Part III- Continued from earlier news update on 13/05/2025: Though Formal Agenda meeting was held on 05/05/2025 and Part I and Part II reports were published, this part III was delayed due to AIC and related preparations. As such, this is Part III and final report. The point wise details are as follows.
- Replacement of SG JAG scale from E6 to E7 and clearing disparity:Association submitted details about disparity in granting E-7 Scales for BSNL Absorbed Executives along with guidelines on the subject. We also submitted that this only court case by SNEA filed in 2022 and we are ready to withdraw the same in response to an appeal by CMD BSNL to reduce the court cases and get issues resolved with dialogue with Management. We added that preliminary hearings and submissions from both sides are over and the case is listed for final hearing. Director HR appreciated the stand of SNEA and assured for looking into the issues and directed the Estt Team to brief him on this issue with a single page note and supporting documents. We narrated the exact disparity followed in BSNL on this subject and how BSNL absorbed and Recruited officers are deprived from granting the E-7 Scale while the same is granted to all officers joining BSNL on deputation even for a few months. We also submitted DoPT guidelines for one Pay Scale in one Cadre and requested to look into this issue. Director HR gave a patience hearing to our submission and assured to look into the issue on priority so that the issues are resolved and at the same time money of BSNL on court cases is saved.
- Approval of Sabbatical leave for Executives:We submitted that CMD BSNL has always given green signal for going ahead with resolution of HR issues where there are no financial implications and in case of Sabbatical Leave the good amount of BSNL will be saved as it is granted without pay. One side BSNL has approved a proposal for a VRS stating that there is excess manpower and here in this case BSNL can reduce manpower to some extent without any expenditure not being given consideration. We quoted examples of other PSUs including MTNL, wherein Sabbatical leave is permitted. Director HR asked the period for this leave period if this proposal is given consideration. We submitted that it’s up to management and requested for approval of at least Five years Sabbatical leave and one can take it in spells as per his/her requirement if any. Director HR appreciated the concern of SNEA and conveyed that with justification given by SNEA, there is nothing wrong in approval of Sabbatical leave and principally agreed to the proposal stating it as a genuine demand. After an elaborate submission by SNEA, Director HR instructed Team Estt to prepare a proposal for the same and discuss this issue with all relevant details. In conclusion, he assured that the proposal for sabbatical leave will be given due consideration very shortly.
- Constitution of Benevolent Fund/Death Relief Fund to support Family members of deceased employees: We once again submitted that due to non-availability of pensionary benefits and mainly family pension, the families of BSNL recruited Executives suffers a lot in case of early exist of earning family members and practically they are on streets. Depending on his/her relations and circumstances, the affected families are financially supported to some extent by friends in BSNL and there is no official accountability of the funds collected. Also it is a fact that in such cases also every family does not get the required financial support. As such there is a need for some support system for financial assistance to the family members of deceased executives for any reason and the Benevolent Fund is the best option. We requested for the constitution of the Benevolent Fund from contributions by executives as well as from the management, but the financial condition of BSNL was quoted as the reason for no contribution from Management which was extended during the Corona Pandemic period and it is difficult to follow it now. It was expressed from the Management side that there are issues in maintaining accounts of funds collected and security of funds collected and not used. We narrated that there is no need for any accountability and security of funds as the funds are to be collected as and when required and not to be collected on a monthly basis. We further elaborated that Management has to call options from willing executives to join this Benevolent Fund with willingness to deduct the amount from Monthly salary. In case of receipt of claims from the concerned BA/ Circle through proper channel along with all supporting documents of members of this fund, the fixed amount will be deducted from the salary of serving members of this fund and the total amount deducted will be handed over to Nominee/family member of deceased executive and member of Benevolent fund. Our request was for deduction of fixed amount at Rs 500 or in few hundreds but it was discussed and decided that amount to be paid against such claims will be fixed i.e. Rs 10 to 50 lakhs, and the same will be equally deducted from the members of the funds. There will be no deduction if no death case is reported and no claim is received in that particular month. Director HR highly appreciated the proposal after knowing that the funds will be created by the contribution of executives on need basis and firm financial support will be made available as immediate relief to the family members of deceased employees. He asked SNEA to give the proposal in brief and firmly assured its approval and implementation on the basis of contribution of willing executives and has expressed difficulties for contribution from Management to it.
