.

• Measures taken towards austerity and financial discipline by higher management.

AIGETOA has decided to launch a decisive campaign demanding the immediate appointment of a Regular CMD for BSNL, with no further extension or additional-charge arrangement for the present incumbent.

The decision was taken following the CHQ meeting held on 25 September 2026, followed by the CS/CP meeting on 27 September 2026, where office bearers unanimously expressed concern over the prevailing uncertainty, erosion of established rules and procedures, and growing dissatisfaction among employees.

Click here for the complete detail and program

AIGETOA has emphasized that BSNL needs a healthy, fair and rule-based working environment, where decisions are guided by established rules, manuals, policies, Government of India, DPE and DoT norms rather than individual interpretations. The Association has also highlighted concerns relating to HR processes, including promotions, transfers and postings, REA rules and other matters where deviations from established practices are being reported.

The Association has also reiterated that long-pending employee issues, including 3rd PRC, pay anomalies, pension matters and career progression, need focused attention along with institutional decision-making and a clear long-term direction for BSNL.

Accordingly, AIGETOA has decided to launch the following programmes:

X (Twitter) Campaign

A three-day campaign will be conducted on 7th, 8th & 9th October 2026, from 11:00 AM to 4:30 PM, with the following themes:

• “No More Extension to Current CMD BSNL”

• “Immediately Appoint a Regular CMD for BSNL”

Parallel RTI Campaign

• An RTI campaign will also be undertaken to seek information regarding:

• Expenditure incurred by Administration, IT and other sections of BSNL Corporate Office.

• Expenditure and initiatives undertaken by higher management.

• Measures taken towards austerity and financial discipline by higher management.

AIGETOA has clarified that the campaign is not against any individual. It is aimed at strengthening a rule-based and procedure-based BSNL, ensuring transparent decision-making, institutional accountability and a secure future for employees.

The Association appeals to all BSNL employees to participate in the campaign and collectively raise their voice for a system where rules are respected, institutions are strengthened, employees are heard and decisions are taken in the long-term interest of BSNL.

“For a Transparent, Rule-Based BSNL – Say YES to Regular CMD, NO to Extensions!”

As informed after our meeting with JS (Admin) Sh K Balaji on dated 25.09.2026, BSNL finally issues the orders for the revision of TA/DA. JS (Admin) has assured us that the necessary direction shall be issued soon..

Click here for the order

We had earlier requested for directions to BSNL Management for immediate issuance of the orders for TA/DA Revision and Enhancement of SAB Contribution which has been kept pending by BSNL despite approval. We said that though AIGETOA do not agree with the quantum finalized as it is very miniature but still something which has been approved should not be kept pending. JS Admin assured to take up the matter with BSNL for necessary issuance of the orders in this regard.

We extend our thanks to JS (Admin) for his intervention but the adamancy of BSNL Management is quite visible from the quantum of the revised TA/DA order, which not matching even 2nd PRC/6th CPC rates. Our quest for getting it enhanced further will continue.

Suggestions are coming from some corners that AIGETOA must be part of any struggle on common issues especially the 3^rd PRC. We wish to clarify that AIGETOA will never desist from any united struggle provided it is done with the right intent and required sincerity/honesty. The sequence of events in the ongoing episode tells us a very different story..

Right from the beginning, GS of one of the associations has been at his notorious best to derail all the paths reaching towards 100 percent unity and the efforts for serious organisational actions. We have firm reasons to believe that he must have been doing it intentionally, so that the collective struggle does not get the 100 percent strength and momentum..

The Complete Sequence of Events are attached below

Click here for the complete sequence of events.

Right from the day, when this collective struggle concept took rebirth at AIGETOA CHQ office in September 2025 to September 2026. All may go through that and decide for themselves.   

