9 SANCHAR NIGAM EXECUTIVES ASSOCIATION

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1 Page 1 of 6 :History, Role, Achievements & Vision of SNEA for HR & BSNL Interest Issues: SNEA was earlier TEOA, before that JTOA and before that JETA. Before 4th Pay Commission JE scale was Rs 425/- and equivalent recommended by Pay commission was 1400/-. But due to efforts made by JETA we got 1640/- with change in designation as JTO. In 5th Pay commission due to efforts made by JTOA, we got 6500 equivalent to basic of Rs 2000 with GCS Gr. B status. /- scale which was Due to gazetted status we were separated from Non Executive cadres during absorption in BSNL. This was biggest achievement of JTOA which was renamed as TEOA with membership of all Executives in BSNL. Because of upward revision of scale of Basic cadre i.e. JTO, all above cadres, i.e. AE and DE scales were upgraded. During absorption, AIBSNLEA(Erstwhile TESA) agreed with Management for absorption in BSNL with Adhoc Rs. 2000/-. But SNEA did not agreed. We filed cases in various CATs across the country and we got pay scales, Time Bound Promotions etc as per the historic judgment by PCAT New-Delhi. So today whatever pay scales, time bound promotions we are getting it is due to SNEA only. This revision of scales due to efforts made by JTO(A) / TEOA (I) / SNEA(I) for JTO(T) and promoted thereof became the foundation for all other wings i.e. Accounts, PA /PS / JTO (C&E) i.e. equivalent cadres for similar benefit. In the same way, up gradation took place in cadre of SDE / AO / PS / SDE(C &E) etc. : CurrentIssues : All the HR related issues of Telecom, Civil, Electrical, Account & Finance for various cadres JTO / JTO(C & E) /JAO / PA and promoted thereof are always persuade for our Members as well as for general policies. E2, E3 pay scale: A joint committee was formed in 2012 after the joint agitation of United Forum but it was practically defunct. E1A and E2A are the only two pay scales where the presidential orders are not issued by DoT. All other pay scales, E3 to E9, presidential orders are issued by DoT in 2009 and implemented in BSNL. When other Associations were not serious on the issue, SNEA alone started organizational actions since February, Again SNEA launched agitation in Sept, 2014 and April-May, 2015 which resulted in the reconstitution of the Joint Committee.

2 Page 2 of 6 Jt. Committee, which recommended replacement of intermediary pay scales of E1A and E2A with standard pay scales of E2 and E3 w.e.f Unfortunately, after signing the committee recommendation by all the three Assns, there was change in view of other two Associations. As assured to the Assn in the meeting with CMD and DIR(HR) on , the MC approved the pay scale proposal in two parts (1) E1A to E2, E2A to E3 and (2) E3 to E4, --, E6 to E7 and the proposals sent to DoT directly. This proposal was rejected by DoT as anticipated by SNEA. The demand of E2, E3 is alive today, only due to the struggle of SNEA since It will be a natural process to get Sr. SDE/ /Sr. AO scale shifting from E3 to E4, then E4 to E5 --- E6 to E7, at least during 3rd PRC implementation. Presently File is pending with Member (F) DoT. Super Annuation Benefit to Employees recruited by BSNL: Initially, the EPF contribution was a fixed amount of Rs 781/- per month for all the BSNL directly recruited JTO/JAOs/ TTAs with the ceiling of 12% of 6500, irrespective of the emoluments. SNEA struggled since 2003 for the removal of the ceiling on EPF contribution, demanding full 12% of the emoluments (basic pay plus IDA) as the employer contribution. Finally BSNL management agreed to our demand in May, 2005 and BSNL Board approved the proposal with retrospective effect. 2nd PRC recommended a separate pension fund, with a contribution, maximum upto 30% of the emoluments towards PF, Pension, Gratuity and Post Retirement Medical Benefits. The word Super Annuation Benefit (SAB) came into light in Forum gone on agitation in 2012 for the same. In , then CMD BSNL agreed for 4% contribution but other unions and Associations didn t agree with us. On in our absence, management announced 3% in a meeting and gone ahead. SNEA strongly protested against this betrayal. We are continuing our struggle to see that this 3% contribution is enhanced to the 6% as assured to SNEA for the time being. We shall continue to struggle for the fulll 30%. Even though the 3% proposal is approved by DoT and presidential orders are also issued.our strong protest reopened the case and management agreed to review the contribution after recalculation of the medical expenses. At present presidential Orders are issued for 3% but we will continue our struggle for 12%.We have proposed a Social Security Scheme Funded by Employees and Managed by BSNL to CMD BSNL on 4/11/2016. (Copy of Letter is given below.)