- Restoration of Medical reimbursement as per basic of April month of current year: We recalled the discussions held in the last formal agenda meeting wherein it was principally agreed for restoration of Medical Reimbursement as per the basis of April month of that particular Year, but no action is taken in this direction. On persuasion with then PGM Admn it was told that the file will be proposed once minutes are released and it’s about three months that minutes are released by now. Director HR once again asked to brief the issue and we have narrated that during COVID pandemic medical limit was frozen to DA of April 2020 and the same continues even today also. We submitted the brief note on the subject and requested for restoration of medical reimbursement according to the basic of April Month of current year and the same may be followed in future as per basic of April of that particular year. Director HR gave us patience hearing thereby remembering the discussions in the last formal agenda meeting and asked for a copy of the Minutes of that particular point, which we had submitted. In conclusion Director HR informed that this is also genuine demand and will be given consideration in consultation with Director Finance and directed PGM Estt to add this in points to be discussed on priority with Director Finance.
- Issuing AGM to DGM Telecom Promotion Orders:We submitted that the DGM telecom promotions are delayed for no solid reason. There is need of action from Management to get stay vacated on DGM Regular promotions which is stayed since 2019 and our request for Adhoc promotions was given consideration to the extent of publishing seniority list and unfortunately the said seniority list is also challenged by someone and now even Adhoc promotions are also stayed by CAT Kolkata. We added that all these issues are created due to separation of total available posts under SCF and LICE Quota as introduced in MSRR 2023. As per the DoPT guidelines, all these old vacancies needs to be filled as per old RRs and same was followed by BSNL management for all promotions issued before 01/01/2023, but the vacancies of Telecom were not filled as all the AGMs were eligible exactly on 01/01/2023, and one day prior to its BSNL Management has changed RRs diverting 33% post to LICE quota. There are about 1340 eligible AGMs as per the provisional seniority list published and out of that about 10 have retired. Thus 1240 AGMs are eligible for DGM promotions against 1000 vacancies. If these old vacancies are filled as per DoPT guidelines, immediately 1000 AGMs can be promoted, 1000 SDEs can be promoted as AGMs, about 1000 JTOs can be promoted as SDEs and 1000 JEs can be promoted as JTOs. Present AGMs are working as AGM since 2018 and they are deprived of promotions just because of introduction of MSRR 2023 and bifurcation of posts under SCF and LICE Quota. We also added that approval of the Review of Restructuring Norms and sanctioned posts has been approved two years ago and a Committee of CGMs has been constituted for its recommendations. One meeting of SNEA, the Recognized Majority Association was scheduled with this Committee, but the same has been deferred in view of the VRS proposal. Now it has been cleared that there is no VRS in BSNL, but the meetings of the Committee are not yet scheduled and we are awaiting the decision of restructuring review. If the committee reviews the norms justifying DGM level posts as per practical Requirement with posts and justify the DGM posts in Telecom wing as per norms there will surely increase in DGM posts to cover the all eligible AGMs in DGM promotions. Thus there will not be issues in issuing promotions covering all eligible executives and we request for robust review of the DGM Promotions and early steps for vacation of stay by deputing senior advocates in both the courts. After patiently hearing the submissions by SNEA, Director HR directed PGM Pers to look into this issue in this prospective and was pleased to know that clearance of issues in DGM Promotions will be effective in issuing more than 4000 Promotions in Telecom wing. He assured to discuss this proposal after detailed feedback from PGM Pers and to decide further course of action.
