depedorder series-powerpoint presentation

What is your idea of a grievance?
DEPARTMENT OF EDUCATION
Dissatisfaction: maybe defined as anything that disturbs an employee,
whether or not such unrest is expressed in word e.g. teachers may be upset
because they are suddenly instructed to observe regular hours.
Complaint: It is a spoken or written dissatisfaction, brought to the attention
of the supervisor and the union leader. The complaint may or may not specially
assign a cause for dissatisfaction
Grievance: It is simply a complaint, which has been formally presented in
writing, to a management representative or a union official. However for most
of the people, the word “grievance” suggests a complaint that has been
ignored, overridden or dismissed without due consideration.

What is your idea of a grievance?
Expressions such as problem, discontentment, deep
problem etc. can be used to describe a grievance.
However please note that dissatisfaction or discontent
per se is not a grievance. They initially find
expression in the form of a complaint. When a
complaint remains unattended and the employee
concerned feels a sense of lack of justice and fair
play, the dissatisfaction grows and assumes the status of a
grievance.

DepED Order no. 35, s. 2004
“REVISION OF THE GRIEVANCE MACHINERY
OF THE DEPARTMENT OF EDUCATION
APRIL S. LAURIO

OBJECTIVE OF GRIEVANCE MACHINERY
1. Determined or provide the best way to remedy
the specific cause or causes of the grievance.
2. Help promote wholesome and desirable
employee relations in the department to
prevent employee discontent and
dissatisfaction.
3. Create a work atmosphere that is conductive
to good supervisor-employee relations and
improved employee morale, the machinery
must aim to:

a. Activate and strengthen the Department’s
existing grievance machinery;
b. Settle grievances at the lowest possible level in
the Department; and
c. Provide a catalyst for the development of
capabilities of personnel to settle disputes

1. A grievance shall be resolved expeditiously at all times
at the lowest level possible. However, if not settled at
the lowest level possible, an aggrieved party shall
present his/her grievance step by step following the
hierarchy of positions.
2. The aggrieved party shall be assured freedom from
coercion, discrimination, reprisal, and biased action on
the grievance.

3. Grievance - proceedings shall not be bound by legal
rules and technicalities. Even verbal grievance must be
acted upon expeditiously. The services of a legal counsel
shall not be allowed.
4. The head of agency shall ensure equal opportunities for
men and women to be represented in the grievance
committee.

1. Grievance - refers to a work discontentment or
dissatisfaction which have been expressed verbally or in
writing and which, in the aggrieved employee’s opinion,
has been ignored or dropped without due consideration
2. Grievance Machinery - a system or method of
determining and finding the best way to address the
specific cause or causes of grievance.

The Grievance Machinery shall apply to all
levels of officials and employees in the
Department of Education (DepEd), including
non-career employees whenever applicable.

3. Inadequate physical working conditions such as
lack of proper ventilation in the workplace, and
insufficient facilities and equipment necessary for the
safety and protection of employees whose nature and
place of work are classified as high risk or hazardous;

4. Poor interpersonal relationships and linkages;
5. Protest on appointments; and
6. All other matters giving
rise to employee
dissatisfaction and
discontentment outside of
those cases enumerated
above.

1. Disciplinary cases which shall be resolved pursuant
to the Revised Rules and Procedures of
Administrative Disciplinary Cases ( DepEd Order no.
49, s. 2006 );
- Graft and Corruption Practices - Discourtesy
- Dishonesty
- Immorality etc…
- Misconduct
- Drunkenness
- Tardiness and Absences

- The personnel concerned
should REPORT the same
to the Division Office
- make preventive measures

- May be held liable for neglect of duty
- Punishable of Suspension from 1 month to Dismissal
from Service
Consequence of Acting on Administrative
Proceedings without Authority
- May be held liable for grave misconduct:
- Punishable by dismissal from the service for the FIRST
OFFENCE

GRIEVANCE COMMITTEE
❏ The Department shall establish separate grievance
committees in the central region and divisions and district
offices and schools.
❏ Only permanent officials and employees shall be
appointed or elected as grievance committee members.
❏ In the appointment or election of the committee
members, their integrity, probity, sincerity, and
credibility shall be considered.
❏ Officials who take action on a grievance brought to their
attention shall be liable for neglect of duty per civil service
laws, rules and regulations.

