Leaders of the United Forum met theLeaders of the United Forum met the CMD, BSNL on 07.08.2008 andCMD, BSNL on 07.08.2008 and presented the Memorandum on Wagepresented the Memorandum on Wage Revision. They requested the CMD toRevision. They requested the CMD to get the necessary approval from DoTget the necessary approval from DoT so that wage negotiations in BSNL canso that wage negotiations in BSNL can start early.start early.

UNITED FORUM OF BSNL UNIONSUNITED FORUM OF BSNL UNIONS1

BSNL EMPLOYEES UNIONBSNL EMPLOYEES UNION

NATIONAL UNION OF BSNL WORKERS (FNTO)NATIONAL UNION OF BSNL WORKERS (FNTO)

BSNL WORKERS RASHTRIYA UNIONBSNL WORKERS RASHTRIYA UNION

TELECOM EMPLOYEES PROGRESSIVE UNIONTELECOM EMPLOYEES PROGRESSIVE UNION

ALL INDIA BACKWARD CLASSES TELECOM EMPLOYEES SANGATHANALL INDIA BACKWARD CLASSES TELECOM EMPLOYEES SANGATHAN

UF/Wage RevisionUF/Wage Revision Dated: 24.07.2008 Dated: 24.07.2008

To,To,

The Chairman & Managing Director,The Chairman & Managing Director,

Bharat Sanchar Nigam Limited,Bharat Sanchar Nigam Limited,

BSNL Bhawan,BSNL Bhawan,

New Delhi New Delhi

Sir,Sir,

Sub:-Sub:- Submission of memorandum on the demands pertaining to wage revision w.e.f.Submission of memorandum on the demands pertaining to wage revision w.e.f. 01.07.2007.01.07.2007.

We are enclosing herewith a memorandum on the demands pertaining to wage revision, with effectWe are enclosing herewith a memorandum on the demands pertaining to wage revision, with effect from 01.01.2007. We may submit supplementary memorandum if required, at a later stage.from 01.01.2007. We may submit supplementary memorandum if required, at a later stage.

It is requested to start negotiation on these demands, immediately, without any further loss of time.It is requested to start negotiation on these demands, immediately, without any further loss of time.

Yours sincerelyYours sincerely

Sd/-Sd/- Sd/-Sd/-

[V.A.N.Namboodiri][V.A.N.Namboodiri] [K. Vallinayagam][K. Vallinayagam]

General SecretaryGeneral Secretary General SecretaryGeneral Secretary

BSNLEUBSNLEU NUBSNLW (FNTO)NUBSNLW (FNTO)

Sd/-Sd/- Sd/-Sd/- Sd/- Sd/-

[S.P. Sharma][S.P. Sharma] [V. Subburaman] [V. Subburaman] [A.D. Patil][A.D. Patil]

PresidentPresident General Secretary General Secretary General SecretaryGeneral Secretary

BSNLWRUBSNLWRU TEPU TEPU AIBCTESAIBCTES

Memorandum on Wage revisionMemorandum on Wage revision

2

INTRODUCTIONINTRODUCTION

The declared vision of BSNL is “to become the largest telecom service provider inThe declared vision of BSNL is “to become the largest telecom service provider in South East Asia” and the mission is “to provide world class – state of art technologySouth East Asia” and the mission is “to provide world class – state of art technology telecom services on demand at affordable price” and “to provide world class telecomtelecom services on demand at affordable price” and “to provide world class telecom infrastructure to develop the country’s economy.”infrastructure to develop the country’s economy.”

In consonance with the declared vision and mission, BSNL is exploring its best toIn consonance with the declared vision and mission, BSNL is exploring its best to establish an era of information explosion. Day after day, changes introduced in termsestablish an era of information explosion. Day after day, changes introduced in terms of technology go to establish the rapid growth and introduction of new services byof technology go to establish the rapid growth and introduction of new services by the company for the benefit of users. The system is constantly undergoing changesthe company for the benefit of users. The system is constantly undergoing changes with innovations and increased use of fast developing technology. with innovations and increased use of fast developing technology.

Besides handling a variety of infrastructure by sophisticated handling techniques, theBesides handling a variety of infrastructure by sophisticated handling techniques, the constantly undergoing changes with new innovations and increased use of fastconstantly undergoing changes with new innovations and increased use of fast developing technology, added with exposure to stiff market competition, the workersdeveloping technology, added with exposure to stiff market competition, the workers are required to ensure efficiency and productivity, within the limited resources left atare required to ensure efficiency and productivity, within the limited resources left at their disposal to achieve the vision and mission of BSNL.their disposal to achieve the vision and mission of BSNL.

As a Public Sector Enterprise it is the declared policy of BSNL towards the society,As a Public Sector Enterprise it is the declared policy of BSNL towards the society, particularly as a social responsibility, to strive to provide a balance between theparticularly as a social responsibility, to strive to provide a balance between the provision of universal service to all uncovered areas, including the rural areas, andprovision of universal service to all uncovered areas, including the rural areas, and the provision of high level services capable of meeting the needs of the country’sthe provision of high level services capable of meeting the needs of the country’s economy, encourage development of the telecommunication facilities in remote, hillyeconomy, encourage development of the telecommunication facilities in remote, hilly and tribal areas of the country. and tribal areas of the country.

It is needless to pinpoint that when it is necessary to provide equal level playing fieldIt is needless to pinpoint that when it is necessary to provide equal level playing field for all players, it is also equally important to provide an equal level playing ground forfor all players, it is also equally important to provide an equal level playing ground for the workers in the matter of wages in comparison with other PSUs and inthe workers in the matter of wages in comparison with other PSUs and in comparison with the executives in the PSUs.comparison with the executives in the PSUs.

“The single most important factor to achieve efficiency combined with productivity is“The single most important factor to achieve efficiency combined with productivity is motivation of the workers, and to create a sense of satisfaction in employment.”motivation of the workers, and to create a sense of satisfaction in employment.”

In this connection it is relevant to note the importance of Central Public SectorIn this connection it is relevant to note the importance of Central Public Sector Enterprises (CPSEs) in the economy and society and the place of BSNL among theEnterprises (CPSEs) in the economy and society and the place of BSNL among the CPSEs.CPSEs.

THE ROLE OF CPSEs IN THE ECONOMY AND SOCIETYTHE ROLE OF CPSEs IN THE ECONOMY AND SOCIETY

We are proud that Central Public Sector Enterprises (CPSEs) including our BSNLWe are proud that Central Public Sector Enterprises (CPSEs) including our BSNL are playing an important and praise worthy role in developing Indian economy andare playing an important and praise worthy role in developing Indian economy and society.society.

When India achieved independence, it was facing problems like predominantWhen India achieved independence, it was facing problems like predominant agricultural economy with weak industrial base, inequalities in income, low level ofagricultural economy with weak industrial base, inequalities in income, low level of employment and wages and savings, regional imbalances, inadequate investmentsemployment and wages and savings, regional imbalances, inadequate investments and infrastructure facilities. Indian big capitalists have not come forward to invest inand infrastructure facilities. Indian big capitalists have not come forward to invest in large-scale industries and infrastructure like railways, telecom, heavy machinery,large-scale industries and infrastructure like railways, telecom, heavy machinery,

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electricity, petroleum, airports, ports, shipyards etc. These industries requireelectricity, petroleum, airports, ports, shipyards etc. These industries require enormous investments, which were not available with the big capitalists. Moreover,enormous investments, which were not available with the big capitalists. Moreover, investment in these sectors will not yield quick returns, unlike industries producinginvestment in these sectors will not yield quick returns, unlike industries producing consumer goods. However, the Indian big capitalists wanted this infrastructureconsumer goods. However, the Indian big capitalists wanted this infrastructure since without the infrastructure and machinery, their industries in private sectorsince without the infrastructure and machinery, their industries in private sector cannot develop. However, the big capitalists in America, England etc were againstcannot develop. However, the big capitalists in America, England etc were against industrial development and self-reliance of India. They have advised the Indianindustrial development and self-reliance of India. They have advised the Indian Government through their Governments to concentrate on agriculture only. In such aGovernment through their Governments to concentrate on agriculture only. In such a situation, the big capitalists in India wanted the Government itself to build thesituation, the big capitalists in India wanted the Government itself to build the infrastructure and heavy industries. Hence the Indian Government has started publicinfrastructure and heavy industries. Hence the Indian Government has started public sector and public sector industries with the money collected from the people throughsector and public sector industries with the money collected from the people through taxes, duties etc. The socialist countries at that time headed by Soviet Union helpedtaxes, duties etc. The socialist countries at that time headed by Soviet Union helped in building the public sector industries. The Indian big capitalists have utilized Publicin building the public sector industries. The Indian big capitalists have utilized Public Sector for their development. They have got enormous profits as suppliers of rawSector for their development. They have got enormous profits as suppliers of raw materials and other intermediate goods to the Public Sector and as contractors to thematerials and other intermediate goods to the Public Sector and as contractors to the public sector. Besides, they have got products and services of the public sector atpublic sector. Besides, they have got products and services of the public sector at cheap rates. After thus developing themselves by using and misusing public sectorcheap rates. After thus developing themselves by using and misusing public sector for several decades and gathering enormous money, the Indian big capitalistsfor several decades and gathering enormous money, the Indian big capitalists wanted to loot the highly developed public sector, in collaboration with the foreign bigwanted to loot the highly developed public sector, in collaboration with the foreign big capitalists. They wanted to buy public sector companies at cheap rates in order tocapitalists. They wanted to buy public sector companies at cheap rates in order to get enormous profits. That was how the liberalization, privatization and globalizationget enormous profits. That was how the liberalization, privatization and globalization policies were initiated by the Government of India in 1991 and the process ofpolicies were initiated by the Government of India in 1991 and the process of privatization of Public Sector Units has started. privatization of Public Sector Units has started.

However, there was a big resistance to this privatization policy. Trade Unions haveHowever, there was a big resistance to this privatization policy. Trade Unions have struggled against these policies. The left and democratic forces have opposed thesestruggled against these policies. The left and democratic forces have opposed these policies. Several times the people have defeated the strong proponents of thesepolicies. Several times the people have defeated the strong proponents of these policies in the elections to the parliament and assemblies. The present UPApolicies in the elections to the parliament and assemblies. The present UPA Government was compelled to announce in its Common Minimum Program that theGovernment was compelled to announce in its Common Minimum Program that the profit making PSUs will not be privatized. It was also compelled to abolish theprofit making PSUs will not be privatized. It was also compelled to abolish the Ministry of disinvestments. Whenever the UPA government tried for disinvestment ofMinistry of disinvestments. Whenever the UPA government tried for disinvestment of profitable PSUs, there was strong resentment from trade unions, people and leftprofitable PSUs, there was strong resentment from trade unions, people and left parties and sometimes even other political parties, and the Government wasparties and sometimes even other political parties, and the Government was compelled to withdraw such proposals. This shows how the people are appreciatingcompelled to withdraw such proposals. This shows how the people are appreciating the role of the PSUs in the economy and society. This is because the Public Sectorthe role of the PSUs in the economy and society. This is because the Public Sector is the foundation for the self-reliance of our economy. It has helped to reduceis the foundation for the self-reliance of our economy. It has helped to reduce regional inequalities. It has provided jobs in considerable number to the people. Itregional inequalities. It has provided jobs in considerable number to the people. It has developed the infrastructure of the country. It has carried out its socialhas developed the infrastructure of the country. It has carried out its social responsibility and helped in developing backward regions. It has helped the cause ofresponsibility and helped in developing backward regions. It has helped the cause of social justice by providing reservation for SC/ST sections of the people in jobs andsocial justice by providing reservation for SC/ST sections of the people in jobs and promotions. It has helped in developing the science and research and technology. Itpromotions. It has helped in developing the science and research and technology. It has developed the skills of its personnel. It has contributed significantly to thehas developed the skills of its personnel. It has contributed significantly to the exchequer. Compared to this, the role of private sector has no significant and brightexchequer. Compared to this, the role of private sector has no significant and bright aspects except for acquiring enormous profits at the cost of the people. aspects except for acquiring enormous profits at the cost of the people.

At present (as on 31.03.2007), there are 247 CPSEs (Central Public SectorAt present (as on 31.03.2007), there are 247 CPSEs (Central Public Sector Enterprises). In the year 2005-06, they have contributed around 11.12% to the GDPEnterprises). In the year 2005-06, they have contributed around 11.12% to the GDP (Gross Domestic Production) at market price. The investments in CPSEs was Rs.29(Gross Domestic Production) at market price. The investments in CPSEs was Rs.29 crores in 5 enterprises on 01.04.1951 and as on 31.03.2007 it was Rs.4,21,089crores in 5 enterprises on 01.04.1951 and as on 31.03.2007 it was Rs.4,21,089 crores in 247 enterprises. The turnover of CPSEs has increased from Rs 2, 76, 002crores in 247 enterprises. The turnover of CPSEs has increased from Rs 2, 76, 002

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crores in 1997-98 to Rs.9,64,410 crores in 2006-07, recording a growth of 337%.crores in 1997-98 to Rs.9,64,410 crores in 2006-07, recording a growth of 337%. The net profit of the CPSEs has increased from Rs.13582 crores in 1997-98 to Rs.The net profit of the CPSEs has increased from Rs.13582 crores in 1997-98 to Rs. 81550 crores in 2006-07, recording a growth of 599%. The dividend paid by the81550 crores in 2006-07, recording a growth of 599%. The dividend paid by the CPSEs to the Government in 1997-98 was Rs.3609 crores and it increased to Rs.CPSEs to the Government in 1997-98 was Rs.3609 crores and it increased to Rs. 26805 in 2006-07 recording a growth of 643%. The total contribution of CPSEs to26805 in 2006-07 recording a growth of 643%. The total contribution of CPSEs to the Central exchequer (includes dividend, taxes, duties, interest, fee, charges etc) inthe Central exchequer (includes dividend, taxes, duties, interest, fee, charges etc) in 2005-06 was Rs.1,25,465 crores and it increased to Rs.1,47,635 crores in 2006-072005-06 was Rs.1,25,465 crores and it increased to Rs.1,47,635 crores in 2006-07 recording a growth of 17.68%. In comparison, the leading private sector corporaterecording a growth of 17.68%. In comparison, the leading private sector corporate M/S Reliance Industries Limited has earned a net profit of Rs.11943 crores and paidM/S Reliance Industries Limited has earned a net profit of Rs.11943 crores and paid a dividend of Rs.1440 crores only in 2006-07.a dividend of Rs.1440 crores only in 2006-07.

The reserves and surpluses of CPSEs went up from Rs.3,59,181 crores in 2005-06The reserves and surpluses of CPSEs went up from Rs.3,59,181 crores in 2005-06 to Rs.4,16,469 crores in 2006-07, recording a growth of 16% whereas, the reservesto Rs.4,16,469 crores in 2006-07, recording a growth of 16% whereas, the reserves and surplus of Reliance Industries Limited (the leading private corporate industry)and surplus of Reliance Industries Limited (the leading private corporate industry) was only Rs.62514 crores in 2006-07.was only Rs.62514 crores in 2006-07.

The enormous reserves and surpluses available with the CPSEs could be utilized forThe enormous reserves and surpluses available with the CPSEs could be utilized for developing productive assets. However, the Government is not allowing this.0ut ofdeveloping productive assets. However, the Government is not allowing this.0ut of these huge reserves and surpluses available with the CPSEs, only 4 % (Rs.17383these huge reserves and surpluses available with the CPSEs, only 4 % (Rs.17383 crores) was used as financial investment during 2006-07. The reason for keepingcrores) was used as financial investment during 2006-07. The reason for keeping this huge surplus and reserve of CPSEs unutilized is only to sell the profitablethis huge surplus and reserve of CPSEs unutilized is only to sell the profitable CPSEs at cheap rates to the Indian and foreign big capitalists and to handover toCPSEs at cheap rates to the Indian and foreign big capitalists and to handover to them these huge reserves and surpluses as bonus. It is to be noted that VSNL wasthem these huge reserves and surpluses as bonus. It is to be noted that VSNL was sold to Tata’s for a mere Rs.1320 crores and along with it, its cash reserves ofsold to Tata’s for a mere Rs.1320 crores and along with it, its cash reserves of Rs.1200 crores were also handed over.Rs.1200 crores were also handed over.

