Rule-8 Policy Guideline for NE-II Circle by CGMT, NE-II Circle

The letter 1The letter 1

The letter 2The letter 2

AIGETOA CWC at Kolkata on 6th & 7th Feb 2011

AIGETOA submits the resolutions taken by the CWC in regard to the various pending issues in the Central Executives Meet at Kolkata on 6th and 7th Feb 2011 to CMD BSNL Shri Gopal Das.

THE RESOLUTION:

AIGETOA CHQ conducted its Central Executive body meeting on 6^th and 7^th Feb 2011 at Kolkata where all the Circles and CHQ representatives of AIGETOA were present from every nook and corner of India. Representatives of the association were on one side seriously concerned about the present health of the company and committed to put their whole-hearted effort towards uplifting BSNL and recreating the trust and confidence which it shared amongst the subscribers while on the other side, they were equally concerned about the long pending genuine issues of direct recruits and were having grate resentment over the slow pace of resolution of the issues. The following resolutions were passed in the executive meet on some of the important and genuine issues

1. Regarding career progression:

• without compromising on the demand of time bound functional promotion based on performance, qualification and work experience, Request BSNL-Management to immediately conduct DPC from JTO to SDE by implementing DOP&T guideline to fix the inter-se-seniority among Direct Recruits and promotees JTOs which is already resolved in our agenda meeting in the chairmanship of CMD BSNL. This association requests the personal intervention of our honorable CMD to instruct establishment section of BSNL CO to refrain from putting hurdles and dragging for indefinite time on the already resolved issue.


• To immediately conduct the LDCE for JTO to TES Group-B and if the same is not possible due to court cases, conduct the DPC for seniority cum fitness to fill up all the available vacancies through seniority cum fitness so that most of the eligible candidates may get promotion.


• To put the qualification bar for the STS (E-4) and above to improve the quality of employees without any qualification relaxation to any group of executives. Management should facilitate and motivate the under qualified executives to acquire higher qualification for getting further promotion.

1. Pay anomalies for JTOs recruited after 2006 and finalization of pay scale for JTO/JAO/SDE/AO:

• Process should immediately be started for finalization of fixing standard pay scale for executives i.e. E2 for JTO/JAO and E3 for SDE/AO as per the DPE guidelines.


• Pay should immediately be protected with respect to the pre-revised scale in respect of executives recruited after 2006 till the finalization of standard pay scales.


• This association is not going to accept any degradation of pay scales i.e. anything less than E2 for JTO/JAO and E3 for SDE/AO is not acceptable and the association can react immediately without prior notice if management makes any move towards the degradation of Pay Scales.

3. Improving the business and Brand Image of BSNL:

• It was resolved that AIGETOA will use its strong organizational structure at Central/Circle and SSA level for marketing the services of BSNL. It was decided that it will be the responsibility of each and every member to market the services of BSNL, improve the customer care, suggest on improving the services, highlighting the problems associated with operations, sales and marketing. It was also decided that in-view of the recent MNP scenario, Association will conduct a survey at places where there have been maximum port-out cases and come out with suitable analysis of the reasons and remedies. It was also decided that AIGETOA will ensure its fullest co-operation as far as generating the revenue and improving the business volume of BSNL is concerned.

4. Transfer Related:

• Management should find out the way to execute all the Rule-8 transfer cases in respect of JTO/JAO who have already completed five years in the circle.


• SDEs posted in the hard tenure stations should be immediately relieved as and when they complete their tenure without waiting for the substitute. It is the responsibility of management to arrange suitable substitute based on longest stay well in advance.


• Request transfer of executives who have already completed 2 years as SDE along with their previous years as a JTO in a particular circle should be immediately considered.


• There is 2 years tenure in hard station for SDEs and above but for JTO/JAO there is 5 years for considering rule-8 transfer. This seems to be high injustice as hardness has no relation with the cadre, so there is high need to modify the transfer policy and henceforth the rule-8 transfers in the cadre of JTOs/JAOs for hard tenure stations should be considered after 2 years.

1. Regarding EPF:

• Considering the importance of the issue and long pending despite of several persuasions in every possible manner,  management should give top priority to resolve all the anomalies submitted by this association.