Even the letter from AUAB in August 2026 to BDM was more intent on derailing the unity rather than doing something concrete. The letter dated 14^th August 2026 was received from AUAB on 21^st August 2026. The letter contained following conditions and the arrogance was clearly visible:

1] Joint Action Committee is not agreeable and BDM should participate under their banner.

2] AIGETOA, BTEU and other constituents of BDM will not pursue the issues raised through AUAB on other platforms/forums

3] Any action program by BDM constituents must first be discussed with AUAB.

Despite clear arrogancy, GS AIGETOA discussed the with convener AUAB over phone. Finally, it was decided that Convener AUAB will meet in person in the first week of September for discussions in person. On 3^rd September 2026, Convener AUAB met GS AIGETOA at the AIGETOA office. We categorically conveyed that AIGETOA and BTEU is ready for all or any action programs provided it is done under the banner of Joint Action Committee and includes at least following three mandatory points:

1. 3rd PRC.

2. Standard Pay Scales issue.

3. Pilot restructuring issue.

Alternatively, we suggested for giving notices without any names and serving individual notices by unions and associations with same program and demand. We also conveyed to AUAB convener that their condition for not taking up the issue of 3rd PRC on any other platform (BDM, BMS etc) cannot be accepted as we are in discussions on the affordability clause waiver for BSNL at the highest level.

The convener AUAB appreciated the concerns and we agreed to have a joint meeting together to explore if any mutually acceptable path can be found out with discussions amongst all. Accordingly, it was decided to meet on 16th September 2026 for a meeting with all constituents of both the platforms.

Later on, when management issued fresh letter on UKD Restructuring, GS AIGETOA again had a telephonic discussion with Convener AUAB and reiterated the need of a joint meeting and a joint action program. As per discussion, GS AIGETOA even called GS BTEU on 16th September 2026 at Delhi from Lucknow but no intimation came from AUAB for any meeting. We came to know through the website of BSNLEU that meeting has already been held. Even the crucial issue of Uttarakhand Pilot Restructuring did not find mention in their charter of demands giving a virtual concurrence to Management by the Majority Association on the Pilot Restructuring Project.

It is very clear that had the intent genuinely been unity and a serious struggle, the so-called representative of the majority of executives would have aspired to come to a common ground under a Joint Action Committee or without names as was being done in initial period when it resulted into success. If not the banner or name. at least they would have agreed to holding the common meeting to explore a mutually acceptable path.

The quest for 100 percent unity has largely been derailed by one leader as he doesn’t want to enter into any confrontation with Management. He is just trying to utilise the situation for hiding his failures of last three years and befooling everyone in the name of 3^rd PRC.

You may also go through the website of the so-called formal representatives where they are again giving a clean chit to BSNL Management and shifting the onus of everything on DoT & Ministry. This clearly spells out the fact that they only want to show off and do nothing. Despite clear discussions with convener AUAB for a joint call, the credit mongers derailed it.

Further, our apprehensions with respect to one leader about the secret meetings with Management was again proved to be true when we saw him hobnobbing alone with Management without presence of representatives from other unions and associations in the late evening on dated 25.09.2026. In the day time, they do the LHD together and state that they will not move an inch from the Dharna Place till 3^rd PRC is achieved and in the late evening, one leader is found hobnobbing with Management along with one of his friends. Whether other had the knowledge or not, is not clear but as per the coalition dharma, when on warpath, individual meetings with management are always avoided.

Such type of leadership is the root cause that management has been consistently taking decisions which are contrary to the interests of employees of BSNL.  His silence, his endorsements, his clean chit to BSNL Management and his “Sorry Sir – Thank You Sir” attitude is the mother of all the problems being faced by the BSNL employees today.

At a time when employees are looking towards their representatives to firmly defend their legitimate interests, such an approach only emboldens Management to continue taking decisions that are contrary to the interests of employees.