The Government’s statement that the IPO/disinvestment of profitable PSUs wasThe Government’s statement that the IPO/disinvestment of profitable PSUs was needed for mobilizing funds for the development is not true because as detailedneeded for mobilizing funds for the development is not true because as detailed above, the PSUs are having huge reserves and surpluses. This statement wasabove, the PSUs are having huge reserves and surpluses. This statement was intended to conceal the real intention of selling PSUs at throwaway prices to theintended to conceal the real intention of selling PSUs at throwaway prices to the Indian and foreign big capitalists. That is why Trade Unions are opposingIndian and foreign big capitalists. That is why Trade Unions are opposing disinvestment. We oppose the recommendation of the second Pay review committeedisinvestment. We oppose the recommendation of the second Pay review committee (appointed for submitting recommendations on revised pay structure for executives(appointed for submitting recommendations on revised pay structure for executives in PSUs) for partial disinvestment of PSUs. It is nothing but starting privatization ofin PSUs) for partial disinvestment of PSUs. It is nothing but starting privatization of PSUs in phased manner. Trade Unions are demanding withdrawal of any proposal ofPSUs in phased manner. Trade Unions are demanding withdrawal of any proposal of disinvestment of PSUs and to use the reserve and surplus for their development.disinvestment of PSUs and to use the reserve and surplus for their development.

EMPLOYMENT IN CPSEsEMPLOYMENT IN CPSEs

While the investment, turn over, profit, dividend of the PSUs are increasing in a bigWhile the investment, turn over, profit, dividend of the PSUs are increasing in a big way and their contribution to the central exchequer is increasing continuously andway and their contribution to the central exchequer is increasing continuously and significantly, the number of employees in the CPSUs is decreasing. The total numbersignificantly, the number of employees in the CPSUs is decreasing. The total number of employees in CPSUs excluding contract/casual labor was 19.59 lakhs in 1997-98.of employees in CPSUs excluding contract/casual labor was 19.59 lakhs in 1997-98. Even after addition of about 3.5 lakhs of DoT employees absorbed in BSNL, the totalEven after addition of about 3.5 lakhs of DoT employees absorbed in BSNL, the total number of employees came down to 16.14 lakhs in 2006-07. number of employees came down to 16.14 lakhs in 2006-07.

SHARE OF WAGES IN THE TURNOVER OF CPSUsSHARE OF WAGES IN THE TURNOVER OF CPSUs

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The per capita emoluments in CPSUs were Rs.1,29,582 in 1997-98. It increased toThe per capita emoluments in CPSUs were Rs.1,29,582 in 1997-98. It increased to Rs.3,25,738 in 2006-07. However, the share of wages as % in turnover has comeRs.3,25,738 in 2006-07. However, the share of wages as % in turnover has come down significantly from 19.19% in 1997-98 to 5.45% in 2006-07. This shows that thedown significantly from 19.19% in 1997-98 to 5.45% in 2006-07. This shows that the employees in the CPSUs have created more wealth but without proportionateemployees in the CPSUs have created more wealth but without proportionate increase in wages.increase in wages. WAGE REVISION IN CENTRAL PSUsWAGE REVISION IN CENTRAL PSUs

Different methods are adopted for salary revision of executives and for non-Different methods are adopted for salary revision of executives and for non-executives. While wage revision of executives and non-unionized supervisors isexecutives. While wage revision of executives and non-unionized supervisors is done through a Pay Revision Committee appointed by the Government, the wagedone through a Pay Revision Committee appointed by the Government, the wage settlement of non-executives is arrived through bilateral negotiations between thesettlement of non-executives is arrived through bilateral negotiations between the management and the unions. The last wage settlement (6management and the unions. The last wage settlement (6 thth round) was w.e.f. round) was w.e.f. 01.01.1997. In the case of BSNL opted DoT/DTS/DTO employees, the last revision01.01.1997. In the case of BSNL opted DoT/DTS/DTO employees, the last revision was w.e.f. 01.01.1996, i.e. 11 years ago as per recommendations of 5was w.e.f. 01.01.1996, i.e. 11 years ago as per recommendations of 5 thth Central Pay Central Pay Commission. The present one is the 7Commission. The present one is the 7 thth round of negotiations. round of negotiations.

6th CENTRAL PAY COMMISSION6th CENTRAL PAY COMMISSION

The Government constituted the 6The Government constituted the 6 thth Central Pay Commission with Justice Central Pay Commission with Justice B.N.Srikrishna as Chairman vide Resolution No.5/2/2006-E III (A) dated 5B.N.Srikrishna as Chairman vide Resolution No.5/2/2006-E III (A) dated 5 thth October October 2006 to examine and recommend structure of pay, allowances and other facilities /2006 to examine and recommend structure of pay, allowances and other facilities / benefits for the Central Government employees. The 6benefits for the Central Government employees. The 6 thth CPC submitted its CPC submitted its recommendations on 24recommendations on 24thth March 2008. March 2008.

22 ndnd PAY REVISION COMMITTEE FOR EXECUTIVES IN CPSEs PAY REVISION COMMITTEE FOR EXECUTIVES IN CPSEs

The Government of India vide Resolution dated 30The Government of India vide Resolution dated 30 thth November 2006 under No.2 November 2006 under No.2 (10)/06/DPE-WC issued notification appointing a Pay Revision Committee with Mr.(10)/06/DPE-WC issued notification appointing a Pay Revision Committee with Mr. Justice M.J.Rao, Retd. Judge, Supreme Court for recommending the pay,Justice M.J.Rao, Retd. Judge, Supreme Court for recommending the pay, allowances, perquisites and benefits for the executives in the Central Public Sectorallowances, perquisites and benefits for the executives in the Central Public Sector Enterprises. The committee submitted the recommendations to the Government onEnterprises. The committee submitted the recommendations to the Government on 3030thth May 2008. May 2008.

ABNORMAL DELAY IN STARTING THE WAGE NEGOTIATIONS FOR NON-ABNORMAL DELAY IN STARTING THE WAGE NEGOTIATIONS FOR NON-EXECUTIVESEXECUTIVES

While the VI Central Pay Commission for Central Government employees andWhile the VI Central Pay Commission for Central Government employees and Justice M.J.Rao Committee for the executives in CPSEs have submitted theirJustice M.J.Rao Committee for the executives in CPSEs have submitted their recommendations on 24recommendations on 24thth March 2008 and 30 March 2008 and 30thth May 2008 respectively, the May 2008 respectively, the negotiation for the non-executives in the BSNL has not yet started on the plea of thenegotiation for the non-executives in the BSNL has not yet started on the plea of the management that approval for the same has not been received from themanagement that approval for the same has not been received from the Administrative Ministry, i.e. DoT, so far.Administrative Ministry, i.e. DoT, so far.

77 thth ROUND OF WAGE NEGOTIATIONS AND DEMANDS ON BASIC ISSUES ROUND OF WAGE NEGOTIATIONS AND DEMANDS ON BASIC ISSUES

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The 7The 7thth round of wage settlement is to be effective from 01.01.2007. The Central round of wage settlement is to be effective from 01.01.2007. The Central Government and DPE have issued certain guidelines for negotiations on the wageGovernment and DPE have issued certain guidelines for negotiations on the wage revision of non-executive employees vide DPE OM No. 2(7)/2006-DPE (WC)-GL-revision of non-executive employees vide DPE OM No. 2(7)/2006-DPE (WC)-GL-XIV dated 9XIV dated 9thth November 2006. It was stated that the management of CPSEs would November 2006. It was stated that the management of CPSEs would be free to negotiate the wage structure for the unionized workmen keeping in viewbe free to negotiate the wage structure for the unionized workmen keeping in view and consistent with the generation of the resources/profits by the concernedand consistent with the generation of the resources/profits by the concerned enterprises. It was also stipulated that the validity period of wage settlement wouldenterprises. It was also stipulated that the validity period of wage settlement would be for ten years with 100% DA neutralization w.e.f. 01.01.2007. The revision shallbe for ten years with 100% DA neutralization w.e.f. 01.01.2007. The revision shall be subject to the condition that there shall be no increase in labor cost per physicalbe subject to the condition that there shall be no increase in labor cost per physical unit of output with rare exceptions. Certain other conditions were also stipulated.unit of output with rare exceptions. Certain other conditions were also stipulated.

The Committee of Public Sector Trade Unions (CPSTU) was very critical of theThe Committee of Public Sector Trade Unions (CPSTU) was very critical of the guidelines issued by the DPE and after comprehensive deliberation in its Nationalguidelines issued by the DPE and after comprehensive deliberation in its National Conventions formulated the following demands on basic issues:Conventions formulated the following demands on basic issues:

No to disinvestment/privatization and contractorisation/outsourcing in PSUsNo to disinvestment/privatization and contractorisation/outsourcing in PSUs

Tenure of the wage agreement should not be more than five years. RelativityTenure of the wage agreement should not be more than five years. Relativity between workers and executives in pay and benefits turned widely adversebetween workers and executives in pay and benefits turned widely adverse during last round of wage negotiation must be restored.during last round of wage negotiation must be restored.

Annual increment system as percentage of basic pay to be calculatedAnnual increment system as percentage of basic pay to be calculated cumulatively every year and the pay scale should be open ended.cumulatively every year and the pay scale should be open ended.

Wage rise for the contract workers in PSUs ensuring at least the minimumWage rise for the contract workers in PSUs ensuring at least the minimum wage and benefits available to the permanent workers in all the respectivewage and benefits available to the permanent workers in all the respective PSUs.PSUs.

Merger of DA equal to 50 percent of the basic pay with effect fromMerger of DA equal to 50 percent of the basic pay with effect from 01.04.2004.01.04.2004.

Financial and policy support for revival of sick PSUs and wage revision for theFinancial and policy support for revival of sick PSUs and wage revision for the concerned employees.concerned employees.

Filling up of all vacancies for workman category in PSUs through freshFilling up of all vacancies for workman category in PSUs through fresh recruitment of regular workers.recruitment of regular workers.

Notice was also given for a one-day strike on 7Notice was also given for a one-day strike on 7 thth May 2008 on the above demands. May 2008 on the above demands.

PERIODICITYPERIODICITY

In Public Sector Undertakings, wage revisions have taken place every 5 years untilIn Public Sector Undertakings, wage revisions have taken place every 5 years until 55thth round of wage revision. However, after the 6 round of wage revision. However, after the 6 thth round of wage negotiation w.e.f. round of wage negotiation w.e.f. 01.01.1997 a 10 year period was brought in to effect unilaterally making the 701.01.1997 a 10 year period was brought in to effect unilaterally making the 7 thth round round of negotiation due from 01.01.2007 only. This has resulted in serious erosion ofof negotiation due from 01.01.2007 only. This has resulted in serious erosion of wages for the employees. Hence, the issue was taken by the CPSTU with thewages for the employees. Hence, the issue was taken by the CPSTU with the Government.Government.

A meeting was held by Hon’ble Prime Minister with the representatives of NationalA meeting was held by Hon’ble Prime Minister with the representatives of National Trade Unions on 28Trade Unions on 28thth April 2008 and it was assured that the 10 year period of wage April 2008 and it was assured that the 10 year period of wage

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agreement can be modified as 5 year agreement with full neutralization, on the basisagreement can be modified as 5 year agreement with full neutralization, on the basis of which the strike was deferred. The DPE guidelines on 5 year wage agreementof which the strike was deferred. The DPE guidelines on 5 year wage agreement was issued vide DPE OM No.2(7)/06-DPE(WC)-GL VI dated 1was issued vide DPE OM No.2(7)/06-DPE(WC)-GL VI dated 1stst May 2008. May 2008.

MERGER OF 50% IDA W.E.F. 01.01.2005MERGER OF 50% IDA W.E.F. 01.01.2005

The Central Government employees were granted merger of 50% CDA w.e.f.The Central Government employees were granted merger of 50% CDA w.e.f. 01.01.2004. In the case of employees of Central PSUs the IDA crossed 50% w.e.f.01.01.2004. In the case of employees of Central PSUs the IDA crossed 50% w.e.f. 01.01.2005. As per DPE Guidelines vide OM No. 2(7)/2005-DPE(WC)-GL III dated01.01.2005. As per DPE Guidelines vide OM No. 2(7)/2005-DPE(WC)-GL III dated 2626thth February 2008, BSNL Management issued orders for merger of 50% IDA for its February 2008, BSNL Management issued orders for merger of 50% IDA for its employee’s w.e.f. 01.01.2007 only. BSNL employees are eligible to have 50%employee’s w.e.f. 01.01.2007 only. BSNL employees are eligible to have 50% merger of IDA w.e.f. 01.01.2005, when it crossed 50%.merger of IDA w.e.f. 01.01.2005, when it crossed 50%.

INTERIM RELIEFINTERIM RELIEF

The wage revision is due w.e.f. 01.01.2007. Even after 18 months, wage negotiationThe wage revision is due w.e.f. 01.01.2007. Even after 18 months, wage negotiation has not started for the non-executives. In the meantime, both the VI Central Payhas not started for the non-executives. In the meantime, both the VI Central Pay Commission as well as the 2Commission as well as the 2ndnd Pay Revision Committee for Executives in PSUs have Pay Revision Committee for Executives in PSUs have furnished their reports in March and May 2008 respectively. The delay in startingfurnished their reports in March and May 2008 respectively. The delay in starting negotiations and settlement is resulting in great loss to the workers.negotiations and settlement is resulting in great loss to the workers.

Taking the above aspects into consideration, several PSUs have either grantedTaking the above aspects into consideration, several PSUs have either granted Interim Relief or an advance amount so that the employees are not put to financialInterim Relief or an advance amount so that the employees are not put to financial loss. The Staff side feels it justifiable that an amount of 50% of pay subject toloss. The Staff side feels it justifiable that an amount of 50% of pay subject to minimum of Rs.3000/- be granted as Interim Relief to all non-executives employees.minimum of Rs.3000/- be granted as Interim Relief to all non-executives employees.

BSNL IS ONE OF THE BEST PSUBSNL IS ONE OF THE BEST PSU SS s BUT PAYS LESS TO ITS EMPLOYEESs BUT PAYS LESS TO ITS EMPLOYEES

A study of 11 PSUs – BSNL, MTNL, TCIL, ONGC, BPCL, HPCL, IOC, NTPC, PowerA study of 11 PSUs – BSNL, MTNL, TCIL, ONGC, BPCL, HPCL, IOC, NTPC, Power Grid, BHEL and SAIL was made for the financial year 2005-06. Various parametersGrid, BHEL and SAIL was made for the financial year 2005-06. Various parameters enabling a comparative study of these 11 PSUs are given in the annexure as tablesenabling a comparative study of these 11 PSUs are given in the annexure as tables 1 to 5.1 to 5.

BSNL got the MOU rating “excellent” along with ONGC, HPCL, IOCL, Power Grid,BSNL got the MOU rating “excellent” along with ONGC, HPCL, IOCL, Power Grid, BHEL and SAIL whereas MTNL, TCIL, BPCL and NTPC have got the MOU ratingBHEL and SAIL whereas MTNL, TCIL, BPCL and NTPC have got the MOU rating “very good” (Table-1).“very good” (Table-1).

