Part II:………..Continued from PartI: After elaborate discussions on the most burning issue of mass Transfers, important and Priority HR agenda items were discussed one by one.
We conveyed thanks to Director HR for directions to SR Cell for circulating important points and issue based discussions on these points with all vertical heads. We conveyed thanks to all vertical heads for their support and giving conclusive shape to many issues during these discussions.
We added that the discussions are already going on but the very purpose of today’s meeting is to resolve these HR issues involving minimum or no financial implication which is needed for a moral boost of executives in BSNL. The details of points wise discussions are as follows.
- Enhancement of SAB contribution making it to 30% and creation of PRMB fund for BSNL Recruits:SNEA made special request to give consideration to SAB enhancement as special gesture to build confidence among the BSNL Recruited executives who are having feeling that no issues of BSNL Recruits are given consideration and their future is unsafe and unsecured. We also narrated that this is an agreed agenda item discussed in the last formal meeting. Director HR responded that it was discussed in the last meeting and it was assured to look into it with directions to PGM Estt to brief the issue further. PGM Estt shared that as discussed, this issue is being reviewed and issues are of financial implications which needs threadbare discussions with Director Finance and CMD BSNL. We submitted that with the efforts of BSNL Management led by CMD BSNL, there is much improvement in the financial position of BSNL over the period and BSNL has recorded Net Profit in Q3 and the same is accepted in Q4 of 2024-25. The amount required for enhancement of SAB to reach 30 SAB contribution is just a few Crores which is not going to add any huge burden on BSNL, but due consideration of this issue will motivate BSNL Recruited Executives to contribute more for Financial growth of BSNL. Director HR responded that he principally agrees with the concern but final call on such issues will be taken by BSNL Management under leadership of CMD BSNL. He directed the association to submit a brief note on this issue and financial implications on it which we have immediately submitted. {Copy <<>>}. With a look on it, the Director HR directed us to add details about how it will benefit BSNL and we explained details point by point. Director HR requested PGM Estt to prepare a brief note on it by including these points so that issues can be first discussed with Director Finance and then it can be discussed and decided in BSNL Management. PGM Estt assured to prepare a brief note with all the points discussed and share it at the earliest for further discussions. In conclusion, Director HR firmly conveyed that he will discuss this issue with all and mainly with CMD BSNL and assured to take a final call on it as early as possible.
- Enhancement of TA/DA rates: SNEA submitted we are pursuing enhancement of TA/DA and clearing discrimination among the executives DGM and above level and AGM and below level. This discrimination continues till today that DGM and above level Officers are eligible for TA/DA at current dates and AGM and below level officers are granted TA/DA Reimbursement at the rates approved before 24 years. i.e. 2002 on the formation of BSNL. The TA/DA Rates of DGM and above level are enhanced for three times till 2002 but the same has not been enhanced even for a single time since 2002. We resubmitted the brief note submitted earlier and reminded that SNEA has been pursuing this issue for the last two years and every time it is assured but no positive decision is being taken on it. We submitted that this open eye discrimination is not good for a healthy atmosphere and it is adversely affecting the work culture of BSNL. We shared some examples where Hotel stay charges are in thousands and BSNL is paying in hundreds. We submitted that the same is the case with DA, expenditure of food is more but actual reimbursement is very less. Director HR asked us to share such more classic examples giving comparison of actual payment made by BSNL Executives and the amount reimbursed by BSNL for Hotel accommodations and Food and other arrangements from DA. He again asked brief note on it and we have submitted the same. {Copy <<>>}. Director HR agreed for our submission and PGM Estt also conveyed that the issue raised is genuine and needs its consideration. A special PGM level Committee for the same has been constituted and its first meeting will be held in the second week of May 25 and the Committee is expected to submit its report within month, wherein views of SNEA will be given due consideration. In conclusion, Director HR summarized that issue will be given due consideration after discussions with Director Finance and take it up to BSNL Management for final approval for enhancement of TA/DA rates as per the latest guidelines issued by DoPT/DoT. We conveyed advance thanks for such positive action by the Management for clearing ongoing discrimination for the last 24 years in the History of BSNL.
