WE HAVE A

PROBLEM!!!
What is your
idea about
Grievance??
 Griev ance
M a c h i n e r y for
D e p e d Te a c h i n g
a n d N o n -Te a c h i n g
D e p E dP e r s No.
Order o n3n5 e
s elr i e s of
2004
 B a s i c Policies
■ A grievance shall be resolved
expeditiously at all times at the lowest
■ level possible.
If not settled at the lowest level possible,
take step by step following the hierarchy
■ of positions.
Freedom from coercion, discrimination,
■ reprisal, and biased action.
■ Not bound by legal rules and technicalities.
Verbal grievance must be acted
■ upon expeditiously.
■ Services of a legal counsel shall
not be allowed.
Ensure equal opportunities for m e n and
women to be represented.
 OBJECTIVES
■ Activate and strengthen
the Department’s existing
grievance machinery ;
■ Settl e a t the
grievances
p o s s i b l l evel l o w eDepartmen
st
e in the t;
and a c a t a l y s t for
■ Prov id
development of the
e
capabilitiesto settle
personnel of
disputes.
 C o v e r a g e of the
Grievance
Machinery
■ The scope applies to all
levels of offi cials and
employees in the
Department of E d u c a t i on
(DepEd), including non-career
employees whenever applicable.
DEFIN ITION OF
TERMS
 Accredited or
Recognized Employee
Union
■ An employee’s union accredited
pursuant to Executive Order No.
180 and it’s implementing rules
and regulations
 Career Service
■ position in the Civil Service
characterized by:
1. entrance based on merit and
fitness to be determined as far as
practicable by competitive
examination or based on
highly technical qualifi cations
2. opportunity for advancement to
higher career position
3. security tenure
 Department

■ refers to the Department of

Education (DepEd)
 First Level Position

■ Includes clerical trades and crafts,

and custodial services which
involves sub-professional work in a
non-supervisory or supervisory
capacity.
 Grievance
■ This refers to a work-
discontentment or related
d i ssat had
which i sfa cbeen
t i on expressed verb
or in writing and which, in
the
Aggrieved employee’s
opinion, has been i g n o r e d
or dropped without due
consideration.
 Grievance Machinery

• a system or method of
determining
and fi nding bes way
the
address the t to cause
specific of a
causes or
grievance.
 Non- Career Service
• position expressly declared by law to be
in the non- career service , or those
who entrance in the service is
characterized by:
1. entrance on bases other than those
of the usual test of merit and fitness
utilized for the career service
2. tenure which is limited to a period
specified by law or which limited to
the duration of a particular project
for which purpose employment was
 Public Sector Labor
Management Council
(PSLMC)
• responsible for the promulgation,
implementation and administration
of the guidelines for the exercise of the
rights of government employees to
organize pursuant to Executive No. 180
 Third Level Position
• generally require Career Service Executive
Eligibility (CSEE) or Career Executive Service
(CES) Eligibility . these includes:
• Undersecretary
• Assistant Secretary
• Bureau Director
• Assistant Bureau Director
• Regional Director
• Assistant Regional Director
• Director of Services
• School Division Superintendent
• Assistant School Division Superintendent
• Other officers equivalent to rank
 Balik Aksyon Partner
•
The counterpart action officer of the Civil Service
Commission under the Mamamayan Muna Program
pursuant to CSC Memorandum Circular No. 3 s,
1994.
 Application of
Grievance
■ N o n - i mpM a c htation
l emen inery of
policies, practices and
p roce d u re s o n econ omi c
a n d fi nancial i s s u e s and
other terms and
conditions of
employment fi xed b y law
including salaries, incentives,
working hours, leave benefits
such as delay in the
processing of overtime
pay, unreasonable withholding
 Application of
Grievance
■ N o n - i mpM a c htation
l emen inery of
policies, practices and
p roce d u re s w h i c h a ff e c t s
employees from recruitment
to promotion , detail,
t r a n s f e r, retirement,
terminations, l ay - o ff s and
other related issues that
a ff e c t t h e m s u c h a s f a i l u re t o
o b s e r v e s e l e c t i o n p ro c e s s i n
appointment and undue delay
i n t h e p ro c e s s i n g o f re t i re m e n t
 Application of
Grievance
■ Mt e
Inadequa a c h i npehryys i c a l
w o r k i n g condi ti ons such as
lack of proper ventilation in
the workplace, and insuffi cient
facilities
necessar and forequipment
the safety an
y of employe d
protectioand place
nature es of work whos
n classified a s high risk or e
are
hazardous;
 Application of
Grievance
■ Machinery
P oo r interpersonal
relationships a n d linkages ;
■ Protest on appointments;
■ and
All other m a t t e r s giving rise
to employee dissatisfactio an
n outside
discontentment d
of cases enumerated thos
above e
 The following cases shall
not be acted upon through
the grievance machinery:
■ Disciplinary cases which shall
be resolved pursuant to the
D E C SAdministrative
on Rules of Procedures
Disciplinary
Cases (DECS Order No. 33, s. 1999);