BSNL tops among these 11 PSUs in case of Gross Block, Net Block, Reserves andBSNL tops among these 11 PSUs in case of Gross Block, Net Block, Reserves and surpluses, capital employed and number of employees (Table-1)surpluses, capital employed and number of employees (Table-1)

BSNL is in 2BSNL is in 2ndnd position in case of net profit among these 11 PSUs (Table-1). In fact, position in case of net profit among these 11 PSUs (Table-1). In fact, BSNL is in 2BSNL is in 2ndnd position among the top 10 profit making PSUs (Table-3). position among the top 10 profit making PSUs (Table-3).

Among these 11 PSUs, BSNL is in 5Among these 11 PSUs, BSNL is in 5 thth place in case of net revenue after IOCL, place in case of net revenue after IOCL, BPCL, HPCL and ONGC (Table-1).BPCL, HPCL and ONGC (Table-1).

BSNL’s share in total 225 PSUs is 19% in reserves & surplus, 18% in Gross Block,BSNL’s share in total 225 PSUs is 19% in reserves & surplus, 18% in Gross Block, 19% in net block, 15% in capital employed, 13% in PBDITEP (Profit before19% in net block, 15% in capital employed, 13% in PBDITEP (Profit before

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depreciation, interest, taxes, extra ordinary items and prior period adjustments), 13%depreciation, interest, taxes, extra ordinary items and prior period adjustments), 13% in net profit, 20% in number of employees and 4% in turnover. in net profit, 20% in number of employees and 4% in turnover.

The rate of gross surplus created in these 11 PSUs is given in Table-4. This isThe rate of gross surplus created in these 11 PSUs is given in Table-4. This is arrived at by the formula PBITEP/WAGES X 100. PBITEP is the gross profit afterarrived at by the formula PBITEP/WAGES X 100. PBITEP is the gross profit after deducting depreciation cost. The cost of labor power is indicated by the wages anddeducting depreciation cost. The cost of labor power is indicated by the wages and the gross surplus created by the labor power is indicated by PBITEP. In the rate ofthe gross surplus created by the labor power is indicated by PBITEP. In the rate of gross surplus in these 11 PSUs, BSNL is better than BPCL and IOCL in the Oilgross surplus in these 11 PSUs, BSNL is better than BPCL and IOCL in the Oil Sector and closer to BHEL and SAIL. Sector and closer to BHEL and SAIL.

The rate of net surplus (net profit) generated in these PSUs is given in Table-5. ThisThe rate of net surplus (net profit) generated in these PSUs is given in Table-5. This is arrived by the formula Net Profit / Wages x 100. The rate of net profit in BSNL isis arrived by the formula Net Profit / Wages x 100. The rate of net profit in BSNL is higher than MTNL, TCIL, BPCL, HPCL, BHEL and SAIL. higher than MTNL, TCIL, BPCL, HPCL, BHEL and SAIL.

BSNL is eligible for Navaratna status. The II Pay Revision Committee for executivesBSNL is eligible for Navaratna status. The II Pay Revision Committee for executives which submitted its report on 30-5-08 has graded BSNL in A+ Category of PSUs,which submitted its report on 30-5-08 has graded BSNL in A+ Category of PSUs, which is the highest, for deciding wages.which is the highest, for deciding wages.

However, the glaring fact is that the average per employee per month wageHowever, the glaring fact is that the average per employee per month wage (Rs.18914) is the lowest in BSNL among these 11 PSUs. While in the rest of the 10(Rs.18914) is the lowest in BSNL among these 11 PSUs. While in the rest of the 10 PSUs, the average wage is from Rs.25062 to 61733, in BSNL it is only Rs.18914. ItPSUs, the average wage is from Rs.25062 to 61733, in BSNL it is only Rs.18914. It is also to be noted that the wage in BSNL is very low compared with other telecomis also to be noted that the wage in BSNL is very low compared with other telecom PSUs – MTNL and TCIL. PSUs – MTNL and TCIL.

PARITY IN WAGES WITH OIL SECTOR PSUs AND OTHER PSUs IS JUSTIFIEDPARITY IN WAGES WITH OIL SECTOR PSUs AND OTHER PSUs IS JUSTIFIED

The facts mentioned in Chapter-I above clearly establish that BSNL is comparable toThe facts mentioned in Chapter-I above clearly establish that BSNL is comparable to Oil Sector PSUs in respect of several parameters and therefore the wages of BSNLOil Sector PSUs in respect of several parameters and therefore the wages of BSNL employees have to be on par with Oil Sector PSUs like ONGC, HPCL, IOCL oremployees have to be on par with Oil Sector PSUs like ONGC, HPCL, IOCL or BPCL. The fact that the wages in these Oil Sector PSUs will be revised significantlyBPCL. The fact that the wages in these Oil Sector PSUs will be revised significantly from 01.01.2007 is to be taken into consideration. It is also to be noted that in otherfrom 01.01.2007 is to be taken into consideration. It is also to be noted that in other public sector telecom service companies MTNL and TCIL and also in the recentlypublic sector telecom service companies MTNL and TCIL and also in the recently privatized VSNL, the wages are high compared to BSNL.privatized VSNL, the wages are high compared to BSNL.

The Department of Public Sector Enterprises in its Circular No.2 (50)/86-DPE(WC)The Department of Public Sector Enterprises in its Circular No.2 (50)/86-DPE(WC) dated 19.07.1995 has stated:dated 19.07.1995 has stated:

“Public Sector Enterprises are considered as ‘State’ under the provisions of article 12“Public Sector Enterprises are considered as ‘State’ under the provisions of article 12 of the constitution of India. Both the Supreme Court and the various High Courtsof the constitution of India. Both the Supreme Court and the various High Courts have given directions in the recent past either for restoration of parity in the scales ofhave given directions in the recent past either for restoration of parity in the scales of pay in one PSE with that of another PSE or removal of anomalies. In order to avoidpay in one PSE with that of another PSE or removal of anomalies. In order to avoid further litigation, it has, therefore, been proposed that the scales of pay of thefurther litigation, it has, therefore, been proposed that the scales of pay of the incumbents of the top posts, executives holding posts below the board level andincumbents of the top posts, executives holding posts below the board level and non-unionized supervisors would be similar in all PSEs irrespective of profit or lossnon-unionized supervisors would be similar in all PSEs irrespective of profit or loss made by them”.made by them”.

When the executives of other sectors are treated on par with Oil Sector irrespectiveWhen the executives of other sectors are treated on par with Oil Sector irrespective of profit or loss, the same parity has to be applied to non-executives. Moreover, inof profit or loss, the same parity has to be applied to non-executives. Moreover, in view of being one of the best among PSUs, the BSNL has no reason to deny parityview of being one of the best among PSUs, the BSNL has no reason to deny parity in wages with oil sector.in wages with oil sector.

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Insisting on degree of uniformity, Justice Mohan Committee, the 1Insisting on degree of uniformity, Justice Mohan Committee, the 1stst Pay Revision Pay Revision Committee appointed for executives, has recommended as under:Committee appointed for executives, has recommended as under:

“The Committee also noted the fact of the Government being major share“The Committee also noted the fact of the Government being major share holder and common owner of PSUs, the committee feels the system of aholder and common owner of PSUs, the committee feels the system of a degree of uniformity in the pay scales between PSUs is both necessary anddegree of uniformity in the pay scales between PSUs is both necessary and desirable”.desirable”.

The following table indicates the status prevailing in PSUs within the Ministry ofThe following table indicates the status prevailing in PSUs within the Ministry of Communications & IT during the year 2005-2006.Communications & IT during the year 2005-2006.

PSUPSU WageWage Net Profit Net Profit Rate of net profitRate of net profitIn Crores In croresIn Crores In crores

MTNLMTNL 19051905 05800580 30%30%TCILTCIL 00680068 00330033 49%49%BSNLBSNL 74217421 89408940 120%120%

It can evidently be seen that profit earned by BSNL is 120% compared to MTNL 30%It can evidently be seen that profit earned by BSNL is 120% compared to MTNL 30% and TCIL (49%) whereas the per month employee wage is only Rs.18914 in BSNLand TCIL (49%) whereas the per month employee wage is only Rs.18914 in BSNL where the same is Rs.31052 and Rs.61733 respectively in MTNL and TCIL. Thiswhere the same is Rs.31052 and Rs.61733 respectively in MTNL and TCIL. This discrimination has to immediately be removed by reviewing the wages of BSNLdiscrimination has to immediately be removed by reviewing the wages of BSNL employees comparable with TOP level PSUs.employees comparable with TOP level PSUs.

Constitutionally PSEs are considered as “State” under Article 12. It has been heldConstitutionally PSEs are considered as “State” under Article 12. It has been held by various High Courts and Supreme Court of India to maintain parity in scales ofby various High Courts and Supreme Court of India to maintain parity in scales of Pay between PSEs and thus to remove the anomaly.Pay between PSEs and thus to remove the anomaly.

The most important principle in wage determination of BSNL workers should be a fairThe most important principle in wage determination of BSNL workers should be a fair comparison with profit making PSUs and the rate of wage fixed by them.comparison with profit making PSUs and the rate of wage fixed by them.

From the following data the minimum wage as on 01.01.1997, in different PSUsFrom the following data the minimum wage as on 01.01.1997, in different PSUs visibly indicate how the BSNL employees have been deprived of their eligibility invisibly indicate how the BSNL employees have been deprived of their eligibility in spite of the fact of growth of the Company in all respects.spite of the fact of growth of the Company in all respects.

PSUPSU MINIMUM PAYMINIMUM PAY PSUPSU MINIMUM PAYMINIMUM PAY

BHELBHEL 42004200 IFFCOLIFFCOL 49004900ONGCONGC 43004300 NLCNLC 49004900MADRASMADRAS FERTILISERSFERTILISERS

43204320 INDIAN AIRLINESINDIAN AIRLINES 52005200

MTNLMTNL 44004400 BSNLBSNL 40004000IOCIOC 46004600

LOGICAL RELATIVITY IN THE WAGES OF NON-EXECUTIVES ANDLOGICAL RELATIVITY IN THE WAGES OF NON-EXECUTIVES AND EXECUTIVES IN CPSEs HAS TO BE IMPROVEDEXECUTIVES IN CPSEs HAS TO BE IMPROVED

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The ratio between the lowest pay of the non-executive and the highest pay of theThe ratio between the lowest pay of the non-executive and the highest pay of the executive was 1:19 in 1970 in Public Sector, before starting of the collectiveexecutive was 1:19 in 1970 in Public Sector, before starting of the collective bargaining. After 5 rounds of wage agreements once in every 5 years, by 1996 thisbargaining. After 5 rounds of wage agreements once in every 5 years, by 1996 this relativity was improved to 1:4.7. However, in the 6relativity was improved to 1:4.7. However, in the 6 thth round of wage revision that came round of wage revision that came into effect from 01.01.1997, the non-executives were discriminated and theinto effect from 01.01.1997, the non-executives were discriminated and the executives were highly favored. As a result the above said relativity in wages hasexecutives were highly favored. As a result the above said relativity in wages has deteriorated from 1:4.7 to 1:7. This distorted relativity has to be corrected and thedeteriorated from 1:4.7 to 1:7. This distorted relativity has to be corrected and the relativity should be restored to 1:4.7.relativity should be restored to 1:4.7.

The existing scale minimum of Group D in BSNL is Rs.4000 and the scale maximumThe existing scale minimum of Group D in BSNL is Rs.4000 and the scale maximum of CMD is Rs 31500. The ratio between these two is 1:7.875. The Second Payof CMD is Rs 31500. The ratio between these two is 1:7.875. The Second Pay Revision Committee has recommended a fixed basic pay of Rs.100000 for CMD,Revision Committee has recommended a fixed basic pay of Rs.100000 for CMD, with effect from 01.01.2007. Even if the existing ratio of 1:7.875 is to be maintainedwith effect from 01.01.2007. Even if the existing ratio of 1:7.875 is to be maintained between the minimum pay of the Group D and maximum pay of CMD in the new paybetween the minimum pay of the Group D and maximum pay of CMD in the new pay structure of the non-executives, the minimum of the pay scale of Group D should bestructure of the non-executives, the minimum of the pay scale of Group D should be Rs.12698/-. However, the existing ratio of 1:7 has to be restored to the previous ratioRs.12698/-. However, the existing ratio of 1:7 has to be restored to the previous ratio of 1:4.7. Therefore to maintain this ratio of 1:4.7, the minimum of Group D in theof 1:4.7. Therefore to maintain this ratio of 1:4.7, the minimum of Group D in the revised scales has to be fixed at Rs.21276/-. revised scales has to be fixed at Rs.21276/-.

WAGE REVISION IN BSNL AFTER 11 YEARSWAGE REVISION IN BSNL AFTER 11 YEARS

While the non-executives in other CPSEs had the last wage revision as onWhile the non-executives in other CPSEs had the last wage revision as on 01.01.1997, the employees in BSNL had their last wage revision on 01.01.1996,01.01.1997, the employees in BSNL had their last wage revision on 01.01.1996, since they were Central Government employees at that time and revision made assince they were Central Government employees at that time and revision made as per VI Central Pay Commission. As such, this wage revision is taking place after 11per VI Central Pay Commission. As such, this wage revision is taking place after 11 years instead of 10 years.years instead of 10 years.

The conversion from CDA to IDA effected in BSNL w.e.f. 01.10.2000 consequent toThe conversion from CDA to IDA effected in BSNL w.e.f. 01.10.2000 consequent to corporatization cannot be treated as a full pledged wage revision. Hence, the factcorporatization cannot be treated as a full pledged wage revision. Hence, the fact that this wage negotiation and revision is being done after 11 years has to bethat this wage negotiation and revision is being done after 11 years has to be considered while fixing the wages.considered while fixing the wages.

EMPLOYMENT IN BSNLEMPLOYMENT IN BSNL

The report published by Telecom Commission and subsequently by BSNL reveals The report published by Telecom Commission and subsequently by BSNL reveals the following position on employees’ strength:the following position on employees’ strength:

CategoryCategory As on As on 31.03.200031.03.2000

As on As on 31.03.200531.03.2005

As on As on 31.03.200731.03.2007

As on As on 31.03.200831.03.2008

ExecutivesExecutives 57,86157,861 52,08352,083 59,64259,642 65,000 (approx.)65,000 (approx.)Non-Non-ExecutivesExecutives

3,58,7413,58,741 2,70,4092,70,409 2,60,8642,60,864 2,43,0112,43,011

About 98% of the non-executives and about 95% of the executives exercised optionAbout 98% of the non-executives and about 95% of the executives exercised option for absorption in BSNL. Accordingly, about 3,51,566 non-executives and 48,387for absorption in BSNL. Accordingly, about 3,51,566 non-executives and 48,387 executives (after deducting those of the executives opted to MTNL) were alsoexecutives (after deducting those of the executives opted to MTNL) were also absorbed in BSNL as on 01.01.2000. The strength of non-executives, particularlyabsorbed in BSNL as on 01.01.2000. The strength of non-executives, particularly

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after option has continuously been reduced as compared to that of executives, whichafter option has continuously been reduced as compared to that of executives, which is in increasing order as shown above.is in increasing order as shown above.

The percentage of decrease of non-executives over the years ranges from 24% toThe percentage of decrease of non-executives over the years ranges from 24% to 27%, whilst it is the reverse (that is in increasing order) as far as executives is27%, whilst it is the reverse (that is in increasing order) as far as executives is concerned. The percentage of increase of executives works around 17%. There hadconcerned. The percentage of increase of executives works around 17%. There had been a net reduction of about 1,20,000 non-executive posts during the periodbeen a net reduction of about 1,20,000 non-executive posts during the period between 01.01.2000 to 31.03.2008.between 01.01.2000 to 31.03.2008. The percentage of decrease of non-executives over the years with the single mindedThe percentage of decrease of non-executives over the years with the single minded objective of reduction without resort to any scientific analysis or study of functionalobjective of reduction without resort to any scientific analysis or study of functional needs of the organization resulted in a highly distorted composition of non-needs of the organization resulted in a highly distorted composition of non-executives.executives.

