![aigetoachq's tweet photo. Detailed Update on Meeting with BSNL Management on the Charter of Demands Submitted by Bharatiya Doorsanchar Manch (BDM) held on 05.06.2026
The meeting convened by Director (HR), BSNL on 05.06.2026 in response to the Organizational Action Programme notice served by Bharatiya Doorsanchar Manch (BDM) was held at the Board Room of BSNL Corporate Office. The meeting commenced at 5:00 PM and continued till around 8:15 PM.
The meeting was chaired by Director (HR) and attended by PGM (Pers), PGM (Estt), PGM (Legal) and representatives of the constituent organizations of Bharatiya Doorsanchar Manch.
At the outset, Director (HR) opened the meeting with emphasis on spirit of togetherness in the interest of BSNL and expressed that Management as well as DoT including the Hon’ble Minister are considerate to the demands raised by BDM.
BDM Representative highlighted that the organizational action programmes were announced only after prolonged inaction on various HR and BSNL viability-related issues despite repeated assurances from the Management. BDM emphasized that employees have shown patience and restraint for a considerable period, but the continued delay in resolution of long-pending issues has led to widespread disappointment and frustration among the workforce.
Thereafter, all issues contained in the Charter of Demands submitted by BDM were discussed in detail. Management side apprised us that during the HR review meeting by Minister, the discussion was mainly focused on the agenda points submitted by BDM and Hon’ble Minister has been kind enough to extend categorical directions on some of the issues and informed us about the developments. Apart from the charter of demands, several concerns relating to transfer policy deviations, Rule 8 and Rule 9 cases, individual grievances, policy inconsistencies, non-consideration of genuine hardship cases, and variations in implementation across circles were also deliberated upon extensively.
The issue-wise outcome of the discussions is summarized below:
1] Implementation of 3rd PRC by Granting Waiver of Affordability Clause
BDM strongly demanded implementation of the 3rd Pay Revision Committee recommendations for BSNL employees by granting waiver of the affordability clause, considering BSNL’s strategic role in national telecom development, indigenous 4G/5G deployment and fulfilment of various social obligations.
Management informed that the matter is presently under consideration at DoT/MoC level and BSNL is actively pursuing the issue with the concerned authorities. It was informed that as desired by Hon’ble Minister, a status-note on 3rd PRC including the financial implication has been prepared and submitted to DoT. It was highlighted that the status note contains the recommendation for consideration with strong emphasis on AIGETOA/BDM stand of One Company One Policy: Parity in Pay, Perks and Pension i.e. if the currently applicable 7th CPC benefits are being extended to those governed by CDA scales, the 3rd PRC benefits also need to be extended to the employees of BSNL governed by IDA scales for parity.
2] Delinking of Pension Revision from Profitability of BSNL/MTNL
BDM demanded pension revision for BSNL/MTNL pensioners at par with Central Government pensioners and implementation of the relevant judicial pronouncements (Hon’ble PBCAT judgment).
Management stated that pension-related matters fall within the jurisdiction of DoT and the issue continues to be pursued at the appropriate level.
3] Settlement of Residual 2nd PRC Issues*
BDM reiterated the demand for immediate settlement of all residual issues pending since 01.01.2007.
a) Standard Pay Scales (E2 & E3)
Management informed that the issue remains under consideration with DoT. Earlier stand of DoT was that matter is closed. However, now directions have been given for re-examining the matter and concerned section of DoT has started working on the same. It was also informed that as agreed earlier, our submissions and the documents submitted by us has been forwarded to DoT. It was informed that DoT is revisiting the matter with a holistic view with an intent to extend positive relief.
b) Full 30% Superannuation Benefit
Management conveyed that during the review meeting with Minister, enhancement of Superannuation Benefit has received positive consideration and will be examined further through the committee mechanism. The committee has been directed to recommend on enhancement of SAB Contribution without any further delay.
c) Post Retirement Medical Benefit (PRMB)
Management side stated that existing mechanism of BSNLMRS takes care of this issue. We contended that as of now, BSNLMRS appears to be a better mechanism but is not secured for future. We stated the example of Gratuity Trust, Leave Encashment Trust and stated that during the toughest days of BSNL, if such trust would not have been in place, the retirement benefits of the employees retiring in those days would have suffered immensely. The same problem for BSNL recruits who are not covered by CGHS scheme could not be ruled out in case of liquidity crunch for BSNL. A PRMB trust would keep BSNL Recruits secure in future. It was agreed that issue will be examined once again vis-à-vis the existing mechanism in light of the contentions raised by BDM.
d) Pay Loss of Rs. 22,820
It was informed that the currently the matter is subjudice. Management side also informed that multiple litigants have filed the cases and in almost all cases, the decision has been extended in favour of BSNL. We stated that appeal has been filed in Hon’ble High Court Delhi and the same has been admitted also. Hon’ble High Court in its order of March 2025, has categorically upheld the contention of AIGETOA that the issue is not of Fitment benefit but instead it’s a case of pay-fixation. We requested committee to examine in that perspective. It was agreed to be examined by the committee formed for the purpose and submit the report expeditiously.
e) JE Period Pay Loss Issues
Management agreed to review the matter but stated that it’s a very old issue. However, during discussion, it was established by BDM that there is a definite pay loss and need for additional increments even going by the existing ruling of BSNL. Management also acknowledged this fact and assured to look into the matter in a best possible way.
f) Five Additional Increments for BSNL Recruited JTOs/JAOs/JEs
PGM (Estt) informed that the HR Committee will examine the matter with a holistic view.
g) Revision of TA/DA and Transport Allowance
Management informed that the issue has been included in the mandate of the newly constituted Committee and efforts shall be made to conclude the matter in the shortest possible time as per the directions given by Hon’ble Minister.
h) Unfreezing of Medical Reimbursement
Management agreed that the issue will be examined along with other medical-related matters through the committee.
4] One Company – One Policy (Removal of Parity)
BDM strongly raised the issue of disparity in pay, perks and promotional avenues between regular BSNL employees and officers on deemed deputation.
Management agreed with the principle of “One Company – One Policy” and assured that the examination of the matter in the larger HR committee framework. It was informed that as desired by Hon’ble Minister, a status-note on 3rd PRC including the financial implication has been prepared and submitted to DoT. It was highlighted that the status note contains the recommendation for consideration with strong emphasis on AIGETOA/BTEU/BDM stand of One Company One Policy i.e. Parity in Pay, Perks and Pension i.e. if the currently applicable 7th CPC benefits are being extended to those governed by CDA scales, the 3rd PRC benefits also need to be extended to the employees of BSNL governed by IDA scales for parity.
5] Internal Managerial Hierarchy, Promotions and Career Progression
BDM demanded creation of a strong internal managerial hierarchy, timely promotions, settlement of seniority disputes, revision of NEPP and extension of notional promotions to eligible PwBD executives.
Management informed:
a] AIGETOA’s Proposal for creation of an Internal Managerial Hierarchy has been accepted.
b] A committee has been constituted for review of NEPP as per demand of BTEU.
c] Promotion and career progression-related matters shall be examined and expeditiously resolved through the HR Committee.
d] HR structure and managerial framework will also be reviewed.
e] The review DPC of the PWBD Candidates shall be expedited.
6] Scrapping of SET Recruitment Process
BDM reiterated its demand for withdrawal of the SET Recruitment Process due to its adverse impact on internal career progression and employee morale.
No specific commitment was conveyed by Management on this issue and instead advised to take up the matter with DoT as the Recruitment has been notified under exclusive mandate of DoT. We contended that Similar type of exclusive mandate has been given on the issue of promotions also but management has been citing legal issues for delay. Why the same legal issue has not been explained by them to DoT. We informed that this matter is also subjudice as the court case has been filed by Team AIGETOA on the matter. We categorically stated that it’s a non-negotiable issue for us and the earlier assurance of the management will have to be fulfilled. We accordingly told management to convey the resentment of executives of BSNL to DoT. Our categorical demand is to stop this SET recruitment immediately else promote all the JTOs/JAOs/SDEs/AOs and place them above the SETs to be recruited.
7] Submission of Pending Committee Reports
BDM strongly demanded submission and implementation of all pending Committee Reports.
Management informed that a Holistic HR Committee has been reconstituted to examine major HR issues including and they will be submitting the reports expeditiously:
a) Enhancement of Superannuation Benefit
b) Revision of TA/DA
c) Medical Facilities
d) IDA Related Matters
8] Withdrawal of Charge Sheets Issued to Chennai Telecom Circle Office Bearers
BDM strongly opposed disciplinary action against association representatives.
Management agreed to review the matter positively and informed that necessary action for withdrawal shall be initiated immediately.
9] Lifting Ban on Compassionate Ground Appointments
BDM demanded lifting of the ban on Compassionate Ground Appointments.
No specific commitment emerged during the discussions.
Transfer Policy Related Issues
Apart from the Charter of Demands, BDM raised several transfer-related grievances and policy deviations. The details are placed in the sheet attached herewith.
a] Rule-8 and Rule-9 Cases and addressing of the issues arising out of Surplus and Deficit Circle criteria:
Management informed that processing of Rule-9 requests under Rule-8 framework has been moved to an online system for greater transparency and expeditious disposal. It was informed that modified transfer policy shall now be looked onto by DoT and they have constituted a committee for the same. However, Management agreed to incorporate provisions to address the issues arising out of the Surplus and Deficit Circle criteria for the genuine and merit worthy cases especially wrt medical and spouse grounds for Rule 8 and Rule 9 cases pertaining to JTOs/JAOs/JEs etc. For the Special LICE JTOs, initially management denied to extend any relief but later on our insistence agreed to re-examine the issue.
b] LICE for JE to JTO
Management agreed to conduct all the pending LICE for JE to JTO.
BSNL Viability Related Issues
1] Appointment of Regular CMD
BDM demanded immediate appointment of a regular CMD for BSNL.
Management informed that the matter is presently under consideration at DoT level and the submissions of BDM has been taken note of by Hon’ble Minister. Accordingly, BDM will pursue the same at appropriate levels.
2] Promotion of BSNL 4G Services
BDM demanded mandatory use of BSNL services by Government Departments, PSUs and organizations wherever telecom reimbursement from Govt exchequer is provided.
Management stated that the indigenous 4G rollout is progressing rapidly and the matter requires further discussion with DoT and the Government. Accordingly, BDM will pursue the same at appropriate levels.
3] White Paper on BCG Exercise
BDM sought transparency regarding the BCG organizational transformation exercise. It was agreed to share the details to the extent rules permit.
4] Implementation of COPU Recommendations
Management informed that recommendations of the Committee on Public Undertakings (COPU) wrt HR issues have been examined and is being tried to be implemented based on feasibility. We requested for incorporating the recommendations w.r.t operations also.
5] Mobile Handsets for Non-Executives and JEs
BDM demanded provision of mobile handsets and reimbursement facilities to non-executive field staff. Matter was agreed to be re-examined.
6] Conversion of SPS fund to NPS:
It was informed that the aforesaid proposal has been rejected by management committee of the board citing that both the schemes can not co-exist. We expressed surprise on the decision of management which in fact would have saved lots of money for BSNL. We gave specific examples of PSU where the conversion from SAB to NPS has been implemented on optional basis and stated there is no point in denying the same facility to BSNL employees. We also stated that BDM favours NPS over SPS fund and requested to submit the proposal again. Management agreed to re-examine the matter.