• Immediate formation of centralized EPF cell at BSNL CO as already decided and expediting the process of centralization as the process appears to be too slow especially in view of the recent EPFO decision that April 2011 onwards, interest on inoperative/inactive accounts will be stopped.


• Immediate relieving of Sh Surinder Kumar JAO from STR Chennai to EPF cell BSNL CO New Delhi as already transferred by instruction of CMD BSNL.

1. 30% superannuation benefit in respect of direct recruits:

• As it is already   resolved in our agenda meeting and doubt has already been clarified by DPE that leave encashment is not the part of superannuation benefit, Management should immediately introduce the 30% superannuation benefit in respect of direct recruits as per the recommendations of 2^nd PRC.

1. First Time bound upgradation in four years in respect of all executives:

• After pay revision there is clear discrimination among different batches in respect of first time bound upgradation so there is high need to modify the EPP with equal span of four years for all executives.


• Till the modification of EPP Immediate implementation of existing EPP i.e. giving first time bound upgradation on the date of crossing minimum scale of next grade which is not being given without any reasons.

1. Introduction of child care leave for female employees:

• This company has a history of best social practices but depriving its own female employees from child care leave is against the social image of the company. Most of the PSUs have already introduced child care leave after sixth pay recommendation in some or other form. BSNL management is requested to immediately introduce child care leave in respect of female employees and start deliberations w.r.t. the mechanisms involved.

Finally, It has been resolved by the CWC that every step will be taken for resolution of our issues through mutual discussion in an amicable environment especially in view of the critical juncture and phase through which our beloved company is passing now, with a high hope that management will equally respond in similar fashion with a strong will power to resolve our issues with utmost sincerity in a timely and speedy manner and hence forth will not force us to adopt the path of agitation.

Issues raised by North East-II to be taken by CHQ for persuasion at Corporate Office

AIGETOA, NE-II Circle is a very small body and the financial as well as structural framework of this unit is very fragile. So in order to strengthen it and create a better association we need certain commitments to be made by CHQ body so that at least we are in a position to answer and assure members of NE-II, AIGETOA that our voice is also reaching the Corporate quarters.
Our Chief Issues:

1) Framework on how we will be solving the issue of pay anomaly of 2007, 2008 batch and after. How long will it take to come to the result on this issue. And what will be our future course of action in this regard.
2) Immediate release of Shri Ramesh Kumar Zala, Anil Kujur and Shri Narendra Joshi from NE-II Circle. These are DRJTOs of 2001 and 2002 batch and have completed more than 5 years service at a hard tenure.
3) A special clause to be added in Posting and Transfer policy for those recruited for Tenure Circles, stating specifically that when a DRJTO is posted at a Hard Tenure place the service condition defining him/her to serve that station should be reduced to 3(tenure) years instead of 5 years as stated in Bond Agreement.
4) Posting of regular CGMT in NE-II Circle. For the last 4 months NE-II Circle is not having a regular CGMT. Because of absence of a regular CGMT the work culture of NE-II Circle has deteriorated significantly. Moreover the tenure period in NE-II Circle (Manipur and Nagaland) is only one year for other STS, JAG, SAG and HAG. Because of this one year tenure most of them come here for holidaying and go back, which has a direct bearing on DRJTOs who are not released even after 5 years of service.
5) Rationalizing the Court cases, so that our own brethrens do not suffer. Court cases to be filed as last resort( even if strike or Dharna does not work).
6) Early conduction of LDCE.
7) Timely declaration of DPC.

The Resolution of Pay Anomaly of executives recruited by BSNL after 2007

GS meet with CMD bsnl & sr officers co, new delhi

Friends it seem our patience is Paying. A very Positive discussion has taken place with CMD Shri Gopal Das and Senior Officers of BSNL CO in regard to the Pay Anomaly of executives recruited after year 2007, First time Bound Upgradation for the BSNL recruited, 30% Superannuation Benefit and centralisation of EPF accounts for the BSNL recruits.