3 Page 3 of 6 A voluntary scheme of contribution of Rs.15 from Non-Executives and Rs. 25/- from Executives (For Example and can be finalized in consultation with other Unions and Associations) for the death of BSNL employee is proposed by SNEA to BSNL Management. If say out of 2.1 lakh employees. On any unfortunate incident to any official of BSNL, family members of the employees will get more than 30 Lakh. This will be in addition to other eligible benefits to family members. We have also written to CMD BSNL on 10/11/2016 to replace GSLI scheme by Term Insurance policy which can give benefit of Rs. 25 lakhs in case of death of a member. (Copy of Letter is given below.) 1st Time Bound Promotion after 4 yrs: A comrade, this demand was raised only by SNEA as large number of Employees is at Injustice. They got 1st TBP after 6 years and got rise of only Rs.25/- in their basic. Management has agreed to 4-5 years instead of 4-6 years. CPSU cadre Hierarchy: This was also as per the PCAT Judgement. It is under discussion at BSNL HQ. Management has given revised draft proposal and United Forum will respond it shortly. 3rdPRC: Govt. initially decided not to constitute Pay Revision Committee for PSU. It was decided to leave up to respective Management to decide pay scales of Executives of PSU. NCOA (National Confederation of Officers Association) of all CPSU gave agitation notice to Govt. and DPE which is a nodal Ministry. SNEA is only Association of BSNL who is member of NCOA.It is there after Govt formed 3rd PRC. Biggest challenge beforee us is BSNL is in net loss since last three years. How recommendations of 3rd PRC will get implemented in BSNL? We told BSNL management that BSNL is in loss due to Govt. Policies and not because of Employees. BSNL is in loss due to expenditure of Rs.8000/- crores in rural areas. Further BSNL is in losses due to investment made in NE Circles, J&K where no private operators are obliged. So we requested BSNL to plead with 3rd PRC that Profitability of BSNL should not be linked with implementation of PRC Recommendation. This aspect is only highlighted by SNEA.Management has agreed also. We on the platform of SNEA and NCOA also presented to 3rd PRC and they have also agreed to review the condition.

4 Page 4 of 6 : Role of SNEA for Redressal of Cadre Issues of all wings at Gujarat Circle Level: All the HR related issues of Telecom, Civil, Electrical, Account & Finance for various cadres JTO / JTO(C & E) /JAO / PA and promoted thereof are always persuade for our Members as well as for general policies. Due to Very key roll & Initiative taken by SNEA only, in 1998, more than 250 posts of SDEs, more than 450 posts of JTOs were created. As a result, till date during all the promotions all the candidate of Gujarat are posted enmass in Gujarat only and least disturbance takes place in tenure / inter circle transfer from GJ circle. Since 1998 pursued with Management to ensure transparency in maintaining waiting list for intra circle transfers and after Internet revolution same is circulated / published on GJ intranet and our circle website. This was a major issue till Only SNEA took initiative. Continuing the same SNEA ensured that transfers on long stay / Own cost and on promotions are carried out without much disturbance, if done within Zone. This is applicable in all cadres and for all wings. In Civil and Electrical and Account & Finance wing there was no clearnessin waiting list and Stay particular. SNEA pursued the management and now since more than 7 years all Own cost / posting on promotion / Long stay transfer are carried out with total transparency. During member of National Welfare Committee SNEA solved various issues at National Level, i.e. Sanction of Advance for I/ /D treatment up to 80% irrespective of cadre by SSA Head, Reimbursement of charges of chronic decease as a O/D treatment and thatt too without limit of Expenditure irrespective of cadre, Reimbursement of charges for Hearing Machines & Stent for cardiac blockage, Reimbursement of very very costly treatment such as live liver transplant, cochlear transplant including all other for which there was no CGHS-AIIMS Rates available. These are now allowed as per actual expenditure. We have also suggested BSNL Management to opt for Mediclaimpolicy of Employees of any Govt PSU or Reliable Medical Insurance company instead of I/D treatment reimbursement. SNEA is only Association having our own welfare scheme Of RS.1Lakh to family of deceased Executive who is member of SNEA (I). In last 20 years we paid more than 75 claims. Initiative for protecting SDEs pay anomaly cases against the BSNL HQ instruction resulting into huge recovery by legal application to Hon ble CAT at Ahmedabad. As an intermediate relief Stay is granted against the BSNL HQ order for recovery as well as refixation. We are trying for final outcome favorably, so that further pending cases will be also getting settled with fixation & due arrears. When Service Mobile connections were given to Executives, as per request of SNEA GJ, Mobile-CUG was implemented first time in Gujarat subsequently it was recommended to BSNL- HQ & finally it was implemented across the country.

