Response from BSNL Management on the charter of demands and if implemented, the impact which it can make on the career of executives:

Response from BSNL Management on the charter of demands and if implemented, the impact which it can make on the career of executives:

After discussion on the various demands raised by the forum, management has responded towards the demands as below:

a. Time bound promotions – The proposal of BEPARR-2018 is not feasible due to reservation matter – a categorical and unambiguous statement by management. Management agreed to consider reducing the stagnation period in JTO grade and incorporation of the stagnation criteria in other grade RRs as a part of the RR modification Exercise in consultation with the association.

If this stagnation criteria is implemented in line with what we envisage, the promotions for all existing as well as future batches will become time bound without violating the reservation guidelines. Through stagnation criteria, the existing post is carried forward to next grade through personal upgradation. As the executive carries his own roster position to the higher grade, the representation as per constitutional guidelines remains intact. Hence the post based and time bound promotion goes hand in hand and the sanctity of the constitutional provisions and government guidelines are also maintained.

Now it’s for executives to decide, which one is better – A policy which is more implementable, carries the same advantages as CPSU but is in line with government and DoP&T norms of reservation or a Policy which has not moved an inch forward despite presence of same board and same majority association for almost 2 years and still almost 4 years after approval with new board.

b. Restructuring Roll back – Instead of rolling back management agreed to consider the career progression aspect by agreeing for introduction of maximum stagnation criteria after discussion with association.

c. Implementation of Standard E2 and Standard E3 pay scales for JTO/JAO and SDE/AO Equivalent The need is well accepted by management and management agreed to aggressively pursue with DoT to ensure E2 for JTO/JAO/Equivalent and E3 for SDE/AO/Equivalent grades. CMD BSNL Firmly agreed to pursue with DoT for early implementation. A positive result is expected in sight as this anomaly will be a big show stopper for BSNL/MTNL merger.

The Sister Association must explain how they propose to take care of the scale part by agreeing on CPSU CH. They have accepted E1 for JTO/JAO in CPSU policy and have also agreed to keep Sr SDE post at E3. If they say that E1 will be replaced by E2 for JTO/JAO/Equivalent and E3 for SDE/AO/Equivalent, are they asking for cascading effect with presence of Senior SDE post at E4 etc which will derail the whole process of resolution of standard pay scale issue for initial two scales. Hence it is quite clear that scale part cannot be resolved if the CPSU CH is implemented in its current form.

It seems our Sister Association once again wants to derail the Pay Scale issue in the name of this CPSU CH proposal. (It is worth mentioning here that they celebrated the victory of JTO scale degradation to E1 through JTO RR-2014 and agreed E1 Scale incorporation in BEPPAR-2018 ). Earlier, they agreed for E1A and E2A instead of E2 and E3 for JTO and SDE grades just to have their pie of securing pension liability from government. They tried to befool BSNL Recruits by telling that they have been able to secure EPF in lieu of this for BSNL Recruits while it is well known fact that EPF is statutory liability and BSNL Could have never avoided it. After this they again dumped the standard scales for JTO/JAO and SDE/AO Equivalent scales and 30 percent SAB at the time of implementation of 2nd PRC.

It was AIGETOA which kept the hopes alive, both through legal means as well as through organisational means. It was AIGETOA which challenged against degradation of scales and got a stay from Ernakulam. It was AIGETOA which won the standard pay scales case for BSNL Recruits at Chandigarh and ensured that benefits of E2 cannot be denied to them. It was AIGETOA which forced management to agree for E2 scales for JTO/JAO Equivalent and it is AIGETOA which has again brought the pay scale issue back to focus not only at BSNL but also at DoT.

If E2 scale is approved, majority of Pay issues will be resolved and the newly recruited and promoted JTOs/JAOs will be immensely benefitted.

We fail to understand why our sister association wants to derail the pay scale issue also in the quest of this non feasible CPSU CH.

d. Internal Fast track promotion & No lateral Entry above JTO/JAO – The need of internal fast track promotion was agreed upon by the management. They even have shown their affirmation to replacement of DR DGM Recruitment also by Internal Fast Track Mechanism by creating few more posts in internal fast track quota for reaching to DGM post.

AIGETOA is pursuing a firm and clear career progression plan for executives which envisages each and every BSNL executive to aspire for higher posts of SAG/HAG levels. If our young batches get the opportunity of becoming DGM on fast track basis, definitely they can reach to GM/CGM level with sufficient age on their side and can also aspire to BoD posts.

But it seems same is not very comfortable for our Sister Association SNEA as they want to continue with the existing MT RRs as requested by their CHQ OB in the forum meeting with management.

e. Regular DGM promotions & relaxations to CAO promotions, No LA/Adhoc etc

Management informed that the complexities involved in the regular promotions at CAO/AGM/DGM level because of pending SLP at Hon SC , the regular promotions can be feasible only after the judgment.

We suggested certain alternative course which can be taken to ensure these promotions and the methods by which an amicable settlement can come within the ambits of the legal restrictions. Management agreed to explore the possibility by seeking the legal opinion possibility for extending promotions in these grades at the earliest. The onetime relaxation for CAO promotion can be checked after such decision/ judgement as Management Committee is empowered to decide on amendments in the policy.

It seems that the same is also not acceptable to our sister association SNEA and the only song which they are singing is BEPPAR-2018 on 01-07-2018 ( Though the tune is changed now) despite knowing fully well that it cannot be implemented in the current form.

f. Settlement of SDE Reversal issue:

The matter will examined for early settlement through out of court discussions.

Perhaps this also was not acceptable to SNEA and that’s why instead of pursuing, they drifted away.

We would like to once again affirm and assure all the executives that we have made much greater inroads on to the career progression plan, pay issues resolution and the 30% sab. We sincerely hope that results of our efforts will be visible to all very soon. We do understand our responsibility and the fact that in case of any deviation from agreed decisions by management, we will immediately react with full vigour.

Claimants may be many but actual work is always done by us – THE AIGETOA and its followers.