■ Sexual harassment cases as

provided for in RA 7877; and

■ Union-related issues and

concerns.
 G R I E VA N C E
■
PD R O C E
iscussion
D U R E
with Immediate
Supervisor
■ The employee/aggrieved party shall
present his/her grievance orally or in
w ri ti n g
presentation, to his/her informimmediate the
supervisor, who shall, within three
e m p l o y e e orally of h i s
(3) d a y s f r o m t h e d a t e of
■ or her decision.
tProvided
he g r i e v a nthat
however, c e where i s the object
the
iof
m m e d i a t e supervisor , the aggrieved
party m a y bring the grievances to
the n ext h i g h e r supervisor.
 Important
Considerations
d u r i n g Oral
■ The employee/aggrieved party
Discussion:
shall be put at ease.
■ The employee/aggrieved party
shall be encouraged to talk.
■ Privacy in discussion.
■ The case shall be heard fully.
■ A definite decision shall be reached
 A p p e a l to the
Higher
■ Supervisor.
If the aggrieved party is not
satisfied with the verbal
decision,
may submithe or
the she
grievance
writing, within fi ve (5) in
d
the to
ay s next h i g h e r s u p e r v i s o r
who shall render his or her
decision within five (5) working
days from receipt of the
grievance.
 A p p e a l to the
Grievance
■ The decisionCommittee .
of the next higher supervisor
m a y be elevated to the
grievance committee within five
(5) working
the next days from receipt
higher of the decision
supervisor. The
of
grievance committee m a y conduct an
investigation and hearing within ten (10)
working days from receipt of the grievance
and render a decision within five
(5) working days after the investigation.
Provided, however, that where the object of
the grievance is the grievance committee,
the aggrieved party
m a y submit the grievance to the Office of
the Secretary, through the Undersecretary
for Legal Affairs.
 A p p e a l to the Offi ce of
the Secretary
■ If the aggrieved party is not
satisfied with the decisionof the
grievance
he/she committee,
may elevate his/her
grievance within five (5) working days
from receipt of the decision to the
Office of the Secretary through the
Undersecretary for Legal Affairs who
shall make the decision within ten (10)
working days after the grievance.
Provided, however, that where the
object of the grievance is the
Secretary, the aggrieved party may
bring his/her grievance directly to the
Civil Service Commission Regional
Office.
 Commission
Regional
■ If the aggrievedOffi
partyce.
is not satisfied with
the decision of top management, he or
she m a y appeal or elevate his or her
Civil Service
grievance to the Commission Regional
Office concerned within fifteen (15)
working days from the receipt of
such decision. The aggrieved party
shall submit a Certification on the Final
Action on the Grievance (CFAG) together
with the appeal. The Civil Service
Commission Regional Offi ce shall rule on
the appeal in accordance with
existing civil service law, rules and
regulations.
W h o shal l b e a p p o i n t e d or
elected a s m e m b e r s of the
Grievance C o m m i t t e e ?
■ Only permanent offi cials
and employees shall be
appointed or elected a s members of
the grievance committee.
■ Integrity, probity, sincerity
a n d credibility shall be considered.

■ Offi cials who refuse to take action

on a grievance brought to their
attention shall be liable for
n e g l e c t of d u t y in accordance
with civil service laws, rules and
 Jurisdiction of
Grievance
■ The Co
S cm
h om
o li tte e
Gs.
r i e van ce
C o m m i t t e e shall have original
jurisdiction over grievances of
teachers and non- teaching
personnel in the school that were
not orally resolved.
 Jurisdiction of
Grievance
■ The Co m m i tte G
District ers.
ievance
C o m m i t t e e shall have original
jurisdiction over grievances of
employees in the district that
were not orally resolved. It
shall also have appellate
jurisdiction over grievances that
were not resolved in the School
Grievance Committee.
 Jurisdiction of
Grievance
■ The S cCo
h om mDiitte
ols v i s ie
ons.
Grievance
Committ shall have
ee original over
employees grievances
jurisdiction in of
the division that
were not orally resolved. It shall
also have appellate jurisdiction
over grievances that were not
resolved in the District Grievance
Committee. .
 Jurisdiction of
Grievance
■ The CoRm
e gm
i ointte
a l e s.
Grievance
Committ shall have
ee original over
grievances
jurisdiction in
employees of that
the region
were not orally resolved. It shall
also have appellate jurisdiction
over grievances that were not
resolved in the Schools Division
Grievance Committee.
 Jurisdiction of
Grievance
■ The Co
D em
p am
r t imtte
e n te s.G r i e va n
Committee shall ce
have
jurisdiction over grievancesoriginal
of
employees in the different
bureaus/services/centers and offi ces in
the Centralresolved.
not Offi ce that
It wereshall
orally jurisdictio also have
that were not
appellate n resolvedover
by the
grievances
Regional Grievance Committee.
Decision of the
Grievance
Co m m i tte e s.
• The grievance committee shall
render its decision with in 15 days
from the receipt of the grievance in
writing and decision of the next
higher supervisor
• 15 days working period the
committee may conduct an
investigation
• 10 days from the receipt of the
grievance and
• render a decision within 5 working
 School
Grievance
(1) PrincipalCor
om m i Teacher
Head ttee
(2) President of the Faculty
(3) Club
A teacher who is acceptable to
both the aggrieved party th
object of the and e
grievance by the Principal orto
appointed b
Head Teacher. e
 District Grievance
Committee