This has not only overburdened the workers at lower levels but also affectedThis has not only overburdened the workers at lower levels but also affected adversely the efficacy and efficiency. This naturally projects a poor image of theadversely the efficacy and efficiency. This naturally projects a poor image of the organization in general and its capacity to face the challenges and tasks in theorganization in general and its capacity to face the challenges and tasks in the changing scenario. The process of downsizing should stop forth with, keeping inchanging scenario. The process of downsizing should stop forth with, keeping in view the interest of company as well as its services. view the interest of company as well as its services.

The details of BSNL’s revenue, salaries, administrative and operating expenses andThe details of BSNL’s revenue, salaries, administrative and operating expenses and profit before and after tax payment from 2000-01 to 2006-07 is given in the tableprofit before and after tax payment from 2000-01 to 2006-07 is given in the table below:below:

BSNL-REVENUE, SALARIES, ADMN & OPERATING EXPENSES, PROFIT BEFORE & AFTER TAXBSNL-REVENUE, SALARIES, ADMN & OPERATING EXPENSES, PROFIT BEFORE & AFTER TAX (In Rupees crores)Sl.Sl.NoNo YearYear

RevenRevenue ue

Total Total expenditure expenditure including including depreciationdepreciation

Employees Employees remunerationremuneration

AdministrativeAdministrativeand Operating and Operating expenditureexpenditure

ProfitProfitBeforeBefore taxtax

ProfitProfitAfterAftertaxtax

AmountAmount % in % in revenuerevenue

amountamount % in % in revenuerevenue

11 01.10.0001.10.00 toto

31.03.0131.03.01

1169911699 1069910699 20702070 17.6917.69 28942894 24.7324.73 10301030 747747

22 2001-022001-02 2698226982 2046220462 38483848 14.2614.26 39963996 14.8014.80 68526852 6312631233 2002-032002-03 2589325893 2507925079 62666266 24.1924.19 54655465 21.1021.10 26582658 1444144444 2003-042003-04 3391933919 2716427164 63776377 18.8018.80 71127112 20.9620.96 89968996 5977597755 2004-052004-05 3609036090 2940229402 84188418 23.3223.32 79527952 22.0322.03 79207920 101831018366 2005-062005-06 4017740177 3190731907 74217421 18.4718.47 1049710497 26.1226.12 84478447 8940894077 2006-072006-07 3971539715 3146631466 73097309 18.4018.40 1091610916 27.4827.48 81548154 78067806

From this table it is clear that the percentage of employees’ remuneration in theFrom this table it is clear that the percentage of employees’ remuneration in the revenue has been hovering around 18% since the incorporation of BSNL. But as perrevenue has been hovering around 18% since the incorporation of BSNL. But as per the details given above, it is clear that during this period the number of non-the details given above, it is clear that during this period the number of non-executives has come down from 3,58,741 to 2,60,864. Thus in this period theexecutives has come down from 3,58,741 to 2,60,864. Thus in this period the strength of non-executives was reduced by 97,877. On the other hand, the strengthstrength of non-executives was reduced by 97,877. On the other hand, the strength of executives has increased from 57,861 to 59,642. This means the percentage ofof executives has increased from 57,861 to 59,642. This means the percentage of wages of non-executives in the revenue has come down compared to thewages of non-executives in the revenue has come down compared to the executives. Thus the non-executives were already in a discriminated positionexecutives. Thus the non-executives were already in a discriminated position compared to the executives. In such a situation, it requires to remove thiscompared to the executives. In such a situation, it requires to remove this

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discrimination. Therefore, since the pay scales recommended for executives indiscrimination. Therefore, since the pay scales recommended for executives in BSNL by the 2BSNL by the 2ndnd pay revision committee are equal to the executives in ONGC, IOCL pay revision committee are equal to the executives in ONGC, IOCL etc which are categorized as A+ along with BSNL, same principle is to be applied foretc which are categorized as A+ along with BSNL, same principle is to be applied for non-executives also in revising their wages.non-executives also in revising their wages.

WAGE REVISION FOR NON-EXECUTIVES AND STATUS OF BSNLWAGE REVISION FOR NON-EXECUTIVES AND STATUS OF BSNL

As per report of the 2As per report of the 2ndnd Pay Revision Committee for Executives of CPSEs submitted Pay Revision Committee for Executives of CPSEs submitted on 30on 30thth May 2008, BSNL has been graded (highest grade) at A+ Grade with a May 2008, BSNL has been graded (highest grade) at A+ Grade with a revenue of Rs.39,715 crores in 2006-07 with a net worth of Rs.85717 crores andrevenue of Rs.39,715 crores in 2006-07 with a net worth of Rs.85717 crores and profit of Rs.8940 crore (2005-06) and Rs.7806 crores (2006-07), taking the criteriaprofit of Rs.8940 crore (2005-06) and Rs.7806 crores (2006-07), taking the criteria values of Total Income, Manpower (numbers) and geographical spread. The Payvalues of Total Income, Manpower (numbers) and geographical spread. The Pay Revision Committee for executives has accordingly recommended scales on theRevision Committee for executives has accordingly recommended scales on the basis of this grading. The same grading of A+ should be made applicable for wagebasis of this grading. The same grading of A+ should be made applicable for wage revision for non-executives also, along with Oil Sector majors like ONGC and IOCL.revision for non-executives also, along with Oil Sector majors like ONGC and IOCL.

Even though, the figures are not out, indications have been given by theEven though, the figures are not out, indications have been given by the management that the revenue and profit may slide down comparing that of 2006-management that the revenue and profit may slide down comparing that of 2006-2007. In that case it is nothing but a self inflicted injury which is only due to the2007. In that case it is nothing but a self inflicted injury which is only due to the unfortunate developments which culminated in reducing the GSM tender from 45.5unfortunate developments which culminated in reducing the GSM tender from 45.5 million to 22.25 million without any justification and the inability of the managementmillion to 22.25 million without any justification and the inability of the management to procure GSM lines for providing and expanding mobile services in the countryto procure GSM lines for providing and expanding mobile services in the country having a very good market. BSNL is still the No.1 Company in India and is aspiringhaving a very good market. BSNL is still the No.1 Company in India and is aspiring to restore its second position in Mobile sector. to restore its second position in Mobile sector.

It is to be noted that even in 2007-08 also BSNL stood number one among theIt is to be noted that even in 2007-08 also BSNL stood number one among the telecom service companies in revenue earned. The revenue earned by BSNL intelecom service companies in revenue earned. The revenue earned by BSNL in 2007-08 was said to be Rs.35,296 crores where as Bharti Airtel has earned revenue2007-08 was said to be Rs.35,296 crores where as Bharti Airtel has earned revenue of Rs.26,436 crores and stood in second position. of Rs.26,436 crores and stood in second position.

Further, according to the BSNL vision 2010 and the expansion plans for mobiles,Further, according to the BSNL vision 2010 and the expansion plans for mobiles, broadband etc as also the declaration of the Hon’ble Minister and CMD BSNL puttingbroadband etc as also the declaration of the Hon’ble Minister and CMD BSNL putting a target of 30% market share from the present 25%, the present trend of slidinga target of 30% market share from the present 25%, the present trend of sliding down is only a temporary phase. Moreover, the tender for 9crore GSM linesdown is only a temporary phase. Moreover, the tender for 9crore GSM lines equipment would be finalized soon and once the supply of this equipment starts, theequipment would be finalized soon and once the supply of this equipment starts, the problem of scarcity of equipment would be solved and by 2010, as per the plan,problem of scarcity of equipment would be solved and by 2010, as per the plan, additional nine crores mobile subscribers will be added by BSNL. Besides this theadditional nine crores mobile subscribers will be added by BSNL. Besides this the BSNL has planned to achieve target of 1 crores broad band connections by 2010(atBSNL has planned to achieve target of 1 crores broad band connections by 2010(at present the number of broad band connections in case of BSNL is 20 lakhs. If thispresent the number of broad band connections in case of BSNL is 20 lakhs. If this plan is implemented as per the schedule, the market share and revenue of BSNL willplan is implemented as per the schedule, the market share and revenue of BSNL will improve considerably.improve considerably.

Hence, the grading of A+ given by the II Pay Revision Committee stands good andHence, the grading of A+ given by the II Pay Revision Committee stands good and this status is to be taken as the basis for wage revision of non-executives also,this status is to be taken as the basis for wage revision of non-executives also, without any discrimination. without any discrimination.

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TECHNOLOGICAL AND STRUCTURAL CHANGES IN BSNL REQUIRETECHNOLOGICAL AND STRUCTURAL CHANGES IN BSNL REQUIRE CONSIDERABLE IMPROVEMENT IN WAGES OF ITS EMPLOYEESCONSIDERABLE IMPROVEMENT IN WAGES OF ITS EMPLOYEES

The technology is changing fast thus forcing the working conditions to undergo rapidThe technology is changing fast thus forcing the working conditions to undergo rapid changes on a day to day basis to keep pace generally with global transformationschanges on a day to day basis to keep pace generally with global transformations and particularly with the competitors in the field. With a view to retain and earn newand particularly with the competitors in the field. With a view to retain and earn new customers, the worker is made to “Learn While Driving”, and to adapt the newcustomers, the worker is made to “Learn While Driving”, and to adapt the new technology as a matter of routine thus to give optimal output and productivity.technology as a matter of routine thus to give optimal output and productivity.

The data clearly reveal 50% reduction in the strength of non-executives during theseThe data clearly reveal 50% reduction in the strength of non-executives during these years whilst the growth of the system is in multiple by way of increased teledensity,years whilst the growth of the system is in multiple by way of increased teledensity, increased traffic efficiency and reduced fault rate. These improvements were merelyincreased traffic efficiency and reduced fault rate. These improvements were merely due to the efforts of the workers who were driven by the professional environment todue to the efforts of the workers who were driven by the professional environment to improve their skills on their own in every area of work to ensure effective utilization ofimprove their skills on their own in every area of work to ensure effective utilization of ever changing technical introductions in addition to their commitment for effectiveever changing technical introductions in addition to their commitment for effective combat in the competitive market to gain customer satisfaction.combat in the competitive market to gain customer satisfaction.

Any pay finalized through negotiation should be in the interest of the organization toAny pay finalized through negotiation should be in the interest of the organization to keep a worker content and should be satisfactory enough to motivate for efficientkeep a worker content and should be satisfactory enough to motivate for efficient performance of his duties with a sense of dedication. This will ensure that theperformance of his duties with a sense of dedication. This will ensure that the worker gives his best in the field of competing service for customer retention andworker gives his best in the field of competing service for customer retention and augmentation. Also, the effort of the management should be to infuse a pervadingaugmentation. Also, the effort of the management should be to infuse a pervading feeling that he is serving an organization that has a genuine desire to look after hisfeeling that he is serving an organization that has a genuine desire to look after his needs, place him in a comparable position of his counterparts in similar PSUs.needs, place him in a comparable position of his counterparts in similar PSUs.The ILO in its Publication about Wages has stated as:The ILO in its Publication about Wages has stated as:

“The main objective of job evaluation is to provide definite, systematic and“The main objective of job evaluation is to provide definite, systematic and factual data for determining the relative worth of jobs provide a basis forfactual data for determining the relative worth of jobs provide a basis for equality in wages within an establishment and furnish data for establishing aequality in wages within an establishment and furnish data for establishing a wage and salary structure comparable to those of other employees in thewage and salary structure comparable to those of other employees in the same”.same”. No such approach was adopted nor the management desired in the angle as statedNo such approach was adopted nor the management desired in the angle as stated by ILO during previous wage agreement, and hope at least will now ponder to theby ILO during previous wage agreement, and hope at least will now ponder to the need of placing its own workers in a comparable wage with other PSUs and withneed of placing its own workers in a comparable wage with other PSUs and with executives in the PSUs.executives in the PSUs.

The Staff Telephone Ratio has drastically come down whereas the annual growthThe Staff Telephone Ratio has drastically come down whereas the annual growth and returns are exponential. The rapid transformation of every day technologyand returns are exponential. The rapid transformation of every day technology associated with the quantum of work associated with different kind of approach andassociated with the quantum of work associated with different kind of approach and work nature, has compounded the operations, and forced every worker to have in-work nature, has compounded the operations, and forced every worker to have in-depth knowledge and skill in the work area. Complex technical functions that havedepth knowledge and skill in the work area. Complex technical functions that have increased job relativities are the major justifications to warrant the management toincreased job relativities are the major justifications to warrant the management to place its workers in comparable scale of similar graded PSUs without underratingplace its workers in comparable scale of similar graded PSUs without underrating the job and thus resulting in depression of Justified Wage for non-executives.the job and thus resulting in depression of Justified Wage for non-executives.

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MINIMUM PAY BE FIXED AT RS.14000MINIMUM PAY BE FIXED AT RS.14000

The above detailed facts are to be taken into consideration while revising the payThe above detailed facts are to be taken into consideration while revising the pay scales of BSNL employees.scales of BSNL employees.

The minimum basic pay in the present NE1 scale is 4000. The pay is to be revisedThe minimum basic pay in the present NE1 scale is 4000. The pay is to be revised as on 1-1-2007. The DA being paid on 1-1-2007 is in two parts. 50% of the basic payas on 1-1-2007. The DA being paid on 1-1-2007 is in two parts. 50% of the basic pay is merged with basic pay and it is called as Dearness Pay. Thus at this minimumis merged with basic pay and it is called as Dearness Pay. Thus at this minimum level, the Pay+ DP will be 6000. Total DA is 68.8%, out of which 50% was mergedlevel, the Pay+ DP will be 6000. Total DA is 68.8%, out of which 50% was merged and treated as Dearness pay. Therefore remaining 18.8% is given on 6000i.e Pay+and treated as Dearness pay. Therefore remaining 18.8% is given on 6000i.e Pay+ DP. Then the total emoluments will be 4000+2000+1128=7128; On theseDP. Then the total emoluments will be 4000+2000+1128=7128; On these emoluments, 100% fitment benefit is to be given due to the following reasons:emoluments, 100% fitment benefit is to be given due to the following reasons:

a)a) The pay scale of CMD was revised from 27,750-750-31,500 toThe pay scale of CMD was revised from 27,750-750-31,500 to 1,00,000(fixed), as per the report of the 21,00,000(fixed), as per the report of the 2ndnd Pay Review Committee for Pay Review Committee for executives. Therefore at minimum level the CMD pay was increased fromexecutives. Therefore at minimum level the CMD pay was increased from 27,750 to 1,00,000 and at maximum level it was increased from 31,500 to27,750 to 1,00,000 and at maximum level it was increased from 31,500 to 1,00,000. The emoluments at minimum level on 1-1-07 are Rs.49,4511,00,000. The emoluments at minimum level on 1-1-07 are Rs.49,451 [27,750+13,875(50%DA merger)+7,826(18.8%DA)]. This is increased to[27,750+13,875(50%DA merger)+7,826(18.8%DA)]. This is increased to 1,00,000 on 01.01.2007. The increase in emoluments at minimum level is by1,00,000 on 01.01.2007. The increase in emoluments at minimum level is by Rs.50,549, which is 102% increase. The emoluments at maximum level i.e RsRs.50,549, which is 102% increase. The emoluments at maximum level i.e Rs 31,500/- on 1-1-07 are Rs.56,133. This is increased to Rs.1,00,000/- on31,500/- on 1-1-07 are Rs.56,133. This is increased to Rs.1,00,000/- on 01.01.2007. The increase in emoluments at maximum level is Rs.43,867/-,01.01.2007. The increase in emoluments at maximum level is Rs.43,867/-, which is 78% increase. The average increase (median increase) of the scalewhich is 78% increase. The average increase (median increase) of the scale as on 01.01.2007 is 90%(average of 102% at minimum+78% at maximum). Itas on 01.01.2007 is 90%(average of 102% at minimum+78% at maximum). It is fair and reasonable to grant this 90% increase in emoluments to all theis fair and reasonable to grant this 90% increase in emoluments to all the employees in BSNL.employees in BSNL.