While BDM acknowledges the positive approach shown by the Management during the discussions and appreciates the willingness displayed to address several long-pending issues, it was categorically conveyed that employees are now looking for implementation and not merely assurances.
BDM pointed out that similar commitments have been extended on several occasions in the past; however, many crucial HR and organizational issues continue to remain unresolved. The workforce expects concrete action in the form of orders, implementation schedules and visible outcomes.
The success of the discussions will therefore be judged solely on the basis of actual resolution of issues and not on assurances alone.
BDM shall closely monitor progress on all commitments made during the meeting and continue its efforts at all levels till the legitimate demands of BSNL employees and pensioners are fully resolved.
We inform one and all that things have moved in a positive manner but they have not been resolved yet. The final resolution depends on the level of support and unity which we exercise.
Hence all CHQ, Circle and District Office Bearers of constituent BDM are requested to remain fully prepared and continue the organizational mobilization so that future programmes can be implemented effectively.
https://t.co/tKnvDzhMke
#ChaloDelhiMahaDharna #3rdPRCNow #ScrapSETRecruitment #E2E3PayScales #PayParity #PensionRevision #BSNLViability #BDM #BMS #Implement3rdPRC #WaiveAffordabilityClause #E2E3PayScales #30PercentSAB #ResolvePayLossIssues #Update1996TADARules #OneCompanyOnePolicy #EndDeputationDisparity #InternalManagementHierarchy #PromotionsNow #TimelyExecutivePromotions #StopDiscriminatorySET #SubmitHRCommitteeReports #RegularCMDforBSNL #EndAdhocBSNLLeadership #MandateSwadeshi4G #GovtOrgsUseBSNL #PublishBCGWhitePaper #ImplementCOPURecommendations #MobileHandsetsForNonExecutives
#DelinkPensionRevision #PensionParityWithCentralGovt
#BDM #AIGETOA #OneCompanyOnePolicy #HRJustice #DelhiDeclaration
#TogetherWeWillAchieve
@PMOIndia
@JM_Scindia
@PemmasaniOnX
@DrJitendraSingh
@DoT_India
@CMDBSNL
@BSNLCorporate
@BMSkendra
@BDM_BSNL
@BmsBojji
@GSAIGETOA
@gsbteubsnl](https://pbs.twimg.com/media/HKRMKGMaoAAOHig.jpg)
![aigetoachq's tweet photo. Detailed Update on Meeting with BSNL Management on the Charter of Demands Submitted by Bharatiya Doorsanchar Manch (BDM) held on 05.06.2026
The meeting convened by Director (HR), BSNL on 05.06.2026 in response to the Organizational Action Programme notice served by Bharatiya Doorsanchar Manch (BDM) was held at the Board Room of BSNL Corporate Office. The meeting commenced at 5:00 PM and continued till around 8:15 PM.
The meeting was chaired by Director (HR) and attended by PGM (Pers), PGM (Estt), PGM (Legal) and representatives of the constituent organizations of Bharatiya Doorsanchar Manch.
At the outset, Director (HR) opened the meeting with emphasis on spirit of togetherness in the interest of BSNL and expressed that Management as well as DoT including the Hon’ble Minister are considerate to the demands raised by BDM.
BDM Representative highlighted that the organizational action programmes were announced only after prolonged inaction on various HR and BSNL viability-related issues despite repeated assurances from the Management. BDM emphasized that employees have shown patience and restraint for a considerable period, but the continued delay in resolution of long-pending issues has led to widespread disappointment and frustration among the workforce.
Thereafter, all issues contained in the Charter of Demands submitted by BDM were discussed in detail. Management side apprised us that during the HR review meeting by Minister, the discussion was mainly focused on the agenda points submitted by BDM and Hon’ble Minister has been kind enough to extend categorical directions on some of the issues and informed us about the developments. Apart from the charter of demands, several concerns relating to transfer policy deviations, Rule 8 and Rule 9 cases, individual grievances, policy inconsistencies, non-consideration of genuine hardship cases, and variations in implementation across circles were also deliberated upon extensively.
The issue-wise outcome of the discussions is summarized below:
1] Implementation of 3rd PRC by Granting Waiver of Affordability Clause
BDM strongly demanded implementation of the 3rd Pay Revision Committee recommendations for BSNL employees by granting waiver of the affordability clause, considering BSNL’s strategic role in national telecom development, indigenous 4G/5G deployment and fulfilment of various social obligations.
Management informed that the matter is presently under consideration at DoT/MoC level and BSNL is actively pursuing the issue with the concerned authorities. It was informed that as desired by Hon’ble Minister, a status-note on 3rd PRC including the financial implication has been prepared and submitted to DoT. It was highlighted that the status note contains the recommendation for consideration with strong emphasis on AIGETOA/BDM stand of One Company One Policy: Parity in Pay, Perks and Pension i.e. if the currently applicable 7th CPC benefits are being extended to those governed by CDA scales, the 3rd PRC benefits also need to be extended to the employees of BSNL governed by IDA scales for parity.
2] Delinking of Pension Revision from Profitability of BSNL/MTNL
BDM demanded pension revision for BSNL/MTNL pensioners at par with Central Government pensioners and implementation of the relevant judicial pronouncements (Hon’ble PBCAT judgment).
Management stated that pension-related matters fall within the jurisdiction of DoT and the issue continues to be pursued at the appropriate level.
3] Settlement of Residual 2nd PRC Issues*
BDM reiterated the demand for immediate settlement of all residual issues pending since 01.01.2007.
a) Standard Pay Scales (E2 & E3)
Management informed that the issue remains under consideration with DoT. Earlier stand of DoT was that matter is closed. However, now directions have been given for re-examining the matter and concerned section of DoT has started working on the same. It was also informed that as agreed earlier, our submissions and the documents submitted by us has been forwarded to DoT. It was informed that DoT is revisiting the matter with a holistic view with an intent to extend positive relief.
b) Full 30% Superannuation Benefit
Management conveyed that during the review meeting with Minister, enhancement of Superannuation Benefit has received positive consideration and will be examined further through the committee mechanism. The committee has been directed to recommend on enhancement of SAB Contribution without any further delay.
c) Post Retirement Medical Benefit (PRMB)
Management side stated that existing mechanism of BSNLMRS takes care of this issue. We contended that as of now, BSNLMRS appears to be a better mechanism but is not secured for future. We stated the example of Gratuity Trust, Leave Encashment Trust and stated that during the toughest days of BSNL, if such trust would not have been in place, the retirement benefits of the employees retiring in those days would have suffered immensely. The same problem for BSNL recruits who are not covered by CGHS scheme could not be ruled out in case of liquidity crunch for BSNL. A PRMB trust would keep BSNL Recruits secure in future. It was agreed that issue will be examined once again vis-à-vis the existing mechanism in light of the contentions raised by BDM.
d) Pay Loss of Rs. 22,820
It was informed that the currently the matter is subjudice. Management side also informed that multiple litigants have filed the cases and in almost all cases, the decision has been extended in favour of BSNL. We stated that appeal has been filed in Hon’ble High Court Delhi and the same has been admitted also. Hon’ble High Court in its order of March 2025, has categorically upheld the contention of AIGETOA that the issue is not of Fitment benefit but instead it’s a case of pay-fixation. We requested committee to examine in that perspective. It was agreed to be examined by the committee formed for the purpose and submit the report expeditiously.
e) JE Period Pay Loss Issues
Management agreed to review the matter but stated that it’s a very old issue. However, during discussion, it was established by BDM that there is a definite pay loss and need for additional increments even going by the existing ruling of BSNL. Management also acknowledged this fact and assured to look into the matter in a best possible way.
f) Five Additional Increments for BSNL Recruited JTOs/JAOs/JEs
PGM (Estt) informed that the HR Committee will examine the matter with a holistic view.
g) Revision of TA/DA and Transport Allowance
Management informed that the issue has been included in the mandate of the newly constituted Committee and efforts shall be made to conclude the matter in the shortest possible time as per the directions given by Hon’ble Minister.
h) Unfreezing of Medical Reimbursement
Management agreed that the issue will be examined along with other medical-related matters through the committee.
4] One Company – One Policy (Removal of Parity)
BDM strongly raised the issue of disparity in pay, perks and promotional avenues between regular BSNL employees and officers on deemed deputation.
Management agreed with the principle of “One Company – One Policy” and assured that the examination of the matter in the larger HR committee framework. It was informed that as desired by Hon’ble Minister, a status-note on 3rd PRC including the financial implication has been prepared and submitted to DoT. It was highlighted that the status note contains the recommendation for consideration with strong emphasis on AIGETOA/BTEU/BDM stand of One Company One Policy i.e. Parity in Pay, Perks and Pension i.e. if the currently applicable 7th CPC benefits are being extended to those governed by CDA scales, the 3rd PRC benefits also need to be extended to the employees of BSNL governed by IDA scales for parity.
5] Internal Managerial Hierarchy, Promotions and Career Progression
BDM demanded creation of a strong internal managerial hierarchy, timely promotions, settlement of seniority disputes, revision of NEPP and extension of notional promotions to eligible PwBD executives.
Management informed:
a] AIGETOA’s Proposal for creation of an Internal Managerial Hierarchy has been accepted.
b] A committee has been constituted for review of NEPP as per demand of BTEU.
c] Promotion and career progression-related matters shall be examined and expeditiously resolved through the HR Committee.
d] HR structure and managerial framework will also be reviewed.
e] The review DPC of the PWBD Candidates shall be expedited.
6] Scrapping of SET Recruitment Process
BDM reiterated its demand for withdrawal of the SET Recruitment Process due to its adverse impact on internal career progression and employee morale.
No specific commitment was conveyed by Management on this issue and instead advised to take up the matter with DoT as the Recruitment has been notified under exclusive mandate of DoT. We contended that Similar type of exclusive mandate has been given on the issue of promotions also but management has been citing legal issues for delay. Why the same legal issue has not been explained by them to DoT. We informed that this matter is also subjudice as the court case has been filed by Team AIGETOA on the matter. We categorically stated that it’s a non-negotiable issue for us and the earlier assurance of the management will have to be fulfilled. We accordingly told management to convey the resentment of executives of BSNL to DoT. Our categorical demand is to stop this SET recruitment immediately else promote all the JTOs/JAOs/SDEs/AOs and place them above the SETs to be recruited.
7] Submission of Pending Committee Reports
BDM strongly demanded submission and implementation of all pending Committee Reports.
Management informed that a Holistic HR Committee has been reconstituted to examine major HR issues including and they will be submitting the reports expeditiously:
a) Enhancement of Superannuation Benefit
b) Revision of TA/DA
c) Medical Facilities
d) IDA Related Matters
8] Withdrawal of Charge Sheets Issued to Chennai Telecom Circle Office Bearers
BDM strongly opposed disciplinary action against association representatives.
Management agreed to review the matter positively and informed that necessary action for withdrawal shall be initiated immediately.
9] Lifting Ban on Compassionate Ground Appointments
BDM demanded lifting of the ban on Compassionate Ground Appointments.
No specific commitment emerged during the discussions.