- Withdrawal of Restrictions on Looking After Promotions:We have drawn attention of Director HR on the restrictions on looking after arrangements in AGM and DGM Cadre and how it is adversely impacted on working of BSNL. Already the number of sanctioned DGM Posts are less, 33% are diverted to LICE. Out of the remaining sanctioned posts also 50% are kept vacant by putting the limits on posts to be filled under Looking After Arrangements. In response it was informed by Pers section that no Circle Head has requested for releasing limits and even the post possible to be filled under Looking After Arrangements are not filled and hence there is no need of withdrawal of present limits. We responded that the Circle Heads are limiting the LA arrangements to a given quota and by quoting limits, CGM CHTD has taken strange action wherein already working DGM LAs are reverted as AGMs, by neglecting proposals given by Recognized Associations. These posts were filled with an understanding by then CGM CHTD with recognized Associations. On the contrary, present CGM under influence of GM HR CHTD is behind reverting the AGMs working as DGM LA under the written MoU between then CGMT CHTD and Recognized Associations. We added that CGM CHTD has agreed that if the limits are withdrawn, then there is no issue on his part to continue with present DGM LA. It was informed by the Pers Section that the restrictions were put at that time where AGMs were less and if AGMs were given DGM LA, there would be a shortage of AGMs. We narrated that there are many changes in the vacancy position of AGMs as thereafter about 2500 SDEs are promoted as AGMs and there is no shortage of AGMs, as is being projected. These restrictions are not required now in present circumstances. If it is so then how come that vacancies are limited to 50% of sanctioned posts can be kept vacant with such compulsion as being projected by the Pers section. If it is really the case, then how the AGMs on Deputation to BSNL are being promoted as DGM Regular either under entrustment arrangements as GMs or even as Regular DGMs against posts of BSNL and nothing was clarified by the Pers section. But added that no request has been received from any Circle Head for withdrawal of limits of LA arrangements and in meetings CGMs are ready to continue to limited DGMs LA posts. We intimated that requirement of DGMs are there and if not, why these posts are justified needs to be clarified. The say by some CGMs, which may be biased act not to fill vacancies and compel them to work as AGMs, has no meaning. Orders from the Corporate Office should be in line with field requirements whereas capping of posts circle wise is not required and this limit should be withdrawn. Finally Director HR directed PGM Pers to look into it and see that there is a justified reason to put a limit on posts of DGMs to be filled under LA arrangements, otherwise the same should be withdrawn immediately. He assured us to check the details and discuss this issue fresh with SNEA and take a final call accordingly.
- SDE to AGM Telecom Promotions against vacant posts:We requested to conduct DPC for AGM vacancies against 2024 and also by addition of AGM vacancies created with proposed DGM promotions. We submitted that about 400 to 500 vacancies of Year 2024 and 1000 vacancies against DGM Promotions will clear the unrest among the eligible SDEs who are waiting for their AGM promotions for the last many years. It was informed by the Pers section that the assessment of vacancies of Year 2024 is not completed by the DPC cell and after its confirmation can be given. It was further added that DGM Promotions are stayed by different courts and hence chances of vacancies against DGM promotions are less. We requested for conduction of DPC against whatever available vacancies are there against 2024 years and if a call is taken on DGM promotions for all eligible AGMs, then about 1200 to 1300 vacancies of AGMs will be available for promotions. We requested for immediate AGM promotions against all possible vacancies and it was assured by Director HR to review the vacancy position and take early decision of filling vacant post of AGM Telecom.
- JTO to SDE Promotions in Civil and Electrical wing: We once again drew attention of Director HR on the poor approach of certain officers/offices towards Promotions of JTO to SDE in Civil and Electrical wing. We added that earlier promotions were delayed as there were no vacancies and now after VRS, the SDE vacancies are rightly available and JTOs in both the wings are eligible for last 15-20 years, but now promotions are delayed by quoting one court case against SDE LICE notification by Civil wing where LICE was never conducted and no promotion were issues against that notification. But the case was decided by court with certain directions to BSNL in 2017 and there were no issues as certain JTOs were promoted in Year 2021. But when with persuasion of SNEA, the proposal was moved for JTO to SDE Civil wing promotions, the matter was twisted by quoting this pending court case when there were no changes in status as of 2021. Thus the file is shunted among different sections for months together and finally in December 2024, the proposal was cleared for JTO to SDE promotions in Civil wing against vacancies of Year 2022 and 2023. By that time vacancies of Year 2024 were available and SNEA requested for its additions. Initially it was informed that there is a need of the roster against these vacancies, but we are thankful that the BW unit has taken immediate action and the same was positively responded by the SCT cell in January 2024 itself. But in and usual Red tape working criteria, instead of processing file fresh for clearance at par with 2023 & 2024, the file was again processed in copy paste manner of year 2022 & 2023 and in copy to copy manner against the proposal was shunted from BW to Pers, Pers to Legal and so on and since last four months this file is shunting between different offices/officers even after our table to table persuasion the file is not cleared till today. We argued that when legal opinion was received against vacancies of 2022 & 2023 then how again the same is required for 2024 promotions. when there was nothing objected by anybody. SNEA strongly raised the concern for promotion of JTOs awaiting first promotion for 27 years and requested for intervention from Director HR to give justice to these affected JTOs. Our say was supported by CGM EW who also was present in the meeting stating that the issues could have been cleared by this time and many JTOs will have been promoted. Director HR was also surprised to see such deliberate creation of issues and prolonged delay in clearing the man made issues and to know this red tape work of different units dealing with JTO to SDE Civil/Elect wing promotions. He asked PGM Pers to look into these issues and see that action for conduction of DPCs for JTO to SDE promotions both in Civil as well as Electrical wing is taken care of without any further delay.