b)b) The minimum pay in BSNL is Rs.4000/- whereas it is Rs.4300/- in ONGC andThe minimum pay in BSNL is Rs.4000/- whereas it is Rs.4300/- in ONGC and Rs.4600 in IOC. Therefore to maintain parity with these oil sector companies,Rs.4600 in IOC. Therefore to maintain parity with these oil sector companies, another 10% increase is to be granted in addition to the above said 90%another 10% increase is to be granted in addition to the above said 90% increase.increase.

c)c) Hence, the fitment benefit should be 100% on Pay+DP+DA on the total of PayHence, the fitment benefit should be 100% on Pay+DP+DA on the total of Pay and DP as on 01.01.2007. But in case of NE2, NE3, NE4, NE5 & NE6 weand DP as on 01.01.2007. But in case of NE2, NE3, NE4, NE5 & NE6 we propose a fitment benefit of 107%, 119%, 125%, 122% and 126%propose a fitment benefit of 107%, 119%, 125%, 122% and 126% respectively, keeping in view the fact that there is only negligible increase inrespectively, keeping in view the fact that there is only negligible increase in the minimum of these scales compared to the minimum of the previous scale.the minimum of these scales compared to the minimum of the previous scale. In case of NE11, the fitment percentage is to be fixed as 106% keeping inIn case of NE11, the fitment percentage is to be fixed as 106% keeping in view of the disturbed relativity between this is scale (Grade IV Scale) & JTOview of the disturbed relativity between this is scale (Grade IV Scale) & JTO Scale after corporatisation.Scale after corporatisation.

d)d) The emoluments on the basis of minimum pay Rs.4000/- on 01.01.2007 isThe emoluments on the basis of minimum pay Rs.4000/- on 01.01.2007 is

Rs.7128/-. With 100% fitment benefit it will be Rs.14256 and to bring it toRs.7128/-. With 100% fitment benefit it will be Rs.14256 and to bring it to nearest thousand it is fixed at Rs.14000/-.nearest thousand it is fixed at Rs.14000/-.

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REVISED PAY SCALE MINIMUMSREVISED PAY SCALE MINIMUMS

The existing pay scale minimums are proportionately increased on the basis of theThe existing pay scale minimums are proportionately increased on the basis of the above fitment formula and the following Pay Scales are proposed with effect fromabove fitment formula and the following Pay Scales are proposed with effect from 01.01.2007. 01.01.2007.

(IN RUPEES)(IN RUPEES)

SCALESCALE EXISTINGEXISTING MINIMUMMINIMUMPAYPAY

DEARNESSDEARNESSPAYPAY[50% of (2)][50% of (2)]

DEARNESSDEARNESS ALLOWA-ALLOWA-NCENCE[18.8% on[18.8% on(2)+(3)](2)+(3)]

EMOLUMEMOLUMENTSENTS

[(2)+(3)+[(2)+(3)+(4)](4)]

FITMENTFITMENT% ON (5)% ON (5)

FITMENTFITMENTAMOUNTAMOUNT

MINIMUM MINIMUM PAY INPAY IN THETHENEWNEW SCALESCALE[(5)+(7)[(5)+(7) roundedrounded to nearestto nearest hundred]hundred]

(1)(1) (2)(2) (3)(3) (4)(4) (5)(5) (6)(6) (7)(7) (8)(8)NE1NE1 40004000 20002000 11281128 71287128 100%100% 68726872 1400014000NE2NE2 40604060 20302030 11451145 72357235 107%107% 77657765 1500015000NE3NE3 41004100 20502050 11561156 73067306 119%119% 86948694 1600016000NE4NE4 42504250 21252125 11991199 75747574 125%125% 94269426 1700017000NE5NE5 45504550 22752275 12831283 81088108 122%122% 98929892 1800018000NE6NE6 47204720 23602360 13311331 84118411 126%126% 1058910589 1900019000NE7NE7 57005700 28502850 16071607 1015710157 100%100% 1015710157 2030020300NE8NE8 65506550 32753275 18471847 1167211672 100%100% 1167211672 2330023300NE9NE9 71007100 35503550 20022002 1265212652 100%100% 1265212652 2530025300NE10NE10 78007800 39003900 22002200 1390013900 100%100% 1390013900 2780027800NE11NE11 85708570 42854285 24172417 1527215272 106%106% 1622816228 3150031500NE12NE12(PROPO(PROPOSED)SED)

98509850 49254925 27782778 1755317553 100%100% 1653316533 3510035100

NE13NE13(PROPO(PROPOSED)SED)

1187511875 59385938 33493349 2116221162 100%100% 2116221162 4230042300

NE14NE14(PROPO(PROPOSED)SED)

1300013000 65006500 36663666 2316623166 100%100% 2316623166 4630046300

NOTE: The scales are increased from the existing 11 scales to 14 scales in view ofNOTE: The scales are increased from the existing 11 scales to 14 scales in view of our demand for five promotions in service. The highest recruitment grade in Non-our demand for five promotions in service. The highest recruitment grade in Non-Executive cadres is NE-9 and in case five promotions are to be given in service toExecutive cadres is NE-9 and in case five promotions are to be given in service to those recruited in this grade, 14 scales are required.those recruited in this grade, 14 scales are required.

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INCREMENTINCREMENT

Both 6Both 6thth Central Pay Commission for Central Government Employees and 2 Central Pay Commission for Central Government Employees and 2ndnd Pay Pay Revision Committee for Executives of CPSEs have recommended increment asRevision Committee for Executives of CPSEs have recommended increment as percentage of basic pay. We propose that 5% of basic pay be granted as incrementpercentage of basic pay. We propose that 5% of basic pay be granted as increment in all the pay scales for non-executives in BSNL. In case of officials having incrementin all the pay scales for non-executives in BSNL. In case of officials having increment due on 01.01.2007, they may be allowed to draw the due increment in the reviseddue on 01.01.2007, they may be allowed to draw the due increment in the revised pay structure, after fixing their pay in the revised pay scales based on their pre-pay structure, after fixing their pay in the revised pay scales based on their pre-revised basic pay without adding increment due in the pre-revised scale onrevised basic pay without adding increment due in the pre-revised scale on 01.01.2007.01.01.2007.

PAY SCALES BE OPEN ENDED PAY SCALES BE OPEN ENDED

We demand that the pay scales should be open ended, with 5% increment on basicWe demand that the pay scales should be open ended, with 5% increment on basic pay.pay.PROPOSED PAY SCALESPROPOSED PAY SCALES

Based on the above calculations, we propose the following revised pay scales WhichBased on the above calculations, we propose the following revised pay scales Which are open ended, which are open ended, with 5% increment on basic pay:are open ended, which are open ended, with 5% increment on basic pay:

S.NoS.No Existing pay scalesExisting pay scales Revised openRevised open ended pay scalesended pay scales

Annual Increment Annual Increment

NE1NE1 4000-120-53204000-120-5320 1400014000 5% on Basic Pay5% on Basic PayNE2NE2 4060-125-59354060-125-5935 1500015000 5% on Basic Pay5% on Basic PayNE3NE3 4100-125-58504100-125-5850 1600016000 5% on Basic Pay5% on Basic PayNE4NE4 4250-130-62004250-130-6200 1700017000 5% on Basic Pay5% on Basic PayNE5NE5 4550-140-66504550-140-6650 1800018000 5% on Basic Pay5% on Basic PayNE6NE6 4720-150-69704720-150-6970 1900019000 5% on Basic Pay5% on Basic PayNE7NE7 5700-160-81005700-160-8100 2030020300 5% on Basic Pay5% on Basic PayNE8NE8 6550-185-93256550-185-9325 2330023300 5% on Basic Pay5% on Basic PayNE9NE9 7100-200-101007100-200-10100 2530025300 5% on Basic Pay5% on Basic PayNE10NE10 7800-225-111757800-225-11175 2780027800 5% on Basic Pay5% on Basic PayNE11NE11 8570-245-122458570-245-12245 3150031500 5% on Basic Pay5% on Basic PayNE12NE12 9850-250-146009850-250-14600

(PROPOSED)(PROPOSED)3510035100 5% on Basic Pay5% on Basic Pay

NE13NE13 11875-300-1772511875-300-17725 (PROPOSED)(PROPOSED)

4230042300 5% on Basic Pay5% on Basic Pay

NE14NE14 13000-350-1825013000-350-18250 (PROPOSED)(PROPOSED)

4630046300 5% on Basic Pay 5% on Basic Pay

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FITMENT FORMULAFITMENT FORMULAIn view of the details given above, we propose the following fitment formula, forIn view of the details given above, we propose the following fitment formula, for fitment in the revised pay scales:fitment in the revised pay scales:

(1)(1) Pay as on 1-1-2007Pay as on 1-1-2007

(2)(2) 50% of the pay as on 1-1-2007(Dearness Pay)50% of the pay as on 1-1-2007(Dearness Pay)

(3) (3) Add (1)+(2)Add (1)+(2)

(4) (4) 18.8% on (3)18.8% on (3)

(5) (5) Add (1)+(2)+(4)Add (1)+(2)+(4)

(6) (6) 100% on (5) in case of NE1, NE7, NE8, NE9, NE10 and 107%, 119%, 125%, 100% on (5) in case of NE1, NE7, NE8, NE9, NE10 and 107%, 119%, 125%, 122%, 126% and 106% in case of NE2, NE3, NE4, NE5, NE6 and NE11 122%, 126% and 106% in case of NE2, NE3, NE4, NE5, NE6 and NE11 respectively on (5). respectively on (5).

(7) (7) Add (5) and (6) and round it to the nearest multiple of hundred and theAdd (5) and (6) and round it to the nearest multiple of hundred and the amount thus arrived is the new basic pay in the revised scale on 01.01.2007.amount thus arrived is the new basic pay in the revised scale on 01.01.2007.

NOTE:NOTE: The anomalies/aberrations existing in the present pay structure are to be The anomalies/aberrations existing in the present pay structure are to be settled. The senior getting lower than the junior in the same scale or the senior insettled. The senior getting lower than the junior in the same scale or the senior in higher scale getting lower than his junior in the lower scale as on 01.10.2000 orhigher scale getting lower than his junior in the lower scale as on 01.10.2000 or subsequently in the IDA scales are to be brought on par with their junior by risingsubsequently in the IDA scales are to be brought on par with their junior by rising basic pay of the senior. This is to be done before fitment in the revised pay scales. Inbasic pay of the senior. This is to be done before fitment in the revised pay scales. In case any anomalies/aberrations arise consequent to fitment in the revised paycase any anomalies/aberrations arise consequent to fitment in the revised pay scales, such anomalies/aberrations are to be settled.scales, such anomalies/aberrations are to be settled.

FITMENT ON PROMOTIONFITMENT ON PROMOTION

Add 10% of the basic pay to the basic pay in the pre-promotion scale and round theAdd 10% of the basic pay to the basic pay in the pre-promotion scale and round the amount to nearest 10 and it will be the pay in the promoted scale.amount to nearest 10 and it will be the pay in the promoted scale.

FAMILY PLANNING INCREMENTFAMILY PLANNING INCREMENT

Increment in the revised and current scale be paid as Family Planning Increment.Increment in the revised and current scale be paid as Family Planning Increment.

SPECIAL PAYSPECIAL PAY

Grant of Special Pay should not be linked with the grade and all the officials postedGrant of Special Pay should not be linked with the grade and all the officials posted to the special pay eligibility points should be granted with special pay. The quantumto the special pay eligibility points should be granted with special pay. The quantum of special pay may be doubled to the present quantum. The assistants deployed inof special pay may be doubled to the present quantum. The assistants deployed in this area are being given Rs.30/- per month. This may be proportionately doubledthis area are being given Rs.30/- per month. This may be proportionately doubled according to quantum o transaction in that area.according to quantum o transaction in that area.

DEARNESS ALLOWANCE DEARNESS ALLOWANCE

The DA as on 01.1.2007 on the revised pay would be 0 and thereafter the existingThe DA as on 01.1.2007 on the revised pay would be 0 and thereafter the existing procedure of granting Dearness Allowance may be continued, with 100%procedure of granting Dearness Allowance may be continued, with 100% neutralization.neutralization.

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HOUSE RENT ALLOWANCEHOUSE RENT ALLOWANCE

At present, the following classification of cities is being followed:At present, the following classification of cities is being followed:

CLASSIFICATION OF CITYCLASSIFICATION OF CITY POPULATIONPOPULATION HRA PAIDHRA PAIDA-1A-1 50 lakhs and above50 lakhs and above 30% of pay +DP30% of pay +DPAA 20-50lakhs20-50lakhs 15% of pay +DP15% of pay +DPB-1B-1 10-20 lakhs10-20 lakhs 15% of Pay+DP15% of Pay+DPB-2B-2 05-10 lakhs05-10 lakhs 7.5% of Pay+DP7.5% of Pay+DPCC 50000-5 lakhs50000-5 lakhs 7.5% of Pay+DP7.5% of Pay+DPUnclassifiedUnclassified Below 50000Below 50000 5% of Pay+DP5% of Pay+DP

Since the variation in these rates between the highest (30%) and lowest(5%) is 25%,Since the variation in these rates between the highest (30%) and lowest(5%) is 25%, which is quite high, it has given rise to a lot of heart burn for those working inwhich is quite high, it has given rise to a lot of heart burn for those working in unclassified stations and C class stations.It is proposed that the HRA be paid as perunclassified stations and C class stations.It is proposed that the HRA be paid as per the following rates on the revised Pay w.e.f 01.01.2007:the following rates on the revised Pay w.e.f 01.01.2007:

CLASSIFICATION OF THECLASSIFICATION OF THE STATIONSTATION

POPULATIONPOPULATION HRAHRA

A (Classified earlier as A1 and A)A (Classified earlier as A1 and A) 20 lakhs and above20 lakhs and above 40%40%

B (Classified earlier as B1 and B2)B (Classified earlier as B1 and B2) 5-20 lakhs5-20 lakhs 30%30%

CC 50, 000 to 5 lakhs50, 000 to 5 lakhs 20%20%

DD Below 50000Below 50000 20%20%

Note:- Note:- It is proposed that the HRA rate admissible as above for the SSA Head It is proposed that the HRA rate admissible as above for the SSA Head Quarters is to be allowed for all the stations in the SSA.Quarters is to be allowed for all the stations in the SSA.

The above proposal confirms to the concept of exemption granted to the salaried taxThe above proposal confirms to the concept of exemption granted to the salaried tax payers in respect of HRA drawn by them under Section 10(13A) of Income Tax Actpayers in respect of HRA drawn by them under Section 10(13A) of Income Tax Act read with Rule 2A of Income Tax Rules which allows up to 50% of salary asread with Rule 2A of Income Tax Rules which allows up to 50% of salary as exemption towards HRA in respect of Mumbai/Kolkata/Chennai/Delhi and upto 40%exemption towards HRA in respect of Mumbai/Kolkata/Chennai/Delhi and upto 40% in other cities.in other cities.