We would also request the proponents of unity to look just two months back, when a much more intensive programme was launched by BDM. We had formally invited all unions and associations to join the programme or extend their support, well in advance and by virtue of reminders also. However, they did not even bother to respond and instead issued instructions to their members not to even support the BDM call. Hence, onus of 100 percent unity lies on them and not on AIGETOA.

Despite above facts, we would still have joined the present programme had they agreed to our proposal of serving the notice individually as well. We once again reiterate that if any recognised union or association serves the notice individually for a strong organisational action program with the demands containing the internal pressing issues of employees like Pay Scales and Restructuring Part, AIGETOA will actively support and participate in such a call in the larger interest of all the employees.

However, stating above, we will not desist from our responsibility either. We firmly believe that right now, greater need of the employees is to have a healthy working environment where the decisions are being taken based on the published rules, manuals, policies, regulations and not on the basis of the Tughlaqi Farmans of any individual thought process. Today employees are placed in the worst situation ever since BSNL was born. Hence the larger need today is to end the current toxic culture. Unless the employees get a proper work atmosphere, where rules and policies run the company instead of any individualistic thoughts, all the talks of 2^nd PRC Residuals, 3^rd PRC, Promotions etc are useless. If such decisions are left unprotested, neither BSNL’s operational viability will remain nor the employee’s existence. In that scenario, talks of 3^rd PRC and residual issues of 2^nd PRC will be meaningless, especially for those who have years of service left in BSNL. Hence, the focus needs to be shifted to this aspect. The recent modified orders on Rule 55A of BSNL CDA rules should also act as a warning bell for all.

CHQ AIGETOA has held its meeting on 25^th September 2026 and have taken certain decisions with respect to the above issues. AIGETOA’s focus remains on these issues also along with the long pending HR issues of Employees. We are going to announce the action programs to ensure a clean, healthy and non-toxic work environment and preservation of BSNL’s long term viability after having due discussions with the Circle Secretaries and Circle Presidents of AIGETOA on Sunday, the 27^th September 2026. 

Team AIGETOA held meetings at various levels in the office of the Hon’ble MoC on 24.09.2026, followed by a meeting with Shri K Balaji Ji, Joint Secretary (Admin), DoT on 25.09.2026. The team apprised them in detail of the serious irregularities, deviations from established HR policies and violations of prescribed procedures in BSNL, particularly in matters relating to Transfer & Posting. The issue of BSNL’s financial losses and the adverse impact of certain administrative and managerial decisions on the Company’s growth, operational efficiency and overall financial sustainability was also discussed.

The team placed before them the complete sequence of developments and various instances of arbitrary and selective implementation of Transfer & Posting policies, deviation from established procedures, ERP strike-off without following the prescribed process, disruption of the established hard-tenure and long-stay transfer policies, pendency of representations and differential treatment of similarly placed executives.

AIGETOA has already brought these issues to the notice of the Secretary (Telecom), DoT and has specifically demanded an independent fact-finding/CVO/DoT Vigilance enquiry into the entire Transfer & Posting process, including fixation of responsibility wherever violation of rules or established procedures is found. The Association has also sought immediate corrective measures for restoration of due process and transparency.

The team emphasized that we seek only the uniform application of rules, transparency, due process and accountability. The Association has specifically requested that every transfer and relieving action be supported by a duly authorized and traceable order and that the established mechanisms for hard-tenure and long-stay transfers be restored.

We further highlighted that representations with respect to modifications, cancellations and retention on genuine grounds such as Medical/PWD (Self + Caregiver), Association immunity, and other modification requests have been pending for a very long time, while employees have been relieved without disposal of their applications. We requested their kind intervention to prevail upon BSNL to issue the necessary orders without any further delay.

We also requested for directions to BSNL Management for immediate issuance of the orders for TA/DA Revision and Enhancement of SAB Contribution which has been kept pending by BSNL despite approval. We said that though AIGETOA do not agree with the quantum finalized as it is very miniature but still something which has been approved should not be kept pending. JS Admin assured to take up the matter with BSNL for necessary issuance of the orders in this regard.