(1) District Supervisor/Coordinator

or his/her designated
representative
(2) Principal of the school where
the grievance originated
(3) President of the District
Teachers’ Association or his or
her designated representative.
S c h o o l s Di v i si o n
Grievance
Committee
(1) Schools Division Superintendent
or his or her designated
representative
(2) District
Supervisor/Chair/Coordinator of the
district where the grievance
originated
(3) The President of the Schools
Division Teachers Association or his
or her designated
 Regional
Gri eva nc e
Committee
(1) Regional Director or his/her designated
representative
(2) Chief or Head of the Administrative Division
(3) Two (2) division chiefs to be chosen among
themselves
(4) Two (2) members of the rank and file, one from
the first level and another from the second level,
to be chosen through a general election or any
other mode of the like. In case there is an accredited
or recognized employees union, the sam e shall
designate said representatives. The first level
representative shall participate in the resolution of
the grievance of first level employees while the
second level representative shall participate In the
resolution of the grievance of second level
employees. The two (2) representatives from the
rank and file shall serve for a term of two (2)
years*
(5) Designated Bilis Aksyon Partner.
 Department
Grievance
(1) Highest C o mresponsible
official m i t t e efor Human
Resource Management
(2) Two (2) Division Chiefs, one from the O S E C
proper and one from the bureaus to be chosen
from among themselves
(3) Two (2) members of the rank and file, one
from the first level and another from the
second level, to be nominated by the accredited
or recognized employees union. The first level
representative shall participate in the resolution
of the grievance of first level employees while the
second level representative shall participate in
the resolution of the grievance of second
level employees. The two (2) representatives
from the rank and file shall serve for a term of two
(2) years.
(4) Designated Bilis Aksyon Partner.
 Respo n si bi l i ti e s of
the Grievance
Committee
■ E s t a b l i s h its o w n
p r o c e d u r e s Membershi
strategie and in the
s. p committee shall
grievance part of the be
rconsidered
egular members’
duties.
 Respo n si bi l i ti e s of
the Grievance
Committee
■ D e v e l o p a n d i m p l e m e n t pro-
m easures
active or activities- to
prevent grievance such as an
employee assembly which shall be
conducted
ever aquarte
t l e a s t once“talakayan
c
y o u n s e l i r, a n othe
”, HR
intervention
ng d r D
s.
■ Minutes of the
activities
p r o c e e d i nshall
g s of b e d o c u m etnhteesde
for a u d i t p u r p o s e s .
 Respo n si bi l i ti e s of
the Grievance
Committee
■ Conduct continuing
information drive o n the
Gr i e van ce M a c h i n e r y
a m o n g offi cials a n d
employees.
 Respo n si bi l i ti e s of
the Grievance
Committee
■ C o n d u c t d i a l o g u e between
and among the parties
involved.
 Respo n si bi l i ti e s of
the Grievance
Committee
■ Direct the d o c u m e n t a t i o n
of
g r i e v a nthe
ce the
including signing
p re par at i on a n d
written of
a g r epeam
the r tei e
nsts r eached
involved. by
 Respo n si bi l i ti e s of
the Grievance
Committee
■Issu fi na certifi cation on
e lAction o n the the
Final
(CFAG) Grievance
which shall contain,
among other things, the history
and final action taken by the
agency on the grievance.
 Respo n si bi l i ti e s of
the Grievance
Committee
■ S u b m i t a quarterly
report
accomp ofl i s h m e n t s its a n d
u n r e s o l v e dsgtrai teuvsa n c e s of
to
Civil Ser vi ce the
C o m m i s s i o n R e g i o n a l Offi ce
concerned.
 E ff e c t i v i t y
The Grievance Machinery shall
take eff ect immediately upon
approval by the Civil Service
Commission Regional Offi ce
Concerned . Subsequent
amendments shall be subject to
CSC approval and shall take
eff ect immediately.
 COMMITMENT
I hereby commit to implement
the provisions of this
Grievance Machinery and take
necessary action
in with existing
civil
accordance
service law and rules
against
supervisors or officials who
refuse to act on a grievance
brought before their attention.
TH A N K YO U 