CITY COMPENSATORY ALLOWANCECITY COMPENSATORY ALLOWANCE

The 5The 5thth CPC restricted CCA only to the A-1, A, B-1 and B-2 cities and recommended CPC restricted CCA only to the A-1, A, B-1 and B-2 cities and recommended lumpsum amounts which did not provide any basis for arriving at the lumpsumlumpsum amounts which did not provide any basis for arriving at the lumpsum figures recommended by them. On the contrary, they observed that they did notfigures recommended by them. On the contrary, they observed that they did not support the demand for making CCA as a percentage of the basic pay because thissupport the demand for making CCA as a percentage of the basic pay because this amounts to admitting a firm and causal relationship between CCA and income, whileamounts to admitting a firm and causal relationship between CCA and income, while admitting at the same time that the CCA paid as a correction factor for compensatingadmitting at the same time that the CCA paid as a correction factor for compensating the “relative costliness” of the cities. These observations sound paradoxical in asthe “relative costliness” of the cities. These observations sound paradoxical in as much as “relative costliness” is also, in a sense, a form of “dearness” and should bemuch as “relative costliness” is also, in a sense, a form of “dearness” and should be governed by the same principle principles that govern Dearness Allowance. All thegoverned by the same principle principles that govern Dearness Allowance. All the successive pay commissions have admitted the principle that DA should have a onesuccessive pay commissions have admitted the principle that DA should have a one to one relation with basic pay because Dearness causes direct erosion in pay and asto one relation with basic pay because Dearness causes direct erosion in pay and as such any neutralization which is to be given because of that erosion has to besuch any neutralization which is to be given because of that erosion has to be

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related to the basic pay. As such, DA is traditionally being granted as a percentagerelated to the basic pay. As such, DA is traditionally being granted as a percentage of basic pay. On the same analogy, CCA should be granted as a reasonableof basic pay. On the same analogy, CCA should be granted as a reasonable percentage of basic pay to neutralize the erosion of pay due to costliness of cities,percentage of basic pay to neutralize the erosion of pay due to costliness of cities, and it is proposed that the CCA be paid at the following rates on the basic pay:and it is proposed that the CCA be paid at the following rates on the basic pay:

A city-----20% of PayA city-----20% of PayB city----15% of PayB city----15% of PayC city----10% of PayC city----10% of Pay

RURAL COMPENSATORY ALLOWANCE RURAL COMPENSATORY ALLOWANCE

To compensate the hardships on education, medical, housing, family disturbancesTo compensate the hardships on education, medical, housing, family disturbances etc., a Rural Compensatory Allowance of 10% on basic pay may be paid.etc., a Rural Compensatory Allowance of 10% on basic pay may be paid.TRANSPORT ALLOWANCE TRANSPORT ALLOWANCE

The existing transport allowance for Non-Executive employees is as follows:The existing transport allowance for Non-Executive employees is as follows:

PAY SCALES RANGEPAY SCALES RANGE

The existing Transport Allowance is not sufficient to meet the actual expenditureThe existing Transport Allowance is not sufficient to meet the actual expenditure incurred by the employees. In ONGC, Rs.800/- transport allowance is being paid perincurred by the employees. In ONGC, Rs.800/- transport allowance is being paid per month. It will be increased further after wage revisionmonth. It will be increased further after wage revision . . It is proposed that the schemeIt is proposed that the scheme be periodically reviewed one in two years in view of the increasing fuel price andbe periodically reviewed one in two years in view of the increasing fuel price and transport cost. Further it is to be noted that the sixth pay commission hastransport cost. Further it is to be noted that the sixth pay commission has recommended that the transport allowance has to be made inflation free so as torecommended that the transport allowance has to be made inflation free so as to ensure that any future increase in petrol prices and / or in price of transport does notensure that any future increase in petrol prices and / or in price of transport does not affect the real value of this allowance.affect the real value of this allowance.

Pay Scale RangePay Scale Range (Existing)(Existing)

Existing atExisting at A-1 & AA-1 & A

Proposed atProposed at A-1 & AA-1 & A

Other placesOther places existingexisting

Other placesOther places ProposedProposed

Rs. 8570-12245Rs. 8570-12245 750750 20002000 475475 15001500Below Rs. 8570Below Rs. 8570 300300 15001500 200200 10001000

SUPPLEMENTARY DIET ALLOWANCESUPPLEMENTARY DIET ALLOWANCE

At present Rs.225/- per month is being paid as SDA. We demand to enhance SDA toAt present Rs.225/- per month is being paid as SDA. We demand to enhance SDA to Rs.1000/- per month.Rs.1000/- per month.

CHILDREN EDUCATION ALLOWANCECHILDREN EDUCATION ALLOWANCE

We are now in altogether different scenario as regards education is concerned.We are now in altogether different scenario as regards education is concerned. Education has become a commodity to be traded. Whereas Government SchoolsEducation has become a commodity to be traded. Whereas Government Schools

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TRANSPORT ALLOWANCE PERTRANSPORT ALLOWANCE PER MONTHMONTH

A1 AND A CITYA1 AND A CITY OTHER PLACESOTHER PLACES8570-122458570-12245 750750 475475Below the scale of 8570-12245Below the scale of 8570-12245 300300 200200All casual labour with temporary statusAll casual labour with temporary status 300300 200200

have either been abolished or have very inferior infrastructure and facilities. Privatehave either been abolished or have very inferior infrastructure and facilities. Private schools with corporate culture have sprung up in all corners of the country. They areschools with corporate culture have sprung up in all corners of the country. They are charging exorbitant fees. Even for primary education their tuition fees rangescharging exorbitant fees. Even for primary education their tuition fees ranges between 10000 to 25000 per annum. The same scenario prevails upon in higherbetween 10000 to 25000 per annum. The same scenario prevails upon in higher education and professional courses also. Hence, we demand that the actual amounteducation and professional courses also. Hence, we demand that the actual amount paid to the institute for the fees etc. be fully reimbursed.paid to the institute for the fees etc. be fully reimbursed.

In case the child is in hostel, the hostel fees paid to the institution be fullyIn case the child is in hostel, the hostel fees paid to the institution be fully reimbursed.reimbursed.

It is to be noted that the sixth central pay commission has recommended for mergerIt is to be noted that the sixth central pay commission has recommended for merger of CEA & ROTF & recommended for full reimbursement of the amount of the feesof CEA & ROTF & recommended for full reimbursement of the amount of the fees paid to the institution, upto Rs.1000/- per child per month, subject to the maximum ofpaid to the institution, upto Rs.1000/- per child per month, subject to the maximum of two children. It has also recommended that the hostel subsidy may be reimbursedtwo children. It has also recommended that the hostel subsidy may be reimbursed upto a maximum limit of Rs.300/- per month per child. It has also recommended toupto a maximum limit of Rs.300/- per month per child. It has also recommended to raise it by 25% when Dearness Allowance crosses 50% on the revised pay scales.raise it by 25% when Dearness Allowance crosses 50% on the revised pay scales.

UNIFORM, WASHING ALLOWANCE ETC.UNIFORM, WASHING ALLOWANCE ETC.

1.1. Washing allowance be paid @ Rs.300/- month.Washing allowance be paid @ Rs.300/- month.2.2. Stitching charges for Gents Rs.400/- per pair and for women Rs.200/- Stitching charges for Gents Rs.400/- per pair and for women Rs.200/-

(Petticoat & Blouse)(Petticoat & Blouse)3.3. Quality Uniform, Shoes, Chappals, Raincoats, Umbrellas etc. be provided.Quality Uniform, Shoes, Chappals, Raincoats, Umbrellas etc. be provided.

SCOOTER / CYCLE MAINTENANCE ALLOWANCESCOOTER / CYCLE MAINTENANCE ALLOWANCEIt is demanded that the scooter / cycle maintenance allowance may be paid @It is demanded that the scooter / cycle maintenance allowance may be paid @ Rs.500/- and Rs.150/- respectively for the staff who were earlier given cycleRs.500/- and Rs.150/- respectively for the staff who were earlier given cycle maintenance allowance. maintenance allowance.

PROFESSIONAL PURSUIT ALLOWANCEPROFESSIONAL PURSUIT ALLOWANCE

BSNL is facing stiff competition with Private Operators. In the changed scenario theBSNL is facing stiff competition with Private Operators. In the changed scenario the skills and knowledge about technology and marketing tactics of the employees haveskills and knowledge about technology and marketing tactics of the employees have to be improved. To acquire the same a special allowance called PROFESSIONALto be improved. To acquire the same a special allowance called PROFESSIONAL PURSUIT ALLOWANCE can be granted to all the employees so that they canPURSUIT ALLOWANCE can be granted to all the employees so that they can purchase book, journals, etc. The Executives of BSNL are granted Professional Uppurchase book, journals, etc. The Executives of BSNL are granted Professional Up gradation Allowance.gradation Allowance.

We demand that 5% of basic pay be granted per month as Professional PursuitWe demand that 5% of basic pay be granted per month as Professional Pursuit Allowance.Allowance.

PROFICIENCY ALLOWANCEPROFICIENCY ALLOWANCE

With a view to motivate the employees to further develop their academic worth andWith a view to motivate the employees to further develop their academic worth and proficiency, the system of payment of proficiency allowance at the rate of oneproficiency, the system of payment of proficiency allowance at the rate of one increment for the qualification possessed by them over and above the requiredincrement for the qualification possessed by them over and above the required recruitment qualification be implemented.recruitment qualification be implemented.

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CASH HANDLING ALLOWANCE (FOR CASHIER)CASH HANDLING ALLOWANCE (FOR CASHIER)

Cash Handling Allowance be paid as follows:Cash Handling Allowance be paid as follows:

AVERAGE MONTHLY CASH HANDLEDAVERAGE MONTHLY CASH HANDLED AMOUNT OF ALLOWANCE AMOUNT OF ALLOWANCE Up to Rs.50000/-Up to Rs.50000/- Rs.300/-p.mRs.300/-p.mRs.50,001 to Rs.2,00,000/-Rs.50,001 to Rs.2,00,000/- Rs.800 p.mRs.800 p.mRs.2,00,001 to Rs.5,00,000/-Rs.2,00,001 to Rs.5,00,000/- Rs.1000/- p.mRs.1000/- p.mRs.25,00,001 to Rs.10,00,000/-Rs.25,00,001 to Rs.10,00,000/- Rs.1500/- p.m.Rs.1500/- p.m.Above 10,00,000/-Above 10,00,000/- Rs.2000/- p.m.Rs.2000/- p.m.

At present the cash handling allowance as per the rule is to be paid only to TOA,At present the cash handling allowance as per the rule is to be paid only to TOA, which is not practically possible since the number of TOA is nominal and mostlywhich is not practically possible since the number of TOA is nominal and mostly Sr.TOAs are doing the job. Hence, the CHA has to be paid to all TOA/Sr.TOA or anySr.TOAs are doing the job. Hence, the CHA has to be paid to all TOA/Sr.TOA or any other cadre official handling cash.other cadre official handling cash.

For the officials working in the customer service centers, the cash handlingFor the officials working in the customer service centers, the cash handling allowance may be paid as per the above rates.allowance may be paid as per the above rates.

FIXED CONVEYANCE ALLOWANCE FIXED CONVEYANCE ALLOWANCE

The fixed conveyance allowance is granted to officials if they cover fixed distance inThe fixed conveyance allowance is granted to officials if they cover fixed distance in a month on official duty. We propose the following modification.a month on official duty. We propose the following modification.

DistanceDistance Present RatePresent RateMotor CarMotor Car Other modeOther mode

201 to 300201 to 300 10001000 400400301 to 450301 to 450 18001800 500500451 to 600451 to 600 20002000 650650601 to 800601 to 800 25002500 750750

>801>801 30003000 850850

OVERTIME ALLOWANCE OVERTIME ALLOWANCE

Over Time Allowance has not been revised for nearly 20 years. We demand thatOver Time Allowance has not been revised for nearly 20 years. We demand that OTA be paid at the hourly rate of two times of the revised Pay for normal OTA asOTA be paid at the hourly rate of two times of the revised Pay for normal OTA as well as holiday OTA. It is proposed to remove the restriction on eligibility and the agewell as holiday OTA. It is proposed to remove the restriction on eligibility and the age old system of discrimination as operative and administrative staff may be dispensedold system of discrimination as operative and administrative staff may be dispensed with.with.

TELEPHONE DUTY ALLOWANCETELEPHONE DUTY ALLOWANCE

We demand that Telephone Duty Allowance may be fixed Rs.100/- per month.We demand that Telephone Duty Allowance may be fixed Rs.100/- per month.

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TRAVELING / DAILY ALLOWANCE (TA/DA)TRAVELING / DAILY ALLOWANCE (TA/DA)

While the prevalent condition and eligibility may continue, we propose payment While the prevalent condition and eligibility may continue, we propose payment actual lodging rent plus DA as against the present practice of giving someactual lodging rent plus DA as against the present practice of giving some percentage over and above normal DA.percentage over and above normal DA.

COMPENSATORY ALLOWANCES LIKE HILL/REMOTE AREA/ SPECIALCOMPENSATORY ALLOWANCES LIKE HILL/REMOTE AREA/ SPECIAL AREA/HILL TRACT/ DISTURBED AREA/COAL/ RISK AREAs ETC.,AREA/HILL TRACT/ DISTURBED AREA/COAL/ RISK AREAs ETC., ALLOWANCESALLOWANCES

As per the Central/State Government norms, on IDA pay scales.As per the Central/State Government norms, on IDA pay scales.

SPECIAL DUTY ALLOWANCESPECIAL DUTY ALLOWANCE

At present special duty allowance @ 12.5% of the basic pay is being paid to theAt present special duty allowance @ 12.5% of the basic pay is being paid to the employees in Assam, North East and A&N Circles. It is proposed to continue thisemployees in Assam, North East and A&N Circles. It is proposed to continue this allowance at the same rate on the revised pay and extend it to Sikkim.allowance at the same rate on the revised pay and extend it to Sikkim. HAZARDOUS DUTY ALLOWANCEHAZARDOUS DUTY ALLOWANCE

The workers in Telecom Factories, Telecom Stores, Galvanizing Plant Furnace,The workers in Telecom Factories, Telecom Stores, Galvanizing Plant Furnace, Erection and maintenance of Towers, cable-jointing work etc. be paid an amount ofErection and maintenance of Towers, cable-jointing work etc. be paid an amount of Rs.1000/- per month in view of the hazardous nature of the work.Rs.1000/- per month in view of the hazardous nature of the work.

SHIFT DUTY ALLOWANCESHIFT DUTY ALLOWANCE

It is being paid in MTNL and BPCL. We demand that the following rates may be paidIt is being paid in MTNL and BPCL. We demand that the following rates may be paid per shift, as shift duty allowance.per shift, as shift duty allowance.

Morning Shift (duty that commence before 0700 Hrs)Morning Shift (duty that commence before 0700 Hrs) -- Rs.100/-Rs.100/-Evening Shift (duty that terminates after 1900 Hrs)Evening Shift (duty that terminates after 1900 Hrs) -- Rs.150/-Rs.150/-Night Shift (duty between 2200 to 0600 Hrs)Night Shift (duty between 2200 to 0600 Hrs) -- Rs.250/-Rs.250/-

TRANSFER TATRANSFER TA

The sixth pay commission as recommended, “Insofar as Transfer TA is concerned,The sixth pay commission as recommended, “Insofar as Transfer TA is concerned, only one transfer grant is permitted if the transfer of husband and wife takes placeonly one transfer grant is permitted if the transfer of husband and wife takes place within 6 months of each other from the same place to the same place. This conditionwithin 6 months of each other from the same place to the same place. This condition places unreasonable difficulty because the transferred spouse has to take someplaces unreasonable difficulty because the transferred spouse has to take some essential household items even for periods less than six months It is recommendedessential household items even for periods less than six months It is recommended that fifty percent of the transfer grant on transfer should be allowed to the spousethat fifty percent of the transfer grant on transfer should be allowed to the spouse transferred later in case the transfer takes place within six months but after 60 daystransferred later in case the transfer takes place within six months but after 60 days of the transfer of the spouse transferred earlier. No such transfer grant shall beof the transfer of the spouse transferred earlier. No such transfer grant shall be admissible in case where both the transfers are ordered within 60 days. The existingadmissible in case where both the transfers are ordered within 60 days. The existing provisions shall continue in case of transfers after a period of six months or more.provisions shall continue in case of transfers after a period of six months or more. Other rules precluding transfer grant in case of request transfer or transfer other thanOther rules precluding transfer grant in case of request transfer or transfer other than on public interest shall continue to apply unchanged in their case.” We request foron public interest shall continue to apply unchanged in their case.” We request for implementing this.implementing this.