Transfer Policy Related Issues
Apart from the Charter of Demands, BDM raised several transfer-related grievances and policy deviations. The details are placed in the sheet attached herewith.
a] Rule-8 and Rule-9 Cases and addressing of the issues arising out of Surplus and Deficit Circle criteria:
Management informed that processing of Rule-9 requests under Rule-8 framework has been moved to an online system for greater transparency and expeditious disposal. It was informed that modified transfer policy shall now be looked onto by DoT and they have constituted a committee for the same. However, Management agreed to incorporate provisions to address the issues arising out of the Surplus and Deficit Circle criteria for the genuine and merit worthy cases especially wrt medical and spouse grounds for Rule 8 and Rule 9 cases pertaining to JTOs/JAOs/JEs etc. For the Special LICE JTOs, initially management denied to extend any relief but later on our insistence agreed to re-examine the issue.
b] LICE for JE to JTO
Management agreed to conduct all the pending LICE for JE to JTO.
BSNL Viability Related Issues
1] Appointment of Regular CMD
BDM demanded immediate appointment of a regular CMD for BSNL.
Management informed that the matter is presently under consideration at DoT level and the submissions of BDM has been taken note of by Hon’ble Minister. Accordingly, BDM will pursue the same at appropriate levels.
2] Promotion of BSNL 4G Services
BDM demanded mandatory use of BSNL services by Government Departments, PSUs and organizations wherever telecom reimbursement from Govt exchequer is provided.
Management stated that the indigenous 4G rollout is progressing rapidly and the matter requires further discussion with DoT and the Government. Accordingly, BDM will pursue the same at appropriate levels.
3] White Paper on BCG Exercise
BDM sought transparency regarding the BCG organizational transformation exercise. It was agreed to share the details to the extent rules permit.
4] Implementation of COPU Recommendations
Management informed that recommendations of the Committee on Public Undertakings (COPU) wrt HR issues have been examined and is being tried to be implemented based on feasibility. We requested for incorporating the recommendations w.r.t operations also.
5] Mobile Handsets for Non-Executives and JEs
BDM demanded provision of mobile handsets and reimbursement facilities to non-executive field staff. Matter was agreed to be re-examined.
6] Conversion of SPS fund to NPS:
It was informed that the aforesaid proposal has been rejected by management committee of the board citing that both the schemes can not co-exist. We expressed surprise on the decision of management which in fact would have saved lots of money for BSNL. We gave specific examples of PSU where the conversion from SAB to NPS has been implemented on optional basis and stated there is no point in denying the same facility to BSNL employees. We also stated that BDM favours NPS over SPS fund and requested to submit the proposal again. Management agreed to re-examine the matter.
While BDM acknowledges the positive approach shown by the Management during the discussions and appreciates the willingness displayed to address several long-pending issues, it was categorically conveyed that employees are now looking for implementation and not merely assurances.
BDM pointed out that similar commitments have been extended on several occasions in the past; however, many crucial HR and organizational issues continue to remain unresolved. The workforce expects concrete action in the form of orders, implementation schedules and visible outcomes.
The success of the discussions will therefore be judged solely on the basis of actual resolution of issues and not on assurances alone.
BDM shall closely monitor progress on all commitments made during the meeting and continue its efforts at all levels till the legitimate demands of BSNL employees and pensioners are fully resolved.
We inform one and all that things have moved in a positive manner but they have not been resolved yet. The final resolution depends on the level of support and unity which we exercise.
Hence all CHQ, Circle and District Office Bearers of constituent BDM are requested to remain fully prepared and continue the organizational mobilization so that future programmes can be implemented effectively.
https://t.co/tKnvDzhMke
#ChaloDelhiMahaDharna #3rdPRCNow #ScrapSETRecruitment #E2E3PayScales #PayParity #PensionRevision #BSNLViability #BDM #BMS #Implement3rdPRC #WaiveAffordabilityClause #E2E3PayScales #30PercentSAB #ResolvePayLossIssues #Update1996TADARules #OneCompanyOnePolicy #EndDeputationDisparity #InternalManagementHierarchy #PromotionsNow #TimelyExecutivePromotions #StopDiscriminatorySET #SubmitHRCommitteeReports #RegularCMDforBSNL #EndAdhocBSNLLeadership #MandateSwadeshi4G #GovtOrgsUseBSNL #PublishBCGWhitePaper #ImplementCOPURecommendations #MobileHandsetsForNonExecutives
#DelinkPensionRevision #PensionParityWithCentralGovt
#BDM #AIGETOA #OneCompanyOnePolicy #HRJustice #DelhiDeclaration
#TogetherWeWillAchieve
@PMOIndia
@JM_Scindia
@PemmasaniOnX
@DrJitendraSingh
@DoT_India
@CMDBSNL
@BSNLCorporate
@BMSkendra
@BDM_BSNL
@BmsBojji
@GSAIGETOA
@gsbteubsnl](https://pbs.twimg.com/media/HKRMKGBbEAAE91p.jpg)
![aigetoachq's tweet photo. Detailed Update on Meeting with BSNL Management on the Charter of Demands Submitted by Bharatiya Doorsanchar Manch (BDM) held on 05.06.2026
The meeting convened by Director (HR), BSNL on 05.06.2026 in response to the Organizational Action Programme notice served by Bharatiya Doorsanchar Manch (BDM) was held at the Board Room of BSNL Corporate Office. The meeting commenced at 5:00 PM and continued till around 8:15 PM.
The meeting was chaired by Director (HR) and attended by PGM (Pers), PGM (Estt), PGM (Legal) and representatives of the constituent organizations of Bharatiya Doorsanchar Manch.
At the outset, Director (HR) opened the meeting with emphasis on spirit of togetherness in the interest of BSNL and expressed that Management as well as DoT including the Hon’ble Minister are considerate to the demands raised by BDM.
BDM Representative highlighted that the organizational action programmes were announced only after prolonged inaction on various HR and BSNL viability-related issues despite repeated assurances from the Management. BDM emphasized that employees have shown patience and restraint for a considerable period, but the continued delay in resolution of long-pending issues has led to widespread disappointment and frustration among the workforce.
Thereafter, all issues contained in the Charter of Demands submitted by BDM were discussed in detail. Management side apprised us that during the HR review meeting by Minister, the discussion was mainly focused on the agenda points submitted by BDM and Hon’ble Minister has been kind enough to extend categorical directions on some of the issues and informed us about the developments. Apart from the charter of demands, several concerns relating to transfer policy deviations, Rule 8 and Rule 9 cases, individual grievances, policy inconsistencies, non-consideration of genuine hardship cases, and variations in implementation across circles were also deliberated upon extensively.
The issue-wise outcome of the discussions is summarized below:
1] Implementation of 3rd PRC by Granting Waiver of Affordability Clause
BDM strongly demanded implementation of the 3rd Pay Revision Committee recommendations for BSNL employees by granting waiver of the affordability clause, considering BSNL’s strategic role in national telecom development, indigenous 4G/5G deployment and fulfilment of various social obligations.
Management informed that the matter is presently under consideration at DoT/MoC level and BSNL is actively pursuing the issue with the concerned authorities. It was informed that as desired by Hon’ble Minister, a status-note on 3rd PRC including the financial implication has been prepared and submitted to DoT. It was highlighted that the status note contains the recommendation for consideration with strong emphasis on AIGETOA/BDM stand of One Company One Policy: Parity in Pay, Perks and Pension i.e. if the currently applicable 7th CPC benefits are being extended to those governed by CDA scales, the 3rd PRC benefits also need to be extended to the employees of BSNL governed by IDA scales for parity.
2] Delinking of Pension Revision from Profitability of BSNL/MTNL
BDM demanded pension revision for BSNL/MTNL pensioners at par with Central Government pensioners and implementation of the relevant judicial pronouncements (Hon’ble PBCAT judgment).
Management stated that pension-related matters fall within the jurisdiction of DoT and the issue continues to be pursued at the appropriate level.
3] Settlement of Residual 2nd PRC Issues*
BDM reiterated the demand for immediate settlement of all residual issues pending since 01.01.2007.
a) Standard Pay Scales (E2 & E3)
Management informed that the issue remains under consideration with DoT. Earlier stand of DoT was that matter is closed. However, now directions have been given for re-examining the matter and concerned section of DoT has started working on the same. It was also informed that as agreed earlier, our submissions and the documents submitted by us has been forwarded to DoT. It was informed that DoT is revisiting the matter with a holistic view with an intent to extend positive relief.
b) Full 30% Superannuation Benefit
Management conveyed that during the review meeting with Minister, enhancement of Superannuation Benefit has received positive consideration and will be examined further through the committee mechanism. The committee has been directed to recommend on enhancement of SAB Contribution without any further delay.
c) Post Retirement Medical Benefit (PRMB)
Management side stated that existing mechanism of BSNLMRS takes care of this issue. We contended that as of now, BSNLMRS appears to be a better mechanism but is not secured for future. We stated the example of Gratuity Trust, Leave Encashment Trust and stated that during the toughest days of BSNL, if such trust would not have been in place, the retirement benefits of the employees retiring in those days would have suffered immensely. The same problem for BSNL recruits who are not covered by CGHS scheme could not be ruled out in case of liquidity crunch for BSNL. A PRMB trust would keep BSNL Recruits secure in future. It was agreed that issue will be examined once again vis-à-vis the existing mechanism in light of the contentions raised by BDM.
d) Pay Loss of Rs. 22,820
It was informed that the currently the matter is subjudice. Management side also informed that multiple litigants have filed the cases and in almost all cases, the decision has been extended in favour of BSNL. We stated that appeal has been filed in Hon’ble High Court Delhi and the same has been admitted also. Hon’ble High Court in its order of March 2025, has categorically upheld the contention of AIGETOA that the issue is not of Fitment benefit but instead it’s a case of pay-fixation. We requested committee to examine in that perspective. It was agreed to be examined by the committee formed for the purpose and submit the report expeditiously.
e) JE Period Pay Loss Issues
Management agreed to review the matter but stated that it’s a very old issue. However, during discussion, it was established by BDM that there is a definite pay loss and need for additional increments even going by the existing ruling of BSNL. Management also acknowledged this fact and assured to look into the matter in a best possible way.
f) Five Additional Increments for BSNL Recruited JTOs/JAOs/JEs
PGM (Estt) informed that the HR Committee will examine the matter with a holistic view.
g) Revision of TA/DA and Transport Allowance
Management informed that the issue has been included in the mandate of the newly constituted Committee and efforts shall be made to conclude the matter in the shortest possible time as per the directions given by Hon’ble Minister.
h) Unfreezing of Medical Reimbursement
Management agreed that the issue will be examined along with other medical-related matters through the committee.
4] One Company – One Policy (Removal of Parity)
BDM strongly raised the issue of disparity in pay, perks and promotional avenues between regular BSNL employees and officers on deemed deputation.
Management agreed with the principle of “One Company – One Policy” and assured that the examination of the matter in the larger HR committee framework. It was informed that as desired by Hon’ble Minister, a status-note on 3rd PRC including the financial implication has been prepared and submitted to DoT. It was highlighted that the status note contains the recommendation for consideration with strong emphasis on AIGETOA/BTEU/BDM stand of One Company One Policy i.e. Parity in Pay, Perks and Pension i.e. if the currently applicable 7th CPC benefits are being extended to those governed by CDA scales, the 3rd PRC benefits also need to be extended to the employees of BSNL governed by IDA scales for parity.