- Enhancement in Transport allowance:In continuation of TA/DA discrimination, we have brought to notice of Management similar discrimination in the Transport allowance and how it has directly affected the financial condition of Executives in BSNL. We added that when BSNL is able to enhance the same to certain officers, why it is not approved for other similarly placed officers in BSNL. We shared that even GM/PGM/CGM level BSNL absorbed/recruited executives get merely Rs. 1400 as Transport allowance which is not sufficient for any officer even for a single day journey as done by others. But at the same time, some GM/PGM/CGM level officers are paid about Rs 40000 as Transport Allowance per month and this discrimination has been going on for the last many years. BSNL management is discriminating among its own officers and this extreme discrimination is the reason for mass unrest among executives. We conveyed thanks to PGM Estt who was kind enough to have detailed discussions on this issue and understand the grievances of the executives. Director HR agreed to our concern and directed us to submit a brief note of it, which we have immediately submitted. {Copy <<>>}. After having a look at it, Director HR responded that this also has financial implication but agreed to clear discrimination after discussions with Director Finance and then BSNL Management. He directed PGM Estt to add it in the priority list items to be discussed with Director Finance and assured us for positive consideration of this genuine issue.
- Enhancement in Children Education allowance for all executives:We brought to notice of Management , how only Rs 40 is granted Children Allowance to BSNL Recruited/Absorbed executives and how it is a cruel joke when others are granted Children allowance in thousands of rupees. This discrimination among the children of BSNL Officers is really discouraging activity and requested for its review. PGM Estt informed that as discussed in an earlier meeting with SNEA this issue of enhancement of Children Education allowance and many such allowances being available in BSNL are being reviewed and efforts are being made to enhance genuine allowances and to stop/curtail the outdated allowances. This is being done for executives and Non-Executives. Director HR informed that with vigorous persuasion and efforts of SNEA, the committee has been constituted and the same examining all these allowances and the proceedings of the Committee are in advance stage and the committee is expected to submit its report in this month. He assured to take positive and compressive review of all allowances including Children education allowance at the earliest.
- Approval of Second Saturday off/C-off equally for all executives in field units:SNEA conveyed thanks to Director HR, PGM Estt & his team of Estt section for clearing first stage discrimination created in implementation of online attendance and stopping actions by Circle heads like then CGM Kol TD with additional charge of WB Circle, who has stopped Second Saturday in Kol TD and was always threatening to stop second Saturday in WB Circle while it is granted in other Circle. But we added that this was partial justice as till more than 60 % Executives are deprived of the Second Saturday off and mainly discrimination is that their duty hours are not adjusted suitably. The duty hours for Executives availing and not availing second Saturday are the same and the second group has to attend office one day more than others making excess hours of duties as compared with others in the same office. We requested approval of the second Saturday for all offices and officers in field units and clear discrimination going on for years together and intensified with the compulsions created on marking online attendance equally for all. But it was responded that there is a need to put 24X7 efforts for growth of BSNL and advised us not to raise such issues at this stage when BSNL is moving towards the improvement of its financial position. We added that we are not asking directly for a holiday on second Saturday and there is no financial loss and we also understand the need of services of BSNL Executives in case of emergency and it may be compensated suitably. We added that if second Saturday is not granted then give Compensation off (C-Off) to all who are not granted Second Saturday and it may be availed one by one in that month not affecting duties and needs of BSNL. It was projected that there is no discrimination as the executives in field units are having freedom and they are allowed and free to attend to some family issues while on duty being at small places. There is no hard & fast rule and binding to them as is applicable to others in the administrative offices. In response, we requested to withdraw the binding instructions for putting online attendance as one has to go back to the office for putting attendance even after completion of office works at site. PGM Estt informed that now also it is not binding for field units but it is just a matter of discipline for all. In such cases of works at site or any other official issue, the special privilege is already available as in specific cases the controlling officers are empowered to mark executives under them as on duty and one can mark on duty for a period of the entire month. We narrated that this discrimination is demotivating executives as there is discrimination in duty hours of officers in the same office and with the same duty period. Then it was informed that then Second Saturday will be withdrawn for all and it will be equal treatment for all. We conditionally agreed for the said proposal for withdrawal of Second Saturday off and give equal treatment to all starting from the Corporate Office which is observing five days working pattern and we have no issue if the discrimination be cleared as wished by the management. But it was not agreed by Management stating that BSNL CO is having five days working but many officers are working on Saturdays also and even late hours on daily basis. We did not agree to the management and continued our request for implementation of Second Saturday equally for all the field units. After threadbare discussions and our insistence to grant Second Saturday off or C-off in its place to clear the ongoing discrimination, it was finally conveyed by Director HR that this time issue may be kept aside and it will be reviewed a fresh after six months and till time association can give more feedback with practical examples on this issue and assured to give consideration on all such submissions while reviewing this issue.
Will be Continued tomorrow with a Final Report as Part III.…………