- Parity in Education Qualification for all streams in MSRRs at Par with Telecom/Finance streams:We narrated the repeated persuasion by SNEA, constitution of Committee, its acceptance by Director HR before six months but not clearing proposal thereafter and how non-clearance of well decided issue has created many court cases and stalled the promotions. Even after our repeated reminder requests at all levels this issue is not decided and no reason for the same is being informed. We added that one side CMD BSNL has appealed to reduce the court cases and the other side due to non-clearing of such known disputes, there is an increase in court cases, rather we are calling for more court cases. We also added that while publishing MSRR 2023, it was informed that with its introduction, the number of court cases on promotions will be reduced, but practically MSRR 2023 has increased the number of court cases due to such disparities which seems to be intentionally created. Director HR appreciated concern and persuasion by SNEA and informed that this issue is already under consideration and Pers section is working on it, but till final call is not taken on it as there is need that certain issues are to be clarified to CMD BSNL. He instructed PGM Pers to make a brief note on this issue for deciding this issue positively by adding benefits to BSNL and assured to take final call on this issue at the earliest.
- One Association One PSU for Service Association:We raised concern about the delay in consideration of the proposal given by three major Associations i.e. SNEA, AIGETOA and AIBSNLEA about One PSU One Association. We added that since the last four months, no concrete action has been taken by SR cell on this valid proposal which is beneficial to Executives as well as to BSNL Management and also it is the need of the hour. Director HR asked more details about the proposal and specifically he asked about how it will be beneficial to BSNL. We narrated that as of now there are multiple associations and the aim of all associations is common i.e. welfare and betterment of the executives. Further, there are no restrictions on minimum number of members, presence in minimum Circles/BAs and anyone can form association with even two or three members and as such applicant associations are more but Majority i. e. about 99% of Members are part of these three associations. Further, BSNL management has to listen to sayings of the multiple associations and there is diversity in submission of the associations and hence many times issues are not decided in the interest of BSNL and its executives. Apart from this association leaders are also always under pressure of gaining/adding members to their associations as this is the basis for the strength of the Association. This number game creates more pressure during Membership window opening Month and one month before this window. Also the focus of all executives keeps diverted during this entire month on such association membership related issues and focus of development is diverted at regular intervals of window opening. Further, SR cell has already kept on record about the huge expenditure made on membership verification and hence extended MV period from present to Four years from next MV. Apart from this huge expenditure, the manpower of BSNL is utilized for a period of two months for preparations, trainings for smooth conduction of MV, counting of votes and declaring results, granting facilities to multiple associations. Even after such an exhaustive process of MV also, the management continues to recognize multiple associations and has to meet each and every association at Corporate, Circle and OA/BA levels. As many HR issues are pending in BSNL, there is trend started to form issue based groups naming it as association and it may be seen that some groups are collecting money on name of pursuation of such group issues by collecting Money on name of legal fund with appeal to contribute to it regardless of association membership and only for resolution of issues through court cases. This is nothing but providing resources for calling for more and more court cases thereby wasting money of BSNL Executives and that of BSNL also. Also officers in Management at all levels are engaged in meeting and responding to different correspondence made by multiple associations. The stand taken by different issue based groups /associations are naturally contradicting and issues are spoiled to the extent that its repair is the most difficult task. The recent AO to CAO Promotion court case is the best example of it, when there was scope given by Hon Court to go ahead with promotions and promotion of all eligible AOs was quite possible, but different stands of different groups and its under pressure response from Management has made this issue more complicated. The ray of hope for CAO Regular promotions which was seen after long years of waiting on vacation of a long pending court case, has now disappeared due to contradicting stands of different affected groups and the associations. When BSNL is able to issue AGM Telecom Promotions without any such complaints, it is quite possible for CAO promotions also, but as seen, the group pressure of multiple associations has created more issues and even after sufficient vacancies and a smaller number of eligible AOs, the CAO Regular promotion order is not issued even it was wish and will of BSNL Management. By elaborating all these facts, we have stressed for immediate further action on deciding One PSU One Association proposal and take final call on it so that the issues are clear for all the associations and mainly executives to move ahead with any association. With this proposal, BSNL can save Crores of Rupees expenditure being done every three years for membership verification, opening the window for membership change over every year and can also utilize BSNL staff more efficiently rather than involving them in such avoidable activities. We further added the concept of One Association for executives is followed in all CPSUs and Government set up and BSNL being prominent CPSE has to adhere to such good and ethical proposals and principles. Further management will have talks with one association only thus saving time with increased focus on resolution of issues and no need to have rounds of discussions on the same issue with multiple associations. The issues will be discussed among the members of the single recognized associations and the final decision will be conveyed to the respective Management making it easy to decide issues in favor of executives. CGM EW/PGM SR informed that a committee has been formed for deciding this proposal and this issue will be decided on the basis of the recommendations of the Committee. We highlighted that this Committee has been constituted long back, but till today no meeting of the committee has been held defeating the very purpose of formation of this Special Committee. It was informed that one meeting of the committee was decided with recognized Associations, but the same could not happen due to current circumstances. Director HR appreciated the concern of One PSU One Association and directed PGM SR/CGM EW to expedite the meetings of this committee and see that committee submit its recommendations at the earliest. He also directed the association to give detailed feedback to the committee so that the Committee comes to a conclusion at the earliest.