5] Internal Managerial Hierarchy, Promotions and Career Progression
BDM demanded creation of a strong internal managerial hierarchy, timely promotions, settlement of seniority disputes, revision of NEPP and extension of notional promotions to eligible PwBD executives.
Management informed:
a] AIGETOA’s Proposal for creation of an Internal Managerial Hierarchy has been accepted.
b] A committee has been constituted for review of NEPP as per demand of BTEU.
c] Promotion and career progression-related matters shall be examined and expeditiously resolved through the HR Committee.
d] HR structure and managerial framework will also be reviewed.
e] The review DPC of the PWBD Candidates shall be expedited.
6] Scrapping of SET Recruitment Process
BDM reiterated its demand for withdrawal of the SET Recruitment Process due to its adverse impact on internal career progression and employee morale.
No specific commitment was conveyed by Management on this issue and instead advised to take up the matter with DoT as the Recruitment has been notified under exclusive mandate of DoT. We contended that Similar type of exclusive mandate has been given on the issue of promotions also but management has been citing legal issues for delay. Why the same legal issue has not been explained by them to DoT. We informed that this matter is also subjudice as the court case has been filed by Team AIGETOA on the matter. We categorically stated that it’s a non-negotiable issue for us and the earlier assurance of the management will have to be fulfilled. We accordingly told management to convey the resentment of executives of BSNL to DoT. Our categorical demand is to stop this SET recruitment immediately else promote all the JTOs/JAOs/SDEs/AOs and place them above the SETs to be recruited.
7] Submission of Pending Committee Reports
BDM strongly demanded submission and implementation of all pending Committee Reports.
Management informed that a Holistic HR Committee has been reconstituted to examine major HR issues including and they will be submitting the reports expeditiously:
a) Enhancement of Superannuation Benefit
b) Revision of TA/DA
c) Medical Facilities
d) IDA Related Matters
8] Withdrawal of Charge Sheets Issued to Chennai Telecom Circle Office Bearers
BDM strongly opposed disciplinary action against association representatives.
Management agreed to review the matter positively and informed that necessary action for withdrawal shall be initiated immediately.
9] Lifting Ban on Compassionate Ground Appointments
BDM demanded lifting of the ban on Compassionate Ground Appointments.
No specific commitment emerged during the discussions.
Transfer Policy Related Issues
Apart from the Charter of Demands, BDM raised several transfer-related grievances and policy deviations. The details are placed in the sheet attached herewith.
a] Rule-8 and Rule-9 Cases and addressing of the issues arising out of Surplus and Deficit Circle criteria:
Management informed that processing of Rule-9 requests under Rule-8 framework has been moved to an online system for greater transparency and expeditious disposal. It was informed that modified transfer policy shall now be looked onto by DoT and they have constituted a committee for the same. However, Management agreed to incorporate provisions to address the issues arising out of the Surplus and Deficit Circle criteria for the genuine and merit worthy cases especially wrt medical and spouse grounds for Rule 8 and Rule 9 cases pertaining to JTOs/JAOs/JEs etc. For the Special LICE JTOs, initially management denied to extend any relief but later on our insistence agreed to re-examine the issue.
b] LICE for JE to JTO
Management agreed to conduct all the pending LICE for JE to JTO.
BSNL Viability Related Issues
1] Appointment of Regular CMD
BDM demanded immediate appointment of a regular CMD for BSNL.
Management informed that the matter is presently under consideration at DoT level and the submissions of BDM has been taken note of by Hon’ble Minister. Accordingly, BDM will pursue the same at appropriate levels.
2] Promotion of BSNL 4G Services
BDM demanded mandatory use of BSNL services by Government Departments, PSUs and organizations wherever telecom reimbursement from Govt exchequer is provided.
Management stated that the indigenous 4G rollout is progressing rapidly and the matter requires further discussion with DoT and the Government. Accordingly, BDM will pursue the same at appropriate levels.
3] White Paper on BCG Exercise
BDM sought transparency regarding the BCG organizational transformation exercise. It was agreed to share the details to the extent rules permit.
4] Implementation of COPU Recommendations
Management informed that recommendations of the Committee on Public Undertakings (COPU) wrt HR issues have been examined and is being tried to be implemented based on feasibility. We requested for incorporating the recommendations w.r.t operations also.
5] Mobile Handsets for Non-Executives and JEs
BDM demanded provision of mobile handsets and reimbursement facilities to non-executive field staff. Matter was agreed to be re-examined.
6] Conversion of SPS fund to NPS:
It was informed that the aforesaid proposal has been rejected by management committee of the board citing that both the schemes can not co-exist. We expressed surprise on the decision of management which in fact would have saved lots of money for BSNL. We gave specific examples of PSU where the conversion from SAB to NPS has been implemented on optional basis and stated there is no point in denying the same facility to BSNL employees. We also stated that BDM favours NPS over SPS fund and requested to submit the proposal again. Management agreed to re-examine the matter.
While BDM acknowledges the positive approach shown by the Management during the discussions and appreciates the willingness displayed to address several long-pending issues, it was categorically conveyed that employees are now looking for implementation and not merely assurances.
BDM pointed out that similar commitments have been extended on several occasions in the past; however, many crucial HR and organizational issues continue to remain unresolved. The workforce expects concrete action in the form of orders, implementation schedules and visible outcomes.
The success of the discussions will therefore be judged solely on the basis of actual resolution of issues and not on assurances alone.
BDM shall closely monitor progress on all commitments made during the meeting and continue its efforts at all levels till the legitimate demands of BSNL employees and pensioners are fully resolved.
We inform one and all that things have moved in a positive manner but they have not been resolved yet. The final resolution depends on the level of support and unity which we exercise.
Hence all CHQ, Circle and District Office Bearers of constituent BDM are requested to remain fully prepared and continue the organizational mobilization so that future programmes can be implemented effectively.
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#ChaloDelhiMahaDharna #3rdPRCNow #ScrapSETRecruitment #E2E3PayScales #PayParity #PensionRevision #BSNLViability #BDM #BMS #Implement3rdPRC #WaiveAffordabilityClause #E2E3PayScales #30PercentSAB #ResolvePayLossIssues #Update1996TADARules #OneCompanyOnePolicy #EndDeputationDisparity #InternalManagementHierarchy #PromotionsNow #TimelyExecutivePromotions #StopDiscriminatorySET #SubmitHRCommitteeReports #RegularCMDforBSNL #EndAdhocBSNLLeadership #MandateSwadeshi4G #GovtOrgsUseBSNL #PublishBCGWhitePaper #ImplementCOPURecommendations #MobileHandsetsForNonExecutives
#DelinkPensionRevision #PensionParityWithCentralGovt
#BDM #AIGETOA #OneCompanyOnePolicy #HRJustice #DelhiDeclaration
#TogetherWeWillAchieve
@PMOIndia
@JM_Scindia
@PemmasaniOnX
@DrJitendraSingh
@DoT_India
@CMDBSNL
@BSNLCorporate
@BMSkendra
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@GSAIGETOA
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Subrahmanyam A.V. Rama
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Joined September 2021
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@motordave2 @DriveSmart_IN @dabir @InfraEye Beautiful quality roads of Gujarat....double engine development .....led to serious head injury....not wearing helmet is mistake....quality of pot holes.....is not a crime.
#BSNL व्यापार नही राष्ट्र की सेवा करता है, सेवा में मुनाफ़ा नहीं देखा जाता।
#BSNL कर्मचारियों का 3rd PRC अभी तक लागू नहीं हुआ है। यह देरी अस्��ीकार्य है। कृपया इस विषय का संज्ञान लिया जाना अति आवश्यक है।
#3rdPRCforBSNL #WaiveAffordabilityClause
@JM_Scindia @DoT_India @IndiaMoc
Implement 3rd PRC in BSNL Waive affordability clause 10 years demand by BSNL employees #3rd PRC for BSNL #End pay disparity inBSNL
@PMOIndia
@JM_Scindia
@DoT_India
@CMD
BSNL
BSNL revival is driven by its employees.
Now give them justice—Implement 3rd PRC & waive affordability clause.
Join BDM X Campaign at 12 noon.
#3rdPRCforBSNL #WaiveAffordabilityClause #SupportBSNLGrowth
@CMDBSNL @BSNLCorporate @DoT_India
BSNL revival is driven by its employees.
Now give them justice—Implement 3rd PRC & waive affordability clause.
#3rdPRCforBSNL #WaiveAffordabilityClause #SupportBSNLGrowth
@CMDBSNL @BSNLCorporate @DoT_India
@PMOIndia
@JM_Scindia
@DoT_India
@PemmasaniOnX
Enough is Enough!
BDM, AIGETOA & BTEU demand the **immediate implementation of 3rd PRC in BSNL by waiving off the affordability clause.**
How can BSNL policymakers continue to enjoy **7th CPC benefits** while regular BSNL employees are denied their legitimate **3rd PRC**? This discrimination can no longer be accepted.
BSNL employees have delivered results, revived the company, and stood by the organization through every challenge. Yet they continue to be denied pay revision while deputationists enjoy superior pay and perks.
**One Organization, One Standard!**
**Equal Work, Equal Pay & Perks!**
**End the disparity. Deliver Justice. Implement 3rd PRC NOW!
✊ **3rd PRC is our right, not a favour.**
#3rdPRCforBSNL #WaiveAffordabilityClause
#EndPayDisparityInBSNL #SupportBSNLGrowth
#BDM #AIGETOA #BTEU #3rdPRC
BSNL कर्मचारियों ने कठिन परिस्थितियों में परिणाम दिए हैं और हर पुनरुद्धार प्रयास में सहयोग किया है।
अब नीति-निर्माताओं की जिम्मेदारी है कि वे अपना कर्तव्य नि��ाएँ।
**अफोर्डेबिलिटी क्लॉज हटाकर 3rd PRC को बिना देरी के मंजूरी दें।**
#3rdPRCforBSNL #WaiveAffordabilityClause
#EndPayDisparityInBSNL #SupportBSNLGrowth
#BDM #AIGETOA #BTEU #3rdPRC
@PMOIndia @JM_Scindia @DoT_India @PemmasaniOnX @DrJitendraSingh @mansukhmandviya @CMDBSNL @BSNLCorporate
@ETTelecom @BDM_BSNL @BMSkendra @BmsBojji @GSAIGETOA @gsbteubsnl
Demand 3rd PRC immediately
#3rdPRCforBSNL #SupportBSNLGrowth #BDM #AIGETOA #BTEU
@PMOIndia @DoT_India @CMDBSNL
Detailed Update on Meeting with BSNL Management on the Charter of Demands Submitted by Bharatiya Doorsanchar Manch (BDM) held on 05.06.2026
The meeting convened by Director (HR), BSNL on 05.06.2026 in response to the Organizational Action Programme notice served by Bharatiya Doorsanchar Manch (BDM) was held at the Board Room of BSNL Corporate Office. The meeting commenced at 5:00 PM and continued till around 8:15 PM.
The meeting was chaired by Director (HR) and attended by PGM (Pers), PGM (Estt), PGM (Legal) and representatives of the constituent organizations of Bharatiya Doorsanchar Manch.
At the outset, Director (HR) opened the meeting with emphasis on spirit of togetherness in the interest of BSNL and expressed that Management as well as DoT including the Hon’ble Minister are considerate to the demands raised by BDM.