1] Selective Action by BSNL Management

AIGETOA also highlighted the stark contrast in the manner in which complaints are being dealt with by BSNL Management.

Despite repeated complaints submitted by AIGETOA against the functioning of PGM (Estt./Admin), including representations dated 13.02.2026, 13.03.2026, and 10.09.2026, no independent enquiry or action has been initiated.

However, immediately after the incident dated 08.09.2026 and following the report submitted by the concerned officer on dated 09.09.2026, BSNL Management acted with exceptional speed and constituted an Ad-hoc Disciplinary Authority against nine AIGETOA office bearers/representatives vide order dated 10.09.2026.

AIGETOA conveyed its serious concern over this differential approach and selective accountability, particularly when the Association has been consistently raising issues relating to HR administration and violation of established procedures.

2] Extension of Immunity to AIGETOA Office Bearers

The team strongly raised the issue of non-extension of immunity to eligible AIGETOA office bearers under the applicable REA provisions.

It was categorically conveyed that the provisions relating to immunity of office bearers of recognized associations must be implemented uniformly and in letter and spirit. Legitimate representation of employees and organisational activities of a recognized association cannot be treated as misconduct or made the basis for selective administrative action.

Both the officers from the office of the Hon’ble MoC and the JS (Admin), DoT assured that they would intervene to ensure that the issues highlighted by AIGETOA are resolved without any further delay. Later, we were informed that necessary discussions with Management had been held on the matter. We sincerely hope that the much-delayed orders are issued at the earliest.

Further, Extension of Recognition period of executives associations is likely to be issued today.

3] Uttarakhand Restructuring Issue

We highlighted that, despite discussions at various levels, the major concerns with regard to the Pilot Restructuring Model remain unattended. We stated that while a few demands have been accommodated, several major areas of concern are still pending for resolution.

We requested that implementation of the model be put on hold immediately. We also pointed out that from 1st October 2026, restructuring in other circles is also in the pipeline, which may create further complications in BSNL unless the issues raised by AIGETOA are addressed.

It was assured that the matter would be examined thoroughly before taking any further action and that all the issues raised by AIGETOA would be duly considered. We also requested that implementation in Uttarakhand be kept on hold until the outstanding issues are addressed.

4] Promotion and Internal HR Policy

The team also discussed the prolonged stagnation in the career progression of BSNL Executives and the urgent need for a comprehensive, transparent and time-bound Internal HR and Promotion Policy.

AIGETOA reiterated its demand for time-bound implementation of promotions across all eligible cadres and levels and referred to its detailed proposals already submitted before the HR Committee for establishing a predictable internal managerial hierarchy and succession plan. The Association has proposed mechanisms including maximum-residency-based progression and a comprehensive promotion framework aligned with contemporary CPSU practices.

AO to CAO Promotion was specifically highlighted. AIGETOA conveyed that with the present impediment no longer existing, the promotion from AO to CAO should be processed and implemented immediately without any further delay, so that eligible officers are not deprived of their legitimate career progression.

The Association also emphasized the need to fill all eligible vacancies and ensure timely promotions at various levels, including JTO/JAO, SDE/AO, DE/CAO, AGM, DGM and GM in accordance with the applicable rules and approved policy framework.

It was assured to us that the matter is being followed by DoT as part of its regular monitoring mechanism and that necessary action would be ensured to resolve the issue.

5] Standard Pay Scales

AIGETOA also reiterated its longstanding demand for implementation of Standard Pay Scales of E2 for JTO/JAO and E3 for SDE/AO along with resolution of related pay anomalies and pending issues.

The Association emphasized that a fair and rational internal HR framework must address career progression, pay structure and service conditions together, so that the experienced and technically qualified internal workforce has a defined and sustainable career path.

It was assured that the issue is under active discussion and that the matter is also being examined from the legal perspective. We hope for a positive decision on the matter.