- Review of Policy for allotment of Staff Quarters for Recognized Associations:We expressed that with sincere efforts and initiatives of SR cell to frame Policy for allotment of Staff quarters at CHQ level of Associations and Unions is framed. But as this policy is not implemented properly, it is of no use. This policy was framed with the aim to bring transparency, uniformity and more weightage to recognized Associations and mainly using BSNL resources efficiently. But after two years of framing policy, the same is not implemented properly and even some Unions /Associations with no members are also having big bungalows and recognized Associations are compelled to accept the allotments in residential areas thereby affecting other residents of the Residential Society. These accommodations are allotted for smooth operations of Associations so that their members visiting to Delhi from all over India can get benefit out of it, but here said purpose is defeated as such allotments are limited only for selected persons. Apart from this, as per policy a certain amount is payable by Unions/Associations occupying the Residential Staff Quarters and it is understood that the same is not recovered by BSNL creating direct loss to BSNL. This is a classic example, how a well-defined policy can be spoiled by not implementing it properly and in the spirit of framing such Policy. One important issue is the Type of Staff quarter allotted and, in much disparity, the non-recognized Unions /Associations are allotted big bungalows and Recognized Associations are allotted only Type IV Staff Quarters that to be in Residential Societies. We added that there is need of withdrawal of this limit of Type IV quarters and at least recognized Associations should be allotted staff quarters nearby Bharat Sanchar Bhawan so that it is useful for its members visiting to Delhi and at the same time such frequent visits by the members are not disturbing the other residents of the Society. SNEA informed that being Majority Association SNEA has not been allotted the Residential Staff Quarter for last two years and issue is being shunted from Admn to SR Cell and vice versa and there is need of immediate intervention by Director HR. PGM SR/CGM EW informed that notices have been sent to the associations which are not eligible for Residential Staff Quarters for its vacations but there are issues and the same are being sorted out. We responded that we are not pursuing for vacation of Staff quarters of other Unions/Associations and its purview of management, but we are requesting for Residential Staff Quarter in vicinity of Bharat Sanchar Bhawan and mainly on Atul Grove road so that thousands of members of this association get benefits as per the Policy framed by SR cell and presently the limitation of Type of Quarter is only issue as informed by Admn and SR cell. If the same is relaxed as being done in case of some non-recognized Unions /Associations, or the concerned cause in Policy is modified suitably our issues will be resolved. We also conveyed that we are ready to pay the Charges applicable to the staff quarter allotted to SNEA CHQ. In conclusion, Director HR instructed CGM EW/PGM SR to see that the meeting of said committee is held within a month and issues are sorted out for allotment of Residential Staff Quarter as per request of recognized majority Association.
We also requested for discussions on the points which are submitted by all three recognized Associations and Director HR informed us that major issues are covered in this important agenda points and other issues can be discussed in the next meeting as he was having a pre-assigned meeting of MTNL.
This special formal agenda meeting in view of scheduled All India Conference of SNEA at Bhopal started at 1130 Hrs concluded at 1400 Hrs with healthy discussions on different HR issues, with a very positive response from Management on each and every issue except second Saturday off, which also has been assured to discuss and decide after six months, and with firm assurances by Director HR for resolution of these issues in favor of executives.