BDM Representative highlighted that the organizational action programmes were announced only after prolonged inaction on various HR and BSNL viability-related issues despite repeated assurances from the Management. BDM emphasized that employees have shown patience and restraint for a considerable period, but the continued delay in resolution of long-pending issues has led to widespread disappointment and frustration among the workforce.
Thereafter, all issues contained in the Charter of Demands submitted by BDM were discussed in detail. Management side apprised us that during the HR review meeting by Minister, the discussion was mainly focused on the agenda points submitted by BDM and Hon’ble Minister has been kind enough to extend categorical directions on some of the issues and informed us about the developments. Apart from the charter of demands, several concerns relating to transfer policy deviations, Rule 8 and Rule 9 cases, individual grievances, policy inconsistencies, non-consideration of genuine hardship cases, and variations in implementation across circles were also deliberated upon extensively.
The issue-wise outcome of the discussions is summarized below:
1] Implementation of 3rd PRC by Granting Waiver of Affordability Clause
BDM strongly demanded implementation of the 3rd Pay Revision Committee recommendations for BSNL employees by granting waiver of the affordability clause, considering BSNL’s strategic role in national telecom development, indigenous 4G/5G deployment and fulfilment of various social obligations.
Management informed that the matter is presently under consideration at DoT/MoC level and BSNL is actively pursuing the issue with the concerned authorities. It was informed that as desired by Hon’ble Minister, a status-note on 3rd PRC including the financial implication has been prepared and submitted to DoT. It was highlighted that the status note contains the recommendation for consideration with strong emphasis on AIGETOA/BDM stand of One Company One Policy: Parity in Pay, Perks and Pension i.e. if the currently applicable 7th CPC benefits are being extended to those governed by CDA scales, the 3rd PRC benefits also need to be extended to the employees of BSNL governed by IDA scales for parity.
2] Delinking of Pension Revision from Profitability of BSNL/MTNL
BDM demanded pension revision for BSNL/MTNL pensioners at par with Central Government pensioners and implementation of the relevant judicial pronouncements (Hon’ble PBCAT judgment).
Management stated that pension-related matters fall within the jurisdiction of DoT and the issue continues to be pursued at the appropriate level.
3] Settlement of Residual 2nd PRC Issues*
BDM reiterated the demand for immediate settlement of all residual issues pending since 01.01.2007.
a) Standard Pay Scales (E2 & E3)
Management informed that the issue remains under consideration with DoT. Earlier stand of DoT was that matter is closed. However, now directions have been given for re-examining the matter and concerned section of DoT has started working on the same. It was also informed that as agreed earlier, our submissions and the documents submitted by us has been forwarded to DoT. It was informed that DoT is revisiting the matter with a holistic view with an intent to extend positive relief.
b) Full 30% Superannuation Benefit
Management conveyed that during the review meeting with Minister, enhancement of Superannuation Benefit has received positive consideration and will be examined further through the committee mechanism. The committee has been directed to recommend on enhancement of SAB Contribution without any further delay.
c) Post Retirement Medical Benefit (PRMB)
Management side stated that existing mechanism of BSNLMRS takes care of this issue. We contended that as of now, BSNLMRS appears to be a better mechanism but is not secured for future. We stated the example of Gratuity Trust, Leave Encashment Trust and stated that during the toughest days of BSNL, if such trust would not have been in place, the retirement benefits of the employees retiring in those days would have suffered immensely. The same problem for BSNL recruits who are not covered by CGHS scheme could not be ruled out in case of liquidity crunch for BSNL. A PRMB trust would keep BSNL Recruits secure in future. It was agreed that issue will be examined once again vis-à-vis the existing mechanism in light of the contentions raised by BDM.
d) Pay Loss of Rs. 22,820
It was informed that the currently the matter is subjudice. Management side also informed that multiple litigants have filed the cases and in almost all cases, the decision has been extended in favour of BSNL. We stated that appeal has been filed in Hon’ble High Court Delhi and the same has been admitted also. Hon’ble High Court in its order of March 2025, has categorically upheld the contention of AIGETOA that the issue is not of Fitment benefit but instead it’s a case of pay-fixation. We requested committee to examine in that perspective. It was agreed to be examined by the committee formed for the purpose and submit the report expeditiously.
e) JE Period Pay Loss Issues
Management agreed to review the matter but stated that it’s a very old issue. However, during discussion, it was established by BDM that there is a definite pay loss and need for additional increments even going by the existing ruling of BSNL. Management also acknowledged this fact and assured to look into the matter in a best possible way.
f) Five Additional Increments for BSNL Recruited JTOs/JAOs/JEs
PGM (Estt) informed that the HR Committee will examine the matter with a holistic view.
g) Revision of TA/DA and Transport Allowance
Management informed that the issue has been included in the mandate of the newly constituted Committee and efforts shall be made to conclude the matter in the shortest possible time as per the directions given by Hon’ble Minister.
h) Unfreezing of Medical Reimbursement
Management agreed that the issue will be examined along with other medical-related matters through the committee.
4] One Company – One Policy (Removal of Parity)
BDM strongly raised the issue of disparity in pay, perks and promotional avenues between regular BSNL employees and officers on deemed deputation.
Management agreed with the principle of “One Company – One Policy” and assured that the examination of the matter in the larger HR committee framework. It was informed that as desired by Hon’ble Minister, a status-note on 3rd PRC including the financial implication has been prepared and submitted to DoT. It was highlighted that the status note contains the recommendation for consideration with strong emphasis on AIGETOA/BTEU/BDM stand of One Company One Policy i.e. Parity in Pay, Perks and Pension i.e. if the currently applicable 7th CPC benefits are being extended to those governed by CDA scales, the 3rd PRC benefits also need to be extended to the employees of BSNL governed by IDA scales for parity.
5] Internal Managerial Hierarchy, Promotions and Career Progression
BDM demanded creation of a strong internal managerial hierarchy, timely promotions, settlement of seniority disputes, revision of NEPP and extension of notional promotions to eligible PwBD executives.
Management informed:
a] AIGETOA’s Proposal for creation of an Internal Managerial Hierarchy has been accepted.
b] A committee has been constituted for review of NEPP as per demand of BTEU.
c] Promotion and career progression-related matters shall be examined and expeditiously resolved through the HR Committee.
d] HR structure and managerial framework will also be reviewed.
e] The review DPC of the PWBD Candidates shall be expedited.
6] Scrapping of SET Recruitment Process
BDM reiterated its demand for withdrawal of the SET Recruitment Process due to its adverse impact on internal career progression and employee morale.
No specific commitment was conveyed by Management on this issue and instead advised to take up the matter with DoT as the Recruitment has been notified under exclusive mandate of DoT. We contended that Similar type of exclusive mandate has been given on the issue of promotions also but management has been citing legal issues for delay. Why the same legal issue has not been explained by them to DoT. We informed that this matter is also subjudice as the court case has been filed by Team AIGETOA on the matter. We categorically stated that it’s a non-negotiable issue for us and the earlier assurance of the management will have to be fulfilled. We accordingly told management to convey the resentment of executives of BSNL to DoT. Our categorical demand is to stop this SET recruitment immediately else promote all the JTOs/JAOs/SDEs/AOs and place them above the SETs to be recruited.
7] Submission of Pending Committee Reports
BDM strongly demanded submission and implementation of all pending Committee Reports.
Management informed that a Holistic HR Committee has been reconstituted to examine major HR issues including and they will be submitting the reports expeditiously:
a) Enhancement of Superannuation Benefit
b) Revision of TA/DA
c) Medical Facilities
d) IDA Related Matters
8] Withdrawal of Charge Sheets Issued to Chennai Telecom Circle Office Bearers
BDM strongly opposed disciplinary action against association representatives.
Management agreed to review the matter positively and informed that necessary action for withdrawal shall be initiated immediately.
9] Lifting Ban on Compassionate Ground Appointments
BDM demanded lifting of the ban on Compassionate Ground Appointments.
No specific commitment emerged during the discussions.
Transfer Policy Related Issues
Apart from the Charter of Demands, BDM raised several transfer-related grievances and policy deviations. The details are placed in the sheet attached herewith.
a] Rule-8 and Rule-9 Cases and addressing of the issues arising out of Surplus and Deficit Circle criteria:
Management informed that processing of Rule-9 requests under Rule-8 framework has been moved to an online system for greater transparency and expeditious disposal. It was informed that modified transfer policy shall now be looked onto by DoT and they have constituted a committee for the same. However, Management agreed to incorporate provisions to address the issues arising out of the Surplus and Deficit Circle criteria for the genuine and merit worthy cases especially wrt medical and spouse grounds for Rule 8 and Rule 9 cases pertaining to JTOs/JAOs/JEs etc. For the Special LICE JTOs, initially management denied to extend any relief but later on our insistence agreed to re-examine the issue.
b] LICE for JE to JTO
Management agreed to conduct all the pending LICE for JE to JTO.
BSNL Viability Related Issues
1] Appointment of Regular CMD
BDM demanded immediate appointment of a regular CMD for BSNL.
Management informed that the matter is presently under consideration at DoT level and the submissions of BDM has been taken note of by Hon’ble Minister. Accordingly, BDM will pursue the same at appropriate levels.
2] Promotion of BSNL 4G Services
BDM demanded mandatory use of BSNL services by Government Departments, PSUs and organizations wherever telecom reimbursement from Govt exchequer is provided.
Management stated that the indigenous 4G rollout is progressing rapidly and the matter requires further discussion with DoT and the Government. Accordingly, BDM will pursue the same at appropriate levels.
3] White Paper on BCG Exercise
BDM sought transparency regarding the BCG organizational transformation exercise. It was agreed to share the details to the extent rules permit.
4] Implementation of COPU Recommendations
Management informed that recommendations of the Committee on Public Undertakings (COPU) wrt HR issues have been examined and is being tried to be implemented based on feasibility. We requested for incorporating the recommendations w.r.t operations also.
5] Mobile Handsets for Non-Executives and JEs
BDM demanded provision of mobile handsets and reimbursement facilities to non-executive field staff. Matter was agreed to be re-examined.
6] Conversion of SPS fund to NPS:
It was informed that the aforesaid proposal has been rejected by management committee of the board citing that both the schemes can not co-exist. We expressed surprise on the decision of management which in fact would have saved lots of money for BSNL. We gave specific examples of PSU where the conversion from SAB to NPS has been implemented on optional basis and stated there is no point in denying the same facility to BSNL employees. We also stated that BDM favours NPS over SPS fund and requested to submit the proposal again. Management agreed to re-examine the matter.
While BDM acknowledges the positive approach shown by the Management during the discussions and appreciates the willingness displayed to address several long-pending issues, it was categorically conveyed that employees are now looking for implementation and not merely assurances.
BDM pointed out that similar commitments have been extended on several occasions in the past; however, many crucial HR and organizational issues continue to remain unresolved. The workforce expects concrete action in the form of orders, implementation schedules and visible outcomes.
The success of the discussions will therefore be judged solely on the basis of actual resolution of issues and not on assurances alone.
BDM shall closely monitor progress on all commitments made during the meeting and continue its efforts at all levels till the legitimate demands of BSNL employees and pensioners are fully resolved.