5 Page 5 of 6 After result of LICE from TTA to JTO, SNEA only is taking lead to ensure that all process i.e. Verification, allotment of batch from Jabalpur is done and Training is started at the earliest. We also ensure that Maximum trainees are accommodated at RTTC Ahmedabad. Recently out of 263 candidates, 155 seats are allotted at RTTC Ahmedabad considering maximum genuine / compassionate ground cases. After result of LICE of JAO, SNEA only is taking lead to ensure that all process i.e. Verification, allotment of batch from NATFM Hyderabad is done and Training is started at the earliest. We also ensured that all 35 trainees are accommodated at RTTC Ahmedabad. Time to time we are pursuing for consideration of Rule-8 cases in mass during recruitment. We are also pursuing with Circle Office for compassionate cases / Spouse working cases as & when such cases received. Recently as per our request more than 15 such genuine spousecases are considered by Circle Office. SNEA took up matter of fixation of TTA officiating as JTO. In this regard we have ensured that no recovery is made as well as arrears is given to Officiating JTOs who either became regular JTO earlier or retired as JTO Offg. Till final outcome of case from BSNL-HQ, and after final outcome we will peruse for allother pending cases for getting settled. SNEA only took up the matter at BSNL HQ in the case of Late Com. Sampat Working in WTR unfortunately died on site while attending OFC fault for Ex.Gratia& 10% Extra pension to the family members. This was first time in history of BSNL. Recently there was an incident of manhandling and abduction of our Executives working in WTP by M/s L&T Sub contractors. SNEA only took up the issue immediately at all levels very strongly. Lot of persuasion was done at CGM-WTP, BSNL-HQ, and DOT New-Delhi. Ultimately we ensured that FIR is lodged and Show cause notices for various violation of Agreement are issued to M/s L&T. This also was first time in History of BSNL. In addition to all above SNEA GJ we are pursuing at Circle Office to ensure that DPC for TBP for all Executives, i.e. working in Telecom, Finance, Civil, Electrical, PA/PS is done as per the schedule, orders of L/A as per requirement is issued timely from Circle Office. We also took up the matter of L/A in the cadre of AO and first time JAO to AO L/A orders are issued from circle Office.

6 Page 6 of 6 : Role of SNEA for BSNL Interest Issues at Circle Level: Comrades, It has been a history of SNEA GJ that along with cadre related issues we are taking up Interest of Service related issues with Management with a goal to improve our services and change procedures as per requirement of customers. Comardes, SNEA GJ unearthed scandal of Reliance Infocom Ltd. of converting ISD calls into local numbers. We worked for 3 months to collect all proofs and finally ensured that RIL paid Rs.850 crores as penalty to BSNL and DoT. SNEA GJ also took up the issue of Violation of roaming charge agreement and we are expecting that huge recovery in tunes of crores of Rs. from many CMTS-Operators is under progress. SNEA also took up the issue of revenue sharing with Vendors for Game & Music on Demand, in which vendor was paid without any recovery from customer. We ensured modification of agreement terms that revenue share will be paid to vendor after bill payment is done by customer. SNEA GJ also took up the issue of reduction of Contracted Load of Telephone Exchanges with Electric Companies which resulted into saving of High amount on front of Electricity bills. SNEA GJ also took up with ITPC Pune as well as BSNL to install an Intermediatee Server at Ahmedabad to collect various reports as and when required by field units. SNEA GJ also took up the issue of loop hole in CDR for generating Duplicate refund payment Cheques with proof& exploiting this flow for issuing fraudulent cheque & there by huge revenue loss was ultimately blocked by Circle Finance. SNEA GJ has always taken keen Initiative & time to time persuasion at concerned authorities for CMTS Hardware, 3G/2G Speed & coverage, CFA-Stores, Cables, ERP, CDR queries& intermediate server in Gujarat, NGN BB connections-other VAS services and related various issues at appropriate level. SNEA GJ had always played important role in protecting & safe guarding the cadre interest and resolved favourably the prejudiced mass cadre transfer & actions against Our District Secretaries / Office Bearers with historic trade union action & protest. Such as In Ahmedabad during the period of Shri Chaudhry the then PGM, InValsad during the period of Shri Agrawal the then TDM, In Junagadh during the period of Shri O.D.Tyagi the then GM, In Rajkot during the period of Shri Vinod Prakash the then GM, In Vadodara during the period of Shri S.K.Bhandari the then PGM, In CO-Ahmedabad during the period of Shri Pradip Kumar the then CGMT-Gujarat, In CO-Ahmedabad during the period of Shri S.K.Bhandari the then CGMT-Gujarat,In Palanpur during the period of Shri Padgaukar the then GM. Etc. Comrades, Creating history on all Front i.e. Cadre related &Interest of service related issues istradition for SNEA. We have miles to go ahead and with the continued support of all Executive Fraternity we are sure that we will not only secure the future of Thousands of Executives working in BSNL but also will ensure that BSNL become a Profitable Organisations in the days to come. Hence Let us all Together Ensure Thumping Majority of SNEA in forthcoming 1st Verification of Executives in BSNL. Last but not the least STRENGTHEN SNEA, STRENGTHEN BSNL BSNL JINDABAD & SNEA JINDABAD OUR UNITY JINDABAD