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In addition, all the other left out allowances that are presently paid may continue withIn addition, all the other left out allowances that are presently paid may continue with doubling of the present quantum.doubling of the present quantum.

LEAVE TRAVEL CONCESSIONLEAVE TRAVEL CONCESSION

A)Home Town LTCA)Home Town LTC

This concession be allowed once in a calendar year.This concession be allowed once in a calendar year.

B)All India LTCB)All India LTC

This concession be allowed once in two calendar years.This concession be allowed once in two calendar years.

C)Encashment of All India LTCC)Encashment of All India LTC

Encashment of All India LTC be given limited to 100% of the actual fare applicable,Encashment of All India LTC be given limited to 100% of the actual fare applicable, for the employee and his family members and the distance eligible for encashmentfor the employee and his family members and the distance eligible for encashment be to and fro 5000 k.m.be to and fro 5000 k.m. D)HOLIDAY HOME PACKAGED)HOLIDAY HOME PACKAGE

In addition to the hometown LTC and All India LTC, every employee be allowed toIn addition to the hometown LTC and All India LTC, every employee be allowed to avail a Holiday Home Package of 10 days in every 2 years block at specified placesavail a Holiday Home Package of 10 days in every 2 years block at specified places in all over India. The 10 days package can be availed by splitting it by two times.in all over India. The 10 days package can be availed by splitting it by two times. The rent for the hotel room be borne by the Company. The employee and his familyThe rent for the hotel room be borne by the Company. The employee and his family members availing holiday home trip be paid DA during these 10 days holiday homemembers availing holiday home trip be paid DA during these 10 days holiday home package. Pilgrimage importance / Tourist importance places in all over India are topackage. Pilgrimage importance / Tourist importance places in all over India are to be recognized for the holiday home package.be recognized for the holiday home package.

E) JOURNEY BY CAR/TAXIE) JOURNEY BY CAR/TAXI

LTC will also be admissible for journey undertaken by other modes of conveyanceLTC will also be admissible for journey undertaken by other modes of conveyance according to the convenience. In such cases, the journey must be performed by theaccording to the convenience. In such cases, the journey must be performed by the shortest road route / steamer service. The assistance will be limited to the actualshortest road route / steamer service. The assistance will be limited to the actual expenses incurred subject to the ceiling of rate as fixed by that State Road Transportexpenses incurred subject to the ceiling of rate as fixed by that State Road Transport Authority per kilometer per member of the family. The assistance for journey by ownAuthority per kilometer per member of the family. The assistance for journey by own car / taxi will however be Rs.1.50 per kilometer per member.car / taxi will however be Rs.1.50 per kilometer per member.

F) OTHER ISSUESF) OTHER ISSUES

In the family members, stepfather residing with and wholly depended and theIn the family members, stepfather residing with and wholly depended and the employee may be treated as family member.employee may be treated as family member.

Modify the condition of point to point fare, and make circular tours on circular ticketsModify the condition of point to point fare, and make circular tours on circular tickets of Railways admissible.of Railways admissible.

During LTC journey, daily allowance may be granted for the employee as well as forDuring LTC journey, daily allowance may be granted for the employee as well as for the family members, as a measure of support and to encourage tourism.the family members, as a measure of support and to encourage tourism.

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For those going on LTC to J&K, NE, Andaman and other Islands, air fare may beFor those going on LTC to J&K, NE, Andaman and other Islands, air fare may be allowed.allowed.

Total entitlement of the fare is to be allowed in case the actual expended amountTotal entitlement of the fare is to be allowed in case the actual expended amount due to different type of journeys by train, and by air etc. is more or equal to thedue to different type of journeys by train, and by air etc. is more or equal to the entitlement. entitlement.

HOUSE BUILDING ADVANCEHOUSE BUILDING ADVANCE

HBA be paid at 100 times of IDA pay of the official, with recovery in 180 installments,HBA be paid at 100 times of IDA pay of the official, with recovery in 180 installments, interest at Government of India rates.interest at Government of India rates.

FESTIVAL ADVANCEFESTIVAL ADVANCE

One month basic pay in the revised pay scales be paid as Festival Advance withoutOne month basic pay in the revised pay scales be paid as Festival Advance without interest, to be recovered in 10 installments.interest, to be recovered in 10 installments.

VEHICLE ADVANCEVEHICLE ADVANCE

The advance may be made interest free.The advance may be made interest free.

The existing conditions of eligibility based on pay scale may be removed.The existing conditions of eligibility based on pay scale may be removed.

The actual cost of vehicle may be paid as advanceThe actual cost of vehicle may be paid as advance

Two wheeler – Actual cost – max. Rs.50,000/-Two wheeler – Actual cost – max. Rs.50,000/-

Four wheeler – Actual cost – max. Rs.5,00,000/-Four wheeler – Actual cost – max. Rs.5,00,000/-

COMPUTER PURCHASE ADVANCECOMPUTER PURCHASE ADVANCE

Computer has become an essential requirement in day to day life. With a view toComputer has become an essential requirement in day to day life. With a view to encourage the children of the employees as well as the employee also to learn theencourage the children of the employees as well as the employee also to learn the know-how, this advance may continue to be paid. The cost of the computerknow-how, this advance may continue to be paid. The cost of the computer according to configuration of the system so chosen may be paid subject to aaccording to configuration of the system so chosen may be paid subject to a maximum of Rs.50,000/-. This may be made as an interest free advance andmaximum of Rs.50,000/-. This may be made as an interest free advance and recovered in 50 installments.recovered in 50 installments.

EDUCATION ADVANCEEDUCATION ADVANCE

With a view to augment the academicals worth of the wards of workers by placingWith a view to augment the academicals worth of the wards of workers by placing them on higher studies like technical or non-technical, medical etc, we proposethem on higher studies like technical or non-technical, medical etc, we propose introduction of recoverable educational advance to meet initial expenses and fees tointroduction of recoverable educational advance to meet initial expenses and fees to the tune of Rs.50,000/-.the tune of Rs.50,000/-.

UTILITY LOAN ADVANCEUTILITY LOAN ADVANCE

With a view to provide assistant to the workers, we propose introduction of utility loanWith a view to provide assistant to the workers, we propose introduction of utility loan towards purchase of home appliances, furnitures, and other electrical / electronictowards purchase of home appliances, furnitures, and other electrical / electronic

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gadgets etc. We propose Rs.50,000/- recoverable in 50 installments at an interestgadgets etc. We propose Rs.50,000/- recoverable in 50 installments at an interest rate of 2.5%, subject to the condition of repaying capacity of the beneficiary.rate of 2.5%, subject to the condition of repaying capacity of the beneficiary.

MARRIAGE LOAN MARRIAGE LOAN

We propose for payment of interest free marriage loan of Rs1,00,000/- for a femaleWe propose for payment of interest free marriage loan of Rs1,00,000/- for a female ward and Rs.50,000/- for a male ward of the employee. The same may be allowedward and Rs.50,000/- for a male ward of the employee. The same may be allowed for the marriage of the female / male employee also.for the marriage of the female / male employee also.

SCHOLARSHIPSSCHOLARSHIPS

Merit Scholarship(One time lump sum amount per child)Merit Scholarship(One time lump sum amount per child)

The children of the employees obtaining 75% or more marks in school( from 1The children of the employees obtaining 75% or more marks in school( from 1 stst

standard to 12standard to 12thth standard ) and those obtaining First class in higher education, i.e. standard ) and those obtaining First class in higher education, i.e. Graduation, Diploma, State Level Degree, Professional courses etc., be paid meritGraduation, Diploma, State Level Degree, Professional courses etc., be paid merit award and book award as below:award and book award as below:

S.NOS.NO CLASSCLASS MERIT AWARD MERIT AWARD BOOK AWARDBOOK AWARD11 I to IVI to IV Rs.1800/-p.aRs.1800/-p.a Rs.1000/-p.aRs.1000/-p.a22 VI to VIIIVI to VIII Rs.3000/-p.aRs.3000/-p.a Rs.1600/-p.aRs.1600/-p.a33 IX to XIX to X Rs.4000/- p.aRs.4000/- p.a Rs.2400/-p.aRs.2400/-p.a44 XI to XIIXI to XII Rs.5000/-p.aRs.5000/-p.a Rs.3000/-p.aRs.3000/-p.a55 Graduation/DiplomaGraduation/Diploma Rs.6000/-p.aRs.6000/-p.a Rs.4000/-p.aRs.4000/-p.a66 Professional CoursesProfessional Courses Rs.8000/-p.aRs.8000/-p.a Rs.5000/- p.aRs.5000/- p.a

REIMBURSEMENT OF SPECTACLE COSTREIMBURSEMENT OF SPECTACLE COST

Spectacle cost be reimbursed fully, subject to a maximum of Rs.1000/- per year.Spectacle cost be reimbursed fully, subject to a maximum of Rs.1000/- per year.

NATURAL CALAMITY ADVANCENATURAL CALAMITY ADVANCE

If any area is affected due to draught or inundation or any other calamity due toIf any area is affected due to draught or inundation or any other calamity due to nature’s fury, without linking it for the declaration of the respective Statenature’s fury, without linking it for the declaration of the respective State Government, based on the facts of he situation and report of the Heads of CirclesGovernment, based on the facts of he situation and report of the Heads of Circles this advance at the rate of this advance at the rate of one month’s one month’s basic may be paid.basic may be paid.

BROADBAND CONNECTION BROADBAND CONNECTION

Provide a free broadband connection with unlimited down load along with theProvide a free broadband connection with unlimited down load along with the existing rent-free residential telephone connection given to the employees.existing rent-free residential telephone connection given to the employees.

WORKING HOURSWORKING HOURS

We demand that 5 day/40 hrs week be implemented for all employees in view of theWe demand that 5 day/40 hrs week be implemented for all employees in view of the tremendous productivity achieved due to the rapid technological advance. Thosetremendous productivity achieved due to the rapid technological advance. Those working on computer terminals be allowed 10 minutes rest per one hour as per ILOworking on computer terminals be allowed 10 minutes rest per one hour as per ILO recommendations. recommendations.

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HOLIDAYS AND CASUAL LEAVE HOLIDAYS AND CASUAL LEAVE

The existing system of 16 Effective Holidays, 2 Restricted Holidays and 12 CasualThe existing system of 16 Effective Holidays, 2 Restricted Holidays and 12 Casual leaves be continued.leaves be continued.

LEAVE LEAVE

All types of leave available are to be continued with modifications proposed hereAll types of leave available are to be continued with modifications proposed here

Casual LeaveCasual Leave May be increased to 15 days per year in consideration of the May be increased to 15 days per year in consideration of the Social and family needs and requirement.Social and family needs and requirement.

Earned LeaveEarned Leave Accumulation up to 300 days may continue as at present. Any Accumulation up to 300 days may continue as at present. Any number of days n excess of 300 days may be compensated withnumber of days n excess of 300 days may be compensated with cash equivalent to the number of days at the end of the year.cash equivalent to the number of days at the end of the year.

Half Pay LeaveHalf Pay Leave Short fall on EL for leave encashment at the time of retirement Short fall on EL for leave encashment at the time of retirement may be adjusted with this leave automatically by dispensing withmay be adjusted with this leave automatically by dispensing with the existing condition of a personal application from individuals.the existing condition of a personal application from individuals.

Maternity LeaveMaternity Leave May be increased to 180 days as recommended by sixth CPC. May be increased to 180 days as recommended by sixth CPC. Further the period of leave which can be availed of in Further the period of leave which can be availed of in continuation of maternity leave be increased to two years continuation of maternity leave be increased to two years instead of one year.instead of one year.

Paternity LeavePaternity Leave 30 days leave may be allowed.30 days leave may be allowed.

Special DisabilitySpecial Disability Leave Leave Persons afflicted with communicable diseases that surfaces Persons afflicted with communicable diseases that surfaces

sporadically, and cases of cancer, heart transplantation, kidney sporadically, and cases of cancer, heart transplantation, kidney failure may be granted with this type of leave during the period failure may be granted with this type of leave during the period of hospitalisation and treatment thereon.of hospitalisation and treatment thereon.

Special Leave forSpecial Leave forWomen EmployeesWomen Employeesafter 45 years ageafter 45 years age We demand 60 days special leave for women employees after We demand 60 days special leave for women employees after

45 years age, in their remaining service.45 years age, in their remaining service.

WOMEN EMPLOYEES WOMEN EMPLOYEES

55thth CPC has recommended the following measures for women employees: CPC has recommended the following measures for women employees:a)a) Flexi-time workFlexi-time workb)b) Flexi–place workFlexi–place workc)c) Half time work for half pay & allowances, for 6 years, as an option, withoutHalf time work for half pay & allowances, for 6 years, as an option, without

any reduction in all other benefits i.e., leave, LTC, Pension etc.any reduction in all other benefits i.e., leave, LTC, Pension etc.d)d) Day care centers and CrèchesDay care centers and Crèches

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e)e) Posting husband and wife at the same stationPosting husband and wife at the same stationf)f) Higher leave reserve for women employeesHigher leave reserve for women employeesg)g) Public convenience facilities for women employees in all officesPublic convenience facilities for women employees in all officesh)h) Arranging ladies special buses in bigger citiesArranging ladies special buses in bigger citiesi)i) When woman employee has no EL at her credit, she may be allowed to availWhen woman employee has no EL at her credit, she may be allowed to avail

the EL at the credit of her husband if he is working in BSNL, for the purpose ofthe EL at the credit of her husband if he is working in BSNL, for the purpose of rearing very young children.rearing very young children.

The sixth Pay Commission has made the following recommendations for womenThe sixth Pay Commission has made the following recommendations for women employees:employees:

a)a) Women employees be allowed staggered working hours, with 11 am to 4 pmWomen employees be allowed staggered working hours, with 11 am to 4 pm as core time during which time all women employees have to be presentas core time during which time all women employees have to be present necessarily and for the remaining time of the duty hours, they may be allowednecessarily and for the remaining time of the duty hours, they may be allowed to work either before 11 am or after 4 pm as per their choice.to work either before 11 am or after 4 pm as per their choice.

b)b) All women employees having minor children below 18 years of age beAll women employees having minor children below 18 years of age be allowed child care leave upto 730 days in service, to rear children and to lookallowed child care leave upto 730 days in service, to rear children and to look after the needs of children during sickness, examinations etc.. Further,after the needs of children during sickness, examinations etc.. Further, another year of EXOL be allowed on this account.another year of EXOL be allowed on this account.

c)c) Crèches be opened mandatorily in offices where the employees, male orCrèches be opened mandatorily in offices where the employees, male or female, have pre-school or primary school basis.female, have pre-school or primary school basis.

d)d) Maternity leave be increased from 135 days to 180 days and the period ofMaternity leave be increased from 135 days to 180 days and the period of leave which can be availed in continuation of maternity leave be increasedleave which can be availed in continuation of maternity leave be increased from one year to two years.from one year to two years.

e)e) Working women hostels be either built or taken on lease, to avoid the problemWorking women hostels be either built or taken on lease, to avoid the problem of residential accommodation to the single women employees.of residential accommodation to the single women employees.

f)f) The provisions of the Acts for protecting women against domestic violenceThe provisions of the Acts for protecting women against domestic violence etc., be incorporated in the conduct rules and violation should call foretc., be incorporated in the conduct rules and violation should call for disciplinary action. disciplinary action.