We inform one and all that things have moved in a positive manner but they have not been resolved yet. The final resolution depends on the level of support and unity which we exercise.
Hence all CHQ, Circle and District Office Bearers of constituent BDM are requested to remain fully prepared and continue the organizational mobilization so that future programmes can be implemented effectively.
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#ChaloDelhiMahaDharna #3rdPRCNow #ScrapSETRecruitment #E2E3PayScales #PayParity #PensionRevision #BSNLViability #BDM #BMS #Implement3rdPRC #WaiveAffordabilityClause #E2E3PayScales #30PercentSAB #ResolvePayLossIssues #Update1996TADARules #OneCompanyOnePolicy #EndDeputationDisparity #InternalManagementHierarchy #PromotionsNow #TimelyExecutivePromotions #StopDiscriminatorySET #SubmitHRCommitteeReports #RegularCMDforBSNL #EndAdhocBSNLLeadership #MandateSwadeshi4G #GovtOrgsUseBSNL #PublishBCGWhitePaper #ImplementCOPURecommendations #MobileHandsetsForNonExecutives
#DelinkPensionRevision #PensionParityWithCentralGovt
#BDM #AIGETOA #OneCompanyOnePolicy #HRJustice #DelhiDeclaration
#TogetherWeWillAchieve
@PMOIndia
@JM_Scindia
@PemmasaniOnX
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@DoT_India
@CMDBSNL
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@GSAIGETOA
@gsbteubsnl
![aigetoachq's tweet photo. Detailed Update on Meeting with BSNL Management on the Charter of Demands Submitted by Bharatiya Doorsanchar Manch (BDM) held on 05.06.2026
The meeting convened by Director (HR), BSNL on 05.06.2026 in response to the Organizational Action Programme notice served by Bharatiya Doorsanchar Manch (BDM) was held at the Board Room of BSNL Corporate Office. The meeting commenced at 5:00 PM and continued till around 8:15 PM.
The meeting was chaired by Director (HR) and attended by PGM (Pers), PGM (Estt), PGM (Legal) and representatives of the constituent organizations of Bharatiya Doorsanchar Manch.
At the outset, Director (HR) opened the meeting with emphasis on spirit of togetherness in the interest of BSNL and expressed that Management as well as DoT including the Hon’ble Minister are considerate to the demands raised by BDM.
BDM Representative highlighted that the organizational action programmes were announced only after prolonged inaction on various HR and BSNL viability-related issues despite repeated assurances from the Management. BDM emphasized that employees have shown patience and restraint for a considerable period, but the continued delay in resolution of long-pending issues has led to widespread disappointment and frustration among the workforce.
Thereafter, all issues contained in the Charter of Demands submitted by BDM were discussed in detail. Management side apprised us that during the HR review meeting by Minister, the discussion was mainly focused on the agenda points submitted by BDM and Hon’ble Minister has been kind enough to extend categorical directions on some of the issues and informed us about the developments. Apart from the charter of demands, several concerns relating to transfer policy deviations, Rule 8 and Rule 9 cases, individual grievances, policy inconsistencies, non-consideration of genuine hardship cases, and variations in implementation across circles were also deliberated upon extensively.
The issue-wise outcome of the discussions is summarized below:
1] Implementation of 3rd PRC by Granting Waiver of Affordability Clause
BDM strongly demanded implementation of the 3rd Pay Revision Committee recommendations for BSNL employees by granting waiver of the affordability clause, considering BSNL’s strategic role in national telecom development, indigenous 4G/5G deployment and fulfilment of various social obligations.
Management informed that the matter is presently under consideration at DoT/MoC level and BSNL is actively pursuing the issue with the concerned authorities. It was informed that as desired by Hon’ble Minister, a status-note on 3rd PRC including the financial implication has been prepared and submitted to DoT. It was highlighted that the status note contains the recommendation for consideration with strong emphasis on AIGETOA/BDM stand of One Company One Policy: Parity in Pay, Perks and Pension i.e. if the currently applicable 7th CPC benefits are being extended to those governed by CDA scales, the 3rd PRC benefits also need to be extended to the employees of BSNL governed by IDA scales for parity.
2] Delinking of Pension Revision from Profitability of BSNL/MTNL
BDM demanded pension revision for BSNL/MTNL pensioners at par with Central Government pensioners and implementation of the relevant judicial pronouncements (Hon’ble PBCAT judgment).
Management stated that pension-related matters fall within the jurisdiction of DoT and the issue continues to be pursued at the appropriate level.
3] Settlement of Residual 2nd PRC Issues*
BDM reiterated the demand for immediate settlement of all residual issues pending since 01.01.2007.
a) Standard Pay Scales (E2 & E3)
Management informed that the issue remains under consideration with DoT. Earlier stand of DoT was that matter is closed. However, now directions have been given for re-examining the matter and concerned section of DoT has started working on the same. It was also informed that as agreed earlier, our submissions and the documents submitted by us has been forwarded to DoT. It was informed that DoT is revisiting the matter with a holistic view with an intent to extend positive relief.
b) Full 30% Superannuation Benefit
Management conveyed that during the review meeting with Minister, enhancement of Superannuation Benefit has received positive consideration and will be examined further through the committee mechanism. The committee has been directed to recommend on enhancement of SAB Contribution without any further delay.
c) Post Retirement Medical Benefit (PRMB)
Management side stated that existing mechanism of BSNLMRS takes care of this issue. We contended that as of now, BSNLMRS appears to be a better mechanism but is not secured for future. We stated the example of Gratuity Trust, Leave Encashment Trust and stated that during the toughest days of BSNL, if such trust would not have been in place, the retirement benefits of the employees retiring in those days would have suffered immensely. The same problem for BSNL recruits who are not covered by CGHS scheme could not be ruled out in case of liquidity crunch for BSNL. A PRMB trust would keep BSNL Recruits secure in future. It was agreed that issue will be examined once again vis-à-vis the existing mechanism in light of the contentions raised by BDM.
d) Pay Loss of Rs. 22,820
It was informed that the currently the matter is subjudice. Management side also informed that multiple litigants have filed the cases and in almost all cases, the decision has been extended in favour of BSNL. We stated that appeal has been filed in Hon’ble High Court Delhi and the same has been admitted also. Hon’ble High Court in its order of March 2025, has categorically upheld the contention of AIGETOA that the issue is not of Fitment benefit but instead it’s a case of pay-fixation. We requested committee to examine in that perspective. It was agreed to be examined by the committee formed for the purpose and submit the report expeditiously.
e) JE Period Pay Loss Issues
Management agreed to review the matter but stated that it’s a very old issue. However, during discussion, it was established by BDM that there is a definite pay loss and need for additional increments even going by the existing ruling of BSNL. Management also acknowledged this fact and assured to look into the matter in a best possible way.
f) Five Additional Increments for BSNL Recruited JTOs/JAOs/JEs
PGM (Estt) informed that the HR Committee will examine the matter with a holistic view.
g) Revision of TA/DA and Transport Allowance
Management informed that the issue has been included in the mandate of the newly constituted Committee and efforts shall be made to conclude the matter in the shortest possible time as per the directions given by Hon’ble Minister.
h) Unfreezing of Medical Reimbursement
Management agreed that the issue will be examined along with other medical-related matters through the committee.
4] One Company – One Policy (Removal of Parity)
BDM strongly raised the issue of disparity in pay, perks and promotional avenues between regular BSNL employees and officers on deemed deputation.
Management agreed with the principle of “One Company – One Policy” and assured that the examination of the matter in the larger HR committee framework. It was informed that as desired by Hon’ble Minister, a status-note on 3rd PRC including the financial implication has been prepared and submitted to DoT. It was highlighted that the status note contains the recommendation for consideration with strong emphasis on AIGETOA/BTEU/BDM stand of One Company One Policy i.e. Parity in Pay, Perks and Pension i.e. if the currently applicable 7th CPC benefits are being extended to those governed by CDA scales, the 3rd PRC benefits also need to be extended to the employees of BSNL governed by IDA scales for parity.
5] Internal Managerial Hierarchy, Promotions and Career Progression
BDM demanded creation of a strong internal managerial hierarchy, timely promotions, settlement of seniority disputes, revision of NEPP and extension of notional promotions to eligible PwBD executives.
Management informed:
a] AIGETOA’s Proposal for creation of an Internal Managerial Hierarchy has been accepted.
b] A committee has been constituted for review of NEPP as per demand of BTEU.
c] Promotion and career progression-related matters shall be examined and expeditiously resolved through the HR Committee.
d] HR structure and managerial framework will also be reviewed.
e] The review DPC of the PWBD Candidates shall be expedited.
6] Scrapping of SET Recruitment Process
BDM reiterated its demand for withdrawal of the SET Recruitment Process due to its adverse impact on internal career progression and employee morale.
No specific commitment was conveyed by Management on this issue and instead advised to take up the matter with DoT as the Recruitment has been notified under exclusive mandate of DoT. We contended that Similar type of exclusive mandate has been given on the issue of promotions also but management has been citing legal issues for delay. Why the same legal issue has not been explained by them to DoT. We informed that this matter is also subjudice as the court case has been filed by Team AIGETOA on the matter. We categorically stated that it’s a non-negotiable issue for us and the earlier assurance of the management will have to be fulfilled. We accordingly told management to convey the resentment of executives of BSNL to DoT. Our categorical demand is to stop this SET recruitment immediately else promote all the JTOs/JAOs/SDEs/AOs and place them above the SETs to be recruited.
7] Submission of Pending Committee Reports
BDM strongly demanded submission and implementation of all pending Committee Reports.
Management informed that a Holistic HR Committee has been reconstituted to examine major HR issues including and they will be submitting the reports expeditiously:
a) Enhancement of Superannuation Benefit
b) Revision of TA/DA
c) Medical Facilities
d) IDA Related Matters
8] Withdrawal of Charge Sheets Issued to Chennai Telecom Circle Office Bearers
BDM strongly opposed disciplinary action against association representatives.
Management agreed to review the matter positively and informed that necessary action for withdrawal shall be initiated immediately.
9] Lifting Ban on Compassionate Ground Appointments
BDM demanded lifting of the ban on Compassionate Ground Appointments.
No specific commitment emerged during the discussions.
Transfer Policy Related Issues
Apart from the Charter of Demands, BDM raised several transfer-related grievances and policy deviations. The details are placed in the sheet attached herewith.
a] Rule-8 and Rule-9 Cases and addressing of the issues arising out of Surplus and Deficit Circle criteria:
Management informed that processing of Rule-9 requests under Rule-8 framework has been moved to an online system for greater transparency and expeditious disposal. It was informed that modified transfer policy shall now be looked onto by DoT and they have constituted a committee for the same. However, Management agreed to incorporate provisions to address the issues arising out of the Surplus and Deficit Circle criteria for the genuine and merit worthy cases especially wrt medical and spouse grounds for Rule 8 and Rule 9 cases pertaining to JTOs/JAOs/JEs etc. For the Special LICE JTOs, initially management denied to extend any relief but later on our insistence agreed to re-examine the issue.
b] LICE for JE to JTO
Management agreed to conduct all the pending LICE for JE to JTO.
BSNL Viability Related Issues
1] Appointment of Regular CMD
BDM demanded immediate appointment of a regular CMD for BSNL.
