GS AIGETOA writes to CMD BSNL with respect to the accountability model, KPI re-anchoring and Standard Operating Procedure for BTS Fault Management issued under OM No. BSNLCO-CMQS/22/1/2023-NWO CM II dated 24.07.2026 with a request for withdrawal in the present form and provision of enabling BTS infrastructure update before any punitive KPI linkage.
AIGETOA writes to CMD BSNL regarding removal of discriminatory service and retirement benefit conditions applicable to BSNL-recruited employees vis-à-vis DoT-absorbed employees. The association requested for review of Voluntary Retirement (VR) facility, parity in terminal benefits, Earned Leave encashment, post-retirement medical benefits, gratuity ceiling and refund of Superannuation Benefit (SAB) contribution.
There are long-standing disparities between BSNL-recruited and DoT-absorbed employees, particularly regarding Voluntary Retirement after 20 years of service, full Earned Leave encashment, post-retirement medical benefits, SAB contribution and enhancement of gratuity ceiling from ₹20 lakh to ₹25 lakh.
The Association requested for suitable amendments to ensure equitable treatment and parity in service and terminal benefits for BSNL-recruited employees.
AIGETOA writes to Secretary (Telecom) seeking intervention on the applicability of SC/ST/OBC/PwBD/EWS reservation, age relaxation and other concessions in the contractual recruitment of General Managers in BSNL’s Finance and Telecom streams.
Click here for letter to Secretary (Telecom)
AIGETOA urged to consider experienced internal executives by recognizing their domain expertise, responsibilities and comparable work experience, instead of relying exclusively on external recruitment.
AIGETOA has requested intervention for review of the eligibility conditions, with priority to considering competent and experienced internal BSNL executives for these posts.
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.
The SET case came up for hearing today before the Hon’ble Central Administrative Tribunal, Chandigarh. The Respondents have submitted their reply in the matter. The Hon’ble Tribunal has adjourned the case to 14.09.2026.
It is further clarified that the interim stay order restraining appointments in the SET cadre will remain in force till the next date of hearing.
In view of the prevailing volatile conditions at Jantar Mantar, New Delhi, BDM has decided to defer the proposed One-Day Maha Dharna followed by Parliament March, which was earlier scheduled for 5th August 2026. A fresh notice announcing the revised schedule for the Maha Dharna and Parliament March will be issued separately in due course.
Click here for Revised Organizational Action
While the Parliament March has been deferred, BDM has decided to continue the Hunger Fast programme with a participation from employees across the country.
The revised programme is as follows:
1] 3rd & 4th August 2026: Day-long Hunger Fast by CHQ Office Bearers at New Delhi.
2] 3rd & 4th August 2026: Simultaneous Day-long Hunger Fast by all Members at all District and Circle Headquarters across the country.
Dear BSNL Employees, Pensioners, Family Members and Well-Wishers,
As part of the ongoing organizational action programs launched by Bharatiya Doorsanchar Manch (BDM), CHQ Office Bearers will observe a Day Long Hunger Fast at BSNL Corporate Office, New Delhi on 3rd & 4th August 2026.
📍 Venue: BSNL Corporate Office, New Delhi
🗓️ Dates: 3rd & 4th August 2026
✊ In Support of Long-Pending Demands
✅ Implementation of 3rd PRC (Waiver of Affordability Clause)
✅ Delinking Pension Revision from Profitability
✅ E2-E3 Standard Pay Scales, 30% SAB & Pay Loss Resolution
✅ One Company – One Policy
✅ Internal Management Hierarchy & Promotions for all eligible
✅ Scrapping of SET Recruitment
✅ JE Pay Scales & NEPP Revision
✅ 5 Advance Increments to JTOs/JAOs/JEs
✅ Roll Back Uttarakhand Restructuring
🔥 Our Demands Are Genuine. Our Struggle Is for a Stronger BSNL.