Grievance Committees in the Department of Education;
Their Composition & Responsibilities
a. School Grievance Committee
1.Principal or Head Teacher
2.President of the Faculty Club
3.A teacher who is acceptable to both the
aggrieved party and the object of the grievance
to be appointed by the Principal or Head Teacher.

b. 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.

c. Schools Division 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
representative.

d. Regional Grievance 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. wo (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 same 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

e. Department Grievance Committee
1. Highest official responsible for Human Resource Management
2. Two (2) Division Chiefs, one from the OSEC 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

A. DISCUSSION WITH IMMEDIATE
SUPERVISOR
The employee/aggrieved party shall present
his/her grievance orally or in writing to
his/her immediate supervisor, who shall,
within three (3) days from the date of
presentation, inform the employee orally of
his or her decision.

Provided however, that where the object of
the grievance is the immediate supervisor, the
aggrieved party may bring the grievances to
the next higher supervisor.

In the oral discussion, the following shall be observed:
a. The employee/aggrieved party shall be put at ease –
Every effort shall be exerted to make the employee who
has a grievance feel at ease during the oral discussion.
b. The employee/aggrieved party shall be
encouraged to talk – The employee shall be allowed to
tell or explain his/her side during the oral discussion.

c.Privacy in discussion – The oral discussion shall be
held in private in a quiet and secluded spot where the
conversation cannot be interrupted or overheard.
d.The case shall be heard fully – The supervisor shall
seek to keep his/her views and opinions entirely to
himself/herself until after the employee has explained
his/her-side during the oral discussion.

e. A definite decision shall be reached – At the end of
the discussion, the supervisor must be prepared to state
his/her position clearly and accurately based on the
merits of the grievance. He/She need not immediately
give a definite decision, but the decision shall be
rendered within three (3) days from the presentation
of the grievance.

B. Appeal to the Higher Supervisor.
If the aggrieved party is not satisfied with
the verbal decision, he or she may submit
the grievance in writing, within five (5)
days to the next higher supervisor who
shall render his or her decision within five
(5) working days from receipt of the
grievance.

C. Appeal to the Grievance Committee.
The decision of the next higher supervisor may be elevated to
the grievance committee within five (5) working days from
receipt of the decision of the next higher supervisor. The
grievance committee may 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 may submit the grievance to the Office of the
Secretary, through the Undersecretary for Legal Affairs.

Appeal to the Office of the Secretary
If the aggrieved party is not satisfied with the decision of the
grievance committee, he/she 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.

Appeal to the Civil Service Commission Regional Office
If the aggrieved party is not satisfied with the decision of top
management, he or she may appeal or elevate his or her
grievance to the Civil Service 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 Office shall rule on the
appeal in accordance with existing civil service law, rules and
regulations.

The decision shall be in writing and shall
contain all relevant facts and circumstances
as well as the law or rule that was applied.

● Establish its own procedures and strategies. Membership in the
grievance committee shall be considered part of the members’
regular duties.
● Develop and implement pro-active measures or activities- to
prevent grievance such as an employee assembly which shall
be conducted at least once every quarter, “talakayan”,
counseling and other HRD interventions. Minutes of the
proceedings of these activities shall be documented for audit
purposes;

● Conduct continuing information drive on the Grievance Machinery
among officials and employees;
● Conduct dialogue between and among the parties involved;
● Direct the documentation of the grievance including the
preparation and signing of written agreements reached by the
parties involved;
● Issue final certification on the Final Action on the Grievance (CFAG).
which shall contain, among other things, the history and final
action taken by the agency on the grievance; and
● Submit a quarterly report of its accomplishments and status of
unresolved grievances to the Civil Service Commission Regional
Office concerned.

"The test of our progress is not whether we
add more to the abundance of those who
have much; it is whether we provide enough
for those who have too little.“
-Franklin D. Roosevelt

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