We are proud of BHEL for its contribution towards nation building by diverse product profile of national importance. Govt of India has declared BHEL is as one of the Maharatna company very recently. A journey from an ordinary PSU to a coveted status of "Maharatna PSU" could not have been possible without sincere contribution of all its employees. We are more than happy for achieving desired growth with respect to Executive and artisan cadre. BHEL claims to extend justified renumeration/facilities to employees of different cadre namely, Artisan, Supervisor and Executive. I wish to share some eye opener details to you with respect to pay scale/facilities of supervisors. During Year 1973 entry level pay scale of Skilled Artisan (A3), Supervisor (S1) and Executive(E1) were Rs.320, Rs.520 and Rs. 725 respectively which has become Rs 11700, Rs. 12400 and Rs. 24,900 respectively by Yr 2007. Artisan(A3) and Executive(E1) scale has shown a growth of more than 3400-3500%(approx.) whereas supervisor (S1)have grown just by 2300% (approx.) If we take reference from Year 1986-87,Artisan, supervisor and executive entry level pay scale was  Rs.1146, Rs. 1875 and Rs 2500 respectively. By year 2007 Artisan and executives scales were increased by 10 times to Rs 11700 and Rs. 24900; Similarly, S1 scale should have been increased 10 time and made Rs. 18750 whereas supervisors scale was reduced to just  Rs, 12400 ( Just around 6.5 times). Can anyone justify the following: If BHEL has progressed from a PSU to MAHARATNA PSU, with reference to 1973 wage revision executives and artisans entry level scale have grown nearly 3500%, why supervisor's scale is left way behind with just 2300% growth; with reference to 1988 wage revision executive and artisan entry level pay scale has grown 10 times then why supervisor's entry level scale is left way behind by just 6.5 times growth. Adding salt to the wound; Artisan who joined BHEL upto 31.12.2009 were extended benefits of 2.5 increment ( an increase of 7.5% of basic) whereas newly joined supervisors (STs) of corresponding period were denied this benefit. Secondly, Executives and supervisors both are covered under CDA rules and their roles and responsibilities overlap each other. For benefits extended by company to these two cadres speaks in volume about discrimination and humiliation meted out to supervisors.

(1) Phone Facility: DGM and above 2 Land Line on office table in addition to 2 mobile phones , other executives 1 land line on office table in addition to 2 mobiles: I am failed to understand why company need to provide 4 phones to one cadre and non to other ( who is required to have at least one).Where as supervisors is struggling to get mobile facilities even on site and on official tour.

(2) Leased home: Executives are authorised for leased homes whereas supervisors are not authorised.

(3) Laptop: Executives whether needs or not authorised to have laptop each of Rs. 60,000 (facility started in the year when company is crying of poor financial status due to negative growth in top line and bottom line). supervisors are not authorised. Auditors and vigilance may verify how many executives are really using these laptops for official purposes.

(4) Air conditioner for office at home: Similarly Air conditioner is allotted to all AGMs and above for office at home. Auditors and vigilance may verify how many AGMs are running office at home.

(5) Furnishing allowances : This facility was available to executive and now made further more attractive from this year (Financial challenging year) and thus adding financial burden to already decreasing financial performance. Supervisors are not authorised

Whenever we raise question about discrimination with supervisors; we are told that company is facing financial challenges hence nothing can be done at this moment.

Notwithstanding the fact, last three facilities were either started or modified in the year when company is facing all-round challenges from external factors. A serious question is raised here: are we really serious about well being of BHEL ???

Such financial discrimination impacts supervisor cadre not only financially but also morally. Such observation are recorded in Employee satisfaction survey conducted by BHEL corporate HR new initiative cell. It also suggested for remedial action to be initiated by Corporate IR but it made no difference to management. Even our central association (FOAIBEOA) representation on these issues are out rightly rejected by BHEL management. Let our guardians know that whiles fixing wages of 3 cadres of BHEL,DPE guidelines of non conflict of workmen pay scale with that of executives and supervisors were violated to push supervisor's pay scale to humiliating level ( almost equal to Artisan) if supervisor and executive roles are overlapping why benefits should not. Please intervene urgently so that interest of supervisors can be protected without discrimination.   Hence I appeal to all supervisors of BHEL to rise from slumber and make your voice heard to all concerned authorities by signing this petition. Even people out of BHEL purview also can support if you feel our points against discrimination are right and justified. Come show solidarity with right. I appeal to even workmen and executive cadre of BHEL to support this petition if you feel  supervisors have been wronged. This petition is not a result of envy to other two cadres but for restoring deserving place for supervisor cadre.