We demand for accepting and implementing all the above proposals.We demand for accepting and implementing all the above proposals.

COMPASSIONATE APPOINTMENTSCOMPASSIONATE APPOINTMENTS

It is demanded that all applicants, including rejected cases, be given compassionateIt is demanded that all applicants, including rejected cases, be given compassionate appointments without any exception.appointments without any exception.

PROMOTION POLICYPROMOTION POLICY

All non-executives, irrespective of their cadre, be given 5 time bound promotions inAll non-executives, irrespective of their cadre, be given 5 time bound promotions in service, with reservations for SC/ST employees. (Under discussion in the promotionservice, with reservations for SC/ST employees. (Under discussion in the promotion committee, between the official side and staff side.)committee, between the official side and staff side.)

RETIREMENT BENEFITS RETIREMENT BENEFITS

a)a) As per the rules in existence, the Pension and other retirement benefits are to beAs per the rules in existence, the Pension and other retirement benefits are to be paid to on revised IDA pay scales for the DoT employees absorbed in BSNL, aspaid to on revised IDA pay scales for the DoT employees absorbed in BSNL, as per Government rules applicable for Central Government employees(recruitedper Government rules applicable for Central Government employees(recruited before 1-1-2004), by the Government. We demand that the pension cost for DoTbefore 1-1-2004), by the Government. We demand that the pension cost for DoT

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service should be met by DoT, with contribution from BSNL for the service inservice should be met by DoT, with contribution from BSNL for the service in BSNL, as per FR 116. The DoT order dated 15-6-2006 be cancelled and the DoTBSNL, as per FR 116. The DoT order dated 15-6-2006 be cancelled and the DoT order dated 15-3-2005 be restored. As per the Government’s assurance, theorder dated 15-3-2005 be restored. As per the Government’s assurance, the pension is to be continued to be paid from consolidated fund. The benefit of fivepension is to be continued to be paid from consolidated fund. The benefit of five years weightage for those taking voluntary retirement be restored. The number ofyears weightage for those taking voluntary retirement be restored. The number of EL enchased while in service be excluded from the overall ceiling of encashmentEL enchased while in service be excluded from the overall ceiling of encashment of 300 days EL allowed at the time of retirement.of 300 days EL allowed at the time of retirement.

b)b) For the non-executives recruited in BSNL, a pension scheme has to beFor the non-executives recruited in BSNL, a pension scheme has to be formulated, as on the lines of DoT employees absorbed in BSNL, withformulated, as on the lines of DoT employees absorbed in BSNL, with contribution from these BSNL recruitees and BSNL management. The Pensioncontribution from these BSNL recruitees and BSNL management. The Pension Fund thus collected be maintained by the Government of India, by keeping it inFund thus collected be maintained by the Government of India, by keeping it in Public Account. This scheme be evolved in consultation with the representativePublic Account. This scheme be evolved in consultation with the representative union.union.

BSNL MEDICAL REIMBURSEMENT SCHEME BSNL MEDICAL REIMBURSEMENT SCHEME

The following improvements are proposed in BSNL Medical ReimbursementThe following improvements are proposed in BSNL Medical Reimbursement Scheme:Scheme:

Where the treatment is covered neither under BSNL MRS nor under CGHS, andWhere the treatment is covered neither under BSNL MRS nor under CGHS, and where the treatment is not covered by CGHS rate list, the CGMs be empowered towhere the treatment is not covered by CGHS rate list, the CGMs be empowered to settle such cases.settle such cases.

BSNL GSLISBSNL GSLIS

We propose that the contribution and claim in BSNL GSLIS be increased and optionWe propose that the contribution and claim in BSNL GSLIS be increased and option be given to opt for various slabs of contribution and claim.be given to opt for various slabs of contribution and claim.

CASUAL AND CONTRACT LABOURCASUAL AND CONTRACT LABOUR

a)a) Regularize all casual labour.Regularize all casual labour.b)b) Pending regularization, the casual and contract labour be paid Basic+DA onPending regularization, the casual and contract labour be paid Basic+DA on

par with that of Group D minimum or on par with the minimum pay o f thepar with that of Group D minimum or on par with the minimum pay o f the cadre’s work they are doing.cadre’s work they are doing.

SUPPLEMENTARY MEMORANDUMSUPPLEMENTARY MEMORANDUM

We may submit supplementary memorandum if required, at a later stage. We may submit supplementary memorandum if required, at a later stage.

DATE OF EFFECT DATE OF EFFECT

a)a) As per the guidelines issued by the Government, the revised pay andAs per the guidelines issued by the Government, the revised pay and allowances must be implemented from 01.01.2007, with payment of arrears.allowances must be implemented from 01.01.2007, with payment of arrears.

b)b) The revision in pensionary benefits as per Govt. rules, for absorbedThe revision in pensionary benefits as per Govt. rules, for absorbed employees, must be implemented from 01.01.2006 on IDA scales since foremployees, must be implemented from 01.01.2006 on IDA scales since for Central Government employees the wage revision has come into effect fromCentral Government employees the wage revision has come into effect from 01.01.2006.01.01.2006.

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TENURE OF THE AGREEMENTTENURE OF THE AGREEMENT

The tenure of the agreement for revised pay and allowances must be for five yearsThe tenure of the agreement for revised pay and allowances must be for five years only w.e.f 01.01.2007 and the next wage revision should be with effect fromonly w.e.f 01.01.2007 and the next wage revision should be with effect from 01.01.2012. The 01.01.2012. The DPE vide its OM No. 2(7)/06-DPE (WC) – GL VI dated 1DPE vide its OM No. 2(7)/06-DPE (WC) – GL VI dated 1 stst May May 2008 has allowed CPSEs to conclude such 5 year tenure agreements, with the2008 has allowed CPSEs to conclude such 5 year tenure agreements, with the permission of the concerned Department and Minister. Therefore, we demand forpermission of the concerned Department and Minister. Therefore, we demand for five year tenure agreement.five year tenure agreement.

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ANNEXUREANNEXURE

Table-1Table-1

Comparative study of BSNL with some other PSUs based on performanceComparative study of BSNL with some other PSUs based on performancein the year 2005-06.in the year 2005-06.

Sl.Sl. No.No. PSUPSU

GrossGross Block (Rs.Block (Rs.

crores)crores)

NetNet BlockBlock (Rs.(Rs.

crores)crores)

ReservesReserves &&

SurplusSurplus (Rs.(Rs.

crores)crores)

CapitalCapital employedemployed

(Rs.(Rs. crores)crores)

NetNet RevenueRevenue

(Rs.(Rs. crores)crores)

PBDIPBDI TEP (Rs.TEP (Rs. crores)crores)

NetNet ProfitProfit (Rs.(Rs.

crores)crores)

PBDIPBDI TEP:TEP:

CapitalCapital employemploy

eded

MOUMOU compo-compo-

sitesite score &score & ratingrating

No. ofNo. of employ-employ-

eesees

Per Per monthmonthper per employee employee emolumentemolumentss(Rs.)(Rs.)

1.1. BSNLBSNL 111765.49111765.49 60261.9560261.95 68256.5168256.51 85723.9685723.96 36138.9436138.94 18736.0118736.01 89408940 21.8621.86 1.261.26ExcellentExcellent 326948326948 1891418914

2.2. MTNLMTNL 14854.1514854.15 6568.756568.75 10606.7710606.77 10789.8910789.89 5560.985560.98 1342.491342.49 580.29580.29 12.4412.442.052.05VeryVery goodgood

5113351133 3105231052

3.3. TCILTCIL 71.0771.07 32.3332.33 367.85367.85 326.70326.70 453.49453.49 22.2922.29 32.8032.80 6.826.822.062.06VeryVery goodgood

924924 6173361733

4.4. ONGCONGC 103971.99103971.99 35425.5335425.53 52533.7452533.74 44974.3544974.35 47966.4047966.40 29724.3429724.34 1443114431 66.0966.09 1.451.45ExcellentExcellent 3472234722 3054030540

5.5. BPCLBPCL 18544.9518544.95 9917.369917.36 8777.888777.88 13823.3313823.33 77035.9277035.92 1406.021406.02 291.65291.65 10.1710.171.511.51VeryVery goodgood

1387613876 5294652946

6.6. HPCLHPCL 13479.2513479.25 7337.407337.40 8396.808396.80 10392.4910392.49 68161.7768161.77 1132.811132.81 405.63405.63 10.9010.90 1.031.03ExcellentExcellent 1077810778 5340953409

7.7. IOCLIOCL 43694.9643694.96 25023.4225023.42 28134.6628134.66 35899.6335899.63 168854.91168854.91 3341.413341.41 4915.124915.12 9.319.31 1.171.17ExcellentExcellent 3004830048 4299942999

8.8. NTPCNTPC 46039.6146039.61 23089.4923089.49 37154.0037154.00 32649.9332649.93 26142.9226142.92 10082.0710082.07 58205820 30.8830.881.611.61VeryVery goodgood

2404424044 3356433564

9.9. PowerPower GridGrid 24888.2524888.25 18516.2418516.24 6378.556378.55 17598.8617598.86 3145.343145.34 2751.902751.90 1008.931008.93 15.6415.64 1.001.00

ExcellentExcellent 71017101 3013830138

10.10. BHELBHEL 4006.634006.63 982.28982.28 7056.627056.62 6993.046993.04 13374.0313374.03 2865.502865.50 1679.161679.16 40.9840.98 1.201.20ExcellentExcellent 4260142601 3674636746

11.11. SAILSAIL 29360.4629360.46 12162.1412162.14 8471.018471.01 17117.7317117.73 28265.5728265.57 7530.737530.73 4012.974012.97 43.9943.99 1.441.44ExcellentExcellent 138211138211 2506225062

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TABLE – 2TABLE – 2

BSNL’s share in total 225 PSUs in 2005 – 06BSNL’s share in total 225 PSUs in 2005 – 06

Sl. No.Sl. No. FinancialFinancial ParameterParameter

Total PSUsTotal PSUs(Rs. Crores)(Rs. Crores)

BSNLBSNL(Rs. Crores)(Rs. Crores)

Share ofShare of BSNLBSNL

1.1. Reserves & Reserves & SurplusSurplus 359077359077 6825768257 19%19%

2.2. Gross BlockGross Block 619936619936 111765111765 18%18%

3.3. Net BlockNet Block 309138309138 6026260262 19%19%

4.4. Capital Capital EmployedEmployed 581250581250 8572485724 15%15%

5.5. Turnover Turnover (Revenue)(Revenue) 832584832584 3613936139 4%4%

6.6. PBDITEPPBDITEP 141951141951 1873618736 13%13%

7.7. Net ProfitNet Profit 7028870288 89408940 13%13%

8.8. No. of No. of employeesemployees 16490001649000 326948326948 20%20%

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TABLE – 3TABLE – 3

Top 10 profit making Central PSUs in 2005 - 06Top 10 profit making Central PSUs in 2005 - 06

Sl. No.Sl. No. PSUPSUNet Profit Net Profit

(Rs. Crores)(Rs. Crores)(Rounded to nearest crore)(Rounded to nearest crore)

1.1. ONGCONGC 1443114431

2.2. BSNLBSNL 89408940

3.3. NTPCNTPC 58205820

4.4. IOCLIOCL 49154915

5.5. SAILSAIL 40134013

6.6. GAILGAIL 23102310

7.7. NMDCNMDC 18281828

8.8. NPCILNPCIL 17131713

9.9. CILCIL 17121712

10.10. OILOIL 16901690

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TABLE – 4TABLE – 4

Rate of Gross Surplus value in PSUs in 2005 – 06Rate of Gross Surplus value in PSUs in 2005 – 06

Sl. No.Sl. No. PSUPSUSalaries &Salaries & Wages (Rs.Wages (Rs.

Crores)Crores)

PBITEPPBITEP (Surplus)(Surplus)

(Rs. Crores)(Rs. Crores)Rate ofRate of SurplusSurplus

Per month perPer month per employeeemployee

remunerationremuneration

(1)(1) (2)(2) (3)(3) (4)(4)Col. (4) Col. (4) Col. (3) xCol. (3) x

100100(Rs.)(Rs.)

1.1. BSNLBSNL 74217421 93599359 126%126% 1891418914

2.2. MTNLMTNL 19051905 696696 37%37% 3105231052

3.3. TCILTCIL 6868 1919 28%28% 6173361733

4.4. ONGCONGC 12731273 2142221422 1683%1683% 3054030540

5.5. BPCLBPCL 882882 638638 72%72% 5294652946

6.6. HPCLHPCL 691691 11331133 164%164% 5340953409

7.7. IOCLIOCL 18631863 11401140 61%61% 4299942999

8.8. NTPCNTPC 968968 80348034 830%830% 3356433564

9.9. Power GridPower Grid 257257 19991999 778%778% 3013830138

10.10. BHELBHEL 18791879 26202620 140%140% 3674636746

11.11. SAILSAIL 41574157 61466146 148%148% 2506225062

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TABLE – 5TABLE – 5

Rate of Net Surplus in PSUs in 2005 – 06Rate of Net Surplus in PSUs in 2005 – 06

Sl. No.Sl. No. PSUPSU Wages (Rs.Wages (Rs. Crores)Crores)

Net ProfitNet Profit(Rs.(Rs.

Crores)Crores)Rate of NetRate of Net

ProfitProfitPer monthPer month

per employeeper employee WagesWages

(1)(1) (2)(2) (3)(3) (4)(4) Col. (4) Col. (4) Col. Col. (3) x 100(3) x 100 (Rs.)(Rs.)

1.1. BSNLBSNL 74217421 89408940 120%120% 18914189142.2. MTNLMTNL 19051905 580580 30%30% 31052310523.3. TCILTCIL 6868 3333 49%49% 61733617334.4. ONGCONGC 12731273 1443114431 1134%1134% 30540305405.5. BPCLBPCL 882882 292292 33%33% 52946529466.6. HPCLHPCL 691691 406406 59%59% 53409534097.7. IOCLIOCL 18631863 49154915 264%264% 42999429998.8. NTPCNTPC 968968 58205820 601%601% 3356433564

9.9. PowerPower GridGrid 257257 10091009 393%393% 3013830138

10.10. BHELBHEL 18791879 16791679 89%89% 367463674611.11. SAILSAIL 41574157 40134013 97%97% 2506225062

The rate of net profit of BSNL compared to wages is 120%, which is more comparedThe rate of net profit of BSNL compared to wages is 120%, which is more compared to MTNL (30%), TCIL (49%), BPCL (33%), HPCL (59%), BHEL (89%), and SAILto MTNL (30%), TCIL (49%), BPCL (33%), HPCL (59%), BHEL (89%), and SAIL (97%). But the per month per employee wage in BSNL is Rs.18914 only which is(97%). But the per month per employee wage in BSNL is Rs.18914 only which is very less compared to MTNL (Rs. 31052), TCIL (Rs.61733), BPCL (Rs.52946),very less compared to MTNL (Rs. 31052), TCIL (Rs.61733), BPCL (Rs.52946), HPCL (Rs.53409), BHEL (Rs.36746), SAIL (Rs.25062).HPCL (Rs.53409), BHEL (Rs.36746), SAIL (Rs.25062).

In VSNL the average per month per employee wage for 2005-06 is Rs.1,08,108/-. In VSNL the average per month per employee wage for 2005-06 is Rs.1,08,108/-.

35