7 No: SNEA/CHQ/CMD/ /39 Dated 4 th November, To Sri Anupam Shrivastava, Chairman and Managing Director, BSNL, New Delhi. Sub: Social Security Scheme for the families of BSNL Employees who dies untimely Entirely to be funded by BSNL Employee on pay roll. Respected Sir, Our company is strong on various aspects and one of them is the huge work force working across the country in toughest situation. At present we have a work force of approximately 2.2 lakhs. All the BSNL absorbed employees have completed more than 10 years of service and hence all of them become eligible for Govt pension as per CCS pension Rules However in the case of BSNL directly recruited employees, as per DPE guidelines, even after implementation of superannuation benefits, they will be eligible for pension only after 15 years of service. In order to secure the future of the family members in case of any untoward incident to the employees, the following suggestions are made. I. A voluntary contribution scheme of Rs.15/- for Non Executives and Rs 25/ for Executives (It can be finalized in consultation with all Unions and Associations) for the death of BSNL employee should be circulated among the employees. If say out of 2.2 lakh employees, 2 lakh employees opt for the scheme, family members of the employees will get minimum of Rs. 30 Lakhs. This will be in addition to other eligible benefits to the family members. One time consent of the employees along with the nominee details can be taken who want to opt for the scheme. This has been recently implemented very successfully in MP Circle in the case of untimely demise of the employees.

8 II. Another option is to form a Corpus Fund by BSNL, looking to last few years data. Based on the report submitted by field units about death that occurred if any in the Circle, BSNL should release the fund to nominees immediately. Salary unit can deduct Rs. 5/- from the salary of Non Executives and Rs. 10/ from the Executives each month who opted for the scheme and credit it to the Corpus fund. This will ensure that Corpus Fund is maintained at same level on 1st of every month. If any employee who wants to opt out / opt in of the scheme same can be allowed once in a year say, 1st April. Considering large number of untimely deaths happening in BSNL, management should act very fast to extend support to the families of such BSNL employees, entirely funded by the BSNL employees. It can be discussed with all the Unions and Associations immediately before taking a final decision. With regards, (K. Sebastin) Copy to: 1. Smt Sujata T Ray, DIR(HR), BSNL Board for information please GM(Est) / GM(CA) / GM(Admn) / GM(SR).

9 No: SNEA/CHQ/CMD/ /42 Dated 10 th November, To Sri Anupam Shrivastava, Chairman and Managing Director, BSNL, New Delhi. Sub: Replacing GSLI Scheme with Term Insurance for BSNL recruited Employees --- Suggestion thereof. Respected Sir, At present GSLI scheme is in operation in BSNL for all Employees i.e. (1) Recruited by DoT and Absorbed in BSNL and (2) Employees recruited directly by BSNL. For Employees of category (1), family pension is paid by Government in case of any unfortunate incident happens. While for employees at category (2), their family gets EPF, gratuity and other benefits which all combined together is very small amount for survival of the family members for rest of the life. Now Super Annuation 3% is approved by DoT and we understand that BSNL will finalize the modalities quickly. But there is a shortcoming i.e. eligibility of pension / family pension is after 15 years only, so in case of any unfortunate incident within 15 years of becoming member of the Pension fund, his / her family will not be eligible for any family pension and will be in pitiable condition. In this regard, to give a good family support, our suggestion is as below. Present GSLI scheme give insurance benefit of Rs. 3 lakhs to JAO / JTO / JE with Rs.315/- per month as premium. Small amount is going to contribution which is paid at the time of retirement which is very meager. If a Term insurance of LIC for Rs. 25 lakhs is taken, annual premium will be about Rs.6,000/- (Considering average age as 35 yrs. for BSNL recruited Employees). If BSNL purchases the Term plan for say all Category (2) Employees, minimum 25-30% Discount will be given and the amount of premium will be near to the monthly deduction taking place for GSLIS. We request your goodself to bestow your personal attention and instruct the concerned officers to finalize the scheme replacing GSLIS for the BSNL directly recruited employees which is need of the hour as far as social security of Employees recruited by BSNL is concerned. With regards, (K. Sebastin) Copy to: 1. Smt Sujata T Ray, DIR(HR), BSNL Board for information please GM(Est) / GM(CA) / GM(Admn) / GM(SR).