6] Issue of 3rd PRC

We once again reiterated our demand for an affordability waiver for BSNL with respect to the implementation of the 3rd PRC. It was highlighted that DoT is undertaking the necessary groundwork but the final decision is to be taken at the highest level with DoT having a limited say in the matter.

In this regard, AIGETOA, along with its umbrella organisation BMS, has a greater responsibility, and accordingly, the issue of 3rd PRC for BSNL employees is being pursued by the BMS Central Leadership at the highest level.

In the evening, the team had a meeting with PGM (Pers) and Director (HR) on the issues raised. It was assured to us that the issues raised by AIGETOA had been taken on record and that necessary action was being taken. They also assured us that the orders for transfers/retention/cancellations on applicable grounds had been put up and would be issued after obtaining the approval of the competent authority.

Later, the CHQ Team of AIGETOA had a detailed meeting with the BMS Central Leadership in the presence of the GS BMS, Organising Secretary BMS, Treasurer BMS, All India Secretary and Telecom Prabhari and State General Secretary, Delhi Pradesh.

The BMS Leadership assured AIGETOA of its full support and firmly conveyed that it stands solidly with the employees of BSNL. They acknowledged that there has been a delay despite their best efforts due to prevailing circumstances but highlighted that they are actively pursuing the matter at the highest level and that a resolution is definitely in sight.

During the meeting itself, the Organizing Secretary called the Hon’ble Minister and later informed us that the matter had been discussed and that a meeting with the BMS Leadership would be held soon.

GS AIGETOA writes to Director HR and CMD BSNL for selective accountability and suppression of employee voice: initiation of Disciplinary Action against AIGETOA Office Bearer for raising genuine questions on behalf of Members while the complaint submitted by Association against PGM (Estt./Admin) Shri S P Singh remains unnoticed and no enquiry is initiated against him.

Click here for Letter

AIGETOA is constrained to place on record its strongest objection and serious concern over the manner in which the incident dated 08.09.2026 has been dealt with by the top management of BSNL. The issue is not merely about the disciplinary proceedings initiated against nine office bearers and members of AIGETOA. The real issue is the highly selective manner in which the Management has acted on complaints, particularly when the complaint is made by PGM (Estt./Admin) Shri S P Singh, while repeatedly ignoring serious complaints submitted by AIGETOA against him as under reference dated 10.09.2026, 13.03.2026 and 13.02.2026.

AIGETOA therefore demands that:

1. All complaints submitted by AIGETOA against Shri S P Singh be independently examined and the action taken on each complaint, including reasons for any pending complaint, be placed on record.
2. The report dated 09.09.2026 submitted by Shri S P Singh and AIGETOA’s submissions regarding the incident dated 08.09.2026 be examined together, based on the complete facts and versions of both sides.
3. His prolonged stay at Delhi since 2006, transfer to Karnataka Telecom Circle in August 2024, and continued retention at BSNL Corporate Office be reviewed with reference to applicable tenure and transfer norms.
4. The continued entrustment of important/multiple assignments to him be reviewed and the justification for such arrangement be placed on record.
5. Shri S P Singh be relieved to Karnataka Telecom Circle forthwith in accordance with the transfer order, ensuring transparency and uniform application of the Transfer Policy.
6. The same yardstick be applied to all officers without exception, and legitimate representation by AIGETOA representatives should not be converted into disciplinary action merely for raising employees’ grievances.
7. Responsibility may be fixed for continuous violation of transfer policy and provisions related to ERP struck off from BSNL CO.
8. Responsibility may also be fixed for delay in disposal of the genuine grievances submitted by various executives much beyond the timeline specified by BSNL CO in its own order dated 09.05.2026.
9. Immediate rollback of the disciplinary action against AIGETOA office Bearers which has been initiated based on vindictive thought process for raising the genuine concerns for the welfare of the employees.