Question & AnswerQ&A (PNP MEMORANDUM CIRCULAR NO. 2008-0116)
The grievance machinery covers all matters causing PNP uniformed personnel dissatisfaction including wrongful or non-implementation of policies affecting recruitment, promotion, transfer, assignment, termination, financial issues, physical working conditions, and interpersonal relationships, except for disciplinary cases, complaints on official disciplinary actions, objections to policy terms, sexual harassment cases, and anonymous complaints.
A grievance is an employee's expressed (written or spoken) feeling of discontentment and dissatisfaction on any matter within the scope of this policy, limited to Stage I, the Oral Discussion.
A complaint refers to a grievance in writing that the employee believes has been ignored or improperly handled at the lowest level of office and is therefore elevated to the next level.
The modes are Conciliation (third party assists parties to develop solutions), Mediation (third party actively helps develop solutions and may propose settlements), and Arbitration (third party renders binding decisions). Arbitration can be voluntary or compulsory.
Excluded are disciplinary cases under Uniform Rules on Administrative Cases, complaints about official disciplinary actions of heads of offices as per RA 6975, objections to policies or regulations, sexual harassment cases per RA 7877, and anonymous grievances or complaints.
Principles include the right to present grievances, initial discussion with immediate supervisor, freedom from coercion or reprisal, settling grievances at the lowest office level, focus on what is right, confidentiality, no formal legal technicalities, no legal counsel for parties, and prohibition against airing grievances outside PNP.
Stage I: Oral Discussion with the immediate supervisor; if unresolved, Stage II: Written grievance submitted to Head of Office for decision or referral to a Grievance Committee; if still unresolved, Stage III: Referral to the Civil Service Commission (CSC) Regional Office after certification on Final Action on Grievance is issued.
Members are permanent officials and employees known for integrity and credibility. Committee is chaired by the Chief of Personnel Office; members include division/section chiefs elected among themselves, rank-and-file representatives chosen through election or assembly, legal officer, and sometimes legal counsel. Alternate members replace any member who is a subject of a grievance.
The chairman convenes and chairs meetings/hearings, informs parties, schedules hearings, controls the hearing process, rules on jurisdiction and procedure, drafts correspondence, ensures timely processing, keeps records, compiles official records, and submits final written recommendations to the Head of Office.
Complainants are assured freedom from coercion, discrimination, harassment, or reprisal, the right to present grievances respectfully, and the right to have their grievance heard fairly and expeditiously without legal counsel representing them during hearings.