Management informed that the matter is presently under consideration at DoT level and the submissions of BDM has been taken note of by Hon’ble Minister. Accordingly, BDM will pursue the same at appropriate levels.
2] Promotion of BSNL 4G Services
BDM demanded mandatory use of BSNL services by Government Departments, PSUs and organizations wherever telecom reimbursement from Govt exchequer is provided.
Management stated that the indigenous 4G rollout is progressing rapidly and the matter requires further discussion with DoT and the Government. Accordingly, BDM will pursue the same at appropriate levels.
3] White Paper on BCG Exercise
BDM sought transparency regarding the BCG organizational transformation exercise. It was agreed to share the details to the extent rules permit.
4] Implementation of COPU Recommendations
Management informed that recommendations of the Committee on Public Undertakings (COPU) wrt HR issues have been examined and is being tried to be implemented based on feasibility. We requested for incorporating the recommendations w.r.t operations also.
5] Mobile Handsets for Non-Executives and JEs
BDM demanded provision of mobile handsets and reimbursement facilities to non-executive field staff. Matter was agreed to be re-examined.
6] Conversion of SPS fund to NPS:
It was informed that the aforesaid proposal has been rejected by management committee of the board citing that both the schemes can not co-exist. We expressed surprise on the decision of management which in fact would have saved lots of money for BSNL. We gave specific examples of PSU where the conversion from SAB to NPS has been implemented on optional basis and stated there is no point in denying the same facility to BSNL employees. We also stated that BDM favours NPS over SPS fund and requested to submit the proposal again. Management agreed to re-examine the matter.
While BDM acknowledges the positive approach shown by the Management during the discussions and appreciates the willingness displayed to address several long-pending issues, it was categorically conveyed that employees are now looking for implementation and not merely assurances.
BDM pointed out that similar commitments have been extended on several occasions in the past; however, many crucial HR and organizational issues continue to remain unresolved. The workforce expects concrete action in the form of orders, implementation schedules and visible outcomes.
The success of the discussions will therefore be judged solely on the basis of actual resolution of issues and not on assurances alone.
BDM shall closely monitor progress on all commitments made during the meeting and continue its efforts at all levels till the legitimate demands of BSNL employees and pensioners are fully resolved.
We inform one and all that things have moved in a positive manner but they have not been resolved yet. The final resolution depends on the level of support and unity which we exercise.
Hence all CHQ, Circle and District Office Bearers of constituent BDM are requested to remain fully prepared and continue the organizational mobilization so that future programmes can be implemented effectively.
https://t.co/tKnvDzhMke
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#DelinkPensionRevision #PensionParityWithCentralGovt
#BDM #AIGETOA #OneCompanyOnePolicy #HRJustice #DelhiDeclaration
#TogetherWeWillAchieve
@PMOIndia
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@gsbteubsnl](https://pbs.twimg.com/media/HKRMKGdboAEW8fH.jpg)
BDM serves notice for the “Organizational Action Programs” in view of non-resolution of the crucial issues related to BSNL Revival and Survival leading to the complete frustration in the employees and continuous breach of trust in resolving the long pending HR issues despite firm assurance by BSNL :
Bharatiya Doorsanchar Manch (BDM) serves notice for the “Organizational Action Programs” in view of non-resolution of the crucial issues related to BSNL Revival and Survival leading to the complete frustration in the employees and continuous breach of trust in resolving the long pending HR issues despite firm assurance by BSNL.
Click here for the Notice
https://t.co/FV4SWQX4uU
We extend our sincere thanks all the constituents of Bharatiya Doorsanchar Manch (BDM) for standing United and specially Sh R K Gupta General Secretary, DEWAB who accepted to join the movement to strengthen it further. Now, DEWAB is also the part of Bharatiya Doorsanchar Manch (BDM)._ BDM calls upon all associations, unions and every BSNL employee to unite and actively participate in this action program. It’s time to stand together and force resolution of long-pending HR issues that have denied us our rightful dues. Let’s make our voice heard - Together.
DEMANDS:
1] Implementation of 3rd Pay Revision Committee (3rd PRC) recommendations for BSNL employees by waiving off the affordability clause , in view of BSNL’s status as a Strategic PSU involved in fulfilling the various social/telecom objectives of government and its pivotal role in the “Make in India” initiative for Swadeshi 4G/5G technology development. BSNL has been serving the nation with pride and its employees have dedicated itself to the cause of nation by serving to the remotest and farthest corners of the nation. Be it national calamity, be it Geo Political Situation, be it National Emergency, BSNL employees have always worked with “Nation First Policy”. Moreover, the policy making and execution for BSNL has been handled by government mostly through the officers on deputation from DoT and hence loss or profit for BSNL has never been entirely into the hands of its internal employees.
In view of the unique position of BSNL as the flag bearer of the Atmanirbhar Bharat in Telecom initiative and its involvement in nation building process through various social and strategic responsibilities, the affordability clause must be waived for BSNL as has been granted to other PSUs which have been formed for special purposes. BSNL board has already recommended and written to DoT for implementation of 3rd PRC.
Hence we demand for granting the waiver of affordability clause for implementation of 3rd PRC in BSNL by considering it as a PSU formed to perform a specific agenda instead of examining the same under the lenses of profit/loss.
2] Delinking of Pension Revision with Profitability of BSNL/MTNL. We demand for Pension Revision of BSNL/MTNL Pensioners at par with Central Government Pensioners and implementation of Hon’ble PBCAT judgement. Once the employee of BSNL/MTNL superannuates from the department, they draw the pension from consolidated fund of India and hence do not have any linkage with profit and loss of the PSU. Hence the Pension Revision must be delinked with the Profitability of BSNL/MTNL.
3] Settlement of all residual issues of the 2nd PRC pending since 01.01.2007 viz issuance of revised Presidential Order for E2/E3 pay scales for JTO/JAO/SDE/AO equivalent grades, Full 30% defined contribution towards Superannuation Benefit, creation of the mandatory Post-Retirement Medical Benefit Fund (PRMB), settlement of pay-loss issues of JTOs/JAOs recruited/promoted post 1.1.2007 (22820, JE Period Pay Loss), extension of 5 additional Increments to BSNL Recruited JTOs/JAOs and JEs, Revision of 1996 TA/DA/Transport rules to current market rates, Unfreezing of Medical Reimbursement being frozen at 2020 DA rates during Covid-19 period. These issues have minimum financial implication and still they have been kept pending. Many committees have been formed for the purpose but the reports have been kept pending for more than one year. We demand for implementation of the same.
4] Implementation of “One Company – One Policy: Parity in Pay, Perks and Promotions between Regular Employees of BSNL/MTNL vis-à-vis the employees on deputation from outside”.
Both, the Officers on Deemed Deputation to BSNL and the Internal Regular Employees of BSNL draw the salary and Perks from the Same Revenue Account of BSNL. While Officers on deemed deputation to BSNL are getting all the benefits of 7th CPC (Poised to get 8th CPC), the regular absorbed/recruited employees of BSNL are being strictly denied even the basic entitlements in the name of affordability.
There cannot be differential yardsticks for two different groups present in the same company. If affordable, it is for all, if non-affordable, it is for all. Hence we demand for Implementation of One Company: One Policy for BSNL i.e. equal treatment for all.
5] Creation of an internal management hierarchy through timely promotions across all streams and cadres, Promotions for all eligible executives, settlement of all pending seniority disputes in line with DoP&T guidelines and immediate issuance of all pending promotion orders, revision of NEPP and extension of applicable notional promotions to PWBD employees.
BSNL has been governed by the officers on deputation from DoT for all these 25 years. One of the root cause of the set back of the company is absence of an internal management hierarchy for BSNL despite presence of a large number of technically and professionally qualified executives recruited/absorbed by BSNL.
It’s high time that management of BSNL must now be governed by the internal regular employees and hence we demand for creation of Internal Managerial hierarchy and timely promotions for all eligible.
6] Immediate scrapping of the SET Recruitment Process, which is viewed as an affront to the qualified and experienced workforce of BSNL. BSNL has chosen to recruit fresher’s with same qualification and zero experience and place them above similarly or even greater qualified experienced executives. This is a huge injustice to the experience, commitment and qualification of the internal executives.
Hence we demand the scrapping of the SET Recruitment Process which is extremely discriminatory in nature.
7] Immediate Submission of recommendations of all the pending Committee Reports on HR issues in line with the assurances made to AIGETOA & Bharatiya Doorsanchar Manch (BDM) and fixation of responsibility for unnecessary delay in submission of these Reports.
8] Withdrawal of the charge-sheet issued to the Association Office bearers of Chennai Telecom Circle.
9] Lifting ban on Compassionate Ground Appointments in BSNL.
BSNL viability related Demands/Suggestions
1] Posting of a Regular CMD in BSNL/MTNL to ensure continuity in implementation of various decisions, projects and government telecom initiatives, particularly those related to Atmanirbhar Bharat in Telecom.
2] Immediate Steps to ensure mandatory use of Swadeshi 4G Service provided by BSNL for all the Government organizations and PSUs including its employees wherever the reimbursement is made by the company/organization against the use of Telecom Services.
3] Publishing of a white Paper on the outcome of the Consultant “BCG (Boston Consulting Group)” appointed for Organization Transformation in Strategic Area vis-à-vis the expenditure made including the details of additional resources provided like Office Space, electricity etc. for their day to day working, detailed experience profile of the resources deployed in BSNL.
4] Implementation of the recommendations given by the Committee of Public undertakings (COPU) in its 6th Report for BSNL dated 18th December 2024 submitted to the 18th Lok Sabha and implementation of one company-one policy by ending the disparity between regular employees of BSNL vis-à-vis the employees on deputation.
5] All the Non-Executives must be extended with mobile handsets to enable proper handling of faults and service requirements. Many JEs have been entrusted with similar responsibilities to that of JTOs and hence they must also be extended with reimbursement of Mobile Handsets.
PROGRAMS & SCHEDULE:
9th June 2026 - X (Twitter) Campaign on “Implementation of 3rd PRC in BSNL”
16th June to 23rd June 2026 - Signature Campaign through https://t.co/LeInPIv6F9 and submission of Signatures in support of the BDM call for action Programs.
25th June 2026 - Lunch Hour Demonstration at CHQ/Circle/District Headquarters.
26th June to 10th July 2026 - Submission of Memorandums by Employees through Postal Media & Online Portal to Hon’ble Prime Minister, Hon’ble Minister for Communications, Hon’ble Minister of State for Communications, Hon’ble Secretary DoT and CMD BSNL & Submission of Memorandum to Hon’ble Governors of the State, Hon’ble MPs of the Area, Hon’ble Ministers and District Collectors of the Area by the respective CSs/DSs.
10th July 2026 - X (Twitter) Campaign on extension of Standard Pay Scales of E2 and E3 and issuance of revised Presidential orders iro JTO/JAO/Equivalent and SDE/AO/Equivalent grades.
15th July 2026 -Press and Media Meet highlighting the grave injustice being faced by the employees of BSNL and the necessity of the action programs by the Bharatiya Doorsanchar Manch
22nd July 2026 -One-day Mass Leave by all Employees in support of the demands.
24th July 2026 - X (Twitter) Campaign on One Company- One Policy: Parity in Pay, Perks and Promotions between Internal employees of BSNL vis-à-vis the employees on deputation from outside.