💪 United Workforce • Stronger BSNL
💪 Fair Policy • Fair Treatment
💪 Justice for Employees • Dignity for All
🚩 Together for Employees | Together for BSNL | Together for the Nation 🚩
As informed yesterday following our meeting, Director (HR) convened a separate video conference (VC) today with AIGETOA, along with the Uttarakhand Circle Management, to deliberate on the proposed organisational restructuring in Uttarakhand Circle. The meeting was attended by CS AIGETOA also who apprised about the ongoing situation at Uttarakhand Circle.
During the meeting, Team AIGETOA categorically demanded that the implementation of the present restructuring proposal be kept on hold and the order for Restructuring proposal be rolled back in its current form. The Association stressed that such a far-reaching organisational transformation cannot be implemented without meaningful stakeholder consultation. AIGETOA urged the Management to initiate a structured consultative process with all stakeholders, invite suggestions and feedback from the field, and incorporate the necessary corrections and modifications before proceeding further.
AIGETOA emphasized that since the Uttarakhand model is the pilot project and is likely to become the template for restructuring across BSNL, it must be scientific, practical, business-oriented and acceptable to all stakeholders after due deliberations and necessary improvements.
The Association also highlighted various operational, organisational and HR-related concerns, including operational feasibility, scientific manpower deployment, accountability, business orientation, challenges specific to the hilly terrain of Uttarakhand, and the need to protect BSNL’s high-revenue business centers while strengthening rural operations.
AIGETOA strongly demanded that the Management first address the long-pending HR issues of BSNL executives. AIGETOA categorically demanded that if BSNL’s ownership lies with govt and it is expected to fulfill the social obligations, then employees of BSNL can not be disowned by citing affordability clause. Government should be conveyed that it should own the issues of employees also and all the long pending issues be fulfilled. Further no proposal should be implemented unilaterally and a consensus must be reached by detailed discussion with the stakeholders.
The Association reiterated its demand for implementation of the 3rd PRC, standard E2 and E3 pay scales, time-bound promotions at all levels, full 30% Superannuation Benefits (SAB), and resolution of all other pending HR issues. It was emphasized that organisational transformation and HR reforms must progress together to ensure a motivated workforce capable of delivering BSNL’s growth objectives.
Today, 27th July 2026, Team AIGETOA once again met the Office of the Hon’ble Minister of State for Communications (MoSC) and apprised them of the developments that have taken place so far on the agenda submitted by AIGETOA.
During the meeting, we informed the Office of Hon’ble MoSC about the present status of the issues and conveyed that the BSNL Management is presently moving ahead with only a minimal increase, which appears to be aimed more at procedural compliance than at providing a meaningful and comprehensive resolution to the long-pending HR issues. We requested the Hon’ble Minister’s intervention to ensure that these issues are resolved in their true spirit rather than through symbolic measures.
The Hon’ble MoSC has called the BSNL Management for an HR Review Meeting tomorrow (28.07.2026) on the agenda submitted by AIGETOA.
This reflects the priority the Hon’ble Minister is giving to the concerns raised by the Association and his unwavering commitment to ensuring justice for BSNL executives.
The encouraging aspect is that the Hon’ble Minister is making every possible effort to ensure that these long-pending legitimate dues are addressed. However, it is equally unfortunate that the BSNL Management continues to adopt an approach aimed at limiting the extent of relief, rather than resolving the issues in a fair, meaningful, and holistic manner.
AIGETOA remains steadfast in its commitment to protect the interests of BSNL executives. We shall continue our relentless efforts through every appropriate forum and will not rest until the legitimate aspirations of the executives are addressed in a comprehensive and satisfactory manner.
The AGM to DGM promotion matter was listed today before the Hon’ble CAT, Chandigarh.
During today’s hearing, arguments from both sides on the Miscellaneous Application (MA) filed by BSNL seeking vacation of the stay were completed. After hearing the submissions, the Hon’ble Tribunal adjourned the matter to 3rd August 2026.
We are hopeful that the Hon’ble Tribunal will pronounce its decision on the stay vacation application on the next date of hearing, which will pave the way for further progress in the AGM to DGM promotion process.
AIGETOA is closely monitoring the case and will keep all members informed of further developments.