GS Shri RP Shahu along with AGS Shri Amit Roy and VP Shri Ravi Shil Verma had an extensive discussions with Shri Gopal Das, CMD BSNL, Sr. GM (Pers) Shri R.K. Mishra, Sr. GM (Establishemnt) Shri D.P. De, PGM (FP) Shri CGK Pillai, GM (EF) Smt Smita Chaudhary and Sr. GM(SR) Shri N.K. Narang in regard to the various issues of Direct recruits of BSNL. Positive vibes are emanating from Management and seriousness in the efforts of management to resolve our long pending issues are clearly visible. We request the members to have Patience and concentrate themselves on the work so that the performance of the organisation may not suffer. The Resolution of Pay Anomaly of executives recruited by BSNL after 2007 is being seriously examined by the committee formed for the purpose. We once again reassure our younger Brothers of 2007 and 2008 Batch that AIGETOA will leave no stone unturned to see the resolution of their Pay Anomaly to its fullest Satisfaction.

ISSUES DISCUSSED WITH GM(HR) NE-II Circle IN DECEMBER 2010

Points dealing specifically to DRJTOS:

a)      Pay fixation of DRJTOs of 2007, 2008 batch and thereafter.

b)      Scale/Cadre Fixation of DR JTOs. (PSU Policy of other PSUs to be compared)

c)       Fitment Benefits

d)      Uniform Salary Structure for JTOs of same batch( Huge Anomaly observed among same batch/ same place of posting)

e)      Rectification of Travelling DA from NE10 scale to Executive Scale.

f)       Hard tenure Policy (inclusion of special clause of 3 Yr. tenure for DRJTOs, to be posted in Hard Tenure viz. NE-II Circle) ( compare govt. policy for states under AFSPA regime)

g)      Transparent Rotation policy for local DRJTOs.

h)      Rationalizing the posting of DRJTOs

i)        Letter of confirmation.

Points for BSNL in NE-II:

a)      Posting of DGM(TF) at Dimapur.

b)      Better living condition/availability of facilities:

Non availability of BSNL quarters at many of the Exchanges. (e.g. no IB or quarter available at places like Kohima).

c)       Overcrowding of AGMs/SDEs specifically at Dimapur (Particularly at Circle Office)

d)      Poor facility for remotely placed employees.

e)      Posting orders to be clear( non dubious in word and spirit). Like if a DRJTO is Posted from Circle/CHQ (he/she should be clearly told where he is supposed to join). Uniform and transparent guidelines are to be implemented.

f)       No facility for Extra Curricular activities in this Circle.

g)      Instead of thinking of creating a local pool of officers/talents for long term profits it is better if the people /officers posted here to feel this circle at par their home circle so that a better BSNL is created.(applicable to 2/1 Yr. tenure posted Officers)

Points for BSNL CHQ:

a)      Heavy demand for honest austerity measures from one and all.

b)      Promoting for induction of ITS into BSNL( as they are still considered outsiders absorbing all bread and butter leaving BSNL their mother organization High and Dry).

c)       Proper Finance management to replace Accounting system( as these archaic laws are doing no good to business of BSNL)

d)      Creating transparent policy Guidelines.

e)      Understanding the greater responsibility of BSNL as a Public Sector Undertaking. ( BSNL has become more of a Minister’s undertaking rather than serving in anyway to help the public.( for that matter policy guidelines followed in tender and contract have been highly suspicious, also IPO associated issues are still not clear)

f)       Implementation of SAM PITRODA recommendations (highly non uniform appraisal of DOT w.r.t SAM PITRODA recommendations should be scrutinized ).

g)      Demand for good HR policy/mgmt. ( for that matter compare HR policy of BSNL with any PSU with Turnover at PAR with BSNL)

Uniform Salary Structure for JTOs of same batch (Huge Anomaly observed among same batch/ same place of posting)

Rectification of Travelling DA from NE10 scale to Executive Scale: Account section have been distributing the salary as well as travelling DA arbitrarily (although they claim it is completely based on rules). But how can the rule be entirely different for the same batch? There has been huge anomaly associated with pay of DRJTOs. This issue was already raised in front of earlier CGMT(R. Sanyal Sir). He assured us of looking into this matter and take action accordingly.

DRJTOs are recruited as executives in BSNL at par with MTs recruited in other PSUs. But due mainly to dubious guidelines followed by BSNL’s Management (thankfully Swamy’s Handbook) DRJTO’s have been relegated to non-executive cadre (De-facto) instead of Ex-officio policies mentioned during examination. It should be made very clear that expectations from BSNL Management w.r.t. DR JTOs are very high. But it should also be kept in mind that DR JTOs also expect encouraging and transparent policies to be followed up by higher officer. Since been recruited at all-India level, how come they are considered as Circle cadre ( Especially in case of DR JTOs posted in hard tenure places this situation shows the grim reality of BSNL and how helpless DR JTOs are.)?

3-year tenure-

Absentee of more than 70% of DR JTOs from joining in NE-II circle, for the fear of serving in most difficult areas for more than 5 years.

Moreover, JTO’s are circle cadre

By specifically mentioning within the rules that those recruited for tenure circle need to serve minimum of three years in this place before they can be transferred to their home place/anywhere else. This can provide for a better number of DR JTOs joining in NE-II circle.

Also it has been observed that DR JTOs are not given easy access to their home place even after they have served for more than five years in these difficult places.

It must be mentioned here that DR JTOs is the only best thing happened to BSNL in recent times and if they will be harassed by management in this way then it will be really a lack of faith among DR JTOs for management.

Some of DR JTOs have become so apprehensive that since it is difficult to get release even after completion of five years service in hard places so why not try for some other PSUs who have a much better HR Policy than BSNL.

A motivated person can definitely serve better than a disgrace one.

Uniform policy guidelines are also needed to be placed for local DR JTOs. Proper rotation preferably within 2 to 3 years.

Rationalizing the posting of DR JTOs-

In order to create a better quality of service a pool of technically sound team of engineers is required in technically sensitive projects like CDR, GMSC/HLR, WLL MSC, MNP, SSTP, NIB, MPLS/VPN/Broadband, RF Survey and Optimization.

Minutes of the Meeting of AIGETOA Body Members & CGMT NE-II held on 15 Sept’10:

No. –AIGETOANE2/Con./Circle/5                              Date: 17-08-2010



Minutes of the Meeting of AIGETOA Body Members & CGMT NE-II held on 15 Sept’10: -

1. Posting of Newly Recruited DRJTOs:

As per the meeting with CGMT, NE-II Circle, GM(HR/A) & AGM (HR/A), CGMT assured association of posting DR JTOs in New Technology and in this regard necessary steps may be taken after proper feedback from SSA heads.

2. Intra-Circle transfer:

(i)              Rotational policy of Home/Away for Local DR JTOs was assured.

(ii)            Necessary guidelines in this regard will be finalized soon.

(iii)          3 years home/away policy was proposed by Association for local DRJTOs.

(iv)          CGMT asked for the seniority list in this regard.

(v)            Further he suggested discussing the matter with SSA heads.

3. Inter-Circle transfer:

As per discussion with CGMT, a 3 (three) year tenure for DR JTOs (against 5 year posting of DRJTOs under single territorial circle under normal circumstance) was proposed.

(i)              As this is a policy matter under jurisdiction of Corporate Office, CGMT has limited role to play (as said by CGMT). But CGMT assured that he will look into the matter.

(ii)            Further Association has decided to push this issue at CHQ and Corporate Office level.

4. Anomalies in pay structure and promotion policy of DR JTOs:

(i)              As there is a quota system even in departmental exams, the scope for All India DR JTOs is very limited. So it was proposed to make it fair and uniform(without quota).

(ii)            Again policy guidelines in this regard is decided by Corporate Office (as told by CGMT)

(iii)          Pay structure and anomalies associated with it must be reviewed by respective Chief Account Officers of SSAs and matters in this regard must be made uniform (as told by CGMT). Step in this regard to be taken soon by CGMT.

5. Confirmation of DR JTOs:

CGMT has assured that the confirmation list will be issued shortly.

6.      Loan facility from PSU banks:

MOU regarding loan facility through bank has been signed between SBI & NE-II Circle, BSNL. A letter associated with the same will be issued to each SSA shortly.

7. CGMT’s suggestions:

(i)              Our Association should conduct frequent meeting with SSA heads and put their grievances and suggestions at SSA level.

(ii)            CGMT stressed on one-to-one communication rather than following vertical hierarchy and there should be no barrier when suggesting new ideas/thoughts.

Core Body meeting in Dimapur on 27 May 2010

The core body meeting was held in Dimapur on 27 May 2010 in the presence on Shri S. Nayak (Circle President), Shri A.K. Singh (Circle Secretary), and other core body members.

Click here for the message from Shri S.Nayak.



Click here for Minutes of the meeting.