3rd & 4th Aug 2026 - Day Long Hunger Fast by CHQ office Bearers and other volunteers at BSNL Corporate Office.
5th August 2026 - “Chalo Delhi”: Maha-Dharna by employees/pensioners of BSNL/MTNL across India at Jantar-Mantar Delhi followed by Parliament March in the presence of Central leadership of Bharatiya Mazdoor Sangh.
#RegularCMDforBSNL #OneCompanyOnePolicy #E2E3PayScales #DelinkPensionRevision #MandateSwadeshi4G #ScrapSETRecruitment #AIGETOA #BDM #BMS #HRJustice #NationFirstPolicy #ImplementCOPU #BCGWhitePaper #MandateSwadeshi4G #RegularCMDforBSNL #30PercentSAB #Implement3rdPRC #BDMAgitationNotice #DelhiChalo2026 #MahaDharna
https://t.co/66gJGcY9XQ
@PMOIndia
@JM_Scindia
@PemmasaniOnX
@DrJitendraSingh
@DoT_India
@CMDBSNL
@BDM_BSNL
@BSNLCorporate
@BMSkendra
@BmsBojji
@ETTelecom
@GSAIGETOA
@gsbteubsnl
@MuntazirAbbas
@kumar3_ashutosh
![aigetoachq's tweet photo. BDM serves notice for the “Organizational Action Programs” in view of non-resolution of the crucial issues related to BSNL Revival and Survival leading to the complete frustration in the employees and continuous breach of trust in resolving the long pending HR issues despite firm assurance by BSNL :
Bharatiya Doorsanchar Manch (BDM) serves notice for the “Organizational Action Programs” in view of non-resolution of the crucial issues related to BSNL Revival and Survival leading to the complete frustration in the employees and continuous breach of trust in resolving the long pending HR issues despite firm assurance by BSNL.
Click here for the Notice
https://t.co/FV4SWQX4uU
We extend our sincere thanks all the constituents of Bharatiya Doorsanchar Manch (BDM) for standing United and specially Sh R K Gupta General Secretary, DEWAB who accepted to join the movement to strengthen it further. Now, DEWAB is also the part of Bharatiya Doorsanchar Manch (BDM)._ BDM calls upon all associations, unions and every BSNL employee to unite and actively participate in this action program. It’s time to stand together and force resolution of long-pending HR issues that have denied us our rightful dues. Let’s make our voice heard - Together.
DEMANDS:
1] Implementation of 3rd Pay Revision Committee (3rd PRC) recommendations for BSNL employees by waiving off the affordability clause , in view of BSNL’s status as a Strategic PSU involved in fulfilling the various social/telecom objectives of government and its pivotal role in the “Make in India” initiative for Swadeshi 4G/5G technology development. BSNL has been serving the nation with pride and its employees have dedicated itself to the cause of nation by serving to the remotest and farthest corners of the nation. Be it national calamity, be it Geo Political Situation, be it National Emergency, BSNL employees have always worked with “Nation First Policy”. Moreover, the policy making and execution for BSNL has been handled by government mostly through the officers on deputation from DoT and hence loss or profit for BSNL has never been entirely into the hands of its internal employees.
In view of the unique position of BSNL as the flag bearer of the Atmanirbhar Bharat in Telecom initiative and its involvement in nation building process through various social and strategic responsibilities, the affordability clause must be waived for BSNL as has been granted to other PSUs which have been formed for special purposes. BSNL board has already recommended and written to DoT for implementation of 3rd PRC.
Hence we demand for granting the waiver of affordability clause for implementation of 3rd PRC in BSNL by considering it as a PSU formed to perform a specific agenda instead of examining the same under the lenses of profit/loss.
2] Delinking of Pension Revision with Profitability of BSNL/MTNL. We demand for Pension Revision of BSNL/MTNL Pensioners at par with Central Government Pensioners and implementation of Hon’ble PBCAT judgement. Once the employee of BSNL/MTNL superannuates from the department, they draw the pension from consolidated fund of India and hence do not have any linkage with profit and loss of the PSU. Hence the Pension Revision must be delinked with the Profitability of BSNL/MTNL.
3] Settlement of all residual issues of the 2nd PRC pending since 01.01.2007 viz issuance of revised Presidential Order for E2/E3 pay scales for JTO/JAO/SDE/AO equivalent grades, Full 30% defined contribution towards Superannuation Benefit, creation of the mandatory Post-Retirement Medical Benefit Fund (PRMB), settlement of pay-loss issues of JTOs/JAOs recruited/promoted post 1.1.2007 (22820, JE Period Pay Loss), extension of 5 additional Increments to BSNL Recruited JTOs/JAOs and JEs, Revision of 1996 TA/DA/Transport rules to current market rates, Unfreezing of Medical Reimbursement being frozen at 2020 DA rates during Covid-19 period. These issues have minimum financial implication and still they have been kept pending. Many committees have been formed for the purpose but the reports have been kept pending for more than one year. We demand for implementation of the same.
4] Implementation of “One Company – One Policy: Parity in Pay, Perks and Promotions between Regular Employees of BSNL/MTNL vis-à-vis the employees on deputation from outside”.
Both, the Officers on Deemed Deputation to BSNL and the Internal Regular Employees of BSNL draw the salary and Perks from the Same Revenue Account of BSNL. While Officers on deemed deputation to BSNL are getting all the benefits of 7th CPC (Poised to get 8th CPC), the regular absorbed/recruited employees of BSNL are being strictly denied even the basic entitlements in the name of affordability.
There cannot be differential yardsticks for two different groups present in the same company. If affordable, it is for all, if non-affordable, it is for all. Hence we demand for Implementation of One Company: One Policy for BSNL i.e. equal treatment for all.
5] Creation of an internal management hierarchy through timely promotions across all streams and cadres, Promotions for all eligible executives, settlement of all pending seniority disputes in line with DoP&T guidelines and immediate issuance of all pending promotion orders, revision of NEPP and extension of applicable notional promotions to PWBD employees.
BSNL has been governed by the officers on deputation from DoT for all these 25 years. One of the root cause of the set back of the company is absence of an internal management hierarchy for BSNL despite presence of a large number of technically and professionally qualified executives recruited/absorbed by BSNL.
It’s high time that management of BSNL must now be governed by the internal regular employees and hence we demand for creation of Internal Managerial hierarchy and timely promotions for all eligible.
6] Immediate scrapping of the SET Recruitment Process, which is viewed as an affront to the qualified and experienced workforce of BSNL. BSNL has chosen to recruit fresher’s with same qualification and zero experience and place them above similarly or even greater qualified experienced executives. This is a huge injustice to the experience, commitment and qualification of the internal executives.
Hence we demand the scrapping of the SET Recruitment Process which is extremely discriminatory in nature.
7] Immediate Submission of recommendations of all the pending Committee Reports on HR issues in line with the assurances made to AIGETOA & Bharatiya Doorsanchar Manch (BDM) and fixation of responsibility for unnecessary delay in submission of these Reports.
8] Withdrawal of the charge-sheet issued to the Association Office bearers of Chennai Telecom Circle.
9] Lifting ban on Compassionate Ground Appointments in BSNL.
BSNL viability related Demands/Suggestions
1] Posting of a Regular CMD in BSNL/MTNL to ensure continuity in implementation of various decisions, projects and government telecom initiatives, particularly those related to Atmanirbhar Bharat in Telecom.
2] Immediate Steps to ensure mandatory use of Swadeshi 4G Service provided by BSNL for all the Government organizations and PSUs including its employees wherever the reimbursement is made by the company/organization against the use of Telecom Services.
3] Publishing of a white Paper on the outcome of the Consultant “BCG (Boston Consulting Group)” appointed for Organization Transformation in Strategic Area vis-à-vis the expenditure made including the details of additional resources provided like Office Space, electricity etc. for their day to day working, detailed experience profile of the resources deployed in BSNL.
4] Implementation of the recommendations given by the Committee of Public undertakings (COPU) in its 6th Report for BSNL dated 18th December 2024 submitted to the 18th Lok Sabha and implementation of one company-one policy by ending the disparity between regular employees of BSNL vis-à-vis the employees on deputation.
5] All the Non-Executives must be extended with mobile handsets to enable proper handling of faults and service requirements. Many JEs have been entrusted with similar responsibilities to that of JTOs and hence they must also be extended with reimbursement of Mobile Handsets.
PROGRAMS & SCHEDULE:
9th June 2026 - X (Twitter) Campaign on “Implementation of 3rd PRC in BSNL”
16th June to 23rd June 2026 - Signature Campaign through https://t.co/LeInPIv6F9 and submission of Signatures in support of the BDM call for action Programs.
25th June 2026 - Lunch Hour Demonstration at CHQ/Circle/District Headquarters.
26th June to 10th July 2026 - Submission of Memorandums by Employees through Postal Media & Online Portal to Hon’ble Prime Minister, Hon’ble Minister for Communications, Hon’ble Minister of State for Communications, Hon’ble Secretary DoT and CMD BSNL & Submission of Memorandum to Hon’ble Governors of the State, Hon’ble MPs of the Area, Hon’ble Ministers and District Collectors of the Area by the respective CSs/DSs.
10th July 2026 - X (Twitter) Campaign on extension of Standard Pay Scales of E2 and E3 and issuance of revised Presidential orders iro JTO/JAO/Equivalent and SDE/AO/Equivalent grades.
15th July 2026 -Press and Media Meet highlighting the grave injustice being faced by the employees of BSNL and the necessity of the action programs by the Bharatiya Doorsanchar Manch
22nd July 2026 -One-day Mass Leave by all Employees in support of the demands.
24th July 2026 - X (Twitter) Campaign on One Company- One Policy: Parity in Pay, Perks and Promotions between Internal employees of BSNL vis-à-vis the employees on deputation from outside.
3rd & 4th Aug 2026 - Day Long Hunger Fast by CHQ office Bearers and other volunteers at BSNL Corporate Office.
5th August 2026 - “Chalo Delhi”: Maha-Dharna by employees/pensioners of BSNL/MTNL across India at Jantar-Mantar Delhi followed by Parliament March in the presence of Central leadership of Bharatiya Mazdoor Sangh.
#RegularCMDforBSNL #OneCompanyOnePolicy #E2E3PayScales #DelinkPensionRevision #MandateSwadeshi4G #ScrapSETRecruitment #AIGETOA #BDM #BMS #HRJustice #NationFirstPolicy #ImplementCOPU #BCGWhitePaper #MandateSwadeshi4G #RegularCMDforBSNL #30PercentSAB #Implement3rdPRC #BDMAgitationNotice #DelhiChalo2026 #MahaDharna
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@PMOIndia
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@DoT_India
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@kumar3_ashutosh](https://pbs.twimg.com/media/HJLjuxfbgAA6iMP.jpg)
@sknatesan @KapilSibal After hundreds got killed in J and K it was imposed Governor rule after BJP PDP alliance broke.
After hundreds got killed in BJP ruled states of Manipur where women was raped, paraded naked them suddenly Governor rule imposed after some years....
@acharyaveda_ Did every citizen get 15,00,000 rupees after bringing black money from abroad?
No.
100 Smart Cities built.
No.
12 years multiplied by 2 crores jobs per year.....24 crore jobs created.....
No.
All Jhumla. Above also